| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.69 |
| Liaison | John Pumilio |
| Submission Date | July 23, 2014 |
| Executive Letter | Download |
Colgate University
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.60 / 1.00 |
John
Pumilio Director of Sustainability Sustainability Office |
Has the institution conducted an employee satisfaction and engagement survey or other evaluation that meets the criteria for this credit?:
The percentage of employees (staff and faculty) assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In 2010, Colgate engaged the services of Baird Consulting and McKnight
Associates to help develop and administer faculty and staff climate surveys. On
March 28, 2011, surveys were distributed to all employees and responses went
directly to Baird Consulting in order to maintain anonymity. Keeping the
responses in the anonymous format, results were compiled and shared with the
president’s staff in the fall of 2011.
A Staff Climate Response Group was created to analyze survey results with an
eye to building upon the success of the many positive findings and addressing
issues that needed improvement. Bob Tyburski, Vice President, Senior Advisor,
and Secretary to the Board, chaired the committee. Members represented a
diverse cross-section of university operations and perspectives. Click here to see
the full membership.
Beginning in early 2012, the group met on a regular basis, focusing on themes
that arose from both the survey and their discussions. They included: greater
accountability and acknowledgement of achievements, staff communications,
community and campus connections, “on-boarding” of new employees,
professional development/training opportunities, and wellness.
In July 2012, the Staff Climate Response Group presented a detailed report of
findings and recommendations to President Herbst. While the report
acknowledged many positive aspects of working at Colgate, it also was very
candid about areas of concern that it had identified, and made specific
suggestions for improvement. The report also acknowledged that since the
survey was completed, a number of programs and actions had already been
implemented that were viewed as positive steps.
The group has been extremely encouraged by the institutional commitment
made by President Herbst and the senior administration to the campus survey
and their report. Throughout the fall, the group met twice with the president,
followed by several discussions among president’s staff members about the
report’s recommendations. After much thought and consideration, President
Herbst responded to committee members with an outline of actions already
underway and plans 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):
The results of the 2009 CCLS can guide and inform institutional and individual efforts to positively impact all aspects of the campus climate.
The year the employee satisfaction and engagement evaluation was last administered:
The website URL where information about the institution’s employee satisfaction and engagement assessment is available:
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.