Staff Well-Being Survey 2014 Results Overview and Insights

2014 STAFF WELL-BEING SURVEY RESULTS SUMMARY PRESENTATION TO STAFF SENATE JANUARY 7, 2015 N A N C Y WH E L C H E L , O F F I C E O F I N S TI T U T I ON A L R E S E A R C H A N D P L A N N I N G

Overview Survey administration Most and least favorably rated areas overall Trends: 2014 vs 2008 SWBS overall results Focus on: Overall satisfaction Work activities (tasks, resources, co-workers, supervisors, workload, work/life balance) Professional development Performance reviews Staff support/representation More information & next steps

Survey Administration

When & How? Financial support VC Finance and Business When April 15 - June 10, 2014 How Online Paper copies distributed to those in skilled crafts and service maintenance Spanish version of paper surveys

What? About 250 items related to: Overall Satisfaction & Engagement Campus Climate and Diversity/Multiculturalism Work Activities Working Relationships Support & Professional Development Performance Evaluation Leadership & Supervision Salary & Benefits Vision and Direction Work/Life Balance Campus Infrastructure & Physical Environment Campus Recreational & Cultural Activities Demographics

Who? Permanent and time-limited Non-instructional Non-administrative employees (ES1 & ES2) 0.5 FTE Employed at least 6 months at time of survey No students, post-docs

Response Rates 54% 3,126 of 5,860 eligible employees participated Females slightly overrepresented Other groups (i.e., race, age, EPA/SPA, on-campus vs. off-campus, # of years employed) closely mirror survey population

Response Rate (by group) Population N Population % Respondent N Respondent % Response Rate 5,860 3,162 54.0% Overall Gender 2,589 44.2% 1,214 38.4% 46.9% Male 3,271 55.8% 1,948 61.6% 61.6% Female Race/Ethnicity 78 28 0.9% 35.9% 1.3% International 248 148 4.7% 59.7% 4.2% Unknown 213 97 3.1% 45.6% 3.6% Hispanic 22 10 0.3% 45.5% 0.4% Native American 185 81 2.6% 43.8% 3.2% Asian American 919 437 13.8% 47.6% 15.7% Black / African American 5 4 0.1% 80.0% 0.0% Pacific Islander 4,142 2,332 73.8% 56.3% 70.7% White 48 0.8% 25 0.8% 52.1% Multiracial/ethnic

Response Rate (by group, cont.) Population N Population % Respondent N Respondent % Response Rate Age 1,374 23.4% 755 23.9% 55.0% Under 35 yrs 1,517 25.9% 781 24.7% 51.5% 35-44 yrs 1,612 27.5% 871 27.6% 54.0% 45-54 yrs 1,357 23.1% 755 23.9% 55.6% 55 and over Years at NCSU 790 13.5% 459 14.8% 58.0% Less than 2 yrs 833 14.2% 443 14.0% 53.2% 2 to 4 yrs 17 27.5% 876 27.7% 54.4% 5 to 9 yrs 1,128 19.2% 592 18.7% 52.5% 10 to 14 yrs 736 12.6% 390 12.3% 53.0% 15 to 19 yrs 764 13.0% 403 12.8% 52.8% 20 or more yrs

Response Rate (by group; cont.) Population N Population % Respondent N Respondent % Response Rate Classification 1,909 32.6% 1,033 32.7% 54.1% EPA 3,951 67.4% 2,129 67.3% 53.9% SPA Occupation 19 0.3% 11 0.4% 57.9% Administrative 236 4.0% 132 4.2% 55.9% Instructional 2,583 44.3% 1,419 45.1% 54.9% EPA professional 826 14.2% 428 13.6% 51.8% Technical 1,171 20.1% 711 22.6% 60.7% Clerical 313 5.4% 165 5.2% 52.7% Skilled Crafts 681 11.7% 283 9.0% 41.6% Service/Maintenance Location 5,097 87.0% 2,742 86.7% 53.8% On-campus 763 13.0% 420 13.3% 55.0% Off-campus

