2009 ANNUAL EMPLOYEE SURVEY RESULTS

FEDERAL MARITIME COMMISSION

2009 Summary

Sixty‐six percent of Federal Maritime Commission employees responded to the 2009 Annual Employee Survey tha

between October 12 and October 30, 2009. Of the 109 employees who received the survey, 71 completed and returned 

General overall results indicated that more than 75% of respondents answered positively on questions regarding 

experience. They like the work they do (Q.4 ‐ 80.3%), their work gives them a sense of personal accomplishment (Q.3 ‐ 77

work with cooperate to get the job done (Q.1 ‐ 85.9%) and they have trust and confidence in their supervisors (Q.5 ‐ 80.3

relating to personal work experience received 79.8% positive responses.

FMC employees also indicated they thought the agency did a good job recruiting, developing and training employ

positive rating of 77.8% for that category of questions. Specifically, they indicated that the workforce has the job knowle

accomplish organizational goals (Q.7 ‐ 78.9%), they know how their work relates to the agency’s goals and priorities (Q.9 

the work they do is important (Q.10 – 85.9%).

Respondents also understood what they needed to do to be rated at different performance levels (Q.18 ‐ 76.1%), 

performance appraisal were reflections of their performance (Q.21 ‐ 77.5%), indicated supervisory discussions about thei

worthwhile (Q.22 ‐ 71.8%), thought managers/supervisors worked well with people of different backgrounds (Q.23 ‐ 80.3

supervisors support their need to balance work and family issues (Q.24 ‐ 91.5%). In addition, almost 68% of respondents 

response to the questions regarding performance culture, i.e., promotions are based on merit (Q.15), poor performers ar

innovation and creativity are rewarded (Q.17), differences in performance are recognized in meaningful ways (Q.19), and 

linkage between performance and pay (Q.20).

Regarding leadership, respondents in 2009 overwhelmingly replied that employees are protected from health an

job (Q.28 ‐ 85.9%), have been prepared for potential security threats (Q.32 ‐ 71.8%), and have a reasonable workload (Q.3

average response to all leadership questions was nearly 70% positive.
Questions 33 through 40, all related to job satisfaction, averaged a positive response rate of 69.5%. Employees re

about being involved in decisions that affect their work (Q.34 ‐ 73.2%), receiving recognition for doing a good job (Q.36 ‐ training (Q.38 ‐ 74.6%), and satisfaction with their jobs (Q.39 ‐ 78.9%) and with their pay (Q.40 ‐ 77.5%).

TREND ANALYSIS

The Commission analyzed the results of the 2007 and 2008 Annual Employee Surveys with those obtained from t

response rate of 66% in 2009 is comparable to the 2008 response rate of 69% and the 2007 response rate of 66%. Due to 

total population surveyed, even with the excellent response rate experienced, the data may only be statistically reliable t

However, when the data is compared with respect to prior years’ responses, certain overall trends become apparent. Fo

predominantly positive in nature and are indicative of a healthy organization.

Over the last three years that the survey was administered at FMC, more than 25% of the survey questions showe

improvement from one year to the next and to the most recent. The questions showing such positive improvement inclu

gives me a feeling of personal accomplishment; Q.4 – I like the kind of work I do; Q.5 – I have trust and confidence in my 

work I do is important; Q.12 – Supervisors in my work unit support employee development; Q.16 – In my work unit, steps 

a poor performer who cannot or will not improve; Q.19 – In my work unit, differences in performance are recognized in a 

– Managers/supervisors work well with employees of different backgrounds; and Q.28 – Employees are protected from h

hazards on the job. There was also improvement in how satisfied respondents were with the information they received 

about what’s going on in the organization (Q.33); their involvement in decisions that affected their work (Q.34); their opp

job in the organization (Q.35); and the recognition they received for doing a good job (Q.36). Most significant is the ever‐

responses received about the respondents’ general satisfaction with their job and their pay, taking everything into consid

