| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.60 |
| Liaison | Sean MacInnes |
| Submission Date | Feb. 27, 2015 |
| Executive Letter | Download |
University of North Carolina, Greensboro
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Trey
McDonald Sustainability Coordinator Sustainability Office |
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:
In the spirit of continuous improvement, and in keeping with the University’s strategic goals, Human Resources conducted an extensive, campus-wide assessment in the Fall of 2014 of its performance in its core functional areas. The 2014 HR survey contained a number of brief questions on each of the core HR functions, as well as a section asking respondents to assess HR services overall. The survey was designed to take about 15 minutes to complete and was emailed to 2,414 employees across the UNCG campus in October of the Fall 2014 semester.
In January 2015 HR participated in a Business Affairs division-wide employee engagement survey. This survey was developed by a group of colleagues representing Finance, Facilities, Campus Enterprises, Human Resources, Foundation Finance and Safety and Risk Management. The Employee Engagement survey will be used to determine what factors are most important to staff and their success as members of the Division of Business Affairs at UNCG.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
These surveys have just recently been conducted. However, already in response for more supervisory training, HR has developed a new intensive training program The Supervisory Essentials Program. It is specifically designed to meet the needs of individuals in a supervisory or managerial role within the university. Participants in this program learn how to transform their team into a strong, productive unit that pulls together to exceed goals and go the extra mile. Training sessions take place twice each semester on two consecutive Fridays, lasting all day with frequent breaks and a lunch break built into the schedule. The first day of training centers around developing a strong knowledge of university policies and procedures while day two focuses on the areas of recruitment and development.
A link to more information about the program can be found at http://web.uncg.edu/hrs/Professional_Development/Supervisor_Essentials_Program/.
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:
1.HR 2014 Survey: 2,414 employees (faculty and staff) campus-wide received an opportunity to participate in an online survey via email. An estimated 600 employees (or 25%) participated.
2. Division of Business Affairs 2015 Employee Engagement Survey: 413 Business Affairs employees received an email request to participate in an online survey. 280 employees (or 68%) participated.
Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG.
1.HR 2014 Survey: 2,414 employees (faculty and staff) campus-wide received an opportunity to participate in an online survey via email. An estimated 600 employees (or 25%) participated.
2. Division of Business Affairs 2015 Employee Engagement Survey: 413 Business Affairs employees received an email request to participate in an online survey. 280 employees (or 68%) participated.
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.