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  2. 2011
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  5. Alliance Bank Employee Survey

Alliance Bank Employee Survey

Alliance Bank Employee Survey
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Titan Group LLC, a Human Resources Consulting firm, has been asked by Alliance Bank to conduct an employee survey of all Alliance Bank employees. The purpose of the survey is to (1) solicit employee opinions on improvements to the performance management process, and (2) collect baseline information on employee satisfaction. Both sets of information will be used as Alliance Bank drives towards its goal of a High Performing organization.

Your candid feedback is needed to make this process constructive and effective. Your answers will be completely confidential and your anonymity is guaranteed unless you choose to identify yourself. This survey is designed to be simple and take about 15-20 minutes to complete.

Note: If you would like to start and then continue the survey later, please select the Save Page and Continue Later button, and your session identification number will be sent to your email address so that you can continue the survey later. Otherwise, select the Continue button to save your answers and proceed through the survey.

You will not be able to go back and edit your responses once you select Continue.

Thank you.

Titan Group LLC

Please contact [email protected] with any questions about participating in the survey.
 
 
 
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Section 1: Demographic Information


In this first section of the questionnaire, we would like you to tell us something about yourself.

How long have you worked at Alliance Bank?
 
Less than one year
 
1 year but less than 2 years
 
2-5 years
 
More than 5 years
 
More than 10 years
 
 
 
* Do you manage people in your current position?
 
Yes
 
No
 
 
 
* Have you received training here at Alliance Bank of the steps of the performance management cycle (developing goals, coaching, providing feedback, evaluating performance)?
 
Yes
 
No
 
 
 
* Have you received training outside of Alliance Bank of the steps of the performance management cycle (developing goals, coaching, providing feedback, evaluating performance)?
 
Yes
 
No
 
 
Section 2: Features of Enhanced Performance Management Process


In this section of the questionnaire, we would like you to tell us about what you would like to see in a new performance management process.

Directions: Please complete the questionnaire by marking the number that best describes how important the item is in a revised and improved Alliance Bank performance management process.

1 = Very unimportant
2 = Unimportant
3 = Neither important nor unimportant
4 = Important
5 = Very important
1 2 3 4 5
* Establishment of individual performance goals
* A process for linking individual goals & performance targets to organizational goals
* Employee involvement (in goal setting, self-assessment, etc.)
* Professional development planning
* Linkage of performance ratings to pay increases (pay for performance)
* Recognition for exceptional performance
* Ease of use
* Quarterly performance feedback sessions (check-ins)
 
 
Section 3: Identification of Core Competencies


In this section of the questionnaire, we would like your feedback on core competencies (knowledge, skills, and behaviors) that are critical to outstanding performance for you individually and for the Bank as a whole.

Directions: We have identified a set of competencies that are aligned with Alliance Bank Corporate Goals, Values, and Strategies. For each Competency, please indicate how important this Competency is to exceptional performance.

Importance Ratings:

4 = Critical - cannot perform in the position without it
3 = Important
2 = Somewhat important
1 = Not essential
NA = not applicable
4 3 2 1 N/A
* ACCOUNTABILITY: Takes complete responsibility for the quality of work and the outcome being delivered to the customer; Doesn't say, "that's not my job."; Demonstrates commitment to the Bank and its success.
CONTINUOUS LEARNER:Implements personal learning plan; Stays current on applicable regulations and Bank policies; learns/applies new job-related information; Is open to and seeks out feedback for improvement; Makes behavioral changes in response to feedback.
CREATIVITY: Makes suggestions for enhancements to customer experience; Thinks of new ways to engage customers and implements; Approaches job with originaity and imagination.
CUSTOMER SERVICE: Keeps the customer as the focal point of all activity; Demonstrates tact and empathy when responding to customer dissatisfaction; Takes personal responsibility for resolution of customer problems - is willing to go the "extra mile"; Anticipates customer needs.
DRIVE FOR RESULTS: Does what it takes to get the job done; Overcomes obstacles to complete projects successfully; Embraces challenges.
FLEXIBILITY: Adapts to on-going change and work in a fast-paced, customer-focused environment; Easily changes direction without becoming frustrated; Reacts constructively to setbacks; Anticipates and plans for changing situations.
INITIATIVE: Knows what needs to be done and does it; Works independently.
INTEGRITY: Works within the highest ethical standards; Honors commitments, including work schedule commitments; Is sincere, fair, and straightforward in all dealings.
PROFESSIONALISM: Treats others respectfully; Demonstrates a level of excellence that exceeds client expectations; Demonstrates confidence in taking care of customer needs; Enhances the image of the Bank through words and actions.
TEAMWORK: Takes on extra work when needed by the team/Bank; Collaborates to solve problems; shares knowledge; When conflicts arise with a co-worker, works directly with that person to resolve the problem; Identifies problems and develops solutions - Is not "all talk and no action".
JOB KNOWLEDGE: Knows job and how work impacts others; Understands the Bank mission, products, and service relevant to job assignment; Follows policies and procedures; Is proficient with MS Office products, Bank software systems, and job-specific software.
PROFITABILITY MANAGEMENT: Is always thinking of ways to make the Bank more profitable; Recommends or implements ideas; Is an effective steward of corporate resources; Suggests or implements alternatives to reduce costs.
ORGANIZATIONAL COMMITMENT: Support company's mission, vision, values, and business strategy; Demonstrates personal commitment to the Bank; Is an effective ambassador for Alliance Bank.
 
