| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 74.81 |
| Liaison | Kelli O'Day |
| Submission Date | March 6, 2020 |
University of California, Davis
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.23 / 1.00 |
Camille
Kirk Director of Sustainability and Campus Sustainability Planner Office of Sustainability |
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:
A random sample of 64% of policy-covered staff across the UC system, who joined the organization on or before June 1, 2018, were invited to complete the survey. Union-represented employees were not included because UC receives their feedback through their union representatives during the collective bargaining process. A total of 1,068 responses were collected from 2,400 surveyed UC Davis staff, thus 45% of the sampled UC Davis population completed the survey.
The University of California conducted the 4th system-wide Staff Engagement Survey in May 2019. The survey was developed by the Council of University of California Staff Assemblies (CUCSA) in collaboration with system-wide Human Resources’ Employee Relations department and Willis Towers Watson, a firm that conducts the survey on UC’s behalf.
The employee opinions gathered through the survey help to assess the level of involvement, commitment and satisfaction staff feel toward their work. Conducting the survey every few years enables us to identify positive trends and opportunities for improvement. Prior Staff Engagement Surveys were conducted in 2017, 2015 and 2012.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Staff Assembly works with other units on campus to develop working groups to address areas of opportunity with lower ratings when compared to prior year results, other UCs or industry averages.
Results of the survey indicate three areas of low favorability among responses: organizational change and innovation, leadership, and empowered culture. Work groups have been created for each topic to further explore the findings and develop recommendations to improve favorability.
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:
Further information about the employee satisfaction and engagement evaluation is available in below web links.
https://staff.ucdavis.edu/staff-engagement-survey
https://www.ucop.edu/human-resources/staff/employee-relations-staff/engagement-survey.html
Vindyani Jayasinghe, a visiting Humphrey Fellow with the Office of Sustainability, assisted in compiling this credit response.
Further information about the employee satisfaction and engagement evaluation is available in below web links.
https://staff.ucdavis.edu/staff-engagement-survey
https://www.ucop.edu/human-resources/staff/employee-relations-staff/engagement-survey.html
Vindyani Jayasinghe, a visiting Humphrey Fellow with the Office of Sustainability, assisted in compiling this credit response.
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.