Edmonton Police Service employee engagement survey finds strong team pride but low confidence in senior leadership
Edmonton Police Service employee engagement survey shows 68% net favourable responses from 1,885 staff, but just 39% expressed confidence in senior management.
A biennial Edmonton Police Service employee engagement survey conducted in November 2025 found most respondents reported satisfaction with their work, while a significant minority expressed concern about upper management.
The survey was completed by 1,885 employees, roughly 62 per cent of the force’s estimated 3,000 staff, and was presented to the Edmonton Police Commission in late spring.
Overall net favourable scoring across the questionnaire reached 68 per cent, a result commissioners and senior leaders described as evidence of progress and stability within the service.
Majority report pride in EPS and strong team connections
A large share of respondents said they take pride in working for the Edmonton Police Service and feel positively about their immediate teams.
Seventy-eight per cent said they were proud to tell others they work for EPS, and eighty per cent gave favourable responses about their team relationships.
Those indicators were highlighted by commission members as central strengths that support operational effectiveness and member retention.
Workplace safety, mental health and balance rated positively
Survey results showed favourable views on physical safety and mental health among respondents, with 77 per cent and 69 per cent respectively giving positive ratings.
Work-life balance drew positive responses from 67 per cent of participants, while a majority said they would recommend EPS as a workplace.
Commission officials said these measures are important barometers of an organisation’s capacity to sustain frontline service delivery.
Gap between supervision satisfaction and confidence in senior management
Respondents reported high satisfaction with direct supervision, with 72 per cent giving favourable ratings for their immediate supervisors.
However, only 39 per cent of staff expressed a favourable view of senior management, highlighting a persistent disconnect between front-line personnel and upper leadership.
Edmonton Police Commission chair Ben Henderson described the gap as improved since the previous survey but said strengthening ties between rank-and-file members and senior leaders remains a priority.
Concerns over pay, valuing staff and career development
The survey flagged weaker results on compensation and recognition, areas that could affect morale and retention if unaddressed.
Fifty-two per cent of respondents reported satisfaction with total compensation, while just 48 per cent felt the organisation sufficiently values people.
Career growth perceptions were mixed; 58 per cent reported positive views on opportunity and development, suggesting room for targeted programs to support advancement.
Demographics, privacy and disclosure patterns in responses
A notable portion of staff chose not to disclose personal details on sensitive questions, with more than 16 per cent selecting “prefer not to answer” for items about ethnicity, mental health, gender or sexuality.
Among respondents who did disclose, 16 per cent identified as visible minorities and 5 per cent as Indigenous, while just over half reported male identity and 36 per cent reported female identity.
Disability, transgender or nonbinary identities and 2SLGBTQ+ representation were also captured, reflecting varied demographics across the service.
Leadership reaction and next steps announced by EPS
Police Chief Warren Driechel described the survey outcomes as broadly reassuring and said the results will inform internal planning and support measures.
Driechel, a 30-year member of the service, stressed the need to continue work on connecting leadership with members and improving supports for demanding operational roles.
Commissioners and senior staff signalled plans to translate survey findings into concrete actions on communication, recognition and career pathways.
The Edmonton Police Commission received the full report in late spring and indicated it will monitor progress on items identified by employees, including follow-up surveys and specific initiatives to address leadership visibility and compensation concerns.
