| Overall Rating | Gold |
|---|---|
| Overall Score | 78.59 |
| Liaison | Beverley Ayeni |
| Submission Date | March 1, 2024 |
University of Toronto Mississauga
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Minali
Giani Sustainability Intern Facilities Management and Planning |
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?:
Percentage of employees assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
The University’s Speaking Out! engagement survey is completed bi-annually, which consists of approximately 95 questions utilizing the Utrecht Work Engagement Scale (UWES). Engagement and Satisfaction is measured in this survey as a composite score from 18 different questions with the survey. Pulse surveys are sent out throughout the year to measure and follow up on key items that are occurring throughout the year to help measure engagement and effectiveness in between full engagement surveys.
Population for the survey includes all appointed staff, faculty, and librarians.
Speaking Out! 2022 response rate = 25.4% (N = 343)
Pulse – January 2021 response rate = 39% (N = 465)
Pulse – February 2022 response rate = 37% (N = 489)
Pulse – April 2022 response Rate = 30.5% (N = 393)
Pulse – July 2022 response Rate = 21.5% (N = 283)
Pulse – October 2022 response rate = 21.5% (N = 291)
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
At an institutional level, previous surveys have provided feedback that led to initiatives regarding work/life balance and informed how programs related to hybrid work was rolled out.
Various areas of the surveys focus on equity, diversity, and inclusion as well as campus safety.
The information from our surveys provides valuable feedback on our programs and initiatives, that allow for further work and future enhancements to be more effective with the community.
Other initiatives from the Pulse surveys implemented at UTM are the introduction of the Onboarding Toolkit, which was to address concerns related to virtual onboarding, this Toolkit was to help staff with onboarding virtually.
In addition, UTM has established a robust process around the Alternative Work Arrangement the university introduced in support of departmental and employee needs.
Also, to address concerns related to burnout and to provide mental health support, UTM rolled out a Wellness Toolkit which provides resources to managers to be able to support their employees to be able to accomplish their work optimally.
Website URL where information about the employee satisfaction and engagement evaluation is available:
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.