COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Section 1: Campus Culture and Policies
IMPORTANCE
RATE IMPORTANCE (1 = "Not important at all" / 5 = "Very important") AND SATISFACTION (1 =
"Not satisfied at all" / 5 = "Very satisfied")
This institution promotes excellent employee-student relationships
This institution treats students as its top priority
This institution does a good job of meeting the needs of students
The mission, purpose, and values of this institution are well understood by most employees
Most employees are generally supportive of the mission, purpose, and values of this institution
The goals and objectives of this institution are consistent with its mission and values
This institution involves its employees in planning for the future
This institution plans carefully
The leadership of this institution has a clear sense of purpose
This institution does a good job of meeting the needs of its faculty
This institution does a good job of meeting the needs of staff
This institution does a good job of meeting the needs of administrators
This institution makes sufficient budgetary resources available to achieve important objectives
This institution makes sufficient staff resources available to achieve important objectives
There are effective lines of communication between departments
Administrators share information regularly with faculty and staff
There is good communication between the faculty and the administration at this institution
There is good communication between staff and the administration at this institution
Faculty take pride in their work
Staff take pride in their work
Administrators take pride in their work
There is a spirit of teamwork and cooperation at this institution
The reputation of this institution continues to improve
This institution is well-respected in the community
Efforts to improve quality are paying off at this institution
Employee suggestions are used to improve our institution
This institution consistently follows clear processes for selecting new employees
This institution consistently follows clear processes for orienting and training new employees
This institution consistently follows clear processes for recognizing employee achievements
This institution has written procedures that clearly define who is responsible for each operation and
service
Mean
Standard
Deviation
SATISFACTION
Valid
Respondents
Mean
Standard
Deviation
Valid
Respondents
GAP
4.74
4.88
4.81
4.31
4.24
4.31
4.36
4.45
4.52
4.28
4.32
4.00
4.44
4.24
4.50
4.49
4.47
4.47
4.71
4.66
4.61
4.47
4.51
4.54
4.37
4.27
4.29
4.39
4.19
.48
.38
.40
.68
.63
.63
.72
.63
.66
.72
.54
.77
.57
.73
.57
.57
.63
.63
.46
.54
.56
.54
.57
.57
.58
.58
.64
.62
.66
58
58
58
58
58
58
58
58
58
58
59
58
59
59
58
59
59
59
58
59
59
59
59
59
59
59
59
59
59
3.92
3.53
3.63
3.22
3.36
3.44
2.86
2.80
2.95
2.96
3.24
3.67
2.88
3.03
2.58
3.02
2.83
3.00
3.95
4.10
3.64
2.73
3.41
3.78
3.42
2.83
2.66
2.49
2.90
.75
1.01
.79
1.07
.92
1.02
1.12
1.10
1.20
1.08
1.01
.96
1.01
.96
1.02
1.21
1.17
1.08
.85
.80
1.03
1.03
1.21
1.07
1.02
1.13
1.20
1.21
1.16
59
59
59
59
59
59
59
59
59
56
59
58
58
59
59
59
58
59
57
59
59
59
59
59
59
59
59
59
59
0.83
1.35
1.18
1.09
0.89
0.87
1.50
1.65
1.57
1.31
1.08
0.33
1.56
1.20
1.92
1.47
1.65
1.47
0.76
0.56
0.97
1.75
1.10
0.76
0.95
1.44
1.63
1.90
1.29
4.19
.73
59
2.76
1.21
59
1.42
Copyright 2015, Ruffalo Noel Levitz, LLC. All rights reserved.
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Section 2: Institutional Goals
RATE: IMPORTANCE (1 = "Not important at all / 5 = "Very important")
[A] Increase the enrollment of new students
[B] Retain more of its current students to graduation
[C] Improve the academic ability of entering student classes
[D] Recruit students from new geographic markets
[E] Increase the diversity of racial and ethnic groups represented among the student body
[F] Develop new academic programs
[G] Improve the quality of existing academic programs
[H] Improve the appearance of campus buildings and grounds
[I] Improve employee morale
[J] Some other goal
(Choose three goals that you believe should be this institution's top priorities) First priority
goal:
[A] Increase the enrollment of new students
[B] Retain more of its current students to graduation
[C] Improve the academic ability of entering student classes
[D] Recruit students from new geographic markets
[E] Increase the diversity of racial and ethnic groups represented among the student body
[F] Develop new academic programs
[G] Improve the quality of existing academic programs
[H] Improve the appearance of campus buildings and grounds
[I] Improve employee morale
[J] Some other goal
All responses
Mean
4.81
4.78
4.34
4.61
3.69
4.36
4.57
4.12
4.72
3.11
Count
28
10
3
1
0
4
5
0
7
0
58
Standard
Deviation
0.40
0.46
0.71
0.59
0.92
0.81
0.53
0.84
0.49
1.39
Valid
Respondents
58
58
58
57
58
58
58
58
58
36
Percent
48.3%
17.2%
5.2%
1.7%
0.0%
6.9%
8.6%
0.0%
12.1%
0.0%
100.0%
Copyright 2015, Ruffalo Noel Levitz, LLC. All rights reserved.
