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Human Capital Employee Human Capital Employee SurveySurvey
National Leadership Team MeetingNational Leadership Team MeetingJanuary 19, 2006January 19, 2006
Frank Clearfield and the Human Frank Clearfield and the Human Capital Strategic Planning TeamCapital Strategic Planning Team
Presentation OutlinePresentation Outline
I.I. Design and methodologyDesign and methodology
II.II. Background characteristicsBackground characteristics
III.III. FindingsFindings
IV.IV. What this survey tells usWhat this survey tells us
I. Design & I. Design & MethodologyMethodology
Survey DesignSurvey Design
Web survey, December 5 – 20, 2005Web survey, December 5 – 20, 2005 Forced answers and open ended questionsForced answers and open ended questions Publicized survey through several all-Publicized survey through several all-
employee e-mails sent through the Chief’s employee e-mails sent through the Chief’s mailbox and my.NRCS mailbox and my.NRCS
7,754 respondents equals 65% of workforce7,754 respondents equals 65% of workforce
References and ComparisonReferences and Comparison
1999 NRCS All Employees Survey, (N=749)1999 NRCS All Employees Survey, (N=749) 2004, Federal Human Capital Survey (N = ~ 2004, Federal Human Capital Survey (N = ~
148,000 Federal employees)148,000 Federal employees) NRCS, Strategic Human Capital Plan 2004-2008NRCS, Strategic Human Capital Plan 2004-2008 ICAMS and National Financial Center, 2004ICAMS and National Financial Center, 2004 Current NFC dataCurrent NFC data
Likert ScaleLikert Scale
Strongly AgreeStrongly Agree
11
AgreeAgree
22
NeutralNeutral
33
DisagreeDisagree
44
StronglyStrongly
DisagreeDisagree
55
A Likert scale is based on ordinal numbers; one number is relatively higher/lower than the next
The lower the mean/average, the more positive the total response
How good a job is the agency doing developing the How good a job is the agency doing developing the leadership skills of our mangers and leaders?leadership skills of our mangers and leaders?
0
5
10
15
20
25
30
35
40
45
50
Per
cen
t
Excellent Good Average Poor Very Poor
Mean = 3.2
20% positives
II. Background II. Background CharacteristicsCharacteristics
Work Location*Work Location*
20 1910
15
5256
1810
0
10
20
30
40
50
60
Per
cent
state office area office field office others
NRCS Survey
*NRCS employee data is from ICAMS and NFC (May, 2004)
Ethnicity/Race*Ethnicity/Race*
0
20
40
60
80
100
Perc
ent
A/PI AI/AN Black Hisp White Other
NRCS Survey
*NRCS employee data is from NFC, 2003
GradeGrade
40
26.5
50
63.8
8 9.50.2 0.20
10
20
30
40
50
6070
Perc
ent
GS 1-8 GS 9-12 GS 13-15 SES
NRCS Survey
*NRCS employee data as of 9/30/05
Years with Federal GovernmentYears with Federal Government
15
24 2219
3530 28 27
05
101520253035
Perc
ent
5 yrs or less 6 to 15 16 to 25 26 or more
NRCS Survey
*NRCS employee data is from ICAMS and NFC (May, 2004)
AgeAge
05
10152025303540
Perc
ent
24 or less 25-34 35-44 45-54 55-64 65 &older
GenderGender
0
10
20
30
40
50
60
70
Male Female
NFC, 2006Survey
Supervisory StatusSupervisory Status
0
10
20
30
40
50
60
70
zero 1 to 2 3 to 4 5 to 6 7 to 10 11 ormore
Other characteristicsOther characteristics
MarriedMarried 75%75% Spouse employedSpouse employed
Full timeFull time 53%53% Part timePart time 12%12%
Number of ChildrenNumber of Children ZeroZero 26%26% Average number of childrenAverage number of children 2.42.4
Elder Care (parent/relative)Elder Care (parent/relative) 18%18% DisabilityDisability 5% 5%
Accommodation for DisabilityAccommodation for Disability
0
5
10
15
20
25
30
35
40
Excellent Good Average Poor Very Poor
N = 365
III. FindingsIII. Findings
Satisfaction & Satisfaction & GoalsGoals
How satisfied are you with your job? How satisfied are you with your job?
