TalentWatch Senior Leader Action Planning Meeting September 2018

TalentWatch Senior Leader Action Planning Meeting September 2018

TalentWatch Senior Leader Action Planning Meeting September 2018 Survey Administration TalentKeepers Agenda Purpose, Process and Outcomes TalentWatch Survey Results Taking Action 2 TalentKeepers Purpose and Key Outcomes Understand Results React Surprises? Affirmations? 3 TalentKeepers Decide Groups, Issues & People Recommended Targets for Action Strengthen the Connection between Employees and Senior Management Empower leaders to communicate the reasoning behind policies and ensure that they are consistently applied. Communicate frequently, respectfully, & build trust by providing the why behind decisions made. Clearly Define Organizational Policies, Practices and Procedures Define and promote other aspects of your Employee Value Proposition (e.g., schedules, work/life balance, company brand/culture, growth and promotional opportunities) Prioritize Training and Development Provide employees with opportunities to grow their skills; talk to employees to determine current gaps in training and development. Provide leadership training to ensure leaders are equipped to hold difficult conversations with employees. Leverage the Strength of Direct Supervisor Relationships Encourage leaders to have regular one-on-one conversations with employees to address development goals and reinforce organizational policies. 4 TalentKeepers TalentWatch Anonymous Engagement Survey Survey Metrics Behavior Specific Indices Measures employees levels of engagement Results leveraged at every leadership level Overall Measures Proven to improve engagement, retention and performance metrics 5 TalentKeepers Leader (LEI) Organization (OEI)

Job/Career (JEI) Co-worker (CEI) Join Factors Intent to Stay Overall Satisfaction Satisfaction Change Employee Net Promoter Score (ENPS) TalentWatch Survey Participation Survey Administration: 9/10/2018 - 9/21/2018 Eligible Participants: 1105 Two Surveys: General 44% & Leader 42% Completion Percentage Count Group Completion Percentage Count 44% 488 Jenks 32% 37 Tabashnik 51% 26 Rahr 54% 7 McDonald 59% 30 Staten 78% 18 Davis 71% 5 Antin 57% 4 Silvertooth 48% 163 Stock 32% 36 Ratje 86% 12 Going 35%

24 Koprowski 28% 31 Husman 80% 24 Chorover 36% 25 Farrell-Poe 30% 9 Group ALVSCE TalentKeepers 6 Representativeness Invited Repondents 17.77% 22.94% 20.29% 20.90% 2.99% 2.05% 4.10% 2.63% 53.67% Appointed Professionals Classified Staff Faculty 52.66% Administrators Post Docs Appointed Professionals Classified Staff Faculty Administrators Post Docs Responses are representative of the overall population TalentKeepers 7 Dashboard: Fundamental Metrics 77% Are satisfied at work ENPS: 25 Recommend as a Good Place to Work Goal: 30 or higher Moderate: 1 to 29 Focus: 0 or lower 27% Are more satisfied today, 18% less satisfied than 6

months ago Intent to Leave More than 10 years: 32% (158) 5 to 10 years: 26% (128) 3 to 5 years: 17% (85) 1 to 3 years: 21% (103) Less than 1 year: 3% (14) Why employees STAY Themes Why employees may LEAVE Themes 1. Type of work Job Duties 27% Leadership 27% 2. Learn new skills Benefits 17% Pay 24% 3. Benefits Coworkers 14% Career 13% 4. Organizations reputation Leadership 13% Funding 10% Top Reasons for JOINING TalentKeepers Employee Engagement TalentKeepers 9 Employee Engagement Indices Dashboard Index Goal =Engaged 80% Organization Engagement Job & Career Engagement 35.8 6% 64.1 4% 21.9 3% 78.0 7% OEI Benchmark: 67% Education Benchmark: 63% =EngagedEngaged =EngagedDisengaged Co-Worker Engagement 23.7 7% Leader Engagement 26.8 4% 76.2 3% CEI Benchmark: 76% Education Benchmark: 73% TalentKeepers JEI Benchmark: 70% Education Benchmark: 67%

73.1 6% LEI Benchmark: 73% Education Benchmark: 74% 10 Education Benchmark based on 21 institutions with ~50% representing Universities Organization Engagement Index Percent Engaged 100% 92% 64% 76% 70% 69% 78% 65% 33% ALVSCE Tabashnik McDonald (488) (26) (30) Davis (5) Silvertooth (163) 11 TalentKeepers Ratje (12) Koprowski Chorover Farrell-Poe (31) (25) (9) Organization Engagement Index Percent Engaged 100% 86% 75% 72% 64% 58% 63% 30% ALVSCE (488) Jenks (37) Rahr (7) Staten (18) Antin (4) 12 TalentKeepers Stock (36) Going (24) Husman (24)

Organization Engagement Items Current Past OEI 64% -- I am satisfied with the location where I come to work on a daily basis. 78% 75% My organization values diversity and inclusion. 76% -- My organization shows respect for employees. 75% 62% I am satisfied with my commute to work. 75% -- My organization consistently demonstrates that delivering quality services is a high priority. 74% 82% My organization supports a balance between work and personal life. 73% 62% Senior Management keeps me informed of the goals and direction of our organization. 69% -- Senior Management is accessible and approachable when necessary. 68% -- 62% 71% 62% 73% 61% 55% 59% -- 51% 42% The organization's vision/mission/goals inspire me and help me be more productive. I feel that I can question a policy or practice, without fear of being penalized. Senior Management in my organization is open, honest, and transparent in communication. My organization's policies and procedures help create an effective work environment. My organization's process and procedures to evaluate and promote employees is fair.