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
(Choose three goals that you believe should be this institution's top priorities) Second priority
goal:
[A] Increase the enrollment of new students
[B] Retain more of its current students to graduation
[C] Improve the academic ability of entering student classes
[D] Recruit students from new geographic markets
[E] Increase the diversity of racial and ethnic groups represented among the student body
[F] Develop new academic programs
[G] Improve the quality of existing academic programs
[H] Improve the appearance of campus buildings and grounds
[I] Improve employee morale
[J] Some other goal
All responses
(Choose three goals that you believe should be this institution's top priorities) Third priority
goal:
[A] Increase the enrollment of new students
[B] Retain more of its current students to graduation
[C] Improve the academic ability of entering student classes
[D] Recruit students from new geographic markets
[E] Increase the diversity of racial and ethnic groups represented among the student body
[F] Develop new academic programs
[G] Improve the quality of existing academic programs
[H] Improve the appearance of campus buildings and grounds
[I] Improve employee morale
[J] Some other goal
All responses
Count
13
14
2
4
0
13
5
5
2
0
58
Count
10
8
5
6
0
12
8
3
5
1
58
Percent
22.4%
24.1%
3.4%
6.9%
0.0%
22.4%
8.6%
8.6%
3.4%
0.0%
100.0%
Percent
17.2%
13.8%
8.6%
10.3%
0.0%
20.7%
13.8%
5.2%
8.6%
1.7%
100.0%
Copyright 2015, Ruffalo Noel Levitz, LLC. All rights reserved.
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
TOTAL "VOTES" FOR EACH GOAL
[A] Increase the enrollment of new students
[B] Retain more of its current students to graduation
[C] Improve the academic ability of entering student classes
[D] Recruit students from new geographic markets
[E] Increase the diversity of racial and ethnic groups represented among the student body
[F] Develop new academic programs
[G] Improve the quality of existing academic programs
[H] Improve the appearance of campus buildings and grounds
[I] Improve employee morale
[J] Some other goal
All responses
First
Priority
28
10
3
1
0
4
5
0
7
0
58
Second
Priority
13
14
2
4
0
13
5
5
2
0
58
Third Priority
10
8
5
6
0
12
8
3
5
1
58
TOTAL
51
32
10
11
0
29
18
8
14
1
174
TOTAL
PERCENT
29.3%
18.4%
5.7%
6.3%
0.0%
16.7%
10.3%
4.6%
8.0%
0.6%
100.0%
Section 3: Involvement in planning and decision-making
RATE: INVOLVEMENT (1 = "Not enough involvement" / 3 = "Just the right involvement" / 5 =
"Too much involvement")
How involved are: Faculty
How involved are: Staff
How involved are: Deans or directors of administrative units
How involved are: Deans or chairs of academic units
How involved are: Senior administrators (VP, Provost level or above)
How involved are: Students
How involved are: Trustees
How involved are: Alumni
Mean
2.44
2.50
3.43
3.17
3.50
2.09
2.91
2.58
Standard
Deviation
0.85
0.92
0.90
0.92
0.75
0.80
0.86
0.84
Valid
Respondents
57
58
58
58
54
58
56
57
Copyright 2015, Ruffalo Noel Levitz, LLC. All rights reserved.
