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EmployeeSurvey

Chalmers employee survey at the ST division (for both Chalmers and GU)

Purpose:

  • support our work with developing and improving the work environment at Chalmers
  • we need to jointly define what is important for us for an improved environment
  • the survey provides background material to help us prioritise

2016

September 2016: results released

ST-division response rate: 62% (Chalmers: 74%)

Notation and terminology:

  • All questions were answered on a scale from 1 = Bad to 6 = Great and the answers are aggregated to an "index" on a scale from 0-100.
    • Scale: 0-59: "low" (red), 60-69: "ok" (yellow), 70-100: "good" (green)
  • Below I present the ST-division index values and compare them to ST 2015 and to the Chalmers averages (C).
    • 2016: 13 green, 6 yellow, 5 red (lowest 35!)
    • 2015: 17 green, 3 yellow, 5 red (lowest 53)
    • 2014: 16 green, 6 yellow, 3 red (lowest 51)
    • 2013: 13 green, 5 yellow, 7 red (lowest 33!)
2016(cmp '15)2015(cmp '14)2014(cmp '13)cmp. ChalmersQuestion
88( -1)89( -4)93( +8)= C + 8:Proud to work for the department/institution
82( -5)87( +2)85( +0)= C + 0:Engaging work
81( -5)86( 0)86( +8)= C - 2:Sufficient competence
79( -2)81( -6)87( +2)= C + 2:Confidence in immediate manager
78( +2)76( 0)76( -1)= C + 4:Role model
76( -3)79( +1)78( +8)= C - 1:Good balance between demands and competence
76( -1)77( -8)85( +2)= C + 0:Physical working environment
76( -1)77( -6)83( +5)= C + 1:Joy of work
76( +2)74( -5)79( +1)= C + 3:Leads towards common goals
74( -5)79( +3)76( +1)= C + 0:Appreciation
73( -9)82( -1)83( +6)= C - 4:Motivated by my goals
72( -2)74( -4)78( +3)= C - 1:Confidence in my head of department
72( +1)73( +5)68( +6)= C - 1:The manager supports, encourages and inspires
68(-13)81( +2)79( +1)= C - 8:Equality
66(-10)76( -4)81(+19)= C - 5:Clear picture of area of responsibility
65( -4)69( +7)62( +0)= C - 2:Workload
63(-14)77( +6)71( +5)= C - 13:My work contributes
63( -2)65( -2)67(+21)= C - 5:Feedback
63( +6)57( -9)66(+10)= C - 8:Administrative support systems
57( -5)62( +8)54(+10)= C - 9:Clear connection between the goals
50( -8)58( +1)57(+10)= C - 19:Overall goals and strategies - Chalmers
47(-11)58( -6)64( +6)= C - 15:The possibility to influence
46( -7)53( +2)51(+18)= C - 11:Overall goals permeates the whole organization
35(-19)54( -7)61(+15)= C - 36:Confidence in top management (Chalmers)

Most positive compared to Chalmers average

2016(cmp '15)2015(cmp '14)2014(cmp '13)cmp. ChalmersQuestion
88( -1)89( -4)93( +8)= C + 8:Proud to work for the department/institution
78( +2)76( 0)76( -1)= C + 4:Role model
76( +2)74( -5)79( +1)= C + 3:Leads towards common goals
79( -2)81( -6)87( +2)= C + 2:Confidence in immediate manager

Most negative compared to Chalmers average

2016(cmp '15)2015(cmp '14)2014(cmp '13)cmp. ChalmersQuestion
35(-19)54( -7)61(+15)= C - 36:Confidence in top management (Chalmers)
50( -8)58( +1)57(+10)= C - 19:Overall goals and strategies - Chalmers
47(-11)58( -6)64( +6)= C - 15:The possibility to influence
63(-14)77( +6)71( +5)= C - 13:My work contributes
46( -7)53( +2)51(+18)= C - 11:Overall goals permeates the whole organization
57( -5)62( +8)54(+10)= C - 9:Clear connection between the goals
68(-13)81( +2)79( +1)= C - 8:Equality
63( +6)57( -9)66(+10)= C - 8:Administrative support systems
66(-10)76( -4)81(+19)= C - 5:Clear picture of area of responsibility

2015

September 2015: results released

ST-division coverage: 28 answers / ~50 employees (~56%)

Short: strong results for ST. We are proud, competent, engaged and have confidence!

