| Overall Rating | Gold |
|---|---|
| Overall Score | 68.78 |
| Liaison | Kelly Wellman |
| Submission Date | Dec. 20, 2023 |
Texas A&M University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Tim
Scott Vice Provost for Student Success Undergraduate Studies |
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 assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The 2021 faculty and staff campus climate survey, was sent to 100% of TAMU's faculty and staff: 15,463 people and 3,217 participants completed the survey resulting in an overall response of 22% (25% for faculty and 21% for staff): No sampling design was used for students, faculty, or staff. The faculty and staff survey was designed to take about 15 minutes to complete. The average participant took about 17 minutes to complete the survey.
The 2021 Your Voice Matters Campus Climate surveys were developed and coordinated in collaboration and partnership with departments and colleges across the university. The survey administration was led by Dr. Alicia Dorsey, Assistant Provost for Institutional Effectiveness & Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) Liaison in the Office of Institutional Effectiveness and Evaluation; Dr. Darby Roberts, Director of the Department of Student Life Studies in the Division of Student Affairs; and Dr. Jennifer Reyes, Assistant Vice President for Diversity. Dorsey, Roberts, and Reyes coordinated item development, worked with university communicators to develop a marketing and communications plan, collaborated with administration to develop an incentive plan, and worked together to submit the Institutional Review Board (IRB) applications.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
At the college/unit level, leaders use the data to develop programs and strategies to improve wellness, satisfaction, and retention. They report on the progress and impact of the programs and strategies in the annual diversity plan accountability reports.
Website URL where information about the employee satisfaction and engagement evaluation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Due to legislation passed on June 17, 2023 by the State of Texas, Senate Bill 17, the Office of Diversity was officially disbanded on 8/1/2023 at Texas A&M University. The university is currently working to be compliant with the new state law that goes into effect on 1/1/2024 while also shifting the work formerly done by the Office of Diversity to ensure all Aggies are supported, connected, and have the resources they need to thrive while on campus. As this STARS report covers the 22-23 Fiscal Year that ended on 8/31/23, we decided to include their historical work that is still relevant as they were helping lead campus for 11 of the 12 months covered in this report and all information reported here was active. While active, the Office of Diversity served to ensure accountability and catalog all efforts, while the programs and policies largely occurred at the unit levels and still operate today. However, all websites that historically housed the university's diversity efforts are no longer online and their content is undergoing review to determine if reposting is possible while being in alignment with the new state law. For this report, we have updated this credit to reflect known changes made due to SB-17. We expect to update all information in our next STARS report once changes are implemented and better data is available to update all STARS credits impacted by Senate Bill 17.
Due to legislation passed on June 17, 2023 by the State of Texas, Senate Bill 17, the Office of Diversity was officially disbanded on 8/1/2023 at Texas A&M University. The university is currently working to be compliant with the new state law that goes into effect on 1/1/2024 while also shifting the work formerly done by the Office of Diversity to ensure all Aggies are supported, connected, and have the resources they need to thrive while on campus. As this STARS report covers the 22-23 Fiscal Year that ended on 8/31/23, we decided to include their historical work that is still relevant as they were helping lead campus for 11 of the 12 months covered in this report and all information reported here was active. While active, the Office of Diversity served to ensure accountability and catalog all efforts, while the programs and policies largely occurred at the unit levels and still operate today. However, all websites that historically housed the university's diversity efforts are no longer online and their content is undergoing review to determine if reposting is possible while being in alignment with the new state law. For this report, we have updated this credit to reflect known changes made due to SB-17. We expect to update all information in our next STARS report once changes are implemented and better data is available to update all STARS credits impacted by Senate Bill 17.
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.