TWI Survey

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About the Survey

The Thriving Workplace Initiative began with a campus-wide employee engagement and inclusion survey, administered by Gallup. The Thriving Workplace survey was conducted between Monday, April 18 and Friday, May 6, 2016.

Survey results were announced in late July 2016.

1-Day Learning Sessions - ending in April. View flyer for more details (PDF).

For more information, email

How to use Thriving Workplace portal

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Frequently Asked Questions

  1. What is the Thriving Workplace Initiative?
    The Thriving Workplace Initiative, sponsored by the Office of the President, is an effort to make the University of Maryland the best place to work. The initiative aims to create a thriving work environment and a culture of engagement and inclusion among all UMD employees. Improving the employer-employee relationship and redefining what it means to be an effective leader, manager or supervisor at the university are critical parts of the initiative. This work will launch in April with a campus-wide employee engagement and inclusion survey, administered by Gallup. The survey will be open from April 18 – May 6.
  2. Why is the University launching this initiative?
    The Thriving Workplace Initiative is an innovative and strategic investment in the faculty and staff who do the important work of the University. This initiative will ensure that every employee's skills and talents are valued, and that as we execute our mission, every employee feels equipped to succeed.
  3. What does employee engagement mean?
    Engaged employees work with passion, feel a profound connection to their workplace and are empowered to do their best work. Engaged employees also help an organization reach its full potential. As this university continues its ascendency as a premier institution "equal to the best," the Thriving Workplace Initiative is critical to harnessing and acknowledging each employee's contributions every step of the way.
  4. Who is Gallup?
    Gallup is an independent research-based consulting firm with over 80 years experience measuring the attitudes and behaviors of employees across the globe. Gallup is renowned not only for public opinion polling, but also for its research and consulting on employee engagement and inclusion and organizational performance.
  5. What's in it for me?
    Our aspiration is to make the University of Maryland the best place to work by committing to the success and growth of the University faculty and staff. This is an investment in our people as we build and sustain a diverse workforce. Through this work, we want to redefine what it means to be an effective leader, manager or supervisor at the university and improve the employer-employee relationship. As we execute our mission, we want every employee to feel equipped to succeed, be inspired to do their best work, and produce optimal results. All UMD voices will be heard, and everyone can be part of creating solutions.
  6. How is this different from the UMD ADVANCE faculty survey?
    The Faculty Work Environment Study conducted by the ADVANCE program is a faculty-focused initiative (tenure-track faculty in 2011 and 2013, expanded to include professional faculty as well in 2015). It is designed to measure faculty experience of the investment their institution and their unit makes in their professional growth and success, and in creating an inclusive work environment. There are questions about university-wide organizational commitment and employee satisfaction and engagement, but more of the analysis focuses on faculty experience in departments and colleges. FWES results are shared with each college and department, allowing them to develop plans to address challenges.

    The Thriving Workplace survey is designed to measure engagement and inclusion for all University employees, and then provide that actionable data back to work units and teams so that they can decide which issues to tackle and determine what actions to take. The Thriving Workplace Initiative is providing consultants to work with these teams and units in understanding their results and creating action plans to achieve improvement. TWI will support coaching and training for supervisors, leaders, and managers who want to learn new skills to enhance employee engagement.

Thriving Workplace Initiative Survey

*Dates refer to the 2016 administration of the survey. The survey will be administered again in Fall 2017.

  1. I work at UMD but I didn't get an email or code from Gallup. What do I do?
    We want you to take the Thriving Workplace survey! Contact Gallup Client Support by sending an email to or by calling 1-800-788-9987. Gallup will need your full name, UMD email address, and UID number. Ask to be included in the University of Maryland Thriving Workplace Initiative survey. Gallup will then send you instructions on how to complete the survey and a unique and confidential access code. Support is available 24 hours a day from 7:00 p.m. Sundays through 6:00 p.m. Fridays, U.S. Eastern Time.
  2. What is the survey?
    Gallup will be administering an engagement and inclusion survey on behalf of the university to all faculty and staff.
  3. Is the survey voluntary?
    Yes, the survey is voluntary. And, we highly encourage all faculty and staff to complete the survey. The success of this initiative is a collective effort. Completing the survey gives faculty and staff a voice about their workplace experience.
  4. How long do I have to take the survey?
    The survey will be open from April 18 – May 6, 2016.
  5. How long will the survey take? Are you sure my supervisor wants me to stop working and take the time to complete this?
    The survey is expected to take about 5-10 minutes to complete. All supervisors have been asked to provide their employees with sufficient time and accommodations to complete the survey. However, please have a talk with your supervisor about the specifics prior to taking the survey.
  6. How do I take the survey?
    All employees who have a UMD email address will receive a confidential link via email to take the survey online. If you need help with the survey, you can contact Gallup Client Support by sending an email to or by calling 1-800-788-9987. Support is available 24 hours a day from 7:00 p.m. Sundays through 6:00 p.m. Fridays, U.S. Eastern Time.
  7. What languages will the survey be available in?
    The online survey will be offered in English (available 4/18) and Spanish (available 4/22).
  8. What about staff who don't speak those languages or don't have computer access?
    Gallup will administer paper versions of the survey at designated locations, dates, and times during the survey field period. These surveys will be available in 8 languages: English, Spanish, Vietnamese, Chinese/Mandarin, Amharic, French, Haitian/Creole, and Filipino/Tagalog. This is the on-site administration schedule.