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Section 4: Work environment
RATE IMPORTANCE (1 = "Not important at all" / 5 = "Very important") AND SATISFACTION (1 =
"Not satisfied at all" / 5 = "Very satisfied")
It is easy for me to get information at this institution
I learn about important campus events in a timely manner
I am empowered to resolve problems quickly
I am comfortable answering student questions about institutional policies and procedures
I have the information I need to do my job well
My job responsibilities are communicated clearly to me
My supervisor pays attention to what I have to say
My supervisor helps me improve my job performance
My department or work unit has written, up-to-date objectives
My department meets as a team to plan and coordinate work
My department has the budget needed to do its job well
My department has the staff needed to do its job well
I am paid fairly for the work I do
The employee benefits available to me are valuable
I have adequate opportunities for advancement
I have adequate opportunities for training to improve my skills
I have adequate opportunities for professional development
The type of work I do on most days is personally rewarding
The work I do is appreciated by my supervisor
The work I do is valuable to the institution
I am proud to work at this institution
Mean
4.30
4.24
4.31
4.14
4.43
4.48
4.45
4.33
4.07
4.13
4.40
4.38
4.48
4.55
4.10
4.33
4.31
4.53
4.29
4.52
4.57
IMPORTANCE
Standard
Valid
Deviation
Respondents
.65
57
.63
58
.54
58
.66
58
.53
58
.54
58
.54
58
.60
58
.94
57
.84
55
.59
58
.62
58
.54
58
.60
58
.81
58
.61
57
.68
58
.54
58
.62
58
.54
58
.53
58
Mean
3.28
3.48
3.33
3.79
3.69
3.58
3.59
3.16
3.03
3.12
3.19
3.16
3.10
4.21
3.12
3.54
3.59
4.16
3.48
3.91
4.03
SATISFACTION
Standard
Valid
Deviation
Respondents
1.14
58
1.06
58
1.16
58
.81
58
.94
58
1.16
57
1.34
58
1.37
58
1.38
58
1.35
58
1.05
58
1.11
58
1.27
58
.83
58
1.13
57
1.07
57
.99
58
.85
58
1.19
58
1.00
58
1.06
58
GAP
1.02
0.76
0.98
0.34
0.74
0.90
0.86
1.17
1.04
1.01
1.21
1.22
1.38
0.34
0.98
0.79
0.72
0.38
0.81
0.60
0.53
Copyright 2015, Ruffalo Noel Levitz, LLC. All rights reserved.
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Overall satisfaction
Rate your overall satisfaction with your employment here so far:
3.84
1.01
How long have you worked at this institution?
Less than 1 year
1 to 5 years
6 to 10 years
11 to 20 years
More than 20 years
All responses
Count
16
16
11
12
55
14
Percent
114.3%
114.3%
78.6%
85.7%
392.9%
100.0%
Is your position:
Faculty
Staff
Administrator
All responses
Count
23
28
3
54
Percent
42.6%
51.9%
5.6%
100.0%
Is your position:
Full-time
Part-time
All responses
Count
53
3
56
Percent
94.6%
5.4%
100.0%
58
Section 5: Demographics
Copyright 2015, Ruffalo Noel Levitz, LLC. All rights reserved.
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Please provide any additional feedback about the campus culture and policies at Gogebic Community.
Most of the communication seems to be top-down. At various meetings I hear administrators ask for comment,
input, or issues with little or no response. Communication is really a two-way street. I have also noticed that
faculty seem less involved in collee committees; this is unfortunate. It almost seems like there is a mindset that
calls for extra pay for everything. It also seem like there is a sense that if my input is not taken then that
somehow represents a lack of respect on the part of others. I hink some people need to grow up.
I sometimes sense tense between faculty and administration.
the compliance committee continually strives at keeping policies up and adding what is not there.
The overall attitude at the college has become increasingly negative - with an individual employees placing their
personal benefit above what would benefit the students.
I feel for the most part students are put first, but when a decision is made for the benefit of a department rather
than the students, it hurts our credibility, our mission, our students and our reason for being here.
Campus culture continues to be very divided, I do believe however that the division has shifted where it used to
be silos between faculty and student services, it now is between administration and everyone. There is no trust
between staff and administratin, decisions are handled behind closed doors and every avenue for interaction has
been "forgotten". Meetings are just an avenue for administration to practice their pitch that they will be using at the
board meeting and there is no real call for collaboraion. No one has the opportunity to ask real questions like
"Where did our fund balance disappear too?" How is it that we are in such dire straights after literally one
semester of low enrollment? Why is Calumet allowed to jeopardize our accreditation by going completely
unchecked? Frustration is at a maximum but the secrecy of administration breeds mistrust.
Fear still exists among faculty and staff which hampers the sharing of ideas. that in itself has fostered apathy in
key areas where everyone should be heard and at least have their ideas considered. Communication is still an
issue where one administrator s either unwilling or unable to deal with it entirely. This has continued year after
year in spite of the fact that efforts were made to improve communications. And since that individual makes no
effort to grow in that key segment of operation, potential o grow will be very slow. This individual has been called
by many a micromanager and is not well respected.
The culture of the campus in Ironwood is one of dissatisfaction and hostility. Lack of training and support of new
employees and inconstant responses in leadership situations by our Dean of Students contributes to the downfall
of employee satisfaction. Lack of leadership by the President, Jim Lorenson, has created an environment f push
back. His well-known response of getting angry, yelling at individuals, undermining decisions of committees, not
following through with mediation, unwillingness to lead in a positive manner, the need for controlling and
micromanaging every situaton, and his continual negativity has gone viral. There is no respect, leadership, or
appreciation for the employees. The leadership needs to be replaced. Instead of playing politics, do the right
thing for the college and its' future before there s nothing left.
