08-02-2024 Budget Workshop Agenda Packet
BUDGET RETREAT MEETING
AGENDA
City Council
August 2, 2024
8:30 A.M.
HAL BALDWIN MUNICIPAL COMPLEX COUNCIL CHAMBERS
1400 SCHERTZ PARKWAY BUILDING #4
SCHERTZ, TEXAS 78154
CITY OF SCHERTZ CORE VALUES
Do the right thing
Do the best you can
Treat others the way you want to be treated
Work cooperatively as a team
AGENDA
FRIDAY, AUGUST 2, 2024 at 8:30 a.m.
Call to Order
Hearing of Residents
This time is set aside for any person who wishes to address the City Council. Each person should fill out
the speaker’s register prior to the meeting. Presentations should be limited to no more than 3 minutes.
All remarks shall be addressed to the Council as a body, and not to any individual member thereof.
Any person making personal, impertinent, or slanderous remarks while addressing the Council may
be requested to leave the meeting.
Discussion by the Council of any item not on the agenda shall be limited to statements of specific factual
information given in response to any inquiry, a recitation of existing policy in response to an inquiry,
and/or a proposal to place the item on a future agenda. The presiding officer, during the Hearing of
Residents portion of the agenda, will call on those persons who
have signed up to speak in the order they have registered.
Welcome (Mayor Gutierrez/City Manager Steve Williams)
August 2, 2024 City Council Agenda Page 1
Welcome (Mayor Gutierrez/City Manager Steve Williams)
Discussion and Action Items
1.Review and discussion of the 2024 Employee Engagement Survey
(S.Williams/S.Gonzalez/J.Kurz)
Budget Prioritization Process
2.
Fiscal Year 2024-25 Operating Budget and Capital Improvement Program Workshop
(S. Williams/Executive Team/James Walters)
Discussion and Action Items
3.
Discussion and direction for setting the preliminary maximum tax rate for fiscal year
2025 and setting Public Hearing dates.(S.Williams/J.Walters)
Adjournment
CERTIFICATION
I, SHEILA EDMONDSON, CITY SECRETARY OF THE CITY OF SCHERTZ, TEXAS, DO HEREBY CERTIFY THAT
THE ABOVE AGENDA WAS PREPARED AND POSTED ON THE OFFICIAL BULLETIN BOARDS ON THIS THE
29TH DAY OF JULY 2024 AT 4:00P.M., WHICH IS A PLACE READILY ACCESSIBLE TO THE PUBLIC AT ALL
TIMES AND THAT SAID NOTICE WAS POSTED IN ACCORDANCE WITH CHAPTER 551, TEXAS
GOVERNMENT CODE.
SHEILA EDMONDSON
I CERTIFY THAT THE ATTACHED NOTICE AND AGENDA OF ITEMS TO BE CONSIDERED BY THE CITY
COUNCIL WAS REMOVED BY ME FROM THE OFFICIAL BULLETIN BOARD ON ________DAY OF
___________________, 2024.
TITLE: _______________________________
This facility is accessible in accordance with the Americans with Disabilities Act. Handicapped parking spaces are
available. If you require special assistance or have a request for sign interpretative services or other services, please call
210-619-1030.
The City Council for the City of Schertz reserves the right to adjourn into closed session at any time during the
course of this meeting to discuss any of the matters listed above, as authorized by the Texas Open Meetings Act.
Closed Sessions Authorized: This agenda has been reviewed and approved by the City’s legal counsel and the
presence of any subject in any Closed Session portion of the agenda constitutes a written interpretation of Texas
Government Code Chapter 551 by legal counsel for the governmental body and constitutes an opinion by the
attorney that the items discussed therein may be legally discussed in the closed portion of the meeting considering
available opinions of a court of record and opinions of the Texas Attorney General known to the attorney. This
provision has been added to this agenda with the intent to meet all elements necessary to satisfy Texas Government
Code Chapter 551.144(c) and the meeting is conducted by all participants in reliance on this opinion.
August 2, 2024 City Council Agenda Page 2
August 2, 2024 City Council Agenda Page 3
Agenda No. 1.
CITY COUNCIL MEMORANDUM
City Council
Meeting:August 02, 2024
Department:City Secretary
Subject:
Review and discussion of the 2024 Employee Engagement Survey
(S.Williams/S.Gonzalez/J.Kurz)
Attachments
Summary of Employee Engagement Summary
City of Schertz
Executive Summary
2024
REPORT ID: 7002
City of Schertz | 2024
Executive Summary
Table of Contents
Introduction ........................................................................................................................1
The Survey ............................................................................................................................2
Employee Engagement ..........................................................................................................3
People ...................................................................................................................................4
Constructs ............................................................................................................................5
Areas of Strength and Concern .......................................................................................6
Climate .................................................................................................................................7
Focus Forward ......................................................................................................................8
Appendix A: Demographic Items .......................................................................................A1
Appendix B: Primary Items ...............................................................................................B1
Appendix C: Additional Items .........................................................................................C1
Appendix D: Engagement Items .........................................................................................D1
Appendix E: Constructs and Related Items ...................................................................E1
Appendix F: Survey Customization Sheet ......................................................................F1
Institute for Organizational Excellence www.survey.utexas.edu
UT Austin’s Steve Hicks School of Social Work orgexcel@utexas.edu
405 W 25th Street Phone (512) 471-9831
Austin, Texas 78705 Fax (512) 471-9600
City of Schertz | 2024
Introduction
THANK YOU for your participation in the Survey of Employee Engagement (SEE). We trust that
you will find this information helpful in your leadership planning and organizational development
efforts. The SEE is specifically focused on the key drivers relative to the ability to engage
employees towards successfully fulfilling the vision and mission of the organization.
Inside this report, you will find many tools to assist you in understanding the engagement of your
employees. Your first indication of engagement will be the response rate of your employees. From
there, we share with you the overall score for your organization, averaging all survey items. You
will also find a breakdown of the levels of engagement found among your employees. We have
provided demographic information about the employees surveyed as well as what percent are
leaving or retiring in the near future. Then, this report contains a breakdown of the scoring for
each construct we surveyed, highlighting areas of strength and areas of concern. Finally, we have
provided Focus Forward action items throughout the report and a timeline suggesting how to
move forward with what you have learned from the survey results.
Your report represents aggregate data, but some organizations will want further information. For
example, the SEE makes it possible to see results broken down by demographic groupings. We
would enjoy hearing how you've used the data, and what you liked and disliked about the SEE
experience. We are here to help you engage your employees in achieving your vision and
mission.
Noel Landuyt
Associate Director
Institute for Organizational Excellence
Organization Profile
City of Schertz
Organizational Leadership:
Steve Williams, City Manager
Benchmark Categories: Size 4: Organizations with 301 to 1000 employees Mission 1/10 : General Government
Survey Administration
Collection Period: 05/22/2024 through 06/12/2024
Survey Liaison:
Jessica Kurz Director of Human Resources and
Purchasing 1400 Schertz Parkway, Bldg. 2 Schertz, TX 78154
(210) 619-1152
jkurz@schertz.com
1
City of Schertz | 2024
The Survey
28 Breakout
Categories
Organizations can use breakout categories
to get a cross-sectional look at specific
functional or geographic areas. Your
organization had a total of 28 breakout
categories.
5 Additional
Items
Organizations can customize their survey
with up to 20 additional items. These items
can target issues specific to the
organization. Your organization added 5
additional items.
2
City of Schertz | 2024
Employee Engagement
49.7%
Up 1.6%
Response Rate
The response rate to the survey is your first indication of the level of
employee engagement in your organization. Of the 437 employees
invited to take the survey, 217 responded for a response rate of
49.7%. As a general rule, rates higher than 50% suggest soundness,
while rates lower than 30% may indicate problems. At 49.7%, your
response rate is considered average. Average rates suggest possible
issues of trust within the organization, and employees may be
reluctant to engage in improvement efforts until leadership
demonstrates a clear commitment to change.
