BIMS survey overview and graphs 1 
Ballard Integrated Managed Services
Douglas Medical Cen er
New survey will attempt to correct several deficiencies from previous survey:
Low response rate will be corrected by informing employees why the survey was needed, alleviating concerns regarding confidentiality, and informing employees what the information would be used for.
Poor wording or metrics for the survey were going to be corrected by having senior management take the survey to provide input on how the survey was to take, and having several craft workers who were on medical leave would take the survey because they were not going to take part in the new survey and would be more impartial. Senior management would again review the document to try to improve it.
Because many employees who were surveyed were satisfied with their jobs, Ms. Horner decided to focus on the population that actually quit their jobs through exit interviews to determine what signs a disgruntled employee who was apt to leave would exhibit.
Responses to 1-10
Male: Female ratio
3.5
3
23
2.5
Primary reason to quit
55
2
33
Male
18
19
Female
1.5
1
35
Department ratio
0.5
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
10
32
36
Food
Housekeeping
Maintenance
2. I do not like my supervisor.
4. I am not satisfied with my shift.
0
Why maintenance employees quit
Why food employees quit
1
1 1
6
11
2
5
13
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
2
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
2. I do not like my supervisor.
4. I am not satisfied with my shift.
Why housekeeping employees quit
21
5
11
17
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
2. I do not like my supervisor.
4. I am not satisfied with my shift.
2. I do not like my supervisor.
4. I am not satisfied with my shift.
Data Questions Collected
Qualitative
You are well trained for your work.
The
Douglas Medical Cen er
New survey will attempt to correct several deficiencies from previous survey:
Low response rate will be corrected by informing employees why the survey was needed, alleviating concerns regarding confidentiality, and informing employees what the information would be used for.
Poor wording or metrics for the survey were going to be corrected by having senior management take the survey to provide input on how the survey was to take, and having several craft workers who were on medical leave would take the survey because they were not going to take part in the new survey and would be more impartial. Senior management would again review the document to try to improve it.
Because many employees who were surveyed were satisfied with their jobs, Ms. Horner decided to focus on the population that actually quit their jobs through exit interviews to determine what signs a disgruntled employee who was apt to leave would exhibit.
Responses to 1-10
Male: Female ratio
3.5
3
23
2.5
Primary reason to quit
55
2
33
Male
18
19
Female
1.5
1
35
Department ratio
0.5
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
10
32
36
Food
Housekeeping
Maintenance
2. I do not like my supervisor.
4. I am not satisfied with my shift.
0
Why maintenance employees quit
Why food employees quit
1
1 1
6
11
2
5
13
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
2
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
2. I do not like my supervisor.
4. I am not satisfied with my shift.
Why housekeeping employees quit
21
5
11
17
1. I do not like the work.
3. I am not satisfied with the pay.
5. Other: ___
2. I do not like my supervisor.
4. I am not satisfied with my shift.
2. I do not like my supervisor.
4. I am not satisfied with my shift.
Data Questions Collected
Qualitative
You are well trained for your work.
The