Skip to page content
Return to Top

Employee Engagement Survey Results

A year ago the university distributed a survey seeking employee feedback in areas such as employee engagement, job satisfaction, work environment, pay, communication and supervision. Responses were used to assess the university’s climate, potential barriers for improvement, organizational strengths, and essential and fundamental aspects of how the university functions.

Construct Analysis
Construct No. Construct Tarleton Score Statewide Score
1 Supervision 404 398
2 Team 390 386
3 Quality 378 383
4 Pay 266 266
5 Benefits 390 391
6 Physical Environment 384 392
7 Strategic 399 400
8 Diversity 358 366
9 Information Systems 365 367
10 Internal Communication 348 354
11 External Communication 358 384
12 Employee Engagement 384 383
13 Employee Development 395 379
14 Job Satisfaction 379 383
15 Climate/Atmosphere 397 397
16 Climate/Ethics 391 397
17 Climate/Fairness 369 367
18 Climate/Feedback 346 354
19 Climate/Management 346 359

Scores range between 100 and 500.

Survey Results

Overall, the survey indicated employees positively viewed most aspects of their jobs and responses were consistent with the statewide average. However, the study did identify areas of lower satisfaction.

The threshold score for the survey was 350. Scores at or above 350 are areas employees viewed positively. Areas below 350 are areas of concern. As shown in the table provided, areas of concern at Tarleton included pay, internal communication and overall campus climate related to feedback and management.

Pay continues to be the lowest scoring area, which it has been for the last five cycles of this survey. Pay is a challenge for all Texas State agencies participating in this survey and is not a unique characteristic to Tarleton as demonstrated by the table.  

According to the survey, internal communication and climate were also areas of concern. Respondents felt communication of information did not arrive timely or perceived needed facts were hard to find in the daily emails and other internal communications. The survey focused on questions of how satisfied employees were with the flow of communication top-down, bottom-up and across divisions/departments. 

The average score in internal communication may indicate our older verbal culture is not keeping up with the university’s growth and constant changes on campus are not well communicated. Unfortunately, important information can be lost in emails. To address overuse of mass emails, the university has taken steps to “declutter” inboxes and improve communication through the implementation of the Daily Digest. Departments are creating templates for communication so the most important information is clear and concise.

Improving internal communication and equipping managers with the skills and understanding to effectively communicate with employees will be the focus of the next year. Future training programs will focus on improving communication skills across campus.

For further information on the survey results, log into the Faculty / Staff resources page, and view the "Employee Engagement Survey - 2015" under Official Communications.