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Report for Wichita State University (WSU), including:

  • WSU All Employees (combined UPS and USS) Results
  • Statewide All Employees (combined UPS and USS) Results

Fort Hays State University Docking Institute of Public Affairs logo.

November 2025

Brett Zollinger, Ph.D.
Director

Jian Sun, Ph.D.
Assistant Director

Michael S. Walker, M.S.
Research Scholar

Marisa M. Johnson, M.B.A.
Administrative Specialist

Leslie Watson-Divittore, M.S.
Research Coord. Admin. Specialist

The staff of the Docking Institute of Public Affairs and its University Center for Survey Research are dedicated to serving the people of Kansas and surrounding states.

Mission:
To facilitate effective public policy decision-making among governmental and nonprofit entities.

Docking Institute of Public Affairs
Fort Hays State University
600 Park Street
Hays, Kansas 67601-4099
Telephone: 785-628-4197
FAX: 785-628-4188
www.fhsu.edu/docking

 

Prepared by:

Michael S. Walker, M.S.

Brett Zollinger, Ph.D.

Hannah Cross, M.S.W.

Kori Massner

Contents

Introduction

Summary

Findings

Item Importance and Appreciation of Work Performance

Work Morale

Wages and Second Job

Job Satisfaction, Incentives, and Health Insurance

Budget Limitation Impacts

Different Job

Appendix: Questionnaire

Introduction

Commissioning of This Report

A coalition of representatives from University Support Staff (USS) and Unclassified Professional Staff (UPS) organizations from six Regent Universities in Kansas asked the Docking Institute of Public Affairs to conduct a survey of USS and UPS employees. The six universities included Emporia State University (ESU), Fort Hays State University (FHSU), Kansas State University (KSU), Pittsburg State University (PSU), Wichita State University (WSU), and the University of Kansas (KU). The Docking Institute delivered reports to all Regent Universities in August 2025.  Each university received two reports, one comparing its USS to Statewide USS employee results and another comparing its UPS to Statewide UPS employee results. WSU commissioned the Docking Institute to produce this additional report, showing results for all employees (combined USS and UPS) Statewide and at WSU.

Methods

The survey was conducted during spring 2025 using Qualtrics on-line survey software. Email addresses for USS and UPS employees of the six universities during the spring 2025 semester were provided to the Docking Institute.  Invitations to participate in the survey (including a link to an online survey) were emailed to all USS and UPS employees listed. This research project was submitted to the FHSU Institutional Review Board (IRB) for review. Survey questions were developed in collaboration with the coalition of representatives from the USS and UPS organizations. The survey instrument is provided as Appendix A.

Email requests were sent to 9,613 USS and UPS employees at the six universities. The Institute received 3,516 usable completions on the online survey, a response rate of 36.6%. Since the lists provided by each university included all USS and UPS employees, no margin of error is calculated. The initial email invitation was sent April 2, 2025. Multiple follow-up email requests were sent to non-responding employees between then and the close of data collection on May 8, 2025.

For Wichita State University, emails invitations were sent to 1,951 USS and UPS employees. The Institute received completions from 31 USS and 486 UPS employees, for an institution response rate of 26.5%.

Data were downloaded into SPSS software for analysis. Email addresses and the names of employees were deleted from the SPSS file. Only grouped data were analyzed, and no attempt was made to link individual responses to individual respondents. 

Summary

This report is for Wichita State University. Responses to each survey question are provided for Statewide All Employees (USS and UPS combined) and WSU All Employees (USS and UPS combined). Responses are shown in tables and figures. 

The Docking Institute’s independent analysis shows the following: 

  • Compared to Statewide Employees, a larger percentage of WSU Employees have been employed by the institution for less than 10 years.
  • When asked to rank (from first to fourth) the importance of various items, “amount of pay or compensation” was ranked first among most respondents (82% of Statewide Employees and 82.6% of WSU Employees). The item with the next highest percentages ranking it first is “recognition for work performed” at 11.1% among Statewide Employees and 9.6% among WSU Employees.
  • Just over 70% of both WSU Employees and Statewide Employees report that their “work is greatly appreciated” by their immediate supervisors, around two-thirds of both groups say so about their co-workers, and a little more than half, 51.3%, of WSU Employees say so about their department head (less than half, 47.6%, of Statewide Employees say so).
  • Similar percentages of WSU Employees (21.9%) and Statewide Employees (19.4%) rate their morale as “extremely positive.” The single largest percentages of both groups rate their morale as “somewhat positive,” with WSU at 47% and Statewide at 47.6%.
  • Similar percentages of WSU Employees (40.2%) and Statewide Employees (41.1%) report that their morale has worsened “compared to two years ago.”  This is the plurality of response for both groups.  Slightly fewer (21.6%) WSU employees than Statewide Employees (25.4%) say morale has improved.
  • Of those indicating that their morale has worsened compared to two years ago, 70.7% of WSU Employees say salary increases haven’t kept up with increased costs, compared to more than the 63.5% of Statewide Employees who indicate such.  Less than half (45.4%) of WSU Employees compared to only 52.5% of Statewide Employees report that they “had to take on additional work duties with no/minimal increases in pay.”
  • Of those reporting that their morale has improved or stayed the same compared to two years ago, similar percentages of WSU Employees and Statewide Employees report the single largest reasons being that “the future of my position is certain and stable” (WSU at 26.2% and Statewide at 26.7%) and “the morale of those around me has improved” (WSU at 24.6% and Statewide at 27.1%). 
  • Similar percentages of WSU Employees (51.8%) than Statewide Employees (53.5%) report that their wages are at least “somewhat reasonable.”
  • A slightly smaller percentage of WSU Employees (29.2%) than Statewide Employees (33.3%) report having a second job. Of those without second jobs, 45.4% of WSU Employees and 41% of Statewide Employees report “considering taking a second job.”
  • Of those with second jobs or considering taking second jobs, 37.2% and 41.6% (WSU and Statewide, respectively) report that a second job will help them “provide better for their families,” while 40.8% and 38.1% (WSU and Statewide, respectively) report that a second job will help them pay down debts and bills.
  • Of those with second jobs or considering taking second jobs, most (58% or more) WSU Employees and Statewide Employees report that health insurance benefits, stable work, enjoyable work, and to maximize retirement benefits are reasons to remain at the university. Health insurance is the leading reason, with over 80% of both groups (80.5% at WSU and 85.5% Statewide) indicating it to be important.
  • More than 85% of both WSU Employees and Statewide Employees “agree” or “strongly agree” that they “enjoy the things they do at work.” About 85% of WSU Employees compared to about 81% and Statewide Employees “agree” or “strongly agree” that they are “sufficiently trained to complete their duties. About 80% of both WSU Employees and Statewide Employees “agree” or “strongly agree” they have a generally positive work environment. Fifty-nine percent (59%) of WSU Employees “agree” or “strongly agree” that their workloads are “reasonable,” compared to a slightly smaller 56% of Statewide Employees who agree.
  • Slightly fewer WSU Employees (66.8%) than Statewide Employees (70.1%) consider “improved healthcare benefits” to be at least “very important.”  Over two-thirds of both groups consider “flextime or flexible hours” at least “very important,” while over 60%of both groups consider working remotely some of the time to be at least “very important.”  Over half of both groups consider professional development opportunities, tuition assistance to another university, and tuition assistance to a community college or technical school to be at least “very important.”
  • The single largest percentage of both WSU Employees (44.8%) and Statewide Employees (46.3%) rate the health insurance through the state of Kansas “fair value at fair cost.” The second largest percentage of both groups rate it as “fair value at high cost,” with this being 27.2% of the response at WSU and 29.3% Statewide.
  • Given a list of ways that budget limitations may have impacted their job, over half of both groups and very similar percentages of each group say, “duties increased” (around 61%), “amount or quantity of work increased” (around 58%), and “completing more advanced duties or tasks increased” (around 51%).
  • A slightly lower percentage of Statewide Employees (32.8%) than WSU Employees (35.8%) report that they have looked for a different job within the past year or so.
  • Of those looking for a different job, 60.1% Statewide but only 46.7% of WSU Employees report that they are interested in other on-campus employment.  In response to a separate question, 90.8% of Statewide compared to a higher 96.2% of WSU Employees report being interested in off-campus employment.

