|Submission Date||June 6, 2019|
PA-12: Assessing Employee Satisfaction
|1.00 / 1.00||
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 (staff and faculty) assessed, directly or by representative sample (0-100):
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
An Organizational Assessment Survey is conducted every two years. The goal of the survey is to obtain faculty and staff perspectives on the organizational environment and work experience.
The survey tool measures engagement in the following categories: overall engagement, job drivers, organizational drivers, retention drivers, feelings of energy and purpose, employee empowerment, learning and development, rewards and recognition, coworker relationships, manager relationships, culture, customer focus, institutional potential, department relationships, senior management relationships, compensation, benefits, working environment, work life balance, personal disposition, etc
The survey was most recently administered in 2018.
How it is used: The survey results are aggregated with University-wide data cuts, as well as Divisional data cuts. The results are used to identify how much progress the institution has made on the issues identified in the last organizational survey, as well as identify areas of focus for the future.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Division-specific Organizational Assessment Survey results were delivered to each division in 2018 and the Human Resources department collaborated with Vice Presidents and their teams to create divisional action plans. The divisional action plans identified 2-3 items from the Organizational Assessment that each division would focus on improving (or maintaining if all results were positive) and how the division would do so. Several months after action plans were implemented pulse surveys were sent out, which measured progress on the items that each division was working to improve. The data from the pulse check survey was shared with the divisional Vice President and their team for consideration as they continued to work on optimization of the employee experience.
The website URL where information about the programs or initiatives is available:
Additional documentation to support 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 and complete the Data Inquiry Form.