Notation and terminology:

  • All questions were answered on a scale from 1 = Bad to 6 = Great and the answers are aggregated to an "index" on a scale from 0-100.
    • Scale: 0-59: "low" (red), 60-69: "ok" (yellow), 70-100: "good" (green)
  • Below I present the ST-division index values and compare them to ST 2014 and to the Chalmers averages (C).
    • 2015: 17 green, 3 yellow, 5 red (lowest 53)
    • 2014: 16 green, 6 yellow, 3 red (lowest 51)
    • 2013: 13 green, 5 yellow, 7 red (lowest 33!)
2015(cmp '14)2014(cmp '13)cmp. ChalmersQuestion
89( -4)93( +8)= C + 8:Proud to work for the department/institution
87( +2)85( +0)= C + 4:Engaging work
86( 0)86( +8)= C + 3:Sufficient competence
82( -1)83( +6)= C + 6:Motivated by my goals
81( -6)87( +2)= C + 4:Confidence in div. head (immediate manager)
81( +2)79( +1)= C + 3:Equality
?( ?)83( +4)= C + 1:Take responsibility to have information needed
79( +1)78( +8)= C + 2:Good balance between demands and competence
79( +3)76( +1)= C + 6:Appreciation
77( -8)85( +2)= C + 2:Physical working environment
77( -6)83( +5)= C + 1:Joy of work
77( +6)71( +5)= C + 2:My work contributes
76( -4)81(+19)= C + 3:Clear picture of area of responsibility
76( 0)76( -1)= C + 2:Role model
74( -5)79( +1)= C + 3:Leads towards common goals
74( -4)78( +3)= C - 1:Confidence in my head of department
73( +5)68( +6)= C + 1:The manager supports, encourages and inspires
69( +7)62( +0)= C + 2:Workload
65( -2)67(+21)= C + 1:Feedback
62( +8)54(+10)= C - 1:Clear connection between the goals
58( -6)64( +6)= C - 3:The possibility to influence
58( +1)57(+10)= C - 8:Overall goals and strategies - Chalmers
57( -9)66(+10)= C - 12:Administrative support systems
54( -7)61(+15)= C - 9:Confidence in management
53( +2)51(+18)= C + 1:Overall goals permeates the whole organization

Largest increase from 2014:

2015(cmp '14)2014(cmp '13)cmp. ChalmersQuestion
62( +8)54(+10)= C - 1:Clear connection between the goals
69( +7)62( +0)= C + 2:Workload (... that I enjoy)
77( +6)71( +5)= C + 2:My work contributes
73( +5)68( +6)= C + 1:The manager supports, encourages and inspires

Largest decrease from 2014:

2015(cmp '14)2014(cmp '13)cmp. ChalmersQuestion
57( -9)66(+10)= C - 12:Administrative support systems
77( -8)85( +2)= C + 2:Physical working environment
54( -7)61(+15)= C - 9:Confidence in management
81( -6)87( +2)= C + 4:Confidence in div. head (immediate manager)
77( -6)83( +5)= C + 1:Joy of work
58( -6)64( +6)= C - 3:The possibility to influence

Free text comments

  • More focus needed on pedagogy and teaching
  • Too much time wasted (mostly in compulsory courses)
  • Not sufficient emphasis on achieving excellence. (Must come bottom-up.)
  • We're running out of rooms due to our success in obtaining grants!
  • Make procudures more transparent
  • Upphandlingsregler gör att vi inte kan välja det bästa alternativet
  • A number of mandatory courses for PhD students do not contribute to my development
  • Administrative tasks could be better distributed
  • Connection overall goals: Too many vague high-level goals, too few concrete goals
  • Connection overall goals: Link not easy to do and not explained.

Discussion and suggested actions

  • Be more active in improving the "Administrative support systems"
    • Already started with the new process for Business Travel Approvals (thanks DaSa!)
    • TODO: suggest next "low-hanging fruit" to pick
  • New ST-local org. brings the "immediate manager" closer (from >50 to <20 per manager)
    • But most of the div. employees now have a new "immediate manager" so new "confidence building" needed
    • TODO: talk to your manager,
    • TODO: volunteer for Newcomers' party or ST Winter meeting organisation
  • More focus on education and pedagogy
    • Both for the courses we teach and the courses we participate in!
    • TODO: call for course cluster meetings
    • TODO: provide feedback to compulsory courses

May 2015

  • 2015-05-18: survey sent out (via email) to all CSE-department employees (both Chalmers and GU)
  • 2015-06-01: dealine for answering

2014

August 2014: results released

Short: strong improvement of results for ST. We are proud, competent, engaged and have confidence!

ST-division coverage: 25-28 answers / 46 employees (~58%)

Notation and terminology:

  • All questions were answered on a scale from 1 = Bad to 6 = Great and the answers are aggregated to an "index" on a scale from 0-100.
    • Scale: 0-59: "low" (red), 60-69: "ok" (yellow), 70-100: "good" (green)
  • Below I present the ST-division index values and compare them to ST 2013 and to the Chalmers averages (C).
    • 2014: 16 green, 6 yellow, 3 red (lowest 51)
    • 2013: 13 green, 5 yellow, 7 red (lowest 33!)
2014(cmp '13)cmp. ChalmersQuestion
93( +8)= C + 13:Proud to work for the department/institution
87( +2)= C + 10:Confidence in div. head (immediate manager)
86( +8)= C + 4:Sufficient competence
85( +2)= C + 9:Physical working environment
85( +0)= C + 3:Engaging work
83( +6)= C + 7:Motivated by my goals
83( +5)= C + 7:Joy of work
83( +4)= C + 1:Take responsibility to have information needed
81(+19)= C + 8:Clear picture of area of responsibility
79( +1)= C + 8:Leads towards common goals
79( +1)= C + 2:Equality
78( +3)= C + 5:Confidence in my head of department
78( +8)= C + 2:Good balance between demands and competence
76( +1)= C + 3:Appreciation
76( -1)= C + 2:Role model
71( +5)= C - 3:My work contributes
68( +6)= C - 4:The manager supports, encourages and inspires
67(+21)= C + 2:Feedback
66(+10)= C - 3:Administrative support systems
64( +6)= C + 2:The possibility to influence
62( +0)= C - 6:Workload
61(+15)= C - 1:Confidence in management
57(+10)= C - 7:Overall goals and strategies - Chalmers
54(+10)= C - 7:Clear connection between the goals
51(+18)= C + 1:Overall goals permeates the whole organization

