Neither Do Not
Agree Know/
Strongly Nor Strongly No Basisto Percent
Agree Agree Disagree __Disagree __Disagree Judge Positive __Total
*32. In my most recent performance appraisal, I understood what I N 21 37 4 1 2 3 68
had to do to be rated at different performance levels (for % 30.1 34.9 5.9 15 3.0 4.6 85.0 100
example, Fully Successful, Outstanding).
2
33. Lam held accountable for achieving results. NO 2 7 7 ' ' ° 68
% 318 54.9 10.1 7 16 0.0 86.7 100
34. Supervisors/team leaders in my work unit are committed to a N 19 26 13 2 4 4 68
workforce representative of all segments of society. % 27:7) 38.3 19.2 3.2 6.2 55: 66.0 100
35. Policies and programs promote diversity in the workplace (for N 26 24 9 5 3 1 68
example, recruiting minorities and women, training in % 378 354 13.3 73 45 1s 2 100
awareness of diversity issues, mentoring).
*36. —Managers/supervisors/team leaders work well with employees N 30 22 10 3 3 0 68
of different backgrounds. % 44.1 32.6 14.9 4.0 4S 0.0 76.7 100
437, _ | have a high level of respect for my organization's senior N 15 32 10 5 6 0 68
7S _ leaders. % 21.9 46.4 15.1 7.6 9.0 0.0 68.3 100
*38. In my organization, leaders generate high levels of motivation N 13 26 17 5 6 1 68
and commitment in the workforce. % 18.4 38.3 25.4 74 8.9 1.6 56.6 100
39. My organization’s leaders maintain high standards of honesty N 19 21 16 3 5 4 68
and integrity. % 28.3 29.7 24.4 44 73 5.9 58.0 100
4g, Managers communicate the goals and priorities of the N 18 29 10 5 5 1 68
"_ organization. % 262 42.8 14.2 17 15 16 69.0 100
“41. Managers review and evaluate the organization's progress N 18 33 9 2 2 4 68
toward meeting its goals and objectives. % 26.2 48.7 13.5 2.4 3.0 6.2 749 100
“4 Employees are protected from health and safety hazards on the N 35 22 7 3 1 0 68
“job. % S18 31.7 10.4 45 16 0.0 83.5 100
+43, My organization has prepared employees for potential security N 26 34 6 1 1 0 68
“_ threats. % 37.4 50.1 93 17. LS 0.0 87.5 100
44, Complaints, disputes or grievances are resolved fairly in my N iV 24 im 4 4 u 68
“work unit. % 20.1 344 16.6 6.1 5.8 16.9 54.5 100
45. Arbitrary action, personal favoritism and coercion for partisan N 19 23 10 5 5 6 68
political purposes are not tolerated. % 278 34.0 14.7 8.0 73 8.3 617 100
46. Prohibited Personnel Practices (for example. illegally N 26 19 8 3 6 6 68
discriminating for or against any employee/applicant, % 37.9 28.2 12.2 43 9.0 84 66.1 100
obstructing a person’s right to compete for employment,
knowingly violating veterans” preference requirements) are
not tolerated.
47. {can disclose a suspected violation of any law, rule or N 24 20 7 5 3 9 68
regulation without fear of reprisal. % 34.6 29.7 10.8 72 47 13.0 64.2 100



