Employee Climate Survey Fresno - California State University, Fresno

2008 Quality Improvement Program

Employee Climate Survey

Fresno

Prepared by: Ken DeVane

Business Solutions Services Office of the Chancellor

Original Report Date: 11/4/08 (Revised with addition to introduction: 3/26/09)

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Employee Climate Fresno Survey Campus Coordinator Contact The following individual(s) reviewed, customized and approved the survey content. Name: Tom Gaffery E-mail: [email protected] Phone: 559-278-8642 Date Survey Opened: 10/06/08 Date Survey Closed: 10/20/08 Survey Administration & Analysis The web-based surveys were conducted using Remark Web Survey 4.0. The survey URL was distributed to the sample group via e-mail sent by the Chancellor’s Office. Analysis was performed and reports created using Excel 2007. Population and Sample The Employee Climate survey was sent to all administrative services employees. MPP Staff Total Population (Administrative Services) 63 368 431 Sample Selected 63 368 431 Responses 44 193 237 Minimum Response Rate 70% 52% 55% Note: The response rate listed above should be considered as minimum values as it assume that all individuals on the campus-provided e-mail list had an opportunity to take the survey. In some cases the number of individuals that will have received the e-mail link may be lower than the number of emails sent.

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Survey Promotion Invitation Letter The following invitation letter was used to inform employees of the survey. September 22, 2008 To all Administrative Services Staff: At our last Division-Wide Meeting in March 2008, I presented Powering the New California and what it means to each of us. Every day Administrative Services employees are providing operational support that is critical to the University’s success. In doing so, we are driven by our goals outlined in the Strategic Plan for Excellence III and our shared values of:

• Honesty, Integrity, Ethical Behavior • Leadership, Motivation • Creative Teamwork • Accountability • Efficient Timely Service • Fiscal Responsibility • Create a Positive Workplace

It is important to measure if we are meeting our goals and demonstrating our shared values. By creating a tool to measure success, we will have a greater understanding of the level of support provided to the campus and how we can improve ourselves. On October 6, you will receive an invitation via campus mail and e-mail to take a survey regarding the organizational climate of Administrative Services. I personally ask for your candid opinion about your work environment. The survey will be accessible online and in print copies; which will be available from your supervisor. You have my personal assurance this survey and its results will remain anonymous and no individual employee can be identified. Once the survey results are compiled, a summary will be distributed to all Administrative Services employees so that each area has an opportunity to focus on outcomes most important to them. I am very excited about the survey process and eager to see the results as it will give us an excellent opportunity to clearly identify areas of success and areas needing attention. I welcome you to participate in the survey. Thank you for your time and valuable input that will help continue Powering the New California. Cynthia Teniente-Matson Vice President for Administration

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Survey Promotion, Continued Flyer Fresno State utilized the following flyer to promote the 2008 Employee Climate survey. Departments had the opportunity to win a lunch.

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CSU Employee Climate Surveys Introduction The CSU Quality Improvement Program administers Employee Climate or Satisfaction surveys for several different campuses. These are custom surveys created by the client campus and are usually designed for relatively basic analysis and reporting. Current Campus Survey Objectives Employee satisfaction, commitment, engagement, and loyalty are recognized as prerequisites and drivers of organizational performance in terms of effectiveness, efficiency, and safety. While the current campus climate surveys are customized for each campus, they tend to have common objectives.

• Provide employees a chance to make confidential feedback. • Assess the work environment and identify opportunities to improve. • Solicit employee suggestions. • Demonstrate the organization’s commitment to employee wellbeing.

Dimensions assessed typically include the degree to which employees feel that they:

• Understand the organization’s objectives. • Are encouraged and supported to satisfy internal and external customers. • Take initiative. • Are involved in decision making. • Have the tools, resources and information they need. • Receive guidance and feedback. • Experience teamwork, cooperation and courtesy from others. • Contribute to the organization’s success. • Are appropriately rewarded or recognized.

Current Campus Survey Question Format Questions are typically formatted for a 5‐point agreement scale. Some campuses request and include a “Don’t Know” option. Example: Please indicate the degree to which you agree or disagree with the following statement.

Strongly Disagree

Disagree Neutral Agree Strongly Agree

Teamwork is encouraged in my department

O

O

O

O

O

My direct supervisor involves me in determining performance goals

O

O

O

O

O

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Report Tables Responses are summarized in tables with both counts and percentages as shown below in the examples below. The tables include the total percentage of Adverse responses (Strongly Disagree + Disagree) and the total percentage of Positive responses (Agree + Strongly Agree). Note that per request from some campuses the tables also include an average score based on calculations assigning a value of 1 to Strongly Disagree to 5 for Strongly Agree. This value is also used in sorting values to create a chart for the report and are not recommended for other comparisons between questions or campuses. (See the note below.)

Graphical Representation of Results Core questions are presented in a chart that is sorted so that questions having the most adverse responses (Strongly Disagree + Disagree) are at the top to facilitate identifying priorities. (If questions have the same percent adverse then questions with the lowest average score are toward the top.)

Chart ‐ sorted with most adverse responses at top.

Example Table: Percentage of Responses

Example Table: Count of Responses

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Special Note: Use of Average Scores versus Percent by Response Category

While average scores are calculated for each question, the use of these values to compare or to identify opportunities is not recommended. Consider a hypothetical situation comparing two questions. Assume that each question receives 100 responses as shown in the table below. For Question A, all 100 respondents indicated “Agree,” while for Question B we find that75 respondents selected “Strongly Agree” and 25 “Strongly Disagree.”

Response Category

Strongly Disagree

Disagree

Neutral

Agree

Strongly

Agree

Weighting Value 1 2 3 4 5

Question A 100 Question B 25 75

From the results above we conclude that the respondents have very different perceptions regarding questions A and B. However, the calculation for the average value results in both having the same value. For Question A all 100 respondents are given a value of 4, resulting in a mean score of 4.0. For Question B, we find the mean score is also 4.0, as shown below.

( ) ( ) 0.4100400

100575125

==×+×

=BMean

While it is obvious that there are differences between the responses, if we had relied only on the mean score we would not have discovered this fact.

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Reviewing Survey Results

Upon request QI Program staff will visit campuses to present results, discuss analysis and interpretation, and discuss approaches that campuses can use to identify priorities. Following are general suggestions for working with survey results based on the current typical climate survey format.

• All organizations have opportunities to improve. Don’t assume that a department or area that has high scores does not have areas that it can improve.

• Focus on the philosophy of continuous improvement rather than trying to identify the “bad

apples.” Use data for learning, not for judgment. Fix problems, not blame.

• While the survey response rate may be lower than you desire, and it is always possible that there may be bias, give the responses serious consideration. A group of individuals have taken the time and put in the effort to provide you with input, and you now have an opportunity to demonstrate your willingness to listen and to improve the organization.

• Identify areas with high percentages of adverse responses. Can you determine what level of

adverse response is significant for your organization? For example, what is the cost of having employees feel that they are not recognized, or feel that they do not have the tools or resources needed to effectively accomplish their jobs? What is the impact of having an environment where employees do not feel that they are encouraged to participate in problem solving or in making suggestions? As a general rule‐of‐thumb, consider areas where there is more than 10% as being indicative of having an opportunity to improve. These are cases where more than one in ten individuals expresses some level of dissatisfaction.

• When many areas have a high percentage of adverse responses you will need to find other ways

to prioritize. See if the questions group into themes or if you can identify reasonable priorities based on the types of attributes being assessed. There are numerous factors to consider when identifying priorities. These include the severity of the issue, relative importance, the cost to or impact on the organization of the issue, and the effort and resources or cost needed to effect an improvement.

• Consider multiple sources of information. Do the free‐text comments clarify or help you

understand questions that have high percentages of adverse responses? Have department personnel expressed concerns or complaints about these areas in the past? Do the results confirm your own process knowledge or your personal observations of an area?

• What can you learn from the higher performing areas? If one department has better scores on

an item, find out what that department is doing.

• Depending on the questions asked in your survey, it may be possible to identify the importance of different questions or topics (e.g. how strongly they correlate to some measure of overall satisfaction) as well as examine other relationships between different questions. If you are able to determine some measure of importance, you could prioritize based on the relationship between the importance versus performance of different questions. For example, if two questions have the same overall performance (in terms of top box, percent adverse, or average score) you might consider the more important items as being a higher priority for improvement.

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• Examine the free‐text comments to see if there are any general themes or trends that appear more often than others. Individuals close to the processes in question can classify the comments and create a Pareto chart showing the frequency and cumulative percentage of the various types of comments.

• You may need a team or other organized effort to better understand an issue. Consider the use of additional analysis, interviews, focus groups, or direct process observation prior to attempting to make improvements. Clarify and understand the meaning of employee responses to a question. Determine if the issue is localized to any particular area or demographic group.

o Example: Assume “I receive recognition for my good work” has a high percent adverse. Is the high percent adverse found in many areas of the organization or just a few? What do employees say about recognition in their area? What forms of recognition are currently used, if any, and what do employees think about them? What forms of recognition might be effective?

o Example: Assume “I am satisfied with the leadership in my department” has a high percent adverse. Which other questions in the survey are comprised of elements of what might be considered “leadership” and what sort of responses were received? Do any of the comments received provide more insight? What comprises “leadership” in the minds of the employees? Which areas do they think are problematic? Which areas do they feel are working well?

• Beware of having too many priorities. An organized effort that accomplishes noticeable improvement in a few areas is a strong demonstration of commitment toward the employees and can be the start of a process of continuous improvement. After you become more adept at effecting improvement you can select the next area to work on.

