| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.36 |
| Liaison | Ben Dharmendra |
| Submission Date | July 30, 2021 |
University of Sydney
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.63 / 1.00 |
Zoe
Morrison Strategy Advisor Strategy Office |
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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:
63
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Was based on a core set of questions drawn from the Voice Engagement Survey, streamlined to reduce completion time and to align with typical question set used by other Go8 Universities
• Comprised a total of:
• 61 rating scale questions
• 4 open-ended questions
• 10 demographic questions
Was “live” for 3 weeks:
• Officially open Monday 25th March to Friday 5th April with a follow up period of Monday 8th April to Sunday 14th April
• Achieved a response rate of 63% (compared to 56% in 2016, 63% Go8 average) based on completions of 5103 online surveys from a targeted population of 8163
• Had a margin of error for the overall sample of 0.8%
• Comprised a total of:
• 61 rating scale questions
• 4 open-ended questions
• 10 demographic questions
Was “live” for 3 weeks:
• Officially open Monday 25th March to Friday 5th April with a follow up period of Monday 8th April to Sunday 14th April
• Achieved a response rate of 63% (compared to 56% in 2016, 63% Go8 average) based on completions of 5103 online surveys from a targeted population of 8163
• Had a margin of error for the overall sample of 0.8%
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Issues raised in our engagement surveys have resulted in action incorporated into our institutional strategies and action such as a professional staff development and training program after feedback that professional staff lacked access to professional development opportunities. Another example is the University's childcare strategy, established after staff feedback linked to a lack of affordable childcare arrangements and support when returning to work after maternity leave. This commitment was included in the 2016-2020 institution-wide strategy. The institution-wide strategy also contains actions on bullying and harassment and increased diversity and inclusion as a direct response to the staff engagement survey.
Optional Fields
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
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