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Federal Human Capital Survey: A Closer Look - FY 2008

Federal Human Capital Survey: A Closer Look - FY 2008. The Department of the Treasury Building our Workforce for the Future. April 2009. What is the survey?.

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Federal Human Capital Survey: A Closer Look - FY 2008

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  1. Federal Human Capital Survey:A Closer Look - FY 2008 The Department of the Treasury Building our Workforce for the Future April 2009

  2. What is the survey? The Federal Human Capital Survey (FHCS) is a tool that measures employees' perceptions regarding critical areas of their work life - areas that drive employee satisfaction, commitment and ultimately retention in the workforce. The FHCS is intended to: • Guide agency efforts to support agency mission results with strong human capital strategies. • Serve as a tool for OPM to assess an individual agency’s progress toward success in three essential systems included in the Human Capital Assessment and Accountability Framework (HCAAF): Leadership and Knowledge Management, Results-Oriented Performance Culture, and Talent Management. • Give senior managers critical information to answer the question: What can I do to make my agency work better?

  3. Sample Participants The FHCS sample included employees from 29 major federal agencies as well as selected small and independent agencies. 212,223 completed the survey (a 51% government-wide response rate) 12,910 Treasury employees were asked to complete the survey and 8,656 Treasury employees participated (a 67% Treasury response rate) * Treasury results have a plus or minus 3% margin of error

  4. Bureau Participation Rates: OTS 87% FinCEN 87% BPD 82% TIGTA 82% TTB 75% OCC 75% OIG 71% Mint 66% FMS 65% DO 58% IRS/IRS-CC 58% BEP 52%

  5. Comparison of Treasury FHCS Participants and Workforce by Ethnicity and Race Treasury FHCS Participation Treasury Workforce • Note: Data on Treasury’s workforce participation rates are taken from Treasury’s FY 2008 Management Directive 715 Report. • NHOPI - Native Hawaiian or Other Pacific Islander • AI/AN - American Indian/Alaska Native • 2+Races – Two or More Races

  6. Comparison of FHCS Participants and Treasury Workforce by Gender Treasury FHCS Participation Treasury Workforce Note: Workforce participation rates are taken from Treasury’s FY 2008 Management Directive 715 Report.

  7. Category Breakdown The FHCS includes seven (7) categories: • Personal Work Experience • Recruitment, Development and Retention • Performance Culture • Leadership • Learning (Knowledge Management) • Job Satisfaction • Satisfaction with Benefits

  8. FHCS Summary by Demographics • According to OPM, areas with a difference of 5 percent or more between the overall response rate and the individual group response rate are significant. • Items that were positive by 65% or more are considered strengths. • Items that were negative by 35% or less are considered weaknesses. • For most questions, Treasury had no significant differences in the response rates between males and females. Females responded significantly below the average response rate in three (3) of 65 questions analyzed, while males responded significantly below in one (1). • For most questions, Treasury had no significant differences in the response rates between Hispanics and Non-Hispanics. Hispanic employees responded significantly below the overall average response rate in nine (9) questions. • For most questions, Treasury had no significant differences in the average response rate and the responses of White employees. White employees responded significantly below the overall average response rate in two (2) questions and significantly above in one (1). Red indicates an area of weakness Green indicates an area of strength Yellow indicates areas that fall between a strength and a weakness

  9. FHCS Summary by Demographics Continued • For most questions, Treasury had no significant differences in the average response rate and the responses of Black employees. Black employees responded significantly above the overall average response rate in 19 questions and below in four (4). • Native Hawaiian or Other Pacific Islander employees are the smallest racial group (0.2% of the national workforce and 0.11% of all Treasury employees). However, their responses represent the highest percentage of positive responses compared to the agency overall. • Native Hawaiian or Other Pacific Islander and Asian employees responded significantly above the overall response rate in 36 or more questions. • American Indian/Alaska Native and Two or More Race employees are the next smallest racial groups. Together, they constitute 2.2% of the national workforce and 1.13% of all Treasury employees. These two groups responded significantly below the overall response rate in 40 or more questions, particularly in areas relating to resolution of complaints, disputes or grievances in the work unit, the ability to report violations of laws without fear of reprisals, and leadership’s arbitrary actions.

