Using the Data: Emory

1
Using the Data Emorys Climate Survey
Brown Bag SeriesThursday, March 9DUC Winship
Ballroom Co-sponsored by Presidents
Commissions, Employee Council, Human Resources,
and EOP.
2
Purpose of Climate Survey

• Thirty-two items were created to measure six key
  areas
• Management Support
• Selection/Hiring Practices
• Work Group Practices
• Coworker Interactions
• Development Opportunities
• Value of Diversity
• Six items were added to measure organizational
  commitment.
• One item evaluated the universitys efforts to
  create an environment where individuals feel
  welcomed and valued.
• All items were answered on a scale of 1 (Strongly
  Disagree) to 5 (Strongly Agree).

3
Response Rate

• A total of 8,573 surveys were distributed to
  employees.
• A total of 3,239 employees responded (39).

Women 2017 (62) Men 1170 (36)
White 2129 (66) Minority 975 (30)
Faculty 959 (30) Staff 2215 (68)
4
Overall Results

• Reports show a mean average and percent positive
  for all categories.

Category Percentage of respondents who answered favorably Overall mean/average (out of a possible 5)
Emory Overall 66 3.72
Value of Diversity 85 4.27
Organization Commitment 78 4.07
Co-worker Interaction 68 3.73
Selection/Hiring Practice 62 3.59
Management Support 60 3.55
Development Opportunities 59 3.51
Work Group Practices 52 3.29
5
What We Learned

• Employees feel welcomed and valued at
  Emory.Overall rating - 60 positive.
• Employees recognize the importance/value of
  diversity.85 of employees recognized the
  importance of diversity in the workplace.
• 78 of employees indicated a strong commitment to
  the organizations goals objectives.

6
What We Learned, continued

• Areas with positive responses

• Management Support
• Coworker Interaction
• Development Opportunities
• Work Group Practices

• Areas with negative responses

• Management Support - Communications
• Work Group Practices
• Development Opportunities

7
Employees Suggestions and Ideas

• A total of 3,079 comments were provided from
  1,730 employees
• Most frequently areas cited were
• Recruitment Selection
• Compensation and Benefits
• Leadership
• Communication

8
What Happened Next

• A communication plan was developed
• Individual reports were delivered to Deans/VPs
• Human Resource Managers assisted departments in
• Prioritizing issues
• Identifying Major Themes
• Reviewing comments themes or messages
• Developing an action plan

9
What Other Areas Are Doing Now