Ibis Public Sector is a preferred QualtricsXM partner, providing technical implementation, program support, and advisory services across Federal, State & Local Government and Education Markets.
Using a client-centric approach, Ibis delivers exceptional experiences producing innovative solutions that generate trust and actionable insights, enabling clients to derive measurable value from the Qualtrics platform. With over 20 years of public sector experience, we recognize the importance of transforming constituent/customer experiences and how to achieve mission success.
- Program Strategy & Advisory
- Technical Implementation & Consultation
- Custom Development
- Experience Design Strategy
Ibis Public Sector delivers strategic, programmatic focused Qualtrics experience management solutions. Using a collaborative approach to implementation, we listen to stakeholder needs, identify technical requirements, and address operational pain points, to design a customized program plan, supported by your QualtricsXM platform, and build up the foundation for your experience program.
Program Management: Our primary objective is to ensure project goals are met, while providing a level of advisory support and training needed to ensure seamless ongoing program management. With deep Qualtrics knowledge and subject matter expertise across the public sector, we build trust, offer flexibility, and provide guidance on how to operationalize Qualtrics projects and optimize capabilities at scale.
Advisory Services: To ensure success, we offer a broad range of Advisory Services, partnering with clients to provide the continued expertise and support needed to maintain consistency and continuity to drive toward greater program maturity. Our team of seasoned experts, with experience in Federal, State & Local and Education sectors, apply their knowledge and understanding of best practices to every engagement, creating customized solutions, within the frame of their future strategic needs, producing relevant, actionable outcomes.
The Challenge: Organizations need to know what tens of thousands of stakeholders really think – but survey fatigue is real, and most feedback systems generate reports that sit on shelves. The challenge is designing assessment processes that people actually complete and that produce insights leadership can immediately act on.
How Qualtrics Enables This:
- Sophisticated survey designs with smart branching that feel personalized rather than generic
- Role-based dashboards delivering the right insights to the right people at the right level
- Sentiment analysis and trend modeling that surface patterns hidden in thousands of responses
- Automated systems tracking metrics over time to show whether improvements stick
What Success Looks Like: High response rates from diverse groups, leadership making course corrections based on real feedback, measurable satisfaction improvements, and assessment becoming part of continuous improvement rather than compliance theater.
The Challenge: Public sector organizations are drowning in feedback: survey responses, emails, public comments, community input, stakeholder concerns scattered across channels and analyzed too slowly to inform high-stakes decisions. Whether it’s a school district designing compensation systems that balance excellence and sustainability, or a state agency allocating resources across competing priorities, the challenge is the same: making sense of what diverse stakeholders actually need before the budget cycle closes or the crisis hits.
How Qualtrics Enables This:
- AI-powered text analytics using Qualtrics Text iQ to analyze thousands of open-ended responses from surveys, emails, and comments, turning qualitative feedback into clear themes, trends, and actionable insights
- Stakeholder engagement systems that make diverse voices visible in high-stakes decisions, whether that’s teachers and families informing school policy or constituents and employees shaping government services
- Contextual sentiment analysis revealing not just “are people satisfied” but “about what specifically, in which groups, and why now,” catching emerging concerns before they become crises
- Role-based dashboards translating complex data into insights each stakeholder needs: leadership sees strategic trends, program directors see operational metrics, frontline staff see actionable feedback
- Interactive scenario modeling that helps stakeholders understand trade-offs, whether exploring compensation options, enrollment forecasts, resource allocation, or policy impacts
- Real-time alerting and trend analysis showing whether program improvements, policy changes, or communications actually moved the needle
What Success Looks Like: High-stakes decisions with broad stakeholder buy-in, resource allocation informed by what communities actually need (not just what’s loudest), early warning systems that prevent crises, and proof that responsive organizations actually improve outcomes. Districts launch initiatives with community support. Organizations forecast needs accurately and plan strategically. Leaders make evidence-based decisions backed by constituent intelligence, not just anecdotes.
The Challenge: Organizations face brutal turnover rates, often 40% or higher in high-stress roles like healthcare, social services, and public safety. Generic engagement surveys miss what actually drives retention in mission-driven cultures. The challenge is diagnosing what matters most in your specific context and giving frontline supervisors the insights to act before good people leave.
How Qualtrics Enables This:
- Employee Experience benchmarking comparing your organization against public sector norms, not corporate standards, so you understand where you actually stand
- Predictive analytics identifying which factors actually predict retention in your context (is it work-life balance, mission connection, supervisor trust, or something else entirely?)
- Manager-level dashboards with action-ready insights – not just numbers but “here’s what to do about it”
- Lifecycle measurement capturing onboarding, pulse checks, and exit insights to pinpoint exactly when and why people leave
- Impact linkage showing how employee experience directly connects to service quality, client outcomes, or mission effectiveness
What Success Looks Like: Turnover reduction of 10-20%, quality metrics improving alongside staff engagement, managers equipped with data to retain top performers, and service outcomes rising because engaged employees deliver better results. Organizations move from guessing why people leave to knowing what to fix and measuring whether it worked.
The Challenge: Strategic plans often die in binders because they’re created at the top and rolled out to skeptical staff. Real transformation requires bringing everyone into the process, making data transparent, and building organizational capacity to act on what you learn – not just writing better goals.