  10. Key Areas of Concern for EEO Practitioners • American Indian/Alaska Native and Two or More Race employees are significantly less satisfied than all other groups of employees. • Although not a weakness as defined by OPM, less than half of Treasury employees agreed that: • Complaints, disputes or grievances are resolved fairly in their work unit (46.5%). • They could disclose a suspected violation of any law, rule or regulation without fear of reprisal (49.8%).

  11. Treasury Areas of Weakness • 32% of respondents agreed that in their unit, steps are taken to deal with poor performers. • 26.5% agreed that pay raises depend on how well employees perform their jobs. • 32.6% agreed that differences in performance were recognized in significant ways. • 34% were satisfied with telework / telecommuting.

  12. Category Breakdown: Personal Work Experience • American Indian/Alaska Native and Two or More Race employees responded at a rate below the overall response rate in six (6) or more questions. • Native Hawaiian or Other Pacific Islander, Black and Asian employees responded at rates above the overall response rate in five (5) or more questions. • 85.3% of all respondents agreed that people they worked with cooperated to get the job done. • 80.7% of Hispanics employees agreed. • 93.5% of Native Hawaiian or Other Pacific Islander employees agreed. • 63% of all respondents agreed that they were given a real opportunity to improve their skills within the organization. • 39.2% of American Indian/Alaska Native and 56.9% of Two or More Race employees agreed. • 73.9% of Asian and 92.3% of Native Hawaiian or Other Pacific Islander employees agreed.

  13. Personal Work Experience Cont. • 65% of all respondents agreed that they would recommend their organization as a good place to work. • 42.8% of American Indian/Alaska Native and 49.7% of Two or More Race employees agreed. • 72.9% of Asian employees agreed. • 58.3% of all respondents agreed that they felt encouraged to come up with new and better ways of doing things. • 28.2% of American Indian/Alaska Native and 48.7% of Two or More Race employees agreed. • 93.9% of Native Hawaiian or Other Pacific Islander employees agreed. • 73.2% of all respondents agreed that their work gives them a feeling of personal accomplishment. • 44.4% of American Indian/Alaska Native and 51.2% of Two or More Race employees agreed. • 93.3% of Native Hawaiian or Other Pacific Islander employees agreed.

  14. Personal Work Experience Cont. • 64.8% of all respondents agreed that they have trust and confidence in their supervisors. • 44.4% of American Indian/Alaska Native and 49.1% of Native Hawaiian or Other Pacific Islander employees agreed. • 83.7% of Asian employees agreed. • 70.4% of the male employees agreed compared to 61.1% of females. • 65% of all respondents agreed that they would recommend their organization as a good place to work. • 42.8% of American Indian/Alaska Native, 49.7% of Two or More Race and 52.8% of Native Hawaiian or Other Pacific Islander employees agreed. • 72.9% of Asian employees agreed. • 69% of all respondents agreed that they feel their supervisor/team does a good job. • 45% of American Indian/Alaska Native, 49.5% of Native Hawaiian or Other Pacific Islanders, and 58.8% of Two or More Race employees agreed. • 79.4% of Asian employees agreed. • 85.7% of all respondents agreed that they rate the quality of the work by their work group as good. • 93% of Asian and 96.2% of Native Hawaiian or Other Pacific Islander employees agreed.

  15. Category Breakdown • American Indian/Native American employees responded at a rate below the overall response rate in 10 out of 11 questions. • Native Hawaiian or Other Pacific Islander employees responded at rates above the overall response rate in nine (9) or more questions. • 73.6% of all respondents agreed that the workforce has the job-related knowledge and skills to accomplish organizational goals. • 69% of American Indian/Alaska Native employees agreed. • 93.7% of Native Hawaiian or Other Pacific Islander employees agreed. Recruitment, Development and Retention

  16. Recruitment, Development & Retention Cont. • 77% of the respondents agreed that their supervisor supports their need to balance work and family issues. • 54% of Native Hawaiian or Other Pacific islander and 59.5% of American Indian/Alaska Native employees agreed. • 85% of Two or More Race and 82.2 of Asian employees agreed. • 65.3% of the respondents agreed that their supervisors/team leaders provide employees with opportunities to demonstrate their leadership skills. • 43.5% of American Indian/Alaska Native and 48.8% of Native Hawaiian or Other Pacific Islander employees agreed. • 53% of Hispanic employees agreed. • 44.1% of the respondents agreed that their unit is able to recruit people with the right skills. • 27.8% of American Indian/Alaska Native employees agreed. • 57.1% of Asian and 82% of Native Hawaiian or Other Pacific Islander employees agreed.

