Overall Rating Reporter - expired
Overall Score
Liaison Tavey Capps
Submission Date Feb. 25, 2015
Executive Letter Download

STARS v2.0

Duke University
PA-10: Assessing Employee Satisfaction

Status Score Responsible Party
Complete Reporter Tavey Capps
Environmental Sustainability Director
Office of the Executive Vice President
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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:

Duke participates in two primary efforts to better understand the work environment and employee satisfaction. Additional information about these surveys is offered below.
The Chronicle of Higher Education’s “Great Colleges to Work For” Program: For the last seven years, Duke University has participated in The Chronicle of Higher Education’s “Great Colleges to Work For” program, a study designed to recognize institutions that have built great work environments. Part of the program involves a survey distributed to a sample of each institution’s full-time faculty, administrators and professional staff. The survey is administered by ModernThink, a consulting firm conducting the survey on behalf of The Chronicle of Higher Education, to ensure the confidentiality of responses. It assesses several categories, including job satisfaction/support, career development, research & scholarship, communication, supervisor relationship, and participation in college governance. Duke has been recognized each of the seven years as one of the “Great Colleges to Work For,” including 2014.

Duke University Health System’s Work Culture Survey: Duke University Health System offered its first Work Culture Survey in 1999 to determine how staff ranked the workplace in terms of communication, teamwork, and recognition. The results of the survey led to many new programs and enhancements. Today, the Work Culture Survey is conducted on an annual basis to assess the progress made since the previous survey and identify needs for strengthening the DUHS work culture. Work culture committees have been developed to include a cross-section of employees and managers to identify and implement programs to improve the work environment. The survey has been an effective tool for monitoring and sustaining progress in improving the work environment and employee satisfaction at Duke University Health System.


Duke University Health System’s Work Culture Survey:

A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):

Duke is committed to fair and equitable treatment for all staff. Duke has established this procedure for fair, orderly, and prompt resolution of disagreements. Any claim arising out of or relating to employment policies will be settled in accordance with this procedure. The arbitration step of this procedure will be governed by the United States Arbitration Act. Both the staff member and Duke are required to utilize this procedure to resolve disagreements falling within its scope.

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.