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November 3, 2008    DOL Home > OASAM   

2007 Annual Employee Survey Results

Background

An annual employee survey was conducted by the Office of Personnel Management as part of the Federal Human Capital Survey (FHCS) starting in 2002 and administered every other year since.  The National Defense Authorization Act for Fiscal Year 2004 required Federal agencies to conduct the annual employee survey beginning in 2007 and every other year that the FHCS is not administered.  The Department of Labor’s Annual Employee Survey was conducted nationally in the fall of 2007.  A random sample selected from the Department’s 15, 518 employees resulted in 1,981 employees receiving the survey.  Of those 1,981 surveyed, 1,345 employees responded.  You may have participated in the survey, and we thank you for your response. 

1. Interpretation of Results:

Overall, the responses to the 2007 Annual Employee Survey were mostly positive (favorable), with 35 out of the 40 responses scoring 50% or better. Twenty (20) questions out of 40 received favorable scores of 60% or higher.  The Annual Employee Survey (AES) results were compared to the results from the 2006 Federal Human Capital Survey (FHCS).  The Department defines significant an increase or decrease of more than 5%.

In the area of Recruitment, Development and Retention, the agency saw an increase in favorable responses with 8 out of 10 responses showing an increase from the 2006 FHCS. 
The most notable increase was to question #8:  My work unit is able to recruit people with the right skills.  53.6% responded favorably compared to 45% in the FHCS, representing an increase of 8.6%

For the questions addressing Performance Culture, 6 out of 10 questions reflected an increase in satisfaction or remained steady.  The largest increase in favorable responses was question #15, “Promotions in my work unit are based on merit”, increasing from 41% in the FHCS to 52% in the AES, an increase of 11%.

Out of the responses in which the Department showed a decrease from the FHCS, 64% of those were a decrease of 5% or less. 

The largest number of decreases in favorable responses was in the Job Satisfaction area.  In that area, 7 out of 8 questions showed a decrease in favorable responses from the FHCS, with question #36, “How satisfied are you with the recognition you receive for doing a good job”, receiving the largest decrease from 52% to 33%.

2. How the survey was conducted: The survey was conducted online from September 4, 2007, until November 2, 2007.

3. Description of sample: A total of 1,981 employees were selected for survey participation. 

4. Survey items and response choices: See the tables on following pages.

5. Number of employees surveyed, number responded, and representativeness of respondents:  Of the sample of 1,981 employees, 1,345 responded for an overall response rate of 67.9%.  The respondents are representative of the agency subcomponent populations.

DEMOGRAPHICS

Supervisory Status

Population (%)

Respondents (%)

Non-supervisor

85.3%

77.2%

Team Leader

--

8.1%

Supervisor

14.6%

8.5%

Manager

--

4.9%

Executive

--

1.2%

 

Gender

Population (%)

Respondents (%)

Male

50.9%

51.2%

Female

49.1%

48.8%

 

Are you:  Hispanic or Latino

Population (%)

Respondents (%)

Yes

6.9%

8.0%

No

93.1%

92.0%

 

Racial Category

Population (%)

Respondents (%)

White

64.2%

64.5%

Black or African American

23.7%

17.8%

Native Hawaiian or other Pacific Islander

0.0%

0.5%

Asian

4.6%

3.7%

American Indian or Alaskan Native

0.6%

1.7%

Two or more races (not Hispanic or Latino)

0.0%

1.6%

 

Sub-Agency

Population (%)

Respondents (%)

Bureau of Labor Statistics

15.1%

14.5%

Employee Benefits Security Administration

5.7%

4.7%

Employment Standards Administration

25.9%

26.7%

Employment and Training Administration

6.4%

7.4%

Mine Safety and Health Administration

14.7%

16.1%

Occupational Safety and Health Administration

14.1%

14.7%

Office of the Assistant Secretary for Administration and Management

4.8%

4.5%

Other DOL

13.3%

11.2%

Unspecified

--

0.2%

SURVEY RESULTS – CONTENT QUESTIONS

PERSONAL WORK EXPERIENCES

1.       The people I work with cooperate to get the job done.


Response

Frequencies

Percentage

Strongly Agree

323

24.1%

Agree

639

47.5%

Neither Agree nor Disagree

231

17.2%

Disagree

112

8.3%

Strongly Disagree

38

2.8%

Missing/Invalid

2

--

TOTAL:

