My Voice is Sydney Institute’s staff survey Your opportunity to have your say Voluntary Online Confidential Open to all levels and categories of Institute.

Slides:

Advertisements

Similar presentations

Human Resource Management: Gaining a Competitive Advantage

Advertisements

To protect the confidential and proprietary information included in this material, it may not be disclosed or provided to any third parties without the.

1 Performance Assessment Process: The Reviewer’s Perspective May 2014.

A Healthy Workplace Canadian HW Criteria & Implementation John Perry (

Elida Meadows What does 'Employer of Choice' mean for the community sector?

Service Excellence & Competencies 21 February 2014 VPHC, Pontiac Land Group, 21 February 2014.

Voice Project Survey Report (c) Voice Project Pty Ltd & Access Macquarie Ltd – Overview Of Results Page 1 March 2006 Overall Report For Macquarie University.

Close Hold – Company Confidential – Not for Distribution Engagement Every Day: 2011 Engagement Survey – List of Q12 & SAIC-specific 2011 Engagement Survey.

Employee Engagement Readiness Name Department. Purpose / Objectives To help us prepare for the Employee Engagement (EE) Survey by ensuring a common understanding:

NORTHERN TERRITORY TREASURY Performance Development Framework (PDF) Review 2003 Original Treasury PDF Implemented 2009 November reviewed.

Insert footer on Slide Master© University of Reading 2008www.reading.ac.uk Human Resources What do staff really want from a review process? Caroline Bryan,

Voice Project Survey Report (c) Voice Project Pty Ltd & Access Macquarie Ltd – Overview Of Results Page 1 Guidelines For Interpretation Of Results.

The Power of Employee Engagement ‘What We Do Makes a Difference!’ TEM Conference August 2006 Robyn Clark Professional & Organisational Development Consultant.

The AAMC Faculty Forward Engagement Survey. Why study engagement? Engagement: A heightened emotional and intellectual connection that a faculty member.

Page 1 “My Voice” staff survey may – june 2011 high-level results Voice Project Survey Report, (c) Voice Project Pty Ltd.

MONA OPERATIONAL PLAN My Mona. My Plan. Let’s Live It ! Employee Engagement & Development.

Page 1© Voice Project Pty Ltd & Macquarie Research Ltd Improving The Staff Experience In Australian University Workplaces: Employee Surveying in Four Australian.

Report to Council Staff Opinion Survey HR Director 6 March 2009.

Matakuliah: J0124/Manajemen Sumber Daya Manusia Tahun: 2007/2008 MODUL 21 Individual Performance and Retention.

Executive Report to Council

Norway, Uganda, Kenya Category: Lobbying and Advocacy Provision of Services Governance Membership strategy.

The View from the Agency Perspective. Jefferson County State supervised, county administered child welfare system 180 employees in the Division Serving.

Burnley Borough Council Lancashire England Gina Cole Organisational Development Specialist.

Employee Opinion Survey Human Resources CAUBO Presentation June 2007 University of Saskatchewan.

Identity & Purpose Desired State Vision 2012 Target Achievements Projection into the external environment Key Successful factors / Value Drivers / Internal.

1 Testimonials – This Page will be added on in the future – For Now Talent Management – Our Experience in MAS-TRAC.

Assessment GroupDepth of analysis and clarity of issues (4) Contextuality Practicability, Novelty of recommendtns (4) Quality of Presentation (Consistancy.

Employee Engagement Survey Education Session #3

Individual and Team Development Forum

What’s Bugging Employees? The Workers Index & Employee Engagement Alexandra Jones Associate Director, The Work Foundation 25 April 2006.

Test Management Forum Keys to successfully hiring and retaining your testing team Jane Muller.

County Golf Development Conference 24 February 2009 Jennie Price (Chief Executive)

Page 1 ©Voice Project the impact of workplace practices on employee engagement: comparing the nfp and private sector Sophie Laidler p: e:

Workforce Engagement: A closer look at KPI 3.11d May 24, 2012.

Page 1 Purpose, Participation & Progress: Academia & Big Business Are Close Cousins Dr Peter Langford & Dr Louise Parkes Voice Project Macquarie University.

Page 1 Delivering Progress, Passion & Peace: An Evidence-Based Model Dr Peter Langford Voice Project Macquarie University Sydney, Australia CSR Summit,

Wescott Williams Date: 24 th June 2010 How are your peers using Employee Engagement initiatives to make a measurable difference to the bottom line of their.

