University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

University Climate

Overall Confidence

These graphs are based on responses to statements that assessed staff's confidence in the respective directions their departments and the University are heading.

Overall, staff reported fairly moderate confidence in the direction of their departments and the University. Between 2004 and 2008, there does appear to be a slight increase in overall confidence related to the direction the University is heading. This trend is also observed for confidence in the department’s direction.

I Have Confidence in the Direction the University Is Heading

 Have Confidence in the Direction the University Is Heading

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I Have Confidence in the Direction the University Is Heading (by Campus)

I Have Confidence in the Direction the University Is Heading (by Campus)

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I Have Confidence in the Direction My Department Is Heading

I Have Confidence in the Direction My Department Is Heading

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I Have Confidence in the Direction My Department Is Heading (by Campus)

I Have Confidence in the Direction My Department Is Heading (by Campus)

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These graphs are based on responses to statements that assessed staff's awareness of their role in the University’s mission and their clarity in what is expected of them at work. 78% employees indicated that they are aware of how their job contributes to the mission of the University, at least to some extent, while 87% of employees have clarity regarding what is expected from them at work.

I Know How My Job Contributes to the Mission of the University

I Know How My Job Contributes to the Mission of the University

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I Know What Is Expected of Me at Work

I Know What Is Expected of Me at Work

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Direct Experiences of Discrimination, Harassment, and Hostility

These charts are based on responses to statements that assessed acts of discrimination, harassment, and hostility, and the source of, type of and reasons for these actions.

For many of the items, a majority of employees (59-97% depending on item) had never experienced these behaviors during the previous year. When individuals did report these behaviors, it was likely to be experienced fairly infrequently. Saying something bad about the individual (41%) or doing something to make the individual look bad (37%) were the most common acts reported. Those who reported experiencing incidents indicated that other staff members within their unit (32.8%) were the mostly likely sources of perpetrating acts of discrimination, harassment, or hostility. Individuals reported that they believed that these acts were most likely to be undertaken due to their gender (8%), age (6%) or other (11%).

Over the past year during your work at the University, please indicate how often someone has directed the following behaviors toward you personally.

Behavior Never 1 or 2 times a year 3 or 4 times a year About once a month Once a week or more
Said bad things about you 59% 22.6% 9.1% 5.9% 3.3%
Did something to make you look bad 66.3% 21.1% 6.9% 3.9% 1.8%
Sabotaged your work 81.8% 10.5% 3.8% 2.8% 1.1%
Made sexist remarks 84.1% 9.5% 3.7% 1.9% .8%
Lied to get you in trouble 84.3% 9.8% 3% 2% 1%
Made an obscene comment or gesture in front of you 86.8% 7.5% 2.5% 1.6% 1.5%
Cursed at you 87% 8.5% 2.2% 1.4% 1%
Made an ethnic, racial, religious or offensive slur toward you 93.1% 4.1% 1.5% .9% .4%
Threatened you 95.1% 3.7% 0.7% 0.4% 0.1%
Gave you unwanted sexual attention 96.5% 2.5% 0.6% 0.2% 0.2%

Who was most frequently the source of these behaviors?

Source Percentage endorsing
Staff 32.8%
Unknown 17.6%
Other 12.2%
Employee not in unit 11.7%
Admin/Department chair 11.7%
Faculty 7.1%
Student 3.7%
Someone outside University 3.2%

Note: Multiple options could be selected by each respondent.

Do you think these behaviors are ever due to any of your personal characteristics?

  • No  (80.3%)
  • Yes (29.7%)

If yes, what do you think this discrimination, harassment, or hostility was due to?

Reason Percentage
Other
11%
Gender
8%
Age
6%
Race
3%
Sexual orientation
1.5%
Religion
1%
Cultural Customs
1%
Disability
0.5%
Gender Identity
0.5%

Note: Multiple options could be selected by each respondent.

