April 22, 2026
Stretch Assignments help staff gain new experience without changing roles
(SACRAMENTO)
Feedback from the 2023 and 2025 employee surveys highlighted a clear, consistent priority: staff members are seeking more ways to grow, take on new challenges, and build skills without necessarily leaving their current roles. In fact, 58% of staff reported dissatisfaction with career opportunities, and 49% noted that "new challenges" were extremely important to their advancement.
In response, IET launched the Stretch Assignments Program, which facilitates a short-term project outside an employee’s regular role to help them build new skills, gain exposure, and grow, without changing jobs.
By reducing administrative barriers and focusing on direct communication between staff and supervisors, the program simplifies career development and makes the process feel more achievable.
Visit the Employee Experience Survey webpage to learn more about how progress is being made in response to results. |
The 'You Said, Together We Did' homepage archives several improvements being made in response to employee feedback. |
You said career growth and new challenges are top priorities.
Together we did: IET created a flexible pathway for staff to explore new types of work.
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Significant Skill Growth: During the pilot phase, participants reported that their knowledge and skill levels increased by 4 to 6 points on a 10-point scale.
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Effective Time Investment: Projects averaged 144 hours, offering a deeper learning experience than online courses, but with less time commitment than a full job rotation.
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Strengthened Retention: Survey data showed that satisfied staff were nearly twice as likely to be interested in staying in their current roles compared to those feeling stagnant.
"Without this stretch assignment, I would not have developed these relationships. It gave me the confidence to take on more responsibility." — Program participant
You said time and communication were the biggest hurdles to growth.
Together we did: IET introduced training and self-service tools to make development conversations easier.
A follow-up survey found that 44% of staff who wanted new challenges were either not asking for them or felt their requests were being turned down due to practical barriers. To address these hurdles, IET implemented several support tools:
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Simplifying the Process: A streamlined "Self-Service" model replaced heavy administrative burdens with a simple digital form and a clear Knowledge Base article.
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Normalizing Conversations: 57 staff and supervisors have completed training designed to help them initiate and navigate growth discussions confidently.
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Leadership Support: To assist busy teams, IET provided optional post-training coaching to help supervisors and staff protect time for these development projects.
Why this matters
Whether an employee works in technology, food services, or custodial care, honest feedback is the primary driver for these organizational improvements. By centering on clear communication and simplifying the path to professional development, UC Davis Health ensures that every team member has a sustainable way to grow within the roles they value.
More 'You Said, Together We Did' highlights
Employee feedback is reshaping leadership development at the SON |
Career support and process improvements streamline hiring efforts |
UC Davis Health achieves 20% local hiring through expanded outreach |
Visit the Employee Experience Survey webpage and the 'You Said, Together We Did' archive to learn more about how the UC Davis and UC Davis Health Advisory Committees and the Employee Experience Network continue to promote organizational and local changes in response to your input.
