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HomeMy WebLinkAbout05-11-1999 Employee Opinion Survey EMPLOYEE OPINION SURVEY City of Ocoee INAS Cody er Associates, Inc. MANAGEM ENT CONSULTANTS 305 Jack Drive, Cocoa Beach, FL 32931 (407) 783-3720 FAX (407) 7834353 Cody - cv/isoci.atE2,f/nc. MANAGEMENT CONSULTANTS 305 jack Drive Cocoa Beach, FL 32931 (407)783-3720 a April 29, 1999 Mayor and City Commissioners City of Ocoee 150 North Lakeshore Drive Ocoee, Florida 34761-2258 Honorable Mayor and Commissioners: We have completed our assignment and are submitting the final report of the Employee Opinion Survey conducted of the employees in the service of the City. This report has been prepared as an accounting of our assignment and to record our approach. The recommendations and comments in the report reflect our objective appraisal based on analysis and discussion to the extent possible within the scope of the assignment. We appreciate this opportunity to be of service to you and express our thanks for the _ cooperation and courtesy which was extended to us by all of your employees during the Study. Respectfully submitted, 47Fe N. E. Pellegrino Senior Partner EMPLOYEE OPINION SURVEY City of Ocoee Table of Contents SECTION PAGE LETTER OF TRANSMITTAL INTRODUCTION 1 1 STUDY ASSIGNMENT AND OBJECTIVES 2 11 INSTRUMENT DESIGN PHASE 4 A. Objective 4 B. Development 4 III SURVEY PROCESS AND PROCEDURE 10 IV SURVEY FINDINGS 11 A. Findings by Attitudinal Areas I I B. Overall Statement of Satisfaction 15 C. Recap of the Discussion Questions 16 D. Survey Results by Individual Item 19 V ANALYSIS AND COMMENTS 30 INTRODUCTION This report on the Employee's Opinions and Attitudes contains details of all elements of the Study. In preparing this report, Cody&Associates, Inc. has used Its best efforts and has taken reasonable care. Cody&Associates, Inc cannot guarantee that any particular result will follow from any action taken on the basis of this Report. The opinions expressed in this Report have significance only within the context of the entire Report. No parts of this report should be used or relied upon outside of that context. This Survey is not an end in itself, but one element in developing a healthy and sound environment in which employees can do their jobs. The development of a good working environment requires continuous work and attention over the years. Today's environment demands that all organizations continually improve their performance, efficiency and productivity. These demands cannot, and should not, be met by management and the elected officials alone. Understanding the organization from the unique perspective of the employees will do a great deal to further the organization's overall objectives of improvement and excellence. The quality improvement processes in use today suggest that the employees be regularly surveyed and their performance be regularly evaluated. Cody CAssociates,Inc. 7- I STUDY ASSIGNMENT AND OBJECTIVES The City Commission retained the services of Cody & Associates, Inc. to conduct a Confidential Employee Opinion Survey of all of the City's employees. In our approach to this Survey, we were concerned with the following basic objectives I . Understanding the organization from the unique perspective of the employees; 2. Further the organization's overall objectives of improvement and excellence; 3. Gather critical information as objectively as possible; 4. Determine the employees' opinions and attitudes about the organization; S. Help determine what changes can be made to improve how the employees feel; and, 6. Determine how the employees should be involved In the improvement process. Cody d A'ssociates,Inc. -2- To achieve these objectives, we divided the assignment into three (3) major segments: A. Development of the Survey Instrument; B. Surveys of Employees; and, C. Data Analysis and Report Preparation. Cody &Associates,Inc. 3- - II INSTRUMENT DESIGN PHASE A. OBJECTIVE The objective of this phase of the Survey was to develop an effective survey Instrument with measurable objective Information regarding the attitudes, opinions, feelings and perceptions of the City employees on various aspects of the working environment, City management practices, benefits, etc. B. DEVELOPMENT The Consultant developed a comprehensive survey instrument designed to meet the needs of the organization. Survey questions were designed and customized for the City. 1. The individual survey statements, or questions, were grouped by a statistical process called Factor Analysis. Each question was grouped Into various categories called attitudinal