| Overall Rating | Silver |
|---|---|
| Overall Score | 59.88 |
| Liaison | Alex Frank |
| Submission Date | April 14, 2022 |
University of Wisconsin-Madison
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.22 / 1.00 |
Alex
Frank Sustainability Analyst 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:
22.10
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
There are three primary efforts that UW-Madison has conducted in order to assess employee satisfaction and engagement:
- Women in Science & Engineering Leadership Institute (WISELI) Study of Faculty Worklife at UW-Madison (https://wiseli.wisc.edu/research/sfw/)
* The Study of Faculty Worklife is a longitudinal climate survey of faculty at the UW-Madison. The original (2003) instrument was developed by WISELI staff and evaluators, and was based on extensive interviews with women STEMM faculty at UW-Madison. Data collection is accomplished via a postal survey, administered by the University of Wisconsin Survey Center. The survey primarily measures faculty attitudes about their department climate, hiring and promotion processes, and job satisfaction. On some survey years, the survey also measures incidence of sexual harassment and hostile/intimidating behavior, faculty productivity and/or faculty morale.
- Vice Chancellor for Finance and Administration (VCFA) Engagement, Inclusion and Diversity (EID) survey (https://hr.wisc.edu/eid/survey/)
* The VCFA EID initiative was developed to address campus priorities of recruiting and retaining the best faculty and staff and enhancing diversity to ensure excellence in education and research. The EID Survey, administered every 2 years beginning in 2012, is distributed to all VCFA employees. Topics addressed by the survey include work environment, relationship with co-workers, tools and opportunities, work unit, supervisor and overall satisfaction.
- Women in Science & Engineering Leadership Institute (WISELI) Study of Faculty Worklife at UW-Madison (https://wiseli.wisc.edu/research/sfw/)
* The Study of Faculty Worklife is a longitudinal climate survey of faculty at the UW-Madison. The original (2003) instrument was developed by WISELI staff and evaluators, and was based on extensive interviews with women STEMM faculty at UW-Madison. Data collection is accomplished via a postal survey, administered by the University of Wisconsin Survey Center. The survey primarily measures faculty attitudes about their department climate, hiring and promotion processes, and job satisfaction. On some survey years, the survey also measures incidence of sexual harassment and hostile/intimidating behavior, faculty productivity and/or faculty morale.
- Vice Chancellor for Finance and Administration (VCFA) Engagement, Inclusion and Diversity (EID) survey (https://hr.wisc.edu/eid/survey/)
* The VCFA EID initiative was developed to address campus priorities of recruiting and retaining the best faculty and staff and enhancing diversity to ensure excellence in education and research. The EID Survey, administered every 2 years beginning in 2012, is distributed to all VCFA employees. Topics addressed by the survey include work environment, relationship with co-workers, tools and opportunities, work unit, supervisor and overall satisfaction.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
All survey results are used by the campus community.
The WISELI survey data have been instrumental to their efforts to transform the institution. A number of reports, presentations, and publications have resulted from the survey data, and more are planned as the climate survey data have become an important campus resource on faculty and staff attitudes on satisfaction, climate, and more.
The EID Council uses results of the survey to provide advice and assistance to the VCFA for creating, launching, and sustaining organizational change on matters relating to the design and implementation of the EID Initiative in an integrated manner.
The WISELI survey data have been instrumental to their efforts to transform the institution. A number of reports, presentations, and publications have resulted from the survey data, and more are planned as the climate survey data have become an important campus resource on faculty and staff attitudes on satisfaction, climate, and more.
The EID Council uses results of the survey to provide advice and assistance to the VCFA for creating, launching, and sustaining organizational change on matters relating to the design and implementation of the EID Initiative in an integrated manner.
Optional Fields
---
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
Of the 24,398 employees at UW-Madison (by headcount, in 2020) the above surveys directly targeted the following populations:
- WISELI
* Total and Unique (all faculty): 2,321
- VCFA EID
* Total and Unique (all VCFA staff): 3,062
In total, 5,383 (22.1%) unique employees are targeted across these three instruments.
Note: A second iteration of Academic Staff (AS) Worklife Survey will be conducted soon but has not been conducted in the past 3 years (resolution supporting the survey: https://kb.wisc.edu/images/group171/90649/704-ResolutionSupportingandSponsoringtheSecondAcademicStaffWorklifeSurvey.pdf)
- WISELI
* Total and Unique (all faculty): 2,321
- VCFA EID
* Total and Unique (all VCFA staff): 3,062
In total, 5,383 (22.1%) unique employees are targeted across these three instruments.
Note: A second iteration of Academic Staff (AS) Worklife Survey will be conducted soon but has not been conducted in the past 3 years (resolution supporting the survey: https://kb.wisc.edu/images/group171/90649/704-ResolutionSupportingandSponsoringtheSecondAcademicStaffWorklifeSurvey.pdf)
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.