Leadership Engagement Survey

DEA LEADERSHIP ENGAGEMENT SURVEY
The DEA Leadership Engagement Survey is an annual survey designed to provide a routine, continuous
process by which employees can tell their leaders what they are thinking and feeling about their work, their
careers, and the relationship with their leaders . The survey is mandatory for all employees and is specifically
targeted to help supervisors, managers, senior executives, and their work groups have meaningful
conversations using feedback results about how to improve and maintain an effective workplace
environment. Results will also be used for individual leadership development.
Your answers will be anonymous and will be combined with those given by others. The results of the survey
will be given to the person evaluated as a picture of his/her leadership strengths and developmental needs.
Please note that leaders in your organization will receive a summary of this information to continually
improve their leadership skills; therefore, your thoughtfulness and honesty in selecting and rating leaders
will result in the most impactful feedback and improvement.
The survey has five parts:
Part 1- My Workplace asks you to rate the climate of your most recent DEA workplace. Your most recent
workplace is one in which you served at least 90 days (3 months). This section of the survey focuses on
employee perceptions regarding key work-life areas related to job satisfaction, commitment, engagement,
and work unit performance.
Part 2 - My Leader - First Line asks you to rate the leader in your most recent direct chain of command in
which you served continuously for at least 90 days.
Part 3 - My Leader - Second Line asks you to rate the lead.e r at the second level in your most recent chain of
command in which you served for at least 90 days.
Part 4 - My Leader- SAC/OH/RD asks you to rate your .SAC, Office Head, or Regional Director. If you rated
this person for Level 1 or Level 2, then you should rate the next higher leader in your most recent chain of
command inwhich _you served for at least 90 days.
Part 5 - DEA Leader- Optional provides you the option of rating any leader at your grade or above. This
individual does not have to be in your chain of command. This section is optional.

If you are a new employee tot.he DEA and have served less than 90 days, you may still complete the survey.
Please be sure to select the option "New Employee" when providing your responses to each section.

LEADERSHIP
ENGAGEMENT
SURVEY

~

YOUR
VOICE

Driving Excellence into Action

Please respond to each item in the survey with the answer that most aligns with your perspective .using the
scale provided for each section. If an item is not applicable to you, or you do not have an opinion on the
item, please choose the "No Basis to Judge" option.
Refer to the definitions below to distinguish among the different levels of leadership asked across all three
parts of the survey.

Leader: Is the person with first-line supervisory or managerial responsibilities in your direct
chain of command.
Division/Region Leaders: Is the Division/Region management team where you
work. Includes anyone with supervisory or managerial responsibilities.
Senior Leaders: Is the immediate leadership team responsible for directing the policies and
priorities of the DEA. May hold either a political or career appointment and is typically a
member of the Senior Executive Service or equivalent.

Confidentiality of Suivey Data
The following additional infonnation about the survey is provided for survey administrators and participants:
•
Authorities for the colection of this infonnation are found in 5 USC Part II Civil Service Functions and Responsib~ities) and
Part Ill (Employees).
·
•
Your responses will be held in the strictest confidence . No individual responses will be reported or results disclosed or
displayed in any way that could potentially be used to identify individual respondents. lnfonnation provided will be aggregated and
reported for each division within DEA.
•
The purpose for Collecting this infonnation is to study and report attitudes and perceptions of the DEA v.urkforce regarding
their v.urk environments, with a focus on various management policies and practices that affect them. The results will help your
organization develop strategies to mp rove the quality of that work environment - one of the goals of DEA's senior leadership.
•
Only authorized personnel that are responsible for collecting or C!nalyzing the infonnation will have access to raw
data. Individual surveys will be anonymous and data cannot be linked to a respondenfs name or email address.

LEADERSHIP
ENGAGEMENT
SURVEY

~

YOUR

VOICE

Driving Excellence into Action

IPart 1 ..

My Workplace

This section of the survey provides employees an opportunity to tell their chain of command what they
are thinking and feeling about the ir work, their Division/Region, their co-workers, and their relationship
with the agency .
Please select the most recent location you worked continuously for 90 days (3 months) from the drop
down men us below:

DIVISION/REGION

OFFICE/SECTION

UNIT /GROUP

If you have been in your present location for less than 90 days, please write in the most recent division
and office where you have worked for at least 90 days.

DIVISION/ REGION

OFFICE/SECTION

I am (mark any that apply) :

O
D
D
D

a TFO.
detailed from another Federal agency.
a new DEA employee (less than 90 days).
currently in basic, SA/DI/FC/IRS training at the DEA Academy.

For the workplace climate part of the survey (Part 1), please respond to each item with the answer that
best matches your perception.s of the last place you worked continuously for 90 days (3 months). Use
the scale below:

1-Strongly Disagree
2-Disagree
3-Neutral
4-Agree
5-Strongly Agree
6-No basis to judge
If an item is not applicable to you, or you do not have an opinion on the item, please choose the "No
Basis to Judge" option.
When you have completed each page, please click the "Next" or "Save" button.

For the workplace climate part of the survey, please respond to each item with the answer that best
matches yow perceptions of the last place you worked continuously for 90 days (3 months).
Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

No Basis to
Judge

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

10. Employees in my office are able to
work effectively wit~ other. DEA
Divisions/Regions as needed by the
job.

0

0

0

0

0

0

11. Employees in my office help each
other.

0

0

0

0

0

0

1.

Direct communication (e.g ., office
visits, town hall meetings, emails)
from my Division/Region senior
leaders helps me understand the DEA
mission and strategy.

2. Direct communication (e.g., office
visits, town hall meetings, emails)
from the DEA Administrator helps me
understand the DEA mission and
strategy.

