2009 Employee Survey Results
U.S. Office of Personnel Management (OPM)
1. Interpretation of Results
OPM uses periodic surveys to gather information about employees'
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
2009 Annual Employee Survey (AES) results have been reviewed and
analyzed to gauge OPM employee perceptions on how well the Agency
is meeting the goals of strengthening, developing, and rewarding
its employees.
The 2009 AES results reflected a mix of increases and decreases
in positive response rates when compared to the 2008 Federal Human
Capital Survey (FHCS), with results for many items similar to the
previous survey. One category that showed noteworthy improvement in
positive responses was Personal Work Experience. The positive
response rate for all the questions in this category improved from
the 2008 FHCS, with the greatest increase of 11.5 % for the
question "My work gives me a feeling of personal accomplishment";
and an 8% increase in positive responses for the question "I
recommend my organization as a good place to work."
In the category of Leadership, the positive response rate for
most items remained largely consistent with last year's results;
however, a decrease in positive responses was noted for questions
pertaining to communication of goals and priorities and review and
evaluation of the organization's progress against goals and
objectives. These decreases in satisfaction may be attributable to
the uncertainties of a proposed reorganization that was rolled-out
during the administration of the survey, and pending finalization
of a new Agency strategic plan.
There was a notable decrease of 6.8% in positive responses
between the 2009 AES and the 2008 FHCS concerning physical working
conditions. The Agency is aggressively working to improve
facilities and workspace conditions and has established a working
group to identify targeted areas for improvement. Employee input
was solicited to help prioritize improvements. The attention that
has been placed on this area has likely heightened awareness and
expectations for physical conditions among employees, which could
explain the decrease in the positive response rate.
Other items of particular note are a 7.9% increase in positive
responses for the question "Considering everything, how satisfied
are you with your job?"; an 8% increase in positive responses for
the item "I recommend my organization as a good place to work"; and
an 11.5% increase in positive responses for the item "Employees
have electronic access to learning and training programs readily
available at their desk". Items reflecting noteworthy decreases in
satisfaction include "The people I work with cooperate to get the
job done" (6.8% decrease in positive responses), "I am given a real
opportunity to improve my skills in my organization" (7% decrease
in positive responses), and "Supervisors/team leaders provide
employees with constructive suggestions to improve their job
performance" (10% decrease in positive responses).
The overall results reflect the positive steps taken to ensure
OPM's performance management system is effective and that employees
understand how their work relates to the Agency's goals and
objectives and the role they play in carrying out the Agency
mission. Emphasis has also been placed on improving communications
and information sharing within the Agency. Supervisors' support of
employee work/life balance is also reflected by continued high
levels of satisfaction among employees.
We plan to continue the focus on developing our managers and
supervisors to ensure they have the capacity to carry out their
human resources management responsibilities through training,
quarterly supervisory forums, and new supervisor orientation. The
Agency will also continue to focus on enhancing the Agency's
work/life and wellness programs by improving internal programs and
flexibilities and partnering with "shared campus" agencies to share
resources and offer a broader variety of programs and services to
employees. We plan to review internal policies regarding hours of
duty and pursue expanded telework capabilities. Another area of
emphasis for the Agency will be to develop new and creative
approaches to our employee recognition system that will promote an
environment that rewards employees for providing high quality
products and services to customers and clearly links awards to how
well employees perform their jobs.
