WAI helps the University make improvements both big and small -
Examples following Working at IOWA 2006
Results from the Working at IOWA 2006 survey has led to changes at both the University and unit level.
Some specific action steps include:
- tracking the timeliness of performance reviews and offering workshops to improve the quality of performance conversations and goal setting;
- partnering Human Resources with the Office of the UI Ombudsperson to offer conflict management to specific work groups;
- offering business process improvement and workplace consultation to address workload concerns; and
- targeting supervisory effectiveness as an area for improvement, and offering more training opportunities for supervisors.
A 2007 progress report summarizing action steps for continuous improvement is available for view or download (pdf).
Each college and division also used their unit results to make improvements as well. Soon after the 2006 survey results were complied, Susan Johnson, Associate Provost; Sue Buckley, Associate Vice President and Director of HR; and Laura Reed, then Senior Associate Director, Human Resources and Director of Organizational Effectiveness, met with each Vice-President/Dean individually to review survey results specific to each Division/College. Each Vice-President and Dean assigned an individual, typically the Senior Human Resources Representative, to assist with the development and implementation of action plans addressing the Division’s/College’s survey results.
Examples of actions by individual college/divisions include:
- Provided workshops through UI Learning and Development and the University Ombudsperson on supervisory effectiveness, communication, managing poor performance and conflict.
- Lead focused discussions with faculty and staff on budget issues and processes.
- Implemented various models of local shared governance to improve staff opportunities for input on decisions.
- Reviewed and now include staff career development goals in performance reviews.
- Held focus groups to revise the local performance appraisal tool.
- Developed a practice of cross-training to address uneven workload concerns.
- Developed or revised a staff recognition program.
- Addressed supervisors/managers with clearer expectations and/or provided training and support.
The WAI web site provides further actions by specific Divisions/Colleges.
For more information about changes in your college or division, please contact your Senior HR Representative. A list of Senior HR Representatives is located on the HR Administration web site.
Working at IOWA 2006 Results
The WAI 2006 survey was the first University of Iowa survey measuring engagement. Faculty and staff were asked how they experience their work environment, both locally and with the University. The survey enabled the University to:
- Discover the strengths of the University work environment and what areas to target for continuous improvement.
- Identify ways to continue promoting faculty and staff engagement.
- Collect baseline data for future comparisons.
Strengths identified in the 2006 survey noted that faculty and staff generally:
- Look for more effective ways to do their work.
- Know what is expected of them relative to their job.
- Understand how their job fits into the overall mission of the UI.
- Have a strong focus on providing excellent service.
- Have the basic resources to do their job.
Areas identified by faculty and staff as needing improvement University-wide included:
- Managing poor performance appropriately.
- Being informed of the workplace budget status.
- Managing work-related conflicts constructively.
- Distributing workloads fairly.
- Having a clear plan to strengthen the UI.
The 2006 Working at IOWA report is available for view or download (pdf).
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