Respondent Profile Spouse/partner works at NCSU: 8% Self/spouse is a protected veteran: 6% Has a qualifying disability: 2% Identifies as LGBQ: 5% Identifies as transgender: 0% (N=1) Non-native English speaker: 6%

Most and Least Favorably Rated Areas

First: Understanding the Results Responses for most items based on 4-point scale Strongly disagree Strongly agree Very dissatisfied Very satisfied Poor Excellent All items (with a few exceptions) worded so, e.g., strongly agree / agree is a favorable or positive rating Many items include a don t know response option Don t know responses excluded from analyses presented here

First: Understanding the Results Except when noted presentation focuses on overall results There are notable/important differences in responses by various demographic groups (e.g., gender, race/ethnicity) and by job characteristics (e.g., EPA vs SPA)

Most Favorably Rated Areas Overall, areas receiving the most favorable ratings include those related to Work unit members Understanding job expectations, having and knowing how to use materials/tools for job Importance of flexible hours and tuition waivers for dependents Importance of sustainability University senior administration support for diversity

Most Favorably Rated Items 57% 37% Input on how accomplish work 59% 32% Univ sr admin promotes/supports diversity 59% 32% Work unit members get along 60% 28% Work unit members share info/ideas 62% 35% Access to a computer at work 62% 36% Know how to use materials/equipment for job 62% 31% Work plan fits goals of department 63% 28% Input on performance review (EPA) 63% 25% Supervisor gives permission to attend events 66% 28% Importance of tuition waivers for dependents 68% 25% Work unit members are hardworking 71% 26% Understanding of job expectations 72% 26% Importance of flexible work hours 73% 23% Work unit members know how to do jobs 76% 23% Importance of NCSU commitment to sustainability 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Very Favorable Somewhat Favorable

Least Favorably Rated Areas Overall, areas receiving the least favorable ratings tended to relate to Salary, recognition/rewards Understanding how resources are distributed Parking Communication & quality of relations between staff and senior leaders Annual Appraisals / performance reviews being helpful to career planning

Least Favorably Rated Items Quality of relations between staff and NCSU sr admin 11% 29% Understanding of resource distribution to own department 13% 27% Communication between staff and department sr admin 13% 27% Helpfullness of performance reviews to career planning (EPA) 5% 37% Availability of parking 18% 24% Salary compared to others in own department 18% 24% Dept sr admin resolving internal conflicts in work unit 19% 23% Supervisor publically appreciating your work 21% 22% Helpfullness of Annual Appraisals to career planning (SPA) 8% 36% Communication between staff and col/div sr admin 16% 30% Communication between staff and NCSU sr admin 14% 34% Compensation 14% 36% Salary compated to others in own college/division 20% 30% Incentives/recognition/rewards from department 25% 32% > 50% Salary compared to other NCSU colleges/divisions 24% 35% Understanding of resource distribution in college/division 25% 38% Understanding of resource distribution at NCSU 29% 38% Salary compared to other universities 32% 36% Cost of parking 35% 36% Salary compared to other Raleigh emps 43% 36% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Very Negative Somewhat Negative

Trends: 2014 vs 2008 SWBS

Trends: Areas of Improvement Several areas were rated more favorably by staff overall in the 2014 SWBS than they were in the 2008 SWBS

Trends: Areas of Improvement (Percent giving a favorable response) Understanding of resource allocation to department 54% 6% Wolfline bus 84% 6% Stress from workload 44% 6% Competitiveness of retirement contributions 76% 7% Availability of parking 51% 7% Overall campus safety 85% 8% Dining options on campus 67% 8% Amount of "green space" on campus 81% 12% Availability of informal places to relax on campus 63% 14% Helpfulness of Annual Appraisals for career development (SPA) 64% 23% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% % in 2008 %Pt increase in 2014

Trends: Areas in Decline Many (many) areas were rated less favorably by staff overall in the 2014 SWBS than they were in the 2008 SWBS

