2111B Climate DIN Mission Engagement am proud to work [01' the FBI 4.43 4.43 4.53 4.43 4.44 4.44 4.54 421 4.11 455 4.31 4.44 4.43 4.59 4.33 {Reverse higher ls beg? I am cynical about the 4.93 3.911 4.11 4.92 3.99 4.11 4.93 399 424 422 4.15 4.11 3.95 4.19 3.99 I believe in the mission Dime FBI 4.11 4.75 4.911 4.13 4.13 4.93 4.39 4.32 4.39 4.11 4.13 4.19 4.1? 4.31 4.15 rewmmend the FBI as a good placate work 4.99 4.29 4.23 4.23 4.19 4.25 4.29 3.99 4.43 4.31 4.35 4.31 4.21 4.31 4.11 Workplace Engagement 1.I'IiiJriring 911 this learn is I 41 good [army morale 3.99 3.94 3.94 4.99 4.93 4.95 3.99 3.33 .11 .93 3.92 4.93 4.91 4.19 3.91 {Reverse - higher is better} Wenchg on this squadrunitneadership team is frustrating 3.19 3.33 4.93 4.111 4.99 4.14 3.99 393 424 4.11 4.99 4.12 4.12 4.23 3.99 I leek ton-13rd to going to work 3.34 4.99 4.19 4.15 4.94 4.14 4.91 3.94 425 4.19 4.14 4.19 4.19 4.23 3.91 I work harder because I like working here 494 4.13 4.911 4.21 4.22 4.22 1.25 4.95 4.34 4.29 4.23 4.31 4.22 4.41 4.12 Wart: Engagement My work g'ge?l?g?g?tm personal 4.99 4.11 4.15 4.25 4.24 4.32 4.13 4.12 4.33 4.23 4.29 4.25 4.24 4.45 4.19 litre the lrind efworltl 1:19 4.22 4.23 4.311 4.31 4.32 4.411 429 4.13 4.42 432 4.21 4.34 4.34 4.51 4.39 (Reverse - higher is better} I feel burned out from 111 Ht 111 91 I 13 3.35 3.35 3.911 4.1111 3.93 4.95 3.94 3.93 4.12 4.94 3.39 4.119 4.119 4.19 3.32 FBI Leadership I have a high level of respect for the FE-l?s senior 3.39 3.39 3.31 3.44 3.43 3.311 3.31 3.33 3.31 3.13 3.54 3.32 3.21 3.33 3.33 executives (13.. Director. DD. ADD. Dlreet communication (3.9.. ef?ee visis. emails} from the Director helps me leeloonneued 131111: 3.31 3.55 3.39 3.51 3.59 3.31 3.11 3.31 3.35 3.93 3.33 3.34 3.51 3.15 3.59 FBI The FBl?s senior executives (Le. Director. DD. ADD. EADs}rrie'41191'n high standards of honesty 3.54 3.13 3.91 3.23 3.42 3.41 3.53 324 3.45 3133 3.44 3.14 3.13 3.49 3.32 and integrity I am '"mmd by the D'niidurs mm and 3.92 3.41 3.43 3.93 3.99 3.99 3.45 3.45 3.51 3.99 3.59 3.49 3.49 3.33 3.34 Division Leadership I am inspired by 1111' Division team341 34s 3119 34s 319 vision and diredien Leaders in my Division demonstrate that a eihics, integrity, and mmpliance is 4.99 4.29 4.24 4.91 4.29 4.24 4.39 3.65 4.39 4.19 4.32 4.31 4.99 4.23 3.37 an itstitutienal priority Z?ia FDA-IQ Climate Division leadership works together as a team 4.34 3.43 3.33 3.32 333 4.34 332 3.11 4.33 3.03 4.13 4.21 3.34 4.03 3.55 leadershup @565 10500 ns'b'l'l! iur thew 4.00 3.00 4.05 3.12 3.01 4.00 3.03 3.13 4.00 3.04 4.12 4.12 4.00 4.05 3.50 decasmns lam satiS?Ed 1011111113 dentin?; and mums mm?onhademhm Employee morale '5 111111011001 to my 3.13 3.14 3.05 3.55 3.10 3.04 3.41 3.11 3.01 304 3.02 4.03 3.14 4.02 3.44 leademhrp Results are important l0 my Division leadership 4.31 4.03 4.11 4.10 4.13 4.20 4.10 3.10 4.30 4.10 4.33 4.30 4.10 4.34 3.00 My Division ieadersh'p have a positive impact an 1h 0 Divisiuns perfonnanoe 3.10 3.35 3.04 3.50 3.51r 403 3.53 313 3.35 304 3.03 4.14 3.34 3.03 3.31 In the last year. leaders in my Division made 0 positive impact on climate and WEE 3.53 3.51 3.04 3.43 3.44 3.02 3.50 2.02 3.01 3.03 3.00 3.00 3.00 3.00 0.20 SectioniBranch Leadership lane110 direction 011113 Division Head Laaders in my seabnmranm [real employees M?mi?s andcounesy 403 300 413 404 425 423 410 310 425 413 433 423 422 420 334 Leaders in my care about [male 3.03 3.14 4.00 3.15 3.00 3.01 3.11 3.45 403 3.00 3.01 4.15 3.00 4.04 3.50 1' Leaders In my 300110013201; Ch mm 1096! er 05 a 402 3.15 4.11 3.03 4.13 4.12 402 3.40 420 400 4.01 4.25 4.14 4.20 3.11 Supervisory Leadership 014 wiser encoura 155 and 011 110 worklila 3f DB baigance 1.33 4.39 1.35 4.45 4.44! 4.45 4.43 423. 4,52 .1513 155 .455 .445 4.52 ?.41 ?am 30000001313 ham? 0.353, "?nest 411 410 conversalians with my supervisor My supervisor 0nd 01313005 what lhave trust and ounf?denoe in my supervisor as a bader 415 410 401 431 424 421 420 300 441 434 433 433 435 435 421 howldomypb . . . . . . . . . . . . . . Communication - Dissaminatian Leaders In my Dimsron threats and 3.02 3.51 3.00 3.00 3.01 4.04 ?2 ?3 ?2 3.01 ?2 4.14 4.00 4.14 0.50 pn'c-n'lies Z?ta Climate Section branch leaders communicate context and 3.32 3.34 3.31 3.14 3.33 3.33 331 3.33 3.33 3.31 3.31 4.33 3.33 3.33 3.43 explanations regarding decisions and initiatives Leaders in my Division communicate context and 3.53 3.33 3.19 3.53 3.32 3.32 3.33 3.35 333 3.13 3.19 3.33 3.34 3.32 3.33 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typicaly hear infonnetion from other people before I hear it from 2.35 3.31 3.33 2.35 3.23 3.23 3.13 2.31 3.24 3.35 3.13 3.23 3.23 3.25 2.31 my leadership (Reverse - higher '3 better} Leaders in my Division olten distort information or do not tell 'the whole 3.13 3.11 3.34 3.33 3.15 334 333 324 4.32 333 3.31 4.32 3.34 3.13 3.52 story? Communication Voice lam 53??le with my involvement in denimthat affect ml! wortLeaders in my Division are receptive to negative information and bad news 3.52 3.55 3.3? 3.50 3.1'2 3.54 3.1'9 3.41 3.93 354 3.95 3.54 3.55 5.?5 3.45 Leaders in my Division listen to what employees 3.31 3.53 3.31 3.54 3.51 3.32 3.13 3.32 4.35 3.32 3.32 3.33 3.33 3.33 3.33 have to say Teamwork My ctr-workers are oompetent and know how to gettheiobdone 4.31 4.33 4.13 4.21 423 4.12 4.31 3.32 4.32 4.13 4.12 4.13 4.23 4.23 4.11 The people in my Division oont?l uct themselves in 3.33 3.33 4.15 4.33 4.31 4.14 4.33 3.59 429 4.11 413 411 413 4.25 3.33 a oroieseional and courteous manner The people I work with are fn'endly and cooperative 4.33 4.15 4.21 4.23 422 423 423 333 4.33 425 4.24 4.21 4.23 4.33 4.21 My coworkers and work together as a team 4.33 4.11 4.31 4.34 4.33 425 4.33 4.13 4.31 424 4.35 4.24 4.33 4.43 4.34 33 orkers have a s'rt've 'rn eton rn 3 5? "mgr: I 33 3.33 3.33 4.31 4.31 4.33 3.54 4.35 3.13 4.13 4.33 4.12 4.31 4.34 4.13 4.31 Employees understand each others roles and responsibilities 3.33 3.32 3.31 3.14 3.31 3.33 331 3.55 333 333 3.13 3.34 3.13 4.32 3.32 My eta-workers and I regularly pa niobata in after action reviewshot washeslessons learned 3.25 3.51 3.55 5.55 5.55 3.43 3.55 5.45 5.51 3.45 3.55 3.52 5.55 5.51 5.51 discussions. etc I am comfortable expressing a different or contrary point of view 3.31 3.35 4.34 3.31 3.33 4.33 4.33 332 4.13 3.34 3.33 3.35 3.31 3.33 3.33 When others and I disagree. we are still able to respect each other as protessionals 4.33 4.31 4.23 4.15 4.23 4.11 4.11 3.35 423 4.45 4.23 4.15 4.13 4.25 4.33 Everyone on the squadunit is productive and 3.53 3.55 3.53 3.33 3.31 3.34 3.45 3.53 332 335 3.31 3.55 3.12 3.13 3.13 carries their own weight 2913 Climate (:09 CI CV DL UN The people on this 3001100 nit are reliable and dependable 3.31 3.27 3.33 1.03 1.13 1.10 1.01 3.32 121 1.11 1.17 1.03 1.10 1.13 1.03 Overall. the members oflhe sauadunil do high quality 0111 ..33 .19 Counterproduotive Work Behaviors {Reveme - higher '3 better] Employees who instigate conflict or with whom it is dif?cult to work 2.90 2.71 3.20 3.03 3.11 3.09 2.99 233 323 320 3.07 3.02 3.13 3.13 2.37 are tolerated (Reverse - higher i3 better) Enployees who put "me effort mm 111 Bi work are [Bremen 2.72 2.57 2.99 2.92 2.90 3.00 2.73 2.90 3.11 3.03 2.99 2.91 2.92 3.09 2.93 (Reverse - higher is boiler] Arblrary action and personal Iavoritism are tolerated 3.11 3.01 3.11 3.19 3.33 3.37 3.37 3.07 3.71 3.10 3.17 3.13 3.31 3.33 3.12 Hucoqn itiun and Perfomance Managma r1! Person nel policies (3.9.. performance appraisal, promotion. r9919 r051 are applied consistently 3.11 3.13 3.39 3.12 3.17 3.31 3.19 321 399 3.31 3.33 3.33 3.32 3.33 3.92 across employees In my squad uni. steps are taken to deal with a 3.30 3.22 3.27 3.11 329 3.12 3.31 3.31 3.30 3.13 3.10 3.32 3.32 3.33 3.39 poor 02770117191 who cannot nrwill not improve Discussions with my supervisor about performance are 31390 as important and 3.99 3.911 3.92 1.11 1.09 1.09 1.01 3.91 120 1.12 1.19 1.11 1.21 1.21 9.97 In my squad unildil'l'erenees in pedomanoe are recognized in 3 meaningful my 3.93 3.52 3.79 3.71 3.73 3.93 3.97 3.09 3.77 3.75 3.99 3.72 3.91 3.90 3.39 Amman mysqumunitdepend 0n hwwe" 371 339 371 337 373 350 393 333 393 331 379 397 397 377 331 employees perform their iobs Employees are ?Eli's: for doing high qualny 3.93 3.35 3.32 3.31 3.71 3.73 393 3.39 3.93 337 3.73 3.73 3.93 3.39 3.30 Initiative and motivalinn are valued 3.03 3.90 3.99 3.90 1.03 1.02 3.93 397 1.09 1.02 3.99 1.02 1.01 1.03 3.90 Davelopmontal Opportunities I have parlicipated in dewhpmental opportunities in the pasl 1'13 ar 3.73 3.73 3.91 3.71 3.73 3.97 3.92 3.93 1.03 3.93 1.03 3.92 3.92 3.31 3.31 I have participated in leadership opportunities in the past year 3.311 3.03 2.31 3.03 2.93 3.19 3.10 3.10 3.31 323 3.32 3.27 3.13 3.20 3.23 Career Opportunities lam satls?ed with career 0 rtunities at the my pm 3.91 3.99 3.95 3.99 3.91 1.19 3.90 3.99 3.99 3.99 3.93 3.99 3.99 3.97 3.93 FBI Z?ia Climate Job Characteristics 1 I feel empowered with respect to my work 4.32 3.33 4.133 433 4.133 4.31 4.343 3.133 4.15 4.34 4.15 1 4.12 4.13 4.22 3.131 The work ldo makes a di?orence 4.22 4.31 4.35 4.33 4.43 4.33 4.35 424 4.53 4.33 4.51 1 4.23 4.33 4.53 4.24 My job has the right amount of variety 4.33 4.33 4.33 4.33 4.13 4.33 4.33 4.33 421 4.33 4.11 1 4.133 4.13 4.23 4.31 1334.- the impact or outcomes of my 1-3311: 4.33 3.33 4.313 4.12 4.14 4.15 4.13 4.33 423 4.31 4.14 1 4.13 4.13 4.32 3.133 My talents are used well in the workplace 3.33 3.34 4.13 4.33 4.33 4.33 3.33 333 4.13 4.33 4.33 334 4.23 4.23 3.35 Fairness lam mate? Whom ragarace. reigion. ethnicity. gender. age. disability statue. sexual orientation. or cultural People in my Division are treated in a fair and consistent manner 3.35 3.34 4.31 3.33 4.33 3.34 3.33 3.53 4.15 3.33 4.33 4.34 3.55 4.33 3.35 madam in my work wall ?it" employees 415 415 different backgrounds {Reverse - hit; her is better} Who you know is more 3.24 3.33 3.43 3.23 3.33 3.45 3.13 322 3.43 323 3.33 335 3.14 3.25 543 important than what you know prwhat you can 1143 Prohibited personnel practices are not tolerated 4.33 3.34 4.11 4.32 4.34 4.13 4.32 335 422 4.11 4.12 4.33 4.134 4.213 3.133 compliance Employees report msconauct to the 4.14 3.33 4.13 4.33 4.13 4.33 4.21 3.33 422 4.13 4.33 4.33 4.23 4.24 3.33 authent135 I can discmse a ?Specter! Vidatin" or any lawmile. or regulation wither-.11 tear 3f replieal My emanizatlon has prepared employees for potential security threate 4.12 4.33 4.113 3.33 4.11 4.13 4.33 334 4.14 4.33 4.22 4.13 4.24 4.23 3.33 I know Where and hem 13. mp0" ?5pmbehavior or (3.9.. potential insider Ihreat. intormatlon leaks. workplace violence. etc.) FBI empl?yees suf?cient itforrnation ta 4.14 4.23 4.13 4.21 4.23 4.33 4.23 4.13 4.51 4.23 4.35 4.33 4.32 4.43 4.13 help them recognize potential insider threats- I knew haw to report canoeme about possible insider threats. including 5u53ici3u5 behavior or 4.33 4.33 4.33 4.35 4.313 4.43 4.34 423 4.43 4.33 4.45 4.44 4.41 4.53 4.34 serious securily violalia n5 21113 Climate Integrity Following the law is just as irnponent as accomplishing the mission 1 .37 1.1" 1.?5 1.71 1.1'1' 1.1'0 1.31 1.1'5 1.75 1.15 1.81 1.?3 1.?2 Leaders in my Division demonstrate that a cornm'lrnenl to ethics, inlegrily, and compliance is an itstitulional priority 1.21 1.01 1.20 1.21 1.30 1.35 1.15 1.32 1.3? 1.09 1.25 3.5? Intelligence Community Collaboration I feel a sense of common ily shared mission and values} with other employees eoroes the lnteligenoe Community 3.53 331 3.91 330 331 3.95 338 3.81 3.61 3.92 3.93 3.80 Our mission depends on lnlelligenoe Community agencies and components sharing knowledge and collaborating 133 11111 1.16 120 1.31 1211 1.11I 1.16 1.31 1.139 1.23 1.25 1.32 External Collaboration I am able to work effectively with State, Local, and other partners as needed by the job 1.13 1.49 1 .43- 1.42 1.60 1.15 1.53 1.51 1.50 1.63 1,31 I am able to work effectively willt the US Attorneys olhce as needed by the job I em able to work effectively other Federal agencies as needed by the job 1.15 1.17 1.10 1.11 1.12 1.1-3 121' 1.55 1.11 1.50 1.111 1.51 1.5! 