Form 0 Federal Human Capital (used for AES survey)

PLEASE DO NOT WRITE IN THIS AREA

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
Washington, DC 20415
The Director

August 14, 2008

Dear Federal Employee,
The Office of Personnel Management (OPM) is once again pleased to conduct the
Federal Human Capital Survey. This survey offers you the opportunity to express your
thoughts, opinions, and ideas regarding your job, your agency, and the Federal workforce
as a whole.
Since the first Federal Human Capital Survey in 2002, Federal agencies have taken
important steps to become more efficient and improve the quality-of-life for their
employees. But we know there is much more to be done. That’s why we ask you to once
again participate and share your views with us. When you participate in this survey, you
are heard.
Over the next two months, approximately 450,000 Federal employees will be given the
opportunity to participate. The survey itself takes approximately 30 minutes to complete.
Participation is voluntary, and you may use official time to share your views. We urge
you to be candid. Your responses will be absolutely confidential. Once you have
completed the survey, your answers will be submitted directly to OPM.
OPM will work closely with the Chief Human Capital Officers and each agency to
develop and implement improvement plans based on your answers, and will regularly
monitor progress.
Thank you once again for sharing your thoughts and concerns with us through your
participation in this important survey.
Sincerely,

Michael W. Hager
Acting Director

www.opm.gov

Our mission is to ensure the Federal Government has an effective civilian workforce

www.usajobs.gov

2008
Federal Human Capital Survey
Privacy Act Statement
Collection of this information is authorized by 5 U.S.C. 1101 note, 1103(a)(5), 1104, 1302, 3301, 3302, 4702,
7701 note; E.O. 13197, 66 FR 7853, 3 CFR 748 (2002); E.O. 10577, 12 FR 1259, 3 CFR, 1954-1958 Comp., p. 218.
Your responses to this survey are voluntary and there is no penalty if you choose not to respond. However,
maximum participation is encouraged so that the data will be complete and representative.
• The routine uses include collecting this information to study and report attitudes and perceptions about Human
Capital programs and policies that will assist in the formulation of policies which may be needed to improve
the working environment. The information you provide will be analyzed and reported for the whole Federal
workforce population and for certain subgroups.
• Access to completed surveys will be limited to OPM staff and contractors who are involved in collecting or
preparing the information for analysis and agencies such as GAO that have specific authority to obtain agency
records.
• In any public release of survey results, no data will be disclosed that could be used to identify specific
individuals.
• Your agency will only receive summary reports for the whole population and for certain subgroups. Your agency
will not receive data by subgroups that could be used to identify a specific individual or a person's specific
response to a survey question.

MARKING
INSTRUCTIONS
Please read and follow instructions
carefully. You will respond directly in
the survey booklet. Fill out the survey
by using a pencil, or pen with black or
blue ink. For most of the questions you
will need to make a mark within a circle
indicating your response. Make sure
your marks are clearly visible. Please
answer all of the questions.
CORRECT
MARK

INCORRECT
MARKS

✓ ✗

Definitions
EXECUTIVES: Members of the Senior Executive Service or equivalent.
MANAGERS: Those in management positions who typically supervise one or
more supervisors.
SUPERVISORS: First-line supervisors who do not supervise other supervisors;
typically those who are responsible for employees' performance appraisals and
approval of their leave.
TEAM LEADERS: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.
SENIOR LEADERS: The heads of departments/agencies and their immediate
leadership team. Typically these individuals would be members of the Senior
Executive Service or equivalent.
CUSTOMERS: Anyone who uses or receives the products or services that your
organization provides; may include individuals within your organization and
individuals outside your organization.
LEADERS: This is your agency's management team. This includes anyone with
supervisory or managerial responsibilities.
NON-SUPERVISOR: Anyone who does not have supervisory/team leader
responsibilities.
WORK UNIT: This is your immediate work unit headed by your immediate
supervisor.
ORGANIZATION: 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.

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This part of the survey asks you to describe only your own work experiences, or your personal
opinion/attitudes about various aspects of your job. These first ten questions are often used in private
sector surveys and will help us compare Government employees' opinions with those of private sector
counterparts.

Strongly
Agree

Very
Good

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Good

Fair

Poor

Very
Poor

1. The people I work with cooperate to get the job
done.
2. I am given a real opportunity to improve my skills in
my organization.
3. I have enough information to do my job well.
4. I feel encouraged to come up with new and better
ways of doing things.
5. My work gives me a feeling of personal
accomplishment.
6. I like the kind of work I do.
7. I have trust and confidence in my supervisor.
8. I recommend my organization as a good place to
work.

9. Overall, how good a job do you feel is being done
by your immediate supervisor/team leader?
10. How would you rate the overall quality of work
done by your work group?

The next eleven questions ask about conditions in your agency related to the effective recruitment,
development, and retention of employees.

Strongly
Agree

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

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Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

Strongly
Agree

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

12. My supervisor supports my need to
balance work and other life issues.
13. Supervisors/team leaders in my work unit
provide employees with the opportunities
to demonstrate their leadership skills.
14. My work unit is able to recruit people
with the right skills.
15. The skill level in my work unit has
improved in the past year.
16. I have sufficient resources (for example,
people, materials, budget) to get my job
done.
17. My workload is reasonable.

18. My talents are used well in the workplace.
19. I know how my work relates to the
agency's goals and priorities.
20. The work I do is important.
21. Physical conditions (for example, noise
level, temperature, lighting, cleanliness in
the workplace) allow employees to
perform their jobs well.

