Tool B

DRAFT

Job Satisfaction Survey

Interview Schedule

For Managers

(District and Facility Levels)

This resource is made possible by the generous support of the American people through the United States Agency for International Development (USAID). The contents are the responsibility of the Capacity Project and do not necessarily reflect the views of USAID or the United States Government. Please note that this resource is in DRAFT form and is being made available for adaptation and testing by Project staff and others who may find it useful. If you have questions or feedback on this resource, please contact Fatu Yumkella, Performance Support Specialist, IntraHealth International, at

About This Survey

The purpose of this survey is to get managers’ perspectives about factors that are important to providers if they are to be satisfied with their working conditions. The tool uses a five point scale:

1.  Very unimportant

2.  Unimportant

3.  Neither Important nor Unimportant

4.  Important

5.  Very Important

Identification

District Name / Facility Type
a. District Hospital
b. Referral Hospital
c. Health Centre
Facility Name / Ownership
a Government
b Private Not For Profit


Section A: Background Characteristics

1 Type of Manager / a. District Manager
b. Facility Manager
2. Cadre / a Medical Officer
b Allied Health (Clinical Officers, Lab Technicians)
c Nursing (EN/EW/RN/RW)
d Pharmacists
3. Sex / a. Male
b Female
4. Number of years with organization / ______(Years)
______(Months)
5. Number of years at this worksite / ______(Years)
______(Months)


Section B: I will ask you a few questions related to the work environment and experiences at this organization. Please indicate your agreement or disagreement with each of the following statements

‘Interviewer please circle response

In your view, how important is this factor to health professionals (physicians, pharmacists, nurses, allied health) / In your opinion, how do you rate the extent to which your organization has addressed this factor
Very unimportant -1
Unimportant -2
Neutral -3
Important -4
Very Important -5 / Not at all -1
Poorly -2
Moderate -3
Well -4
Extremely Well -5
1.  Skills and experience must match job requirements / 1 2 3 4 5 / 1 2 3 4 5
2.  Clear performance expectations / 1 2 3 4 5 / 1 2 3 4 5
3.  Reasonable methods and standards to measure performance / 1 2 3 4 5 / 1 2 3 4 5
4.  Training needed to do job well / 1 2 3 4 5 / 1 2 3 4 5
5.  Regular feed back from immediate supervisor (at least once a month) / 1 2 3 4 5 / 1 2 3 4 5
6.  An immediate supervisor who treats providers with respect / 1 2 3 4 5 / 1 2 3 4 5
7.  Stimulating job tasks / 1 2 3 4 5 / 1 2 3 4 5
8.  Flexibility to balance the demands of work and personal life / 1 2 3 4 5 / 1 2 3 4 5
9.  Opportunities for career advancement within the organization / 1 2 3 4 5 / 1 2 3 4 5

Interviewer: please circle response

In your view, how important is this Benefits to health professionals (physicians, pharmacists, nurses, allied health) / In your opinion, how do you rate the extent to which your organization has addressed this factor?
Very unimportant -1
Unimportant -2
Neutral -3
Important -4
Very Important -5 / Not at all -1
Poorly -2
Moderate -3
Well -4
Extremely Well -5
10.  Housing allowance as a benefit / 1 2 3 4 5 / 1 2 3 4 5
11.  Medical allowance as a benefit / 1 2 3 4 5 / 1 2 3 4 5
12.  Uniform allowance as a benefit / 1 2 3 4 5 / 1 2 3 4 5
13.  Allowance to cover school fees / 1 2 3 4 5 / 1 2 3 4 5
14.  Travel allowance as a benefit / 1 2 3 4 5 / 1 2 3 4 5
In your opinion as a manager how important is this factor to health professionals? / In your opinion, how do you rate the extent to which your organization has addressed this factor?
Very unimportant -1
Unimportant -2
Neutral -3
Important -4
Very Important -5 / Not at all -1
Poorly -2
Moderate -3
Well -4
Extremely Well -5
15.  Salary increment based on performance / 1 2 3 4 5 / 1 2 3 4 5
16.  Salary increment based on upgraded education or specialty training / 1 2 3 4 5 / 1 2 3 4 5
17.  Fair pay for work done / 1 2 3 4 5 / 1 2 3 4 5
18.  Rates of pay and pay raises are decided fairly / 1 2 3 4 5 / 1 2 3 4 5
19.  An increase in salary over benefits / 1 2 3 4 5 / 1 2 3 4 5
20.  Taking specific measures to protect providers from HIV/AIDS / 1 2 3 4 5 / 1 2 3 4 5


References

Connolly PM, Connolly KG (2004). Employee Opinion Questionnaires. 20 Ready-To-Use Surveys That Work. Pfeiffer Essential Resources for Training and HR Professionals.

Esen Evren. 2004 Job Satisfaction Survey Report. SHRM Job Satisfaction Series.

Esen Evren. 2005 Job Satisfaction Survey Report. SHRM Job Satisfaction Series.

Yumkella F (2005). Retention: health workforce issues and response actions in low-resource settings. Capacity Project Technical Brief No. 1. Chapel Hill, NC: IntraHealth International.

Job Satisfaction Survey, Tool B Page 2 DRAFT: 11/6/2006