Posts Tagged: survey
The ANR@Work Survey – which will be open through April 9 – gives all academics and staff an opportunity to provide feedback about their experience working at UC ANR.
The UC ANR community is founded on principles strengthened by common goals, shared interests, camaraderie and a passion for improving the quality of life in all communities. We all have the right to work in an environment that promotes fairness, trust, respect, and physical and emotional safety and security. Your anonymous survey responses will contribute to our efforts to create the best possible work environment for all of us.
On March 16, each academic and staff member should have received an email from Glenda Humiston <email@example.com> containing a unique link to the survey. The emailed invitation is the only way to access the survey and cannot be replaced.
To thank you for your time and to encourage participation, everyone who completes the survey will have the option to participate in a drawing for a $75 gift card. We will award 40 gift cards through random drawings during the survey period.
The survey is being administered again by UC San Diego; they have been administering a similar survey for more than 20 years on their campus. Results from the 2020 ANR@Work Survey established a baseline for us to measure progress and opportunities for improvement. Examples of activities that were involved by 2020 survey results include increased leadership participation in monthly town hall meetings and more opportunities for ANR employees to provide input into the ANR Strategic Plan.
You can find 2020 results at https://ucanr.edu/sites/anrstaff/Diversity/ANR@Work_Survey_741.
If you have questions about the survey, please contact Human Resources at firstname.lastname@example.org.
UC ANR employees made their voices heard through the 2020 ANR@Work survey. The survey received a 73% response rate with over 74% of respondents stating that they are a “satisfied” or an “extremely satisfied” UC ANR employee.
The inaugural ANR@Work survey was distributed to academics, staff and county-paid employees between March 17 and April 3, 2020. The goal of the anonymous survey was to obtain feedback about the work environment at UC ANR.
“Your responses tell us the top strengths of UC ANR include feeling valued by your department, feeling welcomed in your workplace, and feeling your department supports your work-life balance,” said John Fox, executive director of Human Resources.
Two of the top-scoring issues (4.4 out of 5 on the scale) show that respondents feel their supervisors treat them with respect and that their supervisors are supportive of their personal issues.
We hear you.
“Overall, while scores were not low, employees shared opportunities for improvement, which included wanting to have more of a voice on how to improve UC ANR, and wanting to hear more from senior leaders about long-range goals and strategic direction,” Fox said. “Another opportunity to improve was in the area of feeling more valued by the organization.”
Fox will review the overall ANR@Work survey results during the Town Hall Zoom meeting on Thursday, Aug. 20, at 1:30 p.m.
“We plan to repeat the survey annually for at least five years,” Fox said. “The 2020 survey results establish a baseline for continually assessing UC ANR's work environment.”
See more about ANR@Work Survey results at https://ucanr.edu/sites/anrstaff/Diversity/ANR@Work_Survey_741. Questions or comments about the survey? Contact email@example.com.
During the ANR town hall Thursday, Nov. 21, VP Glenda Humiston shared encouraging news, including new sources of funding, response to the UC regents tours and the new report “California's Working Landscape: A Key Contributor to the State's Economic Vitality,” which shows working landscape accounts for 6.4% of the state's economy. She also answered questions from town hall participants about the budget and other issues.
John Fox, Human Resources executive director, and Nikolai Schweitzer, Staff Assembly chair, announced ANR's results of the recent UC Staff Engagement Survey of non-represented staff. Of the 222 ANR employees responding, Schweitzer said most thought we made progress in wellness, performance management and supervision. Satisfaction declined for image/brand, career development and sustainable engagement. He said Staff Assembly plans to discuss opportunities for improvement in those areas, then meet with ANR senior leadership to suggest solutions.
The results and executive summary of the survey are posted at http://staffassembly.ucanr.edu/Council_of_University_of_California_Staff_Assemblies/2019_Staff_Engagement_Survey.
Fox announced that in the spring ANR will conduct a survey to gather similar information from all ANR employees, including academics.
To view the town hall recording, visit https://youtu.be/5IAjzIylhw0.
Human Resources and Staff Assembly hosted an online town hall with Vice President Glenda Humiston to discuss ANR's results of the staff engagement survey on Feb. 6. The discussion focused on three main areas raised in the survey: change management, performance management and wellness.
If you missed the town hall, a video recording of the Zoom meeting is available at https://ucanr.zoom.us/recording/play/gL9SQUszO9DdC-P-Ec7HHusAJC5RLuRbDgcN2Qt__VBccf6cR0FZ-BJ-T8cs47u3.
