We are looking to launch an employee engagement survey including a communication strategy and also plans for follow-up/ development for the data. Has anyone done this before?
We have implemented an employee satisfaction survey that measures issues around job satisfaction, engagement and morale. Is that what you are interested in? If yes, I'd be happy to share it. We also have a strategic communication plan for this effort.
Cindan Gizzi, MPH
Community Assessment Manager
Tacoma-Pierce County Health Dept. cgizzi@tpchd.org
For employee engagement, we are wanting to identify and understand the culture of our organization and the engagement level of our staff and their commitment to their job and the mission of our agency. From the survey we are wanting to look at many options: employee morale, retention, job satisfaction, leadership/ supervisor feedback, etc. From there, we will put together a plan for follow up in communication, organizational development, and staff support.
I would be happy to share our employee survey that we utilize if you are interested, which is based off of the Baldrige model. I think it may fit what you are looking for as it is actually two separate surveys (front-line staff, and management) that help us measure the perception among employees to help identify opportunities for improvement of our agency's culture. This is just one component of the many that we use to help develop our strategic plan, workforce development plan, and quality improvement plan so they all align.
Jill, You may want to check out NACCHO's Culture of Quality Improvement self-assessment tool. I understand that what you are seeking around "culture" is probably broader than that around QI, and yet there could be some useful pieces in there for you.
We are just completing a project with 6 health departments in Illinois and Washington and University of Illinois at Chicago that included a job satisfaction survey for public health nurses. If you are interested in looking at the survey, please contact me at sfenton@tchd.net.
We completed an employee survey in 2012, and the best thing we did was partner with local graduate students to implement the survey and analyze the results (our internal team developed the survey questions). This assured staff that their responses would be anonymous, thus encouraging more candid feedback. Through this approach we achieved a 94% response rate from our 300-person staff. The biggest challenge we've faced has been following through on the action plans that were developed to address the highest priority issues. We plan to implement another survey in the spring to see if we've made any measureable improvements.
We too, have utlized the Baldrige model in past staff surveys. However, we are currently developing a staff survey with a similar goal of enhancing employee engagement with emphasis on Work Environment Satisfaction, rather than Job Satisfaction. We have identified ten categories to measure workplace strenghts and opportunities:
1. Communication
2. Customer Service
3. Decision Making
4. Diversity
5. Leadership
6. Morale
7. Collegial
8. Performance Management
9. Teamwork
10. Training and Development
I'm happy to share what we have thus far, but it most certainly needs to be narrowed and is a work in progress :)
Carl Meyer, MPH
Assistant Director
Oneida County Health Department cmeyer@co.oneida.wi.us
Our People Pillar of Excellence goal is to be the public health employer of choice in northwest Ohio. Our primary indicator for our People Pillar of Excellence is "% of staff that strongly agree they would recommend employment at our health department to others", which we measure through our annual employee survey. We've done these for the past 5 years (and while we call it our "employee satisfaction survey", it actually focuses more on engagement.
We have specific tactics that we are using to increase employee engagement, pulled primarily from Studer Group (see "Results that Last" or "Hardwiring Excellence" by Quint Studer for more info). By implementing their "Must Haves", we have achieved improvement in many areas of employee engagement.
You can see (and take) our 2014 survey by going to https://www.surveymonkey.com/s/K688TXJ.
I would be happy to transfer a copy of our survey tool with anyone that has a professional surveymonkey account. I can also send it as a pdf.
We have a specific way that we share results in managers, staff, and Board, as well as how we select areas for improvement based on survey results. We didn't do this as well our first 3 years, but we're better at it now. I'm willing our story in this area too.
You can email me at agoon@henrycohd.org or call me at (419) 591-3023 for more info.
Assistance with Employee
Assistance with Employee Engagement Program
Hi Jill, Could you please
Hi Jill, Could you please describe the employee engagement survey? What are you seeking to learn through the survey? Thanks, Grace
We have implemented an
We have implemented an employee satisfaction survey that measures issues around job satisfaction, engagement and morale. Is that what you are interested in? If yes, I'd be happy to share it. We also have a strategic communication plan for this effort.
