|Submission Date||March 6, 2020|
PA-13: Assessing Employee Satisfaction
|0.90 / 1.00||
Office 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 assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Employee satisfaction is gauged in multiple ways. First would be during the annual performance evaluation process. Second would be during the formal exit interview process where exiting employees have an opportunity to share their employment experience.
Perhaps the best way however, is the annual survey for 101 Best and Brightest companies to work - West Michigan Region.
Hope College has again been selected as one of "West Michigan's 101 Best & Brightest Companies to Work For"! 2019 marks the 14th year that Hope College has been honored with this award at the Annual May event.
For a press release from 2019 visit: https://hope.edu/news/2019/campus-life/hope-named-an-outstanding-employer-for-14th-consecutive-year.html
Annually, this non-profit group randomly selects 300 of our full time employees and surveys them on the following areas:
-Compensation and Benefits
-Employee Enrichment, Engagement, and Retention
-Employee Education and Development
-Recruitment, Selection, and Orientation
-Employee Achievement and Recognition
-Communication and Shared Vision
-Diversity and Inclusion
-Work Life Balance
-Strategic Company Performance
We purchase the results of this survey which allows us to look for deficiencies.
The College continues to work with the Great Place To Work Institute. Work on this is shared online: https://hope.edu/offices/president/trust-index/
Also as part of Hope's Strategic Plan Goal Four Objective 2: Recruitment, retention and vendor strategies will employ best practices in developing a diverse and inclusive community.
KPI 1: Near Term. Hiring managers will be trained and equipped to recruit diverse applicant pools.
KPI 2: Longer Term. Five-year average rates of retention, promotion, advancement, and job-satisfaction among underrepresented faculty and staff groups will be consistent with those of the majority.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
The college first conducted the trust survey in spring 2015 at the onset of the Hope for the Future: 2025 Strategic Plan. This survey provided a baseline of data to understand our work environment, and the college dedicated time and resources to responding to many of the needs expressed in the survey responses.
Because we know that there is still work to be done, we recently conducted the survey again. This second assessment will help us understand the ways in which we’re living into our goal of creating an environment in which our faculty and staff can flourish.
See how we’re responding to the 2015 survey results:
The survey will continue to help us understand the ways in which we’re living into our goal of creating an environment in which our faculty and staff can flourish.
Website URL where information about the employee satisfaction and engagement evaluation is available:
Additional documentation to support the submission:
CULTURE STATEMENT AND VALUES
We are empowered and flourish when we invest in and value one another in our inclusive learning community where all members are grounded in dignity, engaged in diversity and invited by Christ’s love.
EXCELLENCE WITH GRACE
We grow through giving and receiving constructive feedback.
We encourage, support, and celebrate achievement while respecting and affirming the gifts and wellbeing of all employees.
We invest in opportunities for continuous learning.
INCLUSION WITH PURPOSE
We engage difference because it makes us better and stronger.
We include by acting: listening, inviting, valuing, encouraging, and receiving.
COMPASSION WITH DISCERNMENT
We care for each other and hold each other accountable.
We listen and understand before we take action.
We make courageous decisions with openness, generosity, honesty, transparency, and consistency.
DIGNITY THROUGH EMPOWERMENT
We support each other in being recognized and compensated for the work we do.
We empower every employee to grow and flourish, speak and be heard, and plan and act.
We remind each other that faith calls us to treat others as we would like to be treated.
INNOVATION AND INHERITANCE
We achieve true hope and innovation through diversity, growth, risk, and imagination.
We encourage multiple views of Hope’s heritage and the development of new traditions.
ENCOURAGED BY FAITH
We are free to live out our faith in our work and service to others.
We support and respect a range of expressions of faith.
We draw on faith during times of personal crisis or communal loss.
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.