Overall Rating Gold - expired
Overall Score 76.79
Liaison Mike Wilson
Submission Date Jan. 27, 2017
Executive Letter Download

STARS v2.1

University of Victoria
PA-12: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 0.75 / 1.00 Neil Connelly
Director, Campus Planning & Sustainability
Office of Campus Planning & 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 (staff and faculty) assessed, directly or by representative sample (0-100):
75

A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:

Methods of evaluation:
1. Two very large university portfolios surveyed every employee in their unit to understand its culture, employee satisfaction and level of service excellence (through the view of the employee and their relations with the rest of the university communities). Feedback of the surveys were anonymous to encourage 100% participation. Portfolios Finance & Operations and Student Affairs both conducted these surveys. Since these two portfolios are the two largest employee divisions at the university, it provides a robust representative sample of the entire staff body.
2. The UVic Faculty Association conduct satisfaction evaluations independently within their departments or schools. http://www.uvicfa.ca/
3. UVic hosts Connect U, a two-day staff conference in which every employee is invited to attend. The purpose of the staff event is to connect employees across divisions to create a sense of belonging and build strength in community. http://www.uvic.ca/connectu2015/
4. Quarterly Town Hall meetings are hosted by senior executives in which all community members are invited to attend: Campus Update sessions (hosted by the Vice-Presidents), President's Forum (hosted by the President). Staff and faculty (and students) are encouraged to ask questions either at the sessions or via email. https://www.uvic.ca/current-faculty-staff/home/updates/
5. New employees complete an Employment Equity Survey, see: http://web.uvic.ca/eqhr/equity/federal.htm.
6. Person applying for a job at UVic are encouraged to complete an Applicant Experience Survey


A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):

Three examples:
1. Service Excellence: The university responds to the results and outcome of the surveys. For example, based on findings and to strengthen employee satisfaction, VP Finance and Operations shared the outcome with all its employees and discussed ways to address any issues and reinforce employee connections to their place of employment and the work that they do. A service excellence committee was created, events of celebration and networking take place regularly, and an up-to-date website for communication and reference. Supervisors support this initiative by ensuring service excellence (employee satisfaction) is at the forefront of day-to-day operations. See: http://www.uvic.ca/vpfo/excellence/index.php
2. Connect U staff conference: All staff are invited to attend the 2-day conference. Engagement is through speaker panels, workshops, tours, scavenger hunt, breakfasts and lunches, information tables, communication media, fund raising for charity. This event is well received by staff at all levels. The event fosters a strong sense of campus community and sense of belonging. After each conference, a satisfaction survey is sent to every employee. The feedback is reviewed by the Connect U committee and addressed accordingly. http://www.uvic.ca/connectu2015/
3. Methods of communication to staff and faculty are addressed in forms through email, newsletter Campus Checklist (all staff), posters (hard copy and digital), through supervisors, feedback surveys, lunch and learns, town hall meetings, Sharepoint sites, listservs, and in person. A multitute of methods to capture staff and faculty who communicate more easily in person, on paper, online, or email, depending on their specific job.


The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

Human resources provides many services and support for employees to promote their well being and satisfaction at work: http://www.uvic.ca/hr/index.php

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 and complete the Data Inquiry Form.