i' click on the close button below · 2018. 6. 3. · federal employees are not merely part...

r

Definitions (provided in "Help" section of survey)

Executives Members of the Senior Executive Service or equivalent. Senior Leaders The heads of departments/agencies and their immediate leadership

team. Typically these individuals would be members of the Senior Executive Service or eguivalent.

I Leaders This is your agency's management team. This includes anyone with supervisory or managerial responsibilities.

i Managers !

Those in management positions who typically supervise one or more supervisors.

• Supervisors First-line supervisors who do not supervise other supervisors; typically those who are responsible for employees' performance appraisals and approval of their leave.

Team Leaders Not official supervisors; those who provide employees with day-today guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.

Non-supervisor Anyone who does not have supervisory/team leader responsibilities.

I Telework A work arrangement in which an employee performs officially assigned duties at home or other worksites geographically convenient to the residence of the employee.

Work Unit This is your immediate work unit headed by your immediate supervisor.

I

Organization This is your agency, office, or division. Please respond to these questions based on the level in your organization that is appropriate for the content of the question. Depending on how your organization is structured, this could either be one or more levels above your own.

Frequently Asked Questions (provided in "Help" section of survey)

This is an attempt to answer some of the more frequently asked questions. 1. What is the purpose of the Employee Viewpoint Survey? 2. Why should I answer this survey? 3. How was I selected for the survey? 4. How long will it take to complete the survey? 5. Who do I contact in have any problems relating to the survey, including any technical problems in completing it? 6. Do I have to complete the electronic survey in a single session? 7. Do I need to respond to every question? 8. I recently moved to a new position. How do I fill out the survey? 9. Can I complete the survey during work hours? 10. Who will see my responses? 11. How will the survey results be used?

To return to the survey, click on the "Close" button below: I' Close .

2010 Employee Viewpoint Survey

Q. What is the purpose of the Employee Viewpoint Survey? A. The purpose ofthis survey is to measure employees' perceptions about areas critical to agencies in the Federal Government. Topics important to most Federal employees are included, such as the agency leadership, the work life environment, your particular work unit and your supervisor. The information gathered from this survey will provide opportunities for improvement through positive agency actions throughout the next year.

Return to top

Q. Why should I answer this survey? A. This is your opportunity to influence change. Your leaders need to know what you think your agency is doing well and where it can improve. This year your responses are more important than ever each agency has been tasked with developing action plans based on the results ofthe Employee Viewpoint survey. These action plans will drive the agency's initiatives for the future.

Return to top

Q. How was I selected for the survey?

A. OPM randomly selected you from a list ofall full-time permanent employees at your agency as ofJune 30, 2009. In some cases, agencies have decided to survey their entire population, so every employee will have the opportunity to give input.

Return to top

Q. How long will it take to complete the survey? A. Approximately 25 minutes.

Return to top

Q. Who do I contact if I have any problems relating to the survey, including any technical problems in completing it?

A. Please send an e-mail to [email protected] the Employee Viewpoint Help Desk at: 1-888OPM-38711-888-0PM-3871.

Return to top

Q. Do I have to complete the electronic survey in a single session? A. We strongly urge you to complete the survey in one session. However, ifyou cannot complete it in a single, uninterrupted session, the user ID andpassword given to you will allow you to save your responses and return to complete the survey at a later time.

Return to top

Q. Do I need to respond to every question? A. We would like you to respond to each question. Providing this information is critical as we work with agencies to improve the way our workforce is managed.

Return to top

Q. I recently moved to a new position. How do I fill out the survey? A. We would like to provide your input about your current position. Please answer to the best of your ability. Ifyou have been in your current position less than two or three months, please respond about your previous position.

Return to top

of26


Q. Can I complete the survey during work hours?

A. Yes. Return to top

Q. Who will see my responses? A. The Privacy Act protects your identity, and no data will be disclosed that could be used to identify specific individuals. Only OPM staffand contractors who are involved in collecting or preparing the information for analysis will have access to completed surveys. Your agency will not receive data that could be used to identify a specific individual or a person's specific response to a survey question.

Return to top

Q. How will the survey results be used? A. The results from this survey will help your agency's leadership and others in the Executive Branch to improve the way they manage people to accomplish the mission.

