| Overall Rating | Silver |
|---|---|
| Overall Score | 53.56 |
| Liaison | Georgeann Moss |
| Submission Date | Dec. 22, 2021 |
Dallas College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.21 / 1.00 |
Mary
Brumbach Chief Strategy Officer Operations |
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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:
21
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
One of Dallas College's strategic priorities is to create a diverse and inclusive high-performing work and learning environment leading to employee and student success. The first step towards supporting this effort was taken in September and October of 2019. Nearly 1400 employees participated in the Diversity & Inclusion Employee Experience survey that was designed to assess employee experience.
The 27-question survey was conducted completely by a third-party provider to ensure employee anonymity but included demographic information such as race/ethnicity, role, tenure, and location that was provided by employees. Based on current research, the survey questions were rooted in the following seven constructs of Diversity and Inclusion:
Belonging
Fairness
Opportunities and Resources
Decision Making
Diversity
Voice
Contribution to a Broader Purpose
The Results
The results of the survey provided college leadership, including the Board of Trustees, with a representative snapshot of thoughts on the level of engagement experienced by various employee groups. Overall there were a number of themes that resonated across all respondents.
- Employees feel the work they do is important and they understand how their work contributes to the college mission.
- More than 90% of participants feel that they contribute to a broader purpose
- Nearly 65% of all survey participants feel a high level of engagement, which is measured as a level of connection, motivation and commitment to Dallas College.
- More than 60% of participants indicate that they feel they could be their authentic self at work
- Nearly 60% of participants feel respected at the district
- Results for Diversity (including whether Dallas College values diversity or builds diverse teams) are virtually identical across all full-time staff, faculty and administrator participants
- These results for Diversity are 13 points lower between White and African-American respondents and 9 points lower between White and Latinx respondents.
- There is still work to be done as the lowest scores are attributed to Decision Making and Voice.
- Approximately 70 percent of the survey participants overall reported that they feel that their perspectives are not included in decisions that affect their work or that their opinions are valued.
The 27-question survey was conducted completely by a third-party provider to ensure employee anonymity but included demographic information such as race/ethnicity, role, tenure, and location that was provided by employees. Based on current research, the survey questions were rooted in the following seven constructs of Diversity and Inclusion:
Belonging
Fairness
Opportunities and Resources
Decision Making
Diversity
Voice
Contribution to a Broader Purpose
The Results
The results of the survey provided college leadership, including the Board of Trustees, with a representative snapshot of thoughts on the level of engagement experienced by various employee groups. Overall there were a number of themes that resonated across all respondents.
- Employees feel the work they do is important and they understand how their work contributes to the college mission.
- More than 90% of participants feel that they contribute to a broader purpose
- Nearly 65% of all survey participants feel a high level of engagement, which is measured as a level of connection, motivation and commitment to Dallas College.
- More than 60% of participants indicate that they feel they could be their authentic self at work
- Nearly 60% of participants feel respected at the district
- Results for Diversity (including whether Dallas College values diversity or builds diverse teams) are virtually identical across all full-time staff, faculty and administrator participants
- These results for Diversity are 13 points lower between White and African-American respondents and 9 points lower between White and Latinx respondents.
- There is still work to be done as the lowest scores are attributed to Decision Making and Voice.
- Approximately 70 percent of the survey participants overall reported that they feel that their perspectives are not included in decisions that affect their work or that their opinions are valued.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Dallas College invited employees to participate in World Café and leadership compression planning sessions after the survey was conducted to ensure that varying perspectives were taken into account, especially given the magnitude of the One Accredited College transformation from Seven Independently Accredited Colleges. The results of those sessions have been woven into the design of the new organizational structure and its intended success outcomes for students, employers, and communities we serve.
The primary action from the survey resulted in Dallas College adopting a new strategic alignment process, V2MOM (Vision, Values, Methods, Obstacles, Metrics for Success) that was created by Salesforce CEO Marc Benioff. Dallas College V2MOM is a circular strategic planning process that outlines the future of the college. The process includes constant communication with employees from the front line to the top leadership, capturing the collective energy of all employees' values and ideas. V2MOM has resulted in engagement at all levels, deliberately seeking diverse voices and assuring employees that they have appropriate roles in decision making. The Dallas College Strategic Initiatives Team oversees V2MOM with the end result a new strategic plan for the college.
The primary action from the survey resulted in Dallas College adopting a new strategic alignment process, V2MOM (Vision, Values, Methods, Obstacles, Metrics for Success) that was created by Salesforce CEO Marc Benioff. Dallas College V2MOM is a circular strategic planning process that outlines the future of the college. The process includes constant communication with employees from the front line to the top leadership, capturing the collective energy of all employees' values and ideas. V2MOM has resulted in engagement at all levels, deliberately seeking diverse voices and assuring employees that they have appropriate roles in decision making. The Dallas College Strategic Initiatives Team oversees V2MOM with the end result a new strategic plan for the college.
Optional Fields
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
The documentation uploaded to support this credit submission is the presentation to the Dallas College Board of Trustees on February 4, 2020.
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.