| Overall Rating | Silver |
|---|---|
| Overall Score | 63.24 |
| Liaison | Victoria Ho |
| Submission Date | Feb. 8, 2024 |
OCAD University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.39 / 1.00 |
Satoshi
Uyede Executive Director People & Culture |
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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:
39
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Trends were mapped out to an updated version of The Four Factors of Telework (Baruch and Nicholson, 1997) to ensure a holistic view of remote work was considered, representing the four key factors (the individual, the organization, the job and home and family) that need to
be fulfilled for telework to become feasible and effective.
While initially categorized under organization, for a modern workplace, organizational culture needs to be considered more broadly as it now impacts their
household with hybrid working models and the use of workplace mobile technology throughout the day.
01 Ecosystem Research: An environment scan was conducted to understand how the future
of work has changed overall in society, understand what trends and new values could
be used as design criteria.
02 Survey: A survey was sent out to OCAD U staff with questions that explored
demographics, the experience of working during the pandemic, preferences for hybrid
work, and their ideal work environment.
03 Analysis & Synthesis: A combination of quantitative and qualitative data was analyzed
for key insights. A framework for hybrid work from 1997 was updated and used to map the
data and ensure a holistic view of the impact of COVID-19 on employees.
be fulfilled for telework to become feasible and effective.
While initially categorized under organization, for a modern workplace, organizational culture needs to be considered more broadly as it now impacts their
household with hybrid working models and the use of workplace mobile technology throughout the day.
01 Ecosystem Research: An environment scan was conducted to understand how the future
of work has changed overall in society, understand what trends and new values could
be used as design criteria.
02 Survey: A survey was sent out to OCAD U staff with questions that explored
demographics, the experience of working during the pandemic, preferences for hybrid
work, and their ideal work environment.
03 Analysis & Synthesis: A combination of quantitative and qualitative data was analyzed
for key insights. A framework for hybrid work from 1997 was updated and used to map the
data and ensure a holistic view of the impact of COVID-19 on employees.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Through town hall discussions with employees continuing the conversations beyond the survey, OCAD U works collaboratively with our employees and the management group to embed the recommendations within the university. Holding one-on-on meetings with managers to plan their response to the feedback for their team and creating a plan for the academic year and beyond.
OCAD U absorbs feedback through the surveys through policy amendments, practice change and as part of our institutional culture. A recent example maintaining a Hybrid Work plan beyond the return to campus, taking onboard the work-life balance feedback from employees.
OCAD U absorbs feedback through the surveys through policy amendments, practice change and as part of our institutional culture. A recent example maintaining a Hybrid Work plan beyond the return to campus, taking onboard the work-life balance feedback from employees.
Optional Fields
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
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