Staff workplace surveys
Section 127 of the Education and Training Act 2020open_in_new sets out the paramount objective of boards in governing schools.
A big part of meeting this objective is ensuring the school is a physically and emotionally safe place for all students and staff, and taking all reasonable steps to eliminate discrimination.
While the principal is responsible for the day-to-day management of staff, your board is ultimately accountable as the employer of the school.
One way your board can measure its performance and ensure the paramount objective is being met is by conducting regular workplace surveys.
What is a workplace survey?
Workplace surveys, sometimes called climate or engagement surveys, provide valuable insight into employees’ views on their employment.
We recommend that boards survey school staff yearly, with the results being analysed and used to inform school planning.
Employees must have trust and confidence that the survey is confidential, that they will not be treated unfairly because of their feedback, and that positive change can come from their participation.
What questions could you ask?
Workplace surveys in schools often contain a series of multiple-choice questions seeking opinions on a variety of topics, such as:
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Wellbeing and satisfaction
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Student management
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Leadership and senior management
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Interpersonal relations
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Physical working environment and resources
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Communication
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Work/life balance
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Employment conditions
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Policies, processes, systems
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Teamwork
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Curriculum
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Professional development.
How could you conduct a workplace survey?
Various surveys are available, depending on the needs and context of the school.
The New Zealand Council for Educational Research (NZCER) offers a Teacher Workplace Surveyopen_in_new.
Schools can create online surveys for teaching and non-teaching staff using a service such as Survey Monkeyopen_in_new or Smart Surveyopen_in_new.
Options for online services range from free to monthly or yearly fees.
What else do you need to consider?
Before your board designs a survey (if it wishes to create its own), it must consider who will receive the results, the confidentiality of responses, and how the data will be used.
Survey design will help focus questions on critical areas, minimise unintentional bias, and maximise responses (by limiting the number of questions).
Be aware that if you survey employees and receive feedback but fail to act or respond to that feedback, it could reduce staff morale.
Please get in touch with us if you need support or advice on designing a survey or on how to consider the information it yields.
Templates, resources, and references
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Education and Training Act 2020open_in_new
New Zealand Council for Educational Research (NZCER)
Post Primary Teachers’ Association (PPTA)
Survey services