| Overall Rating | Gold |
|---|---|
| Overall Score | 69.13 |
| Liaison | Olivia Wiebe |
| Submission Date | Dec. 28, 2023 |
University of Idaho
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Wes
McClintick IR Director Institutional Research |
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:
An anonymous survey is conducted annually by Great Colleges to Work For assisted by Institutional Research. It is the largest and most comprehensive workplace study in higher education and provides educational leads insights on the workplace experience for faculty and staff. The U of I first participated in this study in 2016 with a random sampling and has included all faculty and staff annually since 2017. The survey questions represent employee engagement and involvement at U of I by evaluating 15 “dimensions” of managerial and organizational competencies. Some of these include: Job satisfaction and support; professional development opportunities; faculty and staff wellbeing; performance management; supervisor effectiveness; communication; collaboration; diversity, inclusion, and belonging; mission and pride; and confidence in senior leadership.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
The Provost's Office reviews the survey and selects a steering committee to review key findings and coordinate responses and campus-wide integration and distribution. The steering committee works with the deans to provide academic feedback and the vice presidents to provide non-academic feedback. Staff Affairs Council and Faculty Senate are included in the process to ensure proper communication and integration campus-wide.
Example 1: Collaboration was identified as a potential concern. While unit collaboration is high, collaboration across the University shows opportunity for improvement. The steering committee has incorporated faculty and staff council members and is addressing potential methods for improvement. Our score in collaboration increased two points in 2023 since 2021.
Example: Performance Management was identified as an opportunity for improvement. The UI is reviewing alignment of standards across faculty and staff, as well as potential reviewing current and potential employee awards. Our score performance management has remained stable since 2021.
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:
Wes McClintick, Director; Institutional Research
Overall positive responses increased from 2021 to 2023, from 61 to 63%. This is the highest positive rating that the university has had since the inception of the survey.
Wes McClintick, Director; Institutional Research
Overall positive responses increased from 2021 to 2023, from 61 to 63%. This is the highest positive rating that the university has had since the inception of the survey.
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