employee engagement survey · the employee engagement survey consists of three parts: overall...

©2017

ResultsandAnalysis

EmployeeEngagementSurvey

RockfordPublicSchools205SchoolYear2017–2018

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ProjectOverview

Engagementistheconnectionthatindividualshavewiththeirprofessioningeneral,andtheircurrentjobsinparticular.Severalfactorscanaffectanemployee’sengagement,includingrelationshipswithsupervisorsandadministrators,colleagues,students,andparents; thephysicalworkenvironment;personalsafety;policyconsiderationsandimplementation;supportforprofessionaldevelopmentandgrowth; preparation;perceptionsofpersonalrelevance;andgeneralsatisfaction.

TheRockfordPublicSchools205EmployeeEngagementSurveywasopenSept.27– Oct.11.

Thesurvey’sgoalswereto:• MeasurethelevelofengagementofRockfordPublicSchools205employees• Classifyemployeesashighlyengaged,engaged,orlessengaged• Identifyareaswhereemployeeengagementcanbeimproved

Emailinvitationswithuniquesurveylinksweresenttoemployees.RemindersweresentOct.2,5,and10.

Thisreportsummarizessurveyresultsandbreaksthemdownbyschoollevel/department,yearsofservice,androle.

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UnderstandingtheResults

Responsestothefirstnineitemswereaveragedtofindanengagementscoreforeachrespondent.Thefiveresponseoptionswere: StronglyDisagree,Disagree,NeitherDisagreenorAgree,Agree,andStronglyAgree.Tocalculatetheengagementscore,eachresponseoptionwasgivenaweight,rangingfrom1(StronglyDisagree)to5(StronglyAgree).

Resultsdonotreflectrandomsampling;therefore,theyshouldnotbegeneralizedtoallRockfordPublicSchools205employees.Rather,resultsreflectonlytheperceptionsandopinionsofsurveyparticipants.

Findingsforeachiteminthereportexcludeparticipantswhodidnotanswer.Datalabelslessthan5percentarenotshowninchartsandgraphs.Percentagesmaynotaddupto100becauseofrounding.

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StudyDesign

TheEmployeeEngagementSurveyconsistsofthreeparts:

OverallEngagementiscomposedofnineitemsthataredesignedtomeasureeachemployee’slevelofengagement.Basedontheaverageoftheresponsestotheseitems,anengagementscoreiscalculatedforeachsurveyparticipant.Engagementscoresareclassified aslessengaged(<3.5),engaged(3.5to4.5),orhighlyengaged(>4.5).

EngagementDriversareitemsaboutdifferentaspectsoftheworkenvironmentthatmayaffectengagement.Participantsansweredeachitemusingthe5-pointLikertscale.Engagementdriversareorganizedintosixdimensions:§ Sharedvalues§ Leadership§ Communication§ Feedbackandrecognition§ Workenvironment§ Careergrowthandtrainingopportunities

DemographicQuestionsprovideinformationaboutparticipants,suchasschool,department,andjobclassification.

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ExecutiveSummary

• 77%ofparticipatingstaffmembersareengagedorhighlyengaged.Whenreviewingengagementbytenure,thehighestpercentage ofengagedorhighlyengagedstaffmembersarethosewhohaveworkedforthedistrictforlessthanoneyear(90%),whereasthelowestpercentageofengagedorhighlyengagedstaffmembersarethosewhohaveworkedforthedistrictfor21to25years(68%).

• Thesharedvaluesdimensionhadthehighestweightedscoreandthefeedbackandrecognitiondimensionhadthelowestweighted score.Inthefeedbackandrecognitiondimension,only31%ofstaffmembersagreedorstronglyagreedthattheyarerecognizedfortheirhigh-qualityworkandaccomplishments.Furtheronly53%ofstaffmembersagreedorstronglyagreedtheyfeelappreciatedfortheir work.Thisisconsistentwiththethemeintheopen-endedresponsesinwhichstaffmembersindicatedtheydonotfeelvalued.Itmaybebeneficialtoimprovethecurrentstaffrecognitionsystemsattheschoolanddistrictlevels.

• Interactionswithprincipalsordirectsupervisorswerefrequentlyidentifiedinthecontinuingpositiveactionsslides,with 77%ofstaffmembersindicatingtheyagreeorstronglyagreetheirprincipalordirectsupervisoriswillingtolistentonewideas.

