For login and sign-in issues, please contact peopleandculture@uta.edu
Managers with five or more direct reports who completed the survey will receive a report. Gallup refers to these team members as "respondents." Please note, managers themselves do not count toward the five respondent total. If you have four team members, plus yourself, you will not receive a report.
Sometimes, teams are too small to receive a report of their survey results; this is done to protect the confidentiality of survey respondents. Instead, you will use aggregate results from the next most relevant level. Nevertheless, your team shouldn't miss out on the Engagement Action Planning session just because they didn't receive survey results specific to the group. Instead, start the action planning process by asking team members if they feel their team would have similar results for each item and where the differences lie. Develop plans based on these discussions.
Engagement Index: Managers who had 30 to 99 respondents will receive a partial Engagement Index that only reflects the percentage of engaged faculty and staff members on their team. Managers who had 100 or more respondents will receive an Engagement Index that reflects the percentage of engaged, not engaged, and actively disengaged faculty and staff members on their team.
In order to get the full Engagement Index there must be 100 or more respondents for each Q12 question.
The Education - Postsecondary/Higher Education database includes academic divisions, student services entities, and departments within a university or college; colleges, universities, and professional schools; and technical and trade schools that participate in the Gallup Engagement Survey. The database shows comparison data of how institutions perform and those included in the database.
Your Gallup results are a snapshot of our engagement at the date and time of the survey. Your team should participate in the Engagement Action Planning Session with the most current composition of the team. Use the most relevant available results to discuss and develop an engagement action plan.
Action planning is the phase of the engagement cycle in which departments at UTA can have the greatest impact. It is a collaborative process that follows the distribution of engagement survey results. Schools, divisions and departments use their survey results to guide conversations about engagement and their work environment, then create simple action plans to guide changes.
Managers who receive a Gallup survey report will use the Gallup Access Portal to create their action plan by April 30. The Engagement Action Plan Form can be used to take notes during the action planning meeting. This information then can be transferred to the Gallup Access Portal.
Managers who do not receive a Gallup survey report can use their department/unit’s "rollup report" for team discussions. They can utilize the Engagement Action Plan Form to create their engagement plan. The Engagement Action Plan Form does not need to be sent to Talent, Culture, and Engagement.
This survey will serve as a baseline measurement for employee engagement at UTA. By participating, you are contributing to the faculty and staff voice and playing a part in the ongoing efforts to strengthen UTA’s workplace culture.
The foundation of the survey is Gallup’s Q12, a research-based set of questions designed to measure employee engagement. In collaboration with Gallup, and based on feedback collected during stakeholder interviews, UTA’s team added questions aligned with our goals and University culture.
The survey is available in Spanish and Vietnamese. Please contact Talent, Culture, and Engagement if you need more information.
The survey is open to all active faculty and staff working 20 hours per week or more (0.5+ FTE) including Graduate Research and Graduate Teaching Assistants.
We encourage all employees who receive the survey invitation from Gallup to take the survey and provide their feedback.
Note: The survey excludes undergraduate student employees.
September 25 – October 11, 2023
Gallup will send a personalized email with a unique survey link to each employee who is eligible to participate in the survey.
Yes, the survey is available on mobile devices.
You can take as much time as needed. However, the survey can be completed in approximately 10 to 15 minutes. If you are interrupted, the survey can be saved and resumed at a later time.
Contact the Office of Talent, Culture, and Engagement
Email: peopleandculture@uta.edu
Phone: 817-272-0123
If you experience a technical problem with the survey, please contact Gallup through their online help center.
Participation is not mandatory but is highly recommended. The goal of the survey is to allow faculty and staff to share their feedback and guide meaningful change at UTA.
Active employees hired before September 21, 2023 will receive a personalized survey invitation email from Gallup to complete the survey.
No, please do not forward your personalized survey invitation email. This is your unique survey link; do not share this link with anyone else. If you (or someone else) experience a technical problem, please contact Gallup through their online help center.
To encourage others to complete the survey, remind them to take the survey when it opens, let them know about the Employee Engagement website, and have them contact Please contact Talent, Culture, and Engagement for more information.
We do not recommend interpreting items for others. If someone asks, simply tell them this is an individual measure and each person’s interpretation may be different. If you explain what you think the item means, others can become biased and this leads to a certain type of response.
Interpret each item based off what it means to you. What the item means to you depends on your role in your organization and what is important to you.
Think about your workplace environment, which is made up of many things. The greatest concern is whether your workplace needs are being met.
Rate your current work environment. Whether you have been with UTA or in your current role for two months or 10 years, you should rate your current work environment.
Gallup’s research indicates that friendships are vital to happiness, achievement, and engagement. If you have a best friend at work, you are significantly more likely to engage your fellow team members, partners, and internal customers. You are more likely to get more done in less time, have fun on the job, have a safe work environment with fewer accidents, innovate and share ideas, feel informed and know that your opinions count, and have an opportunity to focus on your strengths each day. Without a best friend at work, the chances of you being engaged in your job are one in 12.
Yes, you should fill out the Gallup survey. The COACHE and Gallup surveys serve different purposes, even though both aim toward improving the workplace at UTA. COACHE is a survey only for full-time faculty with questions that are specifically oriented toward the faculty experience whereas Gallup is a survey for all UTA employees, faculty and staff. The Gallup survey gives us the opportunity to see both the faculty and the staff view of UTA as a workplace, which will give insights into additional aspects of working at UTA and expand what we have learned from COACHE. Also, the COACHE survey was administered two years ago; Gallup will provide up-to-date information on UTA as a workplace.
No. The reports contain engagement results for the group only. To protect each person’s confidentiality, Gallup does not generate reports for groups that did not have enough people answer the survey items.
Gallup provides a minimum reporting threshold so that individual respondents cannot be identified. If fewer people respond to the survey than the reporting threshold, their results will not be thrown out. Instead, they will be rolled up into a larger group so that their opinions can be heard, but the individuals cannot be identified.
All data collected is stored by Gallup and is kept strictly confidential. You will not be asked to enter any personal information such as date of birth, social security number, etc. All responses are aggregated into a larger business unit/work group to ensure responses cannot be tracked to an individual.
Engaged employees are involved in and enthusiastic about their work. They are 100% psychologically committed to their role. They are thrilled at the challenge of their work every day. They are in a role that uses their talents, they know the scope of their job, and they are more likely to look for new and different ways of achieving the outcomes of their role.
No, traditional employee surveys are based on the premise that employees should be happy or content. Either satisfaction is the goal by itself, or the organization simply assumes satisfied employees will create better business performance. The flaw in this logic is that employees are often “satisfied” for reasons contrary to the interests of the business. While engagement relates to satisfaction and loyalty, it also measures other unique information and directly connects to business outcomes such as retention, safety, and productivity. A satisfied employee is not necessarily an engaged employee.
