| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 57.64 |
| Liaison | Sean MacInnes |
| Submission Date | Feb. 7, 2019 |
| Executive Letter | Download |
University of North Carolina, Greensboro
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Victoria
Benson Deputy Chief HR Officer 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:
In the spirit of continuous improvement, and in keeping with the University’s strategic goals, Human Resources conducted an extensive, campus-wide assessment in the Fall of 2016 and 2017 of its performance in its core functional areas. These survey's were derived from the Education Advisory Board (EAB).
In 2018 the campus participated in a UNC System-Wide survey. The survey was designed to take about 15 minutes to complete and was emailed to all 3200 employees across the UNCG campus. The survey was designed in collaboration with ModernThink and all UNC system campuses, including the UNC System Office. The survey had 60 questions and was designed to retrieve a variety of information to assess engagement and satisfaction. This survey was also submitted into the Great Colleges to Work For annual program.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
In previous years the surveys resulted in issues with pay rate and supervision. The Vice Chancellor for Business Affairs in 2015-16 increased all SHRA employees' salaries to no less than 87% of the career banding labor market references, with the intention in 2017 to increase the minimum to 90% as funds are available. Additional leadership and supervisory courses have been designed to assist manager in development and professional growth. A new 12-week, intensive course SuperVISION course was rolled out in January and has had tremendous attendance.
A link to more information about the program can be found at https://workshops.uncg.edu/Workshops-By-Category/176
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Final results of 2018 survey are not in, however, we are being proactive with our training and development opportunities to assist in engagement.
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.