1.33 Tools, Technology, and Resources I have suf?cient resoumes pantie, hudg let) to get rnyjob done I have the technology needed tee. software. hardware, etc.) to get my lob done 3.37 3.13 3.25 3.52 3.13 3.39 3.23 11.1 3.11 3.71 3.51 3.75 3.59 3.61 3.29 The technology I use this year is better than it was last year 3.21 M1 2.9-1 3.39 327 3.17 2.1'1' 3.31 3.08- 3.15 3.12 3.25 3.21 3.25 2.97 Work Environment Physical conditions (ea. noise level. temperature. lighting, deenl'ness in the workplace) allow to perform their jobs well Employees are protected from health and safety hazards on the job 1.17 1.13 1 .Ulil 1.15 1.15 4.25 1.03 3.50 42:: 1.31 127 1.15 1.20 1.32 1.11 2013 FDA-IQ Climate DIN Integration In my Division. irlteilig onoe work products iniorm operations 2.37 2.92 3.03 3.43 3.44 3.33 3 .42 3.54 3.44 3.44 3.53 3.50 3.49 3.33 3.47 Acl'niniatratitre Workload The administrative req uiremenle of my job are reasonable 3.35 3.32 3.53 3.19 3.42 3.45 3.53 3.51 3.54 3.54 3.33 3.31 Organizational Change I have experienced signi?cant change at work in the last roar tog. reorganization. changes to job role) 3.54 3.20 3.20 3.35 3.13 3.20 327 3.55 2.09 3.39 3.23 3.00 3.01 3.33 3.44 When changes lake place at work. I understand the rationale behind them 3.54 3.43 3.54 3.49 3.54 3.51 3.03 3.59I 3.55 3.34 3.35 3.52 3.34 Wen changes take plane at work. undersland the goal and uh al the change is meant to accomplish 3.31r 3.47 3.30 3.59 3.52 3.59 3.51I 3.13 3.35 3.31 3.33 3.?1 3.?2 3.59 3.4-2 Climate and Engagement Survey I have seen or heard the results from last years climate and engagement survey 3.98 3.93 4.23 3.73 4.04 3.93 4 .139 3.34 422 3.93 4.19 4.13 1T3 4.14 3.39 I am Interested In seeing or hearing the results from this years climate and engagement survey 4.27 4.18 4.31 4.28 4.33 4.21I 4.33 423 4.40 4.28 4.33 4.25 4.14 4.33 4.33 In the last year, I have put elTort itlo having a positive impact on the climate and morale of my Division 4.24 4.24 4.23 4.23 4.25 4.23 4.19 424 4.32 4.23 4.23 4.34 4.33 4.43 4.22 Either The FBI selects high quality leaders 3.311 3.12 3.31 3.13 321 3.45 3.13 2.01 3.43 3.39 3.41 3.30 3.11 3.33 3.03 Leaders review and evaluate the organizations progress toward meeting its goals and objedivee 4.0? 3.92 4.00 3.35 3.3? 4.15 3 .39 3.51 4.15 4.01 4.00 4.21 4.05 4.17 3.?3 2313 23113 Climate LA-CT 1.1.313 Mission Engagement am proud to wort: lot the FBI 1.51 1.31 1.52 1.52 1.33 133 1.33 121 1.1.3 1.13 1.33 1.31 1.53 1.31 {Reverse higher is beg? I am cynical about the 3.33 3.35 1.13 1.33 3.31 121 1.33 3.13 1.33 3.33 3.33 1.12 1.33 1.21 I believe in the mission afthe FBI 1.11 1.33 1.13 1.13 1.11 1.32 1.15 1.31 1.11 1.13 1.33 1.32 1.33 1.33 I reeommend the FBI as 21 good place to work 1.13 1.31 1.13 1.33 1.13 1.33 121 1.33 123 1.13 1.23 1.33 1.23 1.32 Workplace Engagement 1.I'IrIiJrlting on this squadfunit?eadership learn is good for my morale 3.31 3.32 3.32 1.32 3.31 1.13 1.11 3.33 3.31 3.32 1.35 1.11 3.31 1.13 {Reverse - higher is beuerj Wanti'Ig on this squadfunhiieadership team is frustrating 3.31 3.32 3.31 1.31 333 122 1.31 333 3.33 3.13 3.33 1.11 3.31 121 ioolc torward to going to work 1.31 3.33 1.33 1.15 1.31 123 1.33 331 3.33 3.33 3.33 1.33 1.33 1.13 I work harder because I like working here 1.13 1.31 1.23 123 1.33 1.11 123 1.31 1.11 1.13 1.13 1.21 1.23 1.33 Wart: Engagement (?personal 113 111 121 121 133 113 133 113 115 122 112 133 113 131 I like the Irihd 3113331 I do 1.22 1.25 1.23 1.33 1.11 1.52 1.33 1.21 125 1.33 1.11 1.13 1.23 1.31 {Reverse - higher is teller} feel burned 331 from th 3 work that I do 3.32 3.13 3.31 1.33 3.11 125 3.33 333 333 3.35 3.31 1.13 1.33 3.31 FBI Leadership I have a high Ieve1 of 31513111 fur the FBI: sen icir 3.31 3.13 3.13 1.33 1.33 3.13 3.33 1.33 3.33 3.53 3.33 3.12 3.31 3.13 executives (13.. Director. DD. ADD. EADs) Direct communication (3.3.. of?ce visits. emails} from the Director hates me teel eon heoted to the 3.13 3.33 3.33 3.33 3.33 3.33 3.13 333 333 333 3.55 3.33 1.33 3.33 FEII The senior executives Direrder, DD, ADD. rna'ntain high standards of honesty 3.33 3.33 3.13 3.12 3.33 3.59 3.13 323 3.1.3 3.51 3.33 3.53 3.33 3.53 and integrityI I am Inspired by the 113133 and 3.13 3.11 3.33 3.33 3.52 3.32 3.31 3.13 3.33 3.31 3.31 3.41 3.33 3.11 Division Leadership lam ?Fire? by my Divan" leadership learnids-ion and direction Leaders in my Dimsion demonstrate that 3 33311113133113 ethics. integrity. and compliance is 3.31 3.33 1.32 3.32 1.33 1.32 1.31 333 1.13 3.31 1.31 1.11 1.33 1.22 an hstituliunel prinrily 2313 Climate DE EP HN Ho IP 331 .11: KC Kx 3v LR LA-CT 331-13 1.3.313 Mr Division leadership works together as steam 3.33 3.27 3.32 3.53 3.33 3.13 3.33 323 337 3.33 3.23 3.73 3.35 3.33 Dmson 13333751113 responsibility lor thew 3.31 3.33 3.73 3.53 3.32 3.23 3.22 3.37 3.32 3.33 3.53 3.32 3.33 3.33 daemons lam satiS?Ed the decmnm and mums ma?onhademhm - - - - - . . . . . Employee morale '5 Imponam to my 3.33 3.13 3.53 3.31 3.52 3.31 3.11 233 3.53 2.33 3.52 3.77 3.75 3.37 leademhip . . Results are Important In my Dmsion leadership Division have a positive impact on . I I the Dmsions perfonnsnos 3.33 3.13 3.55 3.32 3.57 3.17 .11 2.53 3.55 2.35 3.37 5.7 3.73 3.72 In the last year. leaders in my Division made 3 positive impact on cli male and 3.33 2.33 3.53 3.33 3.33 331 3.33 2.53 3.33 233 3.35 3.33 3.51 3.33 SactiunfBranch Leadership Sediunfhrancll leaders support the vision and direction oflhs Division sad 3.35 3.33 3.31 3.32 3.39 3.33 3.13 3.73 3.33 3.32 3.32 3.33 3.33 333 Loaders in my seaionmranm lrsal employees M?mi?s andcounesy 352 333 335 353 331 322 313 375 333 333 333 323 335 323 Leaders in my care about morale 3.57 3.33 3.75 3.73 337 3.32 3.35 3.33 3.53 3.33 3.35 3.33 3.33 3.35 Leaders In my 3331131353333 mm mgmher as a 3.71 3.51 3.33 3.33 3.33 3.13 3.33 3.57 3.512 5.73 3.33 3.53 3.33 315 Supervisory Leadership My sum: encourages and SUWMS worklils 3.33 3.13 3.27 3.37 3.33 3.32 3.53 3.33 3.33 3.33 3.33 3.33 3.23 3.37 bahnce I am 33n1f3rtable having 3333. honest . . . conversallonsw?h mysupemsor supervisor understands what have and 33.13333. my ?Demo" 35 a 3.13 3.73 3.33 3.23 3.12 3.31 3.35 3.33 323 3.33 3.22 3.21 312 332 My wp?msm t??ngtn?n": about 3.37 3.13 3.32 3.33 3.37 3.37 3.53 3.35 3.37 3.13 3.43 3.55 3.32 3.55 Communication - Dissemination Leaders my D1v15133 communicate threats and 3.33 3.33 3.33 3.33 3.33 3.13 3.13 3.71 3.33 3.111 3.33 3.33 3.73 3.33 pn'on'lies 2315 595-13 Climate DE ee HN 150 IP 515 .11: KG 101 LR LA-CT 531-111 1.15.913 Sectionbranch leaders oomunleate context and 3.55 3.35 3.35 3.33 333 5.92 3.39 3.33 335 3.52 3.39 3.39 3.37 3.35 explanatiens regarding decisions and initiatives Leaders in my Division communicate context and 3.53 3.53 3.59 3.53 3.51 3.39 3.39 3.15 3.32 3.59 3.53 3.33 3.59 3.35 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typicaly heer infonnetien {rum other people before I hear it from 2.37 2.33 2.35 3.32 3.37r 3.25 3.33 2.33 3.25 2.35 2.33 3.13 2.35 2.93 my leadership (Reverse - higher '3 beller} Leaders in my Division often dislon intern-nation 31' do not tell 'the whole 3.55 3.13 3.35 3.55 3.79 3.97 3.99 329 335 3.19 3.39 3.73 3.35 3.39 story? Communication - Uni 1:3 I am satis?ed with my involvement in decisions that 39531 19 9 rt: 3.73 3.55 3.59 3.52 3.55 5.35 3.55 3.73 3.93 3.35 3.59- 3.95 3.52 3.93 Leaders in my Division are receptive to negative intormalien and [1199 ?m 3.39 3.22 5.31 3.35 3.57 5.97 3.95 3.13 331 3.15 3.35 3.73 3.39 3.35 Lama's "1 my D'ws'o" 19 "m emmyees 5.55 5.33 5.51 5.52 5.59 5.95 5.97 5.53 555 525 5.59 5.55 5.55 5.75 have to 5531 Teamwork My cut-workers are competent and knew how to get the tub done 5.13 3.59 3.53 5.19 5.39 5.21 5.22 5.35 3.92 3.97 5.25 5.15 3.99 5.35 The people in my Division conduct themselves in 3.39 3.33 3.38 5.33 5.35 5.11 5.15 3.3? 3.33 3.32 5.23 5.25 3.33 5.33 a proteseional and courteous mner The pee pie I work with are fn'endly and cooperative 5.15 5.32 5.15 5.25 5.22 5.22 5.35 5.15 5.13 5.13 5.37 5.35 5.13 5.37 My coworkers and work together 95 3 learn 5.23 5.29 5.93 5.33 525 5.51 5.57 5.32 525 523 5.51 5.39 5.21 5.59 m'??mkem ?grim? mom! on my 3.97 3.92 3.92 5.95 5.92 5.93 5.11 5.93 5.95 5.91 5.17 5.13 3.37 5.39 Employees understand each mhers roles and responsibilities 3.33 3.59 3.52 3.95 3.79 3.99 3.93 3.37 3.32 3.37 3.91 3.93 3.73 3.35 My rye-workers and I regularly pa rtie'pate in after action reviewshot 1.113511351355335 learned 5.51 5.29 5.55 5.57 5.55 5.55 5.50 5.55 5153 5151 5.55 5.51 5.55 551 discussions. etc 5m comfortable expressing a different or contrary poinl oiview 3.55 3.55 3.79 3.75 3.93 3.91 5.32 3.53 3.92 3.51 3.72 5.39 3.55 5.31 When others and I disagree. we are still able to respect each other as prelessinnals 5.15 3.39 5.97 5.15 5.13 529 527 3.93 5.17 5.95 5.12 5.27 5.99 5.31 Everyone the squaduml '5 ?mum? and 3.55 3.32 3.25 3.72 3.73 3.71 3.75 3.55 3.53 5.51 3.73 3.51 3.53 5.32 carries their 3M1 weight 2313 Climate DE EP HN 140 IP 331 .13: KG 104 L3 LR LA-CT LA-ct? The people on this squadu nit are reliable and dependable 4.03 3.31 3.33 4.11 4.09 4.12 420 4.10 4.34 3.33 4.22 4.13 3.33 4.30 Overall. the members otlhe souadunit do high quality ?mm 4.17 3.39 3.33 4.25 4.20 4.1? 4.3? 4.23 4.19 4.15 4.33 4.3? 4.1? 4.42 Counterproductiva Work Behaviors {Reverse - higher '3 better] Employees who instigate conflict or with whom it is dif?cult to work 2.34 2.57 2.30 3.05 3.10 3.13 3.30 232 3.33 237 3.12 3.23 2.33 2.32 are tolerated (Reverse - higher is better) Employees who put "me effort mm tne'r work are lateral? 2.35 2.41 2.73 2.33 2.33 2.33 2.32 2.73 2.33 2.73 3.34 3.11 2.35 2.34 (Reverse - higher is better] Arblrary anion and personal mme are tolerated 3.05 2.72 3.14 3.10 3.04 3.44 3.35 2.30 3.30 2.32 3.41 3.52 3.21 3.33 Recognition and Performance Managmem Person nel policies (39.. performance appraisal, promotion. rewe rds} are applied consistently 3.31 3.03 3.34 3.32 3.15 3.50 3.54 3.04 3.32 3.12 3,53 3.77 3.31 3.31- acroes employees In my squad uni. steps are tel-ten to deal with a 3.22 3.03 3.03 3.45 3.33 3.41 3.37 3.33 324 3.35 3.20 3.55 3.20 3.45 poor perfom-mwhn cannot orwill not improve Discussions with my supervisor about performance are seen as important and 3.33 3.73 3.33 4.33 3.33 4.12 4.14 3.34 4.34 3.33 4.34 4.10 3.32 4.10 In my squad unildil'l'erenoes in perlon'nanoe are recognized in a meaningful my 3.53 3.40 3.52 3.73 3.53 3.35 3.13 351 3.54 3.55 3.33 3.30 3.55 3.33 Awards in my squadu nit depend on how well . . 7 4 7 employees perform their plus 3.53 3.2 3.7'0 3.7'2 3.33 3.54 3.31 3.44 3.5? 3. 2 3. 3 3.34 3.32 3.54 Employees are for doing my" quality 3.35 3.43 3.5? 3.31 3.53 3.74 3.37 3.53 3.33 3.43 3.33 3.35 3.35 3.30 Initiative and motivation are valued 3.23 3.53 3.33 3.35 332 3.35 3.39 333 3.73 3.73 4.03 4.14 3.35 4.03 Developmental Opportunities I have participated in developmental opportunities in the peel year 3.75 3.92 3.35 3.39 3.34 3.34 3453 3.30 383 331 3.63 3.91 3.6? 3.64 I have participated in leadership development opponunities in the past year 3.01 3.53 3.13 3.23 3.30 3.39 3.23 3.03 3.33 3.33 3.31 3.53 3.44 3.13 Career Opportunities lam satls?ed with my opportunities at the 3.31 3.13 3.13 3.33 3.75 4.15 3.33 334 3.34 334 3.31 4.11 3.32 4.33 11 2313 Felt-13 Climate DE EP H31 140 13 J13 .114 KG 101 1.11 LR LA-cr 411L311 1.4.313 Job Characteristics 1 I feel empowered with respect to my work 3.39 3.39 3.33 4.33 3.31 4.13 4.33 3.31 331 333 3.33 1 4.13 3.91 4.14 The work ldo maltes a di?orenoe 4.29 4.23 4.43 4.47 4.13 4.57 4.33 423 4.31 4.32 4.13 1 4.43 4.33 4.41 My job has the right amount of variety 4.31 4.33 4.39 4.13 3.33 4.35 4.13 4.12 4.12 4.39 4.31 1 4.14 4.34 4.11 see the impact or outcomes of my wort: 4.33 3.33 4.33 4.13 3.133r 4.31 4.13 4.33 4.33 4.35 4.32 1 4.12 4.14 4.22 My talents are used well in the workplace 3.31 3.33 3.34 4.37 3.13 4.15 4.13 3.33 3.33 3.31 4.31 4.12 3.32 4.12 Fairness I am treated respectfully without regard to my race. reigion. ethnicity. gender. 393' disability 4.33 4.39 4.23 4.23 4.45 4.37 4.43 4.32 4.42 4.21 4.43 4.53 4.33 4.51 status. seawal orientation. or cultural becthmund People 13 my D'mim are treated 13 a f? and 3.13 3.25 3.34 3.33 3.13 4.31 3.33 3.44 3.13 3.43 4.32 4.13 3.33 4.33 manner made? in my work we" employees different backgrounds {Reverse - hit; her is better} Who you know is more 3.11 2.31 3.33 3.33 3.22 3.44 325 233 3.31 2.33 3.24 4.33 4.11 2.32 important than what you know orwhat you can do Prohibited personnel practices are not tolerated 3.39 3.33 4.32 4.34 4.35 4.23 4.33 4.33 4.14 3.37 4.15 4.31 3.31 4.23 Compliance Employees report misconduct t3 the appropnate 4.35 3.19 3.33 4.31 4.33 4.111 422 3.33 4.33 333 4.23 i 4.13 4.33 4.31 I can disclose a suspected violation or any lawregulatten 3111;114:1411 tear or repnsal organization has prepared employees for potential security threats 4.33 3.11 3.33 4.13 4.31 4.23 4.13 4.33 4.33 4.33 4.33 4.33 4.12 3.33 I know where and how to report suspicious behavior or miscondud potential insider 4.31 4.29 4.32 4.33 4.35 4.33 4.43 4.31 4.33 4.42 4.33 4.31 4.35 4.23 threat. iniormatlon leaks. workplace violence. etc.) FBI employees receive suf?cient itforrnetion to 4.13 4.32 4,24 4.23 4.2? 