2. How the survey was conducted
The survey was conducted online from September 19 to October 9,
2009
3. Description of sample
Randomly selected 50% sample of full-time permanent
employees
4. Survey items and response choices
See below
5. Number of employees surveyed, number responded and
representatives of respondents
See below
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OFFICE OF PERSONNEL MANAGEMENT
2009 ANNUAL EMPLOYEE SURVEY RESULTS
(Survey Administration Period 9/21/08 to 10/09/08)
Sample or Population: Sample
Number in Sample: 2,138
Surveys Completed: 1,243
Response Rate: 70.7%
Results for Questions 1 - 5
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*1. My work gives me a feeling of
personal accomplishment. |
N |
415 |
627 |
112 |
69 |
19 |
NA |
|
1,242 |
% |
31.2 |
52.5 |
9.4 |
5.4 |
1.5 |
NA |
83.7 |
100 |
*2. I like the kind of work I do. |
N |
505 |
577 |
99 |
47 |
12 |
NA |
|
1,240 |
% |
40.2 |
47.0 |
7.9 |
4.1 |
0.8 |
NA |
87.2 |
100 |
3. I recommend my organization as a
good place to work. |
N |
310 |
534 |
215 |
118 |
60 |
NA |
|
1,237 |
% |
25.2 |
44.0 |
16.5 |
9.5 |
4.8 |
NA |
69.2 |
100 |
*4. I know how my work relates to the
agency's goals and priorities. |
N |
485 |
633 |
78 |
27 |
10 |
8 |
|
1,241 |
% |
37.5 |
52.8 |
6.2 |
2.0 |
0.8 |
0.6 |
90.3 |
100 |
*5. The work I do is important. |
N |
730 |
430 |
50 |
21 |
5 |
4 |
|
1,240 |
% |
60.0 |
34.0 |
3.7 |
1.5 |
0.3 |
0.4 |
94.0 |
100 |
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Results for Question 6
Question |
Very Good |
Good |
Fair |
Poor |
Very Poor |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*6. Considering everything, how
satisfied are you with your job? |
N |
329 |
611 |
146 |
108 |
46 |
NA |
|
1,240 |
% |
25.6 |
49.8 |
11.9 |
9.2 |
3.6 |
NA |
75.4 |
100 |
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Results for Questions 7 - 10
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*7. The people I work with cooperate to
get the job done. |
N |
379 |
627 |
132 |
73 |
29 |
NA |
|
1,240 |
% |
27.2 |
52.5 |
11.7 |
6.3 |
2.3 |
NA |
79.8 |
100 |
8. Managers promote communication among
different work units (for example, about projects, goals, needed
resources). |
N |
191 |
518 |
215 |
191 |
115 |
11 |
|
1,241 |
% |
13.2 |
41.8 |
18.7 |
16.1 |
9.1 |
1.1 |
55.0 |
100 |
9. Employees in my work unit share job
knowledge with each other. |
N |
365 |
595 |
132 |
111 |
34 |
4 |
|
1,241 |
% |
28.0 |
49.8 |
10.4 |
9.1 |
2.6 |
0.2 |
77.8 |
100 |
*10. Employees have a feeling of
personal empowerment with respect to work processes. |
N |
123 |
521 |
293 |
192 |
93 |
18 |
|
1,240 |
% |
8.7 |
39.5 |
25.1 |
17.0 |
8.1 |
1.5 |
48.2 |
100 |
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Results for Questions 11 - 12
Question |
Very Good |
Good |
Fair |
Poor |
Very Poor |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*11. How satisfied are you with your
involvement in decisions that affect your work? |
N |
178 |
480 |
284 |
222 |
77 |
NA |
|
1,241 |
% |
12.2 |
36.1 |
24.9 |
20.4 |
6.4 |
NA |
48.3 |
100 |
*12. How satisfied are you with the
recognition you receive for doing a good job? |
N |
197 |
447 |
261 |
224 |
