Appendix C Importance Measure of Key Topic Areas (Overall Satisfaction)
|
|
|
- Muriel Bond
- 7 years ago
- Views:
Transcription
1 2011 ACADEMIC DIVISION STAFF SURVEY Appendix C Importance Measure of Key Topic Areas (Overall Satisfaction)
2 UNIVERSITY OF VIRGINIA
3 2011 ACADEMIC DIVISION STAFF SURVEY Importance Measures of Key Topic Items Regression Analysis (Dependent variable is Key Topic Overall Satisfaction) Table C-1 Overall Satisfaction with Function and Safety of Work Facilities (A8) by Items (A1, A2, A5-A7) A1 My work space is adequate to do my job A2 My work space is maintained well A5 My usual work environment is safe A7 I feel safe in the parking areas I use for work A6 I feel safe from possible violence in my workplace Adjusted R Square:.54 Table C-2 Overall Satisfaction with Technology (A9) by Items (A3, A4) A3 I have access to the technology necessary to do my job A4 I have access to the technology support necessary to do my job Adjusted R Square:.59 Center for Survey Research C-1
4 UNIVERSITY OF VIRGINIA Table C-3 Overall Satisfaction with Empowerment (B7) by Items (B1-B6) B5 I am involved in decision making that affects my job B6 At work, I have an opportunity to do what I do best every day B4 I have the authority to do the things that I am responsible to do B1 I am encouraged to take initiative B3 I can make the decisions I need to make to do my job well B2 I have plenty of opportunities to learn new skills and develop new talents Adjusted R Square:.77 Table C-4 Overall Satisfaction with Performance (C8) by Items (C1-C7) C2 I feel appreciated and valued at work C6 My job makes good use of my skills and abilities C5 My job gives me a feeling of personal accomplishment C1 I am proud to tell people that I work for the University of Virginia C7 I see the connection between the work that I do and the success of the University C3 My work really matters C4 I find my work to be interesting Adjusted R Square:.73 C-2 University of Virginia
5 2011 ACADEMIC DIVISION STAFF SURVEY Table C-5 Overall Satisfaction with Performance Evaluations (D10) by Items (D1-D9) D9 Time spent on performance evaluation is time well spent D6 The performance evaluation process adequately captures the nature of my work D8 The performance evaluation system is user-friendly D4 D5 My performance evaluation helps me know how well I am doing in my job The career development section of the performance evaluation helps me plan and develop my career D2 I have a clear understanding of how my performance is evaluated D3 D1 D7 I know what I need to do to achieve high performance ratings in my job I receive regular feedback about my performance from my supervisor I have the opportunity to provide input into my goals and evaluation Adjusted R Square: Table C-6 Overall Satisfaction with Commitment to the University (E8) by Items (E1-E7) E1 I would be very happy to spend the rest of my career at the University E3 The University has a great deal of personal meaning for me E5 I feel a strong sense of belonging to the University E7 My contributions to the University are recognized appropriately E4 The University truly is a Caring Community E6 The University shows its commitment to me by offering small rewards and other job perks E2 My values and the values of the University are similar Adjusted R Square:.62 Center for Survey Research C-3
6 UNIVERSITY OF VIRGINIA Table C-7 Overall Satisfaction with Commitment by University as Employer (E9) by Items (E1-E7) E7 My contributions to the University are recognized appropriately E4 The University truly is a Caring Community E6 E1 The University shows its commitment to me by offering small rewards and other job perks I would be very happy to spend the rest of my career at the University E5 I feel a strong sense of belonging to the University E2 My values and the values of the University are similar E3 The University has a great deal of personal meaning for me Adjusted R Square:.60 Table C-8 Overall Satisfaction with Training (F10) by Items (F1-F9) F8 I feel I have adequate opportunities to develop my career F1 The amount of training that I receive allows me to do my job well F9 I have the time I need to take advantage of training opportunities F2 The quality of training that I receive allows me to do my job well F3 F7 F5 I receive the training I need to operate the equipment necessary to do my job I receive information about training opportunities that are available Opportunities to receive training are distributed fairly in my department F6 I have used skills that I learned in training F4 I receive the training I need to do my job safely Adjusted R Square:.77 C-4 University of Virginia
