2012 Faculty & Staff Engagement & Climate Survey. University-Level Results
|
|
- Bennett Dickerson
- 8 years ago
- Views:
Transcription
1 2012 Faculty & Staff Engagement & Climate Survey University-Level Results
2 Survey Administration & Response Rates 2012 administration and results provided by Avatar HR Solutions, a national employee-survey consulting firm. Engagement and climate surveys combined in response to faculty/staff feedback response 55% (Staff 61%, Faculty 40%) 2009 response 54% 2
3 Engagement Survey Norms Norms Presented and Available in Online Reports: Peer Schools Norm (Peer Norm): Rate for 18 institutions in education client database selected by RIT as peers, represented as average of % favorable scores. Peer Schools Best-in-Class Norm (Peer BIC Norm): Rate for top 10 % of peer institutions, represented as average of percent favorable scores. Norms Not Presented But Available in Online Reports: National Norm (Nat l Norm): Rate for all organizations in client database (550,000+ employees and 260 organizations) represented as percent favorable scores. National Best-in-Class Norm (Nat l BIC Norm): Rate for top 10 percent of all organizations in client database represented as average of % favorable scores. Education Norm (Edu Norm): Rate for all institutions in education client database (130,000+ employees in 44 institutions) represented as average of % favorable scores. Education Best-in-Class Norm (Edu BIC Norm): Rate for top 10 percent of institutions in education client database represented as average of % favorable scores. 3
4 Near Peer Schools Case Western University Cornell School of Hospitality Administration Drury University Harvard University Loyola University Ohio State University Purdue University Stanford University Temple University University of Alabama Birmingham University of California Davis University of Miami University of Michigan University of Pennsylvania University of Pittsburgh Valparaiso University Wake Forest University West Virginia University 4
5 Quantitative Results Overall Satisfaction All in all, I am satisfied with my job Recognition/Career Advancement Dimension Supervision/Management Dimension Co-Worker Performance/Cooperation Dimension Organizational Effectiveness Dimension Climate Dimension Comparisons to benchmark rates from normative data provided when available. 5
6 University-Level Engagement Results 6
7 Overall Satisfaction Rate RIT Score Peer Norm Peer BIC Norm 7
8 Recognition/Career Advancement RIT Rate Peer Norm Peer BIC Norm 8
9 Supervision/Management RIT Rate Peer Norm Peer BIC Norm 9
10 Co-Worker Performance & Satisfaction RIT Rate Peer Norm Peer BIC Norm 10
11 Organizational Effectiveness RIT Rate Peer Norm Peer BIC Norm 11
12 Most Favorable Survey Items (1 ) Survey Item Dimension RIT % Favor Benchmark Norm % Favor My co-workers are friendly and helpful. Co-Worker Perf/Satisfaction I know what is expected of me in my job. Employees of my college/division show an attitude of genuinely caring about students/customers RIT provides me the opportunity to improve my professional knowledge and job skills. Organizational Effectiveness Co-Worker Perf/Satisfaction Recognition/Career Advancement My supervisor treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. Climate
13 Most Favorable Survey Items (2 ) Survey Item Senior management at RIT is committed to, and supports, diversity. Dimension RIT % Favor Benchmark Norm % Favor Climate My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. Climate Racial, ethnic, and gender-based jokes are not tolerated at RIT. Climate RIT has been effective in promoting diversity here. Climate The cultural values, beliefs, and customs of different groups are understood and respected at RIT. Climate
14 Most Unfavorable Survey Items (1 ) Survey Item Dimension RIT % Favor Benchmark Norm % Favor I have not thought of resigning in the last six months. Organizational Effectiveness 61* 54 Employees here receive recognition for a job well done. Recognition/Career Advancement 55 n/a Senior management of my division/college is concerned about employees. Supervision/Management 56 n/a Senior management of the university is concerned about employees. Supervision/Management My supervisor regularly gives me feedback on performance. Supervision/Management * Percent of employees who did not have thoughts of resigning 14
15 Most Unfavorable Survey Items (2) Survey Item Dimension RIT % Favor Benchmark Norm % Favor I have an opportunity to participate in decisions made by my supervisor that affect my work environment. Supervision/Management My supervisor encourages my career growth. Recognition/Career Advancement 68 n/a The leadership of my department is concerned about employees. Supervision/Management 70 n/a My supervisor lets my colleagues and me know when we ve done a good job. Supervision/Management I have the opportunity to share my ideas, they are heard, evaluated and considered, even if they are not implemented. Supervision/Management 72 n/a 15
16 Employee Engagement Comparison of Actively Engaged & Actively Disengaged 27% 25% Actively Engaged Actively Disengaged 28% 31% 16% 16% 13% 12% Engagement Level 2009 Nat'l Norm 2009 Engagement Level 2012 Nat'l Norm
17 Engagement Observations Maintained high level of overall satisfaction during a time of transformational change. Maintained high level of positive peer relationships and strong student focus among faculty and staff. Improved over 2009 in the four major engagement dimensions. Several data results and areas of analysis identify supervision and management as an area of opportunity for continued improvement. 17
18 University-Level Climate Results 18
19 Climate Questions 17 Items Selected from Avatar HR Solutions Database RIT Core Values (1A. Integrity and Ethics, 1B. Respect, Diversity, and Pluralism, and 1C. Teamwork and Collaboration) Inclusive Excellence Framework Dimensions 2.2 Campus Climate and Intergroup Relations and 2.4 Institutional Infrastructure Climate Item Results Most compare to Avatar HR Solutions National Norms Database of 550,000 employees and 260 organizations Serve as a baseline for future comparisons 19 Question 1A. 1B. 1C X X 21. X X 22. X X 23. X X 24. X X X 25. X X X 26. X X X 27. X X X 28. X X 29. X X X 30. X X X X 31. X X X X 32. X X X X 33. X X 34. X X 35. X X 36. X X OPEN X X OPEN X X
20 Climate Questions Two open-ended Climate Questions Please tell us what you think RIT currently does well to create and promote a supportive and diverse campus climate. Please tell us what you think RIT could do differently to improve campus climate. Results reported as summary of frequently- stated themes Numerous employees (25% and above) feel there is a high level of support for diversity including the following: dedicated diversity office, cultural functions, employee events, and an interfaith center. Many employees (10-25%) stated that the focus on diversity can be improved by the following: placing a stronger value on diversity programs, improving the promotion of programs, focusing on other areas of diversity besides race, including but not limited to ageism, religion, economic diversity and the deaf community. 20
21 Climate Questions % Favorable Represents the Strongly Agree/Agree responses to each item A. 9 of 14 (67%) met National Norm Six of RIT s ten Most Favorable Survey Items were within the Climate Dimension B. 5 of 14 (36%) did not meet National Norm C. 3 Climate Items as well as the Overall Dimension Score lack National Norm 21
22 Climate Survey Item Results: University-Level & Staff Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Staff (Exempt) Staff (Non Exempt) Climate 70% 20. RIT has been effective in promoting diversity here. 75% 72% 75% 82% 21. Senior management at RIT is committed to, and supports, diversity. 22. Employees at RIT are committed to, and support, diversity. 23. The cultural values, beliefs, and customs of different groups are understood and respected at RIT. 78% 67% 79% 80% 71% 68% 73% 74% 74% 58% 76% 77% 24. Diverse employees (differences in race, gender, age, religion, sexual orientation, etc.,) are treated fairly at RIT. 25. Senior management treats all employees with respect, regardless of gender, race, age, religion, or sexual orientation. 26. Employees here treat each other with respect, regardless of gender, race, age, religion, or sexual orientation. 27. Racial, ethnic, and gender-based jokes are not tolerated at RIT. 72% 73% 73% 74% 70% N/A 75% 68% 74% 81% 77% 72% 77% 72% 79% 80% 22
23 Climate Survey Item Results: University-Level & Staff Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Staff (Exempt) Staff (Non Exempt) 28. RIT is effective in resolving problems associated with diversity differences. 29. My supervisor is effective in resolving problems associated with diversity differences. 48% 31% 47% 53% 51% N/A 51% 53% 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 63% 75% 66% 63% 31. My supervisor treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 79% 82% 83% 79% 32. My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. 78% 88% 82% 77% 33. Employees of different genders are valued equally by RIT. (See Climate Survey Items Dis-aggregated by Gender) 34. Employees of different sexual orientations are valued equally by RIT. 69% 56% 71% 72% 70% 48% 73% 73% 35. Employees of different races are valued equally by RIT. 73% 65% 75% 76% 36. Employees of different religions are valued equally by RIT. 72% N/A 74% 75% 23
24 Climate Survey Item Results: University Level & Faculty Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Tenure On-Tenure Track Non Tenure - Track Climate 70% 20. RIT has been effective in promoting diversity here. 21. Senior management at RIT is committed to, and supports, diversity. 22. Employees at RIT are committed to, and support, diversity. 23. The cultural values, beliefs, and customs of different groups are understood and respected at RIT. 24. Diverse employees (differences in race, gender, age, religion, sexual orientation, etc.,) are treated fairly at RIT. 25. Senior management treats all employees with respect, regardless of gender, race, age, religion, or sexual orientation. 26. Employees here treat each other with respect, regardless of gender, race, age, religion, or sexual orientation. 27. Racial, ethnic, and gender-based jokes are not tolerated at RIT. 75% 72% 64% 63% 68% 78% 67% 73% 67% 76% 71% 68% 63% 60% 70% 74% 58% 62% 69% 66% 72% 73% 67% 66% 68% 70% N/A 62% 68% 66% 74% 81% 69% 67% 73% 77% 72% 72% 66% 67% 24
25 Climate Survey Item Results: University Level & Faculty Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Tenure On Tenure Track Non-Tenure Track 28. RIT is effective in resolving problems associated with diversity differences. 29. My supervisor is effective in resolving problems associated with diversity differences. 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 31. My supervisor treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 48% 31% 40% 36% 46% 51% N/A 47% 40% 50% 63% 75% 53% 60% 61% 79% 82% 74% 75% 74% 32. My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. 33. Employees of different genders are valued equally by RIT. (See Climate Survey Items Dis-aggregated by Gender) 34. Employees of different sexual orientations are valued equally by RIT. 78% 88% 74% 69% 73% 69% 56% 61% 58% 67% 70% 48% 60% 64% 61% 35. Employees of different races are valued equally by RIT. 73% 65% 64% 68% 67% 36. Employees of different religions are valued equally by RIT. 72% N/A 60% 64% 71% 25
26 Climate Survey Items Dis-aggregated by Ethnicity Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable White Black African American Hispanic or Latino Native American Overall Climate Dimension 70% N/A 72% 58% 64% 52% 25. Senior management treats all employees with respect, regardless of gender, race, age, religion, or sexual orientation. 26. Employees here treat each other with respect regardless of race, gender, age, religion or sexual orientation. 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 70% N/A 71% 74% 81% 76% 56% (-15%**) 55% (-21%**) 71% 67% 63% 67% 63% 75% 64% 55% 58% 44% 32. My coworkers treat all employees equally, regardless of race, gender, age, religion, or sexual orientation. 78% 88% 79% 70% (-10%**) 73% 78% 35. Employees of different races are valued equally by RIT. 73% 65% 76% 51% (-25%**) 66% 67% The Compared to Rest Score (- X%) represents how the % of favorable responses for the selected demographic group compares to the % of favorable responses for the rest of the organization. A negative score (-) in front of the Compared to Rest score indicates that the group scored lower than the rest of the respondents in the organization. A double * asterisk indicates a highest degree of statistical significance, 99% confidence - Nearly impossible that the score occurred by chance. 26
27 Climate Survey Items Dis-aggregated by Gender Climate Items RIT 2012 Survey Percent Favorable National Norm Percent Favorable Male Female 24. Diverse employees (differences in race, gender, age, religion, sexual orientation, etc..) are treated RIT 72% 73% 76% 69% (-6%**) 30. Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 63% 75% 65% 61% (-5%**) 33. Employees of different genders are valued equally by RIT. 69% 56% 76% 64% (-13%**) 34. Employees of different sexual orientations are valued equally by RIT. 70% 48% 72% 69% 27
28 Inclusive Excellence Opportunities Survey Item RIT 2012 Percent Favorable National Norm Percent Favorable Question #26: Employees here treat each other with respect regardless of race, gender, age, religion or sexual orientation. 74 (-7%) 81 Question #30: Senior management treats all employees equally, regardless of race, gender, age, religion, or sexual orientation. 63% (-12%) 75% Question #32: My co-workers treat all employees equally regardless of race, gender, age, religion or sexual orientation. 78 (-10%) 88 28
29 Observations & Recommendation Systemic diversity and inclusive excellence efforts over the past decade have resulted in exceeding or meeting national normative scores on the majority of climate survey items. Percent Favorable Item Responses and meeting National Norms varies by ethnicity and gender. Additional analysis is required to understand the variability of responses and challenges specific to individual colleges, divisions and departments across the Institute Recommendation & Action 1. In partnership with HR/ODI Survey Presentations - Use ActionPro Reporting Features: Dimension Profile Report and Dimension Item Profile Report to compare college, division and department data with: A. University-level results B. % compared to the rest of our organization C. Further Analysis on Questions - #26, #30, #31, #32, #33 D. Action: Report out Findings/Anticipated Activities in May/June 2013 on College/Division IE Framework Report 29
30 Engagement & Climate - Next Steps Fall 2012: University-Level Review of university-level engagement and climate results with senior leadership and governance groups Additional demographic analysis to understand strengths and challenges specific to divisions, colleges, departments Winter 2012: College/Division-Level Data Results Review of specific results within each division and college Ongoing: Create action plans for improvements and integrate into organization s institutional effectiveness map and inclusive excellence framework as appropriate 30
31 Appendix University-Level Engagement Results by Survey Item
32 Engagement Survey Item Results (1 ) Item RIT Rate % Favor Peer Schools Norm % Favor Peer Schools BIC Norm % Favor Outcome Variable All in all, I am satisfied with my job Organizational Effectiveness Dimension I know what is expected of me in my job The necessary materials and equipment are available when I need to perform my job My college/division makes it possible for employees to directly contribute to its success I have [not] thought of resigning in the last six months
33 Engagement Survey Item Results (2 ) Items Recognition/Career Advancement Dimension RIT provides me the opportunity to improve my professional knowledge and job skills. RIT Rate % Favor Peer Schools Norm % Favor Peer Schools BIC Norm % Favor My job gives me an opportunity to do the things I do best Employees here receive recognition for a job well done. 55 N/A N/A My supervisor encourages my career growth. 68 N/A N/A Supervision/Management Dimension My supervisor lets my colleagues and me know when we have done a good job. Senior management of the university is concerned about the employees. I have an opportunity to participate in decisions made by my supervisor that affect my work environment My supervisor gives me regular feedback about my performance
34 Engagement Survey Item Results (3) Item RIT Rate % Favor Peer Schools Norm % Favor Peer Schools BIC Norm % Favor Coworker Performance/Cooperation Dimension Employees of my college/division show an attitude of genuinely caring about the student/customer My co-workers are friendly and helpful Supplemental Items Senior management of my division/college is concerned about the employees. 56 N/A N/A The leadership of my department is concerned about the employees. 70 N/A N/A I have the opportunity to share my ideas, they are heard, evaluated and considered, even if they are not implemented. 72 N/A N/A 34
2015 CFPB annual employee survey
2015 CFPB annual employee survey December 2015 Introduction Interpretation of results More than 79 percent of the CFPB employee population responded to the fourth annual employee survey conducted by the
More information2014 CFPB annual employee survey
2014 CFPB annual employee survey December 2014 Introduction Interpretation of results More than 83 percent of the CFPB employee population responded to the third annual employee survey conducted by the
More informationINSTITUTIONAL REPORT FOR CONTINUING ACCREDITATION: CONTINUOUS IMPROVEMENT PATHWAY. Name of Institution Dates/Year of the Onsite Visit
INSTITUTIONAL REPORT FOR CONTINUING ACCREDITATION: CONTINUOUS IMPROVEMENT PATHWAY Name of Institution Dates/Year of the Onsite Visit Insert Name(s) of Unit Head/Author(s) NCATE IR Template for Continuing
More informationPerformance Factors and Campuswide Standards Guidelines. With Behavioral Indicators
Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...
