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  1. Surveys
  2. 2013
  3. December
  4. R
  5. Rocky Hill Fire Fighter Engagement
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Exit Survey
 
 
Hello Rocky Hill Firefighter:

Employee engagement is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organizational culture.

Overview and Instructions:

Thank you for participating in this Firefighter Engagement Survey. In this survey Rocky Hill firefighters will be asked to complete a survey that asks questions about the work you do. It is very important for Town Management to learn your opinions. The results will help them to better understand how our firefighters feel about their work and the town, and how engaged they are in helping the Fire Department to grow and succeed.

Your input is completely anonymous, and individual survey responses will aggregated along with the answers from other firefighters in the department. Your answers will be used to identify and address opportunities for increasing citizen and employee, as well as issues which should be addressed in order to maximize your engagement and improve outcomes.

While your rating answers will help to measure your satisfaction with a wide range of factors that affect you and your work environment, your comments are also extremely important. Your comments will help describe the opportunities and explain why you rated specific questions the way you did. Where you have suggestions for improvements, please include them with your comments.

Please note that this survey is exclusively for Rocky Hill firefighters. Please do not participate if you are not part of this organization, as responses without the proper ID Code will be deleted. To request your ID code, please send an email to [email protected] stating that you are a Rocky Hill firefighter, and provide your home residence street number. If you have questions at any time about the survey or the procedures, you may contact us at the email address above.

Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
 
 
A. Enter your unique ID Code (available upon request from [email protected])
   
In what town or city do you reside?
   
 
 
 
B. What is your position?
HQ Officer HQ Staff Fire House Supervisor Firefighter Other  
 
 
 
C. To which Fire House are you assigned?
1) Company 1 2) Company 2 3) Company 3 4) Headquarters Other  
 
 
 
D. How long have you worked for the Rocky Hill Fire Department?
1) Less than 1 year 2) 1 to 5 years 3) 5+ to 9+ years 4) 10 years or more Other  
 
E. WORKING ENVIRONMENT:
Do you agree with the following statements?
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
1. I am proud to say I work for the Rocky Hill Fire Department
2. I put maximum effort into doing my job
3. Rocky Hill Fire Department members have a strong work ethic
4. Members are dedicated to providing citizens with high quality fire and rescue services
5. My work is valued by my fellow Fire Department members
6. My work is valued by my immediate supervisor
7. My work is valued by mid-managers (Captains and Lieutenants) within my unit
8. My work is valued by the Fire Department's Chief level leadership
9. My work is valued by the town's leadership
10. My work is valued by the town’s citizens
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
11. The work environment in the Rocky Hill Fire Department is supportive
12. High ethical standards are exhibited by Fire Department managers and leaders
13. High ethical standards are exhibited by Fire Department members
14. Fire Department managers and supervisors treat subordinates with respect
15. Fire Department members treat each other with respect
16. Town leaders treat the Fire Department with respect
17. Citizens treat the Fire Department with respect
18. Town leaders & management treat me with respect
19. Fire Department members treat all Rocky Hill citizens with respect
20. I have never seen, nor am I aware of a situation in which a firefighter or supervisor retaliated against a citizen or official
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
21. Members strive to improve the Fire Department's performance
22. Members can voice constructive criticism about Fire Department management without fear of retribution
23. Fire Department members are not inappropriately punished for making mistakes
24. I have not witnessed nor am I aware of any firefighter hazing
25. I have not witnessed nor am I aware of any firefighter bullying
26. Department politics is not a major factor in departmental operation
27. I feel free to express my opinions to my supervisor
28. Decisions are made on a timely basis
29. Problems and issues are dealt with in a timely manner
30. Decision-making within the Fire Department is appropriately inclusive
31. I feel included in the decision-making process
32. I agree with most Fire Department decisions
33. The Rocky Hill Fire Department has well-articulated values
34. A sense of unity characterizes the Rocky Hill Fire Department as a whole
35. The Fire Department Assistant, Deputy Chiefs and Chief effectively represent the Fire Department to the external community
 
F. LEADERSHIP MANAGEMENT & SUPERVISION:
Do you agree with the following statements
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
36. The Fire Department benefits from strong, effective leadership
37. Roles and responsibilities of the Chief are clearly defined
38. Roles and responsibilities of Captains and Deputy Chiefs within the Fire Department are clearly defined
39. Roles and responsibilities of first-line supervisors (lieutenants) within the Fire Department are clearly defined
40. The Chief has the authority to make decisions needed to improve the department's performance
41. The Chief uses the authority he has been granted to improve the department's performance
42. The Chief is held accountable for the decisions he makes
43. Mid-managers (Captains and Deputy Chiefs) within the Fire Department have the authority to make decisions needed to improve the performance of the units they manage
44. Mid-managers (Captains and Deputy Chiefs) within the Fire Department use the authority they have been granted to improve the performance of the units they manage
45. Mid-managers (Captains and Deputy Chiefs) within the Fire Department are held accountable for the decisions they make
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
46. First line supervisors (Lieutenants) have the authority to make decisions needed to improve the performance of the members they supervise
47. First line supervisors (Lieutenants) use the authority they have been granted to improve the performance of the members they supervise
48. First line supervisors (Lieutenants) are held accountable for the decisions they make
49. I am held accountable for my performance
50. The Fire Department leader (Chief) maintains a visible presence throughout the department
51. High expectations for the performance of all members have been established
52. Managers and supervisors provide clear direction to their subordinates
53. The Fire Department leaders (Chief and Deputy Chiefs) works effectively together to achieve overall department goals and objectives
54. Mid-managers (Captains and Lieutenants) work together effectively to achieve common objectives
55. The Fire Chief has a strong understanding of day-to-day operations In the units he is responsible for leading
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
56. Mid-managers (Captains and Lieutenants) have a strong understanding of day-to-day operations in the units they are responsible for managing
57. I receive the supervision I need to effectively perform my job
58. Managers and supervisors review the work of their subordinates on a timely basis
59. Fire Department managers and supervisors have the competence and experience to provide constructive feedback on performance of the members reporting to them
60. Fire Department managers and supervisors view helping members improve their job performance to be one of their primary responsibilities
61. The manager or supervisor who evaluates my performance works with me on a regular and consistent basis
62. I understand what is expected of me in my job
63. Fire Department managers and supervisors are willing to consider points of view that are different from their own
64. Fire Department members at all levels are held accountable for their performance
 
