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.
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.
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 results continued to reflect increases in positive response rates. When compared to 2010 EVS results, positive response rates increased in 80 percent of the survey questions. In addition, the Agency showed a higher positive response rate than the Governmentwide rate in 87 percent of survey items.
Based on the results of the 2010 EVS a number of specific actions were identified to address issues raised by our employees. In the area of leadership, the Agency focused on continuing to enhance the supervisory training curriculum with continued emphasis on ensuring that all Agency supervisors and managers are equipped with the tools needed to successfully manage employees. Quarterly supervisory forums were held as well as supervisory training opportunities through the OPM Learning Connection online learning tool. Full implementation of the online learning system also contributed to increases in positive responses in the talent management areas.
The performance culture area, which includes questions related to employee pay and recognition continues to be where our positive response rates are lowest. This is true with Governmentwide results as well. In the six questions we tracked related to performance culture, OPM results were higher than Governmentwide results. While the Agency is making very good progress overall, we will continue to review our 2011 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 will continue to incorporate EVS and satisfaction-related questions into employee and manager focus groups conducted as part of our annual human capital accountability reviews, and analyze other survey data related to employee satisfaction (e.g., new hire survey; exit survey) to draw conclusions and to inform action plans for further improving satisfaction in key areas.
When comparing our 2010 and 2011 HCAAF rankings based on survey responses, OPM is ranked in the top ten in all areas. Rankings include: 9th in the Leadership and Knowledge Management indices; 7th in Results Oriented Performance Culture; 10th in the area of Talent Management was 10th ; and 5th in Job Satisfaction.
Areas showing the highest overall positive responses remained consistent. Three areas in particular stand out. 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%); "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" (90%); and "in the last six months my supervisor/team leader has talked with me about my performance" (90%) indicate that employees clearly understand that the focus needs to be on results. Finally, it is worth noting that the largest increases in positive responses were in 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" (27%); "steps are taken to deal with poor performers" (26%); "differences in performance are recognized in a meaningful way" (25%); and "creativity and innovation are rewarded" (25%).
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. A corporate action plan will be developed to address areas of greatest concern OPM-wide and individual organizations will identify specific actions to address areas of concern raised by their employees.
Listen to Director of Planning and Policy Analysis Jonathan Foley and Manager of the OPM Survey Analysis Group Kimya Lee discuss results of the 2011 EVS
The survey was conducted online from May 2, 2011 through May 31, 2011.
All full time permanent OPM employees were surveyed.
Back to Top