TalentKeepers 13 Job & Career Engagement Index Percent Engaged 100% 96% 78% 92% 92% 77% 81% 75% 67% ALVSCE Tabashnik McDonald (488) (26) (30) Davis (5) Silvertooth (163) 14 TalentKeepers Ratje (12) Koprowski Chorover Farrell-Poe (31) (25) (9) Job & Career Engagement Index Percent Engaged 100% 100% 88% 78% 68% ALVSCE (488) Jenks (37) 75% 72% Rahr (7) 67% Staten (18) Antin (4) 15 TalentKeepers Stock (36) Going (24) Husman (24) Job & Career Engagement Items Current Past

JEI 78% -- 89% 85% 87% -- 85% -- This is a career that I love and believe in. 84% -- I am satisfied with the tasks and responsibilities associated with my job. 83% -- I am satisfied with my current work schedule. 83% -- I can fit in at work without having to change who I am. 82% -- I have the information and resources needed to effectively get my work done. 81% 68%* I fully understand my compensation plan. 80% -- At work, I have sufficient opportunities for personal and professional growth. 69% 53% I receive the training needed to perform my job effectively. 68% 68% My job is challenging and interesting. At work, I have the opportunity to utilize my skills and do what I do best. My decision-making authority is sufficient for me to perform my job effectively. *Past data score is an average of two similarly phrased questions TalentKeepers 16 Co-Worker Engagement Index Percent Engaged 100% 85% 100% 84% 78% 76%

65% 67% 57% ALVSCE Tabashnik McDonald (488) (26) (30) Davis (5) Silvertooth (163) 17 TalentKeepers Ratje (12) Koprowski Chorover Farrell-Poe (31) (25) (9) Co-Worker Engagement Index Percent Engaged 100% 100% 89% 83% 76% 72% 65% ALVSCE (488) Jenks (37) Rahr (7) Staten (18) Antin (4) 18 TalentKeepers Stock (36) 67% Going (24) Husman (24) Co-Worker Engagement Items Current Past CEI 76% -- Most of my co-workers deliver quality work and put forth extra effort to help our organization succeed. 81% -- I receive the support I need to be able to succeed from most of my coworkers.

81% 79%* Most of my co-workers demonstrate interest and concern for my personal well being. 80% 76% Most of my co-workers communicate effectively with me. 80% -- My co-workers respect employee differences by valuing diversity and inclusion. 75% 80% While working on assigned tasks, most of my co-workers do not just participate; they seem engaged in their tasks. 74% -- Most of my co-workers value and support my work and career goals. 74% -- *Past data score is an average of two similarly phrased questions TalentKeepers 19 Leader Engagement Index Percent Engaged 100% 100% 85% 80% 73% 83% 88% 70% 61% ALVSCE Tabashnik McDonald (462) (25) (28) Davis (5) Silvertooth (161) 20 TalentKeepers TalentKeepers Ratje (12) Koprowski Chorover Farrell-Poe (27) (24) (8) Leader Engagement Index Percent Engaged 100% 100% 77% 75%

73% 69% 61% 58% ALVSCE (462) Jenks (31) Rahr (7) Staten (16) Antin (4) 21 TalentKeepers TalentKeepers Stock (36) Going (22) Husman (23) Leader Engagement Items (Slide 1) Current Past LEI 73% -- 88% -- 83% 72% 82% 72% My leader is someone I can trust. 82% 74% My leader recognizes and takes into account my work/life balance needs. 81% 76% My leader listens when I have suggestions on how to do things better. 80% 72% My leader is caring and concerned for me as an individual. 79% 79% 79% -- 78% 78%

77% -- 77% -- 75% -- My leader provides me flexibility and choice in how I do my work. My leader recognizes my efforts and achievements and wants me to be successful. My leader tells the truth and meets commitments. Does what he/she says he/she will do. My leader is interested in having only the best qualified people added to the team. My leader creates an inclusive environment that values and respects employee differences. My leader believes an engaged and stable workforce is important for organizational success. My leader clearly communicates expectations and the reasons behind changing priorities. My leader is concerned with a new team member's fit with the organization's values, goals, and practices, as well as how likely they are to stay with the organization. TalentKeepers 22 Leader Engagement Items (Slide 2) Current Past LEI 73% -- My leader helps me feel empowered and creates an environment that encourages decision-making. 75% -- My leader supports high goals, keeps me informed of progress, and emphasizes how my work contributes to organizational success. 74% -- The feedback my leader provides me helps me improve my performance. 73% 64% My leader makes work challenging and satisfying by encouraging fun and provides as much choice as possible regarding work activities. 69% -- My leader holds team members appropriately accountable for performance. 68% 59% My leader increases my desire to come to work and do my best. 68% -- My leader is an effective coach and motivator who enables me to achieve the career and professional objectives I have set. 68% 57%

