2007 DOT Annual Employee Survey (AES) Analysis
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The survey findings provide a snapshot of DOT employees’ perceptions of workforce management conditions and practices as measured by favorable response rates to specific survey questions.
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A sample 3,706 DOT employees was asked to respond, while 2,152 employees actually participated in the survey, for an overall response rate of 58%. DOT had approximately 53,336 employees at the time the sample was drawn.
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The responses to the questions were weighted according to: the number of respondents compared to the actual population proportions for supervisory and non-supervisory employees; and membership in the Operating Administrations (OA). Such weighting prevented over or under representation of OAs in the overall survey results. Thus, the sum of responses from FAA employees did not skew the overall results.
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The 2007 AES provided results for human capital management systems in six areas: Personal Work Experiences; Recruitment, Development, and Retention; Performance Culture; Leadership; Job Satisfaction; and Performance Assessment and Accountability. The net rate of positive responses over all six systems was nearly 57%.
2006 FHCS & 2007 AES All Index Comparison
Agency Name |
US. Department |
|---|---|
Number of Employees in the Agency at Time of 2006 Federal Human Capital Survey (FHCS) |
52,407 |
Month and Year FHCS Administration was Completed |
November 2006 |
Number of Employees Asked to Respond to the 2006 FHCS |
8,334 |
Number of Respondents to the FHCS |
5,453 |
2006 FHCS Response Rate |
65.4% |
Number of Employees in the Agency at Time of 2007 Annual Employee Survey (AES) |
53,336 |
Month and Year AES Administration was Completed |
November 2007 |
Number of Employees Asked to Respond to the 2007 AES |
3,706 |
Number of Respondents to the AES |
2,152 |
2007 AES Response Rate |
58.1% |
Method Used to Select the Samples of Employees Asked to Respond |
Random Sampling |
Annual Employee Survey Indices |
2006 FHCS |
2007 AES |
Difference |
|---|---|---|---|
Personal Work Experiences Index |
68.5% |
69.7% |
1.2% |
Recruitment, Development, and Retention Index |
61.7% |
67.0% |
5.3% |
Performance Culture Index |
36.4% |
47.7% |
11.3% |
Leadership Index |
47.7% |
55.9% |
8.2% |
Job Satisfaction Index |
45.0% |
46.3% |
1.3% |
Performance Assessment Accountability Tool (PAAT) Index** |
|
60.2% |
|
Totals |
51% |
56.8% |
5.8% |
**PAAT items in this index were different from items on the 2006 FHCS.
Personal Work Experiences Index
Item Text |
2006 FHCS |
2007 AES |
Difference |
|---|---|---|---|
The people I work with cooperate to get the job done. |
82.0% |
75.8% |
-6.2% |
I am given a real opportunity to improve my skills in my organization. |
54.3% |
51.2% |
-3.1% |
My work gives me a feeling of personal accomplishment. |
73.3% |
76.6% |
3.3% |
I like the kind of work I do. |
86.0% |
85.7% |
-0.3% |
I have trust and confidence in my supervisor. |
56.7% |
62.5% |
5.8% |
Overall, how good a job do you feel is being done by your immediate supervisor/team leader? |
58.9% |
65.0% |
6.1% |
Totals |
68.5% |
69.7% |
1.2% |
Recruitment, Development, and Retention Index
Item Text |
2006 FHCS |
2007 AES |
Difference |
|---|---|---|---|
The workforce has job-relevant knowledge and skills necessary to accomplish organizational goals. |
70.8% |
76.1% |
5.3% |
My work unit is able to recruit people with the right skills. |
36.1% |
48.5% |
12.4% |
I know how my work relates to the agency's goals and priorities. |
74.0% |
78.3% |
4.3% |
The work I do is important. |
91.0% |
87.8% |
-3.2% |
Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. |
63.5% |
75.8% |
