By law, the U.S. Access Board conducts the Federal Human Capital Survey annually among its employees and makes these survey results available to the public on its website. In 2008, the U.S. Access Board administered the Federal Human Capital Survey (FHCS) to its employees. Below the 2008 survey results are presented, along with the survey methodology.

Survey Process

The Office of Personnel Management (OPM) administers the Federal Human Capital Survey (FHCS) to all federal agencies, on a biannual basis. OPM does this in order to “gauge the impressions of our civil servants, and seek out those areas where agencies are doing well, and where improvement is needed.” In 2008, OPM administered FHCS to the Board employees. Data collection and reporting were administered via OPM in a secure online environment to provide confidentiality to the employees of the U.S. Access Board. Pre-invitation emails were sent out to all employees by a senior official of the U.S. Access Board on October 8, 2008, informing them of the upcoming survey and inviting their participation. Following that, all employees received an initial invitation from OPM via email on October 14th 2008 and two participation reminders before October 30th 2008. Support and assistance to the respondents was made available through 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. (Here is a link to the regulations.) The FHCS administered by OPM in 2008 contained a total of 74 questions, 45 of which must be asked of employees annually, in order to comply with regulations. These questions are 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. 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, 2008). Of the 27 employees, 22 responded; therefore, the total response rate was 81.5%.

Because of the small population size of the US Access Board, employees were not asked any demographic questions. This is a standard procedure for agencies with less than 800 employees. Any demographic breakouts in a population of 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.

Survey Findings

The 2008 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. Also, the employees express their general satisfaction with their pay and benefits they receive as federal employees. 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 opportunities.

Below we report the Access Board results, using OPM’s the Human Capital Assessment and Accountability Framework (HCAAF), whose five human capital systems define the standards and metrics for effective human capital management in the Federal Government. For each of these systems, an employee perspective index based on items in the FHCS is used to measure agency effectiveness in human capital management throughout the Federal government. These four indices are: Leadership & Knowledge Management Index; Results-Oriented Performance Culture Index; Talent Management Index; and Job Satisfaction Index.

Leadership & Knowledge Management Index Leadership & Knowledge Management Index measures the extent to which employees hold their leadership in high regard, both overall and on specific facets of leadership. It is made up of items 7,9, 17, 36, 37, 38, 40, 41, 42, 43, 56, and 58.

Results-Oriented Performance Culture Index measures the extent to which employees believe their organizational culture promotes improvement in process, products, and services and organizational outcomes. It is made up of items 1, 12, 19, 21, 22, 23, 24, 26, 27, 29, 30, 31, and 57.

Talent Management Index measures the extent to which employees think the organization has the talent necessary to achieve its organizational goals. It is made up of items 2, 11, 14, 18, 49, 51, and 60.

Job Satisfaction Survey measures the extent to which employees are satisfied with their jobs and various aspects thereof. It is made up of items 5, 6, 20, 55, 59, 61, and 62.

The table below presents the Access Board’s results for each of the four indices. (Government wide results of FHCS are available on OPM’s Federal Human Capital Survey website located at www.fhcs.opm.gov.)

Leadership & Knowledge Management 75% in agreement
Results-Oriented Performance Culture 62% in agreement
Talent Management 53% in agreement
Job Satisfaction 71% show satisfaction

Here are the results of the Access Board’s survey.

