| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 72.94 |
| Liaison | John Alejandro |
| Submission Date | Oct. 13, 2017 |
| Executive Letter | Download |
University of San Diego
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.33 / 1.00 |
Adrianna
Garcia Human Resources Generalist 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):
33
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
In the summer of 2015, the Department of Human Resources asked employees to complete a survey about service within the HR department. We created one survey for our full-time, benefit-based employees and a second survey for our part-time, non-benefit-based employees. We provided these surveys in both English and Spanish. We emailed the survey link to all of our employees. The HR staff also got Ipads and visited departments on campus to help them and encourage to complete the survey. We also reserved computer labs for employees that do not have access to computers. Their supervisors also helped them get access to computers when needed.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
• With the information collected we have been able to improve our leave of absences processes. This includes creating a leave of absence checklist and leave of absence information sessions.
• Employee Relations has been trying to actively engage faculty in our HR programming.
• We are in the process of seeking approval to replace our current online recruiting system.
We launched a series of workshops for USD managers and supervisors. It allows supervisors to engage, motivate, manage, and work effectively with people while also handling necessary administrative tasks. These workshops provide essential learning and development opportunities to prepare new (and existing) supervisors for success when managing individuals, teams and groups. All workshops are intentionally linked to support USD’s mission, values, and goals.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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