2019 FOIHQ Climate I am proud towork forthe FBIrecom en Warring on this surniacuiinitrieanership team IS good for my morale. (R) Working on this squadrunitlleadership team is frustrating. I look. forward to going to work. 4.47 4.5? 4.30 4.5? 4.53 4.49 4.34 4.33 4.31 4.32 4.33 4.57 (R) lam cynical about the FBI. 4.11 4.23 4.03 3.97 4.19 3.99 4.19 4.23 4.32 4.19 I believe in the mission of the FBI. 4.3? 4.79 4.73 4.?3 4.31 4.35 4.73 4.32 4.35 4.73 lw?l'lt harderoeoa SE: I the ork'n here #11131 133 .- .I. I have a high level of respect for the FBI's senior executives My workgives me a feeling ofpersonal acco plishment. 4.0? 4.10 4.22 4.33 4.29 4.13 4.22 4.13 4.23 4.31 4.45 4.33 I like the kind of work I do. 4.13 4.24 4.31 4.43 4.33 4.33 4.33 4.25 4.34 4.39 4.43 4.33 (R) I teel burned out from the work that I do. 3.35 3.?1 3.37 4.0? 3.90 3.95 4.03 3.9? 4.04 4.04 4.03 4.013 maintain high standards of honestyr and integrity. . . 3.33 3.30 3.99 3.71 3.63 3.?3 4.09 3.34 3.33 3.93 3.34 3.34 (19.. Director. DD. ADD, Direct communication of?ce VISIIS. emails} from the 393 339 3.90 3.33 3.75 3.90 3.75 ?a 3.31 39' 33? 3.?3 Director helps me feel connected to the FBI. The FBI 5 Director, 3.64 3.53 3.35 3.31 3.51 3.13 3.33 3.54 3.45 3.3? 3.71 3.40 I am inspired bythe Dire VISION and leadership Inspired by my 019151011 leadership team 5 1.115100 and on climate and morale. . . 3.39 3.?5 3.99 3.3-5 3.40 3.53 3.32 3.49 3.35 3.33 3.93 4.01 direction. my ?33??5?313 that a commitment to 4.35 4.33 4.43 4.27 4.13 4.09 4.35 4.32 4.23 4.37 4.43 4.35 ethics, integrity, and compliance is an institutional priority. My Division leadership works together as a team. 3.135 4.10 4.23 3.95 3.43 3.99 4.15 3.39 4.03 4.13 4.1? 4.21 My Division leadership takes responsibility for their decisions. 3.61 4.03 4.39 4.03 3.34 3.96 4.09 3.13 4.09 4.14 4.24 4.1? I am satis?ed with the deasmns and polioies of my DIVISION 133 3.35 4.13 ?5 3.49 3.?2 3.93 am 3'90 ?32 4.03 ?2 leadership. Employee morale is importantto my Division leadership. 3.34 3.33 4.35 3.95 3.3? 3.31 3.95 3.73 3.31 4.03 4.12 4.15 Results are important it} my Division leadership. 4.0? 4.35- 4.30 4.23 4.03 4.16 4.30 4.01 4.50 4.33 4.45 4.45 My DIWSIOH have 3 90511103 Impact on the Dwismri 5 3.44 3-3? 4.23 3-95 3-47 3.?3 3.93 3.31 3-55 4.05 4.13 420 performance. In the last year. leaders in my Dwi5ion made a pus'l've Impact 33:; 3.37 4.27 3.39 3.45 3.59 3.?3 3.50 3.313 3.90 4.05 3.3? 1 2019 FOIHQ Climate in my sectionloranch care about land oourtes . 3.?3 3.3? 4.23 4.04 3.30 3.39 4.03 3.34 3.94 4.09 4.20 4.09 Leaders in my sectionrbranch work together as a team. 3.33 4.04 4.20 4.12 3.95 4.00 4.13 3.33 4.13 4.24 4.22 4.23 Sectionrbranch leaders Support the 105100 and direction of the 3-93 ?1 4.29 3-91 4.09 4.21 4.05 421 4.23 4.33 Division Head. Leaders In my sectionlbranch treat employees with respect 3.9? ?9 ?2 432 4.20 4.09 ?2 335 ?g 4.33 ?5 ?13 100. Leaders in my communicate threats and priorities. Sectionrbranch leaders communicate context and explanations regarding decisions and initiatives. Leaders in my Division communicate context and explanations regarding decisions and initiatives. (R) Leaders in my Division often distort information or do not tell "the whole story." my lam sais?e wit my involvemen in decisionstha affe 3.35 3.53 3.39 3.61 4.04 3.93 3.94 3.32 4.17 4.32 4.04 4113 4.13 3.93 3.88 3.93 3.39 3.75 3.55 3.7? 3.93 3.?3 3.63 3.73 4.03 3.95 3.31 4.02 3.97 3.65 3.5? 3.61 3.93 3.93 3.31] 4.04 4.17 4.0? 3.96 4.05 My supervisor encourages and supports workilife balance. 4.3? 4.43 4.59 4.59 4.50 4.49 4.45 4.39 4.53 4.59 4.51 4.59 having open. honest conversations With my 4.14 4.05 4.33 4.31 4.30 4.2? 4.25 4.12 4.45 4.35 4.45 4.39 Eyesupervisor understands what I do and the challenges I 4.15 ms 421 422 4.10 4.13 4.13 ?39 ?4 4.29 4.33 ?4 have trust and con?dence in my Supervisor as a leader. 4.14 4.02 4.40 4.33 4.24 4.20 4.23 4.13 4.44 4.45 4.41 4.42 My Supervisor trusts me to matte decisions about how I do my 4.23 4.39 4.50 4.54 4.50 4.43 4'50 ?2 4.55 "52 4.59 4.31 4.23 4.06 4.04 4.35 My (so-workers are competent and knowhow to get work 3.6? 3.31 4.95 4.90 3.93 3.94 3.3? 3.79 3.95 4.01 4.21 4.02 Leaders in my Division are receptive to negative information 3.44 3.0? 423 3-3? 3-79 3.33 3.92 3.31 3.03 3-94 ?2 3.9? and bad news. Leaders in my Division listen to what employees have to say. 3.54 3.?9 4.13 3.33 3.53 3.35 3.34 3.50 3.91 4.04 4.03 done 4.05 4.00 4.09 4.2? 4.35 4.13 4.05 3.95 4.27 4.13 4.35 4.24 The people In my Divisron conduct themselves In a 3.32 4.01 4.23 4.09 4.22 4.03 3.93 3.29 4.19 4.20 4.35 4.19 professional and courteous manner. The people I work with are friendly and cooperative. 3.93 4.13 4.26 4.29 4.33 4.11r 4.20 4.03 4.35 4.30 4.45 4.25 My co-workers and work together as a team. 4.25 4.23 4.23 4.30 4.39 4.20 4.25 4.22r 4.4? 4.34 4.40 4.29 My co-wod-ters have a positive impact on my morale. 3.31 3.05 3.94 4.15 4.13 3.92 3.99 3.39 4.03 4.11 4.24 4.0? Ferrlg-cv-1440)-2 Overall. the members ofthe squadlunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate Employees understand each others' roles and responsibilities. 3.52 3.94 3.91 3.92 3.92 3.92 3.72 3.91 4.99 3.91 4.99 3.97 and I fewer? pamc'pate "1 3mm? 3.39 3.99 3.94 3.94 3.99 3.49 3.39 3.92 3.99 3.91 3.77 3.94 revlewsiihot washesllessons learned dlscusslons. etc. L1: comfortable expressmg a different or contrary point of 3.79 3.94 4.11 4.12 3.99 3.99 4.94 3.99 4.13 4.95 4.12 4.99 When others and I disagree. we are able to respect each 4.95 4.19 ?2 4.29 4.35 ?3 4.24 4.11 ?2 4.22 4.39 423 other as professionals. Everyone on the squadiunrt is productive and carries their own 3.79 3' 47 ?1 3,52 3.79 3.97 3 49 165 3.94 3.99 139 3.97 wolghl. The people on this souadlunit are reliable and dependable. 4.92 4.91 3.95 4.99 4.21 4.92 3.99 3.93 4.27 4.19 4.27 4.11 4.19 4.17 4.91 4.22 4.37 4.11 4.19 4.19 4.39 4.27 4.39 4.32 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies (9.9.. perfon'nanoe appraisal. promotion. ln' iative and motivation are valued. have participated in development opportunities in the past 9999 3.98 4.14 3.51 3.31 3.87 3.91 4.05 3.93 3.9? . . 3.22 3.92 3.92 3.57 3.95 3.47 3.39 3.39 3.99 3.79 3.91 3.91 rewards} are applied consistently across employees. with my about performance are 3.99 3.99 4.17 4.19 4.94 4.99 4.95 4.91 4.19 4.21 4.24 4.22 Important and In my souadi'unit, differences in perlormanoe are recognized in 3.94 3.54 3.91 3.53 3.79 151 3.49 3.55 131 3.94 334 3.77 a way. Awards "1 mysouadlunit depend on how 1119? employees 3.73 3.95 3.93 3.99 3.33 3.99 3.99 3.72 3.99 3.93 3.33 3.91 perform their jobs. my squad?run'tf Step? are taken to deal mm a poor perfom'ier 3.55 3.23 3.95 3.44 3.49 3.44 3.39 3.39 3.74 3.49 3.52 3.42 who cannot or will not improve. Employees are recognized for doing high quality wort-t. 3.95 3.59 4.99 3.94 3.91 3.99 3.99 3.73 3.99 3.99 4.95 3.91 3.79 3.99 4.92 4.15 4.92 3.99 3.93 3.93 4.93 4.15 4.23 4.19 4 .133 have participated in leadership development opportunities in the past year. 3.29 3.37 3.21 3.01 3.34 3.1? 3.34 3.24 3.34 3.51] Employee development is valued where lwork 2019 FOIHQ Climate I am satis?ed with l'l?l career 3- oortunities at the FBI tr lace. 1'31 talents are used well in the work- treated respectfully without regard to my race. religion. 3.8? 3.89 4.18 4.10 3.93 3.95 3.91 4.Ci4 4.10 4.14 i feel empowered Iitiith respect to mywork. 3.34 3.33 4.13 4.23 4.13 3.33 4.35 3.33 4.12 4.17 4.23 4.15 The work I do makes a di?erence. 4.21 4.25 4.33 4.53 4.35 4.43 4.41 4.25 4.33 4.43 4.53 4.35 has the right amount of variety. 3.93 4.33 4.13 4.23 4.1? 4.39 4.33 4.11 4.23 4.15 4.32 4.17 I see the impact or outcomes of my work. 3.91 4.35 4.13 4.32 4.15 4.35 4.31r 4.11 4.23 4.35 4.33 4.23 4.1118 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.35 4.53 4.45 4.43 4.55 4.35 4.53 4.34 4.54 4.53 4.55 4.52 cultural background. People In my Diwalon are treated In a fair and canalstent 3.43 3-95 ?2 3-90 3.35 3J4 3.33 3.32 4.31 4.13 4.17 4.33 manner. Leaders In my work well with employees ordirrerenl 4'03 430 ?2 4.29 4.33 4.21 425 4.34 4.25 4.33 +53 backgrounds. 3'0? know '5 more impcnant than "hat know or 3.25 3.19 3.54 3.32 3.24 3.31r 3.31 3.27 3.3? 3.43 3.55 3.45 Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.03 4.27 4.18 4.15 4.12 4.05 3.95 4.33 4.20 4.35 including bEth?c'lViDr or serious violations. mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4.63 4.135 4.33 4.?2 4.4 3 4.8-1 4.27 4.70 4.13 4.?2 4.09 4.?5 4.35 4.68- 4.132 4.35 4.23 4.?9 4.37 4.54 4.46 3.99 4.14 4.19 4.213 4.25 4.10 4.17 4.1.77r 4.29 4.19 4.33 4.18 I can disclose a suspected Violation ofany law. rule. or 4.03 ?4 4.45 4.43 ?7 4'33 4'12 425 4.33 ?5 4.35 regulation without fear of reprisal. mfeggan'zm'o" has ?spare? employees for secumy 4.12 4.33 4.27 4.25 4.13 4.23 4.23 4.33 4.25 4.27 4.41 4.33 I know where and how to report suspic'mus behavior or misconduct (e .13.. potential insiderthreat. information leaks. 4.33 4.4? 4.52 4.51 4.41 4.43 4.33 4.4? 