Sample Exit Interview Survey Respondent Listing Respondent Name Login ID

Transcription

Sample Exit Interview Survey
Respondent Listing
Respondent Name
Login ID
Response Date
Yen, Rick
York, Danielle
York, Matthew
Yotov, Brett
Yotov, Kara
Younan, Ben
Young, Sylvia
Zeldin, Christy
Zeldin, Michelle
Zettner, Maya
Ziegler, Jessica
Zitterkopf, Darren
Zucker, Wendy
JKYMY
RHRNI
KMKYH
HYFRK
ZDXCJ
IBQES
QVWST
XREIU
GMKWV
HOVJE
OKDXF
WGJMG
EBQBH
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
27/07/2007 16:53
Page 20 of 20
Package Contents
This reporting package contains a just a few of the many reports that could
be used to analyse your surveys. It provides a sample of some of the flexibility
available within Professional Quest. A brief description of each of the reports is
provided below.
Questionnaire Structure
Report
The Questionnaire Structure Report provides full details of the
structure and content of a questionnaire design. It can be
used as a paper-based “backup” of the design that has
been set up within the software.
Questionnaire Form
The paper-based questionnaire form is a simple
representation of the questionnaire that can be used for
manual data entry.
Questionnaire Results Sheet
The results sheet report is an easy way to get the raw
responses for a questionnaire. The report can be printed by
question (all answers to a single question shown together) or
by respondent (answers to all questions for a single response
shown together).
If each response can be identified (eg. There is a name
question) then the identification can be used within the
report, making it easier to determine who each response
relates to).
Response Grid
The responses grid report is a compact table of the raw
answers entered by each respondent, together with
optional “calculated columns” that show responses to
ratings questions as a percentage. Each row in the report is
a single response.
Key features of this report include:
Comments Listing
•
The ability to show raw responses, one response per
row
•
All response data can be included in the report,
including comments questions
•
Calculated columns allow you to consolidate the
answers to multiple questions into a single, simple
figure. You can then sort the report by one of the
calculated columns
The comments listing report is a simple listing of all responses
to particular selected text questions in a survey. This report
can easily be exported to a word-processor for inclusion in
your own reports.
Question Analysis Report
This is a basic report for producing charts and tabular
statistics for multiple questions quickly and simply.
Graphical Rating Report
•
The ability to customise the chart format
•
Different report layouts, including chart-only layouts
•
Choice of which descriptive statistics to include
The graphical rating report can be used for two main
purposes - to print bar charts for one or more statistical
questions in the questionnaire (effectively like a value range
report, but with graphs), or to print "rating Gantt" graphs that
clearly show positive and negative responses to questions.
Advanced features of this report include the ability to have
multiple sections within the report (each with a different
formatting and contents), and the ability to show direct
comparisons of different subsets of data on the one graph
(eg. show a graph comparing each department).
Response Groupings may be used to create comparative
graphical rating charts. For example, if you have a
"department" question in your questionnaire, you could
create a response grouping that filters on each department
as a separate item. By applying this grouping to a graphical
rating chart, separate bars will be shown for each
department - thus providing a comparison between
departments.
Saved Statistics Report
•
The ability to group the statistics for related questions
(eg. questions about management)
•
Unlimited potential to compare different data strata
(e.g. compare departments, time periods, regions
etc.) on the same chart
•
Use of “rating Gantt charts” to show the amount of
positive and negative response for questions – very
compact, and very visual reporting.
“Custom Statistics” can be created within Professional Quest.
These statistics can include cross-tabulations and
consolidation or comparison of similar questions. The Custom
Statistics Report can be used to print these statistics. Key
features of this report include:
•
The production of different charts, tables etc. on the
one report
•
Matching of the formatting for each custom statistic
– providing high levels of customisation
Value Range Report
Advanced Banner Report
Pyramid Analysis Report
This is a great initial report to print to provide an overall idea
of the statistics for the survey. Key features of this report
include:
•
Extremely simple to use – just click on the report and
run
•
Numeric counts and percentages for answers to
value range questions
•
Average scores for value range questions
•
Full support for flow control (indicates how many
respondents “skipped” a question because of flow
control)
•
Optional ability to show comments questions
•
Optional ability to filter responses to be included in
the report (eg. only show one department)
The Advanced Banner Report shows a “banner” across the
top of the report. The data for a particular question can be
“sliced” into each of the filtered columns shown in the
banner. The content of each column in the report is based
on a filter, and is therefore completely customisable.
Features of this report include:
•
Comparison of data based upon filters
•
Optional reporting of significance between columns
via column codes (an uppercase letter indicates
95%, and lowercase letter indicates 90%)
•
Optional reporting of mean, standard deviation and
standard error
•
Support for large format reporting – show a detailed
report on landscape A3 paper, for example
The Pyramid report is a highly visual report - it shows the
ratings entered into the questionnaire as a series of colored
triangles within a "pyramid".
Each of the colored triangles is affected by two things - a
"color" rule that determines the color that will be used
(based upon either the percentage of respondents who
provided a certain rating level, or an average rating) and a
list of questions that will be used to determine the rating. In
both cases, the questions can be weighted to ensure that
more important questions have a greater affect on the color
that is shown.
Uses of this report include:
•
To show ratings within a questionnaire in a colorcoded format
•
To highlight poor ratings or deficiencies clearly and
simply
Dual Range Analysis
The dual range analysis is designed specifically to report on
dual-range grid questions. A common use of these questions
is to have a performance and an importance rating for
each question in the grid. The dual range report is commonly
used to answer the question “What areas are considered
important, yet our performance is low?”
Questionnaire Calculation
Sheet
•
The ability to show both ranges in a dual range
question on a single graph
•
Calculation of the “gap” between the ranges
•
Automatic determination of categories of questions
(eg. “High priority issues”) based on rules.
The calculation sheet reports in Professional Quest are
designed to provide summarised information for any surveys
that rate something. For example, let’s assume we have a
question with a rating out of 5 - from very dissatisfied (1) to
very satisfied (5). If a respondent entered satisfied (4), this is a
score of 4/5 = 80%. These calculation sheets distil everything
down into percentages, for broad analysis and comparison.
The example calculation sheet is an individual calculation
sheet providing ratings given by individual customers. This
shows off some of the functionality of this type of report
including:
Summary Calculation
Sheet
•
Breakdown of ratings by groups of questions (eg.
“Product Quality”, “Customer Service”)
•
Historical ratings (in this example, a customer
completes a satisfaction survey every quarter)
•
Detailed listing of responses, and associated scores
The calculation sheet reports in Professional Quest are
designed to provide summarised information for any surveys
that rate something. For example, let’s assume we have a
question with a rating out of 5 - from very dissatisfied (1) to
very satisfied (5). If a respondent entered satisfied (4), this is a
score of 4/5 = 80%. These calculation sheets distil everything
down into percentages, for broad analysis and comparison.
The example calculation sheet is a summary calculation
sheet providing overall ratings for different company
divisions, and different geographical regions. This shows off
some of the functionality of this type of report including:
•
Breakdown of ratings by groups of questions (eg.
“Management”, “Job Security”)
•
Breakdown of ratings using filters (eg. “Australasia”,
“United States” etc.)
