| Overall Rating | Gold |
|---|---|
| Overall Score | 70.92 |
| Liaison | Amy Brunvand |
| Submission Date | Sept. 12, 2023 |
University of Utah
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Amy
Brunvand Librarian Office of Sustainability |
"---"
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:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The University of Utah has three different employee satisfaction/engagement surveys for different populations:
Survey: Employee Engagement Survey
Population: Main Campus Faculty and Staff
Frequency: every two years
Responses are strictly anonymous, and the comments are coded to maintain anonymity. The survey measures five factors that impact employee commitment: satisfaction with development, satisfaction with pay, satisfaction with socialization, job satisfaction, and trust.
Survey: Waggl
Population: UHealth Academics
Frequency: Annual since 2018
An annual survey with one open-ended question and 12 Likert sliding-scale questions to capture the degree of agreement or disagreement regarding sentiments such as engagement, communication—including psychological safety—burnout and stress, respect, control and resources, and advancement.
Survey: WellCheck
Population: UHealth Hospitals and Clinics Staff
Frequency: Quarterly since 2021
A quarterly survey that gives leaders a timely view of team morale, engagement, and burnout.
Survey: Employee Engagement Survey
Population: Main Campus Faculty and Staff
Frequency: every two years
Responses are strictly anonymous, and the comments are coded to maintain anonymity. The survey measures five factors that impact employee commitment: satisfaction with development, satisfaction with pay, satisfaction with socialization, job satisfaction, and trust.
Survey: Waggl
Population: UHealth Academics
Frequency: Annual since 2018
An annual survey with one open-ended question and 12 Likert sliding-scale questions to capture the degree of agreement or disagreement regarding sentiments such as engagement, communication—including psychological safety—burnout and stress, respect, control and resources, and advancement.
Survey: WellCheck
Population: UHealth Hospitals and Clinics Staff
Frequency: Quarterly since 2021
A quarterly survey that gives leaders a timely view of team morale, engagement, and burnout.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Employee Engagement Survey
Data from the survey is communicated to directors and leadership teams to help guide University policy. A survey report is posted on the Human Resources website. (2022 Report is attached)
Waggl
We hold follow-up meetings throughout the organization (called Insights Reviews), where results are presented and leaders are shown how to have conversations with their teams to implement improvements. Our HR teams help facilitate local discussions and implement action plans. We conduct a follow-up survey to see how many survey respondents have had local discussions with their leaders; we also ask for examples of actions that have been implemented. We talk about resources areas can use to follow up on survey results (e.g., U of U Health Resiliency Center, etc.)
WellCheck
A twofold response includes, 1. We have a culture committee of leaders who review the data and identify overall improvement areas for the full organization. Action plans are then created, run through the executives, then implemented. 2. We have organizational development consultants who will meet with each executive to identify improvement areas within their respective organizations. The OD consultants will then work with the executives to develop action plans with the appropriate groups.
Data from the survey is communicated to directors and leadership teams to help guide University policy. A survey report is posted on the Human Resources website. (2022 Report is attached)
Waggl
We hold follow-up meetings throughout the organization (called Insights Reviews), where results are presented and leaders are shown how to have conversations with their teams to implement improvements. Our HR teams help facilitate local discussions and implement action plans. We conduct a follow-up survey to see how many survey respondents have had local discussions with their leaders; we also ask for examples of actions that have been implemented. We talk about resources areas can use to follow up on survey results (e.g., U of U Health Resiliency Center, etc.)
WellCheck
A twofold response includes, 1. We have a culture committee of leaders who review the data and identify overall improvement areas for the full organization. Action plans are then created, run through the executives, then implemented. 2. We have organizational development consultants who will meet with each executive to identify improvement areas within their respective organizations. The OD consultants will then work with the executives to develop action plans with the appropriate groups.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
ATTACHMENT
UHR 2022 Staff Engagement Survey
Compares survey results 2016-2022.
SOURCES
Moving Forward Together: A Guideline for Leading System Resilience. UHealth Resiliency Work Group, May 2021.
Data from Waggl and WellCheck revealed that in 2021, 70% of faculty & staff were at high risk for burnout due to stressors from the COVID-19 pandemic. This led to robust resilience planning.
America's Best Employers by State: Utah, Forbes, 2022
https://www.forbes.com/lists/best-employers-by-state/?sh=2a6103de1983
#1 University of Utah Health Care
#3 University of Utah
UHR 2022 Staff Engagement Survey
Compares survey results 2016-2022.
SOURCES
Moving Forward Together: A Guideline for Leading System Resilience. UHealth Resiliency Work Group, May 2021.
Data from Waggl and WellCheck revealed that in 2021, 70% of faculty & staff were at high risk for burnout due to stressors from the COVID-19 pandemic. This led to robust resilience planning.
America's Best Employers by State: Utah, Forbes, 2022
https://www.forbes.com/lists/best-employers-by-state/?sh=2a6103de1983
#1 University of Utah Health Care
#3 University of Utah
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.