Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
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.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
OPM uses periodic surveys to gather information about employees'
perceptions of the leadership and management practices that
contribute to overall performance and employee satisfaction in
areas such as work environment; rewards and recognition;
opportunities for professional development and growth; and
opportunity to contribute to achieving organizational mission. The
2009 Annual Employee Survey (AES) 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
The 2009 AES results reflected a mix of increases and decreases
in positive response rates when compared to the 2008 Federal Human
Capital Survey (FHCS), with results for many items similar to the
previous survey. One category that showed noteworthy improvement in
positive responses was Personal Work Experience. The positive
response rate for all the questions in this category improved from
the 2008 FHCS, with the greatest increase of 11.5 % for the
question "My work gives me a feeling of personal accomplishment";
and an 8% increase in positive responses for the question "I
recommend my organization as a good place to work."
In the category of Leadership, the positive response rate for
most items remained largely consistent with last year's results;
however, a decrease in positive responses was noted for questions
pertaining to communication of goals and priorities and review and
evaluation of the organization's progress against goals and
objectives. These decreases in satisfaction may be attributable to
the uncertainties of a proposed reorganization that was rolled-out
during the administration of the survey, and pending finalization
of a new Agency strategic plan.
There was a notable decrease of 6.8% in positive responses
between the 2009 AES and the 2008 FHCS concerning physical working
conditions. The Agency is aggressively working to improve
facilities and workspace conditions and has established a working
group to identify targeted areas for improvement. Employee input
was solicited to help prioritize improvements. The attention that
has been placed on this area has likely heightened awareness and
expectations for physical conditions among employees, which could
explain the decrease in the positive response rate.
Other items of particular note are a 7.9% increase in positive
responses for the question "Considering everything, how satisfied
are you with your job?"; an 8% increase in positive responses for
the item "I recommend my organization as a good place to work"; and
an 11.5% increase in positive responses for the item "Employees
have electronic access to learning and training programs readily
available at their desk". Items reflecting noteworthy decreases in
satisfaction include "The people I work with cooperate to get the
job done" (6.8% decrease in positive responses), "I am given a real
opportunity to improve my skills in my organization" (7% decrease
in positive responses), and "Supervisors/team leaders provide
employees with constructive suggestions to improve their job
performance" (10% decrease in positive responses).
The overall results reflect the positive steps taken to ensure
OPM's performance management system is effective and that employees
understand how their work relates to the Agency's goals and
objectives and the role they play in carrying out the Agency
mission. Emphasis has also been placed on improving communications
and information sharing within the Agency. Supervisors' support of
employee work/life balance is also reflected by continued high
levels of satisfaction among employees.
We plan to continue the focus on developing our managers and
supervisors to ensure they have the capacity to carry out their
human resources management responsibilities through training,
quarterly supervisory forums, and new supervisor orientation. The
Agency will also continue 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. We plan to review internal policies regarding hours of
duty and pursue expanded telework capabilities. Another area of
emphasis for the Agency will be to develop new and creative
approaches to our employee recognition system that will promote an
environment that rewards employees for providing high quality
products and services to customers and clearly links awards to how
well employees perform their jobs.
The survey was conducted online from September 19 to October 9,
Randomly selected 50% sample of full-time permanent
Back to Top
(Survey Administration Period 9/21/08 to 10/09/08)
Sample or Population: Sample
Number in Sample: 2,138
Surveys Completed: 1,243
Response Rate: 70.7%
* AES prescribed items.
Percentages are weighted to be representative of the Agency's
* AES prescribed items.
Percentages for demographic items are not weighted.