Overall Rating Gold - expired
Overall Score 70.35
Liaison Mo Lovegreen
Submission Date March 2, 2018
Executive Letter Download

STARS v2.1

University of California, Santa Barbara
PA-12: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 0.58 / 1.00 Jewel Snavely
Campus Sustainability Coordinator, TGIF Grants Manager
Office of 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 (staff and faculty) assessed, directly or by representative sample (0-100):
58.47

A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:

The University of California Staff Engagement Survey was first conducted in 2012. A second survey was conducted in April 2015, and again in 2017. It is aimed (a) to understand the current state of engagement of the UC workforce system-wide and how it differs according to key organizational segments and demographics; (b) determine what drives engagement at UC; (c) identify strengths to build on and opportunities to address, that is, be able to create a shortlist of actions to respond to these issues and improve employee engagement across the system; and (d) facilitate Involvement and communication with leaders and employees throughout the process. The survey was developed and administered in consultation with Towers Watson.


A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):

The first University of California Staff Engagement Survey was conducted in 2012. Following the compilation of the survey results, an open meeting was held to share the results. Three key engagement drivers were identified in which the UC Santa Barbara campus should focus attention and activities on: Career Development, Communication, and Performance Management. Over the next three years between 2012 and early 2015, a number of programs, improvements, and activities were focused in these three areas including but not limited to new career development programs, staff communication publications, an updated website for Human Resources, and new performance evaluation forms and training. In January 2016, a large town hall was held to share the results of the 2015 University of California Staff Engagement Survey. An estimated 400+ employees attended this town hall event. The three key engagement drivers from the 2015 survey included Career Development, Performance Management, and Working Relationships. Since January 2016, two town hall style events have taken place annually to communicate updates and results of the UC Staff Engagement Survey and campus action list. In 2017, planning for two new engagement initiatives commenced as a result of the survey and town hall feedback from staff: a new campus-wide work anniversary recognition event and a digital online social media platform to build community across the campus. The key engagement drivers for 2018 and 2019 are Career Development, Performance Management, and Wellness.


The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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Percentage of employees assessed is as follows:
Headcount for total employee population is 3,158 where 2,057 people are policy covered. We survey a representative sample of only policy covered staff and faculty. This gives us the percentage posted above.

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.