1,345

--

2.       I am given a real opportunity to improve my skills in my organization.


Response

Frequencies

Percentage

Strongly Agree

148

11.5%

Agree

461

35.8%

Neither Agree nor Disagree

347

27.0%

Disagree

221

17.2%

Strongly Disagree

110

8.6%

Missing/Invalid

58

--

TOTAL:

1,345

--

3.       My work gives me a feeling of personal accomplishment.


Response

Frequencies

Percentage

Strongly Agree

415

30.9%

Agree

578

43.0%

Neither Agree nor Disagree

185

13.7%

Disagree

114

8.4%

Strongly Disagree

53

3.9%

Missing/Invalid

0

--

TOTAL:

1,345

--


4.       I like the kind of work I do.


Response

Frequencies

Percentage

Strongly Agree

539

40.1%

Agree

577

42.9%

Neither Agree nor Disagree

139

10.3%

Disagree

64

4.7%

Strongly Disagree

25

1.9%

Missing/Invalid

0

--

TOTAL:

1,345

--

5.       I have trust and confidence in my supervisor


Response

Frequencies

Percentage

Strongly Agree

394

29.6%

Agree

405

30.5%

Neither Agree nor Disagree

276

20.8%

Disagree

129

9.7%

Strongly Disagree

125

9.4%

Missing/Invalid

17

--

TOTAL:

1,345

--

6.       Overall, how good a job do you feel is being done by your immediate supervisor/team leader?


Response

Frequencies

Percentage

Very Good

470

35.0%

Good

435

32.4%

Fair

229

17.1%

Poor

127

9.5%

Very Poor

80

6.0%

Missing/Invalid

5

--

TOTAL:

1,345

--

 

RECRUITMENT, DEVELOPMENT, AND RETENTION

7.       The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.


Response

Frequencies

Percentage

Strongly Agree

278

20.7%

Agree

736

54.7%

Neither Agree nor Disagree

209

15.6%

Disagree

111

8.3%

Strongly Disagree

10

0.8%

Missing/Invalid

0

--

TOTAL:

1,345

--

8.       My work unit is able to recruit people with the right skills.


Response

Frequencies

Percentage

Strongly Agree

178

13.2%

Agree

543

40.4%

Neither Agree nor Disagree

366

27.2%

Disagree

220

16.4%

Strongly Disagree

37

2.8%

Missing/Invalid

1

--

TOTAL:

1,345

--

9.       I know how my work relates to the agency’s goals and priorities.


Response

Frequencies

Percentage

Strongly Agree

450

33.5%

Agree

698

52.0%

Neither Agree nor Disagree

125

9.4%

Disagree

53

3.9%

Strongly Disagree

16

1.2%

Missing/Invalid

4

--

TOTAL:

1,345

--

10.     The work I do is important.


Response

Frequencies

Percentage

Strongly Agree

642

47.8%

Agree

531

39.5%

Neither Agree nor Disagree

121

9.0%

Disagree

33

2.5%

Strongly Disagree

16

1.2%

Missing/Invalid

2

--

TOTAL:

1,345

--

11.     Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.


Response

Frequencies

Percentage

Strongly Agree

295

23.7%

Agree

658

52.9%

Neither Agree nor Disagree

139

11.2%

Disagree

104

8.4%

Strongly Disagree

48

3.9%

Missing/Invalid

102

--

TOTAL:

1,345

--

12.     Supervisors/team leaders in my work unit support employee development.


Response

Frequencies

Percentage

Strongly Agree

182

14.1%

Agree

556

43.2%

Neither Agree nor Disagree

304

23.6%

Disagree

160

12.4%

Strongly Disagree

85

6.6%

Missing/Invalid

58

--

TOTAL:

