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Survey Results - Career Development National Organization of Professional Hispanic NRCS Employees Philadelphia, Pennsylvania. Frank B. Clearfield Social Sciences Team Leader East National Technology Support Center Greensboro, NC August 6, 2009. Presentation Outline. Design and methodology

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Survey Results - Career Development National Organization of Professional Hispanic NRCS EmployeesPhiladelphia, Pennsylvania

Frank B. Clearfield

Social Sciences Team Leader

East National Technology Support Center

Greensboro, NC

August 6, 2009

presentation outline
Presentation Outline
  • Design and methodology
  • Background characteristics
  • Findings
  • What this survey tells us
  • Recommendations
survey methodology
Survey Methodology
  • Web survey; opened February 23, 2009 and closed April 17, 2009
  • Organization sent e-mails/hyperlink to about 115 members, and 66 NOPHNRCSE responded for a 57% return rate
  • Also, placed survey’s hyperlink on organization’s web site
  • Approximately 95 responded to the survey
survey design
Survey Design
  • Some questions were the same as previous surveys for comparison purposes
    • Human Capital Survey
    • Asian American/Pacific Islander Career Development Survey
    • Black/African American Career Development Survey
    • Native American/Alaskan Native Career Development Survey
references and comparison
References and Comparison
  • 1999 NRCS Employees Survey, (N=749)
  • 2005 NRCS Human Capital Survey (N=7,754)
  • National Financial Center, various years
likert scale
Likert Scale

A Likert scale is based on ordinal numbers; one number is relatively higher/lower than the next

The lower the mean/average, the more positive the total response

work location
Work Location*

N = 85

*NRCS employee data is from NFC (May, 2004)

grade
Grade*

N = 85

*NRCS employee data as of 9/30/05

ethnicity race
Ethnicity/Race*

N = 86

*NRCS employee data is from NFC, 2003

gender
Gender

N = 86

years with federal government
Years with Federal Government*

N = 86

*NRCS employee data is from ICAMS and NFC (May, 2004)

what leadership position would you be interested in attaining in the short term
STC’s

ASTC or DSTC

DC

AC, area specialist, RC

Technical specialists at various levels

SAO, Budget, HR

National Level positions (Chief, SES, Deputy Chief, etc.)

4%

8%

26%

9%

18%

7%

4%

What leadership position would you be interested in attaining in the short term?

N = 76

activities to reach your career goal three choices
NRCS “detail” outside your state

Leadership development program

On-the-Job Training

Formal training

Serve as “acting” supervisor

NRCS “detail” within your state

Going to grad school to earn degree

International assignment

46%

39%

28%

28%

21%

19%

19%

17%

Activities to reach your career goal (three choices)

N = 95

identify the biggest obstacles that hinder you from achieving career goals three responses
Immobility due to dual careers w/ spouse

No opportunity to serve on an NRCS “detail” outside state

Leadership program unavailable

Work/family balance

Other (most were in list of responses)

No opportunity to return to school to earn graduate degree

I have no obstacles that hinder me

Immobility due to personal situation (elderly parents, etc.)

21%

19%

17%

17%

17%

16%

14%

14%

Identify the biggest obstacles that hinder you from achieving career goals (three responses)

N = 94

slide28
When asked an open-ended question on how the agency could overcome obstacles, respondents made several observations:
  • Offer more educational opportunities (e.g., reimburse employees for college courses)
  • More opportunities for details and acting positions
  • Selection process needs to provide feedback to unsuccessful job applicants, more interviews, greater number of in-house selections, less favoritism
  • If moving is required, agency should purchase house
how the agency can overcome obstacles cont
How the agency can overcome obstacles? (cont…)
  • Continue to raise awareness regarding discrimination
  • Offer more opportunities for formal and OJT training
  • Offer a variety of leadership development programs for different grade levels
  • Assist spouses find jobs in relocation
  • Acknowledge two career families; support telecommuting, as appropriate
how mobile are you
How mobile are you?

