|Submission Date||Feb. 20, 2013|
Following a university wide survey of faculty, staff, and administrators in September 2011 to address their satisfaction with the range of HR services offered by UNCG, a report was prepared by two internal consultants (a faculty member and an administrator) that was used to develop specific improvements based on the survey findings. An official HR response was developed. Since 2011, HR has offered the following new programs that address job satisfaction:
• Introduction of an Exit Interview program with both online and in-person interviews to gather qualitative workplace data relating to job satisfaction. Aggregate findings are being compiled for review by the university’s Executive Staff.
• The creation of the UNCG Leadership Institute that is just completing its inaugural year. The Institute provides cost-effective development of emerging leaders and involves an action research component, mentoring program, and interactions with external and internal leaders.
• Redesign of the University’s professional development program to include a broad range of offerings taught by faculty experts including classes in German, Spanish, and cultural competency. These extensive offerings have significantly improved job satisfaction and are offered without cost.
• Introduction of a Community Building mentoring program for minority faculty and staff. This new program focuses on building networks within the university community that will assist new faculty and staff in their careers and promote greater job satisfaction.
• The introduction of an expanded summer flexible work program in partnership with the Staff Senate.
• Creation of a Mediation Services Unit designed to address informal issues and problems before these concerns rise to the level of a grievance or complaint. This highly successful program has resolved a significant number of issues in its first year.
• Creation of an Inclusive Excellence website and high-caliber training programs offered by national experts for faculty, staff, and students. Our program this year includes seminars on disability, veterans’ issues, and the ROI of diversity.
• Regular meetings with campus stakeholders including open forums and a group of nearly 100 HR Liaisons to keep them informed on HR programs and issues.
• A university wide Professional Development survey was conducted by HR in January 2012.
Recent surveys include: 2012 (Professional Development Programs offered by HR); 2011 (Employee Satisfaction with HR programs and services.
Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG.
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 and complete the Data Inquiry Form.
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 and complete the Data Inquiry Form.