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Employee Satisfaction Study 1990_• CITY OF SALMA EMPLOYEE SATISFACTION :S` IUDY.,_ • Submitted BY: ! AB AIDE, INC. October, 1990 ,• • • • City of Salina Employee Satisfaction Study Page 2 TABLE OF CONTENTS PAGE # I. BACKGROUND AND OBJECTIVES ........................ 3 H. METHODS AND RESPONDENT CHARACTERISTICS ........ 4 III. EXECUTIVE SUMMARY .... ............................... 8 IV. DETAILED FINDINGS A. Community Service ... ............................... 13 B. Community Image .... ............................... 18 C. Departmental Communications ........................ 22 D. Supervisor Relationship ............................. 27 E. Work Group Relationship ............................ 35 F. Advancement Opportunities ......................... 39 G. Work Attitude ....... ............................... 42 H. Policies and Procedures ............................. 46 I. Employee Information /Training ....................... 52 J. Employee Benefits .... ............................... 57 K. Job Selection and Satisfaction Evaluation ............ 60 L. Salary Evaluation .... ............................... 66 APPENDIX A - EMPLOYEE SURVEY APPENDIX B - DATA TABULATIONS Harketdide, Inc. October, 1990 • • • City of Salina Employee Satisfaction Study I. BACKGROUND AND OBJECTIVES Page 3 In conjunction with its continued improvement effort, the Salina City Manager and Commissioners have recognized the usefulness of gathering attitudinal information regarding their employees' satisfaction level with their employer -- the CITY OF SALINA. To meet this need, the City of Salina retained MarketAide, Inc. to conduct a satisfaction survey of all CITY OF SALINA employees. Specific objectives of this study were to: 1) explore the image of the CITY OF SALINA among employees as their employer; 2) evaluate how employees regard their supervisors; 3) assess employees' reactions toward employee salary and benefits provided; 4) investigate employees' attitudes toward promotion practices; 5) appraise the working conditions from the employees' standpoint; and, 6) evaluate the effectiveness of the communication methods being used. The following document is a report of the findings from this survey and the methods used to collect the information. A copy of the survey can be located in Appendix A of this report. Appendix B is a copy of the data tabulations of all questions from the survey. Market9ide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 4 • II. METHODOLOGY AND RESPONDENT CHARACTERISTICS To achieve the stated objectives, a research study was designed utilizing a quantitative technique. The survey instrument was administered individually, but within a group setting. Employees were issued an introductory letter from the City explaining the purpose of the survey and eliciting participation. A total of eight (8) sessions were conducted with employees at the Bicentennial Center and one (1) make -up session was held at the City /County Building. A MarketAide representative verbally explained the purpose of the survey and the confidentiality of individual responses. Each employee then completed the questionnaire individually. A total of 367 surveys were completed by City employees. The following section shows the employees` employment status with the City. SUPERVISORS n A total of 82 (22.30) employees stated that they hold supervisory positions with the City. Of these supervisors, 47.6% are located in the Public Safety division, 30.5% in the Technical /Paraprofessional / • Professional /Office Management division, 19.5% in the Labor /Maintenance /Public Works division and only 2.4% in the Clerical/ Secretarial divisions. As would be expected, approximately two- thirds (66.50) of employees with supervisory status have been employed with the City for over 10 years. The average length of service for supervisors is 14.35 years with the CITY OF SALINA. The following table shows the percentage of supervisors in each department in comparison to all other departments. SUPERVISORS BY DEPARTMENT (Base =82) Fire 26.8% Police 20.7 General Service 13.4 Parks and Recreation 11.0 Water and Sewerage 9.8 Bicentennial Center 7.3 Arts and Humanities 3.7 Finance 2.4 Planning and Development 2.4 Engineering 1.2 • Water Customer Accounting 1.2 Other Administrative 0.0 MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 5 JOB CATEGORIES • " The following table shows the number of employees who classified themselves within the four categories offered. I1 should be noted that one person did not answer these questions, therefore, the total number of responses is 366. JOB CATEGORIES (Base =366) Clerical /Secretarial 40 Labor /Maintenance /Public Works 141 Technical /Paraprofessional / Professional /Office Management 46 Public Safety 139 Over half (54.3 %) of the Technical /Paraprofessional / Professional /Office Management group reported being supervisors. SUPERVISORS BY JOB CATEGORY is Technical/ Clerical / Labor /Maintenance/ Professional/ Public Secretarial Public Works Office Mgnt Safety ----- - - - - -- ------------ - - -- -- ------- --- - -- - - -- -- (40) (141) (46) (139) Supervisor 5.0% 11.3% Non - Supervisor 95.0% 88.7% 54.3% 28.1% 45.7% 71.9% The Public Safety divisions showed the largest percentage of employees who had been employed with the City for over 10 years (47.4 %) . This was followed closely by the Labor /Maintenance/ Public Works divisions which showed 43.1% of their employees have been City employees over 10 years. JOB CATEGORY BY LENGTH OF SERVICE Technical/ Clerical / Labor /Maintenance/ Professional/ Public Secretarial ----- - - - - -- Public Works -- ------ ---- - - - - -- Office Mgnt -- ----- Safety (40) (141) - - -- -- (46) -- - - -- (139) 0 -3 years 40.5% 30.7% 31.8% 25.9$ 4 -9 years 40.0 26.2 38.5 26.6 10 -20 years • 17.5 27.0 13.7 35.2 Over 20 years 2.5 16.1 15.9 12.2 Marketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 6 " The average length of service for City employees is 9.78 • years. The Clerical /Secretarial divisions have the shortest average length of service (6.48 years), followed by the Technical /Paraprofessional /Professional /Office Management division (9.68 years). The average length of service for the other two divisions, Labor /Maintenance /Public Works and Public Safety, are similar with an average of 10.34 years and 10.22 years of service, respectively. DEPARTMENTS The following table shows the number of employees classifying themselves in each department. DEPARTMENTAL CLASSIFICATIONS (Base =367) " Two employees did not specify their department one the survey. Since there are six employees within the Other Administrative department, and only 5 specified that department, we can deduce that one of the two people who did not answer this question falls into this category. Therefore, without knowing which of the two should be included in the Other Administrative department, we have included both so that their responses will be included throughout the data. The department having the largest percentage of employees reporting supervisory status were in the Bicentennial Center (40 %) and Arts and Humanities (37.5 %). However, it should be noted that only 15 employees are listed for the Bicentennial Center and only 8 are shown in the Arts and Humanities. - " Looking further into the data, it reveals that the Bicentennial Center, Fire and Parks and Recreation departments have significantly more supervisors than the General Service and Water Customer Accounting departments. • Additionally, the BI- Center also has significantly more supervisors than the Water and Sewerage department. NarketAide, Inc. October, 1990 Police 70 Fire 84 General Service 70 Water Customer Accounting 11 Water and Sewerage 50 Parks and Recreation 28 Bicentennial Center 15 Engineering 6 • Planning and Development 8 Arts and Humanities 8 Other Administrative q# Finance 10 " Two employees did not specify their department one the survey. Since there are six employees within the Other Administrative department, and only 5 specified that department, we can deduce that one of the two people who did not answer this question falls into this category. Therefore, without knowing which of the two should be included in the Other Administrative department, we have included both so that their responses will be included throughout the data. The department having the largest percentage of employees reporting supervisory status were in the Bicentennial Center (40 %) and Arts and Humanities (37.5 %). However, it should be noted that only 15 employees are listed for the Bicentennial Center and only 8 are shown in the Arts and Humanities. - " Looking further into the data, it reveals that the Bicentennial Center, Fire and Parks and Recreation departments have significantly more supervisors than the General Service and Water Customer Accounting departments. • Additionally, the BI- Center also has significantly more supervisors than the Water and Sewerage department. NarketAide, Inc. October, 1990 City of Saliva Employee Satisfactioa Study Page 7 The following table shows the percentage of supervisors, • versus those not holding supervisory status, within each department. SUPERVISORS BY DEPARTMENT Supervisor Non - Supervisor Base Police 24.3% 75.7% 70 Fire 26.2 73.8 84 General Service 15.7 84.3 70 Water Customer Accounting 9.1 90.9 11 Water and Sewerage 16.0 84.0 50 Parks and Recreation 32.1 67.9 28 BI-Center 40.0 60.0 15 Engineering 16.7 83.3 6 Planning and Development 25.0 75.0 8 Arts and Humanities 37.5 62.5 8 Other Administrative 0.0 100.0 7 Finance 20.0 80.0 10 The average length of service in ,years within departments is shown in the table below. • AVERAGE YEARS OF SERVICE BY DEPARTMENT • Average Length Overall 9.78 Police 8.24 Fire 11.60 General Service 12.13 Water Customer Accounting 10.55 Water and Sewerage 8.58 Parks and Recreation 8.74 Bicentennial Center 4.53 Engineering 9.50 Planning and Development 9.38 Arts and Humanities 4.38 Other Administrative 10.67 Finance 9.50 lfarketA.ide, Inc. October, 1990 City of Salina Employee Sati.sfact.ion Study Page 8 III. EXECUTIVE SUMMARY • The following section outlines the major findings of this employee satisfaction study. Detailed findings, outlined by category, can be found in Section IV, immediately following this Executive Summary. 1. Employees tended to agree that this survey will let City administration know what employees think about working for the CITY OF SALINA. However, they somewhat disagreed that the CITY would actually use the results of this survey to improve the organization. 2. Questions dealing with employee's work attitudes scored the highest mean scores overall. This indicates that CITY employees enjoy the work they are doing and are quite proud to work for the CITY OF SALINA and their department. 3. Relationships with work group members also received very high mean scores, indicating that employees somewhat agreed that their relationships were both friendly and professional. A slightly lower mean score was reported when asked if people in their work group do their fair share of the work. However, the lowest mean score was given on the question dealing with staffing. Employees somewhat disagreed that there are enough people in their work group to get the work done properly. Public • Safety showed the greatest need for additional workers by reporting the lowest mean score on this question. 4. Several community service questions also received high mean scores. Overall, employees feel they treat citizens /customers in a courteous manner and are responsive to their needs. Additionally, employees also somewhat agreed that providing good quality service to citizens is a priority with the CITY OF SALINA and that it does its best to provide good quality service. Receiving the lowest mean scores among community service questions, were those dealing with training and recognition of employees. Employees only slightly agreed that they are recognized for providing good citizen /customer service and that they are effectively trained to deal with citizens as customers. 5. Employees only slightly agreed that the CITY OF SALINA has a favorable image in the community. They also slightly agreed that .their closest friends have a positive image of the CITY. Lower mean scores, indicating less agreement, were recorded on questions dealing with the image of CITY employees. It appears that employees do not feel Salina residents have a positive image of them. Additionally, employees somewhat disagreed that residents think city government employees work hard. 6. Only two questions dealing with departmental communications were given mean scores above 3.50, indicating employees slightly Xarketdide, Inc. October, 1990 City of Salina FPPloyee Satisfaction Study Pege 9 agree. These questions dealt with cooperation between • departments and department head relationships. Employees disagreed somewhat on questions which asked if their department communicates well to its employees and if it listens to its employees when they have ideas for change, improvements, or problems. Overall, employees slightly agreed that their department is well-run. 7. Employees agreed slightly with all but one of the questions regarding supervisor relationships. The two questions which employees were in the most agreement with were that their supervisor relationship is good and that their supervisors' comments about their work are fair. When asked if employees felt their supervisors involve department employees in decisions which affect their work, employees somewhat disagreed. 8. Among questions dealing with the training of employees and information provided to them, employees agreed most strongly with the question which stated that if they did not know the answer to a job - related question, they would know whore to find it. • Employees slightly agreed that they have enough information and training to perform their jobs well. Additionally, they agreed that safety is stressed enough on their job and that the Esprit provides good information to employees. The question that employees agreed the least on dealt with job orientation. A mean score of 3.43 indicates that employees only slightly agreed that they received adequate orientation for their current job. 9. Overall, employees stated a general understanding of the priorities, policies and procedures of the CITY. However, it appears that employees feel favoritism or inconsistency occurs when enforcing policies and procedures. The employee grievance system seems to be understood by employees. However, employees somewhat disagreed that they would feel comfortable using this system and do not feel that complaints are handled fairly. 10. Questions dealing with advancement opportunities also received somewhat lower mean scores, indicating that employees somewhat disagreed with these statements. From the mean scores, it appears that more training is desired to better prepare employees for promotions. Additionally, employees somewhat disagreed that • promotions are handled fairly. Harketdide, Inc. October, 1990 City of .Salina Employee Satisfaction Study page 10 11. The question asking employees if they felt their pay was fair, • considering their duties and responsibilities, received the lowest overall mean score. This indicates that CITY personnel somewhat disagree that their salaries are fair. When comparing CITY employees salaries to non - governmental and "other" governmental employees in Salina, mean scores show that employees feel they are somewhat underpaid. Additionally, CITY employees think they are extremely underpaid in comparison to employees who work for other Kansas cities of comparable size. Although salary was not an extremely important factor to employees when deciding to work for the CITY OF SALINA, it was selected as the most important criterion when evaluating job satisfaction. 12. When deciding to work for the CITY OF SALINA, employees reported the most important factors as job security, opportunity to do work they enjoy, and fringe benefits. The least important selection factors were the lack of other opportunities and having friends who are already employed by the CITY. • earket6ide, Inc. October, 1990 13. Approximately half (51.5 %) of all employees said they are currently satisfied (either somewhat or very) with the CITY OF • SALINA as an employer. Another 26.4% of employees stated they are somewhat dissatisfied, whereas only 4.1% reported being very dissatisfied with the CITY. Those who remained neutral on this issue (neither satisfied nor dissatisfied) made up the remaining 18% of all employees. Additionally, the data show that employee satisfaction has decreased a little over the past 2 years. Good pay and benefits was selected as the most important criterion when looking at job satisfaction. Good job security was also very important to job satisfaction. Both of these factors had mean scores less than 3.00, with 1 being the "most important" and 7 being the "least important ". The other five selection factors received mean scores In the 4.00 -5.00 range. The least important factor in terms of job satisfaction appears to be that the work is important to the public. • earket6ide, Inc. October, 1990 • • City of .Salina FMPloyee Satisfaction Study Page 1.1 IV. DETAILED FINDINGS Employees were asked how strongly they agreed or disagreed with a series of questions. These questions have been divided into the following categories for easy interpretation of the results: - Community Service Questions: 1, 13, 19, 28, 44, 56, 59 - Community Image Questions: 2, 15, 46, 57 - Departmental Communications Questions: 3, 14, 16, 41, 47, 54, 58 - Supervisor Relationship Questions: 4, 7, 12, 17, 20, 29, 30, - Work Group Relationship Questions: 18, 31, 49, 50 - Advancement Opportunities Questions: 6, 21, 32 - Work Attitude Questions: 5, 22, 23, 33, 51 - PolicIes and Procedures Questions: 8, 9, 24, 3G, 37, 38, 39, - Employee Information /Training Questions: 10, 25, 26, 42, 45, 55 - Employee Benefits Questions: 11, 27, 43 - Job Selection and Satisfaction Evaluation Questions: 60a -60i, 62a -62g, 66, G7 - Salary and Benefit Evaluation Questions: 61, 63, 64, 65 34, 35, 48, 53 40, 52 After reading questions 1 through 59, employees were instructed to mark how strongly they agreed or disagreed with each statement, using the following scale: 1) Strongly Disagree 2) Somewhat Disagree 3) Neither Agree Nor Disagree 4) Somewhat Agree 5) Strongly Agree The following sections report the findings, using the mean scores for each category. Mean scores have been used for interpretation purposes to allow an overall view of responses. Analysis of variance was conducted on all questions and groups, and any means that are statistically significantly higher or lower in comparison to other means among groups are noted by referring to them as significant. - The analysis of variance is used to determine the relationship between two or more groups. The study data was tested at a .10 .level of significance to identify mean scores across groups which varied more than would be expected by chance alone. Therefore, every mention of significant numbers throughout this report indicates that the means are statistically significant. ffarketdide, Inc. October, 1990 • City of .Saliva Employee Satisfaction Study Page 12 The graph on this page illustrates the total mean scores for all "Agree /Disagree" questions. The questions can be located in the Employee Survey in Appendix A. ALL AGREE /DISAGREE QUESTIONS (1--STRONGLY DISAGREE)(S= STRONGLY AGREE) M-1: nmu DST 4S DST ` DST I: DST a DST 15 DST 2- DST 2E DST 5C DST Y DST 1 DST 11 DST 4E DST 3E DST 2E DST 14 DST 2` DST 4e DST 55 DST 3E DST 5E DST 51 DST 54 DST Q DST 31 DST 3C DST 33 DST 10 DST 24 DST 45 DST 47 DST 35 DST 53 DST 7 DST 2 DST 4 DST 12 DST 57 DST 34 DST 41 DST 46 DST 20 DST 21 DST 58 DST 17 DST 39 DST 8 DST 32 DST 9 DST 52 DST 16 DST 3 DST 18 DST 29 DST 6 DST 37 DST 40 DST 15 DST 27 a 4.36 a 4.35 a 4.27 a 4.24 a 4.2 a 4.19 a 4.17 a 4.15 m 4.14 m 4.08 ■ 3.85 a 3.85 ■ 3.85 1 3.81 1 3.79 1 3.78 1 3.77 13.76 1 3.74 3.71 3.69 3.68 3.68 3.66 3.65 0.4 1 3.38 1 3.36 3.32 3.31 3.31 3.3 3.3 0.0 1.0 2.0 3.0 4.0 5.0 llarketdide, Inc. RATING SCRIP MTOTAL NERN SCARES October, 1990 City of Salina Employee Satisfaction Study Page 13 • A. COMMUNITY SERVICE Overview Overall, employees reacted positively towards the questions dealing with community service. The chart on the next page illustrates the overall mean scores recorded for each community service question. Most respondents tended to agree that employees in their department treat citizens /customers in a courteous manner. The overall mean score received for the question referring to this statement was 4.27, which reflects that employees agree somewhat with that statement. Although none of these community service questions received a very low mean score, the one that received the least agreeable response referred to employee training. A 3.38 mean score was recorded when asked if employees in their department were effectively trained to deal with citizens as customers. This mean score reflects a "slightly agree" rating. Detailed Responses ( question 59: Overall, the service CITY OF SALINA employees provide to Salina residents is a good value for their taxes paid. • Overall, employees feel that the service CITY OF SALINA employees provide to Salina residents is a good value for their taxes paid. The total mean score (3.76) shows that respondents were slightly agreeing with this statement. • Although not significant, more supervisors (75.60) gave favorable responses (either strongly/ somewhat agree) to this question than persons in non - supervisory positions (67.1%). The Public Safety division reported the highest mean (3.81) while Labor /Maintenance /Public Works recorded the lowest mean (3.72) among the job categories. However, no significant differences exist between divisions. Employees with over 20 years of service agreed more strongly about this statement (3.89) than people with less service. The Arts and Humanities department recorded the largest number of employees agreeing with this statement, with a mean score of 4.50. The Other Administrative department showed the least agreement with this statement, with a mean score of 3.29. earket/lide, Inc. October, 1990 City of Salina Employee Satisfaction Study • COMMUNITY SERVICE C1= STRONGLY DISAGREE) (5= STRONGLY AGREE) QUESTION NUMBERS DST 13 DST 19 DST 28 DST 1 DST 59 DST 56 DST 44 ® 4.27 _4.2 ® 4.17 ® 4.08 3.76 . 