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 |
-- |
|