We Love C-FB - 2012 C-FB ISD Employee Survey Report

The HR Services Division of the Texas Association of School Boards (TASB) conducted a survey of Carrollton-Farmers Branch Independent School District (C-FB ISD) employees in February and March of 2012 at the request of the district. Results were compared to the employee surveys conducted by TASB in 2010 and 2011. Positive response rates in the 2012 survey were consistent with response rates reflected in the previous surveys.

Overall, Carrollton-Farmers Branch ISD employees responded favorably regarding their own job satisfaction . As in previous years, meaningful work and support from their supervisors are the most important factors that contribute to their job satisfaction. Over 90 percent of employees like the work they do, feel good about their accomplishments, understand what is expected of them, and feel that their work is meaningful and challenging—all indicators of a highly engaged workforce. Most Carrollton-Farmers Branch ISD employees (95 percent) understand how their efforts contribute to the district goals.
The purpose of the survey was to assess employee attitudes and level of satisfaction with their jobs and work conditions. Survey information will be used to assist district leaders in understanding how employees perceive specific issues and to reveal the general level of job satisfaction among employees.

TASB HR Services developed the online survey in collaboration with Carrollton-Farmers Branch ISD. When the survey questionnaire was finalized, HR Services sent an e-mail to CFBISD staff requesting their participation, with a link to the survey. Paper surveys were provided for employees who did not have daily access to computers. All employee responses were submitted directly to TASB.

Employees responded to statements using a Likert scale and some responses were combined for purposes of analysis. For example, “Strongly Agree” and “Agree” responses were combined to indicate a positive response.

The survey included 13 categories of questions to gather data about the following:

• Demographics
• Job Satisfaction and Engagement
• Working Conditions
• Compensation and Benefits
• Support from Coworkers
• Support from Primary Supervisor
• District Communications
• Human Resource Support
• Business Office Support
• Technology Support
• Campus Environment
• Curriculum and Instruction Support
• Student Discipline Support

All C-FB ISD employees (3,118) were invited to participate in the survey. A total of 2,550 employees completed and submitted questionnaires, yielding a response rate of 82 percent. Employees from all work locations and job types participated in the survey. The largest employee group responding was the teacher group, comprising 56 percent of the total respondents and representing 89 percent of all teachers employed by the District. More than 40 percent of survey participants have worked for C-FB ISD for 10 years or more.

Major Findings

Overall, Carrollton-Farmers Branch ISD employees responded favorably regarding their own job satisfaction . As in previous years, meaningful work and support from their supervisors are the most important factors that contribute to their job satisfaction. Over 90 percent of employees like the work they do, feel good about their accomplishments, understand what is expected of them, and feel that their work is meaningful and challenging—all indicators of a highly engaged workforce. Most Carrollton-Farmers Branch ISD employees (95 percent) understand how their efforts contribute to the district goals.

Most employees feel supported by their coworkers and by their primary supervisor. An average of 89 percent responded that they feel a strong sense of support, trust, and teamwork with their coworkers, all of which are important factors in employee retention and engagement. More than 80 percent responded positively to statements about support from their supervisors.

The majority of employees expressed satisfaction with their working conditions. Consistent with previous years, most of those surveyed (95 percent) feel safe at their building. Ninety percent said they had the tools they need to do their job.

District communications, which received high ratings from all employees, were nearly identical to previous years. Ninety-three percent of employees were satisfied with employee communications in the district. Electronic communications (Web site and e-mail); familiarity with the district’s the mission, goals, and brand; and communication of important news all shared the highest ratings. Most (85 percent) were satisfied with communications about the annual budget.

A high percentage of those who responded (92 percent) are proud of the performance of their campus. A strong percentage, 80 percent or more, feel their principal is a fair, accessible, and effective leader. Ninety-three percent are satisfied with support from office staff. Only teachers responded to the questions regarding curriculum and instruction and student discipline. As in 2011, nearly all teachers agreed (96 percent) that they are challenged to be effective and have high expectations for students. About 85 percent agreed that they have sufficient access to resources and materials and 82 percent said that staff development is useful.