Categorize comments

Pareto charts of comment themes

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Survey Results Aggregate Data

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2008 Satisfaction Survey ResultsEmployee ClimateFresnoTotal Number Responding for Campus 237

Responses to SurveyDate of Response Count

10/6/08 4610/7/08 7410/8/08 2310/9/08 8

10/10/08 710/11/08 110/13/08 2810/14/08 1610/15/08 1010/16/08 910/17/08 310/20/08 1

0

10

20

30

40

50

60

70

80

Total 226(Not including manually input responses from paper surveys)

0

10/6/08

10/7/08

10/8/08

10/9/08

10/10/08

10/11/08

10/12/08

10/13/08

10/14/08

10/15/08

10/16/08

10/17/08

10/18/08

10/19/08

10/20/08

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Please select your department Total PercentAuxiliary Services 53 22.4%

Campus Information Systems 20 8.4%Facilities Management 15 6.3%

Financial Services 51 21.5%Human Resources 18 7.6%

Information Technology Services 31 13.1%Office of the Vice President for Administration 8 3.4%

Public Safety 31 13.1%Risk Management & Sustainability 10 4.2%

Grand Total 237 100.0%Did not respond to this question 0

0.0%5.0%

10.0%15.0%20.0%25.0%

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Please select whether you are MPP or staff Total PercentManager 44 18.6%

Staff 193 81.4%

Grand Total 237 100.0%Did not respond to this question 0 0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

Mana

ger

Staff

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Agreement: Count of ResponsesWeighting Value 1 2 3 4 5

Question Strongly Disagree Disagree Neutral Agree Strongly

Agree Total Did Not Answer

Average Score

I know how my job directly supports the division's goals 0 9 33 103 92 237 0 4.17I have guidelines to assist me in making decisions that affect my work 4 16 36 120 61 237 0 3.92My direct supervisor is accessible to me 0 9 19 74 134 236 1 4.41In my work unit, we routinely talk about the quality of our work and the needs of those who we do business with 6 25 34 98 74 237 0 3.88

I take pride in my work 0 0 8 46 183 237 0 4.74There is a direct connection between the work I do and the success of the university 2 5 37 91 102 237 0 4.21

I receive constructive feedback from my supervisor about the quality of my work 14 20 30 98 75 237 0 3.84

I would recommend Fresno State as a good place to work 4 10 38 91 94 237 0 4 10I would recommend Fresno State as a good place to work 4 10 38 91 94 237 0 4.10

I would recommend The California State University as a good place to work 2 3 46 95 91 237 0 4.14

My department is one of the best places to work 13 25 41 73 85 237 0 3.81My division is one of the best places to work 5 16 53 94 69 237 0 3.87I feel like my ideas and opinions are listened to by my supervisor 14 25 27 94 77 237 0 3.82Employees in my work group respect each others' differences 8 20 36 119 54 237 0 3.81My supervisor, or someone at work, seem to care about me as a person 6 18 28 97 88 237 0 4.03I see career growth and advancement opportunities for myself at Fresno State 32 42 64 64 35 237 0 3.12

I am encouraged to be creative to resolve problems or accomplish assignments 6 21 39 93 78 237 0 3.91

My work group is receptive to my suggestions for improving our work 5 13 40 119 60 237 0 3.91Employees in my work group resolve conflicts directly with each other 13 21 53 114 36 237 0 3.59Teamwork is encouraged in my department 11 21 28 99 78 237 0 3.89My opinions are valued in my work group 7 12 38 121 59 237 0 3.90

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Agreement: Count of Responses, ContinuedWeighting Value 1 2 3 4 5



Average Score

There is cooperation between the work groups in my department 8 25 40 120 44 237 0 3.70There is cooperation between departments in the division 6 18 79 107 27 237 0 3.55I have access to sufficient information to do my job well 4 11 44 127 51 237 0 3.89The tools, resources and equipment (including computer equipment I need to get my work done are readily available 10 10 28 119 70 237 0 3.97

My department has provided me with opportunities to broaden my skills and knowledge 16 24 60 85 52 237 0 3.56

I am empowered to make decisions that help me provide better 8 21 41 108 59 237 0 3.80Employees in my immediate work unit are highly motivated to contribute to the success of the university 11 22 61 92 51 237 0 3.63

Meetings are well planned and executed at Fresno State 6 34 71 100 26 237 0 3 45Meetings are well planned and executed at Fresno State 6 34 71 100 26 237 0 3.45Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done 7 13 47 123 47 237 0 3.80

I handle the resources of the university as if they were my own 0 2 24 107 104 237 0 4.32I generally feel informed about changes that affect me 12 38 56 98 33 237 0 3.43An explanation is provided to me for short deadlines 14 31 52 104 36 237 0 3.49My supervisor fairly evaluates my performance 12 20 46 88 71 237 0 3.78I trust the employees in my work group 8 17 32 121 59 237 0 3.87I am satisfied with the leadership in my department 21 31 36 89 60 237 0 3.57My work contributes to the division's mission and vision 1 4 33 117 82 237 0 4.16

The mission and vision of the division make me feel that my job is important 8 11 54 106 58 237 0 3.82

I have someone at work who encourages my professional development 22 27 53 81 54 237 0 3.50The Division clearly communicates its goals and strategies to me 10 25 54 111 37 237 0 3.59Employees in my immediate work unit consistently put in extra effort beyond what is expected 7 19 40 109 62 237 0 3.84

My immediate supervisor regularly acknowledges employees for a job well done and their contributions to the department 22 24 48 85 58 237 0 3.56

My direct supervisor involves me in determining performance goals 21 26 61 87 42 237 0 3.43Disagreements among employees in my work group are managed effectively 24 14 68 102 29 237 0 3.41

I receive recognition for my good work 18 33 57 83 46 237 0 3.45I feel my safety on campus is a priority 2 4 49 91 91 237 0 4.12

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Agreement: % of Responses


Agree TotalSum of Adverse (SD + D)

Sum of Positive (A

+ SA)I know how my job directly supports the division's goals 0.0% 3.8% 13.9% 43.5% 38.8% 100.0% 3.8% 82.3%I have guidelines to assist me in making decisions that affect my work 1.7% 6.8% 15.2% 50.6% 25.7% 100.0% 8.4% 76.4%My direct supervisor is accessible to me 0.0% 3.8% 8.1% 31.4% 56.8% 100.0% 3.8% 88.1%In my work unit, we routinely talk about the quality of our work and the needs of those who we do business with 2.5% 10.5% 14.3% 41.4% 31.2% 100.0% 13.1% 72.6%

I take pride in my work 0.0% 0.0% 3.4% 19.4% 77.2% 100.0% 0.0% 96.6%There is a direct connection between the work I do and the success of the university 0.8% 2.1% 15.6% 38.4% 43.0% 100.0% 3.0% 81.4%

I receive constructive feedback from my supervisor about the quality of my work 5.9% 8.4% 12.7% 41.4% 31.6% 100.0% 14.3% 73.0%

I ld d F St t d l t k 1 7% 4 2% 16 0% 38 4% 39 7% 100 0% 5 9% 78 1%I would recommend Fresno State as a good place to work 1.7% 4.2% 16.0% 38.4% 39.7% 100.0% 5.9% 78.1%

I would recommend The California State University as a good place to work 0.8% 1.3% 19.4% 40.1% 38.4% 100.0% 2.1% 78.5%

My department is one of the best places to work 5.5% 10.5% 17.3% 30.8% 35.9% 100.0% 16.0% 66.7%My division is one of the best places to work 2.1% 6.8% 22.4% 39.7% 29.1% 100.0% 8.9% 68.8%I feel like my ideas and opinions are listened to by my supervisor 5.9% 10.5% 11.4% 39.7% 32.5% 100.0% 16.5% 72.2%Employees in my work group respect each others' differences 3.4% 8.4% 15.2% 50.2% 22.8% 100.0% 11.8% 73.0%My supervisor, or someone at work, seem to care about me as a person 2.5% 7.6% 11.8% 40.9% 37.1% 100.0% 10.1% 78.1%I see career growth and advancement opportunities for myself at Fresno State 13.5% 17.7% 27.0% 27.0% 14.8% 100.0% 31.2% 41.8%

I am encouraged to be creative to resolve problems or accomplish assignments 2.5% 8.9% 16.5% 39.2% 32.9% 100.0% 11.4% 72.2%

My work group is receptive to my suggestions for improving our work 2.1% 5.5% 16.9% 50.2% 25.3% 100.0% 7.6% 75.5%Employees in my work group resolve conflicts directly with each other 5.5% 8.9% 22.4% 48.1% 15.2% 100.0% 14.3% 63.3%Teamwork is encouraged in my department 4.6% 8.9% 11.8% 41.8% 32.9% 100.0% 13.5% 74.7%My opinions are valued in my work group 3.0% 5.1% 16.0% 51.1% 24.9% 100.0% 8.0% 75.9%

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Sum of Positive (A

+ SA)There is cooperation between the work groups in my department 3.4% 10.5% 16.9% 50.6% 18.6% 100.0% 13.9% 69.2%There is cooperation between departments in the division 2.5% 7.6% 33.3% 45.1% 11.4% 100.0% 10.1% 56.5%I have access to sufficient information to do my job well 1.7% 4.6% 18.6% 53.6% 21.5% 100.0% 6.3% 75.1%The tools, resources and equipment (including computer equipment I need to get my work done are readily available 4.2% 4.2% 11.8% 50.2% 29.5% 100.0% 8.4% 79.7%

My department has provided me with opportunities to broaden my skills and knowledge 6.8% 10.1% 25.3% 35.9% 21.9% 100.0% 16.9% 57.8%

I am empowered to make decisions that help me provide better 3.4% 8.9% 17.3% 45.6% 24.9% 100.0% 12.2% 70.5%Employees in my immediate work unit are highly motivated to contribute to the success of the university 4.6% 9.3% 25.7% 38.8% 21.5% 100.0% 13.9% 60.3%

Meetings are well planned and executed at Fresno State 2.5% 14.3% 30.0% 42.2% 11.0% 100.0% 16.9% 53.2%g p % % % % % % % %Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done 3.0% 5.5% 19.8% 51.9% 19.8% 100.0% 8.4% 71.7%

I handle the resources of the university as if they were my own 0.0% 0.8% 10.1% 45.1% 43.9% 100.0% 0.8% 89.0%I generally feel informed about changes that affect me 5.1% 16.0% 23.6% 41.4% 13.9% 100.0% 21.1% 55.3%An explanation is provided to me for short deadlines 5.9% 13.1% 21.9% 43.9% 15.2% 100.0% 19.0% 59.1%My supervisor fairly evaluates my performance 5.1% 8.4% 19.4% 37.1% 30.0% 100.0% 13.5% 67.1%I trust the employees in my work group 3.4% 7.2% 13.5% 51.1% 24.9% 100.0% 10.5% 75.9%I am satisfied with the leadership in my department 8.9% 13.1% 15.2% 37.6% 25.3% 100.0% 21.9% 62.9%My work contributes to the division's mission and vision 0.4% 1.7% 13.9% 49.4% 34.6% 100.0% 2.1% 84.0%

The mission and vision of the division make me feel that my job is important 3.4% 4.6% 22.8% 44.7% 24.5% 100.0% 8.0% 69.2%

I have someone at work who encourages my professional development 9.3% 11.4% 22.4% 34.2% 22.8% 100.0% 20.7% 57.0%The Division clearly communicates its goals and strategies to me 4.2% 10.5% 22.8% 46.8% 15.6% 100.0% 14.8% 62.4%Employees in my immediate work unit consistently put in extra effort beyond what is expected 3.0% 8.0% 16.9% 46.0% 26.2% 100.0% 11.0% 72.2%