My leader adapts his/her communication and coaching style to effectively relate to diverse audiences. 65% -- My leader identifies top performers and creates ways to engage and retain them. 59% -- My leader is aware of team members who may be thinking of leaving and takes appropriate action to encourage them to stay. 44% -- TalentKeepers 23 Leader Engagement Index 100% 80% 60% 40% 20% 54% (30) of leaders 80% 0% Individual Leaders 23% (13) of leaders 50% Engagement & Team Performance Comparisons Consistent Results High Engagement =Engaged High Performance Low Engagement =Engaged Low Performance Inconsistent Results High Engagement =Engaged Low Performance Low Engagement =Engaged High Performance TalentKeepers 24 Why? Who? Free Responses: Stay & Leave Themes xx% BIC 65% FUNDING STAY Themes Job Duties Work is interesting and meaningful; Enjoy working with the community Benefits Good benefits package, especially the health insurance and Qualified Tuition Reduction Coworkers Supportive coworkers; Sense of camaraderie; Great teamwork TalentKeepers LEAVE Themes Leadership

Poor communication; Lack of support from senior leadership; Lack of respect and appreciation from leadership Pay Low pay rate; Lack of pay raises; Inequitable pay Career No opportunities for advancement 25 Employee Net Promoter Score (ENPS) Measures employees willingness to recommend the organization as a good place to work Scale: (negative) -100 to (positive) +100 ENPS Calculation = (Promoters Detractors) Total # of Respondents Detractors Passives Promoters 1-6 Rating 7-8 Rating 9-10 Rating Negative referral & feedback Rarely recommend Proud to recommend Reduce motivation & pride Passively satisfied Enthusiastic Diminished loyalty Loyalty unstable & short- Loyal term TalentKeepers 26 Willingness to Recommend as a GOOD Place to Work Goal: 30 or higher; Moderate: 1-30; Focus: 0 or below How likely are you to recommend the organization as a good place to work? ALVSCE Tabashnik McDonald Davis Ratje Silvertooth Koprowski Chorover Farrell-Poe Jenks Rahr Staten Antin Stock Going Husman TalentKeepers ENPS (-100 to 100) Detractor Count Passive Count

Promoter Count 25 99 168 221 31 -10 40 83 28 19 32 44 -22 43 33 100 14 42 33 6 10 0 0 34 7 4 0 15 0 3 0 9 3 3 6 13 3 2 49 11 9 5 15 4 6 0 13 8 10 14 7 2 10 80 13 12 4 7 3 9 4 14 13 11 27 ENPS Free Responses Themes What would increase your willingness to recommend as a good place to work? 27% 20% PAY (97) LEADERSHIP (71) Category Themes Pay

Increase in salaries; Salaries that were more competitive with the national average Leadership Greater transparency from the senior administration; More support and better communication from all levels of leadership but primarily from senior leaders TalentKeepers 28 Recommendations Summary A. B. C. D. E. A. B. 1. Transparency and Trust Communicate frequently, respectfully, & build trust by providing the why behind decisions made. Prior to sharing organization, empower leaders with talking points in case they need assistance answering questions from their teams When information cannot be shared, explain intentions and the reasons why Ensure that leaders clearly communicate and consistently apply evaluation and promotion processes Recognize employees for work well-done 2. Training and Development Individual Contributor Training and Development I. Hold leaders accountable for having periodic career conversations with employees II. Educate employees on the availability of training and growth opportunities and how to participate III. Gain insight from employees regarding gaps in training and development (via focus groups) Leadership Training and Development I. Train leaders on best practices in performance management (e.g., setting clear goals, providing regular feedback, addressing performance issues promptly) II. Train leaders to be honest about performance and manage differently based on level TalentKeepers 29 What Are Your Leaders Being Asked To Do? Get them ENGAGED! 1) Review report 2) Meet with Leader 3) Meet with Team to review results Ask Start, Stop & Continue questions 4) Develop action plan and submit online 5) Manage differently based on results and feedback - ONGOING TalentKeepers 30 Next Steps for Senior Leaders DECIDE Groups, Issues, People you will address Dashboard Coaching Guide COMMUNICATE Send Senior Leader memo, thanking employees for participation and highlighting strengths and areas to address ACTION PLAN How to address focus areas with success goals within your group and as an individual leader IMPLEMENT Behavior modification with review and accountability for goal progress 31 TalentKeepers Appendix

TalentKeepers Organization Engagement Items Slide 1 OEI I am satisfied with the location where I come to work on a daily basis. My organization values diversity and inclusion. My organization shows respect for employees. I am satisfied with my commute to work. My organization consistently demonstrates that delivering quality services is a high priority. My organization supports a balance between work and personal life. Senior Management keeps me informed of the goals and direction of our organization. Senior Management is accessible and approachable when necessary. The organization's vision/mission/goals inspire me and help me be more productive. I feel that I can question a policy or practice, without fear of being penalized. Senior Management in my organization is open, honest, and transparent in communication. My organization's policies and procedures help create an effective work environment. My organization's process and procedures to evaluate and promote employees is fair. TalentKeepers ALVSCE Tabashnik McDonald Davis Silvertooth Ratje 64% 69% 33% 100% 70% 92% 78% 81% 97% 80% 77% 83% 76% 75% 75% 81% 81% 69% 53% 57% 77% 80% 100% 40% 82% 77% 77% 100% 100% 67% 74% 65% 53% 100% 78% 100%

73% 77% 77% 100% 77% 92% 69% 65% 43% 100% 72% 100% 68% 65% 37% 80% 68% 100% 62% 46% 37% 100% 69% 100% 62% 69% 40% 40% 64% 75% 61% 62% 27% 100% 64% 92% 59% 62% 33% 60% 56% 92% 51% 65% 33% 40%