4.52 4.45 4.43 4.52 workplace violence, 513.). FBI employees receive suf?cient information to help them 4.23 4.33 4.43 4.37 4.34 4.32 4.32 4.25 4.43 4.43 4.4? 4.4? recognize potential threats. I knew how.r to report concerns about possible insider threats. 4.34 ?9 4,4,9 4.4a 443 4.43 4.47 4.43 ?55 4.55 4 35 4.3 5 components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job have 50 Brent resou udge to 98 my 4.55 3.75 4.43 4.58 3.8-9 4.51 4.55 4.11 4.55 4.3? 3.42 4.42 4.49 4.22 4.35- 4.52 3.84 4.44 2019 FOIHQ Ctimate feel a sense ofcommunity he, shared mission and values) 154 3.52 3.30 3.30 3.33 ?a 3.32 132 3.?5 3.aa 4.0o 3.214 With other employees across the Intelligence Community. Our mission depends on Intelligence Community agenoles and 3-95 4.02 4.09 ?1 4.30 ?4 4.13 ?5 4.15 4.16 4.40 ?9 4.4? 3.92 4.52 4 .50 4.513 .52 The technology I USE 11115 year is DEHEF than it WES 1331 year. Physical conditions noise level. temperature. lighting. done 3.02 3.49 3.24 3.54 3.44 3.50 3.33 3.53 3.44 3.71 3.72 3.3? I have thetechnology software. hardware. etc.) to 3.33 3.24 3.23 3.52 3.33 3.53 3.oo 3.53 3.25 3.39 3.71 3.50 get my lot: done. 3.22 3.08- 3.12 3.55 3.08 3.40 3.04 3.35 3.19 3.14 3.51 3.3? the 'ob. {5 or The administrative requirements of my job are reasonable. Grgaoizateathng . have experienced sign: cant change at work in the last year (eg. reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. cleanliness in the workplace) allow employees to perform their 3.00 4.05 3.43 3.90 3.92 4.0? 3.93 3.05 4.0? 4.14 4 22 4.08 jobs well. Employees are protected from health and safety hazards on 4.19 4.14 4.25 4.29 "23 421 4.04 3.92 ?a 4.33 4 33 4.28 on the climate and morale of this Division. The FBI selects high quality leaders. Leaders review and evaluate the organization's progress toward meeting its goals and objectives. 3.13 3.8? 3.49 l$.11 3.23 4.01 3.23 3.42 3.30 4.05 3.40 4.05 3.11 3.41 3.92 4.01 2019 FOIHQ Climate have seen or heard the re5ultsiren1 last years climate and 3.?3 4.03 ?23 3.31 3.22 4.20 4'03 333 ?9 4.05 4.13 3.3? engagement survey. I am interested in seeing or hearing the results from this year4-35 ?5 ?5 ?a ?9 4.15 climate and engagement survey. In the last year. I have put effort into having a peeitive impact 425 435 ?5 4.33 4.3? ?5 4-27 4.25 ?1 432 4.44 435 3.54 4.14 3.5? 3.46 4.15 4.20 Note: Denotes a reverse scored item, which means a higher score is better. 2019 FOIHQ Climate lam proud towork forthe FBIrecom en Warring on this summinitneanership team IS good for my morale. (R) Working on this squadiunimeadership team is frustrating. I look forward to going to work. 4.54 4.57 4.53 4.59 4.59 4.50 4.30 4.53 4.40 4.52 (R) lam cynical about the FBI. 4.13 4.10 4.01 4.17 4.17 4.03 4.04 4.30 3.90 4.11 I believe in the mission of the FBI. 4.71 4.76 4.73 4.76 4.79 4.72 4.73 4.73 4.55 4.73 lwork harderoeoa SE: I the ork'n here 33151 ?53 .- .I. have a high level of respect for the FBI's senior executives My workgives me a feeling ofpersonal acco plishment. 4.417 4.33 4.17 4.22 4.25 4.25 4.25 4.03 4.39 4.30 4.22 4.23 I like the kind of work I 1:10. 4.33 4.41 4.32 4.34 4.29 4.37 4.31 4.21 4.50 4.40 4.23 4.33 (R) I teel burned out from the work that I do. 4.93 4.07 3.86 3.37 3.37 3.51 3.37 3.64 3.56 3.95 3.75 3.74 maintain high standards of honestyr and integrity. . . 3.61 3.71 3.70 3.37 3.77 3.94 3.31 3.79I 3.75 3.34 3.71 3.39 Director. DD. ADD, Direct communication of?ce VISIIS. emails} from the ?7 3.54 3.53 353 3.75 3.95 3.70 3.73 3.35 3.72 3.97 Director helps me feel connected to the FBI. The FBI 5 seniorexeoutwes Director, 3.33 3.53 3.45 3.51 3.55 3.99 3.65 3.79 3.54 3.57 3.41 3.63 I am inspired bythe Dire VISION and leadership Inspired by my leadership team 5 melon and 3.51 on climate and morale. . . 3.79 3.50 3.43 3.33 3.45 3.43 3.50 3.37 3.05 4.03 3.01 3.30 direction. my that a commitment to 4.27 4.21 4.15 4.51 4.03 4.95 3.95 4.00 3.95 4.41 4.05 4.34 ethics, integrity, and compliance is an institutional prionty. My Division leadership works together as a team. 4.15 3.32 3.54 3.39 3.37 3.75 3.70 3.25 3.25 4.13 3.35 4.15 My Division leadership takes responsibility for their decisions. 4.93 3.71 3.39 3.53 3.74 3.57 3.71 3.33 3.45 4.23 3.42 4.o3 I am satis?ed with the deasmns and policies of my Dimsion ?34 3.59 159 3.43 3.51 am 3.62 3.35 3.o7 4.95 one 3.77 leadership. Employee morale is important to my Division leadership. 3.93 3.72 3.43 3.53 3.72 3.55 3.55 3.51 3.94 4.20 2.59 3.74 Results are important to my Division leadership. 4.41 4.29 4.15 4.95 4.24 4.22 4.15 4.15 4.04 4.34 3.96 4.32 My leadership have 3 905111173 Impact on the 5 3.95 3.53 3.55 3.51 3.54 3.55 3.60 3.54 3.03 42' 3'00 333 performance. In the last year. Ieadors in my Division made a posnive impact zoo 3.53 3.41 3.47 3.45 3.57 3.50 3.23 2.92 4.15 2.92 3.55 2019 FOIHQ Climate in my sectionloranch care about land oourtes . 4.15 3.30 3.02 3.30 3.30 3.33 3.97 3.3? 3.30 4.1? 3.3? 4.05 Leaders in my sectionrbranch work together as a team. 4.35 4.04 3.03 3.02 3.79 3.07 4.14 3.13 3.04 4.24 3.72 4.25 Sectionrbranch leaders Support the memo and direction of the 4.31 4.13 ?5 3-94 4.01 ?2 4.13 3-95 3.70 4.32 135 423 Division Head. Leaders In my sectionlbranch treat employees with respect ?9 ?4 3.30 ?12 332 4.04 4.1? 339 3.32 43? 3.39 4.31 rob. Leaders in my communicate threats and priorities. Sectionrbranch leaders communicate context and explanations regarding decisions and initiatives. Leaders in my Division communicate context and explanations regarding decisions and initiatives. (R) Leaders in my Division often distort information or do not tell "the whole story." my lam sais?e wit my involvemen in decisionstha affe 4.23 4.13 3.98 4.131 4.34 3.?9 3.?3 3.73 3.3 3 3.57 3.49 3.5? 3.33 3.53 3.52 3.55 3.93 3.64 3.54 3.44 3.31 3.?1 3.55 3.35 4.01 3.94 3.34 3.65 3.65 3.54 3.41 3.59 3.35 3.26 3.31] 3.21 4.29 4.113 4.11 4.03 My supervisor encourages and supports workilife balance. 4.65 4.4? 4.42 4.52 4.39 4.39 4.55 4.39 4.23 4.49 4.39 4.50 ngne?rogffnaole having open. honest conversations with my 4.50 4.25 ?24 4.22 4.1? 4.03 ?4 4'33 426 4.39 4.09 4.31 Eyesupervisor understands what I do and the challenges I 4.43 431 422 4.15 3.91 4.30 4.0? 4.04 ?4 ?2 4.36 have trust and con?dence in my Supervisor as a leader. 4.55 4.29 4.20 4.35 4.12 4.01 4.31 4.1? 4.00 4.30 4.11 4.21 My Supervisor trusts me to matte decisions about how I do my 4.5? 4.52 4_49 4.45 429 4?3? 4'54 ?5 ?1 4.35 4.43 3.32 3.53 3.33 3.24 4.11 3.94 3.?9 My (so-workers are competent and knowhow to get work 4.02 4.01 3.93 3.92 3.91 3.91 3.99 3.69 3.21 4.05 3.20 3.9? Leaders in my Division are receptive to negative information 3.92 3.52 3.5? 3.55 3'55 3?56 353 3'54 335 4.0? 3.25 3.9? and bad news. Leaders in my Division listen to what employees have to say. 3.5? 3.5? 3.53 3.40 3.55 3.52 9.4? 3.20 4.0? 3.10 3.55 4.30 4.19 4.1? 4.15 3.9? 3.95 4.22 4.09 3.94 4.25 4.15 4.00 done. The people In my Divisron conduct themselves In a 4.23 4.25 4.04 4.02 3.95 3.95 4.09 4.04 3.92 4.25 4.09 4.03 professional and courteous manner. The people I work with are friendly and cooperative. 4.36 4.35 4.21 4.21 4.14 4.10 4.33 4.19 4.19 4.41 4.23 4.24 My co-workers and Iwork together as a team. 4.39 4.39 4.30 4.29 4.34 4.11 4.45 4.31 4.31 4.47 4.27 4.36 My too-workers have a positive impact on my morale. 4.13 4t? 3.91 4.00 4.02 3.90 4.10 4.09 3.95 4.29 4.03 3.97 Ferrtg-cv-1440)-a Overall. the members ofthe squadiunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate Employees undeistand each others' roles and responsibilities. 3.93 3.93 3.39 3.?3 3.39 3.53 4.04 3.?0 3.30 4.02 3.3? 3.35 and I fewer? pamc'pate "1 3mm? 3.?5 3.59 3.53 3.5? 3.7? 3.30 3.51 3.25 3.50 3.51 3.4? 3.54 reviewsiihot washesilessons learned discussions. etc. L11: comfortable expressmg a different or contrary point of 4.05 ?7 3.53 390 3.75 ?9 3.9] 3.54 335 4.05 3.5? 199 When others and I disagree. we are still able to respect each 432 4.23 ?4 4.13 4.0? ?2 4.25 4.20 4.04 4.31 4.13 423 other as professionals. Everyone on the squadrunrt is productive and carries their own 192 3.33 4 3.55 3.43 134 3'75 3.33 151 ?2 159 The people on this souadiunit are reliable and dependable. 4.23 4.04 4.13 4.05 3.92 3.39 4.1? 4.14 3.95 4.32 4.19 3.93 4.33 4.22 4.23 4.23 4.1? 4.01 4.30 4.30 4.1? 4.43 4.31 4.13 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies te.g.. performance appraisal. promotion. ln' iative and motivation are valued. I have participated in development opportunities in the past yeah 4.15 3.99I 3.98 3.92 3.9? 3.39 3.9? 3.3? 3.?2 4.13 . . 3.?5 3.44 3.3? 3.43 3.22 3.33 3.30 3.23 3.1? 3.?3 3.11 3.40 rewards} are applied consistently across employees. ,D'S?Guss'ms m3" mama? about performance are 4.31 4.13 4.04 4.03 4.01 3.33 4.15 3.93 4.10 4.29 3.91 4.05 important and In my Squad?run't' d'?erences padomanm are remgmzea 4.02 3.51 3.50 3.55 3.52 3.51 3.55 3.55 3.72 3.54 3.5? 3.51 a meaningful way. Awards In ":W.5quadlfunn depend on how Employees 3.33 3.55 3.7? 3.50 3.54 3.91 3.41 3.51 3.95 3.49 3.?5 perform their jobs. my squad?run'tf Step? are taken to deal mm a poor perfom'er 3.53 3.54 3.59 3.43 3.19 3.19 3.33 3.23 3.20 3.5? 