federal employee viewpoint survey · survey (fevs) to measure employees' perceptions of...

Federal Employee Viewpoint Survey

2016 Results

Edited May 17, 2017

In the Executive Branch of the federal government, the Office of Personnel Management (OPM) conducts the annual Federal Employee Viewpoint Survey (FEVS) to measure employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in each agency.

As a Legislative Branch agency, the AOC is not included in this process. However, AOC chooses to conduct the same type of survey of our employees in order to benchmark our own agency against the rest of the federal government.

2016 Federal Employee Viewpoint SurveyAbout the Survey

2

The Partnership for Public Service (PPS), an independent nonprofit organization, uses the data from the FEVS, together with a proprietary weighting formula developed by PPS, to rank the Best Places to Work in the Federal Government.

In 2016, AOC ranked 11 out of 27 mid-size agencies. More information about the Best Places to Work rankings can be found at: http://www.bestplacestowork.org.

2016 Federal Employee Viewpoint SurveyAbout the Best Places to Work in the Federal Government

3

http://www.bestplacestowork.org/

In 2016, AOC scores improved in two-thirds (66%) of comparable questions by an average of 4% over AOC’s 2014 scores.

2016 Federal Employee Viewpoint Survey ResultsImprovement in 66% of Questions

(Due to changes in the survey instrument, 53 of the 89 applicable questions were comparable between the two surveys.) 4

The survey consists of 114 questions. After accounting for questions used for demographics and similar analysis, there are 89 questions that measure employee engagement on a five-point scale.

AOC groups these 89 questions into 21 dimensions. Grouping survey results into dimensions helps focus analysis on thematic concepts in the data.

At AOC, the current dimensions have been organized by areas of focus in AOC’s 2017-2021 Strategic Plan.

2016 Federal Employee Viewpoint SurveyAbout AOC Dimensions

5

Overall, employees report very favorable perceptions about working at AOC.

In 2016, AOC scored highly favorable in 70% of questions and favorable in 25% of questions, with just 5% of questions unfavorable.

As delineated with dashed lines in the following graph of AOC’s dimensions, highly favorable applies to responses of 66% favorability or above, favorable applies to responses between 51% and 65% favorable, and unfavorable applies to responses registering at 50% or below favorable.

2016 Federal Employee Viewpoint Survey Results95% Favorability

6

91%

58%

79%

72%69%

74% 73%

63%

58%54%

81%

87%

72% 71%

78%

71%

66%

75% 74% 78%

61%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Favo

rab

ility

IEW 1Workforce

IEW 2Workforce

IEW 3Workforce

OTOM 1Teamwork

Law /Respect

ManagementEmployee

Engagement

Unfavorable

Favorable

Highly Favorable

2016 Federal Employee Viewpoint Survey ResultsAll AOC Dimensions

7

Overall, AOC scored an average of five percent higher than the federal government-wide average.

Specifically, AOC scored above the federal government average on 85% of questions, and scored comparable to or higher than the federal government average across the board.

The following chart depicts AOC’s dimensions compared to the federal government-wide average for the same questions.

2016 Federal Employee Viewpoint Survey ResultsWell Above the Federal Government-wide Average

8

91%

58%

79%

72%69%

74% 73%

58%54%

72% 71%

78%75% 74%

61%

90%

55%

84%

65% 64%

73%

65%

49% 49%

68%

62%

74%77%

65%

48%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Favo

rab

ility

2016 AOC

2016 Federal

IEW 1Workforce

IEW 2Workforce

OTOM 1Teamwork

ManagementEmployeeEngagement

Unfavorable

Favorable

Highly

Favorable

AOC scored 5% higher than federal government averages

2016 Federal Employee Viewpoint Survey ResultsComparable Dimensions Against Federal Government-wide Averages

Note: Dimensions are not depicted where there is no corresponding 2016 Federal data for a question within that dimension.

9

Dimension Results

The following slides provide the detailed results for all questions in each of AOC’s survey dimensions.

AOC’s 2016 results are compared to AOC’s 2014 results and to the federal government-wide average results for each question.

2016 Federal Employee Viewpoint Survey Results

10

2016 Federal Employee Viewpoint Survey ResultsBest Places to Work Dimension

Best Places to Work Dimension

These are the questions used by the Partnership for Public

Service, together with its proprietary weighting formula, to

calculate the annual ranking of Best Places to Work in the

Federal Government.

I recommend my organization as a good place to work.

Considering everything, how satisfied are you with your

job?

Considering everything, how satisfied are you with your

organization?

11

69%72%

69%72%

76%

71%

66%68%

60%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I recommend my organization as a good place to work. Considering everything, how satisfied are you with yourjob?

Considering everything, how satisfied are you with yourorganization?

Favo

rab

ility

Best Places to Work Dimension 2016

2014 AOC 2016 AOC 2016 Federal

2016 Federal Employee Viewpoint Survey ResultsBest Places to Work Dimension

12

2016 Federal Employee Viewpoint Survey ResultsIEW1 Workforce Dimensions

IEW1 Workforce Dimensions:

The questions in these three dimensions are key performance indicators AOC uses to measure progress

in our Innovative and Empowered Workforce (IEW) Goal’s Objective 1.0: to strengthen performance

through improved development and accountability practices.

Development Dimension

I am given a real opportunity to improve my skills in my organization.

The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.

Supervisors in my work unit support employee development.

How satisfied are you with the training you receive for your present job?

Accountability Dimension

My performance appraisal is a fair reflection of my performance.

I am held accountable for achieving results.

In my most recent performance appraisal, I understood what I had to do to be rated at different

performance levels (for example, Outstanding, Fully Successful, and Successful).

In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.

Coaching Dimension

Discussions with my supervisor about my performance are worthwhile.

My supervisor provides me with constructive suggestions to improve my job performance.

In the last six months, my supervisor has talked with me about my performance.13

62%

72%70%

79%

70%67%

66%

71%70%

55%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I am given a real opportunity to improve myskills in my organization.

The workforce has the job-relevantknowledge and skills necessary toaccomplish organizational goals.

Supervisors in my work unit supportemployee development.

How satisfied are you with the training youreceive for your present job?

Favo

rab

ility

Development Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW1 Workforce Dimensions: Development

14Note: 2014 AOC or 2016 Federal data is not depicted where there is no corresponding question due to survey differences.

2016 Federal Employee Viewpoint Survey ResultsIEW1 Workforce Dimensions: Accountability

64%

41%

72%

85%

75%

45%

71%

83%

70%

33%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

My performance appraisal is a fair reflectionof my performance.

I am held accountable for achieving results. In my most recent performance appraisal, Iunderstood what I had to do to be rated at

different performance levels

In my work unit, steps are taken to deal witha poor performer who cannot or will not

improve.

Favo

rab

ility

Accountability Dimension 2016


Note: 2014 AOC or 2016 Federal data is not depicted where there is no corresponding question due to survey differences.15

62%

69%71%

82%

67% 65%

82%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Discussions with my supervisor about my performance areworthwhile.

My supervisor provides me with constructive suggestionsto improve my job performance.

In the last six months, my supervisor has talked with meabout my performance.

Favo

rab

ility

Coaching Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW1 Workforce Dimensions: Coaching

Note: 2014 AOC or 2016 Federal data is not depicted where there is no corresponding question due to survey differences.

16


IEW2 Workforce Dimensions:The questions in these three dimensions are key performance indicators AOC uses to measure progress in our Innovative and Empowered Workforce (IEW) Goal’s Objective 2.0: to cultivate high employee engagement in the workplace. They parallel AOC’s three areas of organizational development focus based on AOC’s historic FEVS scores in areas where we want to improve.

Innovation Dimension• I feel encouraged to come up with new and better ways of doing things.• Creativity and innovation are rewarded.• How satisfied are you with your involvement in decisions that affect your work?• My direct supervisor removes barriers to getting my job done.

Rewards & Recognition Dimension• In my work unit, differences in performance are recognized in a meaningful way.• Awards in my work unit depend on how well employees perform their jobs.• Employees are recognized for providing high quality products and services.• How satisfied are you with the recognition you receive for doing a good job?

Hiring & Promotions Dimension• How satisfied are you with your opportunity to get a better job in your organization?• Promotions in my work unit are based on merit.• My supervisor provides me with opportunities to demonstrate my leadership skills. 17

62%

56%

65%68%

52%

64%66%

61%

42%

54%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I feel encouraged to come up with new andbetter ways of doing things.

Creativity and innovation are rewarded. How satisfied are you with yourinvolvement in decisions that affect your

work?

My direct supervisor removes barriers togetting my job done.

Favo

rab

ility

Innovation Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW2 Workforce Dimensions: Innovation


18

45%

53% 54%53%

56%

64%61%

37%

46%

52% 52%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

In my work unit, differences in performanceare recognized in a meaningful way.

Awards in my work unit depend on howwell employees perform their jobs.

Employees are recognized for providing highquality products and services.

How satisfied are you with the recognitionyou receive for doing a good job?

Favo

rab

ility

Rewards and Recognition Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW2 Workforce Dimensions: Rewards & Recognition


45%43%

70%

50%

39%

70%

38%

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

0.8

0.9

1

Promotions in my work unit are based on merit. My supervisor provides me with opportunities todemonstrate my leadership skills.

How satisfied are you with your opportunity to get a betterjob in your organization?

Favo

rab

ility

Hiring and Promotions Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW2 Workforce Dimensions: Hiring & Promotions


20


IEW3 Workforce Dimensions:The questions in these two dimensions are key performance indicators AOC uses to measure progress in our Innovative and Empowered Workforce (IEW) Goal’s Objective 3.0: to provide for the security and safety of every AOC employee.

Safety Dimension• Physical conditions allow employees to perform their jobs well.• Employees are protected from health and safety hazards on the job.• My direct supervisor follows and consistently enforces safety requirements within my workgroup.• I can report safety concerns without fear of being punished.• I am given the proper tools and protective equipment to do my job safely.• I am given the proper training to do my job safely.

Security Dimension• My organization has prepared employees for potential security threats.• I have been told what to do if there is a workplace emergency.• To what extent have you, personally, experienced workplace violence in the last 12 months at AOC?

21

75%

84% 85% 84%

76%78%

80%83%

85% 85%

69%

78%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Physical conditions (forexample, noise level,temperature, lighting,

cleanliness in the workplace)allow employees to perform

their jobs well.

Employees are protectedfrom health and safety

hazards on the job.

My direct supervisor followsand consistently enforces

safety requirements withinmy workgroup.

I can report safety concernswithout fear of being

punished.

I am given the proper toolsand protective equipment to

do my job safely.

I am given the propertraining to do my job safely.

Favo

rab

ility

Safety Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW3 Workforce Dimensions: Safety


22

85%

92%

82%

89% 90%

77%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

My organization has prepared employees for potentialsecurity threats.

I have been told what to do if there is a workplaceemergency.

*To what extent have you, personally, experiencedworkplace violence in the last 12 months at AOC?

Favo

rab

ility

Security Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsIEW3 Workforce Dimensions: Security


23

2016 Federal Employee Viewpoint Survey ResultsOTOM1 Teamwork Dimensions

OTOM1 Teamwork Dimensions:The questions in these three dimensions are key performance indicators AOC uses to measure progress in Objective 1.0 of our Goal to Operate as One Team, Dedicated to One Mission (OTOM). OTOM Objective 1.0 calls for teamwork and asks us to ensure the success of others by prioritizing AOC’s mission, values, vision and goals ahead of the interests of any individual, work group or business unit.

Collaboration Dimension• The people I work with cooperate to get the job done.• Employees in my work unit share job knowledge with each other.• Managers support collaboration across work units to accomplish work objectives.

Communication Dimension• I have enough information to do my job well.• My supervisor listens to what I have to say.• Managers promote communication among different work units.• How satisfied are you with the information you receive from management on what's going on in

your organization?

Alignment Dimension• My work gives me a feeling of personal accomplishment.• I know how my work relates to the agency's goals and priorities.• My agency is successful at accomplishing its mission.• Managers communicate the goals and priorities of the organization. 24

84%81%

76%75%

64%

77% 76%

59%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

The people I work with cooperate to get the job done. Employees in my work unit share job knowledge with eachother.

Managers support collaboration across work units toaccomplish work objectives.

Favo

rab

ility

Collaboration Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsOTOM1 Teamwork Dimensions: Collaboration


79%

74%

66%

80%78%

61%64%

71%

79%

55%52%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I have enough information to do my jobwell.

My supervisor listens to what I have to say. Managers promote communication amongdifferent work units (e.g.., about projects,

goals, resources).

How satisfied are you with the informationyou receive from management on what's

going on in your organization?

Favo

rab

ility

Communication Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsOTOM1 Teamwork Dimensions: Communication


26

83%85%

73%

79%

86%

80%

68%

73%

84%

75%

63%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

My work gives me a feeling of personalaccomplishment.

I know how my work relates to the agency'sgoals and priorities.