areas. Each statement's aggregate response was compared with every other statement's aggregate response and a correlation was statistically computed. This process determines whether or not the employees were thinking consistently about certain Items and relating them to each other as they completed the survey questionnaire. Cady OAssociates,Inc. The nineteen (19) attitudinal areas surveyed were as follows: a. Job Satisfaction How employees feel the work they do is challenging and satisfying to them as individuals. b. Job Mobility How employees feel about their opportunity to transfer from one job to another or advance Into a higher-paying job. c. Administration (Department Heads/City Manager) _ How employees Feel about the job top management (Department Heads/City Manager] does in running the organization and their Interest in the organization's employees. d. Department Head How employees feel about the job their department head does in running their department and its operations. Cody cr Associates,Inc.. . 5- _ e. Supervision How employees feel about their immediate supervisor's effectiveness, leadership and management skills. This area is considered as the most important attitude area, since attitudes about supervision are the best predictors of other areas such as pay, benefits, and employee views toward management. f. Communications How employees feel about the organization's communications among departments and among shifts. g. Personnel Policies How employees feel about the way personnel policies are administered and about how fairly and consistently these policies are applied. h. Job Security How secure employees feel about their jobs within the organization. i. Salary How employees feel about their salary, salary Increases, and how they view their salary compared to other jobs in the organization and similar jobs in the community. Cody 0Associates,Inc. -6- j. Benefits How employees feel about the organization's overall benefit program, each individual benefit, and the annual amount paid for benefits. a k. Physical Work Conditions _ How employees feel about the organization's equipment, appearance of work areas, and the heating/air conditioning. /. Peer Work Relationships How employees feel they communicate, work together, and are cooperative and friendly toward each another. m. Job Demands How employees feel about the workload, work pace, amount of work expected, and time between heavy workloads. n. Resource Utilization How employees feel about the way they are utilized and how much value is placed on productivity. Cody [YAssociates,Inc. 7- a Participation • How employees feel about the input they have in matters that affect their lobs, both in organization decisions and department decisions. p. Evaluations How employees feel about the effectiveness of their evaluations and how accurately the system measures their performance. q. Productivity The employees' perception of the organization's emphasis on productivity, the system used to measure productivity, and their understanding of its performance. r. Quality Improvement How employees perceive the quality improvement process and their understanding of their role in quality initiatives. s. Shared Governance/Participation The feelings of employees regarding the input they have in decision making and the type of Input system they prefer. Cody O'As satiates,Inc. 2. A summary question was developed to determine the overall employees' satisfaction in working for the City. 3. The Consultant also included four (4) discussion questions. These questions were as follows: a. List the things you do not like about working for the City; b. List the things you like most about working for the City; c. What would you like to see done to make this City a better place to work? ; and, d. List any employee benefit, personnel policy or work rule you would like to know more about. 4. The rating [scoring] process included the following response alternatives: Strongly Agree - 1 Moderately Agree - 2 Slightly Agree - 3 Slightly Disagree - 4 Moderately Disagree - 5 Strongly Disagree - 6 Cody &Associates,Inc. - III SURVEY PROCESS AND PROCEDURE Every full and part time employee of the City was given an opportunity to provide their Input + through the Employee Attitude Survey Questionnaire. Four days, covering all shifts and hours, were scheduled for this purpose. This also Included a "make-up" day for employees who were not available at any of the scheduled times. The meetings were held in the Council Chambers where the employees were given the necessary instructions and where the survey was completed