In accordance with section 1128 of Public Law 108-136 and with sections 250.302 and 250.303 of Title 5 Code of Federal Regulations, Chapter 1, Part 250, the U.S. Access Board conducts the Federal Human Capital Survey annually among its employees and make the survey results available to the public. In 2007, the U.S. Access Board administered the Federal Human Capital Survey (FHCS) to its employees. Below the 2007 survey results are presented, along with the survey methodology.

Survey Process

The annual Federal Human Capital Survey (FHCS) at the U.S. Access Board was conducted electronically on the Internet via a website, by Vovici, Inc., a private company specializing in online surveys. (The initial contract for the FHCS was through Raosoft, Inc., but as a result of Raosoft, Inc.’s asset sales, Vovici, Inc. carried out the remaining work in accordance with the initial contract.) Data collection and reporting were administered in a secure online environment to provide confidentiality to the employees of the U.S. Access Board.

First, pre-invitation emails were sent out to all employees by a senior official of the U.S. Access Board, informing them of the upcoming survey and inviting their participation. Following that, all employees received an initial invitation via email on October 4th 2007 and two participation reminders before October 25th 2007. Support and assistance to the respondents was made available through telephone and email.

About the Federal Human Capital Survey Questions

The Federal Human Capital Survey instrument, which is specified in section 250.302 of Title 5 Code of Federal Regulations, Chapter 1, Part 250, was used for the employees of the U.S. Access Board. The FHCS containing 45 questions is aimed at discerning employee satisfaction with agency leadership policies and practices, the work environment, awards and recognition, and the professional development opportunities which are afforded to Federal employees.

Of the 45 questions in the FHCS, five questions concern the respondent’s demographic characteristics. The remaining forty questions are broken out into five categories: Personal Work Experiences, Recruitment, Development & Retention, Performance Culture, Leadership and Job Satisfaction. The forty questions are presented with a 5-point rating scale. For each question, a respondent is asked to indicate how strongly he or she agrees or disagrees with a statement describing one of the five aspects of his or her work and organization.

U.S. Access Board Survey Methodology

The total survey population at the U.S. Access Board is 27 employees (as of October, 2007). Of the 27 employees, 25 responded; therefore, the total response rate was 93%.

Because of the small population size of the US Access Board, employees were not asked any of the 5 demographic questions. This is a standard procedure for agencies with less than 800 employees. Any demographic breakouts in a population only 27 employees would be too small to be statistically relevant regardless of the response rate. In addition, the exclusion of the demographic questions helped to preserve the confidentiality of the employee’s responses.

All of the remaining 40 questions were optional for a respondent to answer as the electronic survey did not force him or her to choose a response before moving forward in the survey. Despite the lack of forced answers, nearly all respondents chose to answer all of the questions presented.

Survey Findings

The 2007 Federal Human Capital Survey results show that the employees of the U.S. Access Board like what they do, believe their work is important, know what needs to be done, and believe they deliver. At the same time, responses identify room for improvement in the agency's performance culture - dealing with poor performers, recognizing high performance, and providing adequate training or training opportunities.

For each of the five groups of questions in the survey, the percentage of respondents selecting the two highest ratings of the statements was calculated and ranked from highest to lowest. For sections 1 through 4, percentage in agreement was calculated by summing the number of respondents that selected “Agree” or “Strongly Agree”, divided by the total number of responses. Questions in Section 5, Job Satisfaction, were rated on a satisfaction scale where “Satisfied” and “Very Satisfied” represented the two highest ratings.

In descending order, group results showing the level of agreement/satisfaction were:

Personal and Work Experiences 85% in agreement
Leadership 80% in agreement
Recruitment, Development and Retention 79% in agreement
Job Satisfaction 71% show satisfaction
Performance Culture 61% in agreement

The six questions that show the greatest level of agreement/satisfaction were:

I know how my work relates to the agency's goals and priorities. (Q.9) 96% in agreement
My work gives me a feeling of personal accomplishment. (Q.3) 92% in agreement
The people I work with cooperate to get the job done. (Q.1) 92% in agreement
The work I do is important. (Q.10) 92% in agreement
My supervisor supports my need to balance work and family issues. (Q.24) 92% in agreement
Employees are protected from health and safety hazards on the job. (Q.28) 92% in agreement

The five questions that show the lowest level of agreement/satisfaction were:

In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. (Q.16) 24% in agreement
Pay raises depend on how well employees perform their jobs. (Q.20) 40% in agreement
Promotions in my work unit are based on merit. (Q.15) 40% in agreement
My training needs are assessed. (Q.14) 44% in agreement
How satisfied are you with your opportunity to get a better job in your organization? (Q.35) 48% show satisfaction