Neither Do Not
Agree Know/
Strongly Nor Strongly No Basisto Percent
Agree Agree Disagree _Disagree _Disagree Judge Positive __Total
15. The skill level in my work unit has improved in the past year. N 28 at e & # ! £8
% 37.0 40.2 10.4 63 45 16 TTD: 100
16. | have sufficient resources (for example. people. materials, N 15 34 6 8 5 0 68
budget) to get my job done. % pyle) 49.8 8.8 ILS 1.6 0.0 72.0 100
*17. My workload is reasonable. y a ab é s * o se
% 30.6 45.6 8.8 8.6 64 0.0 76.2 100
; N 20 34 3 4 7 0 68
*18. My talents are used well in the workplace.
idan SSUES % 29.0 50.3 44 6.0 10.3 0.0 793 100
+19, L know how my work relates to the agency's goals and N 32 29 6 0 1 0 68
“Priorities. % 46.8 42.8 8.9 0.0 16 0.0 89.5 100
; - N 28 30 7 2 1 0 68
*20. The work I do is important.
7 ne % 41d 43.0 11.0 32 LS 0.0 84.4 100
“21. pise level, temperature, N 31 30 3 3 1 0 68
nthe workplace) allow employees to % 45.4 43.3 45 5.1 17 0.0 88.7 100
perform their jobs well.
#22. Promotions in my work unit are based on merit. ye 28 it § & ! 8
% 21.9 42.0 16.1 91 93 16 63.9 100
*23. In my work unit, steps are taken to deal with a poor performer N 6 20 15 9 10 8 68
who cannot or will not improve. % 9.6 27.9 21.6 13.7 15.3 12.0 37.5 100
*24. Employees have a feeling of personal empowerment with N 17 28 I 4 6 2 68
Fespect to work processes. % 24.6 Aud 17.1 53 9.0 2.8 65.7 100
25. Employees are rewarded for providing high quality products N 2 23 Wl 3 7 3 68
and services to customers. % 29.8 33.5 16.7 4.7 10.8 4.6 63.3 100
2
*26. Creativity and innovation are rewarded. N al 22 19 ! § “ $8
% 30.2 31.6 24.4 14 9.0 34 618 100
#27. Pay raises depend on how well employees perform their jobs. N 8 30 MW 6 6 ‘ oe
: % 11.6 42.6 21.4 88 93 64 54.2 100
28. Awards in my work unit depend on how well employees N 17 32 6 5 6 2 68
perform their jobs. % 24.3 46.9 8.5 TA 9.5 a3 U2 100
*29. In my work unit, differences in performance are recognized in N 12 24 15 6 7 4 68
a meaningful way. % 17.4 34.1 22.7 8.8 10.7 64 S14 100
#39, My performance appraisal is a fair reflection of my N 19 36 6 1 5 1 68
“_performance. % 26.8 53.7 91 14 73 17 80.5 100
*31. Discussions with my supervisor/team leader about my N 19 32 9 2 6 0 68
performance are worthwhile. % 27.0 48.2 13.1 3.0 8.7 0.0 75.1 100



Do Not

Neither Know/
Strongly Agree Nor Strongly No Basisto Percent
Agree Agree Disagree __Disagree _Disagree Judge Positive __Total
Supervisors/team leaders provide employees with N 15 37 9 2 4 1 68
constructive suggestions to improve their job performance. % 218 54.6 13.0 3.0 62 14 164 100
Supervisors/team leaders in my work unit support N 32 24 5 4 3 0 68
employee development. % 47.3. 34.9 72 5.9 4.6 0.0 82.2 100
Employees have electronic access to learning and training N 35 30 1 1 1 0 68
programs readily available at their desk. % 51.6 43.7 LT 1.4 Uz 0.0 95.2 100
ont 3
My training needs are assessed. N a4 0 5 5 5 | 68
% 35.2 44.8 7.0 74 4.5 Ll 80.0 100
Managers promote communication among different work N 23 26 10 3 5 1 68
units (for example. about projects. goals, needed
Fesources). % 34.7 373 14.9 4.0 1.6 LS 72.0 100
Employees in my work unit share job knowledge with each N 28 29 4 6 fl 0 68
other. % ALB 42.1 58 87 LS 0.0 84.0 100
Employees use information technology (for example. N 40 26 2 0 0 0 68
intranet, shared networks) to perform work. % 58.5 38.5 0.0 0.0 0.0 97.0 100
Do Not y
Know/
Very nor Strongly No Basis to Percent
Satisfied Satisfied Dissatisfied _Dissatisfied Dissatisfied __Judge Positive _Total
How satisfied are you with your involvement in decisions N 28 21 10 4 5 NA 68
that affect your work? % 40.3 30.7 15.5 6.1 25 NA 10.9 100
How satisfied are you with the information you receive N 2 2 B 7 4 NA 68
from management on what's going on in your
organization? % 314 32.8 19.6 10.3 5.9 NA 64.2 100
How satisfied are you with the recognition you receive for 29 23 8 5 3 NA 68
doing a good job? % 42.2 337 12.1 1s 45 NA 75.9. 100
How satisfied are you with the policies and practices of 18 24 15 7 4 NA 68
your senior leaders? % 26.0 34.5 23.1 10.5 5.9 NA 60.5 100
How satisfied are you with your opportunity to get a better N 14 24 16 7 7 NA 68
Job in your organization? % 19.4 35.2 23.8 11.0 10.6 NA 54.7 100
How satisfied are you with the training you receive for your N 28 26 9 4 1 NA 68
Present job? % 40.8 38.5 13.4 5.9 1.5 NA 79.3 100
Considering everything. how satisfied are you with your N 31 2I 9 2 5 NA 68
job? % 45.1 31.0 13.6 28 15 NA 76.0 100
Considering everything. how satisfied are you with your N 23 29 8 5 3 NA 68
pay? % 33.8 42.4 19 13 4.5 NA 76.2 100
Considering everything. how satisfied are you with your N 29 25 7 3 4 NA 68

