Measuring Engagement
Why a survey? What's next?
To improve our employee engagement and flourishing, the university needed to first understand how we’re doing. So we partnered with Gallup to create and administer an employee engagement survey in winter, 2026.
The survey and the post-survey conversations and action planning use the UO's engagement model to better understand how our employees experience their work, highlight where we are doing well, and provide actionable insights and tools for areas where we need to grow.
Survey Results
Survey responses are 100% confidential. Gallup does not share respondent-level responses with the university.
- University-level engagement dashboard, 2026 survey
Contains response rates by employee type, the Gallup Q12+ survey items, and the UO's R1 institution percentile for each Q12+ item. - Detailed institution and employee group results (DuckID login required)
Contains multiple views and analyses of the 2026 survey data and describes the relationship between engagement and the university's strategic goal to create a flourishing community.
For department and team-level results, connect with your supervisor or department head. UO leaders and teams have received their results at the workgroup level. A workgroup must have at least five members who completed the survey for results to be shared.
The Gallup Q12
Gallup has spent over two decades developing their employee engagement model, surveying over 57 million respondents, and has developed twelve employee engagement indicators that represent employee needs and describe a supportive and productive workplace.
Gallup's model predicts a team's ability to meet its goals and correlates strongly with things like productivity, retention, and well-being.
- Forty-four R1 universities have participated in Gallup's model, representing over 195,000 faculty, staff, and other university employees.
- Because the Q12 indicators are clear and actionable, the snapshot they offer provides employees and leaders a toolkit for moving forward.
The university's employee engagement survey includes Gallup's Q12 indicators because Gallup's model is highly able to predict our ability to meet our team and organizational goals.
Domains of Flourishing
The university's strategic plan, Oregon Rising, has a primary goal of creating a flourishing community at the University of Oregon. Employee engagement is a critical part of flourishing. Within the flourishing goal, the university has identified five domains that we consider when we talk about employee engagement:
- Growth.
- Well-being.
- Resilience.
- Community.
- Purpose.
Our employee engagement survey includes questions designed to measure these domains.
Areas of Ongoing Focus
Based on results of the university's 2022 climate survey, the university has identified key areas of focus to strengthen our workplace experience and support our teams, which are also represented in the 2026 survey.
Survey Questions
Each survey question falls into one or more of the following categories:
- a Gallup Q12 item.
- a measure of employee flourishing, and/or
- a follow-up to a question from the 2022 survey.
Survey and Engagement Milestones
Dates | Milestone |
|---|---|
Engagement education and survey preparation | Through February 23 |
Survey open | February 23 through March 9 |
Results available to units | April 27, 2026 |
Unit and team action planning begin | May 2026 |
After the survey
Post-survey debrief conversations and action planning are essential to the purpose of taking the survey. The survey results are a starting point; it's the conversation that brings meaning and can begin to enhance engagement.
Your unit or team will participate in a facilitated debrief of the survey that gives colleagues the chance to discuss the survey results as a group and hear different perspectives; validate feedback; and identify group strengths and opportunities. In these conversations, you might discuss results that surprised you, identify the areas your group is the most interested in working on, or discuss what a high score on a given question would look like in your workplace.
Following the debrief conversations, units and teams will identify actions to implement as a response to survey results. You'll have guidance and resources to do this work.
Survey feedback
If you have feedback about the engagement survey (communication, the survey experience, etc.) please share it via this online form. Your insights will help us improve how we support the engagement survey process for employees at the UO.
This form is for feedback about the 2026 engagement survey only. If you have questions or concerns about another HR-related topic, please connect with the appropriate HR team so we can support you.