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Annual Employee Survey, 2004

NARA vs. Government-Wide Positive Responses*

  NARA
%
Positive		 Gov't
%
Positive		 NARA
+/-
PERSONAL WORK EXPERIENCES, ITEMS 1-11
1 The people I work with cooperate to get the job done 84 85 -1
2 I am given a real opportunity to improve my skills in my organization 60 63 -3
3 I have enough information to do my job well 73 74 -1
4 I feel encouraged to come up with new and better ways of doing things 57 60 -3
5 My job makes good use of my skills and abilities 61 67 -6
6 My work gives me a feeling of personal accomplishment 67 71 -4
7 I like the kind of work I do 77 83 -6
8 I recommend my organization as a good place to work 55 64 -9
9 Overall, how good a job do you feel is being done by your immediate supervisor/team leader? 65 65 --
10 How would you rate the overall quality of work done by your work group? 83 83 --
11 How would you rate your organization as a place to work compared to other organizations? 49 56 -7
RECRUITMENT, DEVELOPMENT, & RETENTION, ITEMS 12-22
12 The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals 70 74 -4
13 My supervisor supports my need to balance work and family issues 79 79 --
14 Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills 53 60 -7
15 My work unit is able to recruit people with the right skills 45 44 +1
16 The skill level in my work unit has improved in the past year 51 51 --
17 I have sufficient resources (for example, people, materials, budget) to get my job done 57 50 +7
18 My workload is reasonable 64 60 +4
19 My talents are used well in the workplace 57 62 -5
20 I know how my work relates to the agency’s goals and priorities 84 83 +1
21 The work I do is important 89 91 -2
22 Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well 63 67 -4
PERFORMANCE CULTURE, ITEMS 23-28
23 Promotions in my work unit are based on merit 34 34 --
24 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve 31 27 +4
25 Products and services in my work unit are improved based on customer/public input 47 46 +1
26 Employees have a feeling of personal empowerment with respect to work processes 34 43 -9
27 High-performing employees in my work unit are recognized or rewarded on a timely basis 50 43 +7
28 Employees are rewarded for providing high-quality products and services to customers 46 42 +4
29 Creativity and innovation are rewarded 31 36 -5
30 Awards in my work unit depend on how well employees perform their jobs 51 42 +9
31 In my work unit, differences in performance are recognized in a meaningful way 30 29 +1
32 In my work unit, personnel decisions are based on merit 31 32 -1
33 My performance appraisal is a fair reflection of my performance 63 67 -3
34 Discussions with my supervisor/team leader about my performance are worthwhile 56 58 -2
35 I am held accountable for achieving results 82 80 +2
36 Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society 51 54 -3
37 Policies and programs promoted diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring) 51 57 -6
38 Managers/supervisors/team leaders work well with employees of different backgrounds 56 64 -8
LEADERSHIP, ITEMS 39-49
39 I have a high level of respect for my organization’s senior leaders 49 50 -1
40 In my organization, leaders generate high levels of motivation and commitment in the workforce 35 37 -2
41 My organization’s leaders maintain high standards of honesty and integrity 44 49 -5
42 Managers communicate the goals and priorities of the organization 62 60 +2
43 Managers review and evaluate the organization’s progress toward meeting its goals and objectives 65 57 +8
44 Employees are protected from health and safety hazards on the job 64 75 -11
45 My organization has prepared employees for potential security threats 62 74 -12
46 Complaints, disputes or grievances are resolved fairly in my work unit 36 39 -3
47 Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated 46 47 -1
48 Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veteran’s preference requirements) are not tolerated 59 60 -1
49 I can disclose a suspected violation of any law, rule or regulation without fear of reprisal 44 48 -4
LEARNING (KNOWLEDGE MANAGEMENT), ITEMS 50-58
50 Supervisors/team leaders provide employees with constructive suggestions to improve their job performance 58 58 --
51 Supervisors/team leaders in my work unit support employee development 65 65 --
52 Employees have electronic access to learning and training programs readily available at their desks 55 71 -16
53 My training needs are assessed 48 51 -3
54 I receive the training I need to perform my job 60 60 --
55 Managers promote communication among different work units (for example, about projects, goals, needed resources) 45 52 -7
56 Employees in my work unit share job knowledge with each other 73 75 -2
57 Employees use information technology (for example, intranet, shared networks) to perform work 79 86 -7
58 Employees use information technology (for example, intranet, shared networks) to gather and share knowledge 73 81 -8
JOB SATISFACTION, ITEMS 59-67
59 How satisfied are you with your involvement in decisions that affect your work? 49 52 -3
60 How satisfied are you with the information you receive from management on what’s going on in your organization? 46 46 --
61 How satisfied are you with the recognition you receive for doing a good job? 50 49 +1
62 How satisfied are you with the policies and practices of your senior leaders? 39 40 -1
63 How satisfied are you with your opportunity to get a better job in you organization? 29 35 -6
64 How satisfied are you with the training you receive for your present job? 51 55 -4
65 Considering everything, how satisfied are you with your job? 63 68 -5
66 Considering everything, how satisfied are you with your pay? 55 62 -7
67 Considering everything, how satisfied are you with your organization? 53 57 -4
SATISFACTION WITH BENEFITS, ITEMS 68-78
68 How satisfied are you with retirement benefits? 61 65 -4
69 How satisfied are you with health insurance benefits? 54 56 -2
70 How satisfied are you with life insurance benefits? 59 62 -3
71 How satisfied are you with long term care insurance benefits? 37 33 +4
72 How satisfied are you with the flexible spending account (FSA) program? 30 30 --
73 How satisfied are you with paid vacation time? 84 88 -4
74 How satisfied are you with paid leave for illness (for example, personal), including family care situations (for example, childbirth/adoption or elder care)? 85 86 -1
75 How satisfied are you with child care subsidies? 13 13 -1
76 How satisfied are you with work/life programs (for example, health and wellness, employee assistance, elder care, and support groups)? 40 35 +5
77 How satisfied are you with telework/telecommuting? 23 25 -2
78 How satisfied are you with alternative work schedules? 65 54 +11

The percentages in this report reflect the "weighted results" of the 2004 Federal Human Capital Survey as calculated and reported by the United States Office of Personnel Management (OPM).

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