3. I receive sufficient information from
my leader regarding changes taking
place at work.

4. My Division/Region senior leaders
distort information or don't tell the
whole story.

5. My Division/Region senior leaders are
receptive to negative information and
bad news.

6. Considering everything, I am satisfied
with the DEA.

7. Considering everything, I am satisfied
with my job.

8. I recommend the DEA as a good place
to work.

9. Employees iri my office are able to
work effectively with other Federal
agencies as needed by the job.

For the workplace climate part of the survey, please respond to each item with the answer that best
matches your perceptions of the last place you worked continuously for 90 days (3 months).
Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

No Basis to
Judge

12. This is a friendly and cooperative place
to work.

0

0

0

0

0

0

13. In my office, some employees protect
their own interests above other
considerations.

0

0

0

0

0

0

14. In my office, employees who instigate
conflict are ignored or tolerated by
leadership.

0

0

0

0

0

0

15. In my office, employees who put little
effort into their work are ignored or
tolerated by leadership.

0

0

0

0

0

0

16. In my office, employees with arrogant
or negative attitudes are ignored or
tolerated by leadership .

0

0

0

0

0

0

17. Employee morale Is important to the
DEA Administrator.

0

0

0

0

0

0

18. Employee morale is important to DEA
senior leaders.

0

0

0

0

0

0

19. In the DEA, decisions are made at the
right l~vel of senior leadership.

0

0

0

0

0

0

20. I believe in the Administrator's
direction for the DEA.

0

0

0

0

0

0

21. I have a high level of respect for the
DEA senior leaders.

0

0

0

0

0

0

22. My Division/Region leaders promote
the DEA's Core Values.

0

0

0

0

0

0

23. DEA senior leadership promotes the
DEA's Core Values.

0

0

0

0

0

0

24. The leaders in my Division/Region
demonstrate a commitment to ethics,
integrity, and the law.

0

0

0

0

0

0

For the workplace di mate part of the survey, please respond to each item with the answer that best
matches your perceptions of the last place you worked continuously for 90 days (3 months).
Strong ly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

No Basis to
Judge

25. My Division/Region leaders have a
positive impact on our Division/Region
performance.

0

0

0

0

0

0

26. Employee morale is important to my
Division/Region leaders.

0

0

0

0

0

0

27. My Division/Region leaders generate
high levels of motivation and
commitment in the workforce.

0

0

0

0

0

0

28. In my Division/Region, decisions are
made at the right level of leadership.

0

0

0

0

0

0

29 . I have a high level of respect for my
Division/Region leaders.

0

0

0

0

0

0

30. My Division/Region leaders implement
the Administrator's vision for the DEA.

0

0

0

0

0

0

31. I feel burned out from the work that I
do.

0

0

0

0

0

0

32. I feel frustrated at work.

0

0

0

0

0

0

33. I find my work to be interesting and
challenging.

0

0

0

0

0

0

34. I look forward to going to work.

0

0

0

0

0

0

35. My morale at work is good.

0

0

0

0

0

0

36. The work I do makes a difference.

0

0

0

0

0

0

37. In regards to my work, quality is
valued more than quantity.

0

0

0

0

0

0

38. I believe the results of this survey will
be used to make my Division/Region a
better place to work. ·

0

0

0

0

0

0

39. It is easier to get things done at the
DEA through informal channels rather
than through formal channels .

0

0

0

0

0

0

40. It takes more effort than necessary to
get stuff done around here.

0

0

0

0

0

0

For the workplace climate part of the survey, please respond to each item with the answer that best
matches your perceptions of the last place you worked continuously for 90 days (3 months).
Strongly
Disagree

Disagree

Neutral

Agree

Strongly
Agree

No Basis to
Judge

41. I have experienced significant change
at work in the last year (e.g .,
reorganization, changes to job role).

0

0

0

0

0

0

42. My coworkers demonstrate a

0

0

0

0

0

0

43. My coworkers promote the DEA's Core
Values.

0

0

0

0

0

0

44. The rotational nature of leadership in

0

0

0

0

0

0

45. Who you know is more important than
what you know or what you can do.

0

0

0

0

0

0

46. I am proud to work for the DEA.

0

0

0

0

0

0

47. I believe in the DEA's Core Values .

0

0

0

0

0

0

48. I believe in the mission of the DEA.

0

0

0

0

0

0

49. I feel a sense of commitment to the
DEA.

0

0

0

0

0

0

so.

0

0

0

0

0

0

responsibility when it comes to
employee morale.

my Division/Region is detrimental to
my work.

I feel a sense of community (i.e.,
shared mission and values} with other
employees across the DEA.

51. Are you considering leaving the DEA within the next year, and if so, why?

0 No
0 Yes, to retire
0 Yes, to take another job within the Federal Government
0 Yes, to take another job outside the Federal Government
0 Yes, other

General Comments:
Please add any additional comments that you have about what you most want the Administrator to
know about your perceptions of working at the DEA.
When providing comments, please follow the guidelines below:
•
•
•
•
•

Keep comments brief, constructive, and to the point . There is a 255 character limit.
Avoid the use of terms which may identify you or a co-worker.
When using examples, do not identify people by name or identify situations where only you or one person was involved.
Do not report any incidents involving professional misconduct for investigation. Remember the
survey is for feedback purposes. It is not designed as a whistle blower reporting tool.
Do not use profanity or inappropriate language.

IPart 2.

My Leader - First Line

Please type in the name of your first line leader in the boxes below. You must have worked for this
person at least 90 days (3 months). If you have not worked 90 days under your current first line
supervisor/manager, you should use the previous first line supervisor/manager under whom you worked
for at least 90 days.

LAST NAME

FIRST NAME

MIDDLE INITIAL

Please reference Firebird

Please reference Firebird

Please reference Firebird

Next, select that leader's work locat ion from the drop-down list below (if he/she currently works in your
division).

