2002 UNMC Employee Satisfaction Survey
In 2002, the satisfaction and commitment of faculty and staff was established as a "Critical Success Factor" in the UNMC strategic plan. The 2002 Employee Satisfaction Survey was developed to gather "base line" information concerning employee perspectives about working at UNMC and to identify areas where improvement is needed. The survey assessed employee perceptions in five major categories, which have been demonstrated as drivers of employee satisfaction and commitment.
The survey instrument used a 5-point Likert scale, with 1 the lowest and 5 the highest (1 = strongly disagree; 2 = disagree; 3 = somewhat agree; 4 = agree; 5 = strongly agree) and a combination of two questions which produced an overall retention rate. The 28 individual questions were similar to those in satisfaction and retention surveys used nationwide, such as Gallup and Great Places to Work Institute. Great Places to Work Institute surveys are used to determine the annual Fortune 500 "100 Best Companies to Work For" and will be used by the Greater Omaha Chamber of Commerce to determine "Premier Employers" in the Omaha area.
The survey was distributed on October 31, 2002 and employees were given until November 21st to respond. The survey was sent to 3400 regular full-time and part-time employees; it was sent electronically to 3000 and in paper form to an additional 400, who did not have Lotus Notes' e-mail addresses.
1422 employees or 41.8% of those surveyed responded. Of those respondents, 947 (66.66%) identified themselves as female, 452 (31.79%) as male, and 23 individuals chose not to specify a gender.
Analysis of Responses to the 2002 Survey
The following is a breakdown of the survey responses by major categories. The items are listed with the highest ranked first. A brief analysis follows each categorical ranking.
Organizational Commitment and Credibility
The nine items in this area ranked from a "high" of 4.2 (employees like their jobs and perceive that their jobs fit their skills and talents) to a "low" of 3.6 ("I feel that I have employment stability"). The high rankings were evident for awareness of the UNMC vision, mission, and goals, for recommending UNMC to patients, students and prospective employees, and for not actively seeking employment elsewhere. Next in ranking were the perception that UNMC is following its vision and mission and the employees' belief that they plan to be working at UNMC in three years. The lowest ranking of 3.6 for "I feel I have employment stability" may have been influenced by budget cuts resulting from a second session of the legislature.
Supervisors were ranked high for treating
employees with respect, letting employees know what is expected of them, and
supporting the learning of new skills. Supervisors received adequate ratings
as strong, trustworthy leaders and giving appropriate feedback. An area of
concern is how UNMC holds individuals accountable for their productivity,
according to the perceptions of this survey.
Employees like and trust the people with whom they work. The lack of a mentor who is interested in the employee professionally is an area of concern; the 2.9 rating for this item was the lowest for the entire survey.
Safety at the worksite and on campus received high rankings; the responses regarding concern for welfare and safety and homeland security were next in ranking. Areas of moderate concern are the recognition of the importance of personal/family life and UNMC interest in what people think of their jobs.
Rewards and Opportunities
The item on the competitiveness of the benefits package received an adequate rating while the item on "recognition and rewards of a job well done" (3.4) shows room for improvement.
By using an electronic response system for the 2002 Employee Satisfaction Survey, it was possible to do comparisons of the responses to the entire survey from multiple internal groupings. A comparison shows no significant differences in responses between the groups listed below:
Strategies for Improvement
The following strategies are under consideration: