2006 Federal Human Capital Survey
NARA vs. Government-Wide Positive Responses*
| NARA % Positive |
Gov't % Positive |
NARA +/- |
||
|---|---|---|---|---|
| PERSONAL WORK EXPERIENCES, ITEMS 1-10 | ||||
| 1 | The people I work with cooperate to get the job done | 81 | 83 | -2 |
| 2 | I am given a real opportunity to improve my skills in my organization | 58 | 62 | -4 |
| 3 | I have enough information to do my job well | 71 | 72 | -1 |
| 4 | I feel encouraged to come up with new and better ways of doing things | 57 | 60 | -3 |
| 5 | My work gives me a feeling of personal accomplishment | 73 | 73 | 0 |
| 6 | I like the kind of work I do | 82 | 83 | -1 |
| 7 | I have trust and confidence in my supervisor | 62 | 64 | -2 |
| 8 | I recommend my organization as a good place to work | 55 | 64 | -9 |
| 9 | Overall, how good a job do you feel is being done by your immediate supervisor/team leader? | 65 | 66 | -1 |
| 10 | How would you rate the overall quality of work done by your work group? | 83 | 83 | 0 |
| RECRUITMENT, DEVELOPMENT, & RETENTION, ITEMS 11-21 | ||||
| 11 | The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals | 70 | 74 | -4 |
| 12 | My supervisor supports my need to balance work and family issues | 80 | 78 | +2 |
| 13 | Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills | 55 | 60 | -5 |
| 14 | My work unit is able to recruit people with the right skills | 43 | 44 | -1 |
| 15 | The skill level in my work unit has improved in the past year | 50 | 51 | -1 |
| 16 | I have sufficient resources (for example, people, materials, budget) to get my job done | 49 | 48 | +1 |
| 17 | My workload is reasonable | 61 | 59 | +2 |
| 18 | My talents are used well in the workplace | 58 | 61 | -3 |
| 19 | I know how my work relates to the agency’s goals and priorities | 83 | 83 | 0 |
| 20 | The work I do is important | 91 | 90 | +1 |
| 21 | Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well | 63 | 67 | -4 |
| PERFORMANCE CULTURE, ITEMS 22-35 | ||||
| 22 | Promotions in my work unit are based on merit | 36 | 34 | +2 |
| 23 | In my work unit, steps are taken to deal with a poor performer who cannot or will not improve | 32 | 29 | +3 |
| 24 | Employees have a feeling of personal empowerment with respect to work processes | 36 | 42 | -6 |
| 25 | Employees are rewarded for providing high-quality products and services to customers | 50 | 45 | +5 |
| 26 | Creativity and innovation are rewarded | 38 | 39 | -1 |
| 27 | Pay raises depend on how well employees perform their jobs. | 25 | 22 | +3 |
| 28 | Awards in my work unit depend on how well employees perform their jobs | 49 | 40 | +9 |
| 29 | In my work unit, differences in performance are recognized in a meaningful way | 31 | 30 | +1 |
| 30 | My performance appraisal is a fair reflection of my performance | 68 | 64 | +4 |
| 31 | Discussions with my supervisor/team leader about my performance are worthwhile | 57 | 56 | +1 |
| 32 | I am held accountable for achieving results | 80 | 79 | +1 |
| 33 | Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society | 50 | 54 | -4 |
| 34 | Policies and programs promoted diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring) | 49 | 57 | -8 |
| 35 | Managers/supervisors/team leaders work well with employees of different backgrounds | 56 | 64 | -8 |
| LEADERSHIP, ITEMS 36-46 | ||||
| 36 | I have a high level of respect for my organization’s senior leaders | 45 | 49 | -4 |
| 37 | In my organization, leaders generate high levels of motivation and commitment in the workforce | 33 | 38 | -5 |
| 38 | My organization’s leaders maintain high standards of honesty and integrity | 46 | 49 | -3 |
| 39 | Managers communicate the goals and priorities of the organization | 54 | 58 | -4 |
