| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 60.52 |
| Liaison | Lindsey MacDonald |
| Submission Date | March 1, 2019 |
| Executive Letter | Download |
Western Washington University
PA-12: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 1.00 |
Chyerl
Wolfe-Lee Director Human Resources |
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?:
Percentage of employees (staff and faculty) assessed, directly or by representative sample (0-100):
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
Western is continuously awarded as one of the Great Colleges To Work For by the Chronicle of Higher Education. In 2015 We were recognized in the following categories: Collaborative Governance, Teaching Environment, and Tenure Clarity and Process.
Western's HR department is committed to serve the employees and provide the development tools to keep employees satisfied and engaged. Although we do not currently conduct a regular enterprise-wide employee satisfaction assessment, we do have many direct and anonymous reporting mechanisms to gather concerns/complaints. Following this value, Western recently approved the purchase of a major human resources analytical (talent management) system that will go live next year, and which will include the ability to measure satisfaction/engagement of employees and tie that data back to inform employee development plans and guide leaders in understanding employee needs.
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
When issues arise, the HR department responds to aid in resolving conflict or other issues related to employee engagement and satisfaction. Western conducts "Climate Surveys" in departments where issues are identified. Professional OD-PD staff and leadership communicate with all employees along the chain of command in order to get to the core of the problem. Western has instituted a robust Organizational and Professional Development program that includes leadership development, team development, individual employee development and special foundational focus using Gallup research around engagement, strengths-based management practices, emotional intelligence, and the principles of “Speed of Trust”. Training and development is conducted by open-enrollment, on-demand, unit-specific cohorts, climate survey & intervention, retreats, and executive coaching. In additional to OD-PD services, the HR department has an Organizational Management Services (OMS) team to deal with systems and personal issues and the HR department has strategically invested to certify staff in Change Management (the people engagement side of system changes) to work alongside project managers and leaders during large systems implementations. Western is investing heavily in engagement as part of its sustainability.
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.