| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 56.45 |
| Liaison | Bambi Ingram |
| Submission Date | Feb. 7, 2020 |
| Executive Letter | Download |
University of Alabama at Birmingham
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Abigail
Franks Intern 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:
The Campus Engagement Survey is administered through a third-part vendor, ModernThink, to ensure anonymity and provide benchmarking data. Respondents use a five-point scale from “Strongly Agree” to “Strongly Disagree” to respond to 65 survey statements, plus self-identified demographic information and benefits satisfaction ratings. Results are analyzed using Top 2 Box and Bottom 2 Box score technique presented as “positive” and “negative” responses respectively.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
A steering committee with diverse representation from faculty and staff proposes three areas of focus for improvement at the institution-level. These three themes are presented to senior leadership for approval. For the 2019 survey, the steering committee identified performance management; connection to institution mission, vision, and values; and leadership alignment as opportunities for action, which were approved by senior leadership. Individual schools and units are also charged with developing goals based on the results of their group. For example, a theme that emerged from a school’s 2017 results was a need for better interpersonal communication. The school engaged all faculty and staff in a communication training curriculum.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.