7 2011 ACADEMIC DIVISION STAFF SURVEY Table C-9 Overall Satisfaction with Promotion Opportunities (G7) by Items (G1-G6) G1 In my department, opportunities for promotion are equally available G6 I see myself in a long-term career path at the University G5 The best chance I see for a promotion is inside my department G3 G2 G4 In my department, promotions are awarded to the best qualified candidate In my department, promotions happen mostly because of work achievements I have professional networking opportunities inside or outside of my department Adjusted R Square: Table C-10 Overall Satisfaction with Teamwork (H9) by Items (H1-H8) H1 People I work with most work well as a team H8 In my opinion, the people I work with most are reaching their full potential H4 The people I work with most make me feel that I am part of a team H5 I have trust in the people I work with most H7 H3 H6 There are enough employees in my department to meet our responsibilities well The people I work with most are good at solving problems together When there is a conflict the people I work with most handle it appropriately H2 I receive the support I need from the people I work with most Adjusted R Square:.77 Center for Survey Research C-5
8 UNIVERSITY OF VIRGINIA Table C-11 Overall Satisfaction with Supervisors (I9) by Items (I1-I8) I8 My supervisor recognizes me for doing a good job I6 My supervisor is generally available when I need assistance I3 My supervisor acts on employee suggestions I4 I1 I5 I2 I7 My supervisor promotes or shows an active interest in my career development My supervisor communicates information about matters that affect employees My supervisor provides opportunities to make changes in he way things are done My supervisor asks me for ideas and suggestions for improvements I can provide feedback into the performance evaluation of my supervisor Adjusted R Square: Table C-12 Overall Satisfaction with Leadership (J6) by Items (J1-J5) J2 University leadership sets the appropriate tone in their communication with employees J3 University leadership makes it easier for me to get my job done J4 In my opinion, the actions of University leadership are always ethical J1 I trust the decisions made by University leadership J5 In my opinion, University leadership is effectively ensuring a successful future for the University Adjusted R Square: C-6 University of Virginia
9 2011 ACADEMIC DIVISION STAFF SURVEY Table C-13 Overall Satisfaction with Communication (K5) by Items (K1-K4) K4 K3 The existing communication within the University helps me do my job better I usually hear about important changes through communications from my supervisor or management rather than through rumors K1 My job expectations are communicated to me clearly K2 My supervisor or management discusses changes that affect my job with me before they are put into effect Adjusted R Square: Table C-14 Overall Satisfaction with Integrity (L6) by Items (L1-L5) L1 The people I work with most behave ethically in the workplace L4 L2 L3 L5 The people I work with most can report any unethical behavior they see without fear of reprisal I am confident that quick and decisive action will be taken if wrongdoing is discovered among the people I work with most If I become aware of unethical behavior at work I know how I can report it I am familiar with the University of Virginia s Ethics Code and Standards of conduct Adjusted R Square: Center for Survey Research C-7
10 UNIVERSITY OF VIRGINIA Table C-15 Overall Satisfaction with Diversity (M6) by Items (M1-M5) M5 M1 If I were to experience harassment or discrimination, I would feel comfortable asking for help The University treats all employees with fairness and respect regardless of their race, color, religion, gender, age, national origin, disability, veteran status, sexual orientation, transgender, or gender identity M4 Employees within my department are respectful of differences M2 M3 The University seeks out multiple voices and perspectives when decisions are made about how we work Inappropriate jokes or comments are not tolerated in my department Adjusted R Square: Table C-16 Overall Satisfaction with Employee Relations (N5) by Items (N1-N4) N1 If I have a complaint in my department, it will be handled fairly N3 My department follows its hiring policies and practices N2 N4 If I disagree with my supervisor, I can get a fair hearing from his or her supervisor If I have a complaint or a question about employee policies and procedures, I know where I can get the information I need Adjusted R Square: C-8 University of Virginia
11 2011 ACADEMIC DIVISION STAFF SURVEY Table C-17 Overall Satisfaction with Pay (O6) by Items (O1-O4) O3 I feel that I am paid fairly compared to the market O4 When changes in pay occur, they are made fairly O2 O1 My pay is about the same as or better than I would receive if I were doing the same type of work for another organization If I have a question about pay, I can get an answer quickly, accurately and easily Adjusted R Square: Center for Survey Research C-9
12 UNIVERSITY OF VIRGINIA C-10 University of Virginia
Sample of Locally Developed Questions List
Sample of Locally Developed Questions List Questions selected or self-created will be added to the survey during the request process. Requesting organizations can select up to ten locally developed questions.
