The 2020 Employee Survey

Confidentiality

Answers are collected by Grapevine Survey, collated and the results are returned to FDOT without any individual information

Comments are grouped by cost center, analyzed for trends and provided back to the district in cost center groupings

Cost center managers see the comments

Definitions

Terms are defined on the top of each survey page if you use a hard copy, otherwise they are available on each screen.

dIRECT sUPERVISOR(who you report to)

EMPLOYEE...................SUPERVISOR

Alter, Ivana...................Penny Anthony

Anthony, Penny............Richard Moss

Berg, Pat........................Joe Murphy

Beverly, Jim....................John Brennan

Brennan, John...............Penny Anthony

Colin, Suamy.................Ivana Alter

Cooper, Susan..............Andrew Nappi

Crew, Ron......................Penny Anthony

Hernandez, Yemile.......Andrew Nappi

Hiney, Tracy...................John Brennan

Knippen, Justin..............John Brennan

Lawrence, Jackie...........Penny Anthony

Lopez, Michael..............John Brennan

Maroney, Ryan..............John Brennan

Marsh, Mary..................Ivana Alter

Mazili, Hayat..................Ivana Alter

McTeer, Bill....................Ivana Alter

Murphy, Joe...................Ron Crew

Nappi, Andrew..............Ron Crew

Wittmeyer, Lonnie........Ivana Alter

Ziatas, Esther.................Lonnie Wittmeyer

2nd Level supervisor(who your supervisor reports to)

FIRST LEVEL................................SECOND LEVEL

Wittmeyer......................................Ivana Alter

Nappi & Murphy...........................Ron Crew

Brennan, Alter & Crew.................Penny Anthony

upper management-Managers above your 2nd level supervisor, but below the District Secretary (or Anyone on the executive team)

Ron, Ivana, John & Jackie: D7 Secretary (Skip section because it's covered under executive team questions)

Andrew, Lonnie, Joe, Suamy, Mary, Hayat, Bill, Jim, Tracy, Justin, Michael, Ryan, Pat, Esther, Susan & Yemile: Penny Anthony or Richard Moss (okay to complete)

EXECUTIVE TEAM

PLUS:

Erik Fenniman, General Counsel

Huiwei Shen, Chief Planner - Planning

Chief Technology Officer

Chief of Staff

Chief Engineer

Kevin Thibault Courtney Drummond Tom Byron Stacy Miller

FDOT Secretary Asst Sec Eng & Ops Asst Sec Strat Dev Asst Sec Fin & Admin

LK Nandam Greg Evans Phillip Gainer Gerry O'Reilly Mike Shannon Jim Wolfe David Gwynn Nicola Liquori

D1 Secretary D2 Secretary D3 Secretary D4 Secretary D5 Secretary D6 Secretary D7 Secretary Exec Dir

Turnpike

Work unit

The office, work group, or unit that you are a part of

Choose the smallest unit that applies. . . sometimes ROW, sometimes:

• Acquisition
• Relocation
• Production
• Appraisal
• Records & Funds
• Property Management
• Management Support
• Operations

tools and resources

Office Supplies needed to do your job, Building Services or the Facility

equipment

FDOT Vehicles, hand tools (measuring wheels, lock clippers, tape measures, cameras, cones, etc.)

technology

Computers, phones, internet connectivity, software, applications or other electronic devises

Comments

For ROW, what you'd like to see us stop, improve, innovate, change, or keep the same

Remember, the results will be returned for the cost center--no specifics.

If you have criticisms, I ask that you include a recommended remedy, i.e. if I feel my supervisor isn't fair to me, acted inappropriately, etc., I could recommend that my supervisor take emotional intelligence training, or CPM, etc. This will help the cost center identify meaningful action items.

demographics

Particulars about you & your Cost Center (751)

Demographics

You work in District 7, Right of Way, Cost Center 751

Your Service Classification--Career Service (agents, accountants, AA, appraisers), Select Exempt managers, supervisors, confidential), ROW doesn't have any Senior Mgmt (see: your position description, 1st line)

The number of years you have been employed by FDOT (see: Work Information/PF Key Service Dates--Creditable Service Months/12)

personal satisfaction

Training and advancement

With the exception of basket weaving, you ask and you receive

Minimum 40-80 hours per year encouraged

We have Leadership & Supervisor Academy candidates

What Have we been doing the last 2 years?

Joe-leadership academy

Mary—learning multiple tasks related to property management & administration

Ivana--learning & bringing continuing services contracts into ROW

Esther--training program graduate

Pat—handling all project-wide utility coordination

Ryan—learning contracting for ROW benefit & selecting the best for appraisal

Tracy—learning business damages and the relationship to value & cures

Hayat—learned, gained experience & exceeded learning expectations beyond training

Yemile-training program graduate

Suamy—learning way more beyond budget

equipment

and

technology

What we have been doing the past 2 years?

Scanners, tablets, laptops, phones as requested

Tried out digital measuring devise

Docusign

work environment

What Have we been doing the last 2 years?

. . . on the safety side. . .

Reviewed Safety inspection reports in staff meetings

You take safety seriously—tailgating issue in D1 that we addressed in ROW, then Districtwide

Supervisors, managers & facilities take safety suggestions seriously (sidewalk maintenance, active shooter, tail gating, etc.)

FDOT safety standards are Reviewed annually in safety meeting

What have we been doing the last two years?

. . . On the Employee empowerment

We ask for your opinion, for your insights, showed respect for your personal preferences for recognition, seek your suggestions for significant achievements, encourage you to innovate, had crucial conversation training for all staff, brought shout-outs back to the stand-up meetings, recognize your innovation, told you you are important to us and employees come first.

awards

and

recognition

Supervisors strive to say thank you in a timely manner

e-plauses

Thank you notes

MANY Awards received

Applause on the Spot

Bulletin Board

leadership satisfaction

Seven questions for each level of management

• I believe what _________ supervisor tells me
• I respect my _________ supervisor
• My ________ supervisor is an effective leader
• My ________ supervisor treats me with respect
• My ________ supervisor values my contributions
• My ________ supervisor provides continuous feedback that affords me opportunity to improve my performance

Direct supervisor~2nd level supervisor~upper mgmt~Executive team

communicAtions

ENCOURAGEMENT & COMMUNICATION

Performance expectations are known and I can see how we're doing in monthly performance (chart) feedback, boss to employee communication communication emphasized (through stand-ups, quarterly staff meetings, section staff meetings, impromptu staff meetings, one-on-ones, emails, drop-ins, surveys, atta-boys, awards, honorable mentions . . .from all levels including Secretary Gwynn

innovation

Three questions:

• I feel comfortable submitting an idea
• My direct supervisor is open to innovative ideas
• My 2nd level supervisor is open to innovative ideas

What Have we been doing the last 2 years?

Innovators Team Improved

Supervisors have open door policy to help encourage people to discuss ideas and get support through fruition

Mobile Phones

Right of Way went paperless

(to the degree possible)

Tablets & laptops

Vital Few

A.R.T. (Attract-Retain-Train)--email about ART team asking for your ideas

Improve Safety--it's been our secretary's focus from day one

Enhance Mobility

Innovation

September 2019

November 2019

December 2019