Overall Rating Platinum
Overall Score 86.33
Liaison Lisa Kilgore
Submission Date March 1, 2024

STARS v2.2

Cornell University
PA-13: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 1.00 / 1.00 Linda Croll Howell
Director for HR Analytics
"---" 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?:

Percentage of employees assessed, directly or by representative sample:

A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Cornell continuously utilizes unit and campus–wide surveys to drive improvements to the campus climate to foster a productive work environment for faculty, students and staff, including mature workers. In October, 2022, all employees (faculty, staff, and academics) received a satisfaction survey which measured several aspects of their work experience, the climate of Inclusion, and overall satisfaction. This survey is typically conducted on a five year cycle, but was delayed a year due to the pandemic, with the last administration being 2016.The student PULSE survey is conducted on a bi-annual basis, with the last conducted in the spring, 2021. Finally, in 2020, Cornell surveyed the entire workforce on the climate of belonging.

In addition to these organization-wide measures, many other measures of satisfaction are in place on an on-going basis. For example, the university exit survey measures reasons why people leave Cornell, a new hire survey measures acclimation to Cornell after 90 days, which includes satisfaction metrics. The university has also conducted an exit survey of retirees to assess their experience, and in 2019, the university administered its first Retiree Engagement Survey. Some units have undertaken extensive surveys of their workforce in collaboration with HR Analytics to understand issues related to the 7-dimensions of wellbeing, belonging, and experience. Many units on campus also conduct regular "pulse" surveys of their staff, faculty and students on a regular basis. Finally, Cornell is planning to administer a workforce wellbeing survey in spring 2024.

A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
The results of all surveys are shared with senior leadership and action-oriented plans are developed. Past staff surveys have resulted in many new programs for example a streamlined approach to evaluating positions for potential reclassification, a new career success portal to provide employees with multiple resources to manage their career and prepare for their next position. As a result of feedback on the new hire acclimation survey, a Supervisor's Guide to Employee Acclimation and Retention was designed to enhance the new hire orientation process. Finally, with the new Belonging at Cornell survey administered in February 2020, a new interactive dashboard and tool kit was put in place to help colleges/units to better understand their results and provide concrete action steps for improvement. This new survey will be administered to all employees bi-annually. The Belonging at Cornell toolkit can be found at: https://diversity.cornell.edu/sites/default/files/uploaded-files/Belonging%20At%20Cornell%20-%20Toolkit.pdf

Cornell's employee exit survey has identified career opportunities and recognition as two key factors in people's decision to leave Cornell. Both the new employee career success portal (mentioned above) and two new toolkits for managers including a "Retention & Engagement Discussion Toolkit" and a "Recognizing and Appreciating Employees Toolkit" were developed and distributed to all Cornell managers.

Finally, this year Cornell's Employee Experience team had individual meetings with each Dean/VP to discuss their specific unit employee survey results, including new hire, current employee and exiting employee survey data. During these discussions, unit-specific recommendations were shared, and each unit was asked to choose 1-2 things they planned to implement. Many units have already begun implementing new initiatives including new onboarding programs, 360-feedback, supervisory education and others.

Website URL where information about the employee satisfaction and engagement evaluation 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.