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Survey of district staff finds high participation, strong leadership relationships and concerns over workload and compensation
Summary
A district working‑conditions survey for non‑teacher staff drew a 65% response rate. HR reported strengths in workplace safety and leadership relationships but identified workload and total compensation as the lowest‑rated domains and recommended targeted workload relief, a compensation guide tied to an upcoming salary study, and career‑pathway development.
Miss Broy presented results of Brunswick County Schools’ first local working‑conditions survey for non‑teacher staff, which ran concurrently with a teacher working‑conditions instrument. The local survey achieved a 65% participation rate and included 29 questions across seven domains.
Survey strengths included workplace safety, a positive professional culture, and generally strong leadership relationships; respondents reported collegiality and a sense of meaningful work. Miss Broy said high‑school leaders rated leadership highest and that responses varied by proximity to leadership: those who worked most closely with leaders tended to rate communication and supervisory support higher than front‑line classified staff.
The two most significant concerns were workload and total compensation. Workload pressures were greatest among student‑facing and small‑department roles and during seasonal peaks (state testing, audit periods, enrollment surges). Compensation was the lowest‑rated domain across all employee groups; Miss Broy recommended building a comprehensive compensation guide that explains pay structure, steps and classification and using the upcoming classified salary study to increase transparency.
Recommended next steps included targeted interventions to relieve peak workloads (temporary coverage, substitutes, cross‑training), clearer communication of available resources, and development of visible career pathways (for example, defined steps from custodian to head custodian to coordinator). Miss Broy said the HR team will provide school and department snapshots to supervisors and work with the superintendent’s office on implementation priorities.
Board members praised the high response rate and asked for access to the full data; staff said the board can view the survey results and that department‑level snapshots will be shared with supervisors.
