City of Hopewell 2025 Employee Survey

The City of Hopewell commissioned the Center for Survey Research to conduct an Employee Survey of all full and part-time employees. The purpose of the survey was to assess employees’ satisfaction with various aspects of their work environment and give employees an opportunity to contribute their ideas and opinions to help make the City of Hopewell a better place to work.

Methods

Of the 441 employees invited to complete the survey, 229 completed the survey, which is a 51.9% response rate. The survey was conducted from October 7, 2025, to November 21, 2025. 

Result Highlights

Approximately two in three employees (65%) report satisfaction overall with the City as a place to work.

The survey examined 23 key topic areas, each with specific questions addressing the
employee’s impressions and experiences within that area. Areas receiving the five highest averaged performance ratings from employees were:

• Employee commitment to the City of Hopewell
• Department’s fair treatment of customers
• Department’s responsiveness to customers’ needs
• Application of creativity to the job
• Dignity and worth felt by employees

Areas receiving the five lowest performance ratings from employees were:

• Employee pay
• Workplace environment
• Working relationships with upper management
• Performance appraisals
• Satisfaction with division level managers

Employees chose up to four key issues they most wanted management to work on (i.e., improve). Based on the selections by employees, the most important concerns or issues were:

• Employee pay
• How employees are treated/dignity and worth felt by employees
• Training and development
• Quality of the workforce
• Communication within the City of Hopewell
• Employee benefits
• Workplace environment
• Provisions for remote work

Areas that were most correlated with overall satisfaction for employees were:

• Workplace environment
• How employees are treated/dignity and worth felt by employees
• Diversity and employment opportunities at the City level
• Communication within the City
• Diversity in the Department workforce
• Employee relations at the City level
• Relationships with Upper Management