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.
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(Survey Administration Period 8/1/08 to 9/26/08)
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 |
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(Survey Administration Period 8/1/08 to 9/26/08)
OFFICE OF PERSONNEL MANAGEMENT
2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS
Question |
Response |
Number |
Percent |
75. Where do you
work? |
Headquarters1,06436.3 |
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 |
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