The survey is divided into six sections consisting of 10 statements, an optional demographic section and two open-ended questions. 


For each statement, employees rate:
• Satisfaction with the performance of their organization in that area.
• How important that particular item is to their overall satisfaction.
                         
I. Benefits and compensation

• Cost of health insurance for employees and families
• Health plan for employees and families
• Health insurance plan options (dental, alternative care, vision, etc.)
• Wellness and fitness programs
• Reliability and performance of retirement savings plan (401(k), 403(b) or pension)
• Organization's financial contribution to employee's retirement plan
• Adequacy of compensation (pay, benefits, bonuses, paid time off)
• Fairness of compensation structure across the organization
• Organization's retention of highly qualified employees
• Organization's commitment to career and salary advancement

II. Work environment

• Flexible schedules (including job-sharing, telecommuting, flex-time, etc.)
• Fairness for differing racial, gender, sexual-orientation or disability groups
• Ability to balance family and job obligation
• Teamwork and cooperation across organization
• Enjoyment of the work environment and having fun at work
• Quality and efficiency of physical workspace
• Tools, equipment and technical support to facilitate work
• Organization's support for the broader community
• Sense of shared accountability when problems arise
• Clearly defined policies and procedures

III. Decision making and trust

• Treatment of employees by supervisors
• Encouragement of employee creativity and new approaches
• Employee involvement in decision-making
• Trust between managers and employees
• Trust in top management decision-making
• Trust in the Board
• Sharing of information about financial goals and performance
• Ability to speak openly with supervisors about problems with co-workers
• Pride and belief in the organization
• Formal processes for employee concerns and complaints

IV. Performance management

• Consistent feedback from supervisors on employee job performance
• Employee performance reviews (timely, thorough, useful, etc.)
• Follow-up to performance reviews to help employees improve
• Accountability of employees for job performance
• Accountability of management for job performance
• Timely discipline and termination of poor performers
• Clear communication of goals and expectations for a given job
• Clear understanding of organization's mission and purpose
• Rewards for top performance (e.g. prizes, time off)
• Acknowledgement of top performers by management

V. Career development and learning

• Training to advance career
• Opportunities to grow and stay challenged long-term
• Promotion based on performance
• Promotion from within the organization
• Training for new and current employees
• Support for additional education directly related to job
• Support for additional education not directly related to job
• Opportunities for increases in pay and benefits
• Upper management diversity: race, gender, sexual-orientation, etc.
• Accurate, timely and informative communication from employer

VI. Sustainable practices
(These answers considered for our 100 Best Green Companies list in June 2011)

• Organization’s recycling of paper products
• Organization’s waste reduction, other than paper
• Organization’s use of nontoxic, biodegradable materials
• Organization’s support for renewable energy and conservation
• Organization’s support for commuting by bicycle, walking
• Organization’s support for public transit, carpooling, telecommuting
• Organization’s commitment to environmental stewardship
• Management support for sustainability as part of organization’s mission
• Employee recognition and rewards for meeting or exceeding environmentally sustainable practices
• Organization’s efficiency efforts toward a sustainable workplace (compact fluorescent bulbs, low flow equipment, weatherizing, etc.)

Optional demographic information

Additional (written) comments