Overall Score
The overall score is a broad indicator for
comparison purposes with other entities. Scores
above 350 are desirable, and when scores dip
below 300, there should be cause for concern.
Scores above 400 are the product of a highly
engaged workforce. Your Overall Score from
last time was 357. Overall Score: 392
29%
32%
30%
9%
Levels of Employee Engagement
Twelve items crossing several survey constructs have been selected
to assess the level of engagement among individual employees. For
this organization, 29% of employees are Highly Engaged, 32% are
Engaged, 30% are Moderately Engaged, and 9% are Disengaged.
Highly Engaged employees are willing to go above and beyond in
their employment. Engaged employees are more present in the
workplace and show an effort to help out. Moderately Engaged
employees are physically present, but put minimal effort towards
accomplishing the job. Disengaged employees are disinterested in
their jobs and may be actively working against their coworkers.
For comparison purposes, according to nationwide polling data,
about 30% of employees are Highly Engaged or Engaged, 50% are
Moderately Engaged, and 20% are Disengaged. While these
numbers may seem intimidating, they offer a starting point for
discussions on how to further engage employees. Focus on building
trust, encouraging the expression of ideas, and providing employees
with the resources, guidance, and training they need to do their best
work.
3
City of Schertz | 2024
People
Examining demographic data is an important aspect of determining the level of consensus and
shared viewpoints across the organization. A diverse workforce helps ensure that different ideas
are understood, and that those served see the organization as representative of the community.
Gender, race/ethnicity, and age are just a few ways to measure diversity. While percentages can
vary among different organizations, extreme imbalances should be a cause for concern.
Race/Ethnicity
African Am/Black
White
Asian
Native Am, Pac Isl
Prefer not to
answer
Prefer to self-
describe
5.1%
76.5%
1.4%
2.3%
13.4%
0.9%
0%25%50%75%100%
Age (in years)
16-29
30-39
40-49
50-59
60+
Prefer not to
answer
12.4%
21.7%
30.0%
22.6%
5.1%
8.3%
0%25%50%75%100%
Gender
Female
Male
Prefer not to
answer
Prefer to self-
describe
35.0%
57.1%
6.5%
0.9%
0%25%50%75%100%
YEARS OF SERVICE
With this Organization
35% New Hires (0-2 years)
31% Experienced (3-10 years)
26% Very Experienced (11+ years)
9% Prefer not to answer
Each figure represents about 2.4 employees.
4%INTEND TO LEAVE
Understand why people are leaving
your organization by examining
retention factors such as working
conditions, market competitiveness,
or upcoming retirement.
25%CAN RETIRE
This percentage of respondents
indicated that they are or will be
eligible for retirement within two
years.
4
City of Schertz | 2024
Constructs
Similar items are grouped together and their scores
are averaged and multiplied by 100 to produce 12
construct measures. These constructs capture the
concepts most utilized by leadership and drive
organizational performance and engagement.
Each construct is displayed below with its
corresponding score. Constructs have been coded
below to highlight the organization's areas of
strength and concern. The three highest are green,
the three lowest are red, and all others are yellow.
Scores typically range from 300 to 400, and 350 is
a tipping point between positive and negative
perceptions. The lowest score for a construct is
100, while the highest is 500.
Every organization faces different
challenges depending on working
conditions, resources, and job
characteristics. On the next page, we
highlight the constructs that are relative
strengths and concerns for your
organization. While it is important to
examine areas of concern, this is also an
opportunity to recognize and celebrate
areas that employees have judged to be
strengths. All organizations start in a
different place, and there is always room
for improvement within each area.
Construct Scores
Workgroup
Strategic
Supervision
Workplace
Community
Information Systems
Internal Communication
Pay
Benefits
Employee Development
Job Satisfaction
Employee Engagement
414
414
403
400
395
388
378
318
396
404
391
406
5
City of Schertz | 2024
Constructs Over Time
One of the benefits of continuing to participate in
the survey is that over time data shows how
employees' views have changed as a result of
implementing efforts suggested by previous survey
results.
Positive changes indicate that employees perceive
the issue as having improved since the previous
survey.
Negative changes indicate that the employees
perceive that the issue has worsened since the
previous survey. Negative changes of greater than
40 points and having 8 or more negative construct
changes should be a source of concern for the
organization and should be discussed with
employees and organizational leadership.
Has Change
Occurred?
Variation in scores from year to year is
normal, even when nothing has changed.
Analyzing trend data requires a bringing
patterns into focus, digging deeper into
data, and asking questions about issues
surrounding the workplace.
Pay close attention to changes of more
than 15 points in either direction. Were
there any new policies or organizational
changes that might have affected the
scores? Were these areas a point of
focus for your change initiatives?
Constructs Scores Over Time
Workgroup
Strategic
Supervision
Workplace
Community
Information Systems
Internal Communication
Pay
Benefits
Employee Development
Job Satisfaction
Employee Engagement
40
34
26
28
17
29
44
86
24
35
40
29
-160 -120 -80 -40 0 40 80 120 160
6
City of Schertz | 2024
Areas of Strength and Concern
Areas of Strength
Workgroup Score: 414
The workgroup construct captures employees' perceptions of the people they work
with on a daily basis and their effectiveness. Higher scores suggest that employees
view their workgroup as effective, cohesive and open to the opinions of all members.
Strategic Score: 414
The strategic construct captures employees' perceptions of their role in the
organization and the organization's mission, vision, and strategic plan. Higher scores
suggest that employees understand their role in the organization and consider the
organization's reputation to be positive.
Employee Engagement Score: 406
The employee engagement construct captures the degree to which employees are
willing to go above and beyond, feel committed to the organization and are present
while working. Higher scores suggest that employees feel their ideas count, their work
impacts the organization and their well-being and development are valued.
Areas of Concern
Pay Score: 318
The pay construct captures employees' perceptions about how well the
compensation package offered by the organization holds up when compared to
similar jobs in other organizations. Lower scores suggest that pay is a central
concern or reason for discontent and is not comparable to similar organizations.
Internal Communication Score: 378
The internal communication construct captures employees' perceptions of
whether communication in the organization is reasonable, candid and helpful.
Lower scores suggest that employees feel information does not arrive in a timely
fashion and is difficult to find.
Information Systems Score: 388
The information systems construct captures employees' perceptions of whether
computer and communication systems provide accessible, accurate, and clear
information. The lower the score, the more likely employees are frustrated with
their ability to secure needed information through current systems.
7
City of Schertz | 2024
Climate
The climate in which employees work does, to a large extent, determine the efficiency and
effectiveness of an organization. The appropriate climate is a combination of a safe, non-
harassing environment with ethical abiding employees who treat each other with fairness and
respect. Moreover, it is an organization with proactive management that communicates and has
the capability to make thoughtful decisions. Below are the percentages of employees who
marked disagree or strongly disagree for each of the 6 climate items.
19.9%
believe the information from this
survey will go unused.
Conducting the survey creates
momentum and interest in
organizational improvement, so it's
critical that leadership acts upon the
data and keeps employees informed
of changes as they occur.
16.7%
feel there aren't enough opportunities
to give supervisor feedback.
Leadership skills should be evaluated
and sharpened on a regular basis.
Consider implementing 360 Degree
Leadership Evaluations so
supervisors can get feedback from
their boss, peers, and direct reports.
14.8%
feel that upper management should
communicate better.
Upper management should make
efforts to be visible and accessible,
as well as utilize intranet/internet
sites, email, and social media as
appropriate to keep employees
informed.
7.4%
feel they are not treated fairly in the
workplace.
Favoritism can negatively affect
morale and cause resentment among
employees. When possible, ensure
responsibilities and opportunities are
being shared evenly and
appropriately.
