| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 57.05 |
| Liaison | Herbert Sinnock |
| Submission Date | July 12, 2018 |
| Executive Letter | Download |
Sheridan College (Ontario)
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Susanne
Wodar Manager, Employee Development, CPOD Human Resources & Organizational Development |
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?:
Percentage of employees (staff and faculty) assessed, directly or by representative sample (0-100):
Date Revised: Nov. 26, 2019
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
While Sheridan College has not provided employees with an annual survey, it launched in 2011 a project called "Development of the Sheridan People Plan - Employee Survey Work phase."
As part of this project, over 300 employees of Sheridan, across all employee types, had the opportunity to attend focus groups to provide input on current state and desired state programs and practices that impact their employment relationship. A further 100 employees had a similar opportunity in a second phase of the project. This data will inform the outcome of the report and future work that will be done at the college.
Subject to this information, the Sheridan People Plan was launched in 2012 which includes plans for an employee engagement strategy. -The Centre for People & Organizational Development (CPOD) as part of approved business plans includes the implementation of an employee engagement survey and follow up process scheduled for the fall of 2018. CPOD will provide training to leaders in how to effectively debrief results of the employee survey and build a collaborative practice of workplace improvement processes.
There is an Employee Engagement Survey scheduled to be delivered to Sheridan employees in the fall of 2018.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
The priorities identified in the People Plan are reviewed by the People Plan Engagement Team. The Team is working on the following objectives:
- Communication and transformational change
- Total rewards review
- Management development
- Leadership effectiveness
- Performance Excellence
- Succession Planning
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
About 12% of employees were represented by the sample based on 400 out of 3,319 employees (headcount of full-time and part-time faculty and staff).
About 12% of employees were represented by the sample based on 400 out of 3,319 employees (headcount of full-time and part-time faculty and staff).
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.