SFPUC to buy Quantum Workplace tool; aims for May deployment and 70% response rate
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Summary
SFPUC HR staff described a new employee engagement program using Quantum Workplace, targeting an early May deployment, a 70% employee response rate and an 80% manager-commitment target. Staff emphasized HRIS integration, confidentiality and manager action-planning features.
Human Resources Director Cindy Schurron and workforce planning staff Jennifer Rice and Alyssa Vu briefed the commission on the SFPUC’s employee engagement survey project and their planned procurement of the Quantum Workplace platform.
Staff explained why they chose to measure engagement (immersion, organizational sentiment and behavioral outcomes) rather than a traditional satisfaction survey, and outlined the advantages of a validated third-party vendor: confidentiality, linkage to HRIS for secure sampling, mobile deployment for field workers, instant dashboards and benchmarking to peer organizations. Rice said the tool’s analytics (regression, correlation and benchmarking) will let the PUC identify engagement drivers and design targeted interventions.
Procurement and timeline: staff said the Office of Contract Administration has approved the procurement paperwork and the team is finalizing signatures; Quantum Workplace has already engaged the PUC and the project team is in the customization phase. Staff said they are aiming to deploy the survey in early May (Quantum suggested May 7 as a possible start), keep the survey open for a couple of weeks and present initial executive-level analysis soon after.
Targets and accountability: staff will aim for a 70% overall response rate; tentative manager goals include 80% of managers making action commitments after the survey and roughly 80% follow-through on those commitments. Staff emphasized action planning and accountability features built into the platform and said an exit-survey module is part of the plan to link engagement to turnover and performance over time.
Commissioners asked about Glassdoor and turnover; staff reported a recent Glassdoor score around 3.9 and said linkage analyses between engagement, exit surveys and performance are a next step once data infrastructure improves.
Next steps: finalize procurement signatures, complete customization and return with results and a communication plan as the survey moves toward deployment in May.