52% 67% 33 Organization Engagement Items Slide 2 ALVSCE Koprowski Chorover OEI I am satisfied with the location where I come to work on a daily basis. My organization values diversity and inclusion. My organization shows respect for employees. I am satisfied with my commute to work. My organization consistently demonstrates that delivering quality services is a high priority. My organization supports a balance between work and personal life. Senior Management keeps me informed of the goals and direction of our organization. Senior Management is accessible and approachable when necessary. The organization's vision/mission/goals inspire me and help me be more productive. I feel that I can question a policy or practice, without fear of being penalized. Senior Management in my organization is open, honest, and transparent in communication. My organization's policies and procedures help create an effective work environment. My organization's process and procedures to evaluate and promote employees is fair. TalentKeepers 34 FarrellJenks Rahr Poe 64% 65% 76% 78% 30% 86% 78% 77% 72% 56% 78% 100% 76% 75% 75% 84% 77% 71% 88% 84% 76% 67% 89% 89% 57% 86% 46% 86% 68% 100% 74% 71% 76% 89% 59%

73% 58% 80% 67% 46% 100% 69% 74% 64% 78% 46% 100% 68% 68% 88% 89% 41% 86% 62% 52% 64% 56% 62% 71% 62% 68% 72% 56% 35% 86% 61% 68% 76% 67% 35% 71% 59% 65% 72% 67% 43% 86% 51% 58% 60% 67% 24% 43%

86% Organization Engagement Items Slide 3 ALVSCE Staten Antin Stock Going Husman OEI 64% 72% 100% 58% 63% 75% 78% 89% 100% 69% 46% 92% 76% 83% 100% 75% 50% 58% My organization shows respect for employees. 75% 78% 100% 67% 92% 88% I am satisfied with my commute to work. 75% 78% 75% 78% 62% 88% 74% 83% 100% 64% 75% 88% 73% 83% 100% 72%

71% 83% 69% 89% 100% 58% 67% 79% 68% 61% 100% 67% 79% 83% 62% 67% 100% 44% 62% 71% 62% 67% 50% 64% 71% 67% 61% 67% 100% 53% 75% 67% 59% 67% 100% 50% 67% 75% 51% 67% 75% 47% 33% 50% I am satisfied with the location where I come to work on a daily basis. My organization values diversity and inclusion. My organization consistently demonstrates that

delivering quality services is a high priority. My organization supports a balance between work and personal life. Senior Management keeps me informed of the goals and direction of our organization. Senior Management is accessible and approachable when necessary. The organization's vision/mission/goals inspire me and help me be more productive. I feel that I can question a policy or practice, without fear of being penalized. Senior Management in my organization is open, honest, and transparent in communication. My organization's policies and procedures help create an effective work environment. My organization's process and procedures to evaluate and promote employees is fair. TalentKeepers 35 Job & Career Engagement Items Slide 1 JEI ALVSCE Tabashnik McDonald Davis Silvertooth Ratje 78% 96% 77% 100% 75% 92% My job is challenging and interesting. 89% 100% 90% 100% 87% 75% At work, I have the opportunity to utilize my skills and do what I do best. 87% 81% 80% 100% 85% 92% My decision-making authority is sufficient for me to perform my job effectively. 85% 85% 83% 100% 85% 92% This is a career that I love and believe in. 84% 96% 93% 100%

82% 83% 83% 88% 87% 100% 85% 92% 83% 92% 87% 80% 85% 92% 82% 96% 67% 80% 82% 83% 81% 88% 77% 100% 80% 100% 80% 85% 90% 60% 79% 100% 69% 85% 67% 100% 66% 100% 68% 69% 60% 80% 68% 83% I am satisfied with the tasks and responsibilities associated with my job. I am satisfied with my current work schedule. I can fit in at work without having to

change who I am. I have the information and resources needed to effectively get my work done. I fully understand my compensation plan. At work, I have sufficient opportunities for personal and professional growth. I receive the training needed to perform my job effectively. TalentKeepers 36 Job & Career Engagement Items Slide 2 JEI ALVSCE Koprowski Chorover FarrellJenks Rahr Poe 78% 81% 92% 67% 68% 100% My job is challenging and interesting. 89% 90% 92% 78% 89% 100% At work, I have the opportunity to utilize my skills and do what I do best. 87% 90% 96% 78% 92% 100% My decision-making authority is sufficient for me to perform my job effectively. 85% 81% 88% 78% 86% 100% This is a career that I love and believe in. 84% 90% 84% 67% 81% 57% I am satisfied with the tasks and responsibilities associated with my job.

83% 74% 96% 78% 84% 86% I am satisfied with my current work schedule. 83% 81% 84% 67% 65% 100% 82% 74% 92% 78% 73% 100% 81% 81% 92% 67% 59% 100% 80% 84% 88% 89% 54% 100% 69% 68% 84% 78% 43% 71% 68% 68% 80% 67% 62% 71% I can fit in at work without having to change who I am. I have the information and resources needed to effectively get my work done. I fully understand my compensation plan. At work, I have sufficient opportunities for

personal and professional growth. I receive the training needed to perform my job effectively. TalentKeepers 37 Job & Career Engagement Items Slide 3 ALVSCE Staten Antin Stock Going Husman JEI 78% 72% 100% 67% 75% 88% My job is challenging and interesting. 89% 89% 100% 92% 79% 92% At work, I have the opportunity to utilize my skills and do what I do best. 87% 94% 100% 72% 83% 96% My decision-making authority is sufficient for me to perform my job effectively. 85% 100% 100% 78% 83% 88% This is a career that I love and believe in. 84% 67% 100% 83% 75% 88% I am satisfied with the tasks and responsibilities associated with my job. 83% 61% 100% 67%

