FEDERAL ELECTION COMMISSION
 

OFFICE OF INSPECTOR GENERAL
 

SPECIAL PROJECT
 

Survey of the Federal Election Commission’s 

New Employee Orientation Program
 

SEPTEMBER 2012
 

ASSIGNMENT No. OIG-12-08
 
 

 

 

 

 

OFFICE OF INSPECTOR GENERAL 

TABLE OF CONTENTS 

DESCRIPTION PAGE 

Purpose and Methodology 1
 

Discussion 2
 

Survey Results 5
 

ii 
 

 

 

 

 

PURPOSE AND METHODOLOGY
 

The Office of Inspector General (OIG) recently surveyed current Federal Election 

Commission (FEC) employees who were hired between June 30, 2009, and June 30, 2012, 

concerning the FEC’s New Employee Orientation (NEO) program. The purpose of the 

survey was to evaluate the effectiveness of the FEC's NEO program and suggest 

improvements to enhance the program. The NEO program currently consists of two main 

segments – a general briefing conducted by the Office of Human Resources (OHR), 

including an administration of the oath of office and overview of federal benefits, and 

functional area briefings from agency components, such as the OIG, Deputy Designated 

Agency Ethics Officer, and Office of Equal Employment Opportunity. 

The OIG survey was conducted between July 31 and August 15, 2012. The survey was sent 

to sixty-eight (68) employees who met the criteria specified above. Forty-three (43) 

employees responded, with forty (40) completing the survey and three (3) only partially 

responding; twenty-five (25) employees did not respond. The overall response rate was 

sixty-three percent (63%), and the response rate for completed surveys was fifty-nine percent 

(59%). The results of the survey, including comments by the respondents (some of which 

may have been non-substantively altered to protect the respondent’s identity), are attached. 
 

 

 

 

 

 

 

DISCUSSION
 

The NEO program survey responses were generally positive. For example, ninety percent 

(90%) responded that both the general and functional area briefings were helpful, and eightyone percent (81%) found the length of both the briefings to be “just about right.” The 

following are OIG suggestions, primarily based on an analysis of respondent comments, to 

improve the NEO program: 

Functional area briefings should be provided on the same day as the general briefings. 

OHR has already changed the format of the NEO program so that even when only 

one person starts work on a particular date, both sets of briefings are scheduled and 

conducted on the same day. Previously, if only one employee was on-boarded on a 

particular date, the general briefing would be held on that date but the agency 

components providing the functional area briefings were told to schedule their 

briefings independently at a later date. As a result, twenty-nine percent (29%) of 

respondents did not receive their functional area briefings on the same day as their 

general briefings, and some employees never received their functional area briefings. 

Functional area briefings cover critical information for new employees. For example, 

the briefing by the Deputy Designated Agency Ethics Official covers laws and 

regulations that FEC employees are required to follow, violations of which may incur 

administrative or even criminal sanctions. 

An OHR employee should be assigned to check in each time a functional area 

briefing is scheduled to begin to keep the orientation on track. Several respondents 

indicated that not all the speakers showed up and some were late. As a result, new 

employees were left sitting in the room alone for an extended period of time. First 

impressions are important, and large gaps in an employee’s first day can make the 

FEC appear disorganized. Assigning an OHR employee to check in periodically 

should help eliminate these gaps of empty time and keep the program on schedule, 

and the OHR employee could summon a person to fill in for a presenter, if necessary. 

It would also be helpful to have the presenters notify the OHR employee when they 

have finished their presentations of their functional area. 

The NEO schedule should be expanded, perhaps to at least a partial second day, to 

allow more time to provide important information in some areas, particularly benefits 

(including flexible schedules and flexiplace). Although eighty-one percent (81%) 

responded that the time allotted for the briefings was about right, some respondents 

commented that not enough time was spent on benefits information and that the 

presentations were rushed. Comments included that there was “[t]oo much thrown at 

you in one day” and “[t]oo much crammed in one day.” 