GCC has no legitimate new employee training. GCC has relied on multiple people performing multiple duties not
directly related to their job description to maintain its current trajectory, resulting in serious confusion as to who is
actually responsible fo what. It is, quite simply, easier to just do whatever needs done, rather than attempting to
find out who is actually responsible for doing what needs done. This occasionally results in frustration between
employees who feel that their work is being commeted upon by the individual who did their work for them, in lieu
to trying to figure out who was actually responsible for the task/s. It also creates frustration regarding overburden
for individuals who are called upon to complete a task or tasks which ultmately should be another's responsibility.
The ultimate outcome is a basic lack of structure resulting in confusion about one's role/responsibility, and a
general lack of accountability from the top down, since nobody really knows who is supposed to be dong what.
This could, and should, be effectively addressed and resolved.
good communication within departments not so good between departments. I personally am very happy with
administration, other faculty not so much. mostly they seem to feel a lack of empowerment about work load, hiring
new faculty, communication being direced down and not enough input allowed.
Page 1 of 2
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
New policies and procedures have been introduced lately. But, we are very behind in this, partly because we
have not had HR before. Now that we do, we have been progressing. However, people have a culture of not
having rules or having to answer to anyting, so now they are unhappy that they have to abide by the rules.
What are the goals and mission of the institution?
There is little to no incentive for faculty to do anything more than show up everyday and perform the minimum
requirements of the job. SO much more could be done through incentives to encourage faculty to do more
curriculum development and teach courses sing alternative delivery methods. Currently there is no incentive for
faculty to do anything more than fulfill their contractual requirements.
Morale continues to sink. When the Dean of Business runs the show, everyone is an expense, NOT valued.
Communication is poor from some sources. When someone is given a job they should be given the courtesy of
not being micromanaged.
I believe this institution needs more teacher-centered administrators with actual teaching certification and
experience in classrooms. To raise tuition each year, to deny equal access to classes, to use public funds to
suspend or attempt to fire people iswrong. To cancel programs mid-degree for our students is also not serving
students.
The President needs to be more visible on campus to the employees as well as to the students.
Student could benefit from more cultural enrichment and inclusion within the college campus, i.e. cultural center
and more cultural groups and activities. Many students feel disconnected due to lack of cultural opportunities
within the college.
The culture is currently depressing. The President has no clear vision and is uninspiring, saying the same thing at
every meeting about the 'good work we do' makes hims sound like a broken record and disingenuous.
Faculty are not well represented without the Dean of Instruction position filled. The culture is not good and has
created an environment where good employees don't want to step up to do more since they are not recognized or
rewarded for their efforts.
Fear of reprisal evident
I think that being an academic institution, it is imperative that the Dean of Instruction be a top priority. It is very
difficult to move forward without a dedicated and present Dean of Instruction. Education is our product and
having someone at the hem who knows education is essential.
Middle administrators prefer to belittle faculty instead of explaining policies and reasoning behind their policies
It seems to be that "where" you work in reference to supervisors, buildings, etc. reflects how various policies are
interpreted and implemented. This is not consistent.
Page 2 of 2
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
What other institutional goals do you think are important?
Improving existing programs and services Recruiting from new markets Fostering a collaborative working
Take a hard look at our finances. Look for ways to support that staff not limit their productivity. Realize that "old
ways" of the big three (administration) are not conducive to progress. The board is blind to the reality of how
things are run and the cotinued ineptness of our administration.
A five year strategic plan for the institution with the many different facets of our college represented should be the
priority. We have focused on the end $ and allowed Deans who are not qualified to be instructional leaders
make decisions without conultation of educated professionals at GCC.
GCC needs to develop a course schedule and then stick to it until the last day of registration for the semester in
question. GCC has a terrible habit of altering which courses are being offered during the coming semester at
peculiar times. It seems as thogh GCC makes decisions about which classes will actually run based on fears
regarding possible enrollment in the course, and this prior to having received definite/more definite numbers for
the courses in question. I have had numerous students complain tht either it was a waste of time to register early
for classes, since they have no reason to trust that the schedule they select will actually be available next
semester, or that one or more of the classes they registered for ended up being removed from th schedule. While
it is necessary to alter the schedule based on course enrollment, I have personally never seen a school make as
many scheduling adjustments as GCC.
Do a better job of promoting all of the transfer programs that we offer.
Provide better communication from the top - down
Develop a culture of valuing employees by treating them as professionals. Giving them more power to make
decisions instead of having to get approval for every little thing.
equal economic opportunity for all faculty and to remove the culture of localism and conformity-don't use tuition
dollars to harass teachers, pay teachers fairly not lawyers...
Develop new academic programs that BUILD on the ones we already have, ones that will help add a few extra
students to classes that are lower enrollment, not totally new programs that cost an arm and a leg to get started.