112 |
NA |
|
1,241 |
% |
13.9 |
35.0 |
22.1 |
20.2 |
8.8 |
NA |
48.9 |
100 |
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Results for Questions 13 - 21
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*13. I am given a real opportunity to
improve my skills in my organization. |
N |
179 |
488 |
310 |
188 |
77 |
NA |
|
1,242 |
% |
12.2 |
38.3 |
26.7 |
16.3 |
6.5 |
NA |
50.4 |
100 |
14. I feel encouraged to come up with
new and better ways of doing things. |
N |
220 |
455 |
295 |
186 |
83 |
NA |
|
1,239 |
% |
14.1 |
36.3 |
25.6 |
17.1 |
7.0 |
NA |
50.3 |
100 |
15. My supervisor/team leader provides
employees with the opportunities to demonstrate their leadership
skills. |
N |
246 |
471 |
261 |
140 |
103 |
18 |
|
1,239 |
% |
17.6 |
38.4 |
22.2 |
12.2 |
8.0 |
1.6 |
56.0 |
100 |
*16. My talents are used well in the
workplace. |
N |
215 |
522 |
247 |
145 |
108 |
2 |
|
1,239 |
% |
14.4 |
42.5 |
21.9 |
12.5 |
8.5 |
0.2 |
56.9 |
100 |
*17. Promotions in my work unit are
based on merit. |
N |
145 |
371 |
310 |
151 |
157 |
105 |
|
1,239 |
% |
9.5 |
28.4 |
26.2 |
13.6 |
12.9 |
9.4 |
37.9 |
100 |
*18. Creativity and innovation are
rewarded. |
N |
122 |
345 |
388 |
197 |
122 |
64 |
|
1,238 |
% |
7.3 |
26.2 |
33.0 |
17.2 |
10.3 |
6.0 |
33.5 |
100 |
*19. Supervisors/team leaders in my
work unit support employee development. |
N |
252 |
538 |
236 |
116 |
76 |
20 |
|
1,238 |
% |
18.1 |
43.3 |
21.1 |
10.0 |
5.8 |
1.7 |
61.4 |
100 |
20. Employees have electronic access to
learning and training programs readily available at their
desk. |
N |
220 |
595 |
205 |
117 |
42 |
59 |
|
1,238 |
% |
15.7 |
49.4 |
17.1 |
9.7 |
3.3 |
4.8 |
65.1 |
100 |
*21. My training needs are
assessed. |
N |
110 |
478 |
324 |
215 |
91 |
19 |
|
1,237 |
% |
7.8 |
37.5 |
28.7 |
16.9 |
7.2 |
1.9 |
45.3 |
100 |
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Results for Questions 22 - 23
Question |
Very Satisfied |
Satisfied |
Neither Satisfied nor Dissatisfied |
Dissatisfied |
Strongly Dissatisfied |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*22. How satisfied are you with your
opportunity to get a better job in your organization? |
N |
100 |
301 |
413 |
253 |
166 |
NA |
|
1,233 |
% |
7.0 |
24.8 |
34.0 |
20.5 |
13.7 |
NA |
31.8 |
100 |
*23.How satisfied are you with the
training you receive for your present job? |
N |
162 |
506 |
315 |
179 |
79 |
NA |
|
1,241 |
% |
11.4 |
40.6 |
26.0 |
15.4 |
6.7 |
NA |
51.9 |
100 |
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Results for Question 24
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*24. I have trust and confidence in my
supervisor. |
N |
390 |
428 |
208 |
111 |
102 |
NA |
|
1,239 |
% |
30.1 |
34.5 |
18.0 |
9.7 |
7.7 |
NA |
64.6 |
100 |
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Results for Questions 25
Question |
Very Good |
Good |
Fair |
Poor |
Very Poor |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*25. Overall, how good a job do you
feel is being done by your immediate supervisor/team leader? |
N |
469 |
363 |
267 |
72 |
65 |
NA |
|
1,236 |
% |
36.1 |
30.3 |
22.6 |
6.2 |
4.8 |
NA |
66.4 |
100 |
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Results for Questions 26 - 30