3.3? 3.33 who cannot or Will not improve. Employees are recognized for doing high quality wort-t. 4.03 3.?0 3.?9 3.?1 3.59 3.31 3.39 3.53 3.51 4.12 3.39 3.?4 4.13 4.01 3.90 3.3? 3.34 3.?9 4.02 3.?9 3.33 4.19 3.34 4.02 3.92 I have participated in leadership development opportunities in the past year. 3.62 3.21 3.33 3.24 3.54 3.32 3.29 3.111? 2.9? 3.3? 3.23 Employee development is valued where lwork 4.12 3.34 3.?4 3.55 3.91 3.12 3.9? 67 3.60 3.99 3.?5 2019 FOIHQ Ctimate I am 53115060 W110 l'i?l career 09 oortunities 5.1 the FBI . ti i feel empowered respect to mywork. lace. talents are used well in the work- treated respectfully without regard to my race. religion. 4.25 4.13 3.08 4.08 4.05 3.91 4.00 3.74 4.15 4.14 4 .00 4.21 4.15 4.00 3.90 3.01 4.07 4.03 3.?4 3.?3 4.25 3.0? 4.16 The work I do makes a di?erence. 4.40 4.55 4.35 4.30 4.31 4.40 4.43 4.21 4.40 4.50 4.35 4.441 Myjob has the right amount of variety. 4.20 4.19 4.01 4.0? 4.1? 4.07 4.0? 3.05 4.21 4.10 4.11 4.11 I see the impact or outcomes of my work. 4.35 4.34 4.08 4.09 4.04 4.13 4,13 3.83 4.25 4.15 4.10 4.15 3.96 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.53 4.45 4.44 4.3? 4.2? 4.33 4.23 4.43 4.24 4.45 4.5o 4.4? cultural background. People in my Diirisron are treated In a fair and 4.09 3.35 ?1 ?2 3.55 3.35 3.?0 3.5? 153 4.15 3-52 3.0? manner. Leaders In my Diuisron work well with employees ordirrerenl 4.43 4'29 4.23 ?5 4'0? ?9 4.10 4.10 3?90 434 4'05 424 backgrounds. (R) Who you know is more important than what you knowr or 3.51 3.1.1. 325 3.20 3.03 329 315 2.95 2.05 3.51 2.39 3.55 Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.30 4.25 4.15 3.94 3.99 4.02 4.20 4.05 4.06 4.22 4 .05 including or serious 11101311003 mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4 .76 4.2? 4.77 4.21 4.59 4.15 4.74 4.01 4.73 4.03 4.74 4.06 4.75 3.95 4.6? 4.00 4.37 3.95 4.23 4.41 4.77 4.05 4.43 4.20 4.14 4.013 4.03 4.09 4.09 4.02 4.11 4.3? 4.05 4.22 I can disclose a suspected Violation orany law. rule. or 4.445 4.15 4.20 4.21 4.13 4.1? 4.14 4.21 4.2? 4.41 4.12 4.32 regulation without tear of reprisaL My organization has prepared employees for potential seriurity 432 4.20 4.04 ?1 4.03 4.13 4.15 4.04 ?2 432 4.05 ?5 threats. I know where and how to report suspicious behavior or misconduct (e .13.. potential insiderthreat. information leaks. 4.5? 4.52 4.45 4.45 4.45 4.47 4.45 4.42 4.40 4.45 4.35 4.45 workplace violence, etc). FBI employees receive suf?cient information to help them 4.41 4.4? 4.35 4.24 4.24 4.29 4.35 4.30 4.14 4.35 4.2? 4.41 recognize potential in5ider threats. I knew hourr to report concerns about possible insider threats. 4.51 4.51 ?5 4.35 4.42 4.33 4.41 ?2 4.41 4.43 4 .52 4.34 components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job have Su Brent resou udge to 98 my 4.66 4.40 4.59 4.55- 4.20 4.54 4.51 3.79 4 .40 4.45 3.8-5 4.45 4.44 3.74 4.37 4.49 3.71 4.49 4.41 3.?9 4.41 4.51 3.81 4.55 2019 FOIHQ Ctimate feel a sense Of community shared and values) 3.93 3.94 3.93 3.5? 3.75 3.95 3.52 3.?2 3.?7 4.55 3.55 3.?o With other employees across the Intelligence Community. Our mission depends on Intelligence Community agenoles and 4.2? ?9 423 ?4 4.53 4.35 ?9 4.15 4.35 3-92 ?1 4.55 3.92 4.55 4 . 52 4.513 4 .24 3.66 4 .45 4 .49 Physical conditions noise level. temperature. lighting. done 3.53 3.71 3.41 3.34 3.45 3.31 3.49 3.34 3.45 3.35 3.31 3.42 I have the tecmomgy somam? hardwa'e' em) to 3.53 3.59 3.35 3.25 3.4? 3.57 3.51 3.31 3.43 3.55 3.22 3.54 get my lot: done. The technology I use this year is better than it was last year. 3.33 3.33 3.25 3.54 3.19 3.47 3.33 2.55 3.23 3.11 3.o5 2.94 the 'oh. 1? or The administrative requirements of my job are reasonable. Urea?l?iRMhn? . have experienced sign: cant change at work in the last year (eg. reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. cleanliness in the workplace) allow employees to perform their 3.83 3.95 4.10 3.55 3.91 4.53 4.01 3.95 3.83 4.24 3.53 3.98 jobs well. Employees are protected from health and safety hazards on 4-29 4-33 425 4.51 4.19 4.23 4.25 4-14 ?5 4.35 4.15 424 2019 FOFHQ Ctimate have seen or heard the re5ults tram last 1year's climate and engagement survey. - I am interested in seeing or hearing the results from this year?s 4.23 4.25 ?a 423 4.1? 422 4-3] 43? 4.44 437 ?5 423 climate and engagement survey. In the last year. I have put effort into having a positive impact on the climate and morale of this Division. 4.15 3.99l 4.99 3.97 3.50 3.79 3.35 3.96 4.90 4.13 4.91 4.25 4.32 4.39I 4.32 4.29 4.35 4.46 4.25 4.25 4.39 4.43 4.29 4.21 The FBI selects high quality leaders. Leaders review and evaluate the organization's progress toward meeting its goals and objectives. Note: [Rt Denotes a reverse scored item, which means a higher score is better. 4.1? 3.9? 3.34 3.77 3.93 3.91 3.39 3.64 3.59 4.25 3.33 4.09 2019 FOIHQ Climate I am proud towork forthe FBI. L?u' LR LACT LEA LACRIM LACICY recom en Warring on this surniacuiinitrieanership team IS good for my morale. (R) Working on this squadrunitlleadership team is frustrating. I look. forward to going to work. 4.53 4.54 4.66 4.46 4.64 4.63 4.33 4.61 4.67 4.20 4.63 (R) lam cynical about the FBI. 4.14 4.17 4.16 4.13 4.13 4.13 3.91 4.27 4.35 3.60 4.06 I believe in the mission of the FBI. 4.75 4.79 4.79 4.53 4.33 4.34 4.75 4.73 4.79 4.55 4.73 lw?l?l?i harderoeoa SE: I the ork'n here 3711141 131.3 .- .I. have a high level of respect for the FBI's senior executives My workgives me a feeling ofpersonal acco plishment. 4.23 4.22 4.23 4.35 4.37 4.25 4.23 4.93 4.33 4.41 3.91 4.27 I like the kind of work I do. 4.32 4.31 4.22 4.20 4.37 4.30 4.30 4.14 4.45 4.46 3.04 4.33 (R) I teel burned out from the work that I 1111. 3.95 3.91 3.53 3.35 3.35 3.57 3.32 3.75 4.22 4.11 3.51 3.93 maintain high standards of honestyr and integrity. . . 3.76 3.53 3.34 3.36 3.75 4.02 3.36 3.50 3.37 4.02 3.42 3.75 (1.9.. Director. DD. ADD, Direct communication of?ce VISIIS. emails} from the 3.37 3.53 3.33 ?a 3.30 3.53 3.3? 152 3.72 4.111 355 3.75 Director helps me feel connected to the FBI. The FBI 5 seniorexeoutwes Director, 3.35 3.32 3.33 3.79 3.73 3.53 3.73 3.41 3.73 3.39 3.29 3.57 .I am inspired bythe Dire vision and leadership Inspired by my leadership team 5 1115103 and 3.72 3.48 3.75 on climate and morale. . . 3.07 3.76 3.40 3.46 3.55 3.54 3.54 3.18 3.136 3.01 2.73 3,75 direction. my that a commitment to 3.91 4.53 3.95 3.99 4.15 4.20 4.23 3.97 4.35 4.35 3.49 4.25 ethics, integrity, and compliance is an institutional prionty. My Division leadership works together as a team. 3.55 4.11 3.71 3.72 3.57 3.75 3.57 3.61 4.13 4.15 3.39 3.55 My Division leadership takes responsibility for their decisions. 3.43 4.oo 3.711 3.7o 3.33 3.53 4.31 3.57 4.oo 4.21 3.99 4.oo I am satis?ed with the deasmns and policies of my DIVISION 323 3.95 3.44 3.57 3.35 3.59 3.75 3.29 199 4.05 239 ?5 leadership. Employee morale is important to my Division leadership. 3.09 4.oo 3.34 3.53 3.34 3.77 3.34 3.34 4.33 4.21 2.77 4.33 Results are important to my Division leadership. 4.99 4.31 4.39 4.37 4.39 4.23 4.35 4.23 4.33 4.35 3.91 4.21 My DIWSIOH have 5 1305111173 Impact on the 5 3.04 3.93 3.49 3.55 3.52 331 332 3.32 4.03 4.04 2.75 3.94 performance. In the last year. Ieadors in my Division made a 3'35?? impact 2.55 3.55 3.35 3.42 3.53 3.53 5.55 3.15 3.53 3.94 2.55 3.55 2019 FOIHQ Climate L?u' LR LACT LEA LACRIM LACICY LS ME MM MW MP Leaders in my sectionilbranoh care about morale. 3.52 4.13 3.32 3.33 3.31 3.32 3.53 4.12 4.13 2.33 3.33 Leaders in my sectionrbranch work together as a team. 3.33 I 4.2? I 3.33 I 3.33 I 4.12 4.34 4.03 3.13 4.13 4.23 3.43 4.11 Sectionrbraneh leaders support the vision and direction of the 4.111 4.13 4.14 3.93 4.14 4.39 424 195 ?3 4.33 355 420 Division Head. Leaders in my sectionrbranch treat employees with respect 3.84 4.28 4.10 4.03 4.28 4.15 4.2? 3.93 4.33 4.39 3.49 4.13 Iand oourtes . 3.3 My supervisor encourages and supports workiilife balance, 4.315 4.50 4.26 4.42 4.36 4.43 4.55 4.2? 4.53 4.57 4.17 4.42 having open. honest conversations With my 4.11 4.31 3.33 4.34 4.13 4.13 4.33 3.33 4.43 4.40 4.30 4.23 agesupervisor understands what I do and the challenges I ?2 4.13 194 ?5 4.1? ?5 4,17 3.34 4.23 4.35 ?5 4.13 have trust and con?dence in my Supervisor as a leader. 4.11 4.31 4.33 4.33 4.13 4.21 4.33 3.33 4.33 4.33 3.35 4.21 My Supervisor trusts me to matte decisions about how I do my 4.33 ?9 424 4.34 4.43 ?2 445 420 4.33 {53 422 4.43 job. Leaders in my Division communicate threats and priorities. 3.73 4.21 3.94 3.54 3.93 4.17 4.19 3.95 4.13 4.22 3.5? 4.07 Sectionrbranoh leaders communicate context and explanations . . . . . . 3.60 4.02 3.61 3.5? 3.95 3.01 3.34 3.44 4.00 4.1? 3.11 3.82 regarding and initiatives. in my. DMSIDH communicate context and explanatlons 3.33 3.35 3.52 3.4? 3.?3 3.25 3.44 3.33 3.33 2.33 3.23 regarding dec1s10ns and initiatives. (R) Leaders in my Division often distort Information or do not 349 4.31 154 3.43 3.33 3J4 132 ?3 3.9? 2.33 3.33 tell "ll'le whole story." I am satis?ed with my involvement in deci one that affect my work 3.2? 