| Overall Rating | Gold |
|---|---|
| Overall Score | 72.06 |
| Liaison | Dave Barbier |
| Submission Date | March 22, 2024 |
University of Wisconsin-Stevens Point
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 1.00 |
Sergio
Romero Data 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?:
No
Percentage of employees assessed, directly or by representative sample:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In 2007-2008 a survey of 96 questions was developed and administered for campus feedback. In 2015, UW-Stevens Point’s Diversity Council used a slightly modified version of the 2008 survey to assess changes since the last survey.
All campus members were given the opportunity to complete a survey in 2015 about work culture and work/life balance and learning and advancement opportunities as part of the Campus Climate Survey. About 38% of faculty and staff responded to the survey.
This same survey has been used every other year to gauge Employee Wellness Culture and Interest. The goal is to maintain this survey use for usage every 2 years.
All campus members were given the opportunity to complete a survey in 2015 about work culture and work/life balance and learning and advancement opportunities as part of the Campus Climate Survey. About 38% of faculty and staff responded to the survey.
This same survey has been used every other year to gauge Employee Wellness Culture and Interest. The goal is to maintain this survey use for usage every 2 years.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
UW-Stevens Point has many groups on campus to support diversity and engagement. Collaboration between Diversity Council, Student Government Association, student organizations, Center for Inclusive Teaching and Learning, Diversity College Access, Human Resources and Affirmative Action, and other groups strive for an inclusive campus.
The most current diversity initiatives listing: https://www.uwsp.edu/stuaffairs/Documents/PDFs/2017-2018/DiversityInclusion-StrategicInitiatives-January2018.pdf
While this list is not comprehensive, it provides examples of what UW-Stevens Point has done over the last 3 years to address issues raised by students, faculty, and staff.
In addition, since the end of 2015, onboarding and off-boarding have been updated to include tracking feedback for UW-Stevens Point’s engagement. Information is gathered either anonymously or when not anonymous, the identity of individuals kept confidential. As appropriate, Human Resources and Affirmative Action connects with individual employees to discuss concerns. Information for onboarding and off-boarding is tracked and the data is reviewed to identify patterns of effective and ineffective aspects of UW-Stevens Point employment. As appropriate, Human Resources and Affirmative Action consult with leadership to provide patterns identified to continue effective behaviors and improve ineffective environments.
The most current diversity initiatives listing: https://www.uwsp.edu/stuaffairs/Documents/PDFs/2017-2018/DiversityInclusion-StrategicInitiatives-January2018.pdf
While this list is not comprehensive, it provides examples of what UW-Stevens Point has done over the last 3 years to address issues raised by students, faculty, and staff.
In addition, since the end of 2015, onboarding and off-boarding have been updated to include tracking feedback for UW-Stevens Point’s engagement. Information is gathered either anonymously or when not anonymous, the identity of individuals kept confidential. As appropriate, Human Resources and Affirmative Action connects with individual employees to discuss concerns. Information for onboarding and off-boarding is tracked and the data is reviewed to identify patterns of effective and ineffective aspects of UW-Stevens Point employment. As appropriate, Human Resources and Affirmative Action consult with leadership to provide patterns identified to continue effective behaviors and improve ineffective environments.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
We anticipate a another full survey within the next few years in order to have a large collection of qualitative and quantitative data. There are several other methods we collect feedback from employees but not in large amounts.
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.