Employee Experience and Engagement Survey Services

The Vendor is required to provide employee experience and engagement strengthen agency by intentionally shaping how employees experience their work—so every employee feels heard, supported, treated fairly, and connected to the impact of their work in the region.
- Defines protected class to include race, color, ancestry, national origin, language, religion, citizenship status, sex, pregnancy (including childbirth, lactation, and related health conditions), age (40 and older), marital status, sexual preference or orientation, gender identity/expression, military/veteran status, disability, genetic information (including testing and characteristics), membership in a collective bargaining unit, status with regard to public assistance, political affiliation, the basis of association with an individual that falls into a protected class, and/or any other status protected un applicable law or regulation.
- Strategic Priorities:
• Build bridges: Foster employee appreciation, engage employees, and build connections between employees, departments, facilities, and job classifications.
• Amplify Voices: Design employee listening strategies, ensuring multiple avenues for collecting employee ideas and feedback and that outcomes are shared back with employees.
• Empower Leaders: Deliver meaningful and data-backed insights to leaders to support engaged and high-performing teams.
• Advance Wellbeing: Facilitate wellbeing and intellectual, emotional, and physical safety for all employees in the workplace.
• Think Regionally: Ensure that every employee understands the public impact of their work, equipping employees with the tools, data, and training to understand and address the needs of our ratepayers and the region.
• Evaluate Impact: Analyze outcomes using internal and external insights and communicate progress and successes with employees.
- Design Annual Employee Engagement Survey
• Lead survey design including both standard and customized survey questions as well as quantitative and qualitative questions.
• Advise on the type of workforce data to collect to allow for data segmentation and have the ability within the survey and reporting for workforce segmentation
• Advise on the frequency and approach for conducting surveys over the three-year time span
• Recommend employee communications plan and templates to promote survey completion
- Administer Survey
• Support survey administration with a survey platform
• Collect survey responses and gather results into a platform for analysis and reporting.
• Provide regular status updates on response rate
• Advise on strategies to increase response rate
• Train key staff in survey administration
- Analyze Survey Results and Provide Platform for Internal Reports
• Scrub data for identifying remarks to retain anonymity
• Analyze results both organization-wide and segment data for employee populations and specific business functions
• Provide benchmark data that allows the District to compare its results to similar organizations
• Provide dashboards and reporting tools for different stakeholder groups (survey team, department directors, all employees) to support action planning and communication
• Define select engagement metrics that indicate an overall engagement score
- Report and recommendations
• Prepare a technical report and present it to project team
• Provide executive-level summary and present to senior leaders
• Prepare a summary report and/or dashboard intended for organizational-wide distribution
• Develop a communication strategy for informing employees of the results