| Overall Rating | Platinum |
|---|---|
| Overall Score | 87.91 |
| Liaison | Pierre Lemay |
| Submission Date | Dec. 19, 2022 |
Université Laval
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Pierre
Lemay Development Advisor Office of the Vice Rector, External and International Affairs and Health |
"---"
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:
In 2019, the vice-rector of human resources conducted an employee survey on health and well-being at work The survey was conducted between March 26 and April 5th, 2019.
The survey was sent to all active staff members and asked 160 questions. The survey covered 7 themes (indicators of well-being and malaise, satisfaction at work, commitment (inverse of burnout), sense at work and of work, psychological distress, musculoskeletal problems and presenteeism/absenteeism). It also included an open question at the end to allow candidates to express themselves freely.
The goals of the survey were to assess employee’s health and well-being at work and measure, over time, the evolution of staff wellbeing and engagement, as well as the management practices. It also aimed to support the vice-rector of human resources in its mandates of support and development of management skills. It also helped the managers in the implementation of action plans to improve the health and well-being of their teams.
The survey was sent to all active staff members and asked 160 questions. The survey covered 7 themes (indicators of well-being and malaise, satisfaction at work, commitment (inverse of burnout), sense at work and of work, psychological distress, musculoskeletal problems and presenteeism/absenteeism). It also included an open question at the end to allow candidates to express themselves freely.
The goals of the survey were to assess employee’s health and well-being at work and measure, over time, the evolution of staff wellbeing and engagement, as well as the management practices. It also aimed to support the vice-rector of human resources in its mandates of support and development of management skills. It also helped the managers in the implementation of action plans to improve the health and well-being of their teams.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
The results of the survey were shared in the fall 2019 with the UL management team, Unit Managers, Department Heads, University Unions and Associations, staff and general public.
In addition, in order to support the units and guide managers in the implementation of action plans or initiatives to improve health and well-being of their teams, Vice Rectorate of Human Ressources (VRRH) proposes the use of a guide, developed by the Chaire en gestion de la santé et de la sécurité du travail. This guide offers tools adapted to the health and well-being model used for the consultation. Other tools or activities complementary to this approach, developed in collaboration with VRRH, managers and the research project, will be proposed to support sectoral initiatives.
In order to measure over time the evolution of staff wellbeing and engagement, as well as management practices, the survey will be reconducted in 2021. Due to the COVID-19, the survey will be reconducted in the 2022-2023.
In addition, in order to support the units and guide managers in the implementation of action plans or initiatives to improve health and well-being of their teams, Vice Rectorate of Human Ressources (VRRH) proposes the use of a guide, developed by the Chaire en gestion de la santé et de la sécurité du travail. This guide offers tools adapted to the health and well-being model used for the consultation. Other tools or activities complementary to this approach, developed in collaboration with VRRH, managers and the research project, will be proposed to support sectoral initiatives.
In order to measure over time the evolution of staff wellbeing and engagement, as well as management practices, the survey will be reconducted in 2021. Due to the COVID-19, the survey will be reconducted in the 2022-2023.
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The COVID-19 situation prevented Université Laval from holding the employee satisfaction assesment scheduled for 2021 as decided following the one conducted in 2019. Here are the results of our 2019 assesment.
Excerpt from STARS guideline : If your institution intended to conduct an updated assessment relevant to a STARS credit in 2020 or 2021 (e.g., of courses, literacy, culture, food purchasing, emissions, equity and inclusion, or employee satisfaction), but those plans have been put on hold by the pandemic, you may report on an older assessment conducted within the previous six years, as long as the assessment methodology is still appropriate for responding to the fields in the version of STARS under which you are reporting. This is an exceptional provision that deviates from the standard requirement that assessments be completed within the previous three years. Again, clear documentation is required.
Excerpt from STARS guideline : If your institution intended to conduct an updated assessment relevant to a STARS credit in 2020 or 2021 (e.g., of courses, literacy, culture, food purchasing, emissions, equity and inclusion, or employee satisfaction), but those plans have been put on hold by the pandemic, you may report on an older assessment conducted within the previous six years, as long as the assessment methodology is still appropriate for responding to the fields in the version of STARS under which you are reporting. This is an exceptional provision that deviates from the standard requirement that assessments be completed within the previous three years. Again, clear documentation is required.
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.