3.3%
feel workplace harassment is not
adequately addressed.
While no amount of harassment is
desirable within an organization,
percentages above 5% would benefit
from a serious look at workplace
culture and the policies for dealing
with harassment.
3.2%
feel there are issues with ethics in
the workplace.
An ethical climate is the foundation of
building trust within an organization.
Reinforce the importance of ethical
behavior to employees, and ensure
there are appropriate channels to
handle ethical violations.
8
City of Schertz | 2024
JUL
2024
SEP
2024
DEC
2024
APR
2026
AUG
2024
OCT
2024
FEB
2025
9
City of Schertz | 2024
Demographic Items
Survey respondent information reports the response rate and frequency information for all
demographic variables that were asked of participants. Response Rate is a good indicator of
employees' willingness to engage in efforts to improve the organization. Scope of Participation is
a gauge to see whether or not employees by demographic characteristics participated in the
survey.
Response Rate
Your response rate is the percentage of surveys distributed divided by the number of valid
surveys received. For category reports, we only report the response rate for the organization as
a whole.
What is a good response rate?
If your organization sampled employees, the answer must take into consideration size, sampling
strategy, variance, and error tolerance. When all employees are surveyed (census), a general
rule for organizations of at least 500, is that a 30% rate is a low, but an acceptable level of
response. In general, response rates of greater than 50% (regardless of number of employees)
indicate a strong level of participation.
What about non-respondents?
First, you should review the scope of participation discussed in the following paragraph. Second,
you need to ascertain whether or not a more focused effort is needed to determine why some
groups did not respond.
Scope of Participation
Respondent information is used as a gauge of the scope of participation. For example, the
percentages of male and female respondents should roughly mirror your organization's gender
composition. This should be true for the other demographic categories. If not, consider whether
or not additional efforts need to be made to engage those low participating categories. It is
important to note the following:
If less than five respondents selected a demographic variable, "Less Than Five" and "Not
Available" is reported to protect the respondents' anonymity.
Participants have the option to skip items or select prefer not to answer. Both of these non-
responses are combined to give a total "Prefer not to answer" count.
A1
City of Schertz | 2024
Demographic Items
Total Respondents: 217
Surveys Distributed: 437
Response Rate: 49.66%
Number
of Survey
Respondents
Percent
of Survey
Respondents
My highest education level
Did not earn high school diploma or equivalent:Less than 5 Not Available
High school diploma or equivalent:31 14.29%
Some college:75 34.56%
Associate's Degree:20 9.22%
Bachelor's Degree:47 21.66%
Master's Degree:28 12.90%
Doctoral Degree:Less than 5 Not Available
Prefer not to answer:15 6.91%
I am
Female :76 35.02%
Male :124 57.14%
Prefer not to answer :14 6.45%
Prefer to self-describe:Less than 5 Not Available
My annual salary (before taxes)
Less than $20,001 :5 2.30%
$20,001 to 30,000 :6 2.76%
$30,001 to 40,000 :16 7.37%
$40,001 to 50,000 :24 11.06%
$50,001 to 60,000 :34 15.67%
$60,001 to 70,000 :29 13.36%
$70,001 to 80,000 :22 10.14%
$80,001 to 90,000 :11 5.07%
More than $90,000 :50 23.04%
Prefer not to answer:20 9.22%
I work
Full-time :198 91.24%
Part-time :11 5.07%
Prefer not to answer:8 3.69%
A2
City of Schertz | 2024
Demographic Items
Total Respondents: 217
Surveys Distributed: 437
Response Rate: 49.66%
Number
of Survey
Respondents
Percent
of Survey
Respondents
My age (in years)
16-29:27 12.44%
30-39:47 21.66%
40-49:65 29.95%
50-59:49 22.58%
60+:11 5.07%
Prefer not to answer:18 8.29%
Years of service with this organization
Less than 1:22 10.14%
1-2:53 24.42%
3-5:31 14.29%
6-10:36 16.59%
11-15:23 10.60%
16+:33 15.21%
Prefer not to answer:19 8.76%
Are you of Hispanic, Latino/a/x, or of Spanish origin?
Yes:63 29.03%
No:127 58.53%
Prefer not to answer:27 12.44%
My race/ethnic identification (Check all that apply)
African American or Black:11 5.07%
White:166 76.50%
Asian:Less than 5 Not Available
Native American or Pacific Islander:5 2.30%
Prefer not to answer:29 13.36%
Prefer to self-describe:Less than 5 Not Available
I am currently in a supervisory role.
Yes:77 35.48%
No:120 55.30%
Prefer not to answer:20 9.22%
A3
City of Schertz | 2024
Demographic Items
Total Respondents: 217
Surveys Distributed: 437
Response Rate: 49.66%
Number
of Survey
Respondents
Percent
of Survey
Respondents
I received a promotion during the past two years.
Yes:47 21.66%
No:151 69.59%
Prefer not to answer:19 8.76%
I received a merit increase during the past two years.
Yes:79 36.41%
No:114 52.53%
Prefer not to answer:24 11.06%
I plan to be working for this organization in one year.
Yes:186 85.71%
No:8 3.69%
Prefer not to answer:23 10.60%
I am eligible for retirement within the next two years.
Yes:54 24.88%
No:146 67.28%
Prefer not to answer:17 7.83%
I currently remote work...
None of the time :202 93.09%
Some (1 - 2 days per week) :Less than 5 Not Available
Most (3 - 4 days per week) :Less than 5 Not Available
All the time :Less than 5 Not Available
Prefer not to answer:12 5.53%
A4
City of Schertz | 2024
Primary Items
For the primary items (numbered 1-48), participants were asked to indicate how they agreed with
each positively phrased statement. If participants did not have information or the item did not
apply, they were to select don't know/not applicable.
Each primary item is returned with the item text and two types of reported numerical data,
response data and benchmark data. The following definitions correspond to survey items:
Response Data
Score is calculated by averaging all item responses on a five point scale ranging from
5=Strongly Agree to 1=Strongly Disagree. If the participant selected Don't Know/Not
Applicable, their response is considered a valid response, but it is not used in the
calculation of the score.
Standard Deviation calculates the level of agreement. Large deviations indicate greater
levels of disagreement. For this report, you can expect standard deviations to be between
.7 and 1.10.
Total Respondents is the number of valid responses including Don't Know/Not Applicable.
If everyone did not answer every item, the number of respondents for an item is less than
the number of respondents reported in your response rate.
Respondents is the number of participants who selected each item (strongly agree, agree,
etc.).
Percentage is the number of participants who selected each item (strongly agree, agree,
etc.) divided by the total number of valid responses.
Percent Agreement is the number of participants who agreed with the item (strongly
agree or agree) divided by the total number of valid responses.
Benchmark Data
Past Score is your organization's score reported from the previous iteration, if available.
Similar Mission is the average score from organizations that share a similar mission to
your organization.
Similar Size is the average score from organizations that are a similar size to your
organization.
All Organizations is the average score from all organizations.
Organizational Categories are benchmarked against the organization as a whole.
Interpreting Data
Any interpretation of data must be done in context of the organizational setting and
environmental factors impacting the organization. Regardless of the averages, scores range from
areas of strength to areas of concern. In general, most scores are between 3.00 and 4.00.
Scores below a 3.25 are of concern because they indicate general dissatisfaction. Scores above
3.75 indicate positive perceptions. When available, over time data provides previous scores from
and benchmark data comparative scores. In general (because various factors and statistical test
would be needed to confirm), scores that have changed or differ by .2 may be significant.
