When was the employee survey conducted?
Who conducted the survey?
What was the response rate?
What areas were assessed?
May I review the survey results?
What are some of the takeaways?
What about areas of concern or opportunities for improvement?
Are there any takeaways related to the responses of faculty and staff of color?
What about immediate actions HR will be taking now?
The survey was sent to faculty and staff in the fall of 2018.
The survey was administered by PricewaterhouseCoopers (PwC). The Gelfond Group, now a part of PwC, conducted the 2015 survey.
About 76% of all employees responded to the survey, up from 71% in 2015 and 46% in 2010 when the survey did not include faculty.
The survey was used to assess seven areas: employee engagement, W&M as a place to work, employee views of their specific jobs, satisfaction with pay and benefits, quality of supervisors, quality of overall management and diversity.
You may read the PricewaterhouseCoopers report on the 2018 Employee Climate Survey (pdf) as well as the executive summary that were submitted to the President.
William & Mary’s overall favorable engagement score is 75%, a one point increase from 2015. Seventy-two percent of employees responded favorably to questions about W&M as a good place to work. Employees also conveyed good understanding of job responsibilities (92%) and making good use of their skills and abilities (81%). However, employees shared a desire for flexibility to make decisions and provide input into their job. While employees are generally satisfied with the benefits side of compensation, there is a general concern regarding pay levels. Overall, only 39% of employees responded favorably to the statement “I believe I am fairly compensated for the work I do.” Though this response may have been affected by the lack of pay increases in FY 2019, only 41% of all employees responded favorably in 2015. Overall, employees rated their supervisor favorably (76%), a modest increase from the 2015 results.
While the survey results are good, there are clearly areas for improvement, both university-wide and within various departments. These include:
- On-going supervisor training and support, building on the just-concluded one-year training effort in Facilities Management.
- Development of non-supervisory career tracks and improved opportunities and training/cross-training in support of career advancement.
- Completion of a market-based salary study across employment categories and job classification.
- Streamlining business processes in conjunction with cross-training and career path opportunities.
- Improving communication among various employee groups and the administration.
- Incorporating the results of the 2018 Employee Climate Survey into the university’s strategic planning effort, set to launch in fall 2019.
Yes. African Americans, while proud to work for the university (78%), have a lower overall engagement score of 61% with lower ratings than other employee groups regarding W&M as a place to work (48%) and their assessment of respectful treatment (55%). These same issues were flagged in the 2015 survey and shared with the President’s Task Force on Race and Race Relations. At that time, Facilities Management was identified as a particular area of concern. As a result, 42 supervisors completed a one-year leadership training program in March 2019. While this effort was significant, the 2018 survey results indicate that additional work across the university is required to support these employees and improve workplace culture.
Human resources representatives will be meeting with units across campus within the next few months to discuss the findings. They will continue to review and share the survey results to help us build on university strengths and improve in areas of weakness.