2008 Employee Survey Results
U.S. Office of Personnel Management (OPM)

1. Interpretation of Results:

OPM uses employee surveys to gather information about employee perceptions of the leadership and management practices that contribute to overall performance and employee satisfaction in areas such as work environment; rewards and recognition; opportunities for professional development and growth; and opportunity to contribute to achieving organizational mission. The 2008 Federal Human Capital Survey (FHCS) results have been reviewed and analyzed to gauge employee perceptions on how well the Agency is meeting its goal of strengthening, developing and rewarding its employees.

The results of the initial 2004 FHCS pointed to a number of potential areas where employee satisfaction could be improved. To obtain more in-depth information regarding these issues, focus groups were conducted with Agency employees nationwide. Employees were asked to identify the most critical issues to be addressed and provide recommendations for improvement. A report was presented to the OPM Director and senior leadership and action plans were developed and implemented to address the most critical issues raised. As a result of these efforts, the results of the 2006 FHCS reflected noticeable improvement; however, the results also showed that some areas might benefit from continued attention. Survey results were shared with all employees and new action plans were created to ensure that areas still in need of improvement would be addressed.

The 2008 FHCS results continued to reflect a trend of increased positive results, with the Agency ranked in the top ten of most improved agencies. Overall, 75 percent of the survey questions showed an increase in positive responses from the initial 2004 survey results. Areas showing the highest positive response rates include: importance of the work performed (93%); quality of work done by the work group (87.7%); use of information technology (87.4%); understanding of how work relates to the Agency's goals and priorities (87.1%); accountability for achieving results (87%); people cooperating to get the job done (86.6%); liking one's work (82.7%); and supervisors supporting the need to balance work and other life issues (79.7%).

Areas showing highest overall increase in positive response rates since the initial 2004 FHCS include: managers communicate goals and priorities (+ 16.4%); managers review and evaluate programs toward meeting goals and objectives (+ 16%); leaders maintain high standards of honesty and integrity (+ 14.2%); employee satisfaction with the organization (+ 13%); employees are rewarded for providing high quality products and services (+ 12%); and steps are taken to deal with poor performers (+ 11%). While progress has been significant, these areas still warrant additional attention and we will continue our efforts to improve employee perceptions in these areas.

The overall results reflect the positive steps the Agency has taken to address the most critical issues and concerns raised by employees and managers. Specific efforts included the development of a new Strategic and Operational Plan that was communicated to all employees, and the goals of which were built into every manager's performance plan and cascaded down to every OPM employee. Improved communication strategies were initiated across the Agency through the use of all hands meetings, brown bag lunches with the Director, and all employee messages. Emphasis was placed on ensuring the training needs of all employees were assessed with a focus on creating avenues for employees to obtain needed or desired training within budgetary constraints. Supervisory and managerial training was also provided with an emphasis on performance management.

We plan to continue the focus on developing our managers and supervisors to ensure they have the capacity to carry out their human capital responsibilities by providing classroom and online training opportunities. We will sponsor quarterly supervisory forums to ensure supervisors are provided with the most current information on Agency policies and procedures to assist them in carrying out their supervisory responsibilities. New guidance has been developed regarding the Agency's incentive awards program to share organizational best practices and provide managers and supervisors information on types of awards available to recognize accomplishments of their employees. Continued improved communication strategies are critical to ensuring that all employees are provided information on a timely basis and are provided the opportunity to make a positive impact on their work environment.

2. How the survey was conducted:

The survey was conducted online from August 1, 2008, through September 26, 2008.

3. Description of sample:

All full-time permanent OPM employees were surveyed.

4. Survey items and response choices:

See below.

5. Number of employee surveyed, number responded, and representativeness of respondents:

See below.

Back to Top

(Survey Administration Period 8/1/08 to 9/26/08)

Items with * are AES prescribed items.

