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).