# Presentation: 374465

## Federal Human Capital Survey

- Ex-Im Bank Results
- 2006

## Background

- The Federal Human Capital Survey is a government-wide employee survey
- Statutory and PMA requirement
- Administered by OPM to agencies in 2004 and  2006
- 2006 results published late January

## Background

- Topics covered (73 questions)
- OPM organizes questions by four topic areas
- Leadership and Knowledge Management
- Results-Oriented Performance Culture
- Talent Management
- Job Satisfaction
- Ex-Im response rate:  47% (self-selected sample)

## Overview: Average Positive Responses *

- Ex-Im percentage improved over 2004
- Ex-Im percentage higher than general government or other small agencies

| Ex-Im 2006 | 64% |
| --- | --- |
| Ex-Im 2004 | 59% |
| Gov’t-wide 2006 | 58% |
| Small Agencies 2006  | 60% |

- *All Questions Excluding Benefits

## Overview: Ex-Im vs. Gov’t-wide Results

- Ex-Im’s survey results generally paralleled other agencies:
- High positives (Ex-Im and other agencies)
- Know how their work relates to the  mission, believe their work is important, believe the workforce has the skills to effectively do their jobs, like their work.
- Satisfied with traditional benefits (paid vacation and sick leave, retirement, health and life insurance)
- Managers support work and family balance

## Ex-Im vs. Gov’t-wide Results

- Higher negatives (Ex-Im and other agencies)
- Recognition of high performers and  management/evaluation of poor performers
- Do not see a link between performance and pay raises or incentive awards
- Newer benefits (telework, long-term care, child care)

## Ex-Im Results: Leadership

| Ex-Im v. Gov’t
Variance | Ex-Im v.Small Agency Variance | Ex-Im % Positive | Ex-Im 2006/04 % Variance | Questions |
| --- | --- | --- | --- | --- |
| +10 | +6 | 76 | +7 | Immediate supervisors/team leaders do a good job (Q9) |
| +15 | +16 | 64 | +24 | High level of respect for senior leaders (Q36) |
| +7 | +8 | 65 | +14 | Mgrs. communicate goals/priorities of organization (Q39) |
| +8 | +8 | 49 | +10 | Satisfied with policies & practices of senior leaders (Q57) |

- Major rating improvements for leadership issues

## Ex-Im Results: Performance Culture

| Ex-Im v. Gov’t
Variance | Ex-Im v. Small Agency Variance | Ex-Im % Positive | Ex-Im 2006/04 % Variance | Questions |
| --- | --- | --- | --- | --- |
| +8 | +3 | 86 | +9 | Supervisor supports a balance of work & family issues (Q12) |
| +13 | +5 | 47 | +8 | Promotions in my work unit are based on merit (Q22) |
| +12 | +8 | 51 | +10 | Creativity and innovation are rewarded (Q26) |
| +14 | +10 | 77 | +8 | Perf. appraisals are a fair reflection of performance (Q30) |
| +8 | +4 | 64 | +7 | Discussions with supervisor about performance are worthwhile (Q31) |

- Rating improvements received in most performance-related questions

## Ex-Im Results: Talent Mgmt

| Ex-Im v. Gov’t
Variance
 | Ex-Im v. Small Agency Variance | Ex-Im % Positive
 | Ex-Im 2006/04 % Variance | Questions |
| --- | --- | --- | --- | --- |
| +9 | +6 | 83 | +11 | Workforce has job-relevant knowledge/skills to accomplish org’l goals (Q11) |
| +19 | +10 | 63 | +6 | My work unit can recruit people with the right skills (Q14) |
| +10 | +5 | 74 | +5 | Supervisors support employee development (Q48) |
| -1 | +3 | 49 | +2 | My training needs are assessed (Q50) |
| +4 | +4 | 58 | -1 | Satisfied with training received for present job (Q59) |

- Employees believe the Bank has the talent to achieve its org’l goals

## Ex-Im Results: Job Satisfaction

| Ex-Im v. Gov’t
Variance
 | Ex-Im v. Small Agency Variance | Ex-Im % Positive | Ex-Im 2006/04 % Variance | Questions |
| --- | --- | --- | --- | --- |
| +5 | +5 | 78 | +7 | Work gives feeling of personal accomplishment (Q5) |
| +4 | +4 | 58 | -2 | Satisfied with involvement in decisions that affect their work (Q54) |
| -2 | +3 | 34 | 0 | Satisfied with opportunity to get a better job in your organization (Q58) |
| +8 | +8 | 76 | +8 | Satisfied with job (Q60) |

- Employees indicate satisfaction with their jobs, but seek more opportunities for advancement and growth

## Ex-Im Results: Satisfaction w/Benefits

- High satisfaction with vacation, sick leave, retirement
- Little knowledge, or use of newer benefits: (*e.g*., flexible spending, long term care insurance, employee assistance)
- Little knowledge or positive response for telecommuting

## Mgt Options To Consider Going Forward

- Review options to elevate recognition and incentives for high performers
- Consider low cost interim improvements in workspaces until relocation is resolved (e.g., painting, carpet, lighting)
- Implement telework pilot currently being developed by staff.
- Training: with budget now available, reinstitute headquarters classroom programs for key business skills and succession planning
- Improve outreach efforts and provide more information on newer benefits throughout the year.