DIVISION/REGION

OFFICE/SECTION

UNIT/GROUP

[_
If that leader works in another office, please type the current location where he/she works.

DIVISION/REGION

OFFICE/SECTION

My first-line leader is (mark all that apply):
D New to the position - 6 months or less
D Acting

For the leadersh ip-questions in Part 2, use the scale below to rate your first-line leader:
1-Absolutely not
2-To a small degree
3-Moderately
4-To a large degree
5- To a very exceptional degree
6-No basis to judge
Please respond to each item with the answer that best matches your observation of the leader during
the past year. If an item is not applicable to you, or you do not have an opinion on the item, please
choose the " No Basis to Judge " option. When you have completed each page, please click the "Next" or
"Save" button .

Please respond with the answer that best matches your observations of your first line leader during the past year.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

1.

Acts in a fair and ethical manner.

2. Acts with integrity.

0

0

0

0

0

0

0

0

0

0

0

0

3.

Fosters ethical behavior.

0

0

0

0

0

0

4.

I have trust and confidence in this
person.

0

0

0

0

0

0

5. Inspires trust.

0

0

0

0

0

0

6. Is one whose actions match his or her

0

0

0

0

0

0

7. Is reliable.

0

0

0

0

0

0

8. Keeps commitments and promises.

0

0

0

0

0

0

9. Is one whose moral compass guides
decision-making.

0

0

0

0

0

0

10. Treats people fairly.

0

0

0

0

0

0

11. Follows through with commitments.

0

0

0

0

0

0

12. Defines and clarifies roles and

0

0

0

0

0

0

13. Has a positive impact on my job
performance.

0

0

0

0

0

0

14. Is organized.

0

0

0

0

0

0

15. Is proactive .

0

0

0

0

0

0

16. Sets goals and priorities for my

0

0

0

0

0

0

17. Acts with empathy and compassion.

0

0

0

0

0

0

18. Appreciates my work.

0

0

0

0

0

0

19. Cares about employee morale.

0

0

0

0

0

0

20. Checks in with employees about how

0

0

0

0

0

0

words.

responsibilities.

group/office.

they are doing.

Please respond with the answer that best matches your observations of your first line leader during the past year.

.

I

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Moderately
Degree
Degree
Degree
Judge
Not

21. Collaborates and cooperates with other
leaders inside my Division/Region.

0

0

0

0

0

0

22. Collaborates and cooperates with other

0

0

0

0

0

0

23. Leadership style encourages
teamwork.

0

0

0

0

0

0

24. Effectively communicates bad news.

0

0

0

0

0

0

25. Handles complaints and criticism with
profession a Iism.

0

0

0

0

0

0

26. Has a positive impact on my morale.

0

0

0

0

0

0

27. Has confidence.

0

0

0

0

0

0

28. Identifies and works with employees

0

0

0

0

0

0

29. Is approachable.

0

0

0

0

0

0

30. Is genuine and sincere in relating to

0

0

0

0

0

0

31. Is humble.

0

0

0

0

0

0

32. Is kind.

0

0

0

0

0

0

33 . Achieves resu Its.

0

0

0

0

0

0

34. Effectively manages conflicts.

0

0

0

0

0

0

35. Removes obstacles to facil itate
solutions.

0

0

0

0

0

0

36. Thinks through the implications of his

0

0

0

0

0

0

37. Communicates the mission, vision, and
values of the organization.

0

0

0

0

0

0

38. Decisions are aligned with the

0

0

0

0

0

0

leaders outside my Division/Region.

who are struggling.

people.

or her actions and decisions.

Administrator's priorities.

Please respond with the answer that best matches your observations of your first line leader during the past year.

To a Very
Absolutely To a Smal l
To a Large Exceptional No Basis to
Degree
Moderately
Degree
Degree
Judge
Not

39. Has the necessary skills to effectively

0

0

0

0

0

0

40. Helps me see the bigger picture.

0

0

0

0

0

0

41. Effectively navigates the organizational

0

0

0

0

0

0

42. Understands the big picture.

0

0

0

0

0

0

43. Acknowledges when he or she has

0

0

0

0

0

0

44. Clearly communicates ij:teas verbally.

0

0

0

0

0

0

45. Clearly communicates ideas in writing .

0

0

0

0

0

0

46. Communicates a clear vision.

0

0

0

0

0

0

47. Communicates information in a timely

0

0

0

0

0

0

0

0

0

0

0

0

49. Listens to what others have to say.

0

0

0

0

0

0

so.

Provides constructive
Insights/suggestions regarding my
work.

0

0

0

0

0

0

51. Recognizes employees who are doing a

0

0

0

0

0

0

52. Sets clear work expectations.

0

0

0

0

0

0

53. Shares information.

0

0

0

0

0

0

0

0

0

0

0

0

55. Advocates on my behalf.

0

0

0

0

0

0

56. Cultivates a .productive work

0

0

0

0

0

0

do the job.

environment.

made a mistake.

and accurate manner.

48. Fosters good working relationships
with units in my Division/Region.

good job.

Acknowledges successes.

environment.

Please respond with the answer that best matches your observations of your first line leader during the past year.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

57. Demonstrates enthusiasm and

0

0

0

0

0

0

58. Develops and mentors subordinates.

0

0

0

0

0

0

59. Encourages employees to take

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

62. Holds people accountable.

0

0

0

0

0

0

63. I am motivated to work for this leader .

0

0

0

0

0

0

64. I am willing to put in the extra effort

0

0

0

0

0

0

0

0

0

0

0

0

66. Leads by example.

0

0

0

0

0

0

67. Makes decisions in a timely manner.

0

0

0

0

0

0

68. Makes the hard decisions.

0

0

0

0

0

0

69. Seeks effective relationships with

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

72. Represents DEA well.

0

0

0

0

0

0

73. Shows commitment to publ ic service .

0

0

0

0

0

0

commitment to the job.

initiative.

