The document summarizes a customer satisfaction survey conducted of members at the Harold J. Callais Recreational Center at Nicholls State University. The survey assessed member satisfaction across 10 areas, including cleanliness, hours of operation, and friendliness of staff. Most members reported being satisfied with the cleanliness, equipment, and staff friendliness. Many wanted more group exercise classes offered between 5-9pm to fit schedules. Most did not use personal training but those that did were satisfied. The majority supported adding a pool if accompanied by a $30 tuition increase. The document provides recommendations based on the findings to improve member satisfaction.
Is Patient Feedback Falling on Deaf Ears?Adam Heaney
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NEXA pose the question is patient feedback falling on deaf ears? in the first of our health webinar series. Hear about current trends in patient feedback and our 5 steps to successfully implementing a patient feedback program in your organisation. Effectively capturing patient feedback and implementing change is essential for improving the patient experience. For more visit www.nexa.com.au
Eco Green toilets_Float Yash Associates_Indovation 2015_23 January 2015India Water Portal
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Yash Associates has developed a prefabricated Eco Green Toilet to help meet India's goal of building millions of toilets for its cleanliness initiative. The toilet uses recycled and lightweight materials like aerated concrete blocks and can be assembled on site in 3-4 hours by a small crew. It is designed to be durable and low maintenance. Each toilet unit costs between 15,000-17,000 rupees to produce and install depending on materials and water connections. Yash Associates aims to manufacture 500 toilet unit panels per day to supply the massive toilet construction effort.
This document provides guidelines for ensuring safety standards in schools in Kenya. It begins with messages from the Minister of Education and other officials emphasizing the importance of child safety and protection. It then defines key terms and outlines threats to school safety such as accidents, violence, and child abuse. The document goes on to discuss establishing a school safety program with responsibilities for a safety sub-committee, head teacher, and safety officer. It provides extensive safety standards and guidelines covering infrastructure, health, environment, food, substances, transportation, disasters, and community relations. Monitoring and evaluation of safety programs is also addressed.
5 S Program Orientation Powerpoint PresentationCobra143
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The document outlines a 4-day 5S training program that introduces the 5S methodology including sorting, systematic arrangement, sweeping, standardizing, and sustaining through self-discipline. It provides details on implementation steps, potential benefits to individuals and companies, and ways to motivate continued participation through activities like audits and competitions. The goal is to establish an organized workplace culture focused on continuous improvement.
This document summarizes a study on the transfer of employee training at Impress Fashion Limited. The study collected data through questionnaires from 40 employees and interviews. It found that over 30% of respondents agreed that the training helped them improve performance and incorporate new skills into daily work. While most employees were confident in applying new skills, some struggled in difficult situations. The document recommends that Impress Fashion Limited provide more support to employees and feedback on training programs to better facilitate the transfer of skills from training to job performance.
This document summarizes an ED director's presentation on using Lean principles and processes to drive cultural change and improve performance in the emergency department. The director discusses how their hospital used Lean interventions like value stream mapping, Kaizen events, and daily huddles to reduce wait times, lengths of stay, and improve patient satisfaction. Targets were set to reduce admission throughput time to under 60 minutes and get overall ED length of stay under 3 hours. Through engaging staff and continuous improvement efforts over several years, they were able to meet these goals and see patient satisfaction rankings rise from the 50s to the 90s percentile.
This document summarizes an assessment of a service-learning program at North Shore Community College. Surveys of students, faculty, and community partner organizations found that students gained skills and understanding, faculty were motivated by student outcomes and support from coordinators, and partners were generally satisfied but noted room for improved communication. The college plans to close the assessment loop by recognizing student work on transcripts, providing faculty recognition, improving publicity, aligning service-learning with general education outcomes, and maintaining strong faculty support systems.
