Work Culture Survey for DUHS

posted April 26th, 2010

**Special announcement: The 2010 DUHS Work Culture Survey has been extended through midnight on May 31. This extended time table will accommodate any DUHS employees who would like the opportunity to participate in the survey. **

May 17 - 28, 2010
Measuring our progress

It’s that time again! Every year, Duke University Health System surveys its employees to identify priorities and develop initiatives to help move us closer to our desired work culture.

Any time between May 17 –  28, 2010, you can make your opinions known by taking our confidential Work Culture Survey. It is important that we have a high level of participation to make sure every voice is heard for establishing future priorities.

Because participation is so important, we have made every effort to make the survey accessible and convenient for you. In addition to being offered online, paper surveys or other alternatives will be provided where online access is not available. Again this year the survey will be administered by Morehead Consulting, a third party that will ensure anonymity. All survey results are sent directly to Morehead, which will tabulate the results. Only summary data will be returned to DUHS.

The summary data from the survey will be used to assess our progress since last year and identify areas for improvement. Since 1999, our Work Culture Survey results have been used to develop initiatives that have improved our work culture. A brief recap of some of these initiatives can be found below.

Hear leaders talk about the importance of the Work Culture Survey:

(Click the links below to watch videos.)

Victor J. Dzau

Kevin Sowers

Doug Vinsel

Kerry Watson

Mary Ann Fuchs

William J. Fulkerson, Jr.

Cecelia Moore

Paul Newman

Work Culture Survey Posters:

Coming Soon

Measuring Our Progress

Brief History of the DUHS Work Culture Survey

Duke University Health System offered its first Work Culture Survey in 1999 to determine how staff ranked the workplace in terms of communication, teamwork, and recognition. The results of the survey led to many new programs and enhancements.

In 2002 and 2005, DUHS conducted a Work Culture Survey to measure the progress made since the previous surveys and to ensure that continued efforts were on the right track. Again, the results were used to help guide the development of new initiatives and programs to continue to
improve the work environment at DUHS.

Now the Work Culture Survey is conducted on an annual basis to assess the progress made since the previous survey and identify needs for strengthening the DUHS work culture.

 

Work Culture Enhancements

2010

  • Employee development plans became a key component of the conversation between manager and employee at mid-year and annual performance reviews
  • Increased employee access to enhanced learning and development opportunities- tuition reimbursement rose from $5,000 per calendar year to $5,250 per calendar year
  • Implemented new programs that directly impact the health and wellness of DUHS employees such as Red Apple status for the cafeterias at Durham Regional and Duke Raleigh

2009

  • Increased focus on the development of diversity awareness programs at the departmental level
  • Created town hall meetings , employee forums, and focus groups across DUHS to increase open two-way communication between entity leaders and staff
  • Expanded the reach of employee recognition programs such as “Thanks” and “Strength Hope Caring” throughout DUHS

2008

  • Launched “Duke @ Work”, a secure employee self-service website that provides employees with real-time access to their personal Duke profile, including information about pay ,benefits, and professional development
  • Introduced the Health Care Reimbursement card which allows employees additional convenience to pay for eligible health care expenses at the point of sale
  • Debut of additional employee training programs including diversity and Just Culture

2007

  • New Employee Tuition Reimbursement Program offered that reimburses staff for up to $5,000 per calendar year
  • Nursing Tuition Assistance Program introduced to cover 90 percent of tuition toward a master’s degree or post-master’s degree certification at duke School of Nursing
  • Nursing referral program increased to provide a $5,000 bonus to reward staff for referring nurses hired into one of the DUHS hospitals 

2006

  • Professional Development Institute introduces the First Time Supervisor Program that helps to prepare staff for supervisory positions across Duke
  • Employee health and wellness options expanded smoking cessation classes for employees and spouses/same sex partners
  • Renewed focus on mentoring and professional development highlighted by a Mentoring at Duke event

2005

  • Final phase of Pay and Performance Initiative implemented that created more consistency pay administration and job classification; established new starting pay rates so no regular employee makes less than $10 per hour
  • Increased nursing weekend option pay premiums
  • Professional development resources expanded with introduction of online and onsite resource centers

2004

  • Created guidelines to allow planning and managing of flexible work options
  • Severe Weather Child Care program provides participating entities with quality child-care when Duke’s severe weather policy is activated
  • Introduction of Duke Basic, a low-cost health plan designed to expand insurance options to employees

2003

  • New Parental Leave benefit introduced to provide up to three weeks of paid leave to staff following birth or adoption
  • First two phases of Pay and Performance initiative introduced across DUHS: balanced scorecards development of expected job results to align individual goals with the department and entity.
  • Established the Duke Child Care Partnership to create additional space for children of employees at area child care centers

2002

  • Created the Professional Development Institute to enhance staff promotions and development
  • Implemented Nursing Clinical Ladder for registered nurses at Private Diagnostic Clinic and Durham Regional Hospital

2001

  • Initiation of Pay and Performance study to design new approach for compensation that align goals and creates stronger linkage between pay and individual performance
  • Established the Human Resources Information Center (684-5600)
  • Created employee advisory groups at the three hospitals to provide feedback on Human Resources Initiatives

2000

  • Created Rewards and Recognition action teams to develop recommended improvements and Opportunities for Learning and Development
  • Introduced online enrollment for benefits
  • Introduced Guide to Managing at DUHS which prepares and equips managers to support staff while meeting changing strategic, operational, and work culture objectives through effective managerial practices.

