FA-IT has just implemented a new self-service web application that allows students to complete self-certification for University private loans online (i.e., TILA). The application populates the form for the student using registration and other data from PeopleSoft. When student submits TILA online, pertinent system data is updated, speeding up loan processing and disbursement. This task used to require in-person assistance from One Stop Student Services, routing through Imaging, and processing by Financial Aid Loan Unit staff. The project rollout marks a big win for student and staff alike -- saving the University time and money.
Tuesday, January 31, 2012
Thursday, January 19, 2012
Next ASR staff event: May 16
The next ASR staff event will be held on Wednesday, May 16. Specific details regarding timing and location will be available in the coming weeks (and a meeting will be added to your calendar). The Development Team plans to repeat the half-day conference format, with a few new twists.
The Employee Survey Team
This year, Academic Support Resources staff members will be asked to complete four brief surveys about their experience and satisfaction working within ASR. Questions for these surveys are developed, and their answers are interpreted, by the employee survey team, which was formed in 2007 to help make ASR a better place to work. The team's first work involved a review of questions from previous surveys and an exploration of new ways to solicit information from staff members.
Although early survey questions focused on demographic information and staff experiences working within ASR, the team has made efforts to develop questions that invite nuanced suggestions or ask about employee experiences working within the larger University community. Some questions are asked repeatedly, across surveys, so the team can examine trends in responses. The survey team hopes that this year, by using four small surveys instead of one large one, it can increase the completion rate and write questions that follow up on trends from previous responses.
For each survey, the team considers not just which questions to ask, but also how to ask them and how to invite responses. Once responses come in, they're organized using affinity diagrams, in which similar responses are grouped together and larger groups are represented by larger typefaces. Although the team looks for large affinity groups, which indicate wide consensus among respondents, it also examines smaller response groups or individual ideas which might have value for ASR. Once the team has categorized all responses, it shares its findings with supervisors and directors and recommends actions that ASR can pursue to positively affect employee work experiences.
In the past, the team has been able to help develop regular supervisors' meetings and to determine the ongoing importance of employee recognition. Now, the team is working to encourage employee participation and to develop questions that can help staff members anonymously and safely share their concerns and ideas about working as part of the ASR team. Watch for the next survey at the end of January.
Employee survey team:
Anya Norton, process coordinator
Ingrid Nuttall, assistant director
Maggie O'Neill, principal collections representative
Travis Trautman, business analyst
1) You mentioned that survey results regularly underscore the value of employee recognition. Are there any other trends you see across surveys and years?
Communication is another trend that shows up year after year. Staff continually ask for more communication about what is happening in ASR and how ASR is perceived within the University. Communication has improved through the years and the number of communication issues has decreased but it is something that continues to come up.
2) How do you determine the appropriate method of response for each question in a survey?
First we create a quantitative question that we feel is important to ask staff or the ASR directors feel is important to ask staff. Quantitative questions typically include a 5-point Likert scale but may also be multiple choice questions asking staff to choose topics that are important to them. We then evaluate if the question should have qualitative follow up questions. If it is determined the quantitative question should be tied to qualitative questions we then draft questions asking what works and what need improvement.
3) What sorts of efforts has the survey team made to increase survey completion rates? Are there any methods you're interested in trying?
We have tried many things in the past to try to increase survey response rates. We have offered to have a drawing for a prize if we got a 95% response rate. We have also given out treats to entice people to complete the survey. But we struggle with increasing the response rate. Currently we work on reminding people to complete the survey during meetings. I am open to suggestions about how to increase the response rate.
4) What are some initiatives that have come out of responses to past surveys?
Supervisors meeting, getting the ASR website updated and providing some ideas for the content for the website, ASR wide training opportunities, and News & Notes.
Although early survey questions focused on demographic information and staff experiences working within ASR, the team has made efforts to develop questions that invite nuanced suggestions or ask about employee experiences working within the larger University community. Some questions are asked repeatedly, across surveys, so the team can examine trends in responses. The survey team hopes that this year, by using four small surveys instead of one large one, it can increase the completion rate and write questions that follow up on trends from previous responses.
For each survey, the team considers not just which questions to ask, but also how to ask them and how to invite responses. Once responses come in, they're organized using affinity diagrams, in which similar responses are grouped together and larger groups are represented by larger typefaces. Although the team looks for large affinity groups, which indicate wide consensus among respondents, it also examines smaller response groups or individual ideas which might have value for ASR. Once the team has categorized all responses, it shares its findings with supervisors and directors and recommends actions that ASR can pursue to positively affect employee work experiences.
In the past, the team has been able to help develop regular supervisors' meetings and to determine the ongoing importance of employee recognition. Now, the team is working to encourage employee participation and to develop questions that can help staff members anonymously and safely share their concerns and ideas about working as part of the ASR team. Watch for the next survey at the end of January.
Employee survey team:
Anya Norton, process coordinator
Ingrid Nuttall, assistant director
Maggie O'Neill, principal collections representative
Travis Trautman, business analyst
1) You mentioned that survey results regularly underscore the value of employee recognition. Are there any other trends you see across surveys and years?
Communication is another trend that shows up year after year. Staff continually ask for more communication about what is happening in ASR and how ASR is perceived within the University. Communication has improved through the years and the number of communication issues has decreased but it is something that continues to come up.
2) How do you determine the appropriate method of response for each question in a survey?
First we create a quantitative question that we feel is important to ask staff or the ASR directors feel is important to ask staff. Quantitative questions typically include a 5-point Likert scale but may also be multiple choice questions asking staff to choose topics that are important to them. We then evaluate if the question should have qualitative follow up questions. If it is determined the quantitative question should be tied to qualitative questions we then draft questions asking what works and what need improvement.
3) What sorts of efforts has the survey team made to increase survey completion rates? Are there any methods you're interested in trying?
We have tried many things in the past to try to increase survey response rates. We have offered to have a drawing for a prize if we got a 95% response rate. We have also given out treats to entice people to complete the survey. But we struggle with increasing the response rate. Currently we work on reminding people to complete the survey during meetings. I am open to suggestions about how to increase the response rate.
4) What are some initiatives that have come out of responses to past surveys?
Supervisors meeting, getting the ASR website updated and providing some ideas for the content for the website, ASR wide training opportunities, and News & Notes.
Gov. Dayton's bonding bill
Gov. Dayton's capital budget recommendations are now available (go to pg. 26). The recommendations are about $100 million less than the University's capital request. The implications of the recommendations for ASR are still being determined.
Millions of aid dollars disbursed
Financial aid for spring 2012 was disbursed to student accounts on Tuesday, January 10. Here are the numbers:
Crookston: $7,501,801
Morris: $8,673,342
Duluth: $55, 592,534
Twin Cities: $217,581,704
That's one spicy financial aid meatball.
Crookston: $7,501,801
Morris: $8,673,342
Duluth: $55, 592,534
Twin Cities: $217,581,704
That's one spicy financial aid meatball.
Capitalization rules only U would know
The U has some specific capitalization rules that you may not be aware of. For example, did you know you capitalize "Mall" as in "Northrop Mall" but not "plaza" as in Northrop plaza?" The official style guide may be kaput, but there's still a style web page that addresses some of these particular capitalization rules. Check it out when you have a moment.
Director's update: Thank you for a great start
Spring 2012 is off to a great start. As you know, ASR staff play a critical role in the day-to-day work of students, faculty, staff, and others. No matter where you work in ASR, you make a difference to the University community. I want to thank you for your commitment to our mission and to this institution. Saying "thank you" is a very small gesture, but it is an honest one. I sincerely value you and your contributions to the University.
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