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Employee Summary Feedback Report of the
2011 Federal Employee Viewpoint Survey
Equal Employment Opportunity Commission

About this report

Part of delivering a world-class Federal workforce is acknowledging that our employees are our greatest asset. It is for this reason that we focus on employee perceptions regarding critical areas of their work lives: areas which drive employee satisfaction, commitment, and ultimately retention in the workforce.

This report highlights your agency's areas of strengths and challenges, identifies areas of progress and opportunities for improvement. Your agency's 2011 results are compared with both the 2011 Governmentwide results and your agency's 2010 survey results. These results allow agency leaders and employees to reflect on past accomplishments while setting priorities for the future.

Everyone can play a part in building a better Federal workforce and a better future for all Americans.

Who Responded

EEOC 55% response rate
GOVERNMENTWIDE 49% response rate

Strengths And Challenges

Your agency’s 5 highest % positive and % negative ratings, including the 2011 Governmentwide percentage for comparison.

EEOC Strengths Governmentwide
7. When needed I am willing to put in the extra effort to get a job done. 96% 97%
13. The work I do is important. 95% 92%
8. I am constantly looking for ways to do my job better. 92% 92%
12. I know how my work relates to the agency’s goals and priorities. 89% 85%
5. I like the kind of work I do. 88% 85%


EEOC Challenges Governmentwide
9. I have sufficient resources (for example, people, materials, budget) to get my job done. 48% 34%
33. Pay raises depend on how well employees perform their jobs. 44% 47%
10. My workload is reasonable. 40% 24%
67. How satisfied are you with your opportunity to get a better job in your organization? 40% 32%
24. In my work unit, differences in performance are recognized in a meaningful way. 35% 34%

Increases and Decreases

Up to 5 items with positive ratings that increased or decreased at least 5 percentage points from 2010 to 2011.

2010 2011 Diff.
50. In the last six months, my supervisor/team leader has talked with me about my performance. 73% 83% +10
61. I have a high level of respect for my organization’s senior leaders. 49% 57% +8
35. Employees are protected from health and safety hazards on the job. 66% 73% +7
39. My agency is successful at accomplishing its mission. 67% 73% +6
54. My organization’s leaders maintain high standards of honesty and integrity. 46% 52% +6

Your agency had no items that decreased by 5 percentage points or more since 2010.

Human Capital Assessment and Acountability Framework (HCAAF)

The HCAAF indices provide consistent metrics for measuring progress toward HCAAF objectives. Here are your agency results compared with the Governmentwide results.

EEOC Governmentwide
Leadership & Knowledge Management 60% 62%
Results-Oriented Performance Culture 55% 54%
Talent Management 56% 60%
Job Satisfaction 68% 68%


22nd on Leadership & Knowledge Management 18th on Results-Oriented Performance Culture
29th on Talent Management 15th on Job Satisfaction


Telework EEOC Governmentwide
I telework 3 or more days per week. 1% 2%
I telework 1 or 2 days per week. 27% 6%
I telework, but no more than 1 or 2 days per month. 4% 3%
I telework very infrequently, on an unscheduled or short-term basis. 16% 9%
Totel telework 48% 20%
Do Not Telework EEOC Governmentwide
I do not telework because I have to be physically present on the job (e.g., Law Enforcement Officers, Park Rangers, Security Personnel). 11% 35%
I do not telework because I have technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking. 3% 7%
I do not telework because I did not receive approval to do so, even though I have the kind of job where I can telework. 18% 26%
I do not telework because I choose not to telework. 20% 12%

Note: The sum of percentages may not add to 100 due to rounding.

U.S. Office of Personnel Management
1900 E Street NW
Washington, DC 20415