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*26. I have a high level of respect for
my organization's senior leaders. |
N |
235 |
458 |
278 |
145 |
104 |
19 |
|
1,239 |
% |
16.3 |
37.2 |
23.3 |
12.5 |
9.1 |
1.6 |
53.5 |
100 |
*27. In my organization, leaders
generate high levels of motivation and commitment in the
workforce. |
N |
149 |
384 |
329 |
226 |
129 |
23 |
|
1,240 |
% |
9.8 |
30.5 |
28.0 |
18.9 |
11.1 |
1.7 |
40.3 |
100 |
28. My organization's leaders maintain
high standards of honesty and integrity. |
N |
250 |
444 |
264 |
104 |
96 |
79 |
|
1,237 |
% |
18.2 |
36.2 |
21.6 |
9.3 |
7.6 |
7.1 |
54.4 |
100 |
*29. Managers communicate the goals and
priorities of the organization. |
N |
226 |
622 |
217 |
108 |
53 |
11 |
|
1,237 |
% |
16.6 |
51.6 |
18.5 |
8.4 |
3.9 |
1.0 |
68.1 |
100 |
*30. Managers review and evaluate the
organization's progress toward meeting its goals and
objectives. |
N |
230 |
575 |
267 |
61 |
41 |
63 |
|
1,237 |
% |
16.8 |
48.1 |
22.6 |
4.6 |
2.8 |
5.1 |
64.9 |
100 |
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Results for Questions 31 - 33
Question |
Very Satisfied |
Satisfied |
Neither Satisfied nor Dissatisfied |
Dissatisfied |
Strongly Dissatisfied |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*31. How satisfied are you with the
information you receive from management on what's going on in your
organization? |
N |
160 |
509 |
301 |
197 |
72 |
NA |
|
1,239 |
% |
11.1 |
41.2 |
26.0 |
16.4 |
5.3 |
NA |
52.3 |
100 |
*32. How satisfied are you with the
policies and practices of your senior leaders? |
N |
131 |
442 |
394 |
189 |
83 |
NA |
|
1,239 |
% |
8.9 |
35.2 |
33.3 |
15.5 |
7.1 |
NA |
44.1 |
100 |
33. Considering everything, how
satisfied are you with your organization? |
N |
201 |
579 |
247 |
158 |
56 |
NA |
|
1,241 |
% |
14.5 |
48.2 |
19.9 |
13.0 |
4.5 |
NA |
62.6 |
100 |
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Results for Question 34
Question |
Very Good |
Good |
Fair |
Poor |
Very Poor |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
34. How would you rate the overall
quality of work done by your work group? |
N |
641 |
479 |
103 |
17 |
1 |
NA |
|
1,241 |
% |
49.1 |
40.9 |
8.7 |
1.2 |
0.0 |
NA |
90.0 |
100 |
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Results for Questions 35 - 38
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*35. In my work unit, steps are taken
to deal with a poor performer who cannot or will not improve. |
N |
131 |
342 |
281 |
166 |
126 |
193 |
|
1,239 |
% |
10.3 |
27.5 |
22.3 |
13.6 |
9.9 |
16.3 |
37.9 |
100 |
36. Employees are rewarded for
providing high quality products and services. |
N |
173 |
470 |
254 |
174 |
89 |
76 |
|
1,236 |
% |
11.8 |
38.5 |
20.2 |
15.9 |
7.3 |
6.3 |
50.3 |
100 |
*37. Pay raises depend on how well
employees perform their jobs. |
N |
107 |
342 |
308 |
217 |
116 |
149 |
|
1,239 |
% |
8.3 |
28.8 |
23.9 |
17.8 |
8.9 |
12.3 |
37.1 |
100 |
38. Awards in my work unit depend on
how well employees perform their jobs. |
N |
166 |
407 |
250 |
157 |
109 |
150 |
|
1,239 |
% |
11.8 |
32.8 |
20.2 |
13.1 |
8.9 |
13.2 |
44.6 |
100 |
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Results for Questions 39 - 51
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*39. In my work unit, differences in
performance are recognized in a meaningful way. |
N |
97 |
295 |
345 |
225 |
122 |
148 |
|
1,232 |
% |
6.6 |
22.5 |
28.7 |
19.0 |
10.3 |
12.8 |
29.2 |
100 |
*40. My performance appraisal is a fair
reflection of my performance. |
N |
246 |
551 |
192 |
120 |
70 |
52 |
|
1,231 |
% |
17.3 |
44.9 |
17.0 |
10.8 |
5.9 |
4.2 |
62.2 |
100 |
*41. Discussions with my
supervisor/team leader about my performance are worthwhile. |
N |
239 |
515 |
235 |
136 |
83 |
25 |
|
1,233 |
% |
17.7 |
41.9 |
20.3 |
11.9 |
6.3 |
1.8 |
59.6 |
100 |
42. 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 |
267 |
570 |
174 |
110 |
75 |
44 |
|
1,240 |
% |
19.3 |
48.1 |
14.4 |
9.2 |
5.8 |
3.2 |
67.4 |
100 |
43. I am held accountable for achieving
results. |
N |
378 |
698 |
129 |
17 |
8 |
10 |
|
1,240 |
% |
29.0 |
57.9 |
10.5 |
1.3 |
0.6 |
0.7 |
86.9 |
100 |
44. Supervisors/team leaders provide
employees with constructive suggestions to improve their job
performance. |
N |
198 |
493 |
286 |
148 |
74 |
40 |
|
1,239 |
% |
14.7 |
40.2 |
24.0 |
12.4 |
5.7 |
3.0 |
54.9 |
100 |
45. I have enough information to do my
job well. |
N |
228 |
698 |
181 |
106 |
30 |
0 |
|
1,243 |
% |
16.3 |
57.8 |
15.3 |
8.4 |
2.2 |
0.0 |
74.1 |
100 |
*46. The workforce has the job-relevant
knowledge and skills necessary to accomplish organizational
goals. |
N |
181 |
690 |
198 |
104 |
27 |
41 |
|
1,241 |
% |
13.2 |
57.6 |
15.7 |
8.2 |
2.2 |
3.2 |
70.7 |
100 |
*47. My work unit is able to recruit
people with the right skills. |
N |
121 |
456 |
309 |
148 |
81 |
126 |
|
1,241 |
% |
8.0 |
35.2 |
26.1 |
12.1 |
6.4 |
12.3 |
43.1 |
100 |
48. I have sufficient resources (for
example, people, materials, budget) to get my job done. |
N |
143 |
559 |
177 |
218 |
127 |
14 |
|
1,238 |
% |
11.3 |
48.6 |
14.9 |
15.3 |
8.6 |
1.2 |
60.0 |
100 |
*49. Physical conditions (for example,
noise level, temperature, lighting, cleanliness in the workplace)
allow employees to perform their jobs well. |
N |
224 |
519 |
187 |
192 |
89 |
29 |
|
1,240 |
% |
16.8 |
41.7 |
16.8 |
14.5 |
6.6 |
3.5 |
58.5 |
100 |
*50. Employees are protected from
health and safety hazards on the job. |
N |
224 |
596 |
190 |
112 |
52 |
63 |
|
1,237 |
% |
15.6 |
46.9 |
17.5 |
10.3 |
4.2 |
5.7 |
62.4 |
100 |
*51. My organization has prepared
employees for potential security threats. |
N |
247 |
685 |
193 |
59 |
24 |
32 |
|
1,240 |
% |
16.8 |
54.5 |
17.7 |
5.9 |
2.1 |
3.0 |
71.3 |
100 |
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Results for Questions 52
Question |
Very Satisfied |
Satisfied |
Neither Satisfied nor Dissatisfied |
Dissatisfied |
Strongly Dissatisfied |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
*52.Considering everything, how
satisfied are you with your pay? |
N |
279 |
642 |
171 |
120 |
29 |
0 |
|
1,241 |
% |
22.6 |
52.5 |
12.9 |
9.7 |
2.3 |
0.0 |
75.1 |
100 |
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Results for Questions 53 - 60
Question |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
53. My supervisor/team-leader supports
diversity in the workplace. |
N |
