Employee Engagement Survey The school board and district administration asked our employees “How are you doing?” in several important areas in an engagement survey administered during a two week window in December 2018. The brief 30 question survey focused on ten areas that asked employees to respond with their level of agreement or disagreement on topics that are important to our employees’ engagement and wellbeing. We appreciate the thoughtful responses and the time our employees took to complete the survey. The survey was distributed to 778 of our full time employees, and 53% of our employees responded to the survey. Most of the 415 responses came from the school building level—87% of all respondents. District level employees had 8% of the responses, and Maintenance, Operations, and Transportation had 5% of all responses (see “Response Rates” graphs on the following pages). The school buildings and the district office had 60% of the employees assigned to those locations complete the survey, while only 18% of the employees assigned to Maintenance, Operations, and Transportation completed the survey (see table below).

Employee Location Personnel Assigned Number Completed Percentage

School Building 608 360 59% District Level 56 35 62% Operations 114 20 18%

The data shown on the following pages provide information related to the responses gathered on the survey. It is important to the school board and district administration that we share the survey results and communicate with our employees about our next steps. In other words, what are we going to do with the information that our employees have shared with us? Each of the graphs on the following pages show the response rates of the percentage of our employees who agreed or disagreed with the statements included in the survey. The graphs show the percentage of response rates in three distributions:

Light green -- Favorable response (Strongly agree or Agree) Light Blue -- Neutral response Dark Blue -- Unfavorable response (Disagree or Strongly Disagree)

The initial results show an overall favorable picture of employee engagement for our district, but there are a couple of areas that we need to focus more effort and align more directly with our strategic plan: specifically, professional development and technology training. This is great information, and we are looking forward to responding to our employees as quickly and effectively as possible. Our overall engagement score of 72% reflects that 72% of the responses were favorable on the survey, Please review the graphs on the following pages. We will be asking follow up questions to seek greater clarification during the next few weeks. I will follow up with some of the comments that we received related to additional resources needed, training needs, or a handful of safety concerns. In addition to sharing the results of this survey, I will be asking our employees to share how this information directly impacts their jobs, and how our daily work aligns with our strategic plan. We desire to offer our employees an engaging, exciting, place to work as they serve the students and families in ACSD#1. I appreciate your taking the time to complete the survey, and I look forward to the follow up conversation.

Jubal Jubal C. Yennie, Ed.D. Superintendent

Engagement Survey Heat Map -- Location The following graph shows the overall category scores and the response rates compared by the location of where our employees work. The “Overall” score is compared to each location. Key Column 1 = School building level Column 2 = District office (central office, special services, technology) Column 3 = Operations (Maintenance, Operations, Transportation)

For example, our employees who responded from the school building level had a more favorable overall engagement score (89%) than our employees who responded that they work in Operations (62%).

Engagement Survey Heat Map – Length of Service The following graph shows the overall category scores and the response rates compared by the length of service of our employees. The “Overall” score is compared to years of service. Key Column 4 = Less than five years Column 5 = 6 to 10 years Column 6 = More than 10 years

For example, our employees who have worked for the district 6 – 10 years have a less favorable view of collaboration (62%) than employees new to the district or who have been here more than 10 years (77% and 74%).