University of California, Santa Barbara
PA-12: Assessing Employee Satisfaction

The University of California Staff Engagement Survey was first conducted in 2012. A second survey was conducted in April 2015, and again in 2017. It is aimed (a) to understand the current state of engagement of the UC workforce system-wide and how it differs according to key organizational segments and demographics; (b) determine what drives engagement at UC; (c) identify strengths to build on and opportunities to address, that is, be able to create a shortlist of actions to respond to these issues and improve employee engagement across the system; and (d) facilitate Involvement and communication with leaders and employees throughout the process. The survey was developed and administered in consultation with Towers Watson.

The first University of California Staff Engagement Survey was conducted in 2012. Following the compilation of the survey results, an open meeting was held to share the results. Three key engagement drivers were identified in which the UC Santa Barbara campus should focus attention and activities on: Career Development, Communication, and Performance Management. Over the next three years between 2012 and early 2015, a number of programs, improvements, and activities were focused in these three areas including but not limited to new career development programs, staff communication publications, an updated website for Human Resources, and new performance evaluation forms and training. In January 2016, a large town hall was held to share the results of the 2015 University of California Staff Engagement Survey. An estimated 400+ employees attended this town hall event. The three key engagement drivers from the 2015 survey included Career Development, Performance Management, and Working Relationships. Since January 2016, two town hall style events have taken place annually to communicate updates and results of the UC Staff Engagement Survey and campus action list. In 2017, planning for two new engagement initiatives commenced as a result of the survey and town hall feedback from staff: a new campus-wide work anniversary recognition event and a digital online social media platform to build community across the campus. The key engagement drivers for 2018 and 2019 are Career Development, Performance Management, and Wellness.

Percentage of employees assessed is as follows: Headcount for total employee population is 3,158 where 2,057 people are policy covered. We survey a representative sample of only policy covered staff and faculty. This gives us the percentage posted above.