Continuous Improvement and Learning

The April 2000 process incorporated a number of questions regarding participants' general attitudes toward the pilot supervisory leadership feedback process. The results were overwhelmingly positive:

85 percent of respondents agreed that their supervisor was effective.
81 percent agreed that the survey items were appropriate to their supervisor's job.
74 percent agreed that the process would provide relevant feedback to their supervisor.
87 percent agreed that they thought they were qualified to assess their supervisor's performance.
88 percent agreed that the instrument accurately reflected their perceptions of their supervisor's performance.
59 percent agreed that the process would help improve morale.
Just 18 percent agreed that they were concerned that their responses would hurt their relationship with their supervisor.

View the full results regarding participants' attitudes toward the pilot supervisory feedback process.

As a follow-up, in May 2001 focus group discussions were held with randomly selected employees, supervisors and managers. The purpose of these groups was to get feedback on the supervisory evaluation process as we prepared for the 2001 version. We learned that:

Employees and supervisors are generally satisfied with the process as a whole.
Participants enjoyed completing the feedback instrument on-line.
The survey instrument adequately describes the role of a supervisor.
The format of the individual feedback report is both comprehensive and easy to understand.
Supervisors feel comfortable sharing their results with their supervisor.
Participants are concerned about the confidentiality of the process.

See Dr. Walter Kirkpatrick's memo to the Division's employees about lessons learned from these sessions and his response to the confidentiality concern.