205 Place, purpose, processes, and pride: A systematic approach to evaluating research professional employee perspectives and experiences at a public research university

Objectives/Goals: This survey engages the research professional (RP) workforce in assessing key employee engagement drivers. The survey (goal n = 500) evaluates seven indicators across four themes. These data will identify high-impact needs and retention gaps for RPs at various career stages. Methods/Study Population: This enterprise-wide survey is Phase II of a multiyear employee experience initiative for RPs who are widely defined as university staff who support research activities impacting human health. This second-phase builds on year-one HR data analysis and employee focus groups that identified key workforce needs and organizational effectiveness gaps. The mixed methods survey design leverages peer-reviewed employee engagement models from business management and organizational effectiveness literature, including the widely cited Job demands-resources (JD-R) model (Bakker, et. Al 2007). Survey question types include close-ended, categorical, Likert scale, and free text. Results/Anticipated Results: Survey data will translate workforce-wide perspectives and experiences into actionable strategies across seven drivers of engagement. To facilitate effective dissemination of findings to stakeholders, the drivers are arranged into four themes: Sense of Place: * Community & Connection * Psychological Safety Working with Purpose: * Employee Accomplishment & Achievement * Career Navigation Effective Processes: * Procedural Establishment & Accountability * Job Clarity & Workload Sustainability Research & Institutional Pride: * Work Significance & Impact Data will also create a current-state workforce snapshot including hybrid-work arrangements, key motivators, and leadership opportunity preferences. Discussion/Significance of Impact: This survey will create a robust dataset that will provide insights of workforce trends, operational gaps, and necessary areas of support. Organizational change management best practices and user-centered design approaches will facilitate an action-oriented dissemination plan.