• Only57%ofstaffmembersagreedorstronglyagreedthatdistrictleadersencourageemployeestoshareideastoimproveperformance.Thisisconsistentwiththethemeintheopen-endedresponsesthatdistrictleadersneedtoseekandincorporatetheirinputintodecisions.ActivelypromotingaseparateLet’sTalk!landingpagethatisfocusedongatheringfeedbackonpolicydecisionsunderconsiderationandwaystoimprovethedistrictwouldgivestaffmembersaplatformtospeakaboutthedistrict’sdirection.

• Only21%ofstaffmembersagreedorstronglyagreedthatmoraleishighinthedistrictandonly51%ofstaffmembersagreedorstronglyagreedthatmoraleishighintheirschoolordepartment.Further,only32%ofstaffmembersagreedorstronglyagreedthatdistrictleadersunderstandtheirprofessionalneeds.However,inadditiontotheroundingcurrentlybeingconducted,aLet’sTalk!campaignfocusedonwaystoimprovedistrictmoraleandunderstandingprofessionalneedsmayhelpgatherdatafasterasthedistrictseekstodevelopsolutions.

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Participation

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Participation

RespondingGroup NumberofInvitationsDelivered(NMax)

NumberofResponses(N) ResponseRate(%) TotalResponses

Employees 3,959 2,260 57% 2,260

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3%

3%

4%

5%

11%

11%

62%

0% 20% 40% 60% 80% 100%

BusDriver,BuildingandMaintenance,Transportation(N=64)

CentralOfficeAdministrator(N=72)

CentralOfficeStaff(N=101)

BuildingAdministrator(N=117)

Paraprofessional,BuildingClerical,Tutor,NutritionServices,Translator(N=254)

CertifiedStaff*(N=254)

ClassroomTeacher(N=1,398)

Position(N=2,260)

*Certifiedstaffincludesthepsychologist,socialworker,speechandlanguagepathologist,nurse,OT,PT,signlanguageinterpreter,coach,andspecialistpositions.

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OverallEngagement

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EmployeeEngagement— BenchmarkComparison

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4.23

4.12

4.57

4.48

4.32

3.84

3.74

4.50

4.42

4.24

3.98

3.83

4.49

4.39

4.29

1 2 3 4 5

IamproudtoworkforRockfordPublicSchools205.

EmploymentwithRockfordPublicSchools205givesmeafeelingof

accomplishment.

Iamengagedinmywork.

Myworkisinteresting.

Iammotivatedtocontributemorethanwhatisexpectedofme.

WeightedScore

Benchmark(N=27,209) RPS205(N=2,260) RPS205Weighted(N=2,260)Notes:Theweightedscoreistheaveragescoreofallresponsestoeachitem.StronglyAgreeresponsesreceived5points,Agreereceived4points,NeitherDisagreenorAgreereceived3points,Disagreereceived2points,andStronglyDisagreereceived1point.TheRPS205weightedscoreequalizesthedisproportionatenumberofresponsesfromthedifferentpositioncategories.

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EmployeeEngagement— BenchmarkComparison(Continued)

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3.80

3.93

4.09

3.89

3.57

3.48

4.06

3.58

3.52

3.63

4.13

3.73

1 2 3 4 5

Iseeprofessionalgrowthandlong-termcareeropportunitieswithRockfordPublicSchools205.

IwouldfeelcomfortablereferringagoodfriendtoworkforRockford

PublicSchools205.

Ienjoyworkingwithmyprincipalordirectsupervisor.

IamoptimisticaboutthefutureofRockfordPublicSchools205.

WeightedScore

Benchmark(N=27,209) RPS205(N=2,260) RPS205Weighted(N=2,260)Notes:Theweightedscoreistheaveragescoreofallresponsestoeachitem.StronglyAgreeresponsesreceived5points,Agreereceived4points,NeitherDisagreenorAgreereceived3points,Disagreereceived2points,andStronglyDisagreereceived1point.TheRPS205weightedscoreequalizesthedisproportionatenumberofresponsesfromthedifferentpositioncategories.

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CalculatingandClassifyingEngagementScores

Eachparticipant’sengagementscoreistheaverageoftheirresponsestonineengagementquestions(EQ).Thoseaveragescores arethenclassifiedonascaleofhighlyengaged(>4.5),engaged(3.5to4.5),andlessengaged(<3.5).

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OverallEngagement

Responsestothenineengagementitemswereaveragedtocalculateanengagementscoreforeachparticipant.Tocalculatetheengagementscore,eachresponseoptionwasassignedanumericalvalue:• StronglyDisagree=1• Disagree=2• NeitherDisagreeorAgree=3• Agree=4• StronglyAgree=5

Averagescoreswereclassifiedintothreelevels:LessEngaged(<3.5),Engaged (3.5to4.5),andHighlyEngaged(>4.5).

