WE HEAR YOU!
2017 Employee Engagement Survey Results
Each of you shapes the future of UF Health Jacksonville through your feedback in our annual Employee Engagement Survey. By measuring and improving employee engagement, we can work together to create a healthy and healing environment that produces excellent care and service for our patients, community and each other.
The 2017 survey was conducted Aug. 7 – 27 and was made available to all full- and part-time employees, PRN employees, medical students and residents employed by UF Health Jacksonville and the University of Florida College of Medicine – Jacksonville. It was administered online by Press Ganey. Responses were sent directly to Press Ganey and kept completely confidential.
Response Rate
We had 3,195 employees complete the survey, which is 72 percent of our staff. This is down slightly from the 76 percent who participated in 2016, but still a significant participation rate compared with the national average of 70 percent. This placed UF Health Jacksonville in the 65th percentile for engagement compared with the national health care average.
OVERALL OBSERVATIONS COMPARED WITH 2016 SURVEY
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GREATEST SIGNIFICANT IMPROVEMENTS
- Ability to disconnect from work communications during free time
- Climate of trust in work unit
- Knowing your work makes a difference
- Work-life balance: ability to separate from work during personal time
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KEY STRENGTHS
- Pay and development: pay is fair, opportunities are provided for career development
- Sufficient time to provide care to patients
- Work-life balance: ability to separate from work during personal time
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KEY DRIVERS OF FOCUS
- Continue to work on improving perceptions of high-quality care and service — overall and at the work unit level
- Continue to work on teamwork throughout the organization at the division and department work unit level
- Leverage a strong sense of belonging and increase confidence in management’s leadership
Moving Forward
Managers and directors will review the survey results with employees by Jan. 31 and work to develop action plans based on feedback. The action plans will address items of concern and include steps to improve them. From March through June, management will continuously touch base with staff to monitor the perceptions of existing issues and determine if progress is being made to address them.
