STAFF SURVEY 2017

SUMMARY

It is gratifying to note that by far the top reasons why employees like working for
West House were that they like working with the people we support and feel the
work is rewarding and makes a difference.

On the whole employees appear to be positive, dedicated, feel they have job
security and are aware of their job role.

Induction and training both received positive results.

Although pay satisfaction increased significantly, from comments made many

employees still felt the pay did not reflect their responsibilities.

Relationships with clients/service users were positively rated.

Although percentage evidence of satisfaction with communication and

relationships had increased from last year, from actual comments made, there were
a number of identified areas which could be improved upon.

WHAT ARE WE DOING

This report will focus on those areas which highlighted the most need for
improvement. We will, however, endeavour to carry on improving other areas
mentioned.

COMPARISON WITH THE LAST SURVEY

For your information, please see the comparable table between the last two surveys
conducted:

1
 SURVEY COMPARISON BETWEEN 2016 AND 2017 SURVEYS

QUESTION SCALE 2016 2017

Induction Training 79% 82%

good/excellent

Pay Satisfactory 18% 35%

Benefits Satisfactory 56% 67%

Relationship with Positive 86% 93%

client/service users

Relationship with Excellent/good 74% 88%

managers

Relationship with Excellent/good 79% 94%

Seniors

Relationship with Excellent/good 85% 97%

colleagues

Job role Understood 93% 98%

Team Effective 77% 72%

Communication

Supervision Useful & high quality 80% 99%

Completing Enough Time 59% 61%

Paperwork

PAY & CONDITIONS

This has shown the most significant improvement. However, following comments
made in the latest survey, it has been noted that recognition is still an issue for some
parts of the workforce.

Action: The survey has been presented to the Management Board. They will
consider options/affordability during the October Board meeting.

2
COMMUNICATION

This was the only criteria not to show an increase and you have reported
communication problems within the organisation.

Action: It is proposed in the Autumn to run a serious of meetings with staff from
all Services. The focus will be on how to make peoples lives better.
This will be an opportunity to have a direct influence on how the
organisation works in the future.

Action: We will improve the communication of the next survey in order to

receive a higher percentage of returns. The new survey has already
been revamped in a simpler format. Any suggestions/ideas to help
improve completion and return of the survey will be welcomed.

Action: We will promote the use of e-mails for direct information e.g. wage slips,
internal job advert and notifications.

PAPERWORK

There was only a very slight increase in this sector, which still left a tangible amount
of employees who felt paperwork was still a problem.

Action: Taking into account the comments in the survey, paperwork across the
board is being looked at. The aim is to reduce the burden of
paperwork to enable more concentration on supporting. Already
some of these have already been reduced.

CONCLUSION

A survey gives employees the chance to voice their opinion and provide feedback.

This helps the organisation understand employees needs and requirements,

allowing potential issues they may not have been aware of to be identified.
Consideration is given to reported areas of concern and action taken where
possible.

West House would like to thank the employees who did respond and hope future
surveys will attract more responses.

If anyone would like a copy of the full report, please e-mail Denise Long, HR
Manager (denise.long@westhouse.org.uk).