Employee Climate Survey Presented to the Mecklenburg Board of County Commissioners by the County Manager’s ‐ Strategic Planning & Evaluation Team October 23, 2018 Theme: Employee Insights: Moving the County from Vision to Action
Background Purposes of the Employee Climate Survey: 16 th • Assess employee motivation and satisfaction (11 measures) and employee development (5 measures) • Assess progress toward performance management Survey goals • Identify employee perceptions of business support Year services • Obtain general sentiments from employees • Allow a confidential method for employees to provide feedback to County and department leadership 2
Methodology Administered via online survey solution (Qualtrics) Assessed approximately 60 Corporate items and various department/agency specific questions Conducted for three weeks: April 9 – 30 3
80% 81% 80% 80% Response 74% 72% 66% 62% 67% 61% 66% 66% Rate 60% 58% 56% FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 4
Age: Employee Population vs. Survey Respondents Gender: Employee Population vs. Survey Respondents 3% Under 25 2% 19% 25 ‐ 34 61% 18% Female 62% 28% 35 ‐ 44 29% 39% Male 30% 45 ‐ 54 38% Our 31% 20% 55 or older 21% Respondents: Our Race/Ethnicity: Employee Population vs. Survey Respondents Employees 54% Black/ African ‐ American 45% 37% Non ‐ Hispanic / White 41% 6% Hispanic/Latino 6% 1% Asian/Pacific Islander 1% 1% Other 7% 5
89% of employees report they are “very satisfied” and “satisfied” with current job (SHRM, 2017) Employee 30% of U.S. employees are engaged at work vs. 70% of Engagement the World’s Best Organizations (Gallup, 2016) Engaged employees are more likely to remain within the + Satisfaction organization, reducing overall turnover and the costs Nationwide associated with it. Context 77% of employees believe relationships with co ‐ workers are important (SHRM, 2016) 6
Employee Motivation & Employee Development Satisfaction Index (11 items) Index ( 5 items) My supervisor treats me with respect My supervisor provides the flexibility I need to My supervisor annually assesses balance work and personal life progress on my individual development plan My supervisor treats me fairly My supervisor supports my My co ‐ workers are willing to assist each other Enterprise participation in professional My co ‐ workers are respectful of each other development opportunities Indices I am able to openly communicate concerns to I have a workplan that includes my supervisor an individual development plan Questions My supervisor acknowledges my (IDP) achievements My supervisor provides sufficient My supervisor encourages an open exchange feedback regarding my of ideas performance My supervisor encourages creative thinking My supervisor provides timely I would recommend Mecklenburg County to feedback about my performance others as a good place to work Most days I feel good about coming to work 7
90% 90% 89% 89% 89% 88% Results for both Countywide Employee Motivation & Employee Development indices Satisfaction remained FY16 FY17 FY18 stable with 94% of employees 95% of employees believe minimal their supervisor assesses believe their supervisors increases over the prior year treat them with respect progress on individual (highest on M&S Index) development plan (highest on Development Index) 8
Employee Motivation & Satisfaction Employee Development Index Public Information Department 100% Internal Audit 100% 98% 98% Elections Public Information Dept. Dept. of Community Resources 98% Human Resources 95% 96% 95% Office of the Tax Collector Office of the Tax Collector Asset and Facility Management 95% Elections 95% 94% 95% Human Resources Dept. of Community Resources Land Use & Environmental Services Agency 94% Asset and Facility Management 94% 93% 94% Internal Audit Attorney's Office Manager's Office 92% Manager's Office 93% 92% 92% County Assessor's Office Public Health Charlotte Mecklenburg Library 90% Land Use & Environmental Services Agency 92% 90% 91% Park & Recreation Information Technology Attorney's Office 90% County Assessor's Office 91% 89% 90% County Finance Public Health 88% Charlotte Mecklenburg Library 90% 88% 90% Criminal Justice Services County Information Technology 88% Criminal Justice Services 89% 88% 88% Child Support Enforcement Child Support Enforcement 86% 88% Sheriff's Office Sheriff's Office 86% 87% Finance Community Support Services 85% 86% Community Support Services Social Services Social Services 85% Park & Recreation 86% 82% 79% Medical Examiner Medical Examiner FY18 Register of Deeds 81% Register of Deeds 75% 9
