Staff Survey update - Nov 2016

As reported in July, the large amount of information 2,378 of you gave in the Staff Survey has been analysed to provide a detailed comparison with previous years’ results.

The analysis by School of Management’s Dr Bruce Rayton identified significant trends over time, which helped identify areas to celebrate and those which require further action.

What’s going well

Comparison with our peer universities shows that in a third of the survey areas you recorded the highest levels of satisfaction.

Working for the University
Communication of the University’s overall aims and how individuals fit into these has improved significantly and 95% of you agree that you have a clear understanding of your role.

Your responses on senior leadership are positive in most areas, in particular effective communication between senior management and staff and setting out a clear vision of where the University is heading.

My manager/supervisor
These questions also received positive responses, particularly on your manager or supervisor being approachable, respecting and valuing staff, crediting staff for work well done and ensuring staff have the skills to do their jobs well.

Areas for further action

Working for the University
The number of you who said that too many approvals are needed for routine decisions has increased.

You rated ‘listening to and responding to the views of staff’ more positively than in 2013 and it now equals the maximum score of our peers, however it still received one of the lower scores in this survey.

Pay and Conditions
Responses to ‘I feel fairly paid for the work I do’ and ‘overall, I feel the University offers a good pay and reward package’ are less positive.

What’s next

Heads of Department have received reports that enable them to identify local successes and areas for action. They will now work with their departments to develop their plans in response.

Leads will also coordinate the response to each University-wide area identified for action.

Working for the University: Work on this area will lead by Mark Ricketts, Director of Process Improvement

Leadership: The response on the area of listening to staff views will be led by Tim Kaner, Director of Marketing & Communications.

Pay and Conditions: Work on this area will be led by Richard Brooks, Director of HR.

You’ll be kept informed of progress with regular updates.

Find out more

For the results in full see the University-wide report.

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