CSULB employees were presented with twelve possible strategies for improving the effectiveness of staffing and asked to indicate their top five priorities. The percentage of employees assigning first through fifth priorities to each of the ten strategies is shown in Table 2. The strategies are ranked by the percentage of first priority votes received from all CSULB employees.
| Strategy | 1st | 2nd | 3rd | 4th | 5th | Not Chosen | TOTAL |
|---|---|---|---|---|---|---|---|
Ensure adequate salaries |
41.8 | 16.2 | 11.9 | 7.7 | 6.4 | 16.0 | 100% |
Reward good performance |
13.4 | 15.9 | 15.3 | 12.7 | 8.9 | 33.9 | 100% |
Attract employees to campus |
13.0 | 9.4 | 10.1 | 6.6 | 9.8 | 51.3 | 100% |
Manage employee workload |
11.7 | 13.2 | 11.2 | 8.8 | 8.1 | 47.0 | 100% |
Support
Instruction |
11.5 | 7.6 | 8.1 | 9.8 | 9.3 | 53.8 | 100% |
Encourage retention |
11.0 | 14.2 | 11.5 | 9.6 | 8.9 | 44.9 | 100% |
Support scholarly & creative activity |
8.1 | 8.9 | 8.7 | 8.8 | 12.7 | 52.7 | 100% |
Connect with the community |
6.7 | 6.0 | 6.4 | 7.8 | 8.8 | 64.1 | 100% |
Evaluate performance |
6.2 | 6.9 | 6.7 | 6.7 | 6.1 | 67.2 | 100% |
Support diversity among employees |
6.9 | 6.1 | 6.6 | 5.1 | 6.2 | 68.9 | 100% |
Reward service activities |
4.1 | 3.5 | 5.6 | 5.5 | 7.0 | 74.2 | 100% |
Balance work and personal life |
3.3 | 5.9 | 6.3 | 7.6 | 6.1 | 70.7 | 100% |
The next three strategies, managing employee workload, supporting instruction, and encouraging employees to remain at CSULB were rated as first priority by about 11% - 12% of employees.
The remaining strategies were not given priority by over half the employees completing the survey. It may be that the concepts represented by these strategies were closely related to others already indicated as important. For example, evaluating employee performance might be subsumed under rewarding good performance; balancing work and personal life might be subsumed under managing employee workload. Focus groups with employees can shed more light on the relative rankings of these strategies.
The analysis was carried one step further to examine the differences between sub-groups of University employees: administrators, lecture faculty, staff, and tenured or tenure-track faculty. In these tables, the first and second priority votes have been combined into one category, and the third, fourth, and fifth priority votes have been combined into another category. The percentage who did not choose these priorities represents the third category; the total of all percentages sums to 100%.
