organizational climate survey 2003 - government executive

2003 ORD Organizational Climate Survey

Organizational Climate Survey 2003

Preliminary Results BriefingJuly 16, 2003

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History and BackgroundEvolution of the Survey Process

In 1996, ORD used an off-the-shelf survey instrument that was administered in a group setting

Results of the 1997 Survey were presented to each location

1998 Survey built on 1997 but was expanded by ORD Survey Task Force to includeadditional questions and topic areas

1999 Survey was a “limited check-in” survey with fewer questions but many of the same questions and a narrative question created by each Lab, Center, and Office based on their specific needs

2001 Survey concluded ORD’s initial 5-year commitment and reflected lessons learned from previous years, as well as the input of a focus group of ORD staff

Guided by the Leadership Coalition Action Team (LCAT), 2003 Survey administered in response to request for a “check in” by ORD staff

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• Purpose:To continue to assess the state of ORD in the moment and in comparison to past yearsTo fulfill a commitment to the HRC and to respond to a request by staff for an organizational “check-in”To provide for informed decisions about actions to implemented locally or ORD-wide related to Goal 2 of the ORD Strategic Plan

• Principle changes to 2003 Survey:Greater Appreciative Inquiry focusUse of web-based survey instrumentMore decentralized roll-out approachFewer, more focused reports

2003 Organizational Climate Survey

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Greater Appreciative Inquiry Focus2003 Survey builds on the momentum and framework established during the Leadership Summit in Baltimore, Maryland and the pre-summit conversations during November and December of 2002

Questions in the 2003 Survey include those that identify and highlight ORD’s positive core as well as questions intended to explore the future hopes and possibilities of staff

6


Survey included:38 multiple-choice questions (many multi-level) organized by category12 demographic questions7 ORD-wide narrative questions

Web-based survey used for the first time in 2003

Randomly generated passwords distributed by email to 2,043 ORD Federal employees

A total of 1,351 took the 2003 Survey for a total response rate of 66%


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Approximate response rates:1996 Not Applicable1997 65%1998 65%1999 63%2001 73%2003 66%

Lab/Center/Office response rates for 2003:IOAA 79% NHSRC 76%NCEA 66% NRMRL 58%NCER 60% ORMA 50%NERL 52% OSP 67%NHEERL 61%


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Analysis based on “informative” responses“Not applicable” and “skipped” responses not presented

Standard score methodology used for year-to-year comparisons

Likert-scale response set assigned numeric valuesWeighted average calculatedRange: - 2.00 to + 2.00

Minimum of 7 respondents per group used to preserve anonymity

Narrative responses organized by Division and L/C/Oand compiled into an orderly/user-friendly format


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Categories

12 Categories in 2003 Organizational Climate Survey:

Work ClimateResourcesProfessional DevelopmentCommunication/Flow of InformationManagement SupportDiversityCustomer Service Strategic DirectionChallenging OpportunitiesCommitmentLeadershipRecognition

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Job Satisfaction

75% 75% 76%

13% 13%

12% 11%

13%

12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1999 2001 2003

DNKDisagreeNeitherAgree

Q5: Overall, I am satisfied with my job.

0.00

0.10

0.20

0.30

0.40

0.50

0.60

0.70

0.80

0.90

1.00

1.10

1.20

1997 1998 1999 2001 2003

IOAA

NCEA

NCER

NERL

NHEERL

NHSRC

NRMRL

ORMA

OSP

2003ORD-wide

.869

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ORD’s Positive Core

1.203 2a. I am treated with respect by other staff members within the Branch/Staff.

1.198 21. Different perspectives, skills, and backgrounds of a diverse workforce help ORD to achieve its goals.

1.158 20a. Individual differences are respected within the Branch/Staff.

1.029 25. I understand how my work helps to accomplish ORD’s goals.

1.028 8a. My pursuit of career-related educational and training opportunities is actively supported in the Branch/Staff.

1.019 12a. I receive timely response to my inquiries at the Branch/Staff level.

1.018 6. I know what is expected of me at work.

0.986 20b. Individual differences are respected within the Division/Office.

Score Question

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Wishes for the FutureScore Question-0.249 3c. Staff members trust management at the Lab/Center level.

-0.244 18c. Managers take my interests into account when making decisions at the Lab/Center level.

-0.070 13c. Management provides feedback on employee suggestions at the Lab/Center level.

-0.032 4c. Staff members are trusted by managers at the Lab/Center level.

0.007 15c. I am kept informed about major issues affecting my work and work environment at the Lab/Center level.

0.018 17c. Managers address challenging situations competently at the Lab/Center level.

0.023 19c. Management follows through on their commitments at the Lab/Center level.

0.149 12c. I receive timely responses to my inquiries at the Lab/Center level.