Sample of Locally Developed Questions List
Sample of Locally Developed Questions List All questions will be answered using the following five-point scale. Totally Agree Moderately Agree Neither Agree Nor Disagree Moderately Disagree Totally Disagree
Hope In-Home Care CODE OF CONDUCT AND ETHICS
Hope In-Home Care CODE OF CONDUCT AND ETHICS September 2014 Table of Contents A MESSAGE FROM OUR DIRECTOR... 3 INTRODUCTION TO THE CODE OF CONDUCT AND ETHICS... 4 ELEMENT 1: QUALITY OF CARE... 5 ELEMENT
The Respectful Workplace: You Can Stop Harassment: Opening the Right Doors. Taking Responsibility
The Respectful Workplace: Opening the Right Doors You Can Stop Harassment: Taking Responsibility Statewide Training and Development Services Human Resource Services Division Department of Administrative
Business Conduct, Compliance and Ethics Program. important
Business Conduct, Compliance and Ethics Program important Table of Contents Letter from Troy Kirchenbauer As healthcare s first online direct contracting market, aptitude is committed to upholding the
Our vision. A company where the best people want to work.
Code of Conduct Our vision A company where the best people want to work. The world leader in chemical distribution, providing unparalleled connectivity between customers and suppliers. 2 Univar s guiding
You 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
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
The Financial Advisor Opportunity at Edward Jones
THE FINANCIAL ADVISOR OPPORTUNITY The Financial Advisor Opportunity at Edward Jones To help you determine whether becoming a Financial Advisor with Edward Jones matches your personal career objectives,
2014 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
Diversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
Core Leadership Competencies
Core Leadership Competencies The following guidance further clarifies the distinctions between levels of performance for the 8 core competencies outlined in Element 1 of all DHS SES performance plans.
PHILIP MORRIS INTERNATIONAL INC.
PHILIP MORRIS INTERNATIONAL INC. Code of Business Conduct and Ethics for Directors 1. Introduction This Code of Business Conduct and Ethics for Directors ( Code ) has been adopted by Philip Morris International
California Mutual Insurance Company Code of Business Conduct and Ethics
California Mutual Insurance Company Code of Business Conduct and Ethics This Code of Business Conduct and Ethics (the Code ) applies to all officers, employees, and directors of California Mutual Insurance
HealthStream Regulatory Script
HealthStream Regulatory Script Diversity in the Workplace Version: May 2007 Lesson 1: Introduction Lesson 2: Significance of Workplace Diversity Lesson 3: Diversity Programs Lesson 4: Doing Your Part Lesson
Sample Satisfaction Surveys
Continuous Quality Improvement Tool Kit Sample Satisfaction Surveys Page 15 Emergency Services Satisfaction Survey [Organization] strives to treat all clients with dignity, respect and fairness. We also
THE BEHAVIORAL-BASED INTERVIEW
THE BEHAVIORAL-BASED INTERVIEW When interviewing candidates for a position at your facility, it is important to remember that it is important to ask questions beyond what can be found on a Curriculum Vitae.
Effective Working Relationships
1 Effective Working Relationships 2 CREATE AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS We all work with others in our daily working life to produce the products and services that we provide to our customers.
