4 NFFT51002210786 PIRO Analysis 2017 FEVS Results.pdf

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

Pacific Islands Regional Office

Pacific Islands Regional Office 1845 Wasp Blvd.

Bldg. 176 Honolulu, HI 96818 fisheries.noaa.gov/region/pacific-islands/ facebook.com/usnoaafisheriespacifi cislands/ Twitter.com/NOAAFish_PIRO

Summary of 2017 FEVS Results

Introduction

The Federal Employees Viewpoint Survey (FEVS) is an annual survey administered by the Office of Personnel Management to a random subset of every Federal Agency’s federal employee community. It measures government employees’ perceptions of whether, and to what extent, conditions that characterize successful organizations are present in an organization. Survey results provide valuable insight into the challenges agency leaders face in ensuring the Federal government has an effective civilian workforce and how well they are responding.

PIRO tracks the PIRO FEVS results and trends closely each year and uses them to develop new initiatives within the office to address important employee issues. This document presents the results from the

FY17 survey and analyzes trends from FY14 through FY17.

Highlights and Bottom Line

• PIRO had the third highest FEVS response rate (78%) of all of the 19 NMFS offices in FY17.

• PIRO has improved in most — 4 of 6 — worklife categories, by as much as 30% in some categories.

• PIRO improved in 7 of the 10 questions regarding Leadership.

• PIRO’s results declined for a handful of questions, and we’ll be working to understand and address those.

• Based on the FY17 results, PIRO’s Senior Leadership Board will propose initiatives to improve PIRO’s workplace over the next year.

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Pacific Islands Regional Office | Summary of 2017 FEVS Results

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

Results for FEVS Categories

The FEVS has six question categories that aggregate questions about similar worklife issues into a single metric. These categories provide a useful picture of employee feedback in each of six broad worklife areas, so

PIRO tracks trends in these categories for a general sense of staff perceptions over time.

In all six question categories, PIRO had more positive responses when compared to NMFS and NOAA in

2017. Overall, PIRO’s positive results increased in My Work Unit, My Agency, Leadership, and My

Satisfaction categories relative to PIRO's results in prior years.

The greatest improvement was in the My Satisfaction and Leadership categories. The My Work Experience and My Supervisor categories saw small decreases in the percent of positive responses.

The numbers in green in the tables below represent a trend of more favorable responses: either a decrease in negative responses or an increase in positive responses. The numbers in red in the tables below represent a trend of less favorable responses: either a decrease in positive responses or an increase in negative responses.

Where there was an increase, whether it be in negative or positive responses, there is a + sign before the number. When there was a decrease, whether it be in the positive or negative responses, there is a - sign before the number.

Question Category 2015 Positive

Responses (%)

2016 Positive

Responses (%)

2017 Positive

Responses (%)

2017 Change

Total Change

Since 2015 (%)

My Work

Experience

61 73 72 -1 +11

My Work Unit 55 65 73 +8 +18

My Agency 50 61 73 +12 +23

My Supervisor 68 77 72 -5 +4

Leadership 42 54 70 +16 +28

My Satisfaction 38 51 68 +17 +30

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

In the June 2016 PIRO Culture and Communications Strategy, PIRO established several goals to improve

FEVS metrics related to workplace communication. These metrics gauge employee response to new communications avenues that PIRO launched in 2015 and 2016, and continue to be useful metrics to gauge overall success of internal communications.

The first goal was to increase the overall positive responses to questions 1 to 71 in the FEVS when compared to the 2015 survey results. We achieved this goal in 2016 with an average 12% increase in the positive responses relative to 2015. We saw an additional increase in positive responses in 2017 with an average increase of 6% over 2016 (and an 18% increase over 2015).

PIRO’s second goal was to decrease negative responses to the Leadership and My Satisfaction question categories. We also achieved this goal in 2016, when the Leadership negative responses decreased by 13% and the My Satisfaction negative responses decreased by 13%. PIRO saw an additional 1% decrease in both of these categories in the 2017 FEVS results.

