Hospital teams are moving full speed ahead with a series of plans to strengthen workplace relations and solidify the USC hospitals as one of the best places to work.

The work stems from results of the 2011 Keck Hospital of USC and USC Norris Cancer Hospital Employee Partnership Survey, which was distributed over a nearly eight-week period earlier this spring.

The survey found that the majority of hospitals employees are proud to work at a world-class teaching hospital that they believe is highly regarded in the community. They have a strong belief in the values and services of the organization as a whole, and they believe the quality of care at the USC hospitals is excellent.

However, results also demonstrated several areas for improvement, including direct management relations, improved communications, greater employee engagement and employee recognition.

“Every year we look forward to the results of this survey so that we can identify the ways we can do better,” said hospitals Chief Human Resources Officer Matt McElrath.

He added, “Our employees should know that they spoke up and we are listening. We’re very excited about the action plans that have come out of this survey, and we look forward to implementing some new initiatives to help our employees feel supported, accomplished and empowered at work.”

Over the last several months, managers and directors have been reviewing survey results and then sharing that data with their staff. The result has been a collaborative effort between management and employees to come up with ways to improve their departments. Several managers have started 13 department-specific action plans, and many more are in development.

“Our goal here is to listen, follow through and take action, whether that is through training, mentoring or just getting questions answered,” said Lori Green, admitting supervisor at Keck Hospital of USC. “So many employees feel that we as supervisors or managers only respond to the negative actions of an employee. We are letting them know that we appreciate the positive things they do daily. Through these action plans, we’re addressing all issues of concern and getting to know our staff.”

Additionally, teams are working to create a “Just Culture” program at the USC hospitals to foster trust and empowerment in the workplace, and to promote the organization’s values at a grassroots level.

Leadership is also continuing to identify options for staff education and development, and is continuing to support the hospitals’ Trojan Bootcamp training program for managers and directors. The program has successfully graduated 36 participants over two cohorts, and 37 more are attending the third cohort now.

“Over the last two years, and especially in recent weeks, our employees have demonstrated such spirit and dedication to our patients and our hospitals,” said hospitals CEO Mitch Creem. “We want to keep that good will and momentum going. All of these workplace plans and programs are empowering us to truly live the values we stand for—integrity, respect and collegiality. I hope our employees will take advantage of these opportunities, so that we can all play a role in making our organization a truly great place to work.”

This year’s Employee Partnership Survey was made up of nearly 50 questions on a range of topics including employee satisfaction, direct management, teamwork in the workplace and organizational beliefs. More than half of employees filled out the questionnaire, an increase in participation from last year’s survey.