OFFICE OF PERSONNEL MANAGEMENT
2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Question		Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	"Do Not Know / No Basis to Judge"	Percent Positive	Total
*1. The people I work with cooperate to get the job done.	N	1,049	1,496	219	131	37	NA		2,932
	%	35.7	50.9	7.7	4.5	1.3	NA	86.6	100
*2. I am given a real opportunity to improve my skills in my organization.	N	464	1,227	618	442	181	NA		2,932
	%	15.7	41.8	21.2	15.0	6.4	NA	57.4	100
3. I have enough information to do my job well.	N	424	1,610	443	370	85	NA		2,932
	%	14.6	54.9	14.9	12.6	3.0	NA	69.5	100
4. I feel encouraged to come up with new and better ways of doing things.	N	536	1,072	622	493	209	NA		2,932
	%	18.0	36.6	21.3	16.9	7.2	NA	54.6	100
*5. My work gives me a feeling of personal accomplishment.	N	809	1,315	437	252	119	NA		2,932
	%	27.5	44.7	15.0	8.6	4.2	NA	72.2	100
*6. I like the kind of work I do.	N	1,105	1,332	324	121	50	NA		2,932
	%	37.5	45.	11.	4.3	1.8	NA	82.7	100
*7. I have trust and confidence in my supervisor.	N	951	1,082	441	264	194	NA		2,932
	%	31.8	37.0	15.4	9.1	6.7	NA	68.8	100
8. I recommend my organization as a good place to work.	N	624	1,199	608	311	190	NA		2,932
	%	20.7	40.5	21.3	10.7	6.8	NA	61.2	100

Back to Top

Question		Very Good	Good	Fair	Poor	Very Poor	"Do Not Know / No Basis to Judge"	Percent Positive	Total
*9. Overall, how good a job do you feel is being done by your immediate supervisor/team leader?	N	1,124	980	510	181	137	NA		2,932
	%	38.0	33.4	17.6	6.2	4.8	NA	71.4	100
10. How would you rate the overall quality of work done by your work group?	N	1,300	1,274	298	46	14	NA		2,932
	%	44.4	43.3	10.2	1.6	0.5	NA	87.7	100

