| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 56.33 |
| Liaison | Kimberly Post |
| Submission Date | July 18, 2017 |
| Executive Letter | Download |
Saint Joseph's College - ME
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Jessica
Noonan Director of HR 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):
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
On January 27, 2017, the Human Resources Department had a conference call with a Great Colleges To Work For (GCTWF) consultant to explain our data and the points of correlation. A task force is in the early stages of being created to learn of our areas of strength and opportunities, and to identify ways to address.
Human Resources conducts exit interviews with employees when we learn a member of our community has resigned. Questions asked are specific to the overall workplace: the position, manager, compensation and benefits, what an employee enjoyed while working at Saint Joseph's College and what can be improved, and reasons for leaving. The HR department looks for trends in reasons in these areas and addresses accordingly.
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 2016 "Great Colleges to Work For" survey was conducted as part of ongoing process to learn more about the current state and improve overall employee satisfaction at the College. The survey provided data focusing on a wide range of criteria and already resulted in a number of improvements in multiple categories since the 2013 survey. The survey will be conducted at an interval time frequency to celebrate advances and continually identify opportunities for improvement.
1. Create a GCTWF Task Force, 2. Identify and implement ideas/suggestions/programs, 3. Continue to add and enhance existing programs and overall offering for the employee population, 4. Participate in the GCTWF survey in 2019 to measure impact
Optional Fields
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
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