•
Filtering of an entire table of data (eg. only show one
division in a table)
•
Tabular and graphical representation of data
Question Ranking Report
The question ranking report looks at the scoring for each
rating question in a survey, and provides valuable
information on which questions rated the highest or lowest in
the survey. This allows you to work out the best and worst
areas within the organisation, and helps in coming up with
an action plan that targets the areas of most need.
Individual Benchmark
The benchmark reports make it possible to compare ratings
against a “benchmark”. This benchmark can be any subset
of the data (eg. last year, last quarter etc.). The individual
benchmark looks at an individual response and compares it
with a benchmark.
Organisation Benchmark
•
Inclusion of indicators of the benchmark required, the
actual response, and up to 2 “normal ranges” on a
graph
•
Normal range calculations can be based of
standard deviation from the mean, or quartiles
The benchmark reports make it possible to compare ratings
against a “benchmark”. This benchmark can be any subset
of the data (eg. last year, last quarter etc.). The
organisational benchmark looks at overall responses for all of
the survey data (or optionally a filtered set of the survey
data, such as a department)
Key features of this report are similar to the individual
benchmark report.
Respondent Listing
This report contains a list of all respondents that have been
set up in a particular project. This report will show you who
has and who hasn’t answered the survey. Through this report
you will be able to see the respondents that were setup prior
to the survey going live.
Dipolar Pty Limited
Q Questionnaire: Dipolar Pty Limited
Description:
Questionnaire ID:
Created by:
Creation date:
Modified date:
Screen size:
Pop-up help:
T
Sample Employee Satisfaction Survey
ID29000070731164030
Dipolar
31/07/2007
27/07/2007
SuperVGA (800 x 600)
No
Introduction
Question ID:
Question Type:
T
Introduction text
Question ID:
Question Type:
T
ID17870050
Text Block
Employment Details
Question ID:
Question Type:
?
ID45600061
Text Block
ID45800061
Text Block
Employment Details
Question ID:
Question Type:
?
ID21900020
Group Question
Employment - Name
Question ID:
Question Type:
Question Text:
Field length:
Display as:
?
ID24700070
Text
Your Name (Optional)
60
Single line text field
Employment - Your Region
Question ID:
Question Type:
Question Text:
Value Range:
No. of Values:
No. of Columns:
Multiple selections:
Use lists:
First Highest:
ID28600030
Range of Values
Which of our regional offices do you work in
Multiple Choice (user defined)
8
1
No
Yes
Yes
Page 1 of 12
Dipolar Pty Limited
Values:
?
Employment - Your Department
Question ID:
Question Type:
Question Text:
Value Range:
No. of Values:
No. of Columns:
Use lists:
First Highest:
Values:
?
ID49000001
Range of Values
Which department do you work in?
5
1
No
Yes
Yes
5 Customer Service, 4 Finance, 3 Sales and Marketing, 2 Research and
Development, 1 Human Resources
Employment - Age Group
Question ID:
Question Type:
Question Text:
Value Range:
No. of Values:
No. of Columns:
Use lists:
First Highest:
Values:
?
8 Australian Capital Territory, 7 New South Wales, 6 Northern Territory,
5 Queensland, 4 South Australia, 3 Tasmania, 2 Victoria, 1 Western
Australia
ID29500030
Range of Values
How old are you?
7
2
No
No
Yes
7 18 or under, 6 19-25, 5 26-35, 4 36-45, 3 46-55, 2 56-65, 1 66 or older
Employment - Length
Question ID:
Question Type:
Question Text:
Value Range:
No. of Values:
No. of Columns:
Use lists:
First Highest:
Values:
ID49300001
Range of Values
How long have you worked at our company?
5
1
No
No
Yes
5 Less than a year, 4 Between 1 and less than 2 years, 3 Between 2 and
less than 5 years, 2 Between 5 and less than 10 years, 1 10 Years or
more
Page 2 of 12
Dipolar Pty Limited
Questionnaire Form
Introduction
Employment Details
Your Name (Optional)
Australian Capital Territory
New South Wales
Northern Territory
Queensland
South Australia
Tasmania
Victoria
Western Australia
Customer Service
Finance
Sales and Marketing
Research and Development
Human Resources
How old are you?
18 or under
19-25
26-35
36-45
Less than a year
Between 1 and less than 2 years
10 Years or more
What is your Salary Range?
Less than $30,000
$30,000 to $39,999
$40,000 to $49,999
$50,000 to $59,999
46-55
56-65
66 or older
$60,000 to $74,999
$75,000 to $99,999
$100,000 or more
General views about the Company
Let's start by getting an overall feeling for how you feel about Dipolar overall.
How would you rate your overall satisfaction with
working at Dipolar?
Extremely Satisfied
Very Satisfied
Satisfied
Very motivated
Somewhat motivated
Not very motivated
Somewhat Satisfied
Not Satisfied
I am proud to work in this company
Agree Strongly
Agree
Indifferent
Disagree
Disagree Strongly
Do you believe that the company communicates its
goals and strategies to you?
Always communicates
Usually communicates
Sometimes communicates
Rarely communicates
Never communicates
How motivated are you to see the company succeed?
Page 1 of 4
Not at all motivated
Not sure
Dipolar Pty Limited
Questionnaire Form
Let's start by getting an overall feeling for how you feel about Dipolar overall.
Would your refer a friend to apply for a job at our
company?
Very likely
Likely
Indifferent
Unlikely
Very unlikely
Please comment on your views about our company
New Call Logging System
If you are in the customer service area of Dipolar, you would be aware that a new call logging system was implemented by us in the
last 6 months. We would like to know your opinion of this system, and how if has changed the way you work.
Disagree
Agree Strongly
Agree
Indifferent
Disagree
Strongly
Has made my job less stressful
Has improved my ability to answer questions
Training on the new system was adequate
I am much happier in my job since the new system
was implemented
Please give us some feedback about the call logging system
Renumeration & Conditions
Below are a series of statements about your job and the company. Please indicate your level of agreement with the statements.
