Starting in 2023 the Best Places to Work in Idaho is adding four local employer ranking programs.
There will be no changes to The Best Places to Work in Idaho statewide program. The flagship program is and will continue to be the largest and most respected statewide employer ranking program.
Local programs are separate employer ranking lists for distinct locales, or geographic areas across the state.
Each program, statewide and each local, will have separate employer ranking lists and each list will published on our website at https://www.bestplacestoworkinidaho.com/winners.
The best parts are:
That's right, one employee list, one survey, and more recognition opportunities in employer ranking programs around the state.
We are expecting at least 40 participating employers in each of the following local programs.
The statewide contest will still have a Top Ten in each of the 5 size categories. We expect each local contest to have Top Five winners in each of at least 4 size categories along with Honorable Mention designations for other deserving employers.
Honoree badges will be available for each program, statewide and local. Employers can decide how, when, and where to use them in their marketing and recruiting materials.
In each local program, qualified employers are ranked using only the feedback of employees in that locale. It's very possible an employer's local ranking is different from their state ranking.
Every employer with 10 or more employees in the state of Idaho automatically qualifies for the state program. Most will also automatically qualify for one local program, so long as at least 10 employees reside or report to a single locale.
As with the statewide program, to qualify for a second, third, or fourth local program an employer must employ at least 10 employees in a locale to qualify.
An employer's local program size category is determined by the number of employees located in that program area. Most employers participating in more than one local program will compete in a different size category locally than they will at the state level.
The first local program in which an employer participates is free. For each additional local program there is a flat $200 fee regardless of an employer's number of local employees.
The benefits to participating companies are three-fold:
After logging in to the employer portal, click on the People tab. From the people tab, click on the Click Here link in the Employees frame. This will take you to the list of uploaded employees.
From the list of uploaded employees, use the Search box to enter the name or email address of the person whose uploaded data you wish to update. Once you've located the data you wish to update, click on the data field and you can update it in place. When you're done updating the field, either press the key or the key before you leave the page.
Yes. If the branch is located in Idaho and employs Idaho residents, the company is eligible to participate in the Best Places to Work in Idaho™ program.
All Idaho based employees, from top management to entry-level employees are encouraged to take the survey.*
* Due to the increased amount of remote work, an Idaho employee will be defined as someone who reports directly to an Idaho division, regardless of where the employee is physically located.
Best Place to Work Idaho honorees are calculated by your employee survey results and the percentage of their participation. We wanted to make sure you had a communication plan ready before, during, and after your company survey launch.
Click here to view our Tips & Tricks
Online surveys will be submitted electronically. Employees who complete paper surveys will deposit them in a secure collection box at their company. This box of completed surveys will be sent to POPULUS for processing. Detailed instructions about distributing and collecting paper surveys will be provided to companies that choose this option.
Results will be shared with each participating company if there are at least 10 people who took the survey. However to be eligible for an award, companies must have the following completion rates:
10 - 19 employees: 80%
20 - 49 employees: 70%
50 - 249 employees: 60%
250 or more employees:
50%
POPULUS will contact award winners in early March.
Yes. The survey is available in English and in Spanish. If a company has a significant number of employees who speak another language and would like to cover the cost of translating and creating the survey in that language, it may do so. Contact POPULUS (208-344-5300) to discuss this option and its cost.
Your information is secure. POPULUS abides by the Council of American Survey Research Organizations’ (CASRO) code of standards and ethics regarding respondent and client confidentiality.
Throughout the enrollment, survey, and reporting processes, no individual level data for respondents will be made available to client companies. Similarly, no company level data will be made available to any other participating company or the media.
Additionally, no information regarding a company’s participation in the survey in the current or prior years will be made public unless the company is an award winner.
Please call Paul Butcher at 208-344-5300 or send a message via the contact us form.
Click here to check out our selection of publications, reports, and assistance options to see which is right for you.
Click here to check out our selection of publications, reports, and assistance options to see which is right for you.
Yes. These employees are referred to as "non-wired" employees. There are two options for including non-wired employees in the survey.
Option 1: If a non-wired employee has a personal email account, you can provide their personal email address in the spreadsheet of employee contact information you upload to the Best Places to Work in Idaho website. Their survey notifications and links will be sent to their personal email address and they can click on the link in their email to access the employee survey.
In these cases, to maximize the response rate, it is VERY helpful to allow these employees to leave work early or come in late in order to take the survey at the employer’s expense just as the wired employees are able to do. No need to worry about the security of the email addresses, POPULUS employs the same high-level of security and confidentiality with personal email addresses as we do with work email addresses.
There is no fee for this option.
Option 2 (Kiosk Option): For non-wired employees with no personal email account or who prefer not to share their personal email address.
There is a fee of $350 for this option.
A non-wired employee is one with no employer-provided email account. These employees can still participate in the survey.
The Kiosk Option is one of two surveying options for non-wired employees (i.e., employees with no employer-provided email account). The other option is to provide POPULUS with their personal email address.
If a non-wired employee has no personal email address or they prefer to not share their personal email address, they can still participate in the employee survey.