75% 92% I am satisfied with my current work schedule. 83% 72% 100% 81% 75% 92% I can fit in at work without having to change who I am. 82% 78% 100% 86% 88% 92% I have the information and resources needed to effectively get my work done. 81% 83% 100% 69% 88% 96% I fully understand my compensation plan. 80% 83% 50% 72% 83% 96% 69% 67% 100% 58% 79% 58% 68% 50% 100% 67% 75% 67% At work, I have sufficient opportunities for personal and professional growth. I receive the training needed to perform my job effectively. TalentKeepers 38

Co-Worker Engagement Items Slide 1 ALVSCE Tabashnik McDonald Davis Silvertooth Ratje CEI 76% 85% 57% 100% 78% 100% Most of my co-workers deliver quality work and put forth extra effort to help our organization succeed. 81% 85% 70% 100% 83% 100% I receive the support I need to be able to succeed from most of my co-workers. 81% 85% 73% 100% 83% 100% Most of my co-workers demonstrate interest and concern for my personal well being. 80% 85% 77% 100% 85% 100% Most of my co-workers communicate effectively with me. 80% 81% 73% 100% 79% 100% My co-workers respect employee differences by valuing diversity and inclusion. 75% 88% 60% 80% 76%

92% While working on assigned tasks, most of my co-workers do not just participate; they seem engaged in their tasks. 74% 81% 67% 80% 75% 92% Most of my co-workers value and support my work and career goals. 74% 81% 63% 100% 74% 83% TalentKeepers 39 Co-Worker Engagement Items Slide 2 CEI ALVSCE Koprowski Chorover FarrellJenks Rahr Poe 76% 65% 84% 67% 65% 100% Most of my co-workers deliver quality work and put forth extra effort to help our organization succeed. 81% 68% 88% 67% 81% 100% I receive the support I need to be able to succeed from most of my co-workers. 81% 61% 84% 89% 70% 100% Most of my co-workers demonstrate interest and concern for my personal well being.

80% 68% 76% 67% 70% 71% Most of my co-workers communicate effectively with me. 80% 74% 92% 89% 76% 100% My co-workers respect employee differences by valuing diversity and inclusion. 75% 74% 88% 67% 57% 86% While working on assigned tasks, most of my co-workers do not just participate; they seem engaged in their tasks. 74% 58% 84% 67% 54% 100% Most of my co-workers value and support my work and career goals. 74% 68% 96% 89% 62% 57% TalentKeepers 40 Co-Worker Engagement Items Slide 3 ALVSCE Staten Antin Stock Going Husman CEI 76% 89% 100% 72% 83%

67% Most of my co-workers deliver quality work and put forth extra effort to help our organization succeed. 81% 94% 75% 69% 88% 71% I receive the support I need to be able to succeed from most of my co-workers. 81% 89% 100% 72% 88% 83% Most of my co-workers demonstrate interest and concern for my personal well being. 80% 89% 75% 75% 83% 71% Most of my co-workers communicate effectively with me. 80% 83% 100% 67% 83% 88% My co-workers respect employee differences by valuing diversity and inclusion. 75% 83% 100% 72% 79% 58% While working on assigned tasks, most of my co-workers do not just participate; they seem engaged in their tasks. 74% 83% 100% 72% 79% 75% Most of my co-workers value and support my work and

career goals. 74% 83% 100% 67% 79% 62% TalentKeepers 41 Leader Engagement Items Slide 1 ALVSCE Tabashnik McDonald Davis Silvertooth Ratje LEI 73% 100% 61% 80% 70% 100% My leader provides me flexibility and choice in how I do my work. 88% 96% 86% 60% 89% 92% My leader recognizes my efforts and achievements and wants me to be successful. 83% 100% 71% 100% 80% 100% My leader tells the truth and meets commitments. Does what he/she says he/she will do. 82% 100% 75% 100% 78% 100% My leader is someone I can trust. 82% 100% 79% 100% 76%

100% My leader recognizes and takes into account my work/life balance needs. 81% 92% 86% 100% 78% 92% My leader listens when I have suggestions on how to do things better. 80% 100% 82% 60% 75% 100% My leader is caring and concerned for me as an individual. 79% 96% 75% 100% 73% 100% My leader is interested in having only the best qualified people added to the team. 79% 100% 68% 100% 79% 92% My leader creates an inclusive environment that values and respects employee differences. 78% 96% 68% 100% 75% 100% My leader believes an engaged and stable workforce is important for organizational success. 77% 100% 75% 100% 73% 100% My leader clearly communicates expectations and the

reasons behind changing priorities. 77% 100% 71% 100% 71% 83% TalentKeepers 42 Leader Engagement Items Slide 2 LEI ALVSCE Tabashnik McDonald Davis Silvertooth Ratje 73% 100% 61% 80% 70% 100% My leader is concerned with a new team member's fit with the organization's values, goals, and practices, as well as how likely they are to stay with the organization. 75% 92% 50% 100% 73% 83% My leader helps me feel empowered and creates an environment that encourages decision-making. 75% 92% 61% 40% 74% 92% 74% 96% 57% 100% 68% 92% 73% 100% 64% 80% 71% 92% 69%