2010 Results. Today’s Agenda Results Summary 2010 CQS Strengths and Opportunities CQS Benchmarks Demographics Next Steps.

MANAGING PEOPLE AND CHANGE

ENGAGING THE FUTURE OF VOCATIONAL REHABILITATION 2015.

The University of Western Australia working life survey July 2009 high-level results Voice Project Survey Report, (c) Voice Project Pty Ltd, Page 1.

Welcome, Everyone! Retention is Hard Work And FUN!!

Matthew Wright Chief Executive, Southern Water People for the Future.

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

The Esteemed Agency: Managing Human Services Teams Week Fifteen.

HR-A Rightful place at the table

Page 1 ©Voice Project generational differences: exploring the drivers of engagement across age groups Dr Peter Langford e:

Page 1 Institutional Climate: Relevance For Teaching At Macquarie University Dr Peter Langford Voice Project Department of Psychology Macquarie University.

Employee Opinion Survey Results Highlights Lending Services 2012 Auth: People Research Associates Ltd Normative Values © PRA Ltd December 2012 GFS.

Presented by …… Header 1 Header 2 On the flip side: Career motivations and aspirations of new professionals in the information industry Fiona Russell Subject.

Presented by: Michele Clark – William Angliss Sally Denning – KBT Employee Engagement.

Wednesday 17 February Agenda Introductions and updates (Tariq) 12.20Careers activity 1 (Jacek) 12.40Careers data analysis (Liz) Careers.

National Aeronautics and Space Administration February 23, 2016 Federal Employee Viewpoint Survey (FEVS) From Results to Action Presented by: Kim Haney-Brown.

Employee Engagement. Topics to be covered in this presentation  Working definition of the term Employee Engagement.  Drivers of engagement – things.

Nifco Copyright © Nifco Inc. All rights reserved Presentation Title Date.

2012 Employee Engagement Survey September What is Employee Engagement? Employee engagement is about: Motivated employees Employees who are passionate.

CERN people and CERN organization Anne-Sylvie CATHERIN Head, HR Department.

Preparing Public Sector for the Future Danielle Bossaert Rome, May 2016.

How are we doing?. 468 companies in every major industry, globally 531 HR & non-HR executives HR leaders (104), business leaders (155) Top strategic.

© 2013 Work Wise UK David Lennan Work Wise UK Remote working is wise working- Transforming into the 21 st Century.

1 Agile working in the Bank of England 12 May 2016 Catherine Hines.

insights from voice project’s university employee engagement surveys

Institutional Climate: Relevance For Teaching At Macquarie University

Employee Engagement Survey Education Session #3

CIPD Intermediate Certificate and Diploma in Human Resource Management

EDU827 : EDUCATIONAL LEADERSHIP

Butler University Great Colleges To Work For

Unit Four Business Management

Presentation transcript:

My Voice is Sydney Institute’s staff survey Your opportunity to have your say Voluntary Online Confidential Open to all levels and categories of Institute staff Page 1

Survey dates: 16 March – 27 March 2009 Access URL: Have your say Page 2

Results will inform Sydney Institute Executive about: what staff think of Sydney Institute, their roles and the working environment Results will be used: to determine future strategies and plans Page 3

Independently administered and analysed by Voice Project Pty Ltd affiliated with Macquarie University No raw data is provided to Sydney Institute Results available to staff from June 2009 Page 4

Results are grouped into categories known as 7 P’s 5 Drivers 2 Outcomes (see page 6) Results are provided in traffic light view under same headings (see page 7) Page 5

z our “7 P’s” model of performance Passion (Engagement) - Organisation Commitment - Job Satisfaction - Intention To Stay Progress - Organisation Objectives - Change & Innovation - Customer Satisfaction Peace - Wellness - Work/Life Balance - Flexibility Based on Langford, P. H., Parkes, L. P., & Metcalf, L. (2006). Developing a structural equation model of organisational performance and employee engagement. Proceedings of the joint conference of the Australian Psychological Society and the New Zealand Psychological Society, Auckland, New Zealand. OUTCOMES People - Motivation & Initiative - Talent - Teamwork Property - Resources - Processes - Technology - Safety - Facilities Purpose - Organisation Direction - Results Focus - Mission & Values - Ethics - Role Clarity - Diversity Participation - Leadership - Recruitment - Cross-Unit Cooperation - Learning & Development - Involvement - Reward & Recognition - Performance Appraisal - Supervision - Career Opportunities DRIVERS Page 6

z Page 7