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City of Louisville Employee Survey July 2008 The composite rating was somewhat lower, but still positive,for communication from the City of Louisville (55).The performance evaluation plan and reviews were viewed less than favorably;the average score given by employees was 37 on the 100-point scale, the lowest average rating of all the aspects of the employee experience. To help the City of Louisville choose areas of focus,each of the composite ratings was placed in a matrix showing evaluations along two dimensions: satisfaction and importance. (See the table below.) Satisfaction was deemed to be higher if the composite rating was greater than 65 points. Satisfaction was considered lower if the composite rating was 65 or below. Employees were not asked to rate the importance of any particular item on the survey. Instead,regression and correlation analyses were performed to determine which factors were significantly associated with overall employee job satisfaction,which has been found to be closely linked to employee retention.Those factors that were significantly associated with overall job satisfaction were regarded as of high importance,while those that were not associated with overall job satisfaction were considered to be of lower importance. The factors most associated with overall employee job satisfaction at Louisville were: employee fit and values,work climate and policies,growth and training opportunities,and job pride and contentment.Job pride and contentment, department communication and policies and communications from the City might be considered areas of critical focus,as they are of higher importance,but received ratings of 65 points or lower on the 100-point scale. Higher Satisfaction Ratings Lower Satisfaction Ratings (Greater than 65) (65 or lower) High Importance •Employee Fit and Values (80) •lob Pride and Contentment(64) (Strongly associated • Growth and Training •Department Communication and with overall Opportunities(69) Policies(61) employee job satisfaction*) •Job Satisfaction (66) •Employer Communication(55) Lower Importance •Employee Workspace and Resources (71) (Not strongly g y • Employee Support and •Supervisor Relationship(70) associated with • Employee Benefits and Programs (68) Recognition (60) overall employee job • Employee Evaluation (37) •Work Group Quality and satisfaction) • Collaboration (67) *Pearson correlation>0.51. Respondent Characteristics Three in 10 survey respondents were from the Public Works department,22%were from the Police department and about one in five belonged to the Parks and Recreation department.Ten percent of employees from the City Manager's Office responded to the survey,9%of respondents were from the Library and 7%were from the Planning and Building Safety department.The fewest number of respondents were from the Finance department (5%). About two-thirds of respondents said they were non-exempt (66%) and 79%predominantly worked the day shift. Of those responding to the survey, 60%were male and 40%were female.The majority of respondents were between the ages of 41 and 60 (57%). One-quarter were 31 to 40 years of age, 13%were under 30 years old and 5%were over 60. Four in 10 employees responding to the survey (39%) stated that they had worked at the City five years or less and one-quarter(26%) said they had n worked for the City 6 to 10 years. Seventeen percent worked for the City of Louisville for 11 to 15 years and 18% said they had worked for the City for more than 15 years. o N DRAFT Report of Results 2