
Gallup Engagement Survey 
The UCSF Staff Engagement Survey is a short, annual survey that provides an opportunity for staff to identify UCSF's strengths and improvement areas as a workplace, towards improving our own work lives, those of our colleagues and UCSF overall. The survey is our way to measure how we're doing, but Employee Engagement happens all year long.
2023 Engagement Timeline
2023 Staff Engagement Survey Timeline
- February 14: Manager team roster HR Umbrella confirmation deadline
- February 28: Manager's Ambassador nominations due
- March 7 & 28: Ambassador Orientations
- April 11 - May 5: Survey open
- May 16: Survey results release
- June 29: Engagement Town Hall
- May-July: Share Survey results
- July-Sept: Engagement Action Planning
- Oct-Dec: Assess Action Plan
Survey Measures
Gallup’s internationally-renowned research has identified 12 specifically-worded measures about engagement that indicate a high-performing work environment, known as the “Q12.”
Additionally, our UCSF staff engagement survey asks data-driven items tailored toward key UCSF priorities:
ACCOUNTABILITY: assessing action planning effectiveness of a team
- I received feedback on the previous survey conducted at my workplace.
- My team participated in an effective action planning session following last year’s survey.
- My team has made progress on the goals set during our action planning sessions after the last survey.
RECOMMEND UCSF as a place to work and get care: Net promoter
- I would recommend my organization’s hospitals to my friends and family for care.
- How likely are you to recommend UCSF as a place to work?
BELONGING: one of the ways the UCSF understands and measures staff experiences of inclusion and equity
- I know where to find the info and resources I need to help me do my job effectively.
- There is a clearly defined path to growth and development in my role.
- My manager or supervisor serves as a strong advocate for our unit/department.
- My manager or supervisor is consistently trying to help me progress in my role.
- At work, I am respected for who I am as a person.
- I have the same opportunities for advancement as other employees at my organization with similar experience and qualifications.
- For people managers only:
I feel prepared to have meaningful conversations about race and equity with my team.
INTENT TO STAY, BURNOUT, & WELLNESS: understanding what keeps team members anchored to UCSF, why they might leave, and what their workload feels like
- I plan to be working at my organization one year from now.
- If you plan to leave UCSF in the next year, which reason is most important in your decision?
- If you plan to stay with UCSF beyond the next year, which reason is most important in your decision?
- How often do you feel burned out at work?
- My company cares about my overall wellbeing.
We also ask staff to respond to one open-ended question:
“What can UCSF do to make this an even better place to work?”
Survey Distribution FAQs
Who is invited to the survey?
- All UCSF Campus and Health staff are invited, except some short-term and part-time staff are not invited.
- Benioff Children’s Hospitals (San Francisco & Oakland) and UCSF Benioff Children’s Physicians are invited.
- Newly hired staff who have tenure of less than 3 months at the time of the survey launch are not invited, but will be invited to the following year's survey.
Is my response confidential?
Gallup administers the UCSF Staff Engagement Survey according to strict confidentiality policies. At no time will Gallup share data with UCSF in a way that would directly connect you to your responses. Gallup NEVER shares individual respondent-level data with UCSF, not even with senior leaders or managers -- all results are reported at the team level, aggregated in groups of 5 or more respondents and reported to UCSF exactly as written.
What if I haven't received my email invitation to the survey?
There is more than one way to take the survey! We recommend logging into Gallup Access to take your survey.
Please note: newly hired staff who have tenure of less than 3 months at the time of the survey launch are not invited to this year's survey, but will be invited to the following year's survey. Some short-term and part-time staff are also not invited to the survey.
If made a mistake on my survey, can I retake it?
Yes! Log into Gallup Access and click "Help."
How can I see survey results for my team, rollup, or another team?
Managers have access to their team's survey results in Gallup Access. However, if you are manager new in your role, or someone who supports a manager and needs results access, please submit an L&OD Service Request for "Staff Engagement Survey."
Can managers see survey results by age, gender, ethnicity, race, or other sensitive information?
Variables such as age, gender, ethnicity and race are considered private workplace variables, so team managers do not have access to that level of survey report detail. Other categories (such as primary work location) are not private, so managers will be able to look at reports by those details. Again, all results are grouped by 5 or more respondents, so no individual's survey answers can be singled out.
Gallup Access is your staff engagement portal for:
- Accessing Your Team's Survey Results (Managers/Delegates only)
- Action Planning
- Strengths
- Learning Resources to Increase Engagement, such as...
Carefully read and analyze your team's Gallup Q12 survey results
Q01. I Know What Is Expected of Me at Work (Manager)
Q02. I Have the Materials and Equipment I Need to Do My Work Right (Individual)
Why Drive Employee Engagement in Higher Ed?
Why Friendships Among Remote Workers Are Crucial
Troubleshooting
Submit an Engagement Survey Request
For delegate/manager survey reporting and action planning requests
Call Gallup support desk
(888) 486-9104 (24/7)
For general issues with the Gallup Access portal
2022 Staff Engagement Survey
This July 2022 town hall's key takeaways included:
- Survey results - now available for 2022: UCSF | Managers
- Action Planning - drives engagement
- Strengths Assessments - boosts engagement and belonging
- Organization-wide Action Plan - aims at building roadmaps, managers as advocates & unconscious bias
2021 Staff Engagement Survey
2020 Pulse Survey
Addressing COVID, Racial Injustice, and Financial Health
2020 was a year of extraordinary challenges. This is why Chancellor Sam Hawgood and Mark Laret, President and CEO of UCSF Health, sought to take a staff “pulse” survey to get feedback on how UCSF was addressing the unprecedented converging public health crises of COVID-19, a national reckoning on racism, in addition to the financial fallout of the pandemic.
Read about key findings and follow-up actions of the 2020 Pulse Survey here.