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  1. Surveys
  2. 2011
  3. April
  4. D
  5. Darden School Foundation Surveys
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Exit Survey »
 
 
Person Interviewed:
   
 
 
 
Date of Interview:
   
 
 
 
Position:
   
 
 
SECTION 1: HR Program Assessment Survey Questions
1. Employee Relations - handling employee questions, concerns, issues with work or other employees
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/Anticipated challenges or focal points:
Discrimination Issues
Progressive Discipline
Employee Counseling
Workers' Compensation
Performance Management
Harassment Policy/Issues
Manager Counseling
 
 
Comments:
   
 
 
2. Compliance - ensuring that DSF is up to date with all employees related policies and procedures, management practices what the policies dictate, employees are aware of the policies and abide by them.
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/Anticipated challenges or focal points:
Employee Handbook
HR Audit
Government Contractor
Health Care Reform
Record Keeping
State/Federal Legislation
OSHA
Immigration
Policies/Procedures
HIPAA
 
 
 
Comments:
   
 
 
3. HR Administration - programs, processes are administered effectively and efficiently
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/anticipated challenges or focal points:
HR Information System
Personnel Files
Termination Processing
Job Descriptions
New Hire Processing
Applicant Tracking System
Exit Interviews
 
 
 
Comments:
   
 
 
4. Recruitment & Selection - the process DSF's uses to attract, select, and on-board new hires
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/anticipated challenges or focal points:
Cost Per Hire
Turnover
Source Qualified Candidates
Candidate Assessment Tools
References
Crafting Complex Offers
Management Interview Training
Background Checks
Candidate Evaluation
Selection Process (Improve quality of candidate's interviewed/ease of hiring)
 
 
 
Comments:
   
 
 
5. Compensation & Salary Administration - methods by which DSF determines salaries, incentives, and other means of payment to employees
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/anticipated challenges or focal points:
Salary Ranges/Bands
Job Evaluation
Salary matrix
"Total Compensation" Letters
Competitive Pay
Tie Pay to Performance (performance management)
Incentive Plans
Salary Surveys
Executive Compensation Programs
Non-financial Rewards
 
 
 
Comments:
   
 
 
6. Training/Organization Development - the programs internal and external that DSF uses to instruct/teach its employees skills
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/anticipated challenges or focal points:
Customized Needs Analysis
HR Compliance Training
Supervisory Training
Customized Training
Leadership Development
Employee Coaching (management and non-management)
 
 
 
Comments:
   
 
 
7. Strategic HR Services - higher level expertise to assist senior management in critical talent decisions; advocacy for employee population, HR strategy development
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/anticipated challenges or focal points:
Employee Engagement (climate surveys, turnover analysis)
HR Planning (develop long-term staffing growth plans, define/develop culture)
Ad Hoc Consulting (consultative services to management as needed)
Employee Communication
Employer of Choice Initiatives
HR Strategy
Talent Strategy
 
 
 
Comments:
   
 
 
8. Benefits - health care plan coverage, administration of plans, selection of providers and rate analysis
1 2 3 4 5
Current Effectiveness
Current Importance
 
 
Current amount of time spent by managers:
High
Medium
Low
 
 
Current/anticipated challenges or focal points:
Defining an Employee Benefits Program
Benefits Administration (resolving benefits questions/service delivery issues)
Conducting Annual Open Enrollment
Processing Benefits Changes
Competitiveness of Benefits
Benefits offered meet employees' needs
 
 
 
Comments:
   
 
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