Findings

This section of the report provides percentage responses to each question in the survey. Questions were grouped by theme and do not necessarily follow the flow of the survey questions (see Appendix A). The tables and figures below show responses for Statewide Employees and WSU Employees.

Table 1 and Table 2 show that compared to Statewide Employees, a larger percentage of WSU Employees have been employed by the institution for less than 10 years.

Table 1: Statewide all Employees Years of Employment 

 
Years Employed Frequency Percent
0 to 2 years 847 24.1%
3 to 4 years 482 13.7%
5 to 9 years 729 20.7%
10 to 14 years 487 13.9%
15 to 19 years 307 8.7%
20 years or more 663 18.9%
Total 3,515 100%

 

Table 2: WSU all Employees Years of Employment

 
Years Employed Frequency Percent
0 to 2 years 138 26.7%
3 to 4 years 95 18.4%
5 to 9 years 118 22.9%
10 to 14 years 59 11.4%
15 to 19 years 36 7.0%
20 years or more 70 13.6%
Total 516 100%

Item Importance and Appreciation of Work Performance

The four following tables show responses to four items. Respondents were asked to rank each according to importance from first to fourth. The items were:  

  • Recognition for the work you perform
  • Amount of pay or compensation
  • Additional incentives or perks
  • Professional development opportunities

The tables show that “amount of pay or compensation” was ranked first among most respondents (82% of Statewide Employees and 82.6% of WSU Employees). The item with the next highest percentages ranking it first is “recognition for work performed” at 11.1% among Statewide Employees and 9.6% among WSU Employees. 

Item Ranking Tables

 

Table 3: Amount of Pay or Compensation

 
Ranking WSU All Employees (n=483) Statewide All Employees (3,310)
Ranked First 82.6% 82.0%
Ranked Second 11.8% 13.2%
Ranked Third 4.6% 4.0%
Ranked Fourth 1.0% 0.8%

Table 4: Recognition for Work Performed

 
Ranking WSU All Employees (n=483) Statewide All Employees (3,310)
Ranked First 9.5% 11.1%
Ranked Second 33.5% 35.6%
Ranked Third 31.9% 30.7%
Ranked Fourth 25.1% 22.7%

Table 5: Additional Incentives or Perks

 
Ranking WSU All Employees (n=483) Statewide All Employees (3,310)
Ranked First 3.5% 2.8%
Ranked Second 37.5% 35.3%
Ranked Third 28.2% 32.2%
Ranked Fourth 30.8% 29.7%

Table 6: Professional Development Opportunities

 
Ranking WSU All Employees (n=483) Statewide All Employees (3,310)
Ranked First 4.3% 4.1%
Ranked Second 17.2% 15.9%
Ranked Third 35.4% 33.1%
Ranked Fourth 43.1% 46.9%

Respondents were asked “if there is another work-related item that you consider to be of high importance.” The following two tables show all comments collapsed into categories. (NOTE: Some respondents provided more than one item. The categories below show the first item listed.)  

Additional High Importance Items

Table 7: High Importance Items, Statewide Employees

 
Categories Frequency Percentage
Healthy workplace culture, inclusion, sense of belonging 179 15.0%
Respect, to be included in decision-making, have autonomy 157 13.2%
For pay/title/duties to correlate, valued/compensated for experience, cost of living pay increases 145 12.2%
Opportunities for advancement, continuous learning, stability in employment 115 9.7%
Better/more extensive benefits package, tuition assistance, paid time-off, parking 113 9.5%
Flexible work hours & shifts, four-day work week 109 9.2%
Adequate staffing/funding/resources 80 6.7%
Doing meaningful work, mentoring opportunities, collaboration 70 5.9%
More knowledgeable management, transparency, communication 65 5.5%
Opportunities for remote work, hybrid work 60 5.0%
More equity & fairness, better workplace safety 41 3.4%
Better work-life balance, adequate time-off, appropriate workload 33 2.8%
Other comment 23 1.9%
Totals 1,190 100%

Table 8: High Importance Items, WSU Employees

 
Categories Frequency Percentage
Healthy workplace culture, inclusion, sense of belonging 27 17.2%
Respect, to be included in decision-making, have autonomy 24 15.3%
For pay/title/duties to correlate, valued/compensated for experience, cost of living pay increases 16 10.2%
Opportunities for advancement, continuous learning, stability in employment 9 5.7%
Better/more extensive benefits package, tuition assistance, paid time-off, parking 15 9.6%
Flexible work hours & shifts, four-day work week 16 10.2%
Adequate staffing/funding/resources 13 8.3%
Doing meaningful work, mentoring opportunities, collaboration 8 5.1%
More knowledgeable management, transparency, communication 2 1.3%
Opportunities for remote work, hybrid work 13 8.3%
More equity & fairness, better workplace safety 6 3.8%
Better work-life balance, adequate time-off, appropriate workload 3 1.9%
Other comment 5 3.2%
Totals 157 100%

Figure 2 shows responses to statements addressing the work performance appreciation by various groups and individuals. The groups and individuals include co-workers, immediate supervisors, department heads, and university administrators. The statements include “my work is unappreciated,” “my work is moderately appreciated,” “my work is greatly appreciated,” and “this item does not apply to me.” 

Figure 2 shows that just over 70% of both WSU Employees and Statewide Employees report that their “work is greatly appreciated” by their immediate supervisors, around two-thirds of both groups say so about their co-workers, and a little more than half, 51.3%, of WSU Employees say so about their department head (less than half, 47.6%, of Statewide Employees say so).  

