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Employee survey: citywide scores positive overall but stress and conflict rated lower
Summary
A university consultant and city staff presented results of a biannual employee survey of city staff: 513 responses produced a citywide weighted average of 5.7 (on a 1–7 Likert scale). Highest scores related to public respect and supervisor respect; the lowest scores measured workplace conflict and stress.
Dr. Holly Jennings presented the results of the citywide employee survey to council at the May 27 work session, saying the instrument was administered in July 2024 and received 513 responses — above the 306 responses required for a 95% confidence level for the city’s employee population.
Dr. Jennings described methodology (standard Likert scale, 1–7 scoring with one reverse‑scored question to detect inattentive responses) and reported a citywide weighted average of 5.7 — placing overall results on the "agree" side of the scale. Department averages ranged from about 5.3 to 6.3 and no department’s average fell below the agree range.
Top individual items included statements that employees in their department treat citizens with respect (6.2 average), employees feel their work impacts departmental goals, and that employees feel respected by their direct supervisors. The two questions scoring below agree were related to workplace conflict and daily stress: "most days I do not experience conflict in my role" (about 4.5) and "most days I experience a low level of stress" (about 4.9).
The survey included open‑ended comments from 306 respondents. The most frequent themes were: positive experiences and collegial workplaces; concerns about internal communication and desire for greater involvement in decision‑making; pay and career progression/clarity on advancement pathways; workload and staffing pressures linked to vacancies; mixed views on diversity and inclusion training; facility and safety concerns; and appreciation for employee‑engagement and wellness programming.
Dr. Jennings and staff said they shared department‑level reports with directors and met with each department leadership team to translate results into departmental action plans. Citywide responses and department efforts described by staff include more than a dozen wellness initiatives and programs for first‑responder behavioral health support; staff also have offered classes (for example, sign language and civility training) and speaker events tied to employee interests.
Council members asked about survey periodicity, demographic representation, recruitment and diversity metrics, and how employee support programs are administered. Dr. Jennings confirmed the survey is biannual to preserve longitudinal comparability; staff noted the city also submits demographic workforce data to state and federal reporting programs and has recently expanded targeted recruitment efforts for public safety.
