| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 77.43 |
| Liaison | Daimon Eklund |
| Submission Date | Oct. 14, 2015 |
| Executive Letter | Download |
University of Washington, Seattle
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Claudia
Frere-Anderson Director UW 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:
The University of Washington conducts employee satisfaction and engagement surveys periodically as an entire University, but more frequently within individual departments and operational units. For example, UW-IT measures employee satisfaction annually through an anonymous survey that asks staff to rank factors that make an exemplary organization. Another example is the work of our Organizational Effectiveness Initiative which helps academic departments with process improvement and engagement, including the administration of employee surveys to departments. They provide tools to help administer surveys within departments and for following up with strategies related to the survey results.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
UW-IT senior leadership reviews feedback from their annual survey and develops an action plan based upon the results. The action plan for 2014 focused on achieving six major goals:
1. Increase staff understanding, knowledge and use of the Dynamics AX financial management system
and UW Connect service management system, both new tools being used by UW-IT staff
2. Clarify roles and responsibilities of different types of managers, including functional manager, service
manager and project manager
3. Increase understanding of internal and external governance
4. Implement a resource planning process
5. Identify a core set of required tools for staff, and provide training
6. Provide increased transparency using improvement and organizational metrics
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.