Ball State University
PA-10: Assessing Employee Satisfaction

The university uses a variety of evaluation techniques to measure the level of employee satisfaction and engagement at the institution, such as but not limited to, the following: •Employee satisfaction surveys (workplace environment surveys, diversity surveys, employee benefits surveys, health and wellness surveys etc.) •Employee exit surveys conducted by HR. •Ideas, suggestions and/or grievances channeled through one or more of the University’s various governance committees. •Grievances filed with the Office of Compliance and/or union related grievances •Professional development assessment surveys administered by the University’s Learning and Development office. •The university also employees other feedback mechanism for gaging employee satisfaction and engagement, which include conducting various employee forums on topics pertinent to employees i.e. healthcare, University strategic vision, goals and strategic planning, meetings, luncheons and/or dinners with the President and/or VP’s as part of the University employee recognition efforts. http://cms.bsu.edu/about/administrativeoffices/humanresources/business-affairs-employee-recognition-program

The university uses a variety of evaluation techniques to measure the level of employee satisfaction and engagement at the institution, such as but not limited to, the following: •Employee satisfaction surveys (workplace environment surveys, diversity surveys, employee benefits surveys, health and wellness surveys etc.) •Employee exit surveys conducted by HR. •Ideas, suggestions and/or grievances channeled through one or more of the University’s various governance committees. •Grievances filed with the Office of Compliance and/or union related grievances •Professional development assessment surveys administered by the University’s Learning and Development office. •The university also employees other feedback mechanism for gaging employee satisfaction and engagement, which include conducting various employee forums on topics pertinent to employees i.e. healthcare, University strategic vision, goals and strategic planning, meetings, luncheons and/or dinners with the President and/or VP’s as part of the University employee recognition efforts. Many of these evaluation techniques are also ways in which the university addresses issues raised by the evaluation. Recent examples: •It was suggested as part of the University’s campus-wide employee benefits survey conducted in 2012, that the university consider providing employees (not already covered with this benefit) a voluntary short-term disability benefit. Effective January 2015, a voluntary short-term disability benefit was added to the University’s suite of benefit offerings for its employees. •Implementation of an additional faculty merit pool to help further increase faculty salaries at the University. This initiative is an annual ongoing initiative that began in 2013. •Commencing in 2013, Business Affairs created an Employee Recognition Program that encompasses a wide range of social and programmatic activities designed to recognize and show appreciation to our employees for all they do for the University. The program was established to enhance the quality of our employees' work and life environment by recognizing exemplary leadership, service, achievements, and performance within Business Affairs.

The next follow-up Workplace Environmental and Diversity Survey will be conducted in the fall of 2015. The next campus-wide employee benefits survey will be conducted in 2016/2017.