Overall Rating Reporter
Overall Score
Liaison Phil Valko
Submission Date March 6, 2020
Executive Letter Download

STARS v2.1

Washington University in St. Louis
PA-12: Assessing Employee Satisfaction

Status Score Responsible Party
Complete Reporter Joseph Frank
Manager, HR Reporting and Compliance
Human Resources
"---" 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:

In October and November 2017, all faculty and staff at all campuses were invited to participate in the Diversity Engagement Survey (DES), administered by DataStar, Inc., in conjunction with the University of Massachusetts Medical School. The DES is a validated, well-established instrument for assessing employee engagement, focused on core questions about diversity and inclusion experiences and efforts at the university. In addition to questions specific to diversity and inclusion experiences, the survey collected responses on questions that evaluated perceptions on workplace culture, job satisfaction, attentiveness of institutional leadership, learning and advancement opportunities, and relationships among colleagues. It also offers 2 opportunities for narrative comment by employees.

This survey tool is unique in that it is rooted in the nexus between an individual’s feelings, perceptions and attitudes about their institution’s culture for diversity and inclusion, and crucial performance factors such as productivity, team effectiveness and retention.

100% of faculty and staff were invited to participate in the Diversity Engagement Survey. Response rates were 23% at the School of Medicine and 30% at the Danforth Campus.


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 previous DES (conducted in 2014 and 2015) provided valuable information about employee experiences at Washington University. As a result of the DES, we have added additional resources in the area of diversity and inclusion, including additional PhD-trained staff members who conduct diversity and inclusion training programs; training programs targeted towards hiring managers; and a manager of diversity and inclusion outreach. We have created new resources for training and development as well as career development advice & assistance.

In analyzing responses and trends from the 2017 survey, the HR department reports findings to all Deans and Department heads and works to address issues that were highlighted through the survey process in both systemic and targeted approaches.


The website URL where information about the programs or initiatives is available:
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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.