4.33 4,33 4.23 4.30 4.31 4.27 4.23 4.1? 4,313 help them reeog nlze potential insider threats- I know 113th report canoeme about possible insider threats. including suspicious behavior 3r 4.33 4.25 4.34 4.33 4.33 4.33 4.31 4.43 4.33 4.41 4.33 4.33 4.31 4.41 serious securily triolalio ns 231B Climate LA-CT LA- Admin Integrity Following the law is just as irnponant as accomplishing the mission 4.73 4.33 4.23 4.74 4.34 4.15 4.?1 4.31 433 4.71 4.13 4.31 4.83 Leaders in my Division demonstrate that a currl'n'lrnenl in ethics, inlegrily, and compliance is an iistitulienal priority 3.5? .32 3.32 4.35 4.32 4.31 4.19 4134 4.1? 4.03 4.22 Intelligence Community Collaboration I feel a sense of commun ily shared mission and vanes} other employees across the lnteligenoe Community 3.71 3.53 3.35 3.33 3.53 4.32 334 351' 3.1'5 3.?3 3.33 4.34 3.35 3.62 Our mission depends on Intellige nee Community agencies and components sharing knowledge and collaborating 4.39 4.13 4.25 428 4.14 4.35 4.13 3.32 4.33I 3.39 4.32 3.?3 External Collaboration I am able to work effectively with State. Local. and other panners as needed by the job 4.48 4.42 4.33 4.43 4.59 4 .45- 4.50? 4.52 4.45 4.52 4.46 4.43 I am able to work effectively with the US Attorneys of?ce as needed by the job I am able to work effectively wih other Federal agencies as needed by the job 4.44 4.37 4.42 4.53 4.33 4.53 4 .43 4.33 4.45 4.44 4.41 4.43 4.52 4.43 Tools, Technology, and Resources have suf?cient resources peo?e. budg et} to get rnyjob done I have the technology needed software. hardware. etc.) to get my job done 3.45- 3.23 3.33 3.5? 3.33 3.?3 3.14 3.32 3.53 3.35 3.54 3.27 3.6? 3.34 The technology I use this year is better than i was last year 2.32 3.22 3.35- 3.31 3.11 3.24 3.33 3.13 3.33 3.34 3.33? 3.23 3.49 2.34 Work Environment Physical conditions noise level. lemperalure. lighting. deanl'lress in the workplace} allow employees to perform their jobs well Employees are protected [rem health and safety hazards on the job 4.33 4 .35 4.22 4.13 4.23 4.25 4.13 4.25 4.33 3.59 3.53 4.34 21113 FDA-IQ Climate LA-CT Admin Ui-Ci? Integration In my Division. intellig onoe work products iniorm operations 3.12 3.11 3.15 3.64 3.1.3 3.62 3.73 323- 3.33 3.63 3.65 3.62 1.12 2.65 Workload The administrative reo uiremente of my job are reasonable 3.19 3.50 3.47 3.53 3.54 3.23 3.21 3.13 3.51 3.113 3.22 3.95 2.72 Organizational Change I have experienced signi?cant change at work in the last roar tag. reorganization. changes to job role) 3.35 3.33 3.111 3.411 3.3? 3.49 323 3.31 3.16 3.62 3.1? 3.63 3.69 3.36 When changes take plaoe at work. I understand the rationale behind them 3.34 3.24 3213 3.50 3.4-7 3.59 3.10 3.4-3 3.13 3.117 3.62 3.55 3.5-1 Wen changes take place at work. undersland the goal and uh at the change is meant to accomplish 3.11 3.35 3.53 3.54 3.57 3.35 3 .611 3.13- 3.45 3.20 3.50 3.?0 3.61 3.62 Climate and Engagement Suwey I have seen or heard the results from last years climate and engagement survey 103 3.36 3.6-1 3.74 1.05 1.21 3 .92 1.132 1.39 3.23 3.53 3.91 3.?3 3.69 I am Interested In seeing or hearing the results from this years climate and engagement survey 1.211 1.17 1.26 1.311 1.33 1.51 1.45 1.32 1.31 1.119 1.22 1.11 103 1.23 In the last year, I have put e?art i110 having a positive impact on the climate and morale of my Division 4.19 4.21 4.211 4.22 4.25 4.35 1.36 1.16 1.15 1.25 1.23 1.40 1.33 4.31 Other The FBI selects high quality leaders 3.22 2.32 3.25 3.17 3.31 3.65 3.11I 2.39 325 3131 3.131 3.13 3413 3.22 Leaders review and evaluate the organizations progress toward meeting its goals and objedives 3.31 3.35 3.33 3.35 3.31 1.15 1.13 3.?1 1.01 3.66 3.63 3.31 3.65 3.139 l4 . LA- NY- NY. 2515 Ciro-rote LA-Inlel cmAdmin NY-CT NY-CID NY?lntel mm! NK Mission Engagement am proud lo work let the FBI 1.31 1.35 1.51 1.13 133 1.33 1.52 1.35 1.11 1.13 1.13. 1.11 1.33 1.52 1.32 1.13 1.33 (Reverse '1th is beg? I am cynical 311-331 the 1.13 1.22 1.13 1.11 1.33 333 1.31 3.33 1.35 1.13 1.11 1.31 1.22 1.33 1.32 1.13 1.13 I believe in the mission ofthe FBI 1.11 1.31 1.75 1.13 1.31 1.131 1.13 1.15 1.33 1.13 1.32 1.71 1.13 1.12 1.?1 1.?1 1.?2 I reeommend the FBI as 3 good place to work 1.21 1.12 1.33 1.31 1.13 3.35 121 121 121 1.31 1.23 1.33 1.33 1.21 1.32 1.13 1.33 Wwirplaon Engagement on this squadiunilileadership learn is good for my morale 3.33 1.23 1.33 1.35 1.11 3.11 1.35 3.35 3.13 1.11 3.33 3.33 1.21 1.13 1.33 3.32 1.13 {Reverse - higher is better} Working on this squadfunidieadershiptearnis frustrating 335 113 131 112 123 311 135 333 3.11 123 333 331 135 1113 133 332 133 iook iorward to going to Iwork 1.33 1.31 1.33 122 121r 3.11 1.31 1.33 1.31 1.13 3.31 3.33 1.32 1.21 1.13 1.11 1.23 I work harder because I like working here 1.25 1.31 1.33 123 1.33 3.31 123 1.13 1.13 123 1.11 1.12 1.33 1.21 1.33 1.23 1.31 1'iiorlr Engagement My work gives me a feeling or personal 1.23 . 1.11 . 1.21 . 1.31 . 1.11 . 1.33 . 1.13 . 1.23 . 1.31 . 1.23 1.35 1.31 1.32 1.23 1.23 1.21 1.21 I like Ihe kind ofworkl do 1.11 1.11 1.31 1.31 1.13 1.33 1.23 123 1.12 1.33 1.33 1.13 1.31 1.31 1.37 1.32 1.33 {Reverse - higher is honor) I feel burned out from th a work that I do 3.35 1.33 3.33 1.113 1.13 3.11 3.33 1.31 3.33 1.33 1.33 3.35 1.11 3.35 1.35 1.33 1.13 FBI Leadership I have a high levei of rasped fur the senior 3.33 3.33 13-1 1.21 133 1.12 113 1.13 1.12 1.31 1.33 1.13 3.11 1.51 1.31 3.11 3.12 31133351133 Direcior. DD. ADD. Direct communication (3.131.. of?ce visits. emails} from the Director heiprs me real 331133111311 13 the 1.31 1.33 3.32 3.11r 1.31r 3.15 3.13 3.33 1.32 3.11 3.31 3.35 3.31 3.33 1.113 3.33 3.33 FEII The senior executives Direolor, DD, ADD. EAD5)mai1!ain high standards of honesty 3.31 3.33 3.111 3.12 3.11 3.33 3.35 2.91 3.51 323 3.31 3.53 3.31 3.33 3.37 3.11 3.55 and inleigirilziI I am ms?m by the D?gdm?s ?5m? and 5.13 5.5? 5.52 5.53 4.51 5.45 5.55 5.25 5.5? 5.55 5.55 5.55 5.55 5.35 5.75 5.50 5TH: Division Leadership lam ?Fire? by my Divan" bademhip learn331 3211 vision and direction Leaders in my Division demonstrate that a mmln?renlto elhios. inlegrily. and compliance is 1.11 1.12 1.13 1.11 123 3.32 122 1.11 335 1.31 3.33 1.13 1.13 1.11 1.21 1.11 1.23 an i15?iulional priorily . LA- NY- NY. 21118 Climate LA-lntel Admin NY-CI NY-CT NY?Intel my?, NK MvDivisidn leedershipwurtslogeiher 333133111 373 423 417 431 413 331 331 339 3.Division leadership lakes responsibility ior meir 33 . . 3.33 4.13 4.24 4.11 4.23 3.33 3.33 4.33 3.51 4.33 3.34 3.33 4.21 3.32 4.33 3.33 4.33 lam ?mm? 33131113 ?Claims and policies Division leadership Employee morale '5 Important to my 3.33 4.13 3.33 3.34 4.13 3.42 3.39 339 3.33 4.32 3.73 3.33 4.33 3.32 4.33 3.33 4.31 leadership . . . . . 4.1 4. 4.4 4. 4. 4.1 4.17 4.14 4. 4.1 4. 7 4.4 4.14 4. 7 4. 4. Results are Important lo my leadership Division leadersh'p have a positive impact on . I I in D1v131333 performance 3.33 4.13 3.33 3.31 4.11 3.54 3.77 3.33 329 .33 3.37 3.71 4.3 3.33 4.31 3.34 4.31 In the last year, leaders in my Division made 3 positive impacten climate and morale 331 413 374 372 333 334 334 333 3.17 333 331 344 433 343 333 347 333 SectiunfBranch Leadership leaders support the vision and . . . . . direction of ma Head .37 .33 .33 .23 .33 3.33 .1 .23 3.33 .31 .33 3.37 .31 3.33 .12 3.32 4.21 Leaders in my sealenmranm [real employees with res and counesy 4.13 4.32 4.23 4.39 423 3.73 4.13 423 3.73 4.33 3.33 4.33 4.43 4.17 4.13 4.33 4.23 Lea 3333 in my care about morale 3.33 4.31 4.33 4.13 4.12 3.42 333 3.39 333 4.19 3.73 3.35 4.27 3.73 3.33 3.33 3.33 Leaders In my 3331133113:ng work ??9th 33 a 3.35 4.33 4.21 4.23 4.17 3.33 4.35 4.12 3.33 4.23 3.35 3.34 4.33 4.33 4.33 3.37 4.13 Supervisory Leadership My super encougpa?gnd supp-3113 worklrie 4.33 4.34 4.44 4.34 4.47 422 4.33 4.39 4.47 4.33 4.23 4.42 4.34 4.31 4.43 4.41 4.33 Ian-1 comfortable having epen. honest . . . powers-aliens eupemeor supervisor und ere-lands what I do and the challenges-Hana 437 433 412 423 433 331 424 413 4.have and 34.1337? my supemsor as a 4.13 4.33 4.23 4.31 427 4.31 4.39 4.33 4.34 423 4.19 4.27 4.41 4.31 4.33 4.37 4.33 My supervisor trusts me to make decisions about . lab 4.34 .53 .34 .57 .51 .13 .52 .41 .33 .51 .33 .43 .53 .41 .23 4.52 4.43 Communication - Dissemination Leaders my threats and 337 413 3. . LA- NY- NY. 21313 Fort-IE! Climate Lit-Intel Admin NY-CI NY-CT NY?Intel SDICyber NK Seotionbranoh leaders communicate context and 3.33 4.13 3.35 4.13 4.33 3.33 331 3.31 3.54 4.12 3.33 3.13 4.13 3.33 3.31 3.12 4.33 explanations regarding decisions and initiatives Leaders in my Division communicate context and 3.10 4.01 3.35 3.35 3.34 3.42 3.30 3.35 3.43 334 3.13 3.33 3.35 3.53 3.31 3.53 3.31 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typicaly heer infonnetion from other people before I hear it from 3.14 3.40 3.19 3.23 3.35 2.32 3.21 3.22 2.11 325 3.32 3.13 3.23 2.33 3.17 3.30 3.23 my leadership [Reverse - higher is better} Leaders in my Division olten dislon inlorrnation or do not tell 'tlre whole 3.31 4.33 3.13 3.33 3.33 3.41 3,34 333 3.34 3.33 3.31 3.32 4.12 3.33 3.13 3.13 3.33 story? Communication - Uni I am satisfied with my involvement in decisions that am wort: 3.30 4.14 3.32 4.03 4.02 3.32 3.33 3.33 3.11 3.33 4.02 3.13 4.02 3.31 3.35 3.31 4.02 Leaders in my Division are receptive to negative information andbad ?m 332 413 333 332 331 344 314 333 3.43 331 313 333 433 313 332 353 335 Lama's in my [1111:1113 to "m emmyee?r? 3.11 4.15 3.15 3.33 3.34 3.43 333 3.35 3.31 333 3.13 3.13 4.12 3.53 3.33 3.50 4.03 ave to say Teamwork My m-werkers are competent and know how to get the tub done 4.05 4.31 4.13 4.04 4.22 4.04 4.13 3.30 4.00 422 4.33 4.15 4.33 4.11 4.01 4.13 4.21 The people in my Division 3033 uet themselves in 4.04 4.31 4.21 4.04 4.01 3.34 4.03 3.02 3.03 4.10 3.01 423 433 4.24 4.01 4.11 4.11 a pmtessidnal and courteous nunrrer The people I work with are friendly and cooperative 4.11 4.44 4.32 4.13 4.24 4.31 421 4.14 4.10 4.34 4.12 4.24 4.54 4.33 4.11 4.25 4.33 My coworkers and I work together as a team 4.21 4.43 4.34 4.33 4.34 4.32 421 422 421 4.43 4.13 4.23 4.53 4.33 4.33 4.35 4.33 M3 coworkers ?grim? 3113331 on my 4.33 4.23 4.34 4.33 4.31 333 3.31 3.31 331 4.13 3.31 4.31 4.33 4.13 4.33 3.31 4.33 Employees understand each others roles and responsibilities 3.31 3.33 3.13 3.31 4.02 3.33 3.13 3.34 3.34 3.30 3.34 3.33 3.33 3.33 3.35 4.05 3.03 My 311-workers and I regularly pa niobate in after action review-shot washeslessons learned 3.44 3.34 3.51 3.43 3.13 3.41 3.35 3.53 3.50 3.12 3.31 3.54 3.33 3.53 3.41 3.31 3.53 discussions. etc I '11 em comfortable expressing! 3 0 erent or contrary 3.33 4.11 3.30 3.33 4.01 3.31 3.34 3.33 3.11 4.31 3.33 3.33 4.15 3.33 3.31 4.05 4.01 point of View 1?mitten others and I disagree. we are still able to respecteaoh emerasprolessionals 4.13 4.32 4.23 421 423 4.32 4.13 4.13 4.34 421 4.13 4.13 4.33 4.13 4.13 4.33 4.24 Everyone on the squadunit is productive and . . . . . . theirdimwelght 335 332 333 355 . LA- NY- NY- Z?ttl Climate Lilli-Intel Admin NY-CT NY-CID NY?lntel Weber Hit The people on this 599999 nit are reliable and dependable 4.51 4.31 4.12 4.15 4.14 3.99 4.99 4.93 3.95 423 3.95 4.95 4.29 4.15 3.99 3.95 4.14 Overall. the members otlhe sauadunit do high . qua?? Wm 4..12 .21 .41 .32 4.19 4.2 4.29 Countarproductiva Work Batmvinrs (Reverse - higher '3 better] Employees who instigate conflict or with whom it is dif?cult to work 2.95 3.31 3.91 3.19 3.11 2.91 3.99 3.35 2.12 329 3.11 3.99 3.51 3.19 2.93 3.24 3.13 are tolerated (Reverse - higher is better) who put little effort mm the'r mm are tolerated 2.99 3.11 2.91 2.95 3.93 2.91 2.99 3.19 2.91 3.99 3.11 2.91 3.11 3.91 2.59 3.91 3.91 (Reverse better] Arblrary action and 324 394 329 359 321 319 3 22 349 2.94 349 3 21 3 32 355 344 333 341 339 personal Invoritism are tolerated Recognition and Perionnance Managmant Person nel policies (9.9.. pertom'nanae appraisal, promotion. r9919 r9511 are applied an nsislenlly 3.59 3.99 3.29 3.59 355 3.23 3.51 359 3.13 355 3.51 3.43 3.33 3.49 3.53 3.45 3.51 across employees In my squad 991. steps are tel-ten to deal with 9 3.43 3.51 3.59 3.55 3.41 3.34 3.41 351 3.91 3.53 3.45 3.42 3.51 3.35 3.25 3.29 3.55 pour perform-Er who cannot 9rwill not improve Discussions with my supervisor about performance are seen as important and 4.99 4.39 3.95 4.15 4.19 3.93 4.91 4.19 3.99 4.15 4.99 4.99 4.22 4.99 4.99 4.13 4.29 In my squad unildil'l'erenoes in pedomanoe are recognized inameaningful my 319 395 355 313 355 345 359 314 3.44 354 319 313 393 319 351 352 355 Awards in my squsdu nit depend on how well . . 