MERIT SYSTEMS PROTECTION BOARD

2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

1. Interpretation of results: An analysis of MSPB's 2008 Federal Human Capital Survey (FHCS) results indicates that MSPB's perfoAs in previous surveys, the findings suggest that MSPB employees have a clear sense of mission and enjoy and find value in their job

feel that the workforce has the necessary knowledge and collaborative relationships to produce quality work. MSPB compared the 2008 FHCS responses to the responses on the 2007, 2006 and 2004 annual employee surveys. Overall the resEmployees continue to have confidence in their supervisor and feel they support employee development. In addition, employees feel twork environment and that their workload is reasonable. MSPB also noted areas for further consideration including recruitment and trFinally, MSPB examined how the survey responses cluster into the four major indices of the Human Capital Assessment and AccountOPM's metrics for the HCAAF systems include four major indices based on items required in the annual employee survey: LeadershiResults-Oriented Performance Culture, Talent Management and Job Satisfaction. Overall there was no significant change in any of thand 2008. This lack of change is further indication that while a few individual items may have changed in the past year, the overall resstable.2. How the survey was conducted: The survey was conducted online from August 1 until September 26, 2008. An invitation to participate in the survey was sent via e-ma3. Description of sample: 196 agency employees, from OPM's Central Personnel Data File (CPDF), were invited to participate in the survey.4. Number of employees surveyed, number responded and representativeness of respondents:The survey was distributed to 196 MSPB employees of whom 123 responded for an overall response rate of 62.8%. Due to MSPB's demographic information on the respondents. 
MERIT SYSTEMS PROTECTION BOARD

2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Strongly 

Agree Agree

Neither 

Agree Nor 

Disagree Disagree

Strongly 

Disagree

Do 

N

N 66 48 5 4 0 % 52.6 40.2 4.0 3.2 0.0 N 43 50 17 8 5 % 35.3 40.4 14.1 6.2 3.9 N 49 54 10 8 2 % 39.1 44.6 8.2 6.4 1.7 N 35 43 27 10 8 % 28.6 34.9 22.4 7.7 6.4 N 45 50 14 6 8 % 36.2 40.7 11.7 4.8 6.6 N 56 47 11 4 5 % 44.7 38.2 9.8 3.2 4.2 N 43 48 16 12 4 % 34.8 39.3 12.7 9.9 3.3 N 65 34 14 6 4 % 52.6 27.9 11.1 5.1 3.3 

Very Good Good Fair Poor Very Poor

Do 

N

N 44 48 25 4 2 % 35.6 39.2 20.3 3.4 1.5 N 72 40 9 2 0 % 57.9 32.8 7.7 1.6 0.0 

Strongly 

Agree Agree

Neither 

Agree Nor 

Disagree Disagree

Strongly 

Disagree

Do 

N

N 54 57 7 2 2 % 42.6 47.7 5.5 1.7 1.6 N 69 41 7 3 2 % 55.4 34.1 5.5 2.4 1.6 N 40 45 22 10 5 % 32.4 37.0 17.6 8.3 3.9 N 36 55 19 6 4 % 28.6 44.6 16.0 5.0 3.2 

Page 1

10. How would you rate the overall quality of work done by your work 

group?

*9. Overall, how good a job do you feel is being done by your immediate 

supervisor/team leader?The people I work with cooperate to get the job done.I am given a real opportunity to improve my skills in my organization.

*11. The workforce has the job-relevant knowledge and skills necessary to 

accomplish organizational goals.I have enough information to do my job well.I feel encouraged to come up with new and better ways of doing things.

8. I recommend my organization as a good place to work.

*12.

13.

*1.*2.

3.4.

*5.*6.*7.

My work gives me a feeling of personal accomplishment.I like the kind of work I do.I have trust and confidence in my supervisor.My supervisor supports my need to balance work and other life issues.My work unit is able to recruit people with the right skills.

Number in Population: 196Sample or Population: Population

Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills.

* AES prescribed items.

*14.