60. Given the opportunity, I would choose
to work for this person again.

61. Has sufficient skills necessary to coach
others .

to help this l'eader be successful.

65 . Inspires others to feel committed to
public service.

counterparts within the DEA and
outside agencies (USAO, other
Federal, State, Locals, etc.).

70.

Solid~ input before making important
decisions.

71. Would be successful at the next level
of leadership .

Please respond with the answer that best matches your observations of yourfirst line leader during the past year.

Absolutely
Not

To a Very
To a Small
To a Large Exceptional No Basis to
Degree
Degree
Judge
Degree
Moderately

74. Is flexible.

0

0

0

0

0

0

75. Is receptive t o differing ideas,

0

0

0

0

0

0

76. Provides subordinates the flexibility
needed to perform their jobs.

0

0

0

0

0

0

77. Provides ideas and solutions.

0

0

0

0

0

0

suggestions, or opinions.

Important: The following items are negatively worded.
If you think your leader is doing we ll, you would likely choose 1 or2 for these items.
If you think your leader is doing poorl y, you would likely choose 4 or 5 .

Absolutely
Not

To a Very
To a Small
To a Large Exceptional No Basis to
Degree
Degree
Degree
Moderately
Judge

78. Allows emotions to cloud his or her
judgment.

0

0

0

0

0

0

79. Micromanages the work of our group.

0

0

0

0

0

0

80. Is more focused on the next job at the
expense of his of her current job.

0

0

0

0

0

0

81. Is heard from only whe!l problems or

0

0

0

0

0

0

issues occur.
General Comments :
Please add any constructive comments/suggestions you have for this lead er . Consider what you would
like this leader to start doing that they don't do now, continue doing, and stop doing in terms of their
leadership.
When providing comments, please follow the guidelines below:
•
•
•

Keep comments brief, constructive, and to the point . There is a 255 character limit.
Avoid the use of terms which may identify you or a co-worker.
When usi ng examples, do not identify people by name or identify situations where only you or one person were involved .

•

Do not report any incidents involving professional misconduct for investigation . Remember the
survey is for feedback purposes. It is not designed as a whistle blower reporting tool.

•

Do not use profanity or inappropriate language .

What would you like this leader to start doing that they don't do now?

What would you like this leader to continue doing?

. What would you like this leader to stop doing in terms of their leadershi p?

Part 3. My Leader - Second line
Please type in the name of your second line leader in the boxes below. You must have worked in this
person's chain of command for at least 90 days (3 months). If you have not worked 90 days under your
current second line supervisor/manager, you should use the previous second line supervisor/manager
under whom you worked for at least 90 days.

If you do not have a second line leader, skip Parts 3 and 4.

LAST NAME

FIRST NAME

MIDDLE INITIAL

Please reference Flrebird

Please reference Flrebird

Please reference Flrebird

Next, select that leader's work location from the drop-down list below (if he/she currently works in your
division).

DIVISION/REGION

OFFICE/SECTION

UNIT/GROUP

~ [_
If that leader works in another office, please type the current location where he/she works.

DIVISION/REGION

OFFICE/SECTION

My second-line leader is (mark all that apply):
D New to the position - 6 months or less
D Acting

For the leadership questions in Part 3, use the scale below to rate your second-line leader:
1-Absolutely not
2-To a small degree
3- Moderately
4-To a large degree
5-To a very exceptional degree
6-No basis to judge
Please respond to each item with the answer that best matches your observation of the leader during
the past year. If an item is not applicable to you, or you do not have an opinion on the item, please
choose the "No Ba·sis to Judge" option. When you have completed each page, please click the "Next" or
"Save" button.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Degree
Not
Moderately
Degree
Degree
Judge

1.

Acts in a fair and ethical manner.

2. Acts with integrity.

0

0

0

0

0

0

0

0

0

0

0

0

3.

Fosters eth ical behavior.

0

0

0

0

0

0

4.

I have trust and confidence in this
person.

0

0

0

0

0

0

5.

Inspires trust.

0

0

0

0

0

0

6.

Is one whose actions match his or her
words.

0

0

0

0

0

0

7.

Is reliable .

0

0

0

0

0

0

8.

Keeps commitments and promises.

0

0

0

0

0

0

9.

Is one whose moral compass guides
decision-making .

0

0

0

0

0

0

10. Treat$ people fairly.

0

0

0

0

0

0

11. Follows through with comm itments .

0

0

0

0

0

0

12. Defines and clarifies roles and

0

0

0

0

0

0

13. Has a positive impact on my job
performance .

0

0

0

0

0

0

14. Is organized.

0

0

0

0

0

0

15. Is proact ive.

0

0

0

0

0

0

16. Sets goals and priorities for my

0

0

0

0

0

0

17. Acts with empathy and compassion.

0

0

0

0

0

0

18. Appreciates my work.

0

0

0

0

0

0

19. Cares about employee morale .

0

0

0

0

0

0

20. Checks In with employees about how

0

0

0

0

0

0

responsibilities.

group/office.

they are doing.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

21. Collaborates and cooperates with other

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

24. Effectively communicates bad news.

0

0

0

0

0

0

25. Handles complaints and criticism with

0

0

0

0

0

0

26. Has a positive impact o·n my morale.

0

0

0

0

0

0

27. Has confidence.

0

0

0

0

0

0

28. Identifies and works with employees

0

0

0

0

0

0

29. Is approachable.

0

0

0

0

0

0

30. Is genuine and sincere in relating to

0

0

0

0

0

0

31. Is humble .

0

0

0

0

0

0

32. Is kind.

0

0

0

0

0

0

33. Achieves resu Its.

0

0

0

0

0

0

34. Effectively manages conflicts.

0

0

0

0

0

0

35. Removes obstacles to facilitate

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

leaders inside my Division/Reg ion.