84% Employee Motivation & of employees would Satisfaction recommend Mecklenburg County Index as a good place to Item to Monitor work (FY18) “Employee Net Promoter Score” Results: FY17 = 85%, FY16 = 88% 10
I would recommend Mecklenburg County to others as a good place to work Public Information Department 100% 100% Elections 100% Department of Community Resources Internal Audit 100% 95% Manager's Office Park & Recreation 94% 93% Register of Deeds Recommend 93% Medical Examiner Land Use & Environmental Services Agency 92% Mecklenburg 91% Community Support Services Criminal Justice Services 90% County 90% Human Resources Child Support Enforcement 89% by Dept. County Assessor's Office 88% 88% Attorney's Office Office of the Tax Collector 87% 87% Public Health Finance 86% 84% County 82% Asset and Facility Management Sheriff's Office 78% 74% Department of Social Services Information Technology 71% FY18 11
79% of County employees Board of believe the Executive Leadership (County County Manager and her Executive Team) of Commissioners Mecklenburg County 71% values County employees and Executive Leadership of County employees believe the Board of County Commissioners values County employees FY18 12
88% My supervisor encourages creative thinking 88% My supervisor treats me with respect 94% 96% of My supervisor encourages an open exchange of ideas 94% My supervisor acknowledges my achievements My supervisor provides the flexibility I need to balance 94% Department work and personal life 94% Directors are My supervisor treats me fairly I would recommend Mecklenburg County to others as a Motivated & 100% good place to work Satisfied 100% Most days I feel good about coming to work (responses based on perceptions I am able to openly communicate concerns to my 100% of Executive Team) supervisor 100% My co ‐ workers are respectful of each other 100% My co ‐ workers are willing to assist each other 13
100% 100% 94% 94% of 88% 88% Department Directors believe their Employee Development Needs Are Met (responses based on perceptions of Executive Team) My supervisor annually My supervisor supports my I have a workplan that My supervisor provides My supervisor provides assesses progress on my participation in professional includes an individual sufficient feedback timely feedback about my individual development development opportunities development plan (IDP) regarding my performance performance plan 14
Points of Interest (Security) Security from FY17 to FY18 Security at workplace during regular business hours (90% 89%) Security at workplace after regular business hours (78% 76%) Security going to vehicle during regular business hours (93% 92%) Security going to vehicle after regular business hours (74% 73%) Satisfaction with personnel presence (85% 83%) 15
Points of Interest (Workload) My workload is reasonable. Percentage point changes FY17 – FY18)* Attorney's Office 31 Elections 18 My Workload is Reasonable County Assessor's Office 13 81% Human Resources 11 80% 78% 76% 76% Public Information Department 6 Medical Examiner's Office 6 Finance 6 Criminal Justice Services 5 Asset and Facility Maintenance 5 Sheriff's Office 3 Charlotte Mecklenburg Library 2 Land Use & Environmental Services… 1 Park & Recreation 1 Public Health 0 0 County Information Technology ‐ 1 Office of the Tax Collector ‐ 4 Child Support Enforcement ‐ 5 Register of Deeds ‐ 6 Social Services ‐ 7 FY14 FY15 FY16 FY17 FY18 Manager’s Office ‐ 7 ‐ 8 Internal Audit ‐ 13 Community Support Services ‐ 20 ‐ 10 0 10 20 30 40 16
99% of employees believe the work they do is important 17
Explore opportunities to align the Employee Climate Survey with best practices in the field of Employee Engagement Partner with Human Resources to ensure the annual survey aligns with the overarching talent management strategy for the department and the organization Recommendations To enhance transparency with results, create interactive dashboards (with quantitative data only) for the FY2019 surveys that allow persons to drill ‐ down into areas of success and/or areas of opportunity Continue to enhance communication from BOCC and Executive Team to County employees as it tends to have the most positive effect on employee perceptions 18
Work with Public Information to promote the results to the organization County’s Intranet Site Employee News Now Immediate Next Steps Meet with Human Resources in October to go over the FY2018 Employee Climate Survey results 19
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