  17. Recruitment, Development & Retention Cont. • 55.3% of all respondents agreed that the level of work in their unit has improved over the last year. • 92.2% of Native Hawaiian or Other Pacific Islander employees agreed. • 60.7% of all respondents agreed that they have sufficient resources to get their job done. • 42.3% of Native Hawaiian or Other Pacific Islander and 52.4% of Two or More Race employees agreed. • 69.7% of Black employees agreed. • 59.9% of all respondents agreed that their workload was reasonable. • 47% of American Indian/Alaska Native employees agreed. • 89.8% of Native Hawaiian or Other Pacific Islander employees agreed.

  18. Recruitment, Development & Retention Cont. • 62.9% of all respondents agreed that their talents were used well in the workplace. • 29.1% of American Indian/Alaska Native and 49.6% of Two or More Race employees agreed. • 71.3% of Asian and 91.6% of Native Hawaiian or Other Pacific Islander employees agreed. • 83.3% of all respondents agreed that they knew how their work related to the agency’s goals and priorities. • 56.3% of American Indian/Alaska Native employees agreed. • 97.1% of Native Hawaiian or Other Pacific Islander employees agreed. • 90.2% of all respondents agreed that the work they do is important. • 71.5% of American Indian/Alaska Native employees agreed. • 98.0% of Native Hawaiian or Other Pacific Islander employees agreed.

  19. Category Breakdown • American Indian/Alaska Native and Two or More Race employees responded below the overall response rate in 10 or more of the 14 questions. • Native Hawaiian or Other Pacific Islander, Black and Asian employees responded above the overall response rate in eight (8) or more of the 14 questions. • 37% of all respondents agreed that promotions in their work unit are based on merit. • 22.9% of Two or More Race employees agreed. • 51.4% of Native Hawaiian or Other Pacific Islander and 53.9% of Asian employees agreed. • 32.5% of female employees agreed compared to 44% of males. • 32% of all respondents agreed that in their unit, steps are taken to deal with a poor performers who cannot or will not improve. • 8.5% of Native Hawaiian or Other Pacific Islander and 21.3% of Two or More Race employees agreed. • 43.1% of Black and 46.2% of Asian employees agreed. Performance Culture

  20. Performance Culture Cont. • 42.7% of all respondents agreed they feel personally empowered with respect to work progress. • 28.8% of American Indian/Alaska Native employees agreed. • 53.9% of Asian and 87.1% of Native Hawaiian or Other Pacific Islander employees agreed. • 48.1% of all respondents agreed that they are rewarded for providing high quality products and services to customers. • 14.5% of Native Hawaiian or Other Pacific Islander, 29.3% of American Indian/Alaska Native, and 37.8% of Two or More Race employees agreed. • 39.4% of all respondents agreed that creativity and innovation are rewarded. • 7.9% of Native Hawaiian or Other Pacific Islander, 14.5% of Two or More Race, and 27.7% of American Indian/Alaska Native employees agreed. • 47.1% of Black employees agreed.

  21. 26.5% of all respondents agreed that pay raises depend on how well employees perform their jobs. • 17.2% of American Indian/Alaska Native employees agreed. • Asian, Black and Native Hawaiian or Other Pacific Islander employees agreed at rates between 32.2% and 47%. • 46.1% of all respondents agreed that awards depend on how well employees perform their jobs. • 28.9% of American Indian/Alaska Native employees agreed. • 52.3% of Two or More Race and 55.7% of Native Hawaiian or Other Pacific Islander employees agreed. • 32.6% of all respondents agreed that differences in performance were recognized in significant ways. • 19.6% of Two or More Race employees agreed. • Asian, Black and Native Hawaiian or Other Pacific Islander employees agreed at rates between 43.1% and 49.3%. Performance Culture Cont.