at that time. The employees were instructed not to Identify themselves or their departments since confidentiality was of utmost Importance. The entire process was conducted and controlled by Cody&Associates, Inc The completed Employee Surveys were collected and retained by Cody&Associates, Inc. At no time were the completed survey forms reviewed by anyone else other than the Consultants' staff in the Consultant's offices. Of the 266 full and part time employees of the City, eighty-three percent [83%] completed the survey. This is considered an excellent response and constitutes a valid statistical sample. Cody drAssociates,Inc. .. . -10- IV SURVEY FINDINGS The overall survey findings have been divided Into three major groups: ♦ Findings by Attitudinal Area; • Overall Statement of Satisfaction; and, • Recap of the Discussion Questions. Cody [YRssociates,Inc. -11- I 1 1 i I I I I I i I 1 1 I i i I i I A. FINDINGS BYATTITUDINAL AREAS Average 1 2 3 4 5 6 Score Strongly Moderately Slightly Slightly Moderately Strongly Agree Agree Agree Disagree Disagree Disagree A. JOB SATISFACTION (I-6] 1.94 50% 27% 12% 5% 3% 3% How employees feel the work they do is challenging and satisfying to them as individuals. B. JOB MOBILITY[7-8) 2.89 21% 25% 25% 12% 8% 9% How employees feel about their opportunity to transfer from one job to another or advance into a higher-paying job. C. ADMINISTRATION [TOP MANAGEMENT] (9-16) 2.88 22% 27% 22% 10% 9% 10% How employees feel about the job top management does in running the organization and their interest in the organization's employees. D. DEPARTMENT HEADS [17-20] 2.86 23% 26% 21% 12% 8% 10% How employees feel about the job their department head does in running their department and Its operations. E. SUPERVISION (21-29] 2.39 40% 24% 15% 7% 5% 9% How employees feel about their immediate supervisor's effectiveness, leadership and management skills. This area Is considered by as the most important attitude area, since attitudes about supervision are best predictor of other areas such as pay, benefits, and employee views toward top management. Cody drAssociates,Inc. -12- I 1 I I I i I i i It 1 I I 1 1 I I I 1 Average 1 2 3 4 5 6 Score Strongly Moderately Slightly Slightly Moderately Strongly I Agree Agree Agree Disagree Disagree Disagree F. COMMUNICATION (30-31) 2.99 21% 22% 23% 13% 11% 10% How employees feel about the organization's communications among departments and among shifts. G. PERSONNEL POLICIES (32-36) 2.74 26% 27% 20% 11% 6% 10% How employees feel about the way personnel policies are administered and about how fairly and consistently these policies are applied. H. JOB SECURITY (37-40) 2.14 43% 29% 13% 6% 4% 5% How secure employees feel about their jobs within the organization. I. SALARY(41-52) 3.01 27% 21% 16% 12% 9% 15% How employees feel about their salary, salary increases, and how they view their salary compared to other jobs in the organization and similar lobs in the community. 1. BENEFITS (53-68] 2.08 44% 28% 15% 5% 4% 4% How employees feel about the organization's overall benefit program, each individual benefit, and the annual amount paid for benefits. K PHYSICAL WORK CONDITIONS [69-72] 2.85 29% 25% 14% 11% 6% 15% How employees feel about the organization's equipment, appearance of work areas, and the heating/air conditioning. L. PEER WORK RELATIONSHIPS [73-75] 2.26 34% 34% 16% 8% 4% 4% How employees feel they communicate, work together, and are cooperative and friendly toward one another. Cody & 'Associates,Inc. -13- i 1 1 / 1 I I t I I I I 1 1 I I I 1 Average 1 2 3 4 5 6 Score Strongly Moderately Slightly Slightly Moderately Strongly Agree Agree Agree Disagree Disagree Disagree M. JOB DEMANDS (76-79) 2.77 29% 29% 12% 9% 9% 12% How employees feel about the workload, work pace, amount of work expected, and time between heavy workloads. N. RESOURCE UTILIZATION (80-83) 2.78 27% 25% 20% 10% 8% 10% How employees feel about the way they are utilized and how much value is placed on productivity. O. PARTICIPATION (84-85) 2.28 35% 30% 19% 7% 5% 4% How employees feel about the input they have in matters that affect their lobs, both in organization decisions and department decisions. P. EVALUATIONS [86-88) 2.75 28% 26% 17% 11% 8% 10% How employees feel about the effectiveness of their evaluations and how accurately the system measures their performance. Q. PRODUCTIVITY (89-96) 2.93 24% 22% 20% 15% 8% 11% The employees' perception of the organization's emphasis on productivity, the system used to measure productivity, and their understanding of its performance. R. QUALITY IMPROVEMENT [97-109) 2.80 21% 26% 26% 