| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.87 |
| Liaison | Nurit Katz |
| Submission Date | March 6, 2020 |
University of California, Los Angeles
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Nurit
Katz Chief Sustainability Officer 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 assessed, directly or by representative sample:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
UCLA Administration conducts an employee survey annually, and some other departments do as well. Additionally UCLA participated in a UC wide survey, described below.
UCLA Administration is dedicated in providing the best work environment for its employees. A comprehensive survey (full-length) is conducted every other year supplemented with a brief “Pulse” survey is offered in the off years. This process allows the organization to identify areas of development and to implement changes over a two year time period to maximize planning improvement processes.
The purpose of the comprehensive (full-length) Work Environment Survey is to ensure we are operating in a “High Performing Work Environment.” Based on over 50 years of research and statistically validated measures, the this model includes many of the components measured in the comprehensive Work Environment Survey.
This process enables our clients to:
Check-in on the progress resulting from actions taken since the last Work Environment Survey
Receive feedback on priority areas within the organization
Obtain insights that can help management make course directions to drive organizational improvement efforts before the full-length Work Environment Survey
UCLA also participates in the UC wide employee engagement survey:
Employee Engagement Survey
The Employee Engagement Survey, developed by the Council of University of California Staff Assemblies and the systemwide Employee Relations unit, helps university leaders, managers, and supervisors better understand the views, experiences and needs of policy covered staff on a range of topics related to working at UC, including career development, performance management, staff engagement and workplace interactions. Results from each survey help us determine areas where progress was made, as well as areas that may need further effort and focus.
UCLA Administration is dedicated in providing the best work environment for its employees. A comprehensive survey (full-length) is conducted every other year supplemented with a brief “Pulse” survey is offered in the off years. This process allows the organization to identify areas of development and to implement changes over a two year time period to maximize planning improvement processes.
The purpose of the comprehensive (full-length) Work Environment Survey is to ensure we are operating in a “High Performing Work Environment.” Based on over 50 years of research and statistically validated measures, the this model includes many of the components measured in the comprehensive Work Environment Survey.
This process enables our clients to:
Check-in on the progress resulting from actions taken since the last Work Environment Survey
Receive feedback on priority areas within the organization
Obtain insights that can help management make course directions to drive organizational improvement efforts before the full-length Work Environment Survey
UCLA also participates in the UC wide employee engagement survey:
Employee Engagement Survey
The Employee Engagement Survey, developed by the Council of University of California Staff Assemblies and the systemwide Employee Relations unit, helps university leaders, managers, and supervisors better understand the views, experiences and needs of policy covered staff on a range of topics related to working at UC, including career development, performance management, staff engagement and workplace interactions. Results from each survey help us determine areas where progress was made, as well as areas that may need further effort and focus.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
UCLA formed a task force to make recommendations for addressing the UC employee survey results. Slide deck with task force recommendations:
https://ucla.app.box.com/s/g0whed4qkui3kxqdwjaf43e54knctibt
For the UCLA Administration Work Environment Survey, Organizational Effectiveness and Development (https://www.adminvc.ucla.edu/oed) works with departments on developing plans to address feedback.
https://ucla.app.box.com/s/g0whed4qkui3kxqdwjaf43e54knctibt
For the UCLA Administration Work Environment Survey, Organizational Effectiveness and Development (https://www.adminvc.ucla.edu/oed) works with departments on developing plans to address feedback.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Additional information; https://staffassembly.ucla.edu/uc-employee-engagement-survey/
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.