| Overall Rating | Platinum - expired |
|---|---|
| Overall Score | 88.31 |
| Liaison | James Gordon |
| Submission Date | May 31, 2018 |
| Executive Letter | Download |
Thompson Rivers University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
James
Gordon Environmental Programs and Research Coordinator TRU Office of Environment and Sustainability |
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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 (staff and faculty) assessed, directly or by representative sample (0-100):
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
TRU selected TalentMap - a Canadian company specializing in Employee Engagement - to design, implement and administer our first ever employee engagement survey. TalentMap helped us measure over 18 components of engagement from Civility and Respect to Organizational Culture. Through their specialized analysis, they offered us the top few items that most impacted engagement at TRU. To find out more about our survey partner, visit https://www.talentmap.com/about/
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
From TRU's HR department:
TRU’s first ever employee engagement survey was completed at the end of December 2017. Using the results from it, the TRU HR Department worked with TRU senior leadership, the HR Steering Committee and individual contributors across TRU to prioritize improvement strategies, develop plans and implement solutions. TalentMap facilitated this process through an organization-wide presentation of results, in-person town-hall meetings and two JumpStart Workshops (one for Faculty and one for Staff). The JumpStart Workshop was a one-day custom-designed client workshop that involved roughly 25-40 participants. During this highly interactive, professionally facilitated workshop, the HR Department used creative ideation techniques to develop roughly 50-75 action ideas to improve employee engagement, usually based on the results of the engagement survey. Of these, the department prioritized and build upon the top 12-15 ideas, and created a concrete action plan to improve engagement, which included accountabilities and timelines. To ensure the HR team saw these action plans through to completion and created measurements to see how things have improved, the HR Department created a new position (Manager of Organizational Engagement and Learning) whose prime focus is to improve employee engagement, and manage the overall program (from vendor selection to implementation).
https://inside.tru.ca/2017/11/02/share-your-perspective/
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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