DATE: February 10, 2015
TO: All Yale Staff Members
FROM: Michael A. Peel
Vice President, Human Resources & Administration
SUBJECT: 2014 Workplace Survey Results
As you recall, late last calendar year a comprehensive workplace survey was conducted for all Yale staff members. This survey, designed to measure our organizational progress and identify improvement priorities, was the fifth workplace survey which Yale has conducted in the past decade. More than 80% of Yale staff members completed this survey, the highest participation rate since we began the process.
We are deeply appreciative of all those who invested the time to complete the 2014 Workplace Survey. While you will be receiving feedback shortly about how you and your colleagues responded to the workplace survey in your work unit, I thought you might find this brief summary of the University-wide survey results helpful:
OVERALL RESULTS MOST FAVORABLE IN PAST DECADE
Measured by the average favorable response to the survey’s 57 questions, the 2014 results were the most positive since we began this survey process in 2005. The average favorable score in 2014 was 67%, up 4 percentage points versus the 2012 survey:
For Yale’s three major work groups, two of the three reached all-time high favorable scores in the 2014 survey. The average favorable survey score for Managers/Professionals who responded was 70%, up a full 5 percentage points from the 2012 survey. The average favorable score for Clerical/ Technical staff members who participated was 67%, up 3 percentage points from 2012. The Service/Maintenance average favorable results decreased by 1 percentage point to 49%.
Looking at the overall survey results for the 10-year time frame, the average favorable score for identical questions is up 5 percentage points since 2005, and up 7 percentage points since 2010:
CATEGORY RESULTS VARIED FROM 57% FAVORABLE TO 78% FAVORABLE
Of the eleven survey categories, five had average favorable scores above the 67% overall average: Commitment, Diversity, Performance Management, Rewards, and Innovation. The categories that fell below the overall average score were Decision Making, Teamwork, Leadership, Communications, Productivity, and Development. The scores for all but three categories went up versus 2012, with the greatest gains made in Performance Management (+5 percentage points), Development (+5 percentage points), and Rewards (+4 percentage points). The following is a summary of the favorable scores for the eleven categories:
FURTHER PERSPECTIVE GAINED FROM THE QUESTION RESULTS AND VERBATIM COMMENTS
The analysis of the results at the question level, together with the more than 12,000 written comments/suggestions submitted by those completing the survey, provide a more comprehensive (though sometimes conflicting) view of how staff members view the current Yale work environment. At this level of detail, the feedback varied considerably when comparing the response from those in the three different work groups (Managers/Professionals, Clerical/Technical, and Service/Maintenance) and among Yale’s more than 250 separate work units. While all of the survey findings are still being reviewed and further analyzed, there are some common themes:
- Many staff members commented on President Salovey’s visibility, approachability, and positive impact in his initial year as Yale’s President. The consistent view from the survey feedback was that the leadership succession at the top was being smoothly managed.
- An astounding 83% of those completing the survey responded favorably to the question, “Taking everything into account, I am satisfied with Yale University as a place to work”. Similarly, 84% of all responding indicated that “I am proud to work for Yale University”. These results, which far exceed the benchmarks for other organizations, no doubt partly reflect the important societal impact of the work done at Yale and the belief of staff members that their work makes a difference.
- There were a large number of comments about how generous Yale’s benefit programs are compared to those of other employers. There were, however, also many staff members who indicated that they believe that benefit levels and medical premium contributions should not be different for staff members at lower salary levels or those newer to the University.
- In some work units, staff members felt that the size of the staff had been reduced, but not the size of the workload. Those colleagues feel that the resulting resource imbalance is negatively affecting the quality of their work and their work life balance.
- Many of those responding commented about the positive impact of development initiatives like “Managing at Yale” and the “C&T Summer Development Program.” While this progress was noted, many staff members also indicated that they would like far greater understanding of how to advance their career at Yale.
- Much interest was expressed in having greater workplace flexibility with broader “flex-time” and “flex-place” options. A number of staff members expressed frustration that they see others within the University granted greater flexibility than they see available to them in their units.
- There was a widespread view expressed in the survey that University labor relations are not changing for the better, a concern voiced by both managers and union members alike. In comments, respondents pointed to union demonstrations, public comments, and controversies over operational changes as signs that collaboration has weakened.
- Communications were identified as an improvement opportunity. Many staff members who saw the endowment rise sharply last year don’t understand why continued budget cuts are necessary. Many of the statements indicate a lack of understanding about University finances and other subjects, which make clear the need for expanded communicative mechanisms which enable Yale staff members to get reliable information on important subjects.
- Many commented very positively on the progress that has been made in the past decade in New Haven, both in terms of public safety and economic development. Those commenting urged the University to continue to make this successful collaboration with the City one of its highest priorities.
COMMUNICATION OF UNIT SURVEY RESULTS IS UNDERWAY
Department heads throughout the University will be sharing their survey results with their teams over the next several months, along with plans to address the most improvement opportunities identified in their unit feedback.In parallel, at the University level, further work will be done to make sure the survey results are thoroughly understood and that the most important issues to work on are selected for action planning. Our collective efforts to make Yale an even better place to work will be most effective if progress is made in the various schools, functions, and departments of the University, which is in turn supported with University policy and program innovation.
Thanks again for taking the time to complete the 2014 Workplace Survey. The high quality feedback provided by the survey will no doubt prove to be an important catalyst for further organizational progress.