22. Collaborates and cooperates with other
leaders outside my Division/Region.

23. Leadership style encourages
teamwork.

professionalism.

who are struggling.

people.

solutions.

36. Thinks through the implications of his
or her actions and decisions.

37. Communicates the mission, vision, and
values of the organization.

38. Decisions are aligned with the
Administrator's priorities.

Please respond with the answer that best matches your observations of your second line leadel' dur.lng the past year.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

39. Has the necessary skills to effectively

0

0

0

0

0

0

40. Helps me see the bigger picture.

0

0

0

0

0

0

41. Effectively navigates the organizational

0

0

0

0

0

0

42. Understands the big picture.

0

0

0

0

0

0

43. Acknowledges when he or she has

0

0

0

0

0

0

44. Clearly communicates ideas verbally.

0

0

0

0

0

0

45. Clearly communicates ideas in writing.

0

0

0

0

0

0

46. Communicates a clear vision.

0

0

0

0

0

0

47. Communicates information in a timely

0

0

0

0

0

0

0

0

0

0

0

0

49. Listens to what others have to say.

0

0

0

0

0

0

so.

Provides constructive
insights/suggestions regarding my
work.

0

0

0

0

0

0

51. Recognizes employees who are doing a

0

0

0

0

0

0

52. Sets clear work expectations.

0

0

0

0

0

0

53 . Shares information.

0

0

0

0

0

0

54. Acknowledges successes.

0

0

0

0

0

0

55. Advocates on my behalf.

0

0

0

0

0

0

56. Cultivates a productive work

0

0

0

0

0

0

do the job.

environment.

made a mistake.

and accurate manner.

48. Fosters good working relationships
with units in my Division/Region.

good job.

environment.

Please respond with the ansv.'f,!f tbat best matches Vour observatioos of~

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

57. Demonstrates enthusiasm and
commitment to the job.

0

0

0

0

0

0

58. Develops and mentors subordinates.

0

0

0

0

0

0

59. Encourages employees to take
initiative.

0

0

0

0

0

0

60. Given the opportunity, I would choose
to work for this person again.

0

0

0

0

0

0

61. Has sufficient skills necessary to coach
others.

0

0

0

0

0

0

62. Holds people accountable.

0

0

0

0

0

0

63. I am motivated to work for this leader.

0

0

0

0

0

0

64. I am willing to put in the extra effort
to help this leader be successful.

0

0

0

0

0

0

65. Inspires others to feel committed to
public service.

0

0

0

0

0

0

0

0

0

0

0

0

67. Makes decisions in a timely manner.

0

0

0

0

0

0

68. Makes the hard decisions.

0

0

0

0

0

0

69. Seeks effective relationships with
counterparts within the DEA and
outside agencies (USAO, other
Federal, State, Locals, etc.).

0

0

0

0

0

0

70. Solicits input before making important
decisions.

0

0

0

0

0

0

71. Would be successful at the next level
of leadership.

0

0

0

0

0

0

72. Represents DEA well.

0

0

0

0

0

0

73. Shows commitment to public service.

0

0

0

0

0

0

66. Leads·by

ex~mple.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

74. Is flexible.

0

0

0

0

0

0

75. Is receptive to differing ideas,
suggestions, or opinions.

0

0

0

0

0

0

76. Provides subordinates the flexibility
needed to perform their jobs.

0

0

0

0

0

0

77. Provides ideas and solutions.

0

0

0

0

0

0

Important: The following items are negatively worded.
If you think your leader is doing well, you would likely choose 1or2 for these items.
If you think your leader is doing poorly, you would likely choose 4 or 5.

To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

78. Allows emotions to cloud his or her
judgment.

0

0

0

0

0

0

79. Micromanages the work of our group.

0

0

0

0

0

0

80. Is more focused on the next job at the
expense of his of her current job.

0

0

0

0

0

0

81. Is heard from only when problems or

o .

0

0

0

0

0

issues occur.
General Comments:
Please add any constructive comments/suggestions you have for this leader. Consider what you would
like this leader to start doing that they don't do now, continue doing, and stop doing in terms of their
leadership.
When providing comments, please follow the guidelines below:
•
•
•
•
•

Keep comments brief, constructive, and to the point . There is a 255 character limit.
Avoid the use of terms which may identify you or a co-worker.
When using examples, do not identify people by name or identify situations where only you or one person were involved .
Do not report any incidents involving professional misconduct for investigation . Remember the
survey is for feedback purposes. It is not designed as a whistle blower reporting tool.
Do not use profanity or inappropriate language .

What would you like this leader to start doing that they don't do now?

What would you like this leader to continue doing?

What would you like this leader to stop doing in terms of their leadership?

Part 4. My Leader - SAC/OH./RD
To begin, please type in the name of your SAC/OH/RD in the boxes below. You must have worked in
this person's chain of command for at least 90 days (3 months). If you have not worked 90 days under
your current SAC/OH/RD, you should use the previous SAC/OH/RD under whom you worked for at least
90 days. If you rated this person for Level 1 or Level 2, then you should rate the next higher leader in
your most recent chain of command under whom you worked for at least 90 days.

FIRST NAME

LAST NAME

Please reference Firebircl

Please reference Firebircl

MIDDLE INITIAL
Please reference Firebircl

Next, select that leader's work location from the drop-down list below (if he/she currently works in your
division).

DIVISION/REGION

OFFICE/SECTION

UNIT/GROUP

El
If that leader works in another office, please type the current location where he/she works.