2
 
 

Several commenters felt a macro overview of how the agency functions and how the 

various offices and divisions interact in fulfilling the agency’s mission would be 

helpful. Topics could include, for example, the campaign finance violation complaint 

process and the functioning of the Reports Analysis Division, and how they relate to 

the agency’s mission. A brief history of the FEC, if not already included, may be 

helpful in this regard. 

Skillport, an online training program used by the FEC, could also be used for some of 

the NEO program material, but the OIG strongly believes that computer training 

should not replace face-to-face communication between new employees and 

presenters. Direct interaction helps to build important relationships and fosters 

understanding. 

OHR should consider adding a functional area briefing by the Office of the Chief 

Financial Officer, according to a commenter, although this could be included in a 

section on agency function and how each office contributes to the FEC’s mission. 

Some information for new employees, like an overview of benefits (including flexible 

schedules and flexiplace) available and other basic information, as well as forms that 

need to be completed, should be sent to the new employee by email before the first 

day. This would allow new employees to have a foundation for the information 

presented during the NEO program, and forms could be filled out beforehand and 

save time. 

OHR, in conjunction and cooperation with other agency components, should take the 

lead to develop an employee handbook that compiles and details policies and 

procedures applicable to all employees, and all agency policies and procedures should 

also be compiled in one location on the server (i.e. FECNet, the FEC’s intranet site) 

where they can be easily accessed and updated. New employees should be provided 

this information on the first day. The survey revealed that while seventy-four percent 

(74%) of respondents were provided at least some reference material on policies and 

procedures, only sixty-one percent (61%) were informed of where they could find 

electronic versions of policies and procedures, and forty-five percent (45%) felt that 

there were policies and procedures they were supposed to follow but did not know 

what they were or how to locate them. 

A tour of the FEC building and offices should be part of the NEO Program. Only 

thirty-five percent (35%) of respondents received a tour, and of those who received a 

tour, seventy-one percent (71%) thought the tour was helpful in understanding the 

3
 
 

 

 

 

agency and its functioning. Of those who did not receive a tour, seventy-seven 

percent (77%) thought a tour would have been helpful. 

Although it was not addressed in the survey, OHR should ensure that all new 

employees receive training in emergency procedures and the FEC’s Occupant 

Emergency Plan. 

New employees who have never worked in the federal government before might 

benefit from an additional introduction to working for the federal government, which 

could be given on another day. A presentation on legal issues, including topics such 

as the statutes that govern federal employment and the FEC, and the difference 

between statutes and regulations for non-lawyers, could be informative. 

The attached report of the survey responses follows in the next section, and provides detailed 

answers and comments by the respondents. With the exception of some limited redactions to 

protect a respondent’s identity, the individual comments have not been altered. 

4
 
SURVEY RESULTS
 

5
 
Confidential New Employee Orientation Survey

1. Did you receive a NEO on your first day at the FEC?

Response

Percent

Response

Count

YES 93.0% 40

NO 7.0% 3

answered question 43

skipped question 0

2. If NO, please indicate when you received NEO

Response

Percent

Response

Count

First week 0.0% 0

Second week 0.0% 0

First month 33.3% 1

After first month 33.3% 1

Never received NEO 0.0% 0

Other (please specify)

33.3% 1

answered question 3

skipped question 40

1 of 18
3. Did you receive FUNCTIONAL AREA briefings (NTEU, EEO, OIG, etc.) on the same day as 

your general briefing?

Response

Percent

Response

Count

YES 71.4% 30

NO 28.6% 12

answered question 42

skipped question 1

4. If NO, were you informed by OHR that you would need to schedule your FUNCTIONAL 

AREA briefings with the appropriate offices?

Response

Percent

Response

Count

YES 25.0% 3

NO 75.0% 9

answered question 12

skipped question 31

2 of 18
5. Please indicate when you received you FINAL FUNCTIONAL AREA briefing

Response

Percent

Response

Count

First week 22.2% 2

Second week 0.0% 0

First month 44.4% 4

Never received functional area 

briefings

33.3% 3

Other (please specify)

4

answered question 9

skipped question 34

6. Overall, did you find the GENERAL briefing (oath of office, federal benefits, etc.) to be 

helpful?

