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Data, Analysis & Documentation Employee Surveys

2010 Employee Survey Results
U.S. Office of Personnel Management (OPM)

1. Interpretation of Results

OPM uses employee survey results as a tool for driving positive change. The Employee Viewpoint Survey (EVS) is designed to measure work environment and human capital practices in Federal agencies. It gauges employee perceptions of leadership and management practices; rewards and recognition; opportunities for professional development and growth; and opportunity to contribute to achieving organizational mission. The 2010 Employee Viewpoint Survey 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 2010 EVS results continued to reflect increases in positive response rates when compared to the 2006 and 2008 Federal Human Capital Survey (FHCS). When compared to 2008 FHCS results, positive response rates increased in 67 percent of the survey questions. In addition, the Agency showed a higher positive response rate than the Governmentwide rate in 67 percent of survey items.

While the Agency is making very good progress overall, we reviewed our 2010 results to identify areas where we scored lower compared to the rest of Government and the areas we feel are most critical to our success. In addition, we incorporated EVS and satisfaction-related questions into recent employee and manager focus groups conducted as part of our annual human capital accountability reviews, and analyzed other survey data related to employee satisfaction (e.g., new hire survey; exit survey) to draw conclusions and begin to inform action plans for improving satisfaction in key areas.

When comparing our 2008 and 2010 HCAAF rankings based on survey responses, the Agency showed significant improvement. Out of 37 agencies, OPM ranked 14th on Leadership and Knowledge Management (same as 2008); 12th on Results-Oriented Performance Culture (up from 15th in 2008); 19th on Talent Management (up from 26th in 2008); and 13th on Job Satisfaction (up from 19th in 2008). In fact, in the area of Job Satisfaction, all seven survey questions showed an increased positive response rate.

Areas showing the highest overall positive responses include: "when needed, I am willing to put in the extra effort to get a job done" (97.4%); "the work I do is important" (93.9%); "I am constantly looking for ways to do my job better" (90.7%); and "I am held accountable for achieving results" (90.2%). Areas showing the lowest overall positive response rates include: "steps are taken to deal with poor performers" (38.4%); "satisfaction with opportunity to get a better job in the organization" (39.3%); "differences in performance are recognized in a meaningful way" (39.9%); and "creativity and innovation are rewarded" (39.7%). While the satisfaction levels in these areas were our lowest, they did show increases from the 2008 response rates except in question 23 (steps are taken to deal with poor performers) which dropped by 5.8 percentage points.

Other key areas showing a continued increase in positive responses include "I recommend my organization as a good place to work" and "leaders generate high levels of motivation and commitment in the workforce." Both of these questions showed a positive response rate increase of 5.9 percent. The area showing the greatest overall decline in positive responses was "people I work with cooperate to get the job done" (-8.2%) and "steps are taken to deal with poor performers" (-5.8%).

Individual organizational responses are shared with leadership and employees. Each organization ensures that their results are analyzed to identify specific areas where they need to focus attention. Organizational-level action plans are developed to address areas of concern.

A corporate action plan will be developed to address areas of greatest concern OPM-wide. We plan to continue to enhance our focus on developing managers and supervisors to ensure they have the capacity to carry out their human capital management responsibilities through classroom and online training opportunities. The actions taken based on previous survey results have resulted in significant improvements in the areas of performance management, individual employee development and communication. We will also continued 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.

2. How the survey was conducted:

The survey was conducted online from February 22 through March 26, 2010.

3. Description of sample:

All full time permanent OPM employees were surveyed.

4. Number of employees surveyed, number responded and representativeness of respondents:

Sample or Census: Census
Number in Population: 4,187
Percentages are weighted to represent the Agency's population.
Surveys Completed: 2,644
Response Rate: 63.1%

5. Survey items and response choices:

Note:

* AES prescribed items

** Sum of responses excluding DNK/NBJ

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Results for Questions 1 - 27
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know No Basis to Judge
  *1.   I am given a real opportunity to improve my skills in my organization. N   446 1,191 473 389 141 2,640 NA
% 61.7 16.6 45.1 18.1 14.7 5.5 100.0  
    2.   I have enough information to do my job well. N   420 1,454 362 318 78 2,632 NA
% 71.2 15.9 55.3 13.7 12.1 3.0 100.0  
    3.   I feel encouraged to come up with new and better ways of doing things. N   497 965 554 432 181 2,629 NA
% 55.2 18.4 36.8 21.4 16.4 7.0 100.0  
  *4.   My work gives me a feeling of personal accomplishment. N   772 1,215 317 226 110 2,640 NA
% 75.0 28.8 46.2 12.2 8.6 4.2 100.0  
  *5.   I like the kind of work I do. N   1,018 1,223 243 95 55 2,634 NA
% 84.8 38.2 46.6 9.5 3.7 2.1 100.0  
    6.   I know what is expected of me on the job. N   808 1,362 247 153 58 2,628 NA
% 82.8 30.8 52.0 9.3 5.7 2.2 100.0  
    7.   When needed I am willing to put in the extra effort to get a job done. N   1,670 904 52 7 9 2,642 NA
% 97.4 62.6 34.8 2.0 0.3 0.3 100.0  
    8.   I am constantly looking for ways to do my job better. N   1,198 1,193 206 24 10 2,631 NA
% 90.7 45.0 45.7 8.1 0.9 0.4 100.0  
    9.   I have sufficient resources (for example, people, materials, budget) to get my job done. N   308 1,142 406 507 272 2,635 5
% 55.4 11.8 43.6 15.4 19.0 10.2 100.0  
*10.   My workload is reasonable. N   268 1,212 452 438 260 2,630 9
% 56.1 10.1 46.0 17.4 16.5 10.0 100.0  
*11.   My talents are used well in the workplace. N   396 1,152 465 374 232 2,619 12
% 58.6 14.8 43.7 18.1 14.4 9.0 100.0  
*12.   I know how my work relates to the agency's goals and priorities. N   864 1,414 220 81 48 2,627 9
% 86.6 32.6 54.0 8.5 3.0 1.8 100.0  
*13.   The work I do is important. N   1,500 957 106 33 22 2,618 2
% 93.9 57.5 36.4 4.0 1.3 0.8 100.0  
*14.   Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. N   560 1,091 479 302 155 2,587 45
% 64.0 21.7 42.3 18.6 11.4 5.9 100.0  
*15.   My performance appraisal is a fair reflection of my performance. N   659 1,144 337 256 212 2,608 24
% 68.9 25.1 43.8 13.1 9.8 8.2 100.0  
*16.   I am held accountable for achieving results. N   927 1,443 198 40 17 2,625 5
% 90.2 35.0 55.1 7.6 1.6 0.6 100.0  
*17.   I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. N   555 959 528 194 221 2,457 168
% 61.2 22.0 39.1 21.8 7.9 9.1 100.0  
*18.   My training needs are assessed. N   326 1,085 617 335 222 2,585 32
% 54.8 12.5 42.3 23.8 12.8 8.6 100.0  
*19.   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   691 1,258 299 219 153 2,620 20
% 74.5 26.3 48.2 11.5 8.1 5.8 100.0  
*20.   The people I work with cooperate to get the job done. N   683 1,328 326 171 58 2,566 NA
% 78.4 26.2 52.2 12.8 6.5 2.3 100.0  
*21.   My work unit is able to recruit people with the right skills. N   235 942 737 376 168 2,458 181
% 47.4 9.3 38.0 30.4 15.2 7.0 100.0  
*22.   Promotions in my work unit are based on merit. N   289 776 722 361 275 2,423 215
% 43.1 11.5 31.6 30.2 15.2 11.5 100.0  
*23.   In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. N   188 701 716 380 285 2,270 368
% 38.4 7.9 30.5 31.9 17.0 12.7 100.0  
*24.   In my work unit, differences in performance are recognized in a meaningful way. N   237 734 713 448 267 2,399 235
% 39.9 9.4 30.4 29.9 18.9 11.3 100.0  
  25.   Awards in my work unit depend on how well employees perform their jobs. N   359 954 552 308 247 2,420 220
% 54.0 14.5 39.4 23.0 12.6 10.4 100.0  
  26.   Employees in my work unit share job knowledge with each other. N   668 1,327 295 213 117 2,620 15
% 76.0 25.2 50.9 11.2 8.2 4.6 100.0  
*27.   The skill level in my work unit has improved in the past year. N   380 992 717 218 104 2,411 208
% 56.5 15.6 41.0 30.1 8.9 4.5 100.0  

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Question 28
Question Percent Positive Very Good Good Fair Poor Very Poor Item Response Total** Do Not Know / No Basis to Judge
*28.   How would you rate the overall quality of work done by your work unit? N   1,191 1,125 274 24 18 2,632 NA
% 87.8 45.0 42.8 10.6 0.9 0.7 100.0  