13% 7% 7% How employees perceive the quality improvement process and their understanding of their role in quality initiatives. S. SHARED GOVERNANCE/PARTICIPATION (110-119] 2.78 26% 23% 22% 13% 8% 8% The feelings of employees regarding the input they have in decision making and the type of input system they prefer. Cody & 'Associates,Inc. -14- D. OVERALL STATEMENT OF SATISFACTION Employees were asked to rate their overall satisfaction in working for the City in this section. The question read as follows: "Considering everything, how would you rate your overall satisfaction in working for the City? a. Completely Satisfied b. Very Satisfied c. Satisfied d. Dissatisfied e. Very Dissatisfied ' f. Completely Dissatisfied" The respondents' average score was 2.56 which was midway between Very Satisfied and Completely Satisfied. The following is a breakdown by percentages of the responses that were received from the employees: a. Completely Satisfied 13 % b. Very Satisfied 32 % c. Satisfied 43 % d. Dissatisfied 9 % e. Very Dissatisfied 3 % f. Completely Dissatisfied 0 % Cody o Associates,Inc. -15 C. RECAP OF THE DISCUSSION QUESTIONS This section allowed employees to express their opinions in four (4) defined areas. The individual responses covered a wide range of feelings, perceptions, and concerns that the employees have. There was a statistical possibility of 888 responses on each of the four statements. In order to arrange this many responses in a manageable format, they were categorized by topic and then they were summarized. Because of the volume and broad range of comments, we only listed the most mentioned (ten or more times) items reported. In reviewing these Items, you must keep in mind that they originated from individual perceptions and opinions and may or may not have a factual basis in truth. This is not a scientific sampling and should not be given too much credence. Question I. List the things you do not like about working for the City. Responses: • Interference by the Human Resources Department • Interference (with management, supervision, administration) by the Mayor and the City Commissioners • Top management's personal style of management • Favoritism, unequal treatment of employees by management Poor pay • Poor communications - • Unequal application of policies, rules and regulations • Ineffective managers and supervisors • Air conditioning problems in the City Hall Cody f7 Associates,Inc. -16 Question I. (continued) • Lack of teamwork between departments • Poor Pension Plan • Certain employees not carrying their fair share of the work • Lack of equipment Question 2, List the things you doh[ like about working for the City. Responses: Effective Department Heads • Staff/co-workers • Effective City Manager • Holidays off • Work itself • Benefits • Flexible hours • Casual days • Freedom to try new ways of doing things • Ability to perform work at a reasonable pace • Compensation package • Employee security • Providing service to the citizens • Fellow employees' dedication • Location of the work place Cody d Associates,Inc. 17 Question 3. What would you like to see done to make this City a better place to work? Responses: • Replace certain top management personnel • Keep the City Commissioners and the Mayor out of trying to control and run the departments • Improve the Pension/Retirement Plan • Within the Departments new open door policy within the departments; Improve efficiency; follow the personnel policies and/or the rules and regulations more closely not just when convenient; fair promotions; better outlined goals and objectives • Department Heads/Supervisors department heads/supervisor with more education and training within their job field; better leadership from superiors; • Employees team work/team building systems; • Pay better pay scales; pay reflecting education and training; raises across the board for Increases In the cost of living; more equality In the pay structure; reinstate longevity; create a pay for performance system; many employees requested that a salary survey be done to create pay ranges that are even and equal; increase job related training, refreshers, and/or updates for the appropriate departments • Health Insurance after retirement • Disband the Employee Committees Cody MRssociates,Inc.. _18- Question 4. List any employee benefit, personnel policy or work rule you would like to know more about. Responses: • 401K and Retirement/Pension Plan Programs • Military Leave • Short Term and Long Term Disability Educational Benefits • Cafeteria Plan Family Medical Leave • Dental • Vision • Early Withdrawal of