| Overall Rating | Silver |
|---|---|
| Overall Score | 46.21 |
| Liaison | Chris Gardner |
| Submission Date | Aug. 23, 2022 |
Douglas College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
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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:
Every two years, Douglas College Institutional Research Office deploys an Engagement Survey to all employees (i.e., Faculty, Staff, Administration, Contract) active as of the two-week survey window. The survey measures the different factors affecting the employee attitudes and engagement through the question items grouped across the following areas:
- Connection to Organizational Strategies and Goals,
- Growth and Development (Asked to employees who are not faculty),
- Health and Safety,
- Diversity,
- Work/Life Balance,
- Empowerment,
- Recognition and Respect,
- Service Excellence,
- Faculty (Only asked to faculty),
- senior leadership, and
- Pride, Satisfaction and Advocacy.
The data coming from the items are then aggregated in order to come up with a composite score for each area. The composite score calculated for Pride, Satisfaction and Advocacy area is also used for the overall engagement score of the College. The resulting scores range between 0 and 100 and are interpreted through an assessment scale classifying the values. The composite scores further enable the year-over-year comparison of the College’s performance on employee attitudes. This methodology has been adapted by BC Stats’ B.C. Public Service Work Environment Survey to be used in the College’s employee engagement measurement.
- Connection to Organizational Strategies and Goals,
- Growth and Development (Asked to employees who are not faculty),
- Health and Safety,
- Diversity,
- Work/Life Balance,
- Empowerment,
- Recognition and Respect,
- Service Excellence,
- Faculty (Only asked to faculty),
- senior leadership, and
- Pride, Satisfaction and Advocacy.
The data coming from the items are then aggregated in order to come up with a composite score for each area. The composite score calculated for Pride, Satisfaction and Advocacy area is also used for the overall engagement score of the College. The resulting scores range between 0 and 100 and are interpreted through an assessment scale classifying the values. The composite scores further enable the year-over-year comparison of the College’s performance on employee attitudes. This methodology has been adapted by BC Stats’ B.C. Public Service Work Environment Survey to be used in the College’s employee engagement measurement.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
The president and senior management team review the feedback, data and analysis from the survey and discuss which strategic initiatives currently in-progress are aligned with issues raised from the survey. The employee engagement survey informs development and prioritization of new initiatives. Typically, the president communicates a summary of the findings of the survey with all employees the Fall semester a month or so after the final report is compiled.
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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