April 17, 2008
Click here to read the 2007
DHS Employee Survey Results.The Department of Homeland Security conducted its first Annual Employee Survey between October 26 and December 21, 2007 to measure employee satisfaction and agency performance. This survey uses many of the questions that were previously asked in the Office of Personnel Management's 2004 and 2006 Federal Human Capital surveys, so in many categories there is benchmark data to show areas of improvement since TSA was created in 2002.
Out of the more than 65,000 DHS employees that participated in the survey, forty-four percent of TSA employees responded, including 1,150 headquarters employees, 2,163 members of the Federal Air Marshal Service, and 21,085 members of our workforce in airports across the country.
The survey asked employees about their perceptions of TSA organizational accomplishments, workforce management, agency goals, leadership and communications. The survey findings will be used to sharpen policies and programs for continued improvement and to enhance our agency's performance and the experience of our employees.
The 2007 survey confirmed that TSA's employees understand the importance of our mission and also identified areas that require continued efforts for improvement.
TSA's Highest Ranking 2007 DHS Survey Items % Favorable
The work I do is important. 93%
Instructions on how to do my job such as Standard Operating Procedures are available to me. 85%
I know how my work relates to the agency's goals and priorities. 83%
I like the kind of work I do. 78%
The people I work with cooperate to get the job done. 77%
My job matches the roles and responsibilities for which I was hired. 74%
Sexual harassment is not tolerated in my workplace. 71%
The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. 68%
I am held accountable for achieving results. 67%
TSA's Lowest Ranking 2007 DHS Survey Items % Favorable
Pay raises depend on how well employees perform their jobs.
(55% unfavorable) 24%
Promotions in my work unit are based on merit.
(52% unfavorable) 21%
Employees are rewarded for providing high quality products and services to their customers.
(50% unfavorable) 22%
In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.
(50% unfavorable) 25%
How satisfied are you with your opportunity to get a better job in your organization?
(50% unfavorable) 26%
How satisfied are you with the recognition you receive for doing a good job?
(50% unfavorable) 28%
In my organization, leaders generate high levels of motivation and commitment in the workplace.
(49% unfavorable) 25%
Awards in my work unit depend on how well employees perform their jobs.
(48% unfavorable) 26%
How satisfied are you with your involvement in decisions that affect your work?
(48% unfavorable) 27%
In addition, TSA has seen improvement in key areas that have had increased concentration since the 2006 Organizational Satisfaction Survey results were released. With the implementation of initiatives such as Foundations for Leadership training, Model Workplace training, increased workplace safety programs and Employee Relations boot camps, TSA is seeing progress where these programs have positively affected the workforce. For example:
I have trust and confidence in my supervisor (25% increase: 57% v. 32%)
My supervisor supports my need to balance work and family life (20% increase: 53% v. 33%)
Employees have a feeling of personal empowerment with respect to work processes (12% increase: 28% v. 16%)
My supervisor provides me with constructive suggestions to improve my job performance (6% increase: 51% v. 45%)
Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their job well (12% increase: 49% v. 37%)
Employees are protected from health and safety hazards on the job (10% increase: 49% v. 39%)
TSA leadership is studying the survey results and will use them in continued efforts to improve TSA and make it a better place to work. Engaging the TSA workforce through local and national employee advisory councils, online tools and other outreach methods are key to that effort.
Click here to view the 2007 Annual Employee Survey results for TSA. (PDF, 507 KB)