World 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
Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952
Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection
9.5 Discrimination, Harassment and Other Unacceptable Behaviors (Uniform Policy)
9.5 Discrimination, Harassment and Other Unacceptable Behaviors (Uniform Policy) Summary Xcel Energy is committed to a workplace free of discrimination and harassment based on race, color, religion, creed,
Planning Services. Customer focus strategy 2011. westlothian.gov.uk
Planning Services Customer focus strategy 2011 westlothian.gov.uk 1 Contents Introduction 3 Customer care 4 Planning Services Customer Care Standards 6 Equal opportunities 8 Customer confidentiality 8
Employee Engagement Survey 2015. Nova Scotia Government-wide Report
Employee Engagement Survey 2015 Nova Scotia Government-wide Report Employee Engagement Survey 2015 This summary report provides information on the state of employee engagement in the Nova Scotia public
INTRODUCTION 2 WORKPLACE HARASSMENT
INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer
SAMPLE INTERVIEW QUESTIONS
SAMPLE INTERVIEW QUESTIONS Interviews and interview styles vary greatly, so the best way to prepare is to practice answering a broad range of questions. For other great interview strategies, see our Successful
YOUR 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
CODE OF ETHICS FOR EMPLOYEES IN THE PUBLIC SECTOR
CODE OF ETHICS FOR EMPLOYEES IN THE PUBLIC SECTOR CABINET OFFICE OFFICE OF THE PRIME MINISTER MALTA OCTOBER 1994 CONTENTS Page Preface iii Definition 1 A. Introduction to the Code. 3 B. Values Underlying
The Engineers Canada Leader
The Engineers Canada Leader Executive Summary Engineers Canada exists to provide national support and leadership on behalf of engineering regulators to promote and maintain the interests, honour, and integrity
Copyright 2009 Club Resources International
Copyright 2009 Club Resources International For internal use only at the purchasing club or organization. Materials purchased from the Club Resources International website are for the exclusive use of
J.V. Industrial Companies, Ltd. Dispute Resolution Process. Introduction
J.V. Industrial Companies, Ltd. Dispute Resolution Process Companies proudly bearing the Zachry name have had the Dispute Resolution Process ( DR Process ) in place since April 15, 2002. It has proven
Stena Metall Group Code of Conduct
Adopted by the Stena Metall Group Board 2012-02-22 Stena Metall Group Code of Conduct Background The family owned Stena Metall Group creates jobs and provides value by offering competitive sustainable
This Constitution establishes the principles and values of the NHS in England.
NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This
LABOUR & HUMAN RIGHTS POLICY
LABOUR & HUMAN RIGHTS 1 CARLSBERG LABOUR & HUMAN RIGHTS CONTENTS 1.0 Non-discrimination 2.0 Forced labour 3.0 Child labour 4.0 Freedom of association and collective bargaining 5.0 Harassment 6.0 Working
NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT
NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT It is the policy of North Carolina Wesleyan college that unlawful gender discrimination in any form, including sexual
Chapter 15 Personnel Management
Chapter 15 Personnel Management In the corporate sector, it s called human resources. And it makes sense, since your personnel are perhaps your most important resource. You can have the best operating
1. Compliance with Laws, Rules and Regulations
CODE OF BUSINESS CONDUCT - EXAMPLE INTRODUCTION This Code of Business Conduct covers a wide range of business practices and procedures. It does not cover every issue that may arise, but it sets out basic
CODE OF CONDUCT. Our commitment to ethical conduct and compliance depends on all UHS personnel.
CODE OF CONDUCT Our commitment to ethical conduct and compliance depends on all UHS personnel. If you find yourself in an ethical dilemma or suspect inappropriate or illegal conduct, discuss it with your
The 2014 Ultimate Career Guide
The 2014 Ultimate Career Guide Contents: 1. Explore Your Ideal Career Options 2. Prepare For Your Ideal Career 3. Find a Job in Your Ideal Career 4. Succeed in Your Ideal Career 5. Four of the Fastest
The Company intends to follow the ASX CGC P&R in all respects other than as specifically provided below.
