| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 28.80 |
| Liaison | Barry Schwalbe |
| Submission Date | July 26, 2011 |
| Executive Letter | Download |
Richland Community College
PAE-12: Employee Satisfaction Evaluation
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Greg
Florian Vice President Finance & Administration |
Does the institution evaluate employee satisfaction in a way that meets the criteria for this credit?:
A brief description of the institution’s methodology for evaluating employee satisfaction:
The College Administration and the Human Resources Office use the Employee Satisfaction Survey to identify specific areas of concern and determine the priorities to be addressed through Strategic Planning, division activities, or committee or taskforce actions. Specific areas related to valuing people are incorporated into the Strategic Plan and Committee charges:
• Identify new collaborative relationship opportunities internally and in the District.
• Promote the practice of Core Values in all College activities.
• Enhance internal communications system to assure that all employees have equal access to information.
• Implement professional development activities, including training for new information portal and new learning management system.
• Increase recruitment efforts of diverse faculty and staff.
• Train employees in use of revised personal performance appraisal.
Stakeholders have been and will continue to be involved in planning and implementing actions to reach these goals.
The results of Richland Community Colleges’ 2003 Employee Survey indicated that overall Richland’s employees felt they are a part of a culture that promotes learning, offers a variety of courses and programs, has good facilities, and fulfills its mission. 81% of employees very strongly or strongly agree that they are “committed to helping students reach their academic goals.” 71% of employees very strongly or strongly agreed that the College has a good reputation within the community and makes a valuable contribution to the local economy.
In addition, the Human Resources Office conducts exit interviews with all employees leaving the College whether for other employment or for retirement. Information about work conditions, training, and other issues are collected and reviewed regularly by top administrators. Additional key measures of employee satisfaction include:
• Longevity at the College
• Participation in training initiatives
• Number and type of complaints to Human Resources or through the Faculty Grievance
• Process outlined in the Collective Bargaining Agreement
• Employee turnover rate
The results of the most recent All-College Survey show that the College staff expressed satisfaction in several areas related to valuing people.
The year the employee satisfaction evaluation was last administered:
The website URL where information about the institution’s employee satisfaction evaluation process is available:
Data source(s) and notes about the submission:
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.