My immediate supervisor regularly acknowledges employees for a job well done and their contributions to the department 9.3% 10.1% 20.3% 35.9% 24.5% 100.0% 19.4% 60.3%

My direct supervisor involves me in determining performance goals 8.9% 11.0% 25.7% 36.7% 17.7% 100.0% 19.8% 54.4%Disagreements among employees in my work group are managed effectively 10.1% 5.9% 28.7% 43.0% 12.2% 100.0% 16.0% 55.3%

I receive recognition for my good work 7.6% 13.9% 24.1% 35.0% 19.4% 100.0% 21.5% 54.4%I feel my safety on campus is a priority 0.8% 1.7% 20.7% 38.4% 38.4% 100.0% 2.5% 76.8%

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Chart # 1: Responses Sorted with Most Adverse at Top of Chart

Meetings are well planned and executed at Fresno State

An explanation is provided to me for short deadlines

My immediate supervisor regularly acknowledges employees for a job well done and their contributions …


I have someone at work who encourages my professional development

I generally feel informed about changes that affect me

I receive recognition for my good work

I am satisfied with the leadership in my department

I see career growth and advancement opportunities for myself at Fresno State

Strongly Disagree Disagree Neutral Agree Strongly Agree

0% 20% 40% 60% 80% 100%

Employees in my work group respect each others' differences

I am empowered to make decisions that help me provide better

In my work unit, we routinely talk about the quality of our work and the needs of those who we do …


My supervisor fairly evaluates my performance

There is cooperation between the work groups in my department

Employees in my immediate work unit are highly motivated to contribute to the success of the university

I receive constructive feedback from my supervisor about the quality of my work

Employees in my work group resolve conflicts directly with each other

The Division clearly communicates its goals and strategies to me

My department is one of the best places to work

Disagreements among employees in my work group are managed effectively

I feel like my ideas and opinions are listened to by my supervisor

My department has provided me with opportunities to broaden my skills and knowledge


% Response

11/4/2008Page 17


Chart # 2: Continued Responses Sorted with Most Adverse at Top of Chart

I have guidelines to assist me in making decisions that affect my work

Employees in my immediate work unit consistently look for more efficient and effective ways of getting …

My division is one of the best places to work

My supervisor, or someone at work, seem to care about me as a person

There is cooperation between departments in the division

I trust the employees in my work group

Employees in my immediate work unit consistently put in extra effort beyond what is expected

I am encouraged to be creative to resolve problems or accomplish assignments


0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

I take pride in my work

I handle the resources of the university as if they were my own

My work contributes to the division's mission and vision

I would recommend The California State University as a good place to work

I feel my safety on campus is a priority

There is a direct connection between the work I do and the success of the university

I know how my job directly supports the division's goals

My direct supervisor is accessible to me

I would recommend Fresno State as a good place to work

I have access to sufficient information to do my job well

My work group is receptive to my suggestions for improving our work

My opinions are valued in my work group

The mission and vision of the division make me feel that my job is important

The tools, resources and equipment (including computer equipment I need to get my work done are …

% Response

11/4/2008Page 18


Have you participated in any of our Wellness at Work programs? Total Percent

Yes 121 51.3%No 115 48.7%


0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%

Yes No

As expanded programs become available, are you interested in participating in alternative trransportation (bus, carpool, biking) programs? Total Percent

Yes 133 56.1%No 104 43.9%


0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

Yes No

11/4/2008Page 19


I would be interested in working four 10-hour workdays during the summer Total Percent

Yes 187 78.9%No 50 21.1%


0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%

Yes No

11/4/2008Page 20

Survey Results Manager Compared to Staff

Page 21

2008 Survey Results ComparisonManager Compared to StaffFresno

Average Score Percent Adverse Percent Positive

Question Manager Staff Mgr-Staff Manager Staff Mgr-Staff Manager Staff Mgr-StaffI know how my job directly supports the division's goals 4.52 4.09 0.43 0.0% 4.7% -4.7% 95.5% 79.3% 16.2%I have guidelines to assist me in making decisions that affect my work 3.75 3.96 -0.21 9.1% 8.3% 0.8% 68.2% 78.2% -10.1%My direct supervisor is accessible to me 4.42 4.41 0.01 2.3% 4.1% -1.8% 95.3% 86.5% 8.8%In my work unit, we routinely talk about the quality of our work and the needs of those who we do business with 3.91 3.88 0.03 9.1% 14.0% -4.9% 72.7% 72.5% 0.2%

I take pride in my work 4.75 4.74 0.01 0.0% 0.0% 0.0% 100.0% 95.9% 4.1%There is a direct connection between the work I do and the success of the university 4.43 4.16 0.28 0.0% 3.6% -3.6% 93.2% 78.8% 14.4%

I receive constructive feedback from my supervisor about the quality of my work 3.86 3.84 0.02 13.6% 14.5% -0.9% 75.0% 72.5% 2.5%

I would recommend Fresno State as a good place to work 4.20 4.08 0.13 0.0% 7.3% -7.3% 86.4% 76.2% 10.2%g p 0 08 0 3 0 0% 3% 3% 86 % 6 % 0 %

I would recommend The California State University as a good place to work 4.11 4.15 -0.03 0.0% 2.6% -2.6% 79.5% 78.2% 1.3%

My department is one of the best places to work 4.20 3.72 0.48 2.3% 19.2% -16.9% 84.1% 62.7% 21.4%My division is one of the best places to work 4.18 3.80 0.38 0.0% 10.9% -10.9% 86.4% 64.8% 21.6%I feel like my ideas and opinions are listened to by my supervisor 4.25 3.73 0.52 6.8% 18.7% -11.8% 86.4% 68.9% 17.5%Employees in my work group respect each others' differences 3.93 3.78 0.15 6.8% 13.0% -6.1% 84.1% 70.5% 13.6%My supervisor, or someone at work, seem to care about me as a person 4.20 3.98 0.22 4.5% 11.4% -6.9% 81.8% 77.2% 4.6%I see career growth and advancement opportunities for myself at Fresno State 3.45 3.04 0.41 20.5% 33.7% -13.2% 54.5% 38.9% 15.7%

I am encouraged to be creative to resolve problems or accomplish assignments 4.23 3.84 0.39 6.8% 12.4% -5.6% 86.4% 68.9% 17.5%

My work group is receptive to my suggestions for improving our work 4.16 3.85 0.30 0.0% 9.3% -9.3% 93.2% 71.5% 21.7%Employees in my work group resolve conflicts directly with each other 3.59 3.59 0.01 13.6% 14.5% -0.9% 63.6% 63.2% 0.4%Teamwork is encouraged in my department 4.00 3.87 0.13 9.1% 14.5% -5.4% 88.6% 71.5% 17.1%My opinions are valued in my work group 4.25 3.82 0.43 0.0% 9.8% -9.8% 93.2% 72.0% 21.2%

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2008 Survey Results ComparisonManager Compared to StaffFresno

Average Score Percent Adverse Percent Positive

Question Manager Staff Mgr-Staff Manager Staff Mgr-Staff Manager Staff Mgr-StaffThere is cooperation between the work groups in my department 3.95 3.65 0.31 9.1% 15.0% -5.9% 86.4% 65.3% 21.1%There is cooperation between departments in the division 3.77 3.50 0.27 2.3% 11.9% -9.6% 70.5% 53.4% 17.1%I have access to sufficient information to do my job well 4.00 3.86 0.14 4.5% 6.7% -2.2% 84.1% 73.1% 11.0%The tools, resources and equipment (including computer equipment I need to get my work done are readily available 3.95 3.97 -0.01 9.1% 8.3% 0.8% 84.1% 78.8% 5.3%

My department has provided me with opportunities to broaden my skills and knowledge 3.95 3.47 0.48 6.8% 19.2% -12.4% 75.0% 53.9% 21.1%

I am empowered to make decisions that help me provide better 4.14 3.72 0.42 4.5% 14.0% -9.4% 84.1% 67.4% 16.7%Employees in my immediate work unit are highly motivated to contribute to the success of the university 3.98 3.55 0.42 6.8% 15.5% -8.7% 81.8% 55.4% 26.4%

Meetings are well planned and executed at Fresno State 3.48 3.44 0.04 18.2% 16.6% 1.6% 61.4% 51.3% 10.1%Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done 4.07 3.74 0.33 0.0% 10.4% -10.4% 84.1% 68.9% 15.2%

I handle the resources of the university as if they were my own 4.48 4.28 0.19 0.0% 1.0% -1.0% 100.0% 86.5% 13.5%I generally feel informed about changes that affect me 3.70 3.37 0.34 13.6% 22.8% -9.2% 72.7% 51.3% 21.4%An explanation is provided to me for short deadlines 3.64 3.46 0.18 13.6% 20.2% -6.6% 65.9% 57.5% 8.4%My supervisor fairly evaluates my performance 3.95 3.75 0.21 11.4% 14.0% -2.6% 81.8% 63.7% 18.1%I trust the employees in my work group 4.09 3.82 0.27 2.3% 12.4% -10.2% 84.1% 74.1% 10.0%I am satisfied with the leadership in my department 4.11 3.45 0.66 9.1% 24.9% -15.8% 84.1% 58.0% 26.1%My work contributes to the division's mission and vision 4.45 4.09 0.36 0.0% 2.6% -2.6% 100.0% 80.3% 19.7%

The mission and vision of the division make me feel that my job is important 3.95 3.79 0.16 4.5% 8.8% -4.3% 79.5% 66.8% 12.7%

I have someone at work who encourages my professional development 3.70 3.45 0.25 11.4% 22.8% -11.4% 63.6% 55.4% 8.2%The Division clearly communicates its goals and strategies to me 3.80 3.54 0.25 11.4% 15.5% -4.2% 75.0% 59.6% 15.4%Employees in my immediate work unit consistently put in extra effort beyond what is expected 4.20 3.76 0.44 0.0% 13.5% -13.5% 90.9% 67.9% 23.0%

My immediate supervisor regularly acknowledges employees for a job well done and their contributions to the department 3.77 3.51 0.26 13.6% 20.7% -7.1% 70.5% 58.0% 12.4%

My direct supervisor involves me in determining performance goals 3.86 3.34 0.53 6.8% 22.8% -16.0% 72.7% 50.3% 22.5%Disagreements among employees in my work group are managed effectively 3.77 3.33 0.44 9.1% 17.6% -8.5% 75.0% 50.8% 24.2%

I receive recognition for my good work 3.84 3.36 0.48 6.8% 24.9% -18.1% 70.5% 50.8% 19.7%I feel my safety on campus is a priority 4.25 4.09 0.16 4.5% 2.1% 2.5% 88.6% 74.1% 14.5%

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Survey Results Manager Only

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2008 Survey ResultsManager Only: Employee ClimateFresnoTotal Number Responding for Campus 44







0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%

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Camp

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Staff 0 0.0%


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Average Score




I would recommend Fresno State as a good place to work 0 0 6 23 15 44 0 4 20I would recommend Fresno State as a good place to work 0 0 6 23 15 44 0 4.20





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Average Score









My direct supervisor involves me in determining performance goals 1 2 9 22 10 44 0 3.86Disagreements among employees in my work group are managed effectively 0 4 7 28 5 44 0 3.77


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Sum of Positive (A




I ld d F St t d l t k 0 0% 0 0% 13 6% 52 3% 34 1% 100 0% 0 0% 86 4%I would recommend Fresno State as a good place to work 0.0% 0.0% 13.6% 52.3% 34.1% 100.0% 0.0% 86.4%





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Sum of Positive (A




Meetings are well planned and executed at Fresno State 0.0% 18.2% 20.5% 56.8% 4.5% 100.0% 18.2% 61.4%g p % % % % % % % %Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done 0.0% 0.0% 15.9% 61.4% 22.7% 100.0% 0.0% 84.1%





My direct supervisor involves me in determining performance goals 2.3% 4.5% 20.5% 50.0% 22.7% 100.0% 6.8% 72.7%Disagreements among employees in my work group are managed effectively 0.0% 9.1% 15.9% 63.6% 11.4% 100.0% 9.1% 75.0%


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My immediate supervisor regularly acknowledges employees for a job well done and their contributions …







0% 20% 40% 60% 80% 100%
















% Response

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Employees in my immediate work unit consistently look for more efficient and effective ways of getting …



% Response

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Yes 27 61.4%No 17 38.6%


0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%

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Yes 21 47.7%No 23 52.3%


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Yes 37 84.1%No 7 15.9%


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Survey Results Staff Only

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2008 Survey ResultsStaff Only: Employee ClimateFresnoTotal Number Responding for Campus 193







0.0%5.0%10.0%15.0%20.0%25.0%

Auxil

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Staff 193 100.0%


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Average Score




I would recommend Fresno State as a good place to work 4 10 32 68 79 193 0 4.08





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Average Score









My direct supervisor involves me in determining performance goals 20 24 52 65 32 193 0 3.34

Disagreements among employees in my work group are managed effectively 24 10 61 74 24 193 0 3.33


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Sum of Positive (A




I would recommend Fresno State as a good place to work 2.1% 5.2% 16.6% 35.2% 40.9% 100.0% 7.3% 76.2%





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Sum of Positive (A




Meetings are well planned and executed at Fresno State 3 1% 13 5% 32 1% 38 9% 12 4% 100 0% 16 6% 51 3%Meetings are well planned and executed at Fresno State 3.1% 13.5% 32.1% 38.9% 12.4% 100.0% 16.6% 51.3%Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done 3.6% 6.7% 20.7% 49.7% 19.2% 100.0% 10.4% 68.9%





My direct supervisor involves me in determining performance goals 10.4% 12.4% 26.9% 33.7% 16.6% 100.0% 22.8% 50.3%

Disagreements among employees in my work group are managed effectively 12.4% 5.2% 31.6% 38.3% 12.4% 100.0% 17.6% 50.8%


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My immediate supervisor regularly acknowledges employees for a job well done and their contributions to …








0% 20% 40% 60% 80% 100%
















% Response

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Employees in my immediate work unit consistently look for more efficient and effective ways of getting the …








0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%















y y g

% Response

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Yes 94 49.0%No 98 51.0%


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Yes 112 58.0%No 81 42.0%


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Yes 150 77.7%No 43 22.3%


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11/4/2008Page 43

Survey Results Comments Identified as

Manager or Staff

Page 44

2008 Satisfaction Survey ResultsEmployee ClimateFresno

Group Please use this space to comment on any aspect of your job that you feel is importantall of it as a service provider we keep the university running, daily.I think my overall job helps contribute to the success of the campus.

My input is valued and included in decisions related to the University as a whole.None.Providing excellent customer service to the campus community.

The police departement needs to grow to meet the needs of the campus. Ideally we would have 2 officers per 1,000 people served. With a campus population of about 25,000 people we should have somewhere in the neighborhood of 40-50 officers. We have less than half of that with only about 1/2 officer per 1,000 people in the campus community served. This does not take into account what Campus Point will bring us. There should be a sergeant supervisor working patrol 24/7, currently there are long periods of time with there is no supervisor in the field due to lack of staffing.sergeant supervisor working patrol 24/7, currently there are long periods of time with there is no supervisor in the field due to lack of staffing. When positions come available I would like to inform others off campus who might be interested rather than find out the position was specifically drafted for one individual on campus. Allow others the opportunities for advancement. We need to recognize productive employees and stop giving pay raises simply because an individual demands it.ALL OF IT. Even if there are parts of it that I like less than others.Alot of it is.As an officer it feels good to help the campus community.Assisting and giving opportunity for the personal and professional development of staff & students assistants so they feel impowered and are an asset to our institution. Helping others through complex problems with technology. Providing the best service possible. Getting feedback that we're on the right track and doing well. Communication and respect between employees.Copyright infringent on campus concerning downloading music, videos, business software and games. It would be a good idea to put a policy in place that would make it very difficult to do this. I believe taking away the ability to download unauthorized copyrighted material will benefit the entire campus without compromising the students' academic experience.Current staff is not considered for advancement into management.Customer service plays a very important part of my job. I have said time and again "if it was not for the students we would not have a job". Being understanding and compassionette to students, parents, co-workers or people in general is very important to me. Knowing your responsibilities as an employee and as an individual plays a crucial part of being who are. Very important is knowing your job, taking pride of your work and peforming it to the best of your ability. This will make you an assest to your department. I must add my supervisor takes the time to recognize our work, compliments us, as a result this encourage me/us to want to do better.Employees such as co- workers need to use less foul language/gossip when communicating to each other on their breaks or even when they are working because it just brings the Department down. Employees need to show more respect to each other.

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Group Please use this space to comment on any aspect of your job that you feel is importantEvery aspect of my job is important.For me, it would be my respect for others and evolving appreciation that the only attitude I have responsibility for is my own. Although I strive to be pleasant and share information with colleagues it is not necessarily the case that my consideration will be graciously recipricated. However since I have built positive relationships as much as possible over the years I am fortunate to be able to network when necessary to do my job well and maintian exceptional student satisfaction and thoroughly perform my job duties.Have found that even though people have been at Fresno state for years they are horrible on their paperwork and we are just supposed to be accomodating, even if it causes us extra time and headaches. Apparently the "this is just the way it is" is an acceptable viewpoint.Helping the campus community, resolving problems, project administrationI am not given the same opportunities to maintain and expand my technology skills as other employees in my department.I believe it is important to maintain open communication between work groups and for the department management to communicate issues that affect, or may affect everyone in the department. Unfortunately, both of these types of communication have only mildly improved, but not enough to make a difference.I enjoy my work and am privilege to have such a great job with benefits. The best part is the people I work with-they are the best!I feel all aspects of my job are important.I feel all aspects of my job are important.I feel it is important to encourage growth and creativity. I am happy to say that I have found this in my current position and department.I feel it is important to note that department structures need to be re-evaluated. Departments that have work areas lacking directors, or interim directors who do not meet the qualifications of the position and have inadequate staffing in an effort to pinch pennies are negatively affecting the support staff, not just in those specific work areas, but also the other work areas that have interaction with them. Administrative staff morale is lower than I have ever seen it before. Work area administrative staff that are at-will are severly underpaid when salaries and job duites are compared to staff paid through state funds, and all fresno state admin staff as a whole are underpaid compared to the rest of the state and other states who have a much lower minimum wage.i feel my job is important but other departments dont view our department as important and do not include is in changes we are to make. we are not given choices but rather just expected to do as told. We are at the bottom of the totem poll and never acknowledgedI feel that as a department we conduct many operations on a daily basis under many different circumstances. For instance where out on campus in hot, cold, and raining weather and on top that we are given a hard time by studens and staff about the things we do around campus. As a department we work long hours than any other department. I can not beggin to comperehend that we are payed less than any other department who do half stuff we do

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Group Please use this space to comment on any aspect of your job that you feel is important

I feel that many aspects of my job are important. On a daily basis, we insure that faculty,staff and students enter and exit campus quickly and safely. We protect the parking stalls for those who pay to park.I feel that my co-workers are the best they are very helpful and make work fun.I feel that my hard work and good attitude reflects well on our university

I feel that my immediate supervisor has no clue as to what I do and if I,am any good at my jod. He in fact has said this to everyone that works for him.

I have a great deal of technical expertise that is highly underutilized.I love my job and the people I work for and with. I love working here at Fresno State, but I feel people who go above and beyond in their day to day activities should be somehow financially rewarded and recognized among their peer. People who are rewarded work harder.I'm all over the chess board and wouldn't be able to list them all here. Plus if I did they would most of them are projects that I must not talk about and others are not, but all would lead back to whom I am.

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Group Please use this space to comment on any aspect of your job that you feel is importantImportant to offer fiscal and policy accountability. I provide answers and customer service to faculty and staff. I offer suggestions to help others consider ways to handle situations more efficiently and correctly. I am told that I am helpful and knowledgeable, and for most, they appreciate that I try to be nice about sometimes difficult situations. I try to represent the university in a professional, positive manner.In our area,management is invisible. When there is work to be done, direction or leadership called for, they disappear. They focus on things that have the least impact on the operation. Performance evaluations are driven by making sure the overall score is not higher than meets standards which makes them a disincentive. They are not responsive to change, innovation or the open expression of ideas. They have fostered a culture of mediocrity in which employees are afraid they will do something outside vaguely defined lines and know great work will go unappreciated or recognized, and they model the very behavior they chastise.In the past I have felt encouraged to stretch my skills and grow professionally. That level of encouragement has disappeared. No only do I no long feel encouragement to improve myself, in some areas I see opportunities be withdrawn.Insure that funds are spent appropriatelyInteracting/assisting students who wonder into the office needing information or direction to a building/office.It has been three(3) years since anyone in our department has received a performance evaluation. A year and a half ago we were told in a division wide meeting that all directors that reported to the VP would be held accountable for providing performance evaluations. This has not been the case.wide meeting that all directors that reported to the VP would be held accountable for providing performance evaluations. This has not been the case. Additionally, there appears to be no attempt to promote from within the organization. New hires are recruited to fill positions that could be filled by promoting existing staff. It is freezing in our office right now. It would be nice to work an space where you didn't have to wear your jacket, if you call about how cold it is, then the next day or so it is way to hot and then you have to use your fan. It's a dead end job. There is no way that anyone in my workgroup will ever get a step/pay increase or any kind of advancement. This creates a low morale/motivation situation.its goodMany aspects of my job are important, however I would put keeping our systems functioning at the highest levels as the top priority. Stable, consistent, high performing equipment allows our officers to work more efficiently, while providing the resources necessary for the public to access the department in an emergency, and the dispatchers to communicate with the officers responding to an emergency. Accessibility to, and a response from the Police Department cannot be compromised if we are to be an effective police department.

