FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
1. Interpretation of results:
job done; I know how my work relates to the agency’s goals and priorities; My supervisor supports my need to balance work and family issues; and Employees are protected from health and safety hazards on the job.
Most of the positive responses were in Personal Work Experiences, at 73.8% of FERC employees responding with Agree, Strongly Agree, Good, or Very Good. Some examples of the questions were: I like
There were six sections in the Merit Principles Survey: Personal Work Experiences; Recruitment, Development, and Retention; Performance Culture; Leadership; Job Satisfaction; and Performance Assessment Accountability Tool (PAAT). Overall, the FERC had positive responses to the survey questions. A few examples of some of the highest positive responses are: The People I work with cooperate to get the
the kind of work I do; I have trust and confidence in my supervisor; My work gives me a feeling of personal accomplishment. The answers to this section show the pride and personal commitment FERC employees
have to their careers. The Recruitment, Development, and Retention section also ranked high amongst FERC employees at 72.9% positive responses. Most employees agreed with the statements: The work I do is important; reflect the confidence FERC employees have in their leadership and in their co-workers.
Supervisors/team leaders in my work unit support employee development; The workforce has the jobrelevant knowledge and skills necessary to accomplish organizational goals. The answers to this section
The Performance Assessment Accountability Tool section yielded high-scoring results as well. FERC employees feel that if they achieve expected work results, they will experience positive consequences; that they are rewarded for providing high quality products and services to customers; and that recognition and rewards are based on performance in the work unit. Additionally, 82.5% of FERC employees receive formal or informal performance feedback from their supervisor at least each quarter. Leadership ranked 4th overall with 65.2% positive responses. In this section, most employees indicated that they feel safe while at work and that their workload is reasonable. Performance Culture ranked 5th overall with 54.4% positive responses. FERC employees expressed in this category that discussions with their supervisors about their performance are worthwhile and that their performance appraisal is a fair reflection of their performance. Job Satisfaction ranked 6th overall with 52.7% positive responses of Satisfied or Very Satisfied. In this section, 73.3% of FERC employees gave positive responses to Considering everything, 2. How the survey was conducted:
how satisfied are you with your job?
The survey was conducted online from September 4 until November 2, 2007. An invitation to participate in the survey was sent via e-mail to all agency employees. The invitation included a link to the survey web site and a unique identification number and password to access the survey. One person requested and was sent a paper version of the survey in lieu of the standard web survey. The annual survey questions were embedded in the 2007 Merit Principles Survey (MPS). They were interspersed with MPS questions, based on question topic, in the following six sections of the MPS: My Job,
My Immediate Supervisor, Performance Management, Managers and Executives in My Organization, Training and Development, and Demographic Questions. The three annual survey questions related to work
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
environment were included in a section of their own titled Physical Work Environment and Safety. 3. Description of sample:
All 1332 employees of the agency were invited to participate in the survey. The responses to the questions are weighted according to the number of respondents compared to the actual population proportions for supervisory and non-supervisory employees as provided in the Central Personnel Data File. Weighting eliminates over or under representation of a group in the survey results that may be a consequence of the sampling strategy or differential response rates. 4. Number of employees surveyed, number responded, and representativeness of respondents:
Of the sample of 1,332 employees, 942 responded for an overall response rate of 70.7%. The sample included 1,179 non-supervisory employees of whom 790 or 67% responded and 153 supervisors of whom 152 or 99% responded. Employees who completed at least one of the annual survey questions are counted as respondents although the majority of employees completed all questions. The respondents are representative of the agency population in all demographic characteristics except for a slight underrepresentation of Black or African-American respondents.
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
DEMOGRAPHICS
Supervisory Status Non-supervisor Team Leader Supervisor Manager Executive
*0.2 percent unknown or missing.
Population (%)* 86.3% -13.4% --Population (%) 55.4% 44.6%
Respondents (%) 66.0% 20.5% 7.4% 2.1% 4.0% Respondents (%) 52.4% 47.6%
Gender Male Female
Are you: Hispanic or Latino Yes No
Population (%) 2.8% 97.2%
Respondents (%) 3.9% 96.1%
Racial Category White Black or African American Native Hawaiian or other Pacific Islander Asian American Indian or Alaskan Native Two or more races (not Hispanic or Latino)
Population (%) 66.5% 24.1% 0.0% 6.3% 0.6% 0.3%
Respondents (%) 63.4% 18.6% 0.2% 5.5% 0.4% 2.0%
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
SURVEY RESULTS – CONTENT QUESTIONS
PERSONAL WORK EXPERIENCES
1. The people I work with cooperate to get the job done. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 329 460 96 42 14 1 942 Percentage 34.9% 48.8% 10.3% 4.4% 1.5% ---
2.