Response

Percent

Response

Count

YES 90.2% 37

NO 9.8% 4

answered question 41

skipped question 2

7. What aspects of the GENERAL briefing did you find particularly helpful?

Response

Count

22

answered question 22

skipped question 21

3 of 18
8. What aspects of the GENERAL briefing did you find particularly NOT helpful?

Response

Count

21

answered question 21

skipped question 22

9. In terms of overall time allocated for the GENERAL briefing, did you find it to be:

Response

Percent

Response

Count

Not enough 14.6% 6

Just about right 80.5% 33

Too much 4.9% 2

answered question 41

skipped question 2

10. If “not enough” or “too much,” please explain why

Response

Count

7

answered question 7

skipped question 36

4 of 18
11. Overall, did you find the FUNCTIONAL AREA briefings (NTEU, EEO, OIG, etc.) to be helpful?

Response

Percent

Response

Count

YES 90.2% 37

NO 9.8% 4

answered question 41

skipped question 2

12. What aspects of the FUNCTIONAL AREA briefings did you find particularly helpful?

Response

Count

16

answered question 16

skipped question 27

13. What aspects of the FUNCTIONAL AREA briefings did you find particularly NOT helpful?

Response

Count

14

answered question 14

skipped question 29

5 of 18
14. In terms of overall time allocated for the FUNCTIONAL AREA briefings, did you find it to 

be

Response

Percent

Response

Count

Not enough 9.8% 4

Just about right 80.5% 33

Too much 9.8% 4

answered question 41

skipped question 2

15. If “not enough” or “too much,” please explain why

Response

Count

6

answered question 6

skipped question 37

16. Were you provided any type of employee manual or handbook containing employee 

policies and procedures?

Response

Percent

Response

Count

YES 71.8% 28

NO 28.2% 11

answered question 39

skipped question 4

6 of 18
17. Were you provided any other type of reference material on employee policies and 

procedures?

Response

Percent

Response

Count

YES 74.4% 29

NO 25.6% 10

answered question 39

skipped question 4

18. Were you informed where you could find electronic versions of employee policies and 

procedures?

Response

Percent

Response

Count

YES 61.5% 24

NO 38.5% 15

answered question 39

skipped question 4

19. Do you feel there are employee policies and procedures that you are supposed to follow 

but you do not know what they are or cannot locate them?

Response

Percent

Response

Count

YES 45.0% 18

NO 55.0% 22

answered question 40

skipped question 3

7 of 18
20. Did you receive a tour of the FEC building and offices?

Response

Percent

Response

Count

YES 35.0% 14

NO 65.0% 26

answered question 40

skipped question 3

21. Was the tour helpful in understanding the organization and internal functioning of the 

FEC?

Response

Percent

Response

Count

YES 71.4% 10

NO 28.6% 4

answered question 14

skipped question 29

22. Do you think a tour would have been helpful in understanding the organization and 

internal functioning of the FEC?

Response

Percent

Response

Count

YES 76.9% 20

NO 23.1% 6

answered question 26

skipped question 17

8 of 18
23. Additional comments, including changes you think would be helpful to the NEO program

Response

Count

20

answered question 20

skipped question 23

9 of 18
Page 2, Q2. If NO, please indicate when you received NEO 

1 I rec'd much of the NEO on the first day (including OHR's presentations) others 

were later, some not at all 

Page 3, Q5. Please indicate when you received you FINAL FUNCTIONAL AREA briefing 

1 Probably received most of it. But half of my orientation speakers did not show 

up. 

2 Only received separate OHR, OCIO, and OIG briefings; not NTEU or EEO 

briefings 

3 I never recieved the EEO briefing. 

4 I was told I would be contacted by functional areas for briefings but never was. 

About 8 months later my manager arranged for me to sit in on other new hires 

NEO 

10 of 18
Page 3, Q7. What aspects of the GENERAL briefing did you find particularly helpful? 

1 Ethics and role of Commission 

2 The overview of the history of the FEC and the different offices. 

3 Benefits 

4 federal benefits 

5 -Nothing particuarlly. All information was helpful. 

