r
Definitions (provided in "Help" section of survey)
Executives
Senior Leaders
I Leaders
i
Managers
!
• Supervisors
Team Leaders
Non-supervisor
I
Telework
Work Unit
Organization
I
Members of the Senior Executive Service or equivalent.
The heads of departments/agencies and their immediate leadership
team. Typically these individuals would be members of the Senior
Executive Service or eguivalent.
This is your agency's management team. This includes anyone with
supervisory or managerial responsibilities.
Those in management positions who typically supervise one or more
supervisors.
First-line supervisors who do not supervise other supervisors;
typically those who are responsible for employees' performance
appraisals and approval of their leave.
Not official supervisors; those who provide employees with day-to­
day guidance in work projects, but do not have supervisory
responsibilities or conduct performance appraisals.
Anyone who does not have supervisory/team leader responsibilities.
A work arrangement in which an employee performs officially
assigned duties at home or other worksites geographically convenient
to the residence of the employee.
This is your immediate work unit headed by your immediate
supervisor.
This is your agency, office, or division. Please respond to these
questions based on the level in your organization that is appropriate
for the content of the question. Depending on how your organization
is structured, this could either be one or more levels above your own.
Frequently Asked Questions (provided in "Help" section of survey)
This is an attempt to answer some of the more frequently asked questions.
1. What is the purpose of the Employee Viewpoint Survey?
2. Why should I answer this survey?
3. How was I selected for the survey?
4. How long will it take to complete the survey?
5. Who do I contact in have any problems relating to the survey, including any technical
problems in completing it?
6. Do I have to complete the electronic survey in a single session?
7. Do I need to respond to every question?
8. I recently moved to a new position. How do I fill out the survey?
9. Can I complete the survey during work hours?
10. Who will see my responses?
11. How will the survey results be used?
To return to the survey, click on the "Close" button below:
I'
Close
.
2010 Employee Viewpoint Survey
Q. What is the purpose of the Employee Viewpoint Survey?
A. The purpose ofthis survey is to measure employees' perceptions about areas critical to agencies
in the Federal Government. Topics important to most Federal employees are included, such as the
agency leadership, the work life environment, your particular work unit and your supervisor. The
information gathered from this survey will provide opportunities for improvement through positive
agency actions throughout the next year.
Return to top
Q. Why should I answer this survey?
A. This is your opportunity to influence change. Your leaders need to know what you think your
agency is doing well and where it can improve. This year your responses are more important than
ever each agency has been tasked with developing action plans based on the results ofthe
Employee Viewpoint survey. These action plans will drive the agency's initiatives for the future.
Return to top
Q. How was I selected for the survey?
A. OPM randomly selected you from a list ofall full-time permanent employees at your agency as
ofJune 30, 2009. In some cases, agencies have decided to survey their entire population, so every
employee will have the opportunity to give input.
Return to top
Q. How long will it take to complete the survey?
A. Approximately 25 minutes.
Return to top
Q. Who do I contact if I have any problems relating to the survey, including any
technical problems in completing it?
A. Please send an e-mail to EVS@opm.govorcali the Employee Viewpoint Help Desk at: 1-888­
OPM-38711-888-0PM-3871.
Return to top
Q. Do I have to complete the electronic survey in a single session?
A. We strongly urge you to complete the survey in one session. However, ifyou cannot complete it
in a single, uninterrupted session, the user ID and password given to you will allow you to save
your responses and return to complete the survey at a later time.
Return to top
Q. Do I need to respond to every question?
A. We would like you to respond to each question. Providing this information is critical as we work
with agencies to improve the way our workforce is managed.
Return to top
Q. I recently moved to a new position. How do I fill out the survey?
A. We would like to provide your input about your current position. Please answer to the best of
your ability. If you have been in your current position less than two or three months, please
respond about your previous position.
Return to top
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2010 Employee Viewpoint Survey
Q. Can I complete the survey during work hours?
A. Yes.
Return to top
Q. Who will see my responses?
A. The Privacy Act protects your identity, and no data will be disclosed that could be used to
identify specific individuals.
Only OPM staffand contractors who are involved in collecting or preparing the information for
analysis will have access to completed surveys. Your agency will not receive data that could be
used to identify a specific individual or a person's specific response to a survey question.
Return to top
Q. How will the survey results be used?
A. The results from this survey will help your agency's leadership and others in the Executive
Branch to improve the way they manage people to accomplish the mission.
Return to top To return to the survey, click on the "Close" button below: Page 3 of26
2010 Employee Viewpoint Survey
Dear Federal Employee,
The challenge President Obama set for our Government was to fundamentally change the way we
do business - this is to be more efficient, more transparent, and more creative. You, your
colleagues, and every Federal employee are the most important assets in facing our challenge.
