The survey results are used to better understand employee perceptions, identify trends, and aid in the improvement of program offerings, communication and utilization. Emory Healthcare enhanced design of ongoing process for a new pulse survey every 3 months to track efforts, engagement and national ranking.Ī brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation:Īll University survey data is reported to relevant leadership in the aggregate form only. Emory Healthcare designs its process for a new full survey every 18 months to glean satisfaction, engagement and national ranking. Employees were also surveyed annually in 2018 & 2019 to assess their satisfaction with the comprehensive health platform, Healthy Emory Connect (powered by Virgin Pulse).Įmory Healthcare surveys 100% of staff with a national benchmarked survey, utilizing a third party nationally recognized vendor. Initiatives such as Know Your Numbers (onsite health screenings), Move More (Fitbit physical activity challenge), and Operation: Eat Right (nutrition challenge), and Refresh from Stress are just a few examples. Wellness Program Surveys (ongoing) – Participants in our wellness initiatives and challenges are surveyed for their engagement level and satisfaction for each major program. All new hire staff employees are also surveyed 60 days after their hire date to rate their overall satisfaction with Emory as well as their onboarding experience. New Hire Survey (ongoing) – New hires are given a post program survey after attending new hire orientation. Demographic data (age, length of service, pay level and home zip code) were also used to generate “personas” that describe similar employees in terms of life stage and income. The survey utilized conjoint analysis which is the appropriate methodology for evaluating the relative perceived value of different programs and how different groups of faculty or staff value what the University offers as part of their employment relationship. These include:īenefits and Rewards Survey (October 2018) – Emory University engaged an outside consultant (Mercer) to conduct a benefits and rewards survey to establish a baseline measure of employee preferences regarding the overall employee value proposition of working at Emory. Rather than one single employee satisfaction survey, Emory University has utilized a variety of different surveys which target more program-specific engagement and satisfaction information from employees. IN-39: Sustainability Office Diversity Program IN-25: Network for Student Social Innovation IN-21: Health and Safety Management Certification IN-6: Center for Sustainability Across the Curriculum IN-5: Carbon Mitigation Project Development PA-9: Committee on Investor Responsibility PA-7: Support for Underrepresented Groups PA-3: Inclusive and Participatory Governance OP-19: Construction and Demolition Waste Diversion OP-17: Support for Sustainable Transportation OP-13: Cleaning and Janitorial Purchasing OP-4: Building Operations and Maintenance AC-10: Support for Sustainability ResearchĮN-4: Outreach Materials and PublicationsĮN-9: Staff Professional Development and Training
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