6 All of it. I am new to the federal govenment so it was all new to me and pretty 

interesting. 

7 The ethics aspects. 

8 overview of the agency 

9 The staff administering the general briefing was helpful in answering questions 

and providing clarifying information. They were also able to provide answers 

based on individual circumstances. 

10 discussion of benefits 

11 OHR explained benefits well. 

12 Talking about specific situations and effective dates of coverage. 

13 the general overview of the subject matter 

14 The variety of presentations was particularly helpful. The briefings gave us the 

opportunity to learn about each division and their responsibilities. 

15 The benefits are complex -- so that part was helpful, but I could have used even 

more information. 

16 the slideshow 

17 All. 

18 All aspects 

19 Filling out the federal benefits forms and having my questions answered on the 

spot to avoid any delays. 

20 I did not find the general briefing to be helpful. 

21 overview of the agency's departments. 

22 Understanding the different offices in the agency. 

11 of 18
Page 3, Q8. What aspects of the GENERAL briefing did you find particularly NOT helpful? 

1 I was a transfer employee and had been in the government for over 20 years 

and most of this information I already knew. 

2 N/A 

3 Federal benefits briefing was done quickly and with other new entrants so it was 

difficult to process all of the information and what pertained to me. I didn't want 

to ask too many questions because I didn't want to hold up the group and some 

of my questions dealt with private matters so I had to come back seperately.For 

something so important not enough time was spent on federal benefits. 

4 the lack of a comprehesive document for policies applicable to an employee 

5 NA 

6 About four presdenters did not show up. 

7 The briefing seemed a little rushed in terms of going over, completing, and 

submitting some of the forms. 

8 none 

9 My briefing was individual since no one else hired on my start week. I would 

have liked to attend the group orientation too since it seems to have offered 

more information but I was no aware of it at the time. Also, I was brand new to 

the Federal Government and I think that there is much that was not explained to 

me...especially no information on Performance evaluations and schedule. The 

OHR forms were hard copies and seemed to get lost in OHR dept causing need 

to resubmit some. I was not briefed prior to start day on some Benefits. For 

example, I asked OHR for some additional information on benefits for Short and 

Long Term Disability but it was not provided. This made it more difficult to 

compare benefits with my prior employer and make decisions on accepting the 

offer. They provided a link to the Benefits online but this topic was not discussed 

at the website. Also, I asked about Performance Evaluations after I was provided 

an offer but was not given very clear or complete information on the process. 

10 Nothing stands out. 

11 don't recall 

12 I would have like to have a more detailed/floor-by-floor tour of the building to 

learn the location of everything and figure our way around. It took a while for me 

to learn where things were and what amenities the building has so a more 

detailed “tour” on the first day might have been helpful. 

13 Continuing from above, for the benefits briefing, it would be helpful to have an 

overview of what all of the benefits are before diving into the details. 

14 I was only given a book of all the medical benefits and plans,There were soo 

many, it would have been helpful to get a brief overview of all the plans. 

15 Too much thrown at you in one day and the people went through the material so 

quickly that you didn't really know who went with what office. 

12 of 18
Page 3, Q8. What aspects of the GENERAL briefing did you find particularly NOT helpful? 

16 the timeframe- I wasen't sure if I needed to fill out the paperwork by the end of 

the briefings or not 

17 None. 

18 Video introducing FEC's components was outdated. This was corrected shortly 

after I brought this to the HR Director's attention. 

19 The oath of office. 

20 The FEC orientation video and NTEU briefing. 

21 No one walked us through the federal benefits program. 

Page 4, Q10. If “not enough” or “too much,” please explain why 

1 While the staff was helpful in answering questions, the briefing seemed a little 

rushed in terms of going over, completing, and submitting some of the forms. 

2 See previous answer. 

3 Didn't allow time to give an adequate overview of all the federal benefits. May 

have been ok for someone coming from another federal agency but was not 

adequate for someone coming from private industry. The amound of plans and 

other benefits was pretty overwhelming. 