Disagree
Agree Strongly
Agree
Indifferent
Disagree
Strongly
If I do a good job I will be rewarded
I get what I need to do my job well
The conditions I work in are good
I am interested in my Job
I am not overly stressed in my job
Page 2 of 4
Dipolar Pty Limited
Sample Results Sheet
Alejandro Hocker
Question
Employment - Length
Employment - Salary Range
General - Overall Satisfaction
General - Proud
General - Communications
General - Refer Friend
Call Log - Less Stress
Call Log - Improved Ability
Call Log - Training Adequate
Call Log - Happier
Rem & Cond - Good Job Rewarded
Rem & Cond - Do Job Well
Rem & Cond - Good conditions
Rem & Cond - Interested in Job
Rem & Cond - Overly Stressed
Management - Wise Decisions
Management - Opinion Valued
Management - Employees
Recognised
Management - Flexible Family
Management - Enjoyable Work
Environment
Job Security - Good Work
Job Security - Provides
Job Security - Acquisition/Merger
Job Security - Future of
Organisation
Job Security - Competition
Answer
Northern Territory
Customer Service
46-55
$30,000 to $39,999
Not Satisfied
Disagree
Never communicates
Likely
Disagree Strongly
Agree Strongly
Indifferent
Indifferent
Disagree Strongly
Disagree Strongly
Disagree Strongly
Indifferent
Disagree Strongly
Disagree
Disagree Strongly
Disagree Strongly
Disagree
Disagree Strongly
Disagree Strongly
Disagree
Disagree Strongly
Disagree Strongly
Disagree
Page 1 of 21
Dipolar Pty Limited
Sample Results Sheet
Aleksandra Watson
Question
Employment - Length
Employment - Salary Range
General - Overall Satisfaction
General - Motivated
General - Proud
General - Communications
General - Refer Friend
Rem & Cond - Good Job Rewarded
Rem & Cond - Do Job Well
Rem & Cond - Good conditions
Rem & Cond - Interested in Job
Rem & Cond - Overly Stressed
Management - Wise Decisions
Management - Opinion Valued
Management - Employees
Recognised
Management - Flexible Family
Management - Enjoyable Work
Environment
Job Security - Good Work
Job Security - Provides
Job Security - Acquisition/Merger
Job Security - Future of
Organisation
Job Security - Competition
Answer
Northern Territory
Research and Development
46-55
$75,000 to $99,999
Not Satisfied
Somewhat motivated
Agree
Never communicates
Very likely
Indifferent
Disagree
Agree Strongly
Disagree Strongly
Agree
Agree Strongly
Agree
Agree
Disagree
Disagree Strongly
Disagree
Agree
Disagree Strongly
Indifferent
Agree Strongly
Page 2 of 21
Dipolar Pty Limited
Response Grid
Agree
Strongly
Disagree
Strongly
Indifferent
52%
Agree
Disagree
Strongly
40%
Agree
Agree
Disagree
Strongly
64%
Disagree
Agree
Agree
Strongly
Disagree
Indifferent
48%
Agree
Agree
20%
Agree
Disagree
Disagree
Strongly
76%
Indifferent
Agree
Strongly
Agree
Strongly
Disagree
Agree
56%
Agree
Strongly
Agree
20%
Agree
Agree
Indifferent
76%
Agree
Agree
Agree
Disagree
Agree
Strongly
48%
Disagree
Indifferent
40%
Agree
Indifferent
Indifferent
76%
Indifferent
Agree
Agree
Strongly
Indifferent
Agree
36%
Agree
Disagree
Strongly
80%
Agree
Disagree
Strongly
Disagree
Strongly
52%
Disagree
Strongly
Disagree
Agree
Strongly
Disagree
Strongly
Agree
48%
Agree
Agree
20%
Agree
Disagree
Strongly
Disagree
Strongly
Page 1 of 10
I get rewards for doing a good job
I am interested in my job
Disagree
Company provides job security
Agree
Strongly
My opinion is valued by management
64%
Management makes wise decisions
Proud to work here
Ashley Monk
Overall Satisfaction
Arthur McKinley
Good work conditions
Annie O'Brien
Overall working conditions
Anne Greenslade
Management create a good working env.
Allison Key
Management is flexible
Alan Hightower
Overall Management Score
Response for
Employees are recognized as individuals
Everyone in the Finance Department in NSW
Dipolar Pty Limited
I get rewards for doing a good job
Agree
Agree
Strongly
Disagree
Strongly
Agree
Strongly
64%
Agree
Strongly
Agree
Strongly
40%
Agree
Indifferent
Disagree
68%
Agree
Disagree
Agree
Strongly
Disagree
Agree
56%
Agree
Indifferent
40%
Agree
Disagree
Disagree
76%
Agree
Strongly
Agree
Strongly
Agree
Strongly
Disagree
Strongly
Indifferent
64%
Agree
Disagree
Strongly
40%
Agree
Disagree
Disagree
Strongly
72%
Indifferent
Agree
Agree
Disagree
Agree
Strongly
44%
Disagree
Disagree
Strongly
20%
Agree
Disagree
Disagree
Strongly
84%
Agree
Strongly
Agree
Strongly
Agree
Strongly
Disagree
Agree
44%
Agree
Agree
40%
Agree
Indifferent
Disagree
Strongly
52%
Indifferent
Disagree
Agree
Disagree
Disagree
56%
Disagree
Strongly
Agree
Strongly
20%
Agree
Agree
Disagree
Strongly
76%
Agree
Agree
Strongly
Agree
Disagree
Strongly
Agree
Strongly
72%
Agree
Strongly
Agree
40%
Agree
Indifferent
Agree
Page 2 of 10
Overall working conditions
Agree
Strongly
My opinion is valued by management
80%
Management makes wise decisions
I am interested in my job
Christen Adams
Proud to work here
Charlotte Butterfield
Overall Satisfaction
Cara Peters
Company provides job security
Brad Harms
Good work conditions
Betty Olson
Management create a good working env.
Beth York
Management is flexible
Ben Stepp
Overall Management Score
Response for
Employees are recognized as individuals
Response Grid
Comments Listing
Please provide any further details explaining your reason(s) for leaving
I haven't been able to receive proper training here so I am going to go to university.
My supervisor is very much incompetent.
My new employer has already promised to give me the required training to perform my duties. I feel I am not able to move
forward in my career here.
I am undertaking study to make a career change.
I know more than my supervisor and I am doing basically half his work for him without getting any reward for it.
I am moving to a corporation that cares about its staff.
The pay is not good enough compared to what I have been able to get elsewhere.
The pay and benefits at Dipolar were just not good enough compared to what I can get elsewhere.
Management is not interested in solving the problems of staff.
The role advertised had several key tasks left out.
There is too much of politics in our workplace and backroom favours being done so that only certain people can get ahead.
It is impossible for me to advance here. I don't know why this is the case but I have achieved a lot here and seen others
that I feel are less capable move further ahead while I stay in the same position.
I was expecting a more research based role. This was not the case.
Even the induction to this company was very underdone and the training is often of poor quality or not relevant.
This company seems uninterested in spending any real money on training. It is costing production.
I was expecting the role to be a lot more challenging.
Some of my peers are incompetent and yet they receive a higher salary than me.
The quality of training is pathetic.
I have to do the work of my coworkers because they are either lazy or incompetent or both.
Many staff members play politics within our department and I have had enough.
Training was booked too late for me and so I couldn't work to the standards required by the company and hence lost any
chance of getting my bonuses this past year.
I asked for pay increases in line with industry standards but my demands were not met.
I have worked at a few organisations but none that had such a poor attitude to training their staff.
I am going to do full time study.
I will be returning to school to complete my degree that I started part time.
Page 1 of 15
Comments Listing
Please provide any further information about {NEWEMPNAME} that you feel is
relevant
My new employer treats everyone based on performance and so I can have a real opportunity for advancement.
The benefits and the more interesting work and of course much better salary are very good at the new company.
The location of the new job is close to where I leave and perfect for me so that I can take care of my children.
My new employer has work that appears to be much more interesting for me.
The new company is offering me more flexibility and won't be so demanding on my time.
I have a clear path for advancement with my new company.
There are many reasons that my new job will be great including being able to study part-time.
The new employer is providing child support facilities nearby which is a great benefit to me.
My new employer happens to be in the city that I am relocating to.
The salary and benefits at my new company are 2nd to none.
My new job is closer to home which is a big plus.
The salary is better at my new job but also I will have more opportunities for advancement.
There are many reasons why I wanted to get this new job. The location of the new job being close to home is one. There is
a real commitment in the new company to encourage people to improve themselves and in doing so be able to advance
within the organisation.
The medical benefits at my new employer are very impressive along with the salary.
The work at my new employer will be very challenging and interesting.
The salary at my new employer is much better than I can get elsewhere.
