The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Congress approved a cost of living increase for Federal retirees.
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
OPM uses employee survey results as a tool for driving positive change. Results are reviewed and analyzed on an Agency-wide basis to gauge OPM employee perceptions of the Agency and to identify any areas that may have increased or decreased significantly during the year. Agency results are compared to Government-wide results to provide a frame of reference. In addition, individual organizational results are reviewed for significant changes in employee satisfaction levels. OPM-wide results are shared with employees at Town Hall Meetings and through email.
As a result of 2011 Employee Viewpoint Survey (EVS) responses, OPM implemented a number of new initiatives, which have positively impacted our results. For example, we opened a new Center for Innovative Learning and Professional Growth to help ensure that employees' training and developmental needs are met and to support employees in achieving their career aspirations through mentoring programs, career counseling, and leadership development opportunities. We also rolled out a quarterly employee progress review system to ensure employees receive timely and meaningful feedback from their supervisors and all employees understand what is required at each performance level.
Relative to the rest of the Government, OPM has continued to improve. Overall, positive responses exceeded the Government-wide rates for 96% of the questions asked compared to 87% for 2011. Our 2012 survey results place OPM among the top ten agencies in all but one of the areas including Results Oriented Performance Culture, Leadership and Knowledge Management, and Job Satisfaction; and near the top ten agencies in Talent Management, where the Agency ranked 12th.
Compared with our own results from 2011, 13% of the questions had more positive responses and 30% of the questions had the same rate of positive responses. While our results were lower for the remaining 57% of the questions, in most cases, the changes were only 1-2%. Areas showing the highest overall positive responses remained consistent. Three areas in particular stand out as strengths: employee commitment, results focus, and work/life programs. The level of positive response to ”when needed, I am willing to put in the extra effort to get the job done“ (97%); ”the work I do is important“ (93%); and ”I am constantly looking for ways to do my job better“ (91%) show how strongly OPM employees are committed to the Agency's mission and engaged in accomplishing it. The responses to ”I am held accountable for achieving results“ (89%); and ”in the last six months my supervisor/team leader has talked with me about my performance“ (91%) indicate that employees clearly understand that the focus needs to be on results. The Agency continues to show high positive response rates in the areas of satisfaction with telework, health and wellness programs, and senior leaders' support of work/life programs. The message could not be clearer. Both employees and senior leaders recognize that these programs contribute to both well-being and mission results.
Areas showing the lowest overall positive response rates include: ”satisfaction with opportunity to get a better job in the organization“ (30%); ”steps are taken to deal with poor performers“ (27%); ”differences in performance are recognized in a meaningful way“ (30%); and “creativity and innovation are rewarded“ (27%). However, we are making progress in these areas as well, as the positive responses increased on each item from the 2011 results.
While the Agency is making excellent progress, we will continue to review our 2012 results to identify areas of challenge and develop action plans for further improving employee satisfaction in key areas. In addition, we will continue to monitor employee satisfaction through employee and manager focus groups conducted as part of our annual human capital accountability reviews and other sources (e.g., new hire survey; exit survey). A corporate action plan will be developed to address areas of greatest concern OPM-wide and individual organizations will identify specific actions to address any areas of concern to their employees.
The survey was conducted online from May 21, 2012, through June 29, 2012.
All full-time and part-time permanent OPM employees were surveyed.
SSample or Census: Census Number of surveys complated:: 3,140 Number of survery administered: 5,052 Response Rate: 62.2%
Back to Top