| Overall Rating | Gold |
|---|---|
| Overall Score | 83.87 |
| Liaison | Yolanda Cieters |
| Submission Date | March 1, 2024 |
Seattle University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Yolanda
Cieters Associate 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 assessed, directly or by representative sample:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In March, 2023, Seattle University’s HR office launched an institution-wide engagement survey to all staff and faculty.
Through statements and open-ended questions covering various topics, the survey collected insight into the overall well-being of staff and faculty. The survey included four modules: Belief Statements (asked on Agreement Scale); Benefit Statements (asked on Satisfaction Scale); Open-Ended Questions; Demographics (Voluntary).
The survey questions related to the following topics:
• Diversity, Inclusion and Belonging
• Compensation
• Faculty and staff well-being
• Professional development
• Performance Management and Accountability
• Communication and Collaboration
• Leadership Alignment
• Job fit and meaningful work
• Connection to mission and sense of pride
• Supervisor/department chair effectiveness
Through statements and open-ended questions covering various topics, the survey collected insight into the overall well-being of staff and faculty. The survey included four modules: Belief Statements (asked on Agreement Scale); Benefit Statements (asked on Satisfaction Scale); Open-Ended Questions; Demographics (Voluntary).
The survey questions related to the following topics:
• Diversity, Inclusion and Belonging
• Compensation
• Faculty and staff well-being
• Professional development
• Performance Management and Accountability
• Communication and Collaboration
• Leadership Alignment
• Job fit and meaningful work
• Connection to mission and sense of pride
• Supervisor/department chair effectiveness
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
The survey results have been shared with all SU faculty and staff in fall 2023: SU’s Vice President of HR , President, Provost, and the company that provided the survey organized a Town Hall to provide staff and faculty with an overview of the engagement survey results. Key findings were shared, including areas of strength and areas of opportunity. The survey results will direct SU’s action planning efforts moving forward: 2-3 focus areas will be targeted for improvement prior to the next survey in 2025.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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