Dear Financial and Administrative Services (FAS) Community,

I am writing to share results from our 2025 Staff Engagement Survey and what we know about action planning next steps for FY26. 

‌‌‌STAFF ENGAGEMENT RESULTS FINAL REPORT  

In April and May, 2,137 FAS staff participated in our annual staff engagement survey to better understand how the workplace is going for you, an 84% participation rate. Despite a challenging national landscape and the continuing negative impacts to UCSF, FAS is holding steady at an overall mean of 4.06, down slightly from 2024. 

See the full report. 

REPORT HIGHLIGHTS 

• The three top strengths for FAS are: Progress, Mission and Recognition. (Q11. In the last six months, someone at work has talked to me about my progress; Q08. The mission or purpose of my company makes me feel my job is important; Q04. In the last seven days, I have received recognition or praise for doing good work.)
• ‌By contrast, Expectations remains a key opportunity as an ongoing area that needs more focus. (Q01. I know what is expected of me at work.)
• ‌Managers’ personal engagement impacts the Team's engagement positively or negatively; 62% of managers are personally engaged, up from 60% in 2024.
• ‌FAS employees who strongly agree their teams are making progress on the action planning goals they set together have world class levels of engagement, at the 89th percentile.
• ‌FAS has much variation in the experiences at the department level. 48 FAS teams are in the top quartile, among the best places to work in the world; 25 of these teams were also in the top quartile in 2024. By contrast, 35 FAS teams are in the bottom quartile; 9 of these same teams were also in the bottom quartile in 2024, and need more attention and support.

FIVE TOOLS FOR FY26  

‌The big question is: How do we approach engagement in challenging times? This is the top question we’ve received as teams have begun reviewing their survey results and try to put them in context of a changing and uncertain environment. 

‌Below are five tools to think about during the upcoming year as you work with your team action planning: 

1. ‌Gallup’s recommendations: Embrace tighter focus and follow through‌

   Recommendation 1: Organizational focus on clear communication and priorities, to strengthen a culture of care and deep support.

   Recommendation 2: Increase empowerment and accountability through 100% team action planning. ‌

2. ‌Learning and Organization Development action planning resources

3. ‌FAS team discussion questions

   Discussion question 1: Keep doing: Best friend at work; Q: How do we build connection?

   ‌Discussion question 2: Increase focus: I know what is expected of me; Q: How do we prioritize?

4. ‌Make it visible: Using Smartsheet for better data visibility. See the 1-minute Smartsheet tutorial courtesy of Campus Life Services
5. ‌Cultivating a Culture of Wellbeing: A Practical Guide for Managers‌

NEXT STEPS 

• Share department survey results with your teams – Now
• Action planning – Now – August
• FY26 Goals/Deadlines - TBD; Plan for September/October
• UCSF Staff Engagement Town Hall – Friday, July 18, 3pm 

Thank you to the many FAS teams involved in staff engagement, and to those of you who took the time to share your experiences.

Erin S. Gore
Senior Vice Chancellor
Finance and Administration