| Overall Rating | Gold |
|---|---|
| Overall Score | 68.02 |
| Liaison | Maxine Dandois-Fafard |
| Submission Date | Nov. 10, 2023 |
Institut National de la Recherche Scientifique (INRS)
PA-13: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Marlène
Blais Director Human Resources |
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:
In 2021, INRS conducted a survey on the engagement of its staff. This survey took place between November 22 and December 17, 2021. It was sent to all staff members and consisted of over 147 questions. The survey covered engagement behaviours, difficult behaviours within teams, mobilizing organizational climate in terms of emotions and attitudes, workload, management practices, work organization, vision and values, immediate supervisor's leadership, and the impact of the pandemic on well-being. The survey also included a question where employees could provide free-form feedback.
The objective of the survey was to ensure that every staff member is proud, feels valued, and respected in their work. The first survey took place in 2019 and led to the implementation of institutional action plans and plans in each of the centres. The second survey conducted in 2021 aimed to assess whether the action plans had addressed the shortcomings and allowed for adjustments.
Here is a sample of the questions asked to employees (likert scales):
- Our immediate superior gives us access to the training we need to do our job properly.
- INRS offers us interesting career opportunities.
- Rate the following elements of your health and happiness at work: Your work-life balance // Your sense of happiness at work.
- INRS senior management offers a clear and inspiring vision of the future.
- Performance culture: There is little tolerance for people who underperform in our Centre or Department.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:
A presentation of the results was delivered to the executive committee, the Research Centres, and all staff members. Additionally, each manager within the organization received a presentation of the results specific to their area, allowing them to concretely improve their management practices by implementing their own action plan. They were supported in this process by the human resources advisor responsible for engagement at INRS.
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.