Question		Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	"Do Not Know / No Basis to Judge"	Percent Positive	Total
*11. The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.	N	403	1,687	474	262	71	35		2,932
	%	13.7	57.3	16.4	8.9	2.5	1.2	71.0	100
*12. My supervisor supports my need to balance work and other life issues.	N	1,219	1,126	314	141	111	21		2,932
	%	41.2	38.6	10.9	4.8	3.8	0.8	79.7	100
13. Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills.	N	538	1,211	639	341	169	34		2,932
	%	18.2	41.1	21.9	11.8	5.9	1.2	59.2	100
*14. My work unit is able to recruit people with the right skills.	N	268	1,095	818	375	181	195		2,932
	%	8.9	36.9	28.2	13.0	6.4	6.6	45.8	100
15. The skill level in my work unit has improved in the past year.	N	383	1,166	829	303	104	147		2,932
	%	12.8	39.3	28.6	10.7	3.8	4.9	52.1	100
16. I have sufficient resources (for example, people, materials, budget) to get my job done.	N	364	1,355	437	511	255	10		2,932
	%	12.2	45.9	14.9	17.7	8.9	0.4	58.1	100
*17. My workload is reasonable.	N	277	1,512	429	459	252	3		2,932
	%	9.4	51.3	14.7	15.7	8.7	0.1	60.7	100
*18. My talents are used well in the workplace.	N	440	1,331	541	391	218	11		2,932
	%	14.9	45.0	18.6	13.3	7.7	0.4	59.9	100
*19. I know how my work relates to the agency's goals and priorities.	N	914	1,641	246	73	44	14		2,932
	%	30.9	56.1	8.4	2.5	1.6	0.5	87.1	100
*20. The work I do is important.	N	1,683	1,046	141	42	14	6		2,932
	%	57.3	35.7	4.8	1.5	0.5	0.2	93.0	100
*21. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.	N	635	1,272	486	317	173	49		2,932
	%	21.6	43.7	16.3	10.9	5.9	1.6	65.3	100
*22. Promotions in my work unit are based on merit.	N	303	912	742	410	326	239		2,932
	%	10.0	30.7	25.7	14.0	11.3	8.2	40.8	100
*23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.	N	217	920	696	414	289	396		2,932
	%	7.2	31.1	24.2	14.2	10.0	13.4	38.3	100
*24. Employees have a feeling of personal empowerment with respect to work processes.	N	221	1,088	771	472	251	129		2,932
	%	7.4	36.8	26.	16.0	8.6	4.5	44.2	100
25. Employees are rewarded for providing high quality products and services to customers.	N	315	1,062	670	492	262	131		2,932
	%	10.6	36.0	23.0	16.8	9.1	4.5	46.7	100
*26. Creativity and innovation are rewarded.	N	228	732	929	561	296	186		2,932
	%	7.6	24.8	31.7	19.2	10.2	6.4	32.4	100
*27. Pay raises depend on how well employees perform their jobs.	N	212	914	776	520	283	227		2,932
	%	7.1	30.7	26.8	17.7	9.8	7.8	37.8	100
28. Awards in my work unit depend on how well employees perform their jobs.	N	296	1,028	659	402	257	290		2,932
	%	9.9	34.9	22.8	13.7	9.0	9.7	44.8	100
*29. In my work unit, differences in performance are recognized in a meaningful way.	N	165	790	871	561	267	278		2,932
	%	5.5	26.7	30.0	19.1	9.2	9.4	32.3	100
*30. My performance appraisal is a fair reflection of my performance.	N	491	1,411	435	332	206	57		2,932
	%	16.9	47.7	14.9	11.4	7.1	1.9	64.6	100
*31. Discussions with my supervisor/team leader about my performance are worthwhile.	N	522	1,334	570	289	182	35		2,932
	%	17.7	45.2	19.7	9.7	6.4	1.3	62.9	100
*32. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (for example, Fully Successful, Outstanding).	N	573	1,531	364	275	125	64		2,932
	%	19.5	52.1	12.5	9.3	4.3	2.2	71.7	100
33. I am held accountable for achieving results.	N	842	1,715	275	52	21	27		2,932
	%	28.3	58.7	9.4	1.9	0.8	1.0	87.0	100
34. Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society.	N	477	1,220	649	154	103	329		2,932
	%	15.8	41.4	22.6	5.4	3.8	11.1	57.2	100
35. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).	N	401	1,059	756	187	115	414		2,932
	%	13.3	35.9	26.1	6.6	4.2	13.8	49.2	100
*36. Managers/supervisors/team leaders work well with employees of different backgrounds.	N	566	1,293	553	177	103	240		2,932
	%	18.7	43.9	19.4	6.2	3.7	8.0	62.7	100
*37. I have a high level of respect for my organization's senior leaders.	N	459	1,095	715	358	280	25		2,932
	%	15.4	37.4	24.6	12.1	9.7	0.8	52.8	100
*38. In my organization, leaders generate high levels of motivation and commitment in the workforce.	N	285	937	817	546	291	56		2,932
	%	9.4	31.9	28.1	18.5	10.1	2.0	41.3	100
39. My organization's leaders maintain high standards of honesty and integrity.	N	490	1,116	670	264	188	204		2,932
	%	16.2	37.7	23.4	9.1	6.6	6.8	54.0	100
*40. Managers communicate the goals and priorities of the organization.	N	497	1,599	477	219	114	26		2,932
	%	16.7	54.3	16.5	7.6	4.0	0.9	71.0	100
*41. Managers review and evaluate the organization's progress toward meeting its goals and objectives.	N	501	1,510	521	134	68	198		2,932
	%	16.8	51.3	18.2	4.7	2.4	6.7	68.1	100
*42. Employees are protected from health and safety hazards on the job.	N	472	1,420	559	219	114	148		2,932
	%	15.9	48.5	19.2	7.5	3.9	5.0	64.4	100
*43. My organization has prepared employees for potential security threats.	N	458	1,672	460	182	86	74		2,932
