| Overall Rating | Gold |
|---|---|
| Overall Score | 79.01 |
| Liaison | Lindsay Walker |
| Submission Date | Feb. 14, 2023 |
Humber College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Lindsay
Walker Sustainability Manager Facilities Management |
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indicates that no data was submitted for this field
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?:
Yes
Percentage of employees assessed, directly or by representative sample:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In 2020, Humber conducted an Employee Wellbeing and Engagement Survey to assess employee Satisfaction. The survey was distributed to all employees, including full-time admin employees, academic staff, support staff, part-time/contract academic staff and student workers. There were 3600 active employees at the time of the survey (June 1 – July 3, 2020) and 1003 responses were received – 28% response rate. As a result, a representative sample was used. Using industry research and leading practice in employee well-being and engagement, there was a broad list of well-being and engagement dimensions and drivers created. These dimensions and drivers were presented to employees via the survey, and they had the opportunity to vote on those that are most important to them. The purpose of this survey was to gather insight into which drivers of employee well-being and engagement are the most important to employees and to gather insight to the effectiveness of employee programming. The results were used to define the Employee Well-Being and Engagement Framework. The survey also asked for respondents to identify how satisfied they were with our existing engagement and well-being programs.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Humber’s Employee Well-being and Engagement Framework was created based on the results of the survey. We have recently taken an inventory of all employee programs, initiatives and resources to ensure they support and align with the Framework. Next, we will be identifying gaps and developing additional programs, initiatives and resources to support the Employee Well-being and Engagement drivers.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The 2020 pulse survey results were updated and is no longer available. Through the Humber Human Resources URL that was attached with this credit, go to HR Resources > Organizational Effectiveness > Employee Well Being Engagement > Employee Well-being and Engagement, you can see the employee responses when asked questions related to Employee well-being and engagement and the process in which the survey results was used to create Employee wellbeing and Engagement Framework.
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.