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22% 55% 23%

0% 20% 40% 60% 80% 100%

(N=2,260)

HighlyEngaged Engaged LessEngaged

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EngagementDrivers

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EngagementDriverDimensions

Theitemswithineachdimensionwereratedonafive-pointscalefromstronglydisagree(1)tostronglyagree(5).Averagescoresaredisplayed.(N=2,253)

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3.84

3.66

3.66

3.64

3.49

3.29

1.0 2.0 3.0 4.0 5.0

SharedValues

WorkEnvironment

Communication

Leadership

CareerGrowthandTrainingOpportunities

FeedbackandRecognition

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SharedValues— BenchmarkComparison

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4.24

4.17

3.65

3.87

4.10

3.96

3.44

3.85

4.16

4.06

3.46

3.94

1 2 3 4 5

IamfamiliarwiththemissionandvisionofRockfordPublicSchools205.

IknowhowIcansupportRockfordPublicSchools205’smissionandvision.

Districtleadersencourageemployeestoshareideastoimproveperformance.

Ifeelcomfortablesharingideasandopinionswithmyprincipalordirect

supervisor.

WeightedScore

Benchmark(N=27,209) RPS205(N=2,260) RPS205Weighted(N=2,260)

Notes:Theweightedscoreistheaveragescoreofallresponsestoeachitem.StronglyAgreeresponsesreceived5points,Agreereceived4points,NeitherDisagreenorAgreereceived3points,Disagreereceived2points,andStronglyDisagreereceived1point.TheRPS205weightedscoreequalizesthedisproportionatenumberofresponsesfromthedifferentpositioncategories.

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WorkEnvironment— BenchmarkComparison

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4.15

4.13

3.85

4.13

4.19

3.87

4.23

4.10

3.85

1 2 3 4 5

Ihavesufficientindependenceinmywork.

Myprincipalordirectsupervisorencouragescollaborationwithinandacrossteamsinmy

schoolordepartment.

Myprincipalordirectsupervisorimplementspoliciesfairlyinmyschoolordepartment.

WeightedScore



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WorkEnvironment— BenchmarkComparison(Continued)

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3.82

3.31

3.14

3.81

3.32

2.62

3.74

3.28

2.71

1 2 3 4 5

Iworkinanatmospherewherethereismutualrespectamongstaff.

Thereishighstaffmoraleinmyschoolordepartment.

Thereishighstaffmoraleinthisdistrict.

WeightedScoreBenchmark(N=27,209) RPS205(N=2,260) RPS205Weighted(N=2,260)


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Communication— BenchmarkComparison

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3.33

4.00

3.84

3.94

3.61

2.92

3.94

3.80

4.00

3.65

3.02

3.88

3.78

4.03

3.73

1 2 3 4 5

Districtleadersclearlyexplainthereasonsbehinddecisionsonkeyissues.

Myprincipalordirectsupervisorclearlycommunicateshisorherexpectationsofmy

jobperformance.Myprincipalordirectsupervisoreffectivelycommunicatesaboutimportantissuesthat

affectme.

Myprincipalordirectsupervisoriswillingtolistentonewideas.

Icaninfluencedecisionsinmyschoolordepartment.

WeightedScore



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Leadership— BenchmarkComparison

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3.42

3.28

3.88

3.83

2.99

2.83

3.89

3.87

3.16

3.00

3.88

3.88

1 2 3 4 5

Districtleaders’actionsareconsistentwiththeirwords.

Districtleadersunderstandmyprofessionalneeds.

Myprincipalordirectsupervisorisaneffectiveleader.

Theactionsofmyprincipalordirectsupervisorareconsistentwithhisorher

words.

WeightedScore



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Leadership— BenchmarkComparison(Continued)

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3.90

3.90

4.12

3.91

3.92

4.10

3.93

3.93

4.14

1 2 3 4 5

Icancountonthesupportofmyprincipalordirectsupervisorwhenaddressing

problemsorissues.

Itrustmyprincipalordirectsupervisortomakegooddecisions.

Myprincipalordirectsupervisortrustsmetomakegooddecisions.

WeightedScore



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CareerGrowthandTrainingOpportunities— BenchmarkComparison

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4.02

3.61

3.76

3.69

3.60

3.64

3.26

3.45

3.50

3.59

3.57

3.24

3.38

3.40

3.44

1 2 3 4 5

Thedistrictencouragescontinuededucationandprofessionalgrowth.