Federal employees are not merely part of the equation, like capital or technology. They ARE the
equation. If the Federal Government is to become the model employer for our Nation, we need to
identify and build on our strengths and understand and address our weaknesses.
One of the tools for change is our Federal Employee Viewpoint Survey (formerly the Federal
Human Capital Survey). The new Employee Viewpoint survey has been redesigned to include
items that provide opportunities for improvement through positive agency actions. Employee
Viewpoint results will be part of each agency's action plan for positive change, and going forward
be used as one of the measures of success.
Over the next few months approximately 500,000 Federal employees will have the opportunity to
make their voices heard on topics from leadership to job satisfaction to work/life balance. The
survey will take about 25 minutes to answer the questions and official time may be used for this
purpose. Participation is voluntary and your responses are absolutely confidential.
I ask you to take the time to provide us your views so that together we can build the Federal
Government of the 21st century.
Sincerely,
John Berry
Director
U.S. Office of Personnel Management
Page 4 of26
2010 Employee Viewpoint Survey
Taking the Survey
· The survey should take approximately 2~ minutes.
· The response scales change throughout the survey. Please take note of the scale when responding to
each question.
· Please read each question carefully and answer as honestly as possible.
· It is important to answer every question so that the data are complete and represent all Federal
employees.
· We strongly urge you to complete the survey in one session. However, if you cannot complete it in a
single, uninterrupted session, the link provided to you will allow you to return to complete the survey at a
later time.
· When navigating through the survey, please use the buttons and links on the survey pages and not your
browser Back and Forward buttons.
Accessing the Survey
Each person selected to participate is randomly assigned a user ID. This ensures that no one else can
access your survey, and allows you to save your responses and come back to the survey to review or
change your answers at a later time.
Help
If you need help, please contact us at:
EVLI@opm.g
ov
Privacy Act Statement
Definitions
Page 5 of26
2010 Employee Viewpoint Survey
My Work Experience
1.
I am given a real opportunity to improve my skills in my organization.
[ ] Strongly Agree
[] Agree
[] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
2.
I have enough infonnation to do my job well.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
3.
I feel encouraged to come up with new and better ways of doing things.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
4.
My work gives me a feeling of personal accomplishment.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
5.
I like the kind of work I do.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
6.
I know what is expected of me on the job.
[ ] Strongly Agree
[] Agree
[] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
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2010 Employee Viewpoint Survey
7.
When needed I am willing to put in the extra effort to get ajob done.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
8.
I am constantly looking for ways to do my job better.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
9.
I have sufficient resources (for example, people, materials, budget) to get my job done.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
10. My workload is reasonable.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
11. My talents are used well in the workplace.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
12. I know how my work relates to the agency's goals and priorities.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
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2010 Employee Viewpoint Survey
13. The work I do is important.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
14.
Physical conditions (for example, noise level, temperature, lighting, cleanliness in the
workplace) allow employees to perform their jobs well.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
15.
My performance appraisal is a fair reflection of my performance.
[ J Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
16. I am held accountable for achieving results.
[ ] Strongly Agree
[] Agree
[] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
17. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
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2010 Employee Viewpoint Survey
18. My training needs are assessed.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
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).
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] No Basis to Judge
19.
Page 9 of26
2010 Employee Viewpoint Survey
My Work Unit
20. The people I work with cooperate to get the job done.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
21. My work unit is able to recruit people with the right skills.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
22. Promotions in my work unit are based on merit.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
23.
In my work unit, steps are taken to deal with a poor performer who cannot or will not
improve.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
24. In my work unit, differences in performance are recognized in a meaningful way.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
Page 10 of26
2010 Employee Viewpoint Survey
25. Awards in my work unit depend on how well employees perform their jobs.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
26. Employees in my work unit share job knowledge with each other.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[] Do Not Know
27. The ski11level in my work unit has improved in the past year?
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[] Do Not Know
28. How would you rate the overall quality of work done by your work unit?
[] Very Good
[] Good
[ ] Fair
[ ] Poor
[ ] Very Poor
Page 11 of26
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2010 Employee Viewpoint Survey
29.
The workforce has the job-relevant knowledge and skills necessary to accomplish
organizational goals.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
30. Employees have a feeling of personal empowerment with respect to work processes.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
31. Employees are recognized for providing high quality products and services.
[ ] Strongl y Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
32. Creativity and innovation are rewarded.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
33. Pay raises depend on how well employees perform their jobs.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
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2010 Employee Viewpoint Survey
34. Policies and programs promote diversity in the workplace (for example, recruiting
minorities and women, training in awareness of diversity issues, mentoring).
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
35. Employees are protected from health and safety hazards on the job.
[ ] Strongly Agree
[] Agree
[] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
36. My organization has prepared employees for potential security threats.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not
tolerated.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
38. 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.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
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2010 Employee Viewpoint Survey
39. My agency is successful at accomplishing its mission.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
40. I recommend my organization as a good place to work.
[ ] Strongl y Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
41. I believe the results of this survey will be used to make my agency a better place to work.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
Page 14 of26
2010 Employee Viewpoint Survey
My Supervisor/Team Leader
42. My supervisor supports my need to balance work and other life issues.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
43.
My supervisor/team leader provides me with opportunities to demonstrate my leadership
skills.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
44. Discussions with my supervisor/team leader about my performance are worthwhile.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
45.
My supervisor/team leader is committed to a workforce representative of all segments of
society.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
46.
My supervisor/team leader provides me with constructive suggestions to improve my job
performance.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
Page 15 of26
2010 Employee Viewpoint Survey
47. Supervisors/team leaders in my work unit support employee development.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
48. My supervisor/team leader listens to what I have to say.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
49. My supervisor/team leader treats me with respect.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
50.
In the last six months, my supervisor/team leader has talked with me about my
performance.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
51. I have trust and confidence in my supervisor.
[ ] Strongly Agree
[ ] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
52.
Overall, how good ajob do you feel is being done by your immediate supervisor/team
leader?
[] Very Good
[] Good
[ ] Fair
[ ] Poor
[ ] Very Poor
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2010 Employee Viewpoint Survey
In my organization, leaders generate high levels of motivation and commitment in the
workforce.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
53.
54. My organization's leaders maintain high standards of honesty and integrity.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
55. Managers/supervisors/team leaders work well with employees of different backgrounds.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
56. Managers communicate the goals and priorities of the organization.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
57.
Managers review and evaluate the organization's progress toward meeting its goals and
objectives.
[ ] Strongly Agree
[ ] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
Page 17 of26
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2010 Employee Viewpoint Survey
58.
Managers promote communication among different work units (for example, about projects,
goals, needed resources).
[ ] Strongly Agree
[] Agree
[] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
59. Managers support collaboration across work units to accomplish work objectives.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[ ] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
60.
Overall, how good a job do you feel is being done by the manager directly above your
immediate supervisor/team leader?
[] Very Good
[] Good
[ ] Fair
[ ] Poor
[ ] Very Poor
[ ] Do Not Know
61. I have a high level of respect for my organization's senior leaders.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
62. Senior leaders demonstrate support for Work/Life programs.
[ ] Strongly Agree
[] Agree
[ ] Neither Agree nor Disagree
[] Disagree
[ ] Strongly Disagree
[ ] Do Not Know
Page 18 of26
2010 Employee Viewpoint Survey
My Satisfaction
63. How satisfied are you with your involvement in decisions that affect your work?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
64.
How satisfied are you with the information you receive from management on what's going
on in your organization?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
65. How satisfied are you with the recognition you receive for doing a good job?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
66. How satisfied are you with the policies and practices of your senior leaders?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
67. How satisfied are you with your opportunity to get a better job in your organization?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
68. How satisfied are you with the training you receive for your present job?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
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2010 Employee Viewpoint Survey
69. Considering everything, how satisfied are you with your job?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
70. Considering everything, how satisfied are you with your pay?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
71. Considering everything, how satisfied are you with your organization?
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
Page 20 of26
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2010 Employee Viewpoint Survey
Work/Life
72. Please select the response below that BEST describes your teleworking situation. [ ] I telework on a regular basis (at least one entire work day a week). [ ] I telework infrequently (less than one entire work day a week). [ ] I do not telework because I have to be physically present on the job (e.g., Law Enforcement Officers, Park Rangers, Security Personnel).
[ ] I do not telework because I have technical issues (e.g., connectivity, inadequate equipment)
that prevent me from teleworking.
[ ] I do not telework because I am not allowed to, even though I have the kind ofjob where I can
telework.
[ ] I do not telework because I choose not to telework.
How satisfied are you with the following Work/Life programs in your agency?
73. Telework
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
[ ] No Basis to Judge
74. Alternative Work Schedules (AWS)
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
[ ] No Basis to Judge
75.
Health and Wellness Programs (for example, exercise, medical screening, quit smoking
programs)
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
[] No Basis to Judge
Page 21 of26
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2010 Employee Viewpoint Survey
76. Employee Assistance Program (EAP)
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
[ ] No Basis to Judge
77. Child Care Programs (for example, daycare, parenting classes, parenting support groups)
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
[ ] No Basis to Judge
78. Elder Care Programs (for example, support groups, speakers)
[ ] Very Satisfied
[ ] Satisfied
[ ] Neither Satisfied nor Dissatisfied
[ ] Dissatisfied
[ ] Very Dissatisfied
[ ] No Basis to Judge
Page 22 of26
20 I 0 Employee Viewpoint Survey
Demographic Questions
79. Where do you work? [ ] Headquarters [ ] Field 80. What is your supervisory status? [ ] Non-Supervisor: You do not supervise other employees. [ ] Team Leader: You are not an official supervisor; you provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals. [ ] Supervisor: You are responsible for employees' performance appraisals and approval oftheir
leave, but you do not supervise other supervisors.
