1. The Real Value Behind Staff Surveys Merdic McLeod, M.Ed. Mary N.Imbornone, M.Ed Devereux

2. CWLA Survey Question: 1 The agency where I currently work could best be described as: A.Campus-Based (R.T.C.) B. Community Based C. Other

3. CWLA Survey Question 2 My primary work responsibilities are in the area of: A.Administration B.Human Resources C.Other

4. CWLA Survey Question 3 My learning style preference for conference workshops @ CWLA is: A. All Lecture B. Some Lecture, Some discussion C. All Discussion

5. CWLA Survey Question 4 My preference for reinforcement @ CWLA conferences is: A.Praise B.Chocolate C.Other fabulous giveaways

6. CWLA Survey Question 5 My preference for how CWLA workshops are managed is: A. End them five minutes early. B. End them on time. C. End them five minutes late.

7. Best Practices: Survey Content Link questions to company’s performance or strategic direction Ask questions about behavior Include items that can be verified through another source.

8. Best Practices: Survey Format Keep sections & questions uninterrupted by page breaks Position demographics at the end, rather than at the beginning Keep questions & sections of similar length.

9. Best Practices: Survey Language Avoid asking two questions in one Mix up potential responses to include both negative & positive Avoid highly charged words

10. Best Practices: Survey Measurement Avoid questions that require ranking only Use an odd number of responses, evenly spaced on the page Frequency questions (how often) provide a better picture

11. Best Practices: Survey Administration Insure that the survey is anonymous Determine, in advance, units of analysis (by dept, by location,…) Limit survey time Harvard Business Review, Feb 2002

12. THINGS WE LEARNED... DO let staff know why you are surveying so that the process will be meaningful DO insure & demonstrate anonymity DO make it user friendly DO something with the results

13. THINGS WE LEARNED... DON’T schedule the survey at a time that competes with other initiatives. DON’T assume staff’s access to the survey tool..check. DON’T overestimate the significance of the data.

14. THINGS WE LEARNED... DON’T LET THE RESULTS SIT ON THE SHELF. DO SOMETHING WITH THE DATA.

15. Survey Results Can Provide Information Which Drives: RECRUITMENT RETENTION ORGANIZATIONAL INITIATIVES

16. Surveys Can Provide Information Which Identifies: TRENDS STRENGTHS WEAKNESSES OPPORTUNITIES

17. RECRUITMENT DATA... Tells you where they come from and why Tells you how to better market yourself Provides an ROI on current recruitment practices Suggests how to best invest future recruitment dollars

18. Sample Recruitment Questions What most attracted you to seek employment with us? How did you first hear about us? In what type of industry did you last work?

19. DEVEREUX LEARNED… Why are they attracted to us? 1. Desire to work with children & adults 2. Opportunities suited to applicant’s qualifications Only 2% came for the compensation

20. DEVEREUX LEARNED… Where did applicants come from? 36% came from a field outside of what we normally view as our competitors

21. CWLA SURVEY QUESTION 6 Why do staff leave their jobs?

22. RETENTION DATA... Tells you what it would take to make people stay (satisfiers) Tells you what factors might make them leave you (dissatisfiers) Provides an ROI on current retention practices

23. RETENTION DATA... Suggests how to best invest future retention dollars

24. Sample Retention Questions... My supervisor treats me in a professional manner. I feel that there is meaningful recognition for a job well done. Feedback on staff performance is timely. Policies and practices are fairly applied.

25. DEVEREUX LEARNED Primary Satisfiers Are... Strong affinity to the mission & vision of Devereux Training and Education opportunities are highly valued Increasingly satisfied with the quality of supervision

26. DEVEREUX LEARNED Primary Dissatisfiers Are... Need to continue to improve timeliness of performance appraisals Need to improve giving meaningful recognition for job well done Need to increase the level of trust in the organization.

27. ORGANIZATIONAL INITIATIVES DATA... Tracks the progress of organizational initiatives Measures staff awareness of organizational goals

28. Sample O.I. Questions... I observe others in my department respecting the differences in others. My supervisor treats me and others without favoritism. Policies and practices are fairly applied.

29. DEVEREUX LEARNED… The trend is positive in the diversity dimensions being tracked

30. Employee Survey Resources Wonderlic Employee Opinion Survey London House Quality Health Care Employee Inventory Weidner Workplace Beliefs Survey

31. CWLA SURVEY QUESTION 7 How Many of You Are Currently Doing Organizational Surveys?

32. What’s Working At Your Agency?