The Values Survey was established as a tool to measure the extent to which the division
values are being practiced, and how those values are affecting the employees and their
work environment. As we have done in the past, this year, we pulled together focus
groups to obtain more feedback on our Values Survey. The discussions from the focus
groups remain confidential; however, we do pull key themes so that we can focus on
continuous improvement. Based off of the feedback we received from this year's focus
groups, we will be focusing our improvement efforts on communication.
2009 Common Themes:
Question 1: What do you like most about working in FAS?
- The FAS Culture and Campus Climate are different than the culture of the private sector.
- There is a great balance of work and life in this division.
- FAS has great people who create a positive environment.
Question 2: Are there things you would like to change about working in FAS?
- Employees would like to see the VP and AVP's more often in their areas.
- Employees would like to have alternative work schedules.
Question 3: Based on the Values Survey results, we noticed that demonstrate mutual
trust is an area needing improvement . . .
- Employees were concerned about previous reorganizations. Employees would like reorganizations
announced in a more timely manner and not kept secret because they have the potential
to cause mistrust.
- Employees have resigned themselves to the idea: certain people can't be changed.
- Employees know who they can contact to help them get things done.
- Employees find it difficult to work in areas where underperformers continue to get
away with things.
Question 4: Based on the Values Survey results, we noticed that "employees in my workgroup
resolve conflicts directly with each other" also needs improvement. . .
- Majority of the attendees found the tools provided in Sarita Maybin's "If You Can't
Say Anything Nice, What Do You Say?" training to be useful.
- Several of the groups mentioned that they appreciated the Sarita Maybin training being
a "required event" because it ensured that people who needed to be there were there.
- Employees feel that some people and some conflicts cannot be fixed.
Question 5: Based on the Values Survey results, we noticed that "shift easily to problem-solving
mode without blaming" also needs improvement. . .
- Blaming may be a perception and not a reality.
- Accountability is missing.
- Blaming affects morale.