All results shown by question

Section 1: Personal Work Experiences

(1) The people I work with cooperate to get the job done.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly Disagree
25 44% 48% 4% 4% 0%

(2) I am given a real opportunity to improve my skills in my organization.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly Disagree
25 28% 44% 24% 4% 0%

(3) My work gives me a feeling of personal accomplishment.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly Disagree
25 36% 56% 8% 0% 0%

(4) I like the kind of work I do.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly Disagree
25 60% 24% 12% 4% 0%

(5) I have trust and confidence in my supervisor.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly Disagree
25 40% 48% 12% 0% 0%

(6) Overall, how good a job do you feel is being done by your immediate supervisor/team leader?

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly Disagree
24 33% 46% 21% 0% 0%

Section 2: Recruitment, Development & Retention

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

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 40% 48% 8% 4% 0% 0%

(8) My work unit is able to recruit people with the right skills.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 16% 36% 32% 0% 4% 12%

(9) I know how my work relates to the agency's goals and priorities.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 56% 40% 4% 0% 0% 0%

(10) The work I do is important.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 48% 44% 4% 4% 0% 0%

(11) Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 48% 40% 8% 4% 0% 0%

(12) Supervisors/team leaders in my work unit support employee development.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 40% 44% 16% 0% 0% 0%

(13) My talents are used well in the workplace.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 48% 28% 20% 4% 0% 0%

(14) My training needs are assessed....

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 20% 24% 32% 20% 0% 4%

Section 3: Performance Culture

(15) Promotions in my work unit are based on merit.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 12% 28% 48% 8% 0% 4%

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

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 12% 12% 44% 16% 8% 8%

(17) Creativity and innovation are rewarded.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 20% 40% 28% 8% 0% 4%

(18) In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (e.g., Fully Successful, Outstanding).

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
24 17% 42% 33% 8% 0% 0%

(19) In my work unit, differences in performance are recognized in a meaningful way.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 12% 36% 32% 8% 8% 4%

(20) Pay raises depend on how well employees perform their jobs.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 16% 24% 40% 16% 4% 0%

(21) My performance appraisal is a fair reflection of my performance.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 28% 52% 16% 4% 0% 0%

(22) Discussions with my supervisor/team leader about my performance are worthwhile.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 24% 40% 36% 0% 0% 0%

(23) Managers/supervisors/team leaders work well with employees of different backgrounds.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 20% 56% 24% 0% 0% 0%

(24) My supervisor supports my need to balance work and family issues.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 84% 8% 8% 0% 0% 0%

Section 4: Leadership

(25) I have a high level of respect for my organization's senior leaders.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 40% 36% 20% 4% 0% 0%

(26) In my organization, leaders generate high levels of motivation and commitment in the workforce.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 20% 44% 28% 8% 0% 0%

(27) Managers review and evaluate the organization's progress toward meeting its goals and objectives.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 24% 60% 16% 0% 0% 0%

(28) Employees are protected from health and safety hazards on the job.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 48% 44% 4% 0% 4% 0%

(29) Employees have a feeling of personal empowerment with respect to work processes.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 28% 48% 20% 4% 0% 0%

(30) My workload is reasonable.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 40% 48% 4% 4% 4% 0%

(31) Managers communicate the goals and priorities of the organization.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 28% 60% 12% 0% 0% 0%

(32) My organization has prepared employees for potential security threats.

# of RespondentsStrongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDon't Know
25 36% 32% 24% 8% 0% 0%

Section 5: Job Satisfaction

(33) How satisfied are you with the information you receive from management on what's going on in your organization?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 24% 48% 8% 20% 0%

(34) How satisfied are you with your involvement in decisions that affect your work?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 36% 40% 16% 8% 0%

(35) How satisfied are you with your opportunity to get a better job in your organization?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 16% 32% 48% 0% 4%

(36) How satisfied are you with the recognition you receive for doing a good job?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 24% 52% 20% 4% 0%

(37) How satisfied are you with the policies and practices of your senior leaders?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 20% 48% 32% 0% 0%

(38) How satisfied are you with the training you receive for your present job?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 16% 40% 32% 12% 0%

(39) Considering everything, how satisfied are you with your job?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
25 56% 32% 8% 4% 0%

(40) Considering everything, how satisfied are you with your pay?

# of RespondentsVery SatisfiedSatisfiedNeither Satisfied Nor DissatisfiedDissatisfiedVery Dissatisfied
24 42% 42% 13% 4% 0%