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City staff outline first citywide employee engagement survey, aim for 60–70% participation
Summary
City human‑resources staff described a planned anonymous employee engagement survey to the commission, including a communications plan, listening sessions and a two‑week launch tied to an employee recognition event. Staff said results will be shared and used to develop a prioritized action plan.
Veronica (title not specified in the transcript) presented a proposed citywide employee engagement survey to the Commission on Equity on Jan. 27, describing objectives, communications and follow‑up plans.
Veronica said the survey’s objectives are to measure job satisfaction, morale, perceptions of culture and to identify priorities for improvement. ‘‘Our goal is to have between 60–70%. It’s a very ambitious goal, but 70% of the employees to take the survey,’’ she said. Staff proposed launching the survey at the March 13 employee recognition event and leaving it open for two weeks with regular reminders.
The draft instrument has about 54 questions grouped into themes including recognition, belonging, communication, growth and development, leadership effectiveness, equity and inclusion, and resources. Veronica emphasized anonymity and a plan to report back to staff: staff will publish results and an action plan that lists what the city can and cannot accomplish and timeframes for follow‑up.
Commissioners asked about participation and follow‑up. Commissioner Hedgewood offered to join listening sessions; Veronica said supervisors and the city manager would participate in outreach to encourage completion. Commissioner Clay asked how departments will be supported after results are compiled; Veronica and other staff said they expect to identify the top five actionable priorities and consider hiring a change‑management consultant to help analysis and implementation.
Why it matters: the survey is intended to create a baseline for workplace culture and to make targeted, accountable changes. Staff emphasized the need to close the feedback loop by sharing results and concrete next steps to maintain trust.
Closing note: Veronica said staff will finalize the instrument, complete leadership briefings and then launch the survey in March; commissioners requested the opportunity to observe or participate in some listening sessions.