Retirement • Birthday Pay _ • Physical Fitness Plan • Sick Leave D. SURVEY RESULTS BY INDIVIDUAL ITEM The following are the findings of all items (I through 120) in the Survey. These are broken down by an average score and the percentage of each of the rating [1 through 6) choices. Cody rIcAssociates,Inc. -19- I I I I I I t I I I I I I I 1 t t t t RESULTS BY INDIVIDUAL RATING CHOICE Average I 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree I. 1 am proud to work for this City. 1.56 60% 28% 10% 1% 0% 1% 217 2. My job is challenging enough to suit me. 1.91 48% 28% 14% 5% 4% 1% 219 3. I often go home after work with a feeling of satisfaction 221 34% 36% 15% 7% 4% 4% 219 about my job. 4. I have ample opportunity to use my abilities at this City. 2.29 38% 28% 15% 8% 6c/e 5% 218 5. If I had to do it over again, I would choose this as a place 2.00 56% 18% 11% 5% 5% 5% 218 to work. 6. I like what I am doing. 1 .68 65% 21% 5% 2% 2% 5% 219 7. Most of the employees in my department are satisfied 2.89 16% 27% 29% 12% 10% 6% 219 with their jobs. 8. I feel that 1 have an adequate opportunity to transfer to 2.88 25% 21% 23% 13% 7% 1 1% 216 other departments in this City. 9. My chances for advancement in this City are good. 3.07 20% 23% 23% 12% 7% 15% 218 10. This City's complaint-handling procedure is an effective 3.20 15% 26% 23% 12% 8% 16% 21 5 way to resolve employee concerns. Cody of Associates,Inc. -20- I 1 a I I I I I I I I I I i I I I I I Average I 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree II. This City's top management(Department Heads/City 2.74 27% 28% 17% 8% 10% 10% 218 Manager level) does a good job in running this City. 12. The top management(Department Heads/City Manager 2.89 20% 31% I 8% 12% 9% 10% 219 level] at this City seems genuinely interested in the employees. 13. This City does a good job of communicating information 2.78 17% 30% 28% 11% 9% 5% 219 about City objectives. 14. The Commission will use the information from this 3.25 14% 21% 27% 14% 11% 13% 215 survey to make improvements. 15. The top management(Department Heads/City Manager 2.50 31% 27% 22% 8% 6% 6% 219 level) persons are open and friendly toward the employees. 16. My department head listens to employees' ideas and 2.60 34% 24% 17% 6% 9% 10% 219 suggestions. 17. The top management[Department Heads/City Manager 2.90 18% 29% 24% 12% 7% 10% 219 level]values employees as individuals in this City. 18. I understand how the success of my department is 2.72 24% 25% 24% 14% 6% 7% 219 measured. 19. My department head sets dear goals for our department. 2.95 23% 23% 21% 12% 9% 12% 218 20. My department head does a good job of running this 2.87 28% 24% 17% 8% 10% 13% 217 department 21. My department head deals openly and fairly with each 2.93 31% 18% 15% 13% 8% 15% 220 employee. Cady dr Associates,Inc. -21- I I 1 i 1 I 1 i I I 1 I i I I i I i i R Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 22. My supervisor(s) gives me dear working instructions. 2.30 39% 28% 15% 6% 5% 7% 221 23. My supervisor(s) does a good job in running my area. 2.43 38% 23% 17% 9% 4% 9% 221 24. My supervisor(s] does a goad job of administering 2.77 30% 24% 16% 10% 6% 14% 221 discipline. 25. I feel free to tell my supervisor(s) what I think. 2.13 52% 21% 7% 8% i 4% 8% 221 26. My supemsor(s) does not play favorites. 2.60 38% 19% 16% 9% 6% 12% 221 27. My supernsor(s) discusses my productivity with me. 2.38 38% 25% 18% 6% 5% 8% 221 28. Communications between the supervisor(s) and 2.35 35% 29% 18% 7% 4% 7% 221 employees in my area are good. 29. I get along with my supervisor(s). 1 .65 60% 26% 9% l% 1% 36% 221 30. lam kept informed about things that affect me and my 2.42 34% 25% 22% 8% 6% 5% 221 job. 31. Communications among departments in this City are 3.57 8% 18% 25% 19% 16% 14% 220 good. 32. Communications within this department are good. 2.83 21% 25% 24% 17% 5% 8% 220 33. I know what the Personnel Polides are of this City. 2.04 43% 27% 20% 5% 3% 2% 221 34. Personnel Policies are consistently administered in this 3.00 23% 24% 18% 13% 8% 14% 219 City. 35. Employee promotions are handled fairly in this City. 3.15 19% 24% 19% 13% 9% 16% 216 Cody Cr Associates,Inc. -22- f I 1 I I I I I I I I I I I I I I i I r Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 36. I am satisfied with this City's Personnel Policies. 2.69 24% 30% 22% 9% 6% 9% 221 37. The employees are made aware of the changes in the 2.31 35% 31% 17% 7% 5% 5% 221 Personnel Policies in a timely manner. 