BIDS Well-Being Survey Summary

by Emily Barclay, Senior Assistant Capital Defender

The 2022 BIDS Well-Being Survey results are in, and as always, yielded helpful information for the agency.

The BIDS Well-Being Committee sent a survey link to every employee in the agency in mid-July. There were 28 questions, which were directed at well-being and retention issues. The questions were answered by employees anonymously, and there was a decent participation rate – 115 responses, including 65 attorneys, 15 investigators, and 35 other support staff.

Instead of focusing on the impact of COVID-19 on our work, as in years past, this year the COVID questions were replaced by questions about communication and pay.  Other than that, though, the survey largely contained identical questions to those asked in 2020 and 2021.  

First, the survey focused on positive impacts on well-being. Employees were allowed to choose the top three contributors to their well-being at work. The top three contributors were: 1) good relationships with colleagues, 2) a flexible work schedule, and 3) the opportunity to perform meaningful work. Other notable items people listed as contributors to well-being included a supportive boss, benefits like health insurance and retirement, and opportunities to learn. A question on whether there were positive changes that have come about as a result of COVID was also asked. The majority of answers to that question focused on enjoying the flexibility to work remotely.

Overall, changes in well-being as it relates to work appear to be overwhelmingly positive in the last year, with 44% percent of employees saying their well-being had improved by a lot and 35% percent saying their well-being improved at least a little. This adds up to 79% of employees noting an improvement in their well-being.

Second, the survey focused on negative impacts on well-being. Workload was the top detractor from well-being in the workplace. Poor pay and/or lack of raise/promotion structure was the second biggest detractor of well-being listed. Unfairness in the justice system was the third biggest detractor of well-being at work.  Other notable items that employees said detract from their well-being at work included difficult interactions with clients, lack of technology, and lack of training. It is important to note that poor pay and a lack of a raise and promotion structure were significantly down from past years' percentages. In 2021, lack of pay and raise structure comprised 25% of responses as a top detractor.  In 2022, it was down to 14%.

Similarly, when asked, “What is the biggest single issue that is negatively impacting your well-being at work?” workload and compassion fatigue/burnout took the top two spots (24% and 16%, respectively). In 2021, 45% of employees responded that pay and lack of opportunities to advance was their biggest negative concern, but this year pay as a negative came in at 14%, which is the lowest it has ever been. 

Third, the survey examined office culture. One question asked employees to rate their office culture on a scale of 1-5 with 1 being “terrible” and 5 being “wonderful.” About 77% of BIDS employees positively scored their office culture as a 4 or 5. Only about 6% scored their office culture negatively (as a 1 or 2). Another question asked employees asked whether they felt like they were part of a team or on their own with 1 being “on my own” and 5 being “part of a team.” There, 72% of employees answered “4” or “5”, indicating that most feel like they are part of a team.

Fourth, the survey asked how BIDS employees felt with regard to support and communication from leadership. About 56% of employees said they felt supported by their specific office leadership, 24% felt somewhat supported, and 7% did not feel supported. In contrast, 75.5% of employees currently do feel supported by the BIDS administration, about 20% feel somewhat supported, and 4.5% do not feel supported. This marked a large increase from the 2021 survey when only about 54% reported they felt unequivocal support from the BIDS Administration.

Fifth, as far as general supports within the employee’s office, people reported good colleagues, good office leadership, support staff, good training, good resources, and low caseloads as remarkable supports. However, there is always room for improvement, and BIDS employees also noted that technology, more attorneys or staff, more training, correction of physical office issues, and better communication within offices are still needed.

Last, when asked to respond to a narrative question, “What is one low or no-cost thing that could be done immediately that would improve morale in your office?” employees reported everything from a cleaning service to a popcorn machine to new office chairs. 

Despite the listed requests for things that could be done to improve morale in offices, the responses this year indicate major progress toward a more well BIDS workforce.  If you would like to read the full report, it is available here.