1999

  • Duke University Health System conducted its first Work Culture Survey

 

Work Culture Survey Details

  • You can take the survey online May 17 – May 28. All staff with a Duke e-mail account will receive an e-mail invitation with a link to the online survey.
  • Paper surveys will be provided in some locations where online access is not available.
  • Ask your supervisor for information about alternative methods for taking the survey.
  • Whether you take the survey online or on paper, your information will remain anonymous.
  • The survey will be available in Spanish and English.
  • To better understand the experiences of groups of employees, the survey will ask for information on age, ethnicity, gender, sexual orientation, job category and years of service. All survey responses, including demographic data, will remain anonymous

 

Frequently Asked Questions

What is the Work Culture Survey?
Duke University Health System offered its first Work Culture Survey in 1999 to identify areas for improvement. The results of the 1999 survey led to many new programs and enhancements. In 2002 and 2005, DUHS conducted a Work Culture Survey to measure the progress made since the previous surveys and ensure that continued efforts were on the right track. Again, the results were used to help guide the development of new initiatives and programs to improve the work environment at DUHS. Since 2005, the Work Culture Survey has been conducted on an annual basis to assess the progress made since the previous survey and identify needs for strengthening the DUHS work culture.

Why is DUHS administering a Work Culture Survey again?
One of the goals of the Work Culture Survey in 1999 was to create a baseline of information on the work culture in DUHS. Every year, DUHS conducts another work culture survey to measure our progress. Specifically, we want to determine if the investments made in response to prior surveys are yielding improvements. It is also an opportunity to reassess what employees value most about the work culture at DUHS.

Why is it so important for me to participate?
The work environment at DUHS is everyone's responsibility. We all help shape the work culture, regardless of where we work or what our individual job may be. It is important that every employee take the opportunity to participate and offer their perspectives about the work culture through the survey.

Who will participate in the survey?
All employees of DUHS will be eligible to participate. The Health System includes Duke University Hospital, Durham Regional Hospital, Duke Raleigh Hospital, Duke Home Care & Hospice, Duke Health and Wellness, Duke Primary Care, Patient Revenue Management Organization, DUHS Clinical Labs, and DUHS Corporate Services. Employees of Duke's Private Diagnostic Clinic (PDC) will also participate in this survey.
Employees of Duke University (including employees of the Duke University School of Medicine) are not eligible to participate in the DUHS Work Culture Survey. Physicians, contract workers, temporary workers, and agency workers will also not be eligible to participate in the survey.

Will my answers be anonymous?
Yes. Whether you choose to take the survey online or through other means, your answers will be sent directly to an outside company collecting the data. Only summary data will be returned to DUHS. No individual surveys will be returned to DUHS.

When will the survey be given?
The survey will be given Monday, May 17 - Friday, May 28.

Where should I take the survey?
The online survey will be accessible beginning May 17. All staff with a Duke email account will receive an email invitation with a link to the online survey.
In addition, paper surveys or other alternatives will be provided in some locations where online access is not available or convenient. Please speak with your supervisor about other methods available at your location.

When should I take the survey?
The survey should be taken during regular working hours. Please talk to your supervisor to coordinate scheduling and ensure appropriate staffing. Because DUHS is providing time during the work day to take the survey, taking the survey at home would not be considered work time for purposes of pay.

Can I take the survey electronically?
Yes, the survey will be available online. All staff with a Duke email account will receive an email invitation with a link to the online survey. Paper surveys or other alternatives will be provided in some locations where online access is not available or convenient.

Do I have to use my break time or lunch hour to take the survey? Do I need to take PTO to take the survey?
No. Every employee will be given the opportunity to take the survey during regular working hours. Supervisors have been asked to arrange work schedules so that all employees have an opportunity to take the survey.

How will I know where the survey is being offered?
DUHS will be communicating the survey in various ways, including posters, emails, and newsletter articles. The online survey will be available 24 hours a day. In addition, individual facilities may coordinate onsite support for the survey during specific times in areas without computer access. This targeted support will be communicated at your facility.

What is involved in taking the survey?
The survey will take approximately 20 minutes to complete. You will be asked to rank a series of statements by checking a box (from strongly agree to strongly disagree).

What if I need assistance?
Versions of the survey will be available in both English and Spanish. If you require assistance with taking the survey, please contact your Human Resources representative ahead of time, if at all possible.

Why do you ask personal demographic questions? How will this information be used?
To better understand the experiences of groups of employees, the survey asks for information on age, ethnicity, gender, sexual orientation, job category, and years of service. All survey responses, including demographic data, are anonymous. Survey results will be compiled by an outside company and only reported to DUHS in aggregate to help identify trends.

Will the survey be offered in Spanish?
Yes, print versions of the survey will be available in Spanish. Please contact your Human Resources representative to arrange for assistance ahead of time, if at all possible.

When can I expect to hear the results of the survey?
It takes several months to collect, enter, analyze, and report the data from the survey. The summary results should be available by late summer, 2010.