|Submission Date||Feb. 28, 2019|
Michigan State University
PA-12: Assessing Employee Satisfaction
|1.00 / 1.00||
Campus Sustainability Director
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 (staff and faculty) assessed, directly or by representative sample (0-100):
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Among the imperatives that focus the efforts of Michigan State University, the sixth imperative, Advancing a Culture of High Performance, is central to the Bolder by Design strategic frame work. This imperative is overarching and by definition embraces the core values of the university: quality, inclusion, and connectivity which in turn, are essential elements of the university’s culture. Work environment surveys have been completed recently for faculty and a campus climate survey for students. A similar survey has not been completed for support staff. To better understand the work environment from the perspective of support staff and themes that may be common across all members of the university community as well as those that are experienced differently, a support staff work environment survey is proposed. The purpose of a work environment survey would include:
• Better understanding of the work environment and how it is experienced by support staff.
• Identifying factors that that can inform improved recruiting, hiring, on-boarding and retention of staff.
• Obtaining data that helps to identify barriers that inhibit a fully inclusive and diverse work force.
o This would inform efforts that could lead to reduction and removal of the barriers
• Comparing data with faculty and student surveys and conducting cross-group comparisons to identify common themes and important differences.
• Developing actionable data that can lead to interventions, programs, and potential changes to policies and procedures toward improving the university’s work environment.
There are a number of dimensions that contribute to a high performance culture in organizations. A primary component is the work environment (or work climate) in which the members of the organization experience its culture. For the staff survey, the office for Inclusion and Intercultural Initiatives contracted with Michigan State University's Office for Survey Research (OSR) to conduct a University-wide support staff satisfaction survey. The data collection instrument used was designed by an interdepartmental committee organized by the Office for Inclusion and Intercultural Initiatives. The survey was designed to evaluate specific aspects of the workplace environment. The areas addressed were as follows:
• Annual Performance Evaluation / Review
• Job Advancement
• Diversity and Inclusion at MSU
• Conditions and Relationships within Unit
• Workplace Environment
• Sexual Harassment and Sexual Misconduct
• Beliefs and Attitudes about MSU
• MSU’s Culture of High Performance
• Satisfaction at MSU
• Recruitment and Hiring ProcessCurrent support staff as of 2/27/2017 were included, but excluded temporary and on-call employees. The survey had a 38.4 percent response rate. The results were then compiled and presented to the university leadership for follow up action. In addition, specific work divisions offer annual employee satisfaction surveys to guide their staff development; strategic planning; and training opportunities. For example, Infrastructure and Planning Facilities and Residential Hospitality Services conduct surveys annually. University Services has also conducted a recent survey. Academic units also will. conduct employee surveys, ie. College of Veterinary Medicine. The technology that is used by the university is Qualtrics. In addition, the Institute of Public Policy and Social Research has an Office of Survey Research that provides the support for developing, administering, and analyzing the results of internal surveys.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Each respondent was directly responded to and referenced where on the website that information would be posted. The website highlights the survey findings as well as identifies many of the initiatives launched to support a Culture of High Performance. Additional courses and online education opportunities on topics were also offered.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission: