2019 Employee Viewpoint Survey

Introduction

In accordance with Annual Employee Survey (AES) regulations (5 CFR Part 250; Subpart C - Employee Surveys), the U.S. Department of Labor (DOL) posts annual Federal Employee Viewpoint Survey (FEVS) results and this evaluation describing its survey metrics.

The Office of Personnel Management (OPM) administers the FEVS, which measures employees' perceptions of the work environment. In partnership with the Department's FEVS Community of Practice, the Office of Human Resources works with DOL leaders to review and analyze results to identify DOL's strengths and challenges; communicate results to all levels within the Department; provide guidance for the completion of DOL Agencies' Employee Engagement Action Plans; and determine a DOL-wide engagement strategy for maximum organizational effectiveness and improvements.

The FEVS captures data on Employee Engagement, Global Satisfaction, and the New Inclusion Quotient (New IQ), and four additional indices: Leadership & Knowledge Management, Results-oriented Performance Culture, Talent Management, and Job Satisfaction. DOL continues to focus on strategies to improve Employee Engagement and Global Satisfaction. DOL also tracks its progress with regard to a new "DOL Performance Culture Index" comprised of three sub-categories: Training & Development; Performance & Recognition; and Communication.

Survey Administration, Sample Size, Response Rate

OPM administered the FEVS between May 16th and June 27th to all eligible full-time and part-time permanent DOL employees onboard as of October 31, 2018 (census sample), which was a total of 13,573 employees. Of those eligible to participate, a total of 7,949 surveys were completed - yielding a response rate of 58.6 percent, which was higher than the previous year's rate of 56.3 percent.  DOL has outpaced the government-wide response rate for the last five years.

Demographics

Survey respondent demographics included:

• Location: 36.7 percent located in DOL Headquarters; 63.3 percent located in DOL Field Offices
• Gender: 47.7 percent Women; 52.3 percent Men
• Ethnicity: 12.1 percent Hispanic/Latino/Spanish Origin
• Race: 70.3 percent White; 18.5 percent Black or African American; 11.2 percent All other races
• Individuals with a Disability: 16.4 percent
• US Military Service Status: 75.3 percent No Prior Military Service; 24.7 percent Current National Guard/Reserves, Retired, or Separated/Discharged
• Supervisory Level: 67.1 percent Non-Supervisor; 9.1 percent Team Leader; 14.7 percent Supervisor; 7.0 percent Manager; 2.0 percent Senior Leader
• Pay Grade: Under the General Schedule – 2.8 percent GS 1-6, 49.2 percent GS 7-12, and 45.7 percent GS 13-15; 1.5 percent Senior Executive Service; 0.1 percent Senior Level (SL); 0.7 percent Other
• Federal Tenure (Excluding Military Service): 6.9 percent 3 or less years; 30.6 percent 4-10 years; 31.6 percent 11-20 years; 30.8 percent more than 20 years
• DOL Tenure: 12.3 percent 3 or less years; 36.0 percent 4-10 years; 29.8 percent 11-20 years; 22.0 percent more than 20 years
• Age: 2.6 percent 29 years and under; 20.9 percent 30-39 years old; 25.6 percent 40-49 years old; 33.4 percent 50-59 years old; 17.4 percent 60 years or older

2019 DOL FEVS Results

Overall results — DOL's 2019 FEVS results generally remained steady compared to its 2018 results, with notable gains in the area of Training and Development. DOL's percent positive scores were higher than the government-wide average on 29 of 85 total survey items.

Thirty-eight survey items were identified as "Strengths," with positive responses of 65 percent or higher.

Three survey items were identified as "Challenges," with negative responses of 35 percent or higher.

2019 Strengths: DOL's top five positive responses were:

• Item 7: When needed, I am willing to put in the extra effort to get a job done (95 percent);
• Item 13: The work I do is important (91 percent);
• Item 8: I am constantly looking for ways to do my job better (89 percent);
• Item 50: In the last six months, my supervisor has talked with me about my performance (89 percent); and
• Item 16: I am held accountable for achieving results (87 percent).

2019 Challenges: DOL's three negative responses were:

• Item 33: Pay raises depend on how well employees perform their jobs (39 percent);
• Item 9: I have sufficient resources (for example, people, materials, budget) to get my job done (37 percent); and
• Item 67: How satisfied are you with your opportunity to get a better job in your organization? (35 percent).

Comparison with 2018 Results — DOL's 2019 results show that 19 items increased since 2018. Of those, 3 items increased three percentage points. DOL achieved the highest percentage point increases on:

• Item 9: I have sufficient resources to get my job done (+3.0 percentage points);
• Item 18: My training needs are assessed (+3.0 percentage points); and
• Item 67: How satisfied are you with your opportunity to get a better job in your organization? (+3.0 percentage points).

DOL's 2019 results for its overall Employee Engagement Index, Global Satisfaction Index, and New IQ Index scores were the same as 2018. DOL improved by one percentage point overall on the "DOL Performance Culture Index" as Training & Development increased two percentage points, Performance & Recognition remained unchanged from 2018, and Communication decreased one percentage point.

DOL is proud of its sustained commitment to organizational improvement and understands its impact on mission achievement. DOL employee dedication and teamwork remain crucial in the accomplishment of the Department's mission to foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

DOL continues to seek higher positive responses from its workforce and will continue to implement strategies toward improving communication, training and development, leadership, and performance and recognition within each Agency. DOL will continue to work diligently and collaboratively to identify opportunities for improvement, address employment barriers and workforce concerns, and foster an environment of excellence that supports all of our workers and allows them to contribute to their and our Department's fullest potential. DOL will continue to use survey results to support the development and implementation of ongoing improvement strategies.