County Council of Bomet

P. O. Box 19 Bomet

Employee Satisfaction Survey Report

Dated: 7th September 2010 Prepared by:

Stephen Kiprono Bett

Workbench engineering limited (Consultancy services)

Executive summary
The County Council of Bomet is one of the 175 Local Authorities in Kenya. The County Council of Bomet was created in 1992 through the Local Government Order no. 363 of 19th October 1992. Among the services offered by the council are: Market services, Education, Youth and sport activities, Business licensing, Sanitation, Livestock disease control, Access roads and foot bridges, Water supply services, Health services, Environment conservation, Land administration and planning. The purpose of this survey was to determine the overall level of employee satisfaction to their work and the general working environment and to fulfill the performance contracting requirements with ministry of local government.

Structured questioners were used that focused on overall satisfaction of employees to their work, set goals & targets, mode of communication, duties and responsibilities, training & posting, teamwork and workload. The employees were also surveyed to establish their relations with management, other employees, clients, suppliers and the surrounding community.

Based on the results obtained from the survey carried out, it was established that employees of the county council of Bomet are satisfied with their work and the general working environment. To further improve the level of satisfaction it is recommended that, The Council should develop
and implement a documented system of employee performance management, Carry out training needs analysis, enhance inter staff communication, and a follow up survey to be curried out in a more interactive approach.

Table of Contents
1. Introduction .................................................................................................................................... 1 Purpose of the Survey................................................................................................................... 1 2. Background Information .............................................................................................................. 2 3. Methodology .................................................................................................................................. 3 Data collection ............................................................................................................................... 3 Data analysis .................................................................................................................................. 3 4. Data analysis and Presentation ............................................................................................................ 4 5. Overall Performance ............................................................................................................................... 10 6. Conclusion ..................................................................................................................................... 11 7. Recommendations ....................................................................................................................... 12 8. Appendix Sample Questionnaire .............................................................................................. 13

1 Introduction The County Council of Bomet is one of the 175 Local Authorities in Kenya. The County Council of Bomet was created in 1992 through the Local Government Order no. 363 of 19th October 1992. The purpose of this survey was to determine the overall level of employee satisfaction to their work and the general working environment. Structured questioners were used that focused on overall satisfaction of employees to their work, set goals & targets, mode of communication, duties and responsibilities, training & posting, teamwork and workload. The employees were also surveyed to establish their relations with management, other employees, clients, suppliers and the surrounding community.

1.1 Purpose of the survey; The purpose of the survey was to establish the level of employee satisfaction and make recommendations so as to improve the overall level of satisfaction for all staff working for the county council of Bomet.

2 Background Information The County Council of Bomet is one of the 175 Local Authorities in Kenya. The County Council of Bomet was created in 1992 through the Local Government Order no. 363 of 19th October 1992. The order has divided the County Council of Bomet into twenty electoral areas specified in the Third Schedule, the boundaries of which more particularly delineated, edged in blue, on Boundary Plan No. IIB and 34B (n) which is signed and deposited at the Electoral Commission of Kenya, Nairobi and a copy of which may be inspected at the District Commissioners Office, Bomet. Prior to this time, all its current administrative units formed a part of Kericho District. The Council covers an area of approximately 932Km2 of the 1450Km2 of Bomet District. The rest of the area is the Municipal Council of Bomet. The Council area lies between Latitudes 0o38' and 1o 03' South and between longitudes 35o 01' and 35o 33' East. The District is bordered by Bureti to the North, Nyamira District to the West, Transmara District to the South-West and Narok to the South and south-East.

3 Methodology 3.1 Data collection In the survey, questionnaires, interviews, and observation were used for data collection. Questionnaires were developed, distributed for data collection, and the fully completed questionnaires by the target population were returned to the consultants for analysis. A sample of the total population was used in the survey. The structured questioners used focused on overall satisfaction of employees to their work, set goals & targets, mode of communication, duties and responsibilities, training & posting, teamwork and workload. The employees were also surveyed to establish their relations with management, other employees, clients, suppliers and the surrounding community. 3.2 Data analysis The data was analyzed numerically using computer applications and inferences made based on the output of the numerical analysis. Pie charts were identified to be appropriate in presenting the results to give the pictorial effect hence ease of understanding. In some areas pie charts have been used to illustrate the point in a clear way.