4.33 3.33 3.73 3.33 3.34 3.93 3.41r 4.35 4.33 3.51 3.36 Leaders in my Division are receptive to negative information 322 139 153 3.44 ?2 3.31 3.92 3.33 195 4.00 2.33 3.33 and bad news. Leaders in my Division listen to what employees have to say. 3.20 3.37 3.5? 3.43 3.73 3.35 3.35 3.32 3.33 3.33 2.34 3.33 My (so-workers are competent and know hov-r to get thejob 4.12 4.23 4.03 3.33 4.23 4.03 4.23 4.13 4.113 4.1? 3.31 4.13 done. The people In my D1v131on conduct themselves in a 4.32 4.22 4.13 3.3? 4.33 4.13 4.23 4.14 4.11:1 4.13 3.73 4.13 protessmnal and courteous mannerThe people I work with are friendly and cooperative. 4.21 4.3? 4.36 4.09 4.41 4.15 4.38 4.23 4.25 4.30 4.04 4.26 My co-workers and lwork together as a team. 4.33 . 4.45 . 4.35 . 4.33 . 4.35 4.35 . 4.33 . 4.33 4.23 . 4.41 I 4.33 4.31 My co-wonrers have a positive impact on my morale. 4.12 4.15 4.21 3.33 4.23 3.33 4.34 4.32 4.33 4.14 3.75 4.11 Overall. the members ofthe squadiunit (10 high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate L?u' LR LACT LAA LAC RIM LACICY LS ME MM MW MP Employees undeistand each others' roles and responsibilities. 3.34 3.33 3.33 3.33 3.33 3.34 3.?7 3.53 3.?4 4.04 3.42 3.15 and I fewer? pamc'pate "1 3mm? 3.32 3.5? 3.10 3.42 3.33 3.30 3.01 3.53 3.34 3.33 3.0? 3.43 reviewsiihot washesrlessons learned discussions. etc. L11: comfortable expressmg a different or contrary point 4.10 ?9 ?2 4.03 3.45 152 When others and I disagree. we are still able to respect each 40? 4.31 4.10 3.33 4.23 ?3 4.31 4.0? 4.23 4.31 ?5 4.1? other as professionals. Everyone on the squadrunrt is productive and carries their own 3.?1 3.15 3.3 4 3.43 3.63 3.33 330 3-61 3.34 332 3-45 3.33 The people on this souadiunit are reliable and dependable. 4.04 4.11 4.15 3.33 4.32 3.37 4.23 4.05 4.10 4.15 3.01 4.12 4.21 4.34 4.33 4.04 4.43 4.11r 4.33 4.15 4.21 4.25 3.35 4.27 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies ie.g.. performance appraisal. promotion. ln' iative and motivation are valued. I have participated in development opportunities in the past yeah 4.05 4.00- ?1.15 3.74 3.95 3.06 4.03 4.04 . . 3.25 3.70 3.20 3.23 3.42 3.31 3.34 3.10 3.55 3.74 3.00 3.43 rewards} are applied consistently across employees. with my about performance are 4.03 4.11 4.01 4.02 3.01 4.03 4.01 3.17 4.15 4.24 3.33 4.02 important and In my SgUad?lnlt, dl?efences pE?DmanCB are re??gnlzed In 3.57 3.53- 3.45 3.52 3.5-0 3.75 3.93 3.43 3.54 3.55 3.35 3.55 a meaningful way. Awards In "5y.5quadlfunn depend on how Employees 3.54 3.83 3.45 3.55 3.52 4.15 3.55 3.94 4.01 3.30 3.55 perform their jobs. my squadrunit. Step? are taken to deal mm a poor performer 3.41 3.50 3.15 3.10 3.40 3.53 3.20 3.33 3.50 3.55 3.20 3.30 who cannot or Will not improve. Employees are recognized for doing high quality wort-1. 3.6? 3.?0 3.51 3.33 3.?3 4.04 3.4? 4.03 3.93 3.39 3.?0 3.2? 4.03 3.33 3.50 3.91 3.33 4.21 3.24 4.05 4.13 3.52 4.01 3.33 4 .02 I have participated in leadership development opportunities in the past year. 3.30 3.51 3.41 3.3-1- 3.35 3.22 3.09 3.30 2.03 3.19 Employee development is valued where lwork 3 .TD 3.90 3.39 3.52 3.85 3.93 3.01 4.0? 3.31 3.93 2019 FOIHQ Climate LACICY I am satis?ed With 111 career 09 oortunities at the FBI ti lace. talents are used well in the work- treated respectfully without regard to my race. religion. 3.95 4.06 3.86 3.62 4.18 3.95 4.00 3.82 4.05 4.20 I feel empowered Iitiith respect to mywork. 0.01 4.02 3.05 4.0? 4.0? 4.02 3.09 4.10 4.10 3.50 4.11 The work I do makes a di?erence. 4.30 4.20 4.40 4.10 4.4? 4.42 4.30 4.10 4.44 4.50 3.94 4.35 has the right amount ofyan'ety. 4.17 4.0? 3.90 3.90 4.20 4.03 4.11 3.99 4.13 4.20 3.70 4.15 I see the impact or outcomes of my work. 4.20 4.05 3.95 4.10 4.25 3.94 4.00 3.93 4.21 4.2? 3.?5 4.22 3.54 4.01 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.30 4.45 4.42 4.20 4.5? 4.39 4.50 4.33 4.44 4.51 4.13 4.40 cultural background. People In my lesron are treated In a fair and con515tent 3-5? ?5 3.05 ?1 4.15 3.00 4.1? 3.54 194 3-99 3-11 3.0? manner. Leaders in my Diyiston work well wIth employees ordirrerenl 3'91 433 421 ?1 4'43 425 4.4? 4'15 42? 435 34? 4'22 backgrounds. (R) Who you know is more important than what you knowr or 3.00 3.45 3.10 2.93 3.11 3.10 3.34 2.95 3-45 3.31 19? 3?2? Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 3.99 4.l4 3.91 3.89 4.05 4.39 4.01 4.15 4.29 3.34 I can disclose a suspected violation of anyr law. rule. or including bEth?c'lViDr or serious $90410? violations. mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4.?3 3.91 4.?3 4.33 4.59 3.96 4.51 3.99 4.30 4.15 4.?5 4.20 4.?5 4.23 4.75 3.9? 4.?3 4.33 4.32 4.33 . . . 3.90 4.30 4.10 4.00 4.40 4.33 4.59 4.10 4.41 4.34 3.011 4.20 regulation without tear of neonatal. My organization has prepared employees for potential security 4.13 4'20 191 4.09 4.1? ?2 4.10 4.20 4.23 3.95 ?24 threats. I know where and how to report suspicious behavior or misconduct (e .13.. potential insiderthreat. information leaks. 4.55 4.51 4.04 4.41 4.39 4.45 4.49 4.42 4.55 4.50 4.3? 4.42 workplace violence, etc). FBI employees receive suf?cient information to help them 4.20 4.42 4.19 4.22 4.32 4.20 4.40 4.32 4.40 4.43 4.20 4.29 recogmze potential 1n51der threats. lknow hourr to report concerns about Insider threats. 4.40 4.50 4.03 4.34 4.42 4.30 452 4.40 ?a 4.30 4.00 4.53 3.49 4.?5 4.26 components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job have Su Brent resou udge to 98 my 113 4.38 3.64 4.29 4.42 4.0? 4.39I 4.49 3.52 4.53 4.51 3.7? 4.49 4.39 3.45 4.40 4.43 3.59 4.52 4.54 4.13 4.54 4.40 3.?6 4.34 4.62 4.06 4.54 2019 FOIHQ Ciimate L?u' LR LACT LAA LAC RIM LACICY LS ME MM MW MP I 499' a sense Of community 0'3" shared missmn and values) 333 3.?4 4.01 3.33 3.59 3.97 4.12 3.135 3.?9 3.95 3.52 3.34 With other employees across the Intelligence Community. Our mission depends on Intelligence Community agenoles and ?2 ?2 439 4.2? 3.?d ?2 4.52 4.03 4.111 4.25 4.13 421 4.53 4.04 4.52 4.34 4.53 3.75 4.12 4.34 4.52 Physical conditions noise level. temperature. lighting. done 3.49 3.51 3.35 3.5a 3.1o 3.54 3.14 3.25 3.45 3.155 3.11 3.51 I have the tecmomgy somam? hardwa'e' em) to 3.35 3.55 3.5? 3.55 3.130 3.41 3.11 3.35 3.15 3.55 3.134 3.25 get my lot: done. The technology I use this year is hetterthan itwas lastyear. 3.15 3.40 2.3? 3.53 3.13 3.14 3.15 3.21 2.55 3.3? 2.75 3.12 the 'ob. {5 HIT The administrative requirements of my job are reasonable. Urea'?lm??thn? . have experienced sig 111 cant change at work in the last year (eg. reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. cleanliness in the workplace) allow employees to perform their 401 4.01 3.43 3.73 3.53 3.60 3.51 4.01 3.33 4.14 3.23 3.5m jobs well. Employees are protected from health and safety hazards on 4.25 4.35 3.31 3.?4 3.so 3.53 3.?5 4.2? ?4 4.3? ?4 Fatr19-cv-1440)-17 2019 FOFHQ Climate L?u' LR LACT LAA LAC RIM LACICY LS ME MM MW MP have seen or heard the re5ults trom last 1year's climate and 3.91 4.13 3.3? 3.93 3.39 337 334 4'14 3?96 4.23 3.91 ?5 engagement survey. i am interested in seeing or hearing the results from this year?s ?7 +30 437 4.03 4.23 4.33 4.38 435 4.23 425 ?1 427 climate and engagement survey. In the last year. I have put effort into having a positive impact . . . . . 4.43 4.29 4.33 4.23 4.35 4.34 4.4a 4.33 4.43 4.02 4.25 on the climate and morale of this The FBI selects high quality leaders. 3.11 3.3? 3.13 3.33 3.22 3.37 3.33 3.03 3.49 3.43 2.35 3.35 Leaders review and evaluate the organization's progress toward meeting its goals and objectives. Note: Denotes a reverse scored item, which means a higher score is better. 4.1? 3.?3 3.59 3.93 4.03 4.03 3.98- 4.15 4.21 3.43 4.01 2019 FOIHQ Climate lam proud towork forthe FBI. MD NH ND NYCI NYCT NYC RIM NYI NK NF DC OM .3 Pl recom en Wai'i'ikig on this summimirleanership team IS good for my morale. (R) Working on this squadrunitlloadership team is frustrating. I Ioolt forward to going to work. 4.35 4.50 4.52 4.59 4.43 4.54 (R) I am cynical about the FBI. 4.15 4.1? 4.31 4.32 4.0? 3.03 I believe in the mission of the FBI. 4.73 4.73 4.31 4.73 4.73 4.33 lw?rk harderoeca SE: I the ork'n here 0.1131 ?53 .- .I. have a high level of respect for the FBI's senior executives My me a feeling ofpersonal acco plisnment. 4.1? 4.33 4.20 4.00 4.13 4.35 4.33 4.21 4.30 4.34 4.14 4.2? I like the kind of work I do. 4.23 4.39 4.3? 4.15 4.32 4.43 4.35 4.29 4.43 4.41 4.23 4.35 (R) I leel burned out from the work that I do. 3.70 3.05 4.03 3.02 3.33 4.03 3.02 3.03 4.10 3.01 3.35 3.37 maintain high standards of honestyr and integrity. . . 3.?4 3.9? 3.?4 3.93 3.33 3.95 3.03 3.99 3.91 3.91 3.7? 3.59 (1.9.. Director. DD. ADD. Direct communication of?ce VISIIS. emails} from the 397 3.30 155 3.32 3.70 3.33 3-72 332 3.02 393 331 355 Director helps me feel connected to the FBI. The FBI 5 senicrexecutwes Director. 3.40 3.30 3.32 3.33 3.30 3.31 3.33 3.00 3.?3 3.33 3.33 3.47 .I am inspired Dire vision and Inspired by my leadership team 5 1.115100 and on climate and morale. . . 3.44 4.15 3.?2 3.?0 3.59 3.55 3.?8 3.67 3.38 3.95 3.18 3.3? direction. my that a commitment to 4.22 4.43 4.24 4.05 4.1? 