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Biggest MovementsChangeIn Score Question

+0.147 13a. Management provides feedback on employee suggestions at the Branch/Staff level.

+0.135 20b. Individual differences are respected within the Division/Office.

+0.124 20a. Individual differences are respected within the Branch/Staff.

+0.116 2a. I am treated with respect by other staff members within the Branch/Staff.

_______________________________________________________________________________________

-0.129 12b. I receive timely responses to my inquiries at the Division/Office level.

-0.076 4b. Staff members are trusted by managers at the Division/Office level.

-0.071 3b. Staff members trust management at the Division/Office level.

-0.065 13c. Management provides feedback on employee suggestions at the Lab/Center level.

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Work Climate

78%87%

69% 73%

58%

73%

48% 52%

26%31%

10%

13%12%

18%

13%

20%20%

29%28%

5%

16% 11%22%

13%

28% 22%

37% 26%

6% 8%15%8%

11%4%

0%

10%

20%30%

40%

50%

60%

70%80%

90%

100%

Q1A Q2A Q3A Q4A Q1B Q2B Q3B Q4B Q3C Q4C

Do Not KnowDisagreeNeitherAgree

Spirit of

Cooperation

Treated with

Respect

StaffTrustMgt.

StaffTrusted

byMgt.

Spirit of

Cooperation

Treated with

Respect

StaffTrustMgt.

StaffTrusted

byMgt.

Branch/Staff Division/Office Lab/Center

StaffTrusted

byMgt.

StaffTrustMgt.

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Trend in Work Climate

0.000.100.200.300.400.500.600.700.800.901.001.101.201.30

1997 1998 1999 2001 2003

Q1A: Cooperation Br/S

Q1B: Cooperation D/O

Q2A:Respect Br/S

Q2B: Respect D/O

Q5: Job Satisfaction

Q20A: Differences Br/S

Q21B: Differences D/O

No 1997Data

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Work Climate and Resources

76%82%

63%

13%

18%

7%

18%11%

11%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q5 Q6 Q7


Overall,Satisfied with Job

Know What is Expected

at Work

HaveNecessaryResources

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Professional Development

78%

65%58% 60%

73%

12%

20% 20%

19%

11% 19% 19%6%

18%

8%6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q8A Q8B Q9 Q10 Q11


Pursuit ofCareer-Related

TrainingSupported

Branch/Staff

Pursuit ofCareer-Related

TrainingSupported

Division/Office

Develop.Opportunities

Availableto Advance

Career

Encouragedto Developand Apply

LeadershipSkills

Over past year,Taken Advantage

of Educ. and Training

Opportunities

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Communication

83%73% 73%

63%

51% 54%

38%

24%

36%

8%

12%

17%

21%20%

30%

29%

27%

8% 13%18%

18%24%

22%

23%

29%

24%

8%

13%

8% 6% 10% 10%

0%

10%

20%30%

40%

50%

60%

70%80%

90%

100%

Q12A Q13A Q15A Q12B Q13B Q15B Q12C Q13C Q15C



TimelyResponses

FeedbackfromMgt.

TimelyResponses

Feedbackfrom Mgt.

TimelyResponses

FeedbackfromMgt.

Kept Informed

KeptInformed

KeptInformed

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Communication

67%59%

16%

19%

20%

17%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q14 Q16


Encouragedto Speak Up

and Communicate

At work,OpinionCounts

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Management SupportQ17: Managers address challenging situations competently within

the...

65%50%

30%

17%

27%

24%

24%

20%

15% 19%6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



21


Management SupportQ18: Managers take my interests into account when making decisions at the ... level.

66%

43%

20%

14%

29%

26%

29%

23%

15%

5% 8%22%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



72%

53%

27%

14%

31%

18%

20%23%

10%4% 6%

22%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



Q19: Management follows through on their commitments at the … level.

22


Diversity

82%73%

81%

33%

8% 12%

33%

8%

4%

11%

12%

6%7%4%

23%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q20A Q20B Q21 Q22


DifferencesRespected

Branch/Staff

DifferencesRespected

Division/Office

Since 2001 SurveyORD More Appreciative

of Diversity

DifferentPerspectives

Help ORDAchieve Goals

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Trend in DiversityQ20b: Individual differences are respected within the Division/Office.

