a g una Ho nda L 2014 E Surve y Ove rvie w E mplo ye e sa - PDF document

mplo ye e Sa tisfa c tio n Surve y a g una Ho nda L 2014 E

Surve y Ove rvie w  E mplo ye e sa tisfa c tio n surve y  Ba se line surve y, tra c king surve ys to fo llo w  I de ntify why sa tisfie d/ dissa tisfie d  Que stio nna ire s distrib ute d b y de pa rtme nt  Optio n to c o mple te o nline o n pa pe r surve y  Da te s o f fie ldwo rk: April 2014  Que stio nna ire s re turne d to Co re y, Ca na pa ry & Ga la nis Re se a rc h in Sa n F ra nc isc o 2

Sa mple Size a nd Re spo nse Ra te  Sa mple size : 962  456 c o lle c tio n b o xe s a t L a g una Ho nda  450 o nline  56 ma ile d to CC&G  Re spo nse ra te : 62%  Ve ry hig h fo r a surve y o f this type  Re pre se nta tio n fro m c ro ss se c tio n o f e mplo ye e s 3

Ove ra ll Sa tisfa c tio n 72% 16% 8% 4% Excellent/Good Fair Poor Don't know 4

Re a so ns fo r Ove ra ll Ra ting  E xc e lle nt/ Go o d Ra ting - Re a so ns  E njo y wo rking a t L a g una Ho nda / g o o d pla c e to wo rk (37%)  F e e l va lue d / wo rk is a ppre c ia te d (17%)  F e e l like pa rt o f a te a m (9%)  F a ir/ Po o r Ra ting - Re a so ns  Ma na g e me nt/ Supe rviso rs a re unpro fe ssio na l / do no t sho w le a de rship (41%)  Atmo sphe re o f fa vo ritism/ re trib utio n/ b ullying / fing e r po inting (35%)  F e e db a c k/ sug g e stio ns ig no re d / no suppo rt (16%) 5

Jo b Sa tisfa c tio n Attrib ute s Top rated Top rated Adequacy of 78% equipment/ supplies Quality of training 76% Safety of workplace 74% Cooperation among 48% all dept / units 6 Cha rt sho ws % e xc e lle nt o r g o o d c o mb ine d. Pa rtia l list o f a ttrib ute s sho wn.

Sa tisfa c tio n Qua dra nt Ana lysis Appreciation of my work Attentiveness of from my management to employee T hinking a b o ut yo ur e xpe rie nc e with the Sa n F ra nc isc o Pa ra tra nsit o ffic e in the pa st ye a r, More Important supervisor/manager well being whic h o f the fo llo wing c o me s c lo se st to de sc rib ing yo ur ra ting o f the se rvic e s o f the Pa ra tra nsit o ffic e ? (No te : pa rtia l q ue stio n wo rding ) Access to management for Communication by direct employees supervisor/manager Opportunity to give input Clear expectations from direct supervisor/manager DERIVED IMPORTANCE Opportunities for Communication among co ‐ growth/training workers/staff Regular communication Teamwork within my about my progress Appreciation for cutural department/unit diversity Quality of training Safety of workplace Adequacy of Cooperation among all Less Importanat equipment/supplies Laguna Honda departments/units PERFORMANCE (4 point scale: 1=poor to 4=excellent) Lower Rating Higher Rating 7

8 o c us On mpro ve me nts to F e y I K

De mo g ra phic s - Ag e 18 ‐ 34 21% 55 and older 32% 35 ‐ 54 47% 9

De mo g ra phic s - Ge ne ra l  73% o f re spo nde nts a re fe ma le , 21% ma le , a nd 6% o the r/ de c line to sta te .  82% o f re spo nde nts wo rk full time , 10% a s ne e de d, 6% pa rt time a nd 2% de c line d to sta te .  Pa rtic ipa tio n fro m ne w hire s a nd lo ng time e mplo ye e s (a ve ra g e te nure = 8 ye a rs). 10

De pa rtme nts Surve ye d Accounting/Finance Health at Home Activity/Social Services Nutrition Administrative Pharmacy CNA/PCA/HHA Physician/Provider EVS Rehab Facility RN/LVN 11

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