| Overall Rating | Silver |
|---|---|
| Overall Score | 55.44 |
| Liaison | Bradley Flamm |
| Submission Date | March 4, 2022 |
West Chester University of Pennsylvania
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Bradley
Flamm Director of Sustainability Office of the President |
"---"
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:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The "Great Colleges to Work For" survey uses a 3rd party anonymous survey (through Modern Think) which includes 60 survey statements and 18 benefit satisfaction questions on a 5 point satisfaction scale. Compared with other higher education institutions and reported in annual "Great Colleges to Work For" report. Survey dimensions include: Collaboration; Communication; Compensation, Benefits & Work/Life; Facilities Faculty, Administration & Staff Relations; Job Satisfaction/Support Policies, Resources and Efficiency; Pride; Professional Development; Respect & Appreciation; Senior Leadership; Shared Governance; and Teaching Environment. Modern Think selects a random sample of all faculty and academic and non-academic staff to complete the survey, so results represent all employees.
WCU's Exit Survey is a 13 question assessment which: addresses reasons for leaving; uses a Likert scale to assess expectations, equipment, recognition, campus relationships, development opportunities and feedback; and asks what they liked most and least, and likelihood they'd refer someone to work at WCU.
WCU's Exit Survey is a 13 question assessment which: addresses reasons for leaving; uses a Likert scale to assess expectations, equipment, recognition, campus relationships, development opportunities and feedback; and asks what they liked most and least, and likelihood they'd refer someone to work at WCU.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Human Resources reviews the individual and overall results and breakdowns by constituency (Faculty, staff, Administration, Coaches, etc.), determines appropriate actions and makes recommendations to Senior Leadership.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Data Provided by: Scott Sherman, (ssherman@wcupa.edu) WCU Director of Organizational Development
Data Entry: Lois Howell, 12-Jan-22
Data Entry: Lois Howell, 12-Jan-22
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.