| Overall Rating | Gold |
|---|---|
| Overall Score | 67.59 |
| Liaison | Susan Dorward |
| Submission Date | Aug. 4, 2022 |
Raritan Valley Community College
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.11 / 1.00 |
Cheryl
Wallace Executive Director of HR HR |
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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 assessed, directly or by representative sample:
11
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The college has recently completed a climate survey for all employees. The survey is based on individual perceptions about the college's practices and treatment of employees. Whether employees feel heard. Whether employees concerns are resolved and how well employees feel welcomed. The survey is anonymous.
The college ensures fair and equitable treatment to all by following employment laws, collective bargaining agreements and College policies.
The assessment ensures that:
- the college facilities, programs, and services are accessible and that hours of operation and delivery of and access to programs and services respond to the needs of the constituents.
- the programs and services adhere to the spirit and intent of equal opportunity laws.
- the program policies and practices do not discriminate against any potential users.
- the program acts to remedy imbalances in participation and staffing
-services are conveniently available and accessible to all constituents ( both local and distant)
The college ensures fair and equitable treatment to all by following employment laws, collective bargaining agreements and College policies.
The assessment ensures that:
- the college facilities, programs, and services are accessible and that hours of operation and delivery of and access to programs and services respond to the needs of the constituents.
- the programs and services adhere to the spirit and intent of equal opportunity laws.
- the program policies and practices do not discriminate against any potential users.
- the program acts to remedy imbalances in participation and staffing
-services are conveniently available and accessible to all constituents ( both local and distant)
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Lead by the Director of Diversity, Equity and Inclusion, the results are complied by the survey contractor. Issues presented to the College President and Executive staff to work with the DEI Director to provide training for appropriate leaders and additional resources for those that are need.
Examples of items created:
Cultural Competence seminar
Team building activities
Negotiated time off during spring break
Town Hall meetings with college President
Promote Acts of Kindness Day
Promote Employee Appreciation Day
Examples of items created:
Cultural Competence seminar
Team building activities
Negotiated time off during spring break
Town Hall meetings with college President
Promote Acts of Kindness Day
Promote Employee Appreciation Day
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.