NOVA Behavioral Healthcare Corporation Annual Employee
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BEHAVIORAL HEALTHCARE CORPORATION ………………..lighting the way to new beginnings NOVA Behavioral Healthcare Corporation Annual Employee Surveys Report, PRTF July, 2011 Overview Employee satisfaction has extensive effects on the operations of any organization, and these effects can be augmented in sectors based in interaction and relationship (i.e. human services). Therefore, it is important for NOVA, Inc. PRTF to annually collect, analyze, and review data on employee satisfaction. This has been accomplished through semi-annual employee surveys that measure satisfaction in the following areas: Day-to-Day Job Duties, Supervision and Co- workers, Leadership/Management, Policies and Practices, and Working Conditions and Benefits. Each of these sections includes a series of statements which can be rated on a 1-3 scale ( 1= Disagree, 2=Agree, 3= Agree strongly ). Survey results are a topic of high priority at Leadership Council meetings and have helped direct policy in the past. NOVA Inc.’s management considers employee satisfaction to be comprehensive gauge of the company’s health since its effects are far-reaching. Uninvolved, dispassionate staff can have the following negative consequences: • Diminished quality of service A disengaged employee is likely to be ineffective in the delivery of services to a consumer. This can manifest as an unwillingness to take an active role in the consumer’s treatment, sub-standard documentation of services, skipped medication, or tardiness. As a result, the consumer and stakeholders may develop a negative opinion of NOVA, Inc.’s operations. 1 • Unhealthy work relationships Frustrated employees may antagonize their supervisors and co-workers. This may lead to unproductive, distressing interactions that detract from NOVA, Inc.’s operations. It may also weaken collaborative efforts with supervisors and co-workers when consumer-related problems need to be addressed. • Staff disregarding state regulations If an employee is unhappy with NOVA, Inc.’s, then they may actively disregard its policies and practices. Some of these policies were developed by state bodies and must be followed by NOVA, Inc.’s in order to operate legally. This may result in unapproved physical restraints, improper/missing documentation, or an unwillingness to report consumer incidents or staff misconduct. Citations by state agencies such as DFS would occur if such infractions were discovered. • High employee turnover Unnecessarily high turnover is an indicator of wasted staff training and staff inexperience. NOVA, Inc.’s seeks to retain capable employees and provide them incentive to stay. • Negative public relations During or after employment, an employee may actively speak against NOVA, Inc. and its operations. This would not only negatively affect NOVA. Inc.’s public image but also its ability to attract new, capable staff. The report will analyze all five sections of the survey individually, and the final part of the report will be an inclusive analysis. 2 Response Statistics Total # of Employees receiving 96 surveys at PRTF; NOVA-INC Total # of Surveys Returned 34 % Returned 35% Mean Rating by Category and Question 1 = Disagree 2 = Agree 3 = Strongly Agree Day-to-Day Job Duties 1 2 3 Mean Responses 8 12 14 2.176 34 1. My abilities and skills are fully utilized 5 17 12 2.206 34 2. My workload is manageable 5 17 12 2.206 34 3. The overall training and education I receive is relevant to my job and needs 24 7 3 1.382 34 4. I am satisfied with my pay compared with pay for similar jobs in other agencies and organizations 42 53 41 1.993 136 Section Analysis: The lowest score by far was related to rate of pay/wages that are received. The mean score was 1.993 which was higher than last year’s rating for this question of 1.214. In these economic times everyone wants to earn more money. The question was worded to be a comparison. In fact, a comparison to different agencies and organizations would have yielded a satisfactory response. Nova wages are very competitive with other organizations and agencies. However, it is noted that staff are dissatisfied with their salary (24 out of 34 responses disagreed with the statement that they were satisfied with their wages). However, given the 5% funding cut last year and projected cuts this year wages were unable to be increased. Further, NOVA provides staff bonuses at the end of each year that is remaining monies in the budget line. Also, entry salary for direct care staff will be increased $1.00 an hour in July 2011. This entry wage increase was able to be implemented since the additional Maplewood was open in June 2011. Since most respondents did not circle which type of job they had, the responses cannot be categorized in this manner. However, it is noted that a few of those that indicated that they were administrative staff had a positive response to their salaries. 