1.3.a: Increase percentage of employees who are satisfied with their job and would recommend their agency from 66% to 68% by January 2020

Why is Job Satisfaction a priority?

Employees that are satisfied with their jobs are less likely to leave, as they are generally content with their situation, contributing to organizational stability. Employees who are willing to recommend their agency as a great place to work, are more than just satisfied –they are highly engaged.

When agency survey results indicate employees are satisfied with their job and would recommend their agency as great place to work, the same agencies generally score higher on their overall Employer of Choice score.

How are we doing?

In 2017, over 47,000 state employees provided answers to questions in the statewide Employee Engagement Survey relating to the Job Satisfaction indicator.

  • Q19) “In general, I’m satisfied with my job” received a percent positive score of 72 percent.
  • Q20) “I would recommend my agency as a great place to work” received a percent positive score of 63 percent.

These two scores averaged together provide a current Job Satisfaction indicator score of 68 percent.

What are we working on?

Results Washington, Office of Financial Management, and state agencies are working together on the following statewide improvement strategies:

  • Monitoring and improving the HR Employee Engagement Toolkit. Launched in May 2015 to build and support HR’s capacity to help improve employee engagement, State HR, with oversight from the HR Development Working Committee, will work with agency partners to improve this product based on user feedback.
  • Offering Lean training's in problem solving and coaching. These include classes offered through the Lean Transformation office,monthly lean advisers meetings, and consulting to maintain alignment with Lean thinking. Individual agencies are offering learning opportunities in Lean and sharing resources.
  • Building upon leadership competencies identified by agencies to ensure leaders have a shared understanding of expectations.
  • Building and delivering a statewide Employee Value Proposition (EVP) to improve the state of Washington’s ability to attract, engage and retain employees.

Leaders and staff within each agency are also continually working to identify, implement and assess internal strategies to improve the overall employee experience.

Where can I go for more information?