U.S. Access Board
2008 Federal Human Capital Survey Results
(Survey Administration Period 10/14/08 to 10/31/08)
* AES prescribed items. Percentages are unweighted.
Sample or Population: Population Surveys Completed: 22
Number in Population: 27 Response Rate: 81.5%
Strongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDo Not Know / No Basis to JudgePercent PositiveTotal
*1. The people I work with cooperate to get the job done. N 9 10 1 1 1 NA 22
% 40.9 45.5 4.5 4.5 4.5 NA 86.4 100
*2. I am given a real opportunity to improve my skills in my organization. N 8 4 9 0 1 NA 22
% 36.4 18.2 40.9 0.0 4.5 NA 54.5 100
3. I have enough information to do my job well. N 7 11 3 1 0 NA 22
% 31.8 50.0 13.6 4.5 0.0 NA 81.8 100
4. I feel encouraged to come up with new and better ways of doing things. N 7 9 5 1 0 NA 22
% 31.8 40.9 22.7 4.5 0.0 NA 72.7 100
*5. My work gives me a feeling of personal accomplishment. N 10 9 2 1 0 NA 22
% 45.5 40.9 9.1 4.5 0.0 NA 86.4 100
*6. I like the kind of work I do. N 12 6 2 2 0 NA 22
% 54.5 27.3 9.1 9.1 0.0 NA 81.8 100
*7. I have trust and confidence in my supervisor. N 11 7 4 0 0 NA 22
% 50.0 31.8 18.2 0.0 0.0 NA 81.8 100
8. I recommend my organization as a good place to work. N 10 9 1 2 0 NA 22
% 45.5 40.9 4.5 9.1 0.0 NA 86.4 100
Very GoodGoodFairPoorVery PoorDo Not Know / No Basis to JudgePercent PositiveTotal
*9. Overall, how good a job do you feel is being done by your immediate supervisor/team leader? N 11 7 4 0 0 NA 22
% 50.0 31.8 18.2 0.0 0.0 NA 81.8 100
10. How would you rate the overall quality of work done by your work group? N 9 10 3 0 0 NA 22
% 40.9 45.5 13.6 0.0 0.0 NA 86.4 100
Strongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDo Not Know / No Basis to JudgePercent PositiveTotal
*11. The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. N 9 8 4 1 0 0 22
% 40.9 36.4 18.2 4.5 0.0 0.0 77.3 100
*12. My supervisor supports my need to balance work and other life issues. N 18 3 0 1 0 0 22
% 81.8 13.6 0.0 4.5 0.0 0.0 95.5 100
13. Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills. N 8 10 2 2 0 0 22
% 36.4 45.5 9.1 9.1 0.0 0.0 81.8 100
*14. My work unit is able to recruit people with the right skills. N 5 5 7 2 2 1 22
% 22.7 22.7 31.8 9.1 9.1 4.5 45.5 100
Strongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDo Not Know / No Basis to JudgePercent PositiveTotal
15. The skill level in my work unit has improved in the past year. N 4 7 6 2 2 1 22
% 18.2 31.8 27.3 9.1 9.1 4.5 50.0 100
16. I have sufficient resources (for example, people, materials, budget) to get my job done. N 5 10 4 2 1 0 22
% 22.7 45.5 18.2 9.1 4.5 0.0 68.2 100
*17. My workload is reasonable. N 6 11 5 0 0 0 22
% 27.3 50.0 22.7 0.0 0.0 0.0 77.3 100
*18. My talents are used well in the workplace. N 9 5 3 3 2 0 22
% 40.9 22.7 13.6 13.6 9.1 0.0 63.6 100
*19. I know how my work relates to the agency’s goals and priorities. N 12 9 0 0 1 0 22
% 54.5 40.9 0.0 0.0 4.5 0.0 95.5 100
*20. The work I do is important. N 11 7 2 2 0 0 22
% 50.0 31.8 9.1 9.1 0.0 0.0 81.8 100
*21. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. N 10 9 2 1 0 0 22
% 45.5 40.9 9.1 4.5 0.0 0.0 86.4 100
*22. Promotions in my work unit are based on merit. N 2 4 8 3 2 3 22
% 9.1 18.2 36.4 13.6 9.1 13.6 27.3 100
*23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. N 1 3 7 4 4 3 22
% 4.5 13.6 31.8 18.2 18.2 13.6 18.2 100
*24. Employees have a feeling of personal empowerment with respect to work processes. N 6 9 3 2 1 1 22
% 27.3 40.9 13.6 9.1 4.5 4.5 68.2 100
25. Employees are rewarded for providing high quality products and services to customers. N 4 11 4 2 0 1 22