DIVISION/REGION

OFFICE/SECTION
-

-------

Th is leader is (mark all that apply):

D New to the position - 6 months or less
D Acting
For the leadership questions in Part 4, use the scale below to rate your SAC/OH/RD:
!-Absolutely not
2- To a small degree
3- Moderately
4-To a large degree
5-To a very exceptional degree
6-No basis to judge
Please respond to -each item with the answer that best matches your observation of the leader during
the past year. If an item is not applicable to you, or you do not have an opinion on the item, please
choose the "No Basis to Judge" option . When you have completed each page, please click the "Next" or
"Save" button.

Please respond with ~he answer that best matches your observations of your SAC/OH/RD or third line leader during
the past year.
Abso lutely
Not

1.

Acts in a fair and ethical manner.

To a Very
To a Small
To a Large Exceptional No Basis to
Degree
Moderately
Degree
Degree
Judge

0

0

0

0

0

0

2. Acts with integrity.

0

0

0

0

0

0

3. Fosters ethical behavior.

0

0

0

0

0

0

4. I have trust and confidence in this
person.

0

0

0

0

0

0

5. Inspires trust.

0

0

0

0

0

0

6. Is one whose actions match his or her
words.

0

0

0

0

0

0

7. Is reliable.

0

0

0

0

0

0

8. Keeps commitments and promises.

0

0

0

0

0

0

0

0

0

0

0

0

10. Treat$ people fairly.

0

0

0

0

0

0

11 . Follows through with commitments.

0

0

0

0

0

0

12. Defines and clarifies roles and
responsibilities.

0

a

0

0

0

0

13. Has a positive impact on my job

0

0

0

0

0

0

14. Is organized.

0

0

0

0

0

0

15. Is proactive.

0

0

0

0

0

0

16. Sets goals and priorities for my
group/office.

0

0

0

0

0

0

17. Acts with empathy and compassion.

0

0

0

0

0

0

18. Appreciates my work.

a

0

0

0

0

0

19. Cares about employee morale .

0

0

0

0

0

0

20. Checks in with employees about how
they are doing.

0

0

0

0

0

0

9.

Is one whose moral compass guides
decision-making.

performance.

Please respond with the answer that best matches your observations of your SAC/OH/RD or third line leader during
the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Not
Degree
Moderately
Degree
Degree
Judge

21. Collaborates and cooperates w ith other

0

0

0

0

0

0

22. Collaborates and cooperates with other
leaders outside my Division/Region.

0

0

0

0

0

0

23 . Leadersh ip style encourages

0

0

0

0

0

0

24. Effectively communicates bad news.

0

0

0

0

0

0

25. Handles complaints and criticism with

0

0

0

0

0

0

26. Has a positive impact on my morale.

0

0

0

0

0

0

27. Has confidence .

0

0

0

0

0

0

28. Identifies and works with employees
who are struggling.

0

0

0

0

0

0

29 . Is approachable.

0

0

0

0

0

0

30. Is genuine and sincere in relating to
people.

0

0

0

0

0

0

31. Is humble.

0

0

0

0

0

0

32. Is kind.

0

0

0

0

0

0

33. Achieves resu Its.

0

0

0

0

0

0

34. Effectively manages conflicts.

0

0

0

0

0

0

35. Removes obstacles to facilitate

0

0

0

0

0

0

36. Thinks through the Implications of his
or her actions and decisions.

0

0

0

0

0

0

37. Communicates the m ission, vision, and

0

0

0

0

0

0

0

0

0

0

0

0

leaders inside my Division/Region.

teamwork .

professionalism.

solutions.

values of the organization.

38. Decisions are aligned with the
Administrator's priorities.

Please respond with the answer that best matches your observations of your SAC/OH/RD or third line leader during
the past year.
Abso lutely
Not

39. Has the necessary skills to effectively

To a Very
To a Small
To a Large Exceptional No Basis to
Degree
Moderately
Degree
Degree
Judge

0

0

0

0

0

0

40. Helps me see the bigger picture.

0

0

0

0

0

0

41. Effectively navigates the organizational

0

0

0

0

0

0

42. Understands the big picture.

0

0

0

0

0

0

43. Acknowledges when he or she has

0

0

0

0

0

0

44. Clearly communicates ideas verbally.

0

0

0

0

0

0

45. Clearly communicates ideas in writing.

0

0

0

0

0

0

46. Communicates a clear vision.

0

0

0

0

0

0

47. Communicates information in a timely

0

0

0

0

0

0

48. Fosters good working relationships
with units in my Division/Region.

0

0

0

0

0

0

49. Listens to what others have to say.

0

0

0

0

0

0

so.

Provides constructive
Insights/suggestions regard ing my
work.

0

0

0

0

0

0

51. Recognizes employees who are doing a

0

0

0

0

0

0

52. Sets clear work expectations.

0

0

0

0

0

0

53. Sh ares informat ion.

0

0

0

0

0

0

54. Acknowledges success~s .

0

0

0

0

0

0

55 . Advocates on my behalf.

0

0

0

0

0

0

56. Cultivates a productive work
environment.

0

0

0

0

0

0

do the job .

environment.

made a mistake.

and accurate manner.

good job.

Please respond with the answer that best matches your observations of your SAC/OH/RD or third line leader during
the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Moderately
Not
Degree
Degree
Degree
Judge

57. Demonstrates enthusiasm and
commitment to the job .

0

0

0

0

0

0

58. Develops and mentors subordinates.

0

0

0

0

0

0

59. Encourages employees to take
initiative.

0

0

0

0

0

0

60. Given the opportunity, I would choose
to work for this person again.

0

0

0

0

0

0

61. Has sufficient skills necessary to coach
others.

0

0

0

0

0

0

62. Holds people accountable.

0

0

0

0

0

0

63. I am motivated to work for this leader.

0

0

0

0

0

0

64. I am willing to put in the extra effort
to help this leader be successful.

q

0

0

0

0

0

65. Inspires others to feel committed to
publ ic service .

0

0

0

0

0

0

66. Leads by example.

0

0

0

0

0

0

67. Makes decisions in a timely manner.

0

0

0

0

0

0

68. Makes the hard decisions.

0

0

0

0

0

0

69. Seeks effective relationships with
counterparts within the DEA and
outside agencies (USAO, other
Federal, State, Locals, etc.).

