| Overall Rating | Silver |
|---|---|
| Overall Score | 45.94 |
| Liaison | Robin Frederick |
| Submission Date | July 21, 2022 |
Indiana University Southeast
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.68 / 1.00 |
Robin
Frederick Coordinator of STARS Assessment Administrative Affairs |
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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:
68
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
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 the best place to work.
https://hr.iu.edu/myvoice/index.html
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 the best place to work.
https://hr.iu.edu/myvoice/index.html
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
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.
My Voice at IU.
http://hr.iu.edu/myvoice/index.html
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.
My Voice at IU.
http://hr.iu.edu/myvoice/index.html
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The data for this credit was retrieved from the Office of Human Resources.
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.