4 Data and Analysis and presentation

4.1 Satisfaction rating 7% of the employees rated their level of satisfaction as very good whereas 93% rated their level of satisfaction as good. No employee surveyed rated the level of satisfaction as poor.

0%

7% Very good Good

93%

Poor

4.2 Set goals & targets On setting goals and targets, 66% of the employe employees surveyed had set goals and targets, 27% not sure and 7% did not set goals & targets for the past year. On achievement of goals & targets set for the period there was an average response with 47% of the employees being able to achieve the set goals & targets, 47% partially achieved their set targets while 6% were not able to achieve any of their set goals & targets. The e council therefore needs to establish a process of setting goals, target and monitoring programs for the employees so as to ensure achievement of the targets.

0% 7% 0% 27% 66% 6% 0% Yes Not sure No 47% 47% Yes Partly No Not sure disqualified

4.3 Relationship between staff & management When it comes to the relationships between staff & management, 60% rated it as being very good, 27% being good while 0% rated the relationship as being poor. However 13% were satisfied with the overall management of the council.
0% 0% 13% Very good Good 27% 60% Satisfaction Poor disqualified

4.4 Inter-Staff relationship 53% rated very good, 40% good whereas 7% had no comment on their relation with other staff members. This indicates a good inter-staff relationship which should be developed to build a good working environment through teamwork.

0% 0% 7% Very good Good 40% Satisfaction 53% Poor disqualified

4.5 Staff-client relationship

In relationships with the clients, 27% rated very good, 40% good and 0% poor. However, 33% rated their rating as being satisfactory. This clearly demonstrates that the employees of the council rate their relationship with the clients either being good or satisfactory.

0% 0% Very good Good Satisfaction Poor disqualified 40%

33%

27%

4.6 Relationship between staff and suppliers 20 questioners were received with 27% rating very good, 33% good while 7% poor. 33% rated their relationship as being satisfactory.

This clearly demonstrates that the employees of the council rate the relationship with the suppliers as either being good or satisfactory.

0% 7% 27% 33% Very good Good Satisfaction Poor disqualified 33%

4.7 Relationship between staff & Surrounding community 33% of those surveyed rated their relationship as being very good 60% as good and 7% as being satisfactory. This indicates that the employees in general consider their relationship with the surrounding community to be good. The management should therefore consider carrying out a customer/community survey to establish their perception in relation to the staff members.

7% 33% Very good Good Satisfaction 60%

4.8 Mode of communication. On the mode of communication 43% of the staff are having very good communication within themselves, 50% responded to be having good communication within themselves the remaining 7% had a satisfactory relationship amongst themselves. This shows a high rating on the mode and state of communication.
0% 7% 43% 50% Very good Good Satisfaction Poor disqualified no response

4.9 Duties and responsibilities 87% of the responded that duties and responsibilities are well defined, 6% of the employees were not able to know if their duties are well defined while 7% of the employees did not respond. This indicates that the council has been able to select the right employees.
0% 7% 6% Yes No disqualified no response 87%

4.10

Training and current posting.

On the level of posting as per training 87% responded as having been posted to the right job, 6% of the total respondents are not posted according to their training with 7% of the respondent not having any response indicating that they were not able to understand the question. From the brief skill inventory it shows that a large proportion of staff are posted according to their training

6%

0%

7%

Yes No disqualified no response 87%

4.11 Level of teamwork. According to the survey 6% of the employees have a high teamwork rate, a large percentage of the employees have an average level of teamwork indicated by 87% of the entire questioned employees, and only 7% of the respondents were not able to respond to the level of satisfaction. The council thus has to initiate means and activities that will improve the level of teamwork for better work output and efficiency in terms of service delivery.

0% 0% 7% 6% High Average Low disqualified 87% no response

4.12

Workload

In terms of workload 73% of the workers are not overworked, 20% are underutilized in their work with7% did not have any response while none of the employee is overworked.
0% 7% Overworked 20% Moderator Underutilised disqualified 73% no response

0%

5 Overall performance To establish the level of employee satisfaction to their work, the employees were surveyed using structured questioners that focused on overall satisfaction to their work, set goals & targets, mode of communication, duties and responsibilities, training and posting, teamwork, and workload. The employees were also surveyed on their relations with management, other employees, clients, suppliers and the surrounding community.

