QUESTIONNAIRE SURVEY FOR THE
IMPLEMENTATION OF HRS4R - HR
AWARD
Faculty of Science MU 2023
November 2023
2
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Obsah
Executive Summary ................................................................................. 3
Introduction............................................................................................ 6
Methodology........................................................................................... 6
Part 2: Implementing the new HR Strategy (HRS4R/”HR Award”) .................. 11
Part 3: Equal Opportunities and Ethics at the Workplace .............................. 19
Part 4: Training and Career Development .................................................. 28
Part 5: Other Suggestions for the Area of Employee Care............................. 37
3
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Executive Summary
In the light of an important milestone - the Renewal of the HR Excellence in
Research Award certification, which the MU Faculty of Science is expecting in 2024, we
addressed employees with a request to fill in an online questionnaire. The aim of the
questionnaire survey was to find out to what extent the already established practices for
the area of employee care are useful and to obtain further suggestions from this area, not
only for consideration in the new action plan.
A total of 422 respondents out of a total of 1331 faculty employees (as of
18.10.2023) completed the questionnaire and participated in the survey. This represented
an overall return rate of 32%. Comparison with the 2020 survey: the return rate was
28%. The most important outcomes of the questionnaire survey are broken down below
by each section of the questionnaire.
Implementing the new HR Strategy (HRS4R/”HR Award”)
• 47% of respondents think that is it visible in the everyday operation that the Faculty
has been trying to improve processes and services in the area of employee care for
the last 5 years.
• Evaluation of usefulness of new practices implemented into the daily
operations of the Faculty:
Respondents most often rated the following established practices as useful:
Creation of new bilingual Faculty websites including the new Faculty Career website
(86%), implementation of bilingual Faculty communication and translating of all
relevant Faculty documents into English (86%), launch of the MUNI Employee Portal
(76%).
The increase in the response "not useful" is evident in employee evaluation
process (18%).
• Satisfaction with the support of the Dean's Office in organizing selection
procedures:
63% of respondents are very satisfied or satisfied with the support of the Dean's
Office in organizing selection procedures, 11% are rather unsatisfied or unsatisfied.
Respondents would welcome more support from Dean's Office staff in the
preparation of advertisements. Almost equal proportions of positive (26%) and
negative (25%) responses are evident in responses to the question of whether the
new recruitment procedure brings a higher quality of applicants.
Equal Opportunities and Ethics at the Workplace
• 40% of respondents think that the Faculty does enough to ensure that all
employees have the same conditions for their professional career
4
Report from the questionnaire survey SCI MUNI 2023 – HR Award
development, 12% answered negatively. Among international respondents, there
is an increase in negative responses (20%) compared to the overall responses to
this question.
• In response to the open-ended question, what else should be changed to provide
all employees with equal conditions?, respondents repeatedly mentioned the
following suggestions: more support for balancing work and family, ensuring
equal evaluation and remuneration, equal conditions for career development,
increasing wages in line with current inflation, remove barriers that prevent women
from progressing to academic and leadership positions at the Faculty, etc.
• 71% of respondents said that working conditions allow them to balance work
with their personal and family life. Respondents would appreciate more
opportunities for teleworking, reduced or more effective administrative
procedures, and more support for parents with children.
• 52% of all respondents and 43% of international respondents believe that the
Faculty does enough to ensure that international employees receive the
same information as Czech-speaking employees.
• 21% of the respondents have encountered unethical behavior at the Faculty,
69% have not encountered such behaviour, and 11% are unable to judge.
Specifically, 30% of respondents had experienced discrimination and unequal
treatment, 29% had encountered bossing, and 19% had experienced mobbing.
• 55% of respondents know how to contact the MU Ombudsperson, 45%
answered negatively, which may be influenced by the fact that the role of the
Ombudsperson is relatively new at Masaryk University.
Training and Career Development
• 86% of the respondents consider the feedback from their supervisor to be
sufficient, 13% consider it insufficient. 69% of the respondents rate the support of
their supervisor in training and development of knowledge and skills as clearly
positive.