organization? % 42.3 36.9 10.5 42 6.0 NA 79.2 100



Summary

Overall, results from the 2008 Survey indicate that FMC employees like the work they do and believe the Commission does a good job in the areas of
recruitment, employee development, and retention. The rate of positive responses by FMC employees exceeded the governmentwide average in all
but three of the seventy-four questions included in the survey.

The FMC’s highest scores were in the area of employee benefits and support for work/life balance. Ninety-one percent of FMC employees expressed
satisfaction with the Commission’s paid leave policies (Questions 69 and 70). Eighty-seven percent of employees believe their immediate
supervisors support their needs to balance work and other life issues (Q. 12). FMC employees were also very satisfied with the retirement benefits
(Q. 64), health insurance benefits (Q. 65), and life insurance benefits (Q. 66). Each of these questions received over 75% positive responses. Our
strong employee benefits program is helping the Commission compete with the private sector to recruit and retain mission critical employees as
evidenced by the 82% of survey respondents who believe their work unit is able to recruit people with the right skills (Q. 14).

FMC employees demonstrate a high level of commitment to the work they do and work cooperatively with one another to effectively carry out the
Commission’s mission. This enables the FMC to provide a high level of service to the American public. For example, almost 90% of employees
understand how their work relates to agency goals and priorities (Q. 19). Ninety-three percent of survey respondents said that FMC employees
cooperate to get their work done (Q. 1). Eighty-four percent responded that employees share job knowledge with colleagues within their work unit

(Q 53).

Questions about training and employee development at the FMC received positive responses from employees. Almost 80% of employees believe
that they are given a real opportunity to improve their skills within the Commission (Q. 2). Eighty-two percent responded that management in their
work unit supports employee development (Q. 49). Ninety-five percent said they can easily access electronic learning and training programs from
their desk (Q. 50).

The Commission generally scored well on questions relating to the creation of an effective results-oriented performance culture but some areas of
improvement have been identified. On the positive side, over 86% of Commission employees believe that they are held accountable for achieving
results at work (Q. 33). Additionally, most employees believe their performance appraisals are accurate reflections of their performance (Q. 30) and
that conversations with their supervisor about their performance are worthwhile (Q. 31). The Commission also has been successful in
communicating to employees via performance standards what is expected of them in order to be rated at different performance levels during the
Commission’s annual performance appraisal process. Eighty-five percent of FMC employees acknowledged they understood what was expected of
them in terms of job performance in order to be rated at different levels on their most recent performance appraisal (Q. 32).

