| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 63.76 |
| Liaison | Mark Youndt |
| Submission Date | March 10, 2017 |
| Executive Letter | Download |
Skidmore College
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Karen
Kellogg Director of Sustainability Dean of Faculty's Office |
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 (staff and faculty) assessed, directly or by representative sample (0-100):
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Third-party surveys, internal surveys, various faculty and staff salary and benefits surveys, meetings with representatives from faculty and staff, informal surveys and assessments, meetings, formal open meetings, and others mechanisms.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
Reviewed results with the Trustees, President, Cabinet, Institutional Policy and Planning Committee, Faculty, Staff, Human Resources, selected consultants and others to address concerns, which in many instances were believed to be primarily communication issues, but in certain instances needed policy changes. Action plans development to address. Selected examples of action plans developed and implemented include:
Development of the Leadership Academy
Updated Employee Handbook
College Administrative Professional and Support Staff employment categories changed to Staff, and all policies, procedures, and documentation changed to reflect such.
Adjusted salary bands to market and incorporated into a more simplified system.
Increased and improved communication about compensation policies and practices.
Improved benefits such as Dental and for Staff and simplified and improved consistency of policies.
Increased and improved communication for service policies for Staff on Committees.
Developed, funded and supported new Staff Advisory Group.
Increased communication with HR News, web communications, and e-mail.
Restructured staff networking events to improve community building
Removed prior six month waiting period for job description reviews for Staff in transitional positions.
Reviewed policies and procedures to encourage managers, whenever possible, to consider internal promotional opportunities before hiring from the outside.
The website URL where information about the programs or initiatives 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.