Meetings on this campus are held too often, too long (anything longer than an hour is a waste), with too little progress or substantive materials, decisions or communications. University leadership needs to recognize that meetings become tar pits around here. Communication is not handled in a positive way. When changes will be occurring, it is often the work area that is the last to know what is directly affecting them. Almost never are they asked of their opinions. Often when we hear something contentious, the line from the University sounds like it is a "line".

My department has a great support system. I consistently see our department working together as a team. This camaraderie has been created by the great leadership in the organization.

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Group Please use this space to comment on any aspect of your job that you feel is importantMy job is important, because I am helping students. College is all about the education "outside" the classroom. My work impacts the university. I appreciate that I have lots of opportunities to contribute to my department and the campus as a whole. Need to work on Morale issues in our group. Need to promote from within the group.No commentPromotions have not been fair.Raises within my pay range.respect,feedback from management.safety is number 1.SAFETY SHOULD BE NUMBER ONE PRIORTY FOR ALL EMPLOYEES.

supports the university's academic missionThe increase in work without the increase or maintainin of the workforce (natural attrition) is beginning to show up as stress among many of the employees. Hearing lots of comments from employees that they just cannot keep up because people leave and their positions are not filled...justemployees. Hearing lots of comments from employees that they just cannot keep up because people leave and their positions are not filled...just spread out to other employees.The most aspect of my job that I feel is important is providing quality service to the campus community and students of Fresno State.The overall working atmosphere in my group is wonderful. People are encouraged to be responsible - yet are not overmanaged or micromanaged. This fosters an atmosphere of trust and promotes a supportive work environment.There is favoritism and unfair treatment that is witnessed and allowed in the corporation that I work in. Guidelines, rules, policies and procedures are completely disregard for employees who are favored. There is absolutely no consistencies and fairness!! Employees being promoted to positions that they do not have the required minimum qualifications for. This is a wonderful place to work for and I would not work anywhere else. The people are fun loving and promote a positive atmosphere. Time allowed to attend open workshops.We are encouraged to be creative, have fun, an be positive.

We respond to the emergency needs of the campus community. Without fail we accomplish a multitude of unrecognized tasks with full integrity. We approach each opportunity to show our courage and commitment as a testiment to our professionalism. When reviewing staff positions the entire unit should be evaluated equally and fairly and looked upon for equity, tenure and performance of job duties abd no one should be singled out.

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Group Please use this space to comment on any aspect of your job that you feel is important

Wish there were more opportunities for advancement. Wish administrators would would do more to help with advancement, wage increases, etc.

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Group If there was one thing you could change/initiate in your work area to make it better, what would it be?A larger work area is needed. Also we need a breakroom rather than having to take lunch at me desk.A new buildingA new police department that is efficient for personnel (showers, restrooms, locker room, office space).Actually there is another office, the Financial Aid Office that is impacting our area. When students cannot get into the Fin Aid office, they often call our office for information. Students get frustrated. I was told when I brought this up to my manager, that the Fin Aid office is doing the best they can. Upper management needs to address this problem with the Fin Aid office.

change the budgeting process to cover all salaries under the general fundDevelopment of Standard Operating Procedures to bring operational consistency and facilitate new employe training.I know it is coming - but updating our calendaring and email client and phone system is crucial. Job Roles. I feel that job roles are not clearly defined in our department. Rather than having a clear outline of job responsibilities and tasks my co-workers and I are often told to just 'figure it out', which causes frustration. The solution is simple...outline specific job roles and expectations for employees with overlapping and/or similar responsibilites. money, staffing, are short and timelines are unrealistic.money, staffing, are short and timelines are unrealistic.None.Replace Meeting Maker with Microsoft Outlook for better colaboration between emails and calendaring.Sometimes I think desisions are made based on a political or financially need, and not always what is best for the students. Sometimes I don't think the students' best interest is always the deturmining outcome.Treating everyone with equal respect and recognition.We need a new police department facility. The current one is bulging at the seams. It is old, outdated and not adequate for our present needs let alone future needs. Officers are bunched up 2 and 3 to a locker, there is no shower facility, everything is overcrowded. We seem to have a huge gender divide. Women are not recognized, or promoted as readily. There's very little networking amongst women. Male managers do engage in a great deal of networking and the women are always left out of the mix. It feels as if we regressed to working in the 50's. Women are held to a higher standard of performance.4-ten hour days, or 7:00-3:30 hours, or even a 9/80 schedule, something other than the 8-5 M-FA new supervisor that someone or two from our workgroup could be involved in the hiring process.additioanl work space would be very helpfulAdditional staff to make workload more manageableBetter communication and more respect from our director.Better Communication between groups.Better communication from other departments and divisions that we work with.Better equity in assigning responsibilities/work. Use the management team more effectively and encourage them to do their work such as planning, assigning work, coordinating, resolving conflicts (schedule, staff, vendor, etc...), evaluating performance, encouraging staff to grow rather than dismissing their duties.Better heating & cooling system. Ventilation cleanups would be nice.

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Group If there was one thing you could change/initiate in your work area to make it better, what would it be?Better leadership and immediate and appropriate resolution to issues between employees. Providing a sense of fairness to all employees throughout all departments (showing no favoritism) is necessary.Better teamwork. There are too many people working on their own agenda and bad mouthing anyone that does not agree with them. Also we have management that does not listen to us.Changing the way people think, to strive for the ideal within thier means rather than the bare minimum.Communication between management and staff is in a state of perpetual ignorance.Communication between the department managers and the staff continues to be an issue. Keeping the staff better informed on departmental changes would go a long way in improving overall moral. Consistency among management Consolidate offices into one location for more efficiency Easier and faster way to procure material.Employee Moral.ergomonicsFaster response to staffing needs - prioritizing recruitment efforts when vacancies are anticipated.Faster response to staffing needs prioritizing recruitment efforts when vacancies are anticipated. Fire the employees that only seem to do the bare minimum, if that.Fix the temperature in the office. It would also be nice to have a raise to help with the rising cost of gas / food ect. flexible work schedules for those who want it telecommuting for half-days for those who want itForce MMPs to actualy manage their staffs instead of appointing non-MPP "supervisors". Our MPPs rarely deal with more than 2 "supervisors" while the "supervisors" handle 6 or 7 staff and are responsible for their own jobs.

Get fully funded.Getting rid of our department director as is ego driven, all talk, and have no technical background but likes to pretend does by arguing with employees and throwing around buzz words to cover up lack of technical knowledge. is also taking the department and campus in the wrong direct in a lot of ways in my opinion. I truly had high hopes for when first got onboard as talked a good game, but I soon found that talking a good game is about all is good at Have monthly meetings with employees on any issues or concerns. Give employees incitives for work performances.Having sufficient formal training and cross training. On-going assistance from other team members to meet high volume periods, and continual assistance in order to maintain processes timely and efficiently.Help find other employment for those employees in my work that hate it here.Hold individuals more accountable for their actions, i.e. repeated absences and tardiness that appear to go unaccounted for which causes others to feel that behavior is acceptable.

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Group If there was one thing you could change/initiate in your work area to make it better, what would it be?Holding people accountable for their work performance/attendance in a more effecient and effective manner. To fast track their decision to meet their responsibilities or leave. Empower supervisors with more authority. Managers can be overwhelmed Honesty from the top down.

I do wish there was a way to move up the scale in our department.I FEEL THAT SOME INDIVIDUALS GET SPECIAL PRIVILEGES - FOR EXAMPLE SOME EMPLOYEES DRESS AS IF THEY WHERE GOING OUT NIGHT CLUBING AND GET AWAY WITH THIS UNCALLED DRESS CODE FOR OUR WORK AREA!! IF ANOTHER EMPLOYEE DRESSED IN THIS MANNER THEY PROBABLY WOULD BE TOLD THAT THIS IS NOT THE PROPER WAY TO DRESS!! I FEEL THAT THIS THAN WOULD DISCRIMINATIONI feel that those who continually get work done are the ones who continually get the work. And, those that are under-achievers are not held accountable nor are they trained to work smarter, better, harder. Premiere performers should be mentors to those that are low-producers.

I find it frustrating to work with individuals who do not value their work and refuse to contribute to the needs of the department and/or university. There should be some sort of penalty for those who do not complete their required tasks, and opportunity for them to leave the university.

I really would like the Division, Department of upper management to recognize and evaluate the work ethics, accomplishemnts, performence and the years of service one has served in order to be able to receive a better monthly, yearly salary. This is clearly a recognition of ones worth and one would want to even accomplish more in the work place and for the department. It is obvious their are many individual that are over looked and are not rewarded for their work load in the department. There are times in our department that there are some indiviuals seem to be looking for work and their are other individuals that are stressed to keep up with their work load. I see this with upper management as well. I see our supervisor who is a manager who has so much responsibilities and I do not know if this individual is recognized for all the accomplishments that she has performed. I just know I appreciate her and admire her and I must say she is always their for her staff. I think working more as a "team" within the divisions.I would change how people are treated. I feel that everyone should be treated equal.

I would eliminate/change the personality my immediate supervisor currently has. is negative, bitter, very verbal in dislike for the university administration, homophobic, very verbal in hatred of non-Christian religions, and generally distrustful of anyone who is not exactly like .I would encourage the people who don't like to work hard, or don't like their job, to make an effort to find employment elsewhere. I would like to see folks held accountable for their job assignments.I would like glass partitions so that students can have more privacy when they need to see us.I would like to have better equipment. I would like positive feedback to be the main component of leadership - accountability, not blame. More effective communication.

