Primary Department: Human Resources and Talent
Primary Department Head/Elected Official: Sakita Douglas, Interim Chief People Officer
Secondary Department: N/A
Secondary Department Head/Elected Official: N/A
Regular or Supplemental RCA: Regular RCA
Type of Request: Discussion Item
Project ID (if applicable): N/A
Vendor/Entity Legal Name (if applicable): N/A
MWBE Contracted Goal (if applicable): N/A
MWBE Current Participation (if applicable): N/A
Justification for 0% MWBE Participation Goal: N/A - Goal not applicable to request
Grant Indirect Costs Rate (if applicable): N/A
Justification for 0% Grant Indirect Costs Rate (if applicable): N/A - Not a grant item
Request Summary (Agenda Caption):
title
Request for discussion and possible action regarding the Harris County employee satisfaction survey.
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Background and Discussion:
Last year, Commissioners Court requested Human Resources & Talent (HRT) to create a plan for either exit surveys or annual employee satisfaction surveys. Subsequently, HRT engaged The Segal Company to develop and administer an employee satisfaction and retention survey that was emailed to all county employees in October 2024.
The survey had a 28% response rate, and the results revealed that the majority of employees are generally satisfied with their job although satisfaction levels vary across job categories and where the employee is in their career. Professional, Administrative Support, and Managerial employees reported higher levels of satisfaction; however, the level of dissatisfaction was most prevalent for those who have been with the County between two and ten years. Sworn Officers expressed the greatest level of dissatisfaction with their job, and those with two to ten years of experience showed higher dissatisfaction than the other job categories.
The primary themes for satisfaction included the love of the job; supportive colleagues and managers; and flexibility and benefits. Themes surrounding dissatisfaction included compensation and pay; workload and staffing; management and communication; and work environment and morale.
Expected Impact:
The Segal Company provided a series of recommendations to build upon the positive experiences of employees and implementing strategies to create a more positive work environment. Some of these recommendations are already being acted upon like compensation, but HRT will work with the Office of County Administration to determine which of the other recommendations are most practical and develop strategies to implement as necessary. Along with collaborating with the Office of County Administration, we will coordinate with Court offices to determine their priorities from the Segal recommendations and proceed based on the feedback gathered.
Alternative Options:
N/A
County Strategic Plan Goal: N/A
County Strategic Plan Objective: N/A
Justice/Safety Initiative (Goal 1): N/A
Infrastructure Initiative (Goal 2): N/A
Economy Initiative (Goal 3): N/A
Health Initiative (Goal 4): N/A
Climate/Resilience Initiative (Goal 5): N/A
Housing Initiative (Goal 6): N/A
Additional notes related to the Strategic Plan: N/A
Prior Court Action (if any):
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Date |
Agenda Item # |
Action Taken |
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03/26/2024 |
680 |
For Human Resources and Risk Management to create a plan for either exit surveys or annual employee satisfaction surveys. |
Location:
Address (if applicable): N/A
Precinct(s): Countywide
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Anticipated Court Date: 3/27/2025
Anticipated Implementation Date (if different from Court date): Click or tap to enter a date.
Emergency/Disaster Recovery Note: Not an emergency, disaster, or COVID-19 related item
Contact(s) name, title, department: Erika Owens, Director of HR, Human Resources & Talent
Attachments (if applicable): N/A