• It is positive feedback for us that 90% of respondents gave the new Training and
Development website on the MUNI Employee Portal a rating of 3, 4, or 5
stars.
• Respondents most frequently stated that they would welcome more language
courses (17% of responses), followed by more specific training (13% of
responses), training of leadership competencies (13% of responses), and training
focused on development of personal competences (13% of responses).
• 21% of respondents have tried Seduo (90 respondents), 12% of respondents
stated that they have not tried Seduo, but would be interested in using the platform.
5
Report from the questionnaire survey SCI MUNI 2023 – HR Award
87% of respondents using Seduo stated that they are "very satisfied or satisfied"
with the platform, 10% of respondents are "rather unsatisfied or unsatisfied".
• Respondents most often get to know about trainings via email (44%) and
newsletters (36%).
Other Suggestions for the Area of Employee Care
• In the upcoming period, respondents would particularly appreciate more support
from the Faculty in balancing work and personal life (18%) and support for
career development (16%).
• Net promoter score (NPS) - question would you recommend employment at the
Faculty of Science MU to your friends or relatives?, respondents were asked to
answer on a scale of 0 (under no circumstances) to 10 (very likely). We can see a
high frequency in the answers from 7 to 10, the NPS value is +15, which can be
interpreted as a high loyalty of employees towards their employer.
• The respondents repeatedly mentioned the following as specific suggestions for
the area of employee care: less administrative burden arising from the
requirements of the Dean's Office departments, especially the HR Department and
HR Award Office, work on the internal culture of the Faculty, ensure that ethics are
followed in the workplace, improve internal communication and informing
employees, provide more information about the support provided by HR Award
Office and HR Department, pay attention to the quality of support for international
employees, increase wages in relation to inflation, expand the benefits offered.
6
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Introduction
In December 2018, the Faculty of Science was the second Czech institution to receive
the HR Excellence in Research Award from the European Commission. In January 2019,
the Faculty started to implement a new strategy HSR4R (HR Strategy for Researchers).
In October 2020, a questionnaire survey was conducted at the Faculty in preparation for
the faculty's self-assessment after 2 years of implementation, i.e. Internal Review, and the
results of this survey were reflected in the revised action plan.
In 2024, after three years of implementing the revised action plan, the Faculty will reach
another important milestone - the Renewal of the Award. Therefore, another survey was
conducted between 18 October and 3 November 2023 to identify the extent to which the
practices already in place are useful for both the area of employee care and research. The
questionnaire survey also aimed to obtain further suggestions on how to further improve
quality of employee care at the Faculty, which will subsequently become part of the revised
action plan.
Methodology
The questionnaire survey was based on quantitative research design. All employees of the
Faculty of Science, Masaryk University in Brno were invited to participate in the survey via
e-mail with a link to an anonymous questionnaire in Microsoft Forms. The questionnaire
was available for completion from a computer, mobile phone or tablet without the need to
log in.
The questionnaire was published in two versions, containing a total of 21 questions. The
questions were closed, semi-closed, open or constructed in the form of a Likert scale.
The questions were divided into five sections according to their content:
Part 1: Basic Data Needed for Statistical Analysis of the Questionnaire
Part 2: Implementing the new HR Strategy (HRS4R/”HR Award”)
Part 3: Equal Opportunities and Ethics at the Workplace
Part 4: Training and Career Development
Part 5: Other Suggestions for the Area of Employee Care
The total number of employees was 1331 as of 18/10/2023. 422 respondents took part in
the survey and completed the sent questionnaire. This represented a return rate of 32%.
The structure of the respondents is described in more detail in the next chapter.
7
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Part 1: Basic Data Needed for Statistical Analysis of the
Questionnaire (Characteristics of Respondents)
Graph 1.1: Job Category
In terms of job category, the largest group of respondents were Academic Employees
(40%), with a total of 167 employees, while 28% of respondents were Researchers (nonacademic
positions), namely 117 people. 26% of the research sample consisted of Support
Staff in the field of operations/administration, namely 109 persons, the smallest
representation in the sample were Support Staff in the field of science and research (7%),
namely 29 persons.