Trends: Areas in Decline (Percent giving an unfavorable response) Department retaining effective/productive staff 29% 5% Communication between staff and col/dept sr admin 41% 5% Financial support for prof dev / training opportunities 26% 5% Work-related demands 21% 5% Communication between staff and univ sr admin 44% 5% Relations between staff and col/div sr admin 32% 6% Relations between staff and NCSU sr admin 34% 6% Opportunities for leadership development 25% 6% Opps to improve skills to increase chances for better job 25% 6% Salary compared to other universities 61% 8% Appropriate N people in work unit to do expected work 45% 8% Perf Reviews helpfulness to career development (EPA) 29% 8% Salary compared to others in own college/division 42% 8% Helpfullness of Annual Appraisals to career planning (SPA) 34% 8% Salary compared to other NCSU coleges/divisions 50% 8% Salary compared to others in own department 32% 9% Incentives/recognition/rewards from department 48% 10% Compensation 38% 11% More or less satisfied at NCSU than 3yrs ago 22% 12% 0% 10% 20% 30% 40% 50% 60% 70% 80% % in 2008 %Pt increase in 2014

Overall Satisfaction

Overall Satisfaction Working at NC State Overall satisfaction among SPAs & EPAs is high The number saying very satisfied has declined slightly SPAs are slightly more likely than EPAs to be dissatisfied EPA 33% 56% 8% 1% 2008 SPA 28% 60% 10% 2% EPA 26% 62% 10% 2% 2014 SPA 24% 60% 14% 2% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Very satisfied Satisfied Dissatisfied Very dissatisfied

Satisfaction Compared to Recent Years SPAs are slightly more likely than EPAs to be a lot more satisfied now than in recent years Both SPAs and EPAs are more likely in 2014 than in 2008 to report being less satisfied now than in recent years EPA 15% 34% 33% 15% 4% 2008 SPA 19% 27% 31% 16% 7% EPA 10% 23% 34% 25% 8% 2014 SPA 14% 21% 31% 24% 10% 0% 10% 20% 30% 40% 50% 60% Somewhat more satisfied now Somewhat less satisfied now 70% 80% 90% 100% A lot more satisfied now About the same A lot less satisfied now

Overall Satisfaction: Various Indicators Large majorities of staff overall indicate satisfaction with their jobs at NC State in a number of ways SPAs are consistently less likely than EPAs to strongly agree Proud to work at NCSU 52% 43% Like people in work unit 47% 49% Feel like make a difference 37% 52% Feel like "fit" in dept 37% 49% Work give sense of purpose 35% 53% Would recommend dept as place to work 33% 50% Find work enjoyable 31% 57% Feel valued in dept 31% 50% Look forward to work 30% 55% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Strongly agree Agree

Changing Jobs at NC State Almost 30% of SPAs and 20% of EPAs applied for a different job at NCSU within the past 2 years, with 11% and 8%, respectively, actually changing jobs Reasons for wanting to change jobs? Advancement SPA: 57% EPA: 61% Better work environment SPA: 17% EPA: 11%

Leaving NC State 17% have very seriously considered leaving NC State in the past year or two (excluding for retirement) - - slightly more than the number saying so in 2008 100% 90% No-Did not consider 80% 41% 50% 70% Yes-Considered but not very seriously 60% 50% 21% 16% 40% Yes-Somewhat seriously considered 30% 20% 20% 20% Yes -Very seriously considered 10% 17% 14% 0% 2014 2008

Why Consider Leaving? Those who had very seriously or somewhat seriously considered leaving NC State were asked to describe why. (N overall comments=1,049) Responses were coded into 15 broad themes, each with a number of sub-themes. (Each comment could be coded into any number of themes and/or sub-themes)

Why Consider Leaving? (Staff Overall) Themes % of respondents mentioning Salary/Benefits 48% Work Unit Environment 31% Professional development / Career Appreciation/Respect 26% 15% Personal Workload 11% 10% 9% 9% 7% 6% 5% 4% 2% 1% 3% Mismatch w/ Skills/Interests Resources / Support University Administration/Management Mission/Direction Job Security Bureaucracy Work / Life Balance Diversity Other 0% 10% 20% 30% 40% 50% 60%

