qpsc overall kda agency engagement. contents introduction what is key driver analysis? ...

QPSCOverall KDAAgency Engagement

Contents

IntroductionWhat is Key Driver Analysis?MethodologyFactor Analysis SolutionResults

Introduction Key Driver Analysis is a statistical method used to describe the relationship

between questions in a survey and a 'key driver' question, such as overall satisfaction, loyalty or engagement

The derived importance scores for each survey attribute is plotted along with standard survey performance scores on a quadrant plot. Where the attribute is located on the quadrant plot is used to determine if it is a "driver" of the dependent (variable) measure. The quadrant plot is accompanied by an impact bar chart so that the relative importance of the survey attributes can be more easily compared

Impact on Engagement: In order to see the biggest change in employee engagement, action should be focused on improving the issues that have the greatest impact on engagement.

About this report: Please refer to the spec and Excel tool for this project for the client specific methodology. The plots in this report have been created by exporting outputs from the Excel tool. To recreate any plots go to the Excel tool and export the models

What is Key Driver Analysis?

Key Driver Analysis (KDA) is a statistical approach to identifying the factors most strongly linked to employee engagement, and hence which

aspects should be targeted for improvement

Step 1

Review the questionnaire to identify which questions

can be used in the analysis

Calculate the engagement index, followed by factor analysis and regression

analysis

Graphical output that illustrates the relative importance of the key

drivers compared with their performance

Step 2 Step 3

Low Impact

Strong Performance

Maintain and Support

High Impact

Strong Performance

Promote

Low Impact

Low Performance

Area to Monitor

High Impact

Poor Performance

Need to improve

Impact on Engagement

Per

form

ance

STRENGTHS

IMPROVEMONITOR

MAINTAIN

Methodology

The statistical techniques used in Key Driver Analysis are fundamental in the area of multivariate analysis and consist of factor analysis and multiple regression analysis. Each technique is described below

• Factor Analysis: is used to identify patterns in batteries of attitude questions, allowing one to assess whether the attitude questions are measuring the same underlying characteristic or, to discover whether amongst the range of responses there are any particular patterns. The use of factor analysis is based on the view that responses to particular questions are caused or affected by underlying factors. The assumption is that, if this is the case, such questions will be answered similarly and hence will correlate with each other

• Regression analysis: used to identify attributes most likely to influence and drive employee engagement. This is achieved by constructing a statistical model which assigns importance weights to the attributes that have been measured. These weights can then be used to identify which attributes have an impact on engagement

Attribute 1

Attribute 2

Attribute 3

Attribute 4

Attribute 5

Attribute 6

Attribute 7

Attribute 8

Attribute 9

Attribute 10

FACTOR MODELTHEME 1:

A1 A5 A10

THEME 2:

A9 A2

THEME 3:

A3 A6

THEME 4:

A4 A7 A8

Engagement = Line manager

+ Learning & development

+ Senior manager

+ Reward & recognition

+ Job role

Outcome variable

(also known as the dependant

variable)

Is made up of

One or more input variables(also known as independent or predictor variables)

Factor Analysis Solution (1/3)Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying

factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key

drivers".

The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

q22f I enjoy the work in my current jobq22g My job gives me a feeling of personal accomplishmentq22h When needed, I am willing to put in the extra effort to get a job doneq37 All things considered, how satisfied are with your current job

q35c I feel strong personal attachment to my organisationq35b I am proud to tell others I work for my organisationq35d My organisation motivates me to help it achieve its objectivesq35e My organisation inspires me to do the best in my jobq35a I would recommend my organisation as a great place to work

q33b In my organisation, the leadership operates with a high level of integrityq33a In my organisation, the leadership is of high qualityq33g My organisation is well managedq33e Management model the behaviours expected of all employees

0.00q24d People in my workgroup use their time and resources efficientlyq24a People in my workgroup treat each other with respectq24c People in my workgroup are honest, open and transparent in their dealingsq24f People in my workgroup are committed to delivering excellent service to customersq24e People in my workgroup treat customers with respectq24g People in my workgroup do their jobs effectivelyq24b I receive help and support from other people in my workgroup