This document discusses evaluation of training and development programs. It begins by outlining Kirkpatrick's four levels of learning evaluation, including reaction, learning, behavior, and results. It then provides guidelines for conducting formative and summative evaluations using tools like questionnaires, surveys, tests, interviews, and observations. Common challenges in evaluating training like resistance are also addressed, with recommendations to emphasize feedback and continuous improvement. Overall, the document provides a comprehensive overview of evaluating the effectiveness of training programs using different models and metrics.
Local school board members are a key link between school districts and communities. They represent public concerns around testing and can hold district officials accountable. Given the critical role that local school boards play, Achieve and the National School Boards Association have developed Assessment 101 resources for school board members. This professional development module is designed to:
揃 outline the critical role school boards play in supporting high quality assessment systems;
揃 introduce school board members to key assessment concepts and issues;
揃 provide an introduction to the Student Assessment Inventory for School Districts as a process to streamline testing and support limited, high-quality assessments for all students.
Rafael Hidalgo from The Open University, UK gave a presentation about Learning Analytics for Student Support as part of the online events by expert pool Student Support within EMPOWER.
NEHF Happy, Healthy, at Home symposium 100117 Session 2 - Recovery CollegeHealth Innovation Wessex
油
The Recovery College provides courses to support mental health recovery. An evaluation found improved mental health and well-being among students, with 26% reporting improved recovery and 20% reduction in psychological distress. Students met personal goals, with some entering employment, education or training. Use of primary care, A&E and mental health services decreased. Qualitative interviews revealed themes of connecting with others, learning self-help skills, challenges of groups, and progression. Staff reported high job satisfaction and recommendation of the college. The recovery college model was concluded to effectively support mental health recovery through co-production, psychoeducation, personal goal-focus, and community integration.
The story so far - Liverpool - Nicola Taggart
Endoscopy Services Manager
Presentation from the Productive Endoscopy Workshop, Tuesday 15th October 2013 at Ambassadors Bloomsbury , London, WC1H 0HX
This meeting brought together teams from around the country, and embarked on creating and testing the productive endoscopy toolkit. The aim of the day is to allow time with your team for sharing of experiences and exchange of good practice, learn how to apply lean techniques and hear the impact of successfully implemented case studies.
report presentation on abp power ltd on employeeschanchal bansal
油
This document summarizes the results of a study on employee satisfaction at ADP Powers, an ISO certified organization established in 2008. The study found that most employees have over 7 years of tenure and are satisfied with the work environment, resources, and relationships. While policies and practices are considered employee-friendly, only 8% felt involved in all decisions. Most do not face stress and targets are considered achievable. The study provides suggestions like increasing job autonomy, challenges, and promotions to improve satisfaction.
Development is a long-term process that helps employees learn conceptual knowledge and improve their job performance and personality. It aims to help employees achieve personal goals to enhance their individual contributions to the organization, assist the organization in achieving its objectives, maintain suitable departmental contributions, and ensure social responsibility. Capgemini uses various training methods like onsite training, conferences, mentoring, role playing, projects, and on-the-job training. Employees found the training helpful in understanding purposes, staying updated on technology, improving relationships, motivation, productivity, decision-making, teamwork, and leadership skills.
The document summarizes the results of an employee survey conducted by a company. Key findings from the survey include:
- Communication and workload efficiency were top themes in employee comments.
- Most employees agreed their work is meaningful but workload can be challenging.
- Leadership communication of policies and procedures needs improvement.
- Safety and respect for differences were rated relatively high but could still grow.
The company will take next steps to address issues through improved supervision, meetings, and an anonymous suggestion box.
The quality improvement programme aims to provide the highest quality mental health and community care in England by 2020 through two stretch aims: reducing harm by 30% each year and ensuring patients receive the right care, in the right place, at the right time. A central QI team coordinates the programme and builds improvement skills within the workforce. Improvement projects use the Model for Improvement and test changes using PDSA cycles. Measurement is key to tracking progress, and successful spread requires patience and not repeating the "seven spreadly sins". The partnership with IHI and BMJ Quality aims to make improvement methods accessible to inspire, innovate, improve and share work across the organization.
