Survey of Organizational Excellence

1
Survey of Organizational Excellence
2001-2002 2003-2004 2005-2006

• University of TexasPan American

2
Dimensions of Organizational Excellence
3
The Work Group Dimension
4
The Accommodations Dimension
5
The Organizational Features Dimension
6
The Information Dimension
7
The Personal Dimension
8
Survey Method in a Nutshell

• 84 or 86 statements related to organizational
  excellence
• Employees Responded
• These individual responses are used to score
• Each statement
• Each Dimension
• Each Aspect

• Possible Responses
• Strongly Disagree
• Disagree
• Feel Neutral
• Agree
• Strongly Agree

9
The Effect of the Scoring Method

• Possible Responses
• Strongly Disagree
• Disagree
• Feel Neutral
• Agree
• Strongly Agree

• Responses are grouped into the aspects and
  dimensions.
• The mean score is multiplied by 100 to represent
  the aspect and the dimension score.

Aspect Dimension Scores 100) Strongly
Disagree 200) Disagree 300) Feel Neutral 400)
Agree 500) Strongly Agree
10
2005
2003
2001
11
Employee Groups

• Survey participants self select an employee
  group.
• For 2001 and 2003, the choices were
• Faculty
• Professional Staff
• Staff - All Other
• For 2005, the choices were
• Executive/Administrative
• Faculty
• Professional Staff
• Technical/Para Professional
• Staff All other
• For comparison on charts and tables, the 2005
  results are combined
• Executive/Administrative was combined with
  Professional Staff
• Technical/Para Professional was combined with
  Staff - All other.

12
Aspects of Dimensions of Excellence
2001 2003 2005
Personal
Information
Organizational Features
Accommodations
Work Group
20
19
18
17
16
15
14
12
13
11
10
9
8
7
6
5
4
3
2
1
Empowerment
Burnout
Time and Stress
Job Satisfaction
External
Availability
Internal
Strategic
Quality
Holographic
Goal Oriented
Change Oriented
Employment Development
Benefits
Physical Environment
Fair Pay
Diversity
Team Effectiveness
Fairness
Supervisor Effectiveness
2001 (489)
The University of Texas-Pan American
351
360
347
351
363
353
314
376
379
343
357
340
340
351
366
259
344
329
334
330
2003 (429)
346
356
344
348
354
349
319
370
375
339
356
336
341
353
364
260
345
331
334
329
350
365
350
358
361
350
318
363
371
348
351
347
357
363
374
254
355
328
339
344
2005 (619)
304
325
302
307
325
306
264
336
336
302
299
297
314
354
342
236
312
281
306
291
2001 (121)
Faculty
282
297
275
273
305
294
262
321
327
282
296
282
300
344
331
237
308
269
291
274
2003 (94)
326
341
324
337
345
330
302
348
352
329
325
327
359
366
361
263
343
303
326
328
2005 (178)
372
380
364
368
380
375
336
394
401
364
378
361
358
356
383
278
363
352
349
351
2001 (172)
Professional Staff
368
377
362
367
369
362
329
385
392
359
368
351
350
358
386
267
365
345
349
347
2003 (134)
360
380
357
364
367
353
327
385
367
360
361
357
362
367
389
255
364
340
345
353
2005 (211)
369
369
366
369
380
372
335
394
394
357
381
357
345
349
369
257
358
347
343
342
2001 (155)
Staff - All Other
365
373
371
376
370
371
348
387
388
358
378
358
358
357
367
270
353
355
347
347
2003 (160)
360
368
366
367
368
366
325
372
370
352
364
350
346
350
366
242
352
337
339
345
2005 (166)
13
Ranking of the Aspects of Dimensions of Excellence
2001 2003 2005
Personal
Information
Organizational Features
Accommodations
Work Group
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
Ranked in the Top 5
Ranked in the Bottom 5
Empowerment
Burnout
Time and Stress
Job Satisfaction
External
Availability
Internal
Strategic
Quality
Holographic
Goal Oriented
Change Oriented
Employment Development
Benefits
Physical Environment
Fair Pay
Diversity
Team Effectiveness
Fairness
Supervisor Effectiveness
8
5
11
8
4
7
19
2
1
13
6
14
14
8
3
20
12
18
16
17
2001
The University of Texas - Pan American
10
4
12
9
6
8
19
2
1
14
4
15
13
7
3
20
11
17
16
18
2003
11
3
11
7
6
11
19
4
2
14
10
15
8
4
1
20
9
18
17
16
2005
12
5
13
9
5
10
19
3
3
13
15
16
7
1
2
20
8
18
10
17
2001
Faculty
12
8
15
17
6
10
19
4
3
12
9
12
7
1
2
20
5
18
11
16
2003
14
8
17
9
6
10
19
5
4
11
16
13
3
1
2
20
7
18
14
12
2005
8
4
10
9
4
7
19
2
1
10
6
13
14
15
3
20
12
16
18
17
2001
Professional Staff
6
4
10
8
5
10
19
3
1
12
6
14
15
13
2
20
9
18
16
17
2003
11
3
13
7
4
15
19
2
4
11
10
13
9
4
1
20
7
18
17
15
2005
6
6
10
6
4
5
19
1
1
12
3
12
16
14
6
20
11
15
17
18
2001
Staff - All Other
10
5
6
4
8
6
17
2
1
11
3
11
11
14
9
20
16
15
18
18
2003
10
3
6
5
3
6
19
1
2
11
9
13
15
13
6
20
11
18
17
16
2005
14
Aspects of Dimensions of Excellence
2005
Personal
Information
Organizational Features
Accommodations
Work Group
20
19
18
17
16
15
14
12
13
11
10
9
8
7
6
5
4
3
2
1
Empowerment
Burnout
Time and Stress
Job Satisfaction
External
Availability
Internal
Strategic
Quality
Holographic
Goal Oriented
Change Oriented
Employment Development
Benefits
Physical Environment
Fair Pay
Diversity
Team Effectiveness
Fairness
Supervisor Effectiveness
350
365
350
358
361
350
318
371
363
348
351
347
357
363
374
254
355
328
339
344
The University of Texas-Pan American
364
370
359
357
365
359
311
380
370
355
356
351
349
341
388
265
353
332
340
343
Office of the President (36)
334
350
337
344
349
336
303
361
352
334
333
332
351
367
366
257
348
310
327
331
Academic Affairs (265)
310
350
364
353
355
365
365
329
369
366
348
359
346
349
353
369
240
349
328
332
336
Business Affairs (95)
378
398
375
389
392
373
350
403
388
378
384
372
375
381
396
282
374
360
360
363
External Affairs (42)
377
387
363
374
373
360
336
387
372
372
372
368
367
358
384
248
375
356
360
372
Enrollment Student Services (97)
326
341
324
337
345
330
302
352
348
329
325
327
359
366
361
263
343
303
326
328
Faculty (178)
368
389
354
357
371
352
337
396
366
376
374
372
369
377
415
288
380
353
360
370
Executive/ Administrative (51)
358
378
358
367
366
354
324
382
368
355
358
353
361
364
381
245
359
337
341
348
Professional Staff (160)
351
347
346
359
349
357
299
350
366
333
339
320
299
339
347
230
326
311
320
319
Technical/ Para Professional Staff (39)
364
375
373
370
374
370
334
380
372
359
372
360
361
354
373
246
360
345
345
353
Staff All Other (127)
Note Executive/Administrative Professional
Staff and Technical/Para Professional Staff
All Other are all listed separately on this table.
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16
Survey of ExcellenceHigher Education
SurveyObservations and Reflections
17
Aspects of the Dimensions of Excellence Summary
for UTPA

