| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 46.44 |
| Liaison | Rachel Kornhauser |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
State University of New York at Oneonta
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.53 / 1.00 |
Rachel
Kornhauser Sustainability Coordinator Finance and Administration |
"---"
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):
53
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The COACHE (Collaborative on Academic Careers in Higher Education) Survey was complete by SUNY Oneonta's faculty. This collaborative is located at Harvard University, they conduct a multi-institutional survey annually to assess issues and trends in work satisfaction among college and university faculty. The results are then shared with the individual university.
The goal of the survey is to obtain objective and balanced information on satisfaction of full-time tenured, tenure-track, and non-tenured faculty at each participating institution so that the institution can use the information to address areas of concern.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
SUNY Oneonta has completed a "Moving Forward" plan based on the results of this survey. The plan is as follows:
-Continue to support and expand the work of the Faculty Center.
-Complete the revisions of the renewal, promotion and tenure processes.
-Seek better avenues for: support of faculty research; collaboration among faculty;and facilitation of interdisciplinary work and thinking.
-Work with the Senate to enhance the effectiveness of shared governance.
-Examine faculty workloads and compensation.
-Examine our personal and family policies.
This is a new Survey for this campus. The action plan from the previously used survey (including examples from the last three years) is as follows:
A three part Action Plan was formed at the end of the analysis of the Campus Climate Survey.
The three parts of this plan are: Access to College Excellence (ACE), Pre-doctorate Diversity Fellows, Bias Act Response Team. The one most relevant to the satisfaction of employees is the Pre-doctorate Diversity Fellows which revised the Pre-doctorate Diversity Fellows program to: Include post doctorates and provide departments with the opportunity to recommend successful fellows the chance to be promoted into open funded tenure track or lecturer positions if available without a search. There was a plan set to hold at least two action forums of the community to discuss the results of this survey. The first was a diversity conference held November 29 - December 1, 2017 in Albany, NY. The purpose of these forums is to provide a process for community members to provide comments/feedback/recommended actions. The second forum is still in the process of being planned.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The survey results are not yet posted on the schools website as they are very new. The additional documentation includes the survey results that will be made available.
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.