1. The document discusses evaluating training programs to determine their effectiveness and value. Evaluation is a planned process that provides information on the training's impact for decision makers.
2. There are various models for evaluating training at different stages from initial reactions, learning, behavior change, and results. Kirkpatrick's model measures reaction, learning, behavior, and results.
3. Evaluation determines if objectives were met, identifies strengths and weaknesses, and establishes a database to demonstrate productivity and assist with decisions. Evaluation helps improve future training programs.
The survey found that 1502 students responded, representing 3% of students. It showed that satisfaction with Student Fiscal Services was higher than industry benchmarks, especially for in-person services compared to online. While most comments were positive or neutral, students particularly liked the staff but disliked credit card fees and some online processes. Student Fiscal Services aims to improve communication, coordination, and systems based on survey feedback.
ABLE - EMFD presentation - NTU student dashboard streamEd Foster
油
Student Dashboard - Lessons Learned
Covering:
Why NTU is interested in Learning Analytics
Solutionpath's StREAM resource
Research from the Student Dashboard
NBS's experience of embedding the Dashboard into working practice
This document outlines a presentation on process improvement and Lean methodology. It discusses why process improvement is important for improving services to students, families, and schools. Lean is introduced as a methodology to drastically improve processes by reducing waste and increasing value. Examples are provided of how Lean has been used to improve enrollment and tuition billing processes at the University of Washington and King County, reducing steps and defects. The goal is to apply these principles to stabilize district operations and better serve customers.
presentation of internship project on job satisfactionTanvir Bhatti
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The document analyzes job satisfaction among employees at Hewlett Packard Enterprise in Mohali through a survey of 30 employees. Key findings include that 73% of employees are dissatisfied with their job, many feel neglected, and their education and skills are not being fully utilized. Suggestions to improve satisfaction include providing timely rewards and recognition, fair salaries, better benefits, promotion opportunities, involving employees in decisions, and training programs.
analysis of effective of training programRekha Angel
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The document presents a report on the effectiveness of a training program conducted by Rekha Choudhary. It includes an executive summary, introduction, company information, research methodology, data analysis and interpretation, findings, and conclusion. A survey was conducted to analyze employee opinions on various aspects of the training program such as objectives, trainers, learning achievement, relevance, and methodology. The data was interpreted using tables and charts to identify areas of strength and improvement for future training programs.
This document summarizes information about the George Pearson Centre:
- It has 120 residents between ages 21-87, with most having neurological conditions requiring physical assistance. Staff include 240 FTEs who are mostly female and have worked there for over 10 years.
- Improvement priorities were identified in 5 areas: practicing person-centered care, enhancing basic care practices, improving nurse collaboration, using lean management strategies, and improving communication.
- Metrics like resident and staff surveys, complaints, sick time and injuries will be used to measure progress. Initial surveys showed opportunities to improve residents seeing administrators and staff taking time to listen.
- Success will be seen when residents feel their physical, emotional and spiritual needs are met
This document provides an overview of Total Quality Management (TQM). It defines TQM as using quantitative methods and human resources to improve all organizational processes and exceed customer needs. The document outlines the basic concepts of TQM including leadership, customer satisfaction, employee involvement, continuous process improvement, supplier partnership, and performance measures. It then provides more detailed descriptions and considerations for implementing each of these concepts within an organization.
A service improvement focused on frailty using an R&D approach, pop up uni, 3...NHS England
油
Expo is the most significant annual health and social care event in the calendar, uniting more NHS and care leaders, commissioners, clinicians, voluntary sector partners, innovators and media than any other health and care event.
Expo 15 returned to Manchester and was hosted once again by NHS England. Around 5000 people a day from health and care, the voluntary sector, local government, and industry joined together at Manchester Central Convention Centre for two packed days of speakers, workshops, exhibitions and professional development.
This year, Expo was more relevant and engaging than ever before, happening within the first 100 days of the new Government, and almost 12 months after the publication of the NHS Five Year Forward View. It was also a great opportunity to check on and learn from the progress of Greater Manchester as the area prepares to take over a 贈6 billion devolved health and social care budget, pledging to integrate hospital, community, primary and social care and vastly improve health and well-being.
