At UCOP, the voice of our staff is central to our progress, and the results of our inaugural Staff@Work Survey demonstrate the depth of engagement and dedication across our organization. With an incredible 77% response rate UCOP-wide, many divisions reached participation rates in the high 80th and low 90th percentiles. This response rate is especially commendable when we consider that the survey took place during an unsettling time of divisive national rhetoric and domestic and global conflict.

We are so grateful to everyone who took the time to share their thoughts and experiences. Your robust participation, and that of your colleagues, reflects the strong commitment our community shares to making our voices heard and building a workplace that reflects and serves us all.

High-level survey results

The survey revealed many areas of strength and opportunities for growth, providing a clear roadmap for our ongoing efforts. Here are some highlights:

• Overall satisfaction: 75% of respondents reported being very or extremely satisfied working at UCOP
• Retention: 82% indicated they could see themselves working at UCOP one to two years from now
• Net promoter score (NPS): 63% – good (The NPS measures employee satisfaction, including how likely employees will be to recommend working at UCOP to others. It is scaled from Low to Excellent, as follows: Low = below 40%; Moderate = 40-59%; Good = 60-79%; and Excellent = 80%+.)

Survey dimension scores

To provide a more nuanced view of what it is like to work at UCOP, our survey gathered employee perspectives on six meaningful aspects of our workplace experience: Supervision; Equity, Diversity and Inclusion; Mission and Goals; Employee Environment; Division/Department Environment; and Sustainable Engagement.

Scale

All scores were evaluated on a score of Low to Excellent as follows:

Mean average scores by dimension

Employees reacted to 41 statements to measure the six dimensions.

Insights from our top-scoring dimension: Supervision

The top-scoring survey dimension was Supervision, for which all nine statements received an “excellent” or “good” mean average score. These results highlight the efforts of UCOP supervisors to support and engage with their staff.

The following three statements were rated highest:

• My supervisor is supportive when personal issues arise: 92% of survey respondents rated this statement as “good” with an average mean score of 4.49.
• My supervisor actively supports my participation in training and education programs related to my job responsibilities: 84% of survey respondents rated this statement as “good” with an average mean score of 4.28.
• I can make recommendations to my supervisor without fear of negative consequences: 85% of survey respondents rated this statement as “good” with an average mean score of 4.25.

Insights from our lowest-scoring dimension: Sustainable Engagement

Despite its rank as the lowest-scoring dimension, all seven statements received a “good” or “moderate” mean average score.

The lowest-rating statements are as follows:

• I am satisfied with my opportunities for career advancement at UCOP: 54% of survey respondents rated this statement as “moderate” or “low” with an average mean score of 3.27.
• UCOP leadership is genuinely interested in hearing the ideas and opinions of staff members: 48% of survey respondents rated this statement as “moderate” or “low” with an average mean score of 3.42.
• I believe that the organization fosters an environment of trust: 45% of survey respondents rated this statement as “moderate” or “low” with an average mean score of 3.45.

Demographic insights

The survey provided valuable insights into the experiences of colleagues from various demographic groups. This feedback will help us develop focused approaches for supporting all staff.

Insights by race and ethnicity

• Satisfaction with opportunities for career advancement: Staff who identified as American Indian/Alaska Natives ranked this statement as “good,” while all other groups ranked it as “moderate” or “low.”
• Belief that organization fosters an environment of trust: Staff who identified as Asian ranked this statement as “good,” while all other groups ranked it as “moderate.”

Insights by gender identity

• Satisfaction in all six dimensions: Staff who identified as men ranked all 41 statements across survey dimensions equal to or higher than other colleagues.
• Belief that organization fosters an environment of trust: This statement earned the lowest score across all 41 statements and all demographic groups from staff who identified their gender as trans, genderqueer, nonbinary or a gender identity not reflected in the available options, and those who declined to state their gender identity.

Insights by years of service

• In general, staff with less than one year of service ranked all statements higher than those with more years of service. The exceptions were the statements:
  — “I understand UCOP’s mission.”
  — “I know how to get the information I need to be effective in my job.”
  — “My job makes good use of my skills and abilities.”
• Individuals with 6 to 15 years of service ranked the majority of statements across all dimensions lower than individuals in other years of service groups.

Consistent scores across demographic groups

Employees across all demographic groups were aligned in their responses to the following two statements:

• My supervisor is supportive when personal issues arise: The majority of groups ranked this statement as “excellent.”
• My department has adequate staffing to handle our workload: All groups ranked this statement as “moderate” or “low.”

“Decline to state,” opt-outs and data accuracy

In some cases, our ability to evaluate results by employee segment is limited because survey respondents chose the “decline to state” option or skipped over demographic questions.

Survey respondents declined to state, or skipped over, questions for several demographic categories as follows:

• 25% – race and ethnicity
• 20% – sexual orientation
• 16% – disability status
• 15% – gender identity

Survey respondents typically actively or passively omit this information due to data privacy concerns, discomfort with the demographic categories available or a lack of understanding of how this information will be used.

We plan to use this survey’s outcomes to inform our communications around the importance of demographic data in future staff surveys.

Next steps and action plans

UCOP is committed to turning these insights into meaningful actions. Here’s what comes next:

• Localized reports: Division leaders and chiefs of staff have received detailed reports for their divisions, sub-divisions and departments (if available), which will guide them in developing actionable plans tailored to their teams’ outcomes and specific focus areas. Leaders are expected to share these reports and plans to address division-specific priorities with their teams.
• EDI analysis: Based on the survey results, each division’s EDI Workgroup lead will provide equity-focused recommendations based on the survey results.
• Support tools: Staff can now access the UCOP EDI Workforce Dashboard, a resource for understanding trends in hiring, promotions and retention at UCOP and identifying strategies to foster inclusion.
• Ongoing engagement: Regular updates on our progress will be shared, culminating in a town hall at the end of Q1 2025.

Read the UCOP Staff@Work Survey report

Please note that Box log-in is required to access the link above.

Thank you!

The results we gained through this survey have provided us with an invaluable opportunity to listen, learn and grow together as a community. By harnessing our strengths and addressing the areas in which we need to improve, we can create a better and more inclusive workplace for all.

For additional questions about the survey or UCOP-wide results, contact staffatwork@ucop.edu. For questions regarding your division or department outcomes, contact your manager or divisional leadership.

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