IIP40 standalone online survey report
Amgueddfa Cymru / National Museum Wales
Conducted by: Sarah Botterill
Project number: WAL-17-00543
Official IIP40 conducted by
Investors in People
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Indicator 1: Leading and Inspiring People
Indicator 2: Living the organisation’s values and behaviours
Indicator 3: Empowering and involving people
Indicator 4: Managing performance
Indicator 5: Recognising and rewarding high performance
Indicator 7: Building capability
Indicator 8: Delivering continuous improvement
Indicator 9: Creating sustainable success
Recommendations and Next Steps
Investors in People (IIP) is the
global standard for people management. Using the IIP40 online
survey allows organisations the chance to hear employee views, and
understand performance, including areas of strength and weakness.
This online survey has been deployed to all the museums and sites,
across Wales, of National Museum Wales.
National Museum Wales is a multi-sited organisation, headquartered in Cardiff, with museums across Wales and the National Collections Centre in Nantgarw:
· National Museum Cardiff
· St Fagan’s National Museum of History, Cardiff
· National Waterfront Museum, Swansea
· Big Pit National Coal Museum, Blaenafon
· National Slate Museum, Llanberis
· National Roman Legion Museum, Caerleon
· National Wool Museum, Dre-fach Felindre
National Museum Wales employs over 700 people across a variety of specialist and customer-facing roles, as well as those delivering the professional services support functions. The organisation is led by the Director General and the executive Directors; governance is provided by the Board of Trustees.
National Museum Wales has undertaken the
IIP40 online survey over the month of June 2018, in order to best
understand the views of colleagues across the organisation. A
significant amount of advisory work has also been undertaken, with
workshops being held at various sites to explain the Investors in
People Framework and to discuss the approach to be adopted. This
survey will be used to guide ongoing continuous improvement
activities, ahead of an Insights assessment of all the
museums merged together (historically, several of the museums had
undertaken IIP assessment and accreditation independently).
The table below captures the timeline in which the online survey
was completed:
|
Online survey start date |
Online survey end date |
Date of analysis report |
|
4th June 2018 |
29th June 2018 |
16th July 2018 |
The table below
captures the headline online assessment response
statistics:
|
Total employee population |
Online survey sample |
Responses achieved |
Response rate |
|
728 |
687 |
475 |
69% |
To bank and carry forward the evidence from this online survey, the full assessment must be completed within 6 months of the online assessment date. The table below confirms the completion date for your organisation.
|
Online assessment end date |
Evidence banked until (6 months) |
|
29th June 2018 |
29th December 2018 |
Response rate data
The response rate of 69% is in excess of the average response rate of other organisations in this employee size band, which is a good indicator of colleague engagement.
In the indicator analysis below, agreement is considered to be ‘strongly agree’ and ‘agree’.
Summary overview
Indicator 1: Leading and Inspiring People
Indicator 2: Living the organisation’s values and behaviours
Indicator 3: Empowering and involving people
Indicator 4: Managing performance
Indicator 5: Recognising and rewarding high performance
Indicator 7: Building capability
Indicator 8: Delivering continuous improvement
Indicator 9: Creating sustainable success
Considering the groups selected, there are no large disagreements in positive sentiment between the groups. Equally, there is no one group that consistently records the lowest or highest positive sentiment across the 9 indicators.
Considering the positive sentiment expressed (‘strongly agree’ and ‘agree’), the indicators receiving the highest and lowest level of positive sentiment are as follows:
· 1st highest = indicator 6, structuring work (60.3% positive sentiment)
· 2nd highest = indicator 4, managing performance (56.8% positive sentiment)
· 3rd highest = indicator 8, delivering continuous performance (54.8% positive sentiment)
· 1st lowest = indicator 1, leading and inspiring people (27.8% positive sentiment)
· 2nd lowest = indicator 5, recognising and rewarding high performance (29.3% positive sentiment)
· 3rd lowest = indicator 7, building capability (37.5% positive sentiment)
The remaining 3 indicators scores as follows:
· Indicator 3, empowering and involving people (50.3% positive sentiment
· Indicator 9, creating sustainable success (46.1% positive sentiment)
· Indicator 2, living the organisation’s values and behaviours (41.3% positive sentiment)
Considering the themes within each indicator, the lowest scoring themes (see graphic on page 7) should form the basis of ongoing improvement focus:
· Developing leadership capability (indicator 1)
· Creating transparency and trust (indicator 1)
· Designing an approach to recognition and reward (indicator 5)
· Recognising and rewarding people (indicator 5)
· Deploying the right people at the right time (indicator 7)
On a more positive note, the statement ‘my organisation is a great place to work’ scored 55.6% positive sentiment.
Recommendations and Next Steps
National Museum Wales can be pleased at the response rate achieved for this IIP40 online survey, indicating engagement from colleagues who have taken the time and care to provide their responses.
The online survey provides quantitative data only which can help the Practitioner formulate a view on whether the Standard will be met at a full assessment. The interviews, focus groups, observations and desk top exercise are key to confirming the level of award and therefore this report must not be taken be taken as a guarantee of achieving a given award level. Therefore, this diagnostic can only be used as a barometer to inform the organisation of any preparatory work to be undertaken.
This IIP40 exercise has highlighted some areas of development which National Museum Wales should complete before undertaking their assessment.
Cleary this is quantitative data and a full picture and discussion can be obtained from an Insights assessment. This would be enhanced by comparison to this baseline data.
As previously noted, the lowest scoring themes (see graphic on page 7) should form the basis of ongoing improvement focus:
· Developing leadership capability (indicator 1) – consideration might be given as to how everyone at National Museum Wales (including leaders at all levels throughout the organisation) can be clear about their expectations from leaders and that leaders have transparent guidance and support to execute their roles.
· Creating transparency and trust (indicator 1) – consideration might be given to enhanced levels of engagement and communication, across all geographical locations of National Museum Wales. All leaders should ensure that the desired behaviours expected in the organisation are role-modelled at all times.
· Designing an approach to recognition and reward (indicator 5) and recognising and rewarding people (indicator 5) – clearly there are financial restrictions in a publicly funded organisation, but consideration might be given to how non-financial recognition can be enhanced. Consulting with colleagues may bring new ideas around the remuneration area; for example, some organisations are now offering employees the option of swapping salary for enhanced leave entitlement.
· Deploying the right people at the right time (indicator 7) – the survey indicates a perception that recruitment lacks transparency; consideration might be given to how a broader stakeholder involvement could contribute to recruitment activities.
Conducting the IIP40 online survey is a mechanism for taking on board feedback from all employees before the IIP action plan is fully implemented. Involving everyone in the implementation should lead to higher levels of engagement.