| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.88 |
| Liaison | Krista Bailey |
| Submission Date | Sept. 14, 2017 |
| Executive Letter | Download |
Pennsylvania State University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
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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 (staff and faculty) assessed, directly or by representative sample (0-100):
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In 2013 Penn State contracted with an independent nonprofit organization to conduct a Values & Culture survey on its behalf. The survey was distributed to all active members of the Penn State community; including students, faculty, staff, administrators, and technical service employees on all campuses. The purpose of the survey was to better understand the culture of the University and the values of the Penn State community. The results of the survey were released in September 2014. A follow up survey is planned for fall 2017.
In addition, Penn State has policies and procedures in place for employees to express grievances including HR79 - Staff Grievance Procedure, and HR76 - Faculty Rights and Responsibilities. The latter provides, among other things, for each college to have a person or group to serve in the role of ombudsperson. The objective is to enhance communication and clarify possible misunderstandings in situations which involve potential disputes, to advise faculty members and administrators as to appropriate courses of action, and to help settle matters before they become hardened into serious disputes. A survey was conducted in 2015-16 to review the effectiveness of the Ombudsperson process at Penn State, identify challenges to the process, and suggest measures to improve the process.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
A major challenge uncovered by the 2013 Values and Culture Survey was fear of retaliation. Finance & Business, a University service unit of nearly 7,200 employees, is piloting an initiative to address this challenge. The pilot will then be modified and replicated for use in other units across the University.
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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