My agency is successful at accomplishing itsmission.

Managers communicate the goals andpriorities of the organization.

Favo

rab

ility

Alignment Dimension 2016



2016 Federal Employee Viewpoint Survey ResultsOTOM1 Teamwork Dimensions: Alignment

27

2016 Federal Employee Viewpoint Survey ResultsLaw/Respect Dimensions

Law/Respect Dimensions:The questions in these two dimensions relate to perceptions about AOC’s fulfillment of its commitment to a legal, ethical and respectful workplace for all.

Diversity Dimension• Policies and programs promote diversity in the workplace.• My supervisor is committed to a workforce representative of all segments of society.• Supervisors work well with employees of different backgrounds.• To what extent is prejudice, discrimination and/or harassment a problem at AOC?• To what extent have you, personally, experienced prejudice or discrimination in the last 12 months

at AOC?• To what extent have you, personally, experienced harassment in the last 12 months at AOC?

Ethics Dimension• I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.• Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.• Prohibited Personnel Practices are not tolerated.• To what extent have you, personally, experienced workplace bullying in the last 12 months at AOC?

28

71%

59%

79% 80%

64%

72%69% 69%

72%

77%

60%

71%

66%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Policies and programspromote diversity in theworkplace (for example,recruiting minorities and

women, training inawareness of diversity issues,

mentoring).

My supervisor is committedto a workforce

representative of allsegments of society.

Supervisors work well withemployees of different

backgrounds.

To what extent is prejudice,discrimination and/or

harassment a problem atAOC?*

To what extent have you,personally, experienced

prejudice or discrimination inthe last 12 months at AOC?*

To what extent have you,personally, experienced

harassment in the last 12months at AOC?*

Favo

rab

ility

Diversity Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsLaw/Respect Dimensions: Diversity


* Favorability indicates employee response that these behaviors are not a problem/experienced at AOC. 29

81%

63%

56%

67%

80%

64%

57%

69%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I can disclose a suspected violation of anylaw, rule or regulation without fear of

reprisal.

Arbitrary action, personal favoritism andcoercion for partisan political purposes are

not tolerated.

Prohibited Personnel Practices are nottolerated.

To what extent have you, personally,experienced workplace bullying in the last

12 months at AOC?*

Favo

rab

ility

Ethics Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsLaw/Respect Dimensions: Ethics

Note: 2014 AOC or 2016 Federal data is not depicted where there is no corresponding question due to survey differences.* Favorability indicates employee response that these behaviors are not a problem/experienced at AOC. 30

2016 Federal Employee Viewpoint Survey ResultsManagement Dimensions

Supervision Dimension• My supervisor supports my need to balance work

and other life issues.• My supervisor treats me with respect.• I have trust and confidence in my supervisor.• Overall, how good a job do you feel is being done by

your immediate supervisor?• My supervisor cares about me as a person.

Administration Dimension• I know what is expected of me on the job.• I have sufficient resources (for example, people,

materials, budget) to get my job done.• My workload is reasonable.• My talents are used well in the workplace.• How would you rate the overall quality of work done

by your work unit?• Overall, how good a job do you feel is being done by

the manager directly above your immediate supervisor?

Management Dimensions:The questions in these four dimensions relate to employee perceptions about management at the supervisor, mid-level management and senior leader levels. The Cultural Preservation Dimension identifies particular administration elements required for successful mission execution.

Leadership Dimension:• My work unit is able to recruit people with the right

skills.• I believe the results of this survey will be used to

make my agency a better place to work.• In my organization, senior leaders generate high levels

of motivation and commitment in the workforce.• My organization’s senior leaders maintain high

standards of honesty and integrity.• I have a high level of respect for my organization’s

senior leaders.• How satisfied are you with the policies and practices

of your senior leaders?

Cultural Preservation Dimension • I know which objects or areas in my work place are

historical assets.• I know how to use specific tools or methods to

preserve historical assets.31

79%

68%

73%

69%

78%81%

70%74% 72%

82% 83%

70%73%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

My supervisor supports my need tobalance work and other life issues.

My supervisor treats me withrespect.

I have trust and confidence in mysupervisor.

Overall, how good a job do you feelis being done by your immediate

supervisor?

My supervisor cares about me as aperson.

Favo

rab

ility

Supervision Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsManagement Dimensions: Supervision


32

87%

61%

72%

68%

60%

87%

66%

71% 70%

87%

62%

79%

48%

58%60%

85%

61%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I know what is expected ofme on the job.

I have sufficient resources(for example, people,

materials, budget) to get myjob done.

My workload is reasonable. My talents are used well inthe workplace.

How would you rate theoverall quality of work done

by your work unit?

Overall, how good a job doyou feel is being done by themanager directly above your

immediate supervisor?

Favo

rab

ility

Administration Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsManagement Dimensions: Administration


33

62%

50%

57%

67%

60%

64%

56%59%

66%

57%

45% 44% 43%

54% 55%

45%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

My work unit is able torecruit people with the right

skills.

I believe the results of thissurvey will be used to makemy agency a better place to

work.

In my organization, seniorleaders generate high levels

of motivation andcommitment in the

workforce.

My organization's seniorleaders maintain high

standards of honesty andintegrity.

I have a high level of respectfor my organization's senior

leaders.

How satisfied are you withthe policies and practices of

your senior leaders?

Favo

rab

ility

Leadership Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsManagement Dimensions: Leadership


34

80%

84%

71%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I know which objects or areas in my work place are historical assets. I know how to use specific tools or methods to preserve historical assets.

Favo

rab

ility

Cultural Preservation Dimension 2016


2016 Federal Employee Viewpoint Survey Results Management Dimensions: Cultural Preservation


35

2016 Federal Employee Viewpoint Survey ResultsEmployee Engagement Dimensions

Employee Engagement DimensionsThe questions in these three dimensions provide data about employee self-motivation and additional engagement elements related to development, empowerment, work-life balance and overall satisfaction.

Self-Motivation Dimension• I like the kind of work I do.• When needed I am willing to put in the extra effort to get a job done.• I am constantly looking for ways to do my job better.• The work I do is important.

Engagement Dimension• My training needs are assessed.• The skill level in my work unit has improved in the past year.• Employees have a feeling of personal empowerment with respect to work processes.• Pay raises depend on how well employees perform their jobs.• Managers review and evaluate the organization's progress toward meeting its goals and objectives.• Senior leaders demonstrate support for Work/Life programs.• Considering everything, how satisfied are you with your pay?

Work-Life Balance Dimension• How satisfied are you with the Telework program in your agency?• How satisfied are you with the Alternative Work Schedules (AWS) program in your agency?• How satisfied are you with the Health and Wellness Programs in your agency?• How satisfied are you with the Employee Assistance Program (EAP) in your agency?

36

80%

95%92%

90%

86%

95%

91% 91%

83%

96%

91% 90%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

I like the kind of work I do. When needed I am willing to put in theextra effort to get a job done.

I am constantly looking for ways to do myjob better.

The work I do is important.

Favo

rab

ility

Self Motivation Dimension 2016


2016 Federal Employee Viewpoint Survey ResultsEmployee Engagement Dimensions: Self Motivation


37

52%

64% 63%

59%

34%

68%

63%

56%53%

57%

47%

25%

63%60% 62%

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

0.8

0.9

1

My training needs areassessed.

The skill level in my workunit has improved in the

past year.

Employees have a feelingof personal

empowerment withrespect to work

processes.

Pay raises depend onhow well employeesperform their jobs.

Managers review andevaluate the

organization's progresstoward meeting its goals

and objectives.

Senior leadersdemonstrate support for

Work/Life programs.

Considering everything,how satisfied are you

with your pay?

Favo

rab

ility

Engagement Dimension 2016


2016 Federal Employee Viewpoint Survey Results Employee Engagement Dimensions: Engagement


38

2016 Federal Employee Viewpoint Survey Results Employee Engagement Dimensions: Work-Life Balance


73%

90%

76% 75%

82%

92%

83%

78%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

How satisified are you with the Teleworkprogram in your agency?

How satisified are you with the AlternativeWork Schedules (AWS) program in your

agency?

How satisified are you with the Health andWellness Programs in your agency

How satisified are you with the EmployeeAssistance Program (EAP) in your agency?

Favo

rab

ility

Work-Life Balance Dimension 2016

2016 AOC 2016 Federal 39

For more information about the Architect of the Capitol’s administration of the Federal Employee Viewpoint Survey, including results and associated analysis, please contact:

Michelle FlahertyDirector of Performance, Strategy & Innovation

Architect of the Capitol (202) 226-3538

[email protected]

2016 Federal Employee Viewpoint Survey Results

40

mailto:[email protected]

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