[ ] Manager: You are in a management position and supervise one or more supervisors.
[ ] Executive: Member of Senior Executive Service or equivalent.
81. Are you:
[] Male
[] Female
82. Are you Hispanic or Latino?
[] Yes
[] No
83.
Please select the racial category or categories with which you most closely identify (mark as
many as apply.)
[ ] American Indian or Alaska Native
[ ] Asian
[ ] Black or African American
[ ] Native Hawaiian or Other Pacific Islander
[] White
84. What is your age group?
[ ] 25 and under
[ ] 26 - 29
[ ] 30- 39
[ ] 40 - 49
[ ] 50 - 59
[ ] 60 or older
Page 23 of26
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1
I
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2010 Employee Viewpoint Survey
85. What is your pay category/grade?
[] Federal Wage System (for example, WB, WD, WG, WL, WM, WS, WY)
[ ] GS 1 - 6
[ ] GS 7 - 12
[ ] GS 13 - 15
[ ] Senior Executive Service
[ ] Senior Level (SL) or Scientific or Professional (ST)
[ ] Other
86. How long have you been with the Federal Government (excluding military service)?
[ ] Less than 1 year
[ ] 1 to 3 years
[ ] 4 to 5 years
[ ] 6 to 10 years
[ ] 11 to 14 years
[ ] 15 to 20 years
[ ] More than 20 years
87.
How long have you been with your current agency (for example, Department ofJustice,
Environmental Protection Agency)?
[ ] Less than 1 year
[ ] 1 to 3 years
[ ] 4 to 5 years
[ ] 6 to 10 years
[ ] 11 to 20 years
[ ] More than 20 years
88. Are you considering leaving your organization within the next year, and if so, why?
[] No
[ ] Yes, to retire
[ ] Yes, to take another job within the Federal Government
[ ] Yes, to take another job outside the Federal Government
[ ] Yes, Other
89. I am planning to retire:
[ ] Within one year
[ ] Between one and three years
[ ] Between three and five years
[ ] Five or more years
Page 24 of26
, , .
2010 Employee Viewpoint Survey
Where do you work?
Archives I Archives II Other NARA location Agency Questions
Where do you work?
*Staff Offices (N, ND, NCS, NCON, NEEO, NGC, NPAC, NHPRC, OGIS) Policy and Planning Staff (NPOL) Information Security Oversight Office (ISOO) Office of the Inspector General (OIG) Office of Administration (NA) Office of the Federal Register (NF) Office of Information Services (NH) *Office of Records Services - Washington, DC (NW) Office of Presidential Libraries Headquarters (NL); Presidential Materials Staff (NLMS) Office of Regional Records Services Headquarters (NR) Dwight D. Eisenhower Library (NLDDE) Franklin D. Roosevelt Library (NLFDR) George Bush Library (NLGB) Gerald R. Ford Library (NLGRF); Gerald R. Ford Museum (NLGRFM) Herbert Hoover Library (NLHH) Harry S. Truman Library (NLHST) Jimmy Carter Library (NLJC) John F. Kennedy Library (NLJFK) Lyndon Baines Johnson Library (NLLBJ) Richard Nixon Library (NLRN, NLRNS) Ronald Reagan Library (NLRR) William J. Clinton Library (NLWJC) *Northeast Region (NRA) *Mid-Atlantic Region (NRB) Page 25 of26
2010 Employee Viewpoint Survey
*Southeast Region (NRC) *Great Lakes Region (NRD) *Central Plains Region (NRE) *Southwest Region (NRF) *Rocky Mountain Region (NRG) *Pacific Region (NRH) *Pacific Alaska Region (NRI) *National Personnel Records Center (NRP, NPRA, NPRM, NRPS) *Civilian Personnel Records Center (NRPC) You have now reached the end of the Federal Employee Viewpoint Survey. If you woul
the "Finish/Submit" button to submit your survey.
*Employees who choose one of these organizational components will be prompted to further
identify the sub-component and/or functional area in which they work. Specifically, employees
who select "Staff Offices" will then be prompted to identify one of the following options: NPOL,
ISOO, or OIG (the other sub-components are too small to break down further and still protect
anonymity). Employees who select "NW" will then be prompted to identify one of the following
options: NWC, NWE, NWL, NWM, NWMW, or NWT. Employees who select a NARA region as
their organizational component, will then be prompted to identify one of the following options:
Administration, Records Center Operations, Archival Operations, or Records Management
Operations.
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