Cindan Gizzi, MPH
Community Assessment Manager
Tacoma-Pierce County Health Dept.
cgizzi@tpchd.org
For employee engagement, we
For employee engagement, we are wanting to identify and understand the culture of our organization and the engagement level of our staff and their commitment to their job and the mission of our agency. From the survey we are wanting to look at many options: employee morale, retention, job satisfaction, leadership/ supervisor feedback, etc. From there, we will put together a plan for follow up in communication, organizational development, and staff support.
I would be happy to share our
I would be happy to share our employee survey that we utilize if you are interested, which is based off of the Baldrige model. I think it may fit what you are looking for as it is actually two separate surveys (front-line staff, and management) that help us measure the perception among employees to help identify opportunities for improvement of our agency's culture. This is just one component of the many that we use to help develop our strategic plan, workforce development plan, and quality improvement plan so they all align.
Jill, You may want to check
Jill, You may want to check out NACCHO's Culture of Quality Improvement self-assessment tool. I understand that what you are seeking around "culture" is probably broader than that around QI, and yet there could be some useful pieces in there for you.
If you would like to send
If you would like to send examples of what you have used, feel free to email them to me at jalmond@tulsa-health. org or 918-595-4459
We are just completing a
We are just completing a project with 6 health departments in Illinois and Washington and University of Illinois at Chicago that included a job satisfaction survey for public health nurses. If you are interested in looking at the survey, please contact me at sfenton@tchd.net.
We completed an employee
We completed an employee survey in 2012, and the best thing we did was partner with local graduate students to implement the survey and analyze the results (our internal team developed the survey questions). This assured staff that their responses would be anonymous, thus encouraging more candid feedback. Through this approach we achieved a 94% response rate from our 300-person staff. The biggest challenge we've faced has been following through on the action plans that were developed to address the highest priority issues. We plan to implement another survey in the spring to see if we've made any measureable improvements.
Rebecca Shultz, MPH
Director of Surveillance and Statistics
Onondaga County Health Department
Syracuse, NY
We too, have utlized the
We too, have utlized the Baldrige model in past staff surveys. However, we are currently developing a staff survey with a similar goal of enhancing employee engagement with emphasis on Work Environment Satisfaction, rather than Job Satisfaction. We have identified ten categories to measure workplace strenghts and opportunities:
1. Communication
2. Customer Service
3. Decision Making
4. Diversity
5. Leadership
6. Morale
7. Collegial
8. Performance Management
9. Teamwork
10. Training and Development
I'm happy to share what we have thus far, but it most certainly needs to be narrowed and is a work in progress :)
Carl Meyer, MPH
Assistant Director
Oneida County Health Department
cmeyer@co.oneida.wi.us
Our People Pillar of
Our People Pillar of Excellence goal is to be the public health employer of choice in northwest Ohio. Our primary indicator for our People Pillar of Excellence is "% of staff that strongly agree they would recommend employment at our health department to others", which we measure through our annual employee survey. We've done these for the past 5 years (and while we call it our "employee satisfaction survey", it actually focuses more on engagement.
We have specific tactics that we are using to increase employee engagement, pulled primarily from Studer Group (see "Results that Last" or "Hardwiring Excellence" by Quint Studer for more info). By implementing their "Must Haves", we have achieved improvement in many areas of employee engagement.
You can see (and take) our 2014 survey by going to https://www.surveymonkey.com/s/K688TXJ.
I would be happy to transfer a copy of our survey tool with anyone that has a professional surveymonkey account. I can also send it as a pdf.
We have a specific way that we share results in managers, staff, and Board, as well as how we select areas for improvement based on survey results. We didn't do this as well our first 3 years, but we're better at it now. I'm willing our story in this area too.
You can email me at agoon@henrycohd.org or call me at (419) 591-3023 for more info.
Anne Goon, MS, RD, LD
Health Commissioner
Marietta/Belpre City Health Department
It might have been helpful if
It might have been helpful if I shared my full contact information!
Anne Goon, Health Commissioner
Henry County Health Department
Napoleon, OH
agoon@henrycohd.org
Anne Goon, MS, RD, LD
Health Commissioner
Marietta/Belpre City Health Department