Survey Process & Participation

The Human Resources Learning & Development group surveyed Drexel University professional staff and their managers to increase understanding of employees’ professional development needs, the extent to which they are being met, and possible program improvements or enhancements.

A link to the online survey was emailed to 2,001 Drexel University professional staff and their managers in October 2011. The link was also posted on the HR page of the Drexel website and the HR SharePoint landing page. There were 255 responders, 98 of whom self-identified as managers.

Key Findings

• Over half of the responders reported that they participated in some form of professional development in the last year. (Note: Some responders selected more than one option).
  • 102 (40%) attended a Drexel-sponsored development program in the last year, including:
    • Supervisory Certificate Program
    • Employee Development series
    • Performance Management workshops
    • Other programs, including IRT workshops, Student Life programs, Healthier U programs, Enrollment Management’s BulletProof Manager, and the Women’s Leadership Series
  • 35 (14%) participated in an external development program, mostly academic conferences
  • 14 (6%) participated in mentorships or other formal on-the-job learning
  • 27 (11%) selected “Other,” citing Drexel graduate classes, webinars, coaching and other job-specific learning
• A majority of people (46%) who participated in Drexel-sponsored professional development opportunities said they had applied what they learned to their work. About a third of managers who answered this question said they observed a positive change in their employee’s performance or felt the program was helpful to them in an indirect way.
• 47% of responders did not participate in any professional development in the last year, most frequently citing time and scheduling pressures, and lack of awareness of available opportunities as reasons

Top Answers to Write-In Questions

“What element of the (Drexel-sponsored) program provided the most value to you?”

• Applicable advice, tools for work situations
• Actual examples or scenarios
• Brainstorming, group discussions & feedback
• Interaction with others, networking
• Safe environment to try different ideas and approaches, role playing

“What would have made the (Drexel-sponsored) program more valuable to you?”

• More case studies vs. theoretical approaches/more real-world examples/role playing
• Content was too basic
• Program needs to be shorter or broken down into segments

“What additional topics would you like to be available?”

• Transitioning into other roles/jobs at Drexel/Coaching/Career Development
• Writing (effective communication, on the job, emails, grant writing, marketing)
• Conflict management/dealing with difficult people
• Microsoft Office Suite (Advanced and Beginner)
• Supervising/Managing Up (providing feedback to supervisor)
• Budgeting
• Collaborating with other divisions/departments
• Customer Service
• Financial Training (policy and procedures, managing your cost center)
• Organizational skills for multi-project success (physical and computer systems of content/project management)
• Public Speaking/Meeting facilitation
• Understanding and Promoting Diversity

“What would you say is your own greatest development need?”

• Time management
• Management & supervisory training
• Delegation
• Asserting needs
• Effective interpersonal and communication Skills
• Conflict management, dealing with difficult employees
• Advanced Microsoft Office skills
• Career management

“What do you see as your team’s greatest development needs?” (for managers)

• Communication
• Teamwork
• Time management
• Creative problem solving
• Managing/navigating politics
• Asserting Your Needs
• Creating SMART goals
• Developing a plan to fulfill goals, career development
• Professionalism
• Resolving conflict
• Supervisory & leadership skills
• Taking initiative
• Thinking outside of the box
• Understanding the big picture

“Do you have any other suggestions or comments for the Learning & Development team?”

• Additional sessions, varied times
• Communicate better what is offered, post schedule months in advance
• Good that you're providing these opportunities
• Consider taping sessions and allowing employees to watch online
• Sessions are too long
• Assist in professional growth for employees

For more results from the survey, to provide your feedback or explore opportunities to collaborate with Learning & Development on future programs, please contact Jennifer Livingston at jml462@drexel.edu.