1. Charles Sturt University Climate Survey 2010: Building High Performance Cultures Briefing Session

2. WHAT Voice Climate Survey is an employee opinion survey that has been developed to measure work practices. HOW It correlates employee opinions with a set of items to predict which work practices will have the greatest impact on employee satisfaction, performance and organisational outcomes. WHY It provides data for organisations to act to improve work practices that will engage employees and improve performance and sustainability. What is the Climate Survey? What does it Measure?

3. O rganisational C ulture = V alues + C limate Climate = tangible, observable practices, systems and outcomes. Values = ways of understanding and evaluating the world (often unconscious) What does it measure? The Climate Survey is a measurement of both: Describe: What I see and happens to me Evaluate: How it affects me The data is correlated to: Analyse and Predict how this affects CSU at: individual level (such as work/life balance, job satisfaction and organisational commitment) workplace level (such as equal opportunity, safety and resources) and organisational level (such as strategic direction and cross-sectional communication and cooperation)

4. The 7 P’s Model Measurements The model underpinning the Voice Project Climate Survey PEOPLE We have the right people here who work together to achieve results PURPOSE We believe in why we're here, what we do & how we do it PROGRESS We achieve our goals, we are getting better & our future is positive PROPERTY We work in a well resourced and effective organisation to be able to perform PASSION We see a future for us here at CSU PARTICIPATION We belong in this organisation, we are recognised, involved & growing PEACE We feel on top of our work and have the time and energy to contribute to CSU

5. Key Dates 10-21 May Survey Open 18 June Consultants forward high level reports 25 June High Level Results distributed to Senior Managers [Deans, EDs, Heads of Centres] and SEC members to work with their direct reports to discuss a response strategy Preliminary communication from the VC to staff outlining initial Uni level trends and planned response strategy July – August Presentations of Detailed Results and responses at level of Division/Faculty & Schools/Sections July VC reports to Council Sept – NovDevelop local response strategies and build into Faculty Divisional Operational Planning SeptemberDiscussion of University results at VCF

6. Ensuring success Maximise employee participation:  Raise awareness of the reason for and benefits of the survey  Allow staff to complete the survey in work time [takes 20-30 mins]  Reassure that survey will maintain confidentiality and anonymity.  Report back to staff after the survey has been administered so they receive a return on their investment (i.e. the time and effort taken to complete the survey). And  Facilitate the discussion of strategies to address results Key Messages  That we value employee input on important human resource and work environment issues.  The survey is only the first step in the process.  There will be follow-up to ensure the results are best used to help address local [and organisational] issues.