Survey Metrics Pack

SuccessFactors NA

Workforce Analytics
Measure and Dimension Definitions
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Table of Contents
1. Overview ____________________________________________________________________________ 4
2. Data Graphic _________________________________________________________________________ 5
3. Base Input Measures __________________________________________________________________ 6
4. Reporting Structures __________________________________________________________________ 7
4.1 Time Dimensions ......................................................................................................................................... 7
4.2 Structural Dimensions ................................................................................................................................. 7
4.3 Survey Dimensions...................................................................................................................................... 8
5. Derived Input Measures ________________________________________________________________ 9
6. Result Measures _____________________________________________________________________ 10
7. Appendix Survey Examples __________________________________________________________ 11

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1. Overview
Survey results can often be difficult to interpret if they are presented as question-by-question detail without
aggregated indices. The survey metrics pack allows organizations to report a number of questions or indices
together to grasp a holistic perspective of opinions and identify weak areas of the organization.

Employee survey data is incredibly rich in information as it can provide insight into what people are thinking and
potentially planning to do (e.g. intention to stay). The value of adding this to workforce data is that it allows
organizations to validate survey findings and test if, for example, people who indicated intention to leave actually
did leave the organization.

Another example of such analysis may be to track employee opinion/engagement and investigate the correlation of
this to employee turnover and absence, to highlight areas of the organization requiring the most attention. A further
piece of work leading from this linkage data could be to investigate potential cost savings by reducing turnover /
absence in those high priority areas.

Some of the more popular business questions you may be able to answer through this metrics pack include:
What percentage of our employees are fully engaged and are doing their best work at all times? How
does this vary across functions and lines of business? How does this compare to our competitors? How
does this correlate to actual productivity within our company?
What percentage of our employees would say they are committed to the organization? Why are they
committed? How does this vary across our organization? How does this correlate to average tenure?
How does this compare to our competitors?
Do we know/understand our employees perceptions of their marketability? Are we paying at or above
market rate and if so are we communicating this to our employees? If we are paying below market rate are
we actively communicating the other benefits of working at our company?
Do we have a leading indicator of turnover intentions for our employees? What percentage of our
employees are actively looking for jobs (i.e. applied for positions in the last 6 months)? What percentage
are passively looking (i.e. searching job posting sites in the last 6 months)? How does this correlate to
actual retention rates?
What do employees value most in the employee value proposition? Are we focusing on the areas that our
employees value most (i.e. manager effectiveness, benefits, training, flexibility, etc.), are least satisfied
with and are the easiest for us to change?
What is the average number of hours employees are working per week? What is the average commute
time for our employees? Are employees reporting high-levels of stress in their jobs?
What are our employee perceptions of manager effectiveness in our organization? Is there a high
correlation between the effectiveness of our managers and workforce satisfaction in our organization?

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2. Data Graphic
The following diagram provides a summary view of the Survey Metrics Pack measurement framework.

Source Data Fields Base Input Measures Result Measures

Survey Data Question / Index Sum
Question / Index Result Measure
Linked Option Type Option
Type Option
Employee Id (This is displayed as the number of Derived Input Measures (e.g. Employee Engagement Index is calculated
Employee Email Address favorable, neutral and/or unfavorable
Question / Index Sum Category as a percentage of respondents scoring
responses)
favorably, neutrally and/or unfavorably to
Stand-Alone / Anonymous

SuccessFactors Data Transformation

(e.g. Employee Engagement category the Employee Engagement category questions)
Option Aggregate Option
(This is displayed as a total value of may be derived from Q1, Q2 and Q3)
Demographic Data
Aggregate Option
responses)
(e.g. Employee Engagement Index is
Survey Date Total Number of Responses
calculated as an average to the total number of
Survey Question / Index
responses)
Survey Response / Result
Employee Commitment Index2
Configuration Data
Employee Engagement Index2
Codes & Descriptions
Dimensions/Hierarchies Employee Retention Index2
Reporting Structures
Time Period (Calender, Fiscal) Market Opportunity Index2
Hierarchy 1 (Organizational Unit)1 Offer Fit Index2
Hierarchy 2 (e.g. Location) 1
Survey Scale

Note:
The SuccessFactors membership generally includes the integration of up to twenty survey questions.
If the data is provided at the employee level, a sample size restriction is applied so that employee isolation cannot be achieved.
SuccessFactors will publish up to five analysis dimensions for the Stand-Alone / Anonymous Option if this information is captured (e.g. gender, age, job family etc.). Supplementary Demographic
Data for the Linked Options can be evaluated for inclusion if required.
SuccessFactors will publish up to one standard survey scale.
If the data does not include employee ids or departmental ids etc. then primary data analyses will not be available (e.g. organizational structure, age, gender) unless this information is captured
within the survey data.

1 May link to Workforce Analytics Core Workforce data via the employee identifier (if provided).
2 Index measures will be included if available in the data

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3. Base Input Measures

The Survey Metrics Pack measurement framework supports the generation of the following base input measures.

Measure
Base Input Measure Description
Category
The number of respondents answering favorably to the individual
Type Option Employee Survey Data question.
Question / Index Sum (e.g. Strongly Agree or Agree)
Favorable Responses Note: response values may be numerically indexed or yes/no
etc.

. .

The number of respondents answering neutral to the individual

Type Option Employee Survey Data question.
Question / Index Sum (e.g. Neither Agree nor Disagree)
Neutral Responses Note: response values may be numerically indexed or yes/no
etc.

. .

The number of respondents answering unfavorably to the

Survey
Type Option individual Employee Survey Data question.
Question / Index Sum (e.g. Strongly Disagree or Disagree)
Unfavorable Responses Note: response values may be numerically indexed or yes/no
etc.

