Analysis of 2022 KCCD Climate Survey: College Council Insights
The 2022 KCCD Climate Survey conducted by the College Council in February 2024 aimed to assess various aspects such as morale, trust, communication, diversity, equity, inclusion, satisfaction levels, likelihood of leaving, and ethical standards within the institution. Through comparisons with data from previous years (2011, 2013, 2016, 2019), shifts in employee sentiments and perceptions have been noted. Key findings include high satisfaction with the work environment, positive feedback on the organization's mission fulfillment, and a notable percentage indicating a willingness to continue working for KCCD. Additionally, the survey delves into issues like promotion of high ethical standards and morale within the campus and department.
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2022 KCCD Climate Survey PC Results, College Council, February 2024
Climate Survey Background First Implemented in 2011 Focus was on questions of morale, trust, communication, participation, and campus interactions Repeated in 2013 and 2016 with minor changes/additions Revamped in 2019 Added questions on diversity, equity, and inclusion (DEI), discrimination, and harassment Changed scale on most previous questions, so responses are not comparable to previous versions Repeated again in 2022, with minor changes
College Atmosphere Satisfaction, Morale, Trust, and Work Environment
General Satsfaction (% who are etremely or somewhat satisfied on these items) 90% 80% 79% 80% 75% 70% 60% 50% 40% 30% 20% 10% 0% Satsifaction with PC as a place to work Satisfied with PC's ability to fulfill its Mission Statement 2019 2022
Likelihood of Leaving (% who answer that they are "extremely" or "somewhat likely" to leave) 30% 26% 25% 21% 19% 20% 18% 17% 16% 15% 10% 5% 0% Current position PC KCCD 2019 2022
If You Had it to Do Over, would you work for KCCD Again (Percentage who answered yes) 100% 94% 91% 91% 89% 88% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 2011 2013 2016 2019 2022
Promoting High Ethical Standards (% who strongly or somewhat agree) 80% 74% 72% 70% 68% 68% 60% 50% 40% 30% 20% 10% 0% 2019 2022 KCCD promotes high ethical standards PC promotes high ethical standards
Morale is High (% who strongly or somewhat agree) 80% 69% 70% 65% 61% 60% 50% 47% 40% 30% 20% 10% 0% Morale high at PC Morale high in my department 2019 2022
PC Student focus (% who strongly or somewhat agree) 100% 90% 88% 87% 80% 75% 70% 70% 60% 50% 40% 30% 20% 10% 0% PC takes responsibility for educating underprepared/underrepresented students PC adequately prepares students for the workplace 2019 2022
Satisfaction with district office services (% extremely or somewhat satisfied) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 58% Business Services 59% 54% Educational Services 63% 66% Human Resources 66% 69% Information Technology 85% 64% Institutional Research 68% 2019 2022
Trust (% who strongly or somewhat agree that there is trust between these groups) 80% 71% 70% 66% 60% 51% 49% 50% 48% 43% 41% 41% 41% 40% 35% 30% 20% 10% 0% Between classified & faculty Between classified & management Between faculy & management Between colleges & district office Among the three college 2019 2022
Respect and conflict (% who strongly or somewhat agree) 100% 89% 88% 90% 80% 77% 74% 70% 66% 63% 60% 50% 40% 30% 20% 10% 0% Employees respect each other Faculty respect each other Faculty are prepared to deal with conflict over diversity issues in the classroom 2019 2022
Sense of Belonging (% who strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 71% I feel valued as an employee 69% 85% Department I work in values my contributions 82% 76% I feel a sense of belonging to my work location 74% 91% My teaching is valued by faculty in my department 89% 86% My service is valued by faculty in my department 91% 71% My mentoring is valued by faculty in my department 80% 2019 2022
Work Environment (% who strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 84% College is adequately maintained 73% 79% Is an attractive facility 75% 83% Is kept clean 85% 79% Feel safe at my work location 70% 77% Provided adequate technology and support 75% 2019 2022
Complaints and Policy 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 48% Management considers faculty & staff concerns when making policy 46% 77% I understand reporting policies and how to report discrimination/harassment 68% 67% I feel comfortable bringing forward a complaint 59% 2019 2022
Participatory Governance Decision-making, Communication, Information Flow, Participation
Decision-making (% who strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 63% I understand the decision making process at my work location 61% 53% The decision making process at my work location is effective 46% 48% I understand the decision making process for KCCD 46% 39% The decision making process for KCCD is effective 36% 2019 2022
Information flow (% who strongly or somewhat agree) 45% 42% 40% 38% 35% 32% 32% 30% 25% 20% 15% 10% 5% 0% 2019 2022 Information flows well upward through the organizational structure Information flows well downward through the organizational structure
Informationand decision-making (% who say strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 56% I feel consulted and listened to regarding decisions 56% 41% Employees at all levels and classifications are sufficiently involved in campus decision-making 38% 81% I have sufficient information to perform my job 80% 53% I am satisfied with my opportunities to participate in key institutional decisions 56% 2019 2022
