USA Operations Centers Employee Insight Suite (EIS) May 2017

State/Area Exceptions

As this policy is reviewed, please note the following State/Area for which exceptions exist:

Not Applicable

Specific details on each exception may be found within the General Information section of this text.

Overview

The EIS is a comprehensive survey package that includes two quarterly surveys, the Employee Voice (Voice) and Organizational View (View), and an optional “as needed” survey, the Link to Action. To better know, understand, and address areas of concern, the Voice and View surveys use a model-based approach. These surveys include comprehensive topic coverage to promote a deeper awareness and facilitate in-depth reporting. All responses will be combined and reported on a group basis with a minimum of 30 responses per group (e.g., by unit division, Hub/Non-Hub).

EMPLOYEE VOICE The Voice survey focuses on topics related to employee experiences and job attitudes such as workload, fairness, emotional exhaustion, coworker support, autonomy and influence.

ORGANIZATIONAL VIEW The View survey focuses on topics related to organizational factors such as executive behaviors, supervisor behaviors, satisfaction with Benefits, career growth, pay, diversity, inclusion, developmental opportunities and change fatigue.

LINK TO ACTION The Link to Action survey is optional and is customized for each administration from a comprehensive library of topics. This topic library contains the relationships (drivers-outcomes) that are a critical feature of the Voice and View surveys. This will help identify possible factors that have led to changes in outcome scores. In addition, more insightful trends for a business area or department revealed through the Voice and View surveys will inform what issues to probe in greater detail through the Link to Action. This approach to drilling down to root causes through the Link to Action will provide business areas a better understanding of what is driving perceptions and guide action planning to improve the business area.

General Information

SURVEY ADMINISTRATION SCHEDULE The Voice and the View are administered to employees each quarter (February, May, August and November). Every six months, employees are asked to complete either the Voice or View survey, allowing employees to complete each survey in a one-year timeframe. For example, an employee may receive the Voice in Q1 and the View in Q3. Each survey should take approximately 10-15 minutes to complete. It is important that employees complete both surveys in order to provide a complete picture of the drivers of employee experiences and outcomes. The surveys are voluntary, and employees should be encouraged, but not compelled, to complete them. The Link to Action will be given only to business areas that request this survey through their HREC Business Partner. The Link to Action is a voluntary survey for all departments, functions and areas.

TIME NEEDED TO TAKE SURVEYS Employees play a critical role in the Joyner vision to be customer-centric. Non-customer facing employees provide services to customer-facing associates that can directly impact the customer experience. For a Outstanding customer experience, it is essential to understand employees’ views and identify potential areas that could be improved.

Leaders should encourage their employees to take the surveys during working hours as well as encourage and support careful responding. The time used to complete any survey is considered as Time Worked. (See Pay Policy for U.S. Employees). Without leadership support for these surveys, it is difficult to collect the most accurate information from employees regarding their experiences and potential areas of concern. When a greater number of employees are able to respond, we are better equipped to provide leaders with more actionable and accurate survey results.

Groups of employees under Workforce Management processes may need time built into their schedules to take these surveys. Management should consider what workforce implications this will have on the business area and plan accordingly.

EEI AND OEI Two measures are calculated from the Voice and the View results, Employee Engagement Insights (EEI) and Organizational Environment Insights (OEI).The EEI is a scorecard measure of Job Satisfaction, Organizational Commitment and Job Initiative which are three outcomes linked closely to employee engagement.

The OEI measures employee perceptions of the environment our leaders create and influence as measured in the following five survey topics: Diversity, Inclusion, Developmental Opportunities, Recognition and Knowledge of Performance.

BREAKOUT GROUPS Standard breakouts are available by Quarter, Location, Job Group, Tenure and Supervisor, as long as there are at least 30 responses within the group.

REPORT ACCESS HR Business Partners and HREC Workforce Analysts have access to all reports. A list of business leaders who should have access to their respective functional area’s reports is maintained. If accesses need to be removed and/or added, please send in a request via email to hr@joynertransportation.com.

ADDITIONAL SURVEY INFORMATION NEEDED Once departments have their Voice and View results, they should discuss the information with their HR Business Partners (HRBPs). If there is a need for additional information to determine further actions, HRBPs can discuss ways to dive deeper into the existing data. With an appropriate business case, additional research can be completed which might include the following: additional surveying, focus groups, operational data, and other employee data. The Link to Action survey is one of the avenues available to obtain that information. Departments representatives will work with their HR Business Partners to select topics to include in their Link to Action survey. The Link to Action will help identify potential underlying causes behind issues identified by the other two surveys.