| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.78 |
| Liaison | Joseph Wasylycia-Leis |
| Submission Date | March 1, 2019 |
| Executive Letter | Download |
University of Winnipeg
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Inga
Johnson Mychasiw Director Student Support Services |
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?:
Percentage of employees (staff and faculty) assessed, directly or by representative sample (0-100):
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
HR administered the Guarding Minds survey in 2017, created by the Canadian Center for Mental Health. This survey was developed to assess and address the 13 psycho-social factors known to have a powerful impact on organizational health, the health of individual employees, and the financial bottom line. These were:
PF1: Psychological Support
A work environment where coworkers and supervisors are supportive of employees' psychological and mental health concerns, and respond appropriately as needed.
PF2: Organizational Culture
A work environment characterized by trust, honesty and fairness.
PF3: Clear Leadership & Expectations
A work environment where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes.
PF4: Civility & Respect
A work environment where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public.
PF5: Psychological Competencies & Requirements
A work environment where there is a good fit between employees' interpersonal and emotional competencies and the requirements of the position they hold.
PF6: Growth & Development
A work environment where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.
PF7: Recognition & Reward
A work environment where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner.
PF8: Involvement & Influence
A work environment where employees are included in discussions about how their work is done and how important decisions are made.
PF9: Workload Management
A work environment where tasks and responsibilities can be accomplished successfully within the time available.
PF10: Engagement
A work environment where employees feel connected to their work and are motivated to do their job well.
PF11: Balance
A work environment where there is recognition of the need for balance between the demands of work, family and personal life.
PF12: Psychological Protection
A work environment where employees' psychological safety is ensured.
PF13: Protection of Physical Safety
A work environment where management takes appropriate action to protect the physical safety of employees.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
To address issues identified, UWinnipeg struck a Committee to examine our campus, and is creating an employee mental health strategy. See link below for full details.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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.