| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 46.13 |
| Liaison | Traci Knabenshue |
| Submission Date | March 3, 2021 |
West Virginia University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Maria
Mancini Director Leadership and Organization Development |
"---"
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:
50
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In 2017 and (October) 2018 the online WVU Culture Survey was sent to all benefits-eligible faculty and staff. All responses were anonymous and confidential. Questions from the survey included the following and employees rated how strongly they agreed or disagreed with each statement:
1.) High performance is recognized and rewarded
2.) People feel appreciated and valued
3.) We have high levels of feedback and coaching
4.) Decisions are made for the greater good of the overall University
5.) People are empowered
6.) There is a high level of quality awareness, focus on students.
7.) Teamwork, mutual cooperation / support is the norm
8.) There is a positive fast-paced environment
9.) Our people are highly accountable for their actions and results
10.) People are encouraged to innovate, creativity is welcomed
11.) There is an environment which is optimistic and forgiving
12.) There is a sense of pride
13.) There is great openness to change
14.) People are willing to put in effort beyond what is normally expected
15.) There are high expectations for performance
16.) We have an environment where people are self-starters with high initiative
17.) We have two-way, frequent and open communications
18.) People are fun to be around
19.) There is a healthy environment
20.) There is a sense of honesty
21.) There is a high level of openness and trust among people
22.) There is a bias for action / urgency to move forward
23.) People are flexible
24.) Core values / ethics are very important
25.) There is a high level of integrity when dealing with employees
26.) There is a high level of student-service consciousness
27.) People are continually improving / growing in positive ways
28.) We respect diversity – healthy differences are a strength
Highest scoring behaviors:
There is a high level of student-service consciousness
There is a sense of pride
There are high expectations for performance
Lowest scoring behaviors:
There is a great openness to change
We have high levels of feedback and coaching
People feel appreciated and valued
1.) High performance is recognized and rewarded
2.) People feel appreciated and valued
3.) We have high levels of feedback and coaching
4.) Decisions are made for the greater good of the overall University
5.) People are empowered
6.) There is a high level of quality awareness, focus on students.
7.) Teamwork, mutual cooperation / support is the norm
8.) There is a positive fast-paced environment
9.) Our people are highly accountable for their actions and results
10.) People are encouraged to innovate, creativity is welcomed
11.) There is an environment which is optimistic and forgiving
12.) There is a sense of pride
13.) There is great openness to change
14.) People are willing to put in effort beyond what is normally expected
15.) There are high expectations for performance
16.) We have an environment where people are self-starters with high initiative
17.) We have two-way, frequent and open communications
18.) People are fun to be around
19.) There is a healthy environment
20.) There is a sense of honesty
21.) There is a high level of openness and trust among people
22.) There is a bias for action / urgency to move forward
23.) People are flexible
24.) Core values / ethics are very important
25.) There is a high level of integrity when dealing with employees
26.) There is a high level of student-service consciousness
27.) People are continually improving / growing in positive ways
28.) We respect diversity – healthy differences are a strength
Highest scoring behaviors:
There is a high level of student-service consciousness
There is a sense of pride
There are high expectations for performance
Lowest scoring behaviors:
There is a great openness to change
We have high levels of feedback and coaching
People feel appreciated and valued
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
As a result from the employee survey the following items were created to address issues raised by the evaluation:
-Rolled out WVU Employee Code of Conduct.
-Launched Upward Feedback developmental tool for supervisors.
-Held Ritz-Carlton Leadership Culture Retreat in partnership with several leaders and functional areas across the University.
-Implemented enhanced new employee onboarding process (i.e., New Mountaineer Experience).
-Rolled out Supervisors’ Essentials and Solutions training campus-wide.
-Developed Supervisor/New Employee Guides for a Successful First Year
-Based on feedback from faculty focus groups, the University is moving to a two-year cycle for the WVU Culture Survey. - This new cadence will allow more time for the development of individual action plans and will help WVU better measure the effectiveness of the programs that are put in place.
-Rolled out WVU Employee Code of Conduct.
-Launched Upward Feedback developmental tool for supervisors.
-Held Ritz-Carlton Leadership Culture Retreat in partnership with several leaders and functional areas across the University.
-Implemented enhanced new employee onboarding process (i.e., New Mountaineer Experience).
-Rolled out Supervisors’ Essentials and Solutions training campus-wide.
-Developed Supervisor/New Employee Guides for a Successful First Year
-Based on feedback from faculty focus groups, the University is moving to a two-year cycle for the WVU Culture Survey. - This new cadence will allow more time for the development of individual action plans and will help WVU better measure the effectiveness of the programs that are put in place.
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
---
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.