More information is available online: www.expo.nhs.uk
HR Strategy, Case Study - Retail Division, Banking industryMiroslava Jankovic
油
This document provides an overview of an organization's current state of employee engagement and a plan to improve engagement. Key points:
- Currently, only 30% of employees are fully committed, and engagement efforts by managers are limited. Disengaged employees are having a negative impact.
- The organization wants to improve commitment to values, empowerment, teamwork, development opportunities, and manager involvement.
- The plan includes strengthening recruitment, engagement activities, performance evaluations, rewards, and leadership. Recruiting the right people and developing managers are emphasized. Regular feedback and recognition are part of engaging and retaining top talent. Progress will be measured by metrics like turnover, performance, and satisfaction.
This document discusses evaluation of training and development programs. It begins by outlining Kirkpatrick's four levels of learning evaluation, including reaction, learning, behavior, and results. It then provides guidelines for conducting formative and summative evaluations using tools like questionnaires, surveys, tests, interviews, and observations. Common challenges in evaluating training like resistance are also addressed, with recommendations to emphasize feedback and continuous improvement. Overall, the document provides a comprehensive overview of evaluating the effectiveness of training programs using different models and metrics.
Local school board members are a key link between school districts and communities. They represent public concerns around testing and can hold district officials accountable. Given the critical role that local school boards play, Achieve and the National School Boards Association have developed Assessment 101 resources for school board members. This professional development module is designed to:
揃 outline the critical role school boards play in supporting high quality assessment systems;
揃 introduce school board members to key assessment concepts and issues;
揃 provide an introduction to the Student Assessment Inventory for School Districts as a process to streamline testing and support limited, high-quality assessments for all students.
Rafael Hidalgo from The Open University, UK gave a presentation about Learning Analytics for Student Support as part of the online events by expert pool Student Support within EMPOWER.
NEHF Happy, Healthy, at Home symposium 100117 Session 2 - Recovery CollegeHealth Innovation Wessex
油
The Recovery College provides courses to support mental health recovery. An evaluation found improved mental health and well-being among students, with 26% reporting improved recovery and 20% reduction in psychological distress. Students met personal goals, with some entering employment, education or training. Use of primary care, A&E and mental health services decreased. Qualitative interviews revealed themes of connecting with others, learning self-help skills, challenges of groups, and progression. Staff reported high job satisfaction and recommendation of the college. The recovery college model was concluded to effectively support mental health recovery through co-production, psychoeducation, personal goal-focus, and community integration.
The story so far - Liverpool - Nicola Taggart
Endoscopy Services Manager
Presentation from the Productive Endoscopy Workshop, Tuesday 15th October 2013 at Ambassadors Bloomsbury , London, WC1H 0HX
This meeting brought together teams from around the country, and embarked on creating and testing the productive endoscopy toolkit. The aim of the day is to allow time with your team for sharing of experiences and exchange of good practice, learn how to apply lean techniques and hear the impact of successfully implemented case studies.
report presentation on abp power ltd on employeeschanchal bansal
油
This document summarizes the results of a study on employee satisfaction at ADP Powers, an ISO certified organization established in 2008. The study found that most employees have over 7 years of tenure and are satisfied with the work environment, resources, and relationships. While policies and practices are considered employee-friendly, only 8% felt involved in all decisions. Most do not face stress and targets are considered achievable. The study provides suggestions like increasing job autonomy, challenges, and promotions to improve satisfaction.
Development is a long-term process that helps employees learn conceptual knowledge and improve their job performance and personality. It aims to help employees achieve personal goals to enhance their individual contributions to the organization, assist the organization in achieving its objectives, maintain suitable departmental contributions, and ensure social responsibility. Capgemini uses various training methods like onsite training, conferences, mentoring, role playing, projects, and on-the-job training. Employees found the training helpful in understanding purposes, staying updated on technology, improving relationships, motivation, productivity, decision-making, teamwork, and leadership skills.
