Workplace Experiences Survey
The Workplace Experiences Survey (WES) was held in November 2024, with over 909 faculty and staff from UBC Okanagan participating. Units level reports were made available to departments in the Spring of 2025 and campus-wide results were discussed with faculty and staff in the Fall of 2025. Three priority areas have been identified to guide campus wide action planning in 2025–26.
2025–26 campus priorities and actions
What the results said: People are concerned about respect, burnout, stress, and overload.
Focus: Build capacity across campus to support people in navigating stress, burnout, and overload.
Actions
- Support units and leadership teams to identify and address workplace wellbeing needs and use tools such as the Activate Wellbeing Toolkit.
- Promote and encourage participation in Psychological Health and Safety 101 Training.
- Offer training in conflict engagement and communication skills.
- Encourage units to discuss WES results locally and develop local actions.
Responsible
- HR & Unit Heads, Directors & Managers (wellbeing tools; local actions)
- HR (training opportunities)
What the results said: People are unclear on strategy, senior leadership approach, and values.
Focus: Strengthen connection with senior leaders, increase access to information about campus priorities, and support leadership development.
Actions
- Senior leaders share strategic priorities and progress at Town Halls and are available for 1:1 Q&A, including updates on the International Student Strategy, Academic Plan, and Budget.
- Provide regular written updates from the Principal regarding the Academic Structure Planning Process..
- Offer coffee sessions with senior leaders throughout the year (rotating schedule).
- Offer the Academic Leadership Pathways Program on the Okanagan campus.
Responsible
- Principals Executive Committee (PEC) and University Relations (town halls, and priority sharing)
- Principal & Provost Offices (written updates)
- PEC, and HR Offices (coffee sessions)
- HR and Provost Offices (Academic Leadership Pathways)
What the results said: Staff are concerned about job security, and faculty want more support for research and navigating tenure and promotion.
Focus: Strengthen career resilience for staff and increase support for faculty research and tenure/promotion navigation.
Actions
- Host sessions on career navigation for staff.
- Expand the rollout of the staff performance program Goal. Performance. Success. to link goals and performance reviews. (CWL/VPN log-in required)
- Support eligible faculty to enroll in the Maximizing Impact Program.
- Amplify supports available through the Centre for Teaching and Learning (CTL) and AVPRI related to teaching and research.
Responsible
- HR, Unit Heads, Directors and Managers (career navigation; GPS rollout)
- HR and Provost Offices (Maximizing Impact Program)
- CTL, AVPRI, and University Relations (amplifying supports)