Neptune Marine Services Limited Corporate Governance Statement ASX Corporate Governance Council s Corporate Governance Principles and Recommendations 3 rd edition As at 31 March 2016 and approved by the
Interviewing Practice = Preparation
Interviewing Practice = Preparation What is the Purpose of an Interview? STUDENT An interview is a two-way exchange, a conversation, in which both participants have some goals. The Interviewer wants to
WELCOME Cameron University Student Employee Online Orientation
CAMERON UNIVERSITY WELCOME Cameron University Student Employee Online Orientation 0 My name is Debbie Kightlinger and I am the Student Employment Coordinator. If you have any questions or issues while
Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose
Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose Reports to: Senior Pastor Supervises: Operation Staff and Volunteer Team Leads Part of: Executive Team Revised:
EQUALITY AND DIVERSITY POLICY AND PROCEDURE
EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment
Parent Survey Question Bank
State Model for Educator Evaluation 1. Adults at this school challenge my child to do better. 2. Adults at this school treat students with respect. 3. Bullying is a problem at my child s school. 4. Classroom
NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan
U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational
15 Most Typically Used Interview Questions and Answers
15 Most Typically Used Interview Questions and Answers According to the reports made in thousands of job interviews, done at ninety seven big companies in the United States, we selected the 15 most commonly
The Scottish Social Housing Charter
The Scottish Social Housing Charter The Scottish Social Housing Charter The Scottish Government, Edinburgh, 2012 Crown copyright 2012 You may re-use this information (excluding logos and images) free of
Understand your role
The CARE CERTIFICATE Understand your role What you need to know THE CARE CERTIFICATE WORKBOOK Standard Your role - Tasks, Behaviours and Standards of work Your role will have a job description. This tells
INTERVIEW QUESTIONS. Behavioral Questions by Job Competency
INTERVIEW QUESTIONS Initial Questions What is your primary reason for leaving your current company, and how could joining the University of New Mexico/this department fill that need? What do you think
CODE OF CONDUCT. It s how we do what we do
CODE OF CONDUCT It s how we do what we do 2 FOREWORD Our organization brings together people from a wide range of cultural backgrounds all with different skills and different viewpoints. The diversity
Cultural Top Tips for uk Businesses working with Poland
Cultural Top Tips for uk Businesses working with Poland These Top tips have been produced by our intercultural practitioners at British Council Poland, the majority of whom are Polish citizens Reality
Your Rights as an Employee
Your Rights as an Employee Federal discrimination laws provide basic rights for job applicants and employees. The laws apply to applicants, employees, and former employees. Full-time, part-time, seasonal,
Attitude is Everything
TRAINING LEADER S GUIDE JUST A CALL AWAY Series Attitude is Everything 2000 New Media Now! & OurBizniss COPYRIGHT WAIVER In order to provide you with cost-effective training, & OurBizniss Productions have
Performance 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...
August 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
Workplace Violence and Harassment Prevention
Workplace Violence and Harassment Prevention Workplace Violence & Harassment Prevention "The government has acted to protect workers from workplace violence. Everyone should be able to work without fear
JHSPH HUMAN SUBJECTS RESEARCH ETHICS FIELD TRAINING GUIDE
JHSPH HUMAN SUBJECTS RESEARCH ETHICS FIELD TRAINING GUIDE This guide is intended to be used as a tool for training individuals who will be engaged in some aspect of a human subject research interaction
Applying For Position Full Time Part Time Seasonal Available from / / Expected Earnings $ King St. in McCully
REI Food Service, LLC Gyotaku Japanese Restaurant Employment Application www.gyotakuhawaii.com Human Resources: (808) 457-1135 ext-2 email: jobs@gyotakuhawaii.com Business Office 98-027 Hekaha St, Unit
Workplace Diversity Program 2006-2010
Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no
CODE OF CONDUCT AND ETHICS
The masculine gender is used in this document without any discrimination and refers to both masculine and feminine genders. TABLE OF CONTENTS TABLE OF CONTENTS... 2 A. WHO THIS CODE APPLIES TO... 3 B.
CITY OF PORTLAND POLICY AGAINST HARASSMENT
CITY OF PORTLAND POLICY AGAINST HARASSMENT I. POLICY AGAINST HARASSMENT Employees are the most important part of this organization. They deserve to be treated with respect and dignity. It is the policy
Fiskars Code of Conduct
GROUP POLICY Fiskars Code of Conduct Version history: Person responsible Päivi Timonen, General Counsel Owner Fiskars Ethics Advisory Group Framework 1.A Group Next Revision Date Code Policies Version
Business Ethics Policy
Business Ethics Policy The WCH Ltd Ethics Code The business philosophy of WCH has been developed around a core set of values which are fundamental to the organisation s development and success. One of
Average producers can easily increase their production in a larger office with more market share.