The document summarizes the results of an employee survey conducted by a company. Key findings from the survey include:
- Communication and workload efficiency were top themes in employee comments.
- Most employees agreed their work is meaningful but workload can be challenging.
- Leadership communication of policies and procedures needs improvement.
- Safety and respect for differences were rated relatively high but could still grow.
The company will take next steps to address issues through improved supervision, meetings, and an anonymous suggestion box.
The quality improvement programme aims to provide the highest quality mental health and community care in England by 2020 through two stretch aims: reducing harm by 30% each year and ensuring patients receive the right care, in the right place, at the right time. A central QI team coordinates the programme and builds improvement skills within the workforce. Improvement projects use the Model for Improvement and test changes using PDSA cycles. Measurement is key to tracking progress, and successful spread requires patience and not repeating the "seven spreadly sins". The partnership with IHI and BMJ Quality aims to make improvement methods accessible to inspire, innovate, improve and share work across the organization.
1. The document discusses evaluating training programs to determine their effectiveness and value. Evaluation is a planned process that provides information on the training's impact for decision makers.
2. There are various models for evaluating training at different stages from initial reactions, learning, behavior change, and results. Kirkpatrick's model measures reaction, learning, behavior, and results.
3. Evaluation determines if objectives were met, identifies strengths and weaknesses, and establishes a database to demonstrate productivity and assist with decisions. Evaluation helps improve future training programs.
The survey found that 1502 students responded, representing 3% of students. It showed that satisfaction with Student Fiscal Services was higher than industry benchmarks, especially for in-person services compared to online. While most comments were positive or neutral, students particularly liked the staff but disliked credit card fees and some online processes. Student Fiscal Services aims to improve communication, coordination, and systems based on survey feedback.
ABLE - EMFD presentation - NTU student dashboard streamEd Foster
油
Student Dashboard - Lessons Learned
Covering:
Why NTU is interested in Learning Analytics
Solutionpath's StREAM resource
Research from the Student Dashboard
NBS's experience of embedding the Dashboard into working practice
This document outlines a presentation on process improvement and Lean methodology. It discusses why process improvement is important for improving services to students, families, and schools. Lean is introduced as a methodology to drastically improve processes by reducing waste and increasing value. Examples are provided of how Lean has been used to improve enrollment and tuition billing processes at the University of Washington and King County, reducing steps and defects. The goal is to apply these principles to stabilize district operations and better serve customers.
presentation of internship project on job satisfactionTanvir Bhatti
油
The document analyzes job satisfaction among employees at Hewlett Packard Enterprise in Mohali through a survey of 30 employees. Key findings include that 73% of employees are dissatisfied with their job, many feel neglected, and their education and skills are not being fully utilized. Suggestions to improve satisfaction include providing timely rewards and recognition, fair salaries, better benefits, promotion opportunities, involving employees in decisions, and training programs.
analysis of effective of training programRekha Angel
油
The document presents a report on the effectiveness of a training program conducted by Rekha Choudhary. It includes an executive summary, introduction, company information, research methodology, data analysis and interpretation, findings, and conclusion. A survey was conducted to analyze employee opinions on various aspects of the training program such as objectives, trainers, learning achievement, relevance, and methodology. The data was interpreted using tables and charts to identify areas of strength and improvement for future training programs.
This document summarizes information about the George Pearson Centre:
- It has 120 residents between ages 21-87, with most having neurological conditions requiring physical assistance. Staff include 240 FTEs who are mostly female and have worked there for over 10 years.
- Improvement priorities were identified in 5 areas: practicing person-centered care, enhancing basic care practices, improving nurse collaboration, using lean management strategies, and improving communication.
- Metrics like resident and staff surveys, complaints, sick time and injuries will be used to measure progress. Initial surveys showed opportunities to improve residents seeing administrators and staff taking time to listen.