4 I 11 7 employees perform their lobe 3.59 .95 3.15 3.9 3.9 3.53 3.59 3.15 3.39 3.99 3.55 3.51 3.91 3.Employees are ?unwind for during high ?am 3.11 4.13 3.94 3.19 3.99 3.49 3.59 3.12 3.42 4.93 3.59 3.19 4.99 3.12 3.52 3.99 3.52 Initiative and motivation are valued 3.93 4.13 4.91 3.94 4.12 355 3.31 4.91 3.14 4.11 3.51 9.39 4.13 9.91 9.94 3.15 4.94 Developmental Opportunities ?Emma?? devehp' 5m" om?mmes 3.95 4.24 3.99 3.99 351 353 351 4.94 352 3.94 3.19 3.15 4.15 3.59 4.99 3.15 3.99 In the peel year I have participated in leadership development opponunlties In the pastyear 339 395 342 319 315 329 219 311 2.99 329 329 393 359 311 349 321 332 Career Opp-odunities lam satls?ed mm opportunities at the 3.59 4.12 3.93 4.95 4.94 3.39 3.34 355 355 3.92 3.15 3.15 4.12 3.92 3.15 3.15 4.91 . LA- NY- NY- 21313 FDA-IQ Climate LA-it'liel Admin NY-CI NY-CT NY-CID NY?Intel Weber Nit Job Characteristics I feel empowered with respect to my work 4.03 4.2? 4.03 4.13 423 3.70 4.00 4.13 3.33 4.11 4.0? 3.33 4.23 4.03 4.03 4.03 4.03 The wort: ldo makes a dittoronoe 4.33 4.31 4.43 4.43 4.30 4.13 4.32 4.33 423 4.33 4.33 4.20 4.43 4.40 4.40 4.33 4.3? My job has the right amount of variety 4.03 4.13 4.14 4.13 421 3.33 4.03 4.03 4.03 4.05 3.33 3.31 4.14 4.13 3.33 3.33 4.13 I see the impar: or outcomes of my 1-1011: 3.31 4.03 4.13 4.13 424 4.03 4.10 4.13 4.02 4.03 4.13 3.33 4.13 4.21 4.03 3.33 4.03 My talents are used well in the workplace 4.03 4.14 3.33 4.03 4.11 3.72 4.01 4.00 3.31 4.01 3.33 3.33 3.33 4.02 4.00 3.31 4.02 Fairness I am treated respectfully without regard race. reig1on. etlm 101131. gender. 393' dnsabllity 4.23 4.33 4.44 4.42 4.43 4.27 4.42 4.33 4.23 4.43 4.22 4.23 4.33 4.43 4.33 4.43 4.4 status. sexual orientation. or cultural background People in my D'mion are treated 331- 4 01 3.manner Lane" in my Dimm" work we" employees 413 different backgrounds {Reverse - hi3 her is better} Who you know is more 3.20 3.15 3.13 3.33 3.12 3.05 3.13 3.13 3.01 341 3.20 2.33 3.33 3.13 3.34 3.33 important than what you know orwhat you can do Prohibited personnel pradioes are not tolerated 4.34 4.23 4.23 4.1? 4.11 3.35 4.03 4.13 3.32 4.13 3.33 4.01 4.33 4.03 4.02 4.33 4.13 Compliance Employees report Misconduct to the appropnate 4.1:r 4.35 4.17 4.13 4.10 4.01 4.05 4.13 333 4.10 4.03 4.03 4.42 423 4.14 4.21 4.21 authonllr? I can disclose a suspected violation or any lawmle. or regulation WIthoot tear of renneal organization has prepared employees for potential security threats 4.03 4.07 4.14 4.13 4.13 4.11 4.14 4.13 3.31 4.13 4.13 3.33 4.20 3.33 4.03 4.03 4.17 I know where and how to report suspicious behavior or miscondud (3.9.. potential insider 3'9 Ihreat. intormetlon leaks. workplace violence. elo.) FBI empl?t'ees suf?cient ?Donation to 4.25 4.32 4.31 4.33 4.33 4.23 4.23 4.24 4.13 4.33 4.13 4.12 4.27 4.03 4.21 4.13 4.25 help them reoog nize potential insider threats I know how to report concerns about possible insider threats. including suspicious behavior or 4.41 4.30 4.42 4.41 4.43 4.34 4.31 4.42 4.31 4.43 4.23 4.33 4.42 4.24 4.33 4.32 4.41 serious security violations LA- NY- NY- LA-Irtl? Clityber Admin IVY-CI NY-CT NY?Intel mm, Integrity Following the law is just as important as a plishing the mission 4.7? 4.?3 1.31 3.32 3.75- 4.31 1.?1 339 3.69 ILTB 4.31 3.71 3.88 4.?3 4.69 4.5? 411 Leaders in my Division demonstrate lhal a camimenlto ethics. inleur?y. and mmpliance is 1.1? 1.12 1.111 1.11 1.28 3.32 1.22 1.1? 3.35 1.31 3.33 1.13 1.10 1.11 1.21 1.11 1.23 an i15tilulional priority Intelligence Community Collaboration I feel a sense of cammun ily 3.3.. shared mission and values} with other empmyus am the 3.3? MB 3.31 35? 3.31 3.31 333 3.33 353 3.?5 131 3.73 103 3.51 3.82 3.1'7 3.33 lnteligenee Community Our mission depends on Intellige nee agencies and components sharing knowledge and 1.111 1.11 1.111 1.11 1.11 1.13 121 1.35 1.113 1.111 1.11 1.31 1.33 3.11 1.23 1.111 1.15 collaborating External Collaboration I am able to work effectively with State. Local. and other panners as needed by the job 1.12 1.11 1.52 1.51 1.15 1.31 1.11 1.15 1.39 1.15 1.15 1.19 1.35 1.32 1.311 1.35 1.15 Iarn able to "ark effectively with the USAltomeys 331 113 331 313 333 332 we 1110 1111 313 1213 1113 133 1113 122 335 335 of?ce as needed by Ihe job I am able to work effectively will other Federal agencies as needed by the job 1.15 1.511 1.12 1.13 1.511 1.311 1.111 1.51 1.13 1.11 1.11. 1.23 1.51 1.31 1.32 1.13. 1.11 Tools, Technology, and Resources have suf?cienl resources peo?e. budg at) to gel rnyjob do? 3.33 3.14 3.31 3.13 3.38 3.31 3.4? 3.43 3.?5 329 3.77 3.23 3.56 3.13 3.33 3.32 3.65 ?lave "Baden {e'g'snmm' 3111 3111 3211 3111 313 313 231 311 333 331 hardware. eta) to get my job done The lechnolo I use this ear is better than i was 931 ms! 3.23 2.33 3.35 230 3.18 3.32 3.33 321 3.13 3.35 3.21 2.35 3.35 2.?3 2.33 3.12 Work Environment Physical 50mm? (11.9., level. lemperamre' 311 3111 1111 319 113 1311 31111 1111 3115 1111 313 352 331 3113 315 353 3113 lighting. deanl'ness in the workplace} allow empIOyees to perform their jobs well Empl 1' 5 are protected from health and safety 3.12 3.31 1.33 1.113 1.23 1.22 1.113 1.13 1.31 1.30 1.112 3.33 1.23 3.35 3.33 3.75 1.23 hazards on the job NY- NY- LA-Ir'ltel Admin NY-CI NY-CT NY-CID NY?lntel SDu?Cyber LA- cucyber Integration In my Division. intellig anoe work produm iniorm operations 3.32 3.57 3.58 3.12 3.63 3.33 3.43 3.51 3.15 3.33 3.91 3.53 3.115 2.91 3.30 3.44 Workload The administrative req uiremenle reasonable 3.33 3.34 3.32 3. 0 3.35- 3.11 3.31 3.11- 3.52 3.55 .22 3.23 3.11 2.92 3.73 3.32 3.31 Organizational Change I have emerienoed signi?cant change at work in the last year (13.3.. reorganization. changes to job 3.32 1.13 3.311 3.13 3.33 3.33 2.33 3.33 3.13 3.13 3.33 3.11 3.33 3.21 3.33 3.32 3.13 role) When changes take place at work. I understand the rationale behind them Wen changes take plane at work. undersland the goal and wh al the change is meant to 3.32 3.33 3.111 3.73 3.32 3.33 332 333 321 332 3.33 3.12 3.33 3.32 3.33 3.33 3.33 3.53- 33] 3.55 3.?3 3.31 3.35 3.63 320 3.?3 3.11 3.33 3.33 3.43 3.31 3.55 3.713 Climate and Engagement Survey I have seen or heard the results from last years . 1.31 1.311 1.11: 3.92 1.33 3.33 1.133 3.32 1.13 3.13 3.13 3.53 3.2? 3.33 3.91 ollrnate and engagement survey I am Interested In seelng or hearing the results 1.31 1.23 1.39 1.32 1.29 121 1.13 129 123 1.33 1.23 1.13 1.31 1.13 3.33 1.21: 1.33 from this years climate and engagement survey In the last year, I have put e?ort itlo having a positive impact on the climate and morale of my 1.23 1.12 1.23 1.33 1.33 1.11 1.21 123 1.12 123 1.23 1.13 1.13 1.13 1.23 1.31:: 1.37 Division Other The FBI selects high quality leaders 3.11 3.32 3.13 3.23 3.13 3.31 323 3.13 3.13 3.31 3.32 3.33 3.13 3.23 3.31 3.32 3.13 LB?dErs review and evaluate the Omaniz?li?l?ls 3.37 1.13 1.23 1.13 123 3.33 3.33 1.33 332 121 3.113 3.32 1.13 3.32 1.13 3.73 1.33 progress toward meeting its goals and objedivee Z?l? Climate Mission Engagement I am proud to wont lot the FBI 1.53 1.11 1.31 1.53 1.50 1.53 1.53 1.1.3 1.57 130 1.57 1.52 {Reverse higher ls betthr? I am cynical about the 1.25 1.00 3.37 122 1.15 125 1.11 1.12 120 355 1.17 1.11 I believe in the mission ofthe FBI 1.53 1.03 1.57 1.72 1.79 1.72 1.75 1.31 1.73. 1.35 1.70 1.75. I reoomrnend the FBI as a good place to work 1.35 1.23 1.37 1.311 1.111 1.35 123 1.31 125 1.10 1.35 1.25 Wm1q3Iaoe Engagement on this squadiunilileadership learn is good [army morale 1.03 1.03 1.00 1.03 1.12 1.12 1.07 121 3.05 1.05 1.05 3.75 {Reverse - higher is better} Worici'Ig on this squedfunh?eadershipteamis frustrating 1.05 1.15 1.05 1.05 1.10 121 1.13 121 335 1.05 1.03 3.75 ionic ierward to going to work 1.13 3.07 1.01 1.15 122 1.19 3.37 125 1.01 1.01 1.15 1.00 I work harder because I like working here 1.23 1.12 1.18 121 1.31 1.31 121 1.32 1.17 1.11 1.27 1.23 Work Engagement My work gives me a fading or personal liite the liihd efworltl tie 1.31 1.20 1.22 1.35 1.12 1.33 1.15 1.35 1.30 120 1.35 1.31 {Reverse - higher is better) I feel burned out from th a work that I do 1.09 3.35 1.011 1.02 1.07 1.05 3.311 1.07 333 339 1.07 3.53 FBI Leadership I have a high level or respect for the F875 sen ier 3.57 3.05 3.35 3.01 3.72 3.73 3.73 3.31 3.75 3.33 3.513 3.73 executives (1.11.. Director. DD. ADD. Direct communication (5.9.. of?ce 111535. emails} lrom the Director helps me leel eon nested to the 1.11 3.75 3.53 3.511 3.37 3.75 3,31 3.73 3.33 3.72 3.52 1.07 FBI The FBl?s senior EXECUTIVES (Le, Diredor, DD. ADD. E13135) rna'ntain high standards of honesty 3.59 3.17 3.27 3.52 3.51 3.53 3.53 3.13 3.51 320 3.30: 3.50 and integrity:I I am inspired by the Directors vision and leadership 3.33 3.71 3.311 3.12 3.01 3.71 3.51 3.51 3.50 3.12 3.52 3.71 Division Leadership lam ?Fire? by my Dimin" leadership learn3.vision and diredion Leaders in my Division demonstrate that a cumin-13mm ethics. integrity. and compliance is 1.12 1.11 1.05 1.15 1.32 1.30 1.1.1 127 123 1.11 1.22 3.52 on hstilulionol priorily 21113 Climate 515. 50 Mr Division leadership works together as steam 1.11 3.33 3.33 3.33 3.33 123 1.13 123 3.31 3.33 3.33 3.33 Dmson lssdershcurp responsibility [or thew 1.13 3.59 3.30 3.31 3.31 1.10 1.19 1.10 3.31 3.30 1.03 3.53 BCISQHS lam satiS?Ed the Gamma and panties mm?onmademhm - - - - - . . . . . Employee morale '3 'mWFam to my 1.13 3.11 3.13 3.33 3.30 1.31 1.33 3.31 3.13 333 3.33 3.Results are Important In my Dmston leadership Division ieadersh'p have a positive impact on . I I the DmsIons permanence 1.13 3.10 3.13 3.33 3.33 1.11 .03 .03 3.33 3.35 3.33 3.53 In the last year. leaders in my Division made 3 positive impact on cli male 3 ?ak 3.31 3.23 3.32 3.32 3.33 3.35 331 335 335 3.13 3.13 3.33 SectiunfBranch Leadership Sedionrhrancll leaders support the vision and diredion of 1113 Division H3110 1.30 3.31 1.03 1.03 1.21 1.30 1.32 1.33 1.01 1.01 1.12 3.33 Lsaders in my sectionmranm [1331 employees 33mins 3ndcounesy 131 331 113 121 123 123 131 131 131 333 113 333 Leaders in my care about morale 1.23 3.33 3.33 3.31 1.00 1.01 1.13 1.03 3.15 3.11 3.31 3.55 Leaders In my 133de:;3; Ch mm ?0';th as a 1.21 3.15 1.03 1.13 1.03 1.23 1.13 1.21 3.31 3.31 1.03 3.30 Supervisory Leadership sum: encourages and supports 310111er 1.13 1.33 1.11 1.13 1.11 1.51 1.13 132 1.33 1.53 1.11 1.21 lam mmfortable having open. honest . . . conversallonsw?h mvsupemsor supervisor uno arslands what I do and tha challenges I face 1.01 1.15 1.20 1.23 1.23 1.11 1.13 1.33 1.31 1.11 1.12 3.33 I have and my supemsor as a 1.11 1.13 1.33 1.33 121 1.33 1.33 1.13 1.11 123 1.13 1.31 My swarms? t??Tg?anm: 3133151033 3mm 1.31 1.33 1.53 1.50 1.13 1.15 1.11 1.33 1.31 1.15 1.13 1.23 Communication - Dissemination Leaders my D'm'm communicate threats and 1.33 3.31 3.33 3.31 1.33 1.10 123 123 1.01 332 1.11 3.33 pn'c-n'lies lS-Cv-l 21313 Climate Seotionbranoh leaders oorrmunleate context and 4.33 3.33 3.35 3.31 3.32 4.37 4.35 4.37 3.72 3.74 3.113 3.54 explanations regarding decisions and initiatives Leaders in my Division communicate context and 4.32 3.42 3.57 3.34 3.71 3.31 4.33 3.33 3.72 333 3.33 3.4.2 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typicaly heer infonnetion from other people before I hear it from 3.4? 2.30 3.39 3.23 3.15 3.3? 3.4.3 3.1? 2.35 3.14 3.33 2.32 my leadership (Reverse - higher '3 better} Leaders in my Division olten dislon information or do not tell ?the whole 4.17 3.53 3.77 3.37 3.33 3.33 4.33 333 331 3.73 3.113 3.42 story? Communication - Uni I am salisliecl with my involvement in decisions that affect wort: 3.37 3.30 3.32 3.33 3.37 4.33 4.31 4.11 3.73 3.77 3.31 3.72 Leaders in my Division are receptive to negative information and 333 ?m 4.33 3.47 3.53 3.73 3.79 4.32 4.11 334 333 333 3.73 3.51 Leaders in my Division listen to whet employees haveto say Teamwork My out-workers are competent and know how to getlheiobdone 4.12 4.13 3.33 4.13 4.23 4.14 4.17 421 4.37 423 4.13 4.31 The people in my Division 33nd uot themselves in 4.14 4.14 3.37 4.13 4.13 4.15 4.27 4.2? 4.14 3.33 4.14 4.31 a proieesional and courteous nunner The people I work with are fn'endly and cooperative 4.23 4.33 4.15 4.27 4.37 4.31 4.31 4.33 423 423 4.27 4.13 My coworkers and work together as a team 4.33 4.43 4.13 4.33 4.33 4.35 4.43 4.43 4.13 4.35 4.42 4.24 M3 coworkers have a 905"? 