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Question 29
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know / No Basis to Judge
*29.   The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. N   345 1,519 417 212 57 2,550 61
% 73.2 13.4 59.7 16.2 8.4 2.2 100.0  

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Questions 30-44
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know No Basis to Judge
*30.   Employees have a feeling of personal empowerment with respect to work processes. N   236 987 647 466 200 2,536 77
% 48.0 9.1 38.8 25.7 18.4 7.9 100.0  
  31.   Employees are recognized for providing high quality products and services. N   334 1,061 519 412 183 2,509 105
% 55.3 12.9 42.4 20.7 16.6 7.4 100.0  
*32.   Creativity and innovation are rewarded. N   238 744 750 452 266 2,450 160
% 39.7 9.3 30.3 31.0 18.4 11.0 100.0  
*33.   Pay raises depend on how well employees perform their jobs. N   200 809 706 441 251 2,407 198
% 41.8 8.2 33.6 29.3 18.3 10.6 100.0  
  34.   Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring). N   318 955 703 165 136 2,277 326
% 55.1 13.4 41.7 31.1 7.5 6.4 100.0  
*35.   Employees are protected from health and safety hazards on the job. N   380 1,243 544 238 108 2,513 90
% 64.4 14.8 49.6 21.6 9.5 4.4 100.0  
*36.   My organization has prepared employees for potential security threats. N   404 1,406 446 218 79 2,553 50
% 70.9 15.9 55.0 17.5 8.4 3.1 100.0  
  37.   Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. N   384 902 589 261 243 2,379 223
% 53.4 15.6 37.8 25.2 10.9 10.4 100.0  
  38.   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   524 1,021 492 133 148 2,318 286
% 65.7 22.0 43.7 21.9 5.8 6.5 100.0  
  39.   My agency is successful at accomplishing its mission. N   559 1,418 388 113 58 2,536 49
% 77.6 21.7 55.9 15.4 4.6 2.4 100.0  
  40.   I recommend my organization as a good place to work. N   677 1,080 487 238 122 2,604 NA
% 67.1 25.6 41.4 18.9 9.3 4.7 100.0  
  41.   I believe the results of this survey will be used to make my agency a better place to work. N   367 880 624 304 232 2,407 201
% 51.7 15.2 36.6 25.9 12.6 9.8 100.0  
*42.   My supervisor supports my need to balance work and other life issues. N   973 1,081 268 142 120 2,584 22
% 79.2 37.1 42.1 10.6 5.4 4.8 100.0  
  43.   My supervisor/team leader provides me with opportunities to demonstrate my leadership skills. N   692 991 515 225 162 2,585 16
% 64.9 26.4 38.4 20.1 8.6 6.4 100.0  
*44.   Discussions with my supervisor/team leader about my performance are worthwhile. N   690 1,041 434 213 180 2,558 37
% 67.7 26.8 40.9 17.0 8.2 7.1 100.0  

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Questions 45-51
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know No Basis to Judge
  45.   My supervisor/team leader is committed to a workforce representative of all segments of society. N   672 970 533 71 93 2,339 263
% 69.7 28.2 41.5 23.2 3.1 4.1 100.0  
  46.   My supervisor/team leader provides me with constructive suggestions to improve my job performance. N   651 1,081 465 226 159 2,582 18
% 66.9 24.9 42.0 18.2 8.8 6.1 100.0  
*47.   Supervisors/team leaders in my work unit support employee development. N   702 1,058 436 182 158 2,536 55
% 69.0 27.3 41.7 17.5 7.1 6.4 100.0  
  48.   My supervisor/team leader listens to what I have to say. N   966 1,070 311 174 80 2,601 NA
% 78.2 36.8 41.4 12.0 6.7 3.1 100.0  
  49.   My supervisor/team leader treats me with respect. N   1,075 1,097 230 123 78 2,603 NA
% 83.4 41.0 42.4 9.0 4.7 2.9 100.0  
  50.   In the last six months, my supervisor/team leader has talked with me about my performance. N   916 1,317 166 148 49 2,596 NA
% 85.9 35.1 50.8 6.5 5.7 1.9 100.0  
*51.   I have trust and confidence in my supervisor. N   919 894 402 211 159 2,585 NA
% 69.7 35.1 34.6 15.9 8.1 6.3 100.0  

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Question 52
Question Percent Positive Very Good Good Fair Poor Very Poor Item Response Total** Do Not Know / No Basis to Judge
*52.   Overall, how good a job do you feel is being done by your immediate supervisor/team leader? N   1092 822 424 158 98 2594 NA
% 73.6 41.7 31.9 16.6 6.1 3.7 100.0  

