The following are some of the highlights of the results of the Yale Workplace Survey conducted last spring. For a full report, see www.yale.edu/conversations.
* 82% would like to spend their careers at Yale, if given the right opportunities.
* 79% consider their work challenging and interesting.
* But only 54% feel inspired to do their best work and only 44% feel Yale views them as an essential part of its long-term success.
* 88% feel their work units provide high-quality service, and there is a sense of teamwork (68%).
* 64% feel their units pay attention to costs and expenses, but only 45% feel their units have been successful in eliminating unnecessary bureaucracy and waste.
* 88% say they understand how their work contributes to the overall goals and objectives of the University, and 68% feel they can change the way work is done.
* Only 49% feel Yale encourages staff to seek new and better ways to work, and only 55% feel they can make thoughtful but risky decisions without fear of retribution.
* 75% feel they get work done in a high-quality way and have the tools and equipment (69%) and training (70%) to do it.
* But only 41% feel there are enough staff to meet customer needs.
* 63% report treating people they serve with dignity and respect and feel they are held accountable for what they do (50%).
* However, only 38% feel staff at Yale generally take responsibility for their actions, while 31% feel they do not.
* 72% see their supervisors as good resources for work questions, who encourage them to make suggestions (72%), clearly outline staff roles and responsibilities (71%) and support them in taking advantage of Yale's learning and development opportunities (68%).
* However, only 56% feel their supervisors are clearly communicating performance goals and offering frequent feedback on how they are doing in their jobs, and only 47% feel their supervisors are effective at giving career advancement and planning advice, and in managing work-related conflicts and disagreements.
* 85% feel Yale is better than other organizations in its paid time off, followed by its health care benefits (63%) and retirement plan (59%).
* But only 34% saw its dental care as competitive.
* 88% are aware of Yale's training and development opportunities and satisfied with information about benefit options (80%) and communications about benefits (77%).
* 74% generally feel they can get answers to specific human resource questions and trust communications they receive from Yale (70%) and that policies and programs generally help staff balance work and life (61%).
* 81% feel offensive behaviors (discrimination, harassment, etc.) are not tolerated, and 81% feel they are treated fairly regardless of race, ethnicity, gender, religion, disabilities or sexual orientation and have the same opportunity to be as successful as peers or coworkers (68%).
* Only 59% feel that Yale does a good job of hiring diverse staff and promoting them (52%), and only 58% feel they can discuss inappropriate behaviors without fear of negative consequences.
* Furthermore, only 45% feel that Yale has a sincere interest in the satisfaction and well-being of its employees.
* 67% feel confident that Yale has a clear plan to ensure its long-term success and that it is clearly communicated (61%).
* 60% feel that, all things considered, Yale seems to be changing and 52% feel labor relations between Yale and the unions seem to be changing for the better. Less than half (48%) have confidence in senior leadership decisions.
* Nearly all staff (94%) feel it is important to continually improve work processes and systems, and 84% believe fostering a strong sense of cooperation between union leadership and management is critical to Yale's future success.
* 65% believe there is a need for change at Yale.
T H I S
Employee engagement
Unit effectiveness
Work processes and decision-making
Ability to do the job
Accountability
Supervisory effectiveness
Benefits
Programs and policies
Diversity and fairness
Future confidence
Need for change
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