| Overall Rating | Gold |
|---|---|
| Overall Score | 69.86 |
| Liaison | Nicole Arsenault |
| Submission Date | April 3, 2024 |
York University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Nicole
Arsenault Program Director, Sustainability Office of Sustainability |
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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:
York has a long-standing formal commitment to work with all employee groups to measure and enhance York's workplace culture. The initial goal for this work was to increase employee engagement through shared values, common goals and clear expectations based on mutual respect, trust and credibility. York has expanded its vision for continuously improving employee engagement, informed by both significant employee data and best practice insights. Specifically, York’s Employee Engagement survey gathers comprehensive employee feedback online, surveying all employees (faculty and staff) voluntarily, and normally recurring every five years.
In York’s second and most recent Employee Engagement survey, our employees demonstrated their commitment to measuring, shaping and continuously improving the employee experience by increasing their participation rates in both the survey and in the related initiatives that were directly implemented as a result.
In York’s second and most recent Employee Engagement survey, our employees demonstrated their commitment to measuring, shaping and continuously improving the employee experience by increasing their participation rates in both the survey and in the related initiatives that were directly implemented as a result.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Since the publication of York’s survey results, York’s community has acted on several employee and manager-led projects; some pan-university and some unit-specific, all have begun to impact upon and reshape the York employee experience. Together with department leaders, our teams of employees began first, the work of understanding the most important engagement priorities to them and then second, planning and taking action to effect positive change. Typically, the department of Human Resources works with leaders to interpret their results, develop action plans and implement local action.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
An employee engagement survey web page is part of York’s internal communication tools/intranet.
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.