4.30 4.30 4.27 4.40 4.45 4.00 4.03 ethics. integnty. and compliance is an institutional priority. My Division leadership works together as a team. 3.59 4.40 3.91 3.32 3.30 4.00 4.15 4.00 4.01 4.20 3.3? 3.37 My Division leadership takes responsibility for their decisions. 3.32 4.35 3.00 3.35 3.32 4.01 4.03 3.0? 4.10 4.24 3.53 3.?3 I am satis?ed with the deasmns and policies of my [211015100 3.33 4.22 3.30 ?2 3.23 3J3 3.03 3-33 193 4.00 3.41 159 leadership. Employee morale is important to my Division leadership. 3.00 4.33 3.04 3.?1 3.30 3.?4 3.33 3.32 4.00 4.12 3.33 3.31 Results are important to my Division leadership. 4.03 4.42 4.32 4.03 3.0? 4.23 4.23 4.30 4.33 4.44 4.11 4.12 My Dlinsmn leadership have 0 9050103 Impact on the 5 3.55 4.39 3.30 3.59 3.55 331 am 3.32 4.04 4.13 3.23 3.49 performance. In the last year. Ieadors In my Division made a posmve impact 3.33 4.25 3.72 3.53 3.53 3.10 3.33 3.53 3.05 4.03 3.40 3.45 2019 FOIHQ Climate MD NH ND NYCT NYC NYI NK NF DC OM Leaders in my sectionibranoh care about morale. 4.15 4.23 4.12 3.?3 3.72 3.913 4.01 3.13 3.95 4.10 3.7? 3.91 Leaders in my sectionrbraneh work together as a team. 4.10 I 4.19 I 4.16 I 3.3? I 3.95 4.23 4.1? 4.13 4.0? 4.03 4.135 4.07 Seotionrbranoh leaders support the memo and direcuon of the ?5 ?2 423 4.90 3.99 4.19 4.13 4.13 ?5 4.29 4.14 4.01 Division Head. Leaders in my seetionibranch treat employees with respect 4.3? 4.2? 4.36 3.99 4.15 4.26 4.2? 4.23 4.25 4.28 4.20 Iand oourtes . Sis My supervisor encourages and supports workjlife balance, 4.50 4.54 4.54 4.32I 4.4? 4.55 4.40I 4.43 4.54 4.55 4.48 haying open. hanes? conversations With my 4.31 4.21 4.33 4.1? 4.22 4.29 4.3-4 4.15 4.34 4.21 4.25 4.36 ggesuperwsor understands what I do and [he challenges I 4.30 4.13 437 ?a 4.19 4.31 4.31 ?5 ?2 4.05 3.93 421 have trust and con?dence in my Supervisor as a leader. 4.30 4.16 4.43 4.13 4.13 4.23 4.23 4.11 4.32 4.15 4.19 4.34 me 1.0 mat-1e about how 1 do my 453 4.52 4.56 442 +41 450 448 432 4.41 4.53 455 Leaders in my Division communicate threats and priorities. 4.10 4.1? 4.20 3.02 3.75 4.23 4.05 4.05 4.13 4.00 3.00 3.90 Sectionibranoh leaders communicate context and explanations . . . . . . 4.04 4.00I 4.05 3.7? 3.73 4.00 4.03 3.35 3.93 3.9? 3.75 3.86 regarding and initiatives. in my DMSIDH communicate context and explanatlons 3.73 4.03 3.95 3.93 3.92 3.?3 3.39 3.74 3.94 3.92 3.43 3.51 regarding dec1910ns and initiatives. (R) Leaders in my Division often distort Information or do not 4.00 ?5 192 359 335 4.09 ?3 139 3.313 422 153 3.9? tell "ll'le whole story." I am satis?ed with my involvement in deoi one that affect my work 3.93 3.95 4.01 3.91 3.39 3.99 3.99 3.93 4.05 4.04 3.14 3.93 Leaders in my Division are receptive to negative information 3.11 ?9 3.3? 3.70 3.5? 3.97 3.91 3.73 3.91 4.11 3.53 155 and bad news. Leaders in my Division listen to what employees have to say. 3.90 4.14 3.90 3.57 3.33 3.92 3.21 3.92 4.05 3.43 3.54 My (so-workers are competent and know hov-r to get thejob 4.0? 4.14 4.211 4.93 4.15 4.27 4.23 4.03 4.21] 4.09 4.15 4.111 done. The people In my Divismn conduct themselves In a 4.13 4.03 4.07 3.99 4.25 4.34 4.31 4.13 4.21:1 4.14 4.29 4.10 professional and courteous mannerThe people I work with are friendly and cooperative. 4.25 4.15 4.29 4.05 4.29 4.42 4.39 4.2? 4.33 4.25 4.40 4.29 My co-workers and I work together as a team. 4.40 . 4.26 . 4.34 . 4.19 . 4.24 . 4.44 . 4.40 . 4.35 4.33 . 4.31 I 4.40 4.29 My oo-woniers have a positive impact on my morale. 4.20 4.02 4.05 3.03 4.11 4.31 4.20 4.04 4.03 3.99 4.13 4.09 Overall. the members ofthe squadiunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate MO NH ND NYCT NYC FHM NYI NK NF DC OM Employees undeistand each others' roles and responsibilities. 3.93 3.?2 3.99 3.92 3.?1 4.11 3.91 3.99 3.99 3.?3 3.35 3.?2 and I fewer? pamc'pate "1 3mm? 5.51 3.52 3.55 3.5? 3.53 3.?5 5.55 3.55 3.?4 3.5? 3.55 retrlewsihot washesllessons learned discussions. etc. L11: comfortable expressmg a different or contrary point of ?5 339 392 4.93 ?5 4.09 197 ?2 4.9? 395 4.99 When others amt-l 'd'sagree' we are able to respect each 4.2? 4.23 4.34 4.11 4.25 4.29 4.39 4.31 4.33 4.26 4.25 4.15 other as professionals. Everyone on the squadiunrt is productive and carries their own 3.?9 3,59 3.93 3.49 164 M4 3'55 15? 3.91 3'53 169 3.94 werghl. The people on this souadiunit are reliable and dependable. 4.15 4.93 4.29 3.92 4.19 4.19 4.19 4.93 4.1? 4.99 4.19 4.93 4.29 4.19 4.35 4.9? 4.2? 4.41 4.34 4.21 4.31 4.1? 4.2? 4.19 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies te.g.. performance appraisal. promotion. ll'l' iative and motivation are valued. have participated in development opportunities in the past . . 3.39 3.41 3.6? 3.65 3.55 3.99 3.?2 3.64 3.56 3.59 3.4? 3.49 rewards} are applied consistently across employees. with my ?lm's? about performance are 4.15 3.99 4.21 4.19 4.99 4.15 4.14 4.9? 4.29 4.19 4.99 4.13 important and In my Squad?lnlt' pE?omanCB are In 3.75 3.47 3.519 3.51 3.74 3.57 3.51 3.75 3.59 3.54 a meaningful way. Awards In ":W.5quadlfunn depend on how Employees 3.85 3.55 3.94 3.?3 3.70 3.59 3.98 3.?2 3.75 3.3? 3.55 3.57 perform their jobs. my squad?run'tf Step? are taken to deal mm a poor perfonner 3.63 3.24 3.99 3.32 3.35 3.43 3.45 3.33 3.41 3.19 3.59 3.54 who cannot or Will not improve. Employees are recognized for doing high quality work. 3.93 3.?9 3.99 3.?9 3.62 3.93 3.94 3.?9 3.96 3.99 3.?4 3.?9 4.99 4.93 4.11 3.99 3.91 4.96 4.91 3.91 4.99 4.19 4.99 4.91 Employee development is valued where lwork year 4.99 4.99 4.11 3.?5 3.99 4.14 4.92 3.94 4.9? 4.91 3.99 4.9? have participated in leadership development opportunities in 3.49 3.15 3.29 3.24 3'15 338 334 3.34 3.4? 3.33 3.22 323 the past year. 4.93 4.93 4.95 3.?2 3.99 3.95 3.99 3.92 4.91 4.19 3.99 3.93 2019 FOIHQ Climate NYCT NYC I am satis?ed W110 111 career o. oortunities at the FBI tr lace. talents are used well in the work- treated respectfully without regard to my race. religion. 4.00 4.23 3.?0 3.95 4.10 4.08 3.81 4.14 4.08 3.0? i feel empowered respect to mywork. 4.03 4.15 4.15 3.93 3.35 4.23 4.14 3.35 4.12 4.13 3.30 4.113 The work I do makes a di?erence. 4.35 45o 4.41] 4.34 4.29 4.33 4.43 4.25 4.45 4.45 4.22 4.35 Myjob has the right amount ofuan?ety. 4.20 4.25 4.21 3.35 3.93 4.17 4.13 3.3? 4.22 4.22 we 4.19 I see the impact or outcomes of my work. 4.1? 4.24 4.17' 4.13 3.33 4.14 4.24 3.39 4.22 4.30 4.05 4.03 4.02 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.45 4.54 4.43 4.45 4.53 4.52 4.42 4.49 4.52 4.52 4.51 cultural background. People In my DIVISION are treated In a fair and canalstent 4.113 ?35 3.90 ?2 4.o1 423 4.15 4.413 ?3 4.03 3.23 3.37 manner. Leaders In my Dimeron work well with employees ordirrerenl 4'33 43? 4.25 4.15 422 4.33 43? 4'29 435 4.35 4.13 4.15 backgrounds. (mm-11o 3'0? know '5 more important than "hat you know or 3.51 3.54 3.3? 3.11 3.12 3.33 3.21 3.44 3.44 3.47 3.23 3.25 Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.21 4.15 4.2 5 4_o4 4.05 4.20 4.13 4.25 4.26 4.19 4.29 I can disclose a suspected violation of angir law. rule. or including behavim or serious $90Uf?ily' 11101311003 mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4.22 4.?5 4.46 4.?2 4.24 4.55 4.00 4.73 4.1? 4.54 4.30 4.?9 4.30 4.72 4.2? 4.51 4.40 4.?3 4.45 4.30 4.09 Fatr19-cv-14401-22 . 4.16 4.42 4.17 4.111 4.33 4.42 4.4? 4.3o 4.35 4.44 4.35 4.24: regulation without fear of reprisaL My organization has prepared employees for potential security 4.14 4'23 4.23 4.13 3.95 4.13 4.13 ?1 4,29 4.15 4.13 4.0? threats. 1 know where and how to report suspicious behavior or misconduct (e .13.. potential insiderthreat. information leaks. 4.33 4.44 4.44 4.35 4.34 4.31 4.35 4.39 4.43 4.51 4.55 4.45 workplace violence, etc). FBI employees receive suf?cient information to help them 4.32 4.34 4.39 4.23 4.17 4.31 4.25 4.29 4.42 4.33 4.33 4.34 recognize potential threats. I know to report concerns about possible insider threats. 4'51 {52 4.32 4.31 ?4 4'39 4.39 ?1 4.42 4.53 4.50 4.?5 4.03 components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job have Su Brent resou udge to 98 my 4.45 4.03 4.54 4.55 4.22 4.55 4.51 3.79 4 .46 4.44 4.21 4.55 4.21 3.90 4.25 4.38 3.91 4.33 4.41 4.20 4.39 4.51 3.91 4.56 4.50 4.15 4.44 2019 FOIHQ Ctimate MD NH ND NYA NYCT NYC FHM NYI NK NF DC OM I feel a sense Of community shared and values) 3.33 3.33 3.33 3.33 3.33 4.33 3.33 3.?9 3.33 3.33 3.33 3.34 With other employees across the Intelligence Community. Our mission depends on Intelligence Community agenoles and ?3 ?3 4.33 4-25 ?5 ?3 3.73 4.1? 4-13 ?22 139 4.53 3.5? 4.54 4.4 5 4.36 4 .42 Physical conditions noise level. temperature. lighting. done 3.33 3.33 3.53 3.53 3.23 3.33 3.17 3.35 3.33 3.53 3.39 3.33 I have the tecmomgy somam? hardwa'e' em) to 3.33 3.35 3.43 3.74 3.34 3.23 2.74 3.31 3.33 3.53 3.44 3.23 get my lot: done. The technology I use this year is he tter than it was last year. 3.27 3.33 3.33 3.2? 