May 2014

Today (2014-05-19) the employee survey has been sent out by email to all Chalmers employees and a paper with information + code is in the mail-box for the five GU-employees. The top level link is

  http://dm.quicksearch.se/s/code.asp

but you need a code to get further.

There is some central information at Chalmers insidan.

The ST division results from last year are described below including some activities initiated to improve some of the aspects where problems were identified.

We really want your feedback, so do spend the 20 minutes it takes to fill it in.

Thanks in advance,

Patrik

2013

Top level summary of actions taken locally (at the ST division level):

  • About the (central) goals:
    • I have mentioned the top level goals in every performance appraisal discussion (medarbetarsamtal) to increase the awareness that the the goals actually do "permeate our activity". Here they are again for reference:
      • World-class education
      • Excellent research
      • Efficient innovation
      • Superior internal enivironment
    • I have tried to sort each individuals' goals into these top level heading to improve the "connection between the personal and top level goals"
    • I hope this means that more people now "know and understand Chalmers' top level goals and strategies". I have also tried to push **our** goals and stragies upwards to (in the long run) affect Chalmers centrally.
  • Feedback from division head:
  • Adm. support systems: We have lifted this in the department steering group and to the next level and we are working actively to improve the Fire system for e-lab hand-in

Done:

June 2013

ST-division coverage: 23 answers / 40 employees (58%)

Notation and terminology:

  • All questions were answered on a scale from 1 = Bad to 6 = Great and the answers are aggregated to an "index" on a scale from 0-100.
  • Below I present the ST-division index values and compare them to the Chalmers averages (C).

Top (the highest index values):

  • 85 = C + 9: Confidence in div. head (thanks!)
  • 85 = C + 7: Proud of workplace
  • 85 = C + 4: Interesting work
  • 83 = C + 7: Physical work environment
  • 78 = C + 4: Job satisfaction ("Arbetsglädje")
  • 77 = C + 6: ST-dev. head is a role model
  • 77 = C + 3: I'm motivated by the goals I have in my work (but see below...)

Bottom (the lowest index values):

  • Knowledge about accident handling, crises, evacuation
    • Analysis: important to fix, but common for the whole department
    • Action: At the department level (Axel)
  • Goals:
    • 33 = C - 14: Top level goals permeates our activity ("genomsyrar verksamheten")
    • 44 = C - 15: Clear connection between personal and top level goals
    • 47 = C - 14: I know and understand Chalmers' top level goals and strategies
    • Analysis: Goals seen as "buzzwords", unclear, ambiguous, too top level
    • Action: Specialize them to _our_ reality (**Homework!**)
  • 46 = C - 13: Confidence in Chalmers' top level steering group
    • Analysis: ?
    • Action: ?
  • 46 = C - 14: Feedback from div. head
    • Analysis: Too few hours and too many other tasks means little time is left for individual feedback.
    • Action: I should make sure to provide more feedback and set up a delegation structure.
  • 56 = C - 10: Adm. support systems
    • Analysis (hypothesis): as CS experts we are especially frustrated by lack of tool support
    • Action: work towards more open systems and more possibilities to improve them

Links:


More detailed results (in Swedish):

 ST-avd.D&ITChalmers
Arbetsklimat totalt:717071
* Arbetsglädje:787474
* Arbetsmängd:626265
* Balans:707275
* Uppskattning:757271
    
Fysisk arbetsmiljö:707071
* Adm. stödsystem:565966
* Fysisk arbetsmiljö:838176
    
Ledarskap:646966
* Förebild:777271
* Förtroende för ledning:465759
* Förtroende för närmaste led.:857676
* Förtroende för prefekt:758071
* Ledare inspirerar:626968
* Leder mot gemensamma mål:686868
* Återkoppling:466160
    
Organisation:737575
* Engagerande arbete:858481
* Jämställdhet:787876
* Klar bild över ansvar:627071
* Möjlighet att påverka:585560
* Tar eget ansvar för arbetet:798181
* Tillräcklig kompetens:788281
    
Mål och strategier:596465
* Arbetsinsatsen bidrar:667473
* Motiverad av målen:777474
* Stolt över arb.plats:857978
* Tydlig koppling mellan mål:445359
* Övergr. mål genomsyrar verks.:334647
* Övergripande mål:475861
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Page last modified on October 05, 2016, at 09:29 AM