Hdl Handle:
http://hdl.handle.net/10147/248752
Title:
Climate survey
Authors:
Department of Health (DoH)
Publisher:
Department of Health (DoH)
Issue Date:
Dec-2002
URI:
http://hdl.handle.net/10147/248752
Language:
en
Description:
I am pleased to circulate the results of the Climate Survey to all staff following its presentation to Partnership yesterday. Hosea Consultants were commissioned by the Department to carry out a staff attitudinal climate survey in December 2002 in advance of the introduction of upward feedback. When the survey was launched in December 2002, I made it clear, on behalf of the Management Advisory Committee, that we would take the outcome of the survey seriously and would act on the results. The attached report contains details of the results for all respondents and a breakdown of the results by grade. It sets out the top 15 satisfactions and top 15 dissatisfactions in the Department. It also summarises the feedback from the open questions in the questionnaire. There is a wealth of valuable information contained in the report. We had a very good response (53.8% of staff completed the survey) and it is clear from the demographic data that those who participated were a representative sample of the total population. Here are some of the key issues. • The overall satisfaction score is 49.16%. The overall neutral score is 26.53%. The overall dissatisfaction score is 24.31 %. • In general the overall satisfaction score indicates a good positive attitude in the Department. • The areas that scored well in the survey are Clarity and Direction, Equality and Work Life Balance and Internal Customer Service. • The neutral score represents staff who either did not have an opinion on the topic in question or did not have enough information to give an informed response. • 53% of respondents had three years service or less in the Department. • The overall dissatisfaction score represents a significant level of dissatisfaction largely in the areas of Communication/Consultation and Managing Performance (including implementation ofPMDS).
Keywords:
WORK ENVIRONMENT; HEALTH POLICY; SURVEYS; HUMAN RESOURCE MANAGEMENT

Full metadata record

DC FieldValue Language
dc.contributor.authorDepartment of Health (DoH)en_GB
dc.date.accessioned2012-10-15T08:18:34Z-
dc.date.available2012-10-15T08:18:34Z-
dc.date.issued2002-12-
dc.identifier.urihttp://hdl.handle.net/10147/248752-
dc.descriptionI am pleased to circulate the results of the Climate Survey to all staff following its presentation to Partnership yesterday. Hosea Consultants were commissioned by the Department to carry out a staff attitudinal climate survey in December 2002 in advance of the introduction of upward feedback. When the survey was launched in December 2002, I made it clear, on behalf of the Management Advisory Committee, that we would take the outcome of the survey seriously and would act on the results. The attached report contains details of the results for all respondents and a breakdown of the results by grade. It sets out the top 15 satisfactions and top 15 dissatisfactions in the Department. It also summarises the feedback from the open questions in the questionnaire. There is a wealth of valuable information contained in the report. We had a very good response (53.8% of staff completed the survey) and it is clear from the demographic data that those who participated were a representative sample of the total population. Here are some of the key issues. • The overall satisfaction score is 49.16%. The overall neutral score is 26.53%. The overall dissatisfaction score is 24.31 %. • In general the overall satisfaction score indicates a good positive attitude in the Department. • The areas that scored well in the survey are Clarity and Direction, Equality and Work Life Balance and Internal Customer Service. • The neutral score represents staff who either did not have an opinion on the topic in question or did not have enough information to give an informed response. • 53% of respondents had three years service or less in the Department. • The overall dissatisfaction score represents a significant level of dissatisfaction largely in the areas of Communication/Consultation and Managing Performance (including implementation ofPMDS).en_GB
dc.language.isoenen
dc.publisherDepartment of Health (DoH)en_GB
dc.subjectWORK ENVIRONMENTen_GB
dc.subjectHEALTH POLICYen_GB
dc.subjectSURVEYSen_GB
dc.subjectHUMAN RESOURCE MANAGEMENTen_GB
dc.titleClimate surveyen_GB
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