| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 74.80 |
| Liaison | Gioia Thompson |
| Submission Date | March 2, 2020 |
University of Vermont
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Paul
Yoon Sr Advisor for Strategic Diver VP HR Diversity & Multicultural Affairs |
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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:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The University administered a campus wide survey in 2019. The percentage of employees (staff and faculty) assessed was 100% because it was a representative sample.
Relevant questions included:
-Overall, how satisfied are you with working at the University of Vermont?
-How much respondents agreed or disagreed that the following groups treated them with respect: students, faculty, staff, senior administrators
-How much respondents agreed or disagreed with the following statements: I am recognized in my department for my accomplishments, I receive the mentoring I need, I can speak freely about workplace issues, I have received professional development opportunities, I have received equal career opportunities compared to my peers, I have received equitable pay compared to my peers, I feel that my culture and identity are included in the University's multicultural programs.
The 2019 survey used many of the same questions used in the 2011 Campus Climate Survey in order to help assess progress made since 2011. Demographic questions were vetted by experts on campus, including but not limited to the Office of Affirmative Action and Equal Employment Opportunity (AAEO), Interfaith Center, Office of International Education, Mosaic Center for Students of Color, Women’s Center, and Prism Center.
The survey was administered online; however, paper surveys were available. Descriptive statistics (e.g., frequencies and means) were calculated for all questions. To determine whether progress was made in creating a more inclusive environment at UVM, t-tests and Cohen’s h were calculated for questions that appeared on both the 2011 and 2019 campus climate surveys. T-tests examine whether progress was made, while Cohen’s h provides the magnitude of the progress (i.e., was the impact small, moderate, or large). Generally, a Cohen’s h of .20 to .49 is considered a small effect size, while anything equal to or greater than .80 is considered a large effect. The differences highlighted in the Key Findings are of those that were significant and had small effect size. No moderate or large differences between the 2011 and 2019 survey were found.
Relevant questions included:
-Overall, how satisfied are you with working at the University of Vermont?
-How much respondents agreed or disagreed that the following groups treated them with respect: students, faculty, staff, senior administrators
-How much respondents agreed or disagreed with the following statements: I am recognized in my department for my accomplishments, I receive the mentoring I need, I can speak freely about workplace issues, I have received professional development opportunities, I have received equal career opportunities compared to my peers, I have received equitable pay compared to my peers, I feel that my culture and identity are included in the University's multicultural programs.
The 2019 survey used many of the same questions used in the 2011 Campus Climate Survey in order to help assess progress made since 2011. Demographic questions were vetted by experts on campus, including but not limited to the Office of Affirmative Action and Equal Employment Opportunity (AAEO), Interfaith Center, Office of International Education, Mosaic Center for Students of Color, Women’s Center, and Prism Center.
The survey was administered online; however, paper surveys were available. Descriptive statistics (e.g., frequencies and means) were calculated for all questions. To determine whether progress was made in creating a more inclusive environment at UVM, t-tests and Cohen’s h were calculated for questions that appeared on both the 2011 and 2019 campus climate surveys. T-tests examine whether progress was made, while Cohen’s h provides the magnitude of the progress (i.e., was the impact small, moderate, or large). Generally, a Cohen’s h of .20 to .49 is considered a small effect size, while anything equal to or greater than .80 is considered a large effect. The differences highlighted in the Key Findings are of those that were significant and had small effect size. No moderate or large differences between the 2011 and 2019 survey were found.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Immediately following the release of the key highlights, summary data, and data dashboards, the Office of the Vice President for Human Resources, Diversity and Multicultural Affairs in collaboration with the Office of Institutional Research hosted meetings with representatives from all four of the University’s Governance groups, all of the University’s Colleges, Administrative units, and some Departments like Enterprise Technology Services and Athletics to go over the aggregate data, data specific to their units or constituiences, and how to best navigate the data dashboards.
During the spring 2020 semester, the University intends to host focus groups to delve more deeply into areas the climate survey highlighted as in need of additional attention. Finally, the results are expected to be used to inform and update every unit’s Inclusive Excellence Action Plan. You can read more about these plans here: https://www.uvm.edu/advancingdiversity/diversity-action-plans
During the spring 2020 semester, the University intends to host focus groups to delve more deeply into areas the climate survey highlighted as in need of additional attention. Finally, the results are expected to be used to inform and update every unit’s Inclusive Excellence Action Plan. You can read more about these plans here: https://www.uvm.edu/advancingdiversity/diversity-action-plans
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Data source(s) and notes about the submission: 2,221 or 53% of employees participated in the campus climate survey.
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.