| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.46 |
| Liaison | Brandon Raco |
| Submission Date | Sept. 2, 2020 |
University of Guelph
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
"---"
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:
A customized version of the Guarding Minds@Work survey tool was disseminated to gather input from faculty and staff on their perceptions of 13 psychosocial factors. These factors include: Psychological Support; Organizational Culture; Clear Leadership and Expectations; Civility and Respect; Psychological Competencies & Requirements; Growth and Development; Recognition and Reward; Involvement and Influence; Workload Management; Engagement; Balance; Psychological Protection; and Protection of Physical Safety.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
- External engagement specialists led Positive Focus Forward workshops with the leadership teams of every department. The goals of the workshops were to review department/College-specific survey results and produce a customized wellness action plan and set priorities.
- Key informant interviews and focus groups were conducted with departmental leaders to assess the status of the wellness action plans, to identify departmental strengths and to identify systems-level issues that would be addressed by Wellness@Work.
- The Wellness@Work Advisory Committee developed a three-year strategic plan which prioritizes addressing opportunities for growth identified in the survey as well as wellness gaps that emerged within specific employee populations.
- Key informant interviews and focus groups were conducted with departmental leaders to assess the status of the wellness action plans, to identify departmental strengths and to identify systems-level issues that would be addressed by Wellness@Work.
- The Wellness@Work Advisory Committee developed a three-year strategic plan which prioritizes addressing opportunities for growth identified in the survey as well as wellness gaps that emerged within specific employee populations.
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
---
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.