For a better experience, click the Compatibility Mode icon above to turn off Compatibility Mode, which is only for viewing older websites.

Fall 2013 Drexel University Professional Staff Learning & Development Needs Survey Results - Updated

You Spoke to Us - and We Listened

In the fall of 2013, the Learning & Development team conducted a learning needs assessment to discover what our customers think we’ve been doing well, and what is still needed to meet their needs. The outcomes of the assessment included a robust list of topics for future learning opportunities, and some logistical requests.  Here is how we have been able to address those suggestions:

 Suggestion

Outcome

Leaderships and management development for faculty and deans

We have expanded Drexel Leaders 2020 by partnering with the Provost’s office to provide this program for both faculty and professional staff beginning in Fall 2015

Customer service workshops

The Six B’s: Being the Best at Customer Service

Organization and time management

Your Daily Frogs: Eat Them Now!

Personal effectiveness (Emotional Intelligence)


Leading with Emotional Intelligence

Diversity/differences

• Building Cross-Cultural Bridges
• Embracing Generational Differences

Technical offerings in-person (e.g., MS Office intermediate/advanced; VBA for Excel macros; Adobe Creative Suite)

• We reached out to IRT and they are willing to provide team and department-level training on supported technology and software provided there are enough people willing to attend.
• Contact the Instructional Technology Group at itg@drexel.edu

 Offer shorter programs  We have created Bite-Size Learning – a series of 90-minute, high-impact sessions focused on workplace application
Career advancement/networking

The first few Bite-Size Learning topics have been related to career development, especially:
• 5 Steps to Your Career Plan
• Your GPS to Success: Achieving Your Goals
• Networking in a Flash

 Offer more online/hybrid programs
 • A Penguin’s Guide for Success (online)
• Great Meetings (online)
• Taming Your Inbox (online)
• Leading with Emotional Intelligence (hybrid)

 More programs in Center City and at Queen Lane

 

• Management Development Workshops are regularly scheduled on the Center City campus
• We offer classes at Queen Lane when assured of sufficient attendance


 

Respondents cited lack of awareness of offerings as a reason for not attending Drexel HR-sponsored professional development sessions

We are using the following channels to communicate our offerings:
• L&D listserv*
• SCP listserv
• DrexelNow news items
• DrexelNow Events Calendar
• Drexel Quarterly
• Front page of Career Pathway

*You can be part of the L&D listserv by sending a request to hrlearn@drexel.edu

In addition, some respondents asked for offerings that were already available. Here are some examples:

 Request

Offering

Differences/personality types

• MBTI - available through the Supervisory Certificate Program
• MBTI – available for teams upon request

Conflict Resolution

• Productive Conflict Part I
• Productive Conflict Part II
• Boost Your Conflict Competence

Organization and Time Management

• Taming Your Inbox
• Time Management

Etiquette

• Effective Email Communication

Survey Process & Participation

A link to the online survey was emailed to 4,634 benefit-eligible faculty and professional staff in November 2013. The link was also posted on the HR page of the Drexel website, the Career Pathway page, in Drexel Now and on our listservs.  The survey was closed on November 15, 2013. There were 627 total respondents for a response rate of 14%.  The number of respondents is more than twice that in 2011 (n=300).

  • 287 (54%) attended a Drexel-sponsored development program in the past two years
  • 144 (23%) of the total identified themselves as managers
  • 90 (14% of total, 63% of managers) indicated that someone they supervise attended a Drexel-sponsored development program in the last year

Key Findings

531 responded to a question indicating their participation in one or more specific Drexel-sponsored professional development program in the past two years as follows:

HR Programs

  • 146 (27%): Performance Management (Goal Setting, System Demo, etc.)
  • 116 (22%): Employee Development Series (Time Management, Understanding Others, etc.)
  • 98 (18%): Online sessions in Career Pathway (Microsoft applications, other)
  • 75 (14%): Supervisory Certificate Program (Fundamentals of Supervision, etc.)
  • 54 (10%): Learning Hour Series (What Went Wrong at Penn State, Blogging at Drexel, etc.)
  • 39 (7%): Legal Interviewing
  • 32 (6%): Management Development (Productive Conflict, Managing within the Law, etc.)
  • 15 (3%): Reference Checking
  • 8 (2%): Drexel Leaders 2020 (launched two months prior to survey)

Other Programs

  • 32 (6%): Health-related; faculty development/mentoring/assessment; GEM; women’s studies

244 (46%) respondents indicated they did not participate in any Drexel-sponsored professional development programs in the past two years. Reasons included lack of awareness of available programs, inconvenient date or time, irrelevance, new to Drexel, or too busy for professional development.

