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pdfDEA LEADERSHIP ENGAGEMENT SURVEY
The DEA Leadership Engagement Survey is an annual survey designed to provide an opportunity for
employees to tell their leaders what they are thinking and feeling about their work, their careers, and the
relationship they have with their leaders. The survey is mandatory for all DEA employees. Contractors and
TFOs are strongly encouraged to provide their input. The survey 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 use as a tool as
they continually improve their leadership skills; therefore, your thoughtfulness and honesty in selecting and
rating your leaders and providing meaningful recommendations will result in the most impactful feedback
and improvement. A minimum of 5 responses is needed to report leader data.
CONFIDENTIALITY OF SURVEY DATA:
The following additional information about the survey is provided for survey administrators and
participants:
•
Authorities for the collection of this information are found in 5 USC Part II (Civil Service Functions and
Responsibilities) and Part III (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. Information provided will be aggregated and reported for each division within DEA.
•
The purpose for collecting this information is to study and report attitudes and perceptions of the DEA
workforce regarding their work environments, with a focus on various management policies and
practices that affect them. The results will help your organization develop strategies to improve the
quality of that work environment – one of the goals of DEA’s senior leadership.
•
Only authorized personnel that are responsible for collecting or analyzing the information will have
access to raw data. Individual surveys will be anonymous and data cannot be linked to a respondent’s
name or email address.
The survey has two parts:
Part 1 - My Workplace
Here you 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. Workplace data is aggregated. A minimum of 5 responses is needed to report workplace
data.
Part 2 - My Leaders
In this section you will rate the leaders in your chain of command, from the first level up to the SES level.
•
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.
•
Second Line asks you to rate the leader at the second level in your most recent chain of command in
which you served for at least 90 days.
•
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 in
which you served for at least 90 days.
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.
DEA HQ Senior Executive Leadership: The Headquarters Executive leadership team
responsible for directing the policies of the DEA.
Division/Region Leadership: The Division/Region management team where you work. Includes
everyone with supervisory or managerial responsibilities (i.e. Section Chief, RAC, SAC, Lab
Director, Unit Chief, FIM, Country Attaché, etc.).
DEA LEADERSHIP ENGAGEMENT SURVEY
Employee Type (Select One):
DEA Federal Employee
Task Force Officer
Detailed from another Federal agency.
Contractor
Student Volunteer
I have been on the job at DEA:
Less than 90 days
90 days or more
I am currently in Basic Training:
Yes
No
I am a:
Full-time Employee
Part-time Employee
Part 1. My Workplace
Instructions:
This section of the survey provides employees an opportunity to tell their chain of command what they
are thinking and feeling about their work, their Division/Region Leadership, Headquarters’ Executive
Leadership, their co-workers, and their relationship with the agency – including their intent to stay.
Please select the most recent location you worked continuously for 90 days (3 months) from the drop
down menus below:
First, select your Division/Region by clicking on the down arrow in the Division/Region text box.
Select from the options in the drop down menu. Next, follow the same process to select your
Office/Section and Unit/Group. Your options for Office/Section and Unit/Group will be determined by
the Division selected.
DIVISION/REGION*
OFFICE/SECTION
UNIT/GROUP
* Field is mandatory
For the workplace climate part of the survey (Part 1), 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). 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 your perceptions of the last place you worked continuously for 90 days (3 months).
1- Strongly
Disagree
1.
Employee morale is important to DEA
HQ Senior Executives.
2.
I have a high level of respect for DEA
HQ Senior Executives.
3.
DEA HQ Senior Executives promote
the DEA's Core Values.
4.
In the DEA, decisions are made at the
right level of Executive leadership.
5.
My Division/Region leaders promote
the DEA's Core Values.
The leaders in my Division/Region
demonstrate a commitment to ethics,
integrity, and the law.
My Division/Region leaders have a
positive impact on Division/Region
performance.
6.
7.
8.
Employee morale is important to my
Division/Region leaders.
9.
My Division/Region leaders generate
high levels of motivation and
commitment in the workforce.
10. In my Division/Region, decisions are
made at the right level of leadership.
11. I have a high level of respect for my
Division/Region leaders.
12. My Division/Region leaders
implement the Administrator's vision
for the DEA.
13. Direct communication (e.g., office
visits, town hall meetings, emails)
from my Division/Region senior
leaders helps me understand the DEA
mission and strategy.
14. My Division/Region senior leaders are
receptive to negative information and
bad news.
15. I find my work to be interesting and
challenging.
16. I look forward to going to work.
17. My morale at work is good.
18. The work I do makes a difference.
19. Considering everything, I am satisfied
with the DEA.
