|Submission Date||July 25, 2017|
PA-12: Assessing Employee Satisfaction
|1.00 / 1.00||
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:
Rather than one single employee satisfaction survey, Emory University has utilized a variety of different surveys which target more program-specific engagement and satisfaction information from employees. These include:
• Learning Assessment Survey (May 2017) - A confidential, online survey offered to all faculty and staff which asked a variety of questions about employee learning and professional development needs. The results of the survey assist in the analysis of the various learning needs across campus and in the development of future training programs and services.
• Performance Management Survey (February 2017) – Solicited feedback from all staff about the university’s performance management process. Feedback was collected from both managers and direct reports and is being used to improve the process for next year.
• Benefits Survey (August 2016) – A survey to all benefits-eligible faculty and staff to evaluate the overall satisfaction and understanding of Emory’s employee benefit programs. The results help the HR benefits team to better understand how employees are using their benefits.
• Recognition & Rewards Program Survey (March 2017) – A survey to evaluate employee engagement and satisfaction with the current recognition and rewards programs offered by the university.
• New Hire Survey (ongoing) – All new hire staff employees are surveyed 60 days after their hire date to rate their overall satisfaction with Emory as well as their onboarding experience.
• Wellness Program Surveys (ongoing) – Participants in our wellness initiatives and challenges are always surveyed for their engagement level and program satisfaction. Initiatives such as Know Your Numbers (onsite health screenings), Move More (Fitbit physical activity challenge), and Colorful Choices (nutrition challenge) are just a few examples.
• Workplace Flexibility Survey (2015) - A survey of all university staff to evaluate employee utilization, perceptions, and access to workplace flexibility. The survey conducted in 2015 showed that more Emory staff than ever before are using a wide range of flexible work options from telecommuting and flexible schedules to swapping shifts and working compressed work weeks.
Emory Healthcare surveys 100% of staff with a national benchmarked survey, utilizing a third party nationally recognized vendor. Emory Healthcare designs its process for a new full survey every 18 months to glean satisfaction, engagement and national ranking.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
All University survey data is reported to relevant leadership in the aggregate form only. The survey results are used to better understand employee perceptions, identify trends, and aid in the improvement of program offerings, communication and utilization. Data is shared for evaluation purposes with those decision-makers who have the ability to address any issues raised. Performance Management survey results, for example, are shared with HR leaders and HR Reps from the individual departments and schools. Survey data from Wellness Programs and Workplace Flexiblity is reported out to the entire campus. Trends and issues are studied with the main purpose of overall improvement. For example, in the Rewards and Recognition Survey, employees asked that the University bring back a full lunch as part of Staff Fest (our employee appreciation day). It was cut back in 2008 due to the recession. Based on employee responses to the survey, full lunch was re-introduced in 2017. Any serious concerns expressed in the new hire survey are forwarded to Employee Relations where appropriate action is taken to address the concerns.
Feedback received from the Emory Healthcare survey is confidential. Data are reported by key groups and areas, but is never reported with less than 5 responses. Areas that receive reports are to share with staff. Staff and leaders work as a team to define and implement improvement efforts. Efforts are tracked through periodic pulse surveys and updates to leadership from team efforts.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
An example of the way survey data is reported to the entire Emory University community can be seen here: http://news.emory.edu/stories/2013/04/er_employee_health_screening_results/campus.html
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 and complete the Data Inquiry Form.