Overall Rating Gold - expired
Overall Score 77.56
Liaison Ruairi O'Mahony
Submission Date Feb. 15, 2019
Executive Letter Download

STARS v2.1

University of Massachusetts Lowell
PA-12: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 1.00 / 1.00 Lauren Turner
Associate Vice Chancellor for Human Resources and Equal Opportunity and Outreach
Human Resources and Equal Opportunity and Outreach
"---" 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?:

Percentage of employees (staff and faculty) assessed, directly or by representative sample (0-100):

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

UMass Lowell has not undertaken a formal survey for evaluating employee satisfaction and engagement since 2012, however, the University feels strongly that informal measures are in place that allow employees to provide feedback on these areas. In some instances the feedback is anonymous, but the Department of Human Resources strives to work with other Departments and groups across campus to create a safe environment where all employees feel that their feedback is heard, valued, and considered.

Most importantly, this is an integral part of the mandatory annual Performance Management process for all UMass Lowell employees

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

UMass Lowell provides routine training on performance appraisal managements, one to one sessions with employees or managers and collaboration with the labor units.

The website URL where information about the programs or initiatives is available:

Additional documentation to support the submission:

UMass Lowell completed the Top 100 Places to Work Survey conducted annually by the Boston Globe in June 2012. The survey was administered by Workplace Dynamics LLP, an independent research company.

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.