| Overall Rating | Silver |
|---|---|
| Overall Score | 59.85 |
| Liaison | Lisa Lonie |
| Submission Date | Aug. 29, 2024 |
Haverford College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Nikki
Young Vice President for Institutional Equity and Access Institutional Diversity, Equity, and Access |
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:
During the spring 2022 semester the College undertook a vital and relevant "climate assessment" via an anonymous survey. Results are now available.
This survey, which we will conduct periodically, continues the data-informed inquiry of previous campus-wide surveys of students, faculty and staff in 2015-16 (which informed the Strategic Plan for Diversity and Inclusion) and of students in 2018-19. The learnings from this survey, now shared with the full community, will allow for refinement and alignment; reactions and response; connective tissue to future efforts; and sensemaking as well as next steps. Ultimately, this work helps drive essential and lasting change that creates a more inclusive campus.
To ensure full transparency and to provide a more complete perspective, we contracted with Rankin & Associates Consulting, LLC to help lead this effort. The survey, which Haverford students, faculty, and staff designed in collaboration with Rankin, solicits information about both positive and challenging aspects of our climate and will be your opportunity to describe your personal experiences, your observations, and suggestions for change that might enhance the Haverford College campus climate.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Responsible divisions of the College have taken the lead in investigating and responding to various of the findings. A number of planks of the current Haverford 2030 strategic plan are intended to address key findings, inlcuding the launch of a comprehensive compensation study.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.