0

0

0

0

0

0

70. Solicits input before making important
decisions.

0

0

0

0

0

0

71. Would be successful at the next level
of leadership .

0

0

0

0

0

0

72. Represents DEA well.

0

0

0

0

0

0

73. Shows commitment to publ ic service.

0

0

0

0

0

0

Please respond with the answer that best matches your observations of your SAC/OH/RD or third line leader during
the past year.
To a Very
Abso lutely To a Small
To a Large Exceptional No Basis to
Degree
Not
Moderately
Degree
Degree
Judge

74. Is flexible.

0

0

0

0

0

0

75. I s receptive to differing ideas,

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

suggestions, or opinions.
76. Provides subordinates the flexibility
needed to perform their jobs.

77. Provides ideas and solutions.

Important: The following items are negatively worded.
If you think your leader is doing well, you would likely choose 1or2 for these items.
If you think your leader is doing poorly, you would likely choose 4 or 5.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Degree
Not
Moderately
Degree
Degree
Judge

78. Allows emotions to cloud his or her
judgment.

0

0

0

0

0

0

79. Micromanages the work of our group.

0

0

0

0

0

0

80. Is more focused on the next job at the
expense of his of her rurrent job.

0

0

0

0

0

0

81. Is heard from only when problems or
issues occur.

Q .

0

0

0

0

0

General Comments:
Please add any constructive comments/suggestions you have for this leader. Consider what you would
like this leader to start doing that they don't do now, continue doing, and stop doing in terms of their
leadership.
When providing comments, please follow the guidelines below:
•
•
•
•
•

Keep comments brief, constructive, and to the point . There is a 255 character limit.
Avoid the use of terms wh ich may identify you or a co -worker.
When using exa niples, do not identify people by name or identify situations where only you or one person were involved.
Do not report any inc idents i nvolving professional m isconduct for investigation . Remember the
survey is fo r feedback purposes. It is not designed as a whistle blower reporting tool.
Do not use profan ity or inappropri ate language .

What would you like this leader to start doing that they don't do now?

What would you like this leader to continue doing?

What would you like this leader to stop doing in terms of their leadership?

!Part 5. DEA Leader - Optional
In the boxes below please type in the name of any leader at your grade level or higher whom you would
like to rate. This individual does not have to be in your chain of command.
This section is optional. If you choose not to rate an additional leader, dick on the next button at the
bottom of each page until you reach the last page, then click submit.

LAST NAME

FIRST NAME

Please reference Firebird

Please reference Firebird

MIDDLE INITIAL
Please reference Firebird

Next, select that leader's work location from the drop-down list below (if he/she currently works in your
division).

DIVISION/REGION

OFFICE/SECTION

UNIT/GROUP

If that leader works in another office, please type the current location where he/she works.

DIVISION/REGION

OFFICE/SECTION

This leader is (mark all that apply):
D New to the position - 6 months or less
D Acting
For the leadership questions in Part 5, use the scale below to rate this leader:
1-Absolutely not
2-To a small degree
3-Moderately
4-To a large degree
5- To a very exception al degree
6-No basis to judge
Please respond to each item with the answer that best matches your observation of the leader during
the past year. If an item is not applicable to yol!, or you do not have an opinion on the item, please
choose the "No Basis to Judge" option. When you have completed each page, please click the "Next"
or "Save" button.

Please respond with the answer that best matches your observations of this leader during the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Bas is t o
Degree
Not
Moderately
Degree
Degree
Judge

1. Acts in a fa ir and ethical manner.

0

0

0

0

0

0

2. Acts with integrity.

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

5. Inspires trust.

0

0

0

0

0

0

6. Is one whose actions match his or her

0

0

0

0

0

0

7. Is reliable.

0

0

0

0

0

0

8. Keeps commitments and promises.

0

0

0

0

0

0

0

0

0

0

0

0

10. Treats people fairly.

0

0

0

0

0

0

11. Follows through with comm itments.

0

0

0

0

0

0

12. Defines and clarifies roles and

0

0

0

0

0

0

13. Has a positiv.e impact on my job
performance.

0

0

0

0

0

0

14. Is organized.

0

0

0

0

0

0

15. Is proactive .

0

0

0

0

0

0

16. Sets goals and priorities for my

0

0

0

0

0

0

17. Acts with empathy and compassion .

0

0

0

0

0

0

18. Appreciates my work.

0

0

0

0

0

0

19. Cares about employee morale.

0

0

0

0

0

0

20. Checks In with employees about how

0

0

0

0

0

0

3.

Fosters eth ical behavior.

4. I have trust and confidence in this
person.

words.

9.

Is one whose moral compass guides
decision-making.

responsibilities.

group/office.

.

they are doing.
This section is optional. If you choose not to rate an additional leader, dick on the next button at the bottom of each page until
you reach the last page, then click submit .