92% 57% 100% 65% 75% 68% 92% 61% 100% 64% 92% 68% 84% 61% 80% 63% 83% 68% 88% 61% 80% 63% 83% 65% 76% 64% 20% 61% 92% 59% 80% 50% 60% 53% 92% 44% 68% 32% 40% 40% 50% My leader supports high goals, keeps me informed of progress, and emphasizes how my work contributes to organizational success. The feedback my leader provides me helps me improve my performance. My leader makes work challenging and satisfying by encouraging fun and provides as much choice as possible regarding work activities. My leader holds team members appropriately accountable for performance. My leader increases my desire to come to work and do my

best. My leader is an effective coach and motivator who enables me to achieve the career and professional objectives I have set. My leader adapts his/her communication and coaching style to effectively relate to diverse audiences. My leader identifies top performers and creates ways to engage and retain them. My leader is aware of team members who may be thinking of leaving and takes appropriate action to encourage them to stay. TalentKeepers 43 Leader Engagement Items Slide 3 ALVSCE Koprowski Chorover FarrellJenks Rahr Poe LEI 73% 85% 83% 88% 58% 100% My leader provides me flexibility and choice in how I do my work. 88% 93% 96% 88% 61% 100% My leader recognizes my efforts and achievements and wants me to be successful. 83% 89% 96% 100% 71% 100% My leader tells the truth and meets commitments. Does what he/she says he/she will do. 82% 89% 96% 100% 65% 100% My leader is someone I can trust. 82% 89% 96% 100% 65% 100%

My leader recognizes and takes into account my work/life balance needs. 81% 81% 88% 88% 55% 100% My leader listens when I have suggestions on how to do things better. 80% 89% 100% 100% 61% 100% My leader is caring and concerned for me as an individual. 79% 89% 92% 100% 61% 71% My leader is interested in having only the best qualified people added to the team. 79% 78% 88% 75% 68% 100% My leader creates an inclusive environment that values and respects employee differences. 78% 85% 92% 100% 55% 86% My leader believes an engaged and stable workforce is important for organizational success. 77% 81% 88% 88% 58% 86% My leader clearly communicates expectations and the reasons behind changing priorities.

77% 85% 96% 88% 65% 100% TalentKeepers 44 Leader Engagement Items Slide 4 ALVSCE Koprowski Chorover LEI FarrellJenks Rahr Poe 73% 85% 83% 88% 58% 100% My leader is concerned with a new team member's fit with the organization's values, goals, and practices, as well as how likely they are to stay with the organization. 75% 85% 96% 75% 55% 100% My leader helps me feel empowered and creates an environment that encourages decision-making. 75% 81% 88% 88% 58% 100% 74% 85% 88% 88% 65% 86% 73% 85% 83% 100% 65% 57% 69%

81% 67% 100% 58% 100% 68% 78% 79% 75% 58% 71% 68% 81% 67% 88% 58% 86% 68% 78% 75% 88% 61% 71% 65% 63% 79% 75% 52% 71% 59% 59% 79% 62% 48% 57% 44% 56% 54% 50% 35% 57% My leader supports high goals, keeps me informed of progress, and emphasizes how my work contributes to organizational success. The feedback my leader provides me helps me improve my performance. My leader makes work challenging and satisfying by encouraging fun and provides as much choice as possible regarding work activities. My leader holds team members appropriately accountable for performance. My leader increases my desire to come to work and do my

best. My leader is an effective coach and motivator who enables me to achieve the career and professional objectives I have set. My leader adapts his/her communication and coaching style to effectively relate to diverse audiences. My leader identifies top performers and creates ways to engage and retain them. My leader is aware of team members who may be thinking of leaving and takes appropriate action to encourage them to stay. TalentKeepers 45 Leader Engagement Items Slide 5 ALVSCE Staten LEI Antin Stock Going Husman 73% 75% 100% 69% 77% 61% My leader provides me flexibility and choice in how I do my work. 88% 94% 100% 89% 91% 87% My leader recognizes my efforts and achievements and wants me to be successful. 83% 75% 100% 81% 82% 83% My leader tells the truth and meets commitments. Does what he/ she says he/she will do. 82% 75% 100% 81% 100% 74% My leader is someone I can trust. 82% 88% 100% 78%

100% 83% My leader recognizes and takes into account my work/life balance needs. 81% 88% 100% 86% 77% 87% My leader listens when I have suggestions on how to do things better. 80% 94% 100% 78% 91% 74% My leader is caring and concerned for me as an individual. 79% 88% 100% 81% 82% 78% My leader is interested in having only the best qualified people added to the team. 79% 81% 100% 69% 86% 61% My leader creates an inclusive environment that values and respects employee differences. 78% 88% 100% 75% 91% 65% My leader believes an engaged and stable workforce is important for organizational success. 77% 94% 75% 67% 82% 78%

My leader clearly communicates expectations and the reasons behind changing priorities. 77% 75% 100% 72% 73% 78% TalentKeepers 46 Leader Engagement Items Slide 6 ALVSCE Staten LEI Antin Stock Going Husman 73% 75% 100% 69% 77% 61% My leader is concerned with a new team member's fit with the organization's values, goals, and practices, as well as how likely they are to stay with the organization. 75% 94% 100% 78% 82% 65% My leader helps me feel empowered and creates an environment that encourages decision-making. 75% 81% 100% 75% 91% 65% 74% 75% 100% 61% 77% 74% 73% 75% 100% 75%

