| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.39 |
| Liaison | Ciara Tennis |
| Submission Date | Dec. 31, 2018 |
| Executive Letter | Download |
Eastern Connecticut State University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Torin
Radicioni Environmental Intern Institute for Sustainable Energy |
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:
For the ninth time (in 2018), Eastern Connecticut State University is one of the nation’s “Great Colleges to Work For,” according to the Chronicle of Higher Education. Of the 253 institutions participating this year, Eastern was one of only 84 institutions recognized, and one of only 42 schools named to the program’s “Honor Roll.” This is the fourth year in a row Eastern has made the Honor Roll; it is also the only public four-year institution in New England to be named a Great College to Work For.
“We are delighted to be included on the ‘Great Colleges to Work for’ Honor Roll,” said Eastern President Elsa Núñez, “and honored to again be recognized as one of the nation’s top higher education workplaces. The spirit of collaboration and unity that exists on our campus is a strength that helps us better serve our students and the state of Connecticut. Receiving this national recognition once again from the Chronicle of Higher Education is very gratifying, especially given our high ranking on nine of the program’s 12 criteria.”
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Eastern was recognized for its collaborative governance; professional/career development programs; compensation and benefits; facilities, workplace and security; confidence in senior leadership; teaching environment; and tenure clarity and process for faculty. The survey included a two-part assessment process: an institutional audit that captured workplace demographics, policies and practices, and a survey administered randomly to employees by an independent third party (ModernThink LLC).
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:
This information was gathered during a conversation with Ed Osborn via email.
This information was gathered during a conversation with Ed Osborn via email.
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.