| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 68.78 |
| Liaison | Amber Saxton |
| Submission Date | Sept. 9, 2014 |
| Executive Letter | Download |
George Mason University
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Tyler
Orton Projects Innovation Coordinator Office of 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:
For the 5th time since 2000, the Quality of Work Life Task Force conducted a triennial
survey of George Mason University employees in April 2012 regarding work life at
George Mason. The Task Force is a presidentially appointed group of faculty and staff
across all Mason campuses charged with gathering all employees’ opinions and “making
recommendations regarding the quality of work life for all George Mason University
employees.”
In 2012, a total of 5,988 employees were contacted across seven job categories on each
of Mason’s three campuses and the Loudoun location. Almost all were contacted via a
web survey [paper surveys are provided to a small number of departments whose
employees may not have ready access to a computer].
A total of 1,732 surveys were returned, yielding a response rate of 31.7%, up from 27.7% in 2009. The increase in the response rate may be attributable to the random drawing for prizes held after the 2012 survey. Among the 3,788 salaried employees, participation yielded a 39.3% response rate, with 1,487 completing the survey.
Additionally, Mason has participated in The Chronicle of Higher Education’s Great Colleges to Work For Program since it began in 2008. It includes a random survey of 600 faculty and staff. Mason is honored to have been recognized in each of the 7 years in which it has participated. This year Mason also participated and was recognized in the Washington Post’s Top Workplaces in Greater Washington, DC program which also includes a random survey.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Both preliminary and final results from the Quality of Work Life survey are shared
with the entire Mason community for further assessment and discussion.
The results were also incorporated into the assessments that were underway in 2012-13 within the Mission, Vision, Values and Mason Graduate Working Group as part of the President’s strategic planning process.
One of the several recommendations from the QWL task force was to continue to address compensation questions through the use of periodic forums held by senior leaders – the Provost and Senior Vice President. Mason’s senior leaders have held open forums regularly (To date in 2014 there have been sessions in January and July). They also have a mechanism for accepting ideas and suggestions for improving efficiency and leading to innovation. -
Website: http://qwl.gmu.edu
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:
Data source(s) and notes about the submission:
Data is from FY13
Data is from FY13
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.