The stress satisfaction scan (SSOS) is a 6-item employee questionnaire that indicates to what extent our employees report being stressed or satisfied at work.

The results are expressed as a single number ranging from -2.0 to +2.0. Positive scores point toward a work environment that is more psychologically safe, while negative scores suggest a greater risk of harm.

The SSOS represents levels of stress versus satisfaction in the workplace. Lower scores mean more stress than satisfaction. Higher scores mean more satisfaction than stress. This information helps identify psychosocial conditions as high, elevated, average or low-risk zones in the workplace. 

• Red zone (-2.0 to -0.5) - Higher chance of psychological injury
• Amber zone (-0.49 to 0.0) - Elevated risk of psychological injury
• Yellow zone (+0.01 to +0.49) - Average risk of psychological injury
• Green zone (+0.50 to +2.0) - Low risk of psychological injury

Secondary traumatic stress, burnout, and compassion fatigue are well-described among professionals involved in medicolegal death investigation. These professionals report lower stress and burnout when their organization promotes mental health awareness and wellness.

Over the past year, this metric has demonstrated a sustained and encouraging trajectory. Following a period of initial investment and targeted intervention, the scores have consistently trended upward. Most recently, the metric has achieved a period of stabilization, resting just above the established organizational goal. This stabilization signals that the strategic efforts to enhance the work environment are not only effective but are now integrated into the operational culture.

The sustained improvement in the Stress versus Satisfaction metric correlates with specific, measurable initiatives enacted by leadership in response to prior feedback. Staff feedback attributes the enhanced scores to several key areas:

1. Enhanced Leadership Communication: Staff have reported significant improvements in the clarity, frequency, and transparency of communication from leadership. This includes regular updates on organizational changes, performance metrics, and strategic direction, fostering a stronger sense of inclusion and reducing anxiety associated with uncertainty.

2. Investment in Security and Infrastructure: Proactive measures to enhance physical and digital security protocols have been widely recognized by staff. This investment addresses core concerns regarding workplace safety  contributing directly to a more secure and stable working environment.

3. Proactive Process Implementation: Leadership has been highly successful in proactively establishing necessary processes and communication channels. This initiative has reduced organizational friction points, standardized routine workflows, and ensured that staff have the necessary tools and guidance to perform their duties efficiently, thereby reducing administrative stress.