| Overall Rating | Platinum |
|---|---|
| Overall Score | 92.73 |
| Liaison | Emmanuelle Jodoin |
| Submission Date | Oct. 24, 2022 |
Université de Sherbrooke
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Sasha
Cardinal Director General Human Resources Services |
"---"
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:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
One of the objectives of the Université de Sherbrooke’s Strategic Plan 2018–2022, entitled Oser transformer [EN: Dare to Transform], is to design “enabling” work and study environments in line with the orientation to develop pride and commitment of the entire university community. This objective has been notably implemented through the adoption of an integrated and collaborative approach to organizational health with recognized indicators: l’Indice de santé organisationnelle (ISO) [EN: Organizational Health Index (OHI)].
The OHI has four objectives:
• To provide the University with a comprehensive and reliable index of organizational health
• To monitor the evolution of organizational health over time
• To develop a strategy, accompanied by an institutional action plan based on the observed findings
• To make all members of the community responsible for organizational health at the University
The work started in October 2018 with the establishment of a multidisciplinary strategic committee of 14 people (members of senior management, managers, academic experts, etc.), with the aim of conducting a literature review and identifying the OHI domains and indicators. In May 2019, several members of the community were consulted to validate the domains integrated into the index, and to assign them weighting.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/une-demarche-inclusive#acc-4054-1807
For example, “Santé physique, psychologique et saines habitudes de vie” [EN: Physical and psychological health, and healthy lifestyle] accounts for 25% of the index, “Emploi du temps” [EN: Timetable] for 12%, and “Éducation/Développement des compétences et carrière” [EN: Education/Skills development and career] for 10%.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/notre-indice-de-sante-organisationnelle#acc-10473-1804
During the period from April 2019 to October 2020, a group of experts developed surveys for staff and students and set up the calculation method. The surveys assessed staff members’ job satisfaction, learning and advancement opportunities as well as work culture and work/life balance by measuring several indicators, including the following:
• Enabling management practices
• Sense of empowerment
• Psychosocial safety climate in the work environment
• Quality of work relationships
• Workload
• Sense of professional development
• Sense of confidence in one’s abilities
• Sense of life balance
• Healthy lifestyle habits
The organizational health approach and surveys were submitted for approval to the Université de Sherbrooke’s Research Ethics Board.
The anonymous questionnaires were administered in 2020, between October 27 and November 22, to 33,000 people who make up the entire university community, i.e., students and academic, professional, and support staff. The participation rate was 33% among staff and 9% among the student community.
Several key steps were taken to ensure the rigour and relevance of the process. Healthy collaboration between stakeholders, including direction, partners, and content experts, is a key ingredient in the success of each phase. Participation and involvement mechanisms were put in place at various key stages to harness the expertise and experience of members of the university community, whether to stimulate reflection, deliberate on ends, negotiate means, or experiment with possibilities. Regular meetings were necessary to mobilize unit management and partners throughout the OHI process.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/les-etapes-de-la-demarche
The OHI has four objectives:
• To provide the University with a comprehensive and reliable index of organizational health
• To monitor the evolution of organizational health over time
• To develop a strategy, accompanied by an institutional action plan based on the observed findings
• To make all members of the community responsible for organizational health at the University
The work started in October 2018 with the establishment of a multidisciplinary strategic committee of 14 people (members of senior management, managers, academic experts, etc.), with the aim of conducting a literature review and identifying the OHI domains and indicators. In May 2019, several members of the community were consulted to validate the domains integrated into the index, and to assign them weighting.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/une-demarche-inclusive#acc-4054-1807
For example, “Santé physique, psychologique et saines habitudes de vie” [EN: Physical and psychological health, and healthy lifestyle] accounts for 25% of the index, “Emploi du temps” [EN: Timetable] for 12%, and “Éducation/Développement des compétences et carrière” [EN: Education/Skills development and career] for 10%.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/notre-indice-de-sante-organisationnelle#acc-10473-1804
During the period from April 2019 to October 2020, a group of experts developed surveys for staff and students and set up the calculation method. The surveys assessed staff members’ job satisfaction, learning and advancement opportunities as well as work culture and work/life balance by measuring several indicators, including the following:
• Enabling management practices
• Sense of empowerment
• Psychosocial safety climate in the work environment
• Quality of work relationships
• Workload
• Sense of professional development
• Sense of confidence in one’s abilities
• Sense of life balance
• Healthy lifestyle habits
The organizational health approach and surveys were submitted for approval to the Université de Sherbrooke’s Research Ethics Board.
The anonymous questionnaires were administered in 2020, between October 27 and November 22, to 33,000 people who make up the entire university community, i.e., students and academic, professional, and support staff. The participation rate was 33% among staff and 9% among the student community.
Several key steps were taken to ensure the rigour and relevance of the process. Healthy collaboration between stakeholders, including direction, partners, and content experts, is a key ingredient in the success of each phase. Participation and involvement mechanisms were put in place at various key stages to harness the expertise and experience of members of the university community, whether to stimulate reflection, deliberate on ends, negotiate means, or experiment with possibilities. Regular meetings were necessary to mobilize unit management and partners throughout the OHI process.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/les-etapes-de-la-demarche
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Two institutional committees were set up to study the results of the organizational health assessment and to make recommendations for action at the institutional level.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/faits-saillants-et-orientations-institutionnelles
In the winter of 2021, the various results were communicated to the entire university community, with each unit communicating its own results to its staff and student population. Participation and governance mechanisms were then put in place in each of the units so that they could adopt an action plan associated with the indicators they wished to continue improving. More specifically, this ownership process focused on the specific results of the OHI, by units, as well as on the major institutional orientations in organizational health. The process of constant improvement and commitment of the people will continue until 2025.
To support the units and monitor the evolution of the Université de Sherbrooke’s Organizational Health Index, a new measurement will be taken in the autumn of 2022. The longitudinal survey will then be repeated every two years.
https://www.usherbrooke.ca/decouvrir/a-propos/sante-organisationnelle/faits-saillants-et-orientations-institutionnelles
In the winter of 2021, the various results were communicated to the entire university community, with each unit communicating its own results to its staff and student population. Participation and governance mechanisms were then put in place in each of the units so that they could adopt an action plan associated with the indicators they wished to continue improving. More specifically, this ownership process focused on the specific results of the OHI, by units, as well as on the major institutional orientations in organizational health. The process of constant improvement and commitment of the people will continue until 2025.
To support the units and monitor the evolution of the Université de Sherbrooke’s Organizational Health Index, a new measurement will be taken in the autumn of 2022. The longitudinal survey will then be repeated every two years.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
For additional information, please see also : https://www.usherbrooke.ca/etudes-medecine/actualites/nouvelles/details/43899
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.