Superintendent Newsletter: What Our Staff Survey Revealed

Staff survey results tell a story about the district that families rarely get to see. When a superintendent shares those results honestly, including the parts that point to real problems, it signals that the district has nothing to hide and that it takes its workforce seriously.

It also builds the case for the investments the district needs to make in staff support, compensation, and working conditions.

Summarize participation

Start with how many staff completed the survey and what the response rate was. A survey with 85% participation tells a different story than one with 40%. High participation rates validate the results and tell families that staff are engaged enough in the district to respond when asked.

Report the overall picture

What percentage of staff said they feel valued by the district? That they have the resources they need to do their jobs well? That they would recommend the district as a place to work? That they intend to stay for the coming year? These are the headline numbers that tell families whether the district is a functional, engaged workplace.

Name the specific areas of strength

Where did staff report high levels of satisfaction? Connection to students, support from colleagues, professional growth opportunities, and principal leadership are all categories that matter. Naming specific strengths credits the people who created those conditions.

Name the specific areas of concern

If staff reported concerns about workload, compensation, administrative burden, or feeling unsupported in their roles, say so directly. The categories of concern are not secrets; staff know them. The question is whether the superintendent acknowledges them publicly and responds seriously.

Describe the concrete response

For the top areas of concern, name what the district is doing in response. This is the most important section of the newsletter. A staff survey communication without a response section is an acknowledgment without accountability. Families who see a response plan will trust that the survey was not just a data collection exercise.

Sample excerpt

"This spring, 91% of our district staff completed our annual employee survey. Of those, 78% said they feel proud to work in this district, and 74% said they intend to stay through next year. Those are numbers we are genuinely glad to see. The areas where we need to do better: 51% of staff reported feeling overwhelmed by administrative tasks that take time away from students, and 43% said they do not feel their compensation reflects the difficulty of their work. We heard both of those clearly. Starting this fall, we are reducing the number of required data reporting inputs by 30% and piloting a simplified assessment documentation process at three schools. And we are bringing a compensation adjustment proposal to the board in November."

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