| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 60.05 |
| Liaison | Beverley Ayeni |
| Submission Date | Dec. 11, 2020 |
University of Toronto Mississauga
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
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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 assessed, directly or by representative sample:
100
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Our engagement survey, Speaking Out, was in the field for two weeks at the end of January, 2020. This survey will be repeated every two years.
Population for the survey includes all appointed staff, faculty, and librarians.
We ask multiple choice questions with a 7-point Likert scale (agreement or frequency mostly) in the following areas:
*Drivers of engagement (e.g., learning and development, leadership, workload, compensation, career support, work-life balance)
*Wellness (e.g., engagement, motivation, satisfaction)
*Equity, diversity, and inclusion
We use the UWES Engagement Scale (Schaufeli & Bakker, 2004) to assess engagement. Satisfaction and motivation are assessed using one question for each.
In addition, the university has conducted regular surveys of all employees to gauge effects of the COVID-19 pandemic. These Pulse surveys were distributed to all faculty and staff in August, October, and November 2020.
The surveys aimed to understand views and experiences about working from home and the eventual return to work. These quick-answer surveys aim to improve our understanding of current concerns. The University will uses this information to develop timely messaging and programming.
The response rate for the first two surveys was over 45%.
Population for the survey includes all appointed staff, faculty, and librarians.
We ask multiple choice questions with a 7-point Likert scale (agreement or frequency mostly) in the following areas:
*Drivers of engagement (e.g., learning and development, leadership, workload, compensation, career support, work-life balance)
*Wellness (e.g., engagement, motivation, satisfaction)
*Equity, diversity, and inclusion
We use the UWES Engagement Scale (Schaufeli & Bakker, 2004) to assess engagement. Satisfaction and motivation are assessed using one question for each.
In addition, the university has conducted regular surveys of all employees to gauge effects of the COVID-19 pandemic. These Pulse surveys were distributed to all faculty and staff in August, October, and November 2020.
The surveys aimed to understand views and experiences about working from home and the eventual return to work. These quick-answer surveys aim to improve our understanding of current concerns. The University will uses this information to develop timely messaging and programming.
The response rate for the first two surveys was over 45%.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
Data analysis from the Speaking Out survey is still ongoing.
Responses to the Pulse (COVID-19) survey resulted in the following initiatives:
An online "Wellness and Work from Home Toolkit" was developed that collates resources, which can be used to support individuals, managers, supervisors, and academic administrators during this difficult time.
HR & Equity has also created a Wellness Hub that offers a variety of ongoing tri-campus services, supports, and resources to advance employees' physical, emotional, social, and financial well-being.
Further, staff were urged to consider using the confidential Employee & Family Assistance Program (EFAP). EFAP offers confidential counselling, Life Smart Coaching, and additional online resources.
Responses to the Pulse (COVID-19) survey resulted in the following initiatives:
An online "Wellness and Work from Home Toolkit" was developed that collates resources, which can be used to support individuals, managers, supervisors, and academic administrators during this difficult time.
HR & Equity has also created a Wellness Hub that offers a variety of ongoing tri-campus services, supports, and resources to advance employees' physical, emotional, social, and financial well-being.
Further, staff were urged to consider using the confidential Employee & Family Assistance Program (EFAP). EFAP offers confidential counselling, Life Smart Coaching, and additional online resources.
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.