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Group If there was one thing you could change/initiate in your work area to make it better, what would it be?I would like to initiate an information period that could be used to enlighten the the campus community on what each work area does on campus. It could be a monthly or bi-monthly time period where employees could attend a session to learn what another department does, how, why and their reward. I think that could serve to help us all join together to for the benefit of the University I would like to see my department recognize use for a job well done.Incentive Program/Promotions from within the department.It is either very cold or very warm in my work area. It is very uncomfortable to sit at your desk when it is 60 degrees in the summer and 85 degrees in the winter.It would be better if I had more training opportunities so that I was more knowledgeable and respected in the field that would to lead to job advancement. Conferences/workshops at higher levels that provide certificates of completion would assist, but I may need to go back to school. I can offer to work on assignments at quality levels, but it takes others to also offer encouragment to be a part of something larger to provide long range vision of employees. Not everyone feels that way but take advantage of those who do.Lesser work load with more reasonable turn around time. Quality often suffers as a result of having to turn work around too quickly. "Do-overs" are also too commonplace. Sometimes work is assigned and completed only to later discover the direction changed and the work product needs to be done over anyway.done over anyway.Management should provide me with performance evaluation and goals for next year - I really do not know how I am doing or what should my goals be. I also have no clue if there is something I should improve or should I assue I am doing outstanding job.Mangers, Controllers, VP's, etc that stop in the office at least once a month to say hi and ask how everyone is doing.Merit based increasesmore employeesMore light (natural sunlight).More Printers. At the present time, we have two printers we are using for our department, plus a copier/printer/scanner for large printing jobs. One of the printers is being phased out as it is an older model. The plan is for us to discontinue using it and only use the one printer plus the copier/printer/scanner. It is difficult to give good customer service when you are waiting for access to a printer for reports that you need.More private work space (both visually and audibly).more respect and more consideration towards our department and employees within my department.More solid dicipline actions against the so-called 'back stabbers'.More time for staff meetings and open communication. Things feel very rushed.More time; less stress; more willingness to abide by policy & law.MORE TRAINING!My specific work area is too crowded, but there is nothing in the planning for appropriation of funds for a new building. Instead, new facilities are being built through campus point we are not able to utilize because we owe too much on our bonds. There are several full-time professional staff in our work area who need to conduct confidential meetings with students and parents, yet we don't have the appropriate facility to provide us with individual offices or cuibcles with doors. The most important thing we remember is that we are here to serve our students and if we cannot provide this confidentiality and privacy to them, we need to fix this.New vehicles are needed.

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Group If there was one thing you could change/initiate in your work area to make it better, what would it be?No commentNo one in has had a performance review since 2005. There are even a few people in the department who have been employed by the University in the last 3 years who have never received performance expectations or performance reviews. With unclear expectations and goals, the drive to be the best one can be and do the best job is diminished. I believe that the best thing that could happen to the department would be to get someone in who really wants (and knows how) to inspire, organize, encourage and support the people in the department. There is so much that these people could accomplish if just support from management was available.

PHONE SYSTEM/LINES NEED A DRASTIC IMPROVEMENT. CAN

YOU HEAR ME NOW!!!Nothing at this time.Nothing, I enjoy all aspects of my job. Ongoing training for all levels, not just supervisors.payPay for performance. I get paid the same as others in my classification regardless of the superior work that I do. There is no incentive to go abovePay for performance. I get paid the same as others in my classification regardless of the superior work that I do. There is no incentive to go above and beyond.Promotions, Career paths, opportunities for career development and position advancement Propoer tools to get the job done.Provide opportunities for "everyone" to improve their job skills. Also, provide opportunities for growth within, and outside of the dept. Provide updated equipment that other agencies have access to. With this equipment, our ability to do our job successfully would improve tremendouslySalary increase, advancement opportunities, administration accountability, performance evaluations for administrators, with employee input.

Settle problems as they come up, don't let them fester.short of changing department director, I can not think of another change that could potentially intiate a positive change in the overal morale and 'climate' in my department.sometimes do not feel part of the university, isolated off-campus.STOP all of the consistant gossiping, whispering, and immature "high-school" behaviors in the office.

That the supervisors show by example and expect from their employees a higher level of professionalism. I feel it's inappropriate for a manager to discuss their issues with an employee with other employees. Problems between employees are not directly dealt with, but avoided. There is no teambuilding to instill respect amongst employees, especially if managers are making negative or inappropriate comments about employees within the department in front of others.

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Group If there was one thing you could change/initiate in your work area to make it better, what would it be?The leadership group in my area. I also would like to see an organized approach to identifying and developing talent within the administrative services area so people could see the opportunity to move across division lines and advance their careers. There are some very talented people who currently find themselves buried in positions that do not make the best use of their skills and experiences.

To renovate our cubicles and make it work friendly, rather than lined up like jail cells. Better lighting in our building. We need more computer support and the right tools to do our job!We would all have tazers and M4 rifles.

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Group What are 2-3 things you like most about your department1) A great group of people who genuinely care for each other. 2) The opportunity to serve other departments and truly make a difference 3) the fact that we are constantly looking for ways to improve service and business operations.1) We work as a team and feel like a family 2) Everyone does what it takes to get the job doneGreat people are our number one asset.Gret people that I work with and for.I like the work, the pace of work and the things I see that we are accomplishing.Leadership & investment in continuing educationMy boss and her support and wisdom. Everyone seems to work hard to get the job done. We all get along and do our jobs well - makes my job enjoyable.My co-workers and my immediate supervisor.My co-workers,The responsibility, People enjoy working here, which makes it a nice place to come to work every day. People Laughter Assisting othersThe commitment obseerved despite the lack of space and accomodations.The commitment obseerved despite the lack of space and accomodations. The majority of the individuals are great to work with and care about one another--like a family. The various ethnic groups and genders that work together. The stability.The majority of the people who work here are highly committed and work well together. The people are the best things about the department, they really do pull together to get the daily things done that need to be done. When any of the hundreds of special events take place on campus we pull together to make the event a success as best we can regarding police/traffic and parking issues.The people I work with The challenge of the projectsWe are allowed to work independently for the most part. The staff takes a real interest in helping students and our staff for the most part works very hard. Fresno State is a very good place to work. "the worker bees"?1)We have a working lunch and we can take our lunch at anytime. 2)We have different shifts. 3)The department is fexible in the since that we can take vacation or sickleave and not cause any problems to departments goals or daily operations.1. A good group of people to work with. Every one is dedicated to doing their best work. 2. Newly instituted department meetings that are regularly scheduled1. Ability to work without micro-management. My manager trusts my judgement and supports my decisions. I especially appreciate the sensitivity and support demonstrated by my manager on the rare occassions when my actions (or lack of action) resulted in the need to take corrective action. 2. My coworkers. What a blessing to work with people who genuinely care about one another. 1. challenging. 2. knowledge level of the staff is good. 1. It is a major player in the function of the University 2. There's clear direction on what projects are being prioritized 1. My co-workers

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Group What are 2-3 things you like most about your department

1. The variety of people (race,creed,color) 2. The varied experience of my work group 3. Opportunity to share experiences with others in department1. This work group has a great practice of organization and if it is kept up the work is very efficient. Making the work less stressful. 2. When there is a problem with co-workers I am encouraged to work through it rather then just letting it go and then becoming a larger problem later. This is not my in my comfort zone if the other person is not receptive yet my supervisors will help us work through it. 3. The expectations of the job are very clear and this causes less confusion which then helps with a positive environment. 1. We are not shy about spending money on equipment. 2. I like my job and the freedom i have to perform its duties.1.Professional 2.Hard working 3.Integrity1-Everyone is friendly 2-Challenge 3-Consistent1-Some of the people. 2-Stability.1st Our job is to service the student. 3rd We work independently and make decisions on different situations for different circumstances.Camaraderie Can't think of anything at this time.Can t think of anything at this time.

Working well between the different areas in our department Flexible work scheduleColleaguesColoration with colleagues. We are lucky to have a talented staff with a broad range of knowledge. Our department is also good at making sure that what we are doing meets the needs of the University. compassionate boss mission to help students Comraderie that exists between the whole department. Our management team is terrific. Always there to listen or advise. Friendly. Our output and how much it adds to the value of our community.Cooperative working relationship with co-workers High attention to equipment and technological needs Co-workers Co-workers and managementCo-workers are the best. The get togethers we have for special occasions! co-workers helping people co-workers team work campus atmosphereco-workers, type of job I doCross-trainingDespite work pressure, a sense of humor is valued - as are individuals. Most people here are self starters, too - dedicated without needing too much direction or micro-management.Dynamic services Opportunity to learn about technical issues Everyone is friendly (even if, for some, it's only superficial). There are many people that really care about both their job and other people.everyone seems to appreciate all that I do.Flexibile work hours

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Group What are 2-3 things you like most about your departmentFlexible scheduleFriendly people, work schedule.Good communications. TeamworkHow we serve the university in an important role. The work can be interesting, but sometimes intensely busy. My fellow-employees are easy to work with and we give more than 100% as an office team to our department. I appreciate how much we accomplish with very, very little (and continually diminishing) resourcesI can't think of one much less 2 or 3I cherish my coworkers and in particular our students who keep us all young. I treasure our students and others who come to us for assistance. And I appreciate every day the ongoing opportunities I am blessed with, to be a member of the campus community and thereby provide value to our community at large. I don't particularly like my dept right now. Some people are allowed to loaf about and produce little or nothing and being productive just results in someone elses work being dumped on you because they won't do it.I enjoy the campus community and all that it has to offer I appreciate the support by the upper administration I value the friendships that have been built through my workbuilt through my work I enjoy working with most of the people in my department. I like the ongoing challenges we face, because there is never a dull moment. I enjoy working with people as a team, to take on a new challenge, find a solution, implement the solution, then evaluate our work and find ways to improve it. When we do these things as a team, we generally do a good job.I have a supervisor that is approachable. The employees have a sense of family, which is nice.I HAVE AN OFFICE. I HAVE A TELEPHONE. I HAVE A COMPUTER. I like that we are a customer oriented department and we enjoy helping people. I enjoy being cross-trained in order for us to assist other areas in our department. Our department is like a family, we all care about one another and try to be their for each other. I like that we are able to pay employees in a timely manner given the horrendous deadlines we must work with. I like that employees on campus appreciate what we are able to do for them on short notice. I like the fact that everyone in our department work very hard. Vary fast paced office.I like the feel that I can go talk with my Manager and or Director openly, in regards to work related issues. I like the relationships I see among the people in my officeI like, the hard work and dedication a large part of the people are willing to put in even under the worst of cases. I like, meeting new people and building working, and friendly relationships with them. I like, having the opportunity that I have working with new technologies and getting as much self teaching out of it as I can. I love working with and helping the students. That is my absolute favorite thing about working at the university. I love the buzz of the campus when semester is in session. Students are the reason we are here, and are the customer.

