In October 2008 the Director of National Intelligence conducted our annual Intelligence Community (IC) Employee Climate Survey of the state of the IC as a community and as a place to work
The survey provides detailed information on employee satisfaction s Into whether we have the right policies and practices to maximize i nd organizational performance ,~-The survey:
-Is derived from the Federal Human Capital Survey (FHCS) conducted by the Office of Personnel Management so results can be compared across the IC and with the rest of the Federal Government
-Was administered to civilian and military employees between October and November 2008 and included 58 items plus demographic questions
-Covered all IC components, including the Office of the Director of National
Intelligence (ODNI)
-Provides data that can be compared against previous years to see where the IC has improved and where challenging issues remain to be addressed
- Will continue to be administered annually to measure progress within the IC
~--Results are highly consistent with 2007, which reinforces uderstanding of IC strengths and weakness vera" Job Satisfaction -IC employees are satisfied with their jobs, even more so than other Federal employees -IC employees like their work, think it vital, and find it rewarding ", Leadership -A majority of IC employees have trust and confidence in their supervisors and view them as effective in their jobs
On average, IC employees view their senior leaders more favorably than those across the Federal government However, many employees are looking for even stronger leadership ... and for
senior leaders who can generate high levels of motivation and commitment
IC 2008 Climate Survey: Summary Of Results..In General Performance Culture -IC employees report that performance discussions with their supervisors are useful and that their performance appraisal is a fair reflection of their performance -However, we have to improve linkage of pay and promotions to performance, and also do a better job of holding poor performers accountable
" Tatent
-IC employees believe that their talents are put to good use and supervisors
support their continued development
-However. employees continue to be concerned about their agency's ability to
recruit and retain people with the right skills
v-.. ansforrnatio Employees clearly understand that the IC mission depends upon sharing knowledge and coUaborating across agencies -Compared to 2007, employees felt an increased sense of community, felt that their work products were improved by collaboration, and found that it was easier to collaborate with those outside their agency -However, still only minority report it easy to collaborate with those outside their agency
1. The people I work with cooperate to get the job done.
13. The work I do is important.
12. I know how my work relates to the agency's goals and priorities.
7. I am treated respectfully without regard to my race, gender, age, disability, etc.
32. My supervisor supports my need to balance work and family issues.
4. I like the kind of work I do.
54. Our mission depends on IC agencies shar'ing knowledge and collaborating.
25. I am held accountable for achieving results.
89% 84% 88% 91% 88% I +1I 84% 85% I -1I 86% 85% I -1, 75%
,
84% +1, 76% 82% 82% 84%
+11
82%
-2 81% ! --I 82%
I
e
This single item provides an overall indication of how satisfied employees are with their
jobs. Most Federal employees are satisfied with their jobs, and IC employees are even
more satisfied. Compared to the rest of the Federal government, this continues to be a
strong result for the IC.
.IC 2008 IC 2007 FHCS 2008
This index, composed of 12 items, measures the degree to which supervisors and senior
leaders are perceived as trustworthy, respected, motivating, and effective overall. These
results show a majority of IC employees continue to view their IC leaders moderately
favorably; however, while IC leaders, on average, are rated as more effective than leaders
across the Federal government, many respondents across the IC continue to look for
stronger leadership, especially at senior levels.
IC 2008 IC 2007 FHCS 2008
This index, composed of 13 items, measures the degree to which employees can see a
linkage between their work and the mission, goals, and performance of their agency. It also
gauges whether employees believe that high performers are recognized, rewarded, and
promoted, and whether their agency effectively deals with poor performance. These results
indicate that while the IC, on average, continues to do a relatively better job in this regard,
there is much room for improvement.
IC 2008 IC 2007 FHCS 2008
This index, composed of 7 items, measures employee perceptions concerning their
organization's ability to recruit and continuously improve top talent. It also gauges the
degree to which employees see themselves as being fully utilized and developed. While
the IC results are relatively strong in this area (especially when compared to the rest of
the Federal government), there is room for improvement here as well.
S'
IC 2008 IC 2007 FHCS 2008
This IC-unique index measures employee perceptions regarding the progress of the IC's
transformation. It gauges whether employees feel a sense of community (shared mission
and values) across the IC, as well as the importance they place on collaboration in accomplishing our mission. The index also gauges how often and how easily employees are able to share knowledge and collaborate with colleagues in other agencies. IC results indicate that our employees "get" the importance of collaboration to our mission, but that many (especially in our largest agencies) find it difficult and infrequent.
008 Climate Survey: Next Steps DNI continues moving forward to address many of the issues employees identified in the survey, including * New civilian performance appraisal policies have been implemented * Linking pay to individual and organizational performance is being implemented * A civilian joint duty program has been implemented to build a "culture of collaboration" among future IC leaders The ODNI has asked IC agency heads to identify and take actions aimed at improving individual components survey resufts Nt will continue to annually conduct the IC E Survey and gauge the IC's performance aaainst the rest Government NI will closely and continuously monitor actions and progress