GovernmentExecutive.com

Federal employees have confidence in their supervisors and generally are happy with their performance appraisals, according to a survey released Thursday by the Office of Personnel Management.

The 2004 Federal Human Capital Survey questioned more than 147,000 federal employees and found that federal workers believe they are involved in important work and are mostly pleased with the performance evaluation process.

In the 88-question survey, employees were given statements about the federal workforce and asked if they "strongly agree," "agree," "neither agree nor disagree," "disagree," "strongly disagree" or "do not know".

The Bush administration is overhauling the personnel systems at the Defense and Homeland Security departments in an effort to increase the emphasis on performance pay and accountability. Federal workers, however, praised current performance management efforts. In the survey, about 70 percent of employees agreed or strongly agreed that "my performance appraisal is a fair reflection of my performance." Only 14 percent of employees disagreed or strongly disagreed with that statement.

Almost 50 percent of respondents agreed or strongly agreed that "awards in my work unit depend on how well employees perform their jobs." About 26 percent of employees said they either disagreed or strongly disagreed with that statement.

Similarly, 40 percent of respondents agreed or strongly agreed that "in my work unit, personnel decisions are based on merit," while less than 27 percent disagreed or strongly disagree.

More than 80 percent of employees agreed or strongly agreed with the statement, "I am held accountable for achieving results." About 5 percent disagreed or strongly disagreed.

In a different series of questions in the survey, nearly 70 percent of employees said their immediate supervisor does a "good" or "very good" job. Only 12 percent said their supervisor does a "poor" or "very poor" job.

Employees showed concern, however, about measures that are in place to deal with poor performers. About 36 percent of employees disagreed or strongly disagreed that "in my work unit, steps are taken to deal with a poor performer who cannot or will not improve." About 32 percent of respondents agreed or strongly agreed with that statement.

Results also were more balanced on overall agency leadership. While almost 40 percent of respondents agreed or strongly agreed that their agency leaders "generate high levels of motivation and commitment," more than 32 percent disagreed or strongly disagreed.

COMMENTS

• Who are we kidding. I saw what happened in 1973-74 when civilians thought they could run the discipline offices of a naval station on the East Coast. 90% of them could not properly prepare necessary paperwork to bring individuals to courts-martial, and knew even less what to do after the courts-martial. They were incompetent to such a degree that they had to be removed from their jobs and replaced with military personnel. Civilians will never have the ability to replace military personnel in the dealiings of military life; they lack the knowledge, dedication, concern, and most of them have a lousy, negative, complaining attitude when it comes to doing their jobs the way it should be done. The whole government today reflects it and it shows throughout retention efforts, morale and welfare of our military personnel. Civilians need to stay out of the military's business. Charlie Posted May 26, 2005 8:28 PM
• They sure didn't pass this survey around DHS ICE offices. The results would have been contrary to this "white wash" of an OPM review. Most of our upper managers are Legacy Customs. I thought the good ole boy system was bad in the INS upper management ranks, Legacy customs upper management in ICE takes the cake on this one. I suppose the way is now paved for Pay for Performance since we are all happy with our managers. What a joke ! GovExec.com reader Posted May 26, 2005 8:44 AM
• You people are nuts, I've worked for the FAA for 30 years now and after 20 years as a software specialist I was promoted to a supervisor position. I have the utmost respect to those in my division who I have worked with for nearly 20-30 some years now and I truly feel they think the same, in fact I know it through their awards to me via an internal award system. I don't mistreat people, don't play favorites, don't take credit for their efforts rather reward their efforts ever opportunity I have, but I keep them accountable for their job.....so please, get off the boss bashing, there are really are good management types within the Gov. GovExec.com reader Posted May 23, 2005 8:55 PM