59% 70% 69% 75% 100% 67% 86% 57% 68% 62% 100% 67% 59% 61% My leader increases my desire to come to work and do my best. 68% 75% 100% 69% 68% 70% My leader is an effective coach and motivator who enables me to achieve the career and professional objectives I have set. 68% 69% 100% 69% 59% 65% My leader adapts his/her communication and coaching style to effectively relate to diverse audiences. 65% 81% 100% 64% 59% 65% My leader identifies top performers and creates ways to engage and retain them. 59% 62% 100% 58% 77% 52% My leader is aware of team members who may be thinking of leaving and takes appropriate action to encourage them to stay. 44% 44%

75% 44% 55% 48% My leader supports high goals, keeps me informed of progress, and emphasizes how my work contributes to organizational success. The feedback my leader provides me helps me improve my performance. My leader makes work challenging and satisfying by encouraging fun and provides as much choice as possible regarding work activities. My leader holds team members appropriately accountable for performance. TalentKeepers 47 AREA Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction In Tucson Area (313) 64% 80% 77% 76% 78% 33% 26 Outside Tucson Area (175) 65% 75% 75% 69% 75% 31% 23 Attribute TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 48 UA TOTAL FTE

Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction 0.5 (25) 80% 88% 72% 84% 84% 28% 48 0.6 (5) 80% 100% 100% 100% 100% 60% 80 0.7 (3) 67% 67% 100% 100% 67% 33% 0 0.75 (28) 75% 71% 89% 81% 86% 32% 43 0.8 (6) 67% 100% 100% 100% 83%

50% 67 0.875 (3) 100% 100% 100% 33% 100% 0% 67 1 (406) 62% 77% 74% 71% 75% 32% 21 Attribute TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 49 ALVSCE JOB FTE Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction 0.5 (25) 80% 88% 72% 84% 84% 28% 48 0.6 (5) 80% 100% 100%

100% 100% 60% 80 0.7 (3) 67% 67% 100% 100% 67% 33% 0 0.75 (29) 72% 69% 86% 79% 83% 31% 38 0.8 (6) 67% 100% 100% 100% 83% 50% 67 0.875 (3) 100% 100% 100% 33% 100% 0% 67 1 (407) 62% 77% 74% 71% 75% 32% 21 Attribute TalentKeepers Employee Net

Intent to Stay Promoter Score (High) (ENPS) 50 SALARY RANGE Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction Less than $30,000 (41) 68% 78% 78% 76% 80% 44% 34 $30,000 to $60,000 (262) 68% 78% 79% 73% 81% 30% 34 $60,000 to $100,000 (130) 62% 79% 71% 74% 69% 32% 12 $100,000 to $150,000 (36) 50% 75% 75% 79% 69%

39% -8 $150,000 to $200,000 (11) 36% 64% 64% 44% 82% 9% 9 $200,000 or more (8) 50% 100% 100% 43% 88% 50% 50 Attribute TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 51 GENERATION Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction Silent Generation (3) 100% 100% 100% 100% 100% 0% 67 Baby Boomers (182)

57% 73% 74% 68% 76% 20% 17 Generation X (169) 69% 80% 75% 79% 77% 51% 32 Generation Y (133) 68% 83% 80% 72% 78% 26% 27 Attribute TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 52 ETHNICITY Scores in Red are below the organizations score Overall Employee Net Intent to Stay Favorable Promoter Score (High) Satisfaction (ENPS) Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement 2 or More Races (9) 89% 89% 89%

100% 67% 44% 33 Asian (12) 83% 83% 67% 80% 75% 33% 17 Blk African Am (9) 100% 100% 100% 100% 100% 33% 89 Hispanic Latino (89) 64% 80% 83% 70% 81% 39% 30 Native American/ Alaskan Native (8) 62% 75% 75% 43% 88% 38% 12 Non-Resident Alien (14) 93% 86% 93% 86% 86% 14% 71 Unknown (28)

39% 64% 64% 58% 46% 39% -7 White Caucasian (317) 62% 77% 74% 74% 78% 30% 22 Attribute TalentKeepers 53 GENDER Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction Female (316) 67% 79% 78% 74% 80% 34% 31 Male (172) 58% 76% 74% 72% 72% 30% 14 Attribute TalentKeepers

Employee Net Intent to Stay Promoter Score (High) (ENPS) 54 LENGTH OF SERVICE Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction Less than 3 years (137) 78% 79% 86% 80% 86% 34% 39 3 to 5 years (73) 68% 85% 78% 76% 73% 32% 32 5 to 15 years (148) 59% 76% 68% 70% 69% 36% 14 15 to 25 years (81) 57% 79% 75% 65% 79%

33% 28 More than 25 years (49) 47% 69% 71% 73% 80% 18% 2 Attribute TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 55 TENURE Scores in Red are below the organizations score Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction - (253) 66% 76% 77% 71% 80% 33% 29 C (29) 55% 76% 66% 68% 76% 34% -3 CE (12) 50% 50% 67%

58% 50% 33% -42 CT (20) 65% 80% 60% 70% 65% 25% 5 FY (72) 74% 86% 82% 82% 78% 28% 43 NT (3) 67% 100% 100% 67% 100% 33% 67 T (43) 30% 63% 74% 57% 60% 28% -14 TE (13) 69% 92% 69% 91% 85% 69% 23 YY (43) 77% 93%

84% 90% 86% 30% 53 Attribute TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 56 ABOR Code Scores in Red are below the organizations score Attribute Organization Engagement Job & Career Engagement Co-Worker Engagement Leader Engagement Overall Favorable Satisfaction ACP (31) 74% 90% 81% 90% 84% 39% 45 ADM (20) 50% 80% 85% 47% 90% 35% 20 CLS (257) 66% 76% 77% 71% 80% 33% 29

