|Submission Date||Feb. 23, 2018|
Green Mountain College
PA-12: Assessing Employee Satisfaction
|1.00 / 1.00||
Director of Sustainability
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:
Employee satisfaction and engagement is measured on a biennial basis through the social and human capital survey as an official metric of the Sustainability 2020 strategic plan. Some questions of engagement were phrased as statements for which respondents had to indicate agreement on a scale of "not at all" to "a lot". The statements included:
● You identify with the goal of authentic sustainability and GMC’s strategies for working toward that goal.
● You are personally working to achieve authentic sustainability at GMC.
● You feel your personal path to success is affected by the goal of authentic sustainability at GMC.
Other engagement questions were asked as statements with a scale ranging from "strongly disagree" to "strongly agree" and included:
● You clearly understand the mission of the College.
● The mission provides direction for the curriculum and other activities of the College.
● The College's governance structure effectively facilitates achievement of its mission and purposes.
● Communication between College constituencies is systematic and effective.
● Green Mountain's governance structure enables faculty and staff to participate appropriately in decision-making matters related to their areas of responsibility.
Satisfaction questions were also asked using a scale. The first set offered a scale ranging from "strongly disagree" to "strongly agree":
● The College provides faculty and staff with substantial and equitable opportunities for professional development and advancement.
● Green Mountain protects and fosters academic freedom.
● The College provides an enriching workplace culture that also allows for a reasonable work-life balance.
Another question asked respondents to rate their job satisfaction at Green Mountain College with choices ranging from "very low" to "very high."
The faculty were then asked an additional set of scale questions. These statements offered responses ranging from "strongly disagree" to "strongly agree":
● There are an adequate number of faculty to assure accomplishment of class and out of class responsibilities.
● Faculty workloads are equitably determined and consistent with the mission.
● The faculty evaluation process is effective and equitable.
● Instructional techniques and delivery systems, including technology, are appropriate to the mission of the College.
● Faculty are accorded reasonable contractual security for appropriate periods consistent with the institution's ability to fulfill its mission.
● Resources are adequate to support an appropriate institutional commitment to research and creative activity.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Issues raised by the evaluation are addressed through two channels.
First, the results are shared with the campus through various meetings. For example, the results of the survey were shared through an oral presentation during a faculty meeting prior to the begining of the academic year. Additionally, the data was shared with and discussed with the strategic plan steering committee, which used them to prioritize projects and programs to help advance the strategic plan. Employee engagement and satisfaction is deeply embedded in the strategic plan goals 1A: "Initiate a cross-college emphasis on human health and quality of life that becomes a nationally recognized compliment to our environmental emphasis" and 1C: "Deepen student and employee engagement in the College's endeavors to promote innovation and retention."
Second, the results were reviewed by the NEASC committee and recommendations on how to improve weak areas were given to Cabinet.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Performance year for this credit is FY 2017.
All of GMC's staff and GMC's faculty were assessed.
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.