3.71 3.38 1.0 2.0 3.0 4.0 5.0 • RATING SCALE Page 14 ® TOTAL MEAN SCORES Question 13: Employees in my Department treat citizens /customers in a courteous manner. Question 19: My Department does its best to provide good quality service to citizens /customers. Question 28: Employees in my Department are responsive to citizens /customers needs. Question 1: Providing good quality service to citizens is a priority with the CITY OF SALINA. Question 59: Overall, the service CITY OF SALINA employees provide to Salina residents is a good value for the!-- taxes paid. Question 56: Employees in my Department are recognized for providing good citizen /customer service. Question 44: Employees in my Department are effectively trained to deal with citizens as customers. • Narketdide, Inc. October, 1990 When asked if employees in their department treat citizens /customers in a courteous manner, 86.4% of employees agreed, either somewhat or strongly, with that statement (4.27 mean) . Significantly more supervisors (4.45) agreed that their department treats citizens in a courteous manner than non - supervisors (4.21). Although Technical / Paraprofessional /Professional /Office Management divisions and employees with over 20 years of service more strongly agreed with this statement than the other categories in their areas, there were no significant differences. The Water Customer Accounting department disagreed (2.73) with this statement more than all other departments. Their mean score was lower than all other departments and significantly lower than all departments except Parks and Recreation (3.86). • Xarketdide, Inc. October, 1990 City of .Salina Employee Satisfaction Study Page IS • Question 1: Providing good quality service to citizens is a priority with the CITY OF SALINA. Employees responded favorably when asked if providing good quality service to citizens is a priority with the CITY OF SALINA. The total mean score was 4.08, which reflects that employees somewhat agreed with this statement. Supervisors were more agreeable with this statement than non - supervisors with mean scores of 4.20 and 4.05, respectively. " Clerical /Secretarial divisions were the most agreeable to this statement (4.13); the Technical /Paraprofessional / Professional /Office Management employees were the least agreeable (3.93). Although no significant differences exist between years of service categories, those employees with 10 -20 years of service were most agreeable with this statement (4.18), and those with three years or less were the least agreeable (4.01). Employees in the Arts and Humanities department were the most agreeable with this statement (4.38); the Planning and • Development department reported the lowest mean score of 3.75. Question 13: Employees in my Department treat citizens /customers in a courteous manner. When asked if employees in their department treat citizens /customers in a courteous manner, 86.4% of employees agreed, either somewhat or strongly, with that statement (4.27 mean) . Significantly more supervisors (4.45) agreed that their department treats citizens in a courteous manner than non - supervisors (4.21). Although Technical / Paraprofessional /Professional /Office Management divisions and employees with over 20 years of service more strongly agreed with this statement than the other categories in their areas, there were no significant differences. The Water Customer Accounting department disagreed (2.73) with this statement more than all other departments. Their mean score was lower than all other departments and significantly lower than all departments except Parks and Recreation (3.86). • Xarketdide, Inc. October, 1990 • • is City of Salina Employee Satisfaction Study Page .16 Question 28: Employees in my Department are responsive to citizens /customers needs. The majority of respondents (84.5% either agreed strongly or somewhat) felt that employees in their department are responsive to citizen's /customer needs, This is supported by a total mean score of 4.17 given by all employees. Supervisors were again significantly more in agreement (4.41 mean) with this statement than persons in non - supervisory positions (4.10) . The Technical /Paraprofessional /Professional /Office Management divisions were most in agreement (4.33) with this statement among all divisions, and employees with three years of service or less were the most agreeable (4.23) among the length of service categories. However, no significant differences are apparent. Employees in the Bicentennial Center were the most agreeable with this statement with a mean score of 4.67. This department's score was significantly higher than the Water Customer Accounting department (3.27 mean) . Additionally, the Water and Sewerage department's score (4.46) was also significantly higher than the Water Customer Accounting department. Question 44: Employees in my Department are effectively trained to deal with citizens as customers. Compared to all other community service questions, fewer employees (54.2% either somewhat or strongly agreed) felt that employees in their department are effectively trained to deal with citizens as customers. Supervisors again agreed more (3.43) than non - supervisors (3.37) with this statement, The Public Safety division showed a significantly higher mean (3.56) than the Labor /Maintenance /Public Works division, which recorded the lowest level of agreement (3.21) with this question. " Employees with over 20 years of service were the most agreeable with this statement (3.64) and those with 10 -20 years were the least agreeable (3.32). Planning and Development employees agreed most strongly with this statement (4.13) ; Water Customer Accounting recorded the lowest level of agreement (2.18). Aarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 17 Question 19: My Department does its best to provide good quality • service to citizens /customers. Employees agreed somewhat strongly (4.20) that their department does its best to provide good quality service to citizens/ customers. A significantly higher mean (4.37) was recorded for employees who are supervisors for the City than for non - supervisors (4.15). Clerical/ Secretarial employees were the most agreeable division (4.43), whereas, the Public Safety employees recorded a 4.09 mean rating, which was the lowest among job categories. Employees with over 20 years of service were again the most agreeable with this statement (4.24), and those that were the least agreeable were employees with 10 -20 years of service (4.10). The Arts and Humanities department recorded the highest mean score (4.88), and the lowest mean score (3.40) was given by the Water Customer Accounting. Question 56: Employees in my Department are recognized for • providing good citizen /customer service. Employees agreed less strongly (3.71) that they are recognized for providing good citizen /customer service than other community service issues. • Supervisors again significantly differed in their responses than non - supervisors. Approximately three- fourths (73.2 %) of supervisors agreed (somewhat/ strongly) with this statement, whereas only 64.6% of employees not holding a supervisory position agreed. The Labor /Maintenance /Public Works division recorded a slightly higher mean (3.78) than the other divisions. As before, employees with over 20 years of service were more agreeable (3.89) than those with less time with the City. The Bicentennial Center employees were more in agreement with this statement (4.47) than other departments. Employees in the Water Customer Accounting department agreed the least, with a mean score of 2.73. KarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study • B. COMMUNITY IMAGE Overview Page 18 Overall, employees do not feel the Salina community has a very favorable image toward them, as CITY employees, and the organization as a whole. Mean scores on all four questions relating to this area were around the 3.00 level. The graph on the next page illustrates the total mean scores received by each question in this category. Employees overall feel that the City organization is viewed more positively than its individual employees. The two questions dealing with attitudes toward the CITY organization scored means of 3.30 and 3.31, whereas those regarding the employees received 3.10 and 2.55 mean scores. Detailed Responses Question 2: The CITY OF SALINA has a favorable image in the community. The survey data shows employees have differing feelings regarding how the community perceives the image of the CITY OF SALINA. Only slightly over half (55.9°x) of employees agreed (strongly /somewhat) that • the CITY OF SALINA has a favorable image in the community. The overall mean score of 3.31 shows that employees do not strongly feel that the CITY'S image is a positive one. " Supervisors and non - supervisors were in agreement on this statement as both had very similar mean scores (3.34 and 3.31 respectively). " Public Safety personnel agreed more strongly (3.45) with this statement than other job categories, whereas, Technical/ Paraprofessional /Professional /Office Management divisions reported only a 3.17 mean. Persons working for the CITY OF SALINA under ten years had a slightly higher mean (3.36) than those with ten or more years of service. The Arts and Humanities department agreed more strongly (4.00) with this statement than other departments, and the Planning and Development (2.63) and General Service (3.24) departments agreed the least with this statement. • ltarketLide, Inc. October, 1990 City of Salina Employee Satisfaction Study • COMMUNITY IMAGE (1= STRONGLY DISAGREE) (5= STRONGLY AGREE) QUESTION NUMBERS • • CST 2 CST 57 CST 46 CST 15 2.55 3.31 3.3 3.1 1.0 2.0 3.0 4.0 RATING SCALE 5.0 Page 19 ® TOTAL MEAN SCORES Question 2: The CITY OF SALINA has a favorable image in the community. Question 57: My closest friends have favorable attitudes toward the CITY OF SALINA organization. Question 46: If Salina residents were asked for their comments about CITY OF SALINA employees, the answers would be generally positive. Question 15: Most citizens feel city government employees work hard. Xarketdide, Inc. October, 1590 City of Salina Employee Satisfaction Study Page 20 • Question 15: Most citizens feel city government employees work hard. Employees feel citizens do not perceive them as hard workers. With a mean score of 2.55, it would appear that the majority of employees think Salina residents perceive them as underworked. " Supervisors had a significantly lower mean score (2.35) than non - supervisors (2.61). This indicates that non - supervisors feel more strongly than supervisors that residents feel they work hard. All job categories reported similar means with the exception of the Technical / Paraprofessional /Professional /Office Management category which scored a slightly lower mean of 2.30. Employees with over 20 years of service had a slightly higher mean (2.64) than those with less employment time with the CITY. This means they agreed with this question more than employees in the other length of service categories. Recording the highest mean score among departments was the Other Administrative department (3.57), whereas Engineering employees reported only a 1.67 mean. Question 46: If Salina residents were asked for their comments about CITY OF SALINA employees, the answers would be generally positive. With a total mean score of 3.10 for this statement, it is apparent that employees do not feel that CITY employees have a strong image among the community. Less than half (44.4 %) of all employees somewhat or strongly agreed with that statement. Responses from supervisors and non - supervisors were similar, reporting 3.15 and 3.08 means, respectively. Public Safety personnel agreed more (3.39) than other job categories and its mean score is significantly higher than those recorded by Clerical/ Secretarial (2.83) and Labor /Maintenance /Public Works (2.90). The responses between length of service groups were similar, with the largest difference being between employees with under three years of service (2.94) and those with over 20 years (3.30). Here again, employees in the Other Administrative department agreed most strongly and reported a 3.57 mean. Water Customer Accounting disagreed with this statement most strongly (2.18). • llarketdide, Inc. October, 1990 r: • City of Salina ERPloyee Satisfaction Study Page 21 Question 57: My closest friends have favorable attitudes toward the CITY OF SALINA organization. Employees somewhat agreed (3.30) that their closest friends have favorable attitudes toward the CITY OF SALINA organization. This mean score is at parity with the mean score (3.31) given to the question regarding their perception of what the employees feet the community as a whole thinks. There was a significant difference between supervisors and non - supervisors. With a mean score of 3.56, it is apparent that supervisors agreed more that their friends have a favorable attitude toward the CITY than non - supervisors (3.22). Employees in the Technical /Paraprofessional /Professional/ Office Management category agreed more strongly with this statement than those in the other job categories. " All mean responses in the length of service categories were similar, stating they slightly agreed with this statement. " Arts and Humanities reported agreeing with this statement more (3.88) than other departments, whereas Water Customer Accounting showed the highest level of disagreement with a mean score of 2.82. PlarketAide, Inc. October, 1990 City of .Salina Employee Satisfaction Study 0 C. DEPARTMENTAL COMMUNICATIONS Overview Page Z2 Overall, employees registered a neutral feeling toward the way their department is currently being managed. It would appear that employees agreed more strongly with questions dealing with relationships with department heads, written communication and cooperation between departments. So focus might be placed on communication within the department since the two questions relating to this area received the lowest mean scores. Employees' ratings on these questions show a need for more and better communication between employees and their supervisors and /or department heads. The graph on the following page shows the total mean scores given to each question in this category by employees. Detailed Responses Question 3: My Department listens to its employees (ideas for change, improvements, problems, etc.) . • Employees somewhat disagreed (2.74) with the statement asking if their department listens to its employees when they have ideas for change, improvements, problems, etc. " Non- supervisors disagreed significantly more (2.63) than supervisors (3.10) on this statement. The Public Safety category showed a significantly lower level of agreement with this statement. Its mean score of 2.15 was significantly lower than all other job categories. " There was a significant difference between employees with three or less years of service (3.06) and those with 10 -20 years with the City (2.47). This indicates that newer employees agreed more often that their concerns are listened to more than employees who have worked for the CITY 10 -20 years. n The department which does the best job of listening to its employees appears to be Arts and Humanities, which somewhat _ agreed (4.25) with this statement. This department was significantly' more satisfied than the Police (2.17) and Fire (2.26) departments. General Services (3.09) also was significantly more satisfied with its department's ability to • listen to their concerns than the Police department. Xarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study n LJ CST 14 CST 54 CST 47 CST 41 CST 58 CST 16 CST 3 i 1 DEPARTMENTAL COMMUNICATIONS (1= STRONGLY DISAGREE) (5= STRONGLY AGREE) 1.0 2.0 3.0 4.0 5.0 RATING SCALE Page 23 =TOTAL MEAN SCORES Question 14: Cooperation between my Department and other Departments is good. Question 54: My relationship with my Department Head is generally a good one. Question 47: Written communications in my Department are clear and understandable. Question 41: My Department is cost conscious in the way it spends money. Question 58: Overall, my Department is well-run. Question 16: My Department communicates well to employees on matters that affect them. Question 3: My Department listens to its employees (ideas for change, improvements, problems, etc.). KarketAide, Inc. October, 1.990 City of Salina Employee Satisfaction Study page 24 • Question 16: My Department communicates well to employees on matters that affect them. As with the previously mentioned survey question, employees somewhat disagreed (2.76) that their department communicates well to employees on matters that affect them. Supervisors agreed significantly more (3.07) with this statement than non - supervisors (2.67). Public Safety personnel were again the least agreeable (2.27) that their department communicates well to employees. This mean score was significantly lower than Technical/ Paraprofessional /Professional /Office Management (3.37) and Labor /Maintenance /Public Works (3.04). No major differences existed between years of service categories. The largest gap is seen between employees with over 20 years of service (3.11) and those with 10 -20 years of service (2.46). Several significant differences existed .among the departments. Water Customer Accounting had the lowest mean score (1.82), which is significantly lower than the Fire (2.19), Police (2.47), and Arts and Humanities (4.63 - highest mean) departments' scores. Additionally, there is a significant difference between the Fire department and the General Service employees. Question 54: My relationship with my Department Head is generally a good one. Relationship with department heads is somewhat good according to the data. A mean score of 3.68 indicates that employees slightly agreed with this statement. Supervisors reported having a significantly better relationship with their department heads (3.96) than non - supervisors (3.60). " Technical /Paraprofessional /Professional /Office Management personnel seem to have a better relationship with their department heads (4.13) than other categories. The Public Safety category agreed the least with this question (3.37), and its mean score was significantly lower than Technical/ Paraprofessional /Professional /Office Management and Labor /Maintenance /Public Works. D No major differences existed between employees with different years of service. The most agreeable response came from the • employees with three or fewer years of service. XarketAide, Inc. October, 1990 City of Salina Employee Satfsfactioa Study Page 25 Arts and Humanities reported better relationships with their department heads (4.88) than the other departments. Other Administrative positions tended to have the worst, by agreeing the least with this statement (3.14). Question 47: Written communications in my Department are clear and understandable. Written communications within departments were, overall, seen as somewhat clear and understandable. The mean score of 3.40 indicates that employees slightly agreed with this question. More supervisors agreed (3.51) than non - supervisors (3.36) that written communication was clear and understandable. Mean scores were fairly consistent across job categories, with Clerical /Secretarial employees agreeing more (3.73) than other job categories on this question. Employees with less than 10 years of service agreed more often than other employees that written communication is clear and understandable. Employees in the Water Customer Accounting department disagreed more (2.64) than other departments regarding the acceptability of written communication. The department which • agreed most strongly (4.63) with this question was Arts and Humanities. Question 14: Cooperation between my Department and other Departments is good. Employees agreed slightly (3.79) that cooperation between departments is good. Supervisors agreed significantly more (4.13) than non - supervisors (3.69) that good cooperation between departments exists. The highest mean score recorded within job categories was 4.12 by the Public Safety employees. This mean is significantly higher than the lowest score, which was provided by the Labor /Maintenance /Public Works personnel (3.52). " More employees with over 20 years service, than those with less, feel there is good cooperation between departments. Among all departments, more Planning and Development employees agreed that their department cooperates well with others. The mean score of 4.38 recorded by this department • shows they somewhat agreed with this question. Water Customer Accounting personnel disagreed the most strongly (2.73) with this question. Aarketdide, Inc. October, 1990 " The Arts and Humanities department was the most agreeable when asked if their department was well-run. A mean score of 5.00 for this department was the highest recorded and is significantly