4113331 on my 4.33 4.33 4.32 3.33 4.13 4.39 4.39 422 3.33 4.11 4.33 4.34 morale Employees understand each others roles and responsip?ities 3.71 3.39 3.70 3.32 3.31 3.39 3.34 3.33 3.73 3.33 3.31 3.72 My sin-workers and I regularly pa niobate in after action reviewshot washesleasans learned 3.33 3.32 3.34 3.33 333 3.33 330 3.34 3.33 331 3.33 3.43 disnussions, etc I am comfortable expressing a dinerth or 13133137331I poinl otview 3.32 3.33 3.73 4.34 4.32 4.33 4.33 4.33 3.33 3.77 3.33 3.33 M93 others and I disagree. we are still able to respect each emerasorolessionals 4.23 4.15 4.33 4.21 422 422 427 423 421 4.19 4.15 4.33 Everyone the squaduml '5 ?mum? and 3.72 3.77 3.31 3.33 3.35 3.72 333 3.33 3.42 3.33 3.37 3.47 carries their 31111111 weight 2515 Climate The people on this 355355 nit are reliable and dependable 1.12 1.11 3.55 1.11 1.11 1.12 123 121 335 121 1.13 3.55 Overall. the members 11th5 souadunit do high quality .31 .23 .11 Countarproducliva Work Behaviors {Reverse - higher '3 better] Employees who instigate conflict or with whom it is dif?cult to work 3.22 3.51 3.55 3.11 2.55 3.31 3.35 3.1.5 3.52 3.12 3.21 2.55 are tolerated (Reverse - higher is better) Employees who put "me effort mm the? work are [Bremen 3.15 2.55 2.55 3.55 2.55 3.11 3.11 3.21 2.15 2.55 3.51 2.52 (Reverse - higher is better] Arblrary action and personal Iavoritiem are tolerated 3.55 3.33 3.311 3.17 3.31 3.55 3.51 3.55 3.25 3.11 3.51 3.11 Recognition and Perfonnance Managmam Person nel polities (12.9.. performance appraisal, promolion. r5115 are applied consistently 3.52 3.13 3.31 3.51 3.11 3.55 3.55 3153 315 3.55 3.53 3.27 aeroe5 employees In my squad uni. steps are tel-ten to deal with 5 3.11 3.52 3.35 3.15 3.33 3.52 3.55 3.55 3.15 351 3.15 3.25 poor perfonmr who cannot orwill not improve Discussions with my supervisor about performance are seen as important and 1.52 1.12 1.51 1.55 1.55 1.15 1.11 121 3.55 1.55 1.51 3.52 In my squad unildil'l'erenoes in pedomanoe are recognized in 3 meaningful my 3.15 3.51 3.55 3.55 3.55 3.55 3.55 3.33 3.55 3.15 3.13 3.51 Awards in my squadu nit depend on how well . . 1 1 employees perform their iobs 3.7 3.55 3.55 3.15 3.12 3.11 3.51 3.51 3.55 3.51 3. 1 3.55 Employees are for doing high quality 3.55 3.51 3.15 3.53 3.51 3.51 3.55 1.55 3.12 3.55 3.15 3.11 Initiative and motivation are valued 1.55 3.51 3.52 3.55 1.55 1.51 1.53 1.15 3.55 355 3.53 3.51 Developmental Opportunities I have participated in dovehpomntal opportunities in the pael year 3.55 3.55 3.51 3.15 353 3.51 1.55 3.51 3.55 3.15 3.55 3.55 I have participated in leadership development opponunities in the past year 3.21 3.15 3.55 3.55 3.15 3.31 3.11 3.15 3.11 325 3.21 3.52 Career Opportunities lam satis?ed mm my glam opponuniues at the 3.55 3.55 3.52 3.52 1.52 3.32 3.55 355 351 351 3.55 3.53 21113 Climate NF DC will 5151 50 Job Characteristics 1331 empowered with respect to my work 4.13 3.37 3.911 4.33 4.13 4.17 4.133 425 4.33 4.311 4.133 3.33 The wort: ldo makes a dil?leronoe 4.413 4.29 4.34 4.35 4.41 4.33 4.34 4.43 4.41 4.13 4.44 4.43 My job has the right amount of variety 4.13 3.37 4.12 4.13 4.313 4.33 3.37 423 4.13 4.11 4.113 4.35 lsee Iheimpactoroulcomesotmy wont: 4.17 4.31 4.13 4.12 4.13 4.37 4.14 4.15 4.11 4.37 4.15 4.11 My talents are used well in the workplace 4.33 3.32 3.133 4.133 4.15 4.313 4.32 4.13 3.35 3.35 4.34 3.34 Fairness I am treated respectfully without regard to my race. reigion. ethnicity. gender. age. disability ?9 ?5 4,44 ?5 4.43 ?5 4.43 "51 4.43 4.34 ?1 ?2 status. sexual orientation. or cultural background 1n my are treated 13 a f? and 4.311 3.33 3.73 3.33 4.33 4.33 4.37 4.35 3.33 332 4.32 3.74 rna nner Leaders in my Division work well with employees otdi?erent backgrounds {Reverse - higher is betten Who you know is more 3.43 3.27 3.15 3.33 3.33 3.45 3.41 323 321 3.35 3.23 3.14 important than what you know orwhal you can do Prohibited personnel practices are noltolerated 4.13 4.311 4.37 4.13 4.17 4.111 4.27 4.24 4.14 4.11 4.13 3.33 Compliance Employees report Misconduct to the appropriate 4.22 4.23 4.12 4.25 4.23 4.24 427 4.31 423 4.12 4.21 3.37 authonhea I can disclose a suspected violation or any law. . . 1!.mle. or regulation Without tear of repneal organization has prepared employees for potential security threats 4.37 4.11 4.32 4.12 4.15 4.111 4.13 423 4.14 4.35 4.137 3.37 lltnowwhere and humid report suspicious .1137 ?434 behavior or misoonduot (3.9.. potential insider Ihreal. inlormatlon leaks. workplace violence. etc.) FBI employees receive suf?cient itforrnation to 4.2? 4.23 4.23 4.29 4.31 4.19 4.4.3 4.39 4.25 4.22 4.24 4.23 help them reoog nlze potential insider threats I know how to report concerns about possible insider threats. including auspicious behavior or 4.413 4.37 4.33 4.35 4.43 4.33 4.43 4.43 4.33 4.31 4.33 4.33 serious securily triolalio n5 2111B Climate NF DC PX RH 5U Integrity Following the law is just as irnponant as accomplishing the mission 1.79 1.?9 1 .35- 1.?3 1.77 1.75 1.15 1.30 1.?3 1.?5 1.71 1.15- Leaders in my Division demonstrate that a cornrn'lrnenl to inlegrily, and compliance is an itstitutional priority 1.05 1.15 1.30 1.41 4.2? 1.23 I1.11 1.22 Intelligence Community Collaboration I feel a sense oi commun 'rlyI shared mission and values} other employees across the lntelligenoe Community 3.73 3.53 3.53 3.18 338 3.91 3 .93 3.91 339 332 3.8? 3.75 Our mission depends on lntellige nee Community agencies and components sharing knowledge and collaborating 1.38 1.15 3.35 1.36 125 123- 1.13 1.05 1.12 1.21 External Collaboration I am able to work effectively with State. Local. and other panners as needed by the job 1.13 1.19 1.50 1.52 1.51 1.19 1.55- 1.61 1.50 1.50 1.41 1.50 I am able to work effectively with the US Altomeys of?ce as needed by the job I am able to work effectively other Federal agencies as needed by the job 1.16 1.38 1.15 1.18 1.52 1.51 1.52 1.1-5 1.35 1.31 1.119 Tools, Technology, and Resources have suf?cient resources peo?e. budg et} to get my job done I have the technology needed leg. software, hardware. etc.) to get my job done 3.57 3.59 3.52 3.52 3.1? 3.51 3.?2 3.45- 3.30 3.55 3.39 3.51 The technology I use this year is better than i was last year 3.35 3.25 3.3? 3.30 3.13- 3.43 3.15 3.12 321 3.30 2.31 3.15 Work Environment Physical conditions noise level. temperature. lighting. deanl'lrese in the workplace} allow employees to perform their jobs well Employees are protected lrom health and safety hazards on the job 1.20 1.17 1.23 1.419 1.33 1.10 1.33 1.29 1.20 1.20 1.139 1.19 2013 FDA-IQ Climate Integration In my Division. intellig once work produds inform operations 3.411 3.55 3.31) 3.45. 3.53 3.53 359 3.54 3.19 3.37 3.55 Workload The administrative req uiremenle of my job are reasonable 3.54 3.51 3.33 3.39 3.56 3.33 3.65 3.41 3.43 3.34 3.23 Organizational Change I have experienced signi?cant change at work in the last year tag. reorganization. changes to job role) 3.44 3.39 3.22 3.26 3.31 3.50 3 .06 3.16 3.34 3.1? 3.2? 3.4-5 1When changes take place at work. I understand the rationale behind them 3.?1 3.33 3.44 3.57 3.51 3.64 3.?3 3.31 3.4-5 3.53 3.53 3.41 ?When changes take place at work. undersland the goal and what the change is meant to accomplish 3.75 3.39 3.43 3.311 3.58 3.5? 313' 3.91 3.52 3.52 3.?0 3.4-5 Climate and Engagement Survey I have seen er heard the results from last years climate and engagement survey 4.13 3.53 4.El4 3.74 3.58 3.?3 4.23 3.33 4.135 3.95 4.14 I am Interested in seeing or hearing the results from this years climate and engagement survey 4.41 4.13 3.98 4.18 4.311 4.11' 425 423 4.35 4.23 4.24 4.32 In the last year, I have put e?ort itlct having a posithre impact on the climate and morale of my Ditieion 4.33 4.32 4.15 4.23 4.33 4.31 4.313 4.51 4.33 4.25 4.29 4.30 Other The FBI selects high quality leaders 3.48 3.23 3.15 3.35 3.34 3.47 3.54 3.35 329 3.22 3.23 3.25 Leaders review and evaluate the organizations progress toward meeting 115 g?als- and objedives 4.13 3.35 3.53 3.55 4.35 422 4.151I 4.1? 3.3? 3.135 4.136 3.33 an itstilulidnal prinrily . VLFQ WFO- WFO- Averages 21318 FDA-ID Climate 3F SJ SE SI SL TP Admin CID Intel 0 Mission Engagement I am proud to wed: Ior the FBI 4.57 4.59 4.45 4.54 4.55 4.54 4.42 4.44 455 459 4.55 4.59 {Reverse higher ls beg) I am cynical about the 4.19 4.23 3.95 4.31r 429 4.15 4.13 3.94 429 425 4.29 4.19 I believe in the mission of the FBI 4.16 4.75 4,?5 4.55 459 4,55 410 455. 4351 45:1 434 I reenmrnend the FBI as a good place to work 4.21 4.45 4.11 4.45 4.31 4.33 4.14 4.15 4.52 4.45 4.30 4.25 Workplace Engagement on this squadiunilileadership learn is good for my mrale 4.51 5.95 5.51 4.12 4.15 4.54 5.?5 5.51 4.55 4.35 5.54 4.91 {Reverse - higher is better} Waning on this equadfunit?eaderehip team is frustrating 455 3.95 353 4.13 4.12 4.99 359 351 4.91 4.35 3.55 4.52 I look lanyard to going to wed: 4.95 4.15 3.93 4.25 4.15 425 355 4.92 4.43 4.95 4.19 I work harder because I like working here 422 4.25 4.53 429 422 421' 4.15 4.10 4.40 4.42 4.24 4.22 Wan: Engagement My work gives me a fee'ing 0' Personal like the kind efworitl do 4.25 4.41 4.11 4.3? 4.32 4.42 4.15 4.19 4.29 4.52 4.25 4.35 {Reverse - higher is better) I feel bumed out from the work that Ido 3.99 4.92 3.73 4.11r 3.91r 4.11 351' 353 359 424 3.92 3.9? FBI Leadership I have a high level of reaped fur the Fai's sen ior 5.50 4.01 5.1'1 5.12 3.55 5.65 355 3.55 3.85 5.39 5.40 3.52 executives (1.5.. Director, DD. ADD. Direct communication 15.51.. of?ce visits. emails} from the Director helps me feel con nected to the 3.91 3.91 4.95 355 359 3.19 3.15 3.41 354 351 3.54 3.51 FBI The FBl?s senior executives (Le, Director, DD. ADD. E15135) rna'lttain high standards of honesty 3.53 3.94 3.55 3.59 5.52 3.43 5.55 3.59 3.55 324 3.55 3.49 and integrity:I am inspired by the Directors vision and leadelship 5.59 5.12 5.54 5.15 5.19 5.52 5.1'5 5.59 5.55 5.52 5.55 3.55 Division Leadership lam ?Fire? by my Dimin" leadership learnvision and direction Leaders in my Division demonstrate that a camilmenlto ethics, integrity. and compliance is 4.25 3.91 4.25 4.31 4.32 423 3.95 4.54 4.39 4.35 4.21 4.15 . WFO- WFO- Averag 00 2013 Climate SF SJ SE SI 5L TP Admin WFD-CT CID Intel 0 M1 Division leadership 0101140 together as a team 3.31 3.42 3.33 3.33 4.11 3.03 3.01 3.13 423 4.03 3.33 3.34 MY Dmson leadersinp ?it? responsibility [or the" 4.30 3.01 4.00 3.00 4.00 4.02 3.05 3.00 4.20 4.05 3.15 3.00 demamns lam satiS?Ed the Germans and mums mwyonM0demhm Employee morale '3 Important to my 3.00 3.13 4.00 3.00 3.00 3.00 3.00 3.40 4.15r 320 3.00 3.14 leademhip . . Results are Important l0 my Division leadership Division leadersh'p have a positive impact on . I the Dimsions pet-romance 3.02 3.00 4.00 3.00 4.01 3.02 3.51 3.02 .10 3.00 3.00 3.15 In the last year. leaders in my Division made 0 positive impact on climate and morale 3.33 3.33 3.111 3.30 3.10 3.10 3.42 3.43 4.33 3.13 3.51 3.03 SectiunfBranch Leadership leaders. support the vision and direction at I110 Division H300 4.12 3.00 4.12 4.10 422 4.12 3.00 3.03 4.33 422 4.00 4.03 Loaders in my sectionmranch treat employees 00mins andcounesy 422 431 400 414 420 421 300 324 442 430 404 443 Leaders in my sectionfbranch care about "male 3.01 3.11 3.13 3.01 4.01 4.01 304 3.01 4.11 4.10 3.12 3.04 Leaders In my sedmnigannch mm together 30 a 4.00 3.11 3.03 4.00 4.11 4.11 3.12 3.00 4.20 4.30 3.34 4.00 Supervisory Leadership super encourages and supp-0110 "0mm 4.40 4.24 4.31 4.02 4.01 4.34 4.12 4.42 4.43 409 4.43 4.43 bahnce I am comfortable having open, honest . . . mysupemsor supervisor 0nd ans-lands what I do and tho challenges-H303 423 4.01 4.04 4.01 4.30 4.10 3.01 3.00 4.10 4.42 4.04 4.15 I have and cam-1:330 my as a 4.21 3.04 4.12 4.01 4.30 421 3.30 4.12 4.30 4.00 4.14 4.23 My Swarm? 331301333. 3mm 4.52 420 4.37 4.41 4.51 4.44 420 424 4.50 4.00 4.30 4.43 Communication - Dissemination Leaders In my D'm'm communicate threats and 3.00 3.10 3.00 4.23 4.30 4.10 3.04 330 4.33 4.01 3.10 3.110 pn'011'lies lS-Cv-l . WFO- WFO- Averages 2013 Climate SF SJ SE SI 5L TP Admin info-Cl WFD-CT CID Intel 0 Sectionbranoh leaders communicate context and 3.53 3.53 3.13 3.35 3.95 3.53 352 355 5.11 5.05 3.55 3.33 explanations regarding decisions and initiatives Leaders in my Division communicate context and 3.55 3.53 3.51 3.90 3.95 3.55 3.5.9 3.51 522 355 3.30 3.11 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typically hear infonnetion from other people before I hear it from 3.11r 2.30 3.09 3.30 3.30 3.13 3.02 3.03 3.52 3.33 3.15 3.15 my leadership (Reverse - higher L3 better} Leaders in my Division olten dislon inlomtation or do not tell ?the whole 3.35 3.55 3.15 3.55 5.01 353 3.51 351 5.11 5.15 3.55 3.15 story? Communication - Uni 1:5 lam satis?ed with my involvement in decisions that affect my wort: Leaders in my Division are receptive to negative information and bad ?m 3.30 3.52 3.53 3.13 3.33 3.52 3.53 3.11 521 5.05 3.55 3.15 Leaders in my Division listen to what employees .5.11 . 