University of Saskatchewan
PA-10: Assessing Employee Satisfaction

An annual employee opinion survey is conducted. The results are analyzed to create unit reports to enable survey feedback to inform unit leaders’ decision-making. Unit leaders are encouraged to use the data to develop solutions to problems identified by their staff.

The Employee Opinion Survey is an annual endeavour. Employees have been invited to share their experience in 2005, 2006, 2008, 2009, 2010, 2011, 2012 and 2013. Aggregated results provide employee feedback to Human Resources and Senior Administration to inform decision-making in a variety of areas. The Provost's Achievement Record reports overall faculty and employee engagement as a key measure of progress of the university's strategic directions. The results are also analyzed to create unit reports to enable survey feedback to inform unit leaders’ decision-making. Unit leaders are encouraged to use the data in assessing their current situation in relation to the unit’s goals and to consider strategies that will continue to engage their people. Survey findings together with dialogue with unit leaders have resulted in: • Changes to the survey instrument and the information we gather -- We have changed some of the survey to add more clarity and gather more information to support the units. • Development of additional reports and analysis of data -- We have created new reports and approaches to understanding the results of the survey to meet the needs of the Provost and unit leaders across campus as they support, energize and value employees, and help align individual priorities with the university's goals. • Creation of forums for key individuals to share best practices, such as: (1) Best practices forum for unit representatives to share successes and discuss ideas for future action planning; and (2) Deans' dialogue sessions focusing on employee engagement. • Opportunities for employee development and skill training -- Past survey respondents indicated that leadership is a barrier to their engagement in the workplace. As a result, Human Resources created a number of leadership development opportunities, such as the “Manager’s Skill Development Series” which was launched in response to the 2008 Employee Opinion Survey. In 2010, a "Leadership Development Series" was launched to further address barriers. Recently, a development series called “Conscious Change Leadership” was created for leaders to navigate change by understanding the current reality, desired state, and structures that influence the advancement of the unit and the university’s strategies. Each year, survey results help to determine the effectiveness of the changes that have been implemented and provide valuable information to support the development of programs and services to meet the goal of establishing healthy, productive and diverse work environments. A priority is the promotion of diversity, which includes the identification and removal of barriers to employee success.