It sppears that it will be a lot easier to get proper training and be able to advance within the new company.
The salary and benefits at my new employer will be a lot better.
I am able to get the sort of salary that I feel I am worth at my new employer.
The new job is located near to the university where I want to do some more study.
Please provide further details about your experiences in relation to training
I had trainers that would turn up late and their level of knowledge was not good enough.
Page 2 of 15
Statistical Analysis
? Statistics for Emp Details - Age Group
Occurrence Counts
Value
7
6
5
4
3
2
1
Description
18 or under
19-25
26-35
36-45
46-55
56-65
66 or older
Descriptive Statistics
Number
19
151
184
254
101
160
110
%
1.94%
15.42%
18.79%
25.95%
10.32%
16.34%
11.24%
? Chart for Emp Details - Age Group
Page 1 of 3
Total Responses
Sum
No. of Blank Responses
Minimum
Maximum
Mean (Average)
Mode
Variance
Standard Deviation
Skewness
Kurtosis
979
3708
0
1.00
7.00
3.79
4.00
2.71
1.64
-0.17274452
-0.9915319210
Demographics
The demographics for the company employees are shown below. Note that some of the demographics
questions are optional and therefore have not been answered by all respondents.
Select your region and
department
Asia Pacific,
Customer Service
20%
Asia Pacific, Human
Resources
Asia Pacific,
Information
10%
16%
Asia Pacific, Research
and Development
11%
United States, Finance
United States, Human
Resources.
United States,
Information
8%
13%
4%
United States, Sales
and Marketing
18%
0%
Select your age group
18 or under
10%
20%
40%
50%
60%
70%
80%
90%
100%
40%
50%
60%
70%
80%
90%
100%
70%
80%
90%
100%
2%
19-25
15%
26-35
19%
36-45
27%
46-55
10%
56-65
16%
11%
66 or older
0%
Select your gender
30%
10%
20%
30%
Male
56%
Female
44%
0%
10%
20%
Page 1 of 10
30%
40%
50%
60%
Rating Scores for the Company as a whole
This section looks at the overall ratings scored in each area of the questionnaire, together with the ratings
scored for each individual question. The entire data for the company as a whole is considered in this section of
the report.
Overall Ratings
Negative Response
Training
Positive Response
-58%
20%
The Role
-21%
Salary and Benefits
53%
-44%
28%
Supervisor Performance
-20%
-100%
-80%
-60%
-40%
-20%
52%
0%
20%
40%
60%
80%
100%
80%
100%
Training
Negative Response
Overall Rating
Positive Response
-58%
I am satisfied with the induction and orientation into
our firm
20%
-47%
I am satisfied with the career development
opportunities at Dipolar
27%
-63%
Training received during my employment at the firm
was of a high quality
23%
-74%
Training was received well before the time I was
required to perform the task and so I was well prepared
14%
-48%
The training received was relevant to the work I was
required to do
24%
-57%
-100%
-80%
-60%
Page 3 of 10
12%
-40%
-20%
0%
20%
40%
60%
Rating Scores for the Company Departments
This section looks at the comparison of department ratings in each area of the questionnaire, together with
the ratings scored for each individual question. The data is considered on a department by department basis in
this section of the report.
Overall Ratings
Dipolar has a number of regions and departments. This section of the report considers the overall ratings by
department for the different groups of questions.
Negative Response
Positive Response
-83%
5%
-22%
46%
-64%
14%
-50%
Training
21%
-65%
16%
-25%
44%
-48%
15%
-66%
17%
-24%
55%
-22%
47%
-29%
48%
-24%
The Role
51%
-20%
54%
-23%
48%
-16%
55%
-9%
62%
-47%
21%
-40%
25%
-50%
20%
-45%
Salary and Benefits
27%
-45%
24%
-44%
24%
-51%
25%
-33%
50%
-47%
15%
-15%
55%
-16%
55%
-17%
54%
-13%
62%
-13%
60%
-11%
62%
-6%
-100%
-80%
-60%
-40%
-20%
75%
0%
Asia Pacific, Customer Service
Asia Pacific, Human Resources
Asia Pacific, Information Technology
Asia Pacific, Research and Development
United States, Finance
United States, Human Resources
United States, Information Technology
United States, Sales and Marketing
Page 6 of 10
20%
40%
60%
80%
100%
Dipolar Pty Limited
Custom Statistics Report
New Call Logging System
The call logging system has been introduced to make it easier to provide a high level of support to
our users. We asked employees how the new system has affected them. We found out that the
responses have been rather negative.
Agree
Strongly
Agree
Indifferent
Disagree
Disagree
Strongly
Has made my job less
stressful
26%
22%
19%
20%
13%
Has improved my
ability to answer
questions
13%
23%
23%
23%
18%
Training on the new
system was adequate
14%
18%
36%
17%
15%
I am much happier in
my job since the new
system was
implemented
1%
2%
2%
74%
21%
Page 1 of 1
Dipolar Pty Limited
Value Range Report
Employment Details
? Employment - Length
Group Average: 3.27
? Employment - Your Region
Value Description
8
Australian Capital
Territory
7
New South Wales
6
Northern Territory
5
Queensland
4
South Australia
3
Tasmania
2
Victoria
1
Western Australia
0
Please select Region
Number
172
%
17.20%
379
21
105
47
81
148
47
0
37.90%
2.10%
10.50%
4.70%
8.10%
14.80%
4.70%
0.00%
Average: 5.45
1
0
Description
Customer Service
Finance
Sales and Marketing
Research and
Development
Human Resources
Please select
Department
Number
51
211
%
5.10%
21.10%
477
47.70%
81
8.10%
180
18.00%
Average: 2.87
? Employment - Salary Range
What is your Salary Range?
? Employment - Your Department
Value
5
4
3
2
Value Description
5
Less than a year
4
Between 1 and less
than 2 years
3
Between 2 and less
than 5 years
2
Between 5 and less
than 10 years
1
10 Years or more
Number
401
167
166
93
%
40.10%
16.70%
16.60%
9.30%
173
0
17.30%
0.00%
Value
7
6
5
4
3
2
1
Description
Less than $30,000
$30,000 to $39,999
$40,000 to $49,999
$50,000 to $59,999
$60,000 to $74,999
$75,000 to $99,999
$100,000 or more
Number
239
189
29
209
85
150
99
%
23.90%
18.90%
2.90%
20.90%
8.50%
15.00%
9.90%
Average: 4.44
General views about our Company
Group Average: 2.59
Average: 3.53
? General - Overall Satisfaction
How would you rate your overall satisfaction with working
at Dipolar?
? Employment - Age Group
How old are you?
Value
7
6
5
4
3
2
1
Description
18 or under
19-25
26-35
36-45
46-55
56-65
66 or older
Number
10
63
166
204
217
235
105
%
1.00%
6.30%
16.60%
20.40%
21.70%
23.50%
10.50%
Value
5
4
3
2
1
Average: 3.32
Page 1 of 7
Description
Extremely Satisfied
Very Satisfied
Satisfied
Somewhat Satisfied
Not Satisfied
Average: 1.74
Number
25
64
45
359
507
%
2.50%
6.40%
4.50%
35.90%
50.70%
Dipolar Pty Limited
Value Range Report
I like this place in general, I have good friends here
I like our office chairs, they are very comfortable, the
air conditioning on the other hand is not that good, I
don't know how it works, but I always have to wear a
jacket when im inside
Love the xbox in the meeting room
I like the location, its right in the middle of the city
and you can get to work by bus and train very easily
in my office people always put music on and that
isvery annoying, its hard for me to concentrate
Annexure (Text Responses)
Comments - General
? Comments - General
Please comment on your views about our company
I think the company is doing a very good effort to
keep everyone happy, I can tell that they care and
value my work
Enjoy he music on the office, not used to that
environment but its good
so far so good
its all good here, the donuts we got during the last
monthly meeting were great!!