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Questions 53-57
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know / No Basis to Judge
*53.   In my organization, leaders generate high levels of motivation and commitment in the workforce. N   287 944 644 423 235 2,533 52
% 48.0 11.0 37.0 25.7 16.7 9.6 100.0  
  54.   My organization's leaders maintain high standards of honesty and integrity. N   458 1,032 532 233 181 2,436 147
% 60.4 18.3 42.1 22.1 9.8 7.7 100.0  
*55.   Managers/ supervisors /team leaders work well with employees of different backgrounds. N   458 1,151 523 156 107 2,395 185
% 66.4 18.5 48.0 22.1 6.8 4.7 100.0  
*56.   Managers communicate the goals and priorities of the organization. N   476 1,377 423 177 103 2,556 23
% 72.1 18.1 54.0 16.6 7.0 4.2 100.0  
*57.   Managers review and evaluate the organization's progress toward meeting its goals and objectives. N   439 1,305 486 124 71 2,425 153
% 71.4 17.5 53.9 20.3 5.3 3.0 100.0  

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Questions 58-59
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know No Basis to Judge
  58.   Managers promote communication among different work units (for example, about projects, goals, needed resources). N   371 1,003 605 321 179 2,479 99
% 55.1 14.5 40.6 24.6 12.9 7.4 100.0  
  59.   Managers support collaboration across work units to accomplish work objectives. N   400 1,056 577 264 159 2,456 105
% 58.9 15.8 43.1 23.6 10.8 6.6 100.0  

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Question 60
Question Percent Positive Very Good Good Fair Poor Very Poor Item Response Total** Do Not Know / No Basis to Judge
  60.   Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor/team leader? N   598 923 519 190 152 2382 196
% 63.3 24.3 38.9 22.4 7.9 6.4 100.0  

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Questions 61-62
Question Percent Positive Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Item Response Total** Do Not Know / No Basis to Judge
*61.   I have a high level of respect for my organization's senior leaders. N   537 934 577 274 195 2,517 36
% 58.0 21.0 37.0 23.2 10.9 7.8 100.0  
  62.   Senior leaders demonstrate support for Work/Life programs. N   504 924 564 185 152 2,329 240
% 60.7 21.1 39.6 24.6 8.1 6.6 100.0  

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Questions 63-68
Question Percent Positive Very Satisfied Satisfied Neither Satisfied nor Dis- satisfied Dissatisfied Very Dissatisfied Item Response Total** Do Not Know / No Basis to Judge
*63. How satisfied are you with your involvement in decisions that affect your work? N   352 984 637 470 133 2576 NA
% 51.7 13.2 38.5 25.0 18.1 5.2 100.0  
*64. How satisfied are you with the information you receive from management on what's going on in your organization? N   319 1069 614 432 137 2571 NA
% 53.8 12.0 41.8 23.9 16.9 5.4 100.0  
*65. How satisfied are you with the recognition you receive for doing a good job? N   471 939 575 387 198 2570 NA
% 54.6 18.0 36.6 22.5 15.2 7.8 100.0  
*66. How satisfied are you with the policies and practices of your senior leaders? N   297 922 768 419 167 2573 NA
% 46.9 11.2 35.7 30.1 16.5 6.5 100.0  
*67. How satisfied are you with your opportunity to get a better job in your organization? N   281 741 723 493 333 2571 NA
% 39.3 10.6 28.6 28.3 19.3 13.1 100.0  
*68. How satisfied are you with the training you receive for your present job? N   325 1049 613 397 190 2574 NA
% 53.5 12.5 41.0 23.5 15.5 7.5 100.0  

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Questions 69-71
Question Percent Positive Very Satisfied Satisfied Neither Satisfied nor Dis- satisfied Dissatisfied Very Dissatisfied Item Response Total** "Do Not Know No Basis to Judge"
*69.   "Considering everything, how satisfied are you with your job?" N   643 1,194 385 237 113 2,572 NA
% 71.3 24.7 46.6 15.0 9.3 4.4 100.0  
*70.   "Considering everything, how satisfied are you with your pay?" N   688 1,253 312 240 79 2,572 NA
% 75.0 26.3 48.7 12.2 9.7 3.0 100  
  71.   "Considering everything, how satisfied are you with your organization?" N   469 1,208 456 304 135 2,572 NA
% 65.0 17.9 47.1 17.8 11.9 5.3 100  