5 .15 '13th say Teamwork My out-workers are competent and know how to get the M) done 5.15 3.51 5.15 5.35 5.13 5.05 5.01 3.05 5.35 5.51 5.01 5.12 The people in my Division oond uot themselves in 5.10 3.10 5.03 5.32 5.10 5.10 3.53 5.05 5.33 5.50 5.05 5.00 a prolessional and courteous manner The people I work with are fn'endly and 521 503 511 553 531 515 tie?workers and work together as a team 5.31 5.23 5.23 5.55 5.55 5.12 5.30 5.31 5.51 5.52 5.23 5.30 oo-workers have 3 mm?? 5110351 on my 5.12 3.55 3.50 5.13 5.15 3.33 351 5.13 522 5.51 3.33 5.05 morale Employees understand each olhers- roles and responsib?ities 3.11 3.50 3.31 3.10 3.35 3.53 3.52 3.13 3.01 5.10 3.15 3.31 My oo-worltels and I regularly pa niobate in after action review-shot washeslessons learned 3.53 3.31 3.31 3.55 3.35 3.52 321 3.33 3.33 3.13 3.23 3.55 discussions. etc 3m comfortabk: expressing a dinerent or contrary point of view 3.35 3.53 3.53 5.02 5.03 5.05 3.13 3.55 5.05 5.11 3.02 3.02 When others and I disagree. we are still able to respect each other as prolessionals 5.22 5.15 5.53 5.30 5.30 520 5.13 553 523 5.33 5.10 5.11 Everyone the squadun'l '5 ?mum? and 3.53 3.51 3.53 3.55 3.50 3.50 3.53 3.55 3.39 3.31 3.55 3.35 carnes their 0M1 weight . WFO- Averages 2513 FDA-IQ Climate SF SJ SE SI 5L TP Admin 'lilI'FO-Cl WFD-CT CID Intel 0 The people on lhis squadu nit are reliable and dependable 4.57 3.55 4.53 4.25 4.22 4.511 335 3.53 4.15 4.34 3.52 4.55 Overall. the members or the sauadunil d5 high quality 4.23 Counterproducliva Work Behaviors {Reverse - higher '5 better] Employees who instigate oonfliot or with whom it is dif?cult {a work 3.51 2.33 2.15 3.35 3.55 3.52 325 3.15 3.31 3.55 3.15 3.53 are tolerated (Reverse - higher is better) Enployees who put "me effort mm the? work are [Blamed 2.31 2.5? 2.53 3.22 3.12 2.35 3.11 3.15 3.11 3.21 2.33 2.34 (Reverse - higher is better] Arbitrary action and personal [15me are tolerated 3.311 2.51 3.5? 3.51 3.51 3.35 3.35 3.33 3.?2 3.2? 3.35 3.32 Recognition and Performance Managmem Person nel policies performance appraisal. premelion. r5135 rue} are applied an nsislenlly 3.52 3.14 3.21 3.51 3.5? 3.42 3.22 3.53 3.1? 3.52 3 55 3.45 across employees In my squad uni. steps are taken to deal with 5 3.35 3.15 3.54 3.55 3.55 3.45 3.55 3.37 3155 3151' 3.27 3.45 poor perfonmr who cannol 5rwill not imprave Discussions with my supervisor about performance are seen as important and 4.52 3.31 3.52 3.35 4.23 4.53 3.55 3.33 422 4.53 3.37 4.55 In my squad unildil'l'erenoes in periormanoe are recognized in 5 meaningful my 3.11 3.51 3.43 3.31 3.54 3.54 3.43 333 3.52 3.54 3.54 3.155 Awards in my squsdu nit depend on how well employees perform theiriobs 3.72 3.31 3.43 3.51 3.?5 3.53 3.42 3.?1 3.31 5.33 3.54 5.55 Employees are Mali? for doing m9" qualrly 3.15 3.41 3.53 3.32 3.35 3.32 3.45 3.32 4.15 4.52 3.55 3.25 Initiative and motivalion are valued 3.57 3.53 3.55 3.54 4.11 3.53 3.15 3.54 423 422 3.35 3.34 De-rrelapmental Opportunities I have parlioipaled in developmental opportunities in the pasl year 3.55 3.51 3.53 4.12 354 3.72 3.54 354 4.53 3.52 3.r1 3.54 I have participated in leadership development opportunities in the past year 3.35 3.53 3.111 3.52 3.35 3.17 3.53 3.35 3.52 3.35 3.13 3.25 Career Opportunities lam satis?ed w1 l1 opponumues at the 3.15 4.55 3.511 4.15 4.54 3.55 353 352 425 4.53 3.55 3.55 . WFO- WFO- Ayerag 33 2313 FDA-IQ Climate 5F SJ SE SI 5L TP Admin WFD-CT CID Intel 0 Job Characteristics teet empowered with respect to my work 4.35 4.33 3.32 4.13 4.23 4.34 3.33 3.33 423 4.33 3.33 4.34 The wont ldo makes a dittorenoe 4.33 4.43 4.23 4.43 4.33 4.43 4.33 4.12 4.54 4.52 4.41 4.3? My job has the right amount of variety 4.33 4.13 3.37 4.24 4.13 4.14 3.34 3.33 4.13 4.33 3.33 4.33 I see the impact or outcomes of my won: 4.33 4.33 3.34 4.22 4.13 4.13 4.32 3.53 4.15 425 3.32 4.33 My talents are usetl well in the workplace 3.33 3.34 3.33 4.33 4.11 4.33 3.73 334 4.33 4.33 3.33 4.33 Fairness I am treated respectfully without regard to my race. reigion. ethnicity. gender. 393' disability 4.33 4.23 4.32 4.33 4.34 4.37 4.23 4.24 4.35 4.53 4.33 4.43 status. sea-mat orientation. or cultural background People in my are treated a f? and 3.34 3.31 3.33 4.33 4.32 3.33 3.73 3.33 4.32 4.33 3.33 3.32 manner Leaders. in my Division wort: well with employees .different backgrounds (Reverse - hit; her is better} Who you know is more 3.22 3.33 3.33 331 3.33 3.23 2.33 232 323 3.11 2.33 3.21 important than what you know orwhat you can do Prohibited personnel practices are not tolerated 4.33 3.33 4.32 4.23 4.14 4.33 3.33 4.33 4.23 4.21 4.33 4.33 Compliance Employees report n'nsoculdluct to the 4.13 3.33 4.12 4.33 4.33 4.11 334 4.13 4.33 4.33 4.11 4.13 authonln?as I can disclose a suspeued violation or any lawcl_ ul_ mle. or regulation Without tear of repnsal organization has prepared employees for potential security threats 4.33 3.33 3.33 4.23 4.24 4.17 3.33 3.31 4.13 4.13 3.33 4.33 I know where and how to report suspicious behaviorormiscondud potential insider 4.33 4.29 4.41 4.32 4.43 4.33 4.33 4.23 4.42 4.34 4.33 4.33 Ihreal. inlormation leeks. workpiece violence. etc.) FBI employees reoeive suf?cient i1forrnation to 4.2? 4.33 4,19 4.35 4.31 4.29 4,139 4.12 4.23 4.23 4.19 4.25 help them recognize potential insider threats I know how to report oonoems about possible insider threats. including auspicious behavior or 4.43 4.23 4.33 4.55 4.43 4.33 423 4.33 4.43 4.43 4.32 4.33 serious security violalio I15 hazards on the job . WFO- WFO- Averages 21313 FDA-IQ Climate 5F SJ SE SI SL. TP Admin CID Intel 0 Integrity 3.173 Follomm 5151113321253? nt 315 4.72 4.37 4.73 4.37 4.73 4.71 432 4.72 4.73 4315 4.73 4.74 Leaders in my Division demonstrate that a to eihics, inlegrily, and nomplisnce is 4.26 3.31 4.26- 4.31 4.32 4.23 3.95 4.134 4.39 4.35 421 4.13 an iistilulional priority Intelligence Community Collaboration I feel a sense oi ccmn?lun 'rlyI shared mission and values} Ilirith other employees across the 33? 3.31 3'32 ?3 334 3'91 339 ?1 3?51 3'33 Intelligence Community Our mission depends on lntellige nee Community agencies and components stealing knowledge and 4.32 4.33 4.31 4.13 422 4.13 427 4.43 4.50 339 4.23 4.13 collaborating External Collaboration I am able lo work eifectivel with State. Local. and other penners as needed by the job "37 4.08 4.3? "so "49 4.40 ?9 4.53 443 ?5 4'45 I am able to work effectively willi the US Altomeye of?ce as needed by the job 3.30 3.43 3.45 4.14 4.13 4.017 4.24 3.73 3.79 3.32 3.111 3.147 I am 4.40 4.51 4.43 4.43 4.55 4.51 4.52 425 4.57 4.47 4.45 4.44 Tomsl Technology, and Resources have suf?cient resources e. bud el to get an in: ?nit-?OH i 3.32 3.25 3.18 3.47 3.32 3.59 3.43 3.11 3.71 3.42 3.33 3.44 have [he technology needed leg. software, hardware. etc) to get my job done 3.14 3.39 3.14 3.54 3.32 3.311 3.143 3.174 3.40 3.13 3.22 3.41 The lechnology I "51:12:? '5 better than it was 3.12 2.32 2.35 3.57 3.33 3.35 3.12 2.37 3.14 3.43 3.313 3.14 Work Environment Physical conditions noise level, lemoerathe, lighting. deanliness in the workplace} allow 3.73 3.33 3.33 422 4.1o 4.35 3.33 335 4.173 427 3.173 3.33 employees to perform their jobs well oyees a roteoted from health and safe 4.10 3.35 4.17 4.41 4.34 4.13 4.175 4.10 4.23 4.13 4.113 4.13 . WFD- .iilFiD- Averages 2013 FDA-IQ Climate 5F SJ SE SI 5L TP Admin WFD-CT CID Intel 0 Integration In my Division. intellig 511135 work products iniorrn operations 3.51 3.23 3.43 3.45 3.55 3.54 3,34 353 3.54 3.113 3.313 3.45 Administrative Workload The administrative req uiremenle of my job are reasonable 3.43 3.54 3.23 3.53 3.33 3.55 3.32 3.13 3.24 3.13 3.33 3.43 Organizational Change I have experienced signi?cant change at work in the last year (13.51.. reorganization. changes to job 3.45 3.5o 3.23 3.53 3.35 3.33 3.53 3.45 3.35 3.15 3.31 3.33 rule) Wl'ien changes lake place at work. undersland 4 the raliunale behind them 3.31 3.54 3.31 3.35 3.35 3.33 3.43 3.43 3.33 3.3 3.313 3.35 When changes lake plane at work. undersland the goal and uh at the change is meant to 3.35 3.53 3.53 3.33 3.32 3.31 3.54 3.50 332 333 3.31 3.31 accomplish Climate and Engagement Suwey ?we seen ?heard the reaults ?waives? 335 355 413 433 435 330 335 335 415 333 393 393 climate and engagement survey I am Interested in seeing or hearing the results 4.33 4.33 4.25 4.45 4.311 4.13 4.52 4.35 4.31 4.33 4.31 4.21: from this years climate and engagement survey In the last year, I have put e?art i111} having a positive impact on the climate and morale of my 4.31 4.23 4.23 4.42 4.33 4.33 4.43 4.33 4.33 4.34 4.22 4.25 Division Other The FBI selects high quality leaders 3.23 3.14 3.13 3.33 3.45 3.35 3.33 324 3.53 3.33 3.45 3.23 Leaders reVI'P-w and evaluate the Organiz?li?l?ls 3.95 3.33 4.33 4.23 4.133 4.11 3.33 3.35r 421 4.33 3.33 3.113 progress- toward meeting its goals and objectives 21313 Climate Cl CT CID CJIS CIRG Cyoer DI FLSD FD HRD ITESD I11D INSD Mission Engagement I am proud to work [91' the FBI 4.55 4.49 4.59 4.55 4.43 4.55 4.4.5 452 455 4.45 4.4.3 4.51 4.15 4.59 {Reverse higher ls bequrfi I am cynical about the 4.95 3.99 4.11 425 4.93 4.95 4.93 4.32 423 3.95 4.25 4.25 4.25 4.31 I believe in the mission ofthe FBI 4.15 4.13 4.15 4.55 4.15 4.15 4.15 4.15 4.15 4.11 4.15 4.55 4.55 4.15 I reenmmend the FBI as 5 good place to work 4.25 4.19 4.55 4.25 429 4.19 4.92 4.32 424 5.95 4.24 4.29 4.35 4.25 Workplace Engagement 1.I'IiliJrlting on this squadiunitileadership team is good for my morale 3.54 3.55 4.53 3.52 3.51 3.51 3.34 3.15 3.15 3.33 3.31 3.55 3.35 3.25 {Reverse - higher is better} 1519111115 on this squadfunitiieadership team is frustrating 3.13 3.19 3.99 3.51 5.59 559 5.51 5.11 5.11 552 5.95 5.95 4.91 5.15 loot: Iorwerd to going to work 3.95 3.52 4.95 3.52 4.99 3.99 554 3.94 3.19 354 5.13 3.95 3.99 3.59 I work harder because I like working here 4.15 4.95 4.27 4.91 425 4.15 5.91 4.15 4.95 359 4.94 4.15 4.15 3.95 Wart: Engagement My work gives me a feeling or personal 4 55 355 4 22 454 415 455 355 411 351 351 351 413 413 49.1 I like the hind efweritl do 4.15 4.51 4.31 4.12 4.35 4.11 3.54 4.25 4.51 3.55 3.54 4.15 4.12 3.34 {Reverse - higher is better} I feel burned out from the work that I do 359 3.51 3.95 3.15 3.93 3.15 5 52 354 3.11 352 5.53 3.55 3.99 3.44 FBI Leadership I have a high level of respect for the Fats senior 3.12 3.59 3.53 4.55 3.51 3.11 351 4.55 4.15 3.14 5.51 4.53 3.55 4.95 executives (15.. Director. DD. ADD. EAD5) Direct communication (5.5.. of?ce visits. emails} from the Director helps me teel eon neoted to the 3.93 3.59 3.91 4.92 3.15 351 554 4.94 4.19 3.94 4.15 3.91 3.91 4.92 FBI The FBl?s senior executives tie. Director, DD. ADD. EAD5)rnai1tain high standards of honesty 3.53 3.11 3.55 3.51 3.31 3.59 3.51 3.52 4.55 355 3.11 3.55 3.53 3.55 and integrityI am inspired by the Directors vision and leadership 3.45 3.51 3.55 3.55 3.45 3.43 3.55 3.55 3.54 3.55 3.53 3.51 3.11 3.55 Division Leadership lam ?Fire? by my mum? leadership learnvision and direction Leaders in my Division demonstrate that a oomilmenlto ethics. integrity. and compliance is 4.94 3.93 4.11 4.93 4.91 3.91 559 3.93 4.12 5.59 4.15 4.11 4.15 5.93 an hstitulionel prinrily 21318 FDA-IQ Climate Cl CT CID CJIS CIRG Cyber DI FLSD FD HRD ITID INSD M3 Division leadership works together 35 5 team 3.55 3.53 3.52 3.51 3.53 3.55 3.19 355 355 323 3.53 3.53 3.51 3.54 Dmson '?demh?igk? responsibility [or thew 3.51 3.55 3.35 3.55 3.52 3.53 3.23 3.31 3.95 3.54 3.35 3.55 3.95 3.41 Gasmns lam ?time? the denim?; and mums mm?onhademhm Employee morale '5 Important to my 3.54 3.35 3.53 3.54 3.43 3.44 2.55 3.54 3.33 2.32 3.55 3.35 3.31 2.54 leadership . . 