More informationState of Michigan Employee Engagement Index
www.pwc.com/saratoga 2015 Employee Survey State of Michigan Table of contents Overview State of Michigan 2015 Employee Survey Employee engagement Methodology Response rates Respondent demographics Summary
More informationSurvey of Team Attitudes and Relationships (STAR)
F 0 6 Survey of Team Attitudes and Relationships (STAR) The purpose of this survey is to find out how you feel about your work in hospice. Please read each item carefully, then select the response that
More informationASSESSMENT PLAN UNDERGRADUATE MAJOR IN POLITICAL SCIENCE. Mission Statement
ASSESSMENT PLAN UNDERGRADUATE MAJOR IN POLITICAL SCIENCE Mission Statement The Department of Political Science aims to provide instruction that enables students completing the major to acquire a college-level
More informationwww.pwc.com/workforce-analytics City and County of Denver 2015 Employee Engagement Survey
www.pwc.com/workforce-analytics City and County of Denver 2015 Employee Engagement Survey Prepared for and Presented to the City and County of Denver August 28, 2015 Overview Background Survey Objectives
More informationYOUR COMPANY'S LETTER HEAD
YOUR COMPANY'S LETTER HEAD DATE Dear XXXXXX Employee: Here is your copy of the results of the XXXX Employee Opinion Survey. We asked Discovery Surveys, Inc. to prepare this special report which presents
More informationEmployee Engagement Survey
Finance & Administration Committee Information Item IV-A September 10, 2015 Employee Engagement Survey Washington Metropolitan Area Transit Authority Board Action/Information Summary Action Information
More informationWorld Bank Group 2013 Employee Engagement Survey Summary of Results
2013 Employee Engagement Survey The contents of this document are strictly internal. Please do not share externally. Table of Contents Dimensions Page Institution 3 Institutional Practices 4 Leadership
More informationUsing campus survey results to make good decisions in challenging times: The first year experience of veteran and active duty students at UC
Using campus survey results to make good decisions in challenging times: The first year experience of veteran and active duty students at UC CAIR Annual Meeting November, 2008 Pasadena, CA Paula Zeszotarski
More informationCreating Institutional Transformation Using the Equity Scorecard
Creating Institutional Transformation Using the Equity Scorecard Authors: Abbie Robinson-Armstrong, Vice President for Intercultural Affairs; Derenda King, Intercultural Associate; David Killoran, Professor
More informationEmployAble Pilot Study. Participant Screening and Pre-Survey
EmployAble Pilot Study Participant Screening and Pre-Survey EmployAble is a model Virtual Employment Orientation, Training, Resource and Support Center. It is funded by the Kessler Foundation and has been
More informationCitrus College. All Employee Survey. Results of the. Spring 2014
Citrus College All Employee Survey Results of the Citrus College All Employee Survey Spring 2014 Citrus College Office of Institutional Research June 2014 Contents Introduction... 2 Methodology... 2 Response
More information2011 Government Employee Engagement Survey Health & Social Services
Government Employee Engagement Survey Health & Social Services Queen s Printer for Yukon,. Ipsos Reid Is Pleased To Certify And Present The Following Research Conducted For The Yukon Government Table of
More informationAlumni, Employer, and Site Supervisor (AESS) Surveys School Counseling & Clinical Mental Health Counseling Programs Annual Report Summary, 2011
School of Education Department of Human Services & Counseling Counselor Education Programs Alumni, Employer, and Site Supervisor (AESS) Surveys School Counseling & Clinical Mental Health Counseling Programs
More informationOnline Executive MBA Program Application for Admission
Online Executive MBA Program Application for Admission Overview Congratulations on your decision to apply to the Online Executive MBA program at Rochester Institute of Technology. The following guide is
More informationSTUDENT SATISFACTION SURVEY SUMMARY
STUDENT SATISFACTION SURVEY SUMMARY SPRING 2010 INSTITUTIONAL RESEARCH & PLANNING PUTTING THE PIECES TOGETHER Student Satisfaction Survey Summary Spring 2010 1 Community College of Denver Spring 2010 Student
More information1. Overall, how satisfied are you working for The Company? Extremely Dissatisfied. Very Dissatisfied. Somewhat Dissatisfied.
