This survey is being conducted to gather information regarding your expectations, needs, opinions and ideas for the on-going development of the District's Human Resource Department. Results of the survey will be shared with each participant and will assist the Treasurer's Office in determining next year's priorities, goals, and objectives. The survey is confidential. A third party is collecting and compiling the results which will be presented in a summary format. No one within the District will see individual survey results or comments.
SECTION 1 - HUMAN RESOURCE DEPARTMENT ORGANIZATION
1a. For each of the following HR Department Activities, consider which activities are most important to your department's success and what department you think should be solely responsible for the planning and administration of the activity.
Rank each activity by placing the number 1 through 11 to the left of the activity and select the department you feel should be responsible for the planning and administration of this activity.
Comments:
1b. Financial resources aside, what one thing could the HR Department implement that would help your department achieve its goals and objectives?
1c. Which of the activities and services currently provided are you most satisfied with?
1d. How could the HR Department improve this activity or service?
1e. Which of the activities and services currently provided are you least satisfied with?
1f. How could the HR Department improve this activity or service?
1g. The HR function is structured and organized to meet current departmental and district needs.
Choose One Agree Disagree No Opinion
Explain why you agree or disagree:
1h. Rate how clearly defined and communicated HR functions and services are.
1i. Name an HR function that you would not want the HR Department to implement. Explain why and how it would adversely affect your department?
1j. How accessible is the HR Coordinator for support and assistance?
1k. With whom are you currently consulting with regarding HR related issues? (list name or title of individual)
SECTION 2 - RECRUITMENT & SELECTION
"Provides timely recruitment, selection and placement of highly qualified employees."
2a. Rate the amount of time it takes to recruit for and fill a position from the time a requisition is approved until the individual is oriented.
2b. Rate how well HR provides an adequate pool of quality applicants.
2c. How clearly are position objectives, requirements and candidate specifications defined?
2d. Rate the effectiveness of last year's interviewing process.
How can the process be improved:
2e. How well does the HR Coordinator act as a consultant to enhance the quality of the applicant pre-screening process?
How could this process be improved?
2f. What would need to be in place for you to feel comfortable with the HR Coordinator conducting the first round of interviews to screen out unqualified or inappropriate candidates?
2g. Have you or the individuals conducting interviews on behalf of your department ever been formally trained on how to conduct legal interviews?
2h. Considering all the above, how would you rate the HR department's performance in recruitment and selection?
SECTION 3 - COMPENSATION "Develops and administers a job evaluation and compensation system that attracts, retains and motivates employees to accomplish District goals."
3a. District jobs are priced in a way that attracts, retains, and motivates employees to accomplish goals.
3b. The current compensation system is internally equitable and job worth-based.
3c. The compensation system demonstrates a relationship between pay and job performance?
3d. Job expectations and performance measurements are clearly defined and understood.
3e. Pay increase criteria are communicated and administered consistently among all departments.
3f. The performance appraisal process is clearly defined and conducted consistently among all departments.
3g. The individuals responsible for conducting performance appraisals within my department have received formal training on conducting performance appraisals.
3h. Considering all the above, how would you rate the effectiveness of the District's compensation program?
SECTION 4 BENEFITS "Develops and administers non-cash compensation programs that attract, retain and motivate employees to accomplish organization objectives."
4a. How does our District’s benefits compare to those offered by other Districts in the recruitment market?
4b. How well do medical and health care benefits meet employee needs?
4c. How well are employees informed of their benefit choices and options?
4d. How accessible is the department in charge of benefits in answering benefit questions?
4e. How well are benefits and their value communicated to all employees.
4f. Considering all the above, how would you rate the effectiveness of the organization's employee benefit programs?
SECTION 5 - EMPLOYEE RELATIONS AND COMMUNICATIONS
"Institutes and administers programs and processes governing employee treatment, communications, support systems and services which promote employment conditions conducive to high levels of employee satisfaction, motivation and productivity."
5a. Rate how well employee relation policies are published and clearly communicated, and how well they help managers in their working relationships with employees.
5b. How well do the employee handbooks which are provided to all employees cover the most commonly asked questions about personnel procedures, benefits and conditions of employment?
5c. Rate the new employee orientation program.
5d. How accessible is the HR department to employees who feel the need to discuss work issues outside the chain of command?
5e. Rate how well HR initiates and oversees programs and processes for addressing employee satisfaction and morale (for example, conducting and following up on employee opinion surveys).
5f. How well does the current process allow employees to express their complaints and grievances and have them resolved?
5g. Considering all the above, how would you rate the Human Resources Department's performance in the area of employee relations and communications?
SECTION6 - PERSONNEL POLICIES/WORKPLACE RULES
"Personnel policies are developed to help managers make decisions and provide guidance for meeting the District's requirements and objectives."
6a. Rate how well personnel policies and procedures are published and communicated.
6b. Rate how well existing policies and procedures support managers in doing their jobs.
6c. How helpful and accessible is the HR department in handling questions about personnel policies and work rules?
6d. How well are policies and work rules serving as guidelines for helping managers make good decisions?
6e. How easy to interpret and up-to-date are policies and work rules?
6f. How well do policies and work rules represent the District's position on how employees should be treated with regard to pay, benefits and conditions of employment?
6g. Rate how well policies and work rules provide guidelines for the expected behaviors of both management and employees.
6h. Rate how well policies and work rules balance providing the staff with sufficient authority with adequate controls to ensure achievement of the District's mission and objectives.
6i. Considering all the above, how would you rate the effectiveness of the District's personnel policies and work rules?
SECTION 7 - COMPLIANCE WITH STATE AND FEDERAL REGULATIONS
"Ensures adherence to equal employment opportunity laws and exercises appropriate oversight to ensure employees are treated equally and with consistency regarding: employment, compensation, benefits, promotion, work rules, transfer, discipline and termination."
7a. Rate District compliance to all laws and regulations governing employment and personnel actions.
7b. How well are all laws and regulations related to the management and treatment of employees communicated and explained?
7c. Rate the training of supervisors on non-discrimination, equal employment and harassment-free workplace issues.
7d. Rate the training and assistance managers receive in compliance to and enforcement of regulations.
7e. Considering all the above, how would you rate the District’s compliance with governmental regulations?
SECTION 8 - TRAINING AND DEVELOPMENT
"Ensures that adequate employee training and development programs are in place to meet District objectives."
8a. Rate how well training and development programs meet the District's and your department's needs.
8b. Rate the assistance provided to managers for identifying training needs and developing training programs.
8c. How well are training programs related to the District's objectives?
8d. How well are available training opportunities communicated to all employees?
8e. How well are the cost/benefits and results of training programs measured?
8f. Considering all the above, how would you rate the HR department's performance in the area of employee training and development?
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