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2012 Federal Employee Viewpoint Survey (accessible)

Summary Results from the
2012 Federal Employee Viewpoint Survey
Equal Employment Opportunity Commission

As we strive for continuous improvement, feedback from the Federal Employee Viewpoint Survey (FEVS) continues to be critical in identifying our agency's strengths and challenges. Collectively, our voices provide a strong foundation with which change can and will occur.

This report highlights what employees have identified as our agency's areas of strengths and challenges, along with areas of progress and opportunities for improvement. Our 2012 results are compared with our 2011 results and the 2012 Governmentwide results. Your input allows our leaders to work towards a common goal of building a better workplace.

Response Rates:

Equal Employment Opportunity Commission 55%
Governmentwide 46%

Our agency's 5 highest percent positive ratings (strengths) and 5 highest percent negative ratings (challenges).

STRENGTHS EEOC G'wide
When needed I am willing to put in the extra effort to get a job done. (Q. 7) 97 96
The work I do is important. (Q. 13) 94 91
How satisfied are you with the following Work/Life programs in your agency? Alternative Work Schedules (AWS) (Q. 80) 92 89
I am constantly looking for ways to do my job better. (Q. 8) 92 91
I am held accountable for achieving results. (Q. 16) 88 83
CHALLENGES EEOC G'wide
I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 53 35
Pay raises depend on how well employees perform their jobs. (Q. 33) 46 50
How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 42 35
My workload is reasonable. (Q. 10) 41 25
In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 41 37

Below are the survey items that had the greatest changes in percent positive ratings for our agency since the 2011 survey administration.

INCREASES 2011 2012 Diff.
How satisfied are you with the following Work/Life programs in your agency? Child Care Programs (for example, daycare, parenting classes, parenting support groups) (Q. 83) 63 71 +8
My organization has prepared employees for potential security threats. (Q. 36) 68 74 +6
DECREASES 2011 2012 Diff.
My work unit is able to recruit people with the right skills. (Q. 21) 44 35 -9

The Global Satisfaction Index provides a more comprehensive indicator of employees' overall work satisfaction. Global satisfaction is a combination of employees' satisfaction with their job, their pay, and their organization, plus their willingness to recommend their organization as a good place to work.

Global Satisfaction Index
2012 Governmentwide 2012 EEOC 2011 EEOC

Global Satisfaction

63%

64%

64%

Job Satisfaction

68%

71%

70%

Pay Satisfaction

59%

59%

61%

Organization Satisfaction

59%

63%

63%

Recommend Organization

67%

63%

63%

Since the Telework Enhancement Act of 2010, more Federal employees than ever are teleworking. How is our agency doing?

Telework Situation
55% Telework I telework 3 or more days per week. 2%
I telework 1 or 2 days per week. 28%
I telework, but no more than 1 or 2 days per month. 10%
I telework very infrequently, on an unscheduled or short-term basis. 15%
45% Do Not Telework I do not telework because I have to be physically present on the job. 9%
I do not telework because I have technical issues. 3%
I do not telework because I did not receive approval, even though I have the kind of job where I can telework. 13%
I do not telework because I choose not to telework. 20%

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

Telework Satisfaction*
Satisfied 79%
Neither 12%
Dissatisfied 9%

* Telework satisfaction only includes responses from those who telework

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

www.FedView.opm.gov