1. Main Page

2. 2017 We Speak Results
June 2017
Intro Title Page

3. 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

4. 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

6. Summary of Results – Western University
Title Page

7. 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 database average (69.3%) and the Post Secondary Sector database of 69.1%.
Visit to learn more.

8. Summary of Results – Schulich Medicine & Dentistry
Title Page

9. 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

10. Response Profile Faculty
or 17.6%, with 61 part-time of the 359 responding
2012 – 132 or 9.9%
Staff
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

11. 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

12. 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

13. Driver Averages - Faculty
2017 We Speak Results

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

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

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

17. Index Scores – Faculty

18. 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.

19. 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

20. Driver Averages- Staff

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

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

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

24. Index Scores – Staff

25. 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

26. 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

27. Summary of Results – (Department Name)
Title Page

28. Response Profile- Department

29. Report Highlights - Department

30. Driver Averages - Department

31. Graph of Frequencies - Department

32. Outcome Scores

33. Index Scores

34. Action Plan from 2012 - Achievements

35. Next steps for our Department

36. Main Page