Elon University
PA-13: Assessing Employee Satisfaction

Elon University assesses employee satisfaction and engagement using a variety of tools. Below is a summary of recent and ongoing efforts.
-Conducted an employee benefits survey in December 2023. Results from the survey will be used in an analysis of the current benefits program and to help identify areas of satisfaction and opportunities for improvement.
-Engaged Creamer & Milliken, an external consultant, to assess Elon’s culture and make recommendations to “advance an energizing, robust and sustainable working culture.” Associates from Creamer & Milliken conducted several focus groups representing all Elon employees in spring 2022. Results and recommendations were shared with the campus community in fall 2022 and have led to several pilot programs in response to the recommendations.
-Conducted a survey of campus climate in spring 2023. Approximately 50% of employees submitted responses to this survey. The results will be shared with the campus community in spring 2024.
-Elon’s Staff Advisory Council and Academic Council continue to conduct assessments in the form of focus groups and surveys on specific topics related to the employee experience. Groups such as 2nd and 3rd shift and part-time faculty are included in these assessments. For example, plans for staff surveys have included arranging for 2nd/3rd shift employees to have time and access to computers on campus so they have the opportunity to participate.
-Staff Advisory Council invites anonymous feedback using a web-based form.
-The Division of Student Life conducts periodic assessments of staff on topics including satisfaction, sources of stress and soliciting specific suggestions for improvement.
-The Office of Human Resources provides an Exit Questionnaire to employees who are leaving the university.
-Various departments conduct surveys or ask for feedback to improve services, such as the Office of Leadership and Professional Development.

Results of internally developed assessments and recommendations from the results are reviewed by the sponsoring group and shared with appropriate stakeholders. When appropriate, results and recommendations can be shared with Human Resources, the Office of the Provost and/or Senior Staff (the President’s cabinet).
The following actions have been taken in recent years in response to assessment results:
-Expanded professional development for those in the early stage of their career, such as Student Life’s Early Career Institute, to include all new professionals on campus.
-Designed and implemented the Enhanced Supervisor series to enhance the supervisory skills of employees.
-Implemented flexible work options during times when students are not on campus.
-Employees (faculty and staff) are able to enroll in one Elon NEXT course (professional and continuing education) each year.
-Modified the hiring process to offer recruitment incentives to attract the best talent to open positions on campus.
-Conducted a comprehensive review of employee job classifications and compensation for permanent staff positions. Adjustments to staff salaries started in fall 2023 and will be phased in over a three-year period. A similar review of faculty compensation is also in an implementation phase and will continue until 2025.
-University administration has committed to offering on-site childcare. Planning is underway to design and construct a space to offer quality care to children of Elon employees.
-Expanded offerings for employees at the Faculty/Staff Health & Wellness Clinic to include an on-site pharmacy.

Exit Questionnaire feedback is collected, analyzed and used in various ways to help improve employees’ experiences, including training needs and employee relations issues.