It would be nice to have parking facilities
('('('(0_HUNTER_0)')')')
I whish this place had a table tennis or a pool table
I don't understang how that new general manager can
do the job, I can tell he has never been in such
position before
Frank and Marian 4 ever!
Well what can I say...... The general manager only
cares abot the business, he doesn't care about the staff
at all, I know that this is his job but I just wish he
didn't make it so obvious
I have just recently moved from another department
and from anoter state, I don't hae much to say at this
stage, but it all looks good to me, so far so good
It wasn't me!!!!
This SUUUUUUUUUUUUUUUCKS!!!!!!
I very much grateful to be given the opportunity to
work here, I come from other side of the planet and
had to work cleaning, construction, making coffees
etc, I have a lot of talent and i thank the managers for
letting me to work here
I love the fact that I have my own office, its clean and
big, everything is new
I hate it when people put music on, I'm not used to it,
ts annoying
no comments, all good :)
I'm not sure if I should write my opinion here,
anyway, one day the general manager was very rude
to me, but that's all I can say
No point writing anything here
Its ok here, I can't really complain
I like the view from my office, you can even see
Darling Harbour from here!
Comments - Call Logging
? Comments - Call Logging
Please give us some feedback about the call logging system
its ok for me
seriously, this a joke, I don't understand why we
needed to change the system, what a waste of time,
seriously
I don't know how this works yet
I wish I could change the colors look and feel of the
program… but I guess management would not pay
extra for that would they?
there is a whole buch of stuff I don’t even still
understand what they are there for, its says it si
compatible with mobile devices but I been looking at
the documentation and there is nothing about it!! I
went to the presentation of this software and they did
mention this was compatible with Windows mobile,
are they lying?????????
I wish I could upload pictures to show you how
overcrowded the front window is
I wasted so much learning this new thing is not funny
I want the old one back! Please!
I think this is a better system but we need to organize
the data better, I don't know, its just too hard for me to
find people quickly, maybe its our fault for creating a
new user all the time someone makes a call
This program is not safe, when I open it it says
something like do you want the firewall to give access
to call logging… bla bla bla? that’s dangerous! What
if a virus or EVEN WORSE A TROJAN HORSE!
comes in through the program?
There is a whole buch of stuff I don’t even still
understand what they are there for, its says it si
compatible with mobile devices but I been looking at
the documentation and there is nothing about it!! I
went to the presentation of this software and the
Page 6 of 7
Salary Range
Position Title
Respondents
Column %
Row %
18 or
under
(A)
19
100.0%
1.9%
4
19-25
26-35
36-45
46-55
56-65
(G)
91
100.0%
9.1%
0
Clerical/Adm
in
(I)
336
100.0%
33.6%
83
(B)
151
100.0%
15.1%
27
(C)
184
100.0%
18.4%
31
(D)
254
100.0%
25.4%
46
(E)
101
100.0%
10.1%
22
(F)
160
100.0%
16.0%
26
66 or
older
(G)
110
100.0%
11.0%
22
0.0%
0.0%
0.0%
24.7%
21.1%
17.9%
16.8%
18.1%
21.8%
16.3%
20.0%
0.0%
I
0
0.0%
I
0
0.0%
I
0
45.9%
2.2%
14.9%
17.1%
25.4%
12.2%
14.4%
12.2%
91
4
48
32
58
15
23
18
48.1%
0.0%
0.0%
0.0%
27.1%
21.1%
31.8%
17.4%
22.8%
14.9%
14.4%
16.4%
0.0%
Ei
0
43.6%
FGHI
0
0.0%
I
16
0.0%
I
17
0.0%
I
0
45.0%
2.0%
15.8%
11.4%
8.9%
2
31
28.7%
eF
31
7.4%
80
23.8%
CDEFG
19
14
28
16
0.0%
0.0%
0.0%
16.8%
18.7%
0.0%
23.8%
10.5%
12.6%
16.8%
12.2%
13.9%
17.5%
14.5%
6.1%
CEH
6
0.0%
FGI
9
0.0%
10.9%
H
17
11.6%
H
16
0.0%
I
0
54.4%
1.4%
12.9%
21.1%
21.1%
9.5%
19.0%
10.9%
0
0.0%
FGI
0
82
3
21
26
49
17
25
16
37.8%
13.6%
13.2%
0.0%
0.0%
17.9%
17.6%
0.0%
24.4%
15.8%
13.9%
14.1%
19.3%
16.8%
15.6%
14.5%
17.5%
BCDEFGHI
0
3.8%
EH
21
5.6%
EHI
26
0.0%
10.6%
H
27
10.0%
H
42
0.0%
I
6
51.3%
1.9%
13.1%
16.3%
30.6%
10.6%
15.6%
10.0%
0
0.0%
FGI
0
0
3
16
31
30
9
17
18
0.0%
47.7%
38.2%
0.0%
0.0%
28.4%
46.2%
20.0%
0.0%
15.8%
10.6%
16.8%
11.8%
8.9%
10.6%
16.4%
0.0%
BCFGH
0
16.5%
DEFHI
8
20.5%
DEhI
33
0.0%
fG
8
0.0%
FGH
0
21.3%
GI
35
33.1%
HI
11
4.7%
I
0
0.0%
2.4%
12.6%
23.6%
7.1%
13.4%
14.2%
0
1
11
24.4%
ef
15
21
13
20
12
0.0%
18.2%
48.5%
100.0%
0.0%
36.8%
12.1%
0.0%
0.0%
5.3%
7.3%
8.2%
8.3%
12.9%
12.5%
10.9%
0.0%
BCDFG
0
8.4%
CDEFHI
0
34.7%
DEGHI
0
8.4%
EFGHI
0
0.0%
FG
0
36.8%
GHI
0
11.6%
HI
5
0.0%
0.0%
1.1%
11.6%
15.8%
22.1%
13.7%
21.1%
12.6%
24
0
0
1
2
10
3
8
5
0.0%
0.0%
0.0%
0.0%
0.0%
0.0%
5.5%
80.0%
0.0%
0.0%
0.7%
1.1%
3.9%
3.0%
5.0%
4.5%
0.0%
GH
0.0%
H
0.0%
GH
0.0%
H
0.0%
GH
0.0%
GH
17.2%
HI
82.8%
I
0.0%
0.0%
3.4%
DFG
6.9%
dFg
34.5%
10.3%
27.6%
17.2%
Graduate
Accountant
Manager
Director
Secretarial
Senior
Supervisor
1001
100.0%
100.0%
(A)
74
100.0%
7.4%
0
(B)
44
100.0%
4.4%
0
(C)
68
100.0%
6.8%
0
(D)
8
100.0%
0.8%
0
(E)
183
100.0%
18.3%
95
(F)
95
100.0%
9.5%
0
0.0%
0.0%
0.0%
0.0%
51.9%
0.0%
EI
22
0.0%
EI
0
0.0%
EI
0
0.0%
E
0
52.5%
FGHI
88
29.7%
0.0%
0.0%
0.0%
10.9%
BCdEFGH
24
0.0%
EI
9
0.0%
EI
0
32.4%
20.5%
16.3%
CdEFGH
28
