| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 71.74 |
| Liaison | Ian McKeown |
| Submission Date | March 1, 2019 |
| Executive Letter | Download |
Loyola Marymount University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.60 / 1.00 |
Rebecca
Chandler Vice President of Human Resources Human Resources |
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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):
60
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The purpose of the Staff Engagement Survey is to gather data that will allow a better understanding of the work experience and quality of work life for all staff members at LMU. The data will be used to inform leadership about the staff experience at work and to guide a conversation between staff and leadership on how to improve the work place and thus leading to greater staff engagement.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
The Staff Engagement Survey was administered July 12th through August 12th 2014 in both English and Spanish. To ensure the anonymity of each survey participant, the survey will be administered by an external researcher, Cassie Barnhardt, from the University of Michigan’s Center for the Study of Higher and Postsecondary Education. Staff members will be able to access the survey online or be provided a “paper Survey” for completion. On-line surveys will be forwarded to the individual staff member’s email account directly from the external survey administrator at the University of Michigan. All “paper surveys” will be assigned a unique identification number only known to the survey administrator at the University of Michigan. Once paper surveys are completed, they will be returned to human resources for bulk forwarding to the survey administrator at the University of Michigan. No one at LMU will have access to the data and no data will be reported in such a manner that will reveal anyone’s identity. Confidentiality is important to us so in addition to using an external researcher to collect, analyze, and store data, your responses will be combined with others, and will never be linked to you personally. The researcher, Cassie Barnhardt, will analyze the data, prepare a report, and be invited to LMU to present the findings to all LMU staff. The results of the Staff Engagement Survey will then be used to inform and assist leadership in identifying proactive steps to improve the working environment for staff at LMU.
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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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.