2- Disagree
3- Neutral
4 -Agree
5- Strongly Agree
6- No Basis
to Judge
For the workplace climate part of the
respond
to each item
with the
answerAgree
that best
1- survey,
Strongly please
2- Disagree
3- Neutral
4 -Agree
5- Strongly
6- No Basis
Disagree
to Judge
matches your perceptions of the last place
you worked continuously for 90 days (3 months).
20. Considering everything, I am satisfied
with my job.
21. I recommend the DEA as a good place
to work.
22. Employees in my office help each
other.
23. This is a friendly and cooperative
place to work.
24. My coworkers are invested in work
group morale.
25. I am proud to work for the DEA.
26. My coworkers promote the DEA's
Core Values.
27. I believe in the DEA's Core Values.
28. I believe in the mission of the DEA.
29. I feel a sense of community (i.e.,
shared mission and values) with other
employees across the DEA.
30. Employee morale is important to the
DEA Administrator.
31. Communications from the DEA
Administrator help me understand the
DEA mission and strategy.
32. I believe in the Administrator's
direction for the DEA.
33. It is easier to get things done at the
DEA through informal channels rather
than through formal channels.
34. It takes more effort than necessary to
get stuff done around here.
35. Who you know is more important than
what you know or what you can do.
36. My Division/Region senior leaders
distort information or don't tell the
whole story.
37. The rotational nature of leadership in
my Division/Region is detrimental to
my work.
38. In my office, some employees protect
their own interests above other
considerations.
39. In my office, employees who instigate
conflict are ignored or tolerated by
leadership.
40. In my office, employees who put little
effort into their work are ignored or
tolerated by leadership.
41. In my office, employees with arrogant
or negative attitudes are ignored or
tolerated by leadership.
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).
42. Are you considering leaving the DEA within the next year, and if so, why?
N/A – I am a TFO or Contractor
No
Yes, to retire
Yes, to take another job within the Federal Government
Yes, to take another job outside the Federal Government
Yes, other
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.
N/A (check if no comments)
Please add any additional comments that you most want your SAC/Office Head/Regional Director to
know about your perceptions of working in your Division/Office/Region. (Note – You will have an
opportunity to provide direct comments on our Division Leaders in Part 2: My Leaders section.)
N/A (check if no comments)
Part 2. My Leaders
Instruction:
Begin typing your First Level Supervisor’s last name in the text box and a drop down menu will begin to
auto populate so that you can choose from the names provided. 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.
Follow the same process to select your Second Level Supervisor and your SAC/Office/Regional Director
Head. If you have already rated your SAC/Office/Regional Director Head as either your First Level or
Second Level Supervisor, you should rate your next higher leader in this section. For both of these, you
should select the leader in your most recent direct chain of command under whom you worked
continuously for at least 90 days.
For each leader you select below, indicate whether the individual has been in your chain of command for
6 months or less and/or whether the individual is currently serving in an acting capacity.
First Level Supervisor*
6 months or less:
Acting:
Second Level Supervisor
SAC/Office Head/Regional Director
*Field is mandatory
For the leadership questions in Part 2, use the scale below to rate your leaders:
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 "Save &
Continue” button.
Please respond to each item with the answer that best matches your observations of the leader during the past year. If an
item is not applicable to your or you do not have an opinion on the item, lease chose the “No Basis to Judge” option.
1 - Absolutely Not
2 - To a Small
Degree
3 - Moderately
Jane Smith
1
1. Communicates a clear vision.
O O O O O O
2. Communicates information in a timely
and accurate manner.
1
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
3. Clearly communicates ideas verbally.
O O O O O O
O O O O O
O
O O O O O
O
4. Communicates the mission, vision, and
values of the organization.
O O O O O O
O O O O O
O
O O O O O
O
5. Clearly communicates ideas in writing.
O O O O O O
O O O O O
O
O O O O O
O
6. Effectively communicates bad news.
O O O O O O
O O O O O
O
O O O O O
O
7. Develops and/or mentors subordinates.
O O O O O O
O O O O O
O
O O O O O
O
8. Cultivates a productive work
environment.
O O O O O O
O O O O O
O
O O O O O
O
9. Makes time to help employees.
O O O O O O
O O O O O
O
O O O O O
O
10. Provides feedback.
O O O O O O
O O O O O
O
O O O O O
O
11. Makes the hard decisions.
O O O O O O
O O O O O
O
O O O O O
O
12. Makes decisions in a timely manner.
O O O O O O
O O O O O
O
O O O O O
O
13. Effectively manages conflicts.
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
19. Holds people accountable.
O O O O O O
O O O O O
O
O O O O O
O
20. Sets clear work expectations.
O O O O O O
O O O O O
O
O O O O O
O
21. Accepts responsibility for his or her
mistakes.
