May 19, 2005
Survey, discussions seek feedback on campus climate
The Universitywide survey for faculty and staff regarding campus climate, diversity and values is now available online. In a recent e-mail, President Mark Emmert urged everyone to participate. And in the first 36 hours, 2,000 people responded.
In explaining the need for the survey and the creation of the Leadership, Community and Values Initiative, Emmert said, “We can improve on how we motivate great work, how we communicate, how we address resource questions, and how we recognize needs.”
The survey is available at https://depts.washington.edu/oeasurv/cclimate/ccl.html and takes about 15 minutes to complete. There are separate surveys for faculty and staff. People who need a paper survey or one in a different language should contact Beth Warrick, ewarrick@u.washington.edu, 206-543-0108. Survey results will be collected over the next several weeks.
The survey asks about what is commonly called “campus climate,” with questions about morale, respect, inspiration and general job satisfaction. It also asks whether people feel they are treated fairly within their work unit, and how these same issues are addressed at the school or college and institutional levels. There also are questions about whether there is support and encouragement for employees who contribute to the University’s mission, and a section about the climate for diversity and inclusivity.
“We’re gathering data on the current state of the campus,” says Vice President for Human Resources Patti Carson, “on what people believe is working, and what isn’t working. We’re also collecting information about the desired state, in discussions with individuals on campus and from our peer institutions.”
“The survey results will be made available on a public Web site in a format that maintains the confidentiality of participants,” says Ana Mari Cauce, team member and professor and chair of psychology, who has designed the survey with input from campus, including the Faculty Senate, the Professional Staff Organization, the Diversity Council and with some union leaders. “We plan to present periodic reports to the community as we analyze the data over the summer.”
The surveys are being supplemented by discussion groups, which will be ongoing for the next month. To participate in a discussion group, see http://www.washington.edu/admin/hr/events.calendar.html, where a schedule is posted, or contact Beth Warrick. Each discussion group is 90 minutes, and supervisors have been encouraged to grant release time to employees who wish to participate.
“One of the ideas we are trying to explore is what leadership means,” says Jerry Baldasty, member of the initiative team and chair of the Department of Communication. “We believe that leadership is about engagement. The idea applies not just to high-ranking administrative positions but at many levels of the University. All faculty, staff and students can fill important leadership roles here at UW — it’s not about the title, it’s about being engaged.”
“When we consider the idea of leadership, we need to look at the idea of building community as well,” says Rusty Barceló, vice president and vice provost for diversity. “You can’t look at leadership in isolation from community-building.”
President Emmert says that the UW may need more of an attitude shift on celebrating its accomplishments and its people generally. “You shouldn’t have to take a ‘vow of modesty’ because you work in the Northwest. We need to find ways of celebrating our people more, at all levels. If we celebrate our people and our University more, it will begin to change the ways in which we think about this enterprise.”
