Loading...
HomeMy WebLinkAbout2019-03-12; City Council; ; 2018 Employee Engagement Survey~ CITY COUNCIL ~ Staff Report Meeting Date: To: From: Staff Contact: Subject: March 12, 2019 Mayor and City Council Scott Chadwick, City Manager Julie Clark, Human Resources Director Julie.Clark@carlsbadca.gov or 760-602-2440 2018 Employee Engagement Survey Recommended Action Receive a report on the results of the 2018 Employee Engagement Survey. Executive Summary CA Review (Pc The City of Carlsbad is committed to having a productive and engaged workforce. The Employee Engagement Survey serves as a benchmark to measure how city staff feel about important areas of engagement at work. Engagement is a combination of employee satisfaction and contribution, and is a key factor in employee efficiency, turnover, and other critical areas of productivity. This survey gives key insight into what the city is doing well, and what can be improved upon. In collaboration with BlessingWhite, Human Resources is proud to present the results of the 2018 Employee Engagement Survey to the City Council. Discussion To gauge employees' engagement at work, Human Resources contracted with BlessingWhite to conduct an online survey open to all full-time and part-time employees. 654 employees responded to the survey, which was open between November 7, 2018 and November 29, 2018. Survey results were presented by department heads to their respective departments in January of 2019, with the citywide results being distributed in early February. The report reflects the city's commitment to measuring engagement as well as building a highly engaged workforce that delivers world class service to the community. Fiscal Analysis The one time cost of administering the survey and compiling the results and reports was $35,000. This cost was included in the 2018/2019 fiscal year budget. Next Steps The city will continue to take steps to both measure and improve employee engagement. Environmental Evaluation (CEQA) Pursuant to Public Resources Code section 21065, this action does not constitute a "project" within the meaning of CEQA in that it has no potential to cause either a direct physical change in the environment, or a reasonable foreseeable indirect physical change in the environment; and therefore, does not require environmental review. March 12, 2019 Item #9 Page 1 of 19 Public Notification and Outreach This item was noticed in accordance with the Ralph M . Brown Act and was available for public viewing and review at least 72 hours prior to scheduled meeting date. Exhibits 1. 2018 Employee Engagement Report March 12, 2019 Item #9 Page 2 of 19 BLESS I NG'l✓HITE • .. . f. '.-. --- High Level Engagement Report Organization Survey Period: Nov 07, 2018 through Nov 29, 2018 Total Responses -646 Response Rate -54% Contents 1. How to Use this Report 2. Engagement Fundamentals 3. Key Highlights 4. Comparative Analysis s. Detailed Analysis 6. Implications and Next Steps (city of Carlsbad Exhibit 1 March 12, 2019 Item #9 Page 3 of 19 The State of Engagement Organizational Summary Report Presented by Colleen Casey ' ' ' ' {city of Carlsbad BLESS I NG\~✓H ITE A Division of GP Strategies What We Measured 2 •How employees feel about working for the City of Carlsbad and their ability to contribute to the organization’s goals •Perceptions of supervisors (refers to the person who directly supervises you) •Perceptions of Senior leaders (refers to Division Heads, Department Heads and City Manager. (This does not include City Council or elected officials.) •Organizational areas of focus –career, development discussions, collaboration and confidence in the city •Improving satisfaction/ contribution •Flight Risk, factors influencing plans to stay or leave •Write-in Questions •If you could change one thing, what would it be? •What is working well at our organization? X Model SUCCESS MAXIMUM SATISFACTION Values, Goals, Strategy SUCCESS MAXIMUM CONTRIBUTION Values, Goals, Strategy JOB INDIVIDUALCITY OF CARLSBAD 3 ~©? ____ _ a -----Q Why Engagement? 4 CONNECTED Understand how their role supports strategy PROUD Are proud to work at their organization Research says Engaged employees are more… ALIGNED Clear on their work priorities Why Engagement ? “The City of Carlsbad is a wonderfully rich opportunity to work with people that truly care about the community we serve. They smile in the face of adversity and rise to a challenge with a level of professionalism that is beyond commendable.” “I believe Carlsbad has a strong organizational culture centered on excellence, integrity and service.” “Carlsbad employees are a cooperative, pleasant and dedicated bunch who want to do right by the community. There are signs of excellence everywhere, and people are proud to say they work for the City of Carlsbad.” “I am a member of a team consisting of outstanding performers demonstrating very high job skills, as well as sincere dedication and commitment to public service and our department mission.” 5 2018 Survey •Survey live: November 7 – 29 •54% response rate •71% of full time employees •34% of part time employees •All items increased since 2015 •Most significant gains on Senior leader questions, “safe to speak” and the organization cares •At or above government benchmark data on nearly all items •Particularly Supervisor items that are higher •Questions related to satisfaction are at or above top quartile benchmark scores •Write-in Results •Working well: Workgroup (manager/ colleagues), career, working conditions •Areas of improvement: Compensation, career, benefits 6 Engagement Levels 54% 37%45%40% 2018 2015 Top Q BM 7 78%83%77% 89%86%85%86%79%82% 0% 20% 40% 60% 80% 100% I am proud to work here.I think of my work as more than "just a job." I understand how my work priorities support the organization's strategy. 2015 2018 BM Satisfaction and Contribution 8 ■ ■ 74%75% 41% 33% 82%82% 61% 54% 73%75% 57%51% 0% 20% 40% 60% 80% 100% I have a great working relationship with my supervisor. I trust my supervisor.I trust the senior leaders of this organization. Created a work environment that drives high performance. 2015 2018 BM Leadership 9 ■ ■ ■ 40% 74%65% 0% 20% 40% 60% 80% 100% I believe in and am inspired by what our organization is trying to achieve. This organization cares for its employees. 2015 2018 Purpose Driven Work POP Variance 10■ ■ Purpose Driven Work Response to “Why do you stay with the City of Carlsbad?” 11% 12% 42% My organization's mission My job conditions My work 11 12 What next? 71% of organizations in North America measure employee engagement, yet only 35% of HR practitioners believe their engagement efforts led to positive business outcomes. -Bersin & Associates 2015 Post Survey Action 13 •Created a robust training program to include developmental resources for managers and supervisors •One-on-one coaching •Employee development work with teams •Writing Development Plans training •Engaging with Your Employees training •Videos, guidebooks and support materials on employee engagement •Created a comprehensive onboarding program to upgrade and standardize the new hire experience •Reestablished a PAL program to pair new employees with more tenured employees •Form an employee booster club to increase opportunities for cross departmental social interaction and team building •Created an employee newsletter for increased communication across departments © 2016 BlessingWhite Inc., A Division of GP Strategies. All Rights Reserved. GP Strategies and GP Strategies with logo design are trademarks of GP Strategies Corporation. All other trademarks are trademarks or registered trademarks of their respective owners. blessingwhite.com THANK YOU BLESS I NG\•✓H ITE A Division of GP Strategies