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All Staff Survey

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Published on April 25, 2018. Last modified on April 30, 2018

Highlights from Nov 2017 MCHD Staff Survey v6_Page_01Monterey County Health Department guides its work through its strategic plan. While the Department continues to prioritize efforts to strengthen mandated services, the Strategic Plan guides the Department’s work related to creating a strong public health system by strategically accomplishing the identified goals and objectives.

As part of updating its strategic plan, a new All Staff Survey was conducted in late 2017. Results from the survey will be used to track improvements in organizational effectiveness and outcomes associated with goal four of the updated Monterey County Health Department (MCHD) 2018-2022 Strategic Plan.

The 2017 survey focused on the following key themes:

  • Equity,
  • Communication,
  • MCHD Strategic Plan,
  • and Workforce Engagement.

There was a very good response rate (47%) to the survey, with results from 520 employees representing staff from each of the seven bureaus, and from managerial/supervisorial (26%) and nonmanagerial/nonsupervisory (74%) positions.

Highlights from the 2017 All Staff Survey can be accessed here.

Survey results will be used to:

  1. Inform organizational activities as part of the 2018-2022 MCHD Strategic Plan to focus resources and energy to advance objectives.
  2. Identify areas of high priority to focus training for 2018-2019 around communications and staff development and engagement.
  3. Supply Bureaus with analytics to better understand their particular workforce and to inform individual training and organizational development work.

Survey Results in Brief

Health equity: Monterey County Health Department places an emphasis on working to address health inequities. Nearly 75% of staff members indicate that the Department is committed to addressing upstream issues, including environmental, social, and economic conditions that affect health, but there are opportunities to engage more staff in this important area of focus. And 75% of respondents agreed that the Department provides services in ways that are culturally sensitive.

Communication: Communication within and across the Department emerged as one of the key areas for improvement in the 2015 All-Staff Survey. Findings from the 2017 Staff Survey demonstrate that this continues to be an area for improvement. Fewer than half of survey respondents agreed that organizational decisions are communicated clearly, and even fewer agreed that they are communicated in a timely manner

Strategic Plan: Nearly all respondents had heard of the MCHD Strategic Plan prior to participating in the 2017 Staff Survey. More than half of respondents reported being somewhat to very familiar with the plan. There are opportunities to get out more information about the plan as 22% did not know much about it. Nearly three out of four respondents agreed their work is connected to strategic plan initiatives.

Workforce Engagement: Similar to the 2015 All Staff Survey, respondents to the 2017 survey reported the value of diversity was demonstrated more by their Bureau than the other department values, but 60% or more of respondents to the 2017 survey indicated their bureaus demonstrate each of the core values. Supervisors, managers, and directors were more likely than other staff to agree that their bureau’s management:

  • welcomes ideas and comments from staff at all levels (71% compared to 51%),
  • is visible to employees as a leader (68% compared to 53%), and
  • responds to communications from staff and customers/clients (76% compared to 53%).

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