| Overall Rating | Gold |
|---|---|
| Overall Score | 65.69 |
| Liaison | Jennifer Kleindienst |
| Submission Date | April 5, 2023 |
Wesleyan University
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Anne
Laskowski Chief of Staff & Director of Strategic Planning President's Office |
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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:
In October 2022, Wesleyan conducted an employee survey in partnership with ModernThink and Human Resources to help assess how things are going and identify opportunities for improvement. This "WesThrives Campus Survey" is an essential tool intended to better understand the quality of our work, culture, benefits, management, communications, and more.
All faculty and staff members who were employed with the University as of July 1, 2022, were invited via unique link to complete the survey and reminded in person and via email on several occasions. Almost 54% of faculty and staff participated during the 2-week survey period.
All faculty and staff members who were employed with the University as of July 1, 2022, were invited via unique link to complete the survey and reminded in person and via email on several occasions. Almost 54% of faculty and staff participated during the 2-week survey period.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
A committee of faculty, staff, and an independent ombudsperson have reviewed the aggregate data with partners at ModernThink and released the results in March 2023.
Overall, Wesleyan’s performance across many key areas—job fit, autonomy & meaningful work; faculty & staff well-being; supervisor/department chair effectiveness; and mission & pride—was positive. However, when you break down the results particularly in performance management and diversity, inclusion, and belonging by race and ethnicity, not everyone at the University feels that things are going as well as the top-level results imply. Faculty and staff of color as well as women and non-binary people report experiences that differ from the overall positive results.
Based on the survey results the President's Office, Cabinet, and the campus survey team have identified three organizational priorities:
1. diversity, inclusion, and belonging;
2. performance management; and
3. communications.
President Roth will directly oversee work on diversity, inclusion and belonging; Vice Presidents Andy Tanaka and Nicole Stanton will lead efforts in improving performance management; and Vice President Renell Wynn will direct our work in communications.
President Roth will report back to the campus community with updates as this work progresses, with an expected report in Fall 2023 on the steps upper administration is taking to make progress in these critical areas.
Overall, Wesleyan’s performance across many key areas—job fit, autonomy & meaningful work; faculty & staff well-being; supervisor/department chair effectiveness; and mission & pride—was positive. However, when you break down the results particularly in performance management and diversity, inclusion, and belonging by race and ethnicity, not everyone at the University feels that things are going as well as the top-level results imply. Faculty and staff of color as well as women and non-binary people report experiences that differ from the overall positive results.
Based on the survey results the President's Office, Cabinet, and the campus survey team have identified three organizational priorities:
1. diversity, inclusion, and belonging;
2. performance management; and
3. communications.
President Roth will directly oversee work on diversity, inclusion and belonging; Vice Presidents Andy Tanaka and Nicole Stanton will lead efforts in improving performance management; and Vice President Renell Wynn will direct our work in communications.
President Roth will report back to the campus community with updates as this work progresses, with an expected report in Fall 2023 on the steps upper administration is taking to make progress in these critical areas.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Staff-specific results are available at https://wesleyan0.sharepoint.com/:b:/s/OfficeofthePresident/EYrwd1j6AqhMjl8_Zvl5kqIBkUBcCqS8BrIAQk3vqfw9Vw?e=dShgd3.
Faculty-specific results are available at https://wesleyan0.sharepoint.com/:b:/s/OfficeofthePresident/EaSUm7ntpTFIgc9nwiVdwR4BdWj7i7YagwAgGIPfMntBng?e=gXcg0b
Faculty-specific results are available at https://wesleyan0.sharepoint.com/:b:/s/OfficeofthePresident/EaSUm7ntpTFIgc9nwiVdwR4BdWj7i7YagwAgGIPfMntBng?e=gXcg0b
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.