Frontline Supervisor Survey Instrument Report. APPENDIX D: Research Domains and Associated Survey Items

Domain Supervisor Survey Item
Background information How long have you worked as a supervisor of direct care workers?
Have you ever worked as a direct care worker?
How long have you worked for this employer?
How long have you worked as a supervisor for this employer?
How many direct care workers do you typically supervise?
Do any direct care worker supervisors report to you?
DCW supervisor responsibilities Act as a mentor to direct care workers.
Ensure that direct care workers are given proper care to clients/residents.
Interview direct care worker applicants.
Schedule direct care workers.
Provide feedback to direct care workers on job performance.
Document direct care worker performance problems.
Initiate disciplinary action.
Recommend training for direct care workers.
Conduct on-the-job clinical training activities.
Directly respond to client/resident complaints about direct care worker performance.
Directly respond to job concerns raised by direct care workers.
Competence I have learned the skills necessary to do my job well.
I have the opportunity to work in teams.
I am confident in my ability to do my job.
I could get a job that paid more than this job.
Satisfaction Overall, how satisfied are you with your job?
Training During the past year, did you receive any formal training on communicating effectively with other employees.
During the past year, did you receive any formal training on communicating effectively with patients/residents/clients.
During the past year, did you receive any formal training on diversity or cultural issues.
During the past year, did you receive any formal training on effective disciplinary procedures.
During the past year, did you receive any formal training on skills for managing people.
Management practices How often are the following management practices used for the direct care workers you supervise …
  • Permanent assignment to patients/residents/clients.
  • Rotation of assignments to different services or units.
  • Cross-training.
  • Self-managed work groups that include direct care workers.
  • Flex time for direct care workers.
What mechanisms are used in your organization to handle employee concerns?
What approaches are used to handle poor performance or negative behaviors are your organization?
DCW information How often do direct care workers in your organization … Have input into changes in patient/resident care plans.
How often do direct care workers in your organization … Actively participate in developing patient/resident/client care plans.
How often do direct care workers in your organization … Write in patient/ resident/client care plans.
How often do direct care workers in your organization … Communicate in writing with other direct care workers to relay information about residents/ patients/clients.
How often do direct care workers in your organization … Communicate verbally with other direct care workers to relay information about residents/ patients/clients.
How often do direct care workers in your organization … Communicate information either in writing or verbally about residents/patients/clients by reporting to their supervisors.
How often do direct care workers in your organization … Meet formally or informally with a supervisor to discuss patient/resident/client care issues.
How often do direct care workers in your organization … Receive verbal feedback about their everyday job performance.
How often do direct care workers in your organization … Receive written feedback about their job performance.
Estimate the overall competence level of direct care workers you supervise.
During the past year, approximately what percentage of the direct care workers you supervise … Currently participate in a career ladder program for the DCW to advance to a higher level of DCW worker.
During the past year, approximately what percentage of the direct care workers you supervise … Currently participate in a career ladder program for the DCW to become a LPN.
During the past year, approximately what percentage of the direct care workers you supervise … Currently have a designated peer mentor.
During the past year, approximately what percentage of the direct care workers you supervise … Participate in formal inservice programs beyond those required for certification.
During the past year, approximately what percentage of the direct care workers you supervise … Have completed a self-directional educational video or computer-based training program while at work.
During the past year, approximately what percentage of the direct care workers you supervise … Have attended a conference or workshop away from work.
During the past year, approximately what percentage of the direct care workers you supervise … Received formal training on communicating effectively with other employees.
During the past year, approximately what percentage of the direct care workers you supervise … Received formal training on communicating effectively with patients/residents/clients.
During the past year, approximately what percentage of the direct care workers you supervise … Received formal training on diversity issues.
Perception of quality Would you recommend taking a job as a direct care worker at the place where you work?
Would you recommend getting care from the place where you work?
Perceptions of organizational culture Employees take personal responsibility for their behavior.
The organizational culture encourages risk-taking.
The organizational culture encourages continuous improvement.
Senior management has presented a clear vision of the future of the organization.
The organization rewards staff for being innovative.
Management communicates effectively with staff in all levels of the organization.
Management solicits input from all levels of staff when deciding on purchases related to care delivery.
Management solicits input from all levels of the organization when deciding on policies and protocols.
Job rewards How rewarding is … Helping others.
How rewarding is … Being able to work on your own.
How rewarding is … Getting credit for your work.
How rewarding is … Finding your work interesting.
How rewarding is … Liking your coworkers.
How rewarding is … Making a difference in other people’s lives.
How rewarding is … Feeling a sense of accomplishment and competence from doing your job.
How rewarding is … Having your job fit your skills.
How rewarding is … Having the chance to learn new things.
How rewarding is … Being valued by supervisors and management.
How rewarding is … Being needed by others.
How rewarding is … Having the power you need to get your job done without getting permission from someone else.
How rewarding is … Having a lot of different things to do.
How rewarding is … Getting support from coworkers.
How rewarding is … Having your job fit your interests.
How rewarding is … The income you earn.
How rewarding is … Being valued by residents or clients and their families.
How rewarding is … Having the freedom to decide how to do your work.
How rewarding is … The team spirit in your work group.
Job concerns How much of a problem is … Having too much work to do.
How much of a problem is … Having to deal with emotionally hard situations.
How much of a problem is … Not having support from your supervisor.
How much of a problem is … Finding your job boring or doing too much of the same thing.
How much of a problem is … Having your job take too much out of you.
How much of a problem is … Having little chance to get promoted.
How much of a problem is … Dealing with unrealistic expectations from your supervisor for your work.
How much of a problem is … Not having the job use your skills.
How much of a problem is … Catching an illness.
How much of a problem is … Not having the chance to develop job skills.
How much of a problem is … Not being valued by your supervisor for your work.
How much of a problem is … Being on your own too much.
How much of a problem is … Getting hurt.
How much of a problem are … The physical conditions at your job.
How much of a problem is … Not having enough help when you need it.
How much of a problem is … Your supervisor not being good at her/his job.
How much of a problem is … The job being physically hard.
How much of a problem is … The time it takes to get to work.
Respect Do you agree that … Resident’s or client’s families respect you as part of the health care team.
Do you agree that … Residents or clients respect you as part of the health care team.
Do you agree that … Direct care workers respect you as part of the health care team.
Do you agree that … Your supervisor respects you as part of the health care team.
Do you agree that … Resident’s or client’s families respect you as part of the management team.
Do you agree that … Residents or clients respect you as part of the management team.
Do you agree that … Direct care workers respect you as part of the management team.
Do you agree that … Your supervisor requests you as part of the management team.
Intent to leave How likely is it that you will leave your job in the next year?
How often do you think about quitting?
BJBC perceptions The BJBC project is being supported by a senior level executive in your organization.
All levels of management are committed to the BJBC project.
Senior management has clearly articulated the need for the BJBC project.
The BJBC project conflicts with other major activities going on in the organization.
The programs that are part of the BJBC project have been well executed.
The BJBC project’s overall impact on this organization will be positive.
Job improvements What is the single most important thing your employer could do to improve the job of direct care workers?
What is the single most important thing your employer could do to improve your ability to do your job as a supervisor of direct care workers?
Other employment information In your current job with this employer, what is your hourly wage?
Do you receive health insurance through this employer?
Do you currently work for pay at another job as a supervisor of direct care workers?
Socio-demographics What is your age?
Did you earn a high school diploma or GED?
What is your highest level of education?
Are you a nurse?
If you are a nurse, what kind?
Are you of Hispanic/Latino descent?
What is your race/ethnicity?

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