University of California, Merced
PA-13: Assessing Employee Satisfaction

The Employee Engagement Survey, developed by the Council of University of California Staff Assemblies (CUCSA) and the systemwide Employee Relations unit, help university leaders, managers, and supervisors better understand the views, experiences, and needs of policy covered staff on a range of topics related to working at UC, including career development, performance management, staff engagement, and workplace interactions. Results from each survey help us determine areas where progress was made, as well as areas that may need further effort and focus.

It is the practice of UC Merced to work in partnership with Staff Assembly and the Chancellor’s Office to review the survey data results, present the data to campus leadership and campus staff. The presentation of the data includes an action plan that identifies key initiatives aimed at increasing satisfaction in the areas identified for improvement on the survey.

In 2019, HR, Staff Assembly, and Chancellor’s Office recommended workgroups to address three key areas: creating a culture of respect, career development, and leadership access. Key initiatives implemented in FY2019-2020 included: coffee with the chancellor; leadership chats; staff town hall; Choose Civility Workshops; Hospital Work Environment Workshops; Developed Peak Pioneers (Management Program); Developing our People Workshops; Implemented Conflict Resolution Coaching Services; Implemented requirement to complete implicit bias training for all search committees; Implemented requirement to submit diversity statement for all management and senior professional recruitments.

The University of CA system conducted a 2017 staff engagement survey and in 2018, UCM conducted a climate survey. The results from both surveys were reviewed by Human Resources, Staff Assembly, and Office of Campus Climate. Key initiatives implemented in FY2018-2019 include: Developed workshop on abusive behavior in the workplace to educate and raise awareness of Campus Policy on Prohibition of Abusive Conduct and Acts of Violence; Hosted Staff Spring Town Hall; Began recruitment of Conflict Resolution Coach; Implemented exit interview process and began gathering data; Formed the Staff and Faculty Wellbeing Council; Piloted requirement to complete implicit bias training for search committees; Piloted requirement to submit diversity statement for management and senior-level recruitments; Updated University’s diversity statement, EEO/AA statement;