| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.64 |
| Liaison | Adam Maurer |
| Submission Date | March 31, 2021 |
Seattle Central College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Adam
Maurer District Sustainability Coordinator 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:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In spring 2020, Seattle Colleges conducted its inaugural district-wide employee satisfaction survey. All faculty and staff were sent an online survey (anonymous) in May 2020. 320 Central employees answered the employee survey. The questions were developed by a team of IR and HR representatives from across the district. The survey covered satisfaction, professional development, EDI, safety, instruction.
This survey is one of Seattle Colleges ongoing coordination efforts across the colleges and the district office. Select questions are part of the Seattle Colleges Strategic Plan 2017-23, while other questions address specific items for employees of North Seattle, Seattle Central College, and South Seattle College. A total of 813 employees responded to the survey across all primary work locations. Responses will assist Seattle Colleges leadership in decision-making and planning.
This survey is one of Seattle Colleges ongoing coordination efforts across the colleges and the district office. Select questions are part of the Seattle Colleges Strategic Plan 2017-23, while other questions address specific items for employees of North Seattle, Seattle Central College, and South Seattle College. A total of 813 employees responded to the survey across all primary work locations. Responses will assist Seattle Colleges leadership in decision-making and planning.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
A survey summary report was presented to the Central President's Cabinet. Safety remains a concern of employees Future decisions take the survey results into consideration when making policy, investments, etc.
The Seattle Colleges and its constituent institutions should conduct additional research to operationalize the variables that have been identified as key predictors of engagement items. Once these predictors are operationalized, interventions should be implemented to increase satisfaction with these variables.
Missing Data – Large percentages of missing data on demographic variables makes it difficult to conduct meaningful analyses to identify differences by subgroup. Efforts should be made to increase the percentage of employee respondents who respond meaningfully to demographic variables.
Power of Predictive Models – The R2 (r – square) is a statistic that indicates the predictive power of a given linear model. The values of R2 range from 0 (zero) to 1 (one). The closer an R2 is to 1.0, the greater the percentage of variance in an outcome it predicts. Additional research should be conducted to determine what other factors are predictive of the engagement variables measured in this survey.
Frequency of Administration of this Survey – This survey should be administered again in Spring 2021 to measure any changes that have occurred in the variables measured in this survey.
The Seattle Colleges and its constituent institutions should conduct additional research to operationalize the variables that have been identified as key predictors of engagement items. Once these predictors are operationalized, interventions should be implemented to increase satisfaction with these variables.
Missing Data – Large percentages of missing data on demographic variables makes it difficult to conduct meaningful analyses to identify differences by subgroup. Efforts should be made to increase the percentage of employee respondents who respond meaningfully to demographic variables.
Power of Predictive Models – The R2 (r – square) is a statistic that indicates the predictive power of a given linear model. The values of R2 range from 0 (zero) to 1 (one). The closer an R2 is to 1.0, the greater the percentage of variance in an outcome it predicts. Additional research should be conducted to determine what other factors are predictive of the engagement variables measured in this survey.
Frequency of Administration of this Survey – This survey should be administered again in Spring 2021 to measure any changes that have occurred in the variables measured in this survey.
Optional Fields
---
Additional documentation to support the submission:
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.