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CWE-PAC-02 Compassion, Welfare & Environment People & Culture CORE Excellence v2.9.7

Staff Engagement & Satisfaction Measurement

Measures how the organization embodies Shūrā (mutual consultation) and Raḥmah (compassion) by anonymously surveying staff satisfaction. By actively seeking employee feedback, leadership fulfills the Islamic mandate of collaborative decision-making and honors the Amanah (trust) placed in them by their workforce. Rooted in the higher objectives (Maqasid) of preserving human dignity, this consultative process fosters Ukhuwwah (brotherhood) and drives Iḥsān (excellence), leading to a healthier culture, improved retention, and enhanced service delivery for all stakeholders.

Compliance 2
  • DPIA completed; Privacy Notice issued; Lawful basis documented (LIA if Art.6(1)(f) used); Art.9 condition + APD used for optional EDI data.
    Compliance Critical
  • Where survey indicates elevated stress, findings are incorporated into the MHSWR Reg 3 stress risk assessment and controls.
    Health & Safety Critical
Good 7
  • An anonymous staff/volunteer satisfaction survey is conducted at least annually using a validated instrument.
    Process Essential
  • A 'People & Culture Dashboard' (response rates, engagement index, risks, action status) is presented to the board within 60 days.
    Governance Essential
  • A prioritized action plan (max 3-5 key actions) is created with named owners, deadlines, and measurable success metrics.
    Process Essential
  • An anonymized summary and time-bound action plan are communicated to all staff/volunteers within 30 days (‘You said, we did’), explicitly stating what will/won't change.
    Communication Essential
  • Anonymity safeguards: Subgroup suppression (N<5 or higher for k-anonymity), redaction of verbatim comments, and DPA with vendors (including IDTA if applicable).
    Data Protection Critical
  • Adopt an 'Adab & Amanah Charter' framing feedback as Naṣīḥah and guaranteeing Satr (anonymity).
    Culture High
  • Implement a 'Shūrā Loop': Listen -> Deliberate -> Decide -> Act -> Report -> Review.
    Governance High
Better 5
  • A high survey response rate is achieved (e.g., employees ≥80%, volunteers ≥60%) with representativeness checks and targeted outreach if gaps >10pp exist.
    Performance Important
  • Use a standard 'Core Staff Voice' set (10–15 items) mapped to HSE domains (Role, Support, Control, Change, Relationships, Justice).
    Excellence High
  • Benchmarking results against sector standards (e.g., CIPD, similar charities).
    Excellence High
  • Regular 'pulse' surveys (quarterly) to track progress, with triage for high-risk disclosures.
    Continuous Improvement Medium
  • Disaggregate results by protected characteristics only where safe (high N); conduct Equality Impact Assessment (EIA) on actions.
    Equity and Inclusion High

Related Criteria

CWE-PAC-01 Formal Performance Management System CWE-PAC-03 Internal Communications Strategy CWE-PAC-04 Talent Management & Career Progression
Version
2.9.7 2025-11-05

Discussion (1)

Administrator 2026-03-07 11:08:07.070941

📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json

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