| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.63 |
| Liaison | Amy Kadrie |
| Submission Date | Jan. 6, 2016 |
| Executive Letter | Download |
University of Rochester
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.73 / 1.00 |
Carol
Shuherk Senior Associate Provost Provost's 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:
The survey is composed of 65 questions that can be analyzed individually and/or in 8 different themes. Filters can be added or deleted to get different cuts of data. These filters include dissecting the entity down to individual work unit level, age, generation, one of 8 types of employees by job family, FLSA status, gender, race, service time, RN licensure, primary shift, and/or PT/FT status.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Multiple analyses were performed but the most helpful was a listing of scores by question where the highs and lows were noted. Depending on the topic, action plans were developed specifically to the group in question. For example, In the last survey the results in a larger department (over 100) indicated a lack of trust in the workplace. The action plan was a rather dramatic overhaul of supervision to include changing reporting relationships, additional training and multiple workshops on work culture. In another example, we found that there was general trend among off-site locations of feeling disconnected. This also was observed with off shift staff. Action planning included more formal communication to these areas, education of the managers to share more information with staff, and leadership attending meetings off site that they previously had not attended. In some areas where pay was an issue, efforts to educate staff on total compensation proved fruitful. In other areas, where there was inequity, adjustments were made.
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.