0
10
20
30
40
50
60
High Sat Satisfied Neutral Dissat. H Dissat
1999
2004
Survey
Satisfaction with job Satisfaction with job (positive responses)(positive responses)
Organization/SectorOrganization/Sector PercentagePercentage NRCS, 1999NRCS, 1999 66.566.5 Federal government, 2004 Federal government, 2004 67.667.6 Private sector, 2003Private sector, 2003 73.873.8 SurveySurvey 79.3 79.3
SatisfactionSatisfaction
StatementStatement MeanMean Feeling of personal accomplishmentFeeling of personal accomplishment 2.12.1 Satisfaction with paySatisfaction with pay 2.52.5 Recognition & rewards based Recognition & rewards based 3.03.0
on meriton merit Like the kind of work I do Like the kind of work I do 1.81.8
I like the kind of work I doI like the kind of work I do
0
10
20
30
40
50
60
stronglyagree
agree neutral disagree stronglydisagree
88% positive responses
Career Goals – desired number of Career Goals – desired number of advancement levelsadvancement levels ContentedContented 20%20% Ambitious (1-3 levels)Ambitious (1-3 levels) 60%60% Super-ambitious (4 or moreSuper-ambitious (4 or more
Levels)Levels) 20%20%
Activities to reach your career goal Activities to reach your career goal (two choices)(two choices) On the job trainingOn the job training 28%28% Formal trainingFormal training 26%26% Leadership development programLeadership development program 18%18% NRCS “detail” outside your stateNRCS “detail” outside your state 17%17% Earning graduate degreeEarning graduate degree 10%10% NRCS “detail” within your stateNRCS “detail” within your state 9% 9% Other Other 12%12%
Job SkillsJob Skills
““Individual” and “agency” job skillsIndividual” and “agency” job skills
Individual Individual MeanMean Comfortable with skills I have*Comfortable with skills I have* 2.42.4 Given opportunity to improve skillsGiven opportunity to improve skills 2.72.7
AgencyAgency Job skills to fulfill mission*Job skills to fulfill mission*
2.72.7 Agency need new specialties Agency need new specialties 2.72.7 Work force has knowledge & skillsWork force has knowledge & skills 2.62.6
Work force has job-relevant knowledge & skills Work force has job-relevant knowledge & skills
necessary to accomplish organizational goalsnecessary to accomplish organizational goals
0
10
20
30
40
50
60
SA Agree Neutral Disagree SD
2004
Survey
Positives:
2004 – 73.7%
Survey – 53.5%
Agency (open ended responses)Agency (open ended responses)
Technical skillsTechnical skills – (~66%) have appropriate skills – (~66%) have appropriate skills but not enough people; traditional technical skills, but not enough people; traditional technical skills, especially engineers; GIS/GPS; others named especially engineers; GIS/GPS; others named distinct specialtiesdistinct specialties
Business skillsBusiness skills – (~33%) leadership & – (~33%) leadership & management; communication skills; contracting & management; communication skills; contracting & administration; marketing, sales, public relations; administration; marketing, sales, public relations; administrative support – data entryadministrative support – data entry Basic skillsBasic skills – lack ag & field experience – lack ag & field experience
Individual Skills (open ended responses)Individual Skills (open ended responses)
Array of computer skills & training from Array of computer skills & training from word processing to Toolkit to Protracts to word processing to Toolkit to Protracts to GISGIS
Management, leadership, supervision, Management, leadership, supervision, dealing with stress, organizational skillsdealing with stress, organizational skills
Communication, conflict management & Communication, conflict management & dealing with difficult peopledealing with difficult people
Specialties that need strengtheningSpecialties that need strengthening
19991999 Pest/nutr mgmt specPest/nutr mgmt spec Env. specialistsEnv. specialists GISGIS Computer scienceComputer science EngineeringEngineering AgronomyAgronomy EcologyEcology Facilitation/comFacilitation/com Soils Soils
SurveySurvey GISGIS EngineeringEngineering Env. specialistsEnv. specialists AgronomyAgronomy Pest/nutr mgmt specPest/nutr mgmt spec Computer scienceComputer science Sustainable developmentSustainable development SoilsSoils Public affairs, marketing, Public affairs, marketing,
communication/faccommunication/fac
How good a job is the agency doing developing the How good a job is the agency doing developing the leadership skills of our mangers and leaders?leadership skills of our mangers and leaders?