1,345

--

13.     My talents are used well in the workplace.


Response

Frequencies

Percentage

Strongly Agree

273

20.3%

Agree

580

43.2%

Neither Agree nor Disagree

206

15.3%

Disagree

180

13.4%

Strongly Disagree

105

7.8%

Missing/Invalid

0

--

TOTAL:

1,345

--

14.     My training needs are assessed.


Response

Frequencies

Percentage

Strongly Agree

96

7.4%

Agree

387

30.1%

Neither Agree nor Disagree

404

31.4%

Disagree

268

20.8%

Strongly Disagree

131

10.2%

Missing/Invalid

59

--

TOTAL:

1,345

--


PERFORMANCE CULTURE

15.     Promotions in my work unit are based on merit.


Response

Frequencies

Percentage

Strongly Agree

163

12.6%

Agree

510

39.3%

Neither Agree nor Disagree

307

23.7%

Disagree

210

16.2%

Strongly Disagree

106

8.2%

Missing/Invalid

49

--

TOTAL:

1,345

--

16.     In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.


Response

Frequencies

Percentage

Strongly Agree

98

7.5%

Agree

323

24.9%

Neither Agree nor Disagree

499

38.4%

Disagree

221

17.0%

Strongly Disagree

157

12.1%

Missing/Invalid

47

--

TOTAL:

1,345

--

17.     Creativity and innovation are rewarded.


Response

Frequencies

Percentage

Strongly Agree

116

8.9%

Agree

370

28.5%

Neither Agree nor Disagree

406

31.3%

Disagree

270

20.8%

Strongly Disagree

135

10.4%

Missing/Invalid

49

--

TOTAL:

1,345

--


18.     In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (e.g., Fully Successful, Outstanding).


Response

Frequencies

Percentage

Strongly Agree

238

18.3%

Agree

561

43.2%

Neither Agree nor Disagree

242

18.7%

Disagree

173

13.3%

Strongly Disagree

85

6.5%

Missing/Invalid

47

--

TOTAL:

1,345

--

19.     In my work unit, differences in performance are recognized in a meaningful way.


Response

Frequencies

Percentage

Strongly Agree

102

7.9%

Agree

333

25.8%

Neither Agree nor Disagree

508

39.3%

Disagree

222

17.2%

Strongly Disagree

128

9.9%

Missing/Invalid

51

--

TOTAL:

1,345

--

20.     Pay raises depend on how well employees perform their jobs.


Response

Frequencies

Percentage

Strongly Agree

75

5.8%

Agree

288

22.2%

Neither Agree nor Disagree

429

33.0%

Disagree

298

22.9%

Strongly Disagree

209

16.1%

Missing/Invalid

47

--

TOTAL:

1,345

--

21.     My performance appraisal is a fair reflection of my performance.


Response

Frequencies

Percentage

Strongly Agree

205

15.8%

Agree

538

41.4%

Neither Agree nor Disagree

276

21.3%

Disagree

169

13.0%

Strongly Disagree

110

8.4%

Missing/Invalid

47

--

TOTAL:

1,345

--


22.     Discussions with my supervisor/team leader about my performance are worthwhile.


Response

Frequencies

Percentage

Strongly Agree

316

23.8%

Agree

474

35.7%

Neither Agree nor Disagree

327

24.6%

Disagree

107

8.1%

Strongly Disagree

103

7.8%

Missing/Invalid

17

--

TOTAL:

1,345

--

23.     Managers/supervisors/team leaders work well with employees of different backgrounds.


Response

Frequencies

Percentage

Strongly Agree

179

13.9%

Agree

521

40.3%

Neither Agree nor Disagree

347

26.9%

Disagree

148

11.4%

Strongly Disagree

97

7.5%

Missing/Invalid

53

--

TOTAL:

1,345

--

24.     My supervisor supports my need to balance work and family issues.


Response

Frequencies

Percentage

Strongly Agree

477

35.9%

Agree

519

39.1%

Neither Agree nor Disagree

206

15.5%

Disagree

52

3.9%

Strongly Disagree

75

5.6%

Missing/Invalid

17

--

TOTAL:

1,345

--

 