Gathering information on employee satisfaction, this survey focuses on how employees feel about their job description, position within the company, relationships with colleagues and superiors, advancement
More informationHigh-Impact Practices and Experiences from the Wabash National Study
1 High-Impact Practices and Experiences from the Wabash National Study In our research thus far, we have found that four broad categories of teaching practices and institutional conditions predict growth
More informationPURDUE UNIVERSITY DIVERSITY/WORKLIFE/CAMPUS LIFE ASSESSMENT FINAL REPORT SPONSORED BY THE OFFICE OF THE VICE PRESIDENT FOR HUMAN RELATIONS
PURDUE UNIVERSITY DIVERSITY/WORKLIFE/CAMPUS LIFE ASSESSMENT FINAL REPORT SPONSORED BY THE OFFICE OF THE VICE PRESIDENT FOR HUMAN RELATIONS AND THE OFFICE OF THE VICE PRESIDENT FOR BUSINESS SERVICES AND
More informationMBA Prospects Survey 2013 Findings. June 10, 2013
MBA Prospects Survey 2013 Findings June 10, 2013 Table of Contents Background 2 Prospect profile in brief 4 Information sources in the business school search 8 The application process 12 MBA-program decision
More informationWorkplace Survey American Psychological Association Harris Interactive. March 2012
Workplace Survey American Psychological Association Harris Interactive March 2012 Methodology The Stress in the Workplace survey was conducted online within the United States by Harris Interactive on behalf
More informationSUMMARY OF 2015 ANNUAL REPORTS SUBMITTED TO THE LANDSCAPE ARCHITECTURAL ACCREDITATION BOARD BY ACCREDITED ACADEMIC PROGRAMS
SUMMARY OF 2015 ANNUAL REPORTS SUBMITTED TO THE LANDSCAPE ARCHITECTURAL ACCREDITATION BOARD BY ACCREDITED ACADEMIC PROGRAMS Prepared by: Kris Pritchard, LAAB Accreditation Manager Stephanie Rolley, FASLA,
More informationCareers in Research Online Survey (CROS) 2013. University of Portsmouth Results and Analysis
Careers in Research Online Survey (CROS) 2013 University of Portsmouth Results and Analysis Report prepared February 2014 Research staff from 68 UK institutions were asked for their views on working conditions,
More informationHealthcare Executive. Diversity and Inclusion. Certificate Program
Healthcare Executive Diversity and Inclusion Certificate Program About the Georgetown University School of Continuing Studies For more than 50 years, the School of Continuing Studies has fulfilled Georgetown
More information2015 Employee Engagement and Satisfaction Survey
2015 Employee Engagement and Satisfaction Survey Executive Summary Helena College University of Montana Office of Institutional Research Introduction Helena College has identified employee engagement and
More informationWHITTIER COLLEGE. Application for Admission Teacher Credential Program. Department of Education & Child Development
WHITTIER COLLEGE Department of Education & Child Development Application for Admission Teacher Credential Program 13406 E. Philadelphia Street P.O. Box 634 Whittier, CA 90608 562-907- 4248 Fax: 562-464-
More informationMASTERS SOCIAL WORK PROGRAM ASSESSMENT REPORT
MASTERS SOCIAL WORK PROGRAM ASSESSMENT REPORT This report covers the academic year 2010-2011 and includes activity during the summer of 2011 Outcomes The current mission is to prepare graduate social work
More informationBecoming a Career Counselor Checklist (adapted from NCDA s Professional Statements, http://www.ncda.org)
Becoming a Career Counselor Checklist (adapted from NCDA s Professional Statements, http://www.ncda.org) Competency I want to help others learn about themselves, their options, and how to help them make
More informationUCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION Evaluation Period:* to Evaluation Meeting Date: SECTION 1 Employee: Job Title: Employee ID: Department: Immediate Supervisor/Administrator: Title: TYPE OF
More informationNational Undergraduate Study
National Undergraduate Study Sponsored By: The William F. Buckley, Jr. Program at Yale October 26 th, 15 Presented by: Jim McLaughlin and Rob Schmidt On the web www.mclaughlinonline.com Presentation Outline
More informationDiversity Plan. College of Engineering
Diversity Plan College of Engineering Date Original Plan Completed Here (Format: March 18, 2005) Date of Most Recent Revision Here (Format: November 1, 2011) Page 1 Table of Contents Diversity Committee
More informationDoctoral Programs in Communication: Updated Report for 2010-2011 Graduates
Doctoral Programs in Communication: Updated Report for 2010-2011 Graduates A Supplemental Report Annual Surveys of Journalism & Mass Communication Lee B. Becker Tudor Vlad Holly Simpson Konrad Kalpen James
More informationLibraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation
Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation Name Job Title Personal Information Division: Libraries & Educational Technologies Performance
More informationAlabama A&M University Student Academic Program Assessment Mechanical Engineering
I. Alabama A&M University Degree program type: 1 Undergraduate 14 100% 2 Graduate 0 0% Mean 1.00 Gender: 1 Male 9 64% 2 Female 5 36% Mean 1.36 Age group: 1 18-20 0 0% 2 21-23 10 71% 3 24-25 3 21% 4 26-30
More informationAnalysis of State of Vermont. Employee Engagement Survey Results 2013. January 2014
Analysis of State of Vermont Employee Engagement Survey Results 2013 January 2014 Prepared by: Douglas Pine, Ph.D. Vermont Department of Human Resources Table of Contents Introduction... 5 Methodology...