The overall performance rating of the employee satisfaction to their work was based on a weighted ed average score from the results of each area surveyed surveyed. 68 % of the e employees rated their level of satisfaction as being high, 23% average and 6% rated their level of satisfaction as being low.
2010 performance

6% 3% 23% 68% high average low not relevant

CONCLUSION

The overall response was 17 questionnaires out of a total workforce of 35 employees i.e. 49% response rate which is an acceptable sample size for the survey. The entire process was able to establish the level of employee satisfaction to their work. It was concluded based on the data and analysis that most of the employees rated their level of satisfaction to their work as being high (i.e. 68%) 68%).

The main areas that affected the overall performance were 1. Goals & target setting where 27% were not sure and 7% did not set the targets. This resulted in 53% of the employees not being able to achieve the targets. 2. Staff client relationship, 27% rated very good, 40% good and 0% poor. However, 33% rated their rating as being satisfactory. This shows that in terms of work output the client are not well served since the satisfactory group does not indicate a definite relationship.

3. Staff-supplier relationship, 27% rated very good, 33% good while 7% poor. 33% rated their relationship as being satisfactory. 4. 87% of the those surveyed had there duties and responsibilities being well defined, 6% of the employees not able to know if their duties are well defined while 7% of the employees did not respond. This is a good indicator of the level of management at the council. 5. The level of teamwork amongst the employees of County Council of Bomet is highly satisfactory, indicated by 93% of the surveyed employees. Based on the results obtained from the survey carried out, it can be concluded that employees of Bomet county council are satisfied with their work and the general working environment.

RECOMMENDATIONS

i.

The Council should develop and implement a documented system of employee performance management i.e. setting goals & targets, documenting, communicating to employees and a mechanism of ensuring continuous assessment (weekly, monthly, quarterly, annually) of the performance.

ii.

Carry out training needs analysis to assist in establishment of suitable training programs for staff and come up with ways of upgrading their staff training.

iii.

The council should ensure effective communication among staff through training on public relations (PR) and introduction of modern communication equipments for staff.

iv. v. vi. vii. viii. ix.

Ensure that all employees have clear job description developed by the management. Encourage teamwork through attendance of team building seminars. The council should put in place a proper way of waste disposal to avoid air pollution. Establish a reward system for best performers as a way of motivating staff. Regular staff appraisals should be introduced. A follow up survey should be done in a more interactive way to validate the responses of the employees thus having a clear indication of their satisfaction.

x.

Carry out suppliers, customers/clients, community satisfaction survey to establish the level of their satisfaction to the councils services.

EMPLOYEE SATISFACTION SURVEY

The purpose of this questionnaire is to assist the management in ensuring your satisfaction as an employee. Thank you.

Questionnaire No. Job title (optional) Gender

Please take the shortest time possible to complete the questions below. {PLEASE CHECK WITH A TICK}

1. What is your rating to the level of satisfaction in your employment? Very Good Good

Poor

Satisfactory

Please comment on your response

2. What conditions if introduced would improve your satisfaction? i. ii. iii. iv. ...

3. (a) Did you set targets and goals in the past year for your job? YES NOT SURE NO

(b) Are there any targets and goals that you have achieved? YES PARTLY NO NOT SURE

Give reasons for your choice. .

4. How would you rate your relations with the?

Very good (i) (ii) (iii) (iv) (v) Management Staff Clients Suppliers Community at large

Good

Satisfactory

Poor

5. How is the mode of communication in the county council? Very Good Good

Satisfactory

Poor

Please give reasons for your response 6. Do you have well defined duties and responsibilities?

YES

NO

If NO add comment

7. Are you posted as per your training in the current designation? YES NO

State your training and present posting

Training Posting..

8. What is the current level of teamwork at your work place?

HIGH

AVERAGE

LOW

Give reasons for your ratting ..

9. How can you rate your workload?

OVERWORKED

MODERATE

UNDERUTILIZED

Give reasons for your ratting.

10. What are the factors that affect you the most? (i)Positively ..

(ii)Negatively

11. In what ways would you like to be motivated as you do your work? (i) (ii) (iii)

If you have additional comments on the Administration towards your satisfaction that has not been addressed in the survey, please enter them below.