• 4 Aspects of the Dimensions of Excellence have
  scored in the top 5 for all three survey years
• Quality Aspect in the Organizational Features
  Dimension
• Strategic Aspect in the Organizational Features
  Dimension
• Physical Environment Aspect in the Accommodations
  Dimension
• Burnout Aspect in the Personal Dimension
• 5 Aspects of the Dimensions Excellence have
  scored in the bottom 5 for all three survey years
• Fair Pay Aspect in the Accommodations Dimension
• Internal Aspect in the Information Dimension
• Supervisor Effectiveness Aspect in the Work Group
  Dimension
• Team Effectiveness Aspect in the Work Group
  Dimension
• Fairness Aspect in the Work Group Dimension

18
Work Group Dimension ? Supervisor Effectiveness
? Fairness ?Team Effectiveness ? Diversity

• The Supervisor Effectiveness, Fairness, and Team
  Effectiveness the could be addressed through a
  team-level program to train employees in planning
  and implementation processes such as Technology
  of Participation. This training program might be
  considered professional development
• Diversity Aspect Several existing objectives are
  supporting this aspect i.e., such as Division of
  Presidents Objective Advance diversity as an
  asset in University Life and ITs Objective
  Increase the cultural diversity of the IT.

19
Accommodations Dimension ? Fair Pay ? Physical
Environment ? Benefits ? Employment Development

• The Fair Pay Aspect is consistently ranked at
  the bottom of the 20 aspects in 2001, 2003, and
  2005 by Faculty, Professional Staff, and Other
  Staff. This aspect is showing a negative trend.
  A contributing factor to this may also be the
  reflection of the low scores in the Internal
  Aspect of Information Dimension.

20
Organization Features Dimension ? Change
Oriented ? Goal Oriented ? Holographic ?
Strategic ? Quality

• The Holographic Aspect and the Change Oriented
  Aspect were scored in the bottom half with an
  average rank of 14th and 15th respectively.
  Addressing the Internal Aspect of the
  Information Dimension could foster a more
  coherent and broad understanding of the
  organizational directions and through the
  Employment Development Aspect of the
  Accommodations Dimension in the on-going employee
  training program to increase employee capability
  and readiness for change based on new information
  and ideas.

21
Information Dimension ? Internal ? Availability
? External

• The Internal Aspect of the Information Dimension
  has received very low scores by all employee
  groups and in all survey years.
• This represents a consistent near neutral or
  negative evaluation of these statements
• The right information gets to the right people at
  the right time.
• Work groups receive adequate feedback that helps
  improve their performance.
• Information and knowledge are shared openly
  within this organization.
• Internal information exchange is related to other
  aspects, such as
• Fair Pay Aspect in the Accommodations Dimension
• Supervisor Effectiveness Aspect in the Work Group
  Dimension
• Team Effectiveness Aspect in the Work Group
  Dimension
• Fairness Aspect in the Work Group Dimension
• Focus on current objectives such as AAs Ensure
  information flow to meet stakeholders needs at
  all levels, ESSs Improve communication with
  all internal and external stakeholders, EAs
  Improve communication with the internal
  community and DoPs Improve communication with
  all constituents will assist in enhancing this
  dimension.

22
Personal Dimension ? Job Satisfaction ? Time and
Stress ? Burnout ? Empowerment

• The university and most groups in most survey
  years have ranked the aspects of this dimension
  near the middle or in the top half.
• The Burnout Aspect of this Dimension for the
  university and most groups for most survey years
  has be in the top 5 and always in the top half.
• Note For scoring consistency with other aspects,
  higher scores for the Burnout Aspect represent a
  lower level of perceived burnout.

23
Questions Discussion
Contact Information Leroy Philbrook Phone (956)
316-7146 This presentation is online at
http//www.oire.utpa.edu/publications/soe2005.ppt