| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 51.18 |
| Liaison | Joseph Kahn |
| Submission Date | April 20, 2017 |
| Executive Letter | Download |
Central Michigan University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.66 / 1.00 |
Harley
Blake Manager Professional Development Programs |
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:
Methodology: The survey was begun in the early 2000’s. It was begun as an effort to get a feel for the general climate/attitudes of employees so that as the survey is repeated in the future, changes indicating an upward or downward trend could be identified. The survey was created by Dr. Terry Beehr and some of his graduate students, and they continue to facilitate administration of the survey, as well as analysis of the responses, each time the survey is conducted. Statistical analysis is applied to identify statistically significant changes in responses when compared to results from prior years. Again, it focuses on general perceptions and the intent is to look for trends over time as opposed to specific, detailed aspects of employment.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
The current survey instrument provides observations of general perceptions related to staff satisfaction. In order to identify specific actions that could be considered and implemented to affect improvements in satisfaction would require further research to better understand the specific factors influencing the general perceptions that are measured by the current survey. In short, different survey questions would need to be asked, that would gather feedback much more specifically identifying factors in the employment environment/relationship that could potentially be acted upon.
That said, in 2013, items were added to the survey to assess the leadership culture at CMU. These items were based on a set of expectations that President Ross had shared with each Senior Officer as to how he expected leadership to be demonstrated at CMU. Those items were measured again when the survey was next conducted in 2015.
HR is currently leading a major initiative, the Leadership Standards Initiative (LSI), to create a foundation for systemic application of the leadership expectations in ways that will strengthen CMU’s culture of leadership. While the LSI did not arise from the satisfaction survey, the results of the survey were part of the rationale for the necessity and importance of such an endeavor.
More about the LSI:
The Leadership Standards Initiative provides a framework for employee recruitment, orientation, development, retention, evaluation and leadership accountability. It builds upon CMU's core values of integrity, respect, compassion, inclusiveness, social responsibility, excellence and innovation, and supports the strategic priority of hiring, maintaining and developing quality faculty and staff.
The leadership initiative establishes clear, consistent and transparent leadership expectations that permeate campus and serves to preserve and strengthen CMU's culture of collaboration, excellence and leadership.
The website URL where information about the programs or initiatives is available:
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.