| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 56.76 |
| Liaison | Liz Davey |
| Submission Date | Oct. 13, 2015 |
| Executive Letter | Download |
Tulane University
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Liz
Davey 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:
Tulane has conducted two surveys to gauge employee satisfaction in recent years. The first was a survey distributed to all benefits eligible staff members in 2012. The second survey conducted is a survey developed by the Workforce Management organization beginning in 2014 to evaluate how satisfied employees are with the hiring process and onboarding experience after their first 30 and 180 days of employment with the university.
2012 Survey - The university hired an outside consulting agency, the Olinger Group, to conduct the survey. The population for the study was all benefits-eligible staff employees or 3,083 employees. The survey was anonymous and results were compiled by the Olinger Group and reported to Tulane. Approximately 46% of employees completed the survey.
2014 30 & 180 day surveys to new hires - The method used to collect responses was the online survey tool, Qualtrics. A link to the survey was emailed to staff employees who reached 30 days of employment and 180 days of employment beginning November of 2014. Results are compiled by the Workforce Management Organization. Approximately 37% and 23% of those surveyed completed the 30 & 180 day surveys respectively.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
The mechanisms used to address issues that were identified by the 2012 survey include discussions with our consultants and providers of healthcare benefits to formulate the most effective and cost sustainable solutions for our employees, yearly review and alignment of pay practices with the market, supervisor training on the performance review tool, increased activities to educate staff on their benefits and more opportunities for employees to engage in healthy living at work.
The mechanisms used to address issues that were identified by the 2014 new hire surveys include sharing results with the compensation department who is developing an onboarding checklist to assist managers in providing a more complete and meaningful onboarding process, sharing results with our strategic initiatives department who is using the results to identify possible training opportunities for our employees. We are also using the feedback to make improvements to our orientation process.
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:
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.