O O O O O O
O O O O O
O
O O O O O
O
22. Acts with integrity.
O O O O O O
O O O O O
O
O O O O O
O
23. Is reliable.
O O O O O O
O O O O O
O
O O O O O
O
16. Achieves results.
17. Sets goals and priorities for my
group/office.
18. Defines and clarifies roles and
responsibilities.
4
5
NBJ
1
2
3
4
5
Jamie Fraser
NBJ
14. Removes obstacles to facilitate
solutions.
15. Proactively anticipates and addresses
problems.
3
6 - No Basis
To Judge
Malcolm Baldwin
QUESTION
2
5 - To a Very
Exceptional
Degree
4 - To a Large
Degree
2
3
4
5
NBJ
Please respond to each item with the answer that best matches your observations of the leader during the past year. If an
item is not applicable to your or you do not have an opinion on the item, lease chose the “No Basis to Judge” option.
1 - Absolutely Not
2 - To a Small
Degree
3 - Moderately
Jane Smith
1
24. I have trust and confidence in this
person.
O O O O O O
25. Fosters ethical behavior.
4
5
NBJ
1
2
3
4
5
Jamie Fraser
NBJ
1
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
26. Acts in a fair and ethical manner.
O O O O O O
O O O O O
O
O O O O O
O
27. Inspires trust.
O O O O O O
O O O O O
O
O O O O O
O
28. Keeps commitments and promises.
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
O O O O O O
O O O O O
O
O O O O O
O
31. Represents DEA well.
O O O O O O
O O O O O
O
O O O O O
O
32. I am willing to put in the extra effort to
help this leader be successful.
O O O O O O
O O O O O
O
O O O O O
O
33. Is kind.
O O O O O O
O O O O O
O
O O O O O
O
34. Is humble.
O O O O O O
O O O O O
O
O O O O O
O
35. Is genuine and sincere in relating to
people.
O O O O O O
O O O O O
O
O O O O O
O
29. Is one whose actions match his or her
words.
30. Given the opportunity, I would choose
to work for this person again.
3
6 - No Basis
To Judge
Malcolm Baldwin
QUESTION
2
5 - To a Very
Exceptional
Degree
4 - To a Large
Degree
2
3
4
5
NBJ
Important: The following items are negatively worded. If you think your leader is doing well, you would likely
choose 1 or 2 for these items. If you think your leader is doing poorly, you would likely choose 4 or 5.
36. Is more focused on the next job at the
expense of his or her current job.
O O O O O O
O O O O O
O
O O O O O
O
37. Is heard from only when problems or
issues occur.
O O O O O O
O O O O O
O
O O O O O
O
38. Allows emotions to cloud his or her
judgment.
O O O O O O
O O O O O
O
O O O O O
O
39. Micromanages the work of our group.
O O O O O O
O O O O O
O
O O O O O
O
General Comments:
When providing comments, please follow the guidelines below:
•
Your comments will be reported verbatim.
•
Keep comments brief, constructive, and to the point. There is a 400 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.
•
Remember the survey is for feedback purposes. It is not designed as a whistleblower reporting tool. Do
not report any incidents involving professional misconduct for investigation. Allegations of misconduct
should be reported through your chain of command, or in exigent or unusual circumstances, may be
reported directly to the Office of Professional Responsibility. If you believe that you have been the
victim of discrimination in your work or through DEA’s employment process, you should initiate contact
with an EEO Counselor. (See EEO Complaint Process.)
•
Do not use profanity or inappropriate language.
•
The most effective comments are specific and describe actual behaviors and desired outcomes – for
example, “Start holding more staff meetings to keep us aware of the goals of our unit.” Describe
exactly what you mean when you use terms such as “micromanagement” and “morale” – for example,
instead of “Stop micromanaging”, state exactly what behaviors the leader is engaging in that you
consider to be micromanagement.
First Level Supervisor: Jane Smith
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?
Second Level Supervisor: Malcolm Baldwin
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?
SAC/Office Head/Regional Director: Jamie Fraser
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?
You Are Almost Done
Please click ‘Print’ if you would like a printed copy of your responses. Once you submit
your survey responses, you will no longer be able to print as your responses will be
separated from your Firebird address to ensure confidentiality.
Print
Click ‘Submit’ in order for your responses to be recorded.
Submit
This completes the survey.
To see prior results from the LES, please visit the
LES website:
https://intranet13.shpt.sbu.dea.doj.gov/sites/hr/l
eadership/Pages/Leadership.aspx
To exit, please close your browser.
| File Type | application/pdf |
| Author | Gurira, Chiwoniso S (Choni) |
| File Modified | 2019-11-18 |
| File Created | 2019-09-23 |