The 10 Keys to Successfully Recruiting Experienced Agents by Judy LaDeur Understand whom you are hiring. Don t make the mistake of only wanting the best agents or those from offices above you in market
States of Jersey Human Resources Department. Code of Conduct
States of Jersey Human Resources Department Code of Conduct INTRODUCTION The Island community is entitled to expect the highest standards of conduct from all employees who work for the States of Jersey.
Investors in People First Assessment Report
Investors in People First Assessment Report K.H.Construction Cambridge Assessor: Lesley E Ling On-site Date/s: 3 rd September 2008. Recognition Date: Contents 1. Introduction Page 2 2. Assessment and Client
Questions for workplace needs analysis surveys
Questions for workplace needs analysis surveys Notes 1. These questions come from workplace basic skills surveys that include native-speakers. 2. Interviewers will need to reformulate questions according
MINNESOTA STATE COLLEGES AND UNIVERSITIES BOARD OF TRUSTEES. Agenda Item Summary Sheet
MINNESOTA STATE COLLEGES AND UNIVERSITIES BOARD OF TRUSTEES Agenda Item Summary Sheet Committee: Diversity and Equity Date of Meeting: October 17, 2012 Agenda Item: Proposed Amendments to Board Policy
ARB's overarching goals The Board has identified two objectives from the Act which underpin all of our work:
Architects Registration Board Communications Strategy Introduction Effective communication is key to the work of the Architects Registration Board (ARB), enabling the organisation to build and maintain
Leadership and Management Competencies
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
Treating Customers Fairly. October 2015
Treating Customers Fairly October 2015 Our promise to treat you fairly At SSE we are committed to giving excellent service and treating customers fairly. Our 2015 Treating Customers Fairly Statement sets
Conducting Effective Appraisals
Conducting Effective Appraisals By Mark Williams Head Of Training MTD Training Web: www.mtdtraining.com Telephone: 0800 849 6732 1 MTD Training, 5 Orchard Court, Binley Business Park, Coventry, CV3 2TQ
Challenges Faced in a Harassment Investigation
Challenges Faced in a Harassment Investigation By: Lauren M. Bernardi This article outlines five of the most common challenges faced during a harassment investigation and provides strategies for responding
KAM Specialties, Inc. (KAM) Code of Ethics
KAM Specialties, Inc. (KAM) Code of Ethics Date Approved : 11/15/2010 Introduction KAM s executive management is responsible for setting standards of business ethics and overseeing compliance with these
Small Business Borrowers Bill of Rights Attestation Form for Lenders and Credit Marketplaces
Small Business Borrowers Bill of Rights Attestation Form for Lenders and Credit Marketplaces Summary of Attestation My organization actively supports and adheres to the Small Business Borrowers Bill of
The Wisconsin Comprehensive School Counseling Model Student Content Standards. Student Content Standards
The Wisconsin Comprehensive School Counseling Model Student Content Standards The Wisconsin Comprehensive School Counseling Model builds the content of developmental school counseling programs around nine
Canadian Pacific Railway
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
Bloomsburg 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
INTEGRITY AT TURTLE & HUGHES
INTEGRITY AT TURTLE & HUGHES Business Ethics Code of Conduct TSI CORE VALUES These six core values are our foundation. They define our culture and who we are as people and as a company. They set us apart
SERVICE REQUIREMENTS FOR CONTRACTORS AND CONSULTANTS
SERVICE REQUIREMENTS FOR CONTRACTORS AND CONSULTANTS (PREVIOUS VERSIONS REFERRED TO AS THE CODE OF CONDUCT FOR CONTRACTORS 1 ) BEHAVIOR GUIDING PRINCIPLE Service I Focus on Providing High-Quality Service
Leading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard
Coast Guard Leadership Competencies Leadership competencies are the knowledge, skills, and expertise the Coast Guard expects of its leaders. The 28 leadership competencies are keys to career success. Developing
Frontline Supervisor Structured Behavioral Interview Questions
National Frontline Supervisor Competencies Frontline Supervisor Structured Behavioral Interview s April, 2013 Research & Training Center on Community Living Institute on Community Integration (UCEDD) Published