While there is always room for improvement, FMC employee responses to the agency survey were significantly b

obtained from the Federal Human Capital Survey administered by the Office of Personnel Management in 2008. Because 

positive responses FMC employees provided in response to the agency survey, evidence suggests that, overall, FMC empl

their jobs and related aspects of employment, hold their leaders in high regard, believe FMC’s organizational culture prom

processes, products/ services, and outcomes, and has the talent necessary to achieve its organizational goals.
2009 Annual Employee Survey Results for 

Federal Maritime Commission 

Online Survey Conducted October 12-30, 2009 

All Respondents 

Surveys Sent: 109 Surveys Returned: 71 Response Rate: 66Prescribed Questions: Personal Work Experiences 

Item Text 

Strongly 

Agree Agree Neither Disagree 

Str

Dis

1. The people I work with cooperate to get the job done. 

Number 28 33 6 2 

Percentage 39.4% 46.5% 8.5% 2.8% 2.

2. I am given a real opportunity to improve my skills in my organization. 

Number 24 32 7 2 

Percentage 33.8% 45.1% 9.9% 2.8% 8.

3. My work gives me a feeling of personal accomplishment. 

Number 25 30 5 4 

Percentage 35.2% 42.3% 7.0% 5.6% 9.

4. I like the kind of work I do. 

Number 30 27 7 4 

Percentage 42.3% 38.0% 9.9% 5.6% 4.

5. I have trust and confidence in my supervisor. 

Number 25 32 3 5 

Percentage 35.2% 45.1% 4.2% 7.0% 8.

Item Text 

Very 

Good Good Fair Poor 

V

P

6. Overall, how good a job do you feel is being done by your immediate supervisor/team leader? 

Number 32 22 8 4 

Percentage 45.1% 31.0% 11.3% 5.6% 7.
Prescribed Questions: Recruitment, Development & Retention 

Item Text 

Strongly 

Agree Agree Neither Disagree 

Stro

Disa

7. The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. 

Number 15 41 7 4 

Percentage 21.1% 57.7% 9.9% 5.6% 5.

8. My work unit is able to recruit people with the right skills. 

Number 22 31 9 3 

Percentage 31.0% 43.7% 12.7% 4.2% 5.

9. I know how my work relates to the agency's goals and priorities. 

Number 33 28 4 2 

Percentage 46.5% 39.4% 5.6% 2.8% 5.

10. The work I do is important. 

Number 33 28 3 1 

Percentage 46.5% 39.4% 4.2% 1.4% 8.

11. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. 

Number 23 34 7 5 

Percentage 32.4% 47.9% 9.9% 7.0% 2.

12. Supervisors/team leaders in my work unit support employee development. 

Number 30 29 4 4 

Percentage 42.3% 40.8% 5.6% 5.6% 5.

13. My talents are used well in the workplace. 

Number 27 24 7 4 

Percentage 38.0% 33.8% 9.9% 5.6% 12

14. My training needs are assessed. 

Number 22 22 14 6 

Percentage 31.0% 31.0% 19.7% 8.5% 7.
Prescribed Questions: Performance Culture 

Item Text 

Strongly 

Agree Agree Neither Disagree 

Stro

Disa

15. Promotions in my work unit are based on merit. 

Number 19 23 10 6 

Percentage 26.8% 32.4% 14.1% 8.5% 11

16. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 

Number 8 20 15 10 

Percentage 11.3% 28.2% 21.1% 14.1% 12

17. Creativity and innovation are rewarded. 

Number 19 29 7 7 

Percentage 26.8% 40.8% 9.9% 9.9% 12

Item Text 

Strongly 

Agree Agree Neither Disagree 

Stro

Disa

18. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (e.g., Fully Successful, Outstanding). 

Number 25 29 10 4 

Percentage 35.2% 40.8% 14.1% 5.6% 2.

