Employee Engagement Survey Results

Human Resource Services 2019 Employee Engagement Survey



Response Rate

The response rate to the survey is your first indication of the level of employee engagement in your organization.
Of the 4677 employees invited to take the survey, 1821 responded for a response rate of 38.9%. As a general rule,
rates higher than 50% suggest soundness, while rates lower than 30% may indicate problems. At 38.9%, your
response rate is considered average. Average rates suggest possible issues of trust within the organization, and
employees may be reluctant to engage in improvement efforts until leadership demonstrates a clear commitment to change.




Overall Score

The overall score is a broad indicator for comparison purposes with other entities. Scores
above 350 are desirable, and when scores dip below 300, there should be cause for concern.
Scores above 400 are the product of a highly engaged workforce.




Survey Constructs

Similar items are grouped together and their scores are averaged and multiplied by 100 to produce 12 construct measures. These constructs capture the concepts most utilized by leadership and drive organizational performance and engagement.



Each construct is displayed below with its corresponding score. Constructs have been coded below to highlight the organization’s areas of strength and concern. The three highest are green, the three lowest are red, and all others are yellow. Scores typically range from 300 to 400, and 350 is a tipping point between positive and negative perceptions. The lowest score for a construct is 100, while the highest is 500.





Areas of Strength and Concern



Next Steps

To begin moving on this important issue, we will create a survey findings “Action Team,” which will include individuals representing departments, colleges and employee groups across the university system. This group will be charged with:

  • Identifying NMSU system-wide activities to address the most pressing issues;
  • Connecting with groups across the system to learn what they are doing to address organization-specific issues;
  • Sharing these ideas so others can consider them in their areas; and
  • Tracking improvement.

Summary data will be distributed to individual colleges and departments. All unit leaders are expected to discuss this survey in their areas. We want to engage everyone to learn more about their thoughts on the survey, and provide opportunities to suggest improvements where needed. Employees are encouraged to take part in activities that strengthen the university system.

2019 Employee Engagement Survey Presentation Video

2019 Employee Engagement PowerPoint Presentation

2019 Employee Engagement Executive Summary