Overall Rating Silver - expired
Overall Score 61.73
Liaison Sean MacInnes
Submission Date Feb. 28, 2014
Executive Letter Download

STARS v1.2

University of North Carolina, Greensboro
PAE-12: Employee Satisfaction Evaluation

Status Score Responsible Party
Complete 2.00 / 2.00 Chad Carwein
Sustainability Education and Outreach Specialist
Sustainability Office
"---" indicates that no data was submitted for this field

Does the institution evaluate employee satisfaction in a way that meets the criteria for this credit?:

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

Following a university wide survey of faculty, staff, and administrators in September 2011 to address their satisfaction with the range of HR services offered by UNCG, a report was prepared by two internal consultants (a faculty member and an administrator) that was used to develop specific improvements based on the survey findings. An official HR response was developed. Since 2011, HR has offered the following new programs that address job satisfaction:

• Introduction of an Exit Interview program with both online and in-person interviews to gather qualitative workplace data relating to job satisfaction. Aggregate findings are being compiled for review by the university’s Executive Staff.

• The creation of the UNCG Leadership Institute provided a cost-effective development of emerging leaders and involves an action research component, mentoring program, and interactions with external and internal leaders. The Leadership Institute initiative was shared at the system wide Chancellors’ meeting as a best practice for the UNC campuses. The second year of the Institute began with the selection of the new class by a campus wide committee and the assignment of mentors. A number of new sessions have been introduced to strengthen team interactions and evaluation of leadership skills.

• HR broadened its implementation of comprehensive professional development and organizational learning programs by offering a fall and spring catalog of 60 courses including 18 new courses with nine faculty and staff experts in addition to HR staff. A new series on EPA non-faculty compensation, performance evaluation and coaching, and talent acquisition was offered for the first time to train administrative personnel in management approaches, coaching strategies, and policies. The HR catalogue continues to draw upon faculty expertise from the Bryan School and the College of Arts and Sciences as well as administrative expertise from all divisions in the development of customized programs designed to enhance a high performance workplace.

• Introduction of a Community Building mentoring program for minority faculty and staff. This new program focuses on building networks within the university community that will assist new faculty and staff in their careers and promote greater job satisfaction.

• The introduction of an expanded summer flexible work hours program in partnership with the Staff Senate.

• Creation of a Mediation Services Unit designed to address informal issues and problems before these concerns rise to the level of a grievance or complaint. This highly successful program has resolved a significant number of issues in its first year.

• Creation of an Inclusive Excellence website and high-caliber training programs offered by national experts for faculty, staff, and students. Our program this year includes seminars on disability, veterans’ issues, and the ROI of diversity.

• Regular meetings with campus stakeholders including open forums and a group of nearly 100 HR Liaisons to keep them informed on HR programs and issues.

• A university-wide Professional Development survey was conducted by HR in January 2012.

• Formed in May 2013 the Human Resources Advisory Group. The HR Advisory Group is comprised of faculty, department heads, administrators, and staff and provides advice to the Human Resources Department on advancing HR’s mission in the creation of a workplace that attracts, retains, and develops a diverse community of talented individuals in support of the University’s mission. This group is designed to help HR in the process of fostering employee engagement, streamlining administrative processes, building synergy across disciplines and units, and enhancing a climate of mutual respect by developing an inclusive employee communication process.

The year the employee satisfaction evaluation was last administered:

The website URL where information about the institution’s employee satisfaction evaluation process is available:

Data source(s) and notes about the submission:

Recent surveys include: 2012 (Professional Development Programs offered by HR); 2011 (Employee Satisfaction with HR programs and services.

Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG.

Recent surveys include: 2012 (Professional Development Programs offered by HR); 2011 (Employee Satisfaction with HR programs and services.

Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG.

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.