|Submission Date||March 1, 2019|
California State University, Fullerton
PA-12: Assessing Employee Satisfaction
|0.33 / 1.00||
Executive Director, Advancement Operations
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:
In partnership with independent university researchers, HRDI launched a workplace environment survey in June 2018. CSUF employees were surveyed to help CSUF leaders better understand the state and the climate of CSUF as a workplace. The results of this survey should help CSUF leaders make more informed decisions and take more strategic action for improving CSUF employees’ work experience. Knowing that employees’ work environment shapes the quality and productivity of their efforts, the results of this survey will allow CSUF leaders to know how and where to improve CSUF employees’ work experience to better accomplish CSUF’s mission and goals of better serving CSUF students and the local community.
There were two particular areas of focus for this survey: CSUF Supervision & CSUF Climate
The first focus was an assessment and evaluation of the quality of supervision across CSUF non-faculty employees. This was a primary focus because employees’ local supervisors play the strongest role in shaping an employee’s work environment, and we wanted to evaluate the effectiveness of CSUF supervisors.
To assess CSUF supervision, we asked non-faculty employees and their supervisors to answer questions related to the supervisors’ mindsets, leadership behaviors, and feedback quantity and quality.
The second focus was an overall assessment and evaluation of CSUF’s work environment across all CSUF employees. This was to both (1) assess the work climate at and across CSUF, and (2) help establish which supervisory practices play the strongest role in shaping CSUF employees’ work experience.
To assess CSUF’s climate, we asked all CSUF employees questions related to employee engagement (physical and emotional engagement), psychological safety, inclusion, trust in manager, supervisor-employee relationships, and intent to leave. Additionally, we had CSUF faculty answer additional questions that related to satisfaction and a variety of known drivers of employee engagement (e.g., knowing what is expected of them at work, degree to which they have received recognition).
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Survey results are being reviewed and presentations are being created for dissemination to campus in January 2019.
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.
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.