A. P. Moller - Maersk Employee Engagement Survey 2011

MDSI Corporate IT-Admin; RVA018 - Roberto - Valenciano

Report

Index Summary

2011

(% favourable)

2010

(% favourable)Business

UnitAPMM Overall

Internal Top 25%

External Top 25%

Engagement 68% 67% 73% 75% 91% 76%

Manager Effectiveness Index

75% 83% 82% 81% 90% --

Values Index 83% 86% 83% 82% 92% --

The Indexes are comprised of several individual items, e.g. the Employee Engagement Index is comprised of 4 items. Press here to see which items comprise the indexes.

The External Top 25% Norm indicates the top quartile of composite employee responses from organisations worldwide. It provides external comparative results that represent thetop quartile scores across multiple organisations. When a value is not displayed in this column, a norm is not available.

Dimension Summary

Company & Leadership

Quality

Well-Being

Team

Career & Development

My Job

71

78

65

80

67

76

65

88

74

89

68

78

86

91

85

91

84

90

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

MDSI Corporate IT-Admin; RVA018 - Roberto - Valenciano

2010 (% favourable)Internal Top 25%

All items in the engagement survey are grouped into themes or dimensions. Listed here are the dimension summaries for your team. These will show you in which areas your team is strong and which areas can be improved. You can use these in your follow-up meeting as inspiration to focus your action planning.

Items showing the greatest change

Items showing the greatest increase

2011 (% favourable)

2010 (% favourable)

Internal Top 25%

External Top 25%

My job allows me to maintain a healthy balance between work and home.

92% 64% 84% 73%

I believe my pay and job performance are linked.

68% 50% 74% 57%

My company is characterised by showing trust and giving empowerment.

88% 77% 91% --

My company listens to and understands our customers.

88% 77% 88% --

My company is characterised by living our values.

68% 59% 90% --

Items showing the greatest decrease

2011 (% favourable)

2010 (% favourable)

Internal Top 25%

External Top 25%

There is good teamwork and cooperation between different teams.

60% 82% 85% 65%

I feel organisational changes are managed well.

36% 55% 78% --

Policies, practices, and procedures do not significantly prevent me from doing my job the way it should be done.

72% 91% 86% 71%

I have the training I need to do my job effectively.

64% 82% 86% 80%

My manager lives our values. 68% 86% 93% 78%

These items are displayed for your inspiration. In order to optimise your action planning, discuss with your team whether these items are relevant for you.

Items showing the lowest and highest scores relative to the Business Unit (% favourable scores)

Highest scores relative to the Business Unit

2011 (% favourable)

2010 (% favourable)

Internal Top 25%

External Top 25%

My job allows me to maintain a healthy balance between work and home.

92% 64% 84% 73%

My company is committed to employee safety.

100% 100% 95% 89%

My company treats people equally with respect to gender, race, nationality, religion etc.

100% 95% 92% --

My company is characterised by showing trust and giving empowerment.

88% 77% 91% --

My team is passionate about our work.

92% 95% 93% --

Lowest scores relative to the Business Unit

2011 (% favourable)

2010 (% favourable)

Internal Top 25%

External Top 25%

I feel organisational changes are managed well.

36% 55% 78% --

I know my company's vision for the future.

56% 55% 93% --

I feel supported during organisational changes.

40% 55% 79% 53%

I have a clear understanding of how my company is performing compared to the competitors in the market place.

48% 50% 82% --

My manager provides me with timely and relevant feedback.

60% 77% 89% 74%

These items are displayed for your inspiration. In order to optimise your action planning, discuss with your team whether these items are relevant for you.

Items showing the lowest and highest scores

Absolute high scores 2011 2010Internal

Top 25%

External Top 25%

My company is committed to employee safety.

100% 100% 95% 89%

My company treats people equally with respect to gender, race, nationality, religion etc.

100% 95% 92% --

My team is passionate about our work.

92% 95% 93% --

My job allows me to maintain a healthy balance between work and home.

92% 64% 84% 73%

My manager is passionate about what we do and how we do it.

88% 95% 93% --

Absolute low scores 2011 2010Internal

Top 25%

External Top 25%

I feel organisational changes are managed well.

36% 55% 78% --

I feel supported during organisational changes.

40% 55% 79% 53%

I feel positive about my career opportunities in our company.

44% 50% 79% --

I have a clear understanding of how my company is performing compared to the competitors in the market place.

48% 50% 82% --

I know my company's vision for the future.

56% 55% 93% --

These items are displayed for your inspiration. In order to optimise your action planning, discuss with your team whether these items are relevant for you.

Business Unit items

80

81

88

67

76

80

84

52

I have a good understanding of thelocal business direction and

goals.

I have the authority to do what isnecessary to serve my customers.

My immediate manager trusts meto make the choices and

decisions necessary to do my jobeffectively.

People collaborate for the good ofDamco as a whole rather thanfocusing on their own team.

BU % favorable Team % favorable

This year, your business unit has chosen to include items in the survey that are specific to your business. Below you can find a summary of your team’s data.

Take Action – 4 Steps for turning your report into action

• Take ownership of the process

• Share results as quickly as possible

• Do not try to hide anything – be open

• Involve your employees

• Encourage two way communication

• Ask questions to evoke detailed responses

• Agree on 2-3 key areas important for your team

• Be realistic

• Ensure accountability and agree on responsibilities

• Create a process of continuous review

• Communicate action successes

Understand your results

1 2 3 4

Conduct feedback meetings

Develop action plans

Follow up

For guidance and inspiration during the process please visit Engagement Survey 2011