| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 48.64 |
| Liaison | Michelle Seppala Gibbs |
| Submission Date | May 2, 2017 |
| Executive Letter | Download |
Hope College
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Michelle
Gibbs Director Office of Sustainability |
Has the institution conducted an employee satisfaction and engagement survey or other evaluation that meets the criteria for this credit?:
The percentage of employees (staff and faculty) assessed, directly or by representative sample:
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Employee satisfaction is gauged in multiple ways. First would be during the annual performance evaluation process. Second would be during the formal exit interview process where exiting employees have an opportunity to share their employment experience.
Perhaps the best way however, is the annual survey for 101 Best and Brightest companies to work - West Michigan Region.
Hope College has again been selected in 2016 as one of "West Michigan's 101 Best & Brightest Companies to Work For"! This will be the 11th year that Hope College has been honored with this award. For a press release from 2015 visit: http://www.hope.edu/news/2015/04/01/hope-named-outstanding-employer.html
Annually, this non-profit group randomly selects 300 of our full time employees and surveys them on the following areas:
-Compensation and Benefits
-Employee Enrichment, Engagement, and Retention
-Employee Education and Development
-Recruitment, Selection, and Orientation
-Employee Achievement and Recognition
-Communication and Shared Vision
-Diversity and Inclusion
-Work Life Balance
-Community Initiatives
-Strategic Company Performance
We purchase the results of this survey which allows us to look for deficiencies.
In 2014-15 year the Campus also took a campus wide survey for the Great Place To Work Institute. Data from that survey was shared with the campus and CultureWorks sessions for key leaders were held in the 2015-16 academic year.
As part of Hope's Strategic Plan Goal Four Objective 2: Recruitment, retention and vendor strategies will employ best practices in developing a diverse and
inclusive community.
KPI 1: Near Term. Hiring managers will be trained and equipped to recruit diverse applicant pools.
KPI 2: Longer Term. Five-year average rates of retention, promotion, advancement, and job-satisfaction among underrepresented faculty and staff groups will be consistent with those of the majority.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
One on one meetings with immediate supervisor and his/her supervisor.
The year the employee satisfaction and engagement evaluation was last administered:
The website URL where information about the institution’s employee satisfaction and engagement assessment is available:
Data source(s) and notes about the submission:
In April 2017 Hope College, in partnership with The Great Place to Work Institute, is hosting a four-part professional development series for all Hope employees interested in expanding their skills in leadership, motivation, management, and personal effectiveness. This series is offered as part of Hope's ongoing commitment to equipping staff and faculty to flourish personally and professionally at the college. All Hope College staff and faculty are invited and encouraged to attend any and all sessions.
In April 2017 Hope College, in partnership with The Great Place to Work Institute, is hosting a four-part professional development series for all Hope employees interested in expanding their skills in leadership, motivation, management, and personal effectiveness. This series is offered as part of Hope's ongoing commitment to equipping staff and faculty to flourish personally and professionally at the college. All Hope College staff and faculty are invited and encouraged to attend any and all sessions.
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.