Mean: 2005 – 3.3

Current – 2.3

how important is the following
Mentor help me with career development

Having a Mentoring Program sponsored by the NOPHNRCSE

Mentor help me at my current position

Mentor that reflects my ethnicity/race

Mentor that reflects my gender

Mean

1.92

2.14

2.39

2.86

3.05

How important is the following:
extent of agreement with the following statements about promotions and performance
Performance appraisal is fair reflection of my performance

In most recent appraisal, I understood how to be rated at different performance level

My supervisor helps me overcome constraints that hinder from work goals

Mean

2.31

2.34

2.51

Extent of agreement with the following statements about promotions and performance
extent of agreement with the following statements about job skills improvement
I am comfortable with the skills I have to perform my job

I am given a real opportunity to improve my skills in NRCS

Supervisors work well with employees of different backgrounds

Mean

1.96

2.33

2.68

Extent of agreement with the following statements about job skills & improvement
agreement or disagreement with the following
Employees in NRCS sometimes make comments regarding race, national origin, gender, age, disabilities, religion, marital status or sexual orientation that might be considered offensive or inappropriate

NRCS provides adequate programs to promote cultural understanding, and appreciation for differences, including differences between races and gender

Mean

2.93

2.5

Agreement or disagreement with the following:
1 comments about race gender are offensive 2 nrcs provides adequate programs to
(1) Comments about race, gender… are Offensive (2) NRCS provides adequate Programs to…

Comments: 39% agreement

Programs: 62% agreement

the survey says
The survey says….
  • Respondents are a highly mobile, young, higher graded, Hispanics, and generally an ambitious group. 40% can be classified as super-ambitious
  • Top preferred activities to reach career goals are “details” outside the state, Leadership Development Program, and training (both OJT & formal)
  • ¼ have applied for jobs over 7 times and not been chosen
    • Over 3/4’s unsuccessfully applied for jobs in NRCS
  • Top agency obstacles are: low opportunity to serve on out-of-state details, unavailability of leadership program, and lack of formal educational opportunities
the survey says46
The survey says….
  • Respondents have high positive attitudes toward mobility than other groups
  • If offered, well over half the respondents would participate in a LDP and a Mentoring program during the next 2 years
    • High support for NOPHNRCSE sponsorship of a mentoring program with career development as its goal
the survey says47
The survey says….
  • Mediocre support for the performance appraisal system, the supervisor’s help in overcoming career obstacles, and whether supervisors work well with people of diverse backgrounds
  • Respondents are comfortable with their own skills, but some don’t feel they are given an opportunity to improve them
  • Medium satisfaction with involvement in work decisions and opportunities for a better job
the survey says48
The survey says….
  • Discrimination seems to be felt, witnessed or perceived by half the respondents on a personal level
  • Respondents give the Department/Agency an above average score in its efforts to address cultural understanding and diversity
recommendations
Recommendations
  • Career development programs should be offered at national AND state levels
  • The agency needs to provide adequate resources for LDP at different grade levels
  • The agency should provide appropriate resources for mentoring programs at the state level
    • NOPHNRCSE should help coordinate mentorship programs by matching mentors with employees from their organization (including retirees)
recommendations51
Recommendations
  • The agency should establish and formalize employee CAREER development plans in addition to IDPs
  • The agency should devote adequate resources for OJT and formal training
  • NRCS should support “details,” “acting assignments,” and shadowing
    • These opportunities should be open to lower grades as well as higher grades
recommendations52
Recommendations
  • The agency should devote resources for tuition reimbursement and graduate studies program
  • The agency should set up a formal feedback mechanism to unsuccessful job applicants
  • Agency should provide training to employees on the best way to construct and package a job application
  • The Department/Agency should continue to provide training and awareness programs that promote cultural understanding and diversity
access results
Access Results
  • The results are listed at the following web site: ftp://ftp-fc.sc.egov.usda.gov/ENTSC/sst/
  • Results will be listed on the NOPHNRCSE’s web site through the above hyperlink
      • Executive Summary
      • This PowerPoint
      • Percentile responses for each question and “means”
next steps
Next Steps
  • Summarize the results of all four employee group surveys
  • Meet with the President’s of the employee groups to refine the recommendations
  • Employee group presidents meet with Chief and Human Resources to request appropriate resources
questions or comments
Questions or Comments

Contact Frank Clearfield, Social Sciences Team Leader, Greensboro, NC

  • frank.clearfield@gnb.usda.gov
  • 336-370-3336