Less than $30,000
181
18.1%
100.0%
$30,000 to $39,999
202
20.2%
100.0%
$40,000 to $49,999
147
14.7%
100.0%
$50,000 to $59,999
160
16.0%
100.0%
$60,000 to $74,999
127
12.7%
100.0%
$75,000 to $99,999
95
9.5%
100.0%
$100,000 or more
29
2.9%
100.0%
Mean/Average
Std. Deviation
Std. Error
Age
Senior
Manager
(H)
30
100.0%
3.0%
0
Total
3.1
4.6
5.4
6.0
1.5
4.9
4.7
6.6
2.5
3.0
2.9
3.3
3.3
3.3
3.5
3.4
0.82
1.00
0.70
0.00
0.50
1.10
1.08
0.80
1.11
1.61
1.58
1.65
1.74
1.84
1.82
1.84
0.10
0.15
0.09
0.00
0.04
0.11
0.11
0.15
0.06
0.37
0.13
0.12
0.11
0.18
0.14
0.18
Page 1 of 3
Gender
Position Title
Respondents
Column %
Row %
Age
Clerical/Adm
in
(I)
336
100.0%
33.6%
163
18 or
under
(A)
19
100.0%
1.9%
4
19-25
26-35
36-45
46-55
56-65
(G)
91
100.0%
9.1%
43
Senior
Manager
(H)
30
100.0%
3.0%
17
(B)
151
100.0%
15.1%
61
(C)
184
100.0%
18.4%
124
(D)
254
100.0%
25.4%
107
(E)
101
100.0%
10.1%
57
(F)
160
100.0%
16.0%
76
66 or
older
(G)
110
100.0%
11.0%
59
47.4%
47.3%
56.7%
48.5%
21.1%
40.4%
67.4%
42.1%
56.4%
47.5%
53.6%
9.0%
8.6%
3.4%
32.7%
12.2%
CEG
48
24.8%
DeFG
60
21.4%
EG
111
11.4%
15.2%
11.8%
Total
Graduate
Accountant
Manager
Director
Secretarial
Senior
Supervisor
1001
100.0%
100.0%
(A)
74
100.0%
7.4%
37
(B)
44
100.0%
4.4%
21
(C)
68
100.0%
6.8%
29
(D)
8
100.0%
0.8%
5
(E)
183
100.0%
18.3%
97
(F)
95
100.0%
9.5%
45
50.0%
47.7%
42.6%
62.5%
53.0%
7.4%
4.2%
5.8%
1.0%
19.4%
Male
499
49.9%
100.0%
Female
394
39.4%
100.0%
Mean/Average
Std. Deviation
Std. Error
28
16
32
3
70
38
41
11
130
0.8%
CdEFG
5
43
67
51
37.8%
36.4%
47.1%
37.5%
38.3%
40.0%
45.1%
36.7%
38.7%
26.3%
31.8%
32.6%
43.7%
42.6%
41.9%
46.4%
7.1%
4.1%
8.1%
0.8%
17.8%
9.6%
10.4%
2.8%
33.0%
1.3%
12.2%
DefG
15.2%
DefG
28.2%
10.9%
17.0%
12.9%
1.4
1.4
1.5
1.4
1.4
1.5
1.5
1.4
1.4
1.6
1.4
1.3
1.5
1.4
1.5
1.5
0.50
0.50
0.50
0.48
0.49
0.50
0.50
0.49
0.50
0.50
0.50
0.47
0.50
0.50
0.50
0.50
0.06
0.07
0.06
0.17
0.04
0.05
0.05
0.09
0.03
0.11
0.04
0.03
0.03
0.05
0.04
0.05
Total
Graduate
Accountant
Manager
Director
Secretarial
Senior
Supervisor
36-45
46-55
56-65
1001
100.0%
100.0%
(C)
68
100.0%
6.8%
0
(D)
8
100.0%
0.8%
0
(E)
183
100.0%
18.3%
27
(F)
95
100.0%
9.5%
0
(G)
91
100.0%
9.1%
0
18 or
under
(A)
19
100.0%
1.9%
1
26-35
(B)
44
100.0%
4.4%
5
Clerical/Adm
in
(I)
336
100.0%
33.6%
45
19-25
(A)
74
100.0%
7.4%
28
Senior
Manager
(H)
30
100.0%
3.0%
0
(B)
151
100.0%
15.1%
17
(C)
184
100.0%
18.4%
20
(D)
254
100.0%
25.4%
21
(E)
101
100.0%
10.1%
15
(F)
160
100.0%
16.0%
12
66 or
older
(G)
110
100.0%
11.0%
16
37.8%
11.4%
0.0%
0.0%
14.8%
0.0%
0.0%
0.0%
13.4%
5.3%
11.3%
10.9%
8.3%
14.9%
7.5%
14.5%
26.7%
BCDEFGHI
29
4.8%
CFGh
9
0.0%
EI
17
0.0%
0.0%
I
0
0.0%
I
21
0.0%
I
0
42.9%
1.0%
16.2%
19.0%
59
3
26
31
20.0%
eg
42
14.3%
f
12
11.4%
g
32
15.2%
0
25.7%
FGH
25
39.2%
20.5%
25.0%
0.0%
13.7%
0.0%
23.1%
0.0%
17.6%
15.8%
17.2%
16.8%
16.5%
11.9%
20.0%
15.5%
17.4%
BcDEFGHI
5.4%
FH
10.2%
EFH
0.0%
15.0%
FGH
0.0%
GI
12.6%
H
0.0%
I
35.3%
1.8%
15.6%
18.6%
25.1%
7.2%
f
19.2%
10.2%
Length of employment
Position Title
Respondents
Column %
Row %
Less than a year
105
10.5%
100.0%
Between 1 and less than 2
years
167
16.7%
100.0%
Page 2 of 3
Age
17
Overall Views on Company
Asia Pacific
Training
Salary
Benefits
Interest in Work
Working Hours
Supervisor
Work Conditions
Management
Discrimination
Poor Performance
Acceptable Performance
High Performance
Page 1 of 2
Views by Region
Asia Pacific
Training
Salary
United States
Benefits
Training
Salary
Benefits
Interest in Work
Working Hours
Interest in Work
Working Hours
Supervisor
Work Conditions
Supervisor
Work Conditions
Management
Management
Discrimination
Discrimination
Poor Performance
Acceptable Performance
High Performance
Page 2 of 2
Dual Range Analysis Report
Table of Contents
Interpreting this Report ................................................................................................................................... 2
Performance Analysis ..................................................................................................................................... 3
Rating Analysis ............................................................................................................................................. 3
Improvement Areas ......................................................................................................................................... 4
Key Improvement Areas ............................................................................................................................... 4
Maintain Performance .................................................................................................................................. 4
Ranking Tables ................................................................................................................................................ 5
Performance Rankings ................................................................................................................................. 5
Importance Rankings .................................................................................................................................... 6
Page 1 of 7
Rating Analysis
The chart below shows the average performance and importance scores for each area surveyed.