% 18.2 50.0 18.2 9.1 0.0 4.5 68.2 100
*26. Creativity and innovation are rewarded. N 4 8 6 2 0 2 22
% 18.2 36.4 27.3 9.1 0.0 9.1 54.5 100
*27. Pay raises depend on how well employees perform their jobs. N 3 6 8 1 3 1 22
% 13.6 27.3 36.4 4.5 13.6 4.5 40.9 100
28. Awards in my work unit depend on how well employees perform their jobs. N 2 9 6 2 2 1 22
% 9.1 40.9 27.3 9.1 9.1 4.5 50.0 100
*29. In my work unit, differences in performance are recognized in a meaningful way. N 2 2 11 2 2 3 22
% 9.1 9.1 50.0 9.1 9.1 13.6 18.2 100
*30. My performance appraisal is a fair reflection of my performance. N 6 10 1 3 1 1 22
% 27.3 45.5 4.5 13.6 4.5 4.5 72.7 100
*31. Discussions with my supervisor/team leader about my performance are worthwhile. N 5 7 5 3 0 2 22
% 22.7 31.8 22.7 13.6 0.0 9.1 54.5 100
Strongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDo Not Know / No Basis to JudgePercent PositiveTotal
*32. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (for example, Fully Successful, Outstanding). N 6 6 3 4 2 1 22
% 27.3 27.3 13.6 18.2 9.1 4.5 54.5 100
33. I am held accountable for achieving results. N 5 11 2 3 0 1 22
% 22.7 50.0 9.1 13.6 0.0 4.5 72.7 100
34. Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society. N 8 8 4 2 0 0 22
% 36.4 36.4 18.2 9.1 0.0 0.0 72.7 100
35. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring). N 6 8 4 3 0 1 22
% 27.3 36.4 18.2 13.6 0.0 4.5 63.6 100
*36. Managers/supervisors/team leaders work well with employees of different backgrounds. N 6 10 3 3 0 0 22
% 27.3 45.5 13.6 13.6 0.0 0.0 72.7 100
*37. I have a high level of respect for my organization’s senior leaders. N 8 10 2 2 0 0 22
% 36.4 45.5 9.1 9.1 0.0 0.0 81.8 100
*38. In my organization, leaders generate high levels of motivation and commitment in the workforce. N 4 12 4 2 0 0 22
% 18.2 54.5 18.2 9.1 0.0 0.0 72.7 100
39. My organization’s leaders maintain high standards of honesty and integrity. N 7 7 5 2 0 1 22
% 31.8 31.8 22.7 9.1 0.0 4.5 63.6 100
*40. Managers communicate the goals and priorities of the organization. N 7 8 5 2 0 0 22
% 31.8 36.4 22.7 9.1 0.0 0.0 68.2 100
*41. Managers review and evaluate the organization’s progress toward meeting its goals and objectives. N 3 12 5 1 0 1 22
% 13.6 54.5 22.7 4.5 0.0 4.5 68.2 100
*42. Employees are protected from health and safety hazards on the job. N 9 11 1 0 1 0 22
% 40.9 50.0 4.5 0.0 4.5 0.0 90.9 100
*43. My organization has prepared employees for potential security threats. N 4 14 2 1 1 0 22
% 18.2 63.6 9.1 4.5 4.5 0.0 81.8 100
44. Complaints, disputes or grievances are resolved fairly in my work unit. N 3 5 6 2 2 4 22
% 13.6 22.7 27.3 9.1 9.1 18.2 36.4 100
45. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. N 6 6 7 0 1 2 22
% 27.3 27.3 31.8 0.0 4.5 9.1 54.5 100
46. Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veterans’ preference requirements) are not tolerate N 7 7 3 1 1 3 22
% 31.8 31.8 13.6 4.5 4.5 13.6 63.6 100
47. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. N 5 8 2 3 0 4 22
% 22.7 36.4 9.1 13.6 0.0 18.2 59.1 100
Strongly AgreeAgreeNeither Agree Nor DisagreeDisagreeStrongly DisagreeDo Not Know / No Basis to JudgePercent PositiveTotal
48. Supervisors/team leaders provide employees with constructive suggestions to improve their job performance. N 3 7 8 4 0 0 22
% 13.6 31.8 36.4 18.2 0.0 0.0 45.5 100
*49. Supervisors/team leaders in my work unit support employee development. N 6 6 8 1 1 0 22
% 27.3 27.3 36.4 4.5 4.5 0.0 54.5 100
50. Employees have electronic access to learning and training programs readily available at their desk. N 2 9 3 6 1 1 22