I also love the people I work with and I couldnt ask for a better manager.I love working with my co-workers. They are a fun group of people and makes work a joy to come to each day.Its like a family. I like and respect almost everyone.Leadership and mentoring my supervisors provide, the learning opportunities afforded to me and support we provide the campus.

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Group What are 2-3 things you like most about your departmentLocation Location and work group.My co-workers. My superiors care.My direct supervisor believes in me and encouranges me to grow professionally. My fellow co-workers.My manager and the work environment.My manager does an exceptional job managing our department. is very efficient and treats all of the people manages with equal respect. is a great communicator and ellicts the opinions of others. definatly provides a teamwork environment that makes my job very enjoyable.MY SUPERVISORS, MY CO-WORKERS, DEALING WITH THE PUBLIC AND MY PLACE OF EMPLOYMENTMy work group and the people in the front officeNeutralNew offices. More inter-department interaction.No good words to say about the department.No good words to say about the department.Not much is expected from the employees. You are pretty much left to do your own thing.Our director Our staff truly cares about the campus. We give our best constantly. No one generally second guesses our informed decision making.peopel I work with.PEOPLE People are friendly, it's always busy with new and different challenges, it is a very diverse environmentSharing of knowledge New management New direction - more positive image on campussmall size and collegiality among coworkersSome flexibility in the work schedule in order to attend to family needs (appointments, etc). The ability to work independently in order to complete the necessary assignments of each day. Support from immedidate supervisor. The comerade of team members. Have enjoyed assisting population the unit assists and enjoy the job duties that supports the unit.Teamwork - EVERYONE shares the load. Flexability - Previous employeers that I have had have been impossibly strict about time off. Time off requests, with past employers, were often required months in advance and frequently denied. This make me deeply appreciate my department. I work HERE because I love it here, I WORK only because I must. One day this may change to working here because I love it here. If my dreams of retiring from this job work out then towards the end this will likely be the case. Trust - I trust everyone in my department as moral individuals. They are ALL wonderful people.the brotherhood. the impact it makes on the university. our department makes a differenceThe challenge. The feeling of providing value by helping others.The Director is fantastic. The ability to make meaningful changes in many areas when we, as a team, believe they are necessary.The only thing I like about my department is my individual work group.

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Group What are 2-3 things you like most about your departmentThe people Good work environmentThe people - we are like family. There's always something to do - I'm never bored. There's always opportunity for overtime.The people I work with are awesome!The people that I work with and the customers we serve.The people who work in my department for the most part are very dedicated and try to do a good job, sometimes despite management.The people with whom I work are intelligent and hard working. They also have a sense of humor.The people work really hard and care about their jobs. We are all very friendly to each other and have a very good sense of community.

The strong support from supervisors, and the opportunities to grow.

The teamwork Our determination to see projects completed efficiently and with high quality The commraderie and true sense of "family"/belongingThe teamwork. I know I can count on others. The customer service attitude. Our customers leave happy and informed. The type of work I do.The type of work I do.The work that I do. The friendly people in the department. The appreciation I receive for the work I do.

There are several intelligent and motivated people whom I enjoy working with. I like the casual atmosphere.

We (in my group) are mostly allowed to work independently, but have the team to rely on if we need help. Supervisor seems to care about my needs. We are constantly learning new things. We are getting better. The director is fair.we are going to become a team (hopefully) we are a small but efficient group of peopleWe are on the low end of the pay scale and should be in line with the state employeesWe directly affect the experience of the students here on campus.work 4/10.

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Group Are there other services you would like to see on campus to make your work day more efficient?1. Staff parking reserved only for staff. 2. Excepting credit cards at on-campus food venues.I would like to see more professional development opportunities be readily available.I would like to see the university implement an employee recognition plan that involves monetary and non-monetary options for supervisors and MPPs. At other institutions where I have served, managers had the authority to grant "on-the-spot" monetary awards ($50- $450) or authorize 1-3 hours of administrative leave at rewards to their best performers or in recognition of a particular achievement. Other non-monetary awards might include reserved front row parking a month, complementary tickets to a football or basketball event, or specially designed Fresno State apparel. For years I have funded recognition awards and morale boosting activities out of pocket. I firmly believe it has had a profound impact on morale and commraderie within the department. It would be really helpful to have at least a general timetable for the Dog Run. As it is, there is no way to know if it will be useful to get around campus when you need it. It would also allow employees to use the more remote parking lots.None.Possibly more availability of IT resources so projects can be completed on time and support provided to solve IT problems timely, management increased interest in really meeting the studnets' needs, not just helping those students who are the "squeky wheel." I really think the culture and atmosphere in could be improved by upper management. Possibly need more involvement by management in day to dayatmosphere in could be improved by upper management. Possibly need more involvement by management in day to day solutions and in making department more efficient in its operations.While having alternative transportation programs in place is important Fresno will continue to be a place where people drive their cars. Parking structures should be built with adequate ingress/egress to/from the structure to keep traffic moving and handle large events such as football games, Save Mart Center events, other large campus events. Would absolutely love a 4x10 workweek as an option.?a 4-10s work schedule should be used year round. If people had the extra day off, they would be more productive day to day.A better accessed transportation system. Better traffic flow through campus.A better communication on job discriptions and job security guarantee.A bigger and more efficient food court, not everyone has the luxury/privilige of eating off campus. I've been here 10 years, and aside from the restaurants changing, the food court has not grown an inch. A lot of time is spent traveling to and from meetings since our office has been moved across Shaw. Transportation services would save time.A phone service that would be an efficient mechanism for the large amount of communication for this size of campus. Now most calls can't be heard, the voice mail system is antiquated.Better lunch facilities and variety of new eating places for lunch.Better transportation options from my office to campus facilities. Campus-wide instant messaging service, grouped by division/department/college. A more private workstation. Regular feedback on the results of the work that our work group completes.Computers in our patrol vehicles.Consistencies, fair treatment for all staff, and following their own rules!! continue to educate the university community of public safety

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Group Are there other services you would like to see on campus to make your work day more efficient?COOPERATION FROM DEPARTMENTSDay care or programs for children at a reasonable price would be helpful. Its hard for full-time working parents to find something accomodating during the summer hours.Department closed at lunch.Dry cleaning would be great! Vending machine movie rentals like what's in a grocery store. During summer months, we are stuck in the office because of the half-hour lunch schedule. Is it possible to have a lunch vendor in the Joyal atrium? Is there food delivery service on campus?EASY ACCESS ON/OFF CAMPUS BETTER PHONE SYSTEM. Healthy, convenient food choicesI belive all departments (academic and administrative) should take advantage of the building permit system we have in place in order better track of the needs and desires of the campus.

I think the new absence reporting will be nice. I just hope their is a "view" for supervisors to assist managers in spotting trends and problems.I wish there were food kiosks for staff/faculty only. Sometimes it takes 45 minutes to stand in line with the students to get lunch.I wish there were food kiosks for staff/faculty only. Sometimes it takes 45 minutes to stand in line with the students to get lunch. I would say that the campus as a whole does great job in this area! I'm stuck thinking about what I would use on a daily basis and that's other services like lunch delivery, dry cleaning, shoe repairs, grocery delivery.... personal errand assistance. Access to profiessional development courses through Extended Ed that would actually be useful It would be helpful if there were more choices for lunch, which would eliminate me leaving campus as often during the day.It would be nice if the lines for food wasn't so long. There are times you spend 1/2 of your lunch break just waiting in line. Just the ability to participate without management concerns.More 15 to 30 minute parking stalls for hand carried deliveries.More choices for lunch and the ability to get lunch in a reasonable amount of time. The pit has become so congested at lunch time that I prefer to drive off-campus for food.N/ANew services, no. Improvement of certain services... Perhaps, there is always room for improvement.NoNoNoNo but thank you for asking.none at this timenone that I can think of.none that I can think of.None.Not on campus and so feel disconnected at times.Not really -

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Group Are there other services you would like to see on campus to make your work day more efficient?Not really.Not sure.Not that I can think of.Nothing comes to mind. On campus transportation. We work off campus and we have to walk or drive to the campus to make meetings. Would be nice if we had the shuttle I don't mind the walk, but it takes 15-20 minutes, which means we loose almost an hour in travel time.One day parking permits to staff that do not work on campus very regularly. It costs to attend a meeting or an event or to drop something off. Even to have lunch on campus with someone would cost to park, even though it isn't often enough to warrant paying for the fee monthly. Even a few passes each semester to use. Having fun events for staff keeps motivation and moral high. relaxation seminars given through yoga sessions - they were awesome!(wellness at work)Some lunch delivery options - box lunch types of things that could be called in and delivered to our offices. Sandwich box with chips and a drink, yogurt, fruit cups, nothing too elaborate...maybe not even anything other than cold stuff, for example. Just a convenience - not a requirement, but sometimes running out for a quick lunch still takes longer than one might like.sometimes running out for a quick lunch still takes longer than one might like.STRESS MANAGEMENT! ASAP!The survey should have provided a comment section for each question or page of questions to clarify the answers. To be able to continue to have all the resources to efficiently manage the day to day operation and to resolve situations timely and effectively.We are not on campus, a little hard to get to some things for us.Would be so wonderful to have an employee break room or lounge where we can eat lunch or just sit and read during our break. Also, would be great to be able to get food closer to the Joyal Building. Was really nice when we had the "food cart" in the atrium for a while.

Yes there are other services that the University can improve on campus. For example it can start by doing something at Barstow were students cross to get on campus. By doing so it allows for students and vehicles to cross safely with out having to dodge vehicles or students. It would benefit everyone driving or walking on Barstow. Am surprised nothing has been done to fix the problem since student, staff and faculty safety is a priority. One other thing is having all the food services in one location. Spreading food services would be a great benefit.

Yes, but my mind is so full of new services and ideas that no one wants to hear or even implement that it would take much more than just this survey to convey them. I have been pushing for many of them in our department for years and none of them have hit on a campus wide level as I feel that I have been brick walled because of the job title I hold and the totem pole system that takes place on this campus. And/or my ideas have just been flat out stolen and credit taken by another group or person. No one really listens and/are to scare to make big changes that in this day and age need to be make. When I have my supervisor putting his fingers in his ears and running back to his office singing "la la la la" because I'm warning him of changes that are taking pace now and we needed to start being prepared for them a year ago and there is now way around it... to me this is a bad sign. (This is just one example of many). So now, I try to say nothing because we are not forward thinking at all and are just now implementing services and solutions that I was already working with in the private sector

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Group Are there other services you would like to see on campus to make your work day more efficient?