This part of the survey asks fifteen questions regarding your agency including whether employees are
engaged and focused on achieving the results expected of them and whether the agency fosters a
climate that values diversity in the workplace.

Strongly
Agree

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

22. Promotions in my work unit are based on
merit.
23. In my work unit, steps are taken to deal
with a poor performer who cannot or will
not improve.
24. Employees have a feeling of personal
empowerment with respect to work
processes.

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Strongly
Agree

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

No Basis
to Judge

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

25. Employees are rewarded for providing
high quality products and services to
customers.
26. Creativity and innovation are rewarded.
27. Pay raises depend on how well employees
perform their jobs.
28. Awards in my work unit depend on how
well employees perform their jobs.
29. In my work unit, differences in
performance are recognized in a
meaningful way.
30. My performance appraisal is a fair
reflection of my performance.
31. Discussions with my supervisor/team
leader about my performance are
worthwhile.

32. 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

Strongly
Agree

33. I am held accountable for achieving results.
34. Supervisors/team leaders in my work
unit are committed to a workforce
representative of all segments of society.
35. Policies and programs promote diversity in
the workplace (for example, recruiting
minorities and women, training in
awareness of diversity issues, mentoring).
36. Managers/supervisors/team leaders work
well with employees of different
backgrounds.
The next eleven questions ask about leadership and management practices including honesty, integrity, trust,
openness, and respect for individuals.
Strongly
Agree

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

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Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

Strongly
Agree

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

38. In my organization, leaders generate high
levels of motivation and commitment in
the workforce.
39. My organization's leaders maintain high
standards of honesty and integrity.
40. Managers communicate the goals and
priorities of the organization.
41. Managers review and evaluate the
organization's progress toward meeting
its goals and objectives.
42. Employees are protected from health and
safety hazards on the job.
43. My organization has prepared employees
for potential security threats.
44. Complaints, disputes or grievances are
resolved fairly in my work unit.
45. Arbitrary action, personal favoritism and
coercion for partisan political purposes
are not tolerated.
46. 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.
47. I can disclose a suspected violation of any
law, rule or regulation without fear of
reprisal.

This part of the survey asks seven questions regarding knowledge-sharing within your agency.

Strongly
Agree

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

48. Supervisors/team leaders provide
employees with constructive suggestions
to improve their job performance.
49. Supervisors/team leaders in my work unit
support employee development.
50. Employees have electronic access to
learning and training programs readily
available at their desk.
51. My training needs are assessed.
52. Managers promote communication among
different work units (for example, about
projects, goals, needed resources).

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Strongly
Agree

Agree

Neither
Agree nor
Disagree

Disagree

Strongly
Disagree

Do Not
Know

53. Employees in my work unit share job
knowledge with each other.
54. Employees use information technology
(for example, intranet, shared networks)
to perform work.

This part of the survey asks nine questions regarding how you feel about various aspects of your job.
These questions are often used in private sector surveys and will help us compare Government
employees' responses with those of private sector counterparts.

Very
Satisfied

Satisfied

Neither
Satisfied
nor
Very
Dissatisfied Dissatisfied Dissatisfied

55. How satisfied are you with your involvement in
decisions that affect your work?
56. How satisfied are you with the information you
receive from management on what's going on in
your organization?
57. How satisfied are you with the recognition you
receive for doing a good job?
58. How satisfied are you with the policies and practices
of your senior leaders?
59. How satisfied are you with your opportunity to get
a better job in your organization?
60. How satisfied are you with the training you receive
for your present job?
61. Considering everything, how satisfied are you with
your job?
62. Considering everything, how satisfied are you with
your pay?
63. Considering everything, how satisfied are you with
your organization?

Very
Satisfied

64. How satisfied are you with retirement
benefits?

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Satisfied

Neither
Satisfied
nor
Very
Dissatisfied Dissatisfied Dissatisfied

No Basis
to Judge

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This part of the survey asks eleven questions regarding various benefits and work/life flexibilities offered
in your agency.

Very
Satisfied

Satisfied

Neither
Satisfied
nor
Very
Dissatisfied Dissatisfied Dissatisfied

No Basis
to Judge

65. How satisfied are you with health
insurance benefits?
66. How satisfied are you with life
insurance benefits?
67. How satisfied are you with long term
care insurance benefits?
68. How satisfied are you with the flexible
spending account (FSA) program?
69. How satisfied are you with paid
vacation time?
70. How satisfied are you with paid leave for
illness (for example, personal), including
family care situations (for example,
childbirth/adoption or eldercare)?
71. How satisfied are you with child care
subsidies?
72. How satisfied are you with work/life
programs (for example, health and
wellness, employee assistance, eldercare,
and support groups)?
73. How satisfied are you with
telework/telecommuting?
74. How satisfied are you with alternative
work schedules?
These are demographic questions to describe your background and employment. Your answers to these
questions will help us analyze survey results by subgroups.
75. Where do you work?
Headquarters
Field
76. 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 of their
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.

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77. Are you:
Male
Female
78. Are you Hispanic or Latino?
Yes
No
79. 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
80. What is your age group?
25 and under
26-29
30-39
40-49
50-59
60 or older

82. 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
83. How long have you been with your current
agency (for example, Department of Justice,
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
84. 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

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81. What is your pay category/grade?
Federal Wage System (for example, WB, WD,
85. I am planning to retire:
WG, WL, WM, WS, WY)
Within one year
GS 1-6
Between one and three years
GS 7-12
Between three and five years
GS 13-15
Five or more years
Senior Executive Service
Senior Level (SL) or Scientific or Professional (ST)
Other

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Mark Reflex® EM-256151-3:654321

GS99

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