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Staff climate survey: Waunakee district posts 72% response rate, net promoter score near +30
Summary
District officials reported results of a fall 2024 staff climate survey of about 665 regular employees, with a 72% response rate, consistently high peer/supervisor relationship ratings, site‑level variation in communication and decision‑making, and ongoing site action plans and follow‑up.
The Waunakee Community School District presented results from its fall staff climate survey and outlined follow‑up steps at the Human Resources Committee meeting.
Brian, staff member, said the survey invited the district’s regular staff — about 665 employees — and achieved a 72% response rate. The instrument covered relationships (peer and supervisor), communication and decision making, culture and workload, and professional development.
Committee members were told the strongest results were around relationships: employees consistently rated peer‑to‑peer and peer‑to‑supervisor relationships highly. Areas needing attention were communication and decision making, particularly decisions made at the district level where some staff felt they had less opportunity to contribute. Workload and opportunities for advancement also surfaced as recurring themes.
On the net promoter score (NPS) — a single metric reflecting whether employees would recommend working for the district — the district’s overall score was in the 30 range for the past two years. Brian said a handful of buildings scored above 50 and, notably, no certified/support group (out of 14 disaggregated groups) produced a negative NPS this year, an improvement from the prior cycle.
Each building received its own disaggregated results and site leadership teams have begun or planned action steps. Brian said he had met with all buildings by mid‑January to review findings and that site‑based committees will report back on progress in May.
Why this matters: staff climate and turnover influence school operations and student outcomes; the district is using site‑level action plans to address local issues.
Next steps: building committees will implement action plans and the district will follow up with building administrators and staff in May to evaluate progress and next actions.