343 |
523 |
180 |
47 |
33 |
113 |
|
1,239 |
% |
24.0 |
42.5 |
16.7 |
3.6 |
2.6 |
10.7 |
66.5 |
100 |
54. Policies and programs promote
diversity in the workplace (for example, recruiting minorities and
women, training in awareness of diversity issues, mentoring). |
N |
259 |
487 |
226 |
69 |
37 |
164 |
|
1,242 |
% |
18.2 |
38.9 |
19.3 |
5.9 |
2.8 |
15.0 |
57.1 |
100 |
*55. Managers/supervisors/team leaders
work well with employees of different backgrounds. |
N |
306 |
543 |
194 |
59 |
40 |
98 |
|
1,240 |
% |
21.8 |
44.0 |
17.1 |
4.3 |
3.1 |
9.7 |
65.8 |
100 |
56.Arbitrary action, personal
favoritism and coercion for partisan political purposes are not
tolerated. |
N |
246 |
411 |
252 |
101 |
93 |
133 |
|
1,236 |
% |
17.1 |
32.8 |
21.3 |
9.5 |
7.7 |
11.7 |
49.8 |
100 |
57. 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 tolerated. |
N |
330 |
469 |
175 |
53 |
51 |
164 |
|
1,242 |
% |
23.2 |
37.7 |
15.2 |
4.5 |
3.9 |
15.5 |
60.9 |
100 |
58. I can disclose a suspected
violation of any law, rule or regulation without fear of
reprisal. |
N |
227 |
420 |
249 |
101 |
85 |
160 |
|
1,242 |
% |
16.2 |
33.2 |
20.5 |
9.4 |
6.7 |
14.0 |
49.4 |
100 |
*59. My supervisor supports my need to
balance work and other life issues. |
N |
445 |
539 |
130 |
70 |
43 |
15 |
|
1,242 |
% |
32.4 |
45.3 |
11.1 |
6.2 |
3.5 |
1.5 |
77.7 |
100 |
*60. My workload is reasonable. |
N |
179 |
645 |
182 |
150 |
84 |
1 |
|
1,241 |
% |
12.4 |
52.9 |
15.8 |
12.6 |
6.2 |
0.0 |
65.3 |
100 |
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Results for Questions 62a - 62f
Question |
Very Satisfied |
Satisfied |
Neither Satisfied nor Dissatisfied |
Dissatisfied |
Strongly Dissatisfied |
Do Not Know/
No Basis to Judge |
Percent Positive |
Total |
62a. How satisfied are you with
telework/ telecommuting? |
N |
303 |
342 |
197 |
100 |
80 |
218 |
|
1,240 |
% |
24.9 |
26.2 |
14.5 |
7.6 |
7.3 |
19.5 |
51.1 |
100 |
62b. How satisfied are you with
alternative work schedules (AWS)? |
N |
492 |
373 |
123 |
34 |
28 |
191 |
|
1,241 |
% |
39.7 |
30.6 |
10.2 |
2.5 |
2.0 |
14.9 |
70.3 |
100 |
62c. How satisfied are you with Health
and Wellness Programs (for example, exercise, medical screening,
quit smoking programs)? |
N |
100 |
277 |
259 |
124 |
70 |
409 |
|
1,239 |
% |
6.7 |
20.2 |
19.5 |
10.4 |
5.9 |
37.2 |
27.0 |
100 |
62d. How satisfied are you with
Employee Assistance Program (EAP)? |
N |
82 |
204 |
238 |
21 |
13 |
681 |
|
1,239 |
% |
5.1 |
16.6 |
19.1 |
1.3 |
1.1 |
56.9 |
21.7 |
100 |
62e. How satisfied are you with child
care programs (for example, daycare, classes, parenting support
groups)? |
N |
31 |
48 |
219 |
31 |
30 |
881 |
|
1,240 |
% |
1.8 |
3.0 |
17.4 |
2.4 |
2.4 |
73.0 |
4.8 |
100 |
62f. How satisfied are you with Elder
care programs (for example, support groups, speakers)? |
N |
36 |
72 |
236 |
27 |
13 |
856 |
|
1,240 |
% |
2.0 |
4.2 |
18.9 |
2.5 |
1.2 |
71.3 |
6.2 |
100 |
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OFFICE OF PERSONNEL MANAGEMENT
2009 ANNUAL EMPLOYEE SURVEY RESULTS
(Survey Administration Period 9/21/08 to
10/09/08)
Question |
Response |
N |
% |
61. Please select the
response below that BEST describes your teleworking situation.
