| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 75.64 |
| Liaison | Yolanda Cieters |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
Seattle University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Phillip
Thompson Director CEJS |
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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:
The university appointed the Climate Study Working Group (CSWG) in 2014. The CSWG was comprised of faculty, staff, students, and administrators. Seattle University contracted with Rankin & Associates Consulting (R&A) to conduct a campus-wide study entitled, “Seattle University Assessment for Learning, Living, and Working.” Data gathering focused on the experiences and perceptions of various constituent groups.
In September 2015, the University published the results of the 2015 academic year's Campus Climate Report. Seattle University community members completed 2,634 surveys for an overall response rate of 29%. Only surveys that were at least 50% completed were included in the final data set for analyses. Response rates by constituent group varied: 24% (n = 1,081) for Undergraduate Students, 18% (n = 362) for Graduate Students, 36% (n = 285) for Law Students, 49% (n = 566) for Staff/Administrators, and 46% (n = 340) for Faculty.
The findings of this survey were published in the 2015 Campus Climate Final Report: https://www.seattleu.edu/media/secure/task-force-on-diversity-and-inclusive-excellence/Seattle-Final-Report.pdf
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
As a response to the results of the findings depicted in the Campus Climate Final Report, the University's Task Force on Diversity and Inclusive Excellence identified six goals, each supported by several initiatives, that will propel the university’s commitment to equity, access, and community:
1. Realize an organizational infrastructure that embeds inclusive excellence in all aspects of the Seattle University experience
2. Integrate inclusive excellence across curricular and co-curricular offerings
3. Build and sustain the capacity of students, staff, and faculty to engage, teach, and lead through an inclusive excellence lens
4. Meet the challenges and opportunities of recruiting and graduating a diverse student body
5. Meet the challenges and opportunities of recruiting and retaining talented faculty and staff
6. Maximize the university’s capacity for social change in the local community
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.