More informationProject Focus. Component 1:
Connect 25: Nontraditional Student Engagement at Six Public Tennessee Board of Regents Universities; where we are and where we need to go. Submitted by Cheryl Green, PhD Maxine Smith Fellow, 2014 Tennessee
More informationEquality Analysis Report Template (2014)
Equality Analysis Report Template (2014) 1 Title of policy Staff Development and Performance Review 2 Who does the policy, provision, procedure or practice affect? All core (non-casual) staff, 3 Sources
More informationGrand Rapids Community College Grand Rapids, Michigan
National Initiative for Leadership & Institutional Effectiveness Grand Rapids Community College Grand Rapids, Michigan Personal Assessment of the College Environment (PACE) Analysis by Personnel Classification
More informationNATIONAL AERONAUTICS AND SPACE ADMINISTRATION. 2015 Annual Employee Survey Results
2015 Annual Employee Survey Results Public Law requires Federal agencies to administer an Annual Employee Survey (AES) every year and post the results for public access. NASA expands upon these requirements
More information2013-2014 Assessment Report Program: Human Development & Family Studies, MS
2013-2014 Assessment Report Program: Human Development & Family Studies, MS College of Human Sciences Human Development & Family Studies Human Development & Family Studies, MS Expected outcomes: The Auburn
More informationMPH Program Policies and Procedures Manual
MPH Program Policies and Procedures Manual Curriculum and Advising Academic Advising Academic advisors are appointed by the chairs, in consultation with the MPH Director Curriculum Decisions All changes
More informationThe Academic and Co-Curricular Experiences of UCSD Freshmen Students 2004-2005 Evidence from the Your First College Year Survey
The Academic and Co-Curricular Experiences of UCSD Freshmen Students 2004-2005 Evidence from the Your First College Year Survey The academic, cognitive, and psychosocial adjustment of freshmen students
More informationContinuing Education. Online Program: M.S. in Educational Leadership. Dear Colleague:
Continuing Education Online Program: M.S. in Educational Leadership Dear Colleague: We are very pleased that you are interested in becoming an educational leader! California has a great need for bold,
More informationOFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17
OFFICE FOR Equity, Diversity, and Inclusion Unit Plan 2014 17 Equity, Diversity, and Inclusion Built on collaboration and innovation, UC San Diego is a preeminent student-centered, research-focused, service-oriented
More informationCareer Counseling Competencies Revised Version, 1997
Page 1 of 8 Career Counseling Competencies Revised Version, 1997 Introduction to Career Counseling Competency Statements Minimum Competencies Professional Preparation Ethical Responsibilities Career Counseling
More informationNovice Experienced Expert a. Understands the importance of ABE, ASE, and ESOL at the personal and program level. X X X
Complete Draft 1 through 5 Rhode Island Adult Education Practitioner Standards for Instructors 9-12-12 Definitions: Expert Teachers Expert teachers have the capacity to teach from the heart as well as
More informationThe Baldrige Model. Prof. Yacov Kedem Dr. Edna Benshalom Mofet Institute, Israel
Quality Management in Institutes of Higher Education The Baldrige Model Prof. Yacov Kedem Dr. Edna Benshalom Mofet Institute, Israel The 4 th International Conference Education, Research and Development
More informationAugust 2009. Page 1 PSA-2014-00177
August 2009. Page 1 Page 2 Citizens' Services (Kim Henderson) Introduction to Employee Engagement Engagement Scores at a Glance Your work unit Your organization 76 72 Employee engagement is a concept that
More informationRESEARCH BRIEF. academic experiences and perceptions,
RESEARCH BRIEF Alumni Survey Results for Pepperdine University s Graduate Programs Teresa Taningco Kaldor, Ph.D. January 2013 Key Findings This study analyzes the results of the Alumni Survey for Pepperdine
More informationYou ve heard about workplace diversity, but how much do
INTRODUCTION You ve heard about workplace diversity, but how much do you really know about it? First of all, diversity is important to your employer. Your employer doesn t want to place the future of the
More information3D Group Research. Thank you for your interest in the research conducted by 3D Group consultants. This is a partial report.
3D Group Research Thank you for your interest in the research conducted by 3D Group consultants. This is a partial report. If you would like a complimentary copy of the full report, please call us at (510)463
More informationHow To Know How Well You Did At A Nonprofit Leadership And Management Program
Alumni Perspectives: Evaluation of the Nonprofit Leadership and Management Masters Program June 2008 Linda Siefert, Ed.D. Director of Assessment Heather Carpenter, MMNA Viterbi Family Doctoral Fellow and
More informationPart Time. Part Time. Subtotal Time. Time. Criminal Justice 319 29 348 306 23 329 319 19 338 236 20 256
TOTAL enrollment Total - ALL Majors 473 37 510 466 26 492 483 24 507 469 28 497 319 29 348 306 23 329 319 19 338 236 20 256 Intent 154 8 162 160 3 163 164 5 169 233 8 241 TOTAL enrollment 319 29 348 306
More informationUniversity of San Diego Equity Scorecard 2009-2010
University of San Diego Equity Scorecard 2009-2010 Background The Equity Scorecard (previously called the Diversity Scorecard), developed by Estela Mara Bensimon, is an opportunity for campuses to bring
More informationPurpose. General Evaluation Factors
LANE COMMUNITY COLLEGE CLASSIFIED STAFF PERFORMANCE EVALUATION This form is used for annual evaluations (Spring of each year), or to end probationary periods of new employees Demonstrate Lane s commitment
More information{COMPANY NAME} Diversity Survey
{COMPANY NAME} Diversity Survey Please take a few minutes to complete this survey. Your specific answers will be completely anonymous, but your views, in combination with those of others, are extremely
More informationUniversity of Wisconsin- Milwaukee College of Nursing On-Line PhD Program: Meeting the Nurse Educator Crisis
University of Wisconsin- Milwaukee College of Nursing On-Line PhD Program: Meeting the Nurse Educator Crisis presented to the UW System Board of Regents by Sally Peck Lundeen, PhD, RN, FAAN Dean and Professor
More informationEstimated Population Responding on Item 25,196,036 2,288,572 3,030,297 5,415,134 4,945,979 5,256,419 4,116,133 Medicare 39.3 (0.2)
Table 3-15. Percent Distribution of Veterans by Type of Health Insurance and Age 35 Years 35-44 Years 2001 National Survey of Veterans (NSV) - March, 2003 - Page 140 45-54 Years 55-64 Years 65-74 Years
More informationAnnual Report of Life Insurance Examinations Calendar Year 2010
Annual Report of Life Insurance Examinations Calendar Year 2010 OVERVIEW This report was prepared according to the provisions of section 626.2415, Florida Statutes, and is published annually using data
More informationA Study of Health Insurance Coverage and Quality of Life in the Sacramento Region
A Study of Health Insurance Coverage and Quality of Life in the Sacramento Region The Institute for Social Research California State University, Sacramento College of Social Sciences and Interdisciplinary
More informationEMPLOYEE ENGAGEMENT STRATEGY: A STRATEGY OF ANALYSIS TO MOVE FROM EMPLOYEE SATISFACTION TO ENGAGEMENT
EMPLOYEE ENGAGEMENT STRATEGY: A STRATEGY OF ANALYSIS TO MOVE FROM EMPLOYEE SATISFACTION TO ENGAGEMENT Employee engagement surveys are a good tool for soliciting the ideas and opinions of your employees.
