| Overall Rating | Platinum |
|---|---|
| Overall Score | 86.17 |
| Liaison | James Gordon |
| Submission Date | May 31, 2022 |
Thompson Rivers University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
James
Gordon Environmental Programs and Research Coordinator TRU Office of Environment and Sustainability |
"---"
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:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Envision TRU encompassed five phases from March 2019 to April 2020 and sought to include all members of the TRU community, from alumni and current students to employees, donors, advisory boards, Indigenous groups, employers, community organizations, and many more.
COVID-19 Employee Feedback Survey - TRU Surveyed all of its employees to monitor how its employees we're handling COVID-19
COVID-19 Employee Feedback Survey - TRU Surveyed all of its employees to monitor how its employees we're handling COVID-19
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Based on the response from TRU's COVID-19 Survey, TRU addresses the issues raised in this survey by identifying and taking action on four key items.
1. Communication - to consider: sharing what's happening in the background, the rationale for decisions, regular updates, proactive/timely, positive, two-way)
2. Home Office Supports - Ergonomic resources, office equipment/supplies available, explore tax-write offs for home office expenses
3. Managing Stress, Anxiety, Overwhelm - Provide anxiety/stress/burnout supports; promote mental health/EAP; explore strategies for managing work-life balance/workload; flexibility/resources for parents & caregivers
4. Return to Campus - Safety Adherence - look into how compliance and PP will be monitored
1. Communication - to consider: sharing what's happening in the background, the rationale for decisions, regular updates, proactive/timely, positive, two-way)
2. Home Office Supports - Ergonomic resources, office equipment/supplies available, explore tax-write offs for home office expenses
3. Managing Stress, Anxiety, Overwhelm - Provide anxiety/stress/burnout supports; promote mental health/EAP; explore strategies for managing work-life balance/workload; flexibility/resources for parents & caregivers
4. Return to Campus - Safety Adherence - look into how compliance and PP will be monitored
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Envision TRU - https://www.tru.ca/envision/consultation-process.html
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.