| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 54.90 |
| Liaison | Matt Wolsfeld |
| Submission Date | Jan. 23, 2017 |
| Executive Letter | Download |
University of Saskatchewan
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.33 / 1.00 |
Margret
Asmuss Sustainability coordinator The office of sustainability |
"---"
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):
32.50
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
An employee opinion survey is conducted every two years. 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.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
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 results also 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.
Optional Fields
---
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
---
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.