OUR VALUES & COMPETENCY FRAMEWORK
OUR VALUES & COMPETENCY FRAMEWORK Introduction Below you will find the PPF s values and details of our key generic competencies and competency levels. You ll find details of the competency levels required
Welcome to Cornell Cooperative Extension We are pleased that you have accepted a volunteer role in Cornell Cooperative Extension. From the moment of
Welcome to Cornell Cooperative Extension We are pleased that you have accepted a volunteer role in Cornell Cooperative Extension. From the moment of its inception, Cooperative Extension believed in and
Letter from the Chief Executive Officer and Chairman and the Group Medical Director
Letter from the Chief Executive Officer and Chairman and the Group Medical Director Every day, millions of people put their trust in International SOS to help them wherever they live or travel. We remain
Samples of Interview Questions
Human Resources/Payroll Introductory/Warm-Up/Rapport Building How did you find out about this job opening? What attracted you to this position? What do you know about our organization? Why are you considering
WORKPLACE DIVERSITY PROGRAM
WORKPLACE DIVERSITY PROGRAM 2010-2014 TABLE OF CONTENTS LEGAL FRAMEWORK... 2 CONCEPT OF WORKPLACE DIVERSITY... 2 AIM OF THE WORKPLACE DIVERSITY PROGRAM... 2 WORKPLACE DIVERSITY PROGRAM... 3 REPORTING...
A COMPARATIVE STUDY OF WORKFORCE DIVERSITY IN SERVICE AND MANUFACTURING SECTORS IN INDIA
IMPACT: International Journal of Research in Business Management (IMPACT: IJRBM) ISSN(E): 2321-886X; ISSN(P): 2347-4572 Vol. 2, Issue 3, Mar 2014, 1-8 Impact Journals A COMPARATIVE STUDY OF WORKFORCE DIVERSITY
36 TOUGH INTERVIEW QUESTIONS And ways to structure the responses
1 36 TOUGH INTERVIEW QUESTIONS And ways to structure the responses (Management specific questions start with question 30) 1. Tell me about yourself Frame it: Describe how you are today vs. a long story
EQUAL OPPORTUNITIES & DIVERSITY POLICY
1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects
So You d Like a Sport Psychology Consultant to Work With Your Team? Three Key Lessons Learned from Olympic Teams
So You d Like a Sport Psychology Consultant to Work With Your Team? Three Key Lessons Learned from Olympic Teams Sean McCann, Senior Sport Psychologist, United States Olympic Committee I first started
Managing Your Career Tips and Tools for Self-Reflection
Managing Your Career Tips and Tools for Self-Reflection Your career may well be the primary vehicle for satisfying many of your personal needs, i.e. your need to feel a sense of belonging, to feel appreciated
2012 Faculty & Staff Engagement & Climate Survey. University-Level Results
2012 Faculty & Staff Engagement & Climate Survey University-Level Results Survey Administration & Response Rates 2012 administration and results provided by Avatar HR Solutions, a national employee-survey
Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I.
Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. PURPOSE The purpose of this policy statement is to assert Louisiana State University
PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW
SECTION: HUMAN RESOURCES POLICY AND PROCEDURE No: 10.16 NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE TRUST WIDE PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW This policy explains the Performance
OUR CODE OF ETHICS. June 2013
OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS GUIDING PRINCIPLES Ethical behaviour is an integral part of the way we do business. It's crucial that all our stakeholders are able to trust us to treat
Panellists guidance for moderating panels (Leadership Fellows Scheme)
Panellists guidance for moderating panels (Leadership Fellows Scheme) Contents 1. What is an introducer?... 1 2. The role of introducers prior to the panel meeting... 2 Assigning of roles... 2 Conflicts
PREPARING FOR THE INTERVIEW
U N I V E R S I T Y C A R E E R S E R V I C E S PREPARING FOR THE INTERVIEW THE INTERVIEW The interview is an opportunity to demonstrate to an employer why you are the best fit for the position. Essentially,
Wynn Pennsylvania 2012 Diversity Plan
Wynn Pennsylvania 2012 Diversity Plan 1 2 Table of Contents Introduction... 4 Wynn Pennsylvania... 4 Diversity Statement... 5 In-House Groups...5 Human Rights Campaign (HRC) Corporate Equality Index...