You know there is always room for improvement. 1. The CSUF phone directory hard-copy, maybe their could be a picture next to the name of the individual. This would really be helpful. The individual can place a face to the name. Or maybe a hard copy of photo directory with names of the employees of CSUF, Foundation, Auxiliary, Bookstore, Housing etc. 2. In our department it is manatory to answer the phone calls as they come in. There are to many departments on campus that are not customer oriented and do not want to take the time to assist phone calls,thus having there phone recording on. I believe this is very rude and unprofessional. The students complain to us that various departments have put them on hold for 10 to 20 minutes. This happens especially during deadlines. As for our department we receive compliments from students and parents. They thank us for being pleasant and helpful to them. Maybe a work shop informing all the departments the need and the importance of customer service.

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Comparison of Department Average Scores by Question

Note: The following charts are plots of the average scores for each department by question. The scale for the average values ranges from 2.0 to 5.0. The averages are based on the following values. Value Response 1 Strongly Disagree 2 Disagree 3 Neutral 4 Agree 5 Strongly Agree

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CSU Fresno - 2008 Employee Climate Survey

2.0

2.5

3.0

3.5

4.0

4.5

5.0

Aux Svcs Camp Info Sys Facil Mgt Fin Svcs HR Info Tech Svcs Offc VP Admin Pub Safety Risk Mgt & Sustain

Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

1: I know how my job directly supports the division's goals

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

2: I have guidelines to assist me in making decisions that affect my work

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

3: My direct supervisor is accessible to me

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

4: In my work unit, we routinely talk about the quality of our work and the needs of those who we do business with

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

5: I take pride in my work

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

6: There is a direct connection between the work I do and the success of the university

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

7: I receive constructive feedback from my supervisor about the quality of my work

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

8: I would recommend Fresno State as a good place to work

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

9: I would recommend The California State University as a good place to work

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

10: My department is one of the best places to work

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

11: My division is one of the best places to work

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

12: I feel like my ideas and opinions are listened to by my supervisor

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

13: Employees in my work group respect each others' differences

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

14: My supervisor, or someone at work, seem to care about me as a person

Page 73


2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

15: I see career growth and advancement opportunities for myself at Fresno State

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

16: I am encouraged to be creative to resolve problems or accomplish assignments

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

17: My work group is receptive to my suggestions for improving our work

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

18: Employees in my work group resolve conflicts directly with each other

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

19: Teamwork is encouraged in my department

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

20: My opinions are valued in my work group

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

21: There is cooperation between the work groups in my department

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

22: There is cooperation between departments in the division

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

23: I have access to sufficient information to do my job well

2.0

2.5

3.0

3.5

4.0

4.5

5.0

Aux Svcs Camp Info Sys Facil Mgt Fin Svcs HR Info Tech Svcs Offc VP Admin Pub Safety Risk Mgt & SustainA

vg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

24: The tools, resources and equipment (including computer equipment I need to get my work done are readily available

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

25: My department has provided me with opportunities to broaden my skills and knowledge

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

26: I am empowered to make decisions that help me provide better

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

27: Employees in my immediate work unit are highly motivated to contribute to the success of the university

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

28: Meetings are well planned and executed at Fresno State

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


vg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

29: Employees in my immediate work unit consistently look for more efficient and effective ways of getting the job done

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

30: I handle the resources of the university as if they were my own

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

31: I generally feel informed about changes that affect me

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

31: I generally feel informed about changes that affect me

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

32: An explanation is provided to me for short deadlines

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

33: My supervisor fairly evaluates my performance

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

34: I trust the employees in my work group

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

35: I am satisfied with the leadership in my department

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

36: My work contributes to the division's mission and vision

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

37: The mission and vision of the division make me feel that my job is important

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

38: I have someone at work who encourages my professional development

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

39: The Division clearly communicates its goals and strategies to me

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

40: Employees in my immediate work unit consistently put in extra effort beyond what is expected

2.0

2.5

3.0

3.5

4.0

4.5

5.0


vg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

41: My immediate supervisor regularly acknowledges employees for a job well done and their contributions to the department

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

42: My direct supervisor involves me in determining performance goals

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

43: Disagreements among employees in my work group are managed effectively

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2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

44: I receive recognition for my good work

2.0

2.5

3.0

3.5

4.0

4.5

5.0


Avg Score (1

=SD, 2=D

, 3=N

, 4=A

, 5=SA)

45: I feel my safety on campus is a priority

Page 89

Survey Form

Page 90

Welcome to the Administrative Services employee climate survey. Your open feedback and honest responses will help me evaluate the work environment within Administrative Services. I need your help and perspective about Fresno State. This survey process should take approximately ten minutes to complete. The survey and its results will remain anonymous and no individual employee can be identified. Once the survey results are compiled, a summary will be distributed to all Administrative Services employees so that each area has an opportunity to review the results. The office(s) with highest percentage respondents will win a lunch for their entire office. I am very excited about the survey process and eager to see the results as it will give us an excellent opportunity to clearly identify areas of success and areas needing attention. Thank you for you time and valuable input that will help continue Powering the New California. Cynthia Teniente-Matson Vice President for Administration

Begin Survey

Page 1 of 1Welcome page

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1. I know how my job directly supports the division's goals. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. I have guidelines to assist me in making decisions that affect my work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 3. My direct supervisor is accessible to me. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 4. In my work group, we routinely talk about the quality of our work and the needs of those who we do business with. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 5. I take pride in my work. Strongly Agree

Agree

Neutral

Our Shared Value: Accountability We take personal responsibility in the delivery of our services

Division is the Division of Administrative Services. Department is your immediate organization such as Auxiliary Services, Financial Management or Information Technology Services. Work group is a part of your Department such as Accounting Services, Plant Operations or Traffic Operations.

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Page 1 of 2Accountability

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Disagree

Strongly Disagree 6. There is a direct connection between the work I do and the success of the university. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 7. I receive constructive feedback from my supervisor about the quality of my work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

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Page 2 of 2Accountability

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1. I would recommend Fresno State as a good place to work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. I would recommend The California State University as a good place to work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 3. My department is one of the best places to work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 4. My division is one of the best places to work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 5. I feel like my ideas and opinions are listened to by my supervisor. Strongly Agree

Agree

Neutral

Our Shared Value: Create a Positive Workplace We are collegial and encourage an enjoyable workplace that fosters open and regular communication


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Page 1 of 2Create a positive workplace

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Disagree

Strongly Disagree 6. Employees in my work group respect each others' differences. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 7. My supervisor, or someone at work, seems to care about me as a person. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 8. I see career growth and advancement opportunities for myself at Fresno State. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

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Page 2 of 2Create a positive workplace

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1. I am encouraged to be creative to resolve problems or accomplish assignments. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. My work group is receptive to my suggestions for improving our work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 3. Employees in my work group resolve conflicts directly with each other. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 4. Teamwork is encouraged in my department. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 5. My opinions are valued in my work group. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


Our Shared Value: Creative teamwork Together we find innovative ways to make it work

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Page 1 of 2Creative Teamwork

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6. There is cooperation between the work groups in my department. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 7. There is cooperation between departments in the division. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

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Page 2 of 2Creative Teamwork

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1. I have access to sufficient information to do my job well. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. The tools, resources and equipment (including computer equipment) I need to get my work done are readily available. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 3. My department has provided me with opportunities to broaden my skills and knowledge. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 4. I am empowered to make decisions that help me provide better service. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 5. Employees in my immediate work group are highly motivated to contribute to the success of the university. Strongly Agree

Agree

Neutral


Our Shared Value: Efficient, Timely Service We respond quickly and reliably to meet the needs of others

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Page 1 of 2Efficient, Timely Service

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Disagree

Strongly Disagree 6. Meetings are well planned and executed at Fresno State. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

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Page 2 of 2Efficient, Timely Service

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1. Employees in my work group consistently look for more efficient and effective ways of getting the job done. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. I handle the resources of the university as if they were my own. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

1. I generally feel informed about changes that affect me. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. An explanation is provided to me for short deadlines. Strongly Agree

Agree

Neutral


Our Shared Value: Fiscal Responsibility We manage our financial resources wisely to meet the goals of the university

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Our Shared Values: Honesty, Integrity & Ethical Behavior We act with honesty and integrity in all our actions

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Page 1 of 2Fiscal Responsiblity; Honesty, Integrity & Ethical Behaviour

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Disagree

Strongly Disagree 3. My supervisor fairly evaluates my performance. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 4. I trust the employees in my work group. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

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Page 2 of 2Fiscal Responsiblity; Honesty, Integrity & Ethical Behaviour

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1. I am satisfied with the leadership in my department. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 2. My work contributes to the division's mission and vision. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 3. The mission and vision of the division make me feel that my job is important. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 4. I have someone at work who encourages my professional development. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 5. The division clearly communicates its goals and strategies to me. Strongly Agree

Agree

Neutral

Disagree


Our Shared Value: Leadership & Motivation We encourage success and lead by example

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Page 1 of 2Leadership & Motivation

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Strongly Disagree 6. Employees in my work group consistently put in extra effort beyond what is expected. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 7. My immediate supervisor regularly acknowledges employees for a job well done and their contributions to the department. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 8. My direct supervisor involves me in determining performance goals. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 9. Disagreements among employees in my work group are managed effectively. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree 10. I receive recognition for my good work. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

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Page 2 of 2Leadership & Motivation

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Have you participated in any of our Wellness@Work programs? Yes

No As expanded programs become available, are you interested in participating in alternative transportation (bus, carpool, biking) programs? Yes

No I feel my safety on campus is a priority. Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree I would be interested in working four 10-hour workdays during the summer. Yes

No

Strategic Initiatives

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Page 1 of 1Strategic Initiatives

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Please use this space to comment on any aspect of your job that you feel is important.

If there was one thing you could change/initiate in your work area to make it better, what would i

What are 2-3 things you like most about your department?

Are there other services you would like to see on campus to make your work day more efficient?

Free Response

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Page 1 of 1Free response

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Please select your department

Please select whether you are a manager or staff.

Demographics

Back Submit

Page 1 of 1Demographics

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Thank you for taking this survey, we appreciate your feedback. You may

close this window.

http://www.csufresno.edu/adminserv

Page 1 of 1THANK YOU

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