| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 53.24 |
| Liaison | Tess Esposito |
| Submission Date | Feb. 23, 2017 |
| Executive Letter | Download |
University of Dayton
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.45 / 1.00 |
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:
An annual community climate survey tracks employee satisfaction with administration, compensation, and employment. Responses are anonymous and administrators from Human Resources work to present the data publicly on campus. Action steps are identified to meet the needs of the community that are not being met.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
After the results are compiled, HR reports to the divisions on the results and offers opportunities for trainings or suggestions for improvement. University leadership works closely with the divisions to encourage implementation of training and changes to address issues raised in the evaluation. For example, one department on campus showed that 1) Employees wondered how HR arrived at their wages; 2) Employees wanted more and better communication between their leaders and them; and 3) Employees wanted to know the process of promotion. The department leader contacted HR and asked for suggestions on how to address these questions. HR worked with the leader and created four training sessions. The training was conducted from February through September. Titles of the training sessions were: Job Classification Procedures (a description of the manner in which non-exempt wages are assigned at UD, Giving and Receiving Feedback, Servant Leadership (discussed the relationship between supervisor and employee and the supervisor's responsibility of serving the employee through development, support and opportunity), and Conflict Resolution/Team Collaboration.
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.