Date & Time


Dining Services

April 26, 9-11am

South Campus Dining Hall, Room 1107


April 26, 2:30-3:45pm

South Campus Dining Hall, Room 1107


April 27, 7-9pm

Ellicott Diner, Media Room


May 5, 9-11am

Ellicott Diner, Media Room


May 5, 2:30-3:45pm

Ellicott Diner, Media Room





April 27, 6-8pm

Shuttle-UM, 424 Paint Branch Dr.


May 2, 1:30-3:30pm

Shuttle-UM, 424 Paint Branch Dr.




Facilities Management

May 4, 8:45am-4:45pm

Nyumburu Multipurpose Room




Golf Course

May 6, 11am-12pm

Golf Course, Conference Room




Residential Facilities

April 26, 7:45-8:30am

Centreville #0109


April 26, 11:30am-12pm

Harford #B0112A


April 27, 2-2:45pm

Chestertown #0101


April 27, 3:15-4:00pm

Leonardtown Office Bldg, #1208 (no Spanish interpretation)


April 28, 2:00-2:30pm

Prince Frederick #1111


May 4, 7:45-8:15am

Eppley Recreation Center #0140


May 5, 2:00-2:30pm

LaPlata #0129


May 6, 10:15-10:45am

Easton #0102




Stamp Student Union

April 26, 6:00-7:45am

Stamp, Marshall Room


April 28, 2:30-4:00pm

Stamp, Banneker A

  1. Why is there no question about salary?
    Money is important. But it is only one of many aspects that comprise our experience at work. The ability of individual managers, supervisors, and leaders to increase salary is limited. Creating a thriving workplace, however, is actionable and something every single employee can make happen. Taking part in the Thriving Workplace survey gives each of us a chance to express our perspectives on what it's like to work at UMD. Taking action on the findings allows each of us to be involved in real change.

Survey Confidentiality

  1. Who will see my responses?
    This survey is completely confidential and your responses will not be linked to individuals. Gallup, completely independently of the University of Maryland, administers the entire survey. Only the aggregated results are returned to your organization, which means data will be reported out in groups and can't be linked back to one person. Specific rules are used to ensure confidentiality of individual responses. No member of the University of Maryland has access to data that identifies specific employee responses.
  2. Can I be identified from my responses? Will my supervisor know how I responded?
    No. The reports contain totals for the group only. To protect each person's confidentiality, a report will not be generated for groups with an insufficient sample. This means supervisors will receive a summary of the feedback only if enough people participated to keep responses anonymous.
  3. Could what I say in the survey affect my PRD?
    No. Your individual responses will not be linked to you as an individual, and therefore have no impact on your PRD.

After the Survey

  1. What happens after the survey?
    The survey results will be analyzed this summer, and the findings will be shared with divisions, schools, colleges, units and departments this fall. Consultants from the University of Maryland's Center for Leadership & Organizational Change (CLOC) will help units understand their data and work to take action. This could include facilitating conversations on the state of the group, action planning sessions or individual coaching and training. One of the ways the University is committed to supporting the Thriving Workplace Initiative is by harnessing the resources of CLOC to facilitate action across the campus. Then, in 2017, we will issue a survey again to see what progress has been made.
  2. Will the survey results actually lead to change?
    The survey results are a starting point for dialogue, action planning, and follow-up. The real power of the survey is the opportunity it provides to identify and address issues within the organization. Every employee plays a role in analyzing what we can learn from the survey, determining what to improve, and making sure that plans turn into action.


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