#TeamCity Employee Survey

Madison has partnered with Polco, a leader in the field of municipal online engagement and surveying, to issue the National Employee Survey. All employees are invited to participate!

By taking this survey and participating on Polco, we’re getting input from you that will help us ensure that we understand your values in a clear, identifiable way. Results will be compiled in a report by Polco and will be shared upon completion.

Polco:

Polco is an external, independent firm that has been contracted to conduct this employee survey on behalf of the City of Madison. Polco specializes in research and evaluation to assist government and nonprofit-sector clients. Polco was designed to be a safe and civil place to provide input and feedback to community leaders.

The National Employee Survey (The NES):

• Uses rigorous and statistically valid methods
• Offers benchmark comparison to a database comprised of over 60,000 employees from across the United States
• Uses a questionnaire developed by survey research and local government experts
• Allows Madison to track trends across 8 key aspects of organizational climate
• Is completely anonymous and ensures employee privacy

Employees expressed strong satisfaction with their jobs and alignment with organizational values.

• Nearly 9 in 10 employees were satisfied with their job overall (88% excellent or good) and felt their personal values align with the City’s values (85%).
• About 8 in 10 indicated that the City of Madison’s mission and vision make their work feel important.
• Most employees (88%) planned to still be working for the City one year from now, and about 8 in 10 saw a career path with the City.

Supervisors are valued at the City of Madison.

• About 7 in 10 employees positively rated their supervisor’s communication of expectations.
• A similar share approved of supervisors providing opportunities to learn and grow, as well as offering specific,constructive feedback.
• Roughly two-thirds rated supervisors positively for applying discipline fairly and consistently, higher than the national benchmark.
• Recognition of high-performing employees also received above-average ratings (61% excellent or good).

Results indicate that employees value their work group.

• Several aspects of employees’ immediate work groups received strong ratings and were generally in line with national benchmarks, including:
• Working relationships (80% excellent or good)
• Collaboration among staff (76%)
• Communication among staff (72%)

Opportunities emerged to strengthen collaboration and encourage new ideas across the organization.

• Ratings for valuing creativity were moderate (55%), similar to the benchmark but lower relative to other organizational strengths.
• The City’s openness to new ideas and initiatives scored below the national benchmark, with 44% rating this positively.
• Collaboration between departments received relatively fewer positive ratings (41% excellent or good) and scored below the benchmark.

Communication is a potential focus area.

• About half of employees (54%) felt the City communicates information effectively to help them understand key issues; while similar to the benchmark, this lower overall rating may suggest room for clearer communication.
• The speed of response to important issues or change was rated positively by 44% of employees, below the national benchmark.
• Organizational efforts to show appreciation for employees were positively rated by about half of respondents, also below benchmark.
• Helping new employees feel connected and integrated received positive ratings from about 6 in 10 employees, lower than the national benchmark.