0
5
10
15
20
25
30
35
40
45
50
Per
cen
t
Excellent Good Average Poor Very Poor
PerformancePerformance
Performance (agency)Performance (agency)
MeanMean Agency has clear visionAgency has clear vision 2.72.7 Agency’s red tape hinders meAgency’s red tape hinders me
achieving goals achieving goals 3.63.6 Informed about agency Informed about agency
performanceperformance 2.82.8
Performance (individual)Performance (individual)
MeanMean
I receive daily feedbackI receive daily feedback 2.62.6 Supervisor helps overcome con-Supervisor helps overcome con-
straints that hinder mestraints that hinder me 2.62.6 Appraisal is fair reflection of per- Appraisal is fair reflection of per-
formanceformance 2.52.5
Appraisal is a fair reflection of my performanceAppraisal is a fair reflection of my performance
0
10
20
30
40
50
60
SA Agree Neutral Disagree SD
2004
Survey
Positives
2004 – 67%
Survey – 61%
PartnersPartners
Partners perform percentage of jobPartners perform percentage of job
AverageAverage Conservation DistrictsConservation Districts 4.34.3 Other Federal employeesOther Federal employees 4.74.7 State agency employeesState agency employees 4.84.8 Temporary employeesTemporary employees 5.35.3 TSPTSP 5.35.3 Earth Team VolunteersEarth Team Volunteers 5.45.4 University personnelUniversity personnel 5.45.4
1 – 7 scale
What partner groups should be more What partner groups should be more involved in your work?involved in your work?
PercentPercent
Conservation DistrictsConservation Districts 4444 Other Federal employeesOther Federal employees 2323 State agency employeesState agency employees 1919 University personnelUniversity personnel 1515 TSPTSP 1414 Temporary employeesTemporary employees 1111 Earth Team volunteersEarth Team volunteers 1010
TrainingTraining
Training Training
MeanMean
Value of training through computerValue of training through computer 3.13.1 Satisfied with training received forSatisfied with training received for
your present jobyour present job 2.82.8
Agency devoted enough resourcesAgency devoted enough resources 3.23.2
Over last 3 years, the agency has devoted Over last 3 years, the agency has devoted enough resources to effectively train employeesenough resources to effectively train employees
0
5
10
15
20
25
30
35
Stronglyagree
Neutral Stronglydisagree
1999 Survey
Positives:
1999 – 26%
Survey – 31%
Do you have a current Individual Do you have a current Individual Development Plan?Development Plan?
12%
25%
63%
YesNoDon't Know
Percent of IDP completedPercent of IDP completed
0
5
10
15
20
25
30
35
40
Per
cen
t
100 80-99 60-79 40-59 20-39 <20
Hiring, Hiring, Retention, & Retention, &
DiversityDiversity
Biggest problem hiring new peopleBiggest problem hiring new people
PercentPercent Agency lacks good hiring strategiesAgency lacks good hiring strategies 1919 Agency lacks competitive pay scalesAgency lacks competitive pay scales 1414 Agency is unknown by young peopleAgency is unknown by young people 1212 MobilityMobility 1010 Agency doesn’t have enough internsAgency doesn’t have enough interns
and studentsand students 99 Red tapeRed tape 6 6 OtherOther 11 11
Retention (open ended)Retention (open ended)
Competitive salary & paying people Competitive salary & paying people according to work performedaccording to work performed
Promotion based on meritPromotion based on merit Recognition & awards based on meritRecognition & awards based on merit Conservation focus, not program focusConservation focus, not program focus Better supervisors, managers, leadersBetter supervisors, managers, leaders
DiversityDiversity
MeanMean
Important to have diverse workforceImportant to have diverse workforce 2.32.3 Good job recruiting diverse workforceGood job recruiting diverse workforce 2.62.6 Good job retaining diverse workforceGood job retaining diverse workforce 2.72.7 Advancement same regardless ofAdvancement same regardless of
race, religion, culture, sex or ethnicityrace, religion, culture, sex or ethnicity 3.23.2
MobilityMobility
MobilityMobility
MeanMean Promotion without moving Promotion without moving
2.62.6 Promotion-in-placePromotion-in-place 2.82.8 Moving package include assist-Moving package include assist-
ance with spousal job placementance with spousal job placement2.42.4
How mobile are you?How mobile are you?
0
5
10
15
20
25
30
Extmobile
mobile Somemobl
Not verymobl
Notconsider
How many times have you moved? How many times have you moved?
