Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Workplace Inclusion topic
No spam. Unsubscribe anytime.
Port Orchard Inclusion Commission reports high staff response rate to baseline survey, sets communication and psychological-safety goals
Summary
The newly formed Employee Inclusion Commission reported results from a May 2024 employee survey (84.5% response) showing generally positive workplace relationships but areas of concern on stress, burnout and psychological safety; the commission set measurable goals and plans a follow-up survey.
The Employee Inclusion Commission presented its annual update to the Port Orchard City Council on June 10, describing its work since formation by council resolution in 2023 and summarizing a May 2024 employee survey that will serve as a baseline for change.
Beth Spaulding, the commission volunteer who helped assemble the work program, described the group27s mission to cultivate workplace inclusion through education, promotions and activities. Heather Humphrey (commission chair in 2024) and Human Resources Director Debbie Lund summarized the commission27s 2024 activities: monthly volunteer meetings, webinars and literature review, celebration and awareness events (Rosa Parks Day, World Autism Day, Pride Month events and a cultural-foods gathering), and a city-wide employee survey.
Evolve Market Research administered the May 2024 survey (103 employees invited) and achieved an 84.5% response rate. Key findings presented to council included: 91% of respondents rated relationships with colleagues and supervisors as very good or excellent; 84% reported job satisfaction; 65% felt they belonged; 61% reported a high level of inclusion. The survey also identified areas for improvement: over one-third of employees reported high or very high stress levels (most often tied to workload), 44% had witnessed or experienced burnout, 40% had considered leaving the organization, and employees who self-identified as having a disability (about 18% of respondents) reported lower levels of emotional support and belonging.
The commission said it used the results to propose department-level goals for 2025, to prepare trainings for managers and staff (including unconscious-bias and psychological-safety topics), to begin an employee newsletter, and to plan a follow-up survey to measure change (proposed for early 2026). Deputy Chief Alan Awashta, the 2025 commission chair, emphasized psychological safety as a priority: an environment where employees can speak up without fear of negative consequences, which research ties to lower burnout and higher team performance.
Council members thanked the commission for the work and asked for access to the full survey report. Commission leaders said they would share the consultant27s report with council and would return with measurable goals tied to the 2026 follow-up survey. No council action was required; the presentation served as an informational update and a request to continue the program and the planned 2026 follow-up survey.
