Campus Life Division Climate Survey Results and Plan of Action

March 9, 2006

Campus Life Response Rate A total of 317 surveys were distributed to Campus

Life employees.

A total of 154 employees responded (48%).

8 (5%)Military Vet20 (13%)LGBT

9 (6%)Part-time143 (93%)Full-time

139 (90%)Staff9 (6%)Faculty

37 (24%)Religious4 (3%)Physically Disabled

71 (46%)Minority 79 (51%)White

59 (38%)Male93 (60%)Female

Overall Results

Category Percentage of Emory University

respondents who answered favorably

Percentage of Campus Life respondents who answered favorably

Campus Life overall mean/average

(out of a possible 5)

Value of Diversity 85% 82% 4.15

Organization Commitment

78% 76% 4.02

Selection/Hiring Practices

62% 62% 3.58

Coworker Interaction 68% 60% 3.57

Management Support 60% 60% 3.49

Development Opportunities

59% 57% 3.41

Work Group Practices 52% 49% 3.19

Reports show a mean average and percent positive for all categories.

Employee Suggestions and Ideas

“Campus Life Class Awards recognized a diverse group of employees across all levels [from] support through management.”

“There is little or no use of rewards/recognition in our department. We desperately need it.”

“The head of my department seems to expect us to communicate with [him/her], but [he/she] often neglects to tell us information.”

“Staff development and training extremely limited.”

Campus Life Action Plan

Retreat held for deans and directors in October, 2005

  Task forces determined:

Communication

Leadership Development

Professional Development

Rewards and Recognition

Results shared with entire division in January, 2006

Task forces announced, call for volunteersTask forces in action this with recommendations due to Sr. Vice President by the end of the semester

Lessons learned….so far

Communication is key. Appointment of Task Force chairs was

not inclusive. Some departments will be focus

groups The recommendations must fit the

specific needs of our division.