8787 Emma’s View
HC 1 Box 1394
Strawberry, AZ 85544
928.476.6400
Focus Group
Guide
(Ó September
2001 JY Consulting and Wright Consulting Services. All Rights Reserved.)
Introduction &
Orientation:
· Brief introductions: Explain purpose of focus group. Clarify how data will be used and anonymity will be maintained. Cover role of moderator and ground rules for effective discussion.
· Inclusion: Top issue facing Community of Tempe. Top issue facing the City of Tempe government/organization.
Purpose/Culture:
1. How do you see the City of Tempe’s Mission? What business is the City in? How well is the City living up to its mission and values?
2. How would you describe the City of Tempe’s culture? What are the attributes of the ideal Tempe employee? Ideal supervisor and manager? What is expected of employees? Are there clear expectations? Are they clearly communicated?
3. Tempe is often described as innovative and cutting edge, is it? How is risk taking seen? Can employees question or challenge the status quo? Why or why not? How do you do it successfully?
4. What is diversity? How does the COT define it. Is diversity really important? Why or why not? Does diversity support Tempe’s mission? How? Does diversity fit into Tempe’s broader culture? How so?
5. How ‘open and inclusive’ is Tempe? Is it really safe to raise issues and to question management? Do most employees, especially those from diverse groups, feel free to participate. Are employees encouraged to participate? How so?
6. Are members from diverse groups accepted and welcomed into most employee work environments? Are any special efforts made to include new or diverse employees in daily work activities, lunches, etc.?
7. How would you describe the COT leadership and management style? How effective is it? Have you seen any significant changes in how managers and supervisors manage during the last year or so? How so?
8. Managers say that they are spending more time in the field with employees and working to improve communication and accessibility. How are they doing? Do you see any changes in these areas, if so, what?
9. How do managers and supervisors handle diversity? In your opinion, do managers support and value diversity? How? Are they effective?
10. Do managers and supervisors discourage or hinder diversity? In your opinion, what do they need to do to promote and encourage diversity?
11. How diverse is your work group or department? Should the COT be more or less diverse? Why? What about your department or work group?
12. Managers’ say they are stressing is teamwork. How many of you currently work in teams? Is teamwork important? How diverse are your work teams? How so? Does diversity help or hinder teamwork?
13. How do employee work groups function? How diverse are these groups? How effective are they? How much impact and influence on the final outcome do employees have generally speaking?
14. Generally speaking how do employees and managers get along? How well do employees get along? Is working well together emphasized and rewarded?
15. How about employee unions? How effective are the unions? Do they give employee’s an effective voice? How diverse are the unions? Are diversity issues ever on the table? If so, in what way? How does management generally view your union? Friend or foe?
16. Does diversity impact relationships in the COT? How so? Have you seen or experienced any disconnects between employees or between employees and managers based upon diversity issues? How about disconnects with Tempe citizens?
17. Are managers and employees sensitive to diversity issues and benefits? Is diversity an important variable in building productive work relationships? How so?
18. How are employees from diverse groups treated? Are you aware of any one group (Hispanics, Blacks, Whites, Males, Females, People with Disabilities, etc.) that is frequently or systematically singled out for special treatment, either positively or negatively? Please describe. In your opinion, how should employees from diverse groups be treated?
19. Are there any existing stereotypes or attitudes that get in the way of productive relationships or that hinder employees from being able to contribute fully and productively? Please elaborate.
20. Have you personally experienced or observed prejudice or discrimination based upon diversity characteristics such as age, gender, race/ethnicity, disabilities, alternative lifestyles, etc.? If so, what have you seen or experienced?
21. Is diversity something that employees and managers feel comfortable discussing? Is diversity ever a topic in training or in staff? What about in the daily work environment? Do diversity issues ever come up? If so, in what regard?
22. What happens if an employee experiences a problem such as conflict with their supervisor or on-the-job discrimination? Are there policies, procedures or systems in place to help the employee resolve the issue? Please describe.
23. How effective are the existing policies and procedures? Is the Human Relations Department see as helpful and effective by most employees? Why or why not. Are there any COT policies or procedures with which you are familiar that you would like to see changed? If so, in what way?
24. To your knowledge, are the existing COT policies, procedures, rules and regulations applied evenly, equally and appropriately? Please elaborate.
25. How fair is the current employee evaluation system? Is Tempe a meritocracy? What does it take to get recognized and promoted?
26. Are there issues or concerns about affirmative action or quotas? Are you concerned about preferential treatment based upon diversity criteria? Do you have any concerns about members from diverse groups being competent and qualified to do the job? If so, please describe.
27. Do members from diverse groups really have an equal opportunity to advance in the COT? Is there a level playing field in the COT when it comes to promotion? What about women? Is there a glass ceiling in place? What about the ‘good ole boy network’? Can people of color be promoted to the highest executive levels?
28. Have you personally experienced or do you know anyone who has been overlooked for promotion or reward and recognition because of diversity characteristics such as race, ethnicity, gender, age, etc?
29. Is diversity really a good thing? Why do you think Tempe is focused on it? Are there benefits for the City? Such as? Is diversity good for all employees? For citizens? How so?
30. Have you received any training or coaching on how to work with people of different backgrounds and abilities? If so, please describe. (Probe for diversity specific issues sexual harassment, racial/ethnic slurs or jokes, etc.)
Is diversity ever talked about in terms of benefits? If so, how so?
31. Some say that supervisor training is needed to help manage and support diversity? What do you think? Would this be helpful? Why or why not? What would you recommend? Why?
32. What would you be most concerned about in terms of possible changes with respect to diversity? Please elaborate.
33. If you could be City Manager for a day, what is the most important change you would make with respect to improving diversity in the City of Tempe. What is the most important problem you would address? How would you propose solving it?
34. In your opinion, what is the biggest obstacle to overcome in improving how the COT manages and supports diversity?
35. What is the most important thing that we need to know to ensure we have the full, accurate picture of diversity in COT? (Use as round table closing activity)
Please remember that we are conducting several groups and we need you to refrain from sharing or discussing the questions or content of these groups when you return to work. Your cooperation in this regard is essential to ensure that we collect accurate and representative data..
Thank you for your time and consideration.