| 40 | Managers review and evaluate the organization’s progress toward meeting its goals and objectives | 58 | 56 | +2 |
| 41 | Employees are protected from health and safety hazards on the job | 64 | 75 | -11 |
| 42 | My organization has prepared employees for potential security threats | 59 | 73 | -14 |
| 43 | Complaints, disputes or grievances are resolved fairly in my work unit | 36 | 39 | -3 |
| 44 | Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated | 42 | 45 | -3 |
| 45 | Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veteran’s preference requirements) are not tolerated | 56 | 59 | -3 |
| 46 | I can disclose a suspected violation of any law, rule or regulation without fear of reprisal | 41 | 48 | -7 |
| LEARNING (KNOWLEDGE MANAGEMENT), ITEMS 47-53 | ||||
| 47 | Supervisors/team leaders provide employees with constructive suggestions to improve their job performance | 57 | 58 | -1 |
| 48 | Supervisors/team leaders in my work unit support employee development | 63 | 64 | -1 |
| 49 | Employees have electronic access to learning and training programs readily available at their desks | 52 | 75 | -23 |
| 50 | My training needs are assessed | 42 | 51 | -9 |
| 51 | Managers promote communication among different work units (for example, about projects, goals, needed resources) | 45 | 53 | -8 |
| 52 | Employees in my work unit share job knowledge with each other | 70 | 74 | -4 |
| 53 | Employees use information technology (for example, intranet, shared networks) to perform work | 80 | 86 | -6 |
| JOB SATISFACTION, ITEMS 54-62 | ||||
| 54 | How satisfied are you with your involvement in decisions that affect your work? | 49 | 54 | -5 |
| 55 | How satisfied are you with the information you receive from management on what’s going on in your organization? | 43 | 47 | -4 |
| 56 | How satisfied are you with the recognition you receive for doing a good job? | 52 | 49 | +3 |
| 57 | How satisfied are you with the policies and practices of your senior leaders? | 38 | 41 | -3 |
| 58 | How satisfied are you with your opportunity to get a better job in your organization? | 30 | 36 | -6 |
| 59 | How satisfied are you with the training you receive for your present job? | 48 | 54 | -6 |
| 60 | Considering everything, how satisfied are you with your job? | 62 | 68 | -6 |
| 61 | Considering everything, how satisfied are you with your pay? | 55 | 61 | -6 |
| 62 | Considering everything, how satisfied are you with your organization? | 50 | 56 | -6 |
| SATISFACTION WITH BENEFITS, ITEMS 63-73 | ||||
| 63 | How satisfied are you with retirement benefits? | 58 | 61 | -3 |
| 64 | How satisfied are you with health insurance benefits? | 61 | 58 | +3 |
| 65 | How satisfied are you with life insurance benefits? | 58 | 60 | -2 |
| 66 | How satisfied are you with long term care insurance benefits? | 35 | 30 | +5 |
| 67 | How satisfied are you with the flexible spending account (FSA) program? | 31 | 32 | -1 |
| 68 | How satisfied are you with paid vacation time? | 86 | 88 | -2 |
| 69 | How satisfied are you with paid leave for illness (for example, personal), including family care situations (for example, childbirth/adoption or elder care)? | 86 | 86 | 0 |
| 70 | How satisfied are you with child care subsidies? | 7 | 8 | -1 |
| 71 | How satisfied are you with work/life programs (for example, health and wellness, employee assistance, elder care, and support groups)? | 31 | 28 | +3 |
| 72 | How satisfied are you with telework/telecommuting? | 20 | 22 | -2 |
| 73 | How satisfied are you with alternative work schedules? | 59 | 49 | +10 |
The percentages in this report reflect the “weighted results” of the 2006 Federal Human Capital Survey as calculated and reported by the United States Office of Personnel Management (OPM).
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