2007 FEMA Employee Survey FAQ
Release Date: April 18, 2008
Release Number: HQ-08-061Faq
DHS conducted the first department-wide employee survey to measure job satisfaction and agency performance across the agency and its 13 organizational components including FEMA. It asked employees about their perceptions of DHS and component organizational accomplishments, workforce management, agency goals, leadership and communications. Survey findings will be used to sharpen policies and programs for continued improvement.
2. When was it conducted?
The survey was administered electronically from October 26 through December 21, 2007.
3. How many FEMA employees responded to the survey?
1,273 FEMA employees responded to the survey, or about 42 percent. The sample included results from non-supervisory personnel as well as supervisors and managers, and executives.
4. In what areas did FEMA do well?
Responses were overwhelmingly positive to questions related to personal job satisfaction:
- 92.1 percent felt their individual work was important
- 84.4 percent reported they enjoyed their work
- 82.3 percent reported they know how their work relates to the agency's goals and priorities
- 72.2 percent said their work gives them a feeling of personal accomplishment
5. What about the "major indices"?
FEMA came in at about the middle on positive responses to all four major indices: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management and Job Satisfaction:
- Leadership & Knowledge Management: the extent to which employees hold leadership in high regard (49 percent)
- Results-Oriented Performance Culture: the extent to which employees believe agency culture promotes improvements in process, products and services and organizational outcomes (50 percent)
- Talent Management: the extent to which employees believe the agency has the talent required to accomplish its organizational goals (51 percent)
- Job Satisfaction: the extent to which employees are satisfied with their jobs (61 percent)
6. In what areas did FEMA employees cite a need for improvement?
FEMA employees reported a need for improvement in areas related to training, work-life programs, performance recognition, resources, management-to-employee communication and ability of agency leaders to generate workforce motivation and commitment. For example:
- only 30.4 percent of employees said agency leaders generate high levels of motivation and commitment in the workforce
- only 33.2 percent of employees reported an improvement in training
- only 29.7 percent of employees reported an improvement in work-life programs, such as tele-work, alternative work schedules and access to Employee Assistance Programs
- only 37.6 percent of employees were satisfied with the information they receive from management on what's going on in the agency
7. How do the 2007 DHS survey results compare to the 2006 OPM survey?
The two surveys are not strictly comparable, but there are some similarities in the FEMA results. For example:
- 57.4 percent of employees believed their talents were well-used in the workplace in 2007 compared to only 51.8 percent in 2006
- 40 percent of employees believed that creativity and innovation were rewarded in 2007 compared to 33.8 percent in 2006
- 34.1 percent believed differences in performance were recognized in a meaningful way in 2007 compared to 22 percent in 2006
Satisfaction declined in one area in 2007 compared with 2006. In 2006, 44.5 percent of FEMA employees said they were satisfied with their involvement in decisions that affect their work compared to only 34.3 percent in 2007.
8. What is FEMA doing to address the concerns employees noted?
First, FEMA leadership is committed to meeting the continued challenge of creating an agency that inspires, motivates, and rewards our workforce. We are working in several areas:
FEMA's Human Capital Division is developing a range of innovative, employee-focused programs for improvement in such areas as recruitment and retention, training and development, motivation, communication, and meeting the agency's strategic goals and objectives. We recently rolled out a new initiative to resolve employees' payroll problems that has had significant success in resolving these issues and ensuring employees are paid promptly for the work they do.
Learning & Development recently launched a new Web site to make information on training more accessible. The site links to multiple offerings of DHS Supervisory Leadership Training and courses on Human Resources for Manager's and Supervisors. Eight modules of the Performance Excellence Series are scheduled for FY 08 that provide employees GS 13 and below with opportunities to develop their DHS Core Competencies: Communication, Customer Service, Representing the Agency, Teamwork and Achieving Results.
Last August, FEMA created an Internal Communications team within its Public Affairs Office to improve communications between management and employees. The team publishes a monthly newsletter, conducts town hall and brown bag meetings between employees and senior leadership, provides news alerts through the Employee Communicator e-mail mailbox, and answers questions and concerns through that mailbox.
Within the next few months, the agency will be announcing an Employee Communications Committee to give employees another outlet for addressing their concerns and hearing their recommendations for agency improvements.
9. How do employee views from the 2007 survey compare to the agency's pre- and immediate post-Katrina days?
Although we do not have strictly comparable findings, in a 2003 survey of federal employees, FEMA ranked last among large agencies in worker satisfaction. In 2005, DHS, which includes FEMA, ranked second to last29th out of 30 large agencies. The most recent findings indicate that, although FEMA employees see a need for agency improvement, 84 percent enjoy their work and 61 percent are satisfied overall with their jobs.
10. With the exception of personal job satisfaction, aren't the positive survey results relatively low?
In general, overall results are consistent with results for all of DHS.
11. When will the next survey be conducted?
Employees will be surveyed every year: the OPM Federal Human Capital Survey will be conducted in even numbered years and the DHS Annual Employee Survey will be conducted in the odd numbered years.
Last Modified: Friday, 18-Apr-2008 13:50:42