0.00q31b My manager listens to what I have to sayq31a My manager treats employees with dignity and respectq31f My manager demonstrates honesty and integrityq31e My manager creates a shared sense of purposeq31g My manager draws the best out of meq31c My manager keeps me informed about whatq31d My manager understands my work

0.00q21c I understand how my work contributes to my organisation' s objectivesq21b I understand what is expected of me to do well in my jobq21f I feel I make a contribution to achieving the organisation's objectivesq21a I am clear what my duties and responsibilities areq21d I am committed to my organisation s goals

0.00

0.00

0.00

0.00

0.00

0.00

0.00

0.00

0.00

0.00

Job engagement

Agency engagement

Leadership

My workgroup

My manager

Role clarity and goal alignment



drivers".


0.00

0.00

0.00

0.00q34g Sexual orientation is not a barrier to success in my organisationq34f Cultural background is not a barrier to success in my organisationq34d Gender is not a barrier to success in my organisationq34e Age is not a barrier to success in my organisationq34h Disability is not a barrier to success in my organisation

0.00q28e I am able to access relevant learning and development opportunitiesq28d In my organisation, there are opportunities for me to develop my skills and knowledgeq28f Learning and development activities I have completed in the past 12 months have helped to improve my performanceq28g I am satisfied with the opportunities available for career developmentq33c My organisation is committed to developing its employees

0.00q26b Changes that have been implemented in my workplace have been done for a good reason in the past 12 monthsq26c Changes implemented in my workplace have been managed well in the past 12 monthsq26d I feel my workplace is functioning more efficiently as a result of change implemented in the past 12 monthsq26a I have received timely and relevant communication about workplace change in the past 12 months

0.00q23a I am overloaded with workq23b I feel burned out by my workq23h My work has a negative impact on my health

0.00q22b I have the tools I need to do my job effectivelyq22c I get the information I need to do my job wellq22d I have the authority necessary to do my job effectivelyq22a I have a choice in deciding how I do my workq22e My job gives me opportunities to utilise my skillsq36b Satisfaction with ability to work on own initiative

0.00q25k People are treated fairly and consistently in my workplaceq25j I am confident that poor performance will be appropriately addressed in my workplaceq25l People take responsibility for their decisions and actions in my workplaceq25m Bullying* is not tolerated in my workplaceq25i Performance is assessed and rewarded fairly in my workplace

0.00q24k People in my workgroup work effectively with other Queensland Government organisations to deliver services to our customersq24l People in my workgroup work effectively with other organisations outside the Queensland Government to deliver services to our customersq24j People in my workgroup work effectively with other workgroups in my organisation to deliver services to our customers

0.00

0.00

0.00

Workplace fairness

Collaboration

Workload and health

Job empowerment

Anti-discrimination

Learning and development

Workplace change



drivers".


0.00

0.00

0.00

0.00

0.00

0.00

0.00

0.00

0.00

0.00

q24j People in my workgroup work effectively with other workgroups in my organisation to deliver services to our customers

0.00q28b My performance is assessed against clear criteriaq28a I receive useful feedback on my performanceq28c I have performance objectives that are within my controlq28h I have had productive conversations with my manager on my performance in the past 12 months

0.00q27b I am encouraged to make suggestions about improving work processes and/or servicesq27a I get the opportunity to develop new and better ways of doing my jobq27c Management is willing to act on suggestions to improve how things are doneq27d My workgroup uses research and expertise to identify better practiceq27f My organisation is open to new ideasq27e My workgroup always tries to improve its performance

0.00q34b If I raised a complaint, I feel confident that it would be taken seriouslyq33f Recruitment and promotion decisions in this organisation are fairq34a I would feel comfortable raising complaints in my organisation

q25b Important decisions at my workplace are made by the people best placed to understand the issuesq25a Important decisions at my workplace are based on a sound understanding of issues

q32b My senior manager genuinely listens and is responsive to issues raised by staffq32c My senior manager demonstrates honesty and integrityq32a My senior manager communicates timely information that is relevant for my work

