>[!External Links]- >[Eleanor's Powerpoint Analysis](x-devonthink-item://E409B491-1935-4121-98CC-B9B80186F408) ## Strengths The top scores came in the following categories: - This organisation cares about its employees - I trust and respect my manager - My organisation is managing the changes resulting from COVID-19 effectively - This organisation values diversity - My manager helps foster a good spirit within the team ## Weaknesses - My pay is competitive compared with other similar organisations - I am rewarded fairly for the contribution I make in my job - I would like to still be working for this organisation in 12 months’ time - I am rewarded fairly in comparison with others in the organisation doing similar work - It is common practice for experienced colleagues to coach and mentor new starters ## Key Engagement Drivers - My organisation is managing the changes resulting from COVID-19 effectively - I am being kept well informed about the impact of COVID-19 on my role - I feel that I belong in this organisation - Our services are delivered in a cost effective way ## Demographics Across all areas Reward was the worst performing. The second most dissatisfied changed based on who was asked: - Elected officers - learning and development. - Career staff - Engagement - Student staff - Service - Manager - Service - Non manager - performance management, learning and development, and engagement (all 75%) - Women - Communication - Men - Performance Management and Engagement - White British - Employee Wellbeing - PoC - Learning and Development. ## Focus - Reward and recognition- being picked up through the [[pay and reward review]] and the new USSU pay scales - Learning and Development - how we share good practice, ==mentor colleagues and provide skills training (this was poor for student staff in particular)==. - Communication - what is going on elsewhere in the org was low. Open, honest communication still needs addressing too.