8
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 1.2: Workplace
The most completed questionnaires were returned from departments within the
University Campus Bohunice, at a rate of 56%, while the smallest share was from the
dean's office (including the Central Library and the Botanical Garden), at 13%.
Graph 1.3: Gender
The respondent sample was made up of 52% women, with men representing 48% of
respondents. In terms of numbers, this meant 221 women and 201 men.
9
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 1.4: Job Category – gender
The largest proportion of women who completed the questionnaire work as Support staff operations/administration
(21%), while 16% of female respondents work as Researchers
(non-academic positions). The largest representation of men appears in Academic positions
(28%) and Research positions (12%).
Graph 1.4: Citizenship
87% of the respondents (368 out of 422) indicated Czech citizenship, 9% (39) indicated
nationality of another country within the EU and the remaining 4% (15) of the respondents
10
Report from the questionnaire survey SCI MUNI 2023 – HR Award
have citizenship in a country outside the EU. Thus, a total of 54 respondents with
citizenship other than the Czech Republic completed the questionnaire.
Graph 1.5: Supervisors
20% of all respondents were supervisors, i.e. 85 questionnaires out of 422 were
completed directly by faculty supervisors.
Graph 1.6: Job Category– supervisors
11
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 1.7: Joining the Faculty
61% of employees who completed the questionnaire started working at the Faculty of
Science before 2018, while 39% of respondents started in 2018 and later.
Part 2: Implementing the new HR Strategy (HRS4R/”HR
Award”)
Graph 2.1: Do you know that in 2024 the Faculty has to renew the HR Excellence in
Research Award logo granted by the European Commission?
12
Report from the questionnaire survey SCI MUNI 2023 – HR Award
A positive answer was given by 59% of employees, while 41% of respondents answered in
the negative.
Comparison with 2020: positive answer 78%, negative 22%.
It is interesting to compare the answers to this question with regard to the start date of
the employee at the Faculty of Science, MU, as the following graph shows.
Graph 2.1.1: Responses from respondents who joined the Faculty before 2018
63% of respondents who joined the Faculty of Science before 2018 answered in the
affirmative.
Graph 2.1.2: Responses from respondents who joined the Faculty in 2018 and later
13
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Within the sample of respondents who started in 2018 and later, we recorded a positive
response in 52%.
Graph 2.2: In your opinion, is it visible in the everyday operation that the Faculty has been
trying to improve processes and services in the area of employee care for the last 5 years?
47% of respondents answered in the affirmative, 18% of respondents answered in the
negative, while 35% of respondents stated that they could not assess the situation.
Comparison with 2020: in 2020, 39% of respondents answered the same question
positively, 22% negatively, and 39% of respondents said they could not assess the
situation.
In the graphs below we can evaluate the answers with respect to when the respondents
entered the Faculty.
14
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 2.2.1: Responses from respondents who joined the Faculty before 2018
Graph 2.2.2: Responses from respondents who joined the Faculty in 2018 and later
More than half of the respondents (51%) who joined the faculty before 2018 answered
positively to this question, and of those who joined in 2018 or later, 41% answered
positively.
15
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 2.3: Please evaluate the usefulness of the new practices implemented into the
daily operations of the Faculty in the period 2019 - 2020:
It is clear from the graph, that the respondents reported significant benefits in these
areas: Creation of the new bilingual Faculty websites including the new Faculty Career
website (86% positive answers), implementation of bilingual Faculty communication and
translating of all relevant Faculty documents into English (86%). The responses show a
significant proportion of neutral answers ("I´m not able to assess") for the System of
Positions and Job Titles (35%), the Recruitment Procedure (34%) and the Career Code
(33%).
16
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 2.4: Please evaluate the usefulness of the new practices implemented into the
daily operations of the Faculty in the period 2021 - 2023:
Respondents most frequently rated the launch of the MUNI Employee Portal as useful
(76%). A significant proportion of neutral responses ("I´m not able to assess") is evident
in the responses for the Onboarding process (39%) and the involvement of the faculty in
the establishment of Elánek children's groups (37%). An increase in "not useful" responses
is evident in the Employee evaluation process (18%).