B1
City of Schertz | 2024
Primary Items
1. My work group cooperates to get the job done.
87% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:91 97 19 8 1 0
Percentage:42.13%44.91%8.80%3.70%0.46%0.00%
87% Agreement
SCORE:4.25
Std. Dev.:0.80
Total Respondents:216
BENCHMARKS
Past Score:4.14
Similar Mission:4.43
Similar Size:4.33
All Orgs:4.38
2. In my work group I can share my opinions and ideas.
83% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:89 89 22 9 6 0
Percentage:41.40%41.40%10.23%4.19%2.79%0.00%
83% Agreement
SCORE:4.14
Std. Dev.:0.96
Total Respondents:215
BENCHMARKS
Past Score:3.77
Similar Mission:4.26
Similar Size:4.14
All Orgs:4.20
3. In my workgroup, we encourage each other to learn from our
mistakes.
83% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:85 94 26 9 1 1
Percentage:39.35%43.52%12.04%4.17%0.46%0.46%
83% Agreement
SCORE:4.18
Std. Dev.:0.84
Total Respondents:216
BENCHMARKS
Past Score:3.35
Similar Mission:3.67
Similar Size:3.65
All Orgs:3.73
4. In my work group, there is a real feeling of teamwork.
74% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:77 83 36 16 4 0
Percentage:35.65%38.43%16.67%7.41%1.85%0.00%
74% Agreement
SCORE:3.99
Std. Dev.:1.00
Total Respondents:216
BENCHMARKS
Past Score:3.69
Similar Mission:4.14
Similar Size:4.02
All Orgs:4.09
B2
City of Schertz | 2024
Primary Items
5. Our organization is known for the quality of work we provide.
85% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:72 111 23 8 2 0
Percentage:33.33%51.39%10.65%3.70%0.93%0.00%
85% Agreement
SCORE:4.13
Std. Dev.:0.81
Total Respondents:216
BENCHMARKS
Past Score:3.83
Similar Mission:4.26
Similar Size:4.02
All Orgs:4.10
6. I know how my work impacts others in the organization.
91% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:106 91 14 5 0 0
Percentage:49.07%42.13%6.48%2.31%0.00%0.00%
91% Agreement
SCORE:4.38
Std. Dev.:0.71
Total Respondents:216
BENCHMARKS
Past Score:4.09
Similar Mission:4.46
Similar Size:4.27
All Orgs:4.36
7. My organization develops services to match the needs of our
customers/clients.
81% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:73 103 32 6 1 1
Percentage:33.80%47.69%14.81%2.78%0.46%0.46%
81% Agreement
SCORE:4.12
Std. Dev.:0.79
Total Respondents:216
BENCHMARKS
Past Score:3.67
Similar Mission:4.22
Similar Size:4.03
All Orgs:4.08
8. Our organization communicates effectively with the public.
75% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:52 111 38 12 2 1
Percentage:24.07%51.39%17.59%5.56%0.93%0.46%
75% Agreement
SCORE:3.93
Std. Dev.:0.85
Total Respondents:216
BENCHMARKS
Past Score:3.57
Similar Mission:4.05
Similar Size:3.76
All Orgs:3.90
B3
City of Schertz | 2024
Primary Items
9. I have a good understanding of our mission, vision, and strategic
plan.
85% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:75 108 21 9 3 0
Percentage:34.72%50.00%9.72%4.17%1.39%0.00%
85% Agreement
SCORE:4.13
Std. Dev.:0.85
Total Respondents:216
BENCHMARKS
Past Score:3.86
Similar Mission:4.37
Similar Size:4.19
All Orgs:4.30
10. My supervisor provides me with a clear understanding of my work
responsibilities.
80% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:84 89 26 15 2 0
Percentage:38.89%41.20%12.04%6.94%0.93%0.00%
80% Agreement
SCORE:4.10
Std. Dev.:0.93
Total Respondents:216
BENCHMARKS
Past Score:3.95
Similar Mission:4.27
Similar Size:4.21
All Orgs:4.27
11. My supervisor recognizes outstanding work.
74% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:76 83 33 16 8 0
Percentage:35.19%38.43%15.28%7.41%3.70%0.00%
74% Agreement
SCORE:3.94
Std. Dev.:1.07
Total Respondents:216
BENCHMARKS
Past Score:3.63
Similar Mission:4.25
Similar Size:4.09
All Orgs:4.17
12. I am given the opportunity to do my best work.
86% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:87 98 23 5 2 0
Percentage:40.47%45.58%10.70%2.33%0.93%0.00%
86% Agreement
SCORE:4.22
Std. Dev.:0.80
Total Respondents:215
BENCHMARKS
Past Score:3.82
Similar Mission:4.23
Similar Size:4.12
All Orgs:4.20
B4
City of Schertz | 2024
Primary Items
13. My supervisor is consistent when administering policies
concerning employees.
72% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:63 92 31 23 6 1
Percentage:29.17%42.59%14.35%10.65%2.78%0.46%
72% Agreement
SCORE:3.85
Std. Dev.:1.05
Total Respondents:216
BENCHMARKS
Past Score:3.62
Similar Mission:4.09
Similar Size:4.01
All Orgs:4.08
14. My supervisor evaluates my performance fairly.
77% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:76 91 32 5 8 4
Percentage:35.19%42.13%14.81%2.31%3.70%1.85%
77% Agreement
SCORE:4.05
Std. Dev.:0.97
Total Respondents:216
BENCHMARKS
Past Score:3.81
Similar Mission:4.23
Similar Size:4.15
All Orgs:4.21
15. Given the type of work I do, my physical workplace meets my
needs.
81% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:75 100 21 14 6 0
Percentage:34.72%46.30%9.72%6.48%2.78%0.00%
81% Agreement
SCORE:4.04
Std. Dev.:0.98
Total Respondents:216
BENCHMARKS
Past Score:3.78
Similar Mission:4.29
Similar Size:4.16
All Orgs:4.24
16. My workplace is well maintained.
72% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:52 102 38 16 6 1
Percentage:24.19%47.44%17.67%7.44%2.79%0.47%
72% Agreement
SCORE:3.83
Std. Dev.:0.97
Total Respondents:215
BENCHMARKS
Past Score:3.54
Similar Mission:4.14
Similar Size:4.09
All Orgs:4.09
B5
City of Schertz | 2024
Primary Items
17. There are sufficient procedures to ensure the safety of employees
in the workplace.
88% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:60 130 19 6 1 0
Percentage:27.78%60.19%8.80%2.78%0.46%0.00%
88% Agreement
SCORE:4.12
Std. Dev.:0.71
Total Respondents:216
BENCHMARKS
Past Score:3.89
Similar Mission:4.18
Similar Size:4.11
All Orgs:4.12
18. I have adequate resources and equipment to do my job.
82% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:54 122 28 8 3 0
Percentage:25.12%56.74%13.02%3.72%1.40%0.00%
82% Agreement
SCORE:4.00
Std. Dev.:0.81
Total Respondents:215
BENCHMARKS
Past Score:3.68
Similar Mission:4.18
Similar Size:3.99
All Orgs:4.08
19. The people I work with treat each other with respect.
73% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:61 97 45 6 6 1
Percentage:28.24%44.91%20.83%2.78%2.78%0.46%
73% Agreement
SCORE:3.93
Std. Dev.:0.93
Total Respondents:216
BENCHMARKS
Past Score:3.77
Similar Mission:4.20
Similar Size:4.14
All Orgs:4.17
20. The people I work with come from diverse backgrounds.
82% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:59 118 32 4 1 2
Percentage:27.31%54.63%14.81%1.85%0.46%0.93%
82% Agreement
SCORE:4.07
Std. Dev.:0.73
Total Respondents:216
BENCHMARKS
Past Score:3.97
Similar Mission:4.14
Similar Size:4.16
All Orgs:4.16
B6
City of Schertz | 2024
Primary Items
21. The people I work with care about my personal well-being.
79% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:68 103 30 10 5 0
Percentage:31.48%47.69%13.89%4.63%2.31%0.00%
79% Agreement
SCORE:4.01
Std. Dev.:0.92
Total Respondents:216
BENCHMARKS
Past Score:3.80
Similar Mission:4.16
Similar Size:4.04
All Orgs:4.09
22. I trust the people in my workplace.
65% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:54 85 55 15 4 2
Percentage:25.12%39.53%25.58%6.98%1.86%0.93%
65% Agreement
SCORE:3.80
Std. Dev.:0.96
Total Respondents:215
BENCHMARKS
Past Score:3.58
Similar Mission:4.04
Similar Size:3.90
All Orgs:3.96
23. My work group uses the latest technologies to communicate and
interact.
66% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:34 109 47 21 4 1
Percentage:15.74%50.46%21.76%9.72%1.85%0.46%
66% Agreement
SCORE:3.69
Std. Dev.:0.92
Total Respondents:216
BENCHMARKS
Past Score:3.34
Similar Mission:3.93
Similar Size:3.88
All Orgs:3.90
24. We receive regular and useful updates on how to keep our
computer and sensitive information secure from cyber-attack.
90% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:68 127 15 4 1 1
Percentage:31.48%58.80%6.94%1.85%0.46%0.46%
90% Agreement
SCORE:4.20
Std. Dev.:0.68
Total Respondents:216
BENCHMARKS
Past Score:4.09
Similar Mission:4.30
Similar Size:4.29
All Orgs:4.27
B7
City of Schertz | 2024
Primary Items
25. Support is available for the technologies we use.
77% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:51 114 36 10 3 1
Percentage:23.72%53.02%16.74%4.65%1.40%0.47%
77% Agreement
SCORE:3.93
Std. Dev.:0.85
Total Respondents:215
BENCHMARKS
Past Score:3.61
Similar Mission:4.16
Similar Size:4.05
All Orgs:4.13
26. Our computer systems enable me to quickly find the information I
need.
69% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:37 111 34 26 6 2
Percentage:17.13%51.39%15.74%12.04%2.78%0.93%
69% Agreement
SCORE:3.69
Std. Dev.:0.99
Total Respondents:216
BENCHMARKS
Past Score:3.33
Similar Mission:4.02
Similar Size:3.84
All Orgs:3.92
27. The communication channels I must go through at work are
reasonable.
75% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:46 115 34 16 5 0
Percentage:21.30%53.24%15.74%7.41%2.31%0.00%
75% Agreement
SCORE:3.84
Std. Dev.:0.92
Total Respondents:216
BENCHMARKS
Past Score:3.47
Similar Mission:4.02
Similar Size:3.84
All Orgs:3.97
28. My work atmosphere encourages open and honest communication.
73% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:54 103 39 12 8 0
Percentage:25.00%47.69%18.06%5.56%3.70%0.00%
73% Agreement
SCORE:3.85
Std. Dev.:0.98
Total Respondents:216
BENCHMARKS
Past Score:3.24
Similar Mission:3.90
Similar Size:3.79
All Orgs:3.86
B8
City of Schertz | 2024
Primary Items
29. The communications I receive at work are timely and informative.
67% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:40 105 37 26 8 0
Percentage:18.52%48.61%17.13%12.04%3.70%0.00%
67% Agreement
SCORE:3.66
Std. Dev.:1.03
Total Respondents:216
BENCHMARKS
Past Score:3.32
Similar Mission:3.97
Similar Size:3.79
All Orgs:3.91
30. My pay keeps pace with the cost of living.
35% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:19 56 67 40 33 0
Percentage:8.84%26.05%31.16%18.60%15.35%0.00%
35% Agreement
SCORE:2.94
Std. Dev.:1.19
Total Respondents:215
BENCHMARKS
Past Score:2.02
Similar Mission:2.46
Similar Size:2.35
All Orgs:2.46
31. Salaries are competitive with similar jobs in the community.
46% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:28 71 57 38 15 6
Percentage:13.02%33.02%26.51%17.67%6.98%2.79%
46% Agreement
SCORE:3.28
Std. Dev.:1.13
Total Respondents:215
BENCHMARKS
Past Score:2.36
Similar Mission:2.61
Similar Size:2.52
All Orgs:2.64
32. I feel I am paid fairly for the work I do.
50% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:31 76 54 36 17 0
Percentage:14.49%35.51%25.23%16.82%7.94%0.00%
50% Agreement
SCORE:3.32
Std. Dev.:1.15
Total Respondents:214
BENCHMARKS
Past Score:2.57
Similar Mission:2.93
Similar Size:2.77
All Orgs:2.89
B9
City of Schertz | 2024
Primary Items
33. Retirement benefits are competitive with similar jobs in the
community.
77% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:53 111 34 11 0 5
Percentage:24.77%51.87%15.89%5.14%0.00%2.34%
77% Agreement
SCORE:3.99
Std. Dev.:0.79
Total Respondents:214
BENCHMARKS
Past Score:3.74
Similar Mission:3.96
Similar Size:3.74
All Orgs:3.83
34. Health insurance benefits are competitive with similar jobs in the
community.
76% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:54 110 30 9 4 8
Percentage:25.12%51.16%13.95%4.19%1.86%3.72%
76% Agreement
SCORE:3.97
Std. Dev.:0.87
Total Respondents:215
BENCHMARKS
Past Score:3.62
Similar Mission:4.11
Similar Size:4.00
All Orgs:4.01
35. Benefits can be selected to meet individual needs.
74% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:52 108 34 13 2 6
Percentage:24.19%50.23%15.81%6.05%0.93%2.79%
74% Agreement
SCORE:3.93
Std. Dev.:0.86
Total Respondents:215
BENCHMARKS
Past Score:3.80
Similar Mission:4.00
Similar Size:3.90
All Orgs:3.94
36. I believe I have a career with this organization.
81% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:85 90 32 5 3 1
Percentage:39.35%41.67%14.81%2.31%1.39%0.46%
81% Agreement
SCORE:4.16
Std. Dev.:0.86
Total Respondents:216
BENCHMARKS
Past Score:3.86
Similar Mission:3.97
Similar Size:3.92
All Orgs:3.97
B10
City of Schertz | 2024
Primary Items
37. Training is made available to me so that I can do my job better.
80% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:73 100 25 12 5 0
Percentage:33.95%46.51%11.63%5.58%2.33%0.00%
80% Agreement
SCORE:4.04
Std. Dev.:0.94
Total Respondents:215
BENCHMARKS
Past Score:3.71
Similar Mission:3.96
Similar Size:3.91
All Orgs:3.90
38. Training is made available to me for personal growth and
development.
74% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:71 89 33 14 8 0
Percentage:33.02%41.40%15.35%6.51%3.72%0.00%
74% Agreement
SCORE:3.93
Std. Dev.:1.04
Total Respondents:215
BENCHMARKS
Past Score:3.51
Similar Mission:3.92
Similar Size:3.82
All Orgs:3.81
39. My work environment supports a balance between work and
personal life.
71% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:64 89 34 18 11 0
Percentage:29.63%41.20%15.74%8.33%5.09%0.00%
71% Agreement
SCORE:3.82
Std. Dev.:1.10
Total Respondents:216
BENCHMARKS
Past Score:3.31
Similar Mission:4.04
Similar Size:3.79
All Orgs:3.91
40. I feel free to be myself at work.
75% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:60 102 29 15 10 0
Percentage:27.78%47.22%13.43%6.94%4.63%0.00%
75% Agreement
SCORE:3.87
Std. Dev.:1.05
Total Respondents:216
BENCHMARKS
Past Score:3.55
Similar Mission:4.02
Similar Size:3.86
All Orgs:3.94
B11
City of Schertz | 2024
Primary Items
41. The pace of work enables employees to effectively perform their
job.
67% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:32 113 49 18 3 1
Percentage:14.81%52.31%22.69%8.33%1.39%0.46%
67% Agreement
SCORE:3.71
Std. Dev.:0.87
Total Respondents:216
BENCHMARKS
Past Score:3.28
Similar Mission:3.81
Similar Size:3.64
All Orgs:3.71
42. I am proud to tell people that I work for this organization.
84% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:85 97 32 2 0 0
Percentage:39.35%44.91%14.81%0.93%0.00%0.00%
84% Agreement
SCORE:4.23
Std. Dev.:0.73
Total Respondents:216
BENCHMARKS
Past Score:3.89
Similar Mission:4.27
Similar Size:4.14
All Orgs:4.17
43. Harassment is not tolerated at my workplace.
87% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:85 102 21 5 2 0
Percentage:39.53%47.44%9.77%2.33%0.93%0.00%
87% Agreement
SCORE:4.22
Std. Dev.:0.79
Total Respondents:215
BENCHMARKS
Past Score:3.91
Similar Mission:4.33
Similar Size:4.25
All Orgs:4.30
44. Employees are generally ethical in my workplace.
84% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:58 124 27 7 0 0
Percentage:26.85%57.41%12.50%3.24%0.00%0.00%
84% Agreement
SCORE:4.08
Std. Dev.:0.72
Total Respondents:216
BENCHMARKS
Past Score:3.93
Similar Mission:4.34
Similar Size:4.19
All Orgs:4.24
B12
City of Schertz | 2024
Primary Items
45. I believe we will use the information from this survey to improve
our workplace.
50% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:34 75 63 26 17 1
Percentage:15.74%34.72%29.17%12.04%7.87%0.46%
50% Agreement
SCORE:3.39
Std. Dev.:1.13
Total Respondents:216
BENCHMARKS
Past Score:3.06
Similar Mission:3.68
Similar Size:3.51
All Orgs:3.60
46. I am satisfied with the opportunities I have to give feedback on my
supervisor's performance.
65% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:41 100 35 21 15 4
Percentage:18.98%46.30%16.20%9.72%6.94%1.85%
65% Agreement
SCORE:3.62
Std. Dev.:1.12
Total Respondents:216
BENCHMARKS
Past Score:3.29
Similar Mission:3.78
Similar Size:3.63
All Orgs:3.76
47. Upper management (i.e. Executive and/or Senior Leadership)
effectively communicates important information.
63% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:41 94 48 19 13 1
Percentage:18.98%43.52%22.22%8.80%6.02%0.46%
63% Agreement
SCORE:3.61
Std. Dev.:1.08
Total Respondents:216
BENCHMARKS
Past Score:3.13
Similar Mission:3.91
Similar Size:3.66
All Orgs:3.83
48. I am treated fairly in my workplace.
79% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:61 109 29 14 2 0
Percentage:28.37%50.70%13.49%6.51%0.93%0.00%
79% Agreement
SCORE:3.99
Std. Dev.:0.88
Total Respondents:215
BENCHMARKS
Past Score:3.78
Similar Mission:4.16
Similar Size:4.01
All Orgs:4.08
B13
City of Schertz | 2024
Additional Items
Organizations participating in the Survey are invited to submit up to 20 additional items for
inclusion in the Survey. These items are included at the end of the online survey or are printed
on an insert and included in each employee's survey packet. Please refer to the survey
customization sheet that has been included later in this report for more information on additional
items submitted by this organization.
*Additional Items are not included if none were submitted.
Each additional item is returned with the item text and two types of reported numerical data,
response data and benchmark data. The following definitions correspond to additional items:
Response Data
Score is calculated by averaging all item responses on a five point scale ranging from
5=Strongly Agree to 1=Strongly Disagree. If the participant selected Don't Know/Not
Applicable, their response is considered a valid response, but it is not used in the
calculation of the score.
Standard Deviation calculates the level of agreement. Large deviations indicate greater
levels of disagreement. For this report, you can expect standard deviations to be between
.7 and 1.10.
Total Respondents is the number of valid responses including Don't Know/Not Applicable.
If everyone did not answer every item, the number of respondents for an item is less than
the number of respondents reported in your response rate.
Respondents is the number of participants who selected each item (strongly agree, agree,
etc.).
Percentage is the number of participants who selected each item (strongly agree, agree,
etc.) divided by the total number of valid responses.
Percent Agreement is the number of participants who agreed with the item (strongly
agree or agree) divided by the total number of valid responses.
Benchmark Data
Benchmark and over time data are not available for Additional Items.
Interpreting Data
Any interpretation of data must be done in context of the organizational setting and
environmental factors impacting the organization. Regardless of the averages, scores range from
areas of strength to areas of concern. In general, most scores are between 3.00 and 4.00.
Scores below a 3.25 are of concern because they indicate general dissatisfaction. Scores above
3.75 indicate positive perceptions. When available, over time data provides previous scores from
and benchmark data comparative scores. In general (because various factors and statistical test
would be needed to confirm), scores that have changed or differ by .2 may be significant.
C1
City of Schertz | 2024
Additional Items
1. My Executive Leadership Team (Dept. Head and City Mgmt.) provides me
with a clear understanding of my work responsibilities.
71% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:52 101 40 16 5 2
Percentage:24.07%46.76%18.52%7.41%2.31%0.93%
71% Agreement
SCORE:3.84
Std. Dev.:0.96
Total Respondents:216
2. My Executive Leadership Team recognizes outstanding work.
67% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:55 88 41 19 10 2
Percentage:25.58%40.93%19.07%8.84%4.65%0.93%
67% Agreement
SCORE:3.75
Std. Dev.:1.08
Total Respondents:215
3. My Executive Leadership Team is consistent when administering policies
concerning employees.
68% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:42 104 36 21 7 5
Percentage:19.53%48.37%16.74%9.77%3.26%2.33%
68% Agreement
SCORE:3.73
Std. Dev.:1.00
Total Respondents:215
4. My Executive Leadership Team evaluates my performance fairly.
66% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:45 96 41 16 5 11
Percentage:21.03%44.86%19.16%7.48%2.34%5.14%
66% Agreement
SCORE:3.79
Std. Dev.:0.96
Total Respondents:214
C2
City of Schertz | 2024
Additional Items
5. I feel that City and/or Department policies are adequate.
71% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:45 107 48 8 5 2
Percentage:20.93%49.77%22.33%3.72%2.33%0.93%
71% Agreement
SCORE:3.84
Std. Dev.:0.88
Total Respondents:215
C3
City of Schertz | 2024
Engagement Items
Employee Engagement items span several constructs, and capture the degree to which
employees are willing to go above and beyond, feel committed to the organization and are
present while working. This construct measures the degree to which employees feel that their
ideas count, their work impacts the organization and their well being and development is valued.
Each engagement item is returned with the item text and two types of reported numerical data,
response data and benchmark data. The following definitions correspond to survey items:
Response Data
Score is calculated by averaging all item responses on a five point scale ranging from
5=Strongly Agree to 1=Strongly Disagree. If the participant selected Don't Know/Not
Applicable, their response is considered a valid response, but it is not used in the
calculation of the score.
Standard Deviation calculates the level of agreement. Large deviations indicate greater
levels of disagreement. For this report, you can expect standard deviations to be between
.7 and 1.10.
Total Respondents is the number of valid responses including Don't Know/Not Applicable.
If everyone did not answer every item, the number of respondents for an item is less than
the number of respondents reported in your response rate.
Respondents is the number of participants who selected each item (strongly agree, agree,
etc.).
Percentage is the number of participants who selected each item (strongly agree, agree,
etc.) divided by the total number of valid responses.
Percent Agreement is the number of participants who agreed with the item (strongly
agree or agree) divided by the total number of valid responses.
Benchmark Data
Past Score is your organization's score reported from the previous iteration, if available.
Similar Mission is the average score from organizations that share a similar mission to
your organization.