I am given a real opportunity to improve my skills in my organization. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 145 398 189 107 48 55 942 Percentage 16.3% 44.9% 21.3% 12.1% 5.4% ---
3.
My work gives me a feeling of personal accomplishment. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 248 406 161 84 41 2 942 Percentage 26.3% 43.2% 17.2% 8.9% 4.3% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
4.
I like the kind of work I do. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 307 419 139 48 28 2 942 Percentage 32.6% 44.6% 14.7% 5.1% 3.0% ---
5.
I have trust and confidence in my supervisor. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 372 308 139 60 48 15 942 Percentage 40.1% 33.2% 15.0% 6.5% 5.1% ---
6.
Overall, how good a job do you feel is being done by your immediate supervisor/team leader? Response Very Good Good Fair Poor Very Poor Missing/Invalid TOTAL: Frequencies 416 312 126 53 26 9 942 Percentage 44.6% 33.5% 13.5% 5.7% 2.8% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
RECRUITMENT, DEVELOPMENT, AND RETENTION
7.
The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 251 526 112 47 3 3 942 Percentage 26.7% 56.0% 11.9% 5.0% 0.3% ---
8.
My work unit is able to recruit people with the right skills. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 180 439 176 118 26 2 942 Percentage 19.2% 46.7% 18.7% 12.6% 2.8% ---
9.
I know how my work relates to the agency’s goals and priorities. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 322 490 77 34 15 3 942 Percentage 34.3% 52.2% 8.2% 3.6% 1.6% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
10.
The work I do is important. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 369 429 101 28 14 1 942 Percentage 39.2% 45.6% 10.7% 3.0% 1.5% ---
11.
Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 265 475 77 38 12 76 942 Percentage 30.6% 54.8% 8.8% 4.4% 1.4% ---
12.
Supervisors/team leaders in my work unit support employee development. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 162 442 168 77 38 56 942 Percentage 18.3% 49.9% 18.9% 8.6% 4.3% ---
13.
My talents are used well in the workplace. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 208 385 149 130 68 2 942 Percentage 22.2% 41.0% 15.8% 13.8% 7.2% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
14. My training needs are assessed. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 104 311 256 149 65 57 942 Percentage 11.7% 35.1% 29.0% 16.8% 7.3% ---
PERFORMANCE CULTURE
15. Promotions in my work unit are based on merit. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 172 386 181 118 42 43 942 Percentage 19.1% 42.9% 20.2% 13.1% 4.7% ---
16.
In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 49 203 393 159 92 46 942 Percentage 5.5% 22.7% 43.8% 17.7% 10.3% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
17.
Creativity and innovation are rewarded. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 127 274 289 143 67 42 942 Percentage 14.1% 30.5% 32.1% 15.9% 7.4% ---
18.
In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (e.g., Fully Successful, Outstanding). Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 175 359 185 114 60 48 942 Percentage 19.6% 40.2% 20.7% 12.8% 6.7% ---
19.
In my work unit, differences in performance are recognized in a meaningful way. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 97 283 323 136 60 43 942 Percentage 10.8% 31.4% 36.0% 15.1% 6.7% ---
20.
Pay raises depend on how well employees perform their jobs. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 73 214 326 174 112 43 942 Percentage 8.1% 23.8% 36.2% 19.3% 12.5% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
21. My performance appraisal is a fair reflection of my performance. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 182 374 177 98 67 43 942 Percentage 20.2% 41.6% 19.7% 11.0% 7.5% ---
22.
Discussions with my supervisor/team leader about my performance are worthwhile. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 273 350 176 74 54 16 942 Percentage 29.5% 37.7% 19.0% 8.0% 5.8% ---
23.
Managers/supervisors/team leaders work well with employees of different backgrounds. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 152 417 208 65 44 56 942 Percentage 17.2% 47.0% 23.5% 7.4% 4.9% ---
24.
My supervisor supports my need to balance work and family issues. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 441 315 129 21 18 17 942 Percentage 47.7% 34.1% 14.0% 2.3% 2.0% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
LEADERSHIP
25. I have a high level of respect for my organization’s senior leaders. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 139 364 204 116 66 53 942 Percentage 15.7% 40.9% 22.9% 13.0% 7.5% ---
26.
