| Overall Rating | Silver |
|---|---|
| Overall Score | 49.48 |
| Liaison | William Clancey |
| Submission Date | Jan. 3, 2023 |
Durham College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.53 / 1.00 |
Kelly
Doyle Manager, Employee Engagement & Development Human Resources |
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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:
52.90
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The college used an anonymous survey to gather data and evaluate employee satisfaction and engagement.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
In addition to the employee satisfaction survey, the President of Durham College hosts a 1 day Meeting every year for support staff and another meeting for faculty. Each division and school sends a representative. 25 staff are included at each meeting where they have the opportunity to discuss key issues relating to employee engagement and success.
DIALOG is another platform for the DC leadership team to give an update and work with managers to get information and share concerns. These meetings take place on a recurring basis information and share concerns.
The following engagement process was also followed for the development of a new strategic plan
1. Online Stakeholder Survey – used to gather feedback on current mission, vision and values.
a. 246 Employees participated in the survey
2. Focus groups/Input sessions – used to dive deeper in stakeholder’s opinions on mission, vision, values and the pillars/goals that impact their group directly (i.e for employees, they would provide detailed feedback on the “Our People” pillar, goal and we will statements)
a. Two sessions held for employees
i. Session 1 (April 23) – 20 participants
ii. Session 2 (May 27) – 22 participants
b. Two sessions held for external participants (community)
c. One formal focus group session held for students
d. One pop up feedback session held for students
3. Input on proposed Strategic Plan changes
a. Over 160 employees (faculty and administrative staff) were polled on their opinions of the proposed changes to the new strategic plan
The final 2020-2023 strategic plan will be presented/unveiled to all employees at the 2020 Employee Town Hall.
DIALOG is another platform for the DC leadership team to give an update and work with managers to get information and share concerns. These meetings take place on a recurring basis information and share concerns.
The following engagement process was also followed for the development of a new strategic plan
1. Online Stakeholder Survey – used to gather feedback on current mission, vision and values.
a. 246 Employees participated in the survey
2. Focus groups/Input sessions – used to dive deeper in stakeholder’s opinions on mission, vision, values and the pillars/goals that impact their group directly (i.e for employees, they would provide detailed feedback on the “Our People” pillar, goal and we will statements)
a. Two sessions held for employees
i. Session 1 (April 23) – 20 participants
ii. Session 2 (May 27) – 22 participants
b. Two sessions held for external participants (community)
c. One formal focus group session held for students
d. One pop up feedback session held for students
3. Input on proposed Strategic Plan changes
a. Over 160 employees (faculty and administrative staff) were polled on their opinions of the proposed changes to the new strategic plan
The final 2020-2023 strategic plan will be presented/unveiled to all employees at the 2020 Employee Town Hall.
Optional Fields
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
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