Return to top To return to the survey, click on the "Close" button below:

of26


Dear Federal Employee,

The challenge President Obama set for our Government was to fundamentally change the way we do business - this is to be more efficient, more transparent, and more creative. You, your colleagues, and every Federal employee are the most important assets in facing our challenge. Federal employees are not merely part of the equation, like capital or technology. They ARE the equation. If the Federal Government is to become the model employer for our Nation, we need to identify and build on our strengths and understand and address our weaknesses.

One of the tools for change is our Federal Employee Viewpoint Survey (formerly the Federal Human Capital Survey). The new Employee Viewpoint survey has been redesigned to include items that provide opportunities for improvement through positive agency actions. Employee Viewpoint results will be part ofeach agency's action plan for positive change, and going forward be used as one of the measures of success.

Over the next few months approximately 500,000 Federal employees will have the opportunity to make their voices heard on topics from leadership to job satisfaction to work/life balance. The survey will take about 25 minutes to answer the questions and official time may be used for this purpose. Participation is voluntary and your responses are absolutely confidential.

I ask you to take the time to provide us your views so that together we can build the Federal Government of the 21st century.

Sincerely,

John Berry Director U.S. Office of Personnel Management

of26


Taking the Survey

· The survey should take approximately 2~ minutes.

· The response scales change throughout the survey. Please take note of the scale when responding to each question.

· Please read each question carefully and answer as honestly as possible.

· It is important to answer every question so that the data are complete and represent all Federal employees.

· We strongly urge you to complete the survey in one session. However, if you cannot complete it in a single, uninterrupted session, the link provided to you will allow you to return to complete the survey at a later time.

· When navigating through the survey, please use the buttons and links on the survey pages and not your browser Back and Forward buttons.

Accessing the Survey

Each person selected to participate is randomly assigned a user ID. This ensures that no one else can access your survey, and allows you to save your responses and come back to the survey to review or change your answers at a later time.

Help

If you need help, please contact us at:

[email protected] ov

Privacy Act Statement Definitions

of26

mailto:[email protected]


My Work Experience

1. I am given a real opportunity to improve my skills in my organization. [ ] Strongly Agree [] Agree [] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree

2. I have enough infonnation to do my job well. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

3. I feel encouraged to come up with new and better ways ofdoing things. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree

4. My work gives me a feeling ofpersonal accomplishment. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

5. I like the kind ofwork I do. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree

6. I know what is expected of me on the job. [ ] Strongly Agree [] Agree [] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree

0f26


7. When needed I am willing to put in the extra effort to get ajob done. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

8. I am constantly looking for ways to do my job better. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

9. I have sufficient resources (for example, people, materials, budget) to get my job done. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

10. My workload is reasonable. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

11. My talents are used well in the workplace. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

12. I know how my work relates to the agency's goals and priorities. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

0f26


13. The work I do is important. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

14. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.

[ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

15. My performance appraisal is a fair reflection ofmy performance. [ J Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

16. I am held accountable for achieving results. [ ] Strongly Agree [] Agree [] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

17. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

0f26


18. My training needs are assessed. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

19. 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).

[ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] No Basis to Judge

of26


My Work Unit

20. The people I work with cooperate to get the job done. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

21. My work unit is able to recruit people with the right skills. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

22. Promotions in my work unit are based on merit. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.

[ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

24. In my work unit, differences in performance are recognized in a meaningful way. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

of26


25. Awards in my work unit depend on how well employees perform their jobs. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

26. Employees in my work unit share job knowledge with each other. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [] Do Not Know

27. The ski11level in my work unit has improved in the past year? [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [] Do Not Know

28. How would you rate the overall quality ofwork done by your work unit? [] Very Good [] Good [ ] Fair [ ] Poor [ ] Very Poor

of26

h


29. The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.


30. Employees have a feeling of personal empowerment with respect to work processes. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

31. Employees are recognized for providing high quality products and services. [ ] S trongl y Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

32. Creativity and innovation are rewarded. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

33. Pay raises depend on how well employees perform their jobs. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

of26


34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).


35. Employees are protected from health and safety hazards on the job. [ ] Strongly Agree [] Agree [] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

36. My organization has prepared employees for potential security threats. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.

[ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

38. 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 tolerated.


of26


39. My agency is successful at accomplishing its mission. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

40. I recommend my organization as a good place to work. [ ] S trongl y Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

41. I believe the results of this survey will be used to make my agency a better place to work. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

of26


My Supervisor/Team Leader

42. My supervisor supports my need to balance work and other life issues. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

43. My supervisor/team leader provides me with opportunities to demonstrate my leadership skills.


44. Discussions with my supervisor/team leader about my performance are worthwhile. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

45. My supervisor/team leader is committed to a workforce representative of all segments of society.


46. My supervisor/team leader provides me with constructive suggestions to improve my job performance.


of26


47. Supervisors/team leaders in my work unit support employee development. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

48. My supervisor/team leader listens to what I have to say. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

49. My supervisor/team leader treats me with respect. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

50. In the last six months, my supervisor/team leader has talked with me about my performance.

[ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

51. I have trust and confidence in my supervisor. [ ] Strongly Agree [ ] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree

52. Overall, how good ajob do you feel is being done by your immediate supervisor/team leader?

[] Very Good [] Good [ ] Fair [ ] Poor [ ] Very Poor

of26


53. In my organization, leaders generate high levels ofmotivation and commitment in the workforce.


54. My organization's leaders maintain high standards ofhonesty and integrity. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

55. Managers/supervisors/team leaders work well with employees of different backgrounds. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

56. Managers communicate the goals and priorities of the organization. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

57. Managers review and evaluate the organization's progress toward meeting its goals and objectives.

[ ] Strongly Agree [ ] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

of26

Iii!


58. Managers promote communication among different work units (for example, about projects, goals, needed resources).

[ ] Strongly Agree [] Agree [] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

59. Managers support collaboration across work units to accomplish work objectives. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [ ] Disagree [ ] Strongly Disagree [ ] Do Not Know

60. Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor/team leader?

[] Very Good [] Good [ ] Fair [ ] Poor [ ] Very Poor [ ] Do Not Know

61. I have a high level of respect for my organization's senior leaders. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

62. Senior leaders demonstrate support for Work/Life programs. [ ] Strongly Agree [] Agree [ ] Neither Agree nor Disagree [] Disagree [ ] Strongly Disagree [ ] Do Not Know

of26


My Satisfaction

63. How satisfied are you with your involvement in decisions that affect your work? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

64. How satisfied are you with the information you receive from management on what's going on in your organization?

[ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

65. How satisfied are you with the recognition you receive for doing a good job? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

66. How satisfied are you with the policies and practices of your senior leaders? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

67. How satisfied are you with your opportunity to get a better job in your organization? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

68. How satisfied are you with the training you receive for your present job? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

of26


69. Considering everything, how satisfied are you with your job? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

70. Considering everything, how satisfied are you with your pay? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

71. Considering everything, how satisfied are you with your organization? [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied

of26

, !


Work/Life

72. Please select the response below that BEST describes your teleworking situation. [ ] I telework on a regular basis (at least one entire work day a week). [ ] I telework infrequently (less than one entire work day a week). [ ] I do not telework because I have to be physically present on the job (e.g., Law Enforcement

Officers, Park Rangers, Security Personnel). [ ] I do not telework because I have technical issues (e.g., connectivity, inadequate equipment)

that prevent me from teleworking. [ ] I do not telework because I am not allowed to, even though I have the kind ofjob where I can

telework. [ ] I do not telework because I choose not to telework.

How satisfied are you with the following Work/Life programs in your agency?

73. Telework [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied [ ] No Basis to Judge

74. Alternative Work Schedules (AWS) [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied [ ] No Basis to Judge

75. Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs)

[ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied [] No Basis to Judge

of26

u:


76. Employee Assistance Program (EAP) [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied [ ] No Basis to Judge

77. Child Care Programs (for example, daycare, parenting classes, parenting support groups) [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied [ ] No Basis to Judge

78. Elder Care Programs (for example, support groups, speakers) [ ] Very Satisfied [ ] Satisfied [ ] Neither Satisfied nor Dissatisfied [ ] Dissatisfied [ ] Very Dissatisfied [ ] No Basis to Judge

of26

20 I 0 Employee Viewpoint Survey

Demographic Questions

79. Where do you work? [ ] Headquarters [ ] Field

80. What is your supervisory status? [ ] Non-Supervisor: You do not supervise other employees. [ ] Team Leader: You are not an official supervisor; you provide employees with day-to-day

guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.

[ ] Supervisor: You are responsible for employees' performance appraisals and approval oftheir leave, but you do not supervise other supervisors.

