| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.68 |
| Liaison | Tara Pike |
| Submission Date | Dec. 18, 2015 |
| Executive Letter | Download |
University of Nevada Las Vegas
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Tara
Pike Solid Waste and Recycling Manager Rebel Recycling Program/FMA |
Has the institution conducted an employee satisfaction and engagement survey or other evaluation that meets the criteria for this credit?:
The percentage of employees (staff and faculty) assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
This survey is being administered to all UNLV employees.
This survey is anonymous, and the identity of survey participants will not be linked to individual responses. Researchers will not be able to match a participant’s answers with his/her name or identity. However, demographic information will be collected in order to extrapolate the specific views of subpopulations of employees, including women, racial and ethnic minorities, persons living with a disability, and gay, lesbian, bisexual, and transgender employees.
On Nov. 7, 2012, President Neal Smatresk sent the announcement below that established the Full Participation Committee:
President Neal Smatresk and Vice President for Diversity Initiatives, Luis Valera are pleased to announce the formation of the UNLV Committee on Full Participation, Diversity, and Engagement.
Established, as recommended and approved by the Faculty Senate earlier this year, this committee will be responsible for the development of a "diversity planning process that provides structure, accountability, stability”.
Further, and as recommended by the Faculty Senate, “the outcome of the planning process will culminate in a university-wide diversity plan, which defines strategies and assigns accountability for achieving the University's goals. Such plan to include both annual exit interviews of faculty and staff, and periodic campus climate surveys which include academic and administrative faculty, and classified staff, the data from which shall be publicly available. All current and available historical data on climate will be made public as part of this planning process."
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
After consultation with concerned employees and affinity groups, President Neal Smatresk agreed to sponsor a campus climate survey in 2010.
After the survey concluded, a thematic analysis was conducted a final report was delivered to the Faculty Senate in November 2011. This was the first time the results of a campus climate survey were made public.
One of the recommendations in the Senate Report was to form a committee charged with writing a campus diversity plan that would include periodic campus climate surveys.
The year the employee satisfaction and engagement evaluation was last administered:
The website URL where information about the institution’s employee satisfaction and engagement assessment is available:
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.