2020 Employee Engagement Survey Summary of Results
WHY FOCUS ON ENGAGEMENT New Management Team Employee Involvement
External Factors
Help Shape District Goal Setting Focus on Continuous Improvement
Employee Retention
(community relations, external perceptions, politics)
Success / Progress Engagement
Internal Factors (work experience, resources, relationships)
for the individual • for the District •
Employee Performance
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OVERVIEW OF PERCEPTYX BENCHMARKS Million responses from over 279 companies
2019 Benchmark Composition • Perceptyx maintains a database of 182 commonly asked survey questions • All data has been gathered from Perceptyx clients in the past three years, 2016 – 2019 • The database is made up of a combination of domestic (US) firms, as well as many global or multinational organizations, varying in size from 50 to over 350,000 employees worldwide
It answers the question, "Is this normal, or an unusually high or low score?"
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SUMMARY OF RESULTS Strengths • The Engagement Index was the most favorable category in the survey. Employees have a great sense of pride in working for TID, intend to stay, and are willing to recommend TID as a good place to work. All indicators of engagement (pride, referral behavior, intent to stay, and intrinsic motivation) were above the Perceptyx benchmark. of employees Completed the survey
• 447 invited to participate • 376 (84%) completed the survey • Avg Completion Time: 15 min 56 sec
• Manager Relationships were favorably assessed within TID. Employee perceptions surrounding their comfort discussing concerns, and caring about them as a person, creating an atmosphere of open communication, and managers treating employees with respect are all above the Perceptyx benchmark. • Perceptions surrounding employee compensation and career opportunities being available were significantly above the Perceptyx benchmark. • Overall perceptions of TID’s culture are very positive. The top 3 words used to describe the culture were Friendly, Family, and Professional.
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SUMMARY OF RESULTS Opportunities • Visibility of Senior Management is a key driver of engagement. Positive perceptions in this area are driven by employees having greater visibility to Senior Management and receiving sufficient communication about what is happening at TID. of employees Completed the survey
• Clarity of Direction was one of the least favorable categories in the survey. Employees having a clear understanding to the goals and objectives of TID, and seeing a link between their work and the goals of TID are well below the Perceptyx benchmark. • Perception surrounding employees feeling valued and their opinions mattering are key drivers of engagement.
• 447 invited to participate • 376 (84%) completed the survey
• Recognition of accomplishments is also considered a key driver of engagement.
• Avg Completion Time: 15 min 56 sec
• Effective cooperation across departments is also identified as an area of opportunity within TID.
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TID’S CULTURE Top Occurrences
What 3 words would you use to describe TID’s culture?
2020 friendly
11%
family
9%
professional
6%
teamwork
5%
community
4%
collaborative
4%
proud
4%
dedicated
4%
reliable
4%
outdated
3%
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SURVEY KEY AGREEMENT RESPONSE OPTIONS NEUTRAL
FAVORABLE Strongly Agree
Agree
Neither Agree nor Disagree
UNFAVORABLE Disagree
Strongly Disagree
All scaled items asked for the team member’s level of agreement with each statement on a 1 (strongly disagree) to 5 (strongly agree) scale, also translated to a simpler favorability scale: favorable, neutral, unfavorable.
ICONS:
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
Drivers of Engagement Drivers of Engagement are the items with the strongest connection to the Engagement Index. These are items the data indicated can influence outcomes like an employee’s willingness to recommend the District, or intent to stay working for the District.
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ALL CATEGORIES BY FAVORABILITY Engagement Index
88
Pride in Company
86
Manager Relationship
85
Ethics & Integrity
10 11
Resources & Support
3
10
79
5
18
75
14
3 11
Performance Management
72
17
11
Growth & Development
71
19
10
Recognition & Reward
71
18
11
Employee Empowerment
68
18
14
Teamwork & Collaboration
66
21
13
Change Management
66
21
13
Continuous Improvement
64
Clarity of Direction Diversity & Inclusion Overall Average
26
62
10
23
54
15
26 71
2
20 18
11
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ENGAGEMENT INDEX
ICONS:
Top 5 Favorability
Bottom 5 Favorability
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ICONS:
PRIDE IN COMPANY
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
10
ICONS:
MANAGER RELATIONSHIP
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
11
ICONS:
ETHICS & INTEGRITY
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
12
ICONS:
RESOURCES & SUPPORT
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
13
ICONS:
PERFORMANCE MANAGEMENT
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
14
ICONS:
GROWTH & DEVELOPMENT
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
15
ICONS:
RECOGNITION & REWARD
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
16
ICONS:
EMPLOYEE EMPOWERMENT
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
17
ICONS:
TEAMWORK & COLLABORATION
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
18
ICONS:
CHANGE MANAGEMENT
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
19
ICONS:
CONTINUOUS IMPROVEMENT
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
20
ICONS:
CLARITY OF DIRECTION
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
21
ICONS:
DIVERSITY & INCLUSION
Top 5 Favorability
Bottom 5 Favorability
Driver of Engagement
22
AREAS OF FOCUS •
Visibility of Senior Management
•
Clarity of Direction
•
Employees Feeling Like Their Opinions Matter
•
Recognition of Accomplishments
•
Effective Cooperation Between Departments
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NEXT STEPS •
Focus at this time will be at the District level and transition to Administration and Department level in the future
•
Employee involvement on engagement project teams to address areas of opportunities
•
On-going communication and visibility to action plans related to Engagement Survey activity and Strategic Plan
•
Follow up surveys to check on progress
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