| Overall Rating | Silver |
|---|---|
| Overall Score | 60.64 |
| Liaison | Amanda Kohn |
| Submission Date | Feb. 13, 2024 |
University of Minnesota, Crookston
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
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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:
All benefits eligible employees receive a survey invitation. In Crookston, 77% of faculty and 79% of staff responded in 2021 (FY22). https://hr.umn.edu/Employee-Resources/Current-Employees/Leadership-Talent-Development/Employee-Engagement/Survey
At the University of Minnesota, Employee Engagement is measured by two key metrics: 1) Commitment and Dedication and 2) Effective Environment. Measuring both key metrics allows us to identify the opportunities where we can make the most impact on engagement. This is important to understand when benchmarking against other organizations because most measure only commitment and dedication. Employees are able to thrive and continue to give their best in a work environment that supports their efforts, and University leaders have data on how best to address environmental factors.
We have surveyed faculty and staff six times since 2013. The survey has 40 questions that provide data to leaders regarding the workplace experience. Data are gathered by a vendor partner to ensure confidentiality. Survey results are shared with supervisors, managers, directors, and senior leaders if five or more faculty or staff respond to their respective surveys. Resources are provided to supervisors to review, evaluate, and take action on the results.
At the University of Minnesota, Employee Engagement is measured by two key metrics: 1) Commitment and Dedication and 2) Effective Environment. Measuring both key metrics allows us to identify the opportunities where we can make the most impact on engagement. This is important to understand when benchmarking against other organizations because most measure only commitment and dedication. Employees are able to thrive and continue to give their best in a work environment that supports their efforts, and University leaders have data on how best to address environmental factors.
We have surveyed faculty and staff six times since 2013. The survey has 40 questions that provide data to leaders regarding the workplace experience. Data are gathered by a vendor partner to ensure confidentiality. Survey results are shared with supervisors, managers, directors, and senior leaders if five or more faculty or staff respond to their respective surveys. Resources are provided to supervisors to review, evaluate, and take action on the results.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Supervisors are provided training titled Employee Engagement Module of the Supervisory Development Course and supplemental resources to have productive conversations about the results of the survey and to develop a plan of action to address issues raised by the evaluation.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
https://hr.umn.edu/sites/hr.umn.edu/files/2022-06/2021_employee_engagement_survey_executive_summary.pdf
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.