POPULUS will assign each employee one unique, single use password. The list of employee names and their assigned survey passwords will be returned, along with the link to the survey's generic login page, to the employer's delegated recipient. The employer delegate will confidentially notify each non-wired employee of their personal assigned survey password and the generic link to the employee survey login page.
It is very important that respondents are only given their assigned survey password. Survey passwords are single-use and preassigned to an individual, they cannot be shared or given to someone to whom they have not been assigned.
There is a fee of $350 for this option.
Things you can try if you're having trouble accessing your survey.
The short answer is that the Honorable Mention employers are those whose scores indicate an above average employee experience but are not quite high enough to be in the Top Ten.
The longer answer is...
Here at POPULUS, we believe the majority of employers that participate in this program have workplaces that are above average in terms of employee satisfaction, since they are self-selected to participate.
To only honor the ten with the best scores would leave many great employers off the list, which isn't our intent. We want to make public the names of our state's employers where people can find work that is not only financially rewarding, but emotionally and mentally as well.
Every year there are a handful of employers whose scores are such that we can't in good conscious recommend them as a Best Place to Work in Idaho. Once these are removed, and the Top Ten are identified, the balance are considered Honorable Mention.
Unfortunately, no.
There are many factors that impact employee perceptions outside of the employer's control. Some of these external influences are unemployment rate and general health of the economy, to name just a few.
We try to hold as many of these external influences as possible constant so the results across employers are more comparable. That's why we have all employers take the survey as close to the same time of year as possible.
Try this step-by-step process to reset your password.
Most of the time there are three reasons why someone doesn't receive a survey notification.
If you have 'Failed' email deliveries reported in your Employee Email Blast Followup Email, follow the instructions below to fix them and resend their message.
If you have 'Delayed' (aka 'Bounced') email deliveries reported in your Employee Email Blast Followup Email, follow the instructions below to monitor their status. If they eventually resolve to a FAILED status, refer to the <link>"How do I resolve email messages that FAILED to be delivered"</link> FAQ for instructions to find out how to resolve their status and resend the email messages.
Delayed emails should resolve themselves to either a delivery or a failure. The delayed status is like a temporary status indicating the message didn't get delivered, but the email server keeps trying until something happens that resolves to delivery or failure.
If you have 'Delayed' messages as indicated above, it's important to check back on your employee list for the next few days to see if they resolve to a 'Failed' status. If they resolve to a 'Failed' status, the employee row will be highlighted as such.
Emailing isn't always a reject/pass situation. An email server will try to deliver a message for the length of time specified in the server settings, which could be 48 hours or even up to 4 days.
|
Employee Size Category and Counts ** |
State Contest Registration |
Local Contest Registration * |
Benchmark Detail Report |
Value Reporting Packages *** |
Manager or Custom Sub-Group (each) |
| Micro (10 - 19) | $135 | $65 | $50 | $375**** | N/A |
| Small (20 - 49) | $160 | $80 | $60 | $950 | $475 |
| Medium (50 - 99) | $185 | $95 | $70 | $1,150 | $575 |
| Large (100 - 249) | $215 | $105 | $80 | $1,450 | $725 |
| Macro (250 and more) | $265 | $135 | $100 | $1,950 | $975 |
Sponsorships:
Chamber Members Participate for Free:
Registration includes:
Notes:
* Local Programs (each contest)
** Employee Size: Any organization employing at least 10 people in the state of Idaho is eligible to participate. Due to the increased amount of remote work, the following is a definition of an "Idaho" employee: If Employer headquarters is in Idaho, then all employees are surveyed, including out-of-state, and ALL will count towards the contest. If Employer headquarters is out-of-state, then 10 or more employees have to be physically located in Idaho, and ONLY the Idaho-based employees will count towards the contest.
*** Value Reporting Package includes: Employee Comments, Sub-Group Report, and Workplace Priorities.
**** Value Reporting Package for Micro employers: Because of small sample sizes and respondent confidentiality, Micro employers are only eligible for the Employee Comments Report.
At the Best Places to Work in Idaho, we require each employer to achieve a certain rate of completed surveys. We call this the response rate. The response rate targets vary by employer size category and are listed below.
| Employee Size* | ||
| Micro | 80% | |
| Small | 70% | |
| Medium | 60% | |
| Large | 60% | |
| Macro | 50% | |
Here's a short list of things to do in order to minimize questions for your HR department and maximize response rates.
We suggest four things to improve your response rate.
First, make sure all the domains on the list below have been added to the mail server white list. The vast majority of cases we deal with where employees haven't been receiving their invitations, at least one of the domains was not set up correctly on the white list.
This issue can't be stressed enough. Once you're sure all the invitations are making it through the email server, then address the next three items.
Second, ensure all employees taking the web survey can access the following domains.
Third, have a senior leader send another email emphasizing the importance of completing the surveys and that every opinion counts.
Finally, if someone still can't find their invitation or reminder email and you're sure all the domains have been white listed properly, have them check their email spam or junk folder.
There is more information on our "Tips and Tricks" flyer you can access here (Tips and Tricks flyer).
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