Every two years since 2009, 麻豆传媒 has surveyed its faculty and staff to gather input and feedback on a whole range of topics related to their work at 麻豆传媒.
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"We're one of Nova Scotia's largest employers, with a large and varied team of faculty and staff who are critical to our success," says Katherine Frank, assistant vice-president, Human Resources. "The workplace survey is one of the key ways for us to listen to their concerns, hear their feedback and, from there, develop strategies to help improve 麻豆传媒 as a workplace."
As the university prepares to launch the next workplace survey in April, now is an ideal time to check in and review what鈥檚 been happening at 麻豆传媒 as a result of the last survey.
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Responding to feedback
Employees鈥� feedback from the 2013 survey offered three main themes for 麻豆传媒 to work on: more recognition for faculty and staff, a better understanding of Dal鈥檚 strategic direction and more opportunities for career growth and advancement.
During the past two years, there have been several initiatives that have been introduced campus-wide including the launch of , which was shaped by not only the but by the 2013 workplace survey results. Most recently, 麻豆传媒's strategic initiative focused on fostering a collegial culture grounded in diversity and inclusiveness was introduced this past January, .
鈥淲e met with more than 60 different groups on our campuses, with representation from students, faculty and staff, to hear about ways that the university could develop a more diverse and inclusive culture,鈥� says Katherine Frank, who is also member of the strategic initiative's committee. 鈥� outlines a series of recommendations for the university, and now we are excited to be working on an implementation plan to act on these, beginning as early as this spring.鈥�
Other strategic initiatives will be rolled out throughout 2015, including one focused on developing a human resource strategy that attracts, supports and rewards the best faculty and staff. As part of this strategy, a number of activities are already underway.
For example, Human Resources is offering more and online learning opportunities have increased through Dal鈥檚 renewed partnership with . In addition, the annual milestones tea and recognition for long-service employees , and the university launched , open to all employees.
Campus leaders and action plans
鈥溌槎勾� is committed to continuing to improve the university as a great place to work,鈥� adds Katherine Frank. 鈥淪ince the last survey, we have focused on better supporting our leaders, the people who can introduce change in their areas.鈥�
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After each survey, the deans, VPs and AVPs receive a detailed breakdown of their results. They develop action plans that best meet the needs of their own employees and teams. Here are a few examples of success from across 麻豆传媒.
The Faculty of Health Professions introduced a Milestone Recognition Award in 2013 following the results of the survey. This awards program honours employees in the faculty with 10- and 20-year continuous service within milestones the Faculty of Health Professions. Each recipient receives a letter of thanks and appreciation from the dean and a gift card to the university bookstore.
鈥淭he most important asset of the Faculty of Health Professions is its faculty and staff,鈥� says William Webster, dean, Faculty of Health Professions. 鈥淭he quality and integrity of everything we do in the realms of teaching, research and service reflects their commitment and dedication to what this university is all about.
鈥淚t is only fitting that we take the opportunity, on the occasion of 10 and 20 year continuous service milestones, to recognize and thank these employees,鈥� he continues. 鈥淭hat is what our milestone recognition program is all about. We need to be vigilant to find other occasions for celebration of achievement by the wonderful people who comprise our faculty and staff.鈥�
麻豆传媒 Libraries, similarly, launched a Milestone Recognition Program last year. All staff received a certificate acknowledging their years of service and flower seeds for planting. Each February, staff reaching five, 10, 15, 20, 25, 30, 35 years of service and greater will be recognized at a milestone lunch and will receive a certificate and gift card.
鈥淓mployee recognition and engagement are two areas where we know we can be doing better, says Donna Bourne-Tyson, University Librarian. 鈥淲orking with suggestions from all staff, we have devoted time and attention to the development of a creative service recognition program, which has been well received. Increasing employee engagement is an ongoing goal, and we will work together to expand opportunities for meaningful multi-directional communication.鈥�
Facilities Management, in response to the previous survey, developed an action plan based on five themes: leadership/support, communications, recognition, employee development and compensation.
As a result, there was an increase in training for all Facilities Management employees (including speak-up sessions with HR, English as a Second Language, LEED, sustainability and technical), as well as more one-on-one sessions between managers and employees to assess employee wellness and job satisfaction. A flexible shift program was introduced for NSGEU Local 99 employees that allows them to work an extra hour per day and get one day off every two weeks.
In addition, an Employee Recognition and Reward Program, known as the Stoker Awards, and a wall of thanks were both launched last year within Facilities Management. Communications was also increased through structured toolbox meetings, a weekly newsletter and a 鈥測ear in review鈥� for employees.
New survey forthcoming in April
If you know of a department/faculty or area doing great work for its employees, let us know through hr@dal.ca or the .
Stay tuned for more information in early April about the next workplace survey.