Rating Analysis
5
4
Rating
High Performance
3
2
1
0
Q26(a)
Q26(b)
Q26(c)
Frequency
Q26(d)
Q26(e)
Importance
Q26(a) Do you feel that your individual staff needs have
been recognized?
Q26(b) Do you feel that the goals and strategies of Dipolar
were effectively communicated?
Q26(c) Have workplace problems/disputes been resolved in
a timely manner?
Q26(d) Have workplace problems/disputes been resolved
fairly?
Q26(e) Do you feel that your efforts at Dipolar have been
recognized?
Page 3 of 7
Frequency
Importance
Gap
2.9
3.9
-25.6%
3.4
3.4
0.0%
3.7
3.8
-2.6%
3.3
3.9
-15.4%
2.8
3.9
-28.2%
Improvement Areas
Key Improvement Areas
The following areas have been identified as needing improvement. The identification involved
looking at the relative performance and importance of each area in the survey.
1. Have workplace problems/disputes been resolved fairly? (Gap: -15.4%)
2. Do you feel that your individual staff needs have been recognized? (Gap: -25.6%)
3. Do you feel that your efforts at Dipolar have been recognized? (Gap: -28.2%)
Maintain Performance
Areas listed here are those where performance was high (above 3.5) and importance was also high
(above 3.5).
1. Have workplace problems/disputes been resolved in a timely manner? (Gap: -2.6%)
Page 4 of 7
Performance Rankings
Rank Question
1
Have workplace problems/disputes been resolved in a timely manner?
Do you feel that the goals and strategies of Dipolar were effectively
2
communicated?
3
Have workplace problems/disputes been resolved fairly?
4
Do you feel that your individual staff needs have been recognized?
5
Do you feel that your efforts at Dipolar have been recognized?
Average
3.74
Strengths
3.41
3.25
2.86
2.83
Weaknesses
Page 5 of 7
Importance Rankings
Rank
1
2
3
4
5
Question
Have workplace problems/disputes been resolved in a timely manner?
communicated?
Average
3.95
3.91
3.86
3.78
Most Important
3.43
Least
Important
Page 6 of 7
Response Frequency
The frequency analysis shown below is simply used as a "double-check" to ensure that there is not a
large discrepancy between the number of people who provided performance information, and the
number of people who provided importance information.
Question
Do you feel that your individual staff needs have been
recognized?
Do you feel that the goals and strategies of Dipolar were
effectively communicated?
Have workplace problems/disputes been resolved in
a timely manner?
Do you feel that your efforts at Dipolar have been
recognized?
Page 7 of 7
Performance
Importance
% Difference
997
989
0.8%
996
997
0.1%
996
980
1.6%
991
994
0.3%
999
997
0.2%
Questionnaire Calculation Sheet
Survey Details
Interviewee Name
Cassandra Barnwell
Position
Supervisor
Category Summary
Training
Salary and Benefits
Supervisor
Total
Score Out Of
14
25
22
40
17
30
53
95
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Training
Salary
Page 1 of 3
Supervisor
%
56%
55%
57%
56%
New Employer Benefits
Better Salary
Not Answered
Better Benefits
Not Answered
Opportunity for advancement
Not Answered
Increased training opportunities
Not Answered
Better work/life balance
Not Answered
More interesting work
Not Answered
Location
Not Answered
Training
I am satisfied with the induction and orientation into our firm
Very Satisfied
4/5
Somewhat Satisfied
2/5
Training received during my employment at the firm was of a high quality
Disagree
2/5
Training was received well before the time I was required to perform the
task and so I was well prepared
Indifferent
3/5
The training received was relevant to the work I was required to do
Indifferent
3/5
I am satisfied with the career development opportunities at Dipolar
Please provide further details about your experiences in relation to training
Total Score: 14/25
Page 2 of 3
Salary and Benefits
I am satisfied with the progress I made within the organisation
Disagree
2/5
I am satisfied with the performance of my co-workers
Uncertain
3/5
My skills and experience were utilized
Uncertain
3/5
My salary is in line with demands of my position
Disagree
2/5
My salary is competitive with the current rate in the job market
Disagree
2/5
I am satisfied with the flexibility of my working hours
Not Satisfied
1/5
I am satisfied with my medical benefits
Very Satisfied
4/5
Extremely Satisfied
5/5
Please outline the skills that were underutilized and suggest what could
have been done to make better use of these skills
I am satisfied with my leave entitlements
Total Score: 22/40
Supervisor
My supervisor is competent
My supervisor takes the time to listen to me
My supervisor actively encourages teamwork
My supervisor provides assistance when required
My supervisor has the knowledge to assist me with my work when required
My supervisor gives fair reviews
Disagree
2/5
Indifferent
3/5
Indifferent
3/5
Indifferent
3/5
Indifferent
3/5
Indifferent
3/5
Total Score: 17/30
Page 3 of 3
Survey Details
Interviewee Name
Scott Barnwell
Position
Graduate
Category Summary
Training
Salary and Benefits
Supervisor
Total
Score Out Of
18
25
28
40
21
30
67
95
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Training
Salary
Page 1 of 3
Supervisor
%
72%
70%
70%
71%
Summary Calculation Sheet
Company Departments
Human Resources
Information Technology
Other Departments
Asia Pacific
64%
59%
56%
United States
65%
63%
65%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Asia Pacific
United States
Asia Pacific
United States
Human Resources
Training
The Role
Job Performance
Supervisor
Leadership and Support
Salary and Benefits
Asia Pacific
67%
67%
60%
71%
66%
55%
United States
65%
67%
61%
73%
70%
53%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Page 1 of 2
Summary Calculation Sheet
Information Technology
Training
The Role
Job Performance
Supervisor
Salary and Benefits
Asia Pacific
44%
65%
58%
72%
64%
51%
United States
51%
72%
64%
75%
73%
51%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Asia Pacific
United States
Asia Pacific
United States
Other Departments
Training
The Role
Job Performance
Supervisor
Salary and Benefits
Asia Pacific
39%
70%
59%
58%
66%
53%
United States
45%
74%
67%
78%
67%
61%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Page 2 of 2
Ranking of Key Benefits
Rank
1
2
3
4
5
Question Title
Q3(a)
Q5(b)
Q26(e)
Q26(d)
Q10(c)
Q26(a)
Q19(e)
7
Q26(c)
Q5(c)
10
12
Q26(c)
Q24(a)
Q10(a)
Q5(a)
Q10(e)
15
17
Q1(d)
Q12(c)
Q19(b)
Q19(d)
Q27(a)
20
25
Q5(d)
Q10(b)
Q27(b)
Q17(b)
Q19(a)
Q26(b)
Q1(e)
Q5(g)
27
Q26(b)
37
Q5(e)
Q1(f)
Q12(a)
Q19(c)
Q5(f)
Q15(a)
Q26(d)
Q22(a)
Q17(a)
38
Q4(a)
39
Q19(f)
Q12(d)
Q15(c)
Q17(c)
31
33
35
40
42
Score (%)
Are you going to another Employer?
Better Benefits
I had the opportunity to pass on my expertise prior to my departure
from Dipolar
My supervisor has the knowledge to assist me with my work when
required
Have workplace problems/disputes been resolved in a timely
manner?
Opportunity for advancement
Have workplace problems/disputes been resolved in a timely
manner?