Appreciation of Work Performed

Table 9: Appreciation of Work Performed, Co-Workers

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,510)
My Work is Greatly Appreciated 66.0% 64.2%
My Work is Moderately Appreciated 29.1% 30.3%
My Work is Unappreciated 3.4% 3.9%
Does Not Apply to Me/Don't Know 1.5% 1.5%

Table 10: Appreciation of Work Performed, Immediate Supervisor

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,504)
My Work is Greatly Appreciated 72.1% 70.3%
My Work is Moderately Appreciated 19.9% 22.6%
My Work is Unappreciated 6.2% 5.9%
Does Not Apply to Me/Don't Know 1.7% 1.2%

Table 11: Appreciation of Work Performed, Department Head

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,503)
My Work is Greatly Appreciated 51.3% 47.7%
My Work is Moderately Appreciated 27.8% 31.1%
My Work is Unappreciated 11.5% 13.1%
Does Not Apply to Me/Don't Know 9.5% 8.1%

Table 12: Appreciation of Work Performed, Customers

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,497)
My Work is Greatly Appreciated 45.2% 45.2%
My Work is Moderately Appreciated 33.7% 29.8%
My Work is Unappreciated 5.8% 6.7%
Does Not Apply to Me/Don't Know 15.3% 18.3%

Table 13: Appreciation of Work Performed, Campus Colleagues

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,494)
My Work is Greatly Appreciated 24.0% 25.8%
My Work is Moderately Appreciated 43.6% 44.8%
My Work is Unappreciated 17.1% 15.4%
Does Not Apply to Me/Don't Know 15.3% 13.9%

Table 14: Appreciation of Work Performed, University Administration

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,501)
My Work is Greatly Appreciated 11.2% 13.5%
My Work is Moderately Appreciated 43.4% 40.8%
My Work is Unappreciated 28.5% 30.0%
Does Not Apply to Me/Don't Know 16.9% 15.7%

Table 15: Appreciation of Work Performed, General Public

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,489)
My Work is Greatly Appreciated 14.3% 15.2%
My Work is Moderately Appreciated 29.5% 30.1%
My Work is Unappreciated 20.5% 20.3%
Does Not Apply to Me/Don't Know 35.7% 34.3%

Work Morale

This section of the report addresses work morale. Figure 3 shows responses to the question “generally speaking, how do you rate your morale at work?” Answer options ranged from “extremely positive” to “extremely negative.” 

Table 16 shows that similar percentages of WSU Employees (21.9%) and Statewide Employees (19.4%) rate their morale as “extremely positive.” The single largest percentages of both groups rate their morale as “somewhat positive,” with WSU at 47% and Statewide at 47.6%.  

Table 16: Morale at Work

 
Ranking WSU All Employees (n=517) Statewide All Employees (3,515)
Extremely Positive 21.9% 19.4%
Somewhat Positive 47.0% 47.6%
Neither Positive nor Negative 12.6% 11.2%
Somewhat Negative 14.5% 16.7%
Extremely Negative 4.1% 5.1%

Table 17 shows that similar percentages of WSU Employees (40.2%) and Statewide Employees (41.1%) report that their morale has worsened “compared to two years ago.” This is the plurality of response for both groups.  Slightly fewer (21.6%) WSU employees than Statewide Employees (25.4%) say morale has improved. 

Table 17: Morale Compared to Two Years Ago

 
Ranking WSU All Employees (n=510) Statewide All Employees (3,486)
Improved 21.6% 25.4%
Remained the Same 38.2% 33.4%
Worsened 40.2% 41.1%

Respondents indicating that their morale has worsened compared to two years ago were asked follow-up questions about why morale has worsened. Table 18 shows that 70.7% of WSU Employees say salary increases haven’t kept up with increased costs, compared to more than 63.5% of Statewide Employees who indicate such.  Less than half (45.4%) of WSU Employees compared to only 52.5% of Statewide Employees report that they “had to take on additional work duties with no/minimal increases in pay.” 

Table 18: Why Morale has Worsened

 
Reason WSU All Employees (n=205) Statewide All Employees (1,445)
Salary increases haven't kept up with increased costs 70.7% 63.5%
Had to take on additional work duties with no/minimal increases in pay 45.4% 52.5%
Morale of those around me has worsened 37.6% 43.2%
Other reason 35.6% 39.0%
Staffing changes have created uncertainty about the future of my position 25.9% 30.1%

Tables 19 and 20 shows the coded responses to a follow-up question when someone answered “other reason.”  The number of university-specific employees answering this question is so low as to be only suggestive.  (NOTE: Some respondents provided more than one item or issue. The coded categories below show the first item/issue listed.)  

Table 19: Why Morale has Worsened, Statewide Employees

 
Categories Frequency Percentage
Political environment and external pressures (Federal/State hostility to higher ed., cultural devaluation of ed.) 157 29.0%
Leadership and administration (toxic supervision, disconnected, administrative bloat) 96 17.7%
Morale, culture and climate (lack of trust, burnout, hopelessness, change fatigue) 65 12.0%
Workload and staffing (overworked, understaffed, unfair work distribution, high turnover) 59 10.9%
Compensation and pay equity (stagnant wages, salary compression, lack of recognition) 52 9.6%
Misalignment with university values (shift toward profit, erosion of mission, moral concerns) 28 5.2%
Communication and transparency (poor internal communication, top-down decisions, lack of feedback mechanisms) 28 5.2%
Job insecurity (policy changes, reorganization, centralization) 22 4.1%
Lack of career growth and development (few promotion opportunities, lack of P.D., unclear advancement paths) 22 4.1%
Other comment 13 2.4%
Total 542 100%

Table 20: Why Morale has Worsened, WSU Employees

 
Categories Frequency Percentage
Political environment and external pressures (Federal/State hostility to higher ed., cultural devaluation of ed.) 23 33.8%
Leadership and administration (toxic supervision, disconnected, administrative bloat) 12 17.6%
Morale, culture and climate (lack of trust, burnout, hopelessness, change fatigue) 5 7.4%
Workload and staffing (overworked, understaffed, unfair work distribution, high turnover) 7 10.3%
Compensation and pay equity (stagnant wages, salary compression, lack of recognition) 9 13.2%
Misalignment with university values (shift toward profit, erosion of mission, moral concerns) 4 5.9%
Communication and transparency (poor internal communication, top-down decisions, lack of feedback mechanisms) 4 5.9%
Job insecurity (policy changes, reorganization, centralization) 2 2.9%
Lack of career growth and development (few promotion opportunities, lack of P.D., unclear advancement paths) 1 1.5%
Other comment 1 1.5%
Total 68 100%

Table 21 shows that, of those reporting that their morale has improved or stayed the same compared to two years ago, similar percentages of WSU Employees and Statewide Employees report the single largest reasons being that “the future of my position is certain and stable” (WSU at 26.2% and Statewide at 26.7%) and “the morale of those around me has improved” (WSU at 24.6% and Statewide at 27.1%).  Tables 22 and 23 show the coded responses to a follow-up question when someone answered “other reason.”  The number of university-specific employees answering this question is so low as to be only suggestive.  Tables 24 and 25 show the coded responses when respondents were offered in an open-ended field to mention any other comments regarding morale, and the single largest percentages of WSU and Statewide employees mention a lack of equity in compensation. (NOTE: Regarding Tables 22 through 25, some respondents provided more than one item or issue. The coded categories in the tables show the first item/issue listed.)  

