| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 76.32 |
| Liaison | Karen Oberer |
| Submission Date | Dec. 11, 2020 |
McGill University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.45 / 1.00 |
Karen
Oberer Sustainability Officer McGill Office of Sustainability |
"---"
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:
45
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Learning Organization survey
The Learning Organization survey is a tool initially based on work conducted by researchers at the Harvard Business School for use in the McGill environment. Unlike typical McGill surveys, the Learning Organization survey is sent to all staff who meet the following criteria (and not only to a sample of eligible respondents), to ensure that as many voices as possible would be heard: all administrative and support staff whose units reports ultimately to the Principal (including staff in both academic units and administrative units but excluding casual staff and staff on leave). The survey is administered every two years; so far it has been administered three times (2015, 2017, and 2019).
Employee Engagement survey
The Employee Engagement survey is sent to all staff in Administration and Finance every three years; so far it has been administered three times. McGill partners with at third party in order to administer the survey.
The Learning Organization survey and the Employee Engagement Survey were essential in the creation of the My Healthy Workplace (MHW) 5-year plan (2018-2023) and they continue to provide data to guide the actions of the MHW initiative.
https://www.mcgill.ca/myhealthyworkplace/about/my-healthy-workplace-charter
The Learning Organization survey is a tool initially based on work conducted by researchers at the Harvard Business School for use in the McGill environment. Unlike typical McGill surveys, the Learning Organization survey is sent to all staff who meet the following criteria (and not only to a sample of eligible respondents), to ensure that as many voices as possible would be heard: all administrative and support staff whose units reports ultimately to the Principal (including staff in both academic units and administrative units but excluding casual staff and staff on leave). The survey is administered every two years; so far it has been administered three times (2015, 2017, and 2019).
Employee Engagement survey
The Employee Engagement survey is sent to all staff in Administration and Finance every three years; so far it has been administered three times. McGill partners with at third party in order to administer the survey.
The Learning Organization survey and the Employee Engagement Survey were essential in the creation of the My Healthy Workplace (MHW) 5-year plan (2018-2023) and they continue to provide data to guide the actions of the MHW initiative.
https://www.mcgill.ca/myhealthyworkplace/about/my-healthy-workplace-charter
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
McGill's Organizational Development (OD) unit, which oversees the My Healthy Workplace initiative, reviews data collected from the Learning Organization survey and the Employee Engagement survey. The unit then develops programming to address employees' ideas and concerns as raised in the surveys.
For example, data from the 2017 Learning Organization Survey and subsequent discussion groups indicated that an investment was needed to support the learning and development of McGill's supervisors. The result was the creation of Supervisory Skills Learning Circles program which combined structured learning sessions on topics such as "managing a healthy & respectful workplace" with facilitated discussion groups. Other programs were developed later, such as My Healthy Workplace's McGill Leaders' Circle and the Essential Skills for New Supervisors program.
For example, data from the 2017 Learning Organization Survey and subsequent discussion groups indicated that an investment was needed to support the learning and development of McGill's supervisors. The result was the creation of Supervisory Skills Learning Circles program which combined structured learning sessions on topics such as "managing a healthy & respectful workplace" with facilitated discussion groups. Other programs were developed later, such as My Healthy Workplace's McGill Leaders' Circle and the Essential Skills for New Supervisors program.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.