Percentages are weighted to be re
MERIT SYSTEMS PROTECTION BOARD

2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Strongly 

Agree Agree

Neither 

Agree Nor 

Disagree Disagree

Strongly 

Disagree

Do 

N

N 24 51 33 7 3 % 19.2 41.4 27.3 5.7 2.4 N 35 62 13 11 2 % 28.2 50.9 10.6 8.8 1.6 N 27 72 11 7 6 % 21.3 59.3 8.9 5.6 4.9 N 35 54 16 8 9 % 27.7 44.0 14.0 6.3 7.3 N 71 44 1 4 3 % 56.3 37.1 0.9 3.2 2.6 N 72 40 7 0 3 % 57.9 33.2 5.8 0.0 2.3 N 69 38 9 5 2 % 56.0 30.8 7.5 4.1 1.6 N 27 52 14 10 9 % 20.8 43.3 11.3 8.1 7.2 N 11 42 31 12 10 % 8.4 33.8 25.5 10.0 8.3 N 19 54 31 10 4 % 14.8 43.7 25.7 8.1 3.3 N 24 56 23 11 7 % 18.7 45.7 19.3 8.9 5.7 N 17 45 32 15 8 % 13.4 36.4 26.3 12.4 6.4 N 17 40 28 14 13 % 13.1 32.1 23.9 11.6 10.3 N 20 48 17 14 11 % 15.3 39.2 14.6 11.4 8.7 N 15 37 32 21 9 % 11.4 30.3 26.7 17.1 7.4 N 38 58 13 8 3 % 30.3 47.7 10.7 6.2 2.5 N 32 51 21 13 5 % 26.0 41.9 16.5 10.8 4.1 

Page 2

*21.*26.

16.

*23.*22.

15.28.

*29.*31.*17.*18.

Creativity and innovation are rewarded.My talents are used well in the workplace.The skill level in my work unit has improved in the past year.My workload is reasonable.I have sufficient resources (for example, people, materials, budget) to get my job done.

*19.*20.

My performance appraisal is a fair reflection of my performance.Pay raises depend on how well employees perform their jobs.Awards in my work unit depend on how well employees perform their jobs.In my work unit, differences in performance are recognized in a meaningful way.

*27.*24.

25.

*30.

In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.I know how my work relates to the agency’s goals and priorities.The work I do is important.Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.Employees have a feeling of personal empowerment with respect to work processes.Promotions in my work unit are based on merit.Employees are rewarded for providing high quality products and services to customers.Discussions with my supervisor/team leader about my performance are worthwhile.

* AES prescribed items.
MERIT SYSTEMS PROTECTION BOARD

2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Strongly 

Agree Agree

Neither 

Agree Nor 

Disagree Disagree

Strongly 

Disagree

Do 

N

N 44 49 16 7 3 % 35.8 40.1 12.9 5.4 2.3 N 49 65 7 2 0 % 38.8 54.0 5.7 1.5 0.0 N 35 47 20 7 5 % 27.5 38.4 16.2 5.8 4.1 N 40 52 13 5 5 % 31.8 42.7 10.7 4.1 4.0 N 38 54 14 8 6 % 30.2 44.4 11.6 6.4 5.0 N 23 48 23 12 17 % 18.2 40.0 18.6 9.4 13.8 N 17 40 32 18 14 % 13.4 32.8 26.1 14.5 11.5 N 28 39 24 16 11 % 22.5 32.0 19.4 12.9 9.0 N 29 61 17 10 5 % 22.9 49.9 13.8 8.3 4.1 N 32 58 21 3 4 % 25.4 47.3 17.1 2.5 3.4 N 48 58 12 1 3 % 38.8 47.3 9.9 0.7 2.5 N 32 63 16 9 3 % 25.8 51.1 13.2 7.4 2.6 N 20 38 30 6 8 % 15.7 31.0 24.7 5.0 6.6 N 31 38 22 12 14 % 24.2 31.5 18.2 9.6 11.3 N 36 43 24 5 7 % 28.2 36.1 19.1 4.1 5.7 N 23 37 24 11 14 % 17.8 31.2 19.9 8.7 11.2 

Page 3

39.33.34.

Managers communicate the goals and priorities of the organization.

35.

*36.*41.

Complaints, disputes or grievances are resolved fairly in my work unit.

*32.

My organization has prepared employees for potential security threats.Managers review and evaluate the organization’s progress toward meeting its goals and objectives.Employees are protected from health and safety hazards on the job.

47.

My organization’s leaders maintain high standards of honesty and integrity.

44.46.

I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.

45.

* AES prescribed items.

Prohibited Personnel Practices (for example, illegally discriminating for

or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veterans’ preference requirements) are not tolerated.Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.

*42.*43.*38.*40.

I am held accountable for achieving results.Managers/supervisors/team leaders work well with employees of different backgrounds.I have a high level of respect for my organization’s senior leaders.Policies and programs promote diversity in the workplace (for example,recruiting minorities and women, training in awareness of diversity issues, mentoring).In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (for example, Fully Successful, Outstanding).

*37.