3.32 3.34 2.?3 2.13 3.41 3.32 3.12 3.31 the '33. f? 3r The administrative requirements of my job are reasonable. Urea?l?iRMhn? . have experienced sign: cant change at work in the last year (3.9.. reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. cleanliness in the workplace) allow employees to perform their 4.12 3.32 4.12 3.73 3.35 3.03 3.47 3.95 4.27 3.95 4.36 jobs well. Employees are protected from health and safety hazards on 4-22 4.11 42? 4-02 3-92 424 3.33 3-93 4.33 4-34 4-19 422 2019 FOFHQ Ctimate MCI NH ND NYA NYCI NYCT NYCRIM NYI NK NF DC OM I have seen [If heard the item 1351 years and 3.8? 4.34 3.54 3.6-1- 3.70 3.35 3.67 3.91 4.09 4.20 3.64 4.16 engagement survey. . . . I am interested in seeing or hearing the results from this years 4.31 ?2 4.33 422 ?2 ?a 425 43? 435 4.33 4.25 4.03 climate and engagement survey. . In the last year. I have put effort into hevmg a posmve Impact 4.23 ?2 ?1 4.the climate and morale of this Division. The FBI selects high quality leaders. 3.3a 3.4? 3.33 3.43 3.13 3.43 3.43 3.43 3.45 3.3a 3.33 3.22 Leaders reviev-r and evaluate the organization's progress toward meeting its goals and objectives. Note: Denotes a reverse scored item, which means a higher score is better. 4.11 4.20 41.16 3.8-1 3.71 4.06 ?1.07 4.05 4.11 4.21 3.91 3.56 2019 FOIHQ Climate I am proud towork forthe FBIrecom en Warring on this surniacuiinitrieanership team IS good for my morale. (R) Working on this squadtunitlleadership team is frustrating. I look. forward to going to work. 4.53 4.54 4.54 4.54 4.54 4.30 4.53 4.43 4.73 4.59 (R) lam cynical about the FBI. 4.23 4.11 4.13 4.21 4.09 4.13 4.06 3.99 4.33 4.05 I believe in the mission of the FBI. 4.74 4.77 4.73 4.711 4.71 4.33 4.31] 4.39 4.35 4.75 Iwork harderoeoa SE: I the ork'n here 3174141 131.3 .- .I. I have a high level of respect for the FBI's senior executives My workgives me a feeling ofpersonal acco plishment. 4.2? 4.27 4.17 4.1? 4.21 4.14 4.19 4.32 4.29 4.12 4.39 4.o9 I like the kind of work I do. 4.37 4.41 4.39 4.27 4.30 4.2'ir 4.24 4.3? 4.25 4.19 4.43 4.20 (R) I teel burned out from the work that I do. 3.93 4o? 3.94 3.39 4.93 3.73 3.35 3.95 3.31 3.75 4.93 3.33 maintain high standards of honestyr and integrity. . . 3.73 3.73 3.9? 3.32 3.72 3.95 3.39 3.33 3.99 3.30 4.23 3.95 Director. DD. ADD, Direct communication of?ce VISIIS. emails} from the 3.37 339 154 352 3.71 3.97 3-30 3.30 3.33 3.79 3.92 3.39 Director helps me feel connected to the FBI. The FBI 5 seniorexeoutwes Director, 3.33 3.32 3.59 3.37 3.53 3.39 3.53 3.32 3.79 3.77 we 3.73 .I am inspired b?le?le Dire vision and inspired by my 0117151011 leadership team 5 Vision and 3.35 3.54 on climate and morale. . . 3.59 3.53 3.?7 3.?9 3.8? 3.53 3.45 3.81 3.4? 3.39 3.75 3.55 direction. my that a commitment to 4.26 4.22 4.2? 4.44 4.35 4.19 4.11 4.33 4.15 4.111 4.21 4.24 ethics, integrity, and compliance is an institutional prionty. My Division leadership works together as a team. 4.0? 3.31 3.97 4.23 4.32 3.92 3.39 4.17 3.45 3.54 3.79 4.06 My Division leadership takes responsibility for their decisions. 3.93 3.95 4.o3 4.15 4.12 3.31 3.73 4.19 3.39 3.75 3.97 4.o1 I am satis?ed with the decusmns and policies of my Dimsion 3-34 ?5 3.33 3.95 4.113 3.52 3.93 154 3-50 3J9 3.119 leadership. Employee morale is important to my Division leadership. 3.31 3.74 3.91 4.02 4.o2 3.72 3.53 4.1.14 3.37 3.30 3.33 3.31 Results are important to my Division leadership. 4.23 4.25 4.34 4.37 4.45 4.19 4.95 4.13 4.03 4.23 4.27 My leadership have a pos?we Impact on the 5 3.83 3,72 3.93 3.99 3.99 3.7? 350 4.04 350 3.55 3.30 ?33 performance. In the last year. in my Division made a posniire impact 3.77 3.55 3.7? 3.3 4 3.7., 355 339 3.94 337 3.32 3.7? 3.113 2019 FOIHQ Climate Leaders in my sectionibrarion care about morale. 4.03 3.03 4.02 4.12 4.03 3.?3 3.?1 4.05 3.?5 3.55 3.3? 3.55 Leaders in my sectionibranch work together as a team. 4.20 I 3.52 I 4.13 I 4.15 I 4.31 3.54 3.51 4.14 3.1? 3.75 3.54 4.54 Sectionibranch leaders support the vision and direction of the 4.15 ?5 ?9 425 4.35 4.15 4.113 ?5 139 3.53 ?2 420 Division Head. Leaders in my sectionibranch treat employees with respect $.25 $.14 $.26 $.31 $.33 4.07 3.95 $.21 4.00 3.99 $.21 $.22 Iand courtes . Sis My supervisor encourages and supports worldlire balance. 4.55 4.54 4.57 4.35 4.511 4.41 4.43 4.55 4.25 4.35 4.37 4.41 haying Open' honest conversations With my 4.35 4.25 4.22 4.13 4.35 4.16 4.11 4.35 4.13 4.13 4.31 4.21 gigsupervisor understands what I do and the challenges I 4.23 4.23 4.23 4.14 4.23 4.13 3.57 ?5 3.51 4.02 ?2 ?9 have trust and con?dence in my Supervisor as a leader. 4.35 4.33 4.32 4.13 4.45 4.17 4.23 4.34 4.12 4.10 4.15 4.32 My Supervisor trusts me to mat-1e decisions about how I do my 455 4.50 4.43 4.45 4.44 4.42 4.45 ?1 ?9 {35 4,47 4.43 job. Leaders in my Division communicate threats and priorities. 3.97 3.94 4.93 4.03 4.13 4.07 3.64 4.21 3.33 3.?3 3.91 3.93 Sectionibranch leaders communicate context and explanations . . . . . . 3.99 31'? 4.06 3.99 4.09 3.?3 3.76 4.02 3.57 3.63 3.81 3.84 regarding and initiatives. in my DMSIDH comm unlcate context and explanations 3.75 3.55 3.31 3.35 3.35 3.3? 3.53 4.0? 3.45 3.51 3.35 3.55 regarding deceions and initiatives. (R) Leaders In my Division often distort Information or do not ?33 ?5 4.15 195 335 3.73 3.51 4.0? 3.43 3.55 3.15 179 tell "ll'le whole story." I am satis?ed with my involvement in deci one that affect my work 4.02 3.56 4.02 3.55 3.55 3.31 3.15 4.011 3.11 3.7? 3.54 3.115 Leaders in my Division are receptive to negative information 334 3.75 190 3.55 ?5 3.?6 359 332 159 33,5 3.71 ?4 and bad news. Leaders in my Division listen to what employees have to say. 3.55 3.53 3.55 3.55 3.35 3.55 3.55 4.00 3.53 3.52 3.55 3.35 My (so-workers are competent and know hov-r to get thejob 4.14 4.23 4.21 4.24 4.13 4.57 4.23 4.27 4.15 45? 4.0o 4.14 done. The people In my Dmsm" conduct themselves In a 4.10 4.22 4.14 4.31 4.25 4.13 4.13 4.25 4.05 4.51 3.35 4.55 professional and courteous mannerThe people I work with are friendly and cooperative. 4.22 4.411I 4.26 4.33 4.33 4.21 4.29 4.34 4.20 4.23 4.15 4.23 My co-workers and I work together as a team. 4.31 . 4.31r . 4.43 . 4.43 . 4.43 . 4.20 . 4.35 . 4.33 4.23 . 4.27 . 4.35 4.23 My co-woniers have a positive impact on my morale. 4.55 4.15 4.12 4.15 4.15 3.53 4.1? 4.15 4.05 4.05 3.52 450 Overall. the members ofthe squadiunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate Employees undeistand each others' roles and responsibilities. 3.59 3.55 3.52 3.99 3.55 3.73 3.52 3.91 3.?5 3.55 3.75 3.34 and I fewer? pamc'pate "1 3mm? 3.45 3.55 3.73 3.75 3.5? 3.55 3.55 3.77 3.53 3.44 3.52 3.55 reviewsiihot washesilessons learned discussions. etc. L11: comfortable expressmg a different or contrary point of ?3 3.95 451 ?15 455 3.55 3-30 199 3.55 3.51 3-95 3.95 When Others amt? 'd'sagree' we are able to ?35de each 425 4.25 4.24 4.27 4.32 4.14 4.13 4.21 4.15 4.12 4.21 4.15 other as professionals. Everyone on the squadrunit is productive and carries their own 3,45 3,95 ?9 3,71 3.?9 153 3'72 3.59 155 3.54 3.52 3.51 The people on this souadiunit are reliable and dependable. 4.92 4.25 4.15 4.19 4.11 4.95 4.19 4.25 4.92 4.95 4.94 4.99 4.21 4.39 4.35 4.34 4.29 4.21r 4.25 4.37 4.19 4.15 4.22 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies (5.9.. performance appraisal. promotion. ll'l' iative and motivation are valued. have participated in dovelopment opportunities in the past . . 3.5? 3.55 3.31 3.45 3.55 3.44 3.42 3.79 3.31 3.47 3.49 3.35 rewards} are applied consistently across employees. with my about performance are 4.15 4.11 4.15 3.93 4.15 4.95 4.93 4.15 3.93 3.55 4.15 4.95 important and In my Squad?lnlt' pE?omanCB are In 3.75 3.52 3.54 3.55 3.91 3.45 3.51 3.90 3.53 3.55 3.75 3.57 a meaningful way. Awards In ":hy.5quadlfunn depend on how Employees 3.80 3.?4 3.94 3.?9 3.7? 3.52 3.51 3.91 3.55 3.54 3.7? 3.53 perform their jobs. my squad?run'tf Step? are taken to deal mm a poor perfomier 3.43 3.53 3.57 3.52 3.59 3.12 3.51 3.31 3.13 3.25 3.42 3.11 who cannot or Will not improve. Employees are recognized for doing high quality work. 3.54 3.53 4.94 3.54 3.59 3.53 3.51 3.91 3.55 3.53 3.59 3.55 3.99 4.95 4.12 3.99 4.92 4.99 3.91 4.95 3.95 3.54 3.93 3.95 Employee development is valued where lwork year 3.54 4.92 4.11 4.19 4.91 3.94 3.?5 4.91 3.95 3.92 3.?5 4.99 have participated in leadership development opportunities in 3.03 3.51 ?2 3.39 3.43 332 234 3.49 ?2 3.13 3-11 3.41 the past year. 3.53 4.92 4.91 3.95 3.95 3.59 3.59 4.91 3.59 3.54 3.59 3.5? 2019 FOIHQ Climate I am satis?ed Wt?'l l'l?l career o. oortunities at the FBI ti lace. talents are used well in the work- treated respectfully without regard to my race. religion. 4.04 4.14 3.99 4.14 4.09 3.93 3.95 4.12 3.95 3.39 I feel empowered With respect to mywork. 4.33 4.10 4.33 4.03 4.12 3.33 3.3? 4.1? 4.34 3.94 4.1? 3.33 The work I do makes a di?erence. 4.35 4.44 4.32 4.43 4.43 4.43 4.30 4.42 4.35 4.25 4.5? 4.23 has the right amount of vanety. 4.1? 4.24 4.15 4.o3 4.1? 4.13 4.12 4.21 4.03 4.111 4.2? 3.514 I see the impact or outcomes of my work. 4.113 4.12 4.14 4.13 4.13 4.113 4.0? 4.15 4.10 3.93 4.24 3.31 4 .07 3.85 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.50 4.43 4.4? 