12.3% |
Supervisors/team leaders in my work unit support employee development. |
57.1% |
59.6% |
2.5% |
My talents are used well in the workplace. |
56.7% |
62.6% |
5.9% |
My training needs are assessed. |
49.3% |
46.8% |
-2.5% |
Totals |
61.7% |
67.0% |
5.3% |
Performance Culture Index
Item Text |
2006 FHCS |
2007 AES |
Difference |
|---|---|---|---|
Promotions in my work unit are based on merit. |
26.2% |
52.6% |
26.4% |
In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. |
23.6% |
26.3% |
2.7% |
Creativity and innovation are rewarded. |
29.4% |
42.1% |
12.7% |
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).** |
|
52.4% |
|
In my work unit, differences in performance are recognized in a meaningful way. |
21.9% |
34.3% |
12.4% |
Pay raises depend on how well employees perform their jobs. |
17.9% |
22.8% |
4.9% |
My performance appraisal is a fair reflection of my performance. |
51.9% |
60.1% |
8.2% |
Discussions with my supervisor/team leader about my performance are worthwhile. |
49.6% |
57.8% |
8.2% |
Managers/supervisors/team leaders work well with employees of different backgrounds.** |
|
53.1% |
|
My supervisor supports my need to balance work and family issues. |
71.0% |
74.5% |
3.5% |
Totals |
36.4% |
47.7% |
11.3% |
**Item not included on 2006 FHCS.
Leadership Index
Item Text |
2006 FHCS |
2007 AES |
Difference |
|---|---|---|---|
I have a high level of respect for my organization’s senior leaders. |
34.8% |
39.0% |
4.2% |
In my organization, leaders generate high levels of motivation and commitment in the workforce. |
25.0% |
28.9% |
3.9% |
Managers review and evaluate the organization’s progress toward meeting its goals and objectives. |
48.9% |
56.6% |
7.7% |
Employees are protected from health and safety hazards on the job. |
64.8% |
78.7% |
13.9% |
Employees have a feeling of personal empowerment with respect to work processes. |
37.8% |
43.0% |
5.2% |
My workload is reasonable. |
55.9% |
66.4% |
10.5% |
Managers communicate the goals and priorities of the organization. |
49.0% |
58.1% |
9.1% |
My organization has prepared employees for potential security threats. |
65.8% |
78.3% |
12.5% |
Totals |
47.7% |
55.9% |
8.2% |
Job Satisfaction Index Chart
Item Text |
2006 FHCS |
2007 AES |
Difference |
|---|---|---|---|
How satisfied are you with the information you receive from management on what's going on in your organization? |
36.2% |
40.9% |
4.7% |
How satisfied are you with your involvement in decisions that affect your work? |
47.4% |
46.7% |
-0.7% |
How satisfied are you with your opportunity to get a better job in your organization? |
29.9% |
35.1% |
5.2% |
How satisfied are you with the recognition you receive for doing a good job? |
39.7% |
26.0% |
-13.7% |
How satisfied are you with the policies and practices of your senior managers? |
30.5% |
33.7% |
3.2% |
How satisfied are you with the training you receive for your present job? |
48.8% |
51.9% |
3.1% |
Considering everything, how satisfied are you with your job? |
63.0% |
71.7% |
8.7% |
Considering everything, how satisfied are you with your pay? |
64.1% |
63.0% |
-1.1% |
Totals |
45.0% |
46.3% |
1.3% |
Performance Assessment Accountability Tool (PAAT) Index
Item Text |
2007 AES Favorable |
|---|---|
I am held accountable for achieving results in the sense that if I achieve the expected work results, I experience positive consequences. |
65.3% |
I am held accountable for achieving results in the sense that if I do NOT achieve the expected work results, I experience negative consequences. |
57.9% |
I am rewarded for providing high quality products and services to my customers (internal and/or external). |
51.9% |
Recognition and rewards are based on performance in my work unit |
50.7% |
How helpful is your supervisor's feedback in helping you improve or enhance your performance? |
74.7% |
Totals |
60.2% |