How Qualtrics Enables This:
- Broad stakeholder input systems that make diverse voices visible in strategic decisions
- Visualization tools showing how community feedback actually shapes organizational priorities
- Performance tracking systems connecting goals to implementation and accountability
- Continuous feedback mechanisms maintaining momentum through multi-year change efforts
What Success Looks Like: Strategic plans with genuine buy-in, boards and communities aligned around shared priorities, culture shifts that outlast leadership transitions, and organizations that actually use data instead of just collecting it.
Our playbooks are comprehensive, implementation-ready frameworks that provide step-by-step guidance for tackling complex organizational challenges in state and local government. Each playbook includes assessment tools, behavioral rubrics, survey instruments, implementation timelines, and real-world scenarios – built from field-tested methodologies and designed for sustainable execution.
The Framework: Transform strategic planning from binders that sit on shelves to living systems that drive decisions, build stakeholder buy-in, connect goals to implementation, and create accountability that outlasts leadership transitions.
What’s Inside:
- Stakeholder engagement systems making diverse voices visible in strategic decisions (staff, community, board, leadership)
- Visualization tools showing how feedback shapes organizational priorities and builds shared understanding of trade-offs
- Performance tracking systems connecting strategic goals to operational implementation and accountability metrics
- Continuous feedback mechanisms maintaining momentum through multi-year change efforts
- Data transparency protocols ensuring strategic plans are living documents informing real decisions
- Change management strategies building organizational capacity to act on what you learn, not just plan better
Best For: State agencies, school districts, municipalities, and nonprofits facing strategic planning mandates, leadership transitions, or needing to transform organizational culture and demonstrate accountability to stakeholders.
The Framework: Redesign HR service delivery to treat employees as customers, with measurement systems that identify retention drivers, predict turnover, and equip managers with actionable insights before good people leave.
What’s Inside:
- Employee lifecycle framework covering recruitment, onboarding, development, retention, and exit
- Service delivery model for HR functions with accountability metrics and continuous improvement protocols
- EX25 benchmarking framework comparing organizations against sector-specific norms (not generic corporate standards)
- Predictive analytics identifying which drivers actually predict retention in government contexts
- Manager-level dashboards delivering action-ready insights with “here’s what to do about it” guidance
- Implementation roadmap with quick wins, change management strategies, and measurement frameworks
Best For: VA medical centers, state agencies, municipalities, and school districts facing high turnover, low engagement, or seeking to modernize HR service delivery and reduce administrative burden.
The Framework: Move beyond single-rater bias to comprehensive leadership assessment using multi-perspective feedback from supervisors, peers, direct reports, and stakeholders across 7 universal competencies.
What’s Inside:
- 7 leadership competencies built on military-precision leadership evaluation methodology
- Behavioral anchor rubrics defining performance from “Improvement Needed” to “Master Level”
- Survey instruments for all rater groups with forced rankings to prevent grade inflation
- Individual 360 report structure with self vs. others analysis revealing blind spots
- Calibration protocols and validity/reliability frameworks ensuring defensible assessments
- 6 detailed use cases (executive leader, mid-level manager, first-time supervisor scenarios)
Best For: Government agencies, corporations, and nonprofits implementing leadership development programs, succession planning systems, or seeking objective data for promotion decisions.
The Framework: Replace traditional observation-based teacher evaluation with a rigorous, multi-rater competency system that directly links performance to career advancement and compensation using military-precision behavioral anchors.
What’s Inside:
- 8 teaching competencies with 5-level behavioral anchor rubrics (Instructional Mastery, Learning Environment, Planning, Student Advocacy, Assessment, Collaboration, Family Partnership, Results Orientation)
- Multi-rater survey instruments for self, administrator, peer teachers, and students with forced differentiation
- Performance points system converting evaluation scores to career advancement eligibility
- 5-tier teacher career pathway with performance-based compensation increasing 50-90% from entry to master level
- 3-year implementation roadmap (pilot → phased rollout → full integration) with administrator and teacher guides
- Sample performance reports, calibration protocols, and tier advancement processes
Best For: School districts seeking to replace low-stakes evaluation systems with performance-driven accountability that rewards excellence, differentiates compensation based on impact, and provides clear career progression pathways.
We’re not a vendor. We’re your team. Our team is built specifically for public sector work: former school principals and district leaders who understand organizational dynamics, researchers with advanced degrees who bring rigorous evaluation frameworks, data analysts who bridge complex systems with practical applications, all Qualtrics Certified with 20 years of platform expertise across CoreXM, Employee Experience (EX), Text iQ (sentiment analysis), Stats iQ (predictive analytics), and XM Discover (cross-channel integration). We build end-to-end experience management systems—not just surveys and dashboards but full experience management solutions with role-based access, API integrations with HR/CRM systems, and automated workflows that turn feedback into action.
What makes us different? We don’t deliver recommendations and disappear. We guide, configure, and stay with you through the work – facilitating alignment sessions, designing sophisticated surveys and dashboards, conducting end-to-end research processes, and managing complex projects from kickoff through sustained implementation. This embedded partnership approach means solutions don’t just look good on paper; they work in the real world of public sector operations.
