Surveys 2013 December R Rocky Hill Fire Fighter Engagement

Rocky Hill Fire Fighter Engagement Rocky Hill Firefighter Engagement Survey

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Exit Survey

Hello Rocky Hill Firefighter: Employee engagement is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organizational culture. Overview and Instructions: Thank you for participating in this Firefighter Engagement Survey. In this survey Rocky Hill firefighters will be asked to complete a survey that asks questions about the work you do. It is very important for Town Management to learn your opinions. The results will help them to better understand how our firefighters feel about their work and the town, and how engaged they are in helping the Fire Department to grow and succeed. Your input is completely anonymous, and individual survey responses will aggregated along with the answers from other firefighters in the department. Your answers will be used to identify and address opportunities for increasing citizen and employee, as well as issues which should be addressed in order to maximize your engagement and improve outcomes. While your rating answers will help to measure your satisfaction with a wide range of factors that affect you and your work environment, your comments are also extremely important. Your comments will help describe the opportunities and explain why you rated specific questions the way you did. Where you have suggestions for improvements, please include them with your comments. Please note that this survey is exclusively for Rocky Hill firefighters. Please do not participate if you are not part of this organization, as responses without the proper ID Code will be deleted. To request your ID code, please send an email to [email protected] stating that you are a Rocky Hill firefighter, and provide your home residence street number. If you have questions at any time about the survey or the procedures, you may contact us at the email address above. Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.  I Agree       A. Enter your unique ID Code (available upon request from [email protected]) In what town or city do you reside?       B. What is your position? HQ Officer HQ Staff Fire House Supervisor Firefighter Other         C. To which Fire House are you assigned? 1) Company 1 2) Company 2 3) Company 3 4) Headquarters Other         D. How long have you worked for the Rocky Hill Fire Department? 1) Less than 1 year 2) 1 to 5 years 3) 5+ to 9+ years 4) 10 years or more Other     E. WORKING ENVIRONMENT: Do you agree with the following statements? Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 1. I am proud to say I work for the Rocky Hill Fire Department 2. I put maximum effort into doing my job 3. Rocky Hill Fire Department members have a strong work ethic 4. Members are dedicated to providing citizens with high quality fire and rescue services 5. My work is valued by my fellow Fire Department members 6. My work is valued by my immediate supervisor 7. My work is valued by mid-managers (Captains and Lieutenants) within my unit 8. My work is valued by the Fire Department's Chief level leadership 9. My work is valued by the town's leadership 10. My work is valued by the town’s citizens Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 11. The work environment in the Rocky Hill Fire Department is supportive 12. High ethical standards are exhibited by Fire Department managers and leaders 13. High ethical standards are exhibited by Fire Department members 14. Fire Department managers and supervisors treat subordinates with respect 15. Fire Department members treat each other with respect 16. Town leaders treat the Fire Department with respect 17. Citizens treat the Fire Department with respect 18. Town leaders & management treat me with respect 19. Fire Department members treat all Rocky Hill citizens with respect 20. I have never seen, nor am I aware of a situation in which a firefighter or supervisor retaliated against a citizen or official Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 21. Members strive to improve the Fire Department's performance 22. Members can voice constructive criticism about Fire Department management without fear of retribution 23. Fire Department members are not inappropriately punished for making mistakes 24. I have not witnessed nor am I aware of any firefighter hazing 25. I have not witnessed nor am I aware of any firefighter bullying 26. Department politics is not a major factor in departmental operation 27. I feel free to express my opinions to my supervisor 28. Decisions are made on a timely basis 29. Problems and issues are dealt with in a timely manner 30. Decision-making within the Fire Department is appropriately inclusive 31. I feel included in the decision-making process 32. I agree with most Fire Department decisions 33. The Rocky Hill Fire Department has well-articulated values 34. A sense of unity characterizes the Rocky Hill Fire Department as a whole 35. The Fire Department Assistant, Deputy Chiefs and Chief effectively represent the Fire Department to the external community   F. LEADERSHIP MANAGEMENT & SUPERVISION: Do you agree with the following statements Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 36. The Fire Department benefits from strong, effective leadership 37. Roles and responsibilities of the Chief are clearly defined 38. Roles and responsibilities of Captains and Deputy Chiefs within the Fire Department are clearly defined 39. Roles and responsibilities of first-line supervisors (lieutenants) within the Fire Department are clearly defined 40. The Chief has the authority to make decisions needed to improve the department's performance 41. The Chief uses the authority he has been granted to improve the department's performance 42. The Chief is held accountable for the decisions he makes 43. Mid-managers (Captains and Deputy Chiefs) within the Fire Department have the authority to make decisions needed to improve the performance of the units they manage 44. Mid-managers (Captains and Deputy Chiefs) within the Fire Department use the authority they have been granted to improve the performance of the units they manage 45. Mid-managers (Captains and Deputy Chiefs) within the Fire Department are held accountable for the decisions they make Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 46. First line supervisors (Lieutenants) have the authority to make decisions needed to improve the performance of the members they supervise 47. First line supervisors (Lieutenants) use the authority they have been granted to improve the performance of the members they supervise 48. First line supervisors (Lieutenants) are held accountable for the decisions they make 49. I am held accountable for my performance 50. The Fire Department leader (Chief) maintains a visible presence throughout the department 51. High expectations for the performance of all members have been established 52. Managers and supervisors provide clear direction to their subordinates 53. The Fire Department leaders (Chief and Deputy Chiefs) works effectively together to achieve overall department goals and objectives 54. Mid-managers (Captains and Lieutenants) work together effectively to achieve common objectives 55. The Fire Chief has a strong understanding of day-to-day operations In the units he is responsible for leading Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 56. Mid-managers (Captains and Lieutenants) have a strong understanding of day-to-day operations in the units they are responsible for managing 57. I receive the supervision I need to effectively perform my job 58. Managers and supervisors review the work of their subordinates on a timely basis 59. Fire Department managers and supervisors have the competence and experience to provide constructive feedback on performance of the members reporting to them 60. Fire Department managers and supervisors view helping members improve their job performance to be one of their primary responsibilities 61. The manager or supervisor who evaluates my performance works with me on a regular and consistent basis 62. I understand what is expected of me in my job 63. Fire Department managers and supervisors are willing to consider points of view that are different from their own 64. Fire Department members at all levels are held accountable for their performance   G.PRACTICES AND EMPLOYEE MANAGEMENT: Do you agree with the following statements? Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 65. The hiring process is fair 66. Persons who are hired by the Fire Department are competent 67. The hiring process is timely 68. Hiring decisions are made without regard to race or ethnic background 69. The promotional process is fair 70. The best candidates for promotion are selected 71. The promotional process is timely 72. The factors that are considered when making promotional decisions are clearly articulated 73. Promotional decisions are made without regard to race or ethnic background 74. Disciplinary processes are fair Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 75. Discipline is consistently applied across all units of the Fire Department 76. Decisions relating to discipline are timely 77. Decisions relating to discipline are made without regard to race or ethnic background 78. Decisions relating to the transfer of members from one unit to another are fair 79. Decisions relating to the transfer of members from one unit to another are timely 80. The factors that are considered when making transfer decisions are clearly articulated 81. Decisions relating to the transfer of members from one unit to another are consistent across Fire Department bureaus, divisions, and units 82. Decisions relating to the transfer of members from one unit to another are made without regard to race or ethnic background 83. The process for giving members the opportunity to earn additional income is fair 84. The process for giving members the opportunity to earn additional income is consistently applied across the department Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 85. Internal investigations needed to support disciplinary decisions are fair 86. Internal investigations needed to support disciplinary procedures are timely 87. Internal investigations needed to support disciplinary procedures are not influenced by the race or ethnic background of the person being a investigated 88. The grievance process is fair 89. The grievance process is timely 90. The steps in the grievance process are well articulated 91. Grievance decisions are made without regard to race, sex, ethnic background, or sexual orientation 92. The performance evaluation process is fair 93. My Performance evaluation is completed on a timely basis 94. The performance evaluation process is not unduly cumbersome or time-consuming Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 95. Fire Department members who are not meeting performance expectations receive the support they need to improve their performance 96. Fire Department members who continually fail to meet performance expectations are encouraged to resign or are fired 97. The process for firing members who continually fail to meet performance expectations is not unduly cumbersome or time-consuming 98. New members receive the training they need to effectively perform their job duties 99. Newly promoted managers and supervisors receive the training they need to perform effectively in their new roles 100. Fire Department members receive the ongoing training they need to effectively perform their job duties 101. Training sessions are not an undue burden 102. My immediate supervisor reinforces the training I receive 103. My job performance has improved as a result of the training I have received 104. I have sufficient opportunities for career advancement 105. Excellent performance is formally recognized 106. The process for providing opportunities for off-duty employment is fair 107. I am sufficiently-compensated in terms of emotional gratification as well financial remuneration for my work in terms of what I expect as a volunteer   H. VEHICLES, EQUIPMENT, FACILITIES, TECHNOLOGY How strongly do you agree with the following statements? Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 108. I have sufficient access to the apparatus/vehicles I need to effectively perform my job responsibilities 109. I have access to the apparatus/vehicles I need to safely perform my job responsibilities 110. The Fire Department apparatus/vehicles I use are well maintained 111. I have access to the equipment (Other Than Computers) I need to effectively perform my job responsibilities 112. I have access to the equipment (Other Than Computers) I need to safely perform my job responsibilities 113. The equipment (Other Than Computers) I use is well maintained 114. My work area is conducive to productive work activity 115. My work area is appropriately secure 116. Fire Department buildings are clean 117. Fire Department buildings are well-maintained Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 118. Fire Department members in the field are able to communicate with each other when needed 119. Fire Department members in the field are able to communicate with counterparts from other fire agencies when needed 120. I have sufficient access to portable radios to effectively perform my job responsibilities 121. I have sufficient access to portable radios to safely perform my job responsibilities 122. Fire Department members in the field are able to communicate with the dispatch center from all areas of the town 123. The Fire Department makes effective use of technology to enhance performance 124. The Fire Department makes effective use of technology to reduce paperwork requirements 125. Needed technology is implemented in a timely manner 126. I have sufficient access to computers to effectively perform my job responsibilities 127. Appropriate training is provided on how to make effective use of available technology 128. The Fire Department's technology infrastructure is well maintained     I. COMMUNICATIONS: Do you agree with the following statements? Strongly Disagree Disagree Undecided Agree Strongly Agree N/A 129. Fire Department priorities, goals, and objectives are effectively communicated 130. The information I need to perform my job is effectively communicated to me 131. The communication of needed information within my unit or division is adequate 132. The communication of needed information across organizational units is adequate 133. The rationale for decisions directly affecting my unit are effectively communicated 134. The rationale for budget and resource allocation decisions are effectively communicated 135. The rationale for decisions relating to promotion are effectively communicated 136. The rationale for decisions relating to the transfer of members from one unit to another are effectively communicated 137. Meetings are used effectively to support needed communication within the Fire Department 138. The time I spend in meetings is generally productive and worthwhile

Note: This survey is for demonstration purposes only. It is not a product of nor is it being conducted by the Town of Rocky Hill.