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Question 72
Question Percent Positive Telework on regular basis Telework infrequently "No telework: physical presence required" "No telework: technical issues" "No telework: not allowed though ok for job type" "No telework: personal choice" Item Response Total**
  72.   Please select the response below that BEST describes your teleworking situation. N   1,051 514 236 129 273 318 2,521
% 15.8 43.0 19.5 9.1 5.0 10.7 12.7  

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Questions 73-78
Question Percent Positive Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Item Response Total** "Do Not Know No Basis to Judge"
  73.   How satisfied are you with the following Work/Life programs in your agency... Telework? N   774 727 416 190 118 2,225 332
% 67.8 35.5 32.3 18.6 8.4 5.2 100.0  
  74.   How satisfied are you with the following Work/Life programs in your agency... Alternative Work Schedules (AWS)? N   1,051 738 322 45 39 2,195 377
% 81.7 48.4 33.3 14.7 1.9 1.7 100.0  
  75.   "How satisfied are you with the following Work/Life programs in your agency... Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs)?" N   278 601 604 200 128 1,811 757
% 48.6 15.6 33.0 33.5 11.0 6.9 100  
  76.   How satisfied are you with the following Work/Life programs in your agency... Employee Assistance Program (EAP)? N   178 411 613 54 32 1,288 1,284
% 45.9 14.1 31.8 47.5 4.0 2.6 100  
  77.   "How satisfied are you with the following Work/Life programs in your agency... Child Care Programs (for example, daycare, parenting classes, parenting support groups)?" N   80 119 627 67 65 958 1,611
% 21.3 8.7 12.6 64.9 6.9 6.9 100  
  78.   "How satisfied are you with the following Work/Life programs in your agency... Elder Care Programs (for example, support groups, speakers)?" N   101 203 630 40 26 1,000 1,560
% 30.2 10.3 19.9 63.2 3.9 2.7 100  

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Questions 79-89
Question Response Number Percent
  79.   Where do you work? Headquarters 956 37.7
Field 1,580 62.3
Total 2,536 100.0
*80.   What is your supervisory status? Non-Supervisor 2,023 78.8
Team Leader 206 8.0
Supervisor 222 8.7
Manager 82 3.2
Executive 33 1.3
Total 2,566 100
*81.   Are you: Male 997 39.0
Female 1,559 61.0
Total 2,556 100.0
*82.   Are you Hispanic or Latino? Yes 137 5.4
No 2,395 94.6
Total 2,532 100.0
*83.   Please select the racial category or categories with which you most closely identify (mark as many as apply.) American Indian or Alaska Native 19 0.8
Asian 60 2.4
Black or African American 517 20.9
Native Hawaiian or Other Pacific Islander 13 0.5
White 1,813 73.4
Two or more races 49 2.0
Total 2,471 100
84.   What is your age group? 25 and under 46 1.8
26-29 155 6.1
30-39 443 17.5
40-49 711 28.1
50-59 881 34.8
60 or older 297 11.7
Total 2,533 100
85.   What is your pay category/grade? Federal Wage System 4 0.2
GS 1-6 123 4.8
GS 7-12 1,560 61.1
GS 13-15 834 32.7
Senior Executive Service 29 1.1
Senior Leader (SL) or Scientific or Professional (ST) 1 0.0
Other 2 0.1
Total 2,553 100.0
86.   How long have you been with the Federal Government (excluding military service)? Less than 1 year 27 1.1
1 to 3 years 313 12.3
4 to 5 years 267 10.5
6 to 10 years 395 15.6
11 to 14 years 171 6.7
15 to 20 years 257 10.1
More than 20 years 1,110 43.7
Total 2,540 100.0
  87.   How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)? Less than 1 year 48 1.9
1 to 3 years 533 20.9
4 to 5 years 679 26.7
6 to 10 years 461 18.1
11 to 20 years 286 11.2
More than 20 years 540 21.2
Total 2,547 100
  88.   Are you considering leaving your organization within the next year, and if so, why? No 1,809 71.0
Yes, to retire 135 5.3
Yes, to take another job within the Federal Government 521 20.4
Yes, to take another job outside the Federal Government 24 0.9
Yes, other 60 2.4
Total 2,549 100
  89.   I am planning to retire: Within one year 82 3.2
Between one and three years 297 11.8
Between three and five years 257 10.2
Five or more years 1,888 74.8
Total 2,524 100

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