Of managers who said someone they supervise participated in a Drexel-sponsored program, 66% indicated that the program(s) had a positive impact on their employee’s work. Of employees who participated in an HR-sponsored development program, 78% agreed that the program had a positive impact on their work.

“What element of the program provided the most value?”

Response (n=135)

N

%

Networking, Group Interaction: “Networking and bouncing things off of peers from within the university. “ “The opportunity to meet and hear from colleagues across campus.”

27

20%

New Perspectives, Tools, Knowledge: “New perspective and tools for better recognizing what was going on so it could be addressed appropriately.”

25

19%

Techniques and Materials: Handouts, slides, role playing, online, facilitation

17

13%

Practical, real-life, applicable scenarios and information: “Theory and research-based information and content that participants can marry to their actual workplace roles.”

16

12%

Self-Knowledge, Reflection: “Being able to reflect on my day-to-day work from a distance – and feeling like that perspective gave me some insight as well as new ideas.”

16

12%

Performance Management, Goal-Setting: “We learned the goal-setting process and clarified what was expected of us.  No one in my division knew how to properly set goals and do evaluations until I went to this training and reported back.”

16

12%

Legal Information: “The legal interviewing workshop included a lot of relevant information that was completely new to me.”

5

4%

 

“Which class was your favorite?” 

Response (n=141)

N

%

Goal Setting/Performance Management

15

11%

Understanding Your Style with the Myers Briggs Type Indicator (SCP)

10

7%

Conflict Resolution/Competence (E-Dev and SCP/Management Development)

8

6%

Legal Interviewing

8

6%

Supervisory Certificate Program (SCP overall)

7

5%

Delegation (SCP/Management Development)

7

5%

The Business of Managing: Managing within the Law (SCP/Management Development)

7

5%

Time Management (E-Dev)

5

4%

 

“What additional topics would you like to see HR Learning and Development offer?”

Response (n=112)

N

%

Leadership/Management (for faculty and deans, more basics, hiring, communication, executive coaching, for non-supervisors)

13

12%

Technical IT-Related (MS Office intermediate/advanced, VBA for Excel macros, Adobe Creative Suite, how to enhance productivity/organization with technology, software mentors, Microsoft Access database support/development, coding, html, cyber security, technology innovations in education, live classes at all campuses)

13

12%

Diversity/Differences (culture, personality types, teams, motivation, generations, race)

11

10%

Job Skills (accounting, budgets, mail merge, grant writing,  negotiation for women, technical writing for engineers, effective surveys, presentations, business writing)

10

9%

Career Advancement/Networking/Mentoring (how to move up at Drexel, professional networking, organization mentoring, ladder to success, self-promotion, job satisfaction)

7

6%

Customer Service (emphasis on internal service and teamwork, what real service entails, for front-line employees)

5

5%

Project Management (project planning)

5

5%

Conflict Resolution/Mediation

4

4%

Organization and Time Management

4

4%

University Culture 101 (for those new to academia or who simply don’t know; basics as to roles of president, provost, deans, registrar, others; terms, e.g., “school,” “college,” “university”; connections between departments;  meaning of faculty titles: full, tenure, tenure-track, associate, assistant, clinical, etc.;  revenue and budget – inflow and out;  tuition, # students, classes; research and/or teaching priorities; faculty senate; curriculum decision-making; help administrators understand faculty and the running of the university)

3

3%

Etiquette (phone, net, business, email)

3

3%

Creativity and Innovation

3

3%

Personal Effectiveness (self-development, self-managed learning, emotional intelligence, excelling under pressure – handling high stress with professionalism)

2

2%

 

“What else would you like us to know?” (n=62) 

N

%

Appreciation that Drexel invests in professional development, keep up outstanding work, glad survey is being conducted, love online sessions, thank you for responding to our needs

18

29%

Improve location – HR space for training, central location, Center City, Queen Lane, Sacramento

8%

Offer shorter programs (1-1.5 hours; no more than half day)

3

5%

More online and web offerings

3

5%

Productivity aids are needed (helpdesk email; database or listing of experts available for questions when stuck with a technical issue, especially in Hyperion, CourseLeaf, Web*Finance, Web*Salary; have a clearinghouse of internal systems knowledge to disseminate online)

2

3%