- Success will be seen when residents feel their physical, emotional and spiritual needs are met
This document provides an overview of Total Quality Management (TQM). It defines TQM as using quantitative methods and human resources to improve all organizational processes and exceed customer needs. The document outlines the basic concepts of TQM including leadership, customer satisfaction, employee involvement, continuous process improvement, supplier partnership, and performance measures. It then provides more detailed descriptions and considerations for implementing each of these concepts within an organization.
A service improvement focused on frailty using an R&D approach, pop up uni, 3...NHS England
油
Expo is the most significant annual health and social care event in the calendar, uniting more NHS and care leaders, commissioners, clinicians, voluntary sector partners, innovators and media than any other health and care event.
Expo 15 returned to Manchester and was hosted once again by NHS England. Around 5000 people a day from health and care, the voluntary sector, local government, and industry joined together at Manchester Central Convention Centre for two packed days of speakers, workshops, exhibitions and professional development.
This year, Expo was more relevant and engaging than ever before, happening within the first 100 days of the new Government, and almost 12 months after the publication of the NHS Five Year Forward View. It was also a great opportunity to check on and learn from the progress of Greater Manchester as the area prepares to take over a 贈6 billion devolved health and social care budget, pledging to integrate hospital, community, primary and social care and vastly improve health and well-being.
More information is available online: www.expo.nhs.uk
HR Strategy, Case Study - Retail Division, Banking industryMiroslava Jankovic
油
This document provides an overview of an organization's current state of employee engagement and a plan to improve engagement. Key points:
- Currently, only 30% of employees are fully committed, and engagement efforts by managers are limited. Disengaged employees are having a negative impact.
- The organization wants to improve commitment to values, empowerment, teamwork, development opportunities, and manager involvement.
- The plan includes strengthening recruitment, engagement activities, performance evaluations, rewards, and leadership. Recruiting the right people and developing managers are emphasized. Regular feedback and recognition are part of engaging and retaining top talent. Progress will be measured by metrics like turnover, performance, and satisfaction.
HR Strategy, Case Study - Retail Division, Banking industryMiroslava Jankovic
油
Rec Center Presentation
1. +
Harold J. Callais
Recreational Center
An Assessment of Current
Customer Satisfaction
Ed Boudreaux, Tyler Knowles, Sarah Tani, Stacy Theriot
2. +
Introduction
Recreational Center has been open
since September 2012
Exercise, fitness, and recreational
sports facility
Members include:
Nicholls students, faculty/staff, retirees,
alumni, and community members
Services
Weight room, cardio equipment,
bathroom/locker room, basketball courts,
softball fields, soccer field, intramural sports,
indoor track, racquetball courts, group
exercise classes, and personal trainers
3. +
Customer Satisfaction
Customer satisfaction is a measurement of
satisfaction by repeat members of a service or
organization.
Cleanliness
Number of
group exercise
classes offered
Current hours
of operation
Friendliness of
staff
Intramurals
4. +
Problem Statement
The Director of the Harold J. Callais Recreational
Center at Nicholls State University seeks to measure
the level of satisfaction among its members in regards
to their overall experience; including elements such as
the cleanliness of the building, the friendliness of the
staff, and the availability of group exercise classes.
5. +
Research Objectives
1. Satisfaction with the cleanliness of the building.
2. Current level of satisfaction with the number and variety of group
exercise classes offered.
3. Level of satisfaction with the current hours of operation.
4. Level of satisfaction with the equipment offered in the various rooms.
5. Current level of satisfaction with the friendliness and helpfulness of the
Harold J. Callais Recreation Center employees and administration.
6. +
Research Objective (Cont.)
6. Level of satisfaction with the amount and quality of intramurals offered.
7. Interest in personal trainers for an additional fee
8. Interest in additional group exercise classes
9. Interest in Olympic-sized pool for an additional $30/semester increase
in tuition
10. Interest in trips/activities beyond the facility
7. +
Background
Recreational centers have
been born and have thrived
in universities across the
country for decades.
