Butler University Great Colleges To Work For 2019

Click below for: Organizational Excellence Updates Great Colleges To Work For Progress from 2016 Click below for: Organizational Excellence Updates (use slide show view for above link)

Sponsored by ModernThink 2019 Sponsored by ModernThink

Great Colleges and ModernThink 2007 - ModernThink Develops Higher Education-Specific Climate/Engagement Survey. The Chronicle of Higher Education and ModernThink Launch the Great Colleges Program® in 2008 with 89 Institutions. 125,000+ Faculty & Staff Surveyed Annually from 300+ Institutions. Now in its 12th year! This is a confidential survey!

Recognition 12 Recognition Categories based on the survey themes and responses to the benefits component of the survey Segmented by 4-year and 2-year college categories Divided by Student Enrollment Size – Small (500-2,999), Medium (3,000-9,999 students) and Large (more than 10,000 students). Institutions can be recognized in one or more categories Special acknowledgement goes to those institutions honored in multiple individual recognition areas. Accordingly, Honor Roll recognition goes to the top ten institutions in each 4-year size category and the top four institutions in each 2-year size category.

Benefits Measure key HR and other metrics around campus because you can't manage what you don't measure. Boost recruitment and retention of top, diverse faculty and staff with recognition. Enhance strategic planning by benchmarking against peers and leveraging industry best practices to improve service and ultimately boost loyalty. Survey results can be used for accreditation. Improve awareness and outcomes by understanding both your institution’s strengths and its weaknesses so that you can build on what's working well and eliminate obstacles. Build better communication and trust by soliciting and then acting on feedback and benchmarking comparisons. Rollins College

Senior Leadership’s Influence “Trust in executives can have more than twice the impact on engagement levels than trust in immediate managers does. However, consistent with past studies, employees are more likely to trust their immediate managers than the executives in their organization.” “As an executive, you have significant impact on the engagement levels of people you rarely see – or may have never met. You need to speak with passion about engagement and business results, but if you don’t have the trust of the workforce your message will be lost or twisted. Communication needs to be a priority – in frequency, appropriateness, and depth (the “what” and “why”). You also must be diligent in holding yourself and your peers accountable for building a culture that fuels high performance and engagement.” Blessing White’s Annual Engagement Report

The Survey Audience: Full-time Administration, Faculty, Exempt & Non-exempt Staff, and Adjuncts. Administration: Welcome Call and support throughout with Great Colleges Team. Survey Format: Online. Timing: March 2019

60 statements roll-up; representative statements 15 Core Survey Dimensions 60 statements roll-up; representative statements Job Satisfaction/Support I am provided the resources I need to be effective in my job. Policies, Resources & Efficiency Our orientation program prepares new faculty, administration and staff to be effective. Faculty, Administration & Staff Relations Faculty, administration and staff work together to ensure the success of institution programs and initiatives. Teaching Environment There is appropriate recognition of innovative and high quality teaching. Shared Governance The role of faculty in shared governance is clearly stated and publicized. Communication In my department, we communicate openly about issues that impact each other's work. Professional Development I am given the opportunity to develop my skills at this institution. Pride I understand how my job contributes to this institution's mission. Collaboration I can count on people to cooperate across departments. Compensation, Benefits & Work/Life Balance This institution’s policies and practices give me the flexibility to manage my work and personal life. Supervisors/Department Chairs My supervisor/department chair makes his/her expectation clear. Fairness Issues of low performance are addressed in my department. Facilities The facilities (e.g. classrooms, offices, laboratories) adequately meet my needs. Senior Leadership Senior leadership provides a clear direction for this institution's future. Respect & Appreciation I am regularly recognized for my contributions.

Butler University 2016 Approach and Results Customized Survey to include relevant demographics and additional statements related to diversity and employee well-being initiatives. Survey window was March 15-April 9, 2016 Achieved Response Rate 64%- 755 out of 1173 faculty and staff responded. Results shared with workplace. Changes since survey

Response Guidelines Positive Responses Negative Responses Response Options: Strongly Agree, Agree, Sometimes Agree/Sometimes Disagree, Disagree, Strongly Disagree, Not Applicable Positive Responses Strongly Agree, Agree Negative Responses Strongly Disagree, Disagree Guideline Score Description 75% + Exceptional – Very Good < 10% 65 – 74% Fair – Good 10 – 14% 55 – 64% Yellow Flag 15 – 19% 45 – 54% Red Flag 20 – 29% < 45% Acute 30% +

Questions? askHR@butler.edu or call HR at 940-9355 Human Resources Questions? askHR@butler.edu or call HR at 940-9355