	%	15.9	57.1	15.6	6.1	2.9	2.5	72.9	100
44. Complaints, disputes or grievances are resolved fairly in my work unit.	N	219	736	753	285	185	754		2,932
	%	7.3	25.2	25.9	9.8	6.4	25.4	32.5	100
45. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.	N	455	942	654	270	226	385		2,932
	%	15.0	32.0	22.8	9.2	7.8	13.1	47.1	100
46. Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/applicant, obstructing a person's right to compete for employment, knowingly violating veterans' preference requirements) are not tolerate	N	604	1,066	523	136	112	491		2,932
	%	19.9	36.3	18.3	4.7	4.1	16.7	56.2	100
47. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.	N	434	996	651	231	202	418		2,932
	%	14.3	33.5	22.9	7.9	7.0	14.4	47.8	100
48. Supervisors/team leaders provide employees with constructive suggestions to improve their job performance.	N	428	1,492	539	300	128	45		2,932
	%	14.4	50.5	18.7	10.4	4.5	1.5	64.9	100
*49. Supervisors/team leaders in my work unit support employee development.	N	537	1,414	538	242	147	54		2,932
	%	18.0	47.9	18.8	8.3	5.2	1.9	65.9	100
50. Employees have electronic access to learning and training programs readily available at their desk.	N	297	1,279	580	390	140	246		2,932
	%	10.1	43.6	19.8	13.3	4.9	8.3	53.6	100
*51. My training needs are assessed.	N	241	1,211	738	468	177	97		2,932
	%	8.1	41.1	25.4	16.0	6.2	3.3	49.2	100
52. Managers promote communication among different work units (for example, about projects, goals, needed resources).	N	318	1,179	702	360	189	184		2,932
	%	10.7	40.0	24.2	12.4	6.5	6.2	50.7	100
53. Employees in my work unit share job knowledge with each other.	N	819	1,433	306	234	121	19		2,932
	%	27.5	48.9	10.6	8.0	4.3	0.7	76.4	100
54. Employees use information technology (for example, intranet, shared networks) to perform work.	N	968	1,602	199	81	34	48		2,932
	%	32.6	54.9	7.0	2.7	1.2	1.7	87.4	100
*55. How satisfied are you with your involvement in decisions that affect your work?	N	352	1,061	785	530	204	NA		2,932
	%	11.9	36.1	26.9	18.0	7.1	NA	48.0	100
*56. How satisfied are you with the information you receive from management on what's going on in your organization?	N	359	1,216	690	469	198	NA		2,932
	%	12.0	41.3	23.8	16.0	6.9	NA	53.3	100
*57. How satisfied are you with the recognition you receive for doing a good job?	N	385	1,092	721	486	248	NA		2,932
	%	13.0	37.2	24.6	16.6	8.7	NA	50.2	100
*58. How satisfied are you with the policies and practices of your senior leaders?	N	271	1,042	926	455	238	NA		2,932
	%	9.0	35.3	32.1	15.4	8.2	NA	44.2	100
*59. How satisfied are you with your opportunity to get a better job in your organization?	N	244	818	1,024	506	340	NA		2,932
	%	8.0	27.6	35.1	17.4	11.9	NA	35.6	100
*60. How satisfied are you with the training you receive for your present job?	N	291	1,257	723	449	212	NA		2,932
	%	9.9	42.7	24.8	15.3	7.4	NA	52.6	100
*61. Considering everything, how satisfied are you with your job?	N	650	1,344	503	299	136	NA		2,932
	%	21.8	45.7	17.4	10.3	4.8	NA	67.5	100
*62. Considering everything, how satisfied are you with your pay?	N	598	1,489	408	317	120	NA		2,932
	%	19.9	50.5	14.2	11.2	4.2	NA	70.4	100
63. Considering everything, how satisfied are you with your organization?	N	438	1,361	577	364	192	NA		2,932
	%	14.6	46.1	20.1	12.5	6.7	NA	60.7	100
64. How satisfied are you with retirement benefits?	N	518	1,317	453	204	59	381		2,932
	%	17.6	45.0	15.7	6.9	2.1	12.8	62.6	100
65. How satisfied are you with health insurance benefits?	N	526	1,450	394	273	64	225		2,932
	%	18.1	49.8	13.5	9.1	2.1	7.4	67.9	100
66. How satisfied are you with life insurance benefits?	N	421	1,509	463	111	34	394		2,932
	%	14.5	51.6	15.8	3.7	1.1	13.2	66.0	100
67. How satisfied are you with long term care insurance benefits?	N	181	597	626	100	40	1,388		2,932
	%	6.1	20.2	21.4	3.3	1.3	47.6	26.3	100
68. How satisfied are you with the flexible spending account (FSA) program?	N	317	585	569	37	14	1,410		2,932
	%	10.5	19.9	19.5	1.3	0.5	48.3	30.4	100
69. How satisfied are you with paid vacation time?	N	1,047	1,573	205	90	17	NA		2,932
	%	35.5	53.8	7.1	3.0	0.6	NA	89.3	100
70. How satisfied are you with paid leave for illness (for example, personal), including family care situations (for example, childbirth/adoption or eldercare)?	N	976	1,479	282	132	63	NA		2,932
	%	33.1	50.7	9.7	4.5	2.1	NA	83.8	100
71. How satisfied are you with child care subsidies?	N	62	164	491	46	22	2,147		2,932
	%	2.2	5.6	16.7	1.6	0.7	73.1	7.8	100
72. How satisfied are you with work/life programs (for example, health and wellness, employee assistance, eldercare, and support groups)?	N	138	514	533	127	47	1,573		2,932
	%	4.9	17.6	18.2	4.2	1.6	53.5	22.5	100
73. How satisfied are you with telework/telecommuting?	N	698	793	382	220	270	569		2,932
	%	23.9	27.0	13.2	7.4	8.8	19.7	50.9	100
74. How satisfied are you with alternative work schedules?	N	985	1,055	291	81	73	447		2,932
	%	33.9	36.0	9.8	2.7	2.4	15.2	69.9	100