Comparison with 2020: In 2020, respondents also reported significant benefits in
areas related to the introduction of bilingual communication at the Faculty - Ensuring the
translation of important Faculty materials and standards in English (89% positive
answers), Introduction of bilingual Faculty communication (92% positive responses) and
Creation of new bilingual Faculty sites (91%). Respondents also gave the most negative
answers to the Employee evaluation process (10%).
17
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 2.5: Do you have experience with preparation and organization of selection
procedures at your workplace (either in an administrative support role, as a committee
member or as a supervisor)?
116 respondents, representing 27% of the research sample, has experience with
preparation and organization of selection procedures. The following questions focused on
their experience with the selection process and cooperation with the dean's office.
Graph 2.6: How satisfied are you with the support of the Faculty Dean's Office in
organizing selection procedures at your workplace?
18
Report from the questionnaire survey SCI MUNI 2023 – HR Award
63% of respondents are very satisfied or satisfied with the support of the Dean's Office
in realization of the selection procedures, 11% are rather unsatisfied or unsatisfied.
Open ended question: If you are not satisfied with the support for selection procedure at
your workplace, what do you think is not working well or is missing? (optional)
This additional question was only available to respondents who answered "rather
unsatisfied or unsatisfied" to the previous question.
Dissatisfaction with the high administrative burden of preparing the selection
procedure was a recurring theme in responses to this open-ended question, and
respondents would have appreciated more support from Dean's Office staff in preparing
advertisements and translating them into English.
Graph 2.7: Do you think that the new recruitment procedure brings a higher quality of
applicants to the MU Faculty of Science?
The responses to this question show almost equal proportions of positive (26%) and
negative (25%) responses.
19
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Part 3: Equal Opportunities and Ethics at the Workplace
Graph 3.1: Do you think that the Faculty does enough to provide all employees with the
same conditions for professional career development?
40% of respondents stated that the Faculty does enough to provide all employees with the
same conditions for their professional career development. 12% answered negatively.
Graph 3.1.1: Responses according to gender
20
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.1.2: Responses from international employees
Foreign respondents show an increase in negative responses (20%) compared to the
overall responses to this question.
Open ended question: What else should be changed to provide all employees with equal
conditions? (optional)
In answering this open-ended question, respondents repeatedly mentioned the following
suggestions:
• More support for work-life balance (teleworking, part-time work, job-sharing,
children's groups, changing tables for children),
• ensure equal evaluation and remuneration according to position, gender,
increase wages according to current inflation,
• ensure equal conditions for career development of academics, researchers and
support staff,
• remove barriers that prevent women from progressing to academic and
leadership positions at the Faculty,
• more control over the management of individual departments, to prevent
clientelism,
• ensure equal conditions and opportunities for career development for both
Czech and foreign employees,
• provide employees with sufficient training opportunities and conditions for
development,
• better communicate career development opportunities to employees in the
workplace,
21
Report from the questionnaire survey SCI MUNI 2023 – HR Award
• more cooperation, openness and understanding between faculty units,
• not to overload employees with excessive paperwork.
Graph 3.2: Do the working conditions at your workplace allow you to balance work with
your personal and family life?
71% of respondents answered in the affirmative, 24% of respondents answered
neutrally, while 15 respondents said that the conditions at their workplace do not allow
them to balance work and personal life.
Graph 3.2.1: Responses according to gender
22
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.2.2: Responses from international employees
Open ended question: What would help you better balance work with your personal and
family life? (optional)
In response to this additional open-ended question, respondents provided the following
suggestions:
- the possibility of wider use of teleworking,
- higher financial remuneration,
- reducing administration or making it more effective, which is taking up an
increasing proportion of working time,
- more support for parents with children (children's area available at the
workplace, cheaper and more accessible children's group Elánek, support for parttime
work),
- reduced workload,
- better parking conditions on the Campus.
23
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.3: Do you think the Faculty does enough to ensure that foreign employees
receive the same information as Czech-speaking employees?