Having a concrete vision, not a flffy one, is very important. We need humble leadership that is willing to listen to
criticism and learn from it, not run away from a second mediation meeting after getting their feelings hurt. We
need strong leadership that is willing to set a bold, focuse vision for the college; right now we are all over the
place in what we are grasping at. What is our direction? We are too small to be doing this; we need to reign in our
resources and reallocate them smartly. Some of the positions we've hired in the pastfew years seem so
peripheral to building a strong core. We need leadership that is confident in their employees, that is willing to
empower GCC faculty and staff to make this a great institution.
Somehow increase our ability to enhance online classes. Better internet services. Create a culture of
community for both students and staff. Increase services for food.
Improve employee relations between student services and faculty. We should work as a team, not adversaries
Page 1 of 1
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Please provide any additional feedback about Gogebic Community College's goals.
Need to identify and make specific with a path to completion. Involve entire campus body (faculty and staff) in the
path to completion.
Our goals should be more in tune with our mission. We are NOT "Southern New Hampshire University" - yes we
need to expand our online offering but we need to concentrate on our technological support in order to do that right now we have half the faculty sing 4-5 year old devices. We have to take a hard look at the programs we
have and find ways to better support them... We have to figure out why a majority of our staff and faculty have
their resumes out and are actively looking for other jobs. Invest in our people and make them want to stay by
feeling valued. If you want us not to be viewed as an extension of Hih school you have to present this college as
more and not less state of the art then the high schools they just came from. Put the money in on-campus
improvements instead of off campus and maybe we will have a shot to compete.
The academic success of GCC's student body must be its number one goal. If GCC's students are academically
successful then GCC will be fulfilling its purpose and will retain students. GCC's faculty must have its needs met,
such that it is fully capable ofdoing its part--the biggest part--in providing students with the necessary
opportunities to succeed academically. In order to achieve this it is necessary that: 1 - A quality and effective
advising model be instituted and enforced! 2 - The administration isten carefully to and make adjustments as
necessary based upon faculty insights 3 - A method of course scheduling be devised which results in students
feeling confident that they can register for the next semester and reasonably expect that the courses tey
registered for will run 4 - The gap between faculty and staff be bridged so that a deep and meaningful
understanding of how both groups' work overlaps and interrelates is created. Faculty and staff should be working
together, arm in arm, as a team. Ths is not the case at GCC
Goals need to be discussed more often.
We won't achieve these goals unless everyone "steps-up" to help achieve them. There is little or no incentive to
"step-up". More emphasis is made to make everyone "show-up".
misplaced goals-administrator paranoia and economic protection of a favored class
There is not procedures in place to report/track or resolve recurring technical issues.
Page 1 of 1
COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Please provide any additional feedback about the work environment at Gogebic Community College.
I think the work environment is very good overall, that people want it that way, and work to keep it that way.
However, there is a small group that wants to create trouble and turmoil. This is in both faculty and staff; they can
be mean, not very inclusiv, and insulting. They continue to raise issues that have been resolved for their own
benefit. They are anchors that hold all of us back. Some of these people complain but never participate in
meetings and activities.
It would be nice to have a common break area to socialize with people from other departments.
I have the best supervisor on campus.
It is unfortunate that the unions have the power that they do to be able to force decisions that are not in the best
interests of the students or of the mission and goals of the college.
The work environment resolves around administration and employees that are performing poorly. Those doing
good work are taken for granted and rarely encouraged. This attitude has created an environment where
employee don't feel invested in our culture andare not reward for their work.
I enjoy working with students and co workers and look forward to serving the students every day.
The rating of the Deans and Directors should have been separated. The Deans and the President have too
much involvement. Directors, their education, and their experience matter none to the administration of the
college. The President and the Deanof Students is threatened by other expertise and knowledge. The mock
our intelligence by the lack of trust, secrets kept, overturning of decisions, etc. Working at GCC is not satisfying.
Working at GCC is a disappointment, not fulfilling, and an isult our intellect.
Clearly defined roles and supervisors who acknowledge those roles and do not micro manage would make for a
This particular survey model assumes a deanship model not employed by GCC, ergo it should be understood that
my responses to the questions regarding Deans & Directors, and Deans & Chairs should be read as Directors
and Chairs, not Deans. Some time ago bot the Dean of Business and the President stated that GCC was going to
permit Directors to direct, supervisors to supervise, etc. I have seen no change to illustrate that this is the case.
