LiU – a good place to work, say 77%
The results of the LiU employee and PhD student surveys were presented last week. They show that leadership and employeeship are two areas that are particularly well-developed here.
Leadership skills receive the highest result in the employee survey. The employees at LiU appreciate their immediate superior, and the leaders find their role well-defined and unambiguous. With respect to employeeship, two statements receive the strongest support: “I am proud to be an employee of LiU” and “I recommend others to seek employment at LiU”.
Some key conclusions:
- Three of four employees are proud that they work at LiU.
- Social interactions are highly appreciated. Eighty-three percent discuss questions and challenges that arise in their work with colleagues, and we feel secure, respected and accepted. Furthermore, we feel that the work we do is important and stimulating.
- Four of ten employees are happy to recommend others to seek employment at LiU.
- The Department of Computer and Information Science and the Department of Science and Technology score highest, 4.3 of a maximum of 5.0, on the overall statement: “In conclusion, I believe that LiU is a good workplace”. The mean value for LiU as a whole is 4.1.
- One of ten state that they have experienced victimisation or discrimination during the past two years.
- Questions concerning work-related stress and workload are among those that receive the lowest mean values.
- Two issues that also receive low values concern communication: employees feel that they are not familiar with the challenges facing their department (or equivalent), nor with the university’s strategy.
The PhD student survey
The rate of response is, as in previous years, somewhat lower for the PhD student survey than for the employee survey. The various institutions at LiU, however, differ widely, from 50% to 100%.
The most important result, according to Ramböll, the company that conducted both of the surveys and presented the results, is that LiU scores an overall result of 3.9 of a maximum 5.0 for its research education. This is the same result as 2015, with the Department of Thematic Studies, Department of Culture and Communication and Department of Mathematics again receiving the best results.
Again this year, the quality of supervision is high. In particular, PhD students praise the ability of supervisors to inspire commitment and motivation. Other factors that are highly appreciated are the service from the University Library, the possibility to present one’s research at seminars, and the fact that feedback about draft versions is received within a reasonable time.
Stress and a paucity of courses within the field of research are challenges that the university must meet. Stress receives a value of 3.0, which is an unusually high figure for a workplace, according to Ramböll. Three of the questions in the survey relating to stress are among the ten that have the lowest average value. The problem when providing courses for PhD students is that it is often a case of highly specialised research fields and small groups. This makes it difficult for the university to offer relevant courses, according to deputy vice-chancellor Folke Sjöberg. Measures are, however, being investigated to solve this problem, one of which is a nationwide portal for information about courses in research education. More PhD students feel that they have benefited from courses taken as part of their research education than in 2015. The two questions whose results had fallen most were related to IT service and follow-up from the previous survey.
It is noteworthy that PhD students at the start of research education are in general more positive than those nearing its end. The introductory procedure also plays a major role in determining whether a student’s opinion of the research education is good or very good.
Thirteen percent of PhD students state that they have experienced at least one form of victimisation or discrimination. This is 2% lower than the corresponding figure in the 2015 survey. Five percent were unable to determine whether they had been subject to victimisation or discrimination.
Intense follow-up generates motivation. The results were distributed to leaders on 19 April. This is the start of the important processes of analysis and follow-up of the results, in order to improve LiU and the work environment here. Each leader is to draw up, in collaboration with the employees, a plan of action with a list of measures to take, each of which is to be given a priority.
Ramböll emphasised the importance of follow-up. An intense follow-up of strengths, areas of development and solutions, in which the employees participate in drawing these up, generates employee motivation.
This year 74% (2,528 people) completed the employee survey, and 64% (672 people) the PhD student survey. The response rates in 2015 were 77% (2,788 people) and 63% (738 people), respectively.
The employee survey (pdf in Swedish)
The PhD student survey (pdf in Swedish)
Last updated: Fri Apr 21 11:17:40 CEST 2017