University of Ottawa Work Climate Survey


Everything three to five years, the University conducts a work climate survey. All those who work at the University (academic, administrative and support staff) are invited to participate. To ensure confidentiality and respondent anonymity, the survey is conducted by a third party. 

The most recent survey was conducted in winter 2017. Following analysis of the results, the University is working with the faculties and services on ways to improve our work climate. 

Thank you to all employees for your usual cooperation. Your feedback will shape our future direction.

For any questions, feel free to contact the Office of the Associate Vice-President, Human Resources, at

2017 survey results


Participation rate

The participation rate is sufficient for the data to be reliable.

Overall, 49% of administrative and support staff (regular and contract) completed the survey, including 61% of regular staff. For faculty overall (regular and contract), the rate was 25%, including 34% of regular faculty.

Engagement index

The engagement index is high among both administrative and support staff (80%) and faculty (75%). Staff engagement is critical to the success of the University, students and staff. It is a major asset, one that will help us adapt to change at uOttawa, in the general university milieu and in the world we live in. 


Four priorities

The 2017 survey results allow us to observe certain trends and draw conclusions that are of benefit to all. The survey also highlights four areas in which there appears to be room for improvement:

  • internal communication at the University
  • the University’s vision and future direction
  • management and leadership within the faculties
  • diversity

The Administration Committee (AC) is aware of these concerns and has chosen to make the above four areas its priorities. Efforts in these areas to improve the workplace climate and engagement towards the University are made on an ongoing basis.  The AC has set out the major steps required to achieve this.


  • Human Resources (HR) shared the survey results with the deans, directors and unions.
  • HR met with the faculties and services to share their respective results. Faculties and services thus developed internal plans. 
  • HR will conducted focus groups of deans, professors, program coordinators, managers, administrative directors and employees, to properly confront the challenges highlighted by the survey and devise appropriate solutions.
  • The AC approved a University action plan based on the survey and the focus groups.
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