Masonic Charitable Foundation
Employee Survey 2017
Presentation to all staff
Presented by: Roger Parry
22 June 2017
Benchmarking
Where benchmark comparisons are provided, the benchmark figures are based on data collected
from 22 organisations in our database - chosen by MCF:
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Battersea Dogs and Cats Home
Birmingham St. Mary's Hospice
Blind Veterans
Certitude
Diabetes UK
Hospice UK
Jewish Care
MacIntyre
Milestones Trust
MS Society
National Deaf Children's Society
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Prostate Cancer UK
Rethink Mental Illness
Richmond Fellowship
Royal Masonic Benevolent Institution
Royal Voluntary Service
RSPCA
Step change debt charity
The Children's Society
Young Epilepsy
ZSL
Typology for interpreting difference
Typology
Difference between scores
Significantly above
+10% or greater
Above
Between +5% and +9% inclusive
Similar
Between +4% and -4% inclusive
Below
Between -5% and -9% inclusive
Significantly below
-10% or greater
Response rate
• Response rate of 67%
• Similar to benchmark median
Engagement Index
I would recommend MCF as a good place to work
Engagement Index by Department
Comparison of questions
Summary comparison
with benchmark median
Summary comparison with
benchmark upper quartile
Highlights
Lowlights
Highest relative to the benchmark median
Lowest relative to the benchmark median
Open question: What is the best thing about working for MCF?
Open question: What one thing would you change about
working for MCF?
Areas to celebrate
1. Engagement index
8. Leadership of my department
2. Groups more engaged
9. Management
3. Engagement topic
10. Performance judgements
4. Colleagues
11. Reward and Benefits
5. Service and Mission
12. Role
6. Expressing ideas and sharing information 13. Fairness and respect
7. Leadership as a whole
14. Wellbeing
Areas to explore
1. Improving engagement
7. Pay
2. Groups less engaged
8. Making use of skills and experience
3. Sharing information across departments
9. Values and Culture
4. Managing change and understanding staff 10. Flexibility
views
5. Learning and Development
6. Regular feedback and thanks
11. Workload
Moving forward
To maximise the impact of your survey, we recommend the following 12 steps:
1. Ensure that your senior team plays a
leadership role
7. Be proactive with less positive
departments
2. Undertake further analysis to gain a deep
understanding of key issues
8. Run regular pulse survey to track progress
3. Focus on a few organisation-wide
priorities and set goals
4. Be open with people
9. Communicate the timing of your next
people survey
10. Keep the communications going
5. Break down the results by department
11. Build key survey metrics into your
balanced scorecard
6. Encourage managers to share their
results and to action plan
12. Explore the connection between your
survey results and performance metrics
Next steps - MCF
• We will share the detailed organisational survey results – via email later today
• Department Heads will receive their team survey results to enable wider discussion in
their teams and agree action plans
• We will be establishing a staff forum – first meeting will be 8 August and
representatives will be nominated by staff groups
• Focus Groups will be established to review some aspects of our survey results, such
as communications, and in addition we have in place:
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Learning and Development budget c£70,000
New Performance and Development Reviews – regular 121 and half yearly and annual reviews