Employee Pulse Survey March 2010 Office of Human Resources.

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Presentation transcript:

Employee Pulse Survey March 2010 Office of Human Resources

QuestionsHKS 2010HKS 08HKS 06 I would not hesitate to recommend Harvard to a friend seeking employment79% +2 77%70% Given the opportunity, I tell others great things about working here70% (-2) 72%62% It would take a lot to get me to leave Harvard54% (-8) 62%52% I rarely think about leaving here to work somewhere else40% (-12) 52%47% I regularly go above and beyond at work89% +5 84%82% I do my best work every day88% +5 83%78%

QuestionsHKS 2010HKS 08HKS 06 I get a sense of accomplishment from my work70% (-7) 77%73% I have the authority to make decisions necessary to do my job well57% (+1) 56%70% I have the tools and resources I need to do my job well56% (-9) 65%62% I get enough information about important issues and changes49% (-2) 51%50% I can speak out about issues I feel strongly about without fear of retribution53% (+5) 48%55%

QuestionsHKS 2010HKS 08HKS 06 My manager/supervisor provides the support I need to succeed63% (-3) 66%60% My manager/supervisor sets clear expectations and goals with me57% (-1) 58%52% My manager/supervisor treats me with respect78% (-1) 79%N/A My manager supervisor/holds people appropriately accountable for performance55% (-8) 63%N/A People here are treated fairly regardless of their age, race, gender, gender identity, sexual orientation or disability 76% (+4) 72%62% I have sufficient opportunities for training and professional development63% (0) 63%62%

What we are doing well... “… I have an extremely competent, involved, respectful supervisor with whom I work closely. I am constantly reminded to push myself and look for ways in which I can improve and develop, in addition to being fully supported in all I do.” “HKS is a great place to work and always has a wonderful group of faculty, staff, students, and researchers.” “Our mission is one of the reasons I decided to work here!”

Areas of focus for the future... “Setting clear goals. Improving performance review so that high achievers are recognized and low achievers are managed appropriately.” “With a reduced staff, we need to ensure workloads are spread evenly so a subset of employees don’t bear a disproportionate share of the load.” “Keeping open lines of communication across the school as a whole, and building community among the staff.”