| Overall Rating | Silver |
|---|---|
| Overall Score | 49.48 |
| Liaison | William Clancey |
| Submission Date | Jan. 3, 2023 |
Durham College
EN-6: Assessing Sustainability Culture
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Tanya
Roberts Sustainability Coordinator Facilities Management |
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indicates that no data was submitted for this field
Does the institution conduct an assessment of sustainability culture?:
Yes
Which of the following best describes the cultural assessment? The assessment is administered to::
A subset of the campus community or a sample that may not be representative of the entire community
Which of the following best describes the structure of the cultural assessment? The assessment is administered::
Longitudinally to measure change over time
A brief description of how and when the cultural assessment(s) were developed and/or adopted:
The cultural assessment is built into the Green Office Certification program, which was developed by the sustainability committee. The committee was then restructured into a team of Green Office Ambassadors and operates as a program specific task force with ambassadors serving as sustainability leads within their campus offices to implement the program behaviors.
A copy or sample of the questions related to sustainability culture:
A sample of the questions related to sustainability culture or the website URL where the assessment tool is available:
Above/attached is a contract that accompanies the assessment tool, which requires that all staff members commit to specific behaviors that are highlighted in the assessment tool .
A brief description of how representative samples were reached (if applicable) and how the cultural assessment is administered:
A pilot was conducted for 1 year and then the program became operational. The sample represents the participating offices. Staff ambassadors include employees across all levels of the organization, including work-study students
A brief summary of results from the cultural assessment:
Offices are measured by a baseline and then operate through the certification levels of silver and gold, with additional bonus points for high impact behavioral practices. Office highlights are then collected for the annual all-employee Town Hall meeting in May and prizes are awarded to the top 3 offices that have made the biggest transitions over the past year.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
This program is internal, so information and results are not public facing
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.