Table 21: Why Morale has Improved or Remained the Same 

 
Reason WSU All Employees (n=305) Statewide All Employees (2,071)
Other reason 34.1% 34.4%
Morale of those around me has improved 24.6% 27.1%
The future of my position is certain and stable 26.2% 26.7%
My workload has become more reasonable 16.1% 17.9%
Salary increases have been adequate 17.4% 17.4%

Table 22: Other Reasons Morale Same or Improved, Statewide Employees

 
Categories Frequency Percentage
Supervision and leadership (new leadership, supportive, communicative) 120 23.6%
Role fit (alignment with skills/interest, increased autonomy, confidence) 91 17.9%
Coworkers and team culture (positive, collaborative, close-knit team) 65 12.8%
Recent change in internal position/job duties 63 12.4%
Workload and staffing (stabilized, support staff increased) 62 12.2%
Internal mindset and personal reasons (attitude shift, mental health work) 45 8.8%
Increased Salary, compensation, or recognition 36 7.1%
Other comment 27 5.3%
Total 509 100%

Table 23: Other Reasons Morale Same or Improved, WSU Employees

 
Categories Frequency Percentage
Supervision and leadership (new leadership, supportive, communicative) 16 23.5%
Role fit (alignment with skills/interest, increased autonomy, confidence) 14 20.6%
Coworkers and team culture (positive, collaborative, close-knit team) 10 14.7%
Recent change in internal position/job duties 5 7.4%
Workload and staffing (stabilized, support staff increased) 8 11.8%
Internal mindset and personal reasons (attitude shift, mental health work) 7 10.3%
Increased Salary, compensation, or recognition 5 7.4%
Other comment 3 4.4%
Total 68 100%

Table 24: Other Comments About Morale, Statewide Employees

 
Categories Frequency Percentage
Lack of equity in compensation (pay disparities, lack of merit-based raises) 253 19.4%
Negative external political and economic pressures 174 13.4%
Workload and staffing changes (increased responsibilities, unfilled positions) 141 10.8%
Feeling of positive campus climate and community 128 9.8%
Negative leadership (absentee leaders, inconsistent expectations) 115 8.8%
Toxic culture (nepotism, favoritism, bullying, inequitable treatment) 110 8.5%
Lack of recognition and appreciation 88 6.8%
Organizational change and instability (constant restructuring, leadership turnover) 73 5.6%
Lack of communication and transparency 62 4.8%
Lack of career advancement and professional growth 50 3.8%
Bureaucracy and inefficiency (outdated systems, excessive red tape) 32 2.5%
Other comment 75 5.8%
Total 1,301 100%

Table 25: Other Comments About Morale, WSU Employees

 
Categories Frequency Percentage
Lack of equity in compensation (pay disparities, lack of merit-based raises) 42 26.9%
Negative external political and economic pressures 19 12.2%
Workload and staffing changes (increased responsibilities, unfilled positions) 10 6.4%
Feeling of positive campus climate and community 17 10.9%
Negative leadership (absentee leaders, inconsistent expectations) 19 12.2%
Toxic culture (nepotism, favoritism, bullying, inequitable treatment) 13 8.3%
Lack of recognition and appreciation 12 7.7%
Organizational change and instability (constant restructuring, leadership turnover) 6 3.8%
Lack of communication and transparency 5 3.2%
Lack of career advancement and professional growth 4 2.6%
Bureaucracy and inefficiency (outdated systems, excessive red tape) 2 1.3%
Other comment 7 4.5%
Total 156 100%

Wages and Second Job

This section of the report addresses wages and a second job (if workers have a second job and/or if they have considered one). 

Table 26 shows responses to the question “how do you rate your salary or hourly wage with regard to the work you currently perform?” Answer options ranged from “extremely reasonable” to “extremely unreasonable.” The figure shows that similar percentages of WSU Employees (51.8%) than Statewide Employees (53.5%) report that their wages are at least “somewhat reasonable.” 

Table 26: Perception of Current Wages

Salary/Wage with Regard to Workload
Ranking WSU All Employees (n=517) Statewide All Employees (3,515)
Extremely Reasonable 5.4% 3.8%
Reasonable 22.6% 23.0%
Somewhat Reasonable 23.8% 26.7%
Neither Reasonable nor Unreasonable 6.4% 6.5%
Somewhat Unreasonable 23.8% 21.3%
Unreasonable 11.2% 13.3%
Extremely Unreasonable 6.8% 5.5%

Tables 27 and 28 show that a slightly smaller percentage of WSU Employees (29.2%) than Statewide Employees (33.3%) report having a second job. Of those without second jobs, 45.4% of WSU Employees and 41% of Statewide Employees report “considering taking a second job.” 

Tables 27 and 28: Have or Consider a Second Job or Other Income 

WSU All Employees
Query Yes No
Considering a Second Job (n=366) 45.4% 54.6%
Have a Second Job (n=517) 29.2% 70.8%
Statewide All Employees
Query Yes No
Considering a Second Job (n=2,341) 41.0% 59.0%
Have a Second Job (n=3,516) 33.3% 66.7%

Respondents with a second job or considering a second job (“yes” answers shown in tables 27 and 28) were asked the question “of the following, which BEST describes the reason you have taken a second job or are considering a second job?”   Answer options included to “be able to better provide for family,” “help to pay down debts/bills,” and “be able to have additional discretionary income (i.e., to spend on vacations, upgraded car, etc.).” Figure 9 shows that of those with second jobs or considering taking second jobs, 37.2% and 41.6% (WSU and Statewide, respectively) report that a second job will help them “provide better for their families,” while 40.8% and 38.1% (WSU and Statewide, respectively) report that a second job will help them pay down debts and bills. 

Table 29: Why Have/Consider a Second Job or Other Income 

 
Ranking WSU All Employees (n=309) Statewide All Employees (2,104)
Additional Discretionary Income 22.0% 20.3%
Pay Down Debts and Bills 40.8% 38.1%
Better Provide for Family 37.2% 41.6%

Respondents with a second job or considering a second job (“yes” answers shown in tables 27 and 28) were asked the question “Regarding your job with the University, which of the following reasons have encouraged you to remain employed there?”  

Answer options included the following: 

  • I earn a better salary than a comparable job in the private sector
  • The stability in employment
  • I need the health insurance
  • I need access to the education discounts offered (i.e., tuition waivers) for self/dependents
  • I am close to retirement age
  • I want to continue working here to receive maximum retirement benefits
  • I enjoy the work so much that I remain

Figure 10 shows that of those with second jobs or considering taking second jobs, most (58% or more) WSU Employees and Statewide Employees report that health insurance benefits, stable work, enjoyable work, and to maximize retirement benefits are reasons to remain at the university. Health insurance is the leading reason, with over 80% of both groups (80.5% at WSU and 85.5% Statewide) indicating it to be important. 

Table 30: Reasons for Continued University Employment

"Yes" Responses
Reason Statewide All Employees (n=3,518) WSU All Employees (n=308)
Health Insurance 85.5% 80.5%
Stability in Employment 77.8% 77.2%
Enjoy My Job 63.6% 63.8%
Working to Max Retirement 62.8% 59.2%
Education Discounts/Waivers 32.5% 31.8%
Close to Retirement 25.8% 21.7%
Better Salary than Private Sector 17.3% 16.9%

Job Satisfaction, Incentives, and Health Insurance

This section of the report addresses job satisfaction, incentives or opportunities that might be of interest to employees, and opinions about health insurance.