0
5
10
15
20
25
30
35
zero 1-2 times 3-4 times 5-6 times 7 or more
RetirementRetirement
How long before you plan on retiring? How long before you plan on retiring?
0
10
20
30
40
50
60
<1 year 1-2 yrs 3-5 yrs 6-8 yrs 9-11 yrs 12 orgreater
5 yrs or less = 24%
Type of Retirement System Type of Retirement System
34%
63%
3%
CSRS FERS CSRS/FERS
Rating* of retirement componentsRating* of retirement components
MeanMean Thrift savings plan accountThrift savings plan account 2.6 2.6 AnnuityAnnuity 3.23.2 Health insuranceHealth insurance 3.23.2 Life insuranceLife insurance 3.83.8 Spousal retirement benefitsSpousal retirement benefits 3.83.8 Long term care insuranceLong term care insurance 4.24.2 Social securitySocial security 4.74.7 Dental insuranceDental insurance 6.06.0
*7 point scale
Would you accept a retention bonus Would you accept a retention bonus to work an additional year? to work an additional year?
0
5
10
15
20
25
30
35
40
45
highlylikely
likely mediumlikely
unlikely highlyunlikely
Mean = 2.0
Would you:Would you:
YesYes MaybeMaybe No No More More Info.Info.
Consider job Consider job sharingsharing
4444 2525 1717 1515
Consider being a Consider being a paid annuitantpaid annuitant
3939 3232 1515 1414
Consider being Consider being an earth team an earth team volunteervolunteer
1515 3939 4242 44
IV. What this IV. What this survey tells survey tells
usus
The survey says….The survey says….
Employees are satisfied with their job, Employees are satisfied with their job, pay, & like the kind of work they dopay, & like the kind of work they do
Employees are unhappy with the Employees are unhappy with the recognition & reward systemrecognition & reward system
4/5’s of the employees are ambitious 4/5’s of the employees are ambitious and most of these employees are and most of these employees are mobilemobile
The survey says….The survey says….
Employees would like to see some areas of Employees would like to see some areas of leadership improvedleadership improved Agency needs improved leadership development Agency needs improved leadership development
programsprograms Agency needs training for existing leadersAgency needs training for existing leaders
Training continues to be a problemTraining continues to be a problem Resources not devoted to trainingResources not devoted to training Employees favor OJT, formal training, detailsEmployees favor OJT, formal training, details Employees do not favor computer trainingEmployees do not favor computer training Over 1/3 do not have an IDPOver 1/3 do not have an IDP
The survey says….The survey says….
Work force supports diversity, but sees Work force supports diversity, but sees problems with recruiting, retention, and problems with recruiting, retention, and advancementadvancement
Ways to retain employees: meritocracy; Ways to retain employees: meritocracy; offer good training; improve agency offer good training; improve agency supervisors, leaders & managers; supervisors, leaders & managers; supply field with more equipment, staff, supply field with more equipment, staff, & tools; less time with computer & more & tools; less time with computer & more field time (hire data entry people)field time (hire data entry people)
The survey says….The survey says….
Employees more comfortable with their Employees more comfortable with their own skills, than they are with agency’s own skills, than they are with agency’s knowledge and skills knowledge and skills
Employees see new hires divided into Employees see new hires divided into traditional technical specialties and traditional technical specialties and business skills business skills (communication/common sense, (communication/common sense, contracting/admin, marketing, sales, contracting/admin, marketing, sales, PR, & admin support, data entry)PR, & admin support, data entry)
The survey says….The survey says….
Particular specialties topping list: GIS, Particular specialties topping list: GIS, engineering, environmental specialists, engineering, environmental specialists, agronomy, pesticide/nutrient agronomy, pesticide/nutrient management specialistsmanagement specialists
Employees favor their own & supervisor’s Employees favor their own & supervisor’s performance over the agency’s performance over the agency’s performanceperformance• Rate agency performance relatively low Rate agency performance relatively low
regarding red tape, vision & feedbackregarding red tape, vision & feedback
The survey says….The survey says….
Districts, Federal and state agencies are Districts, Federal and state agencies are used as partners and they should be even used as partners and they should be even more involved than they are currentlymore involved than they are currently
TSP’s and temporary employees are not TSP’s and temporary employees are not envisioned as being heavily involvedenvisioned as being heavily involved
Mobility doesn’t seem a large problem, but Mobility doesn’t seem a large problem, but there is support for assistance in the areas there is support for assistance in the areas of spousal job placementof spousal job placement
The survey says….The survey says….