Results for Specific Questions

In addition to tracking the question categories, PIRO has identified specific questions to which we pay close attention over time, and has set goals to decrease the negative responses to those questions.

In 2016, PIRO set a goal of decreasing the negative responses by 15% for questions 18, 19, 23, 24, 30, 33, 37, 53, and 61. PIRO made significant progress in this goal for 2016, and made additional strides in 2017. Some questions had reductions in negative responses of more than 40% and several had reductions of more than

20%.

The boxes highlighted below are the questions with the least improvement. A guide to the actual text of each question can be found below.

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

FEVS Question 2015 Negative

Response (%)

2016 Negative

Response (%)

Negative

Response (%)

2017 Change

Total Change

Since 2015

18 68 32 23 -9 -45

19 45 23 36 +13 -9

23 41 38 23 -15 -18

24 53 15 20 +5 -33

30 50 19 21 +2 -29

33 40 34 32 -2 -8

37 43 29 19 -10 -24

53 41 34 17 -17 -27

61 41 30 22 -12 -33

Key to the FEVS questions above:

18. My training needs are assessed.

19. 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).

23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.

24. In my work unit, differences in performance are recognized in a meaningful way.

30. Employees have a feeling of personal empowerment with respect to work processes.

33. Pay raises depend on how well employees perform their jobs.

37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.

53. In my organization, senior leaders generate high levels of motivation and commitment to the workforce.

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

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

While PIRO has identified the questions above for specific goal-setting, we carefully review the results of all questions and track trends in all questions over time.

In analyzing the 2017 results and trends, we found that the greatest improvements in 2017 were to questions

26, 34, 37, 41, 59, 61, and 63. These improvements resulted either from an increase in positive responses or a decrease in negative responses.

FEVS Question 2016 Positive Response (%) 2017 Positive Response (%) Improvement Between

2016-2017 (%)

26 65 89 +24

34 46 75 +30

37 28 63 +35

41 56 76 +25

59 57 82 +25

61 37 57 +20

FEVS Question 2016 Negative Response

2017 Negative Response

Improvement Between

2016-2017 (%)

63 36 16 -20

Key to the FEVS questions above:

26. Employees in my work unit share job knowledge with each other.

34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).

37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.

41. I believe the results of this survey will be used to make my agency a better place to work.

59. Managers support collaboration across work units to accomplish work objectives.

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

63. How satisfied are you with your involvement in decisions that affect your work?

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

While not as dramatic as the increases noted above, questions 55, 58, 66, 23, 53, 60, and 68 also all saw improvements of 15% or greater.

These questions have to do with leadership and supervision.

FEVS Question 2016 Positive Response

2017 Positive Response

Improvement Between

2016-2017 (%)

55 55 71 +16

58 55 69 +15

66 39 59 +19

FEVS Question 2016 Negative Response

2017 Negative Response

Improvement (%)

23 38 23 -15

53 34 17 -17

60 29 11 -18

68 53 38 -15

Key to the FEVS questions above:

55. Supervisors work well with employees of different backgrounds.

58. Managers promote communication among different work units (for example, about projects, goals, needed resources).

66. How satisfied are you with policies and practices of your senior leaders?

23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.

53. In my organization, senior leaders generate high levels of motivation and commitment to the workforce.

60. Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

68. How satisfied are you with your opportunity to get a better job in your organization?

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

A few questions showed an increase in negative responses: 24, 25, 30, and 46.

FEVS Questions 2016 Positive Response

2017 Positive Response

Decrease in Positive

Response Between 2016-

2017 (%)

24 58 42 -16

25 83 63 -20

30 53 40 -12

46 67 57 -11

Key to the FEVS questions above:

24. In my work unit, differences in performance are recognized in a meaningful way.

25. Awards in my work unit depend on how well employees perform their jobs.

30. Employees have a feeling of personal empowerment with respect to work processes.

46. My supervisor provides me with constructive suggestions to improve my job performance.

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following graph is an overall comparison of PIRO’s FY17 results versus NMFS results by FEVS question.