Thedistrict’straininghelpsmebeeffectiveinmyjob.

Thedistrictofficeprovidesprofessionaldevelopmentthatsupportsdistrict

initiatives.Myprincipalordirectsupervisoridentifiesopportunitiesformyprofessionalgrowth

andimprovement.

Thereareleadershipopportunitiesformeinmyschoolordepartment.

WeightedScore



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FeedbackandRecognition— BenchmarkComparison

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3.37

3.58

3.57

3.42

3.51

2.83

3.51

3.47

3.27

3.39

2.90

3.51

3.39

3.31

3.43

1 2 3 4 5

RockfordPublicSchools205recognizesemployeesfortheirhigh-qualityworkand

accomplishments.Myprincipalordirectsupervisorregularlygivesmeconstructivefeedbacktoimprove

myperformance.

Staffmembersarerecognizedforgoodperformanceatmyworksite.

Ireceiverecognitionformyaccomplishments.

Ifeelappreciatedformywork.

WeightedScore



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FocusAreas

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FocusAreastoIncreaseEmployeeEngagement

Thirty-twoitems(drivers)wereusedtoassesstheschool/workplaceenvironmentandidentifyopportunitiestoincreaseengagement.Eachitemwasratedonafive-pointscale,withhighervaluesindicatingstrongeragreement.

Therelationshipbetweeneachemployee’sresponses(driverratings)andhisorheroverallengagementscorewasalsoanalyzed.Todothis,thestrengthoftherelationship(thecorrelationcoefficient)betweentheengagementscoresandeachdriverwascalculated.Valuescanrangefrom-1.0to+1.0.Thecloserto+/-1.0,thestrongertherelationship.

Driverratingswereclassifiedashighorlowbasedonthemedian.Correlationstoengagementwereclassifiedasstrongorweakbasedonthemedian.

Theprimaryfocusarea(yellow)isforItemsthatratedlowbuthaveastrongcorrelationtoengagement.Thesecondaryfocusarea(green)isforitemsthatreceivedhighratingsandhaveastrongcorrelationtoengagement.

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EngagementDriverDimensionsCalculations

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IncreasingEmployeeEngagement

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Dimension SurveyItem DriverRating

CorrelationtoEngagement

WorkEnvironment Thereishighstaffmoraleinthisdistrict. 2.62 0.55

Leadership Districtleadersunderstandmyprofessionalneeds. 2.83 0.57


RockfordPublicSchools205recognizesemployeesfortheirhigh-qualityworkandaccomplishments. 2.83 0.54

Leadership Districtleaders’actionsareconsistentwiththeirwords. 2.99 0.58

FeedbackandRecognition Ifeelappreciatedformywork. 3.39 0.60

SharedValues Districtleadersencourageemployeestoshareideastoimproveperformance. 3.44 0.63


Myprincipalordirectsupervisorregularlygivesmeconstructivefeedbacktoimprovemyperformance. 3.51 0.52

Improvingscoresfortheseitemswilllikelyincreaseemployeeengagement.Theaveragescoresforthesestatementsarelow(atorbelow3.64),buttheitemshavestrongrelationshipstoengagement.

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ContinuingPositiveActionsCelebratingtheseitemswillpromotepositiveemployeeengagement.Theaveragescoresforthesestatementsarehigh(atorabove 3.64),andtheitemshavestrongrelationshipstoengagement.

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Communication Icaninfluencedecisionsinmyschoolordepartment. 3.65 0.52

Communication Myprincipalordirectsupervisoreffectivelycommunicatesaboutimportantissuesthataffectme. 3.80 0.54

SharedValues Ifeelcomfortablesharingideasandopinionswithmyprincipalordirectsupervisor. 3.85 0.58

Leadership Theactionsofmyprincipalordirectsupervisorareconsistentwithhisorherwords. 3.87 0.55

WorkEnvironment Myprincipalordirectsupervisorimplementspoliciesfairlyinmyschoolordepartment. 3.87 0.54

Leadership Myprincipalordirectsupervisorisaneffectiveleader. 3.89 0.55

Leadership Icancountonthesupportofmyprincipalordirectsupervisorwhenaddressingproblemsorissues. 3.91 0.57

Leadership Itrustmyprincipalordirectsupervisortomakegooddecisions. 3.92 0.58Communication Myprincipalordirectsupervisoriswillingtolistentonewideas. 4.00 0.55

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DRAFT– FORDISCUSSIONONLY

ContinuingPositiveActions(Continued)