Please respond with the answer that best matches your observati ons of this leader during the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Degree
Moderately
Degree
Degree
Judge
Not

21. Collaborates and cooperates with other
leaders inside my Division/Region.

0

0

0

0

0

0

22. Collaborates and cooperates with other

0

0

0

0

0

0

23. Leadership style encourages
teamwork.

0

0

0

0

0

0

24. Effectively communicates bad news.

0

0

0

0

0

0

25. Handles complaints and criticism with
professionalism.

0

0

0

0

0

0

26. Has a posltiVe impact on my morale.

0

0

0

0

0

0

27. Has confidence.

0

0

0

0

0

0

28. Identifies and works with employees

0

0

0

0

0

0

29. Is approachable .

0

0

0

0

0

0

30. Is genuine and sincere in relating to

0

0

0

0

0

0

31. Is humble.

0

0

0

0

0

0

32. Is kind.

0

0

0

0

0

0

33. Achieves resu Its.

0

0

0

0

0

0

34. Effectively manages conflicts.

0

0

0

0

0

0

35. Removes obstacles to facilitate
solutions.

0

0

0

0

0

0

36. Thinks through the implications of his

0

0

0

0

0

0

37. Communicates the mission, vision, and
values of the organization.

0

0

0

0

0

0

38. Decisions are aligned with the

0

0

0

0

0

0

leaders outside my Division/Region.

who are struggling.

people.

or her actions and decisions.

Administrator's priorities.
This section is optional. If you choose not to rate an additional leader, dick on the next button at the bottom of each page until
you reach the l~t page, then click submit.

Please respond with the answer that best matches your observati ons of this leader during the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Degree
Degree
Degree
Not
Moderately
Judge

39. Has the necessary skills to effectively
do the job.

0

0

0

0

0

0

Helps me see the bigger picture.

0

0

0

0

0

0

41. Effectively navigates the organizational
environment.

0

0

0

0

0

0

42. Understands the big picture.

0

0

0

0

0

0

43. Acknowledges when he or she has
made a mistake.

0

0

0

0

0

0

44. Clearly communicates ideas verbally.

0

0

0

0

0

0

45. Clearly communicates ideas in writing.

0

0

0

0

0

0

46. Communicates a clear vision.

0

0

0

0

0

0

47. Communicates information in a timely
and accurate manner.

0

0

0

0

0

0

48. Fosters good working relationships

0

0

0

0

0

0

49. Listens to what others have to say.

0

0

0

0

0

0

so.

Provides constructive
insights/suggestions regarding my
work.

0

0

0

0

0

0

51. Recognizes employees who are doing a
good job.

0

0

0

0

0

0

52. Sets clear work expectations.

0

0

0

0

0

0

53. Shares information.

0

0

0

0

0

0

54. Acknowledges sua::esses.

0

0

0

0

0

0

55. Advocates on my behalf.

0

0

0

0

0

0

56. Cultivates a productive work

0

0

0

0

0

0

with units in my Division/Region.

environment.

This section is optional. If you choose not to rate an additional leader, dick on the next button at the bottom of each page until
you reach the last page, then click submit.

Please respond with the answer that best matches your observations of your third line leader during the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Degree
Moderately
Degree
Not
Degree
Judge

57. Demonstrates enthusiasm and

0

0

0

0

0

0

58. Develops and mentors subordinates.

0

0

0

0

0

0

59. Encourages employees to take

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

62. Holds people accountable.

0

0

0

0

0

0

63 . I am motivated to work for this leader.

0

0

0

0

0

0

64. I am willing to put in the extra effort

0

0

0

0

0

0

0

0

0

0

0

0

66. Leads by example.

0

0

0

0

0

0

67. Makes decisions in a timely manner.

0

0

0

0

0

0

68. Makes the hard decisions.

0

0

0

0

0

0

69 . Seeks effective relationships with

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

72. Represents £?EA well.

0

0

0

0

0

0

73. Shows commitment to public service.

0

0

0

0

0

0

commitment to the job.

initiative.

60. Given the opportunity, I would choose
to work for this person again.

61. Has sufficient skills necessary to coach
others.

t o help this leader be successful.

65. Inspires others to feel committed to
public service.

counterparts within the DEA and
outside agencies (USAO, other
Federal, State, Locals, etc .).

70. Solicits input before making important
decisions.

71. Would be successful at the next level
of leadership.

This section is optional. If you choose not to rate an additional leader, dick on the next button at the bottom of each page until
you reach the last page, then click submit.

Please respond with the answer t.hat best matches your observations of this leader during the past year.
To a Very
Absolutely To a Small
To a Large Exceptional No Basis to
Degree
Moderately
Not
Degree
Degree
Judge

74. Is flexible.

0

0

0

0

0

0

75. Is receptive to differing ideas,

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

suggestions, or opinions.

76. Provides subordinates the flexibility
needed to perform their jobs.
Provides ideas and solutions.

Important: The following items are negatively worded.
If you think your leader is doing w ell, you would likely choose 1 or2 for these items.
If you think your leader is doing eoorl}'., you would likely choose 4 or 5.
To a Very
Abso lutely To a Small
To a Large Exceptional No Bas is to
Not
Degree
Moderately
Degree
Degree
Judge

78. Allows emotions to cloud his or her
judgment.

0

0

0

0

0

0

79. Micromanages the work of our group.

0

0

0

0

0

0

80 . Is more focused on the next job at the
expense of his of her current job.

0

0

0

0

0

0

81. Is heard from only when problems or
issues occur.

0

0

0

0

0

0

General Co.m ment s :
Please add any constructive comments/suggestions you have for this leader. Consider what you would
like this leader to start doing that they don't do now, continue doing, and stop doing in terms of their
leadership.
When providing comments, please follow the guidelines below:
•
•
•
•
•

Keep comments brief, constructive, and to the point. There is a 255 character limit.
Avoid the use ofterms which may ident ify you or a co-worker.
When using examples, do not identify people by name or identify situations where only you or one person were involved.
Do not report any incidents involving professional misconduct for investigation . Remember the
survey is for feedback purposes. It is not designed as a whistleblower reporting tool.
Do not use profan ity or inappropriate language .

What would you like this leader to start doing that they don't do now?

What would you like this leader to continue doing?

What would you like this leader to stop doing in terms of their leadership?

This completes the survey. Please hit 'Submit' below.
Thank you for your participation!