Areas where the FMC could improve include the ability of the performance management system to deal with poor performers (Q. 23) and a
perception that pay raises are not dependent on how well employees perform their jobs (Q. 27). The FMC improved its positive rating on Question
27 by 26.9% over its results during the 2006 Federal Human Capital Survey: however, the Commission strives for additional improvement in this
area. Also notable were concerns expressed by employees about limited opportunities for employees to get a better job at the FMC (Q. 59). Nearly
55% of employees surveyed responded positively to this survey question. This is a 16% improvement over the results of the 2006 survey at the
FMC. Within the last year, the Commission has taken steps such as reexamining its policy on upward mobility to address concerns raised by the
Survey in this area.


Do Not

Know/
Very nor Strongly No Basisto Percent
Satisfied Satisfied __Dissatisfied Dissatisfied Dissatisfied _ Judge Positive __Total
J 2
64. How satisfied are you with retirement benefits? N21 2 6 ! ’ u ns
% 29.7 47.9 8.8 17 1.6 10.3 77.6 100
65. How satisfied are you with health insurance benefits? x 2 a 5 2 2 ! 58
% 32.8 46.5 7 15 0.0 L4 793 100
66. How satisfied are you with life insurance benefits? N 35 8 3 ' is oa
% 24.2 Sid 12.2 4.9 12 64 753 100
67, How satisfied are you with long term care insurance N 4 20 10 4 1 19 68
"benefits? % 209 28.5 14.9 6.0 17 28.0 494 100
68. — How satisfied are you with the flexible spending account N 18 18 8 1 0 23 68
(FSA) program? % 25.5 27.2 U4 LS 0.0 344 52.7 100
69. How satisfied are you with paid vacation time? 20 ae a o i na &8
% 42.7 48.6 72 0.0 16 NA 912 100
70. How satisfied are you with paid leave for illness (for N 30 32 5 0 1 NA 68
example, personal). including family care situations (for % 43.1 48.2 7 0.0 16 NA 913 100
example, childbirth/adoption or eldercare)?
- Parr N 2 3 9 0 1 33 68
71. How satisfied are you with child care s es?
sansa ee eee ONS % 3.3 3.9 13.1 0.0 12 78.4 13 100
72. How sati are you with work/life programs (for example. N 12 25 13 0 1 17 68
health and wellness, employee assistance, eldercare, and
support groups)? % 169 35.7 20.0 0.0 16 25.8 52.6 100
. . . N i 14 Wl 2 4 26 68
73. How satisfied are ith telework/telecommuting?
Se ee i % 15.1 19.7 159 28 62 404 348 100
, 3 3
74. How satisfied are you with alternative work schedules? X ! Is "0 ° ° os
% 443 21.9 14.5 5.0 0.0 143 66.2 100
* AES prescribed items. Percentages are weighted to be representative of the Agency's population.
Sample or Population: Population Surveys Completed: 68

Number in Population: 98 Response Rate: 69.4%


Trend Analysis

The Commission analyzed the results of the 2008 Federal Human Capital Survey with the 2006 Federal Human Capital Survey. FMC’s response rate
of 69% was comparable to the 70% response rate for the 2006 Survey.

Of the 74 questions featured in the Survey, only question #32 had not appeared on a previous Survey. This question sought to measure employees”
understanding of distinctions between different levels of performance in the FMC’s performance appraisal process. As pointed out in the Summary
of Results, 85% of employees acknowledged that they understood what was required by way of job performance to be rated at different performance
levels.

Forty-one items reflected marked shifts from the 2006 results where a variance of more than nine percent was recorded. All 41 questions constituted
positive increases, with no decreases. The largest shift was seen in the area of recruitment, development, and retention where the FMC positive
response rate increased by more than 31% between the 2006 and 2008 Surveys in response to a question about the Commission's ability to recruit
people with the right skills (Q. 14). The results also spoke to an improved perception of the “performance culture” at the FMC where positiv
response rates increased over 15% for several questions in that category (Questions 22, 24, 26, 27, 28, and 30).

The Commission substantially improved its scores in questions relating to overall job satisfaction. Notable was a 20% increase in satisfaction with
the practices and policies of the FMC’s senior leaders (Q. 58), a 17% increase in satisfaction with training FMC employees receive for their present
jobs (Q. 59), and an 11% increase in job satisfaction (Q. 61). Overall satisfaction with the FMC increased by 20% above the 2006 Survey results (Q.
63).