 
We have identified a set of competencies that are needed for exceptional leadership performance. For each Competency, please indicate how important this competency is to exceptional leadership performance at Alliance Bank.

Importance Ratings:

4 = Critical - cannot perform in the position without it
3 = Important
2 = Somewhat important
1 = Not essential
NA = not applicable
4 3 2 1 N/A
* COMMUNICATION: Communicates in a straightforward manner, even when dealing with sensitive topics, both orally and in writing; Makes current job-related information readily available to others; Actively listens; Covers issues thoroughly, without overdoing it.
EXECUTION: Perseveres and makes things happen. Does not give up easily; Prioritizes so that all understand the top 3-4 goals; Follows through - keeps goals and priorities as the focal point of all team meetings, one-on-ones, and other communications; Resolves issues independently and makes timely decisions.
PERFORMANCE MANAGEMENT: Demonstrates commitment to the performance management process through words and actions. Is clear, fair, and consistent; Develops and uses performance measures that set high standards; Reports performance results to team/individuals; Provides regular feedback, both for praise and redirection; Holds staff accountable for providing Bank with a positive return on employee investment - ensures that work hours, attendance standards, proficiency standards, etc. are maintained; Deals firmly and in a timely manner with performance issues.
CREATES A MOTIVATING WORK ENVIRONMENT: Creates an environment where the best work gets done, and where employees want to come to work each day,have fun, and feel a sense of accomplishment; Instills trust; Manages by Walking Around; Provides recognition to employees who are making progress and/or achieving goals.
TALENT MANAGEMENT: Cross trains staff to ensure coverage of key roles, achievement of staff development goals, and a pipeline of available talent when vacancies occur; Collaborates with staff members on development of personal learning plans; Supports staff in implementation of learning plans; Mentors and coaches more junior staff members; Ensures that staff are more valuable to the Bank from one year to the next.
 
 
 
* Please check the 3 core competencies that you believe to be most critical to exceptional performance for your job and the Bank as a whole.
 
Accountability
 
Continuous Learner
 
Drive for Results
 
Flexibility
 
Initiative
 
Integrity
 
Professionalism
 
Teamwork
 
Job Knowledge
 
Profitability Management
 
Organizational Commitment

 
 
 
* Please check the 3 leadership competencies that you believe to be most critical to exceptional leadership at Alliance Bank.

 
Communication
 
Execution
 
Performance Management
 
Creates a Motivating Work Environment
 
Talent Management
 
Strategic Leadership

 
 
 
Do you have any additional competencies that are important to your position, but were not listed? If yes, please list below.
   
 
 
 
Please provide us with any additional thoughts you have on enhancements to the performance management process.
   
 
 
Section 4: Employee Satisfaction


Directions: Please complete the questionnaire by marking the agreement level that best describes how you feel.

SA = Strongly Agree
A = Agree
N = Neutral
D = Disagree
SD = Strongly Disagree

GENERAL SATISFACTION
SA A N D SD
* Generally, I feel good about working at Alliance Bank.
* This is a fun place to work.
* I am well informed as to how my job fits in with our organization.
* My job makes me feel important.
* I am able to take pride in a job well done.
* I do work that is interesting to me.
* Morale in my department is generally high.
* I know what is expected of me.
* I have been given the tools and training necessary for my position.
 
 
 
Please select the statement that best matches your feelings relative to your job with Alliance Bank:
 
Overall, I am satisfied with my position and have no intention to leave Alliance Bank
 
I am looking to leave now
 
I will be looking to leave within the next year
 
I expect to be here for the next 2 years
 
 
 
Additional comments on any of the above:
   
 
 
COMMUNICATION
SA A N D SD
* Before changes are made that affect my work, I'm informed of them.
* I am able to find out the things I need to know to get my job done.
* I am satisfied with communication in my department.
* I am satisfied with communication between management and staff.
* I receive adequate and timely communication about the future direction of Alliance Bank from my manager.
* I have a clear understanding of the company's mission, vision, values, and objectives.
* The information I receive from management is straightforward and honest.
* Overall, I am satisfied with the level and frequency of communication within my department and across the company.
 
 
 
Additional comments on any of the above:
   
 
 
MANAGEMENT / SUPERVISION IN MY DEPARTMENT
SA A N D SD
* My manager is consistent in his/her dealings with all of my team and with me.
* I feel free to express my honest opinions to my manager.
* I am satisfied with how my manager addresses issues or concerns.
* My manager listens to suggestions and problems.
* My manager has enough authority to make changes for the better.
* My manager is readily accessible and provides an open door policy.
* My manager adequately supports and coaches me.
* I believe my manager is a good leader.
I work well with my manager.
 
 
 
Additional comments on any of the above:
   
 
 
LEADERSHIP AT ALLIANCE BANK
SA A N D SD
* Executive management is interested in the welfare of the Bank's employees.
* This organization is well managed.
* My department is well managed.
* Executive management generally understands the problems we face in our jobs.
* I would recommend employment at Alliance Bank to my friends.
* I have a good understanding of the decisions made by the organization.
* I feel Executive management exhibits sound leadership and a moral/ethical value system.
 
 
 
Additional comments on any of the above:
   
 
 
 
* In comparison with other employers in the community, how well does Alliance Bank treat its employees?
 
Most others are better
 
A few others are better
 
About as well as the average
 
Our organization is better than most employers
 
If you have problems or questions while completing this survey, please call Natalie Garramone at Titan Group in Richmond, VA: (804) 754.8330 or email [email protected].
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