NEW ORLEANS, LA—Today, the City of New Orleans released the results of an internal human resources and civil service survey. The survey focused on how employees rate the City’s current Human Resources system.
"We received strong responses from all departments and from employees from all different job classifications,” said First Deputy Mayor and Chief Administrative Officer Andy Kopplin. “This important feedback gives us great information to rely upon as we work together to improve the City’s processes for recruiting, selecting, training, supporting, managing, compensating, and promoting our most important assets—our employees. What we know is that the current system has not served our employees or our citizens as well as it should.”
Chief Administrative Office staff designed the survey instrument, working with government transformation consultant Public Strategies Group and the Civil Service Department staff, attorneys, and Commissioners for feedback and improvement.
The survey collected information about the Civil Service and Human Resources system in four main areas:
• General Human Resources – Employee engagement, performance management, training, workload, and workplace environment;
• Civil Service from the perspective of employees – Hiring, promotion, appeals, salary setting, and promotion processes;
• Civil Service from the perspective of supervisors – Hiring, promotion, appeals, salary setting, and promotion processes that supervisors engage in for staffing their units and departments; and
• Experiences with Human Resources and Civil Service and employee recommendations for improvements
Approximately 25 percent of the City’s 4,500 permanent employees responded to the survey.
Among the results the City found:
Overall, 38.2 percent of employees are dissatisfied with the Human Resources system, while 27.5 percent are satisfied. Slightly more – 43.1 percent – are dissatisfied with the Civil Service system, while 29.1 percent are satisfied.
39.5 percent of employees do not find the training courses currently provided by Civil Service useful or relevant for their duties, and one quarter (24.3%) do find them relevant and useful.
Supervisors identified concerns with the speed at which hiring occurs as well. Sixteen percent believe hiring occurs quickly enough and 62.4 percent believe that it does not.
A significant majority (77.1%) of employees believe that pay at the City is not tied to performance, and only 6.4 percent believe that it is.
The appeals process appears to be the most successful area of the City’s current Civil Service System, as only 6.8 percent of employees believe that appeals is an area that needs improvement.
The survey results will be used to help identify specific actions to improve employee engagement and strengthen the City’s merit-based employment system so it improves the City’s ability to hire, retain, and reward a high-performing workforce. The survey is part of a multi-faceted transformation plan that includes a focus on professional development, performance management, and training as well as civil service components.
The results of the Human Resources and Civil Service survey are attached.