To hear only the audio, visit https://ucanr.zoom.us/recording/play/ikr3TuSmSXNFMbv4snPwcDWtOYjOCu5Jt8uEPNqbUzBq32NaiVyO7pvXavceuLP-.
Both links display an autogenerated transcript of the audio, but the transcript is not a reliable representation of the discussion. For example, John Fox's introductory statement was transcribed as “I'm joined here in the room and Davis by Pam con rise from Strategic Communications Christina Adam sinned from IBM is also One of the leaders of our staff assembly group shame and guilt from HR, who's also in staff assembly as a junior delegate to the cook. So organization and our Vice President going to Houston.”
What Fox actually said was, “I'm joined here in the room in Davis by Pam Kan-Rice from Strategic Communications; Christina Adamson from IPM, who's also one of the leaders of our staff assembly group; LeChe McGill from HR, who's also in staff assembly as a junior delegate to the CUCSA organization; and our Vice President Glenda Humiston.”
The staff engagement survey results and a recording of the Dec. 13, 2017, ANR Engagement Survey orientation webinar are available at http://staffassembly.ucanr.edu under the CUCSA tab.
Last spring, a sampling of non-represented UC ANR staff were asked to complete the biennial Staff Engagement Survey to gauge their impressions about working for the University. The Council of UC Staff Assemblies (CUCSA), in collaboration with Systemwide Human Resources' Employee Relations department, developed the survey with the company Willis Towers Watson. The 2017 survey follows similar surveys conducted in 2013 and 2015. The results have been tabulated, and the UC ANR Staff Assembly and UC ANR Human Resources are preparing to share the results broadly across the division.
All staff and academics are invited to take part in a webinar review of the survey results from 10 a.m. to 11 a.m. on Dec. 13 (additional information and the webinar link will be e-mailed). Vice President Glenda Humiston, ANR Staff Assembly and ANR Human Resources will host a town hall meeting from 11 a.m. to 12 noon on Jan. 16 to discuss the results and ideas for improvement.
“Reviewing the engagement survey results gives us the opportunity to have open conversations about how people feel about working at UC ANR, and identify ways we can improve,” said John Fox, ANR Human Resources executive director.
At the UC ANR Staff Assembly ambassadors' meeting in October, CUCSA delegates Jeannette Warnert and LeChé McGill presented a preview of the results in three areas that show opportunities for improvement: organizational change, performance management and wellness. After the presentation, the ambassadors broke into groups to suggest ways to improve staff impressions in these areas.
According to the survey, 34 percent of respondents had a favorable impression to the statement, "Generally, recent major organizational changes across the UC system have been planned well.” This is a 2 percentage-point increase from 2015.
The most popular suggestion from the ambassadors for improvement was including staff (particularly those affected by the changes) in the change process. The ambassadors also emphasized the importance of communication about changes, such as information about why changes are being made and how they will be implemented. They also stressed the importance of listening to staff and taking their input seriously.
In the area of performance management, 70 percent of staff surveyed responded favorably to the statement, “I think my performance on the job is evaluated fairly.” However, this was an 8 percentage point drop from the 2015 survey. A significant proportion, 67 percent, had favorable impressions about the statement, "I feel my personal contributions are recognized." A smaller group, 20 percent, responded favorably to "I feel my campus/location does a good job matching pay to performance."
The ambassadors felt strongly that performance management impressions could be improved by helping staff and supervisors develop a better understanding of the new employee-performance-appraisal report rating system. They suggested sharing details about the successes of staff who were rated "transformational," and providing training to staff on their role in the performance appraisal process.
Ambassadors also expressed a concern that there is an assumption among UC ANR managers that staff cannot be rated as "exceptional.”
The 2017 Staff Engagement Survey covered the topic of “wellness” for the first time. Sixty-one percent of UC ANR staff responded favorably to the statement, “My supervisor is supportive of my participation in health or wellness-related initiatives and programs offered at my campus/location.” A similar number, 60 percent, gave favorable responses to the statement, “My organization promotes an environment of physical, mental and social well-being.”
Ambassadors shared a number of ideas for improving this outcome, such as offering discounts for local health clubs/gyms, release time for exercise, exercise awards, structured wellness activities, and support for telecommuting.
For more information on the 2017 UC Staff Engagement Survey, see the UC ANR Staff Assembly website.