G.PRACTICES AND EMPLOYEE MANAGEMENT:
Do you agree with the following statements?
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
65. The hiring process is fair
66. Persons who are hired by the Fire Department are competent
67. The hiring process is timely
68. Hiring decisions are made without regard to race or ethnic background
69. The promotional process is fair
70. The best candidates for promotion are selected
71. The promotional process is timely
72. The factors that are considered when making promotional decisions are clearly articulated
73. Promotional decisions are made without regard to race or ethnic background
74. Disciplinary processes are fair
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
75. Discipline is consistently applied across all units of the Fire Department
76. Decisions relating to discipline are timely
77. Decisions relating to discipline are made without regard to race or ethnic background
78. Decisions relating to the transfer of members from one unit to another are fair
79. Decisions relating to the transfer of members from one unit to another are timely
80. The factors that are considered when making transfer decisions are clearly articulated
81. Decisions relating to the transfer of members from one unit to another are consistent across Fire Department bureaus, divisions, and units
82. Decisions relating to the transfer of members from one unit to another are made without regard to race or ethnic background
83. The process for giving members the opportunity to earn additional income is fair
84. The process for giving members the opportunity to earn additional income is consistently applied across the department
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
85. Internal investigations needed to support disciplinary decisions are fair
86. Internal investigations needed to support disciplinary procedures are timely
87. Internal investigations needed to support disciplinary procedures are not influenced by the race or ethnic background of the person being a investigated
88. The grievance process is fair
89. The grievance process is timely
90. The steps in the grievance process are well articulated
91. Grievance decisions are made without regard to race, sex, ethnic background, or sexual orientation
92. The performance evaluation process is fair
93. My Performance evaluation is completed on a timely basis
94. The performance evaluation process is not unduly cumbersome or time-consuming
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
95. Fire Department members who are not meeting performance expectations receive the support they need to improve their performance
96. Fire Department members who continually fail to meet performance expectations are encouraged to resign or are fired
97. The process for firing members who continually fail to meet performance expectations is not unduly cumbersome or time-consuming
98. New members receive the training they need to effectively perform their job duties
99. Newly promoted managers and supervisors receive the training they need to perform effectively in their new roles
100. Fire Department members receive the ongoing training they need to effectively perform their job duties
101. Training sessions are not an undue burden
102. My immediate supervisor reinforces the training I receive
103. My job performance has improved as a result of the training I have received
104. I have sufficient opportunities for career advancement
105. Excellent performance is formally recognized
106. The process for providing opportunities for off-duty employment is fair
107. I am sufficiently-compensated in terms of emotional gratification as well financial remuneration for my work in terms of what I expect as a volunteer
 
H. VEHICLES, EQUIPMENT, FACILITIES, TECHNOLOGY
How strongly do you agree with the following statements?
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
108. I have sufficient access to the apparatus/vehicles I need to effectively perform my job responsibilities
109. I have access to the apparatus/vehicles I need to safely perform my job responsibilities
110. The Fire Department apparatus/vehicles I use are well maintained
111. I have access to the equipment (Other Than Computers) I need to effectively perform my job responsibilities
112. I have access to the equipment (Other Than Computers) I need to safely perform my job responsibilities
113. The equipment (Other Than Computers) I use is well maintained
114. My work area is conducive to productive work activity
115. My work area is appropriately secure
116. Fire Department buildings are clean
117. Fire Department buildings are well-maintained
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
118. Fire Department members in the field are able to communicate with each other when needed
119. Fire Department members in the field are able to communicate with counterparts from other fire agencies when needed
120. I have sufficient access to portable radios to effectively perform my job responsibilities
121. I have sufficient access to portable radios to safely perform my job responsibilities
122. Fire Department members in the field are able to communicate with the dispatch center from all areas of the town
123. The Fire Department makes effective use of technology to enhance performance
124. The Fire Department makes effective use of technology to reduce paperwork requirements
125. Needed technology is implemented in a timely manner
126. I have sufficient access to computers to effectively perform my job responsibilities
127. Appropriate training is provided on how to make effective use of available technology
128. The Fire Department's technology infrastructure is well maintained
 
 
I. COMMUNICATIONS:
Do you agree with the following statements?
Strongly Disagree Disagree Undecided Agree Strongly Agree N/A
129. Fire Department priorities, goals, and objectives are effectively communicated
130. The information I need to perform my job is effectively communicated to me
131. The communication of needed information within my unit or division is adequate
132. The communication of needed information across organizational units is adequate
133. The rationale for decisions directly affecting my unit are effectively communicated
134. The rationale for budget and resource allocation decisions are effectively communicated
135. The rationale for decisions relating to promotion are effectively communicated
136. The rationale for decisions relating to the transfer of members from one unit to another are effectively communicated
137. Meetings are used effectively to support needed communication within the Fire Department
138. The time I spend in meetings is generally productive and worthwhile
Note: This survey is for demonstration purposes only. It is not a product of nor is it being conducted by the Town of Rocky Hill.