U.S. Department of Labor 2008 Annual Employee Survey Results

Printer-Friendly Version

Background

The 2008 Annual Employee Survey was conducted by the Office of Personnel Management as part of the Federal Human Capital Survey (FHCS) from August 1 through September 26, 2008. A random sample of 7,099 employees from the Department received the survey. Of those 7,099 surveyed, 4,110 employees responded, resulting in a 57.9% response rate. We thank those who participated in the survey.

1. Interpretation of Results:

The 2008 Annual Employee Survey (AES) results were compared to the results from the 2007 AES. The Department defines as significant an increase or decrease of more than 5%. The survey features five (5) sections, including:

Personal Work Experience Section
DOL showed an increase in positive response in two (2) of the six (6) questions in this section. The most significant increase was for the first question: "The people I work with cooperate to get the job done." 83.5% responded positively, compared to 71.6% from the 2007 survey, reflecting an increase of 11.9%. Responses to the other four (4) questions remained steady.

Recruitment, Development, and Retention Section
The agency's positive ratings remained steady in five (5) out of the eight (8) questions. Three (3) of those questions saw a drop in favorable responses. The most notable decrease was to question #9: "My work unit is able to recruit people with the right skills." 45% responded favorably, compared to 53.6% in the 2007 AES, representing a decrease of 8.6%

Performance Culture Section
Two (2) out of ten (10) questions reflected an increase in satisfaction. Responses to the remaining eight (8) questions remained steady in the positive response rate. The largest increase in favorable responses was to question #24, "Managers/supervisors/team leaders work well with employees of different backgrounds," increasing from 54.2% in the 2007 survey to 63.4% in 2008, an increase of 9.2%.

Leadership Section
Half of the questions in this section showed an increase in favorable responses compared to the 2007 survey. The responses of the other half remained steady. The largest increase was for question #25, "I have a high level of respect for my organization's senior leaders," rising from 43.9% to 50.1%, a 6.2% increase.

Job Satisfaction Section
Three (3) of the questions showed an increase in positive ratings. The other five (5) question response rate in this section remained steady. The most significant increase was for question #35, "How satisfied are you with the recognition you receive for doing a good job?" 52.1% of respondents had a favorable answer compared to the 2007 survey positive response rate of 33.3%, an increase of 18.8%.

2. How the survey was conducted:

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

3. Description of sample:

A total of 7,099 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 7,099 employees, 4,110 responded for an overall response rate of 57.9%. The respondents are representative of the agency subcomponent populations.

Back to Top

Demographics

Back to Top

Survey Results — Content Questions

Personal Work Experiences

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

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

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

4. I like the kind of work I do.

5. I have trust and confidence in my supervisor.

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

Recruitment, Development, and Retention

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

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

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

10. My workload is reasonable.

11. My talents are used well in the workplace.

12. I know how my work relates to the agency's goals and priorities.

13. The work I do is important.

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

Back to Top

Performance Culture

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

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

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

18. Creativity and innovation are rewarded.

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

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

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

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

23. 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).

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

Back to Top

Leadership

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

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

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

28. Managers review and evaluate the organization's progress toward meeting its goals and objectives.

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

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

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

32. My training needs are assessed.

Back to Top

Job Satisfaction

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

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

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

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

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

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

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

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