LEADERSHIP

25.     I have a high level of respect for my organization’s senior leaders.


Response

Frequencies

Percentage

Strongly Agree

148

11.5%

Agree

418

32.4%

Neither Agree nor Disagree

396

30.6%

Disagree

188

14.6%

Strongly Disagree

142

11.0%

Missing/Invalid

53

--

TOTAL:

1,345

--

26.     In my organization, leaders generate high levels of motivation and commitment in the workforce.


Response

Frequencies

Percentage

Strongly Agree

86

6.7%

Agree

341

26.4%

Neither Agree nor Disagree

458

35.5%

Disagree

249

19.3%

Strongly Disagree

157

12.2%

Missing/Invalid

53

--

TOTAL:

1,345

--

27.     Managers review and evaluate the organization’s progress toward meeting its goals and objectives.


Response

Frequencies

Percentage

Strongly Agree

147

11.4%

Agree

648

50.1%

Neither Agree nor Disagree

372

28.8%

Disagree

77

6.0%

Strongly Disagree

48

3.7%

Missing/Invalid

54

--

TOTAL:

1,345

--

28.     Employees are protected from health and safety hazards on the job.


Response

Frequencies

Percentage

Strongly Agree

302

24.3%

Agree

672

54.1%

Neither Agree nor Disagree

171

13.8%

Disagree

73

5.9%

Strongly Disagree

25

2.0%

Missing/Invalid

102

--

TOTAL:

1,345

--

29.     Employees have a feeling of personal empowerment with respect to work processes.


Response

Frequencies

Percentage

Strongly Agree

123

9.2%

Agree

479

35.8%

Neither Agree nor Disagree

351

26.2%

Disagree

277

20.7%

Strongly Disagree

109

8.1%

Missing/Invalid

6

--

TOTAL:

1,345

--

30.     My workload is reasonable.


Response

Frequencies

Percentage

Strongly Agree

199

14.8%

Agree

653

48.6%

Neither Agree nor Disagree

199

14.8%

Disagree

205

15.2%

Strongly Disagree

88

6.6%

Missing/Invalid

1

--

TOTAL:

1,345

--

31.     Managers communicate the goals and priorities of the organization.


Response

Frequencies

Percentage

Strongly Agree

156

12.1%

Agree

657

50.9%

Neither Agree nor Disagree

295

22.8%

Disagree

114

8.8%

Strongly Disagree

70

5.4%

Missing/Invalid

53

--

TOTAL:

1,345

--

32.     My organization has prepared employees for potential security threats.


Response

Frequencies

Percentage

Strongly Agree

267

21.5%

Agree

654

52.7%

Neither Agree nor Disagree

207

16.7%

Disagree

76

6.1%

Strongly Disagree

37

3.0%

Missing/Invalid

104

--

TOTAL:

1,345

--

JOB SATISFACTION

33.     How satisfied are you with the information you receive from management on what’s going on in your organization?


Response

Frequencies

Percentage

Very Satisfied

83

6.5%

Satisfied

448

34.8%

Neither Satisfied nor Dissatisfied

364

28.2%

Dissatisfied

282

21.9%

Very Dissatisfied

112

8.7%

Missing/Invalid

56

--

TOTAL:

1,345

--

34.     How satisfied are you with your involvement in decisions that affect your work?


Response

Frequencies

Percentage

Very Satisfied

168

12.5%

Satisfied

476

35.6%

Neither Satisfied nor Dissatisfied

320

24.0%

Dissatisfied

241

18.1%

Very Dissatisfied

130

9.8%

Missing/Invalid

10

--

TOTAL:

1,345

--

35.     How satisfied are you with your opportunity to get a better job in your organization?


Response

Frequencies

Percentage

Very Satisfied

101

7.8%

Satisfied

313

24.2%

Neither Satisfied nor Dissatisfied

394

30.4%

Dissatisfied

280

21.7%

Very Dissatisfied

204

15.8%

Missing/Invalid

52

--

TOTAL:

