| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 75.86 |
| Liaison | Tess Esposito |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
University of Dayton
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.45 / 1.00 |
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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):
45
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
An annual community climate survey tracks employee satisfaction with administration, compensation, and employment. Responses are anonymous and administrators from Human Resources work to present the data publicly on campus. Action steps are identified to meet the needs of the community that are not being met.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
After the results are compiled, HR reports to the divisions on the results and offers opportunities for trainings or suggestions for improvement. University leadership works closely with the divisions to encourage implementation of training and changes to address issues raised in the evaluation. For example, in 2015 one department on campus showed that 1) Employees wondered how HR arrived at their wages; 2) Employees wanted more and better communication between their leaders and them; and 3) Employees wanted to know the process of promotion. The department leader contacted HR and asked for suggestions on how to address these questions. HR worked with the leader and created four training sessions. The training was conducted from February through September of the following year. Titles of the training sessions were: Job Classification Procedures (a description of the manner in which non-exempt wages are assigned at UD, Giving and Receiving Feedback, Servant Leadership (discussed the relationship between supervisor and employee and the supervisor's responsibility of serving the employee through development, support and opportunity), and Conflict Resolution/Team Collaboration.
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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