Similar Size is the average score from organizations that are a similar size to your
organization.
All Organizations is the average score from all organizations.
Interpreting Data
Any interpretation of data must be done in context of the organizational setting and
environmental factors impacting the organization. Regardless of the averages, scores range from
areas of strength to areas of concern. In general, most scores are between 3.00 and 4.00.
Scores below a 3.25 are of concern because they indicate general dissatisfaction. Scores above
3.75 indicate positive perceptions. When available, over time data provides previous scores from
and benchmark data comparative scores. In general (because various factors and statistical test
would be needed to confirm), scores that have changed or differ by .2 may be significant.
D1
City of Schertz | 2024
Engagement Items
2. In my work group I can share my opinions and ideas.
83% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:89 89 22 9 6 0
Percentage:41.40%41.40%10.23%4.19%2.79%0.00%
83% Agreement
SCORE:4.14
Std. Dev.:0.96
Total Respondents:215
BENCHMARKS
Past Score:3.77
Similar Mission:4.26
Similar Size:4.14
All Orgs:4.20
5. Our organization is known for the quality of work we provide.
85% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:72 111 23 8 2 0
Percentage:33.33%51.39%10.65%3.70%0.93%0.00%
85% Agreement
SCORE:4.13
Std. Dev.:0.81
Total Respondents:216
BENCHMARKS
Past Score:3.83
Similar Mission:4.26
Similar Size:4.02
All Orgs:4.10
6. I know how my work impacts others in the organization.
91% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:106 91 14 5 0 0
Percentage:49.07%42.13%6.48%2.31%0.00%0.00%
91% Agreement
SCORE:4.38
Std. Dev.:0.71
Total Respondents:216
BENCHMARKS
Past Score:4.09
Similar Mission:4.46
Similar Size:4.27
All Orgs:4.36
10. My supervisor provides me with a clear understanding of my work
responsibilities.
80% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:84 89 26 15 2 0
Percentage:38.89%41.20%12.04%6.94%0.93%0.00%
80% Agreement
SCORE:4.10
Std. Dev.:0.93
Total Respondents:216
BENCHMARKS
Past Score:3.95
Similar Mission:4.27
Similar Size:4.21
All Orgs:4.27
D2
City of Schertz | 2024
Engagement Items
11. My supervisor recognizes outstanding work.
74% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:76 83 33 16 8 0
Percentage:35.19%38.43%15.28%7.41%3.70%0.00%
74% Agreement
SCORE:3.94
Std. Dev.:1.07
Total Respondents:216
BENCHMARKS
Past Score:3.63
Similar Mission:4.25
Similar Size:4.09
All Orgs:4.17
12. I am given the opportunity to do my best work.
86% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:87 98 23 5 2 0
Percentage:40.47%45.58%10.70%2.33%0.93%0.00%
86% Agreement
SCORE:4.22
Std. Dev.:0.80
Total Respondents:215
BENCHMARKS
Past Score:3.82
Similar Mission:4.23
Similar Size:4.12
All Orgs:4.20
14. My supervisor evaluates my performance fairly.
77% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:76 91 32 5 8 4
Percentage:35.19%42.13%14.81%2.31%3.70%1.85%
77% Agreement
SCORE:4.05
Std. Dev.:0.97
Total Respondents:216
BENCHMARKS
Past Score:3.81
Similar Mission:4.23
Similar Size:4.15
All Orgs:4.21
18. I have adequate resources and equipment to do my job.
82% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:54 122 28 8 3 0
Percentage:25.12%56.74%13.02%3.72%1.40%0.00%
82% Agreement
SCORE:4.00
Std. Dev.:0.81
Total Respondents:215
BENCHMARKS
Past Score:3.68
Similar Mission:4.18
Similar Size:3.99
All Orgs:4.08
D3
City of Schertz | 2024
Engagement Items
21. The people I work with care about my personal well-being.
79% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:68 103 30 10 5 0
Percentage:31.48%47.69%13.89%4.63%2.31%0.00%
79% Agreement
SCORE:4.01
Std. Dev.:0.92
Total Respondents:216
BENCHMARKS
Past Score:3.80
Similar Mission:4.16
Similar Size:4.04
All Orgs:4.09
22. I trust the people in my workplace.
65% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:54 85 55 15 4 2
Percentage:25.12%39.53%25.58%6.98%1.86%0.93%
65% Agreement
SCORE:3.80
Std. Dev.:0.96
Total Respondents:215
BENCHMARKS
Past Score:3.58
Similar Mission:4.04
Similar Size:3.90
All Orgs:3.96
37. Training is made available to me so that I can do my job better.
80% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:73 100 25 12 5 0
Percentage:33.95%46.51%11.63%5.58%2.33%0.00%
80% Agreement
SCORE:4.04
Std. Dev.:0.94
Total Respondents:215
BENCHMARKS
Past Score:3.71
Similar Mission:3.96
Similar Size:3.91
All Orgs:3.90
38. Training is made available to me for personal growth and development.
74% Agreement
Response:
Strongly
Agree Agree Neutral Disagree
Strongly
Disagree
Don't
Know/NA
Respondents:71 89 33 14 8 0
Percentage:33.02%41.40%15.35%6.51%3.72%0.00%
74% Agreement
SCORE:3.93
Std. Dev.:1.04
Total Respondents:215
BENCHMARKS
Past Score:3.51
Similar Mission:3.92
Similar Size:3.82
All Orgs:3.81
D4
City of Schertz | 2024
Constructs and Related Items
The Survey of Employee Engagement framework is composed of twelve Survey Constructs
designed to broadly profile areas of strength and concern so that interventions may be targeted
appropriately. Survey Constructs are developed from the Primary Items (numbered 1-48). This
Appendix contains a summary of the Survey Constructs and the related Primary Items.
Constructs are scored differently from items to denote them as a separate measure. Using this
scoring convention, construct scores can range from a low of 100 to a high of 500.
Your Data
Current Score is calculated by averaging the mean score of the related primary items and then
multiplying by 100. For example if the construct score is 389, then the average of the related
primary items is 3.89.
Benchmark Data
Past Score is your organization's score reported from the previous iteration. "None" is
reported if there is no past score, if the construct is new or consists of new items, or if no
comparative data is available.
All Respondents is the average score from all participants from all organizations.
Size Category is the average score from organizations that are similar size to your
organization.
Mission is the average score from organizations of similar mission to your organization.
Organizational Categories are benchmarked against the organization as a whole.
What is a good score?
Any interpretation of data must be done in context of the organizational setting and environmental
factors impacting the organization. In general, most scores are between 300 and 400. Scores
below a 325 are of concern because they indicate general dissatisfaction. Scores above 375
indicate positive perceptions.
E1
City of Schertz | 2024
Constructs and Related Items
Workgroup Construct Score: 414
The workgroup construct captures employees' perceptions of the people they work with
on a daily basis and how effective they are. This construct measures the degree to which
employees view their workgroup as effective, cohesive and open to the opinions of all
members.
Score Std. Dev.
1. My work group cooperates to get the job done.4.25 0.80
2. In my work group I can share my opinions and ideas.4.14 0.96
3. In my workgroup, we encourage each other to learn from our mistakes.4.18 0.84
4. In my work group, there is a real feeling of teamwork.3.99 1.00
Strategic Construct Score: 414
The strategic construct captures employees' perceptions of their role in the organization
and the organization's mission, vision, and strategic plan. This construct measures the
degree to which employees understand their role in the organization and consider the
organization's reputation to be positive.
Score Std. Dev.
5. Our organization is known for the quality of work we provide.4.13 0.81
6. I know how my work impacts others in the organization.4.38 0.71
7. My organization develops services to match the needs of our customers/clients.4.12 0.79
8. Our organization communicates effectively with the public.3.93 0.85
9. I have a good understanding of our mission, vision, and strategic plan.4.13 0.85
Supervision Construct Score: 403
The supervision construct captures employees' perceptions of the nature of supervisory
relationships within the organization. This construct measures the degree to which
employees view their supervisors as fair, helpful and critical to the workflow.
