Highlights:

The 2012 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 687,000 full-time permanent Federal Government employees.  FCSIC received results from ninety-one percent of its staff compared to forty-six percent of employees in the Federal Government.  The results are highlighted below:

The 2012 Federal Employee Viewpoint survey shows that FCSIC employee respondents are positive about their agency and the work they do.

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

Favorability toward agency leadership continues.

Motivating employees in this environment can be challenging given frozen salaries, slashed budgets and public sentiment toward Federal employees. Motivation can come from recognition, growth, opportunity to succeed and sense of value by the organization.  Effective leaders will motivate employees during these difficult times.

Overall, leadership findings remained consistent from 2012

• 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-four 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-four percent responded favorably to the same questions.
• Ninety 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.
• Ninety 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-three percent of respondents in the Federal Government felt the same way.
• In the last six-months Eighty 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.

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

• Ninety percent of FCSIC employee respondents thought that promotions were based on merit compared to thirty-four percent of respondents in the Federal Government.
• Eighty percent of FCSIC employee respondents thought that pay raises were connected with job performance compared to twenty-two percent of employees in the Federal Government.
• Ninety percent of FCSIC employee respondents thought that steps were taken to deal with poor performers compared to thirty percent of employees in the Federal Government.
• One-hundred percent of FCSIC employee respondents thought that supervisor performance discussions are seen as worthwhile compared to sixty-two percent of employees in the Federal Government.
• One-hundred percent of FCSIC employee respondents perceived performance appraisals as fair compared to sixty-nine percent of employees in the Federal Government.
• One-hundred percent of FCSIC employee respondents thought that creativity and innovation are rewarded compared to thirty-nine 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 fifty-seven percent of employees in the Federal Government.
• Ninety percent of FCSIC employee respondents believed that differences in performance are recognized in a meaningful way compared to thirty-four 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-four percent of respondents in the Federal Government.
• One-hundred percent of FCSIC employee respondents felt a feeling of empowerment, compared to forty-five percent of employees in the Federal Government.

Results show a favorable view towards leadership and positive growth.

FCSIC employee respondents:

• Believe their work is important; it gives them a feeling of personal accomplishment, and they know what is expected of them.
• Have increasingly favorable attitudes towards supervisors and top leadership.
• Increasingly believe that performance appraisals are fair, performance discussions are worthwhile and differences in performance are recognized.

Complete employee survey results can be found here "2012 Employee Survey Results"