451 Results are Important lo my Dims-ton leadership Division iaadorsh'p have a positive impact on the Divisions perfennenoe 3.45 3.43 3.55 3.55 3.45 3.34 3.51 3.55 3.53 2.55 3.55 3.53 3.52 2.92 In the last year. leaders in my Division made 5 positive impact on cli male 3 morale 3.22 3.15 3.45 3.53 3.31 325 2.35 3.34 3.51 253 3.32 3.45 3.53 2.34 SactiunfBranch Leadership Sedionrhrancll leaders support the vision and direction 51? I115 Division Head 4.54 4.55 4.54 4.51 3.59 3.91 3.53 4.55 4.15 3.54 4.53 4.15 4.12 3.59 Leaders in my seaionmranm [real employees 55mins andcounesy 452 455 455 354 455 455 352 451 433 345 453 415 412 349 Leaders in my care about mm: 3.53 3.55 3.33 351 3.31 3.34 3.53 353 353 252 3.53 3.55 3.35 3.11 1' Leaders In my 55911551325; Ch mm 1096? er a5 a 3.91 3.55 3.95 3.55 3.54 3.39 3.45 3.55 3.95 3.35 3.94 3.99 3.53 3.55 Supervisory Leadership My eupel encauragee and SUWMS 940311515 4.35 4.35 4.43 4.35 4.35 4.43 4.12 4.15 425 455 4.25 4.32 4.35 3.55 bahnee I am mn?onable having open. honest . . . conversallone w1t 1 mysupemeor supervisor 5115 53513555 what have and 555533.31 my supervisor as a 4.55 4.15 4.14 4.22 422 4.55 355 4.15 4.55 354 4.13 4.15 4.15 3.53 My supervisor trusts me to make decisions about howldomypb . . . . . . . . . . . . . . Communication - Dissemination Leaders In my D'mm" communicate threats and 3.35 355 355 3.35 3.53 3.55 3.33 3.31 3.34 3.55 3.145 3.55 3.39 3.45 pn'c-n'lies 21310 FDA-IQ Climate Cl CT CID CJIS CIRG Cyber DI FLSD FD HRD ETESD ITID INSD Sectionbraneh leaders communicate context and 3.33 3.33 3.11 3.31 331 331 320 333 330 3.33 3.10 3.34 3.11 3.23 explanations regarding decisions and initiatives Leaders in my Division communicate context and 3.32 3.43 3.31 3.33 3.33 3.35 3.01 3.31 3.10 329 3.10 3.32 3.32 3.33 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typicaly hear infonnetion from other people before I hear it from 2.30 2.34 3.09 3.10 3.02 3.00 2.34 3.03 3.25 2.10 3.32 3.30 3.27 2.33 my leadership (Reverse - higher '0 better} Leaders in my Division olten dislon inton'nation or do not tell 'the whole 3.30 3.31 3.30 3.33 3.33 3.39 3.13 3.44 331 3.13 3.33 3.33 3.34 3.01 story? Communication - Uni 1:3 lam 53??le with my involvement in dadsms that 30001 111 Leaders in my Division are receptive to negative into rmalio and had ?m 3.33 3.33 3.31 3.31 3.33 3.33 3.13 3.43 332 3.03 3.30 3.13 3.33 3.03 Lama's "1 my D'ws'o" to "m emmyees 0.43 0.31 3.03 3.33 3.33 3.33 3.00 3.43 3.11 2.03 3.30 3.34 3.13 3.00 have to say Teamwork My cut-workers are competent and know how to get the tub done 4.12 4.13 4.20 4.03 4.03 4.13 3.33 3.33 4.02 3.33 4.03 4.01 4.23 3.12 The people in my Division conduct themselves in 4.11 4.01 4.13 3.04 3.01 4.10 3.13 3.01 3.00 3.55 4.00 403 415 3.14 a proieseional and 000103003 mner The people I work with are fliendly and 4.23 4.22 4.30 4.01 4.11 4.33 4.00 4.11 4.01 3.91 4.21 4.21 4.31 3.31 My coworkers and work together as a team 4.23 4.33 4.33 4.21 423 4.32 4.14 422 4.13 4.03 4.23 4.23 4.33 4.01 coworkers ?grim? moael on my 4.01 4.13 4.13 3.32 3.01 4.11 331 334 3.30 334 3.03 3.32 4.03 3.03 Employees understand each ether: roles and responsibilities 3.01 3.00 3.02 3.04 3.04 3.53 3.53 3.30 3.31 3.55 3.30 3.33 3.30 3.30 My 00-worlters and I regularly pa rtie'pate in after action reviewshot washesl?sans learned 3.42 0.40 3.32 3.41 303 0.50 3.11 0.33 3.30 320 3.10 3.35 3.04 303 discussions. etc 3m comfortable expressing a different or contrary poinl 3.31 3.11 3.32 3.31 3.34 3.33 3.33 3.31 3.30 3.41 4.00 3.33 4.11 3.30 When others and I disagree. we are still able to respect each elher as orolessionals 4.13 4.13 4.20 4.03 4.14 420 3.33 4.13 4.12 3.110 4.21 4.24 4.23 3.13 Everyone the squaduml '5 ?mum? and 3.03 3.54 3.11 3.41 3.43 3.15 3.20 3.32 3.32 321 3.13 3.13 3.10 3.22 carries their 011m weight 2010 Climate Cl CT CID CJIS CIRG Cyoor DI FLSD FD HRD ITID INSD The people on this 500300 nit are reliable and dependable 4.03 4.00 4.00 3.51 3.33 4.14 3.22 3.51 3.53 3.53 4.02 3.55 4.21 3.53 Overall. the members otlhe souadunit do high quality .00 .00 3.3 .21 .00 .33 3.31 Countarproducliva Work Behaviors {Reverse - higher '3 better] Employees who instigata conflict or with whom it is dif?cult to work 3.12 3.05 3.02 2.32 3.00 3.12 3.00 3.03 3.03 2.03 3.33 3.32 3.30 2.00 are tolerated (Reverse - higher is better) Employees who put "me effort mm tn Bi work are [Bremen 3.02 2.33 2.33 2.32 2.35 3.10 2.20 3.02 3.21 2.30 3.25 3.31 3.30 2.20 (Reverse - higher is better] Arblrary action and personal iavoritism are tolerated 3.34 3.12 3.30 3.10 3.23 3.43 3.01 3.13 3.35 2.33 3.43 3.43 3.55 3.20 Recognition and Performance Managmam Person nel polities (0.9.. performance appraisal, promotion. r0130 r05} are applied consistently 3.50 3.35 3.45 3.32 3.42 3.55 3.03 323 3.32 2.01 3.43 3.45 3.52 3.03 across employees In my squad 0111. steps are tel-03010 deal with a 3.30 3.22 3.42 3.20 3.12 3.35 3.02 321 3.35 3.15 3.51 3.32 3.50 3.02 poor perfonmr who cannot orwill not improve Discussions with my supervisor about performance are seen as important and 3.02 3.30 3.34 4.05 4.03 3.32 3.22 3.33 3.33 3.31 3.33 3.32 4.03 3.25 In my squad unildil'l'erenoes in pedomanoe are 113 ?gm: 5 in a meaningful my 3.52 3.45 3.50 3.51 3.53 355 323 3.40 330 3.03 3.55 3.34 3.22 3.35 Awards in my squadu nit depend on how well . . 2 2 2 employees pedannthoiriobs 3.53 3.5 3.50 3.43 3.53 3.50 3.23 3.42 3.50 3.15 3.34 3. 3 3. 3 3.35 Employees are for doing high quality 3.22 3.51 3.21 3.51 3.53 3.52 3.32 3.55 3.50 3.10 3.52 3.20 3.52 3.50 Initiative and motivation are valued 3.02 3.02 3.04 3.25 355 3.05 3.42 335 350 3.52 4.05 3.30 4.02 3.50 Developmental Opportunitios I have participated in opportunities in the pasl year 3.21 3.01 3.03 3.05 3.20 4.02 3.21 3.53 330 3.22 4.13 3.50 3.25 3.52 I have participated in leadership ooponunities in the past year 3.13 3.15 3.42 3.33 3.25 3.23 3.02 3.25 3.34 3.33 3.25 3.35 3.21 3.31 Career Opportunities lam satls?ed mm 2132552 opponuniues at the 3.50 3.53 3.50 3.25 3.55 352 3.32 355 3.25 3.33 3.20 3.52 3.55 3.55 21313 Climate Cl CT CID CJIS CIRG Cyber DI FLSD FD HRD ETESD ITID INSD Job Characteristics I leel empowered with respect to my work 3.33 3.13 1.33 3.33 3.33 3.31 3.51 3.33 3.31 3.53 1.132 1 1.111 1.111 3.53 The wotlt ldo makes a di?orence 1.33 1.23 1.31 1.33 1.33 1.11 1.11 1.35 1.31 121 1.13 1 1.31 1.31 1.13 My job has the right amount of variety 3.33 3.11 1.31 3.33 1.35 3.33 3131 1.32 3.35 3.53 3.35 1 3.33 3.31 3.11 I see Ihe impact or outcomes of my wed: 3.33 3.31 1.33 1.32 1.11 3.33 3.13 121 1.33 3.33 1.33 1 1.21 1.13 3.33 My talents are used well in the workplace 3.313 3.13 3.33 3.313 3.31 333 3.13 332 3.11 3.33 3.31 3.33 3.31 3.33 Fairness I am treated respectfully without regard to my race. reigion. ethnicity. gender. 393' disability 1.21 1.33 1.33 1.35 1.31 1.15 1.33 1.13 1.10 1.31 1.31 1.33 1.33 1.15 status. semal orientation. or cultural becthmunrl People "1 my D'miun are treated a f? and 3.33 3.13 3.33 3.113 3.33 3.32 3.31 3.13 3.13 323 3.33 3.33 3.33 3.31 manner Leaders. in my Division wort: well wall employees etdi?erent backgrounds 1.35 1.31 1.11 1.12 1.33 1.33 3.33 3.31 1.11 3.51 1.13 1.13 1.13 3.53 {Reverse - hie her is better} Who you know is more 2.31 2.1-3 3.32 3.33 3.33 231 212 3.31 321 2.35 3.21 3.13 3.21 2.31 important than what you know orwhat you can do thibiled personnel pradiees are not tolerate 1.31 1.31 1.31 1.32 1.33 1.32 3.13 1.31 1.133 3.15 1.11 1.13 1.23 1.131 Compliance Employees report msconduct to the appropnate 1.15 1.31 1.11 1.113 1.11 1.11 335 3.33 1.13 3.33 1.33 i 1.32 1.12 3.33 authonll? I can disclose a suspected violation or any law13,1 d_ cl_ 11 i. n.1le. or regulation Without tear of repneal :organization has prepared employees for potential security threats 3.33 3.33 1.33 1.13 1.11 3.35 3.13 1.31 1.31 331 1.131 1.33 1.13 3.32 I know where and how to report suspicious behavior or misconduct potential insider 1.10 1.30 1.31 1.33 1.13 1.32 1.33 1.12 1.31 123 1.13 1.43 1.13 1.13 Ihreal. inlormetlon leaks. workplace violence. etc.) FBI employees receive suf?cient itforrnation to 1.20 1.11 1,25 1.21 1.35 1.25 1,11 1.31 1.21 1.01 1.2131 1.13 1.21 1213 help them nlze potential insider threats- I knew how to report canoeme about possible insider threats. including suspiciOus behavior or 1.13 1.32 1.33 1.33 1.11 1.33 123 1.13 123 1.13 1.12 1.12 1.11 1.33 serious security violalio ns lS-Cv-l 201B Climate Cl CT CD CJIS CIRG Critter FLSD HRD ITADD ITESD ITID INSD Integrity Following the law is just as irnponant as accomplishing the mission 4.72 4.32 4.31 4.64 4.67 4.70 405 4.53 4.55 4.71 4.53 4.50 4.?4 Leaders in my Division demonstrate that a currl'n'lrnenl in ethics. inlegrily, and compliance is an iistitulienal priority 4.11 4.03 4.01 3.9? 4.12 3.50 4.15 I1.11 4.13 Intelligence Community Collaboration I feel a sense of commun ily shared mission and vanes} other employees across the lnteligenoe Community 4.13 4.03 4.00 303 4.05 3.92 3.94 351' 3.99 4.15 3.81 3.80 Our mission depends on Intellige nee Community agencies and components sharing knowledge and collaborating 4.5? 4.58 4.01 428 426 4.44 4.31 421 422 4.15 4.36 4.13 4.2? External Collaboration I am able to work effectively with State. Local. and other panners as needed by the job 4.31 4.35 4.45 4.34 4.55 4.43 4.25 4.50? 4.50? 4.35 4.19 4.30 4.42 4.53 I am able to work effectively with the US Attorneys of?ce as needed by the job I am able to work effectively wih other Federal agencies as needed by the job 4.43 4.43 4.38 4.43 4.44 4.33 4.1l-ilI 4.4-4 4.31 4.23 4.40! 4.45 4.60 Tools, Technology, and Resources have suf?cient resources peo?e. budg et} to get rnyjob done I have the technology needed software. hardware. etc.) to get my job done 3.03 3.37 3.43 3.'l'l 3.09 3.19 3.32 3.23 3.63 2.9? 3.22 3.45 3.24 3.30 The technology I use this year is better than i was last year 3.08 3.05 3.05- 320 3.03- 3.13 2.01 3.10- 3.30- 234 3.51 3.49 0.35 2.31 Work Environment Physical conditions noise level. lemperalure. lighting. deanl'lress in the workplace} allow employees to perform their jobs well Employees are protected [rem health and safety hazards on the job 4.03 4.11 4 .09 4.12 4.04 3.99 4.13 4.23 3.93 4.12 4.03 l1.13 4.02 2818 FDA-IQ Climate Cl CT CID CJIS CIRG Cyber DI FLSD HRD ITADD ITID INSD Integration In my Division. irltallig onoe work products iniorm operations 3.38 3.35 3.31) 3.30 3.78 3.53 357 3.1-8 3.78 3.11 3.83- 3.71 3.32 1.33 Workload The administrative reo uiremente of my job are reasonable 3.5? 3.57 1.137 3.39 3.61 3 .35 3.30 3.93 3.69 3.73 1.133 1.03 3.613 Organizational Change I have experienced signi?cant change at work in the last roar tag. reorganization. changes to job role) 3.87 1.31] 3.118 3.58 3.58 3.38 3.?2 1.01 1.11 3.?1 3.29 1.10 3.131 When changes take plaoe at work. I understand the rationale behind them 3.38 3.31 3.57 3.11 3.1-8 3.53 3.18 3.36 3.53 3.21 3.115 3.111 3.119 3.13 Wen changes take place at work. undersland the goal and uh at the change is meant to accomplish 3.19 3.11] 3.82 3.51 3.55- 3.55 321 3.1-0 3.81 3.29 3.80 3.55 3.21 Climate and Engagement Suwey I have seen or heard the results from last years climate and engagement survey 3.33 3.87 1.11 3.58 3.63 3 .68 3.83 3.61 3.82 1.19 11"? 3.88 3.51 I am Interested In seeing or hearing the results from this years climate and engagement survey 1.18 1.39 1.32 1.18 1.31 1.13 1.1-5 1.39 1.1-1 1.15 1.32 1.33 1.31 1.17 In the la51 year, I have put e?art i110 having a positive impact on the climate and morale of my Division 1.31 1.23 1.33- 1.19 1.35 1.33 1.27 1.33 125 1.13 1.19 1.22 1.30 1.13 Other The FBI selects high quality leaders 3.13 3.21 3.2? 3.52 3.13 3.39 3 .135- 3.1-3- 3.81 3.35 3.41 3.11 3.33 3.01' Leaders review and evaluate the organizations progress toward meeting its goals and objedives 3.31 3.39 3.511 3.511 3.?1 3.35 3 .1-1 3.?1 1.01 3.81 1.131 3.89 3.88 3.13 Averages an ?nstitulidnal prinrily 21318 Climate IUD LAB OGC RMD RFD Seen TSC TD WMD HQ Mission Engagement I am proud to wont Ior the FBI 1.31 1.55 1.33 1.11 1.52 1.59 1.33 1.51 1.51 131 1.52 {Reverse higher ls beg) I am cynical about the 1.21 1.19 3.19 1.93 1.15 1.12 3.93 1.32 1.39 129 1.13 I believe in the mission of the FBI 1.35 1.30 1.12 1.18 1.10 1.32 1.57 1.12 1.11 1.1? 1.15 I reenmmend the FBI as a good place to work 1.31 1.19 3.33 1.13 1.21 1.13 3.33 1.15 1.11 1.21 1.22 Workplace Engagement on this squadfunil?eadership learn is 1 good for my morale 3.33 3.19 3.19 3.32 3.31 .31 3.33 3.39 3.33 3.33 3.341 {Reverse - higher is better} on this squadfunitlleadership team is frustrating 1.33 3.19 3.13 3.31 3.59 123 3.15 333 3.13 3.19 3.13 I look Iorward to going to 133111 1.99 3.31 3.13 1.93 3.59 1.13 3.51 331 1.93 333 3.33 I work harder because I like working here 1.2? 