UNIVERSITY PARK, Pa. — Results of the University’s inaugural Job Satisfaction and Engagement Survey, conducted in February among Penn State staff, technical service employees, and administrative/executive leadership and facilitated by third-party firm ModernThink, were released Oct. 9. University leaders outlined University-wide steps for turning results into action, including developing unit action plans by the beginning of December.
“All of you, our staff and technical service employees, play an enormous role in Penn State’s success. I am truly grateful to the thousands of Penn Staters who took the time to share their feedback,” said Penn State President Neeli Bendapudi. “Even through times of significant change at Penn State and at universities nationwide, I was heartened — but not surprised — to see your dedication to our mission and to each other shining through in the results of this survey. I know I speak for Penn State’s entire leadership team when I say we are grateful to the community.
“The results highlight our many strengths as a university and as an employer, and they also point to areas where we can do more to connect with you and improve your experiences. The opportunity to improve is why we undertook this survey, and why we intend to repeat it. Penn State is among the world’s leading public research universities, in part because of your efforts. I am committed to making Penn State the best employer it can be — a university where our staff and faculty can build rewarding careers, create community and help to make Pennsylvania and the world a better place.”
University-wide survey results are available on a dedicated website.
A public livestream discussion also was held Oct. 9 among Jennifer Wilkes, vice president for Human Resources and chief human resources officer; Christy Helms, senior director of talent management in Penn State HR; and Richard Boyer, chief culture strategist at ModernThink, the third-party firm that conducted the survey. A recording of the livestream is available for the community to review.
Key Findings
The survey was sent in February to full-time staff, technical service employees, administrators, executives and academic administrators to provide insight into the lived experience of Penn State employees, and sought to better understand staff engagement and job satisfaction in areas such as collaboration; communication; inclusion, belonging and community-being; and performance management.
The survey was sent to 13,834 staff members across Penn State, and 7,188 — or more than 52% — took part.
Areas staff members rated highly in the survey include questions on “Staff Well-Being” (76% strongly agree or agree); “Supervisor Effectiveness” (74% strongly agree or agree); “Inclusion, Belonging and Community” (70% strongly agree or agree); “Job Satisfaction and Support” (69% strongly agree or agree); and “Mission and Pride” (69% strongly agree or agree).
Within these areas, the following 10 survey statements received the highest positive percentages (strongly agree or agree):
- I know where to go to report misconduct. (89%)
- I understand how my job contributes to this institution’s mission. (88%)
- In my department, we welcome diversity in all its forms. (86%)
- My supervisor supports my efforts to balance my work and personal life. (86%)
- I am given the responsibility and freedom to do my job. (83%)
- My supervisor shows genuine interest in my well-being. (83%)
- The work I do is meaningful to me. (81%)
- Overall, my department is a good place to work. (78%)
- My supervisor does what they say they are going to do. (78%)
- My supervisor is consistent and fair. (76%)
Areas receiving the lowest agreement among staff included “Performance Management” (43% strongly agree or agree) and “Confidence in Senior Leadership” (43% strongly agree or agree).
Within the survey, the following 10 statements received the lowest positive percentages:
- Issues of low performance are addressed by my department. (44%)
- Promotions in my department are based on a person’s performance. (43%)
- I am paid fairly for my work. (41%)
- Our review process accurately measures my job performance. (40%)
- Senior leadership communicates openly about important matters. (38%)
- Senior leadership provides a clear direction for this institution’s future. (38%)
- Our recognition and awards programs are meaningful to me. (34%)
- There’s a sense that we’re all on the same team at this institution. (33%)
- I believe senior leadership will take action based on the results of this survey. (30%)
- There are sufficient opportunities to participate in institutional planning. (30%)
Feedback already driving change
Wilkes said the University already has started implementing changes where improvements can be made quickly.
“Where there are opportunities for us to take quick action to meet staff needs, we are doing so,” she said.
As a result of feedback from this survey, Penn State Human Resources sought additional staff input in September to inform updates to the performance management process, and will use results to inform focus groups in November.
Other recent actions spurred by discussions with staff include shifting the annual performance review to align with the fiscal year and adding optional benefits such as legal and pet insurance, identity protection services, prescription savings benefits and more.
Wilkes said University leaders will continue to build on areas of strength indicated in the survey results.
“The benefits offered by the University rated highly among our staff, with over 81 percent sharing that they are satisfied or very satisfied,” Wilkes said. “This was heartening to see. We are constantly looking for ways to help better support the health and well-being of our employees and their families.”
Next Steps: Unit action planning, survey repeat in 2027
Because the employee experience starts at the unit level, Penn State Human Resources and University leaders have engaged with unit leaders, including vice presidents, deans and chancellors, to develop and implement action plans addressing survey feedback at unit- and University-wide levels. Those action plans, to be developed with input and in partnership with unit staff, are to be completed by the week of Dec. 1.
Unit action plans will be put into motion in 2026, and progress will be measured when the survey is repeated in 2027. The University will share updates throughout the process.
Wilkes said Penn State’s institutional priorities will focus on the performance management and confidence in senior leadership aspects highlighted in the survey results.
A follow-up survey from ModernThink is slated to launch in 2027 to measure progress and successes on action plans and University priorities, and to guide future improvement.
Staff engagement critical to success
Staff feedback, Wilkes said, will continue to drive next steps for the University. As unit leaders develop action plans for their teams, she urged employees to participate in determining areas of focus and proposing solutions.
“An ongoing dialogue is necessary as we work together to improve the employee experience at Penn State,” Wilkes said. “We will be working over the coming months to create plans to build on our existing strengths and address areas in need of improvement. We are grateful to you, our staff, for your engagement. Please continue to participate and share your thoughts.”