Weber School District presented aggregated results from an employee engagement survey and outlined next steps for Human Resources to dig deeper into opportunities in wellness, workload and leadership.

District staff reported a response rate above 50% for an initial survey distribution and noted an aggregate record of 2,667 employees in district files used for sampling. Presenters summarized strengths and opportunities across three categories: wellness, workload and leadership. Strengths included high levels of social connection at work; the presentation said about 90% of respondents reported they have someone in the building they can talk with. Areas the district flagged for attention included perceptions of adequate resources and programs supporting mental well‑being (the lowest item in the wellness category) and whether employees have enough time to complete tasks effectively in some roles.

The HR team said the district will share departmental and role‑level breakdowns with the board and pursue focused interventions. HR presenters said certified staff noted workload and time pressures, while classified staff identified mental‑wellness resource gaps as a primary opportunity for improvement. The HR team said they will email deeper breakdowns to board members and continue to analyze by school level and employee group.

Discussion only: presenters did not propose any immediate policy changes or motions. HR staff said they will convert findings into targeted strategies that align with the district’s Elevate 28 strategic plan and will return with more detailed analyses and recommended actions.

Why it matters: employee engagement and wellness indicators can affect retention, instructional quality and service continuity; the district indicated it will focus on resource allocation and training in response to the survey.