[ ] Manager: You are in a management position and supervise one or more supervisors. [ ] Executive: Member of Senior Executive Service or equivalent.

81. Are you: [] Male [] Female

82. Are you Hispanic or Latino? [] Yes [] No

83. Please select the racial category or categories with which you most closely identify (mark as many as apply.)

[ ] American Indian or Alaska Native [ ] Asian [ ] Black or African American [ ] Native Hawaiian or Other Pacific Islander [] White

84. What is your age group? [ ] 25 and under [ ] 26 - 29 [ ] 30- 39 [ ] 40 - 49 [ ] 50 - 59 [ ] 60 or older

of26

~ 1 I ,


85. What is your pay category/grade? [] Federal Wage System (for example, WB, WD, WG, WL, WM, WS, WY) [ ] GS 1 - 6 [ ] GS 7 - 12 [ ] GS 13 - 15 [ ] Senior Executive Service [ ] Senior Level (SL) or Scientific or Professional (ST) [ ] Other

86. How long have you been with the Federal Government (excluding military service)? [ ] Less than 1 year [ ] 1 to 3 years [ ] 4 to 5 years [ ] 6 to 1 0 years [ ] 11 to 14 years [ ] 15 to 20 years [ ] More than 20 years

87. How long have you been with your current agency (for example, Department ofJustice, Environmental Protection Agency)?

[ ] Less than 1 year [ ] 1 to 3 years [ ] 4 to 5 years [ ] 6 to 1 0 years [ ] 11 to 20 years [ ] More than 20 years

88. Are you considering leaving your organization within the next year, and if so, why? [] No [ ] Yes, to retire [ ] Yes, to take another job within the Federal Government [ ] Yes, to take another job outside the Federal Government [ ] Yes, Other

89. I am planning to retire: [ ] Within one year [ ] Between one and three years [ ] Between three and five years [ ] Five or more years

of26

, , .


Where do you work?

Archives I

Archives II

Other NARA location

Agency Questions

Where do you work?

*Staff Offices (N, ND, NCS, NCON, NEEO, NGC, NPAC, NHPRC, OGIS)

Policy and Planning Staff (NPOL)

Information Security Oversight Office (ISOO)

Office of the Inspector General (OIG)

Office of Administration (NA)

Office of the Federal Register (NF)

Office of Information Services (NH)

*Office ofRecords Services - Washington, DC (NW)

Office of Presidential Libraries Headquarters (NL); Presidential Materials Staff (NLMS)

Office ofRegional Records Services Headquarters (NR)

Dwight D. Eisenhower Library (NLDDE)

Franklin D. Roosevelt Library (NLFDR)

George Bush Library (NLGB)

Gerald R. Ford Library (NLGRF); Gerald R. Ford Museum (NLGRFM)

Herbert Hoover Library (NLHH)

Harry S. Truman Library (NLHST)

Jimmy Carter Library (NLJC)

John F. Kennedy Library (NLJFK)

Lyndon Baines Johnson Library (NLLBJ)

Richard Nixon Library (NLRN, NLRNS)

Ronald Reagan Library (NLRR)

William J. Clinton Library (NLWJC)

*Northeast Region (NRA)

*Mid-Atlantic Region (NRB)

of26


*Southeast Region (NRC)

*Great Lakes Region (NRD)

*Central Plains Region (NRE)

*Southwest Region (NRF)

*Rocky Mountain Region (NRG)

*Pacific Region (NRH)

*Pacific Alaska Region (NRI)

*National Personnel Records Center (NRP, NPRA, NPRM, NRPS)

*Civilian Personnel Records Center (NRPC)

You have now reached the end of the Federal Employee Viewpoint Survey. If you woul the "Finish/Submit" button to submit your survey.

*Employees who choose one of these organizational components will be prompted to further identify the sub-component and/or functional area in which they work. Specifically, employees who select "Staff Offices" will then be prompted to identify one of the following options: NPOL, ISOO, or OIG (the other sub-components are too small to break down further and still protect anonymity). Employees who select "NW" will then be prompted to identify one of the following options: NWC, NWE, NWL, NWM, NWMW, or NWT. Employees who select a NARA region as their organizational component, will then be prompted to identify one of the following options: Administration, Records Center Operations, Archival Operations, or Records Management Operations.

of26

i' click on the close button below · 2018. 6. 3. · federal employees are not merely part...

Documents