38. I would really have to make a bad mistake to be removed 2.12 46% 27% 1 1% 8% 3% 5% 221 from my present position in this City. 39. I feel that my job is secure at this City. 2.17 42% 29% 15% 5% 3% 6% 221 40. I can be sure of a job with this City as long as I do a good 1.96 50% 29% 8% 5% 3% 5% 220 job. 41. I want to work in this City until l am eligible for 1.82 61% 18% 12% 3% 1% 5% 221 retirement. 42. Compared to similar jobs in the community, I feel that I 2.88 30% 22% 15% 12% 6% 15% 221 am paid fairy. 43. Compared to other jobs in this City, I feel that I am paid 3.01 26% 23% 18% 8% 7% 18% 220 fairly. 44. lam satisfied with the way this City provides salary 3.28 19% 21% 20% 12% 9% 19% 220 increases. 45. I am satisfied with my pay. 3.15 20% 24% 16% 14% 10% 16% 220 46. I would leave this City if I were offered the same job 3.95 13% 9% 18% 14% 20% 26% 220 somewhere else for a little more money. 47. The City does a good job of handling pay issues. 3.05 18% 23% 25% 12% 12% 10% 219 48. Compared to other employees,I feel lam paid fairly. 3.03 23% 25% 16% 11% 10% 15% 220 Cooly &'Associates,Inc. -23- I 1 l I i l I I I I i I I I I i i I I Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 49. The chance to make more money based upon a higher 1 .67 55% 30% 12% 2% 0% 1% 220 level of performance is very important to me. 50. I understand how rates of pay are set in this City. 2.97 27% 19% 17% 16% 10% 11% 220 51. I believe that all employees should get equal pay raises 3.73 17% 12% 16% 16% 11% 28% 219 each year. 52. The City's pay rates reflect the importance of the lobs. 3.56 16% 18% 13% 20% 11% 22% 220 53. All employees should get their annual increases as a 2.69 35% 20% 15% 11% 7% 11% 219 reward for longevity and loyalty to the City. 54. l am satisfied with the amount this City pays annually for 1.86 49% 30% 13% 4% 3% 1% 217 employee benefits. 55. lam satisfied with this City's employee benefit programs. 1 .84 52% 27% 13% 3% 3% 2% 217 56. I am satisfied with this City's health insurance plan. 1.94 50% 25% 14% 4% 3% 4% 217 57. lam satisfied with the number of paid holidays provided 1 .71 57% 26% 12% 3% 2% 0% 218 by this City. 58. lam satisfied with this City's sick leave policy. 2.28 45% 24% 12% 7% 6% 6% 217 59. I am satlsfied with this City's vacation policy. 1.76 56% 27% 10% 3% 2% 2% 217 60. lam satisfied with the amount of life insurance provided 1.78 54% 27% 13% 3% 3% 0% 217 me at this City. 61. I am satisfied with this City's retirement plan. 2.14 40% 29% 17% 6% 4% 4% 217 62. I understand the benefits the City provides to me. 1 .76 53% 29% 13% 2% 1% 2% 217 Cody 6'Associates,Inc. -24- I I I I i 1 1 I 1 1 i I I 1 i I I I 1 Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 63. I am satisfied with the way my employee benefits are 1 .97 42% 32% 18% 4% 2% 2% 217 handled in this City. 64. The City is fair in giving employees time off for personal 2.02 46% 28% 13% 7% 1% 5% 218 business. 65. The eduational benefits to employees in this City are 1.73 57% 25% 14% 1% 1% 2% 219 important to me. 66. The benefits program adequately rewards length of 2.97 16% 29% 23% 14% 9% 9% 217 service. 67. I feel that the vacations scheduled are fair. 2.04 40% 36% 14% 3% 3% 4% 218 68. I would like more choices in the benefits package that I 2.78 19% 24% 33% 11% 8% 5% 218 receive. 69. Some of the benefits I receive here are of little or no use 4.51 5% 10% 19% 21% 15% 30% 217 to me. 70. I work with good equipment. 2.13 38% 33% 15% 8% 2% 4% 221 71. My work area is maintained in a dean and orderly manner 2.02 43% 34% 12% 4% 4% 3% 216 (if appliable). 72. The heating/air conditioning makes my work area 3.03 30% 20% 13% 11% 4% 22% 211 comfortable (if applicable). 73. I usually have the right equipment,supplies and materials 2.25 37% 31% 14% 8% 6% 4% 221 to do my work. 74. We have good communications among the people in my 2.48 28% 32% 20% 10% 4% 6% 221 department. Cody d Associates,Inc. -25- I I I i I i I I I I I i I 1 I t I I, s Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 75. The people that I work with, most are cooperative. 2.04 38% 36% 16% 5% 3% 2% 220 76. The people I work with work well together. 2.12 37% 36% 15% 4% 4% 4% 221 77. I am happy with my current workload. 2.32 35% 34% 12% 7% 7% 5% 221 78. I am satisfied with the pace of my work. 2.19 39% 32% 12% 8% 6% 3% 221 79. The amount of work that l am expected to do is too 4.48 5% 11% 12% 16% 19% 37% 221 much for me to handle. 80. I have enough time between heavy workloads. 2.56 28% 28% 21% 11% 8% 4% 218 81. In my department,employees are well utilized. 2.93 23% 23% 23% 1 1% 10% 10% 220 82. Efficiency is highly valued in my department. 2.67 31% 24% 1 18% 9% 7% 11% 220 83. Little time is wasted in my department. 