GCC's administration is prone to micromanagement, and to panicked an frustrated decision making. When the
administration is presented with valid and challenging questions, it is the general rule that the deans panic a bit
and the president rambles on about politics--the end result being that the question never gets answerd. If the
administration is unwilling to face the occasional difficult question head on, then we know that the administration
is not willing to face the challenge of incorporating the input of Directors, Chairs, and supervisors in its decision
making procss. Furthermore, the meetings with Directors were terminated and only resurrected at the insistence
of the Directors. That speaks volumes! GCC's Directors, Chairs, and supervisors are constantly questioned
regarding minor decisions they've made, such thatit is abundantly clear that the administration lacks trust in its
Directors, Chairs, and supervisors. This has resulted in the President and two Deans making the vast majority of
decisions this academic year, even when the decisions in question are decisins they should, honestly, not be
concerning themselves with! Meanwhile, decisions they should be making, to enforce the previous decision to
permit Directors to direct, Chairs to chair, and supervisors to supervise have not been made. In short, this
adminstration is often invested in decisions it should not be invested in, and is not invested in decisions it should
be invested in. This administration needs to learn to prioritize, delegate, and accept the fact
The benefit packages across the board could be more equitable, such as all groups having a $3,000 dental
benefit instead of the support group only having a $1,000 dental benefit
Of course more money would help, but basically my job can be done with what is available. Everyone is informed
of alot of things and happenings, but sometimes the things that are NOT important seem to take priority. Some
large things fall through the crcks and it is assumed that employees know, and they were never told. Also, large
decisions are made without including the people that do the grunt work, and their opinion might have made a
huge decision as they know things that administration don't know bout the operation of the college.
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
No incentives exist for faculty to advance the institution. This troubles me greatly. Some faculty just show up
when they are supposed to and perform the minimum contractual requirements of the job. These faculty
members are treated no differently tha those who "step-up" and do their best to make the college better. Why
would any faculty member put in the effort to develop new programs or courses when their is no incentive to do
so? Why would a faculty member agree to teach a course both on-campus ad online concurrently when he/she is
only paid for one course? Why would someone agree to teach a course at the prison when there is no incentive
to do so? All a faulty member has to do right now is show up for 162 days and teach 30 credits.
Facilities need to be updated and modern if we want to bring students here from further away. Some high schools
have better technology and more modern facilities than we do.
Supervisors don't need to micromanage, leave the employees to their professional training, that is what they are
experts on.
The distribution of work load is very unfair. Additional staffing is needed in some areas and in other areas, staff
doesn't have ample work to fill their day. There is also a feeling of entitlement among some employees. entitled
to comp. time, entitled o the best healthcare benefits, entitled to high salaries, etc. Employees are not
accountable for their actions. Some employees treat the college as their own small business, coming and going
as they please, treating others with disrespect, etc. No accuntability whatsoever.
The mediation or 'get along day' last year was a good start in improving the work environment. People gave up
one entire day, with some grumbling, but overall people came to the table willing to talk and work through issue.
However, the second time we metwas a disaster. All of the hard work and honest issues people brought up the
first day were swept under the rug in order to 'keep it positive.' Well going through the mud is the only way to
potentially come out truly positive on the other side, otherwise ts just superficial. The fact that the President
scheduled the second meeting on the same day as a prescheduled out-of-town trip for himself went a long way in
many people just saying, "what's it matter? the President doesn't care then why should I?"
administrative leadership is weak
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
In your opinion, what could we as an organization do to better meet the needs of our employees?
Somehow increase revenues to allow for more spending on professional development, etc.
Continue to move forward Stabilize enrollments and finances--that helps everyone long-term Move past the
Administration feels they deserve more than staff. Administration looks at non-affilliated as "the next level" and
everyone else is "under them", either by virtue of (this is their thinking) doing a job that isn't as important, or not
being as "degreed", r by some other wild thought that makes them feel they are not worthy of as much pay for
their work... however, it would be cool to see them do a day in the shoes of the secretarial/bookstore/Barry's/etc.
job!!
Listen to each and every employee individually, as sometimes it is difficult to speak up in meetings due to some
very strong personalities.
Be more inclusive than exclusive. Get the power out of the hands of a few...
improved communication
Encourage all employees to express their ideas no matter how mundane because there are great ideas waiting to
additional personnel, we have grown at Gogebic but most of us are doing more with less to the point we are
stretched to the breaking point. Equipment for programs and buildings are getting older and in need of
maintenance and upgrades but the priorities o money goes elsewhere.
Employees need more compensation - the lack of raises will impact retirement. Employees need the opportunity
to communicate with the board without administration Administrative Counsel should take on a new format
Leadership needs to change-it is lacking nd bringing the employees down. Team-building activities, follow through
with professional development, compensation for continual education should be implemented Transparency of
our leadership.
The administration could dramatically improve its ability to meet the needs of GCC's employees by starting to
actually listen to and make adjustments according to the input it receives from GCC's employees. It is absolutely,
and disturbingly, common placethat valid and challenging questions asked by employees in meetings are
washed over with incessant rambling about broad political issues, rather than simply being answered. I would
rather hear, "I don't know," or "We will have to consider this," than uneding chatter about Lansing, and
Washington, D.C., etc. The administration seems to panic every time a difficult question is posed. The
administration's responses are frequently evasive and indirect. This should not be.