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Workplace Misconduct

These charts are based on responses to statements that assessed workplace misconduct such as a violation of law, workplace rules, or significant University policy.

A majority of employees (89.5%) indicated that they had not experienced or observed any significant misconduct such as a violation of law or workplace rules within their departments in the last year; 11% of employees did experience misconduct.

Of the staff who reported these problems, 51% stated that they or someone else reported these problems to the University. About 34% of the problems were not reported. Of the 51% of employees who reported these problems, 21% indicated that the University took appropriate corrective actions, while the majority stated that they did not or did not know.

I have experienced or observed a significant misconduct (e.g., violation of law, workplace rules, or significant University policy) in my unit/department.

I have experienced or observed a significant misconduct

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If Yes, if the misconduct was not known by responsible University officials, did you or someone else report it to the University officials or the University's confidential reporting service?

If Yes, if the misconduct was not known by responsible University officials, did you or someone else report it to the University officials or the University's confidential reporting service?

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If Yes, do you believe responsible University officials took appropriate corrective action?

If Yes, do you believe responsible University officials took appropriate corrective action?

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Resolution of Workplace Problems

In addition to questions about specific workplace problems, employees were asked about the University's mechanisms for dealing with such problems.

The majority of staff (60%) reported that they knew where to seek help for resolving workplace problems. 50% of staff indicated that they were confident they would be protected from retaliation if they reported a suspected violation; 22% of staff reported that they were not confident they would be protected. A majority of employees (65%) reported that the University leadership demonstrated integrity and ethical behavior.

I know where to report violations of policy (such as the University's confidential reporting line)

I know where to report violations of policy

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I believe I would be protected from retaliation if I report a suspected violation

I believe I would be protected from retaliation if I report a suspected violation

University leadership demonstrates integrity and ethical behavior

University leadership demonstrates integrity and ethical behavior

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University of Minnesota Characteristics

A set of questions asked employees about whether they felt encouraged to promote certain characteristics of the University. This was designed to assess the perceived strengths and development areas for the University, and also serve as an indication of the University’s culture. The results indicate that staff felt supported in their efforts to encourage and demonstrate respect, integrity, high quality service and high quality work among other dimensions. Comparatively, the respondents reported less support for risk taking and promoting a sense of a common University community. This is consistent with 43% of staff employees reporting that they identify most with their department or unit whereas only 19% identify most with the University.  The main reasons why employees work at the University are its benefits (74.4%), coworkers (61.1%), and the work environment (60.8%).

In my current work setting, I am supported in efforts to… Mean*
Provide high quality service
4.4
Operate with integrity and comply with ethical practices
4.4
Demonstrate respect toward individuals in the University community
4.4
Perform high quality work
4.4
Be collaborative and have a team orientation
4.1
Be results oriented
4.1
Adapt and change
4.1
Promote diversity of ideas, experiences, and people
4.0
Promote efforts that work towards the good of society
4.0
Be innovative
3.9
Promote a sense of a common University community
3.6
Take risks
3.4

*Items are scored on a 1 (strongly disagree) to 5 (strongly agree) scale.

The Area with Which You Identify the Most

Area Percentage
My department or unit
43%
University of Minnesota
19%
My occupation
14%
My college
7%
My discipline
6%
My campus
5%
Other
4%

What Is (Are) the Reason(s) You Work at the University of Minnesota?

Reason Percentage
Good benefits
74.4%
Enjoy working with my coworkers/colleagues
61.1%
Enjoy the work environment at the U
60.8%
Enjoy my work tasks
60.2%
Enjoy working for my responsible administrator/department chair
43.7%
Believe in the University’s mission
41.6%
Enjoy living in this community
38.8%
Job security
36.9%
Feel loyalty to the U
32.6%
Good pay
29.8%
Tuition benefits
27.8%
Lack of job alternatives
14.6%
Other
8.8%

Note: Multiple reasons were selected by each respondent