Innovation

Organisational trust

Performance assessment

Collaboration

Senior manager

Decision making

Results Overview

The Overall model shows the significant factors only

For each significant factor a question level is shown

The scale for the impact axis is set at the minimum of zero

For the performance axis a relative scale is used and this may vary for each plot

Please refer to the excel tool for information on the R-squared and Base size for each model

9

23

59.5

96

Impact axis (regression)

Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: Overall Model: EEI Agency engagement (Positive Scores)

Bar Chart: Overall Model: EEI Agency engagement (Positive Scores)

Leadership

Learning and de-velopment

Role clarity and goal alignment

Job empowerment

Workload and health

Innovation

Anti-discrimination

Workplace change

Decision making

Collaboration

36%

14%

11%

10%

7%

7%

6%

4%

3%

2%

Relative Impact Percent

Question\ Attribute Key: Overall Model: EEI Agency engagement (Positive Scores)

QID Question Text

f1 Leadership

f6 Learning and development

f4 Role clarity and goal alignment

f9 Job empowerment

f8 Workload and health

f13 Innovation

f5 Anti-discrimination

f7 Workplace change

f15 Decision making

f11 Collaboration

36

43

50


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f1 Leadership: EEI Agency engagement (Positive Scores)

Bar Chart: f1 Leadership: EEI Agency engagement (Positive Scores)

My organisation is well managed

In my organisation, the leadership is of

high quality

59%

41%


Question\ Attribute Key: f1 Leadership: EEI Agency engagement (Positive Scores)

QID Question Text

q33g My organisation is well managed

q33a In my organisation, the leadership is of high quality

75

86

97


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f4 Role clarity and goal alignment: EEI Agency engagement (Positive Scores)

Bar Chart: f4 Role clarity and goal alignment: EEI Agency engagement (Positive Scores)

I am committed to my organisation s goals

I feel I make a contribu-tion to achieving the

organisation

I understand what is expected of me to do

well in my job

43%

34%

23%


Question\ Attribute Key: f4 Role clarity and goal alignment: EEI Agency engagement (Positive Scores)

QID Question Text

q21d I am committed to my organisation s goals

q21f I feel I make a contribution to achieving the organisation

q21b I understand what is expected of me to do well in my job

53

65.5

78


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f5 Anti-discrimination: EEI Agency engagement (Positive Scores)

Bar Chart: f5 Anti-discrimination: EEI Agency engagement (Positive Scores)

Age is not a barrier to success in my organ-

isation

Gender is not a barrier to success in my or-

ganisation

Cultural background is not a barrier to suc-cess in my organisa-

tion

Disability is not a bar-rier to success in my

organisation

36%

24%

24%

16%


Question\ Attribute Key: f5 Anti-discrimination: EEI Agency engagement (Positive Scores)

QID Question Text

q34e Age is not a barrier to success in my organisation

q34d Gender is not a barrier to success in my organisation

q34f Cultural background is not a barrier to success in my organisation

q34h Disability is not a barrier to success in my organisation

30

47

64


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f6 Learning and development: EEI Agency engagement (Positive Scores)

Bar Chart: f6 Learning and development: EEI Agency engagement (Positive Scores)

My organisation is committed to developing its employees

I am satisfied with the opportunities available for career development

In my organisation, there are opportunities for me to develop my skills and knowledge

Learning and development activities I have completed in the past 12 months have

helped to improve my performance

66%

14%

12%

8%


Question\ Attribute Key: f6 Learning and development: EEI Agency engagement (Positive Scores)

QID Question Text

q33c My organisation is committed to developing its employees

q28g I am satisfied with the opportunities available for career development

q28d In my organisation, there are opportunities for me to develop my skills and knowledge

q28fLearning and development activities I have completed in the past 12 months have

helped to improve my performance

26

39.5

53


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f7 Workplace change: EEI Agency engagement (Positive Scores)

Bar Chart: f7 Workplace change: EEI Agency engagement (Positive Scores)