DOC (10) 100% 100% 90% 100% 90% 10% 90 FAC (102) 49% 71% 67% 70% 64% 33% -9 SRP (68) 74% 87% 81% 82% 76% 28% 44 TalentKeepers Employee Net Intent to Stay Promoter Score (High) (ENPS) 57 Join Factors Leverage key factors that influence the decision to join your organization TalentKeepers 58 Satisfaction at Work TalentKeepers 59 Intended Length of Stay 117 employees within high or very high risk leave categories Very Low Risk More than 10 years Low Risk 5 to 10 years Moderate Risk 3 to 5 years High Risk 1 to 3 years Very High Risk Less than 1 year 32% (158) 26% (128)

17% (85) 21% (103) 3% (14) Tabashnik 38% (10) 35% (9) 8% (2) 19% (5) 0% (0) McDonald 23% (7) 43% (13) 13% (4) 17% (5) 3% (1) Davis 60% (3) 40% (2) 0% (0) 0% (0) 0% (0) Silvertooth 35% (57) 22% (36) 18% (29) 21% (34) 4% (7) Ratje 33% (4) 25% (3) 17% (2) 25% (3) 0% (0) Koprowski 10% (3) 35% (11) 16% (5) 35% (11) 3% (1) Chorover 32% (8) 16% (4) 20% (5) 28% (7) 4% (1) Farrell-Poe

33% (3) 11% (1) 44% (4) 11% (1) 0% (0) Jenks 16% (6) 16% (6) 30% (11) 35% (13) 3% (1) Rahr 29% (2) 43% (3) 29% (2) 0% (0) 0% (0) Staten 11% (2) 22% (4) 28% (5) 39% (7) 0% (0) Antin 75% (3) 25% (1) 0% (0) 0% (0) 0% (0) Stock 47% (17) 22% (8) 14% (5) 17% (6) 0% (0) Going 42% (10) 25% (6) 17% (4) 12% (3) 4% (1) Husman 54% (13) 25% (6) 8% (2) 12% (3) 0% (0)

ALVSCE TalentKeepers 60 Engagement Index Measures Engagement Indices Index Measurement Each index is a composite of specific items Employees rated items on a 5-point scale (1=Engagedstrongly disagree; 5=Engagedstrongly agree) Employee deemed engaged if average rating of index items is 3.65 or above Index represents the % of employees engaged Index score can range from 0% to 100% 1. Organization (OEI) 2. Job/Career (JEI) 3. Co-Worker/Team (CEI) 4. Leader (LEI) 61 TalentKeepers

Recently Viewed Presentations

  • Phylum Arthropoda - Mrs. Smith's World of Science

    Phylum Arthropoda - Mrs. Smith's World of Science

    Class Pycnogonida. Found all over in oceans but especially in polar seas. Typically have 4 pairs of walking legs (some may have more) Some males have an extra pair of appendages to carry eggs - only known marine invert.
  • Overview - Northwestern University

    Overview - Northwestern University

    Attack using Trin00 In August 1999, network of > 2,200 systems took University of Minnesota offline for 3 days scan for known vulnerabilities, then attack with UDP traffic once host compromised, script the installation of the DDoS master agents According...
  • The SuperB Detector Confronts New Physics

    The SuperB Detector Confronts New Physics

    Forward endcap layout Candidate endcap crystal geometry Cartesian endcap geometry (Frank Porter) LSO/LYSO is in mass production Slide 9 Slide 10 Slide 11 5x5 Projective LYSO array with CsI(Tl) surround Beam test budget estimate (M&S) Monte Carlo studies Dead Material...
  • Lets review yesterdays Lesson! QUICK-FIRE SYLE! 1. All

    Lets review yesterdays Lesson! QUICK-FIRE SYLE! 1. All

    5. A microbiologist looks at a sample of prokaryotes under a microscope. She notices that they are "rod-shaped." What is the scientific name for this shape? 6. A prokaryote is able to live in extremely hot environments. How would a...
  • Hume and Berrima Rail Ssd Projects

    Hume and Berrima Rail Ssd Projects

    Visy Pulp & Paper Mill - Tumut . Bengalla. Mining Complex - Hunter Valley. Mt Arthur Mine - Hunter Valley. Mandalong Mine - Hunter Valley. Austar Mine - Cessnock. Moolarben (Stage2 ) Mudgee. Also applies to government projects: WestConnex, Light...
  • Drug Residue Prevention in Beef Cattle

    Drug Residue Prevention in Beef Cattle

    In general sick chickens are less active, have a retracted neck close to its body and an unkempt appearance. However, not all diseases have the same appearance. It is important to be aware of common diseases and their corresponding symptoms....
  • Introduction to Greek Mythology

    Introduction to Greek Mythology

    Married to Hera - but has MANY affairs. {zoos} Zeus (Jupiter) Hera (Juno) Wife of Zeus. Goddess of women & marriage. ... of the Hearth, the symbol of home and domestic life. A virgin goddess, wooed by Poseidon and Apollo...
  • World war I: 1914-1918

    World war I: 1914-1918

    Forbidden to build submarines, tanks, armored cars, and fighters. Reduction in size of army (limited to 100,000 men) ... Second Republic of Poland or "interwar Poland" vs. Soviet Russia and Soviet Ukraine. Poland wanted to expand further east to have...