Regarding job satisfaction, respondents were presented with several statements and asked to respond to each with answer options ranging from “strongly agree” to “strongly disagree.” The statements included the following: 

  • I enjoy the things I do at work
  • I have a generally positive work environment
  • I am sufficiently trained to complete my required job duties
  • I have a reasonable workload
  • I have a fair chance of advancement in my job
  • I have a fair chance for future salary or wage increases

Tables 31 to 37 show responses to the statements above. Tables 31 to 33 shows that more than 85% of both WSU Employees and Statewide Employees “agree” or “strongly agree” that they “enjoy the things they do at work.” About 85% of WSU Employees compared to about 81% and Statewide Employees “agree” or “strongly agree” that they are “sufficiently trained to complete their duties. About 80% of both WSU Employees and Statewide Employees “agree” or “strongly agree” they have a generally positive work environment. Fifty-nine percent (59%) of WSU Employees “agree” or “strongly agree” that their workloads are “reasonable,” compared to a slightly smaller 56% of Statewide Employees who agree. 

Table 31: I Enjoy the Things I Do at Work

 
Responses WSU All Employees (n=517) Statewide All Employees (3,509)
Strongly Agree 36.0% 34.7%
Agree 51.1% 51.5%
Neither 10.4% 10.4%
Disagree 2.1% 2.5%
Strongly Disagree 0.4% 0.8%

Table 32: Sufficiently Trained to Complete Duties

 
Responses WSU All Employees (n=517) Statewide All Employees (3,511)
Strongly Agree 43.1% 38.4%
Agree 42.7% 43.0%
Neither 10.1% 11.8%
Disagree 3.1% 5.4%
Strongly Disagree 1.0% 1.5%

Table 33: Generally Positive Work Environment

 
Responses WSU All Employees (n=517) Statewide All Employees (3,510)
Strongly Agree 31.5% 30.2%
Agree 50.3% 49.3%
Neither 10.4% 11.5%
Disagree 6.0% 6.8%
Strongly Disagree 1.7% 2.2%

Table 34: Sufficient Opportunities for Professional Development

 
Responses WSU All Employees (n=517) Statewide All Employees (3,507)
Strongly Agree 21.1% 20.6%
Agree 38.7% 36.3%
Neither 22.8% 23.2%
Disagree 11.8% 13.5%
Strongly Disagree 5.6% 6.4%

Table 35: Reasonable Workload

 
Responses WSU All Employees (n=517) Statewide All Employees (3,508)
Strongly Agree 16.1% 14.9%
Agree 42.9% 40.6%
Neither 19.1% 17.8%
Disagree 13.2% 17.4%
Strongly Disagree 8.7% 9.3%

Table 36: Fair Chance of Advancement

 
Responses WSU All Employees (n=517) Statewide All Employees (3,504)
Strongly Agree 5.4% 5.2%
Agree 16.1% 16.5%
Neither 33.7% 28.9%
Disagree 26.0% 27.2%
Strongly Disagree 18.8% 22.2%

Table 37: Fair Chance for Future Salary or Wage Increases

 
Responses WSU All Employees (n=517) Statewide All Employees (3,509)
Strongly Agree 4.1% 4.1%
Agree 15.9% 16.3%
Neither 23.6% 26.1%
Disagree 31.3% 29.9%
Strongly Disagree 25.1% 23.6%

Respondents were asked to provide another item or issue that they feel strongly about in a text box. Tables 38 and 39 show comments collapsed into categories. (NOTE: Some respondents provided more than one item or issue. The categories below show the first item/issue listed.)  

Table 38: Additional Job Satisfaction Items/Issues (Categories), Statewide Employees 

 
Categories Frequency Percentage
We need raises to keep up with the cost of living 117 17.0%
Pay equity should be addressed/Salary compression is unfair 104 15.1%
I am concerned about job security/stability/future raises/advancement 92 13.4%
Leadership and/or supervisors are unsupportive & hinder problem solving 66 9.6%
I now have more than one position/have added duties with no/little support/compensation 53 7.7%
I lack resources/training/staff/support to perform my duties well 50 7.3%
I enjoy my job/coworkers/supervisor/position 35 5.1%
Leadership and/or supervisors lack transparency/communication 29 4.2%
I am overqualified/should earn more given my skills and/or education 27 3.9%
I feel the tuition assistance/parking/HR/PTO/holiday policies need modification 24 3.5%
Workplace biases, favoritism, cliques are problems on campus 22 3.2%
I benefit from/would benefit from remote/hybrid/flexible work 16 2.3%
I must work 40< hours/skip lunches/vacations due to staff reductions 15 2.2%
Other comment 38 5.5%
Total 688 100%

Table 39: Additional Job Satisfaction Items/Issues (Categories), WSU Employees

 
Categories Frequency Percentage
We need raises to keep up with the cost of living 22 25.6%
Pay equity should be addressed/Salary compression is unfair 11 12.8%
I am concerned about job security/stability/future raises/advancement 11 12.8%
Leadership and/or supervisors are unsupportive & hinder problem solving 6 7.0%
I now have more than one position/have added duties with no/little support/compensation 10 11.6%
I lack resources/training/staff/support to perform my duties well 4 4.7%
I enjoy my job/coworkers/supervisor/position 1 1.2%
Leadership and/or supervisors lack transparency/communication 5 5.8%
I am overqualified/should earn more given my skills and/or education 3 3.5%
I feel the tuition assistance/parking/HR/PTO/holiday policies need modification 1 1.2%
Workplace biases, favoritism, cliques are problems on campus 5 5.8%
I benefit from/would benefit from remote/hybrid/flexible work 2 2.3%
I must work 40< hours/skip lunches/vacations due to staff reductions 3 3.5%
Other comment 2 2.3%
Total 86 100%

Tables 40 to 48 show responses to the series of statements regarding incentives or opportunities that might be of interest to employees. Respondents were asked to respond to each with answer options ranging from “extremely important” to “not at all important.” The incentives or opportunities are listed below: 

  • Flextime or flexible hours
  • On-the-job training
  • Childcare assistance (such as financial assistance or care at work)
  • Improved healthcare benefits
  • Tuition assistance for dependents attending another university
  • Tuition assistance for dependents attending a nearby community college or technical school

Tables 40 to 48 show responses to the statements above. Tables 40 to 43 show that slightly fewer WSU Employees (66.6%) than Statewide Employees (70.1%) consider “improved healthcare benefits” to be at least “very important.”  Over two-thirds of both groups consider “flextime or flexible hours” at least “very important,” while over 60% of both groups consider working remotely some of the time to be at least “very important.”  Over half of both groups consider professional development opportunities, tuition assistance to another university, and tuition assistance to a community college or technical school to be at least “very important.” 

