|Submission Date||April 22, 2015|
University of Wisconsin-Whitewater
PA-10: Assessing Employee Satisfaction
Facilities Planning and Management
Has the institution conducted an employee satisfaction and engagement survey or other evaluation that meets the criteria for this credit?:
The percentage of employees (staff and faculty) assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In each of the past four years, UW-Whitewater has participated in a survey conducted by WorkplaceDynamics LLP, an independent research company. Based on the survey results, we were recognized in 2011, 2012, 2013, and 2014 as a Top Workplace by the Milwaukee Journal Sentinel.
All employees were surveyed, giving us a 100 percent assessment rate.
For the last completed assessment, 854 employees responded to the survey from 1423 employees that were invited to complete a survey (giving a response rate of 60%). This is made up entirely of online surveys. Employees provided approximately 1200 comments and improvement ideas about UW-Whitewater gathered through the conditional line of questioning.
The benchmark is comprised of similarly-sized companies in our peer group. Culled from a database of more than 6,000 organizations that have surveyed with Workplace Dynamics, LLC. over the last year, this national benchmark includes the most current available data from 18 peer institutions.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
The satisfaction survey is completely confidential, but an exit interview is utilized for all individuals leaving employment at UW-Whitewater. HR sends out the link to the exit interview with all resignation and retirement letters (so all university staff personnel who leave) and the choice is up to the individual to complete this. The current mechanism is to have the UW-Whitewater HR Manager (or Director) initiate contact with the submitter for investigation into any issues raised that she feels requires follow-up. Typically, the issues reported on the exit interview include interpersonal conflict, pay, and advancement opportunities. Any issues regarding supervisor conduct are addressed directly with the supervisor as appropriate. Decisions on pay and advancement are often results of UW System policy.
The year the employee satisfaction and engagement evaluation was last administered:
The website URL where information about the institution’s employee satisfaction and engagement assessment is available:
Additional press releases of awards:
Additional information about the program:
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.
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.