University of Wisconsin–Madison

EID Survey

The EID Survey was last done in 2020 and has since paused. VCFA employees were invited to participate in the staff climate survey conducted in spring 2022. To learn more about the spring 2022 staff climate survey, visit the Office of the Provost website.


The Office of the Vice Chancellor for Finance and Administration (VCFA) EID survey collects feedback from employees about their work experience and workplace environment.

We will use the survey results to make decisions that can improve everyone’s day-to-day experience at work. The goal of the VCFA is to make continual improvements in the areas of employee engagement, inclusion, diversity, and well-being.


Please refer to the Frequently Asked Questions for more details.

If you have questions or need assistance, please contact the EID survey liaison in your division.


February 17, 2020

Survey opens online

February 19, 2020

Late-night multilingual
in-person session

February 21, 2020

Day shift multilingual
in-person session

March 13, 2020

Survey closes


  • All survey responses are confidential.
  • Individual responses, including any narrative responses, will not be connected to employees’ names.
  • UW–Madison divisions, units, and supervisors will not have access to individual responses.
  • The survey tool is designed to ensure employee confidentiality.
  • Survey results will be shared in summary form by group.

Survey Tool

  • The survey includes questions about your workplace environment, work unit, work tools and opportunities, relationship with your supervisor, experience (if any) with hostile and intimidating behavior, and overall job satisfaction. We want to know how we’re doing in areas that have a significant impact on the employee experience and engagement in the workplace.
  • We estimate that the survey will take 15–20 minutes to complete.

Survey Results

  • Survey results will be available in the spring of 2020.
  • Each division and/or unit will share the survey results with employees. Employees of each division will work together to decide on next steps that can improve the workplace environment.

Overview of 2012–2018 Survey Results

2012 2014 2016 2018
Response Rate
Total Responses
39.3% 84.0% 74.3% 80.3%
Engagement Index*
Percent “Highly Engaged”
3.66 3.72 3.80 3.89
Diversity and Inclusion Index**
Percent in “High Inclusion” Category
3.87 3.91 3.97 3.79
Satisfaction (Best Places to Work) Index*** 67.9% 69.7% 73.2% 75.9%
Satisfaction subscales (1-5 scale)
Environment in Work Unit 3.78 3.83 3.93 3.99
Relationship with Co-Workers 3.80 3.86 3.93 3.94
Tools and Opportunities 3.45 3.52 3.49 3.64
Work Unit 3.93 3.99 4.06 4.09
Supervisors in Work Unit 3.63 3.65 3.81 3.91
Overall Satisfaction 3.74 3.72 3.85 3.91
Plan to Stay N/A 73.0% 71.6% 73.2%


  • Favorable:  contains respondents who chose codes 4 “Agree” or 5 “Strongly Agree”
  • Neutral:  contains respondents who chose code 3 “Neither Agree nor Disagree”
  • Unfavorable:  contains respondents who chose codes 2 “Disagree” or 1 “Strongly Disagree”

Benchmarks and Scoring

*Merit Systems & Protections Board (MSPB) Scale (1-5)

  • Engaged:  MSPB score between 4 and 5
  • Somewhat Engaged:  MSPB score between 3 and 4
  • Not Engaged:  MSPB score between 1 and 3

**Diversity & Inclusion Scale (1-5)

  • High:  D&I score between 4 and 5
  • Medium:  D&I score between 3 and 4
  • Low:  D&I score between 1 and 3

***Best Places to Work Index (BP2W)

  • The score is calculated using the BP2W calculations and weighting. Using the favorable percentages for Q6a, Q4d, and Q6b:
    ((Q6a x .74) + (Q4d x .91) + Q6b x 1)) / (.74 + .91 +1)

Total scores are calculated by averaging the answers for each section per respondent, and then applied to the 1 to 5 scale.

Did you find what you need?