| Overall Rating | Silver |
|---|---|
| Overall Score | 62.26 |
| Liaison | Sean MacInnes |
| Submission Date | Feb. 14, 2022 |
University of North Carolina, Greensboro
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Sean
MacInnes Sustainability Specialist Office of Sustainability |
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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 the spirit of continuous improvement, and in keeping with the University’s strategic goals, UNC Greensboro continues to participate in the UNC System Employee Engagement Survey, a five-year project developed to achieve the goals of the UNC Strategic Plan.
The data collected will establish a baseline metric for engagement to track over the next five years in concert with other human capital metrics. This will allow UNC System leadership to address those areas in which employee engagement challenges may exist and to recognize those areas that are successfully fostering employee engagement. The survey results may also assist the UNC System in advocating for improvements to human resources policies at the statewide level that are generally beyond the University’s institutional control.
The data collected will establish a baseline metric for engagement to track over the next five years in concert with other human capital metrics. This will allow UNC System leadership to address those areas in which employee engagement challenges may exist and to recognize those areas that are successfully fostering employee engagement. The survey results may also assist the UNC System in advocating for improvements to human resources policies at the statewide level that are generally beyond the University’s institutional control.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
System-wide topline data were shared with the UNC Board of Governors and posted publicly on the UNC System website. Data points were used as a comparator for human resource metrics such as turnover data to see if trends could be determined. The results were used to support key policy changes, including the introduction of paid parental leave.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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