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Employee Voice Survey
The National Employee Survey is about the work environment of the City of Madison. A quality work environment is a workplace which is not simply acceptable, but that is desirable. It is not only where people do work, but where they want to work. Results of this and other surveys will help the City embody the vision of being Inclusive, Innovative & Thriving.
In November 2018, City employees were invited to complete the Employee Voice Survey, collected and analyzed by the National Research Center (NRC). This survey is intended to serve as a baseline measure of the City of Madison’s for celebrating the work done by the employees of the City of Madison, and improving ways in which we do that work.
Understand the Data
The data were presented to the Voice of the Customer Team (VOC) on January 15, 2019. In the intervening weeks, the VOC developed a set of recommendations to help the City understand the data and develop appropriate responses.
City-wide Reports and Recommendations
The findings of this comprehensive survey returned both areas for improvement and areas for celebration! Demonstrating continuous improvement requires that we all build upon the momentum provided by the Employee Voice Survey toward the outcomes we seek. Based on the findings, Performance Excellence teams made a series of recommendations to accompany the NES reports.
Department & Division Reports
- On March 18, 2019, Organizational Development will present department/division specific results to department/division heads.
- By May 1, 2019, department/division heads will provide Employee Voice Survey Action Plans that outline the departmental response to their reports.
- Departments/divisions may include in the plan those efforts already under way through other city or department-specific initiatives, such as actions described in equitable workforce plans (e.g., employee mentoring/onboarding; regular department-wide staff meetings, etc.).
- The results of these plans will inform a larger, Citywide action plan.
Link to Reports (available 3/18), Access for Department & Division Heads only
Employee Voice Survey Action Plan Toolkit
To help support Division & Department Heads and staff in creating the Employee Voice Survey Action Plan, Organizational Development has developed the following tools:
Department Needs Assessments
Before you jump headlong into the Employee Voice Survey Action Plan, it can be helpful to know where you’re starting. The following Needs Assessments can help you gauge your capacity and skill levels so that you know where to turn for resources:
Full Needs Assessment Toolkits
Individual Assessment Activities
- Types of Needs Assessments
- Reflection Questions
- Questionnaire: Data Use Practices
- Self-Assessment: Aligning Mission, Vision, Values, Service Promise
- Self-Assessment: Understanding and Responding to Survey Data
- Self-Assessment: Creating Employee Voice Survey Action Plans
Skill Development Sessions
Once you’ve identified specific areas where you may need more support, be sure to enroll in the Performance Excellence Series courses offered by Organizational Development. These sessions will provide knowledge- and skill-building exercises geared toward completing your Employee Voice Survey Action Plan in ways that showcase your team’s strengths and work to-date, as well as providing concrete, actionable steps for improvement.
Looking for more customized assistance and support? Sign up for a 1-hr consultation session with your HR Analyst or an Organizational Development Specialist to talk through your Action Plan
Getting Started Guide:
Get a copy of the template and upload your Action Plan:
Response to Department Employee Voice Survey Action Plans
Action Plan Data Analysis
Upon collection of Department Employee Voice Survey Action Plans, the City of Madison Organizational Development Unit undertook an analysis of all action items from those submitted by 5/15. The following emerged as themes, across multiple departments.
- Individual Employee Development
- Employee Training Opportunities
- Meeting Improvements
- Collecting Staff Feedback
- Communication Planning
- Employee Recognition
- Employee Engagement
While Departments should continue work toward these Action Plan items, City leadership has asked that Departments do not expend time and resources developing NEW systems/responses to these needs. The themes will be addressed by a Citywide Employee Voice Survey Action Plan, a system-level response intended to benefit all agencies.
Citywide Employee Voice Survey Action Plan
The City of Madison Recommendations Summary called for the Performance Excellence tasked a Project Team with coordinating a response to the collective themes from the Employee Voice Survey Action Plans submitted by all departments.
This cross-departmental team will be led by Executive Sponsors Cam McClay, Deputy Mayor for Performance Excellence, and Harper Donahue, Director of Human Resources, and will begin work in June 2019.
Department/Division Support from Organizational Development
Citywide planning and change requires time and effort, but we also know our employees cannot wait until we adopt a Citywide Action Plan to address the themes identified above. To help address the need for training, support, and resources to address those (and other Employee Voice Survey high-need) topics, the Organizational Development Unit has aligned future work to more closely meet the City’s immediate needs.
|Individual Employee Development||
Goal – to create more opportunities for City of Madison employees to build, sustain, and support their own/their teams’ professional development
|Employee Training Opportunities||
Goal – to realign the remainder of 2019 Organizational Development Course Calendar to address the needs identified in the Employee Voice SurveyGo to Course Calendar
|Meeting Improvements||Goal – to provide facilitation tools and methods for making team, department, division, cross-departmental, and Citywide meetings more effective
|Collecting Staff Feedback||
Goal – to support departments in planning, implementing, analyzing, and communicating staff feedback
Contact OrganizationalDevelopment@cityofmadison.com to arrange consultation
Goal – to share industry-standard tools, timelines, and templates for writing internal or externally-facing Communication Plans
Employee Recognition and Employee Engagement
Goal – to collaborate in-person and digitally on how to create meaningful recognition programs, celebrate employee and team successes, and engage employees in social and teambuilding activities
We want to know what topics you’d like to see covered in trainings, resources, and tools! Take this short survey to help us understand your needs: