| Overall Rating | Gold |
|---|---|
| Overall Score | 65.14 |
| Liaison | Bremen Leak |
| Submission Date | July 10, 2024 |
Brigham Young University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Bremen
Leak Associate Director Sustainability & Continuity |
Has the institution conducted a survey or other evaluation that allows for anonymous feedback to measure employee satisfaction and engagement during the previous three years?:
Percentage of employees assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
BYU partners with the Higher Education Research Institute (HERI) at UCLA to conduct an annual survey of university administration and staff. The survey includes questions about employees’ work, their interaction with supervisors and coworkers, sources of stress and satisfaction, perceptions of the climate for diversity on campus, and employees’ overall experience. Participation is voluntary, and responses are anonymous. Results are shared with the BYU President’s Council and used to understand and improve the experiences of employees at BYU.
Other evaluations of employee satisfaction and engagement include (1) a partnership with DecisionWise, a workplace consulting firm, to administer an annual survey, (2) partnerships with campus entities to administer occasional “pulse" surveys, and (3) exit surveys for all exiting employees administered by the Employee Relations office.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Efforts to turn feedback into action are led by the Human Resources Wellness Office, whose engagement coordinator meets with staff regularly. The office also provides a website with resources, organizes leadership retreats and town hall discussions, and offers team-building sessions for individual units. At BYU, vice presidents task their areas with providing them with a timely completed action planner that outlines the ways in which they will implement changes to improve the employee experience in their areas.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.