Indiana University Indianapolis
PA-13: Assessing Employee Satisfaction

Surveys are collected periodically from all IUPUI faculty and staff to better understand overall job satisfaction. Faculty are asked about teaching, research, service, and other aspects of their employment on campus, including engagement in high impact practices, community engagement, and other topics as needed. Staff are asked about professional development opportunities, opportunities to provide feedback, and other aspects of overall job satisfaction. IRDS (Institutional Research & Data Support) is prioritizing how to better understand faculty and staff success. In addition to our faculty and staff surveys – that routinely measure satisfaction, intentions to leave, access to mentoring and other types of information related to teaching and high impact practices, IRDS has helped design an employee exit survey and has developed dashboards that show retention. The most recent Faculty Survey was completed in 2018, which is beyond the 3 years for reporting for STARS. Staff Surveys: MyVoice@IU is a continuous process at Indiana University to increase staff employee engagement and ensure IU remains a workplace of choice. By adopting a continuous process of assessing and enhancing engagement, IU can better understand the needs of its employees, what IU is doing well, and where there are opportunities to improve. The process is simple: staff and leaders use the results of the MyVoice@IU Staff Engagement Survey to inspire open discussion at the department and unit level, where employees can create simple action plans to address the topics that matter most to them. The process empowers employees to make their workplace better for themselves and enhance their engagement. Initiative Objectives: Collect feedback from staff employees on how they feel about working at IU: whether they feel valued, if they feel their contributions matter, and the level of pride in their work. Empower the organization, leadership, and teams to determine ways to improve the employment experience at IU. Provide helpful change management tools, resources, and guidance to leadership, managers, and teams to act upon results and improve work experiences. Help establish IU as a best place to work. http://hr.iu.edu/myvoice/index.html

Staff - My Voice @ IU: My Voice Survey: The most impactful phase of the engagement cycle is action planning. In action planning, the focus shifts from the survey and the results to discussions that create a plan for real change. These changes are what positively impact employee engagement. During action planning, HR partners with leaders, managers, and employees across the university to help identify action plans—aligned with one of the survey questions—that would significantly impact employee engagement. 365 action plans were made from the first iteration of the survey. Engagement Process: The MyVoice@IU initiative is a continuous process that helps guide IU’s efforts to increase staff employee engagement and ensure IU remains a workplace that values, supports, and develops its employees. The survey itself is the first step in an ongoing process of improvement. Survey results provide a starting point for discussion, action planning, and follow-up. Ongoing surveys will allow IU to build on efforts to positively impact our workplace. Currently, IU is waiting on the results of MyVoice@IU 2022. The survey was closed in March 2022. My Voice at IU. http://hr.iu.edu/myvoice/index.html