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Campuses:
These graphs are based on responses to questions that assessed the extent to which staff's work life interfered with their home life, such as "The demands of my work interfere with my home and family life" and "My job produces strain that makes it difficult to fulfill family duties."
Work-family conflict was reported to be moderate to low across all four campuses and all job classifications.Work-Family Conflict by Campus
Work-Family Conflict by Employee Group
These graphs are based on responses to questions that assessed the extent to which staff's home life interfered with their work life, such as "The demands of my family or spouse/partner interfere with work-related activities," and "Family-related strain interferes with my ability to perform job-related duties."
Family-work conflict was reported to be extremely low across all four campuses and all job classifications.Family-Work Conflict by Campus
Family-Work Conflict by Employee Group
This graph is based on responses to statements that assessed staff's overall physical health.
Staff considered their general health to be quite good; 81% reported their health to be either excellent, very good, or good. 
Staff were asked to select the face that best described how they typically feel as an indicator of their general well-being.
Staff at the Crookston campus reported the highest levels of well-being.
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| University-wide | 33% | 53% | 11% | 3% | 0% |
| Crookston | 45% | 50% | 5% | ||
| Duluth | 38% | 51% | 9% | 3% | |
| Morris | 42% | 47% | 12% | ||
| Twin Cities | 33% | 53% | 11% | 3% | 0% |
| Bargaining Unit | 34% | 50% | 13% | 3% | 1% |
| Civil Service | 33% | 55% | 11% | 3% | 0% |
| P & A Staff | 34% | 54% | 10% | 2% | 0% |
Employee & Labor Relations
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