Back to Top

(Survey Administration Period 8/1/08 to 9/26/08)

Items with * are AES prescribed items.  Percentages for demographic items are not weighted.

OFFICE OF PERSONNEL MANAGEMENT
2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Question	Response	Number	Percent
75. Where do you work?	Headquarters	1,064	36.3
	Field	1,868	63.7
	Total	2,932	100
*76. What is your supervisory status?	Non-Supervisor	2,317	79.0
	Team Leader	246	8.4
	Supervisor	242	8.3
	Manager	90	3.1
	Executive	37	1.3
	Total	2,932	100
*77. Are you:	Male	1,219	41.6
	Female	1,713	58.4
	Total	2,932	100
*78. Are you Hispanic or Latino?	Yes	160	5.5
	No	2,772	94.5
	Total	2,932	100
*79. Please select the racial category or categories with which you most closely identify (mark as many as apply.)	American Indian or Alaska Native	20	0.7
	Asian	60	2.1
	Black or African American	579	20.3
	Native Hawaiian or Other Pacific Islander	23	0.8
	White	2,103	73.9
	Two or more races	62	2.2
	Total	2,847	100
80. What is your age group?	25 and under	68	2.3
	26-29	195	6.7
	30-39	489	16.7
	40-49	882	30.1
	50-59	1,042	35.5
	60 or older	256	8.7
	Total	2,932	100
81. What is your pay category/grade?	Federal Wage System	9	0.3
	GS 1-6	162	5.5
	GS 7-12	1,860	63.4
	GS 13-15	860	29.3
	SES	34	1.2
	Senior Leader (SL) or Scientific or Professional (ST)	1	0.0
	Other	6	0.2
	Total	2,932	100
82. How long have you been with the Federal Government (excluding military service)?	Less than 1 year	31	1.1
	1 to 3 years	473	16.1
	4 to 5 years	198	6.8
	6 to 10 years	410	14.0
	11 to 14 years	164	5.6
	15 to 20 years	412	14.1
	More than 20 years	1,244	42.4
	Total	2,932	100
83. How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)?	Less than 1 year	62	2.1
	1 to 3 years	1,026	35.0
	4 to 5 years	464	15.8
	6 to 10 years	420	14.3
	11 to 20 years	395	13.5
	More than 20 years	565	19.3
	Total	2,932	100
84. Are you considering leaving your organization within the next year, and if so, why?	No	2,047	69.8
	Yes, to retire	152	5.2
	Yes, to take another job within the Federal Government	606	20.7
	Yes, to take another job outside the Federal Government	41	1.4
	Yes, other	86	2.9
	Total	2,932	100
85. I am planning to retire:	Within one year	91	3.1
	Between one and three years	324	11.1
	Between three and five years	326	11.1
	Five or more years	2,191	74.7
	Total	2,932	100

Back to Top