Score Std. Dev.
10. My supervisor provides me with a clear understanding of my work responsibilities.4.10 0.93
11. My supervisor recognizes outstanding work.3.94 1.07
12. I am given the opportunity to do my best work.4.22 0.80
13. My supervisor is consistent when administering policies concerning employees.3.85 1.05
14. My supervisor evaluates my performance fairly.4.05 0.97
Workplace Construct Score: 400
The workplace construct captures employees' perceptions of the total work atmosphere,
workplace safety, and the overall feel. This construct measures the degree to which
employees see the setting as satisfactory, safe and that adequate tools and resources are
available.
Score Std. Dev.
15. Given the type of work I do, my physical workplace meets my needs.4.04 0.98
16. My workplace is well maintained.3.83 0.97
17. There are sufficient procedures to ensure the safety of employees in the workplace.4.12 0.71
18. I have adequate resources and equipment to do my job.4.00 0.81
E2
City of Schertz | 2024
Constructs and Related Items
Community Construct Score: 395
The community construct captures employees' perceptions of the relationships between
employees in the workplace, including trust, respect, care, and diversity among
colleagues. This construct measures the degree to which employees feel respected,
cared for, and have established trust with their colleagues.
Score Std. Dev.
19. The people I work with treat each other with respect.3.93 0.93
20. The people I work with come from diverse backgrounds.4.07 0.73
21. The people I work with care about my personal well-being.4.01 0.92
22. I trust the people in my workplace.3.80 0.96
Information Systems Construct Score: 388
The information systems construct captures employees' perceptions of whether
computer and communication systems provide accessible, accurate, and clear
information. This construct measures the degree to which employees view the availability
and utility of information positively.
Score Std. Dev.
23. My work group uses the latest technologies to communicate and interact.3.69 0.92
24. We receive regular and useful updates on how to keep our computer and sensitive
information secure from cyber-attack.4.20 0.68
25. Support is available for the technologies we use.3.93 0.85
26. Our computer systems enable me to quickly find the information I need.3.69 0.99
Internal Communication Construct Score: 378
The internal communication construct captures employees' perceptions of whether
communication in the organization is reasonable, candid and helpful. This construct
measures the degree to which employees view communication with peers, supervisors
and other parts of the organization as functional and effective.
Score Std. Dev.
27. The communication channels I must go through at work are reasonable.3.84 0.92
28. My work atmosphere encourages open and honest communication.3.85 0.98
29. The communications I receive at work are timely and informative.3.66 1.03
Pay Construct Score: 318
The pay construct captures employees' perceptions of how well the compensation
package offered by the organization holds up when compared to similar jobs in other
organizations. This construct measures the degree to which employees view pay as well
valued relative to the type of work, work demands and comparable positions.
Score Std. Dev.
30. My pay keeps pace with the cost of living.2.94 1.19
31. Salaries are competitive with similar jobs in the community.3.28 1.13
32. I feel I am paid fairly for the work I do.3.32 1.15
E3
City of Schertz | 2024
Constructs and Related Items
Benefits Construct Score: 396
The benefits construct captures employees' perceptions of how the benefits package
compares to packages at similar organizations and how flexible it is. This construct
measures the degree to which employees see health insurance and retirement benefits
as competitive with similar jobs in the community.
Score Std. Dev.
33. Retirement benefits are competitive with similar jobs in the community.3.99 0.79
34. Health insurance benefits are competitive with similar jobs in the community.3.97 0.87
35. Benefits can be selected to meet individual needs.3.93 0.86
Employee Development Construct Score: 404
The employee development construct captures employees' perceptions about the priority
given to their personal and job growth needs. This construct measures the degree to
which employees feel the organization provides opportunities for growth in
organizational responsibilities and personal needs in their careers.
Score Std. Dev.
36. I believe I have a career with this organization.4.16 0.86
37. Training is made available to me so that I can do my job better.4.04 0.94
38. Training is made available to me for personal growth and development.3.93 1.04
Job Satisfaction Construct Score: 391
The job satisfaction construct captures employees' perceptions about the overall work
situation and ability to maintain work-life balance. This construct measures the degree to
which employees are pleased with working conditions and their workload.
Score Std. Dev.
39. My work environment supports a balance between work and personal life.3.82 1.10
40. I feel free to be myself at work.3.87 1.05
41. The pace of work enables employees to effectively perform their job.3.71 0.87
42. I am proud to tell people that I work for this organization.4.23 0.73
Climate
While not scored as a construct, the following six items assess the climate in which
employees work. The appropriate climate is a combination of a safe, non-harassing
environment with ethical abiding employees who treat each other with fairness and
respect. Moreover, it is an organization with proactive management that communicates
and has the capability to make thoughtful decisions.
Score Std. Dev.
43. Harassment is not tolerated at my workplace.4.22 0.79
44. Employees are generally ethical in my workplace.4.08 0.72
45. I believe we will use the information from this survey to improve our workplace.3.39 1.13
46. I am satisfied with the opportunities I have to give feedback on my supervisor's performance.3.62 1.12
47. Upper management (i.e. Executive and/or Senior Leadership) effectively communicates
important information.3.61 1.08
48. I am treated fairly in my workplace.3.99 0.88
E4
City of Schertz | 2024
Constructs and Related Items
Employee Engagement Construct Score: 406
Twelve items spanning several constructs were selected to get a more focused look at
Employee Engagement. The Employee Engagement construct captures the degree to
which employees are willing to go above and beyond, feel committed to the organization
and are present while working. This construct measures the degree to which employees
feel that their ideas count, their work impacts the organization and their well being and
development is valued at the organization.
Score Std. Dev.
2. In my work group I can share my opinions and ideas.4.14 0.96
5. Our organization is known for the quality of work we provide.4.13 0.81
6. I know how my work impacts others in the organization.4.38 0.71
10. My supervisor provides me with a clear understanding of my work responsibilities.4.10 0.93
11. My supervisor recognizes outstanding work.3.94 1.07
12. I am given the opportunity to do my best work.4.22 0.80
14. My supervisor evaluates my performance fairly.4.05 0.97
18. I have adequate resources and equipment to do my job.4.00 0.81
21. The people I work with care about my personal well-being.4.01 0.92
22. I trust the people in my workplace.3.80 0.96
37. Training is made available to me so that I can do my job better.4.04 0.94
38. Training is made available to me for personal growth and development.3.93 1.04
E5
City of Schertz | 2024
Survey Customization Sheet
Organizational Category Codes: Category 1
101 - CMO/CS/EDC 102 - EMS
103 - Engineering 104 - Finance
105 - Fire Department 106 - HR/Purchasing
107 - Internal Services 108 - Library
109 - Parks, Recreation, and Co 110 - Planning & Community Development
111 - Police Department 112 - Public Affairs
113 - Public Works
Organizational Category Codes: Category 2
204 - Non-sworn 205 - Sworn
206 - Drainage 207 - Facility Services
208 - Fleet Services 209 - Streets
210 - Water/Wastewater Services 211 - Information Technology
Organizational Category Codes: Category 3
301 - Less than 1 Year 302 - 1-2 Years
303 - 3-5 Years 304 - 6-10 Years
305 - 11-15 Years 306 - 16-20 Years
307 - 20+ Years
Additional Items
1. My Executive Leadership Team (Dept. Head and City Mgmt.) provides me with a clear understanding of my work
responsibilities.
2. My Executive Leadership Team recognizes outstanding work.
3. My Executive Leadership Team is consistent when administering policies concerning employees.
4. My Executive Leadership Team evaluates my performance fairly.
5. I feel that City and/or Department policies are adequate.
F1