ST /
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. Chalmers | Question |
|---|---|---|---|---|---|---|---|
| 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. Chalmers | Question |
|---|---|---|---|---|---|---|---|
| 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. Chalmers | Question |
|---|---|---|---|---|---|---|---|
| 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. Chalmers | Question |
|---|---|---|---|---|---|
| 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. Chalmers | Question |
|---|---|---|---|---|---|
| 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. Chalmers | Question |
|---|---|---|---|---|---|
| 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. Chalmers | Question |
|---|---|---|---|
| 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.
- 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:
- Feedback from division head:
- I have met with all employees in performance appraisal discussions (medarbetarsamtal).
- We have met in monthly division meetings, a Winter meeting and during the spring we have also had Senior Faculty lunch meetings.
- 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:
- ST2013-09-16: Discuss and prioritise the results
- 2013-10-24: Identify action items for 2014 (and onwards)
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:
- Chalmers vision: "Chalmers – for a sustainable future"
- Chalmers top-level goals (for reference)
- World-class education
- Excellent research
- Collaboration for efficient innovation
- Chalmers-wide development (creative work enivironments)
More detailed results (in Swedish):
| ST-avd. | D&IT | Chalmers | |
|---|---|---|---|
| Arbetsklimat totalt: | 71 | 70 | 71 |
| * Arbetsglädje: | 78 | 74 | 74 |
| * Arbetsmängd: | 62 | 62 | 65 |
| * Balans: | 70 | 72 | 75 |
| * Uppskattning: | 75 | 72 | 71 |
| Fysisk arbetsmiljö: | 70 | 70 | 71 |
| * Adm. stödsystem: | 56 | 59 | 66 |
| * Fysisk arbetsmiljö: | 83 | 81 | 76 |
| Ledarskap: | 64 | 69 | 66 |
| * Förebild: | 77 | 72 | 71 |
| * Förtroende för ledning: | 46 | 57 | 59 |
| * Förtroende för närmaste led.: | 85 | 76 | 76 |
| * Förtroende för prefekt: | 75 | 80 | 71 |
| * Ledare inspirerar: | 62 | 69 | 68 |
| * Leder mot gemensamma mål: | 68 | 68 | 68 |
| * Återkoppling: | 46 | 61 | 60 |
| Organisation: | 73 | 75 | 75 |
| * Engagerande arbete: | 85 | 84 | 81 |
| * Jämställdhet: | 78 | 78 | 76 |
| * Klar bild över ansvar: | 62 | 70 | 71 |
| * Möjlighet att påverka: | 58 | 55 | 60 |
| * Tar eget ansvar för arbetet: | 79 | 81 | 81 |
| * Tillräcklig kompetens: | 78 | 82 | 81 |
| Mål och strategier: | 59 | 64 | 65 |
| * Arbetsinsatsen bidrar: | 66 | 74 | 73 |
| * Motiverad av målen: | 77 | 74 | 74 |
| * Stolt över arb.plats: | 85 | 79 | 78 |
| * Tydlig koppling mellan mål: | 44 | 53 | 59 |
| * Övergr. mål genomsyrar verks.: | 33 | 46 | 47 |
| * Övergripande mål: | 47 | 58 | 61 |