FAS Staff Engagement Survey Results 2019

Dear Financial and Administrative Services (FAS) Community,

The results are in! Following Chancellor Hawgood’s message about UCSF’s 2019 Staff Engagement Survey results, I wanted to share more details about our FAS results and next steps. One of our five guiding True North pillars is to create an optimal work experience for you. I’m proud that our results show steady progress and solid signs that we are moving in the right direction. It confirms that when we focus our attention, we see improvement. Thank you for sharing your voice.

Below is a summary of the key numbers, what we heard, and the next steps.

Thank you for your continued efforts to improve our workplace, and especially to the ambassadors and staff who were involved in implementing the survey. As always, I welcome your direct feedback in any way that feels most comfortable to you.

Paul Jenny
Senior Vice Chancellor
Finance and Administration

Download the FAS Engagement Survey Update (pdf)

By the Numbers

81% of FAS staff took the 2019 survey, a 3% increase from last year.
We surpassed our True North target to improve our grand mean (the average of all 12 engagement questions), up to 4.06 from 3.98.
The percent of FAS staff who are engaged doubled since the survey started–from 23% in 2011 to 52% in 2019–surpassing the US working population.
See the FAS Engagement Survey Update (pdf) for more details.

What We Heard

As we celebrate the positive news, we know there is more to do to create an environment in FAS where people can all do their best. FAS leadership recently met to review results and discuss areas of focus in the coming year.

Here are the key findings:

Steady improvement: FAS shows steady improvement in employee engagement over the years.
Areas of strength: In FAS, our areas of strength are friendship, a strong connection to our mission and a focus on employee feedback and recognition.
Recognition highest overall improvement: Recognition had the highest overall improvement, showing that the contributions employees make are valued and acknowledged.
Narrowing the gap on key populations: Similar to the rest of UCSF, there are two distinct “layers” of engagement within FAS. An encouraging development is that we showed significant increases in populations that have been historically less likely to be engaged. This was an area of focus in many of our work teams where data verified progress with staff feeling more cared for and that their opinions count.
More focus on two-way conversations and opportunities to develop and advance: Opportunities for improvement remain in fostering dialogue that encourages engagement and belonging. Additionally, we need to do better to help our people develop and advance.
Sustain engagement during transitions: Looking forward, we recognize a need to be deliberate in sustaining communications and engagement in groups during leadership transitions and organizational changes.

Next Steps

While some activities are happening at the leadership level, the most significant work will happen at the local level, with teams in your department.

Here are UCSF-wide next steps:

Attend the UCSF Staff Engagement Town Hall on July 11.
Managers and Supervisors should attend an “Advocacy” Workshop between 7/15 – 8/15. Register on LMS.
Refresh your team’s action plan by August 31.
Learn about resources to grow, learn and get involved with the UCSF Staff Resources guide.

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