Most and Least Positive Aspects Working at NC State Staff were asked to comment in their own words on When you think about your own personal experiences at NC State University, what would you say are the most positive aspects of being a staff member here? (N overall comments = 1,810) What do you think are the most significant changes that should be made at NC State University to improve or enhance the quality of your work life here? (N overall comments = 1,731) Responses to each were coded in a number of themes and sub-themes Each comment could be coded into any number of themes and/or sub-themes

Least Positive Aspects of Working at NC State (Staff Overall) IMPROVEMENTS: TOP THEMES ( 10% of comments mention) # of respondents mentioning % of total comments 55% 30% 29% 26% 22% 22% 21% 21% 20% 19% 17% 16% 15% 14% 14% 13% 12% 12% 11% 11% 11% 10% 10% Theme Compensation and Benefits 965 Workload Colleagues Support 516 493 455 Compensation & Benefits Workload Colleagues Support Professional Development College/Dept. Leadership Employee treatment Recruitment/Retention Culture/Climate Infrastructure Recreation Mission Management/Administration Transportation/Parking Performance Review Work-Life Balance Diversity Communication Research Extension/Engagement/Outreach Leadership: Executive Officers Leadership: Supervisor Location Professional Development College/Dept. Leadership Employee Treatment Recruitment/Retention Culture/Climate Infrastructure 384 374 359 356 337 331 287 284 260 241 239 226 210 205 194 187 183 170 167 Recreation Mission Management/Administration Transportation/Parking Performance Review Work-Life Balance Diversity Communication Research Extension/Engagement/Outreach Leadership: Executive Officers Leadership: Supervisor (n= 1,731) Location

Most Positive Aspects Working at NC State (Staff Overall) # of respondents mentioning POSITIVE ASPECTS: TOP THEMES ( 10% of comments mention) Colleagues 731 % of total comments Theme Compensation and Benefits 462 Culture/Climate 455 Colleagues 40% Job Characteristics 425 Compensation & Benefits 26% Professional Development 410 Culture/Climate 25% Job Characteristics 24% Support 343 Professional Development 23% Location 319 Support 19% Population Served 297 Location 18% Employee Treatment 275 Populations Served 16% 256 Reputation Employee Treatment 15% Reputation 14% Work/Life Balance 253 Work-Life Balance 14% Personal Contribution 232 Personal Contribution 13% Workload 230 Workload 13% College/Dept. Leadership 215 Leadership: Division/College/Dept 12% (n= 1,810) Extension 206 Extension/Engagement/ Outreach 11%

Work Activities TASKS RESOURCES CO-WORKERS SUPERVISORS WORKLOAD WORK/LIFE BALANCE

Job Description 96% of SPAs and 91% of EPAs say they have a formal job description Job description matches actual work 100% 1% 1% 7% 7% 90% 80% 40% 70% 45% About half say the job description very closely matches the work they actually do 60% Not at all Not very closey 50% Fairly closely 40% Very closely 30% 52% 47% 20% 10% 0% SPA EPA

Work Tasks More than 80% of SPAs & EPAs are satisfied with the tasks they do and the input they have on how they do their job Amount of time given to complete tasks (88% SPA / 87% EPA satisfied) Ability to use skills within job (83% SPA / 84% EPA satisfied) Actual tasks asked to do (81% SPA / 93% EPA satisfied) Has input on how accomplish work (92% SPA / 96% EPA agree) Has input on planning work (90% SPA / 95% EPA agree) Has input on solving problems related to work (90% SPA / 94% EPA agree) Has input on decisions that affect work (87% SPA / 93% EPA agree)

Resources to do Job More than 80% of SPAs & EPAs are satisfied with resources they have to do their jobs Basic supplies needed to do their job (95% SPA / 94% EPA satisfied) Availability of up-to-date equipment to do job (88% SPA / 87% EPA satisfied) Office, lab, general work space area (83% SPA / 85% EPA satisfied)

