Enhancements coming to 2019 employee survey 

Since 2015, the annual Employee Engagement Survey has been used to hear from employees about how to make King County a better place to work, and how to provide services more effectively to residents. The learnings form the basis of Investing In YOU, a strategy to build a workplace where employees have the tools, support, and opportunity to do their best work.

Four years into this journey, it’s time to reflect, learn and look at where improvements can be made. 2019 will bring some exciting changes and a relationship with a new vendor, Confirmit.

  • Annual administration of the survey is switching from fall to spring. Based on your feedback, the survey will be administered in spring of each year instead of fall. This year, the survey period is March 11-29 (March 11-22 for Transit employees).
  • The survey is shorter. The survey was reduced from 70 questions to around 49 by removing redundancies, ambiguous questions and questions that were not useful to action planners.
  • Analysis will be done in house. Your data will remain anonymous and confidential. All responses will go directly to our new vendor, Confirmit, and they will send de-identified data to King County for analysis. King County will never see individual responses associated with a person’s name, and cannot track your responses. This will allow us to do deeper analysis.
  • There will be more ways to take it electronically. Some sectors of the workforce which have been relying on paper to take their survey will now have an option to take it electronically, decreasing the time it takes to return analyzed results.
  • We will be able to look at how engagement relates to organizational performance. The platform we contracted with, Confirmit, allows us to pull together different data sets so we can see how engagement relates to things like injuries, turnover and promotions.

Here are some of the things that will stay the same:

  • The most important questions will remain the same, allowing groups to track data trends over time. Many groups rely on engagement data for the insights it provides into the employee experience. Around 85% of the new survey items will be trendable to past years’ surveys.
  • Reports help focus efforts strategically. Reports will still point to what aspects of employees’ experience has the biggest impact on engagement. It’s not just the lowest scoring question that matter the most. It’s what is most important to employees.
  • Data will be provided by demographics so groups can look at data through an ESJ lens. This has been an important tool for illuminating disparities in experience.

Watch for survey communication to ramp up in February!