A great workplace begins with the Federal Employee Viewpoint Survey
On May 7, the U.S. Office of Personnel Management launched the annual Federal Employee Viewpoint Survey (FEVS) for eligible government employees to confidentially share their perceptions of their work experiences, their agencies and their leaders. Federal agencies will use the results to help identify where improvements are needed and what aspects are successful in their workplace environment.
All full, part-time and non-seasonal employees, including Title 42 and Commissioned Corps who were onboard by October 28, 2017, are eligible for the survey. It takes about 20 minutes to complete and employees will have until June 18 to submit their responses. During this time, staff will be encouraged to complete their surveys through an extensive campaign including outreach by Clinical Center senior leadership. Staff, for more information on the FEVS and a list of key definitions used in the survey, visit the Office of Workforce Management and Development's Federal Employee Viewpoint Survey webpage (staff only).
In 2017, a record number of Clinical Center employees (56%) completed and submitted their FEVS surveys, providing valuable insights. The final 2017 FEVS report (871 KB) (staff only) for the Clinical Center identified the following as the most positive and negative aspects of the workplace environment:
Top Positive Rated Aspects:
- When needed I am willing to put in the extra effort to get a job done.
- The work I do is important.
- I am constantly looking for ways to do my job better.
Top Negative Rated Aspects:
- Pay raises depend on how well employees perform their jobs.
- In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.
- How satisfied are you with your opportunity to get a better job in your organization?
After a careful examination of the issues identified in final report, Dr. James Gilman, CEO of the NIH Clinical Center, and senior management addressed critical areas with immediate steps which included:
- Providing department heads with an analysis of the responses from their department and the areas identified as challenges, opportunities or strengths.
- Requesting that each department develop and present an action and communications plan to address their challenge areas.
- Mandating new and expanded training programs for managers to improve their leadership qualities, administration of federal pay, recruitment, promotions and employee performance outcomes.
- Adding the category of innovation to the CEO Awards to encourage and celebrate new ideas, solutions and products.
"We take feedback from our employees very seriously and developed an action plan that we could start immediately," said Gilman. "There are additional initiatives underway but those are more systemic and will take more time to complete."