Table 40: Improved Healthcare Benefits

 
Responses WSU All Employees (n=517) Statewide All Employees (n=3,316)
Extremely Important 30.8% 33.4%
Very Important 35.8% 36.7%
Moderately Important 23.1% 19.6%
Slightly Important 8.3% 7.7%
Not at All Important 1.9% 2.7%

Table 41: FlexTime or Flexible Hours

 
Responses WSU All Employees (n=517) Statewide All Employees (n=3,323)
Extremely Important 40.7% 40.5%
Very Important 26.1% 28.2%
Moderately Important 21.8% 19.8%
Slightly Important 6.0% 7.0%
Not at All Important 5.3% 4.6%

Table 42: Working Remotely Some of the Time

 
Responses WSU All Employees (n=517) Statewide All Employees (n=2,973)
Extremely Important 37.8% 41.8%
Very Important 27.3% 22.2%
Moderately Important 20.2% 17.4%
Slightly Important 7.3% 9.6%
Not at All Important 7.3% 9.0%

Table 43: Tuition Assistance Another University

 
Responses WSU All Employees (n=517) Statewide All Employees (n=2,010)
Extremely Important 33.4% 33.6%
Very Important 21.0% 22.1%
Moderately Important 16.4% 19.0%
Slightly Important 14.8% 12.4%
Not at All Important 14.4% 12.9%

Table 44: Professional Development Opportunities

 
Responses WSU All Employees (n=517) Statewide All Employees (n=3,432)
Extremely Important 21.8% 20.9%
Very Important 35.0% 33.1%
Moderately Important 29.7% 29.5%
Slightly Important 10.4% 12.4%
Not at All Important 3,1% 4.0%

Table 45: Tuition Assistance Com-College or Tech School

 
Responses WSU All Employees (n=517) Statewide All Employees (n=1,911)
Extremely Important 27.5% 30.1%
Very Important 23.2% 23.5%
Moderately Important 15.6% 19.2%
Slightly Important 14.9% 11.8%
Not at All Important 18.8% 15.4%

Table 46: On-The-Job Training

 
Responses WSU All Employees (n=517) Statewide All Employees (n=3,251)
Extremely Important 19.2% 18.6%
Very Important 28.1% 33.2%
Moderately Important 31.8% 28.7%
Slightly Important 15.1% 13.8%
Not at All Important 5.8% 5.7%

Table 47: Childcare Assistance

 
Responses WSU All Employees (n=517) Statewide All Employees (n=1,285)
Extremely Important 20.5% 23.0%
Very Important 16.5% 18.2%
Moderately Important 12.5% 16.6%
Slightly Important 10.0% 11.7%
Not at All Important 40.5% 30.6%

Table 48: Working Remotely All The Time

 
Responses WSU All Employees (n=517) Statewide All Employees (n=2,716)
Extremely Important 17.2% 25.0%
Very Important 7.3% 8.6%
Moderately Important 13.6% 13.7%
Slightly Important 15.5% 13.9%
Not at All Important 46.5% 38.8%

Respondents were offered the ability to list other important incentives in an open-ended question that followed the lists. Table 7 shows comments collapsed into categories. (NOTE: Some respondents provided more than one item. The categories below show the first item listed.)  

Table 49: Additional Incentives or Opportunities (Categories), Statewide Employees

 
Categories Frequency Percentage
Tuition assistance, more opportunities to receive/use tuition assistance 22 25.6%
Free parking, access to pool, exercise & recreation facilities, gift cards 11 12.8%
Wage increases, livable wages, cost of living increases 11 12.8%
Support for/time off for professional development 6 7.0%
Merit pay, longevity bonus 10 11.6%
Flexible schedule/hours/days, four-day workweek 4 4.7%
Improved retirement packages, retirement incentives 1 1.2%
Improved primary, mental, dental benefits/coverage, more affordable 5 5.8%
Remote work, hybrid work, equipment for remote work 3 3.5%
Adequate staffing/resources, improved work environment/management 1 1.2%
Opportunities for advancement/merit and transparency about process 5 5.8%
Support for better work-life balance, appropriate workload, PTO, adequate time off 2 2.3%
Childcare assistance, parental leave, dependent care, funeral leave 3 3.5%
Other comment 2 2.3%
Total 86 100%

Table 50: Additional Incentives or Opportunities (Categories), WSU Employees

 
Categories Frequency Percentage
Tuition assistance, more opportunities to receive/use tuition assistance 22 25.6%
Free parking, access to pool, exercise & recreation facilities, gift cards 11 12.8%
Wage increases, livable wages, cost of living increases 11 12.8%
Support for/time off for professional development 6 7.0%
Merit pay, longevity bonus 10 11.6%
Flexible schedule/hours/days, four-day workweek 4 4.7%
Improved retirement packages, retirement incentives 1 1.2%
Improved primary, mental, dental benefits/coverage, more affordable 5 5.8%
Remote work, hybrid work, equipment for remote work 3 3.5%
Adequate staffing/resources, improved work environment/management 1 1.2%
Opportunities for advancement/merit and transparency about process 5 5.8%
Support for better work-life balance, appropriate workload, PTO, adequate time off 2 2.3%
Childcare assistance, parental leave, dependent care, funeral leave 3 3.5%
Other comment 2 2.3%
Total 86 100%

Respondents were next asked to respond to the statement “with regard to your health insurance through the State of Kansas, which of the following statements MOST applies to you.” The following items were provided:

  • I'm receiving high value at high cost
  • I'm receiving fair value at high cost
  • I'm receiving low value at high cost
  • I’m receiving fair values at fair cost
  • I’m not receiving fair value at a fair cost
  • I don't use the State of Kansas Health Insurance

Table 51 shows that the single largest percentage of both WSU Employees (44.8%) and Statewide Employees (46.3%) rate it “fair value at fair cost.” The second largest percentage of both groups rate it as “fair value at high cost,” with this being 27.2% of the response at WSU and 29.3% Statewide.

Table 51: Opinions About Health Insurance

 
Response Statewide All Employees (n=3,487) WSU All Employees (n=509)
High Value at High Cost 6.9% 6.7%
Fair Value at High Cost 29.3% 27.7%
Low Value at High Cost 5.8% 4.7%
Fair Value and Fair Cost 46.3% 44.8%
Not Fair Value and Fair Cost 3.8% 5.3%
Does Not Use State of Kansas Health Insurance 7.9% 10.8%

Budget Limitation Impacts

This section of the report addresses opinions about the impacts of budget limitations. Respondents were presented with the following question and statement: “Have budget limitations impacted your job? If so, please mark all the areas below that have been impacted by budget limitations.”

  • Respondents were then presented with a table containing the items below and asked to select “yes” or “no” to each.
  • My amount or quantity of my work has increased
  • My duties have increased
  • I now complete more advanced level duties/tasks
  • Our staff has been reduced because of unfilled positions
  • Our staff has been reduced because we are unable to fill open positions at current salary/wage levels
  • Resources and supplies have been reduced
  • None of the above

Table 52 shows that given a list of ways that budget limitations may have impacted their job, over half of both groups and very similar percentages of each group say, “duties increased” (around 61%), “amount or quantity of work increased” (around 58%), and “completing more advanced duties or tasks increased” (around 51%).

Table 52: Opinions about Budget Limitation Impacts

"Yes" Responses
Response Statewide All Employees (n=3,516) WSU All Employees (n=517)
Duties Increased 62.5% 60.5%
Amount or Quantity Work Increased 59.1% 57.0%
Complete More Advanced Duties or Tasks 52.6% 50.4%
Resources and Supplies Reduced 44.8% 49.0%
Staff Reduced Unfilled Positions 41.0% 37.5%
Staff Reduced Unable to Fill at Current Wages 35.9% 35.6%

Different Job

Respondents were asked “are you currently looking for a different job or have you looked for a new job in the past year or so?”  Table 53 below shows a slightly lower percentage of Statewide Employees (32.8%) than WSU Employees (35.8%) report that they have looked for a different job within the past year or so.

