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Employee Engagement  Peer Relationships Participation in the Survey Was Voluntary and Employees Were Allowed to Complete the Survey During Work Hours Or at Home

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Employee Engagement  Peer Relationships Participation in the Survey Was Voluntary and Employees Were Allowed to Complete the Survey During Work Hours Or at Home City of Tempe Employee Survey Findings Report …helping organizations make better decisions since 1982 2018 Submitted to the City Tempe By: ETC Institute 725 W. Frontier Lane, Olathe, Kansas 66061 October 2018 Contents Executive Summary ....................................................................... i Section 1: Charts and Graphs ....................................................... 1 Section 2: Gap Analysis ............................................................... 17 Section 3: Quadrant Priorities .................................................... 21 Section 4: Tabular Data .............................................................. 29 Section 5: Tabular Data by Department ....................................144 Section 6: Survey Instrument ....................................................175 City of Tempe 2018 Employee Survey Executive Summary Purpose and Methodology ETC Institute administered an employee survey for the City of Tempe during the summer of 2018. This is the second employee survey ETC Institute has administered for the City of Tempe, the first was administered in 2016. The survey was designed to objectively assess a number of important areas at the City and to gather input from employees about issues in six major areas: Professional Development and Career Mobility Organizational/Program/Service Support Supervision and Working Environment Compensation and Benefits Employee Engagement Peer Relationships Participation in the survey was voluntary and employees were allowed to complete the survey during work hours or at home. In order to maintain confidentiality, employees were given postage‐paid envelopes to return their survey directly to ETC Institute. A total of 942 of 1565 employees In which department do you work? completed the survey, this provided a Department Number Percent response rate of 60%. The overall results Police 301 32.00% have a 95% level of confidence with a Public Works 114 12.10% precision of at least 2%. The table to the Community Services 110 11.70% right shows the number of responses by Internal Services 110 11.70% department. None chosen 100 10.60% Fire Medical Rescue Department 76 8.10% Interpretation of “Don’t Know” Community Development 48 5.10% Responses. The percentage of “don’t Human Services 34 3.60% know” responses has been excluded City Manager's Office 18 1.90% from many of the graphs in this report to Municipal Budget Office, City assess agreement with employees who Clerk's Office, Office of Strategic had an opinion. Since the number of 15 1.60% Management & Diversity, or “don’t know” responses often reflects Internal Audit utilization or awareness, the percentage City Court 9 1.00% of “don’t know” responses has been City Attorney's Office 7 0.70% included in the tabular data in Section 3 of this report. When the “don’t know” Total 942 100% Page i responses have been excluded, the text of this report will indicate that the responses have been excluded with the phrase “who had an opinion.” In addition to the Executive Summary, this report contains the following: Charts depicting overall results for most questions on the survey, and trends with the 2016 survey data where available (Section 1) Gap analysis that shows differences between employees who are satisfied and those who are not satisfied with their employment at the City (Section 2) Quadrant Priorities Analysis (Section 3) Tabular data for all survey questions, and open‐ended comments (Section 4) Tabular data by department (Section 5) Copy of the survey instrument (Section 6) General Findings Most Employees Are Proud to Work for the City of Tempe Nearly all (95%) of the employees surveyed indicated they are proud to work for the City of Tempe, this is the same percentage of employees as 2016. This figure coincides with how satisfied employees are with their current job, 85% of employees surveyed indicated they were either “very satisfied” (35%) or “satisfied” (50%) with their current job. Quality of Work Environment Forty‐seven percent (47%) of employees surveyed indicated the quality of the work environment in their department was “much better” (20%) or “somewhat better” (27%) since they started working for the City. Twenty‐seven percent (27%) of respondents indicated the work environment had “stayed the same” since they started working for the City, and only 27% indicated the environment was worse. Specific Findings The findings from each of the major areas that were assessed on the survey are briefly described below. Employees were asked to indicate their level of agreement, on a 5‐point scale, with various statements from “strongly agree” (5) to “strongly disagree” (1) for each of the 6 major categories. Professional Development and Career Mobility. Seventy‐eight percent (78%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that they were aware of the City’s educational partnerships, Tempe Professional Development Network, The Mentoring Program, and other programs related to professional development and career mobility; 8% disagreed (2/1), and 14% gave a neutral rating. Other statements employees were most in agreement with include: I receive training to do my job effectively (71%), there is someone at work who encourages my development (59%), and overall, I am satisfied with the professional development opportunities (54%). Page ii Organizational Support (Departments). Sixty‐six percent (66%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that the Information Technology department adequately supports their work‐related needs; 15% disagreed (2/1), and 20% gave a neutral rating. Other departments most employees indicated adequately support their work‐related needs include: Human Resources (60%), and Risk Management/Worker’s Compensation (51%). Organizational Support (Programs/Services). Seventy‐four percent (74%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that the City supports those with a disability; 6% disagreed (2/1), and 21% gave a neutral rating. Other programs most employees indicated adequately support their work‐related needs include: my physical work environment (building) is safe, clean and maintained in good operating order (67%), overall, I am satisfied with the support that is provided to employees by the City of Tempe (64%), and the wellness program (62%). Supervision and Working Environment. Eighty‐four (84%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that they know what is expected of them; 8% disagreed (2/1), and 8% gave a neutral rating. Other statements employees were most in agreement with include: my immediate supervisor treats me with respect (81%), I have materials and equipment needed to do my job effectively (77%), my work is appreciated by my immediate supervisor (76%), and I feel safe and comfortable in my work unit (77%). Compensation and Benefits. Seventy‐six percent (76%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that the City does a good job of informing me about my benefits; 8% disagreed (2/1), and 16% gave a neutral rating. Other statements employees were most in agreement with include: I am satisfied with the City’s deferred compensation benefits (76%), and the amount of leave that I receive each year meets my needs (74%). Employee Engagement. Eighty‐five percent (85%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that they are aware of City values (People, Integrity, Respect, Openness, Creativity, Quality, Diversity); 4%disagreed (2/1), and 11% gave a neutral rating. Other statements employees were most in agreement with include: I receive information that affects my work in a timely manner from my immediate supervisor (68%), and I am encouraged to be innovative and come up with better ways to do things at work (59%). Peer Relationships. Eighty‐five percent (85%) of the employees surveyed, who had an opinion, agreed (ratings of 4 or 5 on a 5‐point scale) that their co‐workers treat them with respect; 6% disagreed (2/1), and 9% gave a neutral rating. Page iii Trends Trends 2018‐2016. ETC Institute compared the 2016 and 2018 results to better understand how overall perceptions in the organization have changed over the past two years. City leaders can study and utilize trends to determine how their actions have impacted overall employee perceptions. The tables below show the sum of “strongly agree” and “agree” ratings from 2018 and how they compare to the sum of “strongly agree” and “agree” ratings from 2016 in the six major areas that were assessed on the survey. Significant changes are considered any changes of +/‐4%. Professional Development/Career Mobility 2018 2016 Difference I receive training to do my job effectively 70% 70% 0% Overall, I am satisfied with professional development opportunities that are 54% 55% ‐1% available to me at City I have received fair consideration for advancement & promotion, when 52% 53% ‐1% available, within City of Tempe There is someone at work who encourages my career development 59% 61% ‐2% I have been mentored at work 50% 52% ‐2% City's programs related to professional development & career mobility, such as educational partnerships, Tempe 40% 44% ‐4% Professional Development Network, etc., are useful to me I am aware of City's educational partnerships, Tempe Professional Development Network, Mentoring Program, & 78%
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