00.20.40.60.8

11.21.41.61.8

1997 1998 1999 2001 2003

IOAANCEANCERNERLNHSRCNHEERLNRMRLORMAOSP

No 1997Data

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Diversity

73%60%

31%

14%

31%

15%

19%21%

11%4%

19%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q20A Q20B Q22

Do Not Know

Disagree

Neither

Agree86%

77%

36%

6%

33%

7%

9%

11%

5%5%

22%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q20A Q20B Q22

Ethnic Minorities Non-Ethnic Minorities

Since 2001Survey, ORD

More Appreciativeof Diversity

IndividualDifferencesRespected

Branch/Staff


Division/Office

Since 2001Survey, ORD

More Appreciativeof Diversity


Division/Office


Branch/Staff

25


Customer Service

63%

50%61%

18% 23%

24%

14%

22%

18%

4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q23A Q23B Q24


ManagersCommunicate Needs

of CustomersBranch/Staff

ManagersCommunicate Needs

of CustomersDivision/Office

Encouragedto Seek Feedback from Customers

26


Strategic Direction

81%

63%73%

62%56%

10%18%

20%26%

9%

5%

10%15%

19%

7%4%

9% 8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q25 Q26 Q27 Q28 Q29


Understand How Work

Helps AccomplishORD Goals

Research UpholdsHighest Standards

ScientificExcellence

Work MakesDifference

for theEnvironment

ORD Leader inEnvir. Research

Community

OptimisticAbout ORD’s

Future

27


Challenging Opportunities

56%

73%

21%

12%

14%

23%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q30 Q31


Offered ChallengingOpportunities to Perform

at Full Potential

Have Autonomyto do Work Well

28


Commitment

73%

56% 60% 59%

18%

21%30%

15% 15%10%

26%

5%4%4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q27 Q29 Q32 Q33


Work MakesDifference for

the Environment

Make a Differencein ORD

Sense of Prideat What ORD Accomplishes

OptimisticAbout

ORD’s Future

29


Leadership

58% 60% 64% 63%

20%18% 20%

19% 17% 16%

20%

19%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q9 Q10 Q34 Q35


OpportunitiesAvailable to

Advance Career

Encouragedto DevelopLeadership

Skills

Encouraged toDemonstrateLeadership

Abilities

SupervisorEncouragesLeadershipat all Levels

30


Leadership

84% 86% 92%

10%4%

5% 4%9%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q9 Q10 Q35

Do Not Know

Disagree

Neither

Agree

56% 57% 60%

21%22%

20% 17%

21%

20%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q9 Q10 Q35

Managers Non-Managers

OpportunitiesAvailable

to AdvanceCareer


Skills

Encouragedto Demonstrate

LeadershipAbilities


Skills

OpportunitiesAvailable

to AdvanceCareer

Encouragedto Demonstrate

LeadershipAbilities

31


Recognition

58% 58%51%

17%

18%

20%

23%

21%

24%

8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Q36 Q37 Q38


Regularly ReceiveAcknowledgment/Praise

for Good Work

All Staff have theOpportunity to be

Recognized

Contributions andEfforts Recognized

and Appreciated

32


TrustQ3: Staff members trust management within the ...

69%

48%

26%

13%

29%

28%

37%

20%

16%8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



73%

52%

31%

12%

28%

22%

26%

20%

11%4% 6%

15%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



Q4: Staff members are trusted by managers within the ...

33


TrustQ3: Staff members trust management within the ...

90%81%

45%

4%

25%

7%

28%11%

4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



67%

44%

23%

14%

30%

30%

38%

22%

17%

4% 9%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%




34


Trust

94%84%

52%

4%

26%

7%21%9%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



71%

49%

28%

13%

29%

23%

27%

22%

12%4% 6%

16%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%



Q4: Staff members are trusted by managers within the ...


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-0.6-0.4-0.2

00.20.40.60.8

1

1998 1999 2001 2003

3a: Trust Mgt. - Branch

3b: Trust Mgt. - Division

3c: Trust Mgt. - Lab

4a: Trusted - Branch

4b: Trusted - Division

4c: Trusted - Lab

Trend in Trust

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Scientists’ responses generally consistent with ORD-wide results

Ethnic minorities less positive than non-ethnic minorities for all but one question

Summit attendees are slightly more positive overall than those who did not attend the January Leadership Summit

Managers much more positive than non-managers on majority of questions especially those related to management issues

Demographic Findings

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• 201 survey respondents attended the January ORD Leadership Summit

• 514 survey respondents attended brownbags or roll-out presentations on ORD’s Leadership Initiative

• 377 survey respondents have visited the ORD Leadership Initiative Website

• 538 survey respondents said that based on their attendance or what they’ve heard about the ORD January Leadership Summit, such summits could be useful at the local level (L/C/O)

ORD’s Leadership Initiative

38


Results are very similar to 2001 results – increases and decreases tend to be relatively small

Overall job satisfaction and commitment remains high

Work Climate and Resources continue to score well, especially at the Branch level

Some aspects of Communication and Trust continue to pose challenges for ORD

Leadership Initiative has generated considerable momentum but staff’s and managers’ views differ on leadership opportunities differ

Summary

organizational climate survey 2003 - government executive

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