hr-survey.com

Pay - Employee Engagement Survey Sample #3





Surveys Measuring Pay:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)
Dear Employee:


Welcome to the Employee Engagement Survey. We are on a journey to create a workplace that encourages success! A critical component of creating this culture is building a business you recognize as being a great place to work and one that provides you with challenge and recognition. We want to build a thriving and successful business that provides motivation and satisfaction. In order to do so we need to assess how we are doing and understand your thoughts, views and feelings.

We have developed this survey with questions tailored for our staff and business to provide you with an opportunity to anonymously rate many facets of the business. The survey will assess what you value most in your employment and allow you to make positive suggestions for improvement.

Dimensions Included:
Pay, Change, Equality, Quality, Safety, Problem Solving
This survey will take approximately 15-20 minutes to complete. We valued your feedback last year and once again, we encourage you to be honest and constructive in your responses. Should you need to leave your survey before it is complete, you can access it again simply by clicking on the link provided in the introductory email you received. Please do not forward your survey link to any other email address.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team




Pay

Strongly
Agree
Agree
Disagree
Strongly
Disagree
  1. My Supervisor is always trying to make sure I am fairly compensated
  1. I am compensated fairly for the work I do.
  1. I am paid fairly
  1. I have a clear understanding of the Company pay policy
  1. I am satisfied with the level of pay I receive


Change

Strongly
Agree
Agree
Disagree
Strongly
Disagree
  1. The Leadership involves employees when making significant changes
  1. My Supervisor motivates others to follow new processes
  1. Managers are effective in addressing resistance to change
  1. My supervisor supports organizational changes.
  1. The Company is pro-active in implementing changes to address challenges and opportunities


Equality

Strongly
Agree
Agree
Disagree
Strongly
Disagree
  1. The HR Department ensures that we are up-to-date with compliance with all relevant laws and guidelines
  1. My manager works to reduce bullying and harassment at work
  1. Diversity of thoughts and ideas is valued as well as diversity in backgrounds and social status
  1. My Supervisor immediately addresses issues that involve unequal treatment
  1. The corporate culture here is one grounded in inclusion and diversity


Quality

Strongly
Agree
Agree
Disagree
Strongly
Disagree
  1. Managers try to prevent production problems before they occur
  1. The people in my team are committed to doing quality work
  1. My quality work instructions provide meaningful guidance on how to accurately perform my job duties.
  1. Management places importance on quality work.
  1. Methods are in place to identify production problems


Safety

Strongly
Agree
Agree
Disagree
Strongly
Disagree
  1. My work environment is safe
  1. I know what to do in an emergency situation
  1. My Supervisor would not ask me to perform an unsafe procedure
  1. Managers regularly meet with employees to discuss safety issues
  1. Safety is a primary concern at the Company


Problem Solving

Strongly
Agree
Agree
Disagree
Strongly
Disagree
  1. In my job I focus on problem solving instead of fault finding
  1. We work together to solve problems
  1. Employees seek to acquire new information and knowledge before deciding on a course of action when problem solving
  1. My team works to simplify problems to make them more manageable
  1. My Department anticipates and resolves problems





  1. What changes would you like to see in your benefit plans? Please note that some of these may increase premium rates. Please check all that apply.
    Add a higher deductible plan ($1,000 - $2,500)
    Increase vision care
    Increase dental care
    Add wellness program (weight loss, nutrition, smoking cessation programs, etc.)
    Add a Medical Spending Account (MSA) (allows employees to enroll in a high deductible health plan,
    spacer and then [Company] and the employee contribute on a pre-tax basis to an account used for eligible medical expenses)


  2. What changes would you be willing to accept in order to help hold down premium increases? Please check all that apply.
    Higher annual deductibles (the amount you pay out-of-pocket before benefits begin)
    Higher office visit co pays (the dollar amount you pay for office visits)
    Higher prescription drug co pays (the dollar amount you pay for prescription drugs)
    More network restrictions (smaller group of doctors and specialists to choose from)
    No dental coverage
    Other, please specify


  3. How often would you like to participate in after hours company event?






  4. How would you rate your satisfaction with the communication between you and [Company]?







  5. What would you change about your current job or position?


  6. Please identify factors that would improve your job performance in the coming year.


  7. When your performance was discussed with you in the past,
    how often did you receive practical suggestions for improving your work?






  8. How would you rate your overall satisfaction with the company in the past year?






  9. Please give any comments or suggestions on how the company can be improved in the coming year: