| Overall Rating | Gold |
|---|---|
| Overall Score | 67.63 |
| Liaison | Konrad Schlarbaum |
| Submission Date | March 1, 2024 |
University of Colorado Colorado Springs
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Jerilyn
Taylor Director of Human Resources Human Resources |
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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:
The University of Colorado system and each campus (Anschutz, Boulder, Colorado Springs, and Denver) launched the Campus and Workplace Culture (CWC) Survey in the fall semester of 2021. The survey provided an opportunity for faculty, staff and students to share anonymized information about the extent to which they feel respected, supported, and valued at UCCS. There were surveys for each of four populations: undergraduate students, graduate students, staff, and faculty.
https://ir.uccs.edu/campus-workplace-climate-survey
https://ir.uccs.edu/campus-workplace-climate-survey
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Any department surveys conducted by Human Resources are shared with leadership with recommendations and assistance provided to continue to engage staff. The August 2020 results indicated areas of concern that include lack of leadership presence, lack of engaging interactions amongst all levels of staff, and lack of trusted relationships. Leadership responded by participating in regularly scheduled meetings to help build rapport and to allow one-on-one exchange of information that was reportedly lacking. The goal of increased leadership/management presence is to positively impact the organization and lead to increased satisfaction amongst all members of the team while helping them move toward a more positive, engaging workplace culture. HR will be providing management training to the leadership team to assist with improving workplace dynamics and staff engagement.
Our Vice Chancellor of DEI convened community dialogue sessions and created an inclusive excellence and belonging plan.
Our Vice Chancellor of DEI convened community dialogue sessions and created an inclusive excellence and belonging plan.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
https://ir.uccs.edu/campus-workplace-climate-survey
The percentages from this report do not include student employees. From the employees that received this survey (both staff and faculty) there was a response rate of 981 out of 1,653. With a 2% margin of error this amount is a representative sample, requiring 979 responses.
https://www.qualtrics.com/blog/calculating-sample-size/
The percentages from this report do not include student employees. From the employees that received this survey (both staff and faculty) there was a response rate of 981 out of 1,653. With a 2% margin of error this amount is a representative sample, requiring 979 responses.
https://www.qualtrics.com/blog/calculating-sample-size/
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.