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WorkEnvironment Iworkinanatmospherewherethereismutualrespectamongstaff. 3.81 0.41

Communication Myprincipalordirectsupervisorclearlycommunicateshisorherexpectationsofmyjobperformance. 3.94 0.50

SharedValues IknowhowIcansupportRockfordPublicSchools205’smissionandvision. 3.96 0.44

SharedValues IamfamiliarwiththemissionandvisionofRockfordPublicSchools205. 4.10 0.33

Leadership Myprincipalordirectsupervisortrustsmetomakegooddecisions. 4.10 0.50

WorkEnvironment Ihavesufficientindependenceinmywork. 4.13 0.41

WorkEnvironment

Myprincipalordirectsupervisorencouragescollaborationwithinandacrossteamsinmyschoolordepartment. 4.19 0.45

Celebratingtheseitemswillpromotepositiveworkenvironment.Theaveragescoresforthesestatementsarehigh(atorabove 3.64),andtheitemshaveweakrelationshipstoengagement.

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ImprovingtheWorkEnvironment

Improvingtheseitemswillpromoteapositiveworkenvironment.Theaveragescoresforthesestatementsarelow(atorbelow3.64),andtheitemshaveweakrelationshipstoengagement.

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Communication Districtleadersclearlyexplainthereasonsbehinddecisionsonkeyissues. 2.92 0.51

CareerGrowthandTrainingOpportunities Thedistrict’straininghelpsmebeeffectiveinmyjob. 3.26 0.46

FeedbackandRecognition Ireceiverecognitionformyaccomplishments. 3.27 0.51

WorkEnvironment Thereishighstaffmoraleinmyschoolordepartment. 3.32 0.52


Thedistrictofficeprovidesprofessionaldevelopmentthatsupportsdistrictinitiatives. 3.45 0.41

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ImprovingtheWorkEnvironment(Continued)

Improvingtheseitemswillpromoteapositiveworkenvironment.Theaveragescoresforthesestatementsarelow(atorbelow3.64),andtheitemshaveweakrelationshipstoengagement.

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FeedbackandRecognition Staffmembersarerecognizedforgoodperformanceatmyworksite. 3.47 0.49


Myprincipalordirectsupervisoridentifiesopportunitiesformyprofessionalgrowthandimprovement. 3.50 0.47

CareerGrowthandTrainingOpportunities Thereareleadershipopportunitiesformeinmyschoolordepartment. 3.59 0.48

CareerGrowthandTrainingOpportunities Thedistrictencouragescontinuededucationandprofessionalgrowth. 3.64 0.45

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EngagementbySchoolLevel/Department

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22%

22%

18%

21%

28%

30%

14%

18%

55%

55%

55%

55%

56%

49%

59%

54%

23%

23%

27%

24%

16%

21%

27%

28%

0% 20% 40% 60% 80% 100%

EarlyChildhood(N=129)

ElementarySchools(N=773)

MiddleSchools(N=359)

HighSchools(N=530)

SpecialPrograms(N=156)

CentralOffice(N=191)

OperationsSupportCenter(N=73)

SterlingHolleyCenter(N=39)


Note:Departmentswith10orfewerresponsesarenotshown.

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EngagementbyYearsofService

34

34%

26%

20%

22%

18%

24%

16%

16%

56%

53%

59%

55%

55%

48%

52%

58%

10%

21%

20%

23%

27%

28%

31%

26%

0% 20% 40% 60% 80% 100%

Lessthan1year(N=155)

1-2years(N=299)

3-5years(N=436)

6-10years(N=451)

11-15years(N=352)

16-20years(N=260)

21-25years(N=147)

Morethan25years(N=160)


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EngagementbyRole

35

49%

14%

42%

19%

20%

19%

22%

40%

63%

40%

57%

52%

57%

56%

11%

23%

18%

24%

28%

24%

22%

0% 20% 40% 60% 80% 100%

BuildingAdministrator(N=117)

BusDriver,BuildingandMaintenance,Transportation(N=64)

CentralOfficeAdministrator(N=72)

CentralOfficeStaff(N=101)

CertifiedStaff*(N=254)

ClassroomTeacher(N=1,398)

Paraprofessional,BuildingClerical,Tutor,NutritionServices,Translator(N=254)


*Certifiedstaffincludesthepsychologist,socialworker,speechandlanguagepathologist,nurse,OT,PT,signlanguageinterpreter,coach,andspecialistpositions.

employee engagement survey · the employee engagement survey consists of three parts: overall...

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