More informationBloomsburg University Midterm and Final Competency Field Evaluation. Task Supervisor (if appropriate) :
Bloomsburg University and Competency Field Evaluation BSW EVALUATION OF THE COMPETENCIES AND PRACTICE BEHAVIORS Student : Field Instructor : Task Supervisor (if appropriate) : _ Agency : University Faculty
More information8 Tips to Engage Your Employees. Brought to you by TNS Employee Insights
8 Tips to Engage Your Employees Brought to you by TNS Employee Insights Tips 01 Get to Know Your Employees...4 02 Provide Basic Training for Your Employees...6 03 Develop Your People...8 04 Recognize Your
More informationtake your passion for teaching to the next level
take your passion for teaching to the next level LEARN MORE ABOUT AT SLIPPERY ROCK UNIVERSITY www.sru.edu/graduate For questions about admissions and applications: 724.738.2051 or 877.SRU.GRAD graduate.admissions@sru.edu
More informationA Qualitative Investigation of the Human Resource Management Practices in Small Businesses
Cornell University ILR School DigitalCommons@ILR CAHRS Working Paper Series Center for Advanced Human Resource Studies (CAHRS) 4-1-2004 A Qualitative Investigation of the Human Resource Management Practices
More informationCivil Rights Compliance
Civil Rights Compliance Agenda Civil Rights Laws Types of Discrimination The 113: 6 Big Issues Questions & Answers 2 Goals Of Civil Rights Compliance Equal treatment for all FDPIR applicants and beneficiaries
More informationTotal Males Females 34.4 36.7 (0.4) 12.7 17.5 (1.6) Didn't believe entitled or eligible 13.0 (0.3) Did not know how to apply for benefits 3.4 (0.
2001 National Survey of Veterans (NSV) - March, 2003 - Page 413 Table 7-10. Percent Distribution of Veterans by Reasons Veterans Don't Have VA Life Insurance and Gender Males Females Not Applicable 3,400,423
More informationApplication for Graduate Study
Application for Graduate Study Expected Registration Year: Graduate Program: Name: Maiden: Address: City: County: State: Zip: Are you a U.S. Citizen? Yes No Nation of Citizenship: If no: Green Card Degree
More informationINTERGROUP DIALOGUE FACILITATOR TRAINING Harrisburg Area Community College
INTERGROUP DIALOGUE FACILITATOR TRAINING Harrisburg Area Community College Pyramid Consulting Services (PCS) would like to offer its diversity education training services to the Harrisburg Area Community
More informationExecutive MBA Program. Application for Admission
Executive MBA Program Application for Admission Application Instructions ADMISSION To be considered for admission to the E. Philip Saunders College of Business Executive MBA Program, a candidate must:
More informationNoel-Levitz College Employee Satisfaction Survey
Noel-Levitz College Employee Satisfaction Survey SPRING 2014 Prepared by the Office of Institutional Effectiveness Table of Contents Introduction Survey Themes, Contents, and Rating Scales... 1 Analysis
More informationThe Effect of Teaching Multicultural Awareness on Perceptions of Organizational Diversity: Implications for Organizational Leaders
Rev. Integr. Bus. Econ. Res. Vol 4(1) 1 The Effect of Teaching Multicultural Awareness on Perceptions of Organizational Diversity: Implications for Organizational Leaders Beatrice Gibbons-Kunka Robert
More informationAbstract. Methods. contacted via e-mail regarding their willingness to participate in a telephone interview.
