Oak Harbor staff survey shows modest satisfaction, signals need for transparency

City administrators brought the first staff survey in about four years to the Oak Harbor City Council on December 14, 2025, summarizing responses from 147 employees and an average satisfaction rating of 3.68 out of 5. The presentation framed the overall result as a largely neutral to positive assessment of workplace conditions, with notable variance between departments and between written comments.

The administration has formed two committees spanning multiple departments to review the survey findings and to develop recommendations for council consideration. Communications Officer Magi Aguilar presented the overview and outlined plans to return to council for follow up and implementation steps. The survey produced a mix of highly positive written comments alongside critiques that described continued low morale in some departments and lingering mistrust toward human resources stemming from earlier issues.

Recurring themes in staff feedback included improved morale relative to prior surveys, expressed appreciation for mayoral efforts, and persistent requests for clearer communication from leadership, more defined opportunities for advancement, improved work life balance, greater recognition of staff achievements, and higher transparency regarding HR procedures. Staff also included lighter notes that ranged from requests for more pizza at workplace events to practical suggestions about scheduling and training.

The results carry practical implications for local governance and service delivery. Employee satisfaction affects recruitment and retention, which in turn influences continuity of city services and the cost of operating government. Transparency around human resources processes can shape public confidence in municipal institutions and the city workforce. The council will need to assess proposed committee recommendations against staffing budgets, training plans, and measurable performance goals.

For residents, these findings matter because staff capacity and morale are foundational to timely permit processing, public works maintenance, emergency response and other day to day services. The council and administration face a test of institutional accountability in translating survey feedback into concrete actions, timelines and public progress reports. Clear benchmarks and routine follow up will be essential to ensure the improvements indicated by the survey are sustained and to restore trust where mistrust remains.