(percentages are weighted) |
I telework… |
|
|
on a regular basis (at least one
entire work day a pay period).
|
445 |
39.8 |
infrequently (less than one entire
work day a pay period).
|
200 |
12.3 |
I do not telework because… |
|
|
I have to be physically present on
the job (e.g., Law Enforcement Officers, Park Rangers).
|
93 |
8.0 |
I choose not to telework.
|
164 |
12.2 |
I am not allowed to, even though I
have the kind of job where I can telework.
|
148 |
11.9 |
there are other issues (e.g.,
technical, security, etc.) that prevent me from teleworking.
|
180 |
15.8 |
Total |
1,230 |
100 |
|
|
|
|
63. Where do you
work? |
Headquarters |
615 |
50.0 |
Field |
616 |
50.0 |
Total |
1,231 |
100 |
|
|
|
|
*64. What is your
supervisory status? |
Non-Supervisor |
939 |
75.8 |
Team Leader |
124 |
10.0 |
Supervisor |
110 |
8.9 |
Manager |
36 |
2.9 |
Executive |
29 |
2.3 |
Total |
1,238 |
100 |
|
|
|
|
*65. Are you: |
Male |
499 |
40.6 |
Female |
731 |
59.4 |
Total |
1,230 |
100 |
|
|
|
|
*66. Are you Hispanic
or Latino? |
Yes |
70 |
5.7 |
No |
1,152 |
94.3 |
Total |
1,222 |
100 |
|
|
|
|
*67. Please select the
racial category or categories with which you most closely identify
(mark as many as apply.) |
American Indian or Alaska
Native |
10 |
0.8 |
Asian |
32 |
2.7 |
Black or African American |
301 |
25.4 |
Native Hawaiian or Other Pacific
Islander |
4 |
0.3 |
White |
795 |
67.1 |
Two or more races |
43 |
3.6 |
Total |
1,185 |
100 |
|
|
|
|
68. What is your age
group? |
25 and under |
32 |
2.6 |
26-29 |
66 |
5.4 |
30-39 |
203 |
16.7 |
40-49 |
346 |
28.4 |
50-59 |
427 |
35.0 |
60 or older |
145 |
11.9 |
Total |
1,219 |
100 |
|
|
|
|
69. What is your pay
category/grade? |
Federal Wage System |
1 |
0.1 |
GS 1-6 |
75 |
6.1 |
GS 7-12 |
639 |
51.8 |
GS 13-15 |
487 |
39.5 |
SEs |
26 |
2.1 |
Senior Leader (SL) or Scientific or
Professional (ST) |
2 |
0.2 |
Other |
4 |
0.3 |
Total |
1,234 |
100 |
|
|
|
|
70. How long have you
been with the Federal Government (excluding military service)? |
Less than 1 year |
15 |
1.2 |
1 to 3 years |
155 |
12.6 |
4 to 5 years |
89 |
7.2 |
6 to 10 years |
194 |
15.8 |
11 to 14 years |
103 |
8.4 |
15 to 20 years |
141 |
11.5 |
More than 20 years |
531 |
43.2 |
Total |
1,228 |
100 |
|
|
|
|
71. How long have you
been with OPM? |
Less than 1 year |
41 |
3.4 |
1 to 3 years |
266 |
21.8 |
4 to 5 years |
312 |
25.5 |
6 to 10 years |
189 |
15.5 |
11 to 20 years |
166 |
13.6 |
More than 20 years |
248 |
20.3 |
Total |
1,222 |
100 |
|
|
|
|
72. Are you considering
leaving your organization within the next year, and if so,
why? |
No |
824 |
67.4 |
Yes, to retire |
79 |
6.5 |
Yes, to take another job within the
Federal Government |
276 |
22.6 |
Yes, to take another job outside
the Federal Government |
9 |
0.7 |
Yes, other |
35 |
2.9 |
Total |
1,223 |
100 |
|
|
|
|
73. I am planning to
retire: |
Within one year |
48 |
4.0 |
Between one and three years |
127 |
10.5 |
Between three and five years |
125 |
10.3 |
Five or more years |
915 |
75.3 |
Total |
1,215 |
100 |
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