UCI Faculty Exit Interview p. 1 EXIT INTERVIEW DATA ANALYSIS VOLUNTARY RESIGNATIONS OF REGULAR-RANKS FACULTY UNIVERSITY OF CALIFORNIA, IRVINE (Telephone Interviews Conducted under the Auspices of the UCI
More informationReflections of a Graduate Student
University of Northern Iowa Reflections of a Graduate Student 2013-2014 Academic Year By: Megan Vogt Graduate Research Assistant CIO s Office & Institutional Research Abstract The University of Northern
More informationMASTERS IN COUNSELOR EDUCATION PROGRAM EVALUATION REPORT
MASTERS IN COUNSELOR EDUCATION PROGRAM EVALUATION REPORT Prepared by Leanne Walker Paula Gravelle Center for Education Policy, Applied Research and Evaluation College of Education & Human Development University
More informationRESULTS FROM HIGH SCHOOL EXIT SURVEYS 5/6/2015 SYSTEM PLANNING AND PERFORMANCE PORTLAND PUBLIC SCHOOLS HIGHLIGHTS
RESULTS FROM HIGH SCHOOL EXIT SURVEYS 5/6/2015 HIGHLIGHTS The majority of PPS high school seniors plan to graduate and to enroll in some type of higher education. Historically underserved racial groups
More informationThe Employment Status of Instructional Staff Members in Higher Education, Fall 2011
The Employment Status of Instructional Staff Members in Higher Education, Fall 2011 April 2014 John W. Curtis Director of Research and Public Policy American Association of University Professors, Washington
More informationBachelor of Applied Science International Business Internship Training Agreement and Learning Objectives Contract
Learning Objectives ontract NS Internship Office 9600 ollege Way North Seattle, WA 98103 Phone: (206) 934-3734 Fax: (206) 934-3735 STUDENT INFORMATION Name: Address: Phone: Student ID Number: ity, State,
More informationPORTLAND PUBLIC SCHOOLS Successful Schools Survey Summary Staff Results
PREPARED FOR: PORTLAND PUBLIC SCHOOLS Successful Schools Survey Summary Staff Results June 2015 PREPARED BY: DHM RESEARCH (503) 220-0575 239 NW 13 th Ave., #205, Portland, OR 97209 www.dhmresearch.com
More informationUC Merced Performance Appraisal Employee Information. Appraisal Ratings. Part One: Core Competencies. Competency Comments: Performance Assessment
UC Merced Performance Appraisal Employee Information Name: Division: Job Title: Department: Supervisor's Name: Title Unit Code: Period Covered By This Appraisal: From: To: Appraisal Ratings Far Exceeds
More informationUNH Graduate Education Department. Quarterly Assessment Report
First Quarter Assessment Report UNH Graduate Education Department Quarterly Assessment Report First Quarter i First Quarter Assessment Report Table of Contents Introduction... Section - Purpose of the
More informationComprehensive Diversity Plan for the Research Division
Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell
More information*Performance Expectations, Elements and Indicators
C o m m o n C o r e o f L e a d i n g : Connecticut School Leadership Standards *Performance Expectations, Elements and Indicators *For further information, visit: http://www.sde.ct.gov/sde/cwp/view.asp?a=2641&q=333900
More informationDepartment of Social Work Florida Gulf Coast University. Generalist Practice Field Placement Learning Plan. Task Supervisor (if applicable):
Department of Social Work Florida Gulf Coast University Generalist Practice Field Placement Learning Plan Student: Student Email: Agency: Agency Phone: Field Instructor: Faculty Liaison: Task Supervisor
More informationB e l m o n t U n i v e r s i t y Graduate Application for Master of Sport Administration
B e l m o n t U n i v e r s i t y Graduate Application for Master of Sport Administration Applying for Admission Application Steps for Master of Sport Administration (MSA) Applicants: 1. Complete the entire
More informationBEST PRACTICES FOR BUSINESS SCHOOLS TO LEAD IN EXPANDING OPPORTUNTIES FOR WOMEN IN BUSINESS AND TO ADAPT TO THE 21 ST -CENTURY WORKFORCE
BEST PRACTICES FOR BUSINESS SCHOOLS TO LEAD IN EXPANDING OPPORTUNTIES FOR WOMEN IN BUSINESS AND TO ADAPT TO THE 21 ST -CENTURY WORKFORCE In order to identify strategies and best practices to better prepare
More informationAssessing Employee Satisfaction at the Zimbabwe Open University
Assessing Employee Satisfaction at the Zimbabwe Open University Daniel Ndudzo Zimbabwe Open University, Harare, Zimbabwe ABSTRACT This study assesses employee satisfaction at the Zimbabwe Open University.
More informationTransition to teaching survey
Transition to teaching survey Part A: Your licensure and job status 1. Did you apply for a teaching license during or after completing your licensure program? Yes No If yes, go to next question. If no,
More informationEQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)
EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.
More informationThe Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland. ADVANCE Research and Evaluation Report for CMNS
The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland ADVANCE Research and Evaluation Report for by KerryAnn O Meara, Associate Professor, Higher Education Co-PI for Research
More informationNursing Student Peer Educators in Partnership With University Health Services: A Collaborative Effort to Engage College Freshman in Sexual Health
Nursing Student Peer Educators in Partnership With University Health Services: A Collaborative Effort to Engage College Freshman in Sexual Health Education Katherine Chadwell, DNP, MS, ARNP-BC Sande Gracia
More informationColoradoFIRST Impact on Participant Future Education and Career Choices
1475 LAWRENCE STREET SUITE LC-2401 DENVER, CO 80202 Executive Summary ColoradoFIRST Impact on Participant Future Education and Career Choices ColoradoFIRST and FIRST Robotics Competition (FRC ) have certainly
More informationHighlights and Trends: ASHA Counts for Year End 2009
Highlights and Trends: ASHA Counts for Year End 2009 Constituents -- How many are there? How have the numbers changed? v ASHA currently represents 140,039 speech-language pathologists, audiologists, and
More informationjob pack www.creative-bridge.com
job pack November 2015 Customer Service Executive Welcome Hello, and welcome to Creative Bridge. We re looking for an enthusiastic, driven and reliable Customer Service Executive who is excited at the
More informationWhere We Stand at Baseline: Results of a Survey of California Children Aged 11-13 and Adult Decision-Makers Aged 25+ June 2012
FIELD RESEARCH FOUNDED IN 1945 BY MERVIN FIELD CORPORATION Where We Stand at Baseline: Results of a Survey of California Children Aged 11-13 and Adult Decision-Makers Aged 25+ June 2012 Prepared for Runyon,
More informationHealth Care Compliance Certificate
Health Care Compliance Certificate The Health Care Compliance Certificate provides the unique skills needed to guide a health care organization through the complex maze of government laws and regulations.
More informationCollege Senior Survey 2015
Institutional Research and Effectiveness Randie L. Timpe October 2015 Page 2 Table of Contents Executive Summary... 3 Introduction... 4 Cohort Demographic Profile... 5 Characteristics Shared with National
More information