Employee Engagement

Context

  • Survey sent first week of March to 3,604 employees
  • Paused for COVID-19 response
  • Reminder sent in late April
  • 718 SLCC Employees completed

Response Rate

  • Response Rate: 20%
  • FT Faculty: 28%
  • FT Staff: 40%
  • Adjunct: 6%
  • PT Staff: 15%

Overall Engagement

  • Responding Favorably: 84%
  • I feel proud to tell people where I work: 90%
  • I would recommend Salt Lake Community College to people I know as a great place to work: 85%
  • My work gives me a feeling of personal accomplishment: 84%
  • Overall, I am satisfied with my job at Salt Lake Community College: 84%
  • I generally look forward to going to work: 79%

Faculty Engagement

  • Responding Favorably: 84%
  • Response Rate of FT Faculty: 28%
  • Response Rate of Adjunct Faculty: 6%

Staff & Administrators Engagement

  • Responding Favorably: 82%
  • Response Rate of FT Staff: 40%
  • Response Rate of PT Staff: 15%

Engagement by Race

  • Employees of Color Responding Favorably: 87%
  • White Employees Responding Favorably: 84%
  • Response Rate of Employees of Color: 20%
  • Response Rate of White Employees: 22%
  • Engagement by Race: Disaggregated
    • African American: 91%
    • Asian: 91%
    • Caucasian: 84%
    • Hispanic/Latino/Latina: 84%
    • More than One Race: 89%
    • Native American: 97%
    • Not Specified: 87%
    • Pacific Islander: 77%

Engagement by Gender

  • Male Responding Favorably: 84%
  • Female Responding Favorably: 84%
  • Male Response Rate: 16%
  • Female Response Rate: 24%

Engagement by Age Range

  • Under 21: 90%
  • 21-25: 84%
  • 26-30: 87%
  • 31-35: 79%
  • 36-40: 80%
  • 41-45: 85%
  • 46-50: 89%
  • 51-55: 83%
  • 56-60: 82%
  • 61-65: 86%
  • Over 65: 90%

Engagement by Employee Type

  • Adjunct Faculty: 91%
  • FT Faculty: 91%
  • FT Staff: 80%
  • PT Staff: 89%

Innovation

  • Innovation: 77%
    • I am given the opportunity to be involved in decisions that affect me: 62%
    • I am encouraged to be innovative in my role: 73%
    • I have access to the resources (e.g., materials, equipment, technology, etc.) I need to do my job: 84%
    • My supervisor helps me get the resources I need when I ask for them: 86%
    • I can influence how I do things in my role: 79%

Communication

  • Communication: 72%
    • I am comfortable voicing my ideas and opinions, even if they are different from others: 69%
    • Salt Lake Community College is transparent when communicating with employees: 61%
    • I receive the information I need to do my job effectively: 71%
    • I am comfortable communicating with my supervisor: 86%
    • I am comfortable communicating with my supervisor when I am communicating bad news or a dissenting opinion: 74%

Trust & Leadership

  • Trust and Leadership: 77%
    • The amount of stress in my job is manageable: 74%
    • I trust my supervisor: 82%
    • My supervisor is supportive of me having a healthy balance between my work life and personal life: 82%
    • My supervisor's actions are aligned with their words: 80%
    • My supervisor is effective at helping me resolve any work-related when they arise: 80%
    • My supervisor is effective at holding team members accountable for achieving their objectives: 71%

Learning

  • Learning: 57%
    • Overall, I feel that my career goals can be met at Salt Lake Community College: 64%
    • I have a clear understanding of my career opportunities at Salt Lake Community College: 62%
    • I have opportunities for further development in my role: 34%
    • My supervisor helps me in my career development: 68%

Inclusivity/Strategic Alignment

  • Inclusivity: 79%
    • Diverse perspectives are valued and encouraged in my team: 74%
    • I am treated with respect at work: 84%
  • Strategic Alignment: 68%
    • I have a clear understanding of Salt Lake Community College's current strategic goals: 69%
    • I have a clear understanding of how my role contributes to Salt Lake Community College's current strategic goals: 67%

Collaboration/Pay & Benefits

  • Collaboration: 63%
    • At Salt Lake Community College, there is effective collaboration between teams: 47%
    • My supervisor encourages collaboration on my team: 79%
  • Pay & Benefits: 49%
    • I am paid fairly for the work I do: 50%
    • I have a clear understanding of how my pay is determined: 49%

Community/Recognition & Feedback

  • Community: 73%
    • I have the opportunity to participate in Salt Lake Community College's community engagement efforts: 79%
  • Recognition & Feedback: 64%
    • I receive appropriate recognition when I do a good job: 62%
    • At Salt Lake Community College, people are rewarded according to their performance: 35%
    • I have a clear understanding of what is expected of me: 85%
    • I receive feedback that helps me improve my performance: 73%

Where are our strengths?

  • Highest scoring items:
    • I am comfortable communicating with my supervisor: 86%
    • My supervisor helps me get the resources I need when I ask for them: 86%
    • I have a clear understanding of what is expected of me: 85%
    • I have access to the resources (e.g., materials, equipment, technology, etc.) I need to do my job: 84%
    • I am treated with respect at work: 84%

Where are our opportunities?

  • Lowest scoring items:
    • I am paid fairly for the work I do: 50%
    • I have a clear understanding of how my pay is determined: 49%
    • At Salt Lake Community College, there is effective collaboration between teams: 47%
    • At Salt Lake Community College, people are rewarded according to their performance: 35%
    • I have opportunities for further development in my role: 34%

Positive Change

  • I believe that positive change will happen as a result of this survey: 43%

Next Steps

  • Engage leaders with results, encourage team discussions & action planning
  • Utilize data and input to action plan for key engagement items for our SLCC employees
  • Offer shorter pulse surveys throughout the year to continue to collect data and utilize information to continue to strength SLCC as an employer

Salt Lake Community College wants to hear from its employees. It's the best way to become a great place to work! That's why People & Workplace Culture (PWC) created + distributed SLCC's first-ever employee engagement survey in the spring of 2020.

To develop the ~40 survey questions, SLCC combined the expertise of friends at Qualtrics and, internally, our own Data Science & Analytics team, PWC and members of other employee groups like the Ethnic Minority Employee Coalition, Faculty Association and Staff Association.

~20% of the 3,604 employees who received the survey responded. Of these respondents, 84% responded favorably for the employee engagement index. Supervisors were then provided with a college-wide dashboard and, for those supervisors who met the anonymity threshold — a team size with 5+ individuals, of which at least 5 completed the survey — individualized supervisor dashboards were also provided.

So, what's next? PWC will hold multiple planning sessions to discuss how survey data can enhance the employee experience, and discussions will continue at departmental and team levels.

If you have questions about the employee engagement survey, please reach out to Dr. Sara Reed, Associate Vice President for People & Workplace Culture. She will be happy to address them.

And finally, if you have suggestions that would help SLCC improve your employee experience, we wholeheartedly invite you to complete the form below.