In my organization, leaders generate high levels of motivation and commitment in the workforce. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 91 281 269 184 64 54 942 Percentage 10.2% 31.6% 30.3% 20.7% 7.2% ---
27.
Managers review and evaluate the organization’s progress toward meeting its goals and objectives. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 107 400 288 70 25 53 942 Percentage 12.0% 45.0% 32.3% 7.8% 2.8% ---
28.
Employees are protected from health and safety hazards on the job. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 333 451 61 16 5 76 942 Percentage 38.4% 52.0% 7.0% 1.9% 0.6% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
29.
Employees have a feeling of personal empowerment with respect to work processes. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 129 355 254 151 50 3 942 Percentage 13.7% 37.8% 27.0% 16.1% 5.3% ---
30.
My workload is reasonable. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 180 512 109 111 30 1 942 Percentage 19.1% 54.4% 11.5% 11.8% 3.2% ---
31.
Managers communicate the goals and priorities of the organization. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 119 435 207 89 40 53 942 Percentage 13.3% 49.0% 23.2% 10.0% 4.5% ---
32.
My organization has prepared employees for potential security threats. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 281 486 69 20 10 76 942 Percentage 32.5% 56.1% 7.9% 2.3% 1.2% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
JOB SATISFACTION
33. How satisfied are you with the information you receive from management on what’s going on in your organization? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 75 329 247 172 67 53 942 Percentage 8.4% 37.0% 27.8% 19.3% 7.6% ---
34.
How satisfied are you with your involvement in decisions that affect your work? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 138 380 218 135 64 7 942 Percentage 14.8% 40.7% 23.3% 14.4% 6.9% ---
35.
How satisfied are you with your opportunity to get a better job in your organization? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 81 270 302 163 82 45 942 Percentage 9.1% 30.1% 33.6% 18.1% 9.1% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
36.
How satisfied are you with the recognition you receive for doing a good job? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 104 283 289 124 99 44 942 Percentage 11.6% 31.5% 32.2% 13.8% 11.0% ---
37.
How satisfied are you with the policies and practices of your senior managers? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 85 356 240 147 60 54 942 Percentage 9.6% 40.1% 27.0% 16.6% 6.7% ---
38.
How satisfied are you with the training you receive for your present job? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 125 363 238 116 40 61 942 Percentage 14.1% 41.2% 27.0% 13.1% 4.5% ---
39.
Considering everything, how satisfied are you with your job? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 239 447 126 91 32 7 942 Percentage 25.5% 47.8% 13.5% 9.8% 3.4% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
40. Considering everything, how satisfied are you with your pay? Response Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied Missing/Invalid TOTAL: Frequencies 126 412 201 119 43 41 942 Percentage 14.0% 45.7% 22.3% 13.2% 4.8% ---
PERFORMANCE ASSESSMENT ACCOUNTABILITY TOOL QUESTIONS
1. I am held accountable for achieving results in the sense that if I achieve the expected work results, I experience positive consequences. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 181 460 161 86 12 42 942 Percentage 20.1% 51.1% 17.8% 9.6% 1.3% ---
2.
I am held accountable for achieving results in the sense that if I do NOT achieve the expected work results, I experience negative consequences. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 110 381 302 89 18 43 942 Percentage 12.2% 42.4% 33.6% 9.9% 2.0% ---
FEDERAL ENERGY REGULATORY COMMISSION 2007 Annual Employee Survey Results
3.
I am rewarded for providing high quality products and services to my customers (internal and/or external). Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 193 391 185 85 45 44 942 Percentage 21.4% 43.5% 20.6% 9.5% 5.0% ---
4.
Recognition and rewards are based on performance in my work unit. Response Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Missing/Invalid TOTAL: Frequencies 193 387 178 92 47 45 942 Percentage 21.5% 43.1% 19.8% 10.3% 5.3% ---
5.
How often do you typically receive formal or informal feedback from your supervisor? Response Weekly or more often Every two weeks Monthly Quarterly Twice per year Annually Less than once per year Missing/Invalid TOTAL: Frequencies 275 114 145 227 100 27 33 20 942 Percentage 29.8% 12.4% 15.7% 24.6% 10.9% 2.9% 3.6% ---
6.
How helpful is your supervisor’s feedback in helping you improve or enhance your performance? Response Very Helpful Somewhat Helpful Not Helpful Harmful Missing/Invalid TOTAL: Frequencies 354 415 142 9 22 942 Percentage 38.4% 45.1% 15.5% 1.0% ---