Overall Rating Gold - expired
Overall Score 73.23
Liaison Michael Chapman
Submission Date Dec. 8, 2016
Executive Letter Download

STARS v2.0

Nova Scotia Community College
PA-10: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 1.00 / 1.00 Janet Byrne
Director Human Resources
Human Resources
"---" indicates that no data was submitted for this field

Has the institution conducted an employee satisfaction and engagement survey or other evaluation that meets the criteria for this credit?:
Yes

The percentage of employees (staff and faculty) assessed, directly or by representative sample:
100

A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:

NSCC recognizes that employees are key contributors to the successful achievement of the College goals. We incorporate employee feedback (through surveys) as part of our organization’s regular cycle. The College reports on employee engagement to our Board of Governors every two years, highlighting how important our Board and NSCC feel the employee experience is to our success.
In the past NSCC has participated in externally driven surveys – i.e. AonHewitt 50 Best Employers in Canada, and were 41st on this Best Employer list in 2009. We have also worked with Corporate Research Associates in Halifax to do a “deeper dive” into areas employees cited as important to them in surveys.
In 2013, NSCC moved to an internal survey process (administered by our Institutional Research department) to address employee concerns that external surveys were not designed to capture the unique environment of education. We designed a customized survey that continued to track and measure key drivers from past surveys while expanding the survey to include strategic priorities, teaching and learning and a greater emphasis on work environment and culture.
The methodology for surveys has remained consistent regardless of the survey tool used. Research has shown that engagement is a measure of an employee’s emotional and intellectual commitment to an organization. An individual is considered to be engaged when they display three engagement behaviours:
• Say- Consistently say positive things about the organization
• Stay- Intend to stay with the organization
• Strive- Strive to achieve above and beyond what is expected in their daily role

Using these drivers as our index of overall engagement, the employee engagement surveys employed by NSCC employ a broad range of questions specific to organizational culture, performance, work environment and leadership (by way of examples) that feed into the overall measure of engagement while providing detail on specific areas important to the employee experience at NSCC. We review these results and our progress year over year and develop plans for improvement accordingly.

In addition, the College periodically conducts cross-organizational employee focus groups in an effort to understand the gathered information (from survey), engage in dialogue, and identify priorities that could help us build on our strengths as an organization. While employee engagement surveys occur every 2 years, work towards employee engagement is an ongoing endeavor of the organization.
Bernadette Campbell (HR Planning Consultant with Human Resources – 491-1630) has worked with external providers on past surveys and on the development of the current internal survey. Questions regarding both the employee engagement survey, process and engagement initiatives can be directed to her.


A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):

Overall survey results, including employee comments, are posted online for all employees. Department results are cascaded through the organization via managers who are asked to meet with their employees to engage in dialogue about the results and develop plans for action to improve engagement in their areas. Managers are provided with conversation models and action planning tools to aid in this process.

In 2010/11, following the employee engagement survey, we struck the employee engagement project team, comprised of 60+ employees from across employee groups and campuses concluded who worked together and tabled recommendations to continuously improve the employee experience focusing on: Attracting Talented Employees, Orientation, Quality of Life, Community & Culture, Formal and Informal Leadership Development and Employee Career Development.


The year the employee satisfaction and engagement evaluation was last administered:
2,015

The website URL where information about the institution’s employee satisfaction and engagement assessment is available:

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.