higher than the Police (2.93), Fire (2.58), General Service (2.94) and Water Customer Accounting (2.18). • Question 41: My Department is cost conscious in the way it spends money. is Employees slightly agreed (3.21) that their departments are cost conscious in the way they spend money. n Supervisors slightly agreed (3.65) that their department is cost conscious; non - supervisors agreed significantly less (3.08). Public Safety personnel had a significantly lower mean score (2.76) than the other job categories with the exception of Clerical/ Secretarial (3.38). Employees with 10 -20 years of service also felt their departments did not spend money very wisely. A mean score of 2.76 by this group was significantly lower than the highest score of 3.62, given by employees with 3 or fewer years of service. The lowest mean score among departments was given by the Fire Department (2.30). Their score was significantly lower than several other departments and shows they somewhat disagreed with this statement. llarket6ide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 26 • Question 58: Overall, my Department is well-run. Overall, less than half (45.2% agreed strongly/ somewhat) of all employees feel their department is well-run. Fifteen percent (15 %) of all employees strongly disagreed; 26.2% somewhat disagreed; and, 13.6% were neutral (neither agreed nor disagreed) on this statement. A significantly higher mean (3.65) was reported by supervisors than non - supervisors (2.86). These scores Indicate that supervisors slightly agreed with this question while non - supervisors somewhat disagreed. Public Safety personnel somewhat disagreed (2.65) with this statement. This mean score is significantly less than all other mean scores given by job categories. Employees with over 20 years of service agreed more often than employees with fewer years of service that their department was being run well. " The Arts and Humanities department was the most agreeable when asked if their department was well-run. A mean score of 5.00 for this department was the highest recorded and is significantly higher than the Police (2.93), Fire (2.58), General Service (2.94) and Water Customer Accounting (2.18). • Question 41: My Department is cost conscious in the way it spends money. is Employees slightly agreed (3.21) that their departments are cost conscious in the way they spend money. n Supervisors slightly agreed (3.65) that their department is cost conscious; non - supervisors agreed significantly less (3.08). Public Safety personnel had a significantly lower mean score (2.76) than the other job categories with the exception of Clerical/ Secretarial (3.38). Employees with 10 -20 years of service also felt their departments did not spend money very wisely. A mean score of 2.76 by this group was significantly lower than the highest score of 3.62, given by employees with 3 or fewer years of service. The lowest mean score among departments was given by the Fire Department (2.30). Their score was significantly lower than several other departments and shows they somewhat disagreed with this statement. llarket6ide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 27 • D. SUPERVISOR RELATIONSHIP Overview The overall mean scores given to questions regarding employee-supervisor relationships were somewhat neutral in nature. The graph on the next page illustrates the total mean scores received by each question. The Water Customer Accounting department recorded lower mean scores (agreed the least often) on these questions than any other department. Conversely, the Arts and Humanities department seems to have the best supervisor/employee relationship by agreeing most often to this series of questions. Not surprisingly, supervisors generally reported mean scores that were significantly higher than persons not holding a supervisory position. Additionally, employees with 10-20 years of service disagreed more with these questions, while those with over 20 and under 4 years appear to have the best supervisor relationships. Detailed Responses • Question 48: My relationship with my supervisor is generally a good one. Employees slightly agreed (3.85) that their relationship with their supervisor is generally a good one. • Supervisors agreed significantly more (4.09) than non-supervisors (3.78) that the relationship with their direct supervisor is a good one. • Although no major differences existed between job categories, Clerical/Secretarial employees appear to have a better relationship with their supervisor than the other categories, by recording the highest mean score. • Newer employees (3 or fewer years) agreed significantly more (4.04) with this question than employees with 10-20 years of service (3.59) . • Arts and Humanities employees are the most pleased with the relationship they have with their supervisor, with all strongly agreeing (5.00) that it was a good one. On the other hand, Water Customer Accounting employees reported the lowest level of agreement with this statement (2.91). • lfarketdide, Inc. October, 1990 City of Salina Erployee Satisfaction Study Page 28 • SUPERVISOR RELATIONSHIP (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS QST 48 3.85 QST 30 3.65 QST 35 3.4 QST 53 3.36 QST 7 3.32 QST 4 3.31 QST 12 3.3 QST 34 3.25 QST 20 3.09 QST 17 3.03 QST 29 2.69 =TOTAL MEAN SCORES 1.0 2.0 3.0 4.0 5.0 • RATING SCALE Question 48: My relationship with my supervisor is generally a good one. Question 30: My supervisors' comments about my work are generally fair. Question 35: My supervisor is fair when assigning work within my group. Question 53: I feel comfortable making suggestions or discussing concerns with my supervisor. Question 7: My supervisor has ideas that are helpful to me and my work group. Question 4: My supervisor listens to what I have to say. Question 12: My supervisor is receptive to suggestions I have about my Job. Question 34: My supervisor is fair in dealing with members of my work unit. Question 20: When I take suggestions and/or complaints to my supervisor, they are handled fairly. Question 17: Supervisors in my Department maintain high standards in their own performance. • Question 29: Supervisors in my Department involve employees in decisions which affect their work. MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 29 Question 4: My supervisor listens to what I have to say. • When asked if their supervisor listens to what they have to say, employees registered an overall mean score of 3.31, which would indicate that they slightly agreed with this statement. • Supervisors slightly agreed with this question (3.66) ; non-supervisors agreed less (3.20) . • Technical/Paraprofessional/Professional/Office Management employees agreed more strongly (3.80) than employees in other job categories that their supervisors listen to them. Those reporting the lowest mean score on this question were the Public Safety personnel (3.08) whose score was significantly lower than the Technical/etc. category. • No large differences were apparent between years of service categories. However, employees working for the CITY 10-20 years agreed somewhat less (3.12) than the others. • The department which feels their supervisors listen to them the most was Arts and Humanities (4.75), but this mean score is not significantly higher than any other department. The department that disagreed the most with this statement was the Water Customer Accounting (2.27) . • Question 53: I feel comfortable making suggestions or discussing concerns with my supervisor. Employees seem to feel slightly uncomfortable making suggestions or discussing concerns with their supervisors: The total mean score was 3.36, which indicates that employees only slightly agreed with this statement. Again we see that supervisors (3,82) feel more comfortable approaching their supervisor than employees (3.23) . • As with the aforementioned question, the Public Safety division feels the least comfortable approaching its supervisor (3.20) and its mean score is significantly lower than the Technical/Paraprofessional/Professional/Office Management division, which had the highest mean score (3.76) . • Employees with 10-20 years of service with the CITY agreed less with this statement than other employees. Their mean score was 3.12. • Water Customer Accounting disagreed the most among all departments on this question. A mean score of 2.55 was • given by this department. Arts and Humanities reported the highest mean score of 4,88. Merketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 30 • Question 20: When I take suggestions and/or complaints to my supervisor, they are handled fairly. When asked if their suggestions and/or complaints are handled fairly by their supervisor, employees agreed only slightly (3.09) . When looking closer at the data, it shows that slightly less than half (45.1%) of all employees agreed, either strongly or somewhat, that their suggestions were handled fairly. • As would be expected, supervisors felt significantly stronger (3.51) than non-supervisors (2.97) that comments were handled fairly. • Again, the Technical/Paraprofessional/Professional/Office Management employees were significantly more agreeable (3.70) than the Public Safety (2.94) and Labor/ Maintenance/Public Works personnel (3.01) on this question. • Among length of service categories, employees with over 20 years of service were more inclined to feel that suggestions/complaints were handled fairly. A mean score of 3.26 by this group was the highest mean score among length of service categories. • A significant difference exists between the Arts and Humanities (4.88) and Water Customer Accounting departments (2.27) on this issue. The mean scores show that the Arts and Humanities department agreed somewhat with this statement, whereas Water Customer Accounting somewhat disagreed. Question 12: My supervisor is receptive to suggestions I have about my job. Along with employees slightly agreeing that their supervisors listen to what they have to say (3.31), they also agree that their supervisor is receptive to suggestions they have about their jobs (3.30) . • Employees not holding a supervisory position agreed slightly (3.20) with this statement. Supervisors agreed significantly more (3.63) that their supervisors are receptive. • The data show that a significantly lower number of Public Safety personnel (3.08) feel their supervisors are receptive to suggestions regarding their job than all other divisions. • Employees with 10-20 years of service had the largest number of people who felt their supervisors were not receptive to their comments, resulting in a mean score of 3.14. The Water Customer Accounting department disagreed • somewhat (2.64) with this statement. The Arts and lfarketdide, Inc. October, 1990 if City of Salina Employee Satisfaction Study Page 31 • Humanities agreed somewhat strongly (4.75) that their supervisors are receptive to job suggestions. Question 29: Supervisors in my Department involve employees in decisions which affect their work. A mean score on 2.69 on this issue indicates that there may need to be more involvement from employees when supervisors are making decisions which affect employees work. This mean score indicates that employees somewhat disagreed with this question. • There is a significant difference between supervisors (3. 13) and non-supervisors (2.56) on this issue. These mean scores show that non-supervisors disagree more than supervisors on this question. • A significantly larger number of employees from the Technical/Paraprofessional/Professional/Office Management divisions feel they are included in the decision-making process. They recorded a mean score of (3.65) . Conversely, the Public Safety division had significantly fewer people agree that they are included in making decisions. This department had a mean score of 2.09, which suggests they somewhat disagree with this question. • " People with over 20 years of service felt they were involved in the decision-making process. They recorded the highest mean score (3.02) . Employees with 10-20 years of service felt the least involved (2.38) . • The Arts and Humanities department showed the highest level of agreement (4.25) with this question. The Police (2.06) and Fire (2.26) departments expressed a significantly lower agreement level. Question 30: My supervisor's comments about my work are generally fair. CITY personnel generally felt that supervisors' comments regarding their work were fair. A mean score of 3.65 shows that employees slightly agreed with this question. • Supervisors somewhat agreed (3.91) that supervisor comments were fair. A significantly lower number of non-supervisors agreed with that statement (3.57) . • Labor/Maintenance/Public Works employees reported the lowest mean score (3.49) , which shows that a significantly lower number of employees feel supervisors' comments are fair than • employees in the Technical/Paraprofessional/Professional/ Office Management group. They recorded the highest mean score of 4.02. IfarketAide, Inc. October, 19.90 City of Salina Employee Satisfaction Study Page 32 • New employees (0-3 years) agreed more strongly (3.86) that • their supervisors' comments were fair than employees of 10-20 years (3.40) . This represents a significant difference between these two groups. • Those employees feeling that their supervisors' comments were unfair are located in the Water Customer Accounting department. This department had the lowest mean score (2.27) . A significantly larger percentage of employees in the Arts and Humanities department feel comments are fair (4.88) . Question 34: My supervisor is fair in dealing with members of my work unit. An overall mean score of 3.25 on this question indicates that employees slightly agreed that supervisors are fair in dealing with members of a work unit. As anticipated, supervisors do not recognize this as occurring to the extent that non-supervisors do. A mean score of 3.14 by the latter group is significantly lower than the supervisors' mean score (3.66). • No significant differences existed among the Job categories. • Clerical/Secretarial reported the lowest mean score of 3.05, which indicates they only slightly agree with this question. • A significant difference exists between employees of over 20 years (3.66) and those with 10-20 years service (3.00) . These mean scores show that employees with over 20 years of service slightly agree with this question, whereas those with 10-20 years of services agree much less. • Employees from the Water Customer Accounting department somewhat disagree (2.00) that their supervisor is fair in dealing with members of their work group. This Is significantly lower than the highest mean rating (4.63) given by the Arts and Humanities department. Question 35: My supervisor is fair when assigning work within my group. A slightly higher mean score was given for this question than the previous one. However, a mean score of 3.40 still indicates that -- employees slightly agree that work assignments within groups are conducted fairly by supervisors. • A significantly lower mean score (3.29) was reported by • non-supervisors in comparison to supervisors (3.79), which suggests that supervisors agree more strongly on this question. llarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 33 • Technical/Paraprofessional/Professional/Office Management • personnel had the highest mean score of 3.78, which is significantly higher than the lowest mean score (3.23) reported by Labor/Maintenance/Public Works employees. • Employees with 10-20 years of service had the lowest mean score (3.24), which shows that this group agreed less on this question than employees in other length of service categories. • Two departments--Arts and Humanities (4.63) and Planning and Development (4.25)--agreed the strongest that their supervisors were fair when assigning work. A significantly lower mean score was given by employees from the Water Customer Accounting department (2.00) . Question 7: My supervisor has ideas that are helpful to me and my work group. An overall mean score of 3.32 on this question indicates that employees slightly agreed that their supervisor has ideas that are helpful to their work group. • Both supervisors' and non-supervisors' responses were similar, 3.49 and 3.27 respectively, showing that they both slightly agreed with this question. • No significant differences were apparent between job categories, with the lowest mean score (3.23) being reported by the Labor/Maintenance/Public Works employees. Newer employees (0-3 years) agreed more strongly than employees with more years of service that supervisors' ideas were helpful. • Employees in the Water Customer Accounting department again had the lowest mean score (2.36) which is significantly lower than the Arts and Humanities department (the highest mean score; 4.63) . These scores show that the Arts and Humanities department somewhat agreed with the statement, whereas employees in the Water Customer Accounting department somewhat disagreed. • MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 34 • Question 17: Supervisors in my Department maintain high standards in their own performance. Overall, employees only slightly agreed that supervisors maintain high standards in their own performance. Approximately the same number of people agreed and disagreed that they maintain high standards, providing a mean score of 3.03. • Non-supervisors somewhat disagreed with the statement, giving a mean score of 2.93, which is significantly lower than that of supervisors (3.39) . • Technical/Paraprofessional/Professional/Office Management personnel somewhat agreed (3.57) that high standards were used by their supervisors. This score was significantly higher than those reported by Public Safety (2.89) and Labor/Maintenance/public Works (2.89) . • Among length of service categories, employees with 10-20 years of service were the least agreeable (2.76), whereas employees with three or fewer years of service reported the highest mean of 3.30. • Personnel in the Arts and Humanities department strongly agreed that their supervisors maintain high standards in • their work performance. With the highest mean score (4.75), this department was significantly more agreeable than the Fire (2.73) and the Water and Sewerage (2.70) departments. The Water Customer Accounting department had the lowest mean score (2.45) . • MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 35 • E. WORK GROUP RELATIONSHIPS Overview In general, employees' relationships with members of their work groups are good. Supervisors, in general, feel a better work group relationship exists than non-supervisors. Additionally, employees in the Water Customer Accounting department appear to have the least desirable relationships, both friendly and professional, with their co-workers. Employees only slightly agreed that the people they work with do a fair share of the work. Water Customer Accounting employees disagreed somewhat that their co-workers did an equal amount of work. The most important area dealing with work groups is the issue of staffing. From this survey's findings, it Is apparent that employees feel more manpower is needed within several departments. Public Safety employees expressed the greatest need for additional workers. The graph on the next page illustrates the total mean scores given by all employees on these questions. • Detailed Responses Question 49: My relationship with members of my work group is friendly. Employees somewhat agreed (4.36) that their relationship with their co-workers is friendly. • There was a significant difference between supervisors and non-supervisors. Supervisors agreed more strongly (4.49) than people in non-supervisory positions (4.33) that their relationship was friendly. • No significant differences existed between job categories. The lowest mean score was given by the Labor/Maintenance/ Public Works area (4.28), but this was still an agreeable response. • The length of service categories were at parity with each other, meaning all employees somewhat agreed with this question. • The department which reported having the least friendly co-worker relationships was Water Customer Accounting, with a mean score of 3.64. All employees from the Arts and Humanities department strongly agreed (5.00) that a friendly • relationship exists between themselves and their co-workers. Ifarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 36 • WORK GROUP RELATIONSHIP (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS OST 49 4.36 QST 50 : 4. 15 QST 31 3.66 QST 18 : 2.72 ®TOTAL MEAN SCORES 1.0 2.0 3.0 4.0 5.0 • RATING SCALE Question 49: My relationship with members of my work group is friendly. Question 50: My relationship with members of my work group is professional. Question 31: People I work with generally do their fair share of the work. Question 18: There are enough people in my work group to get the work done properly. • MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 37 Question 50: My relationship with members of my work group is • professional. When employees were asked if their relationship with members of their work group is professional, a total mean score of 4.15 was obtained, showing they somewhat agreed with this question. This mean score was slightly lower than the score received on the previous question, which referred to the friendliness of their relationships. • A significantly higher mean score (4.46) was given by supervisors than by non-supervisors (4.06) . Both these scores indicate that these employees somewhat agreed with this statement. • Labor/Maintenance/Public Works employees were significantly less agreeable (3.92) than employees from Technical/ Paraprofessional/Professional/Office Management (4.41) and Public Safety (4.33) . • Employees with 10-20 years of service were Iess agreeable (4.06) than other years of service categories; however, no significant differences exist. • All employees from the Arts and Humanities department strongly agreed (5.00) that their relationship with co-workers is professional. The lowest mean score was • recorded by Water Customer Accounting employees (3.18) . Question 31: People I work with generally do their fair share of the work. Also receiving a relatively positive response was the question asking if co-workers generally do their fair share of the work. A total mean score of 3.66 reflects that employees slightly agreed with this question. " Supervisors somewhat agreed (4.07) that everyone does their fair share of work. However, non-supervisors reported a significantly lower level of agreement (3.55) . • Although no significant differences exist be job categories, the Labor/Maintenance/Public Works area registered the lowest total mean score of 3.48. This mean score shows that this group slightly agreed with this question. • CITY employees with over 20 years of service had a significantly higher mean score (4.19) than any other length of service category. • Water Customer Accounting employees somewhat disagreed • (2.55) that work was done equally. A significantly higher mean (4.75) showed that the Arts and Humanities employees MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 38 somewhat agreed that their co-workers do their fair share of • the work. Question 18: There are enough people in my work group to get the work done properly. Of these four questions dealing with work group relations, this question received the lowest total mean score (2.72) . This indicates that employees somewhat disagreed that there are enough people in their work groups to get the work done properly. • Supervisors (2.50) felt there was more of a shortage than non-supervisors (2.78) . • Public Safety employees also seem to feel there is a need for additional manpower in their area, reporting a mean score of 2.53. Clerical/Secretarial employees reported the greatest agreement level with this question with a mean score of 3.38, which is significantly higher than the Public Safety division. • No large differences exist between years of service categories. However, employees working for the CITY 4 to 20 years feel a greater need for additional employees than the other two segments. • Departments which disagreed with this question and therefore • feel they need additional workers include the Other Administrative (1.86), Police (2.03), Parks and Recreation (2.21), Bicentennial Center (2.27), Water and Sewerage (2.48), Arts and Humanities (2.75) and Engineering (2.83) . • tlarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 39 F. ADVANCEMENT OPPORTUNITIES • Overview Slightly less than half (48% either agreed strongly/somewhat) of all employees feel they have an equal chance of getting promoted when competing with other employees who have the same qualifications. Approximately one-fifth (19.9%) of all employees somewhat disagreed with this statement; 19.3% strongly disagreed; and, only 12.8% gave neutral (neither agree nor disagree) responses. Additionally, employees do not feel that adequate training is available to prepare them for promotions, and they do not feel that advancements are handled fairly within their departments. Supervisors generally felt more positive about promotion practices than persons with non-supervisory positions. Public Safety and Clerical/Secretarial disagreed the most on the promotional questions. Additionally, the Water Customer Accounting department disagreed more than the other departments on questions regarding advancement procedures. Arts and Humanities employees seem to be the most satisfied with how promotions are handled within their department. The graph on the next page shows the total mean scores recorded for each question dealing with advancement opportunities. Detailed Responses Question 6: Promotions are administered fairly in my Department. From the total mean score of 2.68 given by employees, it appears they disagree that promotions are handled fairly within their department. • Supervisors felt significantly stronger (3.20) than non-supervisors (2.54) that promotions are handled fairly. • The Public Safety employees somewhat disagreed (2.29) that promotions are handled fairly. This was the lowest mean score within job categories and was significantly lower than Technical/Paraprofessional/Professional/Office Management (3.22) and Labor/Maintenance/Public Works (2.86) . • No major differences exist between length of service categories: All disagreed with this question. The highest mean score (2.93) was given by employees with three or less years of service; the lowest (2.41) was reported by those with 10-20 years. The department where employees most strongly perceive unfair advancement practices occurring is Water Customer • Accounting (2.09) . The only two departments agreeing with this question were the Arts and Humanities (4.63) and Finance (3.00) . Harkettide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 40 • ADVANCEMENT OPPORTUNITIES (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS QST 21 3.08 QST 32 2.86 QST 6 2.68 ®TOTAL MEAN SCORES 1.0 2.0 3.0 4.0 5.0 • RATING SCALE Question 21: I believe I have just as good a chance of getting promoted as any other employee with my qualifications. Question 32: Adequate training is available to prepare me for promotion opportunities. Question 6: Promotions are administered fairly in my Department. • itarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 41 • Question 21: I believe I have just as good a chance of getting promoted as any other employee with my qualifications. Employees only agreed slightly (3.08) that they have just as good a chance of getting promoted as any other employee with the same qualifications. • Employees without supervisory status disagreed more (2.96) than supervisors (3.52) that they had an equal chance for advancement. • Employees in the Public Safety area disagreed significantly more (2.76) than employees in the Technical/Paraprofessional/ Professional/Office Management (3.70) and Labor/Maintenance/ Public Works (3.23) areas. • People working for the CITY 10-20 years disagreed more strongly (2.93) than other employees. • Water Customer Accounting disagreed somewhat more (2.00) than all other departments on this issue. The highest mean score was given by the Arts and Humanities department (4.25) . • Question 32: Adequate training is available to prepare me for promotion opportunities. Employees somewhat disagreed (2.86) that adequate training is available to prepare them for promotion opportunities. Only slightly over one-third (37%) of all respondents agreed, either somewhat or strongly, with this question. • Non-supervisors felt significantly stronger (2.76) than supervisors (3.23) that adequate training was not available. • Clerical/Secretarial employees also somewhat disagreed (2.35) that training for promotions was available to them. This area's mean score was lower than all other job categories, and significantly lower than all except Labor/Maintenance/ Public Works (2.81) . • A mean score of 2.70, given by employees with 10-20 years of service, was significantly lower than the mean score of employees with over 20 years of service (3.36) : The first group disagreed more strongly than the latter group on this question. • The department which disagreed with this question the most was Water Customer Accounting, which registered a mean score of 1.64. This is significantly lower than the Arts and • Humanities mean score (4.25), which was the highest mean. ilarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 42 • G. WORK ATTITUDE Overview Overall, employees seem to have pride in working for the CITY OF SALINA. The majority (81.4$) agreed (strongly/somewhat) that they are proud to work for the CITY. Slightly more employees (82.5$) agreed (strongly/somewhat) that they are proud to work for their department. Employees agreed somewhat strongly that they enjoy the work that they do; however, they want to have more freedom to conduct their jobs. Additionally, slightly less than two-thirds (63.8%) said they would refer the CITY to a friend as a good place to work. Supervisors seemed to have a better overall work attitude than non-supervisors: They were more agreeable on these questions than non-supervisors. The graph on the following page illustrates the total mean scores for all responses to questions in this category. Detailed Responses • Question 5: I am doing the kind of work that I like to do. CITY employees reported liking the kind of work they are doing. An overall mean score of 4.35 indicates that employees somewhat agreed with this question. • Supervisors agreed significantly more strongly (4.52) than non-supervisors (4.30) that they liked their work. • Employees in all job categories agreed with this question. The lowest mean score came from Labor/Maintenance/Public Works (4.06), which was significantly lower than the other areas, with the exception of Clerical/Secretarial (4.35) . • All length of service categories were relatively the same, giving responses between "somewhat" and "strongly agree. " • All departments agreed with this question; however, the lowest mean scores were reported by the Bicentennial Center (4.00) and Planning and Development (4.00) . • Itarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 43 • WORK ATTITUDE (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS QST 5 4.35 QST 22 4.24 QST 23 4. 19 QST 51 3.69 QST 33 3.62 O TOTAL MEAN SCORES 1.0 2.0 3.0 4.0 5.0 • RATING SCALE Question 5: I am doing the kind of work that I like to do. Question 22: I feel proud to work for my Department. Question 23: I feel proud to work for the CITY OF SALINA. Question 51: I would recommend the CITY OF SALINA to my friends as a good place to work. Question 33: I have as much freedom as I need to do my job. • Marketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 60 J. JOB SELECTION AND SATISFACTION EVALUATION Job Selection Criteria Employees were asked to rate how important each of nine (9) different criteria were when selecting to work for the CITY OF SALINA. The table on the next page illustrates the mean importance score for each of the criteria. Employees used a scale of 1 to 10, where a "1" was "not important at all" and a "10" meant "extremely important. " Therefore, mean scores which are closer to 10 mean that that criterion was more important and conversely, numbers closer to one mean it was less important in their decision to work for the CITY. • Job security was the most important factor of all nine, shown by a mean score of 8.43. The only significant differences which existed were between the Technical/Paraprofessional/ Professional/Office Management employees and the other job categories. The Tech/etc. personnel rated job security much lower than the other employees. • Also receiving a rather high rating was "the opportunity to do work I enjoy. " This is supported by the findings reported in the previous section, showing that employees agreed somewhat that they enjoy the work they do. Labor/Maintenance/Public Works and Bi-Center employees rated this aspect significantly lower than other employees. • Fringe benefits received a 8.13 total mean score, showing that this is an important job selection criterion. Labor/ Maintenance/Public Works employees rated this aspect significantly higher (8.49) than Public Safety personnel, who had the lowest mean score (7.75) , Additionally, employees with over 20 years of service had a mean score of 8,91, which is significantly higher than employees with 3 or less years of service (7.87) . • Challenging work responsibilities were somewhat important (7.51) to employees' selection of the CITY OF SALINA as their employer. Supervisors rated this aspect significantly higher (8.04) than non-supervisors (7.36) . Labor/Maintenance/Public Works employees rated it much lower (6.78) than other job categories. Additionally, the General Service and Water Customer Accounting departments also rated it of lower importance than other departments. " Salary was a somewhat important criteria when employees made their decision to work for the CITY. It was more important to the Other Administrative department than to any other department. • llarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 61 • WHEN DECIDING TO WORK FOR THE CITY OF SALINA, HOW IMPORTANT WAS. . . (1 -NOT IMPORTANT AT ALL) (10-EXTREMELY IMPORTANT) SELECTION FACTORS JOB SECURITY , 8. 43 WORK I ENJOY 8.32 FRINGE BENEFITS 8. 13 CHALLENGING WORK 7.51 SALARY 7.22 PROMOTION OPPOR. 7. 18 WORK FOR PUBLIC 7. 13 LACK OF OTHER OPPOR. 4.34 FRIENDS EMPLOYED - 3.05 ®TOTAL MEAN SCORES 0.0 2.5 5.0 7.5 10.0 RATING SCALE i NarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 62 • Promotion opportunities were also a quite important job selection criteria, having a total mean score of 7. 18. Advancement opportunities were rated significantly more important by Public Safety personnel than other job categories. Also receiving a mean score of importance (7.13) was the opportunity to work for the public interest. Public Safety employees also rated this aspect significantly more important than other job categories. Employees of the Bicentennial Center gave it the lowest rating of importance, with a mean score of 4.87. Not too important to employees' selection decision was the lack of other job opportunities. A mean score of 4.34 overall shows that this aspect did not play an important role in the decision to work for the CITY OF SALINA. Non-supervisors rated this criteria significantly higher (4.59) than supervisors (3.49) . Additionally, Labor/Maintenance/Public Works employees and General Service and Water and Sewerage employees also rated it significantly more important than other employees. Having friends who already work for the CITY was not rated • as an important factor at all (3.05) . Labor/Maintenance/ Public Works employees rated this aspect significantly higher than employees in other job categories. Additionally, employees with over 20 years of experience rated this as a more important criteria than employees with fewer years of service. Job Satisfaction Approximately half (51.50) of all employees said they were somewhat or very satisfied with the CITY OF SALINA at the present time. Supervisors are significantly more satisfied (3.56) than non-supervisors (3.18) at the current time, CIerical/Secretarial employees show the Iowest level of satisfaction among job categories, with a mean score of 3.10. A significantly lower mean score (3.01) was given by employees with 10-20 years of service with the CITY, indicating a lower satisfaction level. Although no large differences exist between departments, the lowest level of employee satisfaction was reported by the Other Administrative department (2.57) . • MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 63 • Employees were questioned on how their job satisfaction has changed in the past two years. A mean score of 2.59 indicates that employees feel their job satisfaction has declined a little in the past two years. No significant differences exist between groups. However, those groups where the job satisfaction has seemed to drop the greatest are: non-supervisors, Public Safety, employees with 10-20 years of service, and the Other Administrative department. Employees were asked to rank seven (7) criteria on how important they are to their current job satisfaction. The graph on the following page shows the total mean scores for these aspects. Respondents gave the most important aspect a number "1" and the least important aspect a number "7. " Therefore, the lower the mean score, the more important that factor is to their job satisfaction. " The most important factor to job satisfaction among the seven listed was good pay and benefits, which received an overall mean score of (2.31) . No significant differences exist between any of the categories. However, Labor/Maintenance/ Public Works employees and Bicentennial personnel ranked this aspect more important than other employees (2.24 and 1.73 respectively) . • " Good job security was ranked the second most important job satisfaction criterion (2.97) . Non-supervisors ranked this • factor as extremely more important (2.83) than supervisors (3.48) . Additionally, Technical/Paraprofessional/ Professional/Office Management employees rated it significantly less important (4.35) than all other job categories. " Ranked the third-most important job selection factor, and receiving quite a higher mean score (4.09) than the first and second ranked criteria, was "a feeling of accomplishment. " Supervisors ranked this aspect significantly more important (3.37) than non-supervisors (4.30) . Additionally, Technical/Paraprofessional/ Professional/Office Management personnel also ranked this factor as very important by giving it a mean score of 2.80. " Good working hours was given a mean score of 4.49, which suggests that it is somewhat important to job satisfaction. Non-supervisors felt It was significantly more important (4.33) than supervisors (5.06) . Clerical/Secretarial employees gave it the highest important ranking (3.45) among job categories. Technical/Paraprofessional/Professional/ Office Management personnel felt it was least important • (5.17) among job categories. NerketAtde, Inc. October, 1990 II City of Salina Employee Satisfaction Study Page 64 . HOW IMPORTANT ARE THE FOLLOWING TO YOUR JOB SATISFACTION. . . (1-MOST IMPORTANT) (7-LEAST IMPORTANT) IMPORTANCE FACTORS GOOD PAY/BENEFITS n? 2.31 GOOD JOB SECURITY 2,97 FEELING OF ACCOMPLSH 4.09 GOOD WORKING HOURS . 4. 49 GOOD WK ENVIRONMENT 4.54 ADVANCEMENT OPPOR. 4.6 WORK IMP. TO PUBLIC 4.95 ®TOTAL MEAN SCORES • 0. 0 2.0 4.0 6.0 RANKING SCALE * Please note that employees were instructed to rank these attributes from 1 to 7, where "1" was the "most important" and 7 was the "least important". Therefore, the smaller the mean score, the more important that factor is to job satisfaction. • Narketiide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 65 Also ranked as somewhat important (4.54) to job satisfaction are a good work environment and co-workers. Labor/ Maintenance/Public Works employees felt this aspect was significantly less important (4.70) than employees from the Technical/Paraprofessional/Professional/Office Management group (3.96) . Although no significant differences exist between departments, it appears that this factor is the most important to the Planning and Development department (3.13) . Chances for advancement were not seen as a very important (4.60) factor to job satisfaction. No major differences exist between groups. However, those which felt this factor was more important were non-supervisors, Labor/ Maintenance/Public Works, employees with 10-20 years of service, and Bicentennial personnel. The importance of working for the public was ranked as the least important factor (4.95) among the seven. Supervisors ranked this aspect significantly more important (4.56) than non-supervisors (5.06). Additionally, Technical/ Paraprofessional/Professional/Office Management personnel also ranked It the most important (4.26) among job categories. • • Marketdide, Inc. October, 1990 '� City of Salina Employee Satisfaction Study Page 66 • K. SALARY AND BENEFITS EVALUATION Less than half (45.4%) of all employees thought it would be somewhat or very easy to find another job with approximately the same income and benefits they currently have as a CITY OF SALINA employee. • Public Safety employees reported the highest mean score (3.84), which indicates that they feel they would have less trouble finding another job with similar income and benefits than employees in any other job category. • Employees with over 20 years of service had a significantly lower mean score (2.81) , indicating they feel it would be somewhat difficult for them to find a similar position. Police and Fire department employees felt It would be somewhat easy to locate a similar position, with 3.77 and 3.73 mean scores, respectively. When comparing their total pay and benefits to those received by non-governmental employees in Salina, CITY employees feel their total pay and benefits are somewhat worse (2.68) . • Public Safety personnel had a significantly lower mean (2.30) • than the other job categories, indicating that more employees in this area feel their pay is somewhat worse. • Among departments, the Police had the lowest mean score (2.27) . Water Customer Accounting had the highest mean score (3.73) . In comparison to other governmental employees in Salina, such as the County and State, CITY employees feel their total pay and benefits are somewhat worse (2.39) . • Supervisors had a significantly higher mean score (2.56) than non-supervisors, revealing that they feel more comfortable with their pay than non-supervisory employees, when comparing it to other governmental employees. • No other significant differences exist between groups. The following groups had the lowest mean score in each of their categories: Clerical/Secretarial, employees with 4-9 years service and Other Administrative. Although employees feel they are somewhat underpaid in comparison to - non-governmental employees and County/State employees, they feel that they are extremely underpaid in comparison to employees of other Kansas cities of comparable size. A mean score of 1.90 shows that they • think their total pay and benefits are much worse than other city employees. llarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 67 • " Public Safety employees had a significantly lower mean score (1.47) than any other job category. Employees with 4-9 years of service with the CITY had the lowest mean score (1.70) . New employees (0-3 years) had the highest (2. 13) among length of service categories. Police and Fire department personnel had the lowest mean scores (1.59 and 1.44 respectively), indicating that they feel their salary and benefit package is much worse than other Kansas city employees. The graph below depicts the mean scores given to each of these questions by all respondents. HOW DO YOU FEEL YOUR TOTAL PAY AND BENEFITS COMPARE TO THOSE RECEIVED BY. . . • (1 -MUCH WORSE) (5-MUCH BETTER) EMPLOYEE CATEGORIES NON-GOVERNMENT ` 2.68 OTHER GOVERNMENT 2.39 OTHER KANSAS CITIES 1.9 =TOTAL MEAN SCORES 0 1 2 3 4 5 RANKING SCALE • MarketAide, Inc. October, 1990 {I City of Salina Employee Satisfaction Study Page 68 • APPENDIX A: EMPLOYEE SURVEY • • XarketAide, Inc. October, 1990 S CITY OF SALINA EMPLOYEE SURVEY INTRODUCTION PURPOSE OF THE SURVEY The CITY OF SALINA as an employer, wants to know what employees think about their jobs, Department, working for the City, pay and benefits. Employees themselves know how working conditions are or what they ought to be. This employee survey is one way for us to find out. The results of the survey will be used to help the CITY OF SALINA in considering ways to improve employee relations, working conditions, supervisory methods and related matters. Copies of the results of this survey will be made available throughout the City i organization. PRIVACY/CONFIDENTIALITY OF RESPONSES The CITY OF SALINA has contracted with MarketAide, Inc. of Salina to act as an 0., dependent administrator in conducting this employee survey. No City officials will see ur individual survey. MarketAide will compile and report the answers by groups. DO OT SIGN THE QUESTIONNAIRE OR GIVE ANY OTHER INFORMATION WHICH WOULD ALLOW ANYONE TO KNOW WHO COMPLETED THIS QUESTIONNAIRE. Please complete this questionnaire and place it in the ballot box provided by MarketAide. We want you to complete the answers on your own, not as a group. You should not show or discuss your answers with your supervisor or co-workers. Again, the full intent is to gather useful information for the organization's self-improvement in a CONFIDENTIAL manner. i S d INSTRUCTIONS: PLEASE COMPLETE EACH OF THE FOLLOWING QUESTIONS BY PLACING A CIRCLE AROUND 11E NUMBER UNDER THE COLUMN WHICH BEST REFLECTS HOW STRONGLY YOU AGREE OR DISAGREE WITH EACH STATEMENT. FOR EXAMPLE: Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree I enjoy the weather in Salina 1 2 3 Q4 5 [As you are reading each question, keep in mind that when it says, CITY OF SALINA, it is referring to your employer, the city government organization. ] Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree 1. Providing good quality service to citizens is a priority with the CITY OF SALINA 1 2 3 4 5 2. The CITY OF SALINA has a favorable image in the community 1 2 3 4 5 My Department listens to its employees (ideas for change, improvements, problems, etc. ) 1 2 3 4 5 4. My supervisor listens to what I have to say 1 2 3 4 5 5. I am doing the kind of work that I like to do 1 2 3 4 5 6. Promotions are administered fairly in my Department 1 2 3 4 5 7. My supervisor has ideas that are helpful to me and my work group 1 2 3 4 5 8. The CITY OF SALINA organization is open to change 1 2 3 4 5 9. Disciplinary action is administered fairly in my Department 1 2 3 4 5 • 2 II s you are reading each question, keep in mind that when it says, CITY OF SALINA, it is eferring to your employer, the city government organization. ] Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree 10. I receive enough training to do my job well 1 2 3 4 5 11. As a city employee, I feel I have job security 1 2 3 4 5 12. My supervisor is receptive to suggestions I have about my job 1 2 3 4 5 13. Employees in my Department treat citizens/customers in a courteous manner 1 2 3 4 5 14. Cooperation between my Department and other Departments is good 1 2 3 4 5 Most citizens feel city government employees work hard 1 2 3 4 5 16. My Department communicates well to employees on matters that affect them 1 2 3 4 5 17. Supervisors in my Department maintain high standards in their own performance 1 2 3 4 5 18. There are enough people in my work group to get the work done properly 1 2 3 4 5 19. My Department does its best to provide good quality service to citizens/customers 1 2 3 4 5 20. When I take suggestions and/or complaints to my supervisor they are handled fairly 1 2 3 4 5 21. I believe I have just as good a • chance of getting promoted as any other employee with my qualifications 1 2 3 4 5 3 ii City of Salina Employee Satisfaction Study Page 44 • Question 23: I feel proud to work for the CITY OF SALINA. Overall, employees feel somewhat proud to work for the CITY OF SALINA. A total mean score of 4.19 shows that they somewhat agreed with this statement. Supervisors agreed significantly more (4.40) about feeling proud to work for the CITY than non-supervisors (4. 13) . No major differences exist between employees in different job categories. However, the area which is the least proud to work for the CITY is Clerical/Secretarial (4.05) . Newer employees (0-3 years) showed the lowest level of agreement with this question, with a mean score of 4.07. The Engineering department gave the lowest mean score (3.83) ; Other Administrative reported the highest mean score (4.71) . Question 22: I feel proud to work for my Department. Employees are somewhat more proud to work for their department (4.24) than for the CITY (4.19) . • " Supervisors again registered a significantly higher mean score (4.54) than non-supervisors (4.16), reflecting more agreement with this question. Public Safety employees are the proudest (4.45) among the different Job categories to work for their departments. This mean is significantly higher than the lowest score (4.03), given by the Labor/Maintenance/Public Works employees. No significant differences exist between length of service categories. Employees with over 20 years of service recorded the highest mean score (4.47) . The department showing the least amount of pride in working for their department is Water Customer Accounting (3.36) . Question 33: I have as much freedom as I need to do my job. From the mean score of 3.62, it would appear that employees only slightly agreed that they have enough freedom to do their job. Only slightly more supervisors (3.78) than non-supervisors (3.57) agreed with this question. • " Among job categories, Clerical/Secretarial employees agreed most strongly with this statement, giving a mean score of 4. 15. Public Safety personnel, on the other hand, agreed Marketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 45 the least with this question. This category reported a mean • score of 3.38, which is significantly lower than Clerical/Secretarial (4.15) and Technical/Paraprofessional/ Professional/Office Management (3.93) . • All length of service categories reported similar means; however, the group which least strongly agreed (3.42) with this statement was employees with 10-20 years of service. • Employees most satisfied with the level of freedom they currently have can be found in the Bicentennial Center, Engineering, Planning and Development and Arts and Humanities departments. These departments all had mean scores in the 4.07-4.88 range; the departments not listed agreed less with this statement. Question 51: I would recommend the CITY OF SALINA to my friends as a good place to work. Overall, employees slightly agreed (3.69) that they would recommend the CITY OF SALINA to their friends as a good place to work. • Supervisors agreed significantly more (3.90) than non-supervisors (3.63) that they would recommend the CITY to friends. No large differences exist between job categories, with Public Safety employees the least likely to encourage a friend to work for the CITY. • Newer employees (0-3 years) are the most likely to refer friends (3.89) ; those with 10-20 years of service are the least likely (3.56) . • The Planning and Development department had the highest mean score (4.25) . The department which agreed the least with this question was Water Customer Accounting (3.18) . • KarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 46 • H. POLICIES AND PROCEDURES Overview Overall, employees believe they have a general understanding of the CITY's priorities, policies and procedures. However, there seems to be a feeling that the policies and procedures, along with disciplinary actions, are not administered consistently within departments and across divisions. The graph on the next page shows the mean scores reported by all employees on these questions. Detailed Responses Question 8: The CITY OF SALINA organization is open to change. Employees do not perceive the CITY OF SALINA as being open to change. A total mean score of 2.87 indicates that employees somewhat disagreed with this question. Supervisors and non-supervisors both disagreed somewhat with this question. Mean scores were 2.91 and 2.86, respectively. • " Public Safety personnel disagreed significantly more (2.50) than employees in the other job categories that the CITY was open to change. Length of service categories gave very similar responses to this question, with employees having over 20 years of service feeling the CITY was more open to change than employees with less service time. Although no significant differences exist, those departments that somewhat disagreed that the CITY was open to change were the Police, Fire, Water Customer Accounting, Water and Sewerage, Parks and Recreation, Planning and Development, and Other Administrative. • llarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 47 • POLICIES AND PROCEDURES (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS QST 36 3.85 QST 38 3.74 QST 24 3.46 QST 39 2.89 QST 8 2.87 QST 9 2.85 QST 52 2.77 QST 37 2.68 QST 40 2.68 =TOTAL MEAN SCORES 1.0 2.0 3.0 4.0 5.0 • RATING SCALE Question 36: I understand the CITY OF SALINA personnel system rules, regulations and policies. Question 38: I understand the employee grievance system as outlined in the Personnel Manual. Question 24: I understand the priorities of the CITY OF SALINA organization. Question 39: I would feel comfortable using the employee grievance system if my supervisor was not responsive to my complaints and concerns. Question 8: The CITY OF SALINA organization is open to change. Question 9: Disciplinary action Is administered fairly in my Department. Question 52: CITY OF SALINA policies are consistently applied across Departments. - Question 37: Department policies are consistently applied across Divisions. Question 40: I'm confident that if I had to file a grievance, the system would insure that my complaint would be handled • fairly. MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 48 • Question 24: I understand the priorities of the CITY OF SALINA organization. Employees agreed slightly (3.46) with this question, indicating that some believe they understand the priorities of the CITY OF SALINA. • Supervisors showed a significantly better understanding (3.66) of the CITY's priorities than non-supervisors (3.40) . • No large differences exist between job categories, with Technical/Paraprofessional/Professional/Office Management agreeing the least with this question (3.37) . • As would be expected, newer employees generally had less understanding of the priorities than employees with over 10 years of service. • The Parks and Recreation department showed the least understanding of the CITY's priorities, with a mean score of 3.04. Question 36: I understand the CITY OF SALINA personnel system rules, regulations and policies. • There was a better level of knowledge about the CITY's personnel system rules, regulations and policies (3.85) than there was of the priorities (3.46), however, not an extremely large one. The mean score given by employees on this question indicates they slightly agree with the statement. • Supervisors showed a slightly better understanding of the rules and regulations than non-supervisors. They had a mean score somewhat higher than the non-supervisors (3.93 to 3.83, respectively) . • Labor/Maintenance/Public Works employees agreed less with this question than the other job categories. However, their mean score of 3.74 was not much lower than the other categories. • As with the previous question, newer employees (less than 10 years) had less understanding of the rules than employees with more CITY work experience. • Engineering and Arts and Humanities showed the least understanding of the rules and regulations. Both had a mean score of 3.50. • MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 49 • Question 52: CITY OF SALINA policies are consistently applied across departments. Employees somewhat disagreed (2.77) that policies are consistently applied across departments. • Non-supervisors were more likely to feel that policies were handled consistently across departments (2.81) than supervisors (2.62) . However, these mean scores show that both groups still somewhat disagreed with this statement. The lowest mean score among job categories was given by the Public Safety employees (2.58) and is significantly lower than the highest mean score reported by the Labor/Maintenance/Public Works personnel (2.99) . • No major differences can be seen between employees with differing years of service to the CITY. However, the group which disagreed most strongly with this statement were employees with 4-20 years of service. • Water Customer Accounting employees had the lowest mean score among departments (1.91) . This mean score indicates that personnel in this department strongly disagreed with the statement. • Question 37: Department policies are consistently applied across Divisions. Employees also did not feel that departmental policies are consistently applied across divisions. A mean score of 2.68 indicates that employees somewhat disagreed with this statement. • Supervisors had a higher mean score (2.84) than non-supervisors (2.64), revealing that, although not significant, the latter category disagreed more strongly with this question than supervisors. • Public Safety personnel felt significantly stronger (2.42) than other job categories that policies are not being applied consistently across divisions. • Again no major differences exist between length of service categories. Those employees having 4-20 years of service reported the lowest level of agreement with this question. • The departments that recorded at least a 3.00 mean are the Bicentennial Center, Planning and Development, Arts and Humanities and Finance. All other departments showed a • lower mean score: They disagreed that department policies are consistently applied across divisions. MarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 50 • Question 38: I understand the employee grievance system as outlined in the Personnel Manual. Question 39: I would feel comfortable using the employee grievance system if my supervisor was not responsive to my complaints and concerns. Question 40: I'm confident that if I had to file a grievance, the system would insure that my complaint would be handled fairly. Respondents were asked a series of questions regarding the employee grievance system. The purpose of these questions was to determine 1) if they understand the procedure, 2) if they feel they would be retaliated against if they used it, and 3) if they feel their complaints are handled fairly. The data reveals that employees have a moderate level of understanding of the system, as explaining in the Personnel Manual. A mean score of 3.74 shows that employees slightly agreed that they are knowledgeable about the procedures. Employees somewhat disagreed (2.89) that they feel comfortable using the grievance system and reported an even lower mean score (2.68) when asked if their complaints would be handled fairly. From these scores, it appears that employees feel hesitant using the grievance • system. • Supervisors showed a significantly higher understanding level (3.91) of the grievance system than non-supervisors (3.68) . Although no large difference was apparent between these groups on the comfort level of using the system, there was a significant difference between them when asked if their complaints were handled fairly. Non-supervisors felt it was less likely that their complaints would be handled fairly (2.59) than supervisors (2.99) . • Public Safety employees expressed the highest level of understanding of the grievance system: A mean score of 3.96 shows they slightly agreed with this question. This was significantly higher than Labor/Maintenance/Public Works (3.50) . Although Public Safety personnel feel they understand the system better than other employees, this group also felt less comfortable using the system and less confident that their complaints would be handled fairly. • No major differences exist between length of service categories on these questions. Employees with 4-9 years of service with the CITY tended to feel somewhat more uncomfortable (2.59) using the grievance system and felt it • was less likely (2.46) that their complaints would be handled fairly than the other categories. IfarketAide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 51 • " Engineering reported the lowest level of agreement (3.00) when asked if they understood the employee grievance system. While Arts and Humanities, Other Administrative and the Police departments all had mean scores of at least 4.00, indicating that they somewhat agreed with this question. Water Customer Accounting personnel feel the least comfortable using the grievance system of all the departments: They had the lowest mean score (2.09) . This group also had the Iowest mean score (1.91) when asked if they felt their complaints would be handled fairly, which shows they strongly disagreed with this question. Question 9: Disciplinary action is administered fairly in my Department. Employees generally disagreed that disciplinary action is administered fairly within their department. A total mean score of 2.85 shows that employees somewhat disagreed with this question. Supervisors had a significantly higher mean score (3.13) than non-supervisors (2.77) . These mean scores show that supervisors slightly agreed with this question, whereas non-supervisors somewhat disagreed. • The lowest mean score (2.54) was given by Public Safety employees and is significantly lower than the other job categories, other than Clerical/Secretarial (3.03) . This indicates that Public Safety employees disagreed the most, among job categories, with this question. Compared to other employees, those with 4-20 years of service felt it was less likely that disciplinary action would be administered fairly. Water Customer Accounting personnel had the lowest mean score (1.73) , indicating that they strongly disagreed with this question. This mean score is significantly lower than the highest mean score (4.25) , recorded by the Arts and Humanities department. • tlarketlide, Inc. October, 1990 II City of Salina Employee Satisfaction Study Page 52 • I. EMPLOYEE INFORMATION/TRAINING Overview Overall, employees seem to agree that they have enough information to perform their job. If they do not have the information needed, employees feel they know where to locate it. Emphasis on safety in the work area is also another area that currently seems adequate to employees. Additionally, employees slightly agreed that the employee newsletter, Esprit, provides good information to employees. The two questions dealing with job orientation and training received the lowest mean scores among this group of questions. Water Customer Accounting employees tended to disagree most often on questions dealing with job information and training. The graph on the following page illustrates the total mean scores given to questions dealing with employee information and training. Detailed Responses 41111 Question 25: Safety is stressed enough on my job. With a total mean score of 3.78, it appears that employees slightly agreed that safety is emphasized enough on their job. • Supervisors somewhat agreed (4.04) that safety is stressed enough. A significantly lower mean was given by non-supervisors (3.71) . • Safety seems to be stressed the most in the Public Safety departments. They had the highest mean score (4.06) , which is significantly higher than mean scores recorded by Clerical/Secretarial (3.58) and Labor/Maintenance/Public Works (3.60) . • Mean scores among length of service categories are similar, with the lowest (3.65) given by employees with 10-20 years of service. • Police and Fire departments had the highest mean scores (3.91 and 4.08 respectively), while the Water Customer Accounting department reported the lowest (2.91) . These scores reinforce the above data, which show that employees dealing with public safety agree more strongly that safety issues are stressed enough in their job. • Marketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 53 • EMPLOYEE INFORMATION/TRAINING (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS QST 55 4. 14 QST 26 3.81 QST 25 ';` 3.78 QST 42 3.77 QST 10 3.59 QST 45 <:: : 3. 43 =TOTAL MEAN SCORES • 1.0 2.0 3.0 4.0 5.0 RATING SCALE Question 55: If I don't know the answer to a job-related question, I know where to get it. Question 26: I have enough information to do my job well. Question 25: Safety is stressed enough on my job. Question 42: The city employee newsletter (Esprit) provides good information to employees. - Question 10: I receive enough training to do my job well. Question 45: I received an adequate orientation for my current job. • MarketAide, Inc. October, 1990 `I City of Salina Employee Satisfaction Study Page 54 • Question 10: I receive enough training to do my job well. Most employees slightly agreed (3.59) that they receive enough training to perform their job well. • No major differences exist between supervisors and non-supervisors, with both groups agreeing slightly with this question (3.72 and 3.56 respectively) . • Clerical/Secretarial employees had the lowest mean score (3.33) among job categories and agree the least that they have enough training. • Similar mean scores can be seen between length of service categories, with more employees who have over 20 years of service feeling they have enough training. • Water Customer Accounting employees disagreed strongly (1.91) that they had enough training to do their Job well. This mean is significantly lower than several other departments. Question 45: I received an adequate orientation for my current job. More employees disagreed with this statement than any of the other questions dealing with employee information and training. An overall mean score of 3.43 indicates that employees only slightly agreed that they received an adequate orientation. • Non-supervisors agreed a little more than supervisors (3.49 and 3.24 respectively) that an adequate orientation was received. • Clerical/Secretarial employees did not agree as strongly as employees in the other job categories that an adequate orientation was received. • No major differences are apparent between length of service categories; however, employees with 10-20 years of service had the lowest mean score (3.25) . • Water Customer Accounting employees feel the strongest that they did not receive an adequate orientation. A mean score of 2.09 is significantly lower than that recorded by the Fire department (3.86) . Question 42: The city employee newsletter (Esprit) provides good information to employees. • In regards to the CITY employee newsletter, Esprit, employees slightly agreed (3.77) that it provides good information. IfarketAtde, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 55 • " Similar responses were given by supervisors and non-supervisors (3.83 and 3.75 respectively) showing they both agreed with this question to some extent. The lowest mean score among job categories (3.35) was given by Technical/Paraprofessional/Professional/Office Management personnel. This score is significantly lower than all other categories, with the exception of Public Safety (3.76) and indicates that these employees agreed slightly with this question. No major differences are apparent between length of service categories. Newer employees (0-3 years) agreed more strongly than others that the Esprit provides good Information. Employees in the Arts and Humanities department had the lowest mean score (3.00) among all departments. Question 26: I have enough information to do my job well. Question 55: If I don't know the answer to a job-related question, I know where to get it. • Employees were given two related statements regarding information necessary to perform their job: 1) I have enough information to do my job well and, 2) If I do not know the answer to a job-related question, I know where to get it. Employees slightly agreed (3.81) they have enough information and agreed even more (4.14) that they could locate the Information to a job-related question. No major differences exist between supervisors and non-supervisors when looking at the amount of information they have available to them. However, supervisors had a significantly higher mean score (4.32) than non-supervisors (4.09) when asked if they knew where to get information if they needed an answer to a job-related question. Among all job categories, Clerical/Secretarial employees Indicated that they needed more information to perform their job by recording a mean score of 3.45. Labor/Maintenance/Public Works had the lowest mean score (4.01) when asked if they knew where to find information to a job-related question. However, this score shows that this group still somewhat agrees with the question. Employees with 10-20 years of service expressed the highest • need for more information and were the least likely to know where to find information if needed. MarketAide, Inc. October, 1990 II City of Salina Employee Satisfaction Study Page 56 • " The Water Customer Accounting department recorded a significantly lower mean score to both questions than all other departments. • S KarketAide, Inc. October, 1990 it City of Salina Employee Satisfaction Study Page 57 • J. EMPLOYEE BENEFITS Overview Employees feel the CITY does a somewhat adequate job of explaining employee benefits. Engineering personnel disagreed the most among departments that employee benefits were explained adequately. Three-fourths (75.5%) of all employees agreed (somewhat and strongly) that they have job security as a CITY employee. The question receiving the lowest mean score among these questions and all agree/disagree questions (2.08), deals with employees' pay. Only 19.6% of all employees agreed (somewhat/strongly) that their pay was fair considering their duties and responsibilities. Public Safety personnel, in particular, showed a low level of agreement to the question asking if their pay was fair. The graph on the next page shows the total mean scores given by employees to these questions. Detailed Responses Question 11: As a city employee, I feel I have job security. Employees slightly agreed (3.85) that they have job security. • Supervisors agreed more (4.00) than non-supervisors (3.81) that the CITY provides them with job security. • No major differences exist between job categories. However, Clerical/Secretarial employees had the lowest mean score of 3.70, showing that they agreed with this question slightly. • Newer employees (0-3 years) seemed to feel they have more job security than workers with more years of service. • Water Customer Accounting employees feel less strongly (3.18) than other departments' employees that they have job security. • MarketAide, Inc. October, 1990 II City of Salina Employee Satisfaction Study Page 58 • EMPLOYEE BENEFITS (1=STRONGLY DISAGREE) (5=STRONGLY AGREE) QUESTION NUMBERS QST 11 3.85 QST 43 3.68 QST 27 2.08 ®TOTAL MEAN SCORES Silo 2.0 3.0 4.0 5.0 RATING SCALE Question 11: As a city employee, I feel I have job security. Question 43: The CITY OF SALINA does a good job of explaining my employee benefits. Question 27: My pay is fair, considering my duties and responsibilities. • iarketdide, Inc. October, 1990 City of Salina Employee Satisfaction Study Page 59 • Question 43: The CITY OF SALINA does a good job of explaining my employee benefits. Employees also generally felt that their employee benefits were explained well to them. A mean score of 3.68 indicates that employees agreed with this question to some degree. • Supervisors and non-supervisors had similar responses to this question (3.62 and 3.69 respectively) . • Employees in the Technical/Paraprofessional/Professional/ Office Management area agreed less strongly than employees in the other job categories. A mean score of 3.37 for this group was significantly lower than the highest mean score (3.91) , which was given by the Labor/Maintenance/Public Works employees. • Although not much difference was shown between length of service categories, the lowest mean score was recorded by employees with 4-9 years service (3.51) . Engineering personnel somewhat disagreed (2.33) that the CITY OF SALINA did a good job of explaining employee benefits. • Question 27: My pay is fair, considering my duties and responsibilities. When asked if employee's pay is fair, considering their duties and responsibilities, employees somewhat disagreed (2.08) . • Non-supervisors disagreed more (2.00) than supervisors (2.35) that their pay is fair. • Public Safety personnel strongly disagreed (1.56) that their pay is fair. This mean score is significantly lower than any other job category. • Employees with 4-9 years of experience are the most dissatisfied with their current pay, as they reported a 1.88 mean score which is significantly lower than those with over 20 years of service (2.49) . • Police, Fire and Other Administrative departments each strongly disagreed that their pay was fair, having 1.54, 1.68 and 1.71 mean scores, respectively. • IfarketAide, Inc. October, 1990 you are reading each question, keep in mind that when it says, CITY OF SALINA, it is ferring to your employer, the city government organization. ] Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree 22. I feel proud to work for my Department 1 2 3 4 5 23. I feel proud to work for the CITY OF SALINA 1 2 3 4 5 24. I understand the priorities of the CITY OF SALINA organization 1 2 3 4 5 25. Safety is stressed enough on my job 1 2 3 4 5 26. I have enough information to do my job well 1 2 3 4 5 27. My pay is fair, considering my duties and responsibilities 1 2 3 4 5 Ili. Employees in my Department are responsive to citizens/customers needs 1 2 3 4 5 29. Supervisors in my Department involve employees in decisions which affect their work 1 2 3 4 5 30. My supervisor's comments about my work are generally fair 1 2 3 4 5 31. People I work with generally do their fair share of the work 1 2 3 4 5 32. Adequate training is available to prepare me for promotion opportunities 1 2 3 4 5 33. I have as much freedom as I need to do my job 1 2 3 4 5 S 4 11 0s you are reading each question, keep in mind that when it says, CITY OF SALINA, it is eferring to your employer, the city government organization. ] Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree 34. My supervisor is fair in dealing with members of my work unit 1 2 3 4 5 35. My supervisor is fair when assigning work within my group 1 2 3 4 5 36. I understand the CITY OF SALINA personnel system rules, regulations and policies • 1 2 3 4 5 37. Department policies are consistently applied across Divisions 1 2 3 4 5 38. I understand the employee grievance system as outlined in the Personnel Manual 1 2 3 4 5 11111. I would feel comfortable using the employee grievance system if my supervisor was not responsive to my complaints and concerns 1 2 3 4 5 40. I'm confident that if I had to file a grievance, the system would insure that my complaint would be handled fairly 1 • 2 3 4 5 41. My Department is cost conscious in the way it spends money 1 2 3 4 5 42. The city employee newsletter, (Esprit) provides good information to employees 1 2 3 4 5 43. The CITY OF SALINA does a good job of explaining my employee benefits 1 2 3 4 5 44. Employees in my Department are effectively trained to deal with citizens as customers 1 2 3 4 5 45. I received an adequate orientation • for my current job 1 2 3 4 5 5 II Ilks you are reading each question, keep in mind that when it says, CITY OF SALINA, it is ferring to your employer, the city government organization. ] Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree 46. If Salina residents were asked for their comments .about CITY OF SALINA employees, the answers would be generally positive 1 2 3 4 5 47. Written communications in my Department are clear and understandable 1 2 3 4 5 48. My relationship with my supervisor is generally a good one 1 2 3 4 5 49. My relationship with members of my work group is friendly 1 2 3 4 5 50. My relationship with members illof my work group is professional 1 2 3 4 5 I would recommend the CITY OF SALINA to my friends as a good place to work 1 2 3 4 5 52. CITY OF SALINA policies are consistently applied across Departments 1 2 3 4 5 53. I feel comfortable making suggestions or discussing concerns with my supervisor 1 2 3 4 5 54. My relationship with my Department Head is generally a good one 1 2 3 4 5 55. If I don't know the answer to a job-related question, I know where to get it 1 2 3 4 5 56. Employees in my Department • are recognized for providing good citizen/customer service 1 2 3 4 5 • 6 Y you are reading each question, keep in mind that when it says, CITY OF SALINA, it is •As eferring to your employer, the city government organization. ) Neither Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree 57. My closest friends have favorable attitudes toward the CITY OF SALINA organization 1 2 3 4 5 58. Overall, my Department is well-run 1 2 3 4 5 59. Overall, the service CITY OF SALINA employees provide to Salina residents is a good value for their taxes paid 1 2 3 4 5 60. There are various reasons for selecting a place of employment. On a scale of 1 to 10, where a "1" means "Not Important at All" and a "10" means "Extremely Important", how important were each of the following factors in your decision to work for the CITY OF • SALINA? (PLEASE CIRCLE THE NUMBER WHICH BEST REFLECTS ROW IMPORTANT EACH STATEMENT WAS IN YOUR DECISION TO WORK FOR THE CITY OF SALINA, MARE SURE YOU HAVE ONE NUMBER CIRCLED FOR EACH STATEMENT) Not Important Extremely • At All Important a. Salary 1 2 3 4 5 6 7 8 9 10 b. Fringe Benefits 1 2 3 4 5 6 7 8 9 10 c. Challenging Work Responsibilities 1 2 3 4 5 6 7 8 9 10 d. Promotion Opportunities. ) 2 3 4 5 6 7 8 9 10 e. Job Security 1 2 3 4 5 6 7 8 9 10 f. Opportunity to do Work I Enjoy 1 2 3 4 5 6 7 8 9 10 g. Opportunity to Work for the Public Interest. ]. 2 3 4 5 6 7 8 9 10 h. Lack of Other Job Opportunities 1 2 3 4 5 6 7 8 9 10 • Friends Already Employed With City 1 2 3 4 5 6 7 8 9 10 7 `' N II,1. How easy would it be for you to find another job with approximately the same income and benefits you now have? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE PHRASE WHICH BEST REPRESENTS YOUR OPINION.) Very difficult 1 Somewhat difficult 2 Don't know 3 Somewhat easy 4 Very easy 5 62. Please rank the following in order of their importance to your job satisfaction, with g important " � g "LEAST" p "1" being the "MOST" im ortant and "7" being the LEAST im ortant. (USING EACH NUMBER ONLY ONCE, WRITE IN THE NUMBER WHICH SHOWS HOW IMPORTANT EACH OF THE FOLLOWING STATEMENTS ARE TO YOUR JOB SATISFACTION. PUT A "1" IN THE BLANK ACROSS FROM THE MOST IMPORTANT, "2" IN THE BLANK ACROSS FROM THE NEXT MOST IMPORTANT, AND CONTINUE THROUGH "7", THE LEAST IMPORTANT FACTOR. AGAIN, PLEASE USE EACH NUMBER, 1-7, ONLY ONCE.) a. Good Pay and Benefits b. Good Job Security c. Good Working Hours d. Chances For Advancement e. The Work is Important to the Public f. Gives Me a Feeling of Accomplishment g. Good Work Environment and Co-Workers •3. How do you feel your total pay and benefits compare to those received by Non-government employees in Salina? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE STATEMENT WHICH BEST REFLECTS YOUR OPINION.) Would you say that City Pay and Benefits are. . . Much better 5 Somewhat better 4 About the same 3 Somewhat worse 2 Much worse 1 Don't Know 0 64. How do you feel your total pay and benefits compare to those received by employees of other Kansas cities of comparable size? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE STATEMENT WHICH BEST REFLECTS YOUR OPINION.) Would you say that Salina City Pay and Benefits are. . . Much better 5 Somewhat better 4 About the same 3 Somewhat worse 2 Much worse 1 Don't Know 0 • • 8 I It •. How do you feel your total pay and benefits compare to those received by other governmental employees in Salina (county, state, etc. )? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE STATEMENT WHICH BEST REFLECTS YOUR OPINION.) Would you say that Salina City Pay and Benefits are. . . Much better 5 Somewhat better 4 About the same 3 Somewhat worse 2 Much worse 1 Don't Know 0 66. Considering everything, how would you rate your overall satisfaction as a CITY OF SALINA employee at the present time? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE STATEMENT WHICH BEST REFLECTS YOUR OPINION.) Very Satisfied 5 Somewhat Satisfied 4 Neither Satisfied nor Dissatisfied 3 Somewhat Dissatisfied 2 Very Dissatisfied 1 67. During the last two years, how has your satisfaction in being a CITY OF SALINA employee changed? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE STATEMENT WHICH BEST • REFLECTS YOUR OPINION.) Increased greatly 5 Increased a little 4 Remained the same 3 Lowered a little 2 Lowered greatly 1 Not employed by City for over 2 years 0 68. How strongly do you agree or disagree with the following statements? Neither • Strongly Somewhat Agree Nor Somewhat Strongly Disagree Disagree Disagree Agree Agree a. I think that this survey will let the city administration know what employees think about working for the CITY OF SALINA 1 2 3 4 5 b. I think the CITY OF SALINA will use the results of this survey • to improve the organization 1 2 3 4 5 0 its e following information is requested to help group the answers from our total employee orkforce into more meaningful groups. By answering these questions, an employee will remain anonymous, but we can see if employees have differing opinions in various groups. 69. In which of the following job categories would you best fit? (PLEASE CIRCLE THE NUMBER ACROSS FROM THE CATEGORY WHICH BEST DESCRIBES YOUR POSITION.) Clerical/Secretarial 1 Labor/Maintenance/Public Works 2 Technical/Paraprofessional/Professional/Office Management 3 Public Safety (police, fire, EMS) 4 70. Are you a supervisor for the CITY OF SALINA? (CIRCLE ONE NUMBER ONLY) Yes 1 No 2 71. How many years have you worked for the CITY OF SALINA? (PLEASE WRITE IN THE EXACT NUMBER IN THE BLANK PROVIDED BELOW. ) years 72. In what Department do you work? (PLEASE CIRCLE THE NUMBER ACROSS FROM YOUR DEPARTMENT.) 111/1 a. Police (police; parking meter) 1 b. Fire (fire; EMS) 2 c. General Services (streets; cemetery; flood control; buildings; sanitation; solid waste; traffic maintenance; central garage; special gas tax) 3 d. Water Customer Accounting 4 e. Water and Sewerage (sewage plant; sewage collection; water plant; water distribution) S f. Parks and Recreation (parks, recreation; golf course; neighborhood centers) 6 g. Bicentennial Center 7 h. Engineering 8 i. Planning and Development (planning; community development; permits and inspection) 9 j. Arts and Humanities (arts; museum) 10 k. Other Administrative (city manager's office; human relations; personnel; municipal court) 11 1. Finance (city clerk; data processing; accounting) 12 Aft • 10 �. If you could tell the City Manager anything you wanted about the CITY OF SALINA, what would you tell him? (PLEASE PRINT YOUR COMMENTS IN THE SPACE PROVIDED BELOW. USE THE BACK OF THIS SHEET IF ADDITIONAL SPACE IS NEEDED.) (This is your opportunity to answer freely and state your opinions about what you like best about your job and what you like least, as well as what suggestions or ideas you have for change and improvements. Please take advantage of this opportunity. ) • [WHEN YOU COMPLETE YOUR SURVEY, PLEASE PLACE IT IN TAE MANILA ENVELOPE, SEAL THE ENVELOPE AND PLACE IT IN THE BOX AT THE FRONT OF THE ROOM. ] Thank you for your assistance with this survey. • 11 City of Salina Employee Satisfaction Study Page 69 • APPENDIX B: DATA TABULATIONS • • Itarketdide, Inc. October, 1990 i co V1 O. b M O O a0 b O. ? r 01 M .O O r .O ? N r .Y N a r O LO O LA N r N .O M S 0 N • r r N Y ? M ? N LA VD M N r N N M r M 4 4 4' y 111 p .O r N N M ? S M M 1f1 1[1 C CO O 01 a CC CO C Z E W 14 a w • I } C Vl Vl w } O J 1Y 4 w CO W f a 2 J O N LL O F- } m N b M O r r u1 CO b r aO O M r S M r 0 10 a N b 4 r N N 1[1 ? CA M O r r O\ U 111 r r N ? 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S H I- CO N W LU Y W LO O 2' CC 2 o 0 W W C C W W LU N N W C C 0 0 OW C C C C G Y J C J C C 2 3 S- J S 2 CD I-.CO Cl 0 S .~..O r = O N 2 2 N N I . • II S w 000 X X X X X �w •+000 NOYf ONO LLQ ~0 . 0 0 0 O• Z 0 h N W= N.0-Qr ■"i[.IN tO OOIn O)..en S£ O 06 Ot7 ^ CO ,. .-I N IN H 000 0000 OO.y01�(j I-OZ C Z 2 0 0 • 0 66= 06 t0 0 6 C7 d X C000 00.+0 .n 0010n O) f 0W J NN N 6 rQ CV 04 en en 4 d0 W CC DO W 117 It= = == tO0 of 0000 .r aN0t70 d O 0 0 Cg W O y 17 O W ^ W W O Q en an N • 1 0 W CC X 0.01 N00 ...� X X Q I- 11- • •hfh•0f• .. W = W CO W .r 0 tO O m en > £ U O-Q en O C - I- N C X it it X £ 1 1]400 NOa NON•-1 Qt71�O�Q > 6 O 6660 0 e N ^ - H) 6 CO N Q O 6 W w W £ 0- 00 CC CO 0OCU NtN0 In O1O0 CO W Y 1-23 O • • �^ty N CO N £0 66tw OQ 0 Q W O y •Z S O d r 7 C 7 x 32 32 222 'y O N 00 en en -I..CO •ti -3 IY- y Q y O Q O 0- 6JU 0 en N w LL O H r 2 O U _U 6 C> ww M M X X 32 X O O In co O.-. CO Ol•r t7.-.Q 0 e 0 N ^N�Q .O.I C W N W .-4 Q I LW x x x U 6' 6.0 6 IT C.6 N CO't Q QIO 01 1... 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C W WHH ^O^ r7 V1 NN NN al eenr.X.•• N < CJ r0 O CO N O CJ at W W 3 U C O N N N O CO ` O C> 0O0 Qr�r� 0 I r'701NP U H W W ^01. Nr„may r yN NN C 7 N W .. M x X X o U IL ILL 0O0 .-.N rN OrrnQ .2. 0 O • •• rQ .N O Q - 0 A N N W r O W 6 0 C) OON OO Q1% WI.X-r01.lt+lpl•Sc J 0 ^0P O N. QNN IL W N en 2 O E I— J X X X X X X 00) O C 1O ON Q nen10).00) pr QQ Q .N.r N rpiO O 0n r ^ Q N ... r W W C W W 0 2' = 2 0 0 IL LW C C W W W N 0 W 2 C O 0 O W 6 6 O O C2 J I- 7 H )• Y . KC C J J C C 0 3 S.No. = 0 Y.f..) Z C W ^O W O O r 0 W 0 m . H N N 2 to N . • II I • al WOC QOP NmyP N.OI(Om O).x+ 3NQ O . 0) O LU Om Q N .-4 el W N6' 0) C NNNm tONNN^xw U • Q O . ti LO LO NI O W O N N N •ti N n Y C W x a <N ON ON 1...Ca .y P TYN ce O O 1 W 00 • ^.Om N .w ON n m QY N en N m = 1- x CC 2 mN 00n otim ^O NOnO CO W W 11' .n0 • Cr) •■• �Q0 en co J N Om N en S O W - 2 x x x x x d O O3 )-.ON OON(O NI CD N CO....rn W C N I 2 N O 1 J 2 O m N N N .Q.. W > 3 a f. M M JW 010it) 1.0 t0.xi m1(x]QYx)01 In 0' 6]LL .m..l O-CO N •Q • N •m N 6N CN 0) en .w N O W W x W $ W 2 tO O N. Q A P n CO Q I,O y m T J 6 O w 0 C Q O CO CO CO >..1 m d 1 t 1-0 0 m en N Q a La La N • W O 6 G' 2' ...0^ U Q Y C.) 02_0 n NOIeN - VNN� 4 CO •� £ C 663 Om •.• N .nQ .^.1 y Q 0 J S O. N J 7 JJ 6 UC 000 mtxn01 Vx1 m!c01Yx)000 W C CH P .Q •O W W U O N. N e.. 1.-• ^O J W O m N Q a- 1- U N O •• 1O0(O NN. n CLOCOal I N CO 2 N 00. O m 0 m mm N 0 ON N + m•W co z x 6 W NON m�Nn en 01 CO."Im0 W 1-- 0. W C C0 en CO to �U)N Q NW O N y Om .• en N 6 Y 6 Ip00 �OtON OtxO^NmR C ti m0 • In tO O.mw~ONn S a O m N en W W C W W O C C 2 U' to W W 6 6 W W W N N W 2 ti. o O■ 2u. w (.0 QC J C T - U' CO 0 -CI 0 = O t- 0 W 0 - 1- N V1 2 in • • iI • • • di it X it X it W 000 .r0.r0 N0V0N0 I-•2 .0 • G ^Om 0 0 0 0 0 2 CU < N w2 1-00 o 000101 .-.01010100 S Z O Cu .•. o0 Om e v N X X H02 co W000 0000 0000030 1'2= O 0 Q6= ONli O 0 0) = —I 000111 ..0 rsiN .-IIXO m in es N0 • y 20 W •In f 0 CU .r CU N 0 6<O COW. en N CO Lu X X X 2 22 woo l 10000•W •011 r 0 K O • to• y VI S W W O^ W -I C X I X X X X X I J W ^01s. 1 0000 010001 VI., LW Z 1•2 T O O CLa w 0. .h.. 2 m U 0 VI CU N N N 2 O an c0 NOtd en r... 2.sr in W W W CZW 0n 0 0 •.• ID Cr• 0 - O a. O� N O 0 CC 0- 0. IW U' oo co11 1oo X it it—o Ic O y0.-+0 Q IL W O 1'.2 2 0 0 II CO...N N Q 6_6W O1ry1 N .N.I 0^N W N N 2 o 0- 6 wf2 �000, i In en Ir110 „X,I X X i N N O O sC • 0 ~O 0• LL 'CC 3 U C-1 ^O N C O 0 J.V - . X X J. C� 00.0. I —' in 0......000• U W W ^0 I ~y N ^ 0 sr N U' N W c m m^.. W W QO at 1 00..0X) en an sr U J 1 N 2 0 ^y m Y 4 ON m en Cu W 0 W C -. co o m N at 0 0 0 0 0 I • 0 0 Y LLI 0 O N •-■ N m .r C 4 X X X X X X 2 J 0.0Q 0000.1 0 IOy0010 st I--. 0100 01(1 00 N 10 0 001 .-, N .m..�0 •C• en W W 2 La L.1 0 1' C 2 0 C W W W La N N W 2' C K W .0 0 0- O GL C C Y I- 0 N Y J = C 0 3 2 f2•C PC.Nn a t2O 0 1- O W 0 I- I- N N 2 N 0 • • { • at K N NON t00—e 00C1x00]0 La CI CC N 4 Q •O 7. D.~DI D. N D. O LU Ca, - N ..1 N •-1 Nx 0QNN �NY01••1 W CU •-. O W O N a, N .O-- sr. O .r Y .-• C W 0 N 0)2 0000 NN 14 1x0 N_O at Lel Co 0 O • W r0 • N NN N (0 N O CI N . 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N at at de at at X la Y N 4 (00•t0 0) -0) IO LO�cOOM .ti QLU - en O • N N in Q 0 C m 0 ON N N N 4 H W La C W W 0 2 K 2 O O W W 4 4 w La w N N W C C 0 0 AD 4 C Y J C O ~ > J 7 MI 2 3 =- 3 0 CO 2 K = •~-•0 2 C 0 1— 0 w O I-- 3- N N 2 N N • iI 0 W 000 ..O tOO OO N O.+O W 2 0 = 0t' 0 en N W.Z. 1.00 Nb00 .y( X-∎00 �S 0 . 04 0'.I Cu .. N N )- O0U 00..0 .-1 0011(100 1• 02 N • 0 46= O.TI .N-1 .N- .N.• N b 0 9 O 1 X X X X X at C7 i 2 J mO01 I ..1AN0 N0..1UN0 ' •m. 0 6 2 2. O Cu N N Cu y JQW N Cu .r Cu K O 0. O .-. , W CO = W 2` COO1.I ..1X.00 0001.-1X. F. N 0= CI 10 1 •1 CO 1DW W O M I 01 0 .y W W W N Y • 1 OJ W 001.1 Nen en at N17NMt70 CC 1 f I H .N- W W W CO W O l7 .-. Cu .m-- M a C W - V • 0 2 Y C y 00 CC 1 YOU NOO <C7N01 O.Xi C0V0bXj W f 3 W CC X W O 0 y Cu 41 • y Z 0 461 On M Cu • I C- 2 0- O J I-W W X X X X X X ' • W Zr WO6 N0.0 mO— . b .— • • N 02 = I-23 0 •� 10 CO 0~0 O W 6QW ON en 1., • 6 W 3 N 4 W W Sc • 06 IX2Z ..O CO 11A1A NN CD 0171.1...Xw 1 N HNU •.017 q 1 0< 6_O U O N C N CO U 4 2> 002 N..00 OI7..O PI LO N 2 Cr O S. 0 0 CC U O U' NW O� Cu - O - n I N W Sr 0N N....a en N17 srS.170 Ca efl w O.2 W 1 0 N 17 en ~.•w .O-1 M W N O W Q .. 0 O O CO O1 P CO Ps •••1^sr XO O t7 0 0 H N J �. N40 sr • Y N 0 ON 0 N CO .-1 C W 4 J X CO 4 ie010O olrm� •e:1 '. H - MO . N 0 .0 C 0 O O N Cu N y N ss W W R• W W 0 CC = U' 0 W W N_ 1O W 2 W1' K W 0 0 O O CO W 4 6 • CC W J 1- 1'6 ¢~ J C C 0 2 W 0 = 0 W y3 C O O W 0 HU sO I O F W - •1- N N X N CO • • S' N e- 0t7 17 CO)•M-• CD 01•-• O 6' P P J.N Q O CD O O1 en CD 01 0' O W OA ON OlpV ANON ^017 •■ axv W Cu 2 •N •NN OY 001 - N - N N 2 W N 0� OON .y C NN 0 N CV CV ■ I O 0 W ~Ol7 20 Cu ~r 0 ON CO Of P f• .-. 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J W 0 1, 0 N 10 0 O N = U N 1+1 Cu N el 1+ N 0 CI U S• 2 O 00N ^1210 P• P^ONNal I _N N O 01 .N-- Cu - O en •-,ol U en o• Cu 2 X 02 at at at at W 2 N N 010 PO11.1. .,P...•CO O1P W J 0 W 0 0 P 2 O N N Q N N 0 Cu -17 2.N O N 141 Ul en 6 I- H at Y .._• 11000N a�01x7 in o.0) Z2 h. 17 0 •-• ti..•01 N O ^ 7 2 Cu N N 2 la W W W O 2 2 2 0 0 W W Q Q W W W W 2 2 2 W U• CD O Cl 0 W Q Q a 2 CO Y • J 6 2 6 J .J = 10 = 33 S•N.• 0 CO U a 2 = ~C W O O 1- 0 W 0 0 CC 1+ N N 2 N N • U P • W 000 .+O•r0 MO NO n1 Ca ∎U •N • W2 ~O 0 0 0 O 0 I C 0 l7 M N M W^ AON rMN40 OON LO CU ICI O6 0M .e. N OD CO N IN N H CO^ 0000 •■1X C0I-N 1-0 2 • • CC 2 2 O 442 0e 2 01 0 12 0 O. OW W0N NO.+N .+N..YxIMN Z l O N CU N CU 1� 2 7 0-4 0 O CO N M W 6 61 N 1 0 W 0 Z2 LO OM 0000 •.NNM MO i 1- 1- to 2 0 . ti en 0 W W W O Q en N I N a = ' C 1 1- 1- NON ..r,MO r.000eA ' ^ 2 N N w CO J 00' C e N S 1- C S w 0 0- z00 No� eoatiem e1K.1on W^La W 1- 0 144 O.' OM r .. ..y M N N 6 O N J 2 W 0. W CC to 000 WOOfO M ONON O to W N W06 h N 1-2 3 O 0' W co W~0 0 6 J 7 4 2 O M M M 0 K C 0 0 J 0 CLS2 rOCU QQeo OO NN...K.•6 rN-. W 1-1- • N 1-NU �O CO Co W OI Ls. w 3 U 4 O N CO M O O. Y = J.U.. 00.. co CU.x-•• OM M011,e I. N CCC I.. .Q N • ZC 0 y N e U 5. U• N W O M - .■. en N t W QO^ 1-.1x1..0 0W N-01N III o en 11' W N N N • ` N O • W N M N 0 � W 0 M co N M 11 W W J O_ CO W 6 6 U 0000 1-0N0 OM CO 1,.. 1- J O 0 O V. U' 0 W 0 O t0 M N N 2 0- C 4 x x it x x x r J n.O.. C 01 .CO el e1•CO eeW 1- MOM Q •I� N Q O01 W CV 0 0 01 •1 N .. N N 1- en W W C W W 0 C C 2 O 0 W W N N W W W W C C C W O 0 O- O U• W 4 6 6= • 6 Q C .+ J C Q J C C J 0 N 2 7 S.N. 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N0P00N r r ILL Cr ly fir^ en 0 0, r N P W O .. ly Q P CJ 0010 PNN01 .X-1P co co • • 00 N J . N N ^ 0 N L J L O y P N C CO Q S H J I.00 rN.00 6 ONN0ty H lyo . N in N 1e O N700P Cr Den N en N W W C W. W W O 6' C = 0 0 W W NC W W N W C C 7.0 0 0 6 C C C Y h. 0 7 Y J 0 N 2 �j� SJ 3 t0 C O d 0 W I.•O W 0 OU 1■ = W 0 H I". N N 2 tel N I I • II • 0.it it X it it X CC WO0 <ON. .0 in NVI .yC 1000• 7CV6 O 0�0 ~T LO N. O W 0 e N N N N r ON 01001 CCM-4C NNO00•-• W N1' 0 N N 17 • O W O N N N .ti 107 0 -- .ti C W N 00 0p^ O•t •-•00N0 Vx1 LL 1 6 00 • .�n_m 0 N^N C • O 0 W O N 07 N 0 P> 0 W $ ^+ 0 H C 6 2 �N 000 ^NQ 10r117 N.xnOm 0 L.J U J la 1 f. •. 0 . ^U, o co en O 0 03 ea S 0 N en W 0 W 2 p 2 P-Co C O O N CO O O N 017 0 0 W 2 N O 03 CO 0.1 • O 2 6 cen N N O W r -ti 000 17 017 00•-•.-.J0 C' a CO LI- .mn0 •I en 0 0•N 0 =6 O N N N ti al N N 6 0 W• 6 W F N ZLL0 e0^ 00x10. On�m00xi• Q. 6 0' 1-0- CC - CM N en ••• 0 x C W .0 W O C C C x.01. ONMR Q O00 coo W 6 6_ U 020_ C O N I7 N p 0 0 CC ^017 .6+ N •r 17 •--- 1 • ¢▪ U. 0 S O. N N LL u- 0 O Y Y J J �0- W U U0 X0O 0 O l7 y V11(M0 0 y y .-.( h N^ N ev ea n yN en • • 0- U V101O �Ox11.Y0 000N00 C 0 0 2 NO 17 en p O = N O N • • N N N U 7 C 0 1 N 00m N1xON0 . N%0t7 W p 7 W O ~p Ui ~p n O W N Y O N ••• N 04 en • H 0 M C P-ON. CCCO NN0 (0 Y C Q it DC 6 0 C O N 0.r N N 01 N CO S r — W W C W W 0 C C 2 0 O W La 6 Q W W La N 0 La 2 y O- C GS C 6 1- 6 L -J C C -J �.1 = 0 2 W 2 2 0 U S 1- 0 W 0 O F•Cs 1- 0 N 2 0 N • 11 • • W 0 0 0 0 0 Cu C V 0 a 0 0 0 �U •C LL 2 r O 0 0 0 6 0M N v •I' = r 5Z N.Ca ren0- •-•M.+M Oo Wr .N • == O O O H0 ON r tO r r 06 • • an V1 H 0000 OO.y0 01 1.11 H 0 2 7 • C 2 Z O CO O 0 O O. X X X X X X 00 20W 0000 r0 N N 10 0CelL000 ✓ 0 6 2 7 O Cu N 0 = JQW ON •ti Cu Cu en C 6 L 0 • • = . m U I 0 X X X X X X w 0 22 0000 ..7.+r. M000 1- .- cc c o (0 • r(0 0 O. 2 W CO M - .-• •• N • = W W . • N W I 0 W V101� -.I�NM LC) NOrN. 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W Q 0_3 I�OOO •nO CV CD NIXpOON10 N N O NI 7n N N CO 0 CO 00 J 2 N } 4 } w 0 M Ui I- JW 000 OCXO N.0 011-nC NO C I, CO U. 7 0 • — Vf N — O N N - Q 7 N N q N 2 W 0 N 1 U W =LLW (00� N I.0 0N.OANC- O 44-i 411 C OOS O ^W~1� — •r Q 0- Q 2 10J �q 0 O N C N y 0.1 II W W F 1.4 VC H Y v O 0 � ~X ~XX0 Q C C 0 + < + - - O CO 44 W n 0 q q CO CC ON 7 N N C7▪ J W O S q Q O O A O LL 4 O} J J 0 U O H 0 N 0 0 0 N.h 0 O 0 y N 0 O N N.7 CM 0 0 CV CU i r Q U LL q� O 007 NN.00) CUC- N<0 Ii I 0 0 2 030 PO C 0CU ' } 0 0 N 7 N al CV U 7 ? 2 7 C 0 W CO NON OOOV 0n••r0 N.4.0 0 •w N N O W O N Cr 7�C CO 0 0 } O N N N C 6 CO ~ LW L0 J OIL O Cr)00 0N00.+1- < C 0 0 A 10 0 0 N t7O Q .4N 0 C C 0 O N CO N C N W W C W W O C C 2 O cD w 4 6 W W N N W q• q• 0 0 W Q q O 6 C T 7 0 H } C C 0 = W CO 2 0 J = CO 2 1 a Q O N 0 W O 0 1-U 2 C r — 2 C 0 F• 0 w CO 0 7 N 2 N • Ili • W 000 .+0Q0 No NO.10 -U ~ •CO • 42 O 0 0 0 0 0 C O N Q N N X X X X X X Y.2 n0^ -C,Nb N CC Nb00• 22 O X 0 CO 0 O Q O N N N N an X X X X X X Vf H 00b 0O.+b Q O(.1600 F•02 N • . = V1 N 6 6 0 i N N b p an 0 1 X X X X X X 0 2 20W 00^ .-.b rb N000OO • 0 623 O N N 0 O C 6 0. 0 .•n m N b W 0 co W W J =2 coa00 NeNIXn 600000 u 0. 6 W W ON b 3 S I F. Y. 1 00 O0 VIM nn N M.•cN 3 2 2 —'l. O 0 CO y CO - = 0 U O N n l Q 1' N 1- N 2 1 I0= NOYQf 0 0^m Q en b b00 W 0 0 66 6 1' O N •-• 0 •+ N 0 W 0 J C W W 0- 62 W00 CCC nONO YYC ONO N 6 LaC 366 ON •-• N y(O,�N ^O L0 4 • 6 00 WYE.F2. -C- QVQQ (h(.X10000 6• N 1 H N U ~O . b CO n U. 6 3U6 �� (n N 0 2 6 =...a 3 COO 00 n(X+1 On(00.yn 1 - V1 20C O �• b N ti U O 0 N W O Cr) .+ N N N W QOCM NNrO 00=n.•.N 0 - 6' 0 N N N (0 b • • CO •ti• U LL O N 04 04 C, O •• W X X X X X X 6 Q 0 0 0 e 0 0 0 Q Cr,..CO n N O! Y J 1 O N .N+ ... Q N 04 C 0 2 N J On 00100 ^N00�n H en CI • 0^ Q .40O .NN O 0 N N (+1 N H W W 6• W W 0 C C = (0 0 W LI 6 6 W W 0 N La N. 1• C W 0 0 o 0 0 W 6 6 6 C Y 1■ b H 3 J 6 C6 6 0 J = c 2 S3 2.+ = r0 2 0 2 -0 2 C Ca O 1- O W 0 I- I- b VI 2 N N • • it CC o¢ p 0 O ^01 0 01 •.Q en A O m N OW 001 •P. N 01 01 • • T •. 0y 010•. Nr10N ON01 NO•x. W N C W1 Q m 0 y CN 0 N N y 0 .. O W 0 N (Y 7 T C W ILO CO VI CC 00N 101'mti ..' . LL Q OOy N •nI (V V 0 0 W ON N M N~.y P 01 y 6 T 01 y = C ¢ 0 Cn 000 000_01 1+1 Ns. n1y00 in W Q W I C .O.O ' ~y 40 ..N•. y CO J T O N Q N W 0 O W W J O'Cie NON 0101 00 01 0•.101..101 L • y Q 22 ON Q N .p. .P. T Q .-8 T J W 1- -I- O0N 0010OXj •.01fl UllN0 2 2 J W y P p (1 In •N C W O LL CO 148. 01 10> >C ON N N N .. y • y y 1 y W y y 1- W = W 2 000 V co•-•01 COr0y01 T O SLL0 Q •O O U 0 UOS O 0~(1 ~0 11 0 r CO W ~00 0 e N 01 N N W Q N Q an Q C C •.ON (0 O..T 04 W i Ln U 020_ < O N N h 01 = ...... O CC ^001 m y 0 01 0 y0 0 O S 1 y N y • J J LL C..7 CC 000 00-.N 0000 to01 0. C1- < 'y • O H J W O N N N N cm ci.N N T = U 1" H S U C i- on C O 00� 00100 01x001000%1 is. I C a. 0 2 NO N 0 O�•00•re 0 O N CM N (• N W 0 C • W NOO 1O1UO NCO y1xj0.1NlxO 0. y W 01 O W 000. ^01 fO '•0~0�sr• • 0 < y T O N N N Q W 1 Y ¢ 6 0 0 O(0p ^M• x• Y1(0 e N 0•x. C 1- 1- In 0 01 N O N 4-4 C13 0 N N_ 0 O N N N N C W W C La W 0 C C 2 0 0 W W y y W C C O O 0 W 0 0 Q QC Q J 0= W N 0 S C C W W Q O N O 1-O C3-U S C S S C O t- 0 W 0 /.• 1■• y y 2 y y • • iI • _U 000 O0 e00 040 w2 �0 • 2 0 O en N p O^ In t-g e0 rt7 en 01 0410.-I en00 • 0-0 O CO •-• N 0 - O Q O CO 0 I- GO 00 00-•1 in V 0040.+)x(1 L'2 2 O Q Q O ^17 ••■ in co •ti O 0 d O1 N 2OW 000 r 1(x1040 • •N1y N.-.in ^. O Q 2 2 O Co .0 to A co 1' U CC J O. W0 On CO a, W Q CO I CO x ^ x x x X W 0 2_2 e00 in Co en 1700000 O a- 0. U. CC O CO el 0 W 0. W W Oy CO en 0 N C. Q C 1 W .1100 Nex7N e7 CO 0OArn Y I a- J 0 0 .m.. .e+f- 0 l0 CO Ali W W 0 W O en Q N 2 2 r 0 L' W - 0 I- C N N 6 YOU 040'.. 120 NQ) 01210 q.yoo• W 2 0 Q Q CC 0 CO CO .^-1 ti N en .^.. O• a- 0 a Cl U J N W I 0. WZ 2' U' 000 0000 100.40(00 N W 604 WOQ N •0 N Q Q W O N N y ^N~N O Q W 2 0 t.1 N W CO • CC 0 x x x x x a J `O 6'S2 .+O.-• (L0 NN NNOO.+.r 6 WI-1- .OI . U- L Q0U O.r N m m of O 3 U 6 Y 2 JC x ^ K x X x J W 000 enW VI1200120 - Z 22 ^00 •••0 CO N U C W W O Co let co 1 Q JNW Cl. U 0 Wy. mC .•-. emCO -04(... - - •-• LL O N 17 N •-• •-■ W A CI v w 1Q- J J 102000) tnTy01 040120120 W m O CO N O~C 0 IC Q 00 O N N a, Co cc K 0- Q S J V1( 12 0 W .i•-i .-.xx0 O N l0•x-• ti e70 • O Co N 0�0n 0042. O 0 CM N CO N N W W C W Li 0 K O 2 1:! W W 0 Q Q W W W N N 1 W CO 0 O 0 0 W Q Q a- 1- Q CO 0 1- a- 4...J 7 ea L r 2 CO an 2 CO 0 0 CD 2 C 2• -O 2 C Cc 0 1- 0 W 0 F- 1- N N 2 N N I ii • it SI • et W 0 U, Q0l CV CO 01O 1ntOr NQO•2N6 0 • • • 0•N Q r m O W 0 1rf r Q Cu a rs it ON 0100 Q 00•x. Ill NN1x11NO W Cu 1• Ol .0 • U I 6 O Q CI r0 a./. r...OW on, • Q Cu C la= In 01 VI CO Qm ON CIP-0en1nr '..•LL 1 6 O Cu " •N O CO 7 N V .-/ 0) 0 O Q> Cs al Cu Q Cu N 01 2 2 1- C J 0 en CO 0O 1 Q�00 r�01'n V101•LU 0 J 1 O • fn N •N ' £ 0 0 O0 Cu sr .-.1 W 0. 6 C NOy .-n1.nO 0 N LOO...rr1 W 0 2 • • N W 2 O PI .Q-1 - Cu CO CO Sr Cu •• I y 6 r 2 > W In VF. 0101E N000 NOJ00101•M-1 2. W nl •01 2 W 04 r0 • r 0 y CO 0 = U Q Cu V1 2 J 6 In ■.1 Q 6 La W W= 0 ~ a r6 W SLL U' Q OICO sr I••••• lxn r010 ONE . O CS_ C U 0 2 O CO O Cr) sr C.0 J 0 0 W C 0 01 Cu nl Cu W W W W F•6 O h W 2 F. y a2 a CC C .•.00 On1000 mC1nx-.01N W sC 00 U 02O y .1O nl .1O 0 2 JN 0�3 O • Ylr VI 0ry O. W W 0 J 2 6 Or r Cu Q Q • N L 7 J J LL =W 0 wpm rU, 000000 0 ~r -.I la Onl Cu N Cu 1f1 1n 1n a O_ UN N Q Cu O - 11100 .-.01.nQ 01 N0IOQ01 N C 0 1 C 0 2 NO • r CO N OQ...•y1 N0 O U, 00l Cl Q U 2 2 0 C W r co W 0 0 QWNN N1xn0(xrlOn O N a 0 Sr CO CO ONr r Q 01 6 O H 0 Y 6 00^ 0.x-.01KO 0N.0000 C W a,0 • rQ N N N 0.O-100r-J 6 = 0 001 N Q Cu 2 6 1 H W W 2 W W 0 C C 2 U' 0 La la 6 6 W W W O N W y' 0 CC 0 C 0 W 6 0 0 6¢ a J Q Q b. Q C )•• J = q 2 as 6 O 01 0 W y O W O OU 2 I- x W 0 I- 1- N N 2 N N tt • ■ tI • W COO ..0-0 .y OQ020 7.2 ~ . O ' O 0 O O O••2 OO M V M 0:2 moan 0000 COe K-.M0 w_ • O co p N O 4 oy V co V co H WC1O 0000 040040K0 22S O(�. 4 Q C O V N 0 2 Z N N N N - C IU' 6 K W 0 r J w09 .y Nrll1 NOMONO J CO 2 2/714•J 2 <27 O . CC CV V) N in CC J 040 -M N 04 N W F. CO 10 W O 2^ WOO 00 yr. .nco '.. 0 0 W. W CO• 0. Q CO 2 W OM CO LLI In S W W W I J W NO N . OAOAOn M P. N ti ~ • )' N 2 2 04. N co W CO W 2 N W COW O 17 N N N C W FS. W 7 U S N 44 O. YOU NOM N.Ki Ot7 NWy.K...b N. nW20 4 QC O ) J .. N f . Q O C S 0 Ili J CD W 2 J C u. 0 0 0 <020 ..0 N 0 W O W 02 H23 N0- CO 0 ~N O 2 1l) C CO JM _QN 01.1 N O C C C 0 J SW CS2 ...0.. OO..K. NNNNn1^ Q WO- 2 W)-J . 1-NU �O• 0) W in X 14 WW 9C]4 OOM V. N 0 - - 7- 0 kEl� =WV M M W W O.K.W W W V 2 J u] 6 ^ Q W €0 U V1 NW OM NI V .. C4 O OKti W 2 W QOO NMIO 2222 LL W 2 N M pJ M OM .. N N J J W o W K 4 0 U OOO 200J. 22J2<2 - IC J M N P.2 w 0 OV J e V V M C J Q S W J J JO^ N.K.NIKO WNW000 O MOM ~V N 0.W.IOW J J .r N V N W W C W W O C C 2 CO CO W W 4 4 W W N _ N C W CO 0 O O 2W 4 4 4z Y J Q WC Q J J C N 2 S3 SJ 3 2 JU S C Z J O C O 1— O W 1� N N 2 N N • III • 6' N N0•l 0001X.1 U1bNhNN WO¢ V •N N 0 u n OW O7 r N cv N J- -• W NC OO)0.-. Nf7N17 I.N CO NY.xq U 1 6 0 . N Y1 N N ~N. 0 ger O W O N T ■2 • W l Ca 2 O2 OON N01.1n NNOmOO W u. 1 6 .r O La 0 0 U2 0 �LU ON N N N ... CO a)0) 2 o = WU 0 f.) 000) qf7. sr NCO en CO en Ca = O 2 N 0 •N CC) •C.f 0 26 J 1 u. ...10 • m 0) 0) 0 ..1 w 0 0 .0+0 N 17 1- W 1- at at X W LU2 2 1.01.) 0000 Y.X.en OXf00 N OQ CO OP. — I 0.0. a n w fn I a • r r LU �+U _� x x x yx x x JW 1.]O.11 17N04 N NOON N I-2 1N SON N 1.) •.• N N 0 0 r co - I W W 2 IOOIO N0).N 1.0ON.N.N a- V)W — SLL0 .e O 07 2 WOS 0 . 0 .0-. — ^ O. WCn CO r 0.0 .+� � N 6 rn W CO- 6 2 2 ..00y f.)f.)Y1� .+06 x-I m CT W 2 2W U m�3 ....0 • NCO 1.) f9 .N N < .m.1 0 J OW2 0 J6S O. O^1+1 — N N 0.,.. • N O O J J ^ • W 0J2 1J 000 NNtAN .+I(�y Of7N O W 6 J W O N .+ N y N 17 ^ • > 3 U N LL C 0X NCOxU 0 N0) OO V in OOCO 6 c J 1J^ 2 0 CL N CO CO CO .O ZC N 2 N O N CO N N^N .) •U w - .+0. O'. CO N. .Ulf7 Qr O W N O V x N X X X X N O. W O �S N Y ^N .+ N Ny.Y .-1 6 W• J -I .... .. 2 Cr 1• F. Om CO 0 0 Cq••S H� 0 en CO N N N .-+ N T N W W 2 W W 0 2 2 2 0 0 6 6 W W W y N W 2 2 O O 0 W 4 0 0 62 6 C C 0 2 W N 2 CO J J A 2 3 Sr 3 2 G O N 0 w NC ci 0 O O 2 CC 02 .. 2 2 N". N 2 0 1~ 1 /1 • • • , W 000 O O N O C O m O r O I ■U r •m • w= 0 O 0 0 0 I = Om Cu C m■ 1'S AOXN OONO NO Norm N . HO Om Cu OD 0 m •-i 0 4 r Cu Cu N H MOM 00—N X X X 11 1--02 .10 Coo omt• m 6'2£ O Cu = 660 O m N CO O wo 0 6 m 2 0 =ow O O n r O m N N O r N r 1M0 W U J 6 W O N r m N r r = O 6 Cl ■ Z W C4 1 U• X M M M M X W 0 N Z2 mom ...r.00 rr,�{r.OO m • 1- W r b 10 0. Y 2 0 W 0 m 0■ W W N O J I I 1 0. W NO 0 <N m 0 N m Q P..N Cr, w£ ~ ■I ~ O Z 2 OO. Co 0 ^ CO y W W £ mU ON Cu Cu Cu■ C =a- ■∎ £ CG 1 N 00 c IYOU NON mnm, rM1�00� ,, W r 1- W 2'S W • r 0 Ill ti• 0 66C Om 0 Or m Cu /1 W C. 0 O• d W N C U' O O m r O I�O N O N O N O p N II W 00 F-23 Y]0 . rN r W CO.6 1-LO 36N ON Cu r Cu r N r O = =W C • 0 C C .r00 NNmm r.Xr ti 6 III■ Wrr 1/6f 00 1-NU ro N a, 01 Cl U 2 COO O N O N LL 0 w N 3 U 4 ', ■ W C> OON mC^t0 100101 X-•^O .. O 00 LNW Om r m rNrN N I 0 r 0> • • 3W C <010 010.... mNa Y10X.1 r 1 10 lA N N r N W CO N Cu m r.-1 Cu N.■ W Or N£ 0 0001 CONY mCV01.0 6 .10 •N • W1— w0 0 J•� ^O r0 r Y CO 0 ON Cu m• r-Or N Or C <= 4 1-w N O m arm m Cu en 04 en O N O N p r ■ ■ • W s W W 0 1• K = 0 0 W W C 4 W W W N N W C C O- 0 0 W 6 4 4 C J Q y-C C_ J -I = q 2 'L3 S- Co 1-CO S 0 S -O S C O ■ O W 0 y ■ ∎N N = • , ki • W0d' ' 0 ti. • n01=tOb CO N W 0 n p - m NO O N Cu .-1 • • N •.• > ON OI0N C)mb1X7 ONONAti UCu Q O1O Yf N N N O W O N b O O (0 b Cu N N W X N a iLL O)Q C p< N N C V O ' m ti en w 0 O N Cu Cu N m => « O -J H W UW W M�en 0 CO •0, YI OXINm a, a, n� ~- ti Of m CO CO J > O N ..1 Cu Cu Cu Q O 0 W 7 W H rwa J d O O3 NO6 00..M 170X1 N IXO.I en W d'2 b 0 Q y Cu CO y 1 Q 22 017 Q Cu W Q sq > w O `> X at X at X at �v JO JW gO1b OT 7-CO OO17.C17N Ls- ~ CC OQ 0N m Cu Cu Cu N 0 1 Cu N 0 0 d V1 .r ',,2 CD N W O b O O]C n O O<n> Q 7 =LL O O S2 d UO2 ^ n � y 0 Wd' Ot7 y 17 1 N d ■Q W w d W -d p N Q d' d' .+0^ Nn17Y n.Xi p.X•11Ab y/ C O U 0 2_O ^ 17 .17 . N .t7 0' ■ C> CO CO Q O N Cu N 01 Cu y- 0. ■ • Q H£ O J£d to w W�C at u.! > OFD -, J J W H W JU N CC CI N n• es 0340t01 11 Cu Cu O� X at O-. CNO Cu • Cu in ▪ w W - 2 6 U O0 1[7001 CO 'N- p COO1XOnO U 1 2 O 2 NOb O •b■ 17n Q CO - £C V1 ON Cu Cu Cu N CO U Q p > • `J W 71 OO1 sr...yn nn O l7ON W ..3 0. W OC ' 0 ~0 C1 Cu O N > =N .-1 Cu Cu Cu .Y_ C£ Q La Y mi J 7OO 1.X1 nn M X X CO O CO n <0 d' H 10 1G O OJ q O eJ Cu n O O N Cu N Cu W W d' W W O C C 2 0 0 U' W W Q N W W b W d' C C- O 0 W 0 C QC Q C Q Y J Q 1 Q J J C C CO 3 =.N+ 3 2 CO 1 = C £La .~..0 Y 2 0 r O w O 7-. 1"' b N 2 N N .0 ii • I X at Lisi 000 00 0 <OCfl0NO at LL2 r0 0 O CO 0 C O m v 17 N 2 44 It X X at at at 22 I.Om r0rm mmNt000 S O m ea ti N CO O N Q N O 6 IH 02 m00 0000 ifl N0.y1X(1 (660 0m m N • • S O W C a X X m a---I 0O_t mo� ..h maxi nIflOOrIXn• 1' u;a LaL OO DV .N-1 ^ -y n n W U W W j 0 2_2_ 0 0 0, N.0 0 LA PI N CO.y� III• H =J 0 C 0 . r to en m ti 6 O S W O m m m W K 2 W W N 0• 1 6 W Nom Q Ii Nm n a Rl.n 07 W I..•T W C 2 •1•2 r O N 0 0 m ti IL -c = CO 0 O N N N C LL J H H 00 C I Y Ill DU CO em I,CI 01 X+40 at at• LU G0 O 6612 0n r N m N 0. O 2 2 W at X at at a rQ C U' 000 n0..0 CO0ouf0 N at S J W O Q u r . I W U.a H 2 2 O 0 r N Co r CO 0 Q 0 C 6 LO O N N N N W I C 4i.U Q • Q HS IW Hr .r0 - 1()N mm NNr.X.00 a• m VI lL 2Q 3(..1Q ~0-I 0 N m m O W$ N O~ J.U+ 0001 CO CO CV 40 01 DO H U..W C0. .m • 0 0= LULU ^0n N N .n N •ti I W 0001 NNNN OXm^IXO.rN U O a' m V N N N 2 r J Ir O fG m m N ..n W ON N N N N W ••3 Q 22 .U. 000 2001.Xi OttOO—�tn.X--. 1- WH J 0 - n 00 2 � 1L mY C. ON CV CV Nr• • C Q 0 0 I- O Q N •u CO 01 m t' D. CO •m O •00 CO N p 0 m0N N N N N ^ f •■l W W C W W O C C 2 W 6 6 W W N N W CC CC 0 0 O WW 6 < Y 1-• t:l H Y J Q 126 = 00 J C .0 S C 2 2. r C 0 Cl O W I-0 W 0 1-U S CC S = CC O 1- N W 0 y. N N 2 V ll • r • • CC 2 v0o LO CO mx..^m CO '', U.I r N r Or OW Cs 0 •• -CV Y r m W N6' 0,01 IN. 01�I 07 CO 0.1 ��Nl7 Q... • OW ON N m �-•NN .n • T C • W Z H 0)2 000^ 0)0017 CV CO Qlxo rp LU 1 W r0 m m N°N N0 4 O N .. N N N m H QN Co 6' = C W 2 07 CO OON 0)0011 QU).- 0 •01 •N • r1 •N CO LU CI U.S O>C- r0N• r-.1 m •u Of - m U 2 0. 2 2 1,017 NION10 r 1x7 N(x000 w N 0 Z 0 .. co co C 1 J Q 0 N N N •-• N C W 6 V 3- M S• LL 0I 0 P ID N 1.1x0 CO U N Q CO J W y C (O W O t IO 0 O 0 O4 ONI N N N N N H • 0.N 2 W W W I.. U.S y '2 00 0 Q1.1D0 Q.xr tDQ 01� O -• C W 0 2 Q O- 07 en 0� ti •-• 0. 0 1-•0.0 ON f7 N CO W 0 U.S N R 4 CJ 020 ^'O tO 0[7011x0 01 01 Q.x-•Nn U.S _ _ m 0 00 en N .17 N U. • O -I 20. ON N N .y N r y 1A O JJ U. 1- C1� C0n) 1D00)!f ON O0 CO0 0 0 WU OO. 0 N NrU In C U N N N N • Y • 2 V 4 1(104. 1,4ro N. n CV CO 03 Q017 2 CC I J N _ 0.1 O • (D 1D 10 10 f7 ON N N N N .r 6 or. rd U a 2 U C = U.S NOry Nb Qr 1\^01 xQ ON 1 N U.S 0 7 W 0 • - N. 0 U, y 0 N >■ 0 17 N 17 H O U.S 1!1 ....1 1...•0 LI1 N. .0 . N. . .v. 2 U.S 1. 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In U I-HU �0 . 0 A 01 W =UQ ON N en N O CC I- < J� X x x x X X 000 tai Iv•-1O I.O O IO PIS ~ 4 2 6• ^0 ~N N 0 0 N CO N U = W'lW ON N 0) N IC I >• W POO 0xf.1P IO-.CO•X••••1CM U 4 y 0 0 P •N • • O. - O A A Iv n •r I. 0••1 N N I. o s W X it X it X it U_ 00P 01 P0.+ Nr1.1 n100 • 4 n •N P H- N J O ~N. A P W IO 0 O.+ 0 N Y IY r 2 W =▪ 0 J 1-00 OrOO Iv eit n 4 4 IO -0 N N •N I- F. 170 • • •t7..10 n IO P 0 O N P I7 •-• I-. .-1 • W W C W W 0 1' C 2 C C W W W N N W 1• C C C C <a� • I--a J C4 C J = C 0 3 =•� 3 2 J F4-U S C S F-0 2 C 0 F. 0 w O F- F. N N 2 N N • • C N N o m ?^ x x 0 x OC Q .mm n0✓m OI�N ma 3N6 Om• ~N • �P (0 O W 0 m y y17 C N T4 it c3 0 ti OOQ NOO CO NP 000m 144 Cu 6 U 1 C O • •Cu Of C0 CO -y m P Cu 2 W N 010 10 O•- I 0N.co.X-1 V110O N.O01 CC Y. 1 C = • P...l N�Q •N C ). 0 W O NI co N. CO 01 X S v.4- — 0= ^ �N OOm fOO�m yOt7 X+ON Co = J OT Ot7 .Q.. r.1m V' CO Lu • 1- J 0- 6 O3 I-.0.. 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Q Cu us W C us tu O C 2' X W Q 6 W W La _ N W K O[ (0 W 6 Q O 0 6 C t I- CO F- a- •-• J Q Q C J = N 2 S W N = CO 16-U S C W I-Cc W 0 0 I S 0 1- N 0 X N N • • X at at at at X W 000 OO•i0 04 O17OeO -U •O • W 2 O 0 0 O O = O e Cu en Cr IC X at at at at 6'2 eft.OIO OO•-.l7 .ti17 w10(VO m • 22 O . y .e.. Cu 0 0 O w e N 11-02 CO 00 U'f NON0n U'• C22 O Cu h in 6 Q= O(n Cu Cu 17 a) CI Y I=OW O. 0000 04 at 000 ln1U[1NO•.N• U I J CC ocn Cu 01 Cu - K 2 O. O CO 2 W r an o n mW I2 C en .. n .. r oo a 2 W 0N Oti L O. o N •.• •• •w x w w VI W I LL w U 00 00n10 NNxIO en at 0 F- 1 •• •0 W CO W CO W ..O 1n N - en •-.• 7 0 S U •• C •7 H 0 CC VI O C IN 00^ OO .wen OV^Oxo(e O d Y 0 O N • W 0 f-• O C C C O In •"1 N e Cu f C- O. 022 Cl 0 000 04000 a 0..000 O W 00 '1-23 00 . e 0 ONN~0 0 CI.2 6 OW 360 Owl a en Lu • .. 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CV CO N.N Cu N N I W N N CA Of CA 0OO y�^ x x M 0Oi 2 O i W 000 tOn^P�NNI•—• .tiN 01 O Z PT O^N P N^^ tiN� .Ni O I- x N N CC' Q 2 7 x x LI F co La J 0.0 N�btxO�N�.�-�NNPO• N °`G LA W !— O -N N IO^^ y'NN N<• CL cn N N N co cc ce Li y 7^ 6 ^OP ^P OOOOAI�OO NCO .ym Y Cr J P H ti O m /05. Li CO O o x •N Nd ••J CO O^�ONY�000I 01 I,Q x �0= 0< OP ^� y ^NNN^ mN CO CO V~ CO N N 0 =O WAS QON `Cr AN to O 0 P O P IAN /....•W Q ti ¢ U. Q ¢ z x x �+ W6 m mr2i3 POO tOm POf..n OlN.xnh Ol�N [7 ac co • N H 0 2 d P N^ y N N y N W NI LL JJ x N N C p <Y W V p 0 a ^N^N O O P O O O I,x N 0. 5- F- -JW O N N A ^ O UN ON N ^ yf ^ U ti= N P x 2 0. N NO �'� • N b 0 ON P PO N 0 .2. N — N = cc N LW O = 0 N 0ON �uxf Of- .mss N. PN. CO YxI cn Q .. N OP ^ OI ^^ .� CO W N r ^^ Q W O 10• a CO O�INO�b1Qm NPm10 Am IL Y CO 1� OP P 0 0 yON O� Onl H N N 2 ti CO 0 O. I- H H vC N N CO C C O y F -�2 0 ^~U 2 I O f- CC^ N M. P N CO N. • • W 0 O O O O O O 0 O 0 O N O 0 O 0 O •-•U LL 2 O 0 O 0 6 0 CO Cu 0 Q 2 .+ 1'2 N.oe ...IXn 00..M•+14 70000 p.-. W.-.• • • • S S O~ a < Sr n H O O CO ••4 r •■• Ill 06 ... N H 00N 00IHVI.+IAN OOO.+IO .r0 Y.02 •lam C2Z O N. 0 0 C I QQ ON) 1. Cu N= O = 0 0- 01 0 = J 000 O0NO.iu C0.n001 0 00 - H 623 00 0 Cu 0 Cu 0 U JQW 00 Cu •■1 Cu - Cu 2 6 0- O ... W LL 0 0 1 0 X X X X X X X X W - 22 000 ...I.00.+I�.•II-.17000 O0 F. Q 0R' O CO 0 CO 0 d 0 2 W O Cr) •-■ .•1 .-I 0 W LULU ••1 O CO I '0 W 0_017 00.rn 0017001X•1..N. 01X7 1 F• •l7 } K J = -2 0 • CO 0 17 1.0 01 W 00 W 0W 00 Cu 17 07 7 0 O t U 2 7 0. - N OS C CC 0OU N010O O IX7 N�.+IX0000110R 001 00 W W C=W O O n 17 n W 0~ 0 66 CC OQ - .w Cu .w ... > =0 LL - O •- J 3 W X X X X X X X X _ 0. Cl— 6' C AOP (7.•1..•100 N A 17<00 N 170 W J 6 H 2 3 P O CO Cu Cu ~0 O .••••1.1D 44 6 O ;6 L.1 O O Cu Cu CO CC • IL i C 0 X X X X X X X .X•1 C. J SS 6'E2 rON 00.+..0017170<NN LL S'•0.• 6 0 0 ^0< 0 Cu 1•) 0 0 3 U 6 I—¢ JnU. 000 maa•I N OXI VIXO)OX)IOo)O)- COO) - 2 0 0.' N. . U- H W W O0 Cu N. .w^N Cu ~N CC LW O S 0 0 W - ^~ W <00 N 0<mO OXI N IX70<O m 0Q 0 IC_ 0 •O . .N . = O Cu <^ - •-• 17 .•. OLL O 0 Cu Cu Cu W = 0 IL U 0017 00.00010 X)00X)171XO 00X1 C. 6 •0 • I- 0 J �O 0 CO Cu 0 CO Cu 0 n 0 0< .• .•1 - - Cu Y 0. .-1 CC W Q J X X X X X X X X C 6 001 00)N 0A010 .00 -0 - m0 1- - 170 ~Q CO 0 Q Cu. CO 17 0 0 Q •• Cu .-1 Cu 1- • • 1- 2 6 C 0 0. 1- S = ... Q .H F. 0 C V 0 6 O ...1n 10 S JS 6 O d 1. U S I 1 O F. .y Cu 17 Q 0 CO A • II • X At X X X X X X CC O CC 10 0 0 P N O P N 0 N N N CO 0 th P 3 N Q O CO 0 0 on N 0. 0 O W OP - N N •Y } •y Cu, 01004 0.ti NNN x0ti0NPN .y W 042 N •N U 1 Q O ~0 N N 0) CO P O W O P .-i -4 - •-• N •-• > ._.s - I CC N ON 00P 0 x 0 0XP CO 144 000 01X1 • U. CC O 2 0 1 W SOP ~U' in .n NN CO ti N- 0 44 0 O P Y •ti 0) S " H 12 X 14 1' 0 0 a) 000 N P.n on-4 en P.Xi 0900 Oc LL W 1 CC .-.O N~0 0~ti CO CO q iv 0 J T. O on t 0 O cu I- W N O= NON O 000.0 on O 0 N CO NiXO 0410 N CO 204 O N CO CO CO Q O N N N N I— 2 St TR > C W 0 F. W J£ 000 000N0N CONCxfth 011 J 0S -J La Ih .0 N N NN CC >^ CO U- .10 C N- .n N .Y CO = >Q O on .y an O J C N .. O- W £ N H > 0U W SLL2 0P000 00144 N 00010 NO1.y N NM co 3 C 0 W K CO N ~on .n .n ti O N y 1 0 0 1 O.0 •• N WJ LL W CO CO H Y X X X X X X X X O Q C 1' 000 0U'y1h X144.y00�N0 NO iv Sc LL0 U 020_ C 0 N t+I Ih 0 Ln 03 44? W j 0 C O P N 0 O •-a N N .-a d in Q 1-W .O.' £O. NI N W J J x x x x x x x X La U. U2' 000 NONN144N00POIhN Cr)V) LL C' C'1- P .P • O 6 Q W U O N N N 0 N 14 0 iv O P .-a - ..4 .n en > HW UN .y H 2£ U I—V) POO 0144 P cal 01 0)040 n 00 PO C W C• 0 0 .Ih Ih N .lh th N N Ih I 03 O 2 NO y 9 N ^01 0 y 0� N OP .- N S -. C-) ■ ; 3 CC 040144 004.-1 C 000C.1P..c .+N 0 W 0 •a, W = J O ~the y NP y VI �• 0 N > 0{h N .-4 N Q • • Y~ n J 000 04004004 T0•-.N—a,Cx 11)0 C col Q▪ J O m O P .+ 0 .N-. ... CO^.0+ 0 £ CO H .r Q I- 1- 2 Q I- X 0 0. I- X 2 or Q HI. 1- N C 44 N Q O S J X A J O W co £ 1 - 0 .". N en P N 0 n • • • . . . X X X X w 000 N O N O NO...CD NCI■O 00 -U N W 2 r •O 0 0 0 0 0 0 C 0(.7 N N N ■ N 2 ■ W^ A010 00.MM0)-le00NO CIO •S2 Om y N ti m 0 6 O l+) ■ e CM■ H 0 2 W O N e 0 0X 0X N O 0X 0X 0X =2= O 0 N N <C= ■ N N N O 2 0 6 0 Or =OW €000 n'>N.N-NOOOOrUXO NO ■ ■ 627 O CM .N-I CV N 2 6 0 6 0 1.61 O M M N W LL W 1- 00 r ..r n.. .. .. . 00 1- 6 wee O . r IO r en 10 w o w ' 0. CO 2 W O M W w ..w N = O r 2 X X X X X X X X • ^JZ 1 F. 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Cr • N 0 an 10 0 C CO 1...O P Of q to...err N CO P en en 2 O U. I W OOP in en ....y..y en O ..eu 0) 0 P Y .• Cu N m £ 1:. I- U U m n.en Q n y N m.∎�-I.-y tto N{XO.y(RUC P•.-.-. C C 2 en O •tC N N N o LL W 1 C •y O en ~Cu Of O O) f.7 CO en J ,_ O P .y .-. .r Cu •-t •-• £ O W H G.• N C n 0 CO 0 0.•.to O O co co X N IC 0 0 N 000 03 .m in CO 2 to O . ..c.. c0 CO co 'N• ZQ OP co Cu Cu C w C W U Y X X X X X X X X > 0C -Jw �O� tOt.^tONC NN Nn CD CO NP Ct N 0 CO U.U. -o P n CO N.--/ ti CO Cu 0 N O II 6 in - W U N I- X X X X X X X X lC W 2 10010 N(70)tO CO P On co P tCO) V'1•••• • 20 SLL rU P •OI O C O 2 U £ O P 0 r. 0 00 .. )-d Lee IX 2C 0 O On) .-. N .1 m X J2 r Y X X X X X X X X CO 0W Q C C 000 Of 0 CO nn.iP.I 0)n 00 the C LL£ 0 0 2 0_ ti ' •-I N N (A N O > O • O J $C Q H an 144 IS CC 1..1 O 6 4 C 0 J£0. J J U CH W U O P X '. y Cu Cu X X X X •.• X O O CO N O N O CO O tO O CO 0 O N IA V IC I0 O O Cu Cu 1 Y J W O P Cu - Cu Cu >- r U N H 2 0 O u - Qon IlnX)10.-IOXr n)nlnn 0m .+O C O C O Ol 10 N I 00 0 = NO ~10 CO n CO 40 0 0 Q Cl.0 N O Q Cu • S CO U - > 2 X X X X X X X X N O Q m m O y l)O N m O en M .•.P• 0 0. N CO • W = = O P 40 Cu Cu CO ~en en O a• O P Cu .ti F-- 0 X X X m J CO OP O)N N n N O 40 N•.•<P N NN en Y Q 10 of to .Ip to .n n 1C C W I- M O ~IC m V) n co 0 P 6 CO O P .n ... .-. Cu .-. 6 1- 1- 2 Q 1- C O O. 1- S 2 n. Q 1-1- 1- N C M VI Q O C C O W O. J 7 T £ J X C O N I-C-3 S 1 I O .+ Cu en P In 10 n • • W 000 •l0 A10 N0 no 0000 .•10 W 2 n 0 . 0 0 0 0 0 0 6 0n 01 N N 2 no C2 ..O.+1 n en CV N CDD n m OO NCXOr 001 00 W n Q • F O - CO .Q.. CO n In O O Cr) N N O 6 no .n X X N H 030 M1 00 t7N N O 00...VXl..0X9 n0 1.•0r .I. 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H ^ O 0 O N Q Of H e Y • a = ^ 0 0 n) 000) 0QO e N N N CO CO�enC• W W W I S' 0O q 0)In 0 en e N CO C J T ^oN co N N £ 6 O W 0. • 1- 2 6 X X X X X X X 0. 0 C.)2 03 NON CI O.+a)e^00•nm.+el N J 2N 0 If...In6 2 ON ^ 0 ^ ^ I H N 6 w w Z U N X X X X X X X O'OO co 0 N0NN a I71∎N^I-. = JW X17N0N • 1' N CO W O In ^ CO _I CV = 0W 06 ON Q .y • V) W 6 0 0 Y W 20 co 1- X X X X X X X W 6J W 2 V)O0 we O1 Q O).n 0)CV••••.CO 03 QA a 0- =U.0 Q •c0 0J 6 W 0 W C£ O N CO 0^N N •••• 0 6 1 0 )-o.0 ^ Q X J 2 I-Y X X X X X X X o ' co u.1 me co co 6 H£ U 020 paN N 01.0 I.CO CO N. In Q a W 0 2^ 0 W C 6 O N 0 0 Cl) N 0.1 N 0. J 0 J S 1 N �O -.I...I CI X X )! X X X Li- 00 UCH 000 QOe N0 0 QO T 0No• • O 2 WU 0 • O n o OBI. N JO JW O17 •• N •■1 Q N W X U N F• ▪ W Y X X X X X X X U =0 1' 0 C 0^ N CO N 0 0 N 0 CO CO• 1 0 0 0 2 N O CO 0) Q I+) N >y In ^N en N N U O W 2 0 r y. 3W G. N 001N IhnON��0Nln 0)In�• W 0C 0 W O el 0.1 0 0^ti en 0 = N N ON Q • • Y 0 4 IU)0 CO ma . Xnm000CC 4O 6 N^ 0^ m J 0 0 N Cl) N N £ CO I 6 ■ C W W W C 1-• O N W C W 3 0 W 27 N W 1� Y 3 s ~ Li! I- 4..) c N w w 4 O 1� S 0 = I. U S 2 U £ 0 X U 0 0 X 0 6 0= 1 • • • • W OON .ti 0.+0•y O try O m 0 or0 rU r •N W r • a a a t7 a o O en r r o 2 w 22_ I-_On) •ti m NIG00.l M.PI X 32 CO 00 _ Lu_ O • 0 • N • OCI O N - N .Y C• an 000 Ntn. N 01.. N0 •r000NOO I-C2 -0 • 2'2E O • N N N N 44= On) N .r CO 0 O = U' O X 00) I- 2OW CO ON rU'-40.r)XO 20.••IVX)NO it .r 0 42 O. O N N N 0 N U) H J 4 W O n) .r •• .r N - C C 0. C •r W W CO C I W X X X X X X X 2 4 1 22 mom 00.r no.(70.r n.-.I-.oo o I- FC CO C • 0• CO U W W O N A .n W r A J 0 2 2 X w ^ X X X X I I-0 W OOI.. or CO 0Nn)Nn)OO H I F. .O 3- U.2 2 r2 rO • CO 10 0 n) Cr) W W.r W CO W O N Q n) •• . 2 S U C W O F. U' mW C N COON N.X-.l7 n N 0)CO COOn)n 00 OT 0. ICOU N C • W 2 0 W 2 2 W O r. 0 N CO O N .2..J 0 44C ON • ■ Q N or 0. 0. r O ,-2 -J • w w X X X X X X X 0. 0. C m 000 m n 1717 CO_LO N_Om 0.r.r Q W J2 I-23 �0 . N CO A 1O N N W • 4 02 34N ON 17 N m .2r �¢ Cm X X X X X X X a J W 2S2 .+O^ OOOONNOOCOI�r.r 4 27 WI-H N 00 I-InU r0 • m N 0) V. 3- I 3U6 O17 n O 2 WZ J nr OO - O R A N 0'CO r.to m N A In.r h. W 2.! LL T 2 2 O O N r 0 N LO N U -JCO LUJ On) N N 17 • 0 co I 0 0 Y7 W Q00 N Y Nn X9 CO N^CXO t71AO0 •0 OOy C CO •a .n) . O C r y N N~In W . O N O N O C O • _ w X X X X X X X U 001- CO CO.r I,LO 001o10<.r6 6 n •NI h. -I •t7 0 0 r N 0 N .r W CO O O N .r N .r or Y d r 2 w 0 J 0000 CO N.r .-1100m m CO V.r0 C 4 •r 0 OON i- 4.. .r N- 0 0.1•-• O 1■ or • 2 W W W O p I- C 6 1- O O W 2 us 3 CO 3 U W I- 2O C I¢- = I-- I- G C Y 3 S ~ S m 4 0 01 I- = W 0 W = • O U 2 O = O 0 0 h. 0 S O 4 O = • • • • • C N 2.0III Cr)•X-•0 en CO el CO O 21 00 WOC • 7 2 6 •-••• m 2. Q O W O N 01 N V) T •-• W NK 0100 N.X-•CQ Nt+I^N�101�10 U P C O • 03 Q n (.0 r m OW O- P N D. N 2 LLI N 0)01 (000 O 011 bO N(.02000rO O It 1 C �O • N OJT P Q 0) (0 O S F 0 0• • On n) W 0) 1- P1^ 0) N = 2 �(n 10 en N O0en 1.0-0 P....(O Or..u)r0 w I C r0 • r v1N 01 21 in (0 J . N r r Q r = 6O 0 y w C C CO O. 0< 03 r.00 re en Cr)X en 0/000000 I..0 0-N = 21n O Q Cu N 20 2 0.+ - Q Q 1 1-U C •-• > 14.LL �a X X X K X X X La WO F- 0100 NQ 0(O21QI70.1 N Q00 2 JW t.) Q •0 •10 C WV1 0)LL rO • • • 2. n Cu •-• 7 03 U.1 0Q O••n UI en N r C V1 .•• O 1- zr v) 1- X X X X X X X W CC C.-1 W tO J OO CO (r n(I Cr AN N(0 O Nn1 00 =LA-O Q - � OP CO J CC 0 WC OC Cu N C •-• C C N U F-0.0 r ( E 2 W CO W .1 1- Y X X X X X K X ¢ C C C OOn 00n 01 0100)w in(.0 Pm Lu C F U O20 (A 0 _ ^ • N• W cc 0 LL LL O 0 6 Q 0 J S O. -1...1 0r W U O Cu X Cu •.• M Cu X X K X X X POb NO ear O^N 012.+ n.rN 0 O Cu Cu N Cu 0. -I J W O N en r en Cu a 14.1 01 UN -( • 1- W W • W W 0 . POr 2-in CO0•-(b LalenCO 22 CO m CO =0 K 0 03 •0) Q •CO •0 .17 • • OJ 0 2 CO m Cu Cu •-( C 0^ ..1 en S •-• •0 0 W 7, �O CO S1N^QN(ONQ OO - $m C N • W 0 O W 01 p Q Cu O S O N )- O.•( (f •• W •• 4 ••7 H Cu r 1 Xm � <O ) 1A0^•-I�Oi2 OnY U C C W W F- n)CO • N....•-•••n 0 2 CV r Q J C• 0 O•r rn in S CO 1- r . Q 1- C W W W N = 1- C 1-. 0 VI 7 03 W w 0 CC 1- = F¢- r V Y 7 = ~ S 0 O C C O W F- = w ' = 9 = • N U S 2 U = 0 S U 1- 0 = N G in S 1 • • O o c' 0 0 0 0 Q o N o 0 0 0 0 ✓W ••• • 4 U r0 0 0 0 2 O N Q Q N • r 2 6' P.o(.f .r VIf OrMNb0000 W 2 0 H£ 0.ti .Q+ N .Qy 0 O O r Q N 6 N N 0300 Q O O 0 0 0 N 0 N o 00 W 6 2 3 O l7 I In N N In a= o sr• 0 O. X X X X X X X m HW 2 J 000 1 10 r1000Q00oo0 0) N 2 W .10 N1-N J2W ON +l .■ N C 4 6 0 co• C m z 0 0 O OQ �0 0 Q�0 0 r�0 0 1W. r 0.2.. o .0••i • • O. O 6 2 K O N ID W U 1 W W I HU CI C No01 00 en00r�0000 at 3- LL4 2 ...I- r0 • O Iy O CO U W O 1.1 0 2 0.-I Q .y Q 7 2 = W r C W N F• U N Or 6 N 000 (O Q..XiO OCXO..40•-•0 0 I- 0- ][ 0 N •(19 W 2r U.S d'0W O y ' In 0 a 17 U.S Q O 0 6 2 C O N I £0 N > 4 6 O 0.N J 6 6 W X 1 X X X X X X 0. 4V1 C 0 000 Ny0.w00t'10000 N 6• HJ 36N Q 0..1 . ONN - t04 ill II O Q W ✓▪ W 13 0 X X X X X X X 4 J S C,CS .+OM Q••.r 1•')(hNNrr00 v) O O 1-I-0 r 0 • CO m N. 0 0 U. -U- 3-J6 .O.IN 1 1'.l N . Cu 01 -I C..) 0ON 0 in r NA(.(bf(7 sr - LL W 2 • 0 0 IA I0 0 Q N U C ONI N 01 J0 OuJW I OS 0. WN Q0Q CCp,0I-IO 00000 ` 00W C 00 • NQ 0(7 In 17 • 30 I4 0r In Co)a. W _o O W 0 000 P Q WI r in 04 N CO X 0 TOo •10 .Iy .17 1- N•• -4 ^O • , 0 Q N N W 0 W 0 0 r Q Q X U 4 C W W 3 0C J 000 10 oQX•11000 ,• 00n NC 6 Q 0 •W In .(.f •Q r £00 10.r.....r(o ere r 0 0.. ... n C W W W N £ F• 0 C y La W 3 0 W 2� In Q W ¢ F. C C Y 3 �S1 ~ S 0 Co a 1- = 4! . W = 1-U £ 2 U = 0 £ U 0 0 0 0 CO 0 F• 0 S N 6 N S • • • • C 0 700 a ien...e.e Q In N m e Oo WOC O •N • • 70)6 O CO Na en CO O W O N N in Y ON CO al in CO N ID se en In 0.4..NO Lo CV ce • L1 1 < a 0 • in .O�CO In A N O W O N 7 en en 7 Y C W.••. 0 Of VI 1000 u1 N O Q ON CO eNa 700, NU C O •N •N .N • O I- LL .y 0 X W 0 I W r 0 N .-t CO O •t N a 1- a a Ch = ~ °I- 10 en 000 O(1.-+N00010I.�..m C C 2 N O •e N •e N • W W 7 W I C 7O • CO O n. CO CO Cl C N J >• C N 7 7 en N E C 0 W 0- CZ 0 07 03 7000 O 0 N 0 e X.0O..inn OO N NO Z P = ON N In --' 1 7 U C .. - oc » O7mo w we .--i of e In m0 D7a o 7 == J W 1.'1 •to 1n •In = W� CO 1L ..O .�.02.�. lT tO N 02-I 0C• ON - M to N C O.N •-. O N W = 0 7 X X X X X X X W C= W 2 1000 tO O en in ill 0 c0..n In tn..iN Y - 7 Z LL CD a •10 J <0 0 WC£ ON .--I O^eel ten O N • 0. 0-W 0 70-O 7 CO E W W CO W J7 ♦- Y X X X X X X X CO C K C 7OtO 0 0 y0 O1O017..mNNI. W C HJ 0 0Z 0 1 ~ O • O ti ^ ^ ~ W J N OJ CI LL 0 2 J Q O SO -I-I 0E- W U O N X e N X X X X X X 0010nhOI Ul a O7in NO +u O • • u N O --I W J W O N .-t Cu en •• > W r O to •- W= - LL C X X X X X X X U W 00a O O in to N to 7 a41.a M.. 07 C 0 0 •tn a •nl . •a •S e N..a NO CO I 00 0 S- a .. l•0 N O N .• 7 en N U O C 7 OS W NO10 eq in.erNe X X X ▪ 3 7 O. a CO •ul M O ul CO 1.1.•t N W 0 0 0 W O e CO a 7 •'• O S N )• ON en a T . 't 6 m W▪ CIO J 7001 a 0Oa<Nin ten Oee.•. O W C tO .tn e a •e N • = W 7 7 to O Cu 0•■i a.4... In .. C J W 0 O N .•. .-t en en E CO 7 7 .. C U 7 W C C W W W in r 7 C C I- . O N W C W 3 CO W 3 N W I- CI C I¢- = 7 l- ea C C 3 S ~ S C O U E O =O m= 7 0 S in C in r • • • w 0017 NCOOe CIAOO000 •.0 •(O L.2 r0 O O O 4 O Cu Cu Ih N 2 •• 1'2 I---O CO O OMOX)In TO O.yeen 00 W r . D • • $2 O N N C 1-O O— O 4 as 0 4 — GI it X N 1- ODOM NOOO.441171x�N..N I-02 •17 • • ts• K 2 S O N N 1s Cu N W^ 440 N .• en -0 — N 0 = •-• 0 1- O) Hw 0 J 000.. .i()..al N O Cu O N 000 O 2OW •P •"• O W 4 2 • O N Cu N N It) H1- J4W ON — J. Cu N Cu C 4 0. Cl. .-1 w LU 1- C CC u) 1 U• X X X X X X X W 'C 22 1000) 0000.w Ah170000• 1- 2 N 0• C O IO 17 0. 0 1- 2 W O N ... CO W J 2 W W N 7 cal I 1-U W Ce V)ON <T-0001-.NIXn Cu 000 V N 11- O Y U. 2 .2 ~O CO CO 17 17 W W 4 W CO W O N N N en • • 0.' W S U •-• 0 O J C X X X X X X X O C 4 (VI (0010 f7ea(71s=0NWN.w.+t0 W 2N W C 2W •N0 . 0 O 0 es Is en W 42 0 44C ON 1O •-• Y 0_ O C J U) w X X X X X X X 1 1W C 0 OON 0001.0.-10 YON000 CO 2 W W O C N N • N • 03 W --1 a- 1-23 O Cu V Cu C O 4 CO 34N OCu —. an ' Cu 0W) • 0W C1D X X X 14 X X X Cu ce J 022 ..0•..1 NNNNQV enen0000 N 0J I- I-NU ~O~ 0 CO CO n U. TI4• 304 ON 07 N O 2 ✓ W2 J- 00 017101700)0)—r COcON0) 1- W2 CCi I. •N .I7 • ' 4C 2C O �< • 04 0. CO Cu U W W W O N .•1 "Zr Cl a>I. 0 CO W -1 1 0 W OON 0)I.f0..Or CO N..NOO at at st St St•U 0C C C •C • •r) •e7 • 2 0 Cu —. O 0 I. N 10 — 3 I- •--• =- W O N 1+) • W 0_ CU St St 14 St St St St — 0 > U 00•.4 U),-.U)C..en 300)I717O0 4 ..m .17 . 1- en J ^O~ I.~ C~N C W CO 0 ON N C Cu Y W 0. .. = W O. = 0r -J I\OO) CO OOX)sr N 1X700 C.X. CO 4 10 -17 C •C •C •N 1-W 1- 170 • Cu 0•.O)•~..1 N • • C O O N J. • • 17 17 1..• ..4 C W W W N 1- C 1- O U' U.I C . W 3 C 3 0 W 1- 2O 44 O 4 1- l' W Y 3 4 m 4 O w ■r = LU 0 a = 1-U 2 2 0 X O 2 U • 0 - 0 2 N 4 0 2 • • • • CC 0 100 00 0b 0N.LONQ n W 0 CC Q •tp • N JN6 0 0 11 0) 0 O W 0 n N N Y r X at at W Oen O)Or QO O)Q 1-N0 al2r N6 000•) Q m0 rN- 0 OI O W O 01 M m J Y C W N OIN IOO^ a...CD m-. en.m•U}0LEI CC LL 16 -0 • CO m CU •+• 0 O J O W 0m m Q 01 J 0 6 Cr*. S Q Y•• 1' 7r 2 n OOQ Q� N . 0 N1N•••^- W 0 W 1 C r O m W [O 0) 0 I- J Y O CO Q r 2 6'2 0 W =W I- 0 N W 3-'CU O3 I-ON 00 00 m001Q•-•00 In WO. 2 O N I- 1 6 W < O m Q v C S W = Ur 01001 N10 NN Np)r Q)0)(j • C i6 O)LL ..40r rl 0 N20 m `O ¢ O In VI r 0 J Q N O W 1 N -J W Y CO - CD W 00 LU SLLm QON 00 CV xl 11)0100)0'- OJ l 0 W C£ O m N 0 r Q N 11 O_W 0 I-a.O W W m 6 01. U 020 ^ON 1�0 0m �Q0Orm 0 S J- 2 N 0 CO J S L O m 0 N N el CV Q r^ C N Y LL ' J zo i�z 000 01 VI 0)110 1n at In iiQo LL W 0 Q 0 4111- W 0m m rral Or Y U N r I- 0U U Ca C O 000 in en I-O NON Q.rQ NO - r ^ • 1 W N 0 2 10 1- 0.••10N11 O 6 N O m N N Q •U V1 2 7 2 2 0 C CJ 1•••• 6 CU N N00 00 OQ 0)000V01•W U 0 W O0 NQ •Q • V1 Y 0 m N r Q ... .. - Q LL 6 CO N W WI- J 0 4 U)... V 1O OI11NQm Y 6 6 .N 0) 0 •10 .m CC CO 0 6 6 0 m O . r Q N CO r N 01 = 1- 1"• r Q 0 O 0 W 0 0 IT LL w LL W N 0 . N N W - LL LL H 1■ N F- N 6 LL 6 6 N .V.1 N F• N I- 01 1-6 6 1- 1- •1 6N C N Q Q J J N .• =0• 0 9N. a N CO 0 Y W O I-2 0 W Y 2 CC OU £ W 0 W 0 W )- a N 2 N 7 • 1 • is W 000 00 .10 . 01-Or OX rU r •CO LL 2 O 0 0 0 0 2 r X X X X X X 6'2 N-ON -+M en 01 rin 0.1 t000• W 7. N 22 O • N V 0 1-0 ON — < .• N O 6 7 .n in 00 of 00 00 .IUf a CICI U 702 •N 6'2 2 0 • CM 0 N 66c OR ••n N m S 7 CO • OI J F = J N 00 MN N 0.+Ul N0 01 QW Z0W •N • • 6'S 627 0 N N in JQW cm en f7 N -. N C 7F• 6 O -. • W 0 S 6.2 22 b01. 00 00 .-w en ON In W =W r 7 0 0 CD 2 0 • (0 0 1n 6 Y W 2 W 0 O .7 In en W C W W r N W 0 It it it 1 CW W VI02 00 CV PI N(Xn ID 272 C2 7 1 7 •C0 ,- r r 2 2 r0 en en CO f0 W 0 W O]W O n 7 7 CO C O< 7 U It N OW 6 IN W0.••• N.X-I O1.X-I or en O w en 6 Y 0 0 N W =7 W ClW 0 • 7 N tir 10 0 > 0 O O 66 6 C 0 to In (n O 0 W CC CO 0003 (n0 00 (n0W0000 7. • W 6 I-23 0 • CO 0 r CO r(0 2 • 6_6 W O(n N N en W .2i .2...J y ¢ en 6 J SN 22• 2 •+001 00 C NNN NOO • V61 Y4 HNU r0� CO N Yf W Cp 3U6 •O(� Co i 7 W- 0 X it y J•-• 0 (O (n(n CI. 7.enn(O707 . 7 0U C7 2 r r - 2 2 C C 74 r'el 7. 2 O ^6 W W 0 e N N (n C U' N W .-I I W N �6 W <O•••1 .•IN (00 (n IXl1NONC 2 20 C m0 . — N— UI 0 N - O 7 Iy CI en l'1 71 N U I- 7 W U p ••4 W X X X X X X • V W 0 007 141 70 0(O 01 CFI 210 q0 6 CO V) 1- •N N •N H J O 2 CO N CO N W W 7 O O In N 7 (n •-• 2 J 6 6 7 C CON S I- J 1-0(0 N.-�i N- (00 MN0(n 6 (O .N OI (0 •v1 •(n H (n0 r< co co 1C 01 O O In N 7 a - -y 0 0 O W W W 0 7 0 W U- W W W N CI LW .N. r r U. r in H 6 U- 6 r 6 -- N N In I- N - VI... 1-6 6 I- 1- 4-1 C C O SN WCN = N e J 7 C 37 207 rO rep 0 CD 7 la U 2 C 2 O W 0 W p 7 7 N 2 N 7 • • I • • • at at at In <O^ O O In 701 X701Xn 7 N 70•>N6 O b 0 on 0 0 0 W O Cu In M Y • • W Cu 6' 0 O 0 000 Cu 0 X N Cu 7 Cu RO 0 U I • 0 • N 0 C Cu v. OW O N Cu el Cu 7 7 7 Y z N . O MI y Cu O 2 0 W O N — N 0) Sr Y m = -+ = 0 0 Cl) O 0 OI M ti N CO 1))CO^O N.X-.N OI 1' W In 0 •0 N N W I— 12 O • 0 7. r by 7 co 0 J 0 Y O N P N .n W U 0. 0. .... 02 hOm .-•Iy.n 17.-1 In 7 In 7 I7 N0 N 60 2N O Q p Q p Q 0 N W 2 O In I 0 6 1'2 Y O 1 U Y 24 at W O H al00 r-.N 4r 7001 7u.M Cu Q > CC CO Ls Y0 JW ti •17 .0 •N = V)W O 6 O N y 7 O 0 - O .+ N Q W 0.X 7 =Y W 0 N 7 X X X X X X X Y O_0. W-. 2Y.0 pOm 0000 CV O.1 010<N OJ W 0 W C O N so •.• .Nw~0 —CA CO 0. • 0 1—0.0 — Cu CO w Inc H Y 0 7 La O CO 0 2 Y —o . . en C.) N ^ N 6 N CO 66 rN N ^ 0. J-1CI. -, N r0 JJ X X X X M M X • O PO 700N 0 NONO •0 W O NI— C 7 ~6J �• ON ~• 0.1 III Cu Cu Cu 17 Y J0 UN H U = 100 NN CO VI VIII.-Iit Ca in I 0= 0 = NCN• 0 .e-• 0 — sr 2 W 0 Cu Cu 0 X10 > 0 0. N m0� fn 1�00 m0 N0 Cu 0t0•X••US 0 W O • 7) 0 ti 0 N Y O •• O N 7 In Cu 0 C 0 W W J 1 00 001.m 01 X7 ryf(XD N Cu 1a•-• N 170 C 0 7 in Nr.-•O Cu SI C 6 00 O N .y 7 17 7.1 7 Cu W J W Q J Y y ~ J Y W O J N _ C 0 7 J 0 6 7 W C W C W J = 6 0 Y O 0' H OLL O C 0 0 J N 0 W W J 7 A W~W C C W W CU S OUY O O 2 2 H 2 J J C r — • W 0 0 m P 0 N 0 0 0 P 0 O 0 0 0 —U •O • 1.1.•2 ~O 0 0 O 6 ON P N V 2 .y at W 2 I..00 00 Q..00 N 0..0100 •O H0 ON N N .P. O 6 N F- 000 0000.+N In in en UU,.•nh 1-02 •N N 6 6 0 0 m •. in N .• = r at 0 — 2 J 000 00NON000 COU-.N - 2 627 0 • N N 1, 01 0 JCW ON N 04 I7 C 6 O W F- m 0 i U• X ^ X X X X X = 4 " 000 0000tn0 N en00 H 0 0C 0 . ~10 0 A) W HN WW .1 N en N 6 1nw C X X X X X X X I U' W NOq Pn 00e70 P�Op00 C2 H 1 H -0 1• O G 2 2 ~O 0 0 0 0 W 02 w 61W ON N N N N 7 o S U C I■ 7 N W 2 N -W 6 N 0001 NCXI ICON CCII 0177.e.CO >. 0. YOU N •a7 W 0 IL C 2 W 0 • - (0 N 0 en W 3J 0 66C ON N .+ N O L 1 0 O S Z -J W W = N6 Wp0 U0j 00 000000-0 N_0N0 m•W CS F.27 O . ~O .. CO 04 P 6 Sc a 3a0 ..N N ^ (Si U•(0 O. G- 3W I6=U —0r NNNNNNIe)Iy.n.Xn.y X. a N I-C 1�N U r 0 • CO CO CO 01 0) U P...7( 3(..16 .O .N N O Q^ at 1• JU J.U. OOR 000enU, 60 0N.X. I.. 1'7 1� •N •N • w6 2z O • ^N.•~sr In O O N' 0 r0 0NW ON en (Si 1 2 ZW W Y00 OI .CO 1..00_00 n N0 •0 0 C •0 •. O • .2. LL O N .O. 0 6 .m-' O (Si O W Q- 0 0 000 ..An ON 00 AI'.0 N OX1 F. J O ~U O CO N O N Ill 14.1 0 O N .. .. Cr) N .• X J 0 C 0 E I J 0 at at at at at X - 0 70 I.0 U1 en en 40 N N N.. 6 0 •N 1A •P •0 .0 O mCN .. ..r 17 N .. P H ti N W ILI J 7 W Y > J 6 h. 11 m7 J r N .. 6 0 0 C .~+ J 2 W C La J = 6 0 a 0 6 ~ O 0 Y 6T L• 0 0 W N N = C W..W N. CC 2 W at J W 6 0 0 0 a. W W 6 C C U £ O w i O O O = 1-. 2 J J C r r • • at K an r_oN P(1 a-it CT at m011,0 w0C e m • 3NQ m CO a .01. CO 0 w O m m Y .s X X X X X X ON a al.ON CO 0•_4 N N VI IA PN W 0.1 CC A P N U 16 ON CV NI ~In N P OW Om ••• .+ e N 3 • •Y •-w 2 N en an 000N Y)1-m VI ma:l)00111,0 2 C O O0 0 I W ~O m CC CV ^0 or CO U. m -< C.3,- or 0) ¢2 = ... C I-J U) m COIII 0001,1� LO m PO CO fO K VlQ = N O •IO VI au -•VI W IC •w0 P^11O ~• OP CO 2 J Y O CO .+ .+ an .. £ co .+ W £O 0 X0 O. CC>-. C 1- .. OOt- •-.m N C00 0 3 n - N a-..... 2 N O A P on -U = ON N .w CU Q •••• W U Y = ca X X X X X X W I- 01 01) 0 1Om1- I,N01 CO CV CO 3 = JW m -I) -N •m N C H C m LL -O m CO ^I CO 01 V) O 0 O C 0 m ..I .-I P ... N 1-U_ 1V) •-• W U.1 J CO an I- X X X X X X W 2 W = 0000 Nme� nNe N as.CO Y S LLC7 O N • O JY C UO 2 OI` P on N N as 1- 3O m y..yO Om .• N .+ on W 1,WI- Q C C • '0.-1 Nh OIY) 03 CO mme w C ¢o U m.2..3 � •€O nn tN 01 10 CC 4 • - 7m m QQ 0m • c J inc O J$S an N Y J J X M M X X X U_ =y UC OOVI eOm - in 141 an .)• 0 Y"L CC POP 0 1) N In H J W 0 m .•C .+ ..1 P oc Y Or UN • • F. Q N - Sw M X X X X X U HW NOm P 0 an co co in CO Of mm 2. C 0 m .N •e 1) .N •P I YO 0 2 NO ~ • 0 .-...at CO 2 J N O m •"• H P .••1 .-n • U X S • I-w R o0 .I.. W CO NA N .- P nmorm ) ••I• 0. N W n W Q_ = W CI • N~m CO mCT 0 N Y O m •-y 1) .+ 6 CO W m0 J nom CO 000X4 .o P<P< Y w 2 Q C0 •C) •10 i CO C JY H mO �P 1) U)tin Q CO 0 0 CO - •• P ... S Q - •• W W C 0 LA 0 C C = 0 0 W W N 0 W C C C W 0 U' o o cw a cC Q s • -C CC C C U' = W N = 0 J 7 •O = 3 =•-• 1-U £ 0 S~ 0£ 0 0 1• 0 W 0 H I'-• N N = N N •_ • ' W 000 00.n 00 00010000 • 4 2 ~O • 0 2 OM -y 0) 2 J. X X X X X X C2 1.00 •r MN • NCO-.M-.na W O •22 O e In co e e I-O O N •-■ N N -+ -+ o a -• ua N I-• COOO OO-ri ca cc O-.in 1-O-L W C 2 S O N N N <2 C O M -+ 2 .•w 2 = •-• 0 O — I O C- X X X X X X OOf 6i_ 20W 00PI —1O NO ••+N M in r2 I---I JCW OM •. N .. M -. C NQ C- 0 W CO = I O X X It X X X w fo 22 COO2 -r -- NM i <). zw 0 a •-•~J. •0.~.b+ a)al W I- W W -. In )-— 1 ■U W h 0 M O O M O N M Of 0-.A O W_ 4- 1 1-- - Y 2 --2 ~O • O M O CO • W 1 W O W O M N -. CO O = r U E. 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