  22. 68.5% of all respondents agreed that their performance appraisal was a fair reflection of their performance. • American Indian/Alaska Native, Native Hawaiian or Other Pacific Islander, and Two or More Race employees agreed at rates between 42.5% and 57.6%. • 60.8% of all respondents agreed that discussions with their supervisor about their performance were worthwhile. • 42.8% of Native American/Alaska Native and 50.1% of Native Hawaiian or Other Pacific Islander employees agreed. • All other groups agreed at a rate of 56.6% or higher. • 68% of all respondents agreed that they understood what they had to do to be rated at different performance levels (for example, Fully Successful, Outstanding). • 53.6% of Native Hawaiian or Other Pacific Islander employees agreed. • All other groups agreed at a rate of 68% or higher. Performance Culture Cont.

  23. 85.3% of all respondents agreed that they were held accountable for achieving results. • 68.4% of Two or More Race employees agreed. • All other groups agreed at a rate of 83% or higher. • 58.1% of all respondents agreed that their supervisors are committed to a workforce representative of all segments of society. • 31% of American Indian/Native American, 40.4% of Two or more Race and 50.4% of Native Hawaiian or Other Pacific Islander employees agreed. • All other groups agreed at a rate of 56% or higher. • 60.5% of all respondents agreed that policies and programs promote diversity in the workplace. • 20.5% of Two or More Race and 28.7% of American Indian/Native American employees agreed. • All other groups agreed at a rate of 57% or higher. Performance Culture Cont.

  24. 64.5% of all respondents agreed that managers/supervisors/team leaders work well with employees of different backgrounds. • 45.7% of American Indian/Alaska Native and 57.6% of Black employees agreed. • 61.2% of females agreed compared to 69.7% of males. • All other groups agreed at a rate of 64.7% or higher. Performance Culture Cont.

  25. Category Breakdown Leadership • Two or More Race and American Indian/Alaska Native employees responded below the overall response rate in six (6) or more of the 11 questions. • Native Hawaiian or Other Pacific Islander and Asian employees exceeded the overall response rate in six (6) or more of the 11 questions. • 47.5% of all respondents agreed that they have a high level of respect for their organization’s senior leadership. • All groups agreed at a rate of 43% or higher. • 88.2% of the Native Hawaiian or Other Pacific Islander employees agreed. • 36.5% of all respondents agreed that leaders generate a high level of motivation and commitment in the workplace. • 26.9% of American Indian/Alaska Native employees agreed. • All other groups agreed at a rate of 35% or higher.

  26. Leadership Cont. • 46.5% of all respondents agreed that their organization’s leaders maintain a high standard of honesty and integrity. • 27.7% of American Indian/Alaska Native employees agreed. • All other groups agreed at a rate of 45.5% or higher. • 66.9% of all respondents agreed that managers communicated the goals of the organization. • 29.4% of American Indian/Alaska Native employees agreed. • All other groups agreed at a rate of 65.3% or higher. • 66% of all respondents agreed that managers review and evaluate the organization’s progress towards meeting it goals and objectives. • 29.1% of American Indian/Alaska Native employees agreed. • All other groups agreed at a rate of 64.5% or higher.

  27. Leadership Cont. • 46.5% of all respondents agreed that complaints, disputes or grievances are resolved fairly in their work unit. • 33.0% of American Indian/Alaska Native, 31.3% of Two or More Race, 36.5% of White, and 38.4% of Black employees agreed. • 90.1% of Native Hawaiian or Other Pacific Islander employees agreed. • 27.2% of Hispanic employees agreed. • 48.4% of all respondents agreed that arbitrary actions, personal favoritism, and coercion for partisan political purpose are not tolerated. • 29.2% of Two or More Race employees agreed. • All other groups agreed at a rate of 47.1% or higher. • 59.6% of all respondents agreed that prohibited practices are not tolerated. • 38.4% of Two or More Race employees agreed. • All other groups agreed at a rate of 54% or higher.

  28. Leadership Cont. • 49.8% of all respondents agreed that they could disclose a suspected violation of any law, rule or regulation without fear of reprisal. • 19.2.% of American Indian/Alaska Native, 39.7% of Asian, and 40.2% of Two or More Race employees agreed. • 85.6% of Native Hawaiian or Other Pacific Islander employees agreed.

