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2013 FCSIC Employee Survey

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Highlights:

The 2013 Federal Employee Viewpoint Survey measured employee perceptions that drive satisfaction, commitment, and engagement and which ultimately contribute to the mission of agencies. The survey focused on four key areas: overall satisfaction, leadership, performance, and diversity.  This year FCSIC compared its employee responses with responses from 376,500 full-time permanent Federal Government employees.  FCSIC received results from seventy percent of its staff compared to forty-eight percent of employees in the Federal Government.  The results are highlighted below:

 

FCSIC 2013 Employee Survey Produces High Marks


The 2013 Federal Employee Viewpoint survey shows that FCSIC employee respondents are positive about their agency, their opportunity to improve their skills and their environment; however, fewer FCSIC employees like the work they do than in previous years.

  • One-hundred percent of FCSIC employee respondents knew how their work related to their agency’s goals and priorities compared to eighty-three percent of employees in the Federal Government.
  • Eighty-six percent of FCSIC employee respondents were satisfied with their organization compared to fifty-six percent of employees in the Federal Government.
  • Seventy-one percent of FCSIC employee respondents believe they are given a real opportunity to improve their skill compared to sixty percent of employees in the Federal Government.
  • Seventy-one percent of FCSIC feel encouraged to come up with new and better ways of doing things compared to fifty-six percent of employees in the Federal Government.
  • Seventy-one percent of FCSIC employee respondents thought their work was important compared to ninety percent of employees in the Federal Government.
  • Seventy-one percent of FCSIC employee respondents liked the work they did compared to eighty-three percent of employees in the Federal Government.

Favorability toward agency leadership continues.

In all categories except one, leadership findings were positive and consistent with past years.  However, only 50% of respondents were satisfied with the information they received from management.  We will meet more often and share more information in an effort to improve employee satisfaction. 

  • One-hundred percent of FCSIC employee respondents believe their leaders work well with employees of different backgrounds, communicate goals and priorities of the organization, and review and evaluate work progress compared with sixty-three percent of respondents in the Federal Government.
  • One-hundred percent of FCSIC employee respondents have a high level of respect for their senior leaders and believe they are doing a good job. Employees also report their leaders maintain high honesty and integrity, and support collaboration.  This compares favorably to Federal Government Employees perception of management in which only fifty-two percent responded favorably to the same questions.
  • Eighty-six percent of FCSIC employee respondents felt their leaders generated high levels of motivation and commitment in the workforce and were satisfied with the policies and practices of their senior leaders.  Approximately forty-one percent of respondents in the Federal Government felt the same way.
  • In the last six-months eighty-three percent of FCSIC employee respondents were approached by their supervisor to discuss performance.  Approximately seventy-seven percent of respondents in the Federal Government had a similar experience.
  • Fifty percent of FCSIC employee respondents are satisfied with the information they receive from management on what’s going on in their organization compared with forty-eight percent of respondents in the Federal Government.

Performance management continues as an issue in the Federal Government as a whole, but FCSIC continues to outperform its peers in this area.

  • One-hundred percent of FCSIC employee respondents perceived performance appraisals as fair compared to eighty-one percent of employees in the Federal Government.
  • Eighty-six percent of FCSIC employee respondents thought that creativity and innovation are rewarded compared to thirty-five percent of employees in the Federal Government.
  • Eighty-three percent of FCSIC employee respondents thought that promotions were based on merit compared to thirty-two percent of respondents in the Federal Government.
  • Eighty percent of FCSIC employee respondents thought that steps were taken to deal with poor performers compared to twenty-eight percent of employees in the Federal Government.
  • Eighty percent of FCSIC employee respondents thought that supervisor performance discussions are seen as worthwhile compared to sixty-one percent of employees in the Federal Government.
  • Fifty-seven percent of FCSIC employee respondents thought that pay raises were connected with job performance compared to nineteen percent of employees in the Federal Government.

Diversity is still a strength for FCSIC.

  • One-hundred percent of FCSIC employee respondents believed that supervisors were committed to workforce diversity compared to sixty-five percent of employees in the Federal Government.
  • One-hundred percent of FCSIC employee respondents believe their leaders work well with employees of different backgrounds, communicate goals and priorities of the organization, and review and evaluate work progress compared with sixty-three percent of respondents in the Federal Government.
  • Eighty-three percent of FCSIC employee respondents believed that differences in performance are recognized in a meaningful way compared to thirty-one percent of employees in the Federal Government.
  • Seventy-one percent of FCSIC employee respondents felt a feeling of empowerment, compared to forty-three percent of employees in the Federal Government.

Results show a favorable view towards leadership and diversity within the workplace.

 

Complete employee survey results can be found here "2013 Employee Survey Results"