4.53 4.42 4.32 4.23 4.43 4.35 4.33 4.35 4.42 cultural background. People In my DruISIon are treated In a fair and 4.32 ?35 4.33 3-93 3.94 3.31 3.?3 4.15 3.31 3.73 3.33 1? manner. Leaders in my work well with employees 4'32 431 ?1 4.29 4.30 4.13 4'12 ?2 4.15 4.20 4.13 ?1 backgrounds. (R) Who I?m? '5 "we important What you ?no" or 3.3? 3.3? 3.31 3.41 3.20 3.15 3.22 3.42 3.35 3.34 3.13 3.19 Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.15 4.17 4.21 4.17 4.10 4.93 4.15 4.25 4.00 4.02 4.21 I can disclose a suspected violation of angir law. rule. or including bEth?c'lViDr or serious violations. mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4.65 4.26 4.72 4.22 4.77 4.27 4.80 4.44 4.79 4.35 4.50 4.19 4.6-7 4.11 4.74 4.38- 4.79 4.15 4.75 4.10 . . . 4.34 4.32 4.35 4.33 4.33 4.14 4.13 4.41 4.23 4.1? 4.44 4.33 regulation without tear of reprisal. mrezit'gamzation has prepared employees for potential security 4'22 4.23 4.15 ?4 ms ?9 4.13 4.011 4.12 4.33 I know where and how to report suspicious behavior or misconduct potential insiderthreat. information leaks. 4.4? 4.45 4.43 4.45 4.35 4.33 4.33 4.43 4.46 4.35 4.45 4.55 workplace violence, etc). FBI employees receive suf?cient information to help them 4.34 4.33 4.33 4.33 4.23 4.23 4.24 4.35 4.30 4.23 4.33 4.35 recognize potential msrder threats. lknow how to report concerns about possible insider threats. 4.43 4.45 4.43 4.45 4.45 4'3? 4.43 4.45 4.33 4.44 4.50 4.74 4.21 Fatr19-cv-14431-23 4.73 4.24 components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job have Su Brent resou udge to 98 my 19 4.51 3.81 4.49 4.45 3.92 4.53 4.54 4 .92 4.41 4.52 4.03 4.49 3.59 4.55 4.43 3.93- 4.49 4.56 4.94 4.49 4.45 3.89 4.42 4.54 3.85 4.55 4.19 3.72 4.29 2019 FOIHQ Ctimate feel a sense Of community shared and values) 3.7? 3.93 3.?7 3.99 3.99 3.92 3.?9 3.99 3.99 3.99 3.94 3.94 With other employees across the lntell1gence Community. Our mission depends on Intelligence Community agenoles and ?3 ?23 4.29 4.19 ?2 ?5 4.19 4.13 4.29 4.29 ?1 4.49 4.24 3.43 4.43 4.4 1 3.60 4.45 Physical conditions noise level. temperature. lighting. done 3.43 3.55 3.52. 3.23 3.39 3.39 3.55 3.54 3.49 3.31 3.29 3.19 I have the hardwa'e' em) to 3.95 3.59 3.59 3.53 3.44 3.41 3.42 3.39 3.44 3.99 3.12 3.13 get my 199 done. The technology I use this year is he tter than it was last year. 2.55 3.33 3.95 3.49 3.24? 3.21 3.21 3.99 3.29 2.94 2.3? 3.99 the '99. f? 9r The administrative requirements of my job are reasonable. Urea'?lm??thn? . have experienced sig n1 cant change at work in the last year (9.9.. reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. cleanliness in the workplace) allow employees to perform their 3.54 4.15 3.99 4.19 3.93 4.93 4.94 3.94 4.93 3.79 3.69 3.?6 jobs well. Employees are protected from health and safety hazards on 4.0? 4.32 422 4.32 4.19 ?1 4.21 4.19 ?4 3-99 4.91 4.1? Fatr19-cv-1449)-29 on the climate and morale of this Division. The FBI selects high quality leaders. Leaders review and evaluate the organization's progress toward meeting its goals and objectives. 342 4E5 339 33? 319 411 332 4D9 3E1 336 328 333 3.4a 3.30 4J5 333 2019 FOIHQ Climate have seen or heard the re5ultsiren1 last years climate and 3.91 3.3? 3.5? 4.23 4.13 332 335 3.93 4.03 3.34 ?2 engagement survey. I am interested in seeing or hearing the results from this year?s ?a 424 431 42] ?5 427 4-25 432 ?7 432 4.33 4.30 climate and engagement survey. In the last year. I have put effort into having a peeitive impact 426 ?2 4.25 435 433 4.25 ?5 ?7 ?9 4.49 433 3J5 330 3.40 3.33 334 351 Note: Denotes a reverse scored item, which means a higher score is better. 2019 FOIHQ Climate lam proud towork forthe FBI. SI TP Averages F0 CD ETD CRIM 11353135331 I recom en Wornkig on this team IS good for my morale. (R) Working on this squadrunitileadership team is frustrating. I look forward to going to work. 3.74 3.6? 4.36 4.52 4.56 4.56 4.56 4.51 4.65 4.56 4.63 (R) lam cynical about the FBI. 4.13 4.1? 4.16 4.33 4.03 4.23 4.12 3.06 4.14 I believe in the mission of the FBI. 4.11 4.12 4.oo 4.32 4.33 4.31 4.11 IWDl'l?t harderoeea SE: I the ork'n here #11141 i313 .- .I. have a high level of respect for the FBI's senior executives My workgives me a feeling ofpersonal acco plishment. 4.35 4.24 4.32 4.21 4.33 4.33 4.43 4.12 4.24 4.21 3.93 4,13 I like the kind of work I do. 4.21 4.33 4.4121 4.26 4.13 4.32 4.58 4.21 4.32 4.26 4.04 4.26 (R) I teel burned out from the work that I do. 3.51 4.oo 4.oo 3.35 3.35 3.31 4.113 3.33 3.91 3.53 3.55 3.35 maintain high standards of honestyr and integrity. . 3.53 3.34 3.35 3.33 3.12 3.33 3.33 3.32 3.31 3.33 3.13 4.11 (1.9.. Director. DD. ADD, 0!th commun'catm" Of?ce ?5'15' ema'ml from the 3.33 3.13 3.33 3.35 3.55 3.53 3.23 3.33 3.15 3.33 3.51 3.33 Director helps me feel connected to the FBI. The FBI 5 55mm emcutwes ("er D'recmr? 3.53 3.31 3.31 3.13 3.35 3.13 3.45 3.11 3.33 3.31 3.14 4.31 I am inspired Dire vision and leadership Inspired by my Diwsmri leadership team 5 memo and 3.33 3.52 3.25 on climate and morale. . . 3.35 4.15 3.8? 3.?2 3.45 4.05 3.54 3.44 3.51 3.54 3.21] 3.?3 direction. my that a commitment to 4.13 4.52 4.35 4.oo 4.31 4.54 4.34 4.13 4.21 4.25 4.03 4.24 ethics, inlegnty, and compliance is an institutional pnonty. My Division leadership won-ts together as a team. 3.33 4.33 4.13 3.31 3.19 4.31 3.33 3.13 3.33 3.33 3.53 3.33 My Division leadership takes responsibility for their decisions. 3.51 4.33 4.14 3.94 3.13 4.21 3.99 3.11 3.91 3.93 3.32 3.99 I am satis?ed with the deasmns and policies of my Dimsmn 3-3? 4.23 ?1 3.13 3.33 ?4 3.35 3.33 3.14 332 3.23 3.33 leadership. Employee morale is important to my Division leadership. 3.51 4.21 4.91 3.91 3.53 4.23 3.35 3.34 3.13 3.13 3.29 3.34 Results are important to my Division leadership. 4.12 4.49 4.31 4.25 4.19 4.31 4.35 4.25 4.24 4.32 4.23 4.23 My Diwsmn leadership have 3 905111113 Impact on the 5 3.45 4.34 3.35 3.52 ?7 332 3.55 3.14 3.13 327 3.64 performance. In the last year. leaoErs in my Division made a posmve impact 3.41 4.23 3.34 3.55 3.41 4.13 3.15 3.53 3.54 3.33 3.33 3.53 Fatr1o-c1r-14431-31 2019 FOIHQ Climate in my sectionioranon care about Si TP Averages F0 CD ETD CRIM and courtes . '5'is 3.?3 4.33 3.99 3.33 3.35 4.33 3.97 3.13 3.39 3.93 3.54 3.31 Leaders in my sectioni?branch work together as a team. 3.57 4.32 4.24 3.94 3.35 4.43 4.11 3.35 4.04 4.05 3.35 3.95 Sectionibranch leaders support the melon and direction of the 433 4.11 3-90 4.53 ?3 4.31 ?3 424 3.99 419 Division Head. Leaders In my sectioni?branch treat employees with respect ?2 4.411 ?2 4.93 4.11? 452 4.23 ?3 4.1? ?1 3-99 4.13 job. tell "ll'le whole story." I am satis?ed with my involvement in deci Leaders in my communicate threats and priorities. Sectionibranch leaders communicate context and explanations regarding decisions and initiatives. Leaders in my Division communicate context and explanations regarding decisions and initiatives. (R) Leaders in my Division often distort information or do not ons that affect my 3.93 3.75 3.38 3.513 4.22 4.13 3.92 3.9? 3.57 3.73 3.51 3.76 3.35 3.71 3.75 3.6? 4.33 4.31 4.22 4.15 4.02 3.93 3.33 411 3.92 3.65 3.66 3.69 4.03 3.85 3.72 3.82 4.05 3.80 3.71 3.83 4.02 3.53 3.41 3.63 My supervisor encourages and supports worhilife balance, 4.43 4.49I 4.51 4.17 4.3? 4.55 4.62 4.39I 4.46 4.41 4.39 4.45 Lill?glofsname haying open. homes! conversations With my 4.22 4.43- 4.26 4.13 4.13 4.33 4.14 4.25 4.17 4.16 4.21 ggesupervisor understands what I do and the challenges I 3.95 mg 421 4'02 4.15 4.2? 443 4.05 4'05 4.05 have trust and con?dence in my supervisor as a leader. 4.07 4.43 4.30 3.93 4.10 4.33 4.42 4.14 4.23 4.09 4.15 414 My supervisor 1711515 me 1.0 matte about how i do my 4.31 4.59 4.4? 4.4.: 42.! 4?51 4'33 4.33 4.4.5 4?37 4'33 441 4.31 3.75 3,79 3.71"? My (so-workers are competent and know hov-r to get thejob work 3.24 4.02 4.05 3.53 3.32 4.12 4.04 3.30 3.913 3.13 3.55 3.82 Leaders in my Division are receptive to negative information 3.35 4.03 4.05 3.75 3.73 ?7 mg 3.91 ?5 3.54 and bad news. Leaders in my Division listen to what employees have to say. 3.4: 4.10 4.0? 3.59 3.61 4.25 3.55 3.53 3.?5 3.?5 3.33 3.52 4.13 4.2? 4.24 3.94 4.113 4.33 4.43 4.15 4.14 4.15 4.15 4.22 done. The people In my D'V'sm" conduct themselves in a 4.13 4.21 4.29 3.90 4.1? 4.42 4.45 4.15 4.13 4.29 4.55 4.24 protessmnal and courteous manner. The people I work with are friendly and cooperative. 4.36 4.34 4.3? 4.11 4.22 4.40 4.5? 4.24 4.2? 4.32 4.21 4.29 My co-workers and work together as a team. 4.22 4.45 4.32 4.31 4.23 4.43 4.50 4.32 4.33 4.29 4.33 4.33 My co-wonters have a positive impact on my morale. 4.11 4.15 4.17 3.90 4.14 4.24 4.33 4.05 4.0? 4.11 4.09 4.15 Averages Overall. the members ofthe squadrunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate SI TP WFA F0 CD ETD CRIM Employees undeistand each others' roles and responsibilities. 