This is the best Job I have ever had, I am living the dream
Equitable benefits across groups.
There is so much dissension among the troops. Confusion, gossip, no one knows what is going on. We all need
a raise. How long can we work without getting a pay increase? We are going to lose good people because of
this. I feel like we get email that s high importance (big red !) and it is about a fundraiser, and something else that
SHOULD be, isn't.
No Comment
Assure faculty and staff have the resources needed to do our job properly
Provide incentives for innovation, curriculum development and alternative methods of delivery to faculty.
COMMUNICATE BETTER!!!!!!!!!!!!!!!!!!!!!!!!! SHARE INFORMATION TO THE PEOPLE DIRECTLY AFFECTED
IN A TIMELY FASHION! TOO OFTEN CERTAIN PEOPLE ARE LEFT OUT OF THE LOOP WHO HAPPEN TO
BE KEY EMPLOYEES WHO NEED TO KNOW THIS INFORMATION IN ORDER TO DO THEIR JOBSWELL!
I think roundtable discussions on specific topics with different cross sections of employees. It would be helpful to
get other perspectives on things.
Value them.
Communicate more.
Better spirit of team work and cooperation. See suggestions as ways to improve rather than as criticisms.
You say you value employees but it isn't shown much.
have policies that reform overload and create equal access to pay and advancement
Include everyone in decision making process and not just a handful of men.
Continue to Support professional development Training for software/upgrades
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Address issues with staff members individually.
Listen to the employees, for real. Let the experts be the experts at their jobs; empower them to take control and
responsibility. Faculty are the experts at education, student services and administrators are not. Staff members
are experts in their respectve positions, faculty and administrators are not. Administrators seem to think they
know how to do everyone else's job better than they do. They seem to know what is best, even though they didn't
sit on a committee that investigated the topic.
IT support, fill dean of instruction role, recognize employees who go above and beyond.
Better leadership in Dean's positions will be helpful
Dean of instruction
Practice what you preach. If we are all valued the same then everyone should be given the same opportunities.
It would be great to have the deans meet us in our classrooms and spend some time as a "fly on the wall" to have
a better understanding what it is we exactly do on a daily basis. I do not think that administration as any sort of
clue as to how my day goes what it all entails and what exactly is on my plate. Administration from there would
have a better understanding of daily ins and outs of departments and from practicing empathy, have a better
understanding of how to better meet needs, rather than have m tell you.
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
What are three factors that make you feel valued as an employee?
Co-workers feedback Supervisor appreciation College's reputation
We are doing good work I have a fair compensation package I have been complimented for my work
Trustees, the President, and Deans are all very cordial and accommodating. People that I assist always show
their appreciation. I am paid fairly and receive excellent benefits.
My supervisor, my specific position, and my fellow workers
Being respected for my knowledge, skills and experience. Feeling that my thoughts and ideas are sincerely
considered. Being give opportunities for education to remain current and to be able to do my job to the best of my
ability
specific recognition clearly defined goals and expectations collaboration
Job satisfaction working for GCC Student satisfaction
A great sense of accomplishment when a student smiles and feels they are moving forward. A good working
relationship with fellow employees. When Administration shows gratitude for success achieved by myself and co
workers.
1. Recognition for doing a good job not just a pat on the back. 2. Take our suggestion's seriously 3. Fair
compensation I am tired of hearing the compensation is above average for Gogebic County ew live and work in a
global economy.
Compensation Collaboration of groups and employees Recommendations being valued Transparency
Trust that I am doing my job Give opportunities to grow within the organization Hold me up when I am trying to
accomplish something rather than break me down
1 - I value my work. 2 - My coworkers acknowledge my work. 3 - My Dean listens to me and adjusts some of
his/her decisions based upon my input.
My opinion counts freedom to do my job the way I feel it should be done the backing and support of my division
I feel like I make a difference My supervisor is very good to me. I love the actual work
Respect Compensation Communication
Student outcomes Co-worker relations Input from Adm.
Thank you Flexibility the freedom to make decisions and work on new ideas
Salary, insurance, resources to do our job
1. Successful students. 2. A little bit of extra compensation for extra work. 3. Recognition by my supervisor for the
extra work performed.
Respect, trust and flexibility
Empowerment, treated as a professional and appropriate compensation.
1) My supervisor will tell me what a great job I am doing. 2) I have a good relationship with everyone at the
college, which makes me to believe people like what I do here.
respect as a veteran teacher
Appreciation not expectation Appreciation Appreciation
Appreciation of work by fellow employees as well as my supervisor Asked for feedback in planning and decision
making Respect by supervisor and President
Verbal recognition from my supervisor and co-workers. Flexibility with hours and time off Salary/benefit increases
1. Good communication so I hear it from my supervisor and not on the 'street'. 2. Attitude and cooperation of coworkers. 3. Financial compensation.
