Welcome to DENR Managers

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Welcome to DENR Managers Forum

• Lets Discuss Results
• Employee Satisfaction Survey

Harlan Frye, HR Director January 26, 2005
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Housekeeping

• Restrooms
• Break
• Snack Bar
• Smoking
• Cell Phones
• Hallway - Noise
• Parking Lot

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Agenda

• 830 Food/Networking
• 900 Welcome
• 915 Survey Results
• 1000 Break
• 1015 Discussion/Questions
• 1100 Group Discussions
• 1130 Group Reporting
• 1150 Where do we go from here?
• 1200 Adjourn

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Purpose Outcome of Forum

• YOU will be given observations and impressions of
  results and trends intended to get you
  thinking
• YOU will develop specific actions you can take to
  address those trends and findings

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Key Reasons for Conducting Survey

• Identify
• Strengths
• Areas of Improvement
• Issues important to employeesGaps in
  Communication Knowledge

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Survey Involvement

• Executive Staff
• Senior Managers
• Managers Forum Workgroup Members
• HR Staff
• Office of State Personnel
• Budget, Planning Analysis
• EMPLOYEES

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DENR 2004 Employee Satisfaction Survey
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Survey Results2004ALL EMPLOYEES
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Percent of Active DENR Employees Responding to
Survey
48
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Employee Population at time of survey

• Number Response Rate
• Total 3,457
  48
• Managers 475 / 786 60
  
• Line Employees 1,172 / 2,671 44

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Study Classifications
NEUTRAL
FAVORABLE
UNFAVORABLE
Strongly Agree
Dont Know
Strongly Disagree
Agree
Disagree
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Survey Results All QuestionsALL EMPLOYEES
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Top 5 Favorable ResponsesALL EMPLOYEES

• (96) I have the relevant skills and abilities
  to do my job.
• (90) My supervisor cares about the safety of
  his/her subordinates.
• (89) Salary increases should be based on
  employee performance.
• (89) I understand where my job fits in with
  my divisions objectives.
• (87) My workplace is safe.

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Top 5 Unfavorable ResponsesALL EMPLOYEES

• (79) I am satisfied with my salary.
• (72) My salary is comparable to similar
  positions in other public sectors.
• (64) I feel the states benefit package meets
  the needs of my family.
• (59) I feel the states benefits package meets
  my needs.
• (55) I am paid equitably for the work I do
  compared to similar positions in DENR.

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Top 5 I Dont Know ResponsesALL EMPLOYEES

• 43 My Division resolves complaints
  effectively.47 DENR management uses good
  problem-solving techniques to arrive at sound
  decisions.
• 56 DENR Administration meets my needs in the
  Office of the Controller.
• 57 DENR management practices what they preach.
• 64 DENR resolves complaints grievances
  effectively.

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Breakdown of Survey Results MANAGEMENT/SUPERVISO
RY vs. LINE EMPLOYEES
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Survey Results-All QuestionsMANAGEMENT AND
SUPERVISORY
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Survey Results-All QuestionsLINE EMPLOYEES
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Percent Favorable Responses MANAGEMENT AND
SUPERVISORY VS. LINE EMPLOYEES
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Percent Unfavorable Responses MANAGEMENT AND
SUPERVISORY VS. LINE EMPLOYEES
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Top 5 Favorable ResponsesMANAGEMENT and
SUPERVISORY
(95) I have the relevant skills and abilities
to do my job. (92) My supervisor cares about
the safety of his/her subordinates. (91) My
workplace is safe. (91) People within my
workgroup cooperate to get the job done. (91) I
understand where my job fits in with my
divisions objectives.
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Top 5 Favorable ResponsesLINE EMPLOYEES
(96) I have the relevant skills and abilities
to do my job. (89) My supervisor cares about
the safety of his/her subordinates. (88) I
understand where my job fits in with my
divisions objectives. (88) Salary increases
should be based on
performance. (88) My workplace is safe.
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Top 5 Unfavorable ResponsesMANAGEMENT and
SUPERVISORY
(78) I am satisfied with my salary. (76) My
salary is compatible to similar positions in
other public sector agencies. (67) I feel the
states benefit package meets the needs of my
family. (61) I am paid equitably for the work I
do compared to similar positions in DENR. (58)
I feel the states benefit package meets my needs.
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Top 5 Unfavorable ResponsesLINE EMPLOYEES

• (79) I am satisfied with my salary.
• (71) My salary is compatible to similar
  positions in other public sector agencies.
• (63) I feel the states benefit package meets
  the needs of my family.
• (59) I feel the states benefit package meets
  my needs.
• (57) DENR provides an atmosphere for me to meet
  my personal goals.

