Main Page

2017 We Speak Results June 2017 Intro Title Page

Why Engagement Matters Employees who are engaged in their work and committed to their organization are more likely to stay, and perform more effectively than those who are not. Importantly, engagement also relates positively to employees’ own physical and psychological well- being. Western News Article, April 18, 2013: Professor John P. Meyer, Industrial and Organizational Psychology, Western University A summary of the Western-wide results can be found on the We Speak website http://www.uwo.ca/faculty_staff/wespeak/

WE SPEAK Survey - Definitions Organizational Engagement: An employee’s perceived relationship with Western Faculty or Division Engagement: An employee’s perceived relationship with their Faculty or Division Work Engagement: An employee’s perceived relationship to their work Drivers of Engagement: Factors that are predictors of engagement A summary of the Western-wide results can be found on the We Speak website http://www.uwo.ca/faculty_staff/wespeak/

Summary of Results – Western University Title Page

Overall Results – Western University Approximately 4000 faculty and staff participated with a response rate increasing increased from 40% to 45% from 2012 to 2017. Full-time staff had a 78% response rate and full-time faculty had a 44% response rate. The overall part-time response rate was 24.9%. Western had notably high Organizational Engagement scores (74.2%), compared to the Metrics@Work database average (69.3%) and the Post Secondary Sector database of 69.1%. Visit http://www.uwo.ca/faculty_staff/wespeak/ to learn more.

Summary of Results – Schulich Medicine & Dentistry Title Page

Definitions Organizational Drivers focus on the School or University as a whole Work-Area Drivers focus on Department/Unit Job-Related Drivers focus on the individuals roles at the School/University

Response Profile Faculty 2017 - 359 or 17.6%, with 61 part-time of the 359 responding 2012 – 132 or 9.9% Staff 2017 - 398 or 54.4%, with 64 part-time of the 398 responding 2012 – 291 or 48.2% Overall 27.3% increased from 21.85% in 2012

Executive Summary - Faculty Key Strengths Potential Areas of Strength have average scores of 75% or above. This is a strong positive finding Job Safety Job: Role Clarity Organization: Support for Diversity   Highest Scoring areas compared to rest of Western Faculty Members These areas have more than 5% difference between a group’s score and the rest average. Work area: Communication in Faculty Organization: Faculty or Division Leadership Organization: Satisfaction with Senior Leadership

Executive Summary - Faculty Potential Areas of Weakness Average scores of 41.6% or lower. There were no drivers of engagement that had an average of 41.6% or lower.   Lowest rated drivers compared to the rest of Western Faculty Members These are areas where there were differences of 5% or more between the group’s score and the rest average. Work Area: Performance Management Work Area: Physical Work Environment

Driver Averages - Faculty 2017 We Speak Results

Graph of Frequencies- Faculty (% of individuals who responded either favourable or unfavourable)

Outcome Scores – Faculty (a comparison of Schulich Medicine & Dentistry faculty to the rest of Western faculty members)

Index Scores – Faculty (a comparison of Schulich Medicine & Dentistry faculty to the rest of Western faculty members)

Index Scores – Faculty

Executive Summary - Staff Key Strengths Potential Areas of Strength have average scores of 75% or above This is a strong positive finding Job: Safety Organization: Support for Diversity Job: Role Clarity Organization: Treated Fairly at Western Work Area: Support for Diversity Work Area: Collaboration in Your Work Unit Work Area: Leadership in Your Work Unit Work Area: Collaboration with Other Work Units  Highest Scoring areas compared to rest of Western Staff Members These areas have more than 5% difference between a group’s score and the rest average. There were no drivers of engagement scoring higher than the rest average.

Executive Summary - Staff Potential Areas of Weakness Average scores of 41.6% or lower. There were no drivers of engagement that had an average of 41.6% or lower.   Lowest rated drivers compared to the rest of Western Staff Members These are areas where there were differences of 5% or more between the group’s score and the rest average. Organization: Faculty or Division Leadership

Driver Averages- Staff

Graph of Frequencies- Staff (% of individuals who responded either favourable or unfavourable)

Outcome Scores – Staff (a comparison of Schulich Medicine & Dentistry staff to the rest of staff in the Provost & VP(Academic) portfolio)

Index Scores – Staff (a comparison of Schulich Medicine & Dentistry staff to the rest of staff in the Provost & VP (Academic) portfolio)

Index Scores – Staff

We Act - Achievements since 2012 We Act Committee Focus groups, interviews and surveys Staff Wellness Committee Staff Talent Management Program Onboarding checklist for Faculty Departmental communication plans and increased team building

We Act - Achievements since 2012 Faculty Wellness Committee More communication and engagement from/with the Dean More relevant and timely communication Increased recognition and celebration

Summary of Results – (Department Name) Title Page

Response Profile- Department

Report Highlights - Department

Driver Averages - Department

Graph of Frequencies - Department

Outcome Scores

Index Scores

Action Plan from 2012 - Achievements

Next steps for our Department

Main Page