Loading...
Loading...
PivotIQ 360 · Leader view
14 schools · 1,240 certified and classified staff · 1004 responses (81%)
See a different kind of organization
Team Health Score
whole organisationThe average of the six areas below.
Strongest area
Team Safety & Cohesion
71/100
Weakest area
Pressure & Stress Response
39/100
Executive summary
2 requiring action nowOverall, this organization scores 56 out of 100 — watch. 1004 people answered, which is 81% of those asked. Team Safety & Cohesion is the strongest thing here at 71. Pressure & Stress Response is the weakest at 39. People care about the work (67), and that commitment is currently covering for a burnout score of 44. 2 things need action now. They're listed below, most urgent first. Everything below says who should own it, by when, and how you'll know in 90 days whether it worked.
Confidence · strong
81% of people answered — 1004 in total. That's high enough to trust the team-by-team breakdown as it stands.
Most urgent first, not in score order. Open “why we’re saying this” under any finding to see exactly what triggered it.
People who care about the work carry an unreasonable load for longer before it shows. That delays the warning; it doesn't reduce the cost. The engagement number is what will stop anyone acting here, and it's why the resignations, when they come, will feel like they came out of nowhere.
What triggered it. Engagement is strong, burnout is poor, and the gap between them is 12+ points. (Remember: higher is healthier on every score, so a low burnout number means a lot of burnout.)
Why that matters. Exhaustion shows up before people stop caring. So commitment can still look high after the energy behind it has gone.
Look underneath it: Load & Appraisal is 38, while Composure & Regulation is 40. Load & Appraisal is the piece to work on. Aiming at the area as a whole spreads your effort across both and moves neither.
What triggered it. This area scored under 40 — the red range.
Pressure & Stress Response (39) is in the red. The overall score doesn't describe anyone who actually works here — it's an average, not something a real person is experiencing.
What triggered it. The overall score is middling, and at least one of the six areas is in the red.
The company-wide figure of 44 describes neither of them. Reporting this one number is exactly how a struggling team stays invisible inside an acceptable average — and it's what a single climate survey score does automatically.
What triggered it. This is the area where groups differ most, and they differ by 15+ points.
Look underneath it: Coaching & Development is 52, while Empowerment & Autonomy is 56. Coaching & Development is the piece to work on. Aiming at the area as a whole spreads your effort across both and moves neither.
What triggered it. This area scored between 40 and 60 — the amber range.
Look underneath it: Growth & Path is 57, while The Manager Relationship is 60. Growth & Path is the piece to work on. Aiming at the area as a whole spreads your effort across both and moves neither.
What triggered it. This area scored between 40 and 60 — the amber range.
This is what's currently holding things together while other areas struggle. It's also the easiest thing to spend without noticing, because nothing breaks loudly when a strength slips. Work out what's producing it before you change anything that touches it.
What triggered it. The highest-scoring area, and it's in the green.
3 of the 3 areas you actually worked on moved enough to count. Anything that moved elsewhere is drift — report it that way. Claiming it as a result is what makes people doubt the next report.
What triggered it. Went up by 5 points or more.
A healthy area that doesn't move hasn't failed to improve. There was nothing to fix, and the effort correctly went elsewhere. Report these as held, not as flat.
What triggered it. Barely moved, and still in the green.
The order matters as much as the list. An organization that tries to fix all six areas at once fixes none. Each item says who owns it, by when, and how you’ll know in 90 days whether it worked.
Never show the overall score of 56 on its own. Whoever presents to the board should name the areas in the red in the same breath.
Owner
Executive sponsor
By when
Before the first leadership presentation
Because. The overall score looks healthy and is hiding an area in the red. Shown alone, it will talk people out of acting.
Verified by. Every slide or document with the overall score on it also shows the six areas.
Pick one thing: Load & Appraisal, inside Pressure & Stress Response. Give it one owner and one change to make. Don't start a second effort somewhere else at the same time.
Owner
HR / People lead, with an executive sponsor named
By when
Planned within 2 weeks, running within 4
Because. Pressure & Stress Response is your lowest area at 39, and Load & Appraisal at 38 is what's pulling it down.
Verified by. Load & Appraisal up 5 points or more when you remeasure in 90 days.
Start with Middle school instead of rolling this out everywhere. Widen it to other groups only after the 90-day result.
Owner
Programme owner
By when
When you plan it
Because. Middle school is well below the other groups, and a company-wide rollout spends the same money where things are already fine.
Verified by. Middle school closes at least half the gap to the company average by the next round.
Change the workload before offering anything about resilience or wellbeing. Go through recurring meetings, on-call and after-hours expectations, and remove or move the two heaviest.
Owner
Operations lead with the executive sponsor
By when
First 30 days
Because. Both load-related scores are failing, which rules out "people need to cope better." Offering coping training here won't work and will land badly with the people you measured.
Verified by. Burnout and pressure both up 5 points or more, without something else dropping to pay for it.
Within two weeks, tell everyone who answered what you found and the two things you've decided to change. Do it even if the plan isn't finished.
Owner
Executive sponsor
By when
14 days
Because. Saying nothing after asking people to answer is the fastest way to get a worse response rate next time — and the next round is what turns this from an opinion into a result.
Verified by. At least 81% answer again next round.
Put the 90-day remeasurement in the calendar now, at the same time you book the work — not after it finishes.
Owner
Programme owner
By when
This week
Because. A survey nobody runs again can't show that anything changed, and one booked afterwards almost always slips.
Verified by. A date is in the calendar, using the same team groupings as this round.
Each with its own three parts
Exhaustion & Depletion
48/100
Cynicism & Detachment
39/100
Efficacy & Accomplishment
45/100
The Manager Relationship
60/100
Growth & Path
57/100
Recognition & Fairness
57/100
Meaning & Purpose
63/100
Energy & Vigor
67/100
Mattering & Voice
71/100
Vision & Direction
54/100
Coaching & Development
52/100
Empowerment & Autonomy
56/100
Inclusion Safety
71/100
Learner Safety
71/100
Challenger Safety
71/100
Load & Appraisal
38/100
Composure & Regulation
40/100
Recovery & Reset
39/100
Every group here clears the 5-person privacy floor
The same six areas, team by team. The free Baseline gives you one number for the whole organisation; this shows you which teams are carrying it.
| Team | People | Burnout | Retention | Engagement | Leadership | Team | Pressure |
|---|---|---|---|---|---|---|---|
| Elementary | 430 | 44 | 59 | 67 | 54 | 74 | 38 |
| Middle school | 260 | 41 | 53 | 67 | 54 | 70 | 35 |
| High school | 310 | 46 | 59 | 64 | 54 | 70 | 40 |
| Student services | 140 | 39 | 59 | 71 | 54 | 70 | 36 |
| Operations & support | 100 | 57 | 59 | 67 | 49 | 70 | 53 |
Same instrument, same people, 2026-05-11 vs 2026-02-09 — the only way to know whether a program changed the conditions instead of just running and hoping.
Aggregate & consent-first — individual answers are never shown, in the demo or the real product.
Wynnfield Unified School District doesn't exist. The six areas, the eighteen parts underneath them and the scoring above are exactly what a real respondent completes — take it yourself and see.