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FROM THE GENERAL MANAGER
We conducted an employee satisfaction survey as a first step to better understand the needs and concerns of our employees.To create this confidential survey we looked at examples of surveys conducted by other Co-ops. While a survey cannot replace in person conversation, we intended for this format to provide a platform for honest communication. In the future we hope to enlist the services of CDS (Cooperative development Services) for an in-depth survey which includes in-person interviews and comparisons against other coops, as well as more questions (up to 70+ questions).
Our survey was designed to identify the co-op’s strengths and weaknesses as an employer, in the eyes of its employees, and to document our progress on issues that are raised. We would like to thank all of the PFC employees who participated. We care deeply about our staff and their happiness, and we will work diligently to create an action plan to address and remedy the challenging and important issues brought to our attention.
THE SURVEY
76% of our staff took the survey.
We asked 3 opinion-based question, 11 yes or no questions, and 2 open-ended questions.
Opinion-based question offered the following ratings:
5 Strongly Agree
4 Agree
3 Partly agree
2 Disagree
1 Strongly Disagree
Based on other co-op surveys, we rate 4.00 and above to indicate high satisfaction. Ratings of 3.5-3.99 indicate reasonable satisfaction with still some potential to do better. Ratings of 3.00 to 3.49 indicate dissatisfaction and room for improvement. Scores below 3.00 indicate complete dissatisfaction.
HOW DID THE CO-OP DO?
Opinion-based questions:
My opinions and input about how to improve PFC matter. 3.62
PFC management cares about employee needs and well being. 3.43
There is time and space for me to share my ideas with management. 3.5
We asked fifteen yes or no questions. Majority of staff replies yes to these questions:
Employees are treated fairly regardless of race, sex, age, etc. 93.8%
I would recommend PFC as a good place to work. 68.8%
I know what to do if I have a grievance. 87.5%
I know what to do if I have a claim of harassment or discrimination 81.3%
I feel that I could use the channels for reporting claims of harassment or discrimination without fear of retaliation. 68.8%
To the best of my knowledge, management promptly addresses performance problems 62.5%
There is reasonable potential to advance my level of responsibility and compensation 62.5%
Job openings are publicized. 81.3%
I have the opportunity to grow my skills through classes and trainings. 81.3%
Lowest scoring questions:
There are consistent improvements being made at PFC.
I am paid fairly for the work I do relative to similar opportunities in the Placerville area.
Everyone at PFC is clearly working towards the same vision.
WHAT NEXT?
With this valuable information we know where to focus our attention to improve workplace satisfaction. We have already begun this process and we have made many improvements:
- Monthly department meetings that allows for communication between management and staff
- Monthly “Staff Newsletter” to connect with staff
- Weekly managers meetings that allow for communication between department managers
- Quarterly “all-staff meetings” for all employees to get together and learn more about the coop
- New “Cooperator of the Month” which includes peer recognition for exceptional cooperative work
- Two Board-staff liaisons to facilitate communication between staff and board
- Employee position available on board of directors
- Direct board email for all owners and staff (board@placervillecoop.org)
- More education, training and development for all staff
- Employee reviews done at 30 and 60 days and 6 months, as opposed to 90-day and annual.
- Employee break room (the best room in the building!) filled with water, tea, snacks, games, and art supplies
Here are a few topics we will work on for the near future:
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Create a store vision, as well as individual departmental “vision and mission statements” to be sure everyone knows our vision and is clearly working towards the same goals
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Research the living wage for El Dorado County and construct a plan to increase our wages to accommodate the standard of living
Our vision is to grow our business in a way that will permit more opportunity for internal growth for our dedicated staff, in an atmosphere of acceptance, respect, and commitment to cooperative values.
As always, please contact me directly if you have additional questions, suggestions, or ideas. regina@placervillecoop.org
Regina
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