Did you encounter any barriers to your success at the firm?
My role involved interesting and challenging work
Better Salary
I feel that my role in the organisation is important and I take pride in
my work
Select your gender
I am satisfied with the performance of my co-workers
My supervisor takes the time to listen to me
My supervisor provides assistance when required
Did Dipolar show flexibility in relation to your family obligations and
responsibilties?
Increased training opportunities
I had significant input into the decision making process
Did you make use of the Dipolar's flexible work/life policies?
I am satisfied that Dipolar maintained a safe office environment
My supervisor is competent
communicated?
Select your position title
Location
communicated?
Better work/life balance
How long have you worked at Dipolar?
I am satisfied with my overall job performance
My supervisor actively encourages teamwork
More interesting work
I am satisfied with the flexibility of my working hours
My manager provided me with appropriate feedback
I am satisfied with my physical working environment
How did you find your new place of employment at
{NEWEMPNAME}?
My supervisor gives fair reviews
My skills and experience were utilized
I am satisfied with my leave entitlements
The proper tools and equipment were provided
Page 1 of 2
82%
80%
79%
78%
77%
77%
76%
76%
76%
75%
75%
74%
74%
74%
72%
72%
71%
71%
71%
70%
70%
70%
70%
70%
69%
69%
68%
68%
68%
68%
67%
67%
66%
66%
65%
65%
64%
63%
62%
60%
60%
59%
Ranking of Key Benefits
Rank
Question Title
Q15(b)
43
Q27(d)
47
48
Q26(a)
Q26(e)
Q1(c)
Q7(a)
49
Q8(b)
45
50
Q10(d)
56
57
Q27(c)
Q14(b)
Q12(b)
Q1(g)
Q8(c)
Q7(b)
Q14(a)
58
Q8(a)
52
53
54
Score (%)
I am satisfied with my medical benefits
Have you ever experienced any of the following forms of
discrimination or harassment at Dipolar?
Select your age group
I am satisfied with the induction and orientation into our firm
Training was received well before the time I was required to perform
the task and so I was well prepared
I had to perform tasks that were outside of my job description which
hampered my overall performance
Would your refer a friend to apply for a job at Dipolar?
My salary is competitive with the current rate in the job market
I am satisfied with the progress I made within the organisation
Select your salary range
The training received was relevant to the work I was required to do
I am satisfied with the career development opportunities at Dipolar
My salary is in line with demands of my position
Training received during my employment at the firm was of a high
quality
Page 2 of 2
58%
58%
57%
57%
54%
53%
52%
51%
51%
49%
48%
47%
47%
46%
41%
40%
Employee Benchmark Report
Employee Details
Employee Name
McCrossin, Denny
Interpreting this Report
This report "benchmarks" each employees ratings against those of other employees that were surveyed.
The "normal range" is the 1st and 3rd quartiles of the data entered.
Benchmarks
Your Response
Benchmark
Training
Normal range of past survey participants
1
2
3
4
5
Score for this employee is 4.40. This compares with a normal range of 1.60 to 3.00 for
other employees.
Salary and Benefits
1
2
3
4
5
other employees.
1
2
3
4
The supervisor was rated at 3.67 by this employee. This compares with a normal range of
2.83 to 4.33 by other employees.
Page 1 of 5
5
Employee Benchmark Report
Employee Details
Employee Name
Pounds, Anne
This report "benchmarks" each employees ratings against those of other employees that were surveyed.
The "normal range" is the 1st and 3rd quartiles of the data entered.
Benchmarks
Your Response
Benchmark
Training
Normal range of past survey participants
1
2
3
4
5
other employees.
Salary and Benefits
1
2
3
4
5
other employees.
1
2
3
4
The supervisor was rated at 4.33 by this employee. This compares with a normal range of
2.83 to 4.33 by other employees.
Page 2 of 5
5
Organisation Benchmark Report
This report "benchmarks" the Customer Service dapartment ratings against those of other departments that
were surveyed.
The "normal range" is 3 standard deviations from the mean of the data entered.
Benchmarks
Customer Service
Required Benchmark
Training
1
Asia Pacific
2
United States
3
4
5
Score for customer service is 1.66. This compares with a range of 2.15 to 2.39 for the
Asia Pacific region, and 2.44 and 2.69 for the United States.
Salary and Benefits
1
2
3
4
5
1
2
3
4
5
The Role
1
2
3
4
5
Employment Conditions
1
2
3
4
Page 1 of 2
5
Organisation Benchmark Report
Benchmarks
Customer Service
Job Performance
Required Benchmark
1
Asia Pacific
2
United States
3
4
Page 2 of 2
5
Respondent Listing
Respondent filter:
Show all respondents
Respondent Name
Login ID
Response Date
Adams, Jane
Adler, Rachel
Akin, Laurie
Aleman, Harry
Aleman, Melanie
Aleman, Sharon
Alexander, Sharon
Alexander, Stuart
Allen, Giulietta
Allen, Heather
Allison, Allen
Allison, Stephen
Allwood, Troy
Anderson, Janet
Andreou, Jack
Applegate, Kathleen
Applegate, Nancy
Arbore, Barbara
Askew, Kevin
Askew, Laurel
Atkinson, Toby
Austin, Bryan
Baer, Helen
Baggerly, Charles
Baggerly, Laura
Baggerly, Maria
Baggerly, Stefanie
Bailliet, Phillip
Baird, Denise
Baird, Marcia
Baird, Veronica
Baker, Philip
Ball, Kim
Ball, Michael
Banks, Russell
Baptist-Nguyen, Hunter
Baptist-Nguyen, Kristen
Baptist-Nguyen, Nancy
Baptist-Nguyen, Victor
Barcio, Bryan
Bardsley, Ivan
Bardsley, Mike
Barnes, Christina
Barnwell, Cassandra
Barnwell, Scott
Barrera, Theresa
Barreto, Eileen
Barreto, Jamie
Barreto, Jason
Barreto, Sam
Barrow, Patrick
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Respondent Listing
Respondent Name
Login ID
Response Date
Barton, Vicky
Bass, George
Bates, Rebecca
Bates, Tracy
Bazaldua, Duane
Becker, Eric
Beeghly, Betty
Belforte, Aaron
Bellamy, Beth
Bellavance, Allen
Bellavance, Greg
Belusar, David
Bennett, Jeff
Bensley, Christen
Berger, Allison
Berger, Jenna
Berger, Marisa
Berggren, Alicia
Berry, Carolyn
Bertelson, Bill
Beusse, Wayne
Bickford, Courtney
Bird, Kathleen
Birdwell, Fred
Birdwell, Justin
Blackmon, Crystal
Blackmon, Margaret
Blackwell, Christina
Blackwell, Dana
Blankinship, Sara
Blanton, Nicole
Blomkalns, Tatiana
Bloomfield, Theresa
Bolding, Clay
Bolding, Erin
Book, Greg
Boucher, Heather
Boyd, Laura
Boyd, Russell
Boyles, Troy
Braden, Giulietta
Braden, Larry
Braden, Tom
Braden, Wade
Bradley, Monica
Brady, Adrian
Brady, Larry
Brandow, Jenna
Bray, Kathryn
Bray, Nathan
Bredenberg, Deanne
Breyer, Lauren
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Sample Exit Interview Survey Respondent Listing Respondent Name Login ID

Transcription

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