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City of Louisville Employee Survey <br /> July 2008 <br /> To help the City of Louisville choose areas of focus, each of the composite ratings was placed in a <br /> matrix showing evaluations along two dimensions: satisfaction and importance. (See the table <br /> below.) Satisfaction was deemed to be higher if the composite rating was greater than 65 points. <br /> Satisfaction was considered lower if the composite rating was 65 or below. Employees were not <br /> asked to rate the importance of any particular item on the survey. Instead,regression and correlation <br /> analyses were performed to determine which factors were significantly associated with overall <br /> employee job satisfaction,which has been found to be closely linked to employee retention. Those <br /> factors that were significantly associated with overall job satisfaction were regarded as of high <br /> importance,while those that were not associated with overall job satisfaction were considered to be <br /> of lower importance. <br /> The factors most associated with overall employee job satisfaction at Louisville were: employee fit <br /> and values,work climate and policies,growth and training opportunities, and job pride and <br /> contentment.Job pride and contentment, department communication and policies and <br /> communications from the City might be considered areas of critical focus, as they are of higher <br /> importance,but received ratings of 65 points or lower on the 100-point scale. <br /> Figure 2:Satisfaction and Importance Matrix <br /> Higher Satisfaction Ratings Lower Satisfaction Ratings <br /> (Greater than 65) (65 or lower) <br /> High Importance •Employee Fit and Values (80) *Job Pride and Contentment(64) <br /> (Strongly associated with '? • Growth and Training •Department Communication and <br /> overall employee job Opportunities (69) Policies(61) <br /> satisfaction*) •Job Satisfaction (66) •Employer Communication(55) <br /> •Employee Workspace and <br /> Resources (71) <br /> Lower Importance •Supervisor Relationship (70) • Employee Support and <br /> (Not strongly associated <br /> with overall employee • Employee Benefits and Programs •Recognition (60) <br /> job satisfaction) (68) • Employee Evaluation (37) <br /> • Work Group Quality and <br /> Collaboration (67) <br /> *Pearson correlation>051. <br /> C <br /> U <br /> u <br /> C1 <br /> C <br /> C <br /> C � <br /> N <br /> DRAFT Report of Results <br /> 6 <br />