Outside comfort zone =
Part of the college
experience
Critical thinking skills, social
skills, leadership skills, and
persistence to graduation
Extracurricular involvements may
play an important role in
determining how students adjust
to their learning environment, and
what they learn.
8. +
Background (cont.)
Recreation Center = Crown
jewel for extra curricular
activities
Adjust to college life and
encourage participation
The main purpose is to
analyze and evaluate the
current level of customer
satisfaction.
The survey could ask questions of
the customers to gauge the
interest level in the addition of
new courses and intramurals to
improve their overall satisfaction.
9. +
Methodology
In-depth analysis of
customer
satisfaction of its
current members
Customer
satisfaction survey
conducted in 2012
Several
demographic
questions as well as
a number of probing
questions
Cover a plethora of
research objectives
The population of
interest is the
current members
Asked to participate
in the survey
through email and
social media
10. +
Objective #1
5% 1%
1%
24%
69%
Satisfaction with Overall Cleanliness
Very Dissatisfied
Neutral
Somewhat Satisfied
Satisfied
Very Satisfied
Assess the customers current level of
satisfaction with the cleanliness of the
building.
Conclusions
Does the Rec hold up to their
previous standard of being
exceptionally clean?
154 responded
95% are satisfied with the cleanliness
5% are very dissatisfied
Conclusion: Members are overall
satisfied. (employee)
11. +
Objectives #2 & 3
55%
3%
3%
17%
22%
Satisfaction with the Number/Variety of Group
Exercise Classes Offered
Do Not Use
Very Dissatisfied
Neutral
Satisfied
Very Satisfied
Assess the customers current level of
satisfaction with the amount of group
exercise classes offered.
Assess the customers current level of
satisfaction with the variety of group
exercise classes offered.
Conclusions
55% have not participated in a group
exercise class
3% are very dissatisfied
39% are very satisfied
Conclusion: Needs improvement.
Recommendation: Consider offering
classes between 5:00-9:00 p.m. This
will help regulate traffic flow and will
better fit into students schedules.
12. +
Objective #4
Assess the customers current level of
satisfaction with the current hours of
operation.
10%
21%
13%
41%
15%
Concvenient Times for Group Exercise Classes
Before 6:30 a.m.
6:30 a.m. 12:00p.m.
4:00 5:00p.m
5:00 9:00 p.m.
Other
10%
14%
7%
27%
14%
0%
28%
Traffic Times
6:30 8:59 a.m.
9:00 Noon
12:01 3:00 p.m.
3:01 6:00 p.m.
6:01 9:00 p.m.
9:00 11: p.m.
Various
13. +
Objective #4
(cont.)
Conclusions
41% come in after 3 p.m.
28% come in inconsistently, whenever
they have the time
16/30 (53%) respondents preferred
group exercise classes after 4:00 p.m.
Conclusion: Members are using the
Rec Center more in the afternoon than
morning.
Recommendation: Consider offering
classes between 5:00-9:00 p.m. This
will help regulate traffic flow and will
better fit into members schedules.
Consider opening the Rec earlier
1 or 2 days during the week (maybe
Mondays) and have 1 group exercise
class available. Or close off the rest of
the Rec and only offer group exercise
classes earlier in the morning.
14. +
Objective #5
21%
3%
1%
33%
42%
Overall Satisfaction with Strength Room
Do Not Use
Very Dissatisfied
Neutral
Satisfied
Very Satisfied
Conclusions
151 responses
31 (21%) do not use
120 use the strength room
114 (95%) are satisfied
4 (3%) are dissatisfied
Conclusion: Members have a high
level of overall satisfaction level for
the Strength Room.
Strength Room
Assess the customers current level of
satisfaction with the friendliness and
helpfulness of the Harold J. Callais
Recreation Center employees and
administration.
15. +
Objective #5 (cont.)
17%
1%
1%
34%
47%
Overall Satisfaction with Cardio Room
Do Not Use
Very Dissatisfied
Neutral
Satisfied
Very Satisfied
Conclusions
151 responses
26 (17%) do not use
125 use the cardio room
114 (91%) are satisfied
2 (2%) dissatisfied
Conclusion: Members have a high
level of overall satisfaction level for
the Cardio Room.
