|Submission Date||March 5, 2021|
PA-13: Assessing Employee Satisfaction
|1.00 / 1.00||
Office of Sustainability Initiatives
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 assessed, directly or by representative sample:
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:
Benefits and Rewards Survey (October 2018) – Emory University engaged an outside consultant (Mercer) to conduct a benefits and rewards survey to establish a baseline measure of employee preferences regarding the overall employee value proposition of working at Emory. The survey utilized conjoint analysis which is the appropriate methodology for evaluating the relative perceived value of different programs and how different groups of faculty or staff value what the University offers as part of their employment relationship. Demographic data (age, length of service, pay level and home zip code) were also used to generate “personas” that describe similar employees in terms of life stage and income.
New Hire Survey (ongoing) – New hires are given a post program survey after attending new hire orientation. All new hire staff employees are also 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 surveyed for their engagement level and satisfaction for each major program. Initiatives such as Know Your Numbers (onsite health screenings), Move More (Fitbit physical activity challenge), and Operation: Eat Right (nutrition challenge), and Refresh from Stress are just a few examples. Employees were also surveyed annually in 2018 & 2019 to assess their satisfaction with the comprehensive health platform, Healthy Emory Connect (powered by Virgin Pulse).
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. Emory Healthcare enhanced design of ongoing process for a new pulse survey every 3 months to track efforts, engagement and national ranking.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
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 are shared for evaluation purposes with those decision-makers who have the ability to address any issues raised. In some cases, results are reported out to the entire Emory community (for example, the Benefits and Rewards survey results), Trends and issues are studied with the main purpose of overall improvement. 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. Emory Healthcare enhanced design of ongoing process for a new pulse survey every 3 months to track efforts, engagement and national ranking. Data are posted on intranet and published quarterly in system balanced score card. Data results are built into incentive compensation for leadership.
Website URL where information about the employee satisfaction and engagement evaluation is available:
Additional documentation to support the submission:
All data reported for the 2018-2019 fiscal year.
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 email@example.com.