Saying Thank you for something specific I did. Giving me the resources to do my job the best I can, and if my
boss doesn't think we have the resources, then working with me on a solution instead of just saying, No. When I
do something beyond the scope of y day-to-day job, paying me for it.
recognition(not monetary), advancement opportunities, making a difference with students,
Pay, respect, benefits
Pay and benefits
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Sometimes just an atta boy; maybe Fridays in the summer when there only staff around an early go home time;
there seems to be a survey as to what the employees do in addition to their jobs here, perhaps highlighting some
of these "good deed" throughout th year.
1. Genuine Recognition for a job well done. Not a watered down version. 2. Having the freedom to work, not
micromanaged. 3. Support from deans and president.
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
What could the college do to help you do your job more effectively and provide better service to?
Can't think of anything
Encourage all staff to be more involved in working with students and in retention efforts Continue to communicate
as best it can--most of us appreciate and look forward to the information Continue to try and overcome the
barriers between groups of employes
Allow some upgrades, allow another employee in our area.
Listen to ideas that are "out of the box". Just as we are looking to start new educational programs, realize that
today's students are a different type of learner and we need to meet them where they are at. Technology is key
and it is what many students ae looking for and evaluating us by. To be competitive, we need students to know
that they will be educated with a comparable level of technology when compared to other schools.
Invest in teaching resources and infrastructure. Make employees feel valued by involving them in the decision
making process. Quit finding ways to stifle creativity and enrichment due to the actions of a few - realize that most
employees want to be investd in GCC's success.
Provide training when upgrading software
Improve communications always. If a garden is not maintained every day, weeds will appear and choke the
flowers. It has to be the same with communication. Not only maintain it, perfect it!
1. Additional help 2. Upgrade and replace equipment, I am using equipment in the program that is over thirty year
old and technology has changed drastically. 3. We need to decide who and what we are and realize that we are
not for everybody and focus and ho we are here to serve.
Cross training from departments. Utilizing the background and education of employees and allowing departments
to work together instead of keeping us individualized. Mediation and professional development
Clarity in who is responsible for what (campus wide) needs to become commonplace. Planning and organizing
between departments and interrelated departments needs to be streamlined and made inclusive, uch that people
actually know what is going on! In general the administration, faculty, and staff should know the "who, what, when,
where" of what is happening on campus (this is not sufficiently addressed by "This Week at GCC," though that is
a valuable esource, and can only be sufficiently addressed by quality and meaningful cooperation between
departments). GCC must improve its course scheduling and cancellation policies, so that students can be
reasonably certain that the courses they've registered fr will actually run in the coming semester! Ask yourself,
would you be content with the methods GCC has employed for years now if you were a student looking to register
for the next semester?
recruit more students so there can be more sections offered to ease scheduling of classes
A bigger budget would enable us to purchase some additional things that could streamline work and make things
easier for students as well.
No Comment
insure the ability of the incoming student matches what is required for program of study
Provide incentives for innovation, curriculum development and alternative methods of delivery to faculty so we
can better serve our students. Faculty can do so much more than just "show up" for 162 days. Some of us do
everything we can to serve our studnts. Some just do the minimum required by the contract. Both of these
groups of faculty are treated the same. At one time the college paid incentives to faculty for teaching online
courses, developing new courses, and teaching courses via ITV. All of hose incentives are now gone.
Trust me.
I would like to have a part time person working with me a couple days a week.
Freshen up the insides of the buildings, many haven't been painted since they were built. Reorganization of
campus, things are scattered and need to be put in a manner that makes sense.
don't plan to terminate me early
Listen to the students needs
We need to increase our retention efforts.
Continue to Support professional development Training for software/upgrades
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COLLEGE EMPLOYEE SATISFACTION SURVEY RESULTS
Gogebic Community College - Spring 2016 Respondents
Improvements are being made in the quality of the whole student experience. There is still room for improvement
on scheduling labs, library, café, etc. when the student wants to utilize these services rather than when the
employees want to staff these aeas.
Take big matters seriously and address them head on. Provide updated technology - including the training and
support system to use it efficiently and effectively. Get good wifi in the dorms. It's ridiculous that students cannot
do online homework in theirdorm rooms.
Better IT support and training.
Resources for state of the art instructional equipment
upgrade technology improve/update faculty offices and classrooms
Be open to working collaboratively when it comes to events; especially when they occur once or twice a year.
Faculty involvement is imperative when recruiting and holding on to current students. Involvement from all
departments and facets of the collegeis reflected in how those visitors (or current students) feel after these
special days. This includes everything from over/double booking to cleaning to just being there for the students.
I feel student services have really stepped it up, and are providing a better service to our students than in years
past. The flow in orientations has been better, and communication lines between faculty and staff has been
better.
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