Co-Workers About 90% of SPAs & EPAs believe members of their work unit Treat each other with respect Understand and know how to do their jobs Are hard working Get along and enjoy working together Share helpful information and ideas with each other

Supervisors Between 75%-80% of employees overall* give their supervisor a favorable rating on most leadership traits asked about Most favorably rated traits Being supportive when personal issues arise (86% favorable) Being available when needed (83% favorable) Being approachable and easy to talk to (82% favorable) Least favorably rated traits Resolving internal conflicts in unit (65% favorable) Setting short and long term goals for unit (69% favorable) Setting clear priorities for work unit (71% favorable) Treating all members of unit consistently (72% favorable) *Only minimal differences between SPAs & EPAs

Workload While 85% of SPAs and 81% of EPAs are satisfied with the amount of work expected of them, they also say There is more work than they expected based on their job description 40% SPAs / 46% EPAs They need additional qualified people in their unit to get the work done expected of them 48% SPAs / 59% EPAs They are somewhat or completely overwhelmed in trying to manage their work-related demands 22% SPAs / 35% EPAs They experience a great deal of stress as a result of their workload 14% SPAs / 25% EPAs

Workload More than half of SPAs (52%) and EPAs(60%) say they often do more work than expected of them simply because they enjoy the work they do Over one-third of staff disagree that when they do work that is above and beyond their job description/work plan the additional work is formally documented

Work/Life Balance 86% of SPAs & 75% of EPAs say their work environment enables them to successfully balance their work and personal life 12% of SPAs & 25% of EPAs say they have experienced a great deal of stress from work/life balance in the past couple of years

Professional Development

Professional Development About one-third of SPAs & EPAs disagree that their department does a good job of actively creating a culture where staff can develop their potential Dissatisfaction with various aspects of professional development is widespread among SPAs, and to a somewhat lesser extent, EPAs Satisfaction is highest for supervisor giving time to participate (especially among EPAs)

Professional Development leadership Opps for EPA 22% 53% dev SPA 18% 48% get better improve EPA Opps to 24% 50% skills to job SPA 20% 45% Dept $ for prof dev EPA 24% 45% SPA 21% 47% experience broaden/ EPA Opps to 31% 49% expand SPA 24% 48% current job improve EPA Opps to 30% 53% skills in SPA 25% 49% giving time EPA for prof 48% 43% Sprvsr dev SPA 35% 48% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Very satisfied Satisfied

Performance Reviews

Annual Appraisal/Performance Review About three-fourths or more of employees say they understand the Annual Appraisal / Performance Review process SPAs are more likely than EPA to understand their respective process either very or somewhat well SPA: 84% (39% very well & 45% somewhat well ) EPA: 73% (32% very well & 41% somewhat well )

SPA Annual Appraisals SPAs who have had an Annual Appraisal in their current position give positive ratings to the process and usefulness of it, with the exception that a slight majority do not see them as helpful to their career planning Helpful to career development 27% 60% 11% 2% Based on job description/work plan 27% 60% 11% 2% Provided in a timely fashion 26% 58% 11% 5% Help identify what have done well 25% 59% 13% 4% Help identify areas to improve 22% 62% 14% 3% Reflect how well think are doing 21% 58% 18% 3% Helpful to career planning 13% 43% 36% 8% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Strongly agree Agree Disagree Strongly disagree

EPA Performance Reviews EPAs who have had a Performance Review in their current position give positive ratings to the process and usefulness of it, with the exception that close to half do not see them as helpful to their career planning or career development Based on job description/work plan 33% 55% 10% 2% Help identify what have done well 30% 56% 13% 2% Provided in a timely fashion 27% 56% 12% 5% Reflect how well think are doing 26% 57% 15% 2% Based on agreed upon objectives 25% 59% 13% 3% Help identify areas to improve 23% 57% 17% 2% Helpful to career development 18% 45% 33% 4% Helpful to career planning 16% 42% 37% 5% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Strongly agree Agree Disagree Strongly disagree