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1 4 7 1 0 1 3 1 6 1 9 2 2 2 5 2 8 3 1 3 4 3 7 4 0 4 3 4 6 4 9 5 2 5 5 5 8 6 1 6 4 6 7 7 0

QUESTION #

PIRO VERSUS NMFS POSITIVE FEVS RESPONSES 2017

PIRO NMFS

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are PIRO’s FY17 results by subject area compared to those of NOAA and NMFS.

72 73 73 72

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My Work

Experience

My Work Unit My Agency My Supervisor Leadership My Satisfaction

Type of Question

PIRO, NMFS & NOAA Positive FEVS 2017 Responses

PIRO NMFS NOAA

16 16 16 17 17

15 15

15 15 16 16

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My Work

Experience

My Work Unit My Agency My Supervisor Leadership My Satisfaction

Type of Question

PIRO, NMFS & NOAA Negative FEVS 2017 Responses

PIRO NMFS NOAA

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

2017 FEVS Response Rate by FMC

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are the comparison of PIRO’s response by subject area for 2014, 2015, 2016, and

2017.

63 61

72 73 73 72

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My Work

Experience

My Work Unit My Agency My Supervisor Leadership My Satisfaction

Question Category

2014, 2015, 2016 & 2017 PIRO Positive Responses

2014 2015 2016 2017

20 21

24 24

17 17

16 16 16 17 17 18

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My Work

Experience

My Work Unit My Agency My Supervisor Leadership My Satisfaction

Question Category

2014, 2015, 2016 & 2017 PIRO Negative Responses

2014 2015 2016 2017

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are a comparison of PIRO’s responses to those questions in the Work Experience category for 2015 to 2017.

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1 2 3 4 5 6 7 8 9 1 0 1 1 1 2 1 3 1 4 1 5 1 6 1 7 1 8 1 9

QUESTION #

COMPARISON OF NEGATIVE FEVS RESPONSES

2015-2017 WORK EXPERIENCE

2015 2016 2017

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QUESTION #

COMPARISON OF POSITIVE FEVS RESPONSES

2015-2017 WORK EXPERIENCE

2015 2016 2017

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are a comparison of PIRO’s responses to those questions in the Work Unit category for 2015 to 2017.

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QUESTION #

COMPARISON OF NEGATIVE FEVS RESPONSES

2015-2017 WORK UNIT

2015 2016 2017

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QUESTION #

COMPARISON OF POSITIVE FEVS RESPONSES

2015-2017 WORK UNIT

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are a comparison of PIRO’s responses to those questions in the Agency category for

2015 to 2017.

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2 9 3 0 3 1 3 2 3 3 3 4 3 5 3 6 3 7 3 8 3 9 4 0 4 1

QUESTION #

COMPARISON OF NEGATIVE FEVS RESPONSES

2015-2017 AGENCY

2015 2016 2017

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QUESTION #

COMPARISON OF POSITIVE FEVS RESPONSES

2015-2017 AGENCY

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are a comparison of PIRO’s responses to those questions in the Supervisor category

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QUESTION #

COMPARISON OF NEGATIVE FEVS RESPONSES

2015-2017 SUPERVISOR

2015 2016 2017

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QUESTION #

COMPARISON OF POSITIVE FEVS RESPONSES

2015-2017 SUPERVISOR

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are a comparison of PIRO’s responses to those questions in the Leadership category

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QUESTION #

COMPARISON OF NEGATIVE FEVS RESPONSES

2015-2017 LEADERSHIP

2015 2016 2017

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QUESTION #

COMPARISON OF POSITIVE FEVS RESPONSES

2015-2017 LEADERSHIP

U.S. Department of Commerce | National Oceanic and Atmospheric Administration | National Marine Fisheries Service

The following two graphs are a comparison of PIRO’s responses to those questions in the My Satisfaction category for 2015 to 2017.

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QUESTION #

COMPARISON OF NEGATIVE FEVS RESPONSES

2015-2017 MY SATISFACTION

2015 2016 2017

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QUESTION #

COMPARISON OF POSITIVE FEVS RESPONSES

2015-2017 MY SATISFACTION