Item Text 

Strongly 

Agree Agree Neither Disagree 

Stro

Disa

19. In my work unit, differences in performance are recognized in a meaningful way. 

Number 18 26 8 11 

Percentage 25.4% 36.6% 11.3% 15.5% 8.

20. Pay raises depend on how well employees perform their jobs. 

Number 16 21 15 9 

Percentage 22.5% 29.6% 21.1% 12.7% 11

21. My performance appraisal is a fair reflection of my performance. 

Number 28 27 5 3 

Percentage 39.4% 38.0% 7.0% 4.2% 9.

22. Discussions with my supervisor/ team leader about my performance are worthwhile. 

Number 26 25 10 4 

Percentage 36.6% 35.2% 14.1% 5.6% 8.

23. Managers/supervisors/team leaders work well with employees of different backgrounds. 

Number 26 31 7 4 

Percentage 36.6% 43.7% 9.9% 5.6% 4.
24. My supervisor supports my need to balance work and 

family issues. 

Number 40 25 5 0 

Percentage 56.3% 35.2% 7.0% 0.0% 1.

Prescribed Questions: Leadership 

Item Text 

Strongly 

Agree Agree Neither Disagree 

Stro

Disa

25. I have a high level of respect for my organization's senior leaders. 

Number 17 29 8 8 

Percentage 23.9% 40.8% 11.3% 11.3% 12

26. In my organization, leaders generate high levels of motivation and commitment in the workforce. 

Number 17 24 11 10 

Percentage 23.9% 33.8% 15.5% 14.1% 11

27. Managers review and evaluate the organization's progress toward meeting its goals and objectives. 

Number 19 28 13 4 

Percentage 26.8% 39.4% 18.3% 5.6% 7.

28. Employees are protected from health and safety hazards on the job. 

Number 30 31 8 0 

Percentage 42.3% 43.7% 11.3% 0.0% 1.

29. Employees have a feeling of personal empowerment with respect to work processes. 

Number 19 29 8 7 

Percentage 26.8% 40.8% 11.3% 9.9% 8.

30. My workload is reasonable. 

Number 21 34 7 4 

Percentage 29.6% 47.9% 9.9% 5.6% 7.

31. Managers communicate the goals and priorities of the organization. 

Number 20 26 12 7 

Percentage 28.2% 36.6% 16.9% 9.9% 7.

32. My organization has prepared employees for potential security threats. 

Number 19 32 11 4 

Percentage 26.8% 45.1% 15.5% 5.6% 5.
Prescribed Questions: Job Satisfaction 

Item Text 

Very 

Satisfied Satisfied Neither 

Dissatisfied Ver

sati

33. How satisfied are you with the information you receive from management on what's going on in your organization? 

Number 17 29 13 8 

Percentage 23.9% 40.8% 18.3% 11.3% 5.

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

Number 20 32 10 2 

Percentage 28.2% 45.1% 14.1% 2.8% 9.

35. How satisfied are you with your opportunity to get a better job in your organization? 

Number 14 24 14 11 

Percentage 19.7% 33.8% 19.7% 15.5% 11

36. How satisfied are you with the recognition you receive for doing a good job? 

Number 29 25 7 4 

Percentage 40.8% 35.2% 9.9% 5.6% 8.

37. How satisfied are you with the policies and practices of your senior leaders? 

Number 16 25 16 6 

Percentage 22.5% 35.2% 22.5% 8.5% 11

38. How satisfied are you with the training you receive for your present job? 

Number 18 35 9 5 

Percentage 25.4% 49.3% 12.7% 7.0% 5.

39. Considering everything, how satisfied are you with your job? 

Number 29 27 6 3 

Percentage 40.8% 38.0% 8.5% 4.2% 8.

40. Considering everything, how satisfied are you with your pay? 

Number 19 36 7 9 

Percentage 26.8% 50.7% 9.9% 12.7% 0.