| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 70.78 |
| Liaison | Amber Saxton |
| Submission Date | Sept. 1, 2017 |
| Executive Letter | Download |
George Mason University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Mary
Liang Sustainability Analyst 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 (staff and faculty) assessed, directly or by representative sample (0-100):
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
For the 6th time since 2000, the Quality of Work Life Task Force conducted a triennial survey of George Mason University employees in Spring 2015 regarding work life at George Mason University. The Task Force is a presidentially appointed group of faculty and staff across all Mason campuses charged with gathering all employees’ opinions and “making recommendations regarding the quality of work life for all George Mason University employees.”
In 2015, a total of 6,514 employees were contacted across seven job categories on each of Mason’s three campuses and the Loudoun location. Almost all were contacted via a web survey [paper surveys are provided to a small number of departments whose employees may not have ready access to a computer]. A total of 2,027 surveys were returned, yielding a response rate of 31%, a steady response rate from 2012.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Both preliminary and final results from the Quality of Work Life (QWL) survey are shared with the entire Mason community for further assessment and discussion. One of the recommendations from the QWL task force was to have the University President outreach to more employees. Since then the President has held townhalls across the campuses. The Fall semesters have been dedicated to units under the Provost and Spring semesters have been dedicated to units under the SVP of Administration and Finance. From the comments and feedback provided during these townhalls, there have been many new communications about Mason initiatives. QWL data in conjunction with other HR data sources has also led to faculty focus groups and surveys which have outlined new initiatives aimed at increasing job satisfaction metrics for I/R faculty. The QWL results in the past were also incorporated into the 2012-13 assessments of the Mission, Vision, Values and Mason Graduate Working Group as part of the President’s strategic planning process.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The Quality of Work Life survey was last administered in 2015.
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.