% 9.1 40.9 13.6 27.3 4.5 4.5 50.0 100
*51. My training needs are assessed. N 1 5 6 6 3 1 22
% 4.5 22.7 27.3 27.3 13.6 4.5 27.3 100
52. Managers promote communication among different work units (for example, about projects, goals, needed resources). N 6 5 6 3 0 2 22
% 27.3 22.7 27.3 13.6 0.0 9.1 50.0 100
53. Employees in my work unit share job knowledge with each other. N 7 8 4 1 1 1 22
% 31.8 36.4 18.2 4.5 4.5 4.5 68.2 100
54. Employees use information technology (for example, intranet, shared networks) to perform work. N 13 8 0 1 0 0 22
% 59.1 36.4 0.0 4.5 0.0 0.0 95.5 100
Very SatisfiedSatisfiedNeither Satisfied nor DissatisfiedDissatisfiedStrongly DissatisfiedDo Not Know / No Basis to JudgePercent PositiveTotal
*55. How satisfied are you with your involvement in decisions that affect your work? N 6 9 2 4 1 NA 22
% 27.3 40.9 9.1 18.2 4.5 NA 68.2 100
*56. How satisfied are you with the information you receive from management on what’s going on in your organization? N 4 11 3 4 0 NA 22
% 18.2 50.0 13.6 18.2 0.0 NA 68.2 100
*57. How satisfied are you with the recognition you receive for doing a good job? N 8 8 3 3 0 NA 22
% 36.4 36.4 13.6 13.6 0.0 NA 72.7 100
*58. How satisfied are you with the policies and practices of your senior leaders? N 7 6 7 2 0 NA 22
% 31.8 27.3 31.8 9.1 0.0 NA 59.1 100
*59. How satisfied are you with your opportunity to get a better job in your organization? N 1 5 9 3 4 NA 22
% 4.5 22.7 40.9 13.6 18.2 NA 27.3 100
*60. How satisfied are you with the training you receive for your present job? N 3 7 6 6 0 NA 22
% 13.6 31.8 27.3 27.3 0.0 NA 45.5 100
*61. Considering everything, how satisfied are you with your job? N 9 9 1 2 1 NA 22
% 40.9 40.9 4.5 9.1 4.5 NA 81.8 100
*62. Considering everything, how satisfied are you with your pay? N 10 5 5 1 1 NA 22
% 45.5 22.7 22.7 4.5 4.5 NA 68.2 100
63. Considering everything, how satisfied are you with your organization? N 9 8 4 1 0 NA 22
% 40.9 36.4 18.2 4.5 0.0 NA 77.3 100
Very SatisfiedSatisfiedNeither Satisfied nor DissatisfiedDissatisfiedStrongly DissatisfiedDo Not Know / No Basis to JudgePercent PositiveTotal
64. How satisfied are you with retirement benefits? N 7 10 2 2 1 0 22
% 31.8 45.5 9.1 9.1 4.5 0.0 77.3 100
65. How satisfied are you with health insurance benefits? N 7 13 1 1 0 0 22
% 31.8 59.1 4.5 4.5 0.0 0.0 90.9 100
66. How satisfied are you with life insurance benefits? N 7 8 3 1 0 3 22
% 31.8 36.4 13.6 4.5 0.0 13.6 68.2 100
67. How satisfied are you with long term care insurance benefits? N 5 5 4 1 1 6 22
% 22.7 22.7 18.2 4.5 4.5 27.3 45.5 100
68. How satisfied are you with the flexible spending account (FSA) program? N 5 9 4 1 0 3 22
% 22.7 40.9 18.2 4.5 0.0 13.6 63.6 100
69. How satisfied are you with paid vacation time? N 11 8 2 1 0 NA 22
% 50.0 36.4 9.1 4.5 0.0 NA 86.4 100
70. How satisfied are you with paid leave for illness (for example, personal), including family care situations (for example, childbirth/adoption or eldercare)? N 11 8 2 1 0 NA 22
% 50.0 36.4 9.1 4.5 0.0 NA 86.4 100
71. How satisfied are you with child care subsidies? N 1 2 5 1 0 13 22
% 4.5 9.1 22.7 4.5 0.0 59.1 13.6 100
72. How satisfied are you with work/life programs (for example, health and wellness, employee assistance, eldercare, and support groups)? N 2 2 7 1 1 9 22
% 9.1 9.1 31.8 4.5 4.5 40.9 18.2 100
73. How satisfied are you with telework/telecommuting? N 10 7 0 1 0 4 22
% 45.5 31.8 0.0 4.5 0.0 18.2 77.3 100
74. How satisfied are you with alternative work schedules? N 13 6 1 0 0 2 22
% 59.1 27.3 4.5 0.0 0.0 9.1 86.4 100