{"id":19440,"date":"2024-05-06T13:39:08","date_gmt":"2024-05-06T13:39:08","guid":{"rendered":"https:\/\/www.theblackvault.com\/documentarchive\/?p=19440"},"modified":"2024-05-06T23:17:33","modified_gmt":"2024-05-06T23:17:33","slug":"1st-level-subagency-report-department-of-justice-national-security-division-2017","status":"publish","type":"post","link":"https:\/\/www.theblackvault.com\/documentarchive\/1st-level-subagency-report-department-of-justice-national-security-division-2017\/","title":{"rendered":"1st Level Subagency Report, Department of Justice, National Security Division – 2017"},"content":{"rendered":"

This report provides detailed results from the 2017 Federal Employee Viewpoint Survey (FEVS), focusing on feedback from employees within the NSD. The FEVS aims to measure employees’ perceptions of their work environments, leadership, and organizational practices, highlighting areas of strength and those needing improvement.<\/p>\n

Summary of the Report:<\/h3>\n

The report encapsulates several aspects of employee sentiment within the NSD, including their work experiences, satisfaction with leadership, and engagement with various workplace programs. It includes comparative analyses against broader Department of Justice metrics and government-wide averages.<\/p>\n

Key Findings:<\/h3>\n
    \n
  1. Employee Engagement and Satisfaction<\/strong>:\n
      \n
    • High levels of job significance with 95.4% of NSD employees feeling the work they do is important.<\/li>\n
    • Generally positive views on supervision; 88.1% respect their immediate supervisors, and 86.7% reported that their supervisors treat them with respect.<\/li>\n
    • However, there are challenges in motivation and leadership effectiveness; only 37.2% felt that senior leaders motivate high levels of commitment.<\/li>\n<\/ul>\n<\/li>\n
    • Organizational Effectiveness<\/strong>:\n
        \n
      • Strong positive responses on the NSD\u2019s success in accomplishing its mission (93.7%).<\/li>\n
      • The organization scores well in cooperation among colleagues and support for work-life balance.<\/li>\n<\/ul>\n<\/li>\n
      • Areas of Concern<\/strong>:\n
          \n
        • Lower satisfaction regarding opportunities for promotion and the link between pay and performance. Only 28.7% felt that pay raises are well-linked to job performance.<\/li>\n
        • Concerns about handling poor performance and rewarding creativity; 44.0% are dissatisfied with how poor performers are managed.<\/li>\n<\/ul>\n<\/li>\n
        • Work\/Life Balance and Support Programs<\/strong>:\n
            \n
          • Varied responses on teleworking policies and work\/life programs suggest room for improvement in making these options more accessible and better supported.<\/li>\n<\/ul>\n<\/li>\n
          • Demographics and Workforce Diversity<\/strong>:\n
              \n
            • The survey provides demographic insights into the NSD workforce, which is crucial for tailoring diversity and inclusion efforts.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n

              This survey serves as a crucial tool for the NSD to gauge employee morale and organizational health, indicating areas where the division excels and where it might focus on making improvements. The detailed breakdowns by question reveal both the strengths in employee engagement and critical areas where leadership and organizational practices could be enhanced to foster a more motivating and supportive work environment.<\/p>\n

              Document Archive<\/h3>\n

              1st Level Subagency Report, Department of Justice, National Security Division – 2017<\/a> [26 Pages, 4MB]<\/p>\n