| Overall Rating | Platinum - expired |
|---|---|
| Overall Score | 88.14 |
| Liaison | Tonie Miyamoto |
| Submission Date | Dec. 6, 2019 |
| Executive Letter | Download |
Colorado State University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Tonie
Miyamoto Director of Communications and Sustainability Housing and Dining Services |
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:
The Campus Climate Survey is an opportunity for all faculty and staff to answer a wide variety of questions and leave feedback about their experiences at CSU. The survey is "designed to assess the current state of our university work environment". The survey is administered to all CSU employees every other year with employee councils and the President encouraging all staff to participate. In 2018, we had a 59% response rate (4,058 respondents).
In addition to the Campus Climate Survey, the Division of Student Affairs (the largest division on campus) conducts a Work Life Balance survey on the off years.
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 Campus Climate Survey are considered by campus leadership and facilitated by the CSU President and Vice President of Diversity. Sessions are scheduled on campus to share the results and results are also posted on the VP for Diversity website to promote transparency. An overall institutional report is publicly available along with reports for each division or college (over 23 individualized reports). Each division or college (and in some cases if large enough, departments) is also given the option of requesting a tailored presentation with time to discuss the results. All presentations and reports are posted online along with findings from the open forum, focus groups, and open-end analysis. Further, Institutional Research takes ad hoc requests on the findings and provides departments, colleges, units the option of diving deeper into the results on any particular topic or cross tab that would benefit their area.
Campus Action from Results:
• Implemented mandatory campus wide supervisory training
• Informed changes to the search committee process
• Creation of a Campus Climate committee taskforce who utilizes the survey results in its work moving forward
• Opportunity for unit level counsel by the Office of the Vice President for Diversity
• Collaboration with other universities who utilized our survey for potential benchmarking data
• Increase in diversity trainings offered across campus in response to items from the campus climate survey
• Informed goal setting/assessment for division level diversity strategic plans
• Increased communication from some leadership at the division level
• Informed direction of diversity taskforces at the department/division/college level
• Campus recommendations for accountability measures, applying policies, communication, service recognition
• Survey results inform items the President’s Commission on Diversity and Inclusion to focus on
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 Employee Campus Climate Survey is cited in both this credit and PA5: Assessing Diversity and Equity because this comprehensive assessment includes both topics as our campus recognizes the intersectionalities. The survey is administered to all employees every other year.
The Employee Campus Climate Survey is cited in both this credit and PA5: Assessing Diversity and Equity because this comprehensive assessment includes both topics as our campus recognizes the intersectionalities. The survey is administered to all employees every other year.
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.