1,345

--


36.     How satisfied are you with the recognition you receive for doing a good job?


Response

Frequencies

Percentage

Very Satisfied

88

6.8%

Satisfied

343

26.5%

Neither Satisfied nor Dissatisfied

439

34.0%

Dissatisfied

205

15.8%

Very Dissatisfied

218

16.9%

Missing/Invalid

52

--

TOTAL:

1,345

--

37.     How satisfied are you with the policies and practices of your senior managers?


Response

Frequencies

Percentage

Very Satisfied

90

7.0%

Satisfied

417

32.3%

Neither Satisfied nor Dissatisfied

414

32.1%

Dissatisfied

234

18.2%

Very Dissatisfied

135

10.4%

Missing/Invalid

56

--

TOTAL:

1,345

--

38.     How satisfied are you with the training you receive for your present job?


Response

Frequencies

Percentage

Very Satisfied

148

11.6%

Satisfied

434

33.9%

Neither Satisfied nor Dissatisfied

404

31.5%

Dissatisfied

209

16.3%

Very Dissatisfied

87

6.8%

Missing/Invalid

63

--

TOTAL:

1,345

--

39.     Considering everything, how satisfied are you with your job?


Response

Frequencies

Percentage

Very Satisfied

326

24.4%

Satisfied

624

46.7%

Neither Satisfied nor Dissatisfied

185

13.8%

Dissatisfied

145

10.9%

Very Dissatisfied

57

4.2%

Missing/Invalid

8

--

TOTAL:

1,345

--


40.     Considering everything, how satisfied are you with your pay?


Response

Frequencies

Percentage

Very Satisfied

184

14.2%

Satisfied

637

49.2%

Neither Satisfied nor Dissatisfied

242

18.7%

Dissatisfied

175

13.5%

Very Dissatisfied

57

4.4%

Missing/Invalid

50

--

TOTAL:

1,345

--

 

PERFORMANCE ASSESSMENT ACCOUNTABILITY TOOL QUESTIONS

1.       I am held accountable for achieving results in the sense that if I achieve the expected work results, I experience positive consequences.


Response

Frequencies

Percentage

Strongly Agree

219

16.8%

Agree

666

51.3%

Neither Agree nor Disagree

236

18.2%

Disagree

121

9.3%

Strongly Disagree

57

4.4%

Missing/Invalid

47

--

TOTAL:

1,345

--

2.       I am held accountable for achieving results in the sense that if I do NOT achieve the expected work results, I experience negative consequences.


Response

Frequencies

Percentage

Strongly Agree

193

14.9%

Agree

639

49.2%

Neither Agree nor Disagree

330

25.4%

Disagree

112

8.6%

Strongly Disagree

24

1.8%

Missing/Invalid

47

--

TOTAL:

1,345

--


3.       I am rewarded for providing high quality products and services to my customers (internal and/or external).


Response

Frequencies

Percentage

Strongly Agree

169

13.0%

Agree

482

37.2%

Neither Agree nor Disagree

327

25.2%

Disagree

193

14.8%

Strongly Disagree

127

9.8%

Missing/Invalid

47

--

TOTAL:

1,345

--

4.       Recognition and rewards are based on performance in my work unit.


Response

Frequencies

Percentage

Strongly Agree

166

12.8%

Agree

496

38.3%

Neither Agree nor Disagree

363

28.0%

Disagree

153

11.8%

Strongly Disagree

119

9.2%

Missing/Invalid

48

--

TOTAL:

1,345

--

5.       How often do you typically receive formal or informal feedback from your supervisor?


Response

Frequencies

Percentage

Weekly or more often

444

33.5%

Every two weeks

123

9.3%

Monthly

211

16.0%

Quarterly

144

10.9%

Twice per year

285

21.5%

Annually

51

3.9%

Less than once per year

67

5.1%

Missing/Invalid

19

--

TOTAL:

1,345

--

6.       How helpful is your supervisor’s feedback in helping you improve or enhance your performance?


Response

Frequencies

Percentage

Very Helpful

447

33.7%

Somewhat Helpful

571

43.1%

Not Helpful

265

20.0%

Harmful

42

3.2%

Missing/Invalid

19

--

TOTAL:

1,345

--

 





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