Click here to skip navigation
An official website of the United States Government.
Skip Navigation

In This Section

Our Director Director's Blog

 A word balloon that says 'we're listening' and the announcment of the 2014 Government-wide Federal Employee Viewpoint Survey results.

Today we released the 2014 Federal Employee Viewpoint Survey Government-wide results. The results illustrate a snapshot in time of employee opinions on topics ranging from work environments to job satisfaction. It is one of the most valuable tools that OPM provides to agencies because it helps leaders understand how employees feel about their jobs, their ability to advance, their training opportunities and their sense of empowerment in the workplace.

The survey allows employees to comfortably share their opinions and it makes it possible for agency leadership to make changes based on real data about their employees’ honest and crucial feedback. We’ve seen government-wide how powerful the changes that come from analyzing FEVS results can be. For example, agency leaders can understand telework patterns or gauge the level of supervisors’ commitment to a workforce representative of all segments of society.

Earlier this year, OPM also gave the agencies an interactive dashboard that helps them more easily drill down into their FEVS results. We are working with the Chief Human Capital Officers Council and the National Council on Federal Labor-Management Relations to identify and share best practices from agencies that have achieved long-lasting change.

With this year’s survey, we are highlighting the work of three agencies that have improved their rankings in recent years by making good use of their analyses of the FEVS results: OPM, the Department of Transportation and the Securities and Exchange Commission.

OPM ranked fifth out of 37 agencies on the survey’s Global Satisfaction Index, an indicator of employees’ overall job satisfaction, and sixth on the Employee Engagement Index. We believe the most important element that has contributed to our results is a committed leadership that has made employee engagement a priority. Once the departments at OPM receive their data, managers develop targeted action plans to address their challenges. They may set out to improve information-sharing between work units through newsletters and the agency intranet, for example, or they open the lines of communication through informal “coffee chats.” We’ve discovered just how crucial it is to communicate, share information and create ways for employee to engage. These strategies are working, though we know there are still many ways to improve and we will continue to do so.

The Department of Transportation makes employee engagement a high priority. DOT managers know that better employee engagement means people work harder and smarter. Engagement leads to a connection to their organization and its mission. And the agency has had quite a journey of improvement. In 2008, faced with relatively low scores, DOT managers undertook several efforts, including regularly holding town halls and visiting field offices frequently. They also implemented employee ideas for improving the agency that they received through their online suggestion tool, IdeaHub. Agency leaders wanted employees to know that they valued their feedback. As they’ve implemented these changes, they have made considerable progress. But they are committed to continuing to grow engagement even more.

The Securities and Exchange Commission also made employee engagement a top priority. Managers listened to the issues that mattered most to employees, including better communication, more training and sufficient resources to do their jobs. Internal communication was key, which led to an initiative called “All Invested,” which brought management and staff together to open lines of communication. Agency leaders say they did more to support creativity and innovation, work-life balance, and a diverse workforce.

These stories are great examples of what the FEVS can do to help us make the workforce stronger for the American people. But the results show us that there’s more work to do. Over the last few years, Federal employees have endured furloughs, sequestration, a pay freeze, and a government shutdown. Agencies will be able to use the data from the FEVS results to identify areas to promote job training opportunities, avenues for employees to advance up the career ladder, and ways to ensure overall satisfaction in the workplace. With this year’s results, we will continue to do the best work we can to continue to engage and honor the Federal workforce across the world.


    0 thumbs up Share
Control Panel

Unexpected Error

There was an unexpected error when performing your action.

Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.

Working...