Employee Survey 2013 key findings and actions

October 2013

Australia Council Employee Survey 2013

What did we do?

Taverner Research was commissioned to run the 2013 employee survey Survey was open between 2 14 July 2013 86 out of the 112 available staff responded (77%) We asked about communication future priorities

workplace
management

learning

performance management work recognition and reward

Australia Council Employee Survey 2013
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Key findings of the Employee Survey 2013

Average Summary Score by Area My Work - 78%

My Workplace Pride and commitment to workplace 75% Work health and safety 67% Overall Job Satisfaction + My Performance Management 69% Perception of the Organisation =

My Manager 74%

My Rewards and Recognition 71%

Combined Satisfaction Score 68%

My Learning 59% Communication 59%

My Organisation The Australia Council 79% Organisational procedures 70%

Australia Council Employee Survey 2013

Key findings of the Employee Survey 2013 Satisfaction highlights

The organisation has a positive impact on the arts sector and we are proud to work here Were generally satisfied with our jobs and the actual work we do One of the most positive aspects of working here is the diverse, passionate and skilled people we work with We generally feel recognised by our manager for the good work done, and feel we are able to contribute ideas and improvements

We feel informed and enjoy the communication style of the CEO

Australia Council Employee Survey 2013

Staff are proud to work for an organisation that contributes to arts sector
The work of the organisation has a positive impact on 2 artists and arts organisations 29 69

I am very positive about the 4 16 future of the organisation

36

44

Commited to working for the 4 11 Australia Council Proud to work for the Australia Council 5 11
0% Strongly disagree Disagree Neither
Australia Council Employee Survey 2013

29

55

The sense that you are doing something that has an impact in the fieldThe ability to implement initiatives and fund grants that make a difference.
I'm aligned with the mission and goals of the organisation. They are active, passionate and engaged with the community.
5

49

35

20% 40% 60% 80% 100% Agree Strongly agree Dont know

Staff are satisfied with their jobs and their work

16

54

19

0%

20%

40%

60%

80%

100%

Very dissatisfied More dissatisfied than satisfied Neither/ Mixed feelings

More satisfied than dissatisfied Very satisfied

My work is varied and interesting and ensures that I'm constantly building my skills and knowledge

I love that I get to work within the sector I am passionate about. I am challenged by my work and have an incredibly supportive team
6

Australia Council Employee Survey 2013

The people working here are a key positive

It is wonderful to work with my fellow colleagues who have so much knowledge, passion and commitment to the arts. The people! Everyone here is what makes it fun to come here every day. And the direct contact with artists and the amazing work they create.

I enjoy working with my team My team brings a diverse range of skills & approaches to work The people I work with are skilled & capable

11

26

64

Strongly disagree Disagree

40

54

Neither
Agree

5 0%

38

56

88% are happy/really glad to work with their manager

Strongly agree

20% 40% 60% 80% 100%

7

Australia Council Employee Survey 2013

Need for effective learning and development opportunities linked to performance management

The training that I receive to do my job is 2 12 good

37

43

42

The e-learning that I've undertaken has been effective

12

20

35

30

1 2

My performance review is linked to development opportunities

13

40

30

2 8

0% Strongly disagree Disagree Neither

20% Agree

40%

60%

80%

100%

Strongly agree

Don't know
8

Australia Council Employee Survey 2013

Communications is an area for development especially knowledge sharing across divisions

Overall, communication processes within this organisation are effective

23

33

33

It seems like there's a lot of information held in separate divisions that isn't always shared. At the moment there is a lot of people working on the same thing. There's also a lot of communication with the sectorthat others don't know is happening. More opportunities and more encouragement for people to go to things together and to reasons to work together.
9

There is effective sharing of information and 6 knowledge across divisions Top down communication is effective

37

36

19 2

7 13

24

38

16

0% 20% 40% 60% 80% 100% Strongly disagree Disagree Neither

Australia Council Employee Survey 2013

Agree Strongly agree Dont know

Key findings of the Employee Survey 2013 Development opportunities

We get the training we need to do our jobs However the quality and style of training needs review We are kept informed about organisational news and get the information we need to do our jobs However communication processes could be better, especially cross-divisional info and knowledge sharing We enjoy working with our managers However our performance management agreements often do not accurately reflect our actual work or link to development opportunities
Australia Council Employee Survey 2013
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Effectively managing organisational change and new grant system were key priorities for the future
Implementing smoothly all the changes associated with the new legislation and developing a clear strategy for the future.

Positively manage the change process internally which should result in a strong internal culture change for the organisation.

What do you see as the top 3 priority areas for the Australia Council over the next three years?

Designing an effective organisational staffing structure that supports the delivery of the new strategic plan and funding programs.

Australia Council Employee Survey 2013

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Developing the action plan

Learning & development
Training needs analysis underway with new skills in HR team Review of training model, framework and providers

Prioritising, planning and communicating training needs

Tailoring training to best suit the organisation and individuals Continuous feedback through training evaluation Performance management system 100% compliance goal for planning and reviews Information sessions from HR to strengthen goal setting and general understanding of process, discussion and identification of development needs Review online system
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Australia Council Employee Survey 2013

Developing the action plan

Communication Improving our cross-divisional knowledge sharing

Review of Divisional results for discussion with employees

Staff engagement through contribution to the action plan Systems review (intranet and website) considerations

Change management Introduce a change management model and process Align staff skills with those required for the new grants process Identify gaps and plan for up-skilling and relevant resourcing in future recruitment

Australia Council Employee Survey 2013

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Thank you for your insights and contributions

Australia Council Employee Survey 2013

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