Survey Templates Surveys Sick leave usage and incentive based programs

Sick leave usage and incentive based programs

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Hello:

You are invited to participate in our survey from Christopher Newport University: "An analysis of sick leave usage and incentive based programs". In this survey, fire fighters from local municipalities will be asked to complete a survey that asks questions about sick leave, usage, and incentive based ideas.

Many employees are faced the issue of "use it or lose it" with regards to sick leave, or at best they are paid for unused sick leave at a lower than desirable rate. The purpose of this survey is to point out the issues at hand with current sick leave usage policies, and develop improvements in the system for both the employee and the organization.

It will take approximately 5-7 minutes to complete the questionnaire.

Your participation in this study is completely voluntary. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. It is very important for us to learn your opinions.

Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. Your information will be coded and will remain confidential. If you have questions at any time about the survey, or the procedures, you may contact the researcher by email at [email protected].

Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.

Number of years you have been employed towards your retirement system?

Less than 5 years (up to 4 years & 11 months)

5 years or more, but less than 10 years

10 years or more, but less than 15 years

15 years or more, but less than 20 years

20 years or more, but less than 25 years

More than 25 years

Are you an officer in your department (Chief, Captain, etc.)?

Yes

How many hours of sick leave (personal medical) do you currently have?

Less than 24 hours (1 shift)

24 hours or more, but less than 240 hours (1 month)

240 hours or more, but less than 720 hours (3 months)

720 hours or more, but less than 1440 hours (6 months)

1440 hours or more, but less than 2880 (1 year)

2880 hours or more.

How many hours of sick leave (personal medical) do you expect to have upon retirement?

Less than 24 hours (1 shift).

24 hours or more, but less than 240 hours (1 month).

240 hours or more, but less than 720 hours (3 months).

720 hours or more, but less than 1440 hours (6 months).

1440 hours or more, but less than 2880 hours (1 year).

2880 hours or more.

Select the system that best describes your organization's method for conversion or payout of sick leave time upon retirement.

Paid out at a flat rate per day of leave ($5.00/day, $28.00/day, $40.00/day, etc.)

Paid out at your current rate of pay up to a max dollar or time amount ($5,000, $7,500, etc.,) a percentage of hours (25%, 50% accrued hours,) or a set cap of hours (360 hours, etc.)

Automatic conversion of time applied towards service credit (22 days = 1 month credit)

Trade leave towards service credit on an annual basis, in addition to trading final balance towards service credit upon retirement.

Are able to trade sell back sick leave at one of the reduced rates above, and then use that money to purchase service time.

"Use it or lose it."

Based on your personal observations, what do you feel matches your co-workers attitude towards sick leave and usage with regards to retirement?

My co-workers are well informed and plan to utilize the available methods to them with regards to selling back or trading sick time towards service credit as allowable.

My co-workers are well informed but our current program prevents them from taking full advantage of incentives for saving/trading sick time (partial payouts or reduced percentages).

My co-workers don't really plan or think about retirement with regards to sick leave time.

My co-workers usually don't have very much sick time when they retire.

	A - Excellent	B - Good	C - Average	D - Needs Improvement	F - Poor
How would you grade/rate your current system with regards to selling back sick leave or trading sick leave for service time?	A - Excellent	B - Good	C - Average	D - Needs Improvement	F - Poor

If you could pick any system already described for selling back sick leave or trading it for time, which would you choose?

Paid out at a flat rate per day of leave ($5.00/day, $28.00/day, $40.00/day, etc.)

Paid out at your current rate of pay up to a max dollar or time amount ($5,000, $7,500, etc.,) a percentage of hours (25%, 50% accrued hours,) or a set cap of hours (360 hours, etc.)

Automatic conversion of time applied towards service credit (22 days = 1 month credit)

Trade leave towards service credit on an annual basis, in addition to trading final balance towards service credit upon retirement.

Are able to trade sell back sick leave at one of the reduced rates above, and then use that money to purchase service time.

"Use it or lose it."

I like the system I currently have.

Of the below mentioned ideas/methods already in place, which do you feel would encourage employees to use less sick leave?

Paid out at a flat rate per day of leave ($5.00/day, $28.00/day, $40.00/day, etc.)

Paid out at your current rate of pay up to a max dollar or time amount ($5,000, $7,500, etc.,) a percentage of hours (25%, 50% accrued hours,) or a set cap of hours (360 hours, etc.)

Automatic conversion of time applied towards service credit (22 days = 1 month credit)

Trade leave towards service credit on an annual basis, in addition to trading final balance towards service credit upon retirement.

Are able to trade sell back sick leave at one of the reduced rates above, and then use that money to purchase service time.

"Use it or lose it."

None of the above (see my comments later)

	Strong incentive based programs (rewarded for not using sick leave.)	Some type of incentive program.	Equal blend of the two.	Some type of policy/SOPs designed to prevent sick leave abuse.	Strong policy/SOPs designed to prevent any sick leave abuse.
How would you rank your current system with regards to dissuasion against sick leave abuse.	Strong incentive based programs (rewarded for not using sick leave.)	Some type of incentive program.	Equal blend of the two.	Some type of policy/SOPs designed to prevent sick leave abuse.	Strong policy/SOPs designed to prevent any sick leave abuse.

Describe any incentive based program/s that you feel employees would take advantage of:

Final comments:

Survey conclusion: Thank you for all you do.

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Sick leave usage and incentive based programs

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