Twenty-two questions shifted by between three and nine percent from the figures reported in the 2006 Survey. All of the items except one
constituted a more favorable opinion than was registered in the 2006 Survey. A question regarding supervisor support for work and other life issues
fell by 4% from the 2006 Survey results (Q. 12). The FMC’s positive rate of response to this question was 86% and exceeded the governmentwide
average by 11%. Nine questions showed less than a three percent change, too small to reflect a trend having statistical significance.

The Commission’s percentage of positive responses exceeded the governmentwide average in all but three questions (Questions #6, #20, and #71).
Question #6 measured employees’ commitment to their job by asking if they liked the kind of work they do. The FMC received a 79% positive
response rate while the governmentwide average was 84%. At FMC, the number of positive responses to this question increased by less than one
percent between the 2006 and 2008 Surveys. Question #20 asked if employees believe the work they do is important. The Commission received an
84% positive response rate while the governmentwide average was 91%. The number of positive responses to this question by FMC employees was
unchanged from the 2006 Survey. Question #71 deals with satisfaction with the child care subsidy program, in which the Commission does not
currently participate.


2008 Federal Human Capital Survey Results

Federal Maritime Comr

(Survey Admi

ission

istration Period 8/13/08 to 9/19/08)

Neither Do Not
Agree Know!
Strongly Nor Strongly No Basisto Percent
Agree Agree Disagree Disagree _ Disagree Judge Positive _Total
2
*1. The people I work with cooperate to get the job done. 8 3 bi * p i NA ses
% 45.0 48.1 54 0.0 15 NA 93.1 100
+5 Lam given a real opportunity to improve my skills in my N 28 26 4 5 3 NA 68
“organization. % 412 38.5 54 73 15: NA. 79.7 100
3. Thave enough information to do my job well. N 25) 36 ! * 2 NA os
% 35.5 53.9 14 5.9 3.2 NA 89.5 100
4. I feel encouraged to come up with new and better ways of doing N 28 25 4 3 6 NA 68
“things. % ALO 36.8 id 1.6 8.9 NA 71.8 100
. . . N 27 26 6 4 5 NA 68
*5. My work gives me a feeling of personal accomplishment.
nee See ilies % 39.1 38.1 92 61 25 NA 72 100
, ‘ N 24 30 5 6 3 NA 68
*6. Like the kind of work I do. “
tars anotinesannnie % 34.5 44.3 18 9.0 44 NA 78.7 100
2 2
*7.  Lhave trust and confidence in my supervisor. N37 28 # 6 Na SB
% 37.7 37.9. 12.3 3.2 8.9 75.6 100
a N 28 Wl 0 6 68
8. [recommend my organization as a good place to work.
% 39.9 16.7 0.0 8.9 TAA 100
Very Very Percent
Good Good Fair Poor Poor Positive __Total
*9. Overall, how good a job do you feel is being done by your N 37 17 7 3 4 68
immediate supervisor/team leader? % 54.5 24.8 10.4 44 59 793 100
10. How would you rate the overall quality of work done by your N 34 29 4 1 0 68
work group? % 49.9 42.8 59 LS 0.0 92.7 100
Neither Do Not
Agree Know/
Strongly Nor Strongly No Basisto Percent
Agree Agree Disagree Disagree _ Disagree Judge Positive _Total
*I1. The workforce has the job-relevant knowledge and skills N 23 36 3 3 2 1 68
necessary to accomplish organizational goals. % 33.5 53.1 42 4s 3.0 17 86.6 100
#12, My supervisor supports my need to balance work and other life N 40 19 7 0 2 0 68
*_ issues. % 58.4 28.2 10.3 0.0 3.0 0.0 86.6 100
13. Supervisors/team leaders in my work unit provide employees N 24 26 8 3 6 1 68
with the opportunities to demonstrate their leadership skills. % 34.0 38.8 12.4 43 8.9 1.6 2.7 100
2 2 2
*14. My work unit is able to recruit people with the right skills. e aa as 3 35 AG aa a “