Cardio Room
16. +
Objective #5 (cont.)
39%
1%
3%25%
32%
Overall Satisfaction with Equipment Room
Do Not Use
Very Dissatisfied
Neutral
Satisfied
Very Satisfied
Conclusions
151 responses
53 (30%) do not use
92 use the equipment room
121 (92%) are satisfied
2 (2%) dissatisfied
Conclusion: Members have a high
level of overall satisfaction level for
the Equipment Room.
Equipment Room
17. +
Objective #6
5%
1%
1%
3%
3%
28%
59%
Satisfaction of Overall Friendliness of Staff
Very Dissatisfied
Dissatisfied
Somewhat Dissatisfied
Neutral
Somewhat Satisfied
Satisfied
Very Satisfied
Assess the customers current level of
satisfaction with the friendliness and
helpfulness of the Harold J. Callais
Recreation Center employees and
administration.
Conclusions
90% of respondents were satisfied
3% were neutral
7% were dissatisfied
Of those who were very dissatisfied in
this category were also very
dissatisfied in many of the others
Conclusion: Members are satisfied
with the overall friendliness of the staff.
18. +
Objective #7
Assess the customers current level of
satisfaction with the amount and
quality of intramurals offered.
58%
1%
1%
2%
15%
23%
Overall Satisfaction with Intramural Sports
Do Not Use
Very Dissatisfied
Dissatisfied
Neutral
Satisfied
Very Satisfied
Conclusions
148 respondents
58% of respondents have not
participated in an intramural sport
38%(56) are satisfied
2%(3) are dissatisfied
Conclusion: While most respondents
have not tried intramural sports, there is
a 90% level of satisfaction among those
who have.
19. +
Objective #8
Determine what customers would pay
on an hourly basis for personal training
at the Recreation Center.
80%
2%
1%
1% 8%
5%
Current Satisfaction with Personal Training
Service
Do Not Use
Very Dissatisfied
Dissatisfied
Neutral
Satisfied
Very Satisfied
Conclusions
154 respondents
120 (80%) have not used the personal training
services
30 have used personal trainers
19/30 (63%) of responders were satisfied
4/30 (12%) were dissatisfied
Conclusion: Many respondents have not tried the
personal training service. Those that have, have
been moderately satisfied.
Recommendation: Run a promotion for first
trainings free or have a buddy pass for current
users.
20. +
Objective #8 (cont.)
Conclusions
153 respondents
18% had some interest
20% were neutral
63% didnt show interest
17/27 (63%) were faculty/staff members
Conclusion: The majority of members did not show
interest in hiring a personal trainer. However, those
who did were mostly faculty/staff members.
Recommendation: Look to promote student
employees or student-athletes as trainers.
37%
25%
20%
12%
6%
Interest in Personal Training
Very Not Interested
Not Interested
Neutral
Interested
Very Interested
21. +
Objective #9
57%
43%
Interest in Tuition Increase for Pool
Yes
No
Assess whether customers would use
and pay for the addition of a pool to the
Recreation Center.
Conclusions
100 respondents
57% yes
43% no
Conclusion: The majority of the
respondents are in favor of building a
pool.
Recommendation: Keep going with
plan to build the pool. Be wary of
competition.
22. +
Objective #10
0%
10%
20%
30%
40%
50%
60%
Interest in Adventure Activities
Identify and assess other recreational
activities that the Recreational Center
could add to their list of services for its
members.
Conclusions
Some interest in these adventure activities
93 responders
Conclusion: Some interest in adventure
trips. Greatest interest in tubing and
fishing trips.
Recommendation: Conduct further
research to determine strength of interest
before investing.
23. +
Summary
Introduction to the Rec
Definition of Customer Satisfaction
Problem Statement
Research Objectives
Background
Methodology
Conclusions and Recommendations