Participatory Governance (% who strongly or somewhat agree) 70% 66% 65% 64% 60% 60% 50% 40% 30% 20% 10% 0% My representatives on governance committees keep me informed My representatives on governance committees as for my input 2019 2022
Communication flow (% who strongly or somewhat agree) 70% 60% 60% 49% 50% 48% 44% 40% 30% 20% 10% 0% Relevant info affecting KCCD as a whole is effectively communicated throughout the district Relevant info affecting my workplace is effectively communicated 2019 2022
Participation (% answering once/month or more) 70% 64% 60% 59% 60% 56% 50% 40% 30% 20% 10% 0% Department meetings Committee meetings 2019 2022
Participation (% answering once/semester or more) 0% 10% 20% 30% 40% 50% 60% 70% 52% Staff development activities 61% 48% Extracurricular activities 34% 34% Intercollegiate events 31% 48% Community meetings/events 37% 43% Networking events 39% 2019 2022
Professional development 0% 10% 20% 30% 40% 50% 60% 70% 80% 64% I am happy with the opportunities provided for career development/advancement 61% 51% The criteria for advancement and promotion decisoins are clear 47% 59% I am provided adequate training to do my work 62% 58% There are opportunities to learn and grow in my career 62% 62% PC provides encouragement and support for professional growth/development 62% 73% I achieve a healthy balance between personal/professional life 68% 2019 2022
Interactions (% who say their interactions with various groups are extremely or somewhat positive) 0% 20% 40% 60% 80% 100% 120% 91% Students 97% 87% Faculty 81% 91% 91% Classified Staff 76% Confidential Staff 78% 70% Managers/Administrators 73% 51% Other colleges 52% 84% Immediate supervisor 87% 54% District office staff 49% 2019 2022
Opinions of Immediate Supervisor (% who strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 74% Encourages my professional growth/development 78% 76% 77% Sets realistic epectations for my job 79% Demonstrates a commitment to diversity/inclusion 81% 73% Provides me with feedback that assists me in my job 78% 77% Advocates for me 72% 67% 68% Asks for my input before making decisions that affect my work 75% Keeps me informed of issues relevant to my job 79% 76% Has the knowledge/skills to support me in my job 73% 2019 2022
DEI Diversity, Equity, Inclusion Experience of Discrimination & Harassment
Climate supportive of similarities & differences in characteristics (% who strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 90% Ability/disability status 87% 91% Age 86% 84% 84% Citizenship status 89% Gender/gender identity 80% 85% Education level 77% 67% Political beliefs 57% 86% Race/ethnicity 75% 76% Religious/spiritual beliefs 61% 83% Sexual orientation 75% 83% Socioeconomic status 76% 2019 2022
Treatment of faculty (% who strongly or somehwat agree) 90% 81% 79% 80% 76% 75% 71% 70% 70% 60% 50% 40% 30% 20% 10% 0% Faculty of color are treated fairly Women faculty are treated fairly LGBTQ+ faculty are treated fairly 2019 2022
Personal experience with discrimination and harassment (% who answered very often or often) 0% 2% 4% 6% 8% 10% 12% 14% 16% 6% Personally experienced discrimination 10% 2% Assisted a student with discrimination 6% 2% Asisted another employee with discrimination 12% 6% Witnessed discrimination 14% 8% Felt excluded 11% 2% Reported an incident of discrimination 4% 2% Been sexually harassed 1% 2% Reported an incident of sexual harassment 1% 2019 2022
Heard insensitive or disparaging remarks from certain groups (% who answered very often or often) 0% 2% 4% 6% 8% 10% 12% 14% 5% Students 6% 5% Faculty 12% 7% Classified staff 4% 4% Confidential staff 2% 4% Management 2% 2019 2022
How often discriminated against or excluded based on various characteristics (% who say very often or often) 0% 1% 2% 3% 4% 5% 6% 7% 1% Ability/disability status 1% 3% Age 1% 0% Citizenship status 1% 3% Gender/gender identity 1% 3% Job classification 6% 2% 2% Level of education 1% Political beliefs 4% 4% Race/ethnicity 6% 1% Religious/spiritual beliefs 3% 1% Sexual orientation 0% 1% Socioeconomic status 0% 2019 2022
How often experienced discrimination by certain groups (% who say very often or often) 0% 1% 2% 3% 4% 5% 6% 7% 8% 9% 0% Students 3% 0% Faculty 7% 1% Classified staff 2% 0% Confidential staff 3% 2% Management 8% 2019 2022
College Providing a Supportive Environment on Diversity Issues (% who strongly or somewhat agree) 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 82% PC demonstrates appropriate understanding and concern for equity/diversity 70% PC promotes the idea that racially/ethnically diverse student boy enhances the educational experience 82% 80% 67% PC has effective hiring practices that increase diversity 59% 62% PC encourages staff to have a public voice and share ideas openly 57% 80% PC promotes appreciation of cultural differences 76% PC provides campus community with opportunities to share feelings about issues of concern 72% 49% 52% PC rewards staff for participation in diversity efforts 42% 13% PC has a lot of racial tension 34% PC provides staff with skills training needed to facilitate conversations about diversity 49% 48% 72% PC is open to the expression of different ideas, opinions, beliefs 59% 2019 2022