If 25 percent of employees retire in the If 25 percent of employees retire in the next five years, this is an obvious next five years, this is an obvious problemproblem
Because of satisfaction with job & the Because of satisfaction with job & the type of work, there is flexibility in type of work, there is flexibility in maintaining the workforcemaintaining the workforce
• Retention bonusesRetention bonuses• Job sharingJob sharing• Paid annuitantPaid annuitant• Earth Team Earth Team
RecommendationsRecommendations
Provide field employees help on data entry Provide field employees help on data entry tasks so they can have more field time for tasks so they can have more field time for conservation planning. Temporary conservation planning. Temporary employees, volunteers, and TSP’s could employees, volunteers, and TSP’s could be enlisted to assist in these tasks. be enlisted to assist in these tasks.
Recruiting for diversity should mirror our Recruiting for diversity should mirror our changing customer base and the changing customer base and the demographic composition of America. demographic composition of America.
RecommendationsRecommendations
While considering race, gender, disability While considering race, gender, disability and ethnicity, the agency should and ethnicity, the agency should concentrate on an array of needed concentrate on an array of needed specialties including GIS, engineers, specialties including GIS, engineers, environmental specialists, agronomists, environmental specialists, agronomists, and pesticide/nutrient management and pesticide/nutrient management specialists.specialists.
RecommendationsRecommendations
Agency leadership/supervisors should Agency leadership/supervisors should base performance ratings solely on base performance ratings solely on achievement and merit. achievement and merit.
Agency should improve Agency should improve leadership/management development and leadership/management development and training programs.training programs.
Provide more feedback to employees Provide more feedback to employees concerning the agency’s performance.concerning the agency’s performance.
RecommendationsRecommendations
Agency should steadily devote resources Agency should steadily devote resources toward training. Computer training should toward training. Computer training should be used selectively. Employees prefer be used selectively. Employees prefer localized training such as OJT & formal localized training such as OJT & formal training, as well as details.training, as well as details.
RecommendationsRecommendations
All employees should have an IDP that is All employees should have an IDP that is reassessed annually and progressively reassessed annually and progressively implemented.implemented.
Training topics should not only focus on Training topics should not only focus on technical topics, but also the area of technical topics, but also the area of business skills.business skills.
REDUCE bureaucratic red tape as it REDUCE bureaucratic red tape as it unnecessarily complicates agency unnecessarily complicates agency processes and work flow.processes and work flow.
RecommendationsRecommendations
Develop a job placement assistance program for Develop a job placement assistance program for spouses of relocated employees.spouses of relocated employees.
Develop a wide selection of dental insurance Develop a wide selection of dental insurance programs for current and retired employees. programs for current and retired employees.
To maintain the services of prospective retirees, To maintain the services of prospective retirees, implement flexible programs including retention implement flexible programs including retention bonuses, job sharing, paid annuitant (ACES), bonuses, job sharing, paid annuitant (ACES), and Earth Team. and Earth Team.
Handout for the state conservationists Handout for the state conservationists
Retirement plansRetirement plans Activities to reach career goalsActivities to reach career goals Partners performing % of jobPartners performing % of job Partners should be performing % of jobPartners should be performing % of job Current IDPCurrent IDP % of IDP Implemented% of IDP Implemented
Next StepsNext Steps
Place the results on the web; publicize and Place the results on the web; publicize and link through my.NRCSlink through my.NRCS
Results include:Results include: Executive Summary, percentile responses for Executive Summary, percentile responses for
each question, PowerPoint, and open ended each question, PowerPoint, and open ended responsesresponses
Responses by ethnic/racial group and genderResponses by ethnic/racial group and gender Responses, as appropriate, by other Responses, as appropriate, by other
background characteristics, (field/non-field, background characteristics, (field/non-field, supervisor, grade, marital status, etc.)supervisor, grade, marital status, etc.)
Thanks to the Human Capital Thanks to the Human Capital Strategic Planning Team, Kevin Strategic Planning Team, Kevin Brown, and Kevin Boyle Brown, and Kevin Boyle
Contact Information:Contact Information: frank.clearfield@gnb.usda.govfrank.clearfield@gnb.usda.gov 336-370-3336336-370-3336
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