Table 53: Looking for Different Job 

Currently Looking for a Different Job?
Response Statewide All Employees (n=3,516) WSU All Employees (n=517)
Yes 32.8% 35.8%
No 46.8% 46.6%
Prefer Not to Respond 20.4% 17.6%

Respondents who answered “yes” to the question “are you currently looking for a different job or have you looked for a new job in the past year or so” were asked two questions: “are you looking for an on-campus job” and “are you looking for an off-campus job.” 

Table 54 shows that, of those looking for a different job, 60.1% Statewide but only 46.7% of WSU Employees report that they are interested in other on-campus employment.  In response to a separate question, 90.8% of Statewide compared to a higher 96.2% of WSU Employees report being interested in off-campus employment. 

Table 54: Looking for On- and/or Off-Campus Job 

"Yes" Responses
Response Statewide All Employees WSU All Employees
Looking for On-Campus Job 61.1% (n=1,121) 46.7% (n=182)
Looking for Off-Campus Job 90.8% (n=1,139) 96.2% (n=185)

Finally, respondents were asked if they had any other comments they would like to add. Tables 55 and 56 shows responses collapsed into categories (NOTE: Many respondents provided more than one comment. The categories below show the first listed).   

Table 55: Additional Comments, Statewide All Employees

 
Categories Frequency Percentage
Favorable comments about university employment, supervisor, coworkers 64 12.7%
Wage increases, wage equity, cost of living adjustments, merit pay, bonuses 59 11.8%
Positive comments about survey/participation 57 11.4%
Understaffed, under-resourced, overworked, and overloaded 40 8.0%
Leadership/management unresponsive, unsupportive, untrusted, micromanage 38 7.6%
Generalized frustration/low morale expressed 39 7.8%
Pessimism expressed regarding the use of survey findings 31 6.2%
Tuition assistance, health insurance, childcare, parking 27 5.4%
Top heavy administration, wage increases go to top. favoritism regarding departments 25 5.0%
Wages should better match skills, output, and/or loyalty/longevity 20 4.0%
Considering retirement or new job 20 4.0%
Critique of survey, recommendations for survey/analysis 17 3%
More flexibility in work hours and locations (remote/hybrid) 15 3.0%
Opportunities for advancement are lacking 15 3.0%
Kansas Legislature imprudent/unsupportive 2 0.4%
Other comment 33 6.6%
Total 502 100%

Table 56: Additional Comments, WSU All Employees

 
Categories Frequency Percentage
Favorable comments about university employment, supervisor, coworkers 9 16.4%
Wage increases, wage equity, cost of living adjustments, merit pay, bonuses 12 21.8%
Positive comments about survey/participation 1 1.8%
Understaffed, under-resourced, overworked, and overloaded 1 1.8%
Leadership/management unresponsive, unsupportive, untrusted, micromanage 1 1.8%
Generalized frustration/low morale expressed 5 9.1%
Pessimism expressed regarding the use of survey findings 2 3.6%
Tuition assistance, health insurance, childcare, parking 3 5.5%
Top heavy administration, wage increases go to top. favoritism regarding departments 4 7.3%
Wages should better match skills, output, and/or loyalty/longevity 5 9.1%
Considering retirement or new job 4 7.3%
Critique of survey, recommendations for survey/analysis 3 5.5%
More flexibility in work hours and locations (remote/hybrid) 1 1.8%
Opportunities for advancement are lacking 2 3.6%
Kansas Legislature imprudent/unsupportive 0 0.0%
Other comment 2 3.6%
Total 55 100%

Appendix: Questionnaire

2025 USS-UPS Staff Climate Survey

Note: This is a reference of the questions that were asked in the survey itself. Date collected from the survey is presented in the prior section of the webpage. 

Intro

The Docking Institute of Public Affairs has been asked to conduct a survey of current University Support Staff (USS) and Unclassified Professional Staff (UPS) employed at Kansas Regent Universities.     Participation in this survey is completely voluntary. You may exit at any time by simply closing your browser. You may skip any question once you begin. Your decision to participate (or to not participate) will have no impact on your employment status.     This survey is also completely confidential. Your responses will be grouped with responses from other respondents. Only grouped data will be analyzed. Individual responses will NOT be attributed to individual respondents. Please do not leave your name or other personal identifiers in the text boxes.     This survey is intended for adults 18 years old or older. If you are not 18, please select "No, I will not participate" below. Select "Yes, I will participate" if you would like to begin the survey. Selecting "Yes, I will participate" is providing your consent to participate.   

  • Yes, I will participate  (1)
  • No, I will not participate  (2)

Skip To: End of Survey If The Docking Institute of Public Affairs has been asked to conduct a survey of current University... = No, I will not participate

 

Q1: For which university are you employed as a USS or UPS employee?

  • Emporia State University  (1)
  • Fort Hays State University  (2)
  • Kansas State University  (3)
  • Pittsburg State University  (4)
  • Wichita State University  (5)
  • University of Kansas  (6)

Q2: How long have you been employed with your current university?

  • 0-2 years  (0)
  • 3-4 years  (1)
  • 5-9 years  (2)
  • 10-14 years  (3)
  • 15-19 years  (4)
  • 20 years or more  (5)

Q3: To the best of your knowledge, what is your employment classification?

  • Unclassified Professional Staff (UPS) - Hourly Wage  (1)
  • Unclassified Professional Staff (UPS) - Salary  (2)
  • University Support Staff (USS) - Hourly Wage  (3)
  • University Support Staff (USS) - Salary  (4)

Q4: Please rank the following items from highest to lowest in importance to you.  [

Use your mouse to grab an item and move it up or down. The item of highest importance to you should end up on top (1), followed by the second most important item (2), followed by the third most important item (3), and followed by the fourth most important item (4).]

  • Recognition for the work you perform (1)
  • Amount of pay or compensation (2)
  • Additional incentives or perks (3)
  • Professional development opportunities (4)

Q5: Is there another work-related item that you consider to be of high importance? If so, please provide that item in the space below.

(Space for response followed.)

 

Q6: How much do you feel your work is appreciated and recognized by the following groups/entities?

List of groups/entities
  • Your co-workers (Q6a)
  • Your immediate supervisor (Q6b)
  • Your department head (Q6c)  
  • University administration (Q6d)
  • Campus colleagues (Q6e)
  • Customers (Q6f)
  • The general public (Q6g)
List of Ratings
  • My work is unappreciated (1)
  • My work is moderately appreciated (2)
  • My work is greatly appreciated (3)
  • This item does not apply to me/ I do not know (4)

Q7: Generally speaking, how do you rate your morale at work?

  • Extremely positive  (1)
  • Somewhat positive  (2)
  • Neither positive nor negative  (3)
  • Somewhat negative  (4)
  • Extremely negative  (5)

Q8: Compared to two years ago, would you say your morale has improved, remained the same, or worsened?

  • Improved  (1)
  • Remained the Same  (2)
  • Worsened  (3)

Q9: Which of the following best describes why your morale has worsened compared to two years ago? (You may select more than one response.)

  • Salary increases haven't kept up with increased costs  (1)
  • Had to take on additional work duties with no/minimal increases in pay  (2)
  • Morale of those around me has worsened  (3)
  • Staffing changes have created uncertainty about the future of my position  (4)
  • Other (Please specify:)  (5)

Display this question:

If Compared to two years ago, would you say your morale has improved, remained the same, or worsened? = Improved
Or Compared to two years ago, would you say your morale has improved, remained the same, or worsened? = Remained the Same

 

Q10: Which of the following best describes why your morale has improved or remained the same compared to two years ago? (You may select more that one response.)

