1. Butler University Great Colleges To Work For
2019

2. 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)

3. Sponsored by ModernThink
2019
Sponsored by ModernThink

4. Great Colleges and ModernThink
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!

5. 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.

6. 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

7. 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

8. 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

9. 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.

10. 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

11. 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% +

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