|Submission Date||May 13, 2016|
Florida International University
PA-10: Assessing Employee Satisfaction
|0.05 / 1.00||
Office of University Sustainability
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:
Since 2009, our university has participated each year in The Chronicle of Higher Education Great Colleges to Work for Program, which consists of a two-part assessment process: 1) an anonymous faculty/employee survey administered through ModenThink, LLC to 600 randomly selected faculty and staff across our university, and 2) an institutional audit capturing information detailing various institution demographics, polices, practices and infrastructure.
The program recognizes small groups of colleges for specific best practices and policies, such as tenure clarity, collaborative governance, work/life balance and compensation and benefits. As a participating institution, FIU receives a summary of our survey results, which identifies areas of strengths and allows us to focus on areas of development towards creating a great work environment.
In 2011, FIU was recognized as one of the best colleges in the nation to work for with honors in the Diversity category by The Chronicle of Higher Education. FIU has just completed its 5th year of participation in this program, and will continue to use results to enhance our employees’ job satisfaction and experience. For more information about this program and our recognition, please click on the following links:
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Upon analysis of each year’s results, a year over year comparison is further analyzed to identify trends or common themes that require attention. A presentation is made to executive leadership providing an overview of our results, as well as, recommendations to address areas that require attention. In addition, survey result presentations are made throughout the university to create awareness of results, and also, welcome feedback to improve areas of focus.
The following are two examples of initiatives that have been launched in direct response to survey feedback:
Compensation & Classification Redesign Project (CCRP): Following an arduous comprehensive review and analysis of current job classifications, FIU now has an updated/consolidated classification structure and job specifications for administration and staff positions. Our valued faculty and staff told us through survey feedback, one-on-one meetings, resource utilization and several other venues, that the job structure was out of date and no longer meeting needs. This feedback coupled with our desire for continual process improvement provided the basis for this strategic initiative, which was rolled out in July 2015. The two main components of the classification redesign include the review and update of 2,500 job specifications and the competitive market analysis with market pricing of the revised job specifications, inclusive of the design and development of salary ranges that are internally equitable and externally competitive.
Empower: Empower was launched in fall 2015 in an effort to expand on our recognition programs and resources. This new recognition tool provides instant peer recognition to an employee who provides excellent service, demonstrates an FIU core value, or goes above and beyond what is normally expected. In addition, our faculty and staff now have a centralized mechanism by which they are able to submit ideas that contribute to efficiency and enhanced services. Recipients of this recognition receive a certificate which can be printed and displayed, or even added as an attachment to their ePerformance notes. To instill a culture of appreciation, faculty and staff also receive an automatic “birthday wish” on behalf of the university, and supervisors are notified that their employees are celebrating a special occasion. Through this enhanced system, recognition is now tracked for each business unit and department, enabling FIU leadership to quantify trends, and to accentuate the positive support that occurs daily.
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:
representative sample: Out of 600 randomly selected faculty/staff members invited to participate in the survey, the following percentages represent the random sample: Faculty – 30%, Administration 22%, Exempt Professional 37%, Non-Exempt 11%
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.
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.