  29. Category Breakdown Learning (Knowledge Management) • American Indian/Alaska Native and Two or More Race employees responded below the overall average in four (4) or more of the seven (7) questions. • Native Hawaiian or Other Pacific Islander employees responded above the overall average in six (6) of the seven (7) questions. • 61.7% of all respondents agreed that supervisors/leaders provide employees with constructive suggestions to improve their job performance. • 53.6% of American Indian/Alaska Native employees agreed. • 66.5% of all respondents agreed that supervisors/leaders in their unit support employee development. • 44.8% of American Indian/Alaska Native employees agreed. • 80.9% of all respondents agreed that employees have electronic access to learning and training programs readily available at their desk. • 66.8% of Two or More Race and 73.7% of Black employees agreed. .

  30. Learning (Knowledge Management) Contd. • 53.9% of all respondents agreed that their training needs were assessed. • 28.6% of American Indian/Alaska Native employees agreed. • 53.1% of all respondents agreed that managers promote communications among different work units. • 19.4% of American Indian/Alaska Native and 34.7% of Two or More Race employees agreed. • 80.8% of all respondents agreed that employees in their work unit share job knowledge with each other. • 53% of Native Hawaiian or Other Pacific Islander employees agreed. • 69.8% of Hispanic employees agreed. • 90.5% of all respondents agreed that employees use information technology to perform work. • 77.6% of Two or More Races and 83.8% of Asian employees agreed. .

  31. Category Breakdown • American Indian/Alaska Native and Two or More Race employees responded below the overall response rate in eight (8) or more of the nine (9) questions. • Native Hawaiian or Other Pacific Islander, Black and Asian employees responded above the overall response rate in five (5) or more questions. • 47.8% of all respondents were satisfied with their involvement in decisions that affect their work. • 18.3% of American Indian/Alaska Native and 37.7% of Two or More Race employees were satisfied. • 52.1% of all respondents were satisfied with the information they receive from management on what’s going on in their organization. • 39.7% of Two or More Race and 43.4% of American Indian/Alaska Native employees were satisfied. Job Satisfaction

  32. Job Satisfaction Contd. • 56.2% of all respondents were satisfied with the recognition they receive for doing a good job. • Only 28.6% of American Indian/Alaska Native, 47.4% of Two or More Race, and 49.1% of Asian employees were satisfied. • 38% of all respondents were satisfied with the policies and practices of their senior leadership. • 24.9% of Two or More Race and 32.6% of American Indian/Alaska Native employees were satisfied. • 36.6% of all respondents were satisfied with their opportunities to get a better job in their organization. • Only 17.5% of Two or More Race and 26.8% of American Indian/Alaska Native employees were satisfied.

  33. Job Satisfaction Contd. • 55.6% of all respondents were satisfied with the training they receive for their present job. • 40.2% of Two or More Race, 44.2% of American Indian/Alaska Native, and 44.5% of Native Hawaiian or Other Pacific Islander employees were satisfied. • 43.7% of Hispanic employees were satisfied. • Considering everything, 70.3% of all respondents were satisfied with their job. • 58.8% of American Indian/Alaska Native employees were satisfied. • Considering everything, 60.2% of all respondents were satisfied with their pay. • 38.7% of Two or More Race, 46.5% of Native Hawaiian or Other Pacific Islander and 47.8% of American Indian/Alaska Native employees were satisfied. • Only 48.2% of Hispanic employees were satisfied

  34. Job Satisfaction Contd. • Considering everything, 56.5% of all respondents were satisfied with their organization. • Only 43.4% of American Indian/Alaska Native and 50.9% of Native Hawaiian or Other Pacific Islander employees were satisfied. • Only 44.6% of Hispanic employees were satisfied.

  35. Category Breakdown Satisfaction with Benefits We analyzed the results of the two (2) areas within Treasury’s control: • 34% of all respondents were satisfied with telework / telecommuting. • Black, Asian, Native Hawaiian/Other Pacific Islander and American Indian/Alaska Native employees responded above the overall response rate at rates between 40.2% and 44.3%. • 28.7% of Hispanic and 26.3% of Two or More Race employees were satisfied. • 37.4% of males were satisfied compared to 31.9% of females.

  36. Satisfaction with Benefits Contd. • 55.4% of all respondents were satisfied with Alternative Work Schedules. • 62.4% of Black, 73.1% of Asian and 86.3% of Native Hawaiian/Other Pacific Islander employees were satisfied. • 58.4% of males were satisfied compared to 53.6% of females.

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