Overall Rating Gold - expired
Overall Score 66.30
Liaison Andrea Trimble
Submission Date March 1, 2018
Executive Letter Download

STARS v2.1

University of Virginia
PA-12: Assessing Employee Satisfaction

Status Score Responsible Party
Complete 0.39 / 1.00 Tim White
Senior Immigration Consultant
Human Resources
"---" indicates that no data was submitted for this field

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?:
Yes

Percentage of employees (staff and faculty) assessed, directly or by representative sample (0-100):
39.45

A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:

In 2015, the U.Va. School of Medicine and Health System partnered with Gallup to help them gather valuable feedback from employees to help them achieve meaningful change. The Team Member Engagement initiative was great opportunity f to share information that can directly and positively impact UVA's Health System. More information can be found here: https://med.virginia.edu/employee-engagement/
This survey assessed approximately 6,100 of the 15,462 employees at UVA.


A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):

At the School-level, Dean Dunlap focused her efforts on:

Improving communication;
Being accesible and visible to SOM employees; and
Improving morale and support for employees, faculty and staff
To ensure improvements in these areas, Dean Dunlap:

Initiated a School-wide Academic Strategic Planning process to clarify our direction, help us set achievable and measurable goals, and create a better balance for our research and education missions. The ASP is comprised of:
Mission Teams: Academic Clinical Practice, Education, and Research
Tactical Work Groups: academic efficiency, communications/leadership, community, faculty development, IT, legislative/government relations, partnerships, philanthropy, and reputation
Created weekly messages to the entire School of Medicine (posted and archived on UVA Connect)
Implemented townhall-style meetings
Added a third State of the School meeting to the cycle
Disseminated key messages from the Chairs’ meetings to Basic Science and Clinical faculty
Extended invitations to Uteam meetings
Attended numerous departmental staff and administrators meetings
In addition, as part of our Strategic Planning, Dean Dunlap has asked, “What can you stop doing?” with the belief that the elimination of non-value-added work is one way that we can increase morale. Most importantly, Dean Dunlap is empowering everyone at the School of Medicine: If you see something, fix it. Don’t wait. Act now.


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.