| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.47 |
| Liaison | Sally DeLeon |
| Submission Date | Feb. 28, 2019 |
| Executive Letter | Download |
University of Maryland, College Park
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Sally
DeLeon Acting Manager Environmental Safety, Sustainability and Risk |
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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 (staff and faculty) assessed, directly or by representative sample (0-100):
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In Spring 2016, the University of Maryland launched the Thriving Workplace Initiative in an effort to make the University of Maryland the best place to work. The initiative aims to create a thriving work environment and a culture of engagement and inclusion among all UMD employees. Improving the employer-employee relationship and redefining what it means to be an effective leader, manager or supervisor at the university are critical parts of the initiative. To start this initiative, UMD conducted an engagement and inclusion survey, administered by Gallup. This survey included 25 questions that measure employee’s responses to the question on a scale of 1 to 5. In order to ensure that all employees have an opportunity to take the survey, it was provided over a span of 3 weeks, both online and in person in specific locations. The survey was made available in 8 languages.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Gallup and UMD shared the results of this survey with all staff and faculty via the President’s website, and through in-person consultations from the University of Maryland's Center for Leadership & Organizational Change (CLOC). CLOC helped units understand their data and take action. This included facilitated conversations on the state of the group, action planning sessions or individual coaching and training. In 2017, the survey was administered again to measure the progress that has been made.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.