Overall Rating Gold
Overall Score 65.09
Liaison Joseph Kahn
Submission Date Oct. 15, 2020

STARS v2.2

Central Michigan University
PA-13: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 1.00 / 1.00 Don Long
Supervisor
Recycling & Composting
"---" indicates that no data was submitted for this field

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?:
Yes

Percentage of employees assessed, directly or by representative sample:
100

A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:

The “Employee Well-Being and Satisfaction” survey is administered every two years to assess the non-faculty’s well-being and job situations in order to identify areas that were strengths or could use improvement. The survey focuses on employee reactions, workload and role conflict, autonomy, CMU climate, leadership at CMU, CMU health culture and participate in health programs and virgin pulse. The attached final report of the survey goes into more specifics about the methodology, how the survey was reviewed and what information exactly what asked of respondents.

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:

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.

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.


Website URL where information about the employee satisfaction and engagement evaluation is available:
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Additional documentation to support the submission:

https://www.cmich.edu/office_president/Pages/leadership-standards-initiative.aspx

CMU will also participate in the Chronicle’s Great Colleges to Work for program, a national survey on employee satisfaction this year. CMU received the ADVANCE Catalyst Award in August 2019 from the National Science Foundation for addressing barriers to institutional success for women in STEM.

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.