Overall Rating Silver
Overall Score 52.43
Liaison Wesley Enterline
Submission Date Nov. 13, 2018
Executive Letter Download

STARS v2.1

University of Wisconsin-Whitewater
PA-12: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 1.00 / 1.00 Wesley Enterline
Sustainability Coordinator
Facilities Planning and Management
"---" 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):
100

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

GREAT COLLEGES TO WORK FOR
http://www.uww.edu/irp/university-data/university-wide-surveys/employeesurveys/greatcolleges
UW-Whitewater is participating in The Chronicle of Higher Education's Great Colleges to Work For 2018 survey this Spring. The survey collects information from a random sample of UW-Whitewater employees about their experiences working for the insitution. In this survey, respondents are asked to share their perceptions about UW-Whitewater related to several aspects of employment, including:

job satisfaction
teaching environment
professional development
compensation, benefits, and work/life balance
shared governance
communication and collaboration

UW-W is one of many institutions of higher education participating in this survey. The Chronicle of Higher Education will highlight those institutions with the highest levels of employee satisfaction across ten recognition categories in their July publication.

The 2018 Great Colleges to Work For survey opens on March 12 and closes on April 13, 2018. A random sample of 600 full-time campus employees have been invited to participate in the survey.

If you receive an invitation to participate, please note that participation in this survey is completely voluntary. All responses to the survey will be kept confidential and the data collected will be reported back to UW-Whitewater in the aggregate. While employees have no obligation to participate, all perspectives on our campus are welcome.

HERI FACULTY SURVEY
http://www.uww.edu/irp/university-data/university-wide-surveys/employeesurveys/herifaculty
Developed and administered by the Cooperative Institutional Research Program (CIRP) out of the University of California – Los Angeles (UCLA), the Higher Education Research Institute (HERI) Faculty Survey has been designed to provide institutions with information pertaining to the faculty experience. According to the HERI website: “[The survey] includes topics such as pedagogical practices, faculty goals and expectations for students, research and service activities, sources of stress and satisfaction, and the connection between learning in the classroom and practices in the local and global community.”

Universities that choose to participate in this web-based survey, which is administered every three years, pay a survey administration fee. HERI provides participants with comprehensive information about the faculty experience at participating institutions. This information can be used to identify and address issues that may contribute to student success.

UW-Whitewater faculty participated in the HERI Faculty Survey in Spring 2017.

EXIT INTERVIEWS
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.


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

GREAT COLLEGES TO WORK FOR
All participating institutions receive three free reports as part of The Chronicle Great Colleges Program. Reports are collected by Institutional Research and Planning and reported to appropriate Administration-level positions and committees for discussion and possible action.
- Overall Survey Results
- Overall Survey Results by Job Category
- Higher Education Workplace Trend Summary

There are also additional reports and services available to utilize the data to make campus decisions: https://www.chroniclegreatcolleges.com/additional-reports/
- Aspirational Peer Benchmark ScoreCard
- Benefits Satisfaction Benchmark Report
- Employee Comments Report
- Job Category Benchmark Spreadsheet
- Minority Aggregate Benchmark Report
- Overall Benchmark ScoreCard
- Recognition Category ScoreCard
- Response Distribution Report
- Response Distribution Benchmark Report
- Special Anniversary Report
- Year-to-Year ScoreCard

Phone Consultation: Partner with a workplace expert via a 60-minute teleconference to review your Survey Results and/or Benchmark Data. We will summarize and synthesize your particular strengths and opportunities and make recommendations for action planning.

Webinar Presentation: Take advantage of a virtual 2-hour presentation providing an overview of your survey results presented by a ModernThink workplace expert. We will examine strengths and weaknesses and share best practices and recommendations on how best to act on the feedback from your community.

Onsite Presentation (1/2 Day): For more impact and learning opportunities, we can present your data in-person featuring a PowerPoint presentation focused on strengths and weaknesses and recommendations for next steps. We will also provide best practice examples and other benchmarks from your peers. This half-day, interactive session will give your team deeper insight and a sharper focus on how to drive meaningful change

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