2.96 26% 21% 21% 10% 6% 16% 219 84. Absenteeism is not a problem in my department. 2.04 43o/n 29% 17% 5% 3% 3% 221 85. This City gives the employees enough opportunities to 2.52 27% 29% 23% 10% 6% 5% 220 participate in discussions. 86. I have enough opportunities to participate in 3.00 26% 19% 17% 16% 10% 12% 220 departmental dedsions affecting my job. 87. My last performance evaluation was helpful to me. 2.31 37% 28% 19% 6% 4% 6% 213 88. The performance evaluation system used at this City does 2.93 22% 26% 20% 12% 9% 11% 212 a good job of measuring my job performance. Cody M Associates,Inc. -26- I I I I I i i I I i i I i I I I I I r Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 89. Pay increases in my department are based upon job 2.94 26% 20% 19% 16% 6% 13% 217 performance. 90. I would be willing to work at other jobs in this City if I 3.07 28% 19% 16% 9% 10% 18% 216 had appropriate cross-training. 91. We have adequate staff in my work area to do our job 3.20 22% 17% 16% 20% 10% 15% 219 well. 92. This City places a high value on employee productivity. 2.87 21% 22% 28% 15% 6% 8% 219 93. The productivity level in my department/work unit is 2.90 25% 22% 18% 16% 10% 9% 220 appreciated by management. 94. This City's managers and supervisors clearly 2.98 16% 23% 28% 18% 9% 6% 219 communicate their expectations for better performance. 95. My supervisor(s7 reinforces the value of productivity by 2.76 27% 24% 19% 14% 6% 10% 219 taking responsibility for group performance. 96. I feel that everyone in my department/work unit is 2.71 27°/a 26% 20% 10% 8% 9% 219 contributing to its overall productivity. 97. Top management[Department Heads/City Manager level) 3.04 15% 25% 24% 18% 10% 8% 217 is doing a good job of balanring the issues of productivity and quality/performance of service. 98. Quality/performance initiatives in this City have made a 2.91 16% 25% 32% 12% 7% 8% 215 positive impact on the quality/performance of service provided by my department 99. I receive the support I need to meet this City's 2.64 21% 28% 30% 12% 4% 5% 219 quality/performance objectives. Cody &Associates,/ne. -27- I 1 I 1 I I 1 I 1 I I I I I I I I I 1 Average 1 2 3 4 5 6 Score #p Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree 10ci l am satisfied with the quality/performance of service that 2.74 19% 27% 27% 16% 8% 3% 219 I receive from other departments in this City. 101. Employees in my department are involved in achieving 2.47 27% 27% 30% 8% 4% 4% 215 this City's quality/performance objectives. 102. I understand my role in this City's quality/performance 2.51 27% 30% 22% 11% 6% 4% 21 6 improvement program. 103. Employees at this City have the latitude to make decision 3.1 1 16% 21% 29% 13% 10% 1 1% 2 17 without undue interference. 104. When quality/performance problems are identified, 3.17 15% 25% 19% 19% 12% 10% 21 9 actions to correct them are taken in a timely manner. 105. Employees in my department are allowed to make 2.64 23% 32% 22% 10% 6% 7% 220 decisions regarding our work. 106. Employees at all levels are informed about our City's 3.06 17% 22% 26% 17% 8% 10% 217 performance. 107. Managers/supervisors regularly track their departments' 3.09 17% 18% 29% 19% 6% 11% 215 quality/performance levels. 108. My supervisor is committed to meeting high 2.41 37% 21% 23% 9% 5% 5% 220 quality/performance expectations. 109. In this City,continuous quality/performance service 2.62 22% 28% 30% 10% 4% 6o/u 217 improvement is highly valued. 110. This City makes an effort to seek my input on matters 3.22 17% 19% 24% 17% 1 1% 12% 218 affecting my job. 1 Cody d"Associates,Inc. -28- I I 1 a I I I a I i i I I 1 I I I I Average 1 2 3 4 5 6 Score # Strongly Moderately Slightly Slightly Moderately Strongly Respond Agree Agree Agree Disagree Disagree Disagree Ill. My supervisor(s)makes workplace decisions that I 3.42 15% 11% 29% 19% 13% 13% 218 should be allowed to make. 112. I feel comfortable in making decisions about my job. 1 .89 49% 30% 10% 6% 3% 2% 219 113. I believe that input to management can best be provided 2.06 40% 31% 19% 5% 2% 3% 219 through departmental meetings. 114. I believe that input to management can best be provided 2.86 23% 22% 22% 17% 8% 8% 219 through employee committees. 115. I believe that Input to management can best be provided 3.10 17% 18% 28% 21% 8% 8% 217 through City-wide forums. 116. I believe that input to management can best be provided 2.21 41% 23% 21% 7% 3% 5% 220 through an open-door policy. 117. Day-to-day problems in this City are resolved at the 2.76 22% 27% 25% 12% 5% 9% 219 appropriate level. 