Supervisors/team leaders in my work unit are committed to a workforcerepresentative of all segments of society.In my organization, leaders generate high levels of motivation and commitment in the workforce.
MERIT SYSTEMS PROTECTION BOARD

2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Strongly 

Agree Agree

Neither 

Agree Nor 

Disagree Disagree

Strongly 

Disagree

Do 

N

N 31 50 26 10 3 % 24.5 41.2 21.3 8.1 2.4 N 40 52 19 7 5 % 31.9 42.9 15.5 5.7 4.1 N 36 54 20 7 2 % 28.4 44.3 16.9 5.6 1.6 N 21 51 29 17 5 % 17.0 41.4 23.5 13.9 4.1 N 28 50 21 12 7 % 21.8 40.8 17.6 9.9 5.8 N 52 48 11 7 5 % 41.9 39.1 9.1 5.7 4.1 N 73 46 3 0 1 % 58.5 38.1 2.6 0.0 0.8 

Very 

Satisfied Satisfied

Neither 

Satisfied nor 

Dissatisfied Dissatisfied

Strongly 

Dissatisfied

Do 

N

N 25 49 26 20 3 % 19.6 40.1 21.0 16.7 2.5 N 23 40 33 20 7 % 18.1 33.3 26.6 16.3 5.7 N 28 52 25 11 7 % 22.6 42.4 20.6 8.7 5.7 N 17 46 31 17 12 % 13.6 37.6 25.5 13.5 9.8 N 18 29 41 18 17 % 14.8 23.4 33.3 14.5 13.9 N 24 51 29 13 6 % 19.2 41.8 23.7 10.4 4.9 N 49 40 17 11 6 % 39.2 33.1 13.7 8.9 5.0 N 30 50 21 18 4 % 23.7 40.1 17.8 15.0 3.4 N 41 43 21 13 5 % 33.0 35.1 17.1 10.7 4.2 

Page 4

Supervisors/team leaders provide employees with constructive suggestions to improve their job performance.How satisfied are you with the policies and practices of your senior leaders?Considering everything, how satisfied are you with your organization?Considering everything, how satisfied are you with your pay?

48.54.

Employees have electronic access to learning and training programs readily available at their desk.

*49.

50.

Supervisors/team leaders in my work unit support employee development.My training needs are assessed.

*60.*58.

How satisfied are you with your involvement in decisions that affect your work?

52.53.

*55.

How satisfied are you with your opportunity to get a better job in your organization?Managers promote communication among different work units (for example, about projects, goals, needed resources).

*59.*56.*57.

How satisfied are you with the training you receive for your present job?How satisfied are you with the recognition you receive for doing a good

job?Considering everything, how satisfied are you with your job?Employees in my work unit share job knowledge with each other.How satisfied are you with the information you receive from management on what’s going on in your organization?Employees use information technology (for example, intranet, shared networks) to perform work.

*51.*62.*61.

63.

* AES prescribed items.
MERIT SYSTEMS PROTECTION BOARD

2008 FEDERAL HUMAN CAPITAL SURVEY RESULTS

Very 

Satisfied Satisfied

Neither 

Satisfied nor 

Dissatisfied Dissatisfied

Strongly 

Dissatisfied

Do 

N

N 39 51 18 9 0 % 30.9 41.5 15.3 7.3 0.0 N 35 57 14 7 5 % 28.3 46.3 11.7 5.6 3.9 N 26 51 19 7 4 % 20.8 42.2 15.6 5.4 3.0 N 15 26 28 5 2 % 11.9 21.3 23.3 3.8 1.6 N 31 31 22 3 4 % 24.6 25.3 18.2 2.6 3.1 N 61 52 6 3 1 % 49.3 42.7 4.9 2.5 0.7 N 57 56 6 2 2 % 45.9 46.1 4.9 1.6 1.5 N 4 4 25 2 2 % 3.4 3.4 21.1 1.6 1.5 N 13 27 32 6 2 % 9.9 21.6 26.2 4.8 1.6 N 31 29 11 8 7 % 24.8 24.4 8.5 6.5 5.7 N 58 33 9 3 4 % 47.1 26.8 7.4 2.5 3.1 

How satisfied are you with health insurance benefits?How satisfied are you with child care subsidies?How satisfied are you with life insurance benefits?How satisfied are you with long term care insurance benefits?How satisfied are you with the flexible spending account (FSA) program?How satisfied are you with paid vacation time?How satisfied are you with telework/telecommuting?How satisfied are you with paid leave for illness (for example, personal), including family care situations (for example, childbirth/adoption or eldercare)?

66.64. How satisfied are you with retirement benefits?68.67.65.

* AES prescribed items.

73.69.70.

How satisfied are you with alternative work schedules?

71.72.74.

How satisfied are you with work/life programs (for example, health and

wellness, employee assistance, eldercare, and support groups)?