1.58 1.55 1.18 3.57 1.35 3,31 3.95 121 1.55 1.11 Wont Engagement My work gives me a feeling or personal accomplishment 1.21 1.11 1.13 1.22 3.33 1.13 3.13 3.31 1.19 3.93 1.33 I like the hind efworitl do 1.33 1.22 1.13 1.23 3.31 1.13 3.39 3.35 1.31 1.31 1.12 {Reverse - higher is better) I feel bumed out from the work that I do 3.33 3.11 3.13 3.93 3.39 3.33 3.53 3.51 3.92 3.93 3.13 FBI Leadership I have a high level or respect for the F315 sen ier 3.99 3.31 3.53 3.32 1.91 1.33 333 1.91 3.13 1.11 3.33 executives (1.3.. Director. DD. ADD. Direct communication (3.131.. of?ce visits. emails} 1mm the Director helps me leel con nected to the 1.12 3.35 1.92 3.11 1.95 1.52 3.11 1.99 3.92 3.92 3.91 FBI The FBl?s senior executives Director, DD. ADD. E13133) rna'lttain high standards of honesty 3.33 3.33 3.31 3.13 3.31 1.21 3.31 3.19 3.52 3.93 3.13 and integrity:I I am inspired by the Directors vision and leadership 3.39 3.31 3.51 3.53 3.33 3.33 3.53 3.13 3.35 3.35 3.35 Division Leadership lam ?Fire? by my Dimin" leadership learnvision and direction Leaders in my Division demonstrate that a com-nilmenlto ethics. integrity. and compliance is 1.13 1.15 3.31 1.31 3.91 1.13 3.53 1.31 1.33 1.15 1.91 Averages 2313 Climate IOD LAB OGC OTB RMD RFC) 5330 T50 TD WMD HE: Mr Division leadership works together as 3133111 3.34 3.73 3.23 3.74 3.71 4.44 329 3.71 333 3.73 373 MY leadership 43333 responsibility [or the" 3.31 3.72 3.22 3.74 3.73 4.43 3.24 3.32 3.75 3.33 3.73 daemons I am satis?ed with the decisions and policies til-?T11Division leadership Employee morale '5 Important to my Div-Isnn 3.33 3.43 3.33 3.37 3.33 4.43 2.33 3.73 3.34 3.73 3.33 leadership . .. . . Results are Important to my leadership Division leadersh'p have a positive impact on the Divisions performance 3.73 3.53 2.37 3.33 3.33 4.43 3.31 3.75 3.33 3.73 3.347 In the last year. leaders in my Division made 3 positive impact on climate and morale 3.33 3.37 3.34 3.43 3.31 4.31 233 3.33 3.42 3.33 3.317 SectiunfBranch Leadership leaders support the vision and . . . . . 4 direction of mo Dims-ion Head 4.13 4.34 3.34 3.31 3.33 4.32 3.34 4.37 4.31 3.32 .32 Leaders in my sectionmranch lroal employees with res and munesy 4.13 4.33 3.32 3.37 3.34 4.37 3.33 3.34 3.33 4.33 3.133 L321 3313 in my sedionfbrarlch care about morale 3.37 3.72 3.31 3.32 3.31 4.47 2.34 3.77 334 333 3.37 Leaders In my sodmnigannch mm together 33 a 4.33 3.32 3.77 3.73 3.74 4.52 3.45 3.74 3.31 3.73 3.33 Supervisory Leadership supel encourages and supports 4.17 4.44 4.33 4.34 4.13 4.33 3.31 4.31 4.34 4.33 4.23 balance I am comfortable having open. honest . . . conversallons w1tl1 mvsupemsor supervisor uno erslands what I do and the challenges I face 4.34 4.37 4.33 4.33 4.31 4.32 3.37 3.34 4.37 3.32 4.31 I have and my supemsor as a 4.37 4.33 4.31 4.13 3.33 4.33 3.77 3.173 4.13 4.13 4.37 My suwmmr t??Tg?g?g den'sms about 4.37 4.32 4.23 4.31 4.22 4.53 4.23 4.23 4.33 4.27 4.23 Communication - Dissemination Leaders In my communicate threats and 4.33 3.37 3.43 3.34 3.33 4.13 3.31 3.74 333 332 3.73 pn'en'lies Averages 2313 Climate IDD LAB OGC DTD RMD RFD 504:: TSC TD WMD HG: Sectionbranch leaders communicate context and 3.11 3.33 3.43 3.34 3.33 4.30 3.13 3.11 3.43 3.33 3.34 explanatinns regarding decisions and initiatives Leaders in my Division communicate context and 3.33 3.33 3.21 3.31 3.4.0 4.23 2.111 3.32 3.43 3.35 3.53 explanations regarding decisions and Initiatives {Reverse - higher is better]: I typically heer infannetinn from other people before I hear it from 3.30 3.09 2.33 2.3?r 2.30 3.43 2.33 3.05 3.11 3.23 3.12 my leadership (Reverse - higher is better} Leaders in my Division often dislon inlom'latien or do not tell ?the whole 3.13 3.10 3.33 3.12 3.33 424 2.33 3.31 3.33 3.13 3.33 story? Communication - Uni I am satis?ed with my involvement in decisions that affect 111 0 rt: 3.32 3.14 3.31 3.13 3.32 4.15 3.43 3.12 3.39 3.33 3.12 Leaders in my Division are receptive to negative information and had ?m 3.31 3.34 3.44 3.33 3.33 423 3.11 3.11 3.31 333 3.53 Leaders in my Division listen ta what employees . hawtosay Teamwork My cut-workers are competent and knew how to get the M1 done 4.13 4.11 3.33 4.14 3.13 4.511 3.13 3.35 4.05 4.01 4.03 The people in my Division 00nd uet themselves in 4.12 4.00 3.19 4.03 3.30 4.43 3.31 3.01 3.03 4.11 4.00 a proieesidnal and courteous manner The people I work with are fn'endly and 421 403 433 413 333 443 332 433 23 411 413 My summers and lwark together as a team 4.31 4.11 4.11 4.23 4.00 4.31 4.03 424 4.33 4.13 4.24 M3 (Lo-workers have a 905"? mpaet 0n my 4.00 3.31 3.03 3.01 333 4.31 3.30 4.03 4.00 4.00 3.01 morale Employees understand each elhers- roles and responsib?ities 3.33 3.15 3.31 3.10 3.30 4.05 3.35 3.33 3.33 3.32 3.13 My era-workers and I regularly as nichate in after action review-shot washeslessens learned 3.30 3.32 3.33 3.33 3.22 4.01 3.11 3.41 334 3131 3.51 discussions. etc 3m semfdnabh expressing a dinerent or contrary poinl 01' view 3.32 3.32 3.13 3.33 3.31 4.211 3.39 3.31 3.30 3.39 3.34 When others and I disagree. we are still able to respect each other as pralessinnals 4.00 4.02 4.01 4.11 3.33 4.41 3.30 3.33 4.13 4.13 4.11 Everyone the squadun'l '5 ?mum? and 3.33 3.45 3.41 3.43 3.33 4.13 3.20 3.33 3.32 3.31 3.51 carnes their own weight Averages 2313 FDA-IQ Climate IUD LAB OGC OTB RMD RFD Sect) TSC TD WMD HG: The people on this squadu nit are reliable and dependable 4.33 3.31 3.311 3.35 3.7: 4.37 3.57 3.73 3.37 3.37 3.95 Overall. the members at the sauadunit do high a 7 . .1 .154 1 1 .1 .1 quality ?mm .1 .21 .33 .2 3.33 . 3. .13 .13 .1 4.13 Countarproductiva Work Behaviors {Reverse - higher '5 better] Employees who instigate oonfliot or with whom it is dif?cult to work 3.27 2.33 2.31] 3.3.1 2.33 3.52 2.91 2.33 3.13 3.14 3.13 are tolerated (Reverse - higher is better) Employees who put "me ettc-rt mm their work are [Blamed 3.13 2.33 2.33 2.33 2.317 3.35 2.35 2.32 3.15 2.33 3.33 (Reverse - higher is better] Arbitrary action and personal [13me are tolerated 3.35 3.27 3.24 3.22 2.33 3.32 2.33 3.14 3.23 3.35 3.33 Recognition and Perlonnance Managment Personnel policies (3.9.. performance appraisal. promotion. rewa rds} are applied consistently 3.31 3.55 3.35 3.25 3.32 3.50 3.33 3 27 3.52 3.41 across employees In my squad uni. steps are talten to deal with a 3.45 3.23 3.23 3.25 3.35 4.33 3.34 3.19 3.31 323 3.33 poor patent-tar who cannot nrwill not impra-ve Discussions with my supervisor about performance are seen as important and 3.34 3.37 3.73 3.35 3.32 4.34 3.71 3.33 3.33 3.33 3.33 In my squad unildil'l'erenoes in periormanoe are recognized in a meaningful my 3.53 3.33 3.25 3.52 3.57 3.33 323 3.55 3.52 3.55 3.53 Awards in my squadu nit depend on how well employees perform theiriobs 3.53 3.33 3.55 3.53 3.4? 5.53 3.53 3.53 3.45 3.72 3.51 Employees are ?911:? for doing m9" quality 3.35 3.72 3.34 3.35 3.57 4.25 3.14 3.52 3.51 333 3.35 Initiative and motivation are valued 3.31 3.31 3.53 3.311 3.53 4.59 3.33 337 335 335 3.33 Developmental Opportunities I have participated in developmental opportunities in the Israel year 3.31 3.75 3.55 3.55 3.35 4.2? 35-1 335 333 4.31 3.36 I have participated in leadersh'p development opponunities in the past year 3.33 3.12 2.33 2.33 3.73 3.75 3.1-1 3.55 3.55 3.73 3.44 Career Opportunities lam satls?ed mm opportunrues at the 3.37 3.77 3.57 3.71 3.37 3.31 3.34 3.53 337 3.53 3.33 Averages 2313 FDA-IQ Climate IUD LAB 096 RMD RFD Sect) TSC TD WMD HG: Job Characteristics I feel empowered with respect to my work 4.33 3.93 3.33 3.93 3.33 4.29 3.54 3.39 3.93 334 3.913 The wont ldo makes a dittorenoe 4.43 4.33 4.23 4.43 423 4.14 4.13 423 4.43 4.13 4.33 My job has the right amount of variety 4.13 3.33 3.39 4.34 3.51 3.93 3.44 333 3.33 3.33 3.91 see the impact or outcomes of my 1-1311: 4.23 4.33 3.32 3.39 3.33 4.33 3,32 3.33 424 3.32 4.35 My talents are used well in the workplace 4.35 3.33 3.33 3.99 3.31 4.35 3.43 332 3.33 331 3.32 Fairness I am treated respectfully without regard to my race. reigion. ethnicity. gender. 393' disability 4.33 4.33 4.17 4.33 4.15 4.32 3.33 4.13 4.23 4.25 4.32 status. sea-mat orientation. or cultural background Penn? in my are treated a f? and 3.32 3.34 3.44 3.33 3.43 4.23 3.33 3.35 3.31 331 3.33 manner Leaders in my Division work well wi1l1 employees different backgrounds (Reverse - higher is better} Who you know is more 3.31 3.33 3.11 3,33 2.33 3.33 2.33 3.33 2.33 3.13 3.31 important than what you know orwhat you can do Prohibited personnel practices are not tolerated 4.34 4.32 3.33 3.33 3.32 4.25 3.33 3.33 4.32 3.93 4.31 Compliance Employees report to the appropnate 4.33 4.39 3.33 3.33 3.99 4.54 333 4.34 4.35 4.11 4.313 authontIES I can disclose a suspeued violation or any law1L1 41, mle. or regulation Without tear of repnsal organization has prepared employees for pet nti at security threats 4.39 4.33 3.33 3.99 3.93 4.32 3.34 3.99 4.33 3.99 4.33 lltnowwhere and howto report suspicious ?1 ?5 4:behavioror misconduot (3.9.. potential insider Ihreat. iniormation leaks. workplace violence. etc.) FBI employees reoeive suf?cient itforrnation to 4.1? 4.27 4,25 4.13 4.20 4.27 3,34 4.13 4.23 4.19 4213 help them reoog nize potential insider threats I know how to report oonoems about possible insider threats. including suspicious behavior or 4.33 4.33 4.33 4.35 4.32 4.44 4.13 4.33 4.33 4.33 4.33 serious security etiolalio ris Z?l? Climate LAB OTB RMD RFD Sean TSC Averages hazards on the job HG: Integrity 4.55 4.15 4.511 4.23 450 4511 4.52 455 4.13 no 11.5? Leaders in my Division demonstrale lhal a to eihlcs, inlegrily, and compliance is 4.13 4.15 3.57 4.134 3.91 4.?3 3.53. 4.131 4.13:3. 4.15 4.0? an hstilulional priority Intelligence Community Collaboration I feel a sense oi ccmn?run in shared mission and vanes} W?h other emphy?s across the, l?d 3.51 3.57 335 3-69 359? 3.5? 3.31 33? 4'03 3.90 Intelligence Communin Our mission depends on Intellige nee Community agencies and components shan'ng knowledge and 4.39 4.23 4.12 4.57 420 4.45 4.511 4.50 4.15 4.33 4.211 collaborating External Collaboration I am able lo work eifectivel with State. Local. and otherpenners as needed bytheiob 4.45 4.45 4.31 4.33 4.13 4.39 4.12 4.34 4.31 435 4.41: I am able to work effectively wilh the US Altomeye of?ce as needed by job 4.31 4.12 4.35 4.10 3.53 4.6? 3.211 4.03 3.'r4 4.03 4.35 am ?253$: :?xg?qn?gmw 4.51 4.40 4.41 4.42 423 452 422 421 4.31 4.35 4.41 Tools, Technology, and Resources have suf?cienl resources e. bud el to gel "13' it'll: 3.13 3.55 3.25 2.51 3.4? 3.55 3.133 3.31 3.41 3.45 3.31 I have [he technology needed {51.9. software, hardware etc) to get my job done 3.27 3.4? 2.55 3.50 3.40 3.59 3.35 3.45 3.54 3.53 3.52 The technology "gaging? '5 better than it was 3.50 3.54 2.53 320 3.111 3.43 2,511 3.15 3.53 3.43 3.12 Work Environment Physical conditions (3.9., noise level, lemoerathe. lighting cleanliness in the workplace} allow 3.75 3.55 3.35 3.52 3.00 3.52 3.47 3.73 3.52 355 3.31 employees to perform their jobs well oyees are retooled from health and safe t? 4.33 4.23 3.111 3.35 3.?5 4.11 3.?7 4.14 3.9? 3.95 4.04 2013 FDA-IQ Climate IUD LAB CITD RMD RFD Sew TSC Averages Integration In my Division. intellig enee work products iniorm operations 3.33 3.?1 3.53 3.33 3.33 3.32 3 .49 3.55 3.53 3.43 Administrative Workload The administrative requirements of my job are reasonable 3.35 3.59 3.53 3.51 3.3? 4.24 3 .37 3.?5 41.14 3.43 3.33 Organizational Change I have experienced signi?cant change at work in the last year reorganization. changes to job role) 3.33 3.33 3.5]r 3.53 3.?3 3.53 4 .00 4.00 3.30 3.39 3.?3 Wl'ien changes take place at work. I understand the rationale behind them 3.51 3.50 3.39 3.33 3.32 4.54 2 .95 3.51 3.44 3.48 Witen changes take place at work. undersland the goal and what the change is meant to accomplish 3.71 3.53 3.411 3.41 3.4-3 4.133 3 .32 3.57 3.55 3.49 3.53 Climate and Engagement Suwey I have seen er heard the results from last years climate and engagement survey 4.54 4.56 3.39 4.13 3.?8 4.45 3 .138 3.94 4.29 3.911 I am Interested in seeing or hearing the results from this years climate and engagement survey 4.43 4.40 4.41 4.3} 4.31 4.55 421 4.39 4.33 4.53 4.39 In the last year, I have put e?art itlo having a positive impact on the climate and morale of my Division 4.41] 4.21 4.23 4.23 4.22 4.47 4 .133 42? 4.39 4.34 4.32 Other The FBI selects high quality leaders 3.23 3.42 3.13 3.21 3.33 3.31 3.13 320 3.23 3.31 Leaders review and evaluate the organizations progress- toward meeting its goals and objectives 3.93 3.35 3.32 3.?2 3.32 4.52 3.33 3.92 3.35 3.33 lS-Cv-l