Graph 3.3.1: Responses from international employees
Comparison with 2020: In 2020, it was evident that respondents saw room for
improvement in this area. Only 32% of international respondents were satisfied with the
level of information provided by the Faculty, 65% of international respondents were
partially satisfied. There is therefore a positive trend in the current responses of
international employees compared to the 2020 outputs.
24
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.4: Have you ever encountered unethical behavior during your work at the MU
Faculty of Science?
69% of the respondents stated that they had never encountered unethical behaviour
during their work at the Faculty. 21% of the respondents have encountered
unethical behavior in the Faculty, 10% of the respondents have direct experience
with unethical behavior, and 11% of the respondents have witnessed unethical behavior.
Comparison with 2020: In 2020, the question in the questionnaire was formulated more
specifically: As part of your work at the Faculty of Science, MU, have you ever encountered
discrimination? 84% of respondents stated that they had not encountered discrimination
as part of their work at the Faculty of Science, however, 16% of the research sample stated
that they had encountered discrimination in person or in the case of a colleague.
25
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.4.1: Encounters with unethical behaviour – responses according to gender
Graph 3.4.2: Encounters with unethical behaviour – men
68% of men have not encountered unethical behavior in the workplace, 6% report
direct experience with unethical behavior, and 13% of male respondents have witnessed
such behavior.
26
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.4.3: Encounters with unethical behaviour – women
69% of women have not experienced unethical behavior in the workplace. Compared
to men, women are more frequently reporting direct experience with unethical behavior
in the workplace (13%).
Graph 3.4.4: Responses from supervisors
Supervisors reported direct experience with unethical behavior more often than
other respondents (16%), and were also more likely to have witnessed such behavior
(16%).
27
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.4.5: Responses from international employees
Graph 3.5: If yes, what type of behavior was that?
Only respondents who answered "yes, I have direct experience" or "yes, I have
witnessed it" in the previous question answered this question, which represented 21% of
respondents (87 out of 422 total). 30% of respondents had experienced discrimination
and unequal treatment, 29% had experienced bossing and 19% had experienced
mobbing.
28
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 3.6: Do you know how to contact MU Ombudsperson if necessary?
55% of respondents answered in the affirmative, 45% answered negatively, which may
be influenced by the fact that the role of the Ombudsperson is relatively new at Masaryk
University.
Part 4: Training and Career Development
Graph 4.1: How do you rate the feedback on your job performance that is given to you
by your direct supervisor?
86% of respondents consider feedback from their supervisor to be sufficient.
29
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.1.1: Responses according to gender
Graph 4.1.2: Responses from international employees
30
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.2: Does your direct supervisor support you in learning and developing your
knowledge and skills?
69% of respondents rate their supervisor's support in learning and developing their
knowledge and skills positively.
Graph 4.3: Please rate how do you like the new Faculty section of the MUNI Employee
Portal Education and Development:
https://portal.muni.cz/en/sci/employees/personal/education-and-development, which
provides information about the education and development offer on the Faculty level and
across the University:
Respondents gave stars in the number of min. 1, max. 5. It is a positive feedback for us
that 90% of respondents gave 3, 4 or 5 stars to the new website.
31
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.4: In what area would you like to have more trainings offered?
Respondents most frequently stated that they would welcome more language courses
(17% of responses), followed by more specific training (13% of responses), training of
leadership competencies (13% of responses), and training focused on development of
personal competences (13% of responses).
32
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.4.1: Responses from supervisors
Supervisors would most often welcome training on leadership competences (19%),
language courses (16%) and training on developing personal competences (13%).
33
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.5: Do you have practical experience with the Seduo training platform?
21% of respondents have tried Seduo (90 respondents), 12% of respondents stated that
they have not tried Seduo but would be interested in using the platform.
Graph 4.5.1: Responses from supervisors
34
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.6: How satisfied are you with the Seduo training platform?
Only respondents who answered "yes, I have tried Seduo" to the previous question
answered this question. 87% of respondents using Seduo stated that they are very
satisfied or satisfied with the platform. 10% of respondents are rather unsatisfied or
unsatisfied.
