| Overall Rating | Bronze |
|---|---|
| Overall Score | 43.72 |
| Liaison | Karen Marin-Hines |
| Submission Date | March 1, 2022 |
Texas Tech University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.44 / 1.00 |
Jessica
Bunyard Analyst BIMAR |
"---"
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:
44
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
"Texas Tech University is a member of the Collaborative on Academic Careers in Higher Education (COACHE), based at the Harvard Graduate School of Education. COACHE institutions administer regular job satisfaction surveys to faculty. Texas Tech faculty members have participated in the 2017 and 2019 surveys and are invited to participate in the 2022 survey. Your report summarizes the findings from 44% of your
eligible faculty. Given an average survey completion time
of 22 minutes, this report constitutes approximately 263
hours of your faculty’s time and, more importantly, their
candor. Your response rate is lower than your peers by
approximately 4.9 percentage points."
eligible faculty. Given an average survey completion time
of 22 minutes, this report constitutes approximately 263
hours of your faculty’s time and, more importantly, their
candor. Your response rate is lower than your peers by
approximately 4.9 percentage points."
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
"Following the 2017 findings, a task force was established to explore and analyze broad patterns in the data to assist with identifying areas in need of improvement and developing plans to address them.
Areas identified to be addressed at that time included:
leadership (administrator evaluation and accountability);
faculty voice and communication (specifically open and transparent communication); and
diverse and inclusive working environments (application for and cultivation of diversity and inclusion among Texas Tech faculty).
Following the results of the 2019, a team of interdisciplinary researchers secured a National Science Foundation ADVANCE grant. This allows study and implementation of strategies that foster a more equitable, inclusive and diverse environment. "
Areas identified to be addressed at that time included:
leadership (administrator evaluation and accountability);
faculty voice and communication (specifically open and transparent communication); and
diverse and inclusive working environments (application for and cultivation of diversity and inclusion among Texas Tech faculty).
Following the results of the 2019, a team of interdisciplinary researchers secured a National Science Foundation ADVANCE grant. This allows study and implementation of strategies that foster a more equitable, inclusive and diverse environment. "
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Website with additional information on actions taken: https://www.depts.ttu.edu/provost/coache-faculty-job-satisfaction.php
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.