4 I wasen't sure if I needed to fill out the paperwork by the end of the briefings or 

not 

5 Too much crammed in one day. It would have been better to have an hour or so 

spread out over several days 

6 The general briefing could have been conducted in 15 minutes. Further, any 

ancillary materials such as videos and pamphlets could have been sent to the 

new employee via email or shared via the FEC Intranet site. 

7 same as earlier question - no one came to talk us through the federal benefits 

program. It was on the schedule, but as was the case for a few sections of our 

orientation, no one showed up. 

13 of 18
Page 4, Q12. What aspects of the FUNCTIONAL AREA briefings did you find particularly helpful? 

1 OIG, EEO, Ethics Office 

2 I never received an briefing from EEO 

3 I thought that the briefings were a good way to introduce different parts of the 

agency. They were brief, but informative, and I liked that they were presented by 

representatives from each of the functional areas. 

4 Never got one 

5 I enjoyed the OIG briefing because it explained their processes well and gave 

me a better understanding. 

6 The IT portion- familiarization with particular software. 

7 don't recall specifics 

8 It was detailed and gave a good overview of the functional area briefings. 

9 The brief history/understanding of the different areas. 

10 useful information 

11 All 

12 It provided general diretion and guideline for a new employee to get started at 

FEC. 

13 I did not find the functional area briefings to be helpful. 

14 EEO briefing. 

15 OIG. 

16 NTEU 

14 of 18
Page 4, Q13. What aspects of the FUNCTIONAL AREA briefings did you find particularly NOT helpful? 

1 NTEU didn't present. IT and Admin briefings were helpful but I don't think they 

need as much time as some of the other areas that had to rush presentations. 

2 the lack of a comprehensive document which included all policies relevant to an 

employee 

3 It was a lot of information to take in at once, with one presentation after another. 

4 Never got one 

5 I was not provided a Union or EEO briefing. I think it would also be helpful to be 

briefed about OCFO Functional Area to understand the payroll process lag 

before Pay Date and the related benefits of hours of accrual for annual, and sick 

leave and the limits of carry over each year. Maybe this is OHR but it maybe 

would be useful to have OCFO explain since it affects the paycheck. 

6 Repetition of aspects common to all other federal agencies. The computer 

training requried as a part of the briefings-- too many required areas, required to 

be completed too quickly, 

7 don't recall specifics 

8 I'm not a bargaining unit employee, so there was really no benefit to the union 

briefing. 

9 none 

10 could have been spread out over more time 

11 None 

12 None. 

13 Any functional area briefings should be conducted through Skillport in future. 

14 NTEU briefing. 

15 of 18
Page 5, Q15. If “not enough” or “too much,” please explain why 

1 The presenters basically read from the documenation provided to me which 

seemd unproductive 

2 Because it never happened. 

3 The briefing themselves, timewise, were okay, But having to complete training 

and other requirements in the timeframes established in conjunction with other 

duties was too much. 

4 The presenters seemed rushed to get done in the alloted time. As a result not 

sure they were able to give all the information they would have liked. 

5 everything started to get crammed and overlapped over the next or previous 

presentation 

6 The functional area briefings interfered with critical on-the-job training that I 

received in my office. 

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Page 7, Q23. Additional comments, including changes you think would be helpful to the NEO program 

1 If I was a new employee, a tour would have been helpful. 

2 Program is not too bad,,,, 

3 Was not given information about agency policies and procedures. Was not 

given a proper overview of compressed schedules and telework policies and 

proceudres. Since different rules apply to different types of employees it would 

be more helpful to address them specifically after the employee is informed 

about whether they are bargaining unit or non-barganing unit. 

4 I feel that the different divisions within the FEC are very disjointed. Due to the 

nature of our work we are not often required to work with individuals from 

another division or branch and I beleive that it would have been beneficial to get 

an overview of all the different offices, their functions and relationship to 

eachother. 

5 My main suggestion would be to provide an employee handbook. 

6 Making sure that all benefits, TSP deductions are current before your first 

paycheck at the agency. 

