Thank you! – To everyone who participated in this year’s Employee Engagement Survey. Your voice matters. Your feedback helps us to understand the employee experience at UAMS, recognize our strengths, and identify opportunities for improvement.
Below are the engagement survey results which summarize our overall performance as an organization compared to previous years. These key topics are critical to understanding and assessing the employee experience at UAMS. The results highlight progress in several areas and a few opportunities to strengthen the employee experience across UAMS.
For detailed results specific to your area, please contact your HR Business Partner at HRBPTeam@uams.edu.
| Item Measured | 2024 Results | 2026 Results | Comparisons* |
| Response Rate | 69% | 63% | ↓ |
| Overall Mean Score | 3.86 | 3.93 | ↑ 33rd percentile |
| Overall Leader Index | 4.27 | 4.23 | ↓ 42nd percentile |
| DEI | 4.00 | 3.99 | ↓ 20th percentile |
| Resilience | 4.04 | 4.07 | ↑ 14th percentile |
| — Resilience Activation | 4.45 | 4.50 | ↑ 28th percentile |
| — Resilience Decompression | 3.62 | 3.65 | ↑ 15th percentile |
| Safety Culture | 3.89 | 3.92 | ↑ 28th percentile |
| — Prevention & Reporting | 4.07 | 4.07 | — 29th percentile |
| — Pride & Reputation | 3.99 | 4.05 | ↑ 32nd percentile |
| — Resources & Teamwork | 3.62 | 3.65 | ↑ 26th percentile |
| Overall Well-Being | 3.57 | 3.61 | ↑ 27th percentile |
*Comparisons reflect the difference from the previous survey in 2024 and the relative standing of 2026 scores to the national healthcare organization average.
What We Learned
Overall engagement improved, with opportunities for continued progress. We remain below the national average and our goal is to be closer to 5 with a group of engaged employees sharing the UAMS CARES approach daily.
Leadership confidence needs attention. The Leader Index declined but 86% of respondents did report the person to whom they report treats them with respect. Only 63% expressed confidence in senior management’s leadership.
Specific safety concerns require follow-up. The overall Safety Culture scores increased but when asked, responses showed a decline on management–employee collaboration to ensure safe working conditions and employees feeling free to raise workplace safety concerns.
Collaboration remains an opportunity. Results highlighted the need to strengthen teamwork and communication across departments and disciplines.
Work–life balance and recovery need continued focus. While 66% felt supported in balancing work and personal life, only 61%–65% reported being able to disconnect mentally or from work communications during personal time.
Retention remains vulnerable. Approximately 64% of respondents indicated they would stay at UAMS if offered a similar position elsewhere. That figure dropped to 58% among clinical employees (outside nursing and management), including APPs, clinical professionals, licensed technicians, and physicians.
The most meaningful strength identified is that most respondents were satisfied with their employment at UAMS! 75% of respondents feel like UAMS is a good place to work, 72% expressed a desire to remain with UAMS over the next 3 years, 77% reported a sense of belonging in this organization, and 88% of respondents enjoy working with coworkers and states management treats them with respect.
We are making progress, and opportunities for improvement remain. Guided by our UAMS CARES values, we will strive to make UAMS the #1 preferred Employer of Choice and remain committed to advancing our missions of clinical care, research, and education across the state of Arkansas.
Next Steps
Leaders are encouraged to partner with their HRBP and use the survey results to drive ongoing conversations that support meaningful improvement and contribute to the overall success of the organization.
Remember, UAMS CARES: Compassion | Attention | Respect | Empathy | Service