Changes imple-mented in my

workplace have been managed well

in the past 12 months

I have received timely and relevant commu-nication about work-place change in the

past 12 months

69%

31%


Question\ Attribute Key: f7 Workplace change: EEI Agency engagement (Positive Scores)

QID Question Text

q26c Changes implemented in my workplace have been managed well in the past 12 months

q26aI have received timely and relevant communication about workplace change in the past

12 months

30

37

44


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f8 Workload and health: EEI Agency engagement (Positive Scores)

Bar Chart: f8 Workload and health: EEI Agency engagement (Positive Scores)

My work has a nega-tive impact on my

health

I feel burned out by my work

74%

26%


Question\ Attribute Key: f8 Workload and health: EEI Agency engagement (Positive Scores)

QID Question Text

q23h My work has a negative impact on my health

q23b I feel burned out by my work

53

70.5

88


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f9 Job empowerment: EEI Agency engagement (Positive Scores)

Bar Chart: f9 Job empowerment: EEI Agency engagement (Positive Scores)

Your ability to work on your own initiative

My job gives me oppor-tunities to utilise my

skills

I get the information I need to do my job well

I have the authority necessary to do my

job effectively

I have the tools I need to do my job effectively

I have a choice in deciding how I do my

work

26%

24%

22%

12%

12%

5%


Question\ Attribute Key: f9 Job empowerment: EEI Agency engagement (Positive Scores)

QID Question Text

q36b Your ability to work on your own initiative

q22e My job gives me opportunities to utilise my skills

q22c I get the information I need to do my job well

q22d I have the authority necessary to do my job effectively

q22b I have the tools I need to do my job effectively

q22a I have a choice in deciding how I do my work

68

78

88


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f11 Collaboration: EEI Agency engagement (Positive Scores)

Bar Chart: f11 Collaboration: EEI Agency engagement (Positive Scores)

People in my work-group work effectively with other workgroups in my organisation to deliver services to our

customers

People in my work-group work effectively with other Queensland Government organisa-

tions to deliver ser-vices to our customers

59%

41%


Question\ Attribute Key: f11 Collaboration: EEI Agency engagement (Positive Scores)

QID Question Text

q24jPeople in my workgroup work effectively with other workgroups in my organisation to

deliver services to our customers

q24kPeople in my workgroup work effectively with other Queensland Government

organisations to deliver services to our customers

40

60

80


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f13 Innovation: EEI Agency engagement (Positive Scores)

Bar Chart: f13 Innovation: EEI Agency engagement (Positive Scores)

My organisation is open to new ideas

Management is willing to act on suggestions to improve how things are done

I get the opportunity to develop new and bet-ter ways of doing my job

My workgroup always tries to improve its performance

My workgroup uses research and expertise to identify better practice

I am encouraged to make suggestions about improving work processes and/or services

36%

24%

21%

10%

5%

3%


Question\ Attribute Key: f13 Innovation: EEI Agency engagement (Positive Scores)

QID Question Text

q27f My organisation is open to new ideas

q27c Management is willing to act on suggestions to improve how things are done

q27a I get the opportunity to develop new and better ways of doing my job

q27e My workgroup always tries to improve its performance

q27d My workgroup uses research and expertise to identify better practice

q27b I am encouraged to make suggestions about improving work processes and/or services

41

51

61


Pe

rce

nt

Po

sit

ive

(to

p t

wo

bo

x s

co

re)

Quad Plot: f15 Decision making: EEI Agency engagement (Positive Scores)

Bar Chart: f15 Decision making: EEI Agency engagement (Positive Scores)

Important decisions at my workplace are

made by the people best placed to under-

stand the issues

Important decisions at my workplace are based on a sound

understanding of is-sues

53%

47%


Question\ Attribute Key: f15 Decision making: EEI Agency engagement (Positive Scores)

QID Question Text

q25bImportant decisions at my workplace are made by the people best placed to understand

the issues

q25a Important decisions at my workplace are based on a sound understanding of issues

qpsc overall kda agency engagement. contents introduction what is key driver analysis? ...

Documents