Higher Education

Understand the people experience across your campus

Colleges and universities bring together faculty, staff and administration across campuses, faculties, schools, departments and bargaining units, each with its own reality. TalentMap helps build a listening process the whole institution trusts, clarify the patterns behind an institutional average and support follow-through leaders can point to.

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University colleagues gathered around a table in a library, reviewing notes together

Colleges and universities that work with TalentMap

An institutional average explains very little

A health sciences faculty, a facilities crew and a registrar's office rarely share the same experience of work. Governance structures, full-time and contract appointments, multiple collective agreements and satellite campuses all shape how people answer and who is able to act on the result. The listening design, reporting structure and communications should reflect how the institution actually works.

Close-up of a TalentMap heat map comparing casual, full-time and part-time employees with the organization overall. Sample data.

Workforce and stakeholders

Who is involved, and who needs to trust the process

Post-secondary listening must be credible to faculty, staff, unions and employee associations, senior leadership, governing boards, and academic and administrative units. The design should reflect the institution's governance, labour-relations and privacy context without assuming that every institution uses the same structures.

Faculty and instructors

Full-time, contract and sessional faculty and instructors across faculties, schools and departments, often represented by their own union or association, with different terms of appointment and different expectations of the institution.

Staff

Administrative, technical, student-services, library, facilities and food-services roles, often spread across campuses and covered by more than one collective agreement, many without a desk of their own.

Senior leadership and governance

Presidents, vice-presidents, deans, directors and department heads, plus the governing board and any academic governance body the institution uses. Each needs a different view of the same confidential data and will be asked what changed.

What TalentMap supports

Agreement on the decisions and questions that matter

Established survey content adapted to academic and administrative units

Participation and communication planning

Reporting for institution, faculty, department and manager audiences

Relevant comparisons where approved higher-education norms exist

Interpretation, senior administration and board communication, and action support

Build trust before asking for feedback

Explain the purpose, confidentiality approach, reporting rules and follow-through plan before launch. Small academic units, bargaining groups and privacy expectations each need clear, approved language so faculty and staff know how their responses will be used and protected.

Turn insight into visible follow-through

Help deans, directors and department heads choose priorities that fit their span of control, equip managers and chairs to discuss results with their teams and close the loop with faculty and staff about what was heard and what will happen next.

Close-up of an action plan in TalentMap: a short plan description followed by milestones, each with a due date and a completion checkbox. Sample data.

Our approach

Connect listening to practical follow-through

A useful listening program connects what the institution needs to learn with how its leaders will understand and respond to the results.

Listen with purpose

Clarify the goals, audiences, timing and communication plan, and consult the groups who need to trust the process, before asking faculty and staff to participate.

Understand results in context

Review patterns across faculties, departments, campuses and employee groups, and give each audience a clear view of what matters most.

Prepare leaders to act

Focus deans, directors and chairs on a manageable number of priorities and support useful conversations within their span of control.

Prove impact

Communicate back what was heard and what will happen next, then revisit progress so the next cycle measures change rather than repeating the question.

Platform and services

See how results differ by faculty, department and campus

Compare results across academic and administrative units, protect small departments with reporting thresholds and give deans, directors and chairs the view they can act on. TalentMap's specialists help interpret the pattern before it reaches a unit leader.

Explore reporting and benchmarks