. .

The total value of respondents to the individual Employee Survey

Aggregate Option Data question.
1
Question / Index Sum Total Note: response values are indexed numerically.
(e.g. 1.Strongly Agree, 2.Agree, 3.Neither Agree nor
Disagree, 4.Disagree, 5.Strongly Disagree)

. .

The total number of respondents to the individual Survey Data

Total Number of Responses
question.

1
Question / Index Sum Total is not published on the site. It is created to enable the calculation of the Result Measure Average or Index.

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4. Reporting Structures
The Survey Metrics Pack measurement framework supports the generation of the following dimension hierarchies.

Dimension
Dimension / Hierarchy Description
Category
Allows analysis of measures across calendar years with
Time Period / Calendar
breakdowns at quarter and month level.
Time
Allows analysis of measures across fiscal years with breakdowns
Time Period / Fiscal
at quarter and month level.
Allows analysis of measures across the organizations reporting
Hierarchy 1 structure with breakdowns for each level in the structure tree.
(Organizational Unit) Links to Core Workforce data via the employee identifier if
supplied.
Structure Allows analysis of measures across another of the organizations
reporting structures with breakdowns for each level in the structure
Hierarchy 2
tree.
(e.g. Location)
Links to Core Workforce data via the employee identifier if
supplied.
Allows analysis of measures by the standard survey scale:
Survey Survey Scale
Favorable, Neutral, Unfavorable or categories specific to member.

4.1 Time Dimensions

Time dimensions provide for the breakdown of measure values across consecutive periods of time (years, quarters
and months).

Refer to the Core Workforce and Mobility Metrics Pack for further information and example views of the time period
dimension for a calendar and a fiscal reporting year.

4.2 Structural Dimensions

Structural dimensions provide for the breakdown of measure values across administrative and geographic
structures.

Refer to the Core Workforce and Mobility Metrics Pack for further information and example hierarchies.

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4.3 Survey Dimensions

The standard framework provides a single tree for each of the following dimensions.

4.3.1 Survey Scale Dimension (if rollup is required)

This dimension provides a two level breakdown. The top of the tree is referred to as All Survey Scales. The
second level breakdown is member specific.
E.g.

Survey Scale
1. Strongly Agree
Favorable
2. Agree
Neutral 3. Neither Agree nor Disagree
4. Disagree
Unfavorable
5. Strongly Disagree

4.3.2 Survey Scale Dimension (member specific)

This dimension provides a single breakdown level. The top of the tree is referred to as All Survey Scales. E.g.

Survey Scale
1. Strongly Agree
2. Agree
3. Neither Agree nor Disagree
4. Disagree
5. Strongly Disagree

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5. Derived Input Measures

Through the filtering of base input measure by dimension categories, a rich set of derived input measures can be calculated.

Category Base Measure Derived Measure Filter / Calculation

Questions: <Member Specific Questions>

e.g.
<Member Specific Category>
Q1. I like the kind of work I do
Survey Question / Index e.g. Employee Engagement
Q2. My work gives me a feeling of personal accomplishment
Q3. My job makes good use of my skills and abilities
. .

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6. Result Measures
Base input measures and derived input measures are combined in formulas to calculate result measures. Through the specification of formulas combining
both base and derived input measures a rich set of result measures can be calculated.

Category Sub-Category Measure Calculation

Type Option
(Question / Index Result Favorable Responses / Total Number of
Question / Index Result Measure
Responses) * 100
e.g. Employee Engagement Index
. .
Aggregate Option
Question / Index Result Measure Question / Index Result Total / Total Number of Responses
e.g. Employee Engagement Index
Survey Metrics
. .
1
Employee Commitment Index As provided by the member
1
Employee Engagement Index As provided by the member
1
Employee Retention Index As provided by the member
1
Market Opportunity Index As provided by the member
1
Offer Fit Index As provided by the member

1
Index measures included if available in the data.

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7. Appendix Survey Examples

7.1.1 Survey Result Index Example
Survey Result Index File Format Example

Flexible Flexible
Manager Manager Work Work
Work Work Hours Hours
Employee Id Date Quality Quality Challenge Challenge
Environment Environment Satisfaction Importance
Satisfaction Importance Satisfaction Importance
Satisfaction Importance
00001 2009-09-30 (1.00) 0.33 0.00 (0.66) 0.33 0.00 0.33 0.33
00002 2009-09-30 (0.33) (0.66) 0.33 (0.33) (0.66) 0.33 0.00 0.33
00003 2009-09-30 (0.66) (1.00) (1.00) (1.00) (1.00) (1.00) (1.00) (0.33)
00004 2009-09-30 0.33 0.33 (0.33) (0.66) 0.33 (0.33) 0.33 0.66

Survey Result Index Category Example

Manager Quality
Development & Work
Work Challenge
Environment
..
Flexible Work Environment
Work-Life Balance Hours
..

7.1.2 Survey Category Example

Category Question Type
External Equity
Health Benefits
Internal Equity
Compensation & Benefits Satisfaction Stock Options
Retirement Benefits
Base Pay
Bonus

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Category Question Type

Manager Quality
Work Challenge
Empowerment
Internal Mobility
Development & Work Environment Satisfaction Project Responsibility
Co-worker Quality
Recognition
Promotion Opportunity
Job Fit
Location
Flexible Work Environment / Work-Life Programs
Work-Life Balance Satisfaction Hours
Travel
Vacation
Diversity
Company/Product Brand
Company Environment Satisfaction
Senior Team Quality
Risk Taking
Employee Retention Index
Employee Engagement Index
Employee Commitment Index
Metrics
Market Opportunity Index
Manager Quality Index
Offer Fit Index

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