2020mcleansemployeeengagementreport

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ENGAGED

Satisfi ed employees feel comfortable

Engaged employees feel energized, passionate, and dedicated. They are

and are generally happy that their needs are being met.

highly involved with their work and the organization.

Average Performance

Optimal Performance

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Rarely help others for the betterment of the organization

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Meet minimum performance requirements

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Committed to the degree that their needs are met

Help others for the betterment of

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the organization

Consistently exceed performance requirements Recommend improvement opportunities

Stay at the organization because of what they

Stay at the organization

get from it

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for what they

Have a sense of

purpose and pride in their work

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ffi ffi See the appendix in

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O ENGAGED

this report for more information on our engagement

Engaged employees consistently exceed expectations

calculation and benchmark.

They are energized arrd passionate about their work,

Current Year

leading thenr to exert discretionary effort to drive organizational performance.

Previous Year

ENGAGED O ALMOST Almost sometimes

engaged employees exceed expectations and are generally passionate about their

work. At times they exert discretionary effort to help achieve organizational goals.

45.4o/o

56.3V.

o INDIFFERENT

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lndiffererrt employees are satisfied, comfortable, and generally able to meet minimurn expectations. They see their work as 'Just a job", prioritizing their needs before

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organizational goals.

24.4o/o

o DISENGAGED

Disengaged employees usually fail to meet minimum expectations, putting in time rather than effort. They have little interest in their job and the organization and often

21 .3o/,

13.870

10.0%

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16.4o/o

12.4y"

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display negative attitudes.

Benchmark Ratio of Engaged to Disengaged

0rganization's Ratio of Engaged to Disengaged

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Curi'erti Year

56.3Vo

21.3Vo

10.070

12.4Vo

Pr-evioirs Year

45.4o/o

24.4yo

13.8V"

16.4o/o

Senchnrark

56.4Vo

22.0o/o

10.6"/"

11.jVo

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Previous Year Benchmark Coworker Relationshi ps Future of Work

(-)

76v. (-1)

72o/o

Culture

67Vo

Manager Relationships

62Vo

COVID-19 Questions

71v" (-2)

59v"(+8)

69v.(-2)

(+7)

69vo (-4)

58u"(+4)

62v"(-)

58oA

65o/o

Work Life Balance

(+11)

58v.

69Vo

Employee Empowerment

61V"

Customer Focus

45v.

59Vo

Senior Management Relationships

45o/o

Company Potential

4O7o

Learning And Development Department Relationships Rewards And Recognition

67vo (-7)

38'r.

(+t)

56v. (-12)

49v"

(-9)

65v. (-25)

(-12)

(-17)

47'/,

3SVo

46v,(-11)

61V"(-26)

(-10)

s1v" (-2e)

32v"

22Vo

< 40% Low Performing

(+14)

3570

OVo

a

74v.

74o/o

52Vo

100o/o

|

40%-607. Average

Performing I

> 60% High

Performing

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@I@IIE mtl:lif.NE

LEVERAGE

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COVID-19 Ouestions

Q

Employee Empowerment

cuhure

c o E o (tt o gl

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c ut c

Company Potential

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Future of work

ManagerRelationships

Customer Focus

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Department Relationships

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Learning And Development

Rewards And Recognition

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Coworker Relationships

Work Life Balance

3 o low

Driver Score

EVALUATE

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Driver I

OrganizationalDriver

MAINTAIN

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High

Retention Driver

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lnterpreting the Results Engagement Calculation found to be q = 0.92. Engagement is calculated by averaging the responses to the engagement measure questions, for each employee. Average scores correlate to our four levels of engagement.

Average scores between 5.0'l Average scores between 4.51

-

Engaged enr,Jacrec

6.00 = 5.00 = Alr.r.rost

Average scores between 4.01 - 4.50 = lndifferent Average scores less than 4.00 = Disengaged

Driver Calculation Mclean

& Company uses a standardized 6-point scale for data collection. Respondents are asked to indicate the extent to which they agree with each statement by choosing a number between 1 and 6 on the scale. We display the results as a top box score, or the percentage of respondents who chose 5 or 6 (agree or strongly agree).

1 = Strongly Disagree

6 = Strongly Agree

ANSWER: 2

\/ Bottom Box

3

4

6

5

\/

Top Box

Benchmarks McLean & Company offers clients a general benchmark to ensure the data has enough breadth and depth to maintain its integrity. The following industries are included in McLean & Government, Education.

Priority Matrix on engagement is determined by calculating the correlation between each driver and engagement and then multiplying this correlation score by the slope between each driver and engagement.

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# of Employees

# of Responses

Response Rate

999

550

557o

37

32

86Vo

153

80

52Vo

Gorporate Services

58

54

93Vo

Development Services

45

40

89yo

Engineering & Assets

41

25

61V"

334

113

34Vo

Human Services

74

58

787"

Paramedic Sewice

93

42

45Vo

164

106

6SVo

Demographics Overall Organization

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Community Services

Firc Service

Public Works

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