Chief Human Capital Officer
Every year, the U.S. Office of Personnel Management polls federal workers and asks how they feel about their jobs, their leaders and their work culture, among other things. And now the results of the 2014 Federal Employee Viewpoint Survey are in. How did the NRC do?
We’re happy to say the NRC remains as a top performer. NRC employees gave high marks to the agency in such categories as:
- Quality of Hire Q21 – My work unit is able to recruit people with the right skills. (22.5 percent above the government average)
- Resource Sufficiency Q9 – I have sufficient resources (for example, people, materials, budget) to get my job done. (21.9 percent above the government average)
- High-Quality Recognition Q31 – Employees are recognized for providing high quality products and services. (19.3 percent above the government average)
The NRC also remains above the government-wide average in all categories — with the largest increases over last year in favorable responses centering on training and our ability to recruit the right people with the right skills.
We saw an increase this past year in pay and job satisfaction along with significant progress in the area of talent management, which generally means everything done to recruit, retain, develop, and reward employees. Leadership and Knowledge Management dropped a single percentage point. The rest of our scores either stayed the same or improved.
This is the second survey in which OPM scored agencies in diversity and inclusion, which includes questions that measure characteristics of an agency that improve diversity and inclusion, such as being fair, open, cooperative, supportive and empowering. The so-called “IQ Index” for the NRC increased slightly from last year and remains well above the government benchmark.
The Employee ViewPoint Survey is anonymous, web-based, and offered to all permanent NRC employees. This year, 68 percent of NRC employees completed the survey (about 2,467 respondents out of 3,624).
Obtaining employee input and taking action based on this input is a key a component of our agency’s continuous improvement efforts and a major reason why we have a highly engaged workforce. As we have done in the past, the agency will analyze the survey results and identify focus areas. We believe that as a result of our collective efforts the NRC remains a great place to work.
We’ve posted our results on the agency website.