3 Although salary increases were not given, Nova gives substantial bonuses to direct care staff at the end of the year. Monies are given based on employee longevity and a consequence of unused direct costs (money saved on food, fuel, transportation etc.) All other mean ratings in this section exceeded the 2.0 expected benchmark. Supervision and Co-Workers 1 2 3 Mean Responses 1. My supervisor is a competent manager 3 18 13 2.294 34 2. My supervisor has awareness and understanding of problems within the workplace 5 14 15 2.294 34 3. My co-workers understand their job duties 6 18 10 2.118 34 4. The general morale of my co-workers is good 4 20 10 2.176 34 Section 18 70 48 2.221 136 Analysis: Overall scored responses indicate that employees are satisfied with their supervisors and co-workers. However, 5 employees out of 34 responses did not agree that their supervisor had awareness and understanding of problems within the workplace (15%) and 3 employees out of 34 did not believe their supervisor was a competent manager. Over 90% believed otherwise which potentially then reflects that several employees are somewhat not satisfied with their relationship with their supervisor. Six employees of 34 did not agree that their co-workers understand their job duties (18%) All mean rating exceeded the 2.0 expected benchmark. 4 Leadership/Management 1 2 3 Mean Responses 1. I am satisfied with the overall leadership of the organization 7 21 6 1.971 34 2. I am satisfied with the manner in which leadership communicated policy, procedures, and directives to employees 8 17 9 2.029 34 3. The organization's leadership models open and clear communication practices 7 20 7 2 34 4. The organization's leadership and management openly encourages feedback and input regarding its operations 9 14 11 2.059 34 Section 31 72 33 2.015 136 Analysis: The two highest rated statement was the response score for the manner in which leadership communicates policy, procedures and directives to employees and that the organization’s leadership and management openly encourages feedback. The lowest mean score response was for statement #1 which addressed the satisfaction with the overall leadership of Nova. The mean score for this area fell below the 2.0 benchmark. There was no comments that were reflective of this other than in regard to the salary not being sufficient. Policies and Practices 1 2 3 Mean Responses 1. I have the opportunity to talk with my supervisor on a weekly or as needed basis 2 12 20 2.529 34 2. I receive adequate information on agency policies, programs, projects, and processes from my supervisor 4 19 11 2.206 34 3. I receive adequate information on departmental policies and organizational structure from my supervisor 4 18 12 2.235 34 4. I am satisfied with the performance with the performance review policies and practices of the organization 9 14 11 2.059 34 Section 19 63 54 2.257 136 5 Analysis: Overall employees were satisfied with their communications with their supervisor and the information they receive on agency policies, programs, projects and processes. The lowest score (2.059) was in regard to Performance review practices and policies. Working Conditions and Benefits 1 2 3 Mean Responses 1. The physical working conditions are adequate 3 20 11 2.235 34 2. The organization is open to receiving new and original ideas 9 18 7 1.941 34 3. The medical insurance plan is satisfactory 12 16 6 1.824 34 4. I am satisfied with this organization as a place to work 7 16 11 2.118 34 Section 31 70 35 2.029 136 Analysis: Two of the 4 statements in this area were scored below the 2.0 benchmark although the mean for this section was just below 2.0. Employees are least satisfied with their medical insurance plan and this is attributable to recent organizational changes to insurance that were necessary given increased costs and a 5% funding cut that was in effect last year . The other statement that received less than a 2.0 score was statement #2 where 9 out of 34 respondents were not satisfied that the organization was open to receiving new and original ideas. However, 25 respondents were satisfied with this area. However, this score seems contradictory to the rating in the Leadership and Management where statement #4- that the organization’s leadership and management openly encourages feedback was one of the highest ratings Last year the 4 th statement, in this section had a below 2.0 rating was statement #4 where 12 out of 42 respondents were not satisfied with Nova as a work place. 6 Overall Mean =2.103 Benchmark of 2.000 7 INCLUSIVE ANALYSIS: Overall the employee satisfaction mean rating results for this year improved from last year mean rating.