  • Salary increases have been adequate  (1)
  • My workload has become more reasonable  (2)
  • Morale of those around me has improved  (3)
  • The future of my position is certain and stable  (4)
  • Other (Please specify:)  (5)

Q11: If you have anything to add about morale, please use the text box below.

(Space for response followed.)

 

Q12: How do you rate your salary or hourly wage with regard to the work that you currently perform?

For the work I perform, my wage is... 

  • Extremely reasonable  (1)
  • Reasonable  (2)
  • Somewhat reasonable  (3)
  • Neither reasonable nor unreasonable  (4)
  • Somewhat unreasonable  (5)
  • Unreasonable  (6)
  • Extremely unreasonable  (7)

Q13: Do you (yourself) have a second job or other means of income?

  • Yes  (1)
  • No  (2)

Display this question:

If Do you (yourself) have a second job or other means of income? = No

 

Q14: Are you considering getting a second job (or considering some other option) to increase your income?

  • Yes  (1)
  • No  (2)

Display this question:

If Do you (yourself) have a second job or other means of income? = Yes
Or Are you considering getting a second job (or considering some other option) to increase your income? = Yes

 

Q15: Of the following, which BEST describes the reason you have taken a second job or are considering a second job?

  • To be able to better provide for family  (1)
  • To help to pay down debt/bills  (2)
  • To be able to have additional discretionary income (i.e., to spend on vacations, upgraded car, etc.)  (3)

Q16: You mentioned that you have a second job or that you are considering taking a second job. Regarding your job with the University, which of the following reasons have encouraged you to remain employed there? 

Reasons:
  • I earn a better salary than I would at a comparable private sector job (Q16a)
  • The stability in employment (Q16b)
  • I need the health insurance (Q16c)
  • I need access to the education discounts offered (i.e. tuition waivers) for self/dependents (Q16d)
  • I am close to retirement age (Q16e)
  • I want to continue working here to receive maximum retirement benefits (Q16f)
  • I enjoy the work so much that I remain (Q16g)  
Responses:
  • Yes (1)
  • No (2)

Q17: For each statement below, please tell us if you "strongly agree (1)," "agree (2)," "neither agree nor disagree (3)," "disagree (4)," or "strongly disagree (5)."

  • I enjoy the things I do at work (q17a)
  • I have a generally positive work environment (q17b)
  • I am sufficiently trained to complete my required work duties (q17c)
  • I have sufficient opportunities for professional development (q17d)
  • I have a reasonable workload (q17e)
  • I have a fair chance of advancement in my job (q17f)
  • I have a fair chance for future salary or wage increases (q17g)

Q18: Do you have another item or issue that you feel strongly about? If so, please use the space below to provide that item or issue.

(Space for response followed.)

 

Q19: Are any of the following incentives or opportunities of interest to you? [These options may or may not be under consideration at your institution, and/or provided for already.] 

Ratings:
  • Extremely Important (1)
  • Very Important (2)
  • Moderately Important (3)
  • Slightly Important (4)
  • Not at All Important (5)
  • Does Not Apply to Me (6)
Incentives/Opportunities:
  • Flex-Time or Flexible Hours (q19a)
  • Working Remotely Some of the Time (q19b)
  • Working Remotely Full Time (q19c)
  • On-the-Job Training (q19d)
  • Professional Development Opportunities (q19e)
  • Childcare Assistance (Such As Financial Assistance or Care at Work) (q19f)
  • Improved Healthcare Benefits (q19g)
  • Tuition Assistance for Dependents Attending Another University (q19h)
  • Tuition Assistance for Dependents Attending a Nearby Community College or Technical School (q19i)

Q20: Is another incentive important to you? If so, please provide that incentive in the space below.

(Space for response followed.)

 

Q21: With regard to your health insurance through the State of Kansas, which one of the following statements BEST represents your opinion or MOST applies to you? 

  • I'm receiving high value at high cost  (1)
  • I'm receiving fair value at high cost  (2)
  • I'm receiving low value at high cost  (3)
  • I'm receiving fair value and fair cost  (4)
  • I'm not receiving fair value and a fair cost  (5)
  • I don't use the State of Kansas Health Insurance  (6)

Q22: Have budget limitations impacted your job? If so, please mark all of the areas below that have been impacted by budget limitations.

Reply Options:
  • Yes (1)
  • No (2)
Impacted Areas Options:
  • The amount or quantity of my work has increased (Q22a)
  • I have been tasked with new additional duties (Q22b)
  • I now complete more advanced level duties/tasks (Q22c)
  • Our staff has been reduced because of unfilled positions (Q22d)
  • Our staff has been reduced because we are unable to fill open positions at current salary/wage levels (Q22e)
  • Resources and supplies have been reduced (Q22f)  

Q23: Are you currently looking for a different job or have you looked for a new job in the past year or so?

  • Yes  (1)
  • No  (2)
  • I prefer not to respond  (3)

Display this question:

If Are you currently looking for a different job or have you looked for a new job in the past year o... = Yes

 

Q24: Please answer the following questions regarding your current (or recent) new job search.

Reply Options:
  • Yes (1)
  • No (2)
Situation Options:
  • I am looking or have looked for a different ON-campus job (Q24a)
  • I am looking or have looked for a different job OFF campus (Q24b)

Display this question:

If Are you currently looking for a different job or have you looked for a new job in the past year o... = No

 

Q25: How long to do you plan to continue working for your university?

  • 1-2 more years  (1)
  • 3-4 more years  (2)
  • 5-9 more years  (3)
  • 10-14 more years  (4)
  • 15-19 more years  (5)
  • 20-24 more years  (6)
  • 25 more years or more  (7)
  • I prefer not to answer  (8)

Display this question:

If Are you currently looking for a different job or have you looked for a new job in the past year o... = No

 

Q26: Do you plan to remain at the university until you retire?

  • Yes  (1)
  • No  (2)
  • I do not know  (3)
  • I prefer not to answer  (4)

Q27: We have a few questions to help us with our analysis. As a reminder, analysis will be of grouped data only.  To begin, do you consider yourself... 

  • Male  (1)
  • Female  (2)
  • Gender-fluid/transgender  (3)
  • I prefer not to answer  (4)

Q28: Are you of Hispanic, Latino/a, or Spanish origin?

  • Yes  (1)
  • No  (2)
  • I prefer not to answer  (3)

Q29: Which one or more of the following best represents your racial background?

  • White  (1)
  • Black or African American  (2)
  • Asian or Pacific Islander  (3)
  • American Indian or Alaska Native  (4)
  • Other  (5)
  • I prefer not to answer  (6)

Q30: Which category best represents your age?

  • 18-24  (2)
  • 25-29  (3)
  • 30-39  (4)
  • 40-49  (6)
  • 50-59  (7)
  • 60-69  (8)
  • 70-79  (9)
  • 80-89  (10)
  • 90 or above  (11)
  • I prefer not to answer  (12)

Q31: We are at the end of this survey. If you have any final comments to add, please use the text box below, then click "Go Forward" to submit your answers. If you want to review your answers before submitting your questionnaire, please click "Go Back."  

(Space for response followed.)