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Top 5 I Dont Know ResponsesManagement and
Supervisory

• (54) DENR resolves complaints and grievances
  effectively.
• (50) DENR management practices what they
  preach.
• (49) DENR Administration meets my needs in the
  Controllers Office.
• (46) DENRs management uses good problem
  solving techniques to arrive
• at sound decisions.
• (40) DENR listens to its customers.

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Top 5 I Dont Know Responses Line Employees

• (68) DENR resolves complaints and grievances
  effectively.
• (59) DENR management practices what they
  preach.
• (58) DENR Administration meets my needs in the
  Controllers Office.
• (48) My division resolves complaints
  effectively.
• (48) DENRs management uses good problem
  solving techniques to arrive at sound decisions.

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Top 5 -Largest Percentage DifferenceBetween
Management/Supervisory and Line Employee
ResponsesFAVORABLE RESPONSES
(D 22) I know how to access DENRs grievance
policy and procedure. (D 21) I am aware of
DENRs grievance policy and procedure. (D 19)
DENR is an organization that has a formal
procedure to deal with workplace
harassment. (D 18) My division resolves
workplace complaints
effectively. (D 16) DENRs hiring practices are
fair.
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In all 5 cases, Management/Supervisory had the
higher percentage, Line the lesser.
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Top 5 -Largest Percentage DifferenceBetween
Management/Supervisory and Line Employee
ResponsesUNFAVORABLE RESPONSES
(D 19) DENR Administration meets my needs in
Purchases and Services. (D 19)
DENR Administration meets my needs in Budget,
Planning, Analysis. (D 14) DENR
Administration meets my needs in Human
Resources. (D 13) I have the equipment needed
to do my job effectively. (D 12) Communication
is good between Division employees and DENR
management.
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In all 5 cases, Management/Supervisory had the
higher percentage, Line the lesser.
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Some Comparisons of Year 2000 Survey
ResultswithYear 2004 Survey Results
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Percent of Active DENR Employees Responding
to Survey
Year 2004 48
Year 2000 56
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Survey Results All QuestionsAll Employees
Year 2000 vs. Year 2004
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Top 3 Favorable ResponsesAll Employees2000

• 3 (91) My supervisor cares about the safety of
  his/her subordinates.
• 2 (92) Salary increases should be based on
  employee performance.
• 1 (96) I have the relevant skills and
  abilities to do my job.

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Top 3 Favorable ResponsesAll Employees2004

• 3 (89) Salary increases should be based on
  employee performance.
• 2 (90) My supervisor cares about the safety of
  his/her subordinates.
• 1 (96) I have the relevant skills and
  abilities to do my job.

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Top 3 Favorable ResponsesALL EMPLOYEESYear 2000
vs. Year 2004

• 1 Year 2000 (96) I have the relevant skills
  and abilities to do my job.
• Year 2004 (96) I have the relevant skills
  and abilities to do my job.
• 
  
• 2 Year 2000 (92) Salary increases should be
  based on employee performance.
• Year 2004 (90) My supervisor cares about the
  safety of his/her subordinates.
• 
  
• 3 Year 2000 (91) My supervisor cares about
  the safety of his/her subordinates.
• Year 2004 (89) Salary increases should be
  based on employee performance.

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Top 3 Unfavorable ResponsesAll Employees2000

• 3 (58) My division deals effectively with
  employees having poor job performance.
• 2 (67) My salary is comparable to similar
  positions in other public sectors agencies.
• 1 (74) I am satisfied with my salary.

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Top 3 Unfavorable ResponsesAll Employees2004

• 3 (64) I feel the states benefit package
  meets the need of my family.
• 2 (72) My salary is comparable to similar
  positions in other public sectors agencies.
• 1 (79) I am satisfied with my salary.

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Top 3 Unfavorable ResponsesALL EMPLOYEESYear
2000 vs. Year 2004

• 1 Year 2000 (74) I am satisfied with my
  salary.
• Year 2004 (79) I am satisfied with my
  salary.
• 
  
• 2 Year 2000 (67) My salary is comparable to
  similar positions in other public sectors
  agencies.
• Year 2004 (72) My salary is comparable to
  similar positions in other public sectors
  agencies.
• 
  
• 3 Year 2000 (58) My division deals
  effectively with employees having poor job
  performance.
• Year 2004 (64) I feel the states benefit
  package meets the need of my family.

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• Questions
• What are the messages for DENR?

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Group Discussion

• Thinking about the observations and trends you
  have heard, discuss and identify.. 3-5
  ACTIONS that YOU can take in YOUR Division to
  impact on the trends you have heard

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Where Do We Go From Here?

• Survey Results to All Employees
• Division Reports Division Management
  Analysis
• Strategic Plan Action Planning
  Implementation Evaluation of Outcomes

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Where Do We Go From Here?(Continued)

• HR - Attend Division Staff Meetings- Employee
  Forums- HR Development Employer of Choice
  Strategy

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THANK YOUfor attending the Managers Forum

• Evaluation
• Adjourn

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