Graph 4.6.1: Responses from supervisors
88% of supervisors using Seduo are very satisfied or satisfied with it, 8% are rather
unsatisfied or unsatisfied.
35
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.7: Did you attend the Respect at Universities workshop on sexual harassment
prevention organized by Cerpek MU?
13 of respondents had attended a CERPEK workshop, 4 of them were supervisors.
Graph 4.8: Please express your satisfaction with the workshop:
The scale was set on the principle of "school evaluation": 1=positive evaluation,
5=negative evaluation
36
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Graph 4.9: Select the two most frequent ways how you usually get to know about training
opportunities:
Respondents most often get to know about trainings through emails (44%) and
newsletters (36%).
Graph 4.9.1: Responses from supervisors
For supervisors, the situation is similar.
37
Report from the questionnaire survey SCI MUNI 2023 – HR Award
Part 5: Other Suggestions for the Area of Employee
Care
Graph 5.1: Please select two areas of employee care on which the Faculty should focus in
the upcoming period, or provide your own suggestion in the “other” field:
Within this question, the respondents had to choose two of the most important areas from
their perspective or state their own in the additional open field. The results show that
respondents would especially appreciate greater support in balancing work and
personal life (18%) and support for career development of employees (16%). 13%
of responses were given to the areas of improvement of working conditions, awareness in
the field of creative scientific activity, popularisation of research results and employee
awareness of what is happening at the Faculty.
Supplementary suggestions from individual comments included respondents appreciating
a wider range of benefits, less administrative burden, more support for staff well-being or
sufficient and timely information about grants from the Project support office.
Srovnání s 2020: V r. 2020 tato otázka v dotazníku nezahrnovala oblast podpory při
slaďování osobního a pracovního života, nicméně největší četnost v odpovědích tehdy
získala oblast podpory kariérního rozvoje zaměstnanců (24%). Druhá nejčastěji uváděná
38
Report from the questionnaire survey SCI MUNI 2023 – HR Award
byla oblast informovanost v oblasti tvůrčí vědecké činnosti, popularizace výzkumných
výsledků (18%).
Comparison with 2020: In 2020, this question in the questionnaire did not include the
area of support in balancing work and personal life, however, the area of support for
career development of employees (24%) was the most frequent in the responses at that
time. The second most frequently mentioned was the area of awareness in the field of
creative scientific activity, popularisation of research results (18%).
Graph 5.2: Would you recommend employment at MU Faculty of Science to your friends
and relatives?
Respondents were asked to answer on a scale of 0 (under no circumstances) to 10 (very
likely). Based on the graph, a high frequency in responses in the range 7 to 10 is evident,
which can be interpreted as showing a high loyalty of employees to the employer.
Graph 5.2.1: Net promoter Score
39
Report from the questionnaire survey SCI MUNI 2023 – HR Award
This rating scale is known as the Net Promoter Score. The NPS takes values between -100
and 100 inclusive, with a higher value meaning a higher loyalty of the examined persons.
NPS values below zero are usually interpreted as a sign of loyalty problems, the result is
considered good in the range of 0-50, excellent in the range of 50-70, and a result above
70 is considered exceptional.
Open ended question: We welcome your further suggestions or comments related to the
area of employee care and HR processes at the Faculty (optional):
Respondents repeatedly mentioned the following suggestions:
- less administrative burden arising from the requirements of the Dean's
Office departments, particularly the HR Department and the HR Award Office,
- work on the internal culture of the Faculty, ensure that ethics are followed
in the workplace (regularly evaluate the evaluation outputs, training on correct
behaviour, support cooperation between academic and support staff),
- improve internal communication and informing employees, to make them
aware of the support provided by the HR Award Office and the HR
department,
- quality of support for international employees (translation of websites, HR and
economic documents, language skills of support staff),
- inflationary wage increases, transparent remuneration rules,
- extension of benefits offered (language courses, teambuilding events, limited
benefits offer),
- need to investigate the quality of catering and cleaning services, address
parking (Campus),
- care for new employees,
- more opportunities available for employee training,
- to enable more teleworking.