118. Employees and management in my department 3.09 20% 22% 23% 10% 14% 11% 219 appropriately share decision making. 119. I would like the opportunity to work on committees that 3.21 17% 17% 26% 20% 9% 11% 218 deal with workplace issue. 120. Considering everything,how would you rate your overall 2.56 13% 32% 43% 9% 3% 0% 216 satisfaction in working for the City? Cody M 'Associates,Inc. -29- V ANALYSIS AND COMMENTS The overall results of the survey were positive and indicates that the employees are relatively satisfied working for the City. The analyzes of the attitudinal groups are as follows: A. JOB SATISFACTION Attitudinal Summary: Highly Favorable Eighty-nine percent (89%) of the employees expressed a positive opinion of this attitude area and feel the work they do Is challenging and satisfying to them as Individuals. B. JOB MOBILITY Attitudinal Summary: Moderately Favorable Seventy-one percent (71%) of the responses were positive and Indicated that the employees feel that they have the opportunity for advancement into a higher level paying job. Cody &Associates,Inc. -30- C. ADMINISTRATION(DEPARTMENT HEADS/CITY MANAGER) Attitudinal Summary: Moderately Favorable Seventy-one percent [71%] of the responses were positive. The employees feel that the Department Heads'/City Manager's management level does a good job in running the organization and has an interest in the organization's employees. D. DEPARTMENT HEAD Attitudinal Summary: Moderately Favorable Seventy percent [70%) of the employees had a positive response on how they feel about the job that their department head is doing in running their department and its operations. E. SUPERVISION Attitudinal Summary: Highly Favorable Seventy-nine percent (79%) of the employees have a positive feeling about their — Immediate supervisor's effectiveness, leadership, and management skills. Cady er Associates,Inc. -31- F. COMMUNICATIONS Attitudinal Summary: Slightly Favorable Sixty-six percent (66%) of the employees feel that the communication among departments and among shifts is effective. G. PERSONNEL POLICIES Attitudinal Summary: Moderately Favorable Seventy-three percent (73%) of the employees feel that the personnel policies are administered fairly and consistently. H. JOB SECURITY Attitudinal Summary: Highly Favorable Eighty-five percent (85%) of the employees feel secure about their jobs within the City. I. SALARY Attitudinal Summary: Slightly Favorable Sixty-four percent (64%) of the employees feel their salary, salary Increases, and internal and external salary comparisons are equitable. Cody MAssociates,Inc. -32- J. BENEFITS Attitudinal Summary: Highly Favorable Eighty-seven percent (87%) of the employees agree that the City's overall benefit package is fair and equitable. K. PHYSICAL WORK CONDITIONS Attitudinal Summary: Moderately Favorable Sixty-eight percent (68%) of the employees feel that the City's equipment, appearance of work areas, and the air conditioning is adequate. L. PEER WORK RELATIONSHIPS Attitudinal Summary: Highly Favorable Eighty-four percent (84%) of the employees feel that there Is a good cooperative and friendly working relationship amongst their peers. M. JOB DEMANDS Attitudinal Summary: Moderately Favorable Seventy percent (70%) of the employees feel that their workload, work pace, and amount of work expected is acceptable. Cody &Associates,Inc. -33- N. RESOURCE UTILIZATION Attitudinal Summary: Moderately Favorable Seventy-two percent [72%) of the employees feel that they are utilized properly and an acceptable value is placed on productivity. O. PARTICIPATION Attitudinal Summary: Highly Favorable EIghty-four percent (84%) of the employees feel they have a respectable level of input on matters that affect their jobs, both in the City and in the department divisions. P. EVALUATIONS Attitudinal Summary: Moderately Favorable Seventy-one percent (71%) of the employees feel that the evaluations and how accurately the system measures their performance is effective. Q. PRODUCTIVITY Attitudinal Summary: Slightly Favorable Sixty-six percent (66%) of the employees feel they perceive the City's emphasis on productivity, the system used to measure productivity and their understanding of performance. Cody b Associates,Inc. -34- R. QUALITYIMPROVEMENT Attitudinal Summary: Moderately Favorable Seventy-three percent (73%) of the employees believe they understand their role in quality Initiative and improvement. S. SHARED GOVERNANCE/PARTICIPATION Attitudinal Summary: Moderately Favorable Seventy-one percent (71%) of the employees feel that the input they have in decision making is acceptable. Cody erAssociates,Inc. -35-