7 In general, I think the NEO program was helpful during my first couple of days at 

the FEC. I liked that I was able to learn a little bit more about the Commission 

before being thrown into an unfamiliar environment. Personally, it would have 

been helpful to have had more time with the general briefing, since this is my first 

government job and I was unfamiliar with many of the aspects of the benefits 

package. 

8 My employment took place prior to the current HR administration's tenure. I'm 

sure things are better and more efficient now. 

9 A new employee orientation is very helpful and much appreciated. The 

individual orientation sessions I received were good and I was satisfied with 

them. However, being new to Government work it would be helpful to have a 

separate session for new Federal Employees to better acclimate us to the 

Federal processes and expectations. Also, an overview session on FEC 

operational policy and procedures so as to inform what is normal workflows and 

who to contact when workflow isn't accomplished. For example, currently, I 

haven't received a Performance Review for my 6 month or 1 year events; 

10 There were ethics publications, and an IT directives and other policy/policy type 

documents provided along with other information, but there was no FEC manual 

that provided all the FEC policies and procedures. Its learn as you go. For 

example, what are the FEC's core hours, what are the attendance options. What 

are the governing contractual agreements between management and 

employees. Are there continuity of operation plans, and what are employees 

suppose to do, what are the emegency evacuation procedures, etc... 

11 I would prefer a more detailed reference book on what is and is not permited 

under both Ethics regulations and the hatch act. 

17 of 18
Page 7, Q23. Additional comments, including changes you think would be helpful to the NEO program 

12 While I unfortunately don't recall specifics about the NEO program, I do 

remember thinking that it would be helpful to have a greater overview of all ofthe 

divisions within the FEC, and how they work together - this could be very 

effectively combined with a tour. Additinally, while this is outside the scope of 

this particular survey, I think it would be helpful to review the orientation that 

each division provides to its new employees - from what I understand, some are 

more thorough than others, and I think I would have benefitted from a more 

intense divisional orientation. 

13 I would clarify that on the employee handbook question, the answer is more a 

"maybe." I don't recall ever going over a handbook, but I may have received one 

somewhere in the stack of materials. For the most part, however, the agency 

relies heavily on the online Skillport trainings to communicate employee policies. 

Some of those are helpful, but most of them do not prioritize important 

information very well. That would be my strongest overall suggestion -- focus 

more on what employees need to know to do their jobs and to use their 

employee resources. That information alone would be a lot to absorb -- all of the 

extraneous information makes it even more difficult. 

14 None 

15 More time should be given for functional briefings and an employee handbook 

should be given out that includes at least some of the main policies that 

employees must follow, for example Time & Attendence policy 

16 Questions regarding employee policies and procedures are too vague. What 

kind of policies and procedures are you referring to? Yes, I did receive overall 

information regarding my benefits, safety, health, etc. as an employee of FEC if 

that's the question. 

17 Provide a briefing that covers general policies and procedures, and an employee 

handbook copy. Further, detail the relevant offices that provide services to 

employees and their relevant points of contact, and explain whether the function 

is handled internally or externally. This content should be delivered in 30-45 

minutes, and should not exceed 1 hr. Further, move the functional area briefings 

to Skillport and/or the FEC Intranet. This would reduce the amount of official time 

spent in meetings. 

18 Additional time for tours and meeting colleagues would be helpful. It was nice to 

start with a new group of attorneys and feel that we could lean on each other for 

information. 

19 There were a few times where people were supposed to show up to talk to us 

about different divisions of the agency or different federal programs and no one 

came by. My coworker and I just sat there waiting multiple times, sometimes as 

long as 45 minutes. I understand people can be busy, but there should at least 

be (if there wasn't) someone overseeing the overall orientation, checking in on 

the new hires and making sure people are showing up to talk to them, or if 

people have to cancel, to let the new hires know so they aren't just waiting for 

someone who doesn't show up. 

20 I did not receive a tour as part of my NEO, but my mentor later gave me a partial 

tour, which I found helpful. 

18 of 18
 

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Fax us at 202-501-8134 or e-mail us at oig@fec.gov 

Visit or write to us at 999 E Street, N.W., Suite 940, Washington DC 20463 

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