UK@Work Survey 2019 Results Faculty Council April 21, 2020 - PowerPoint PPT Presentation

UK@Work Survey 2019 Results Faculty Council April 21, 2020

DEFINITION OF TERMS 2

2019 SURVEY CA TEGORIES OVERALL College of College of Medicine Medicine University of Overall Overall Provost Kentucky 2017 2015 Overall 2019 Overall 2019 Total Favorable Score (416) (269) (3,801) (5,770) 84 84 Sustainable Engagement 84 80 82 82 University Culture 79 79 72 66* 73* 74 72 72 62* Leadership 56* 65* 66* 69 69 Communication 63 58* 62* 64* Diversity & Inclusion 80 80 73 67* 76 76 68 68 58* Operating Effectively 56* 60* 61* • 13 of 13 survey Empowerment 73 73 68 65* 70 70 categories improved Supervision 85 85 82 72* 80* 80* from 2015 79 79 Working Relationships 77 70* 77 76 • 13 of 13 survey Performance Evaluation 82 82 78 72* 78* 77* categories improved Career Development 71 71 62 63* 68 68 from 2017 relative to 65 65 Stress, Balance, & Workload 65 64 64 64 all other colleges Pay & Benefits 67 67 63 63 62* 63 Statistically Significant Difference (+) Statistically Significant Difference (-) 3

2019 OVERALL ENGAGEMENT RESUL TS BY CA TEGORY – N=417 90 85 80 Percent Favorable 75 70 65 60 55 50 d p e n n y t n s n t t s n t r o o l p n n a i o o h e i u e i e e f i i i i o s s v h e t t m s t m m l r l a u i i s a t k n u v e c n u l c r e p r e r d C i c e e o o l g o B n n e a a f w i a W y u p t l I f v e e g & t m E o a E & u L i n v s l & p S g e e e y m E r y m e R c D a n , t n e e P v o i i t E g s l r i C a c a b e n r n n e r m U i a e e k a v n r r r l i p a o i a D o O a C B W f t r e s , u s P s S e r t S 4 2015 2017 2019

2019 OVERALL NON-CLINCAL FACUL TY ENGAGEMENT RESUL TS BY CA TEGORY – N=119 90 80 Percent Favorable 70 60 50 40 30 e n n y t n n t d s p s t n o l p n n t i r o o o a h e i u e e e f i i i o i v h i e s t t s s t m m m l a u i a l r i s k n u t v e c l c r n u e p r r e C i c e d e o l g o o n e a B n a f w W y p i a l u I f t v e g e & t a E m & E o u L i v n s p S l & g e e e y m E r y m R D a e n c , t e v o i n e P i E s t g r i C a l c a b e n r n n r m U e a e i a e k v n r r l p r i o a a D o i O a C B f W r t e s , u s P s S e r t S 2015 2017 2019 5

2019 OVERALL STRENGTHS – COLLEGE SPECIFIC My Department Chair / Director / Dean / Supervisor: 91 Treats me with respect. I am proud to be associated with UK. 90 I have a very clear idea of the responsibilities for my 90 faculty position/job. 6

2019 OVERALL OPPORTUNITIES – COLLEGE SPECIFIC The amount of stress I experience at work 46 significantly reduces my effectiveness. (N) From what I hear, our pay is as good or better than 53 pay in similar institutions. I think action will be taken based on the problems 55 identified in this survey. 7

2019 OVERALL 90 80 70 • Leadership: I have confidence in the MOST 60 55 decisions made by my college/unit/area 50 IMPROVED – leadership. 30 COLLEGE 2015 2017 2019 SPECIFIC 90 • Empowerment: I am satisfied with the 70 60 procedures available for resolving 46 50 43 faculty/staff complaints. 30 2015 2017 2019 90 80 • Diversity & Inclusion: I feel that my 67 70 60 college/unit/area leadership supports 50 equal opportunity for all faculty/staff. 30 2015 2017 2019 8

PROVIDER ONL Y RESUL TS Top 5 Questions Total Favorable 89 89 Sustainable Engagement: My colleagues usually get along well together. 89 89 Working Relationships: People in my department treat each other with respect. 88 88 Supervision: My Department Chair/Director/Dean/Supervisor: Treats me with respect 87 87 Sustainable Engagement: My work gives me a sense of personal accomplishment. 86 86 Sustainable Engagement: I believe strongly in the goals and mission of the University. Bottom 5 Questions 29 29 Pay & Benefits: From what I hear, our pay is as good as or better than the pay in similar institutions. Career Development: I think the University is doing a good job of retaining its most talented faculty 31 31 and staff. 32 32 Operating Effectively: In my opinion, decisions at UK are made in a timely manner. Empowerment: UK has established a climate where people can challenge our traditional ways of 35 35 doing things. Stress, Balance, & Workload: There is usually sufficient staffing in my department to handle the 36 36 workload. (n=296) 9

NEXT STEPS Collect feedback on selected Action Items at the following meetings: • Executive Committee: April 7 • Faculty Council: April 21 • Basic Science Chairs & Center Directors: April 27 • Individual department meetings: May dates TBD 10

ACTION • Stress, Balance, & Workload: Implementing several well-being initiatives related to strategic plan ITEMS • Empowerment: Implementing revised College of Medicine Rules of the Faculty with a focus on transparency and shared governance • Diversity & Inclusion: Actions to be taken related to recently completed diversity survey 11