3.32 4.04 4.02 3.33 3.32 4.13 4.05 3.74 3.32 3.55 3.55 3.35 and I fewer? pamc'pate "1 3mm? 3.71 3.55 5.57 3.45 3.31 5.35 3.34 3.33 3.52 3.54 3.45 3.45 rev1ewsiihot washesllessons learned discussions. etc. :33: comfortable expressmg a different or contrary 90"? of 3.33 4.14 4.03 3.37 3.32 4.33 4.13 3.31 3.33 4.00 3.37 3.35 When others and I disagree. we are still able to respect each 4.13 4.29 ?2 4.21 4.14 ?2 4.39 422 422 4.30 4.15 4.13 other as professionals. Everyone on the squadrunrt is productive and carries their own 3'92 193 3.70 3.4? 3.73 ms 162 35? 3.73 3.54 3.73 werghl. The people on this souadiunit are reliable and dependable. 4.31 4.23 4.12 3.75 4.10 4.15 4.30 4.00 4.10 4.11 4.01 4.11 4.30 4.33 4.25 4.05 4.22 4.27 4.52 4.17 4.25 4.31 4.22 4.31 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies (5.9.. performance appraisal. promotion. ll'l' iative and motivation are valued. have participated in development opportunities in the past . . 3.47 3.73 3.34 3.33 3.4? 4.01 3.37 3.47 3.53 3.33 3.43 3.55 rewards} are applied consistently across employees. with my ?lm's? about performance are 3.35 4.25 4.13 4.05 3.37 4.35 4.13 4.07 4.05 3.53 3.34 4.03 Important and In my souadi'unit, differences in perlormance are recognized in 3.57 3.37 3.30 3.75 3.57 4.01 3.35 3.53 154 3.5? 3.31 a way. Awards "1 mvsouadlunrt depend on how well employees 3.43 3.35 3.55 3.55 3.33 4.14 4.53 3.57 3.74 3.53 3.57 3.72 perform their jobs. my squadrunit. Step? are taken to deal mm a poor performer 3.60 3.32 3.53 3.53 3.33 3.51 3.55 3.37 3.44 3.50 3.25 3.34 who cannot or Will not improve. Employees are recognized for doing high quality work. 3.53 4.01 3.37 3.74 3.31 4.24 4.04 3.32 3.73 3.32 3.33 3.73 3.73 4.1? 4.03 3.37 3.33 4.35 4.13 3.33 3.37 4.01 3.32 4.07 Employee development is valued where lwork year 4.05 3.32 4.04 3.31 3.33 4.20 4.07 3.33 3.33 3.31 3.33 4.03 have participated in leadership development opportunities in 3.24 3.23 151 3.33 3.19 3.51 325 3.29 3.31 334 3'35 351 the past year. 3.73 4.05 4.02 3.73 3.73 4.27 4.14 3.34 3.53 3.37 3.73 4.04 2019 FOIHQ Ctimate Averages F0 I am satis?ed Wl?'l career 0v oortunities at the FBI feel empowered Iitiith respect to mywork. talents are used well in the work-lace. treated respectfully without regard to my race. religion. 3.35 4.16 19 3.9b 3.79 4.24 4.26 3.39 4.03 3.93 3.76 3.99 The work I do makes a di?erence. 4.15 4.35 4.52 4.50 4.25 4.54 4.51 4.29 4.37 4.41 4.22 4.amount of variety. 3.92 4.12 4.25 3.95 3.711 3.97 4.24 3.31 4.10 4.05 3.75 4.03 I see the impact or outcomes of my work. 3.95 4.10 4.20 4.25 3.77 4.28 4.30 3.74 4.11 4.01 3.93 4.13 3.34 4.15 4.14 3.95 3.9a 4.17 4.32 3.74 4_o1 3.92 3.75 3.55 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.59 4.52 4.43 4.3o 4.34 4.35 4.153 4.41 4.44 4.47 4.31 4,42 cultural background. People in my DivISIon are treated In a fair and cuneistent 3.50 4.03 ?7 3.117 3.79 4.35 4.27 3.59 3.91 3.95 3.37 3.9? manner. Leaders In my Divismn work well with employees ordirrerenl 4.13 ?5 4.43 4.03 423 4.53 4.39 429 4'25 ?1 4.04 backgrounds. (R) Who you know is more important than what you know or 3.30 3.50 ?9 3.05 2'35 349 3.01 3.07 32? 2?90 233 3.04 Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.28 4.25 4.2 5 4.08 4.19 4.37 4.19 4.09 4.17 4.02 4.15 I can disclose a suspected violation of any law. mle. or including suspicious behavior or serious security violations. mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4 .76 4.10 4.75 4.52 4.77 4.3 5 4.54 4.03 4.74 4.07 4.50 4.54 4.75 4.34 4.72 4.18- 4 .74 4.21 4.77 4.25 Fatt19-cv-144m-34 4.71 4.02 . . . 4.24 4.47 4.35 4.03 4.111 4.54 4.42 4.23 4.23 4.35 4.25 4.35 regulation without tear of reprisal. My organization has prepared employees for potential seeurity 4'15 434 42? 4.07 4.013 ?1 422 ?a ?6 4.111 3'97 421 threats. I know where and how to report suspicious behavior or misconduct (e .13.. potential insiderthreat. information leaks. 4.47 4.45 4.54 4.41 4.39 4.49 4.3? 4.35 4.44 4.47 4.37 4.39 workplace violence. etc). FBI Wm? sumc'em information to help them 4.35 4.43 4.33 4.31 4.30 4.40 4.42 4.32 4.33 4.25 4.24 4.33 potential threats. I know how.r to report concerns about possible insider threats. 4.45 4.50 {54 4.41 4.40 ?9 443 4.35 ?7 433 4.45 4.77 4.24 Averages components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job udge to 98 my Jo done. 4 .24 4.05 4.23 3.15 4.54 4.99 4.53 3.99 4.56 3.92 4 .53 3.54 4.58 4.1? 4.59 3.44 4.34 3.92 4.37 3.34 4.56 4.00 4.56 3.53 4.58 3.7? 4.40 3.42 4.30 3.82 4.33 3.25 4.45 3.91 4 3.45 4.34 4.15 4.4? 3.05 4.3? 3.92 4.41 3.4? 2019 FOIHQ Ctimate SI TP WFA WFCI WOT WFCRIM F0 CD ETD CRIM I feel a sense ofcommunity he, shared mission and values) 153 3.99 3.99 ?a 335 3.59 3.?2 ?3 ?a 3.31 with other employees across the Intelligence Community. Our mission depends on Intelligence Community agenCIes and ?5 4.33 4-25 4.5? ?5 3.35 ?3 455 4.53 ?1 4.4? 4.14 4.51 3.59 have the technology needed software. hardware. etc.) to get my jot: done. 3.64 3.54 3.56 3.72 3.15 3.19 2.3? 3.13 3.33 3.25 3.33 3.59 The I USE 11115 year is DEHEF than it W35 I331 year. Physical conditions noise level. temperature. lighting. 3.29 3.39 3.24 3.35 3.09 3.19 2.55 2.90 3.15 3.02 3.05 3.2? the on. C5 at The administrative requirements of my job are reasonable. Ufsa?lm??thn? . have experienced sign: cant change at work in the last year reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. 3.33 3.52 3.54 3.25 3.31 3.03 3.65 3 .44 cleanliness in the workplace) allow employees to perform their 1.1? 4.15 4.11 3.99 3.88 3.96 4.20 3.73 3.88 3.62 3.32 3.33 jobs well. Employees are protected from health and safety hazards on 4-30 4.41 ?1 4.19 4.13 425 4.25 see ?7 4.00 ?3 ?4 3.52 3.55 3.51 3.59 3.6? Averages on the climate and morale of this Division. The FBI selects high quality leaders. Leaders review and evaluate the organization's progress toward meeting its goals and objectives. 3.13 3.96 3.54 4.29 3.51 4.14 3.31 3.?2 3.20 3.34 3.59 4.2? 3.22 3.95 3.34 3.33 3.33 3.93 3.26 3.35 3.15 3.5-3 2019 FOIHQ Climate SI SI. TP WFA WFCI WFCT WFCRIM 0 CD ETD :3le have seen or heard the re5ultsiren1 last years climate and 3.95 4.25 ?22 3.93 4.02 339 3.?3 3.93 3.94 339 3.73 333 engagement survey. lam interested in seeing or hearing the results from this years ?a 4.33 ?a 4.1? ?5 ?5 ?9 42$ ?9 4.44 4-43 4.43 climate and engagement survey. In the last year. I have put effort into haying a peeitwe impact 422 432 4.44 4.41 4.35 439 4-45 425 433 ?5 4.3a 4-39 3.35 3.99 Note: Denotes a reverse scored item, which means a higher score is better. 2019 FOIHQ Climate I am proud towork forthe FBI. DI FLD FD HREI ITADD INSD IOD .3 I recom en Warring on this surniacuiiniirieanership team IS good for my moraIe. (R) Working on this squadtunitileadership team is frustrating. I look forward to going to work. 4.52 4.53 4.53 4.43 4.5? (R) I am cynical about the FBI. 4.13 4.13 3.92 3.93 4.94 I believe in the mission of the FBI. 4.79 4.73 4.37 4.73 4.75 harderoeca SE: I the ork'n here 3174131 i513 .- i. I have a high level of respect for the FBI's senior executives My workgives me a feeling ofpersonal acco plisnment. 4.19 4.22 4.94 3.95 4.97 4.19 3.?3 4.11 3.99 4.22 4.29 4.14 I like the kind ofworI-r. I do. 4.15 4.34 4.13 4.09 4.12 4.15 3.33 4.99 3.95 4.23 4.21 4.11 (R) I leel burned out from the work that I 99. 3.73 3.34 3.55 3.33 3.79 3.34 3.1? 3.79 3.59 3.94 4.14 3.52 maintain high standards of honestyr and integrity. . . 3.39 3.34 3.94 3.75 4.93 4.15 3.33 4.1? 4.93 4.01 4.31 3.36 (19.. Director. DD. ADD, Direct communication of?ce wens. emails} from the 392 335 ?2 3.39 353 4.94 3.90 422 4.99 4.97 3.99 337 Director helps me feel connected to the FBI. The FBI 5 seniorexeoutwes Director, 3.32 3.33 3.94 3.?3 3.95 4.19 3.?5 4.99 3.92 3.93 4.93 3.94 I am inspired bythe Dire VISION and leadership Inspired by my Diirismri leadership team 5 1.115199 and 3.39 3.54 3.35 on climate and morale. . . 3.56 3.50 3.41 3.12 3.59 3.55 3.04 3.80 3.25 3.53 3.32 3.42 direction. my that a commitment to 4.99 4.93 4.19 3.33 4.94 4.99 3.33 4.23 3.9? 4.21 4.39 3.99 ethics, integrity, and compliance is an institutional priority. My Division leadership works together as a team. 3.53 3.32 3.39 3.53 3.73 3.37 3.49 3.3? 3.43 3.91 4.19 3.39 My Division leadership takes responsibility for their decisions. 3.39 3.?2 3.93 3.44 3.72 3.33 3.49 4.95 3.43 3.3? 4.95 3.33 I am satis?ed with the deasmns and policies of my Diyision 3.53 3.53 153 3.13 3.52 3.43 3.93 3.32 132 3.39 ?12 ?5 leadership. Employee morale is important to my Division leadership. 3.51 3.53 3.34 3.21 3.35 3.31r 2.93 3.99 3.34 3.31 3.35 3.51 Results are important to my Division leadership. 4.14 4.99 4.19 3.93 4.15 4.19 4.22 4.23 4.91 4.25 4.39 4.91 My [311915109 leadership have 9 90511199: Impact on the 5 3.55 3.50 3.5? 3.15 3.53 3.55 293 3.33 332 3.53 3.94 35? performance. in the last year. in my Division made a posniire impact 3.34 3.50 3.44 3.93 3.45 335 275 3.39 ?7 3.35 ?7 2019 FOIHQ Climate CJIS CIRG DI FLD FD HRD ITADD ITESD iTiD IOD Leaders in my sectionibranoh care about morale. 3.52 . 3.23 . 3.25 . 3.40 . 3.23 . 3.33 . 3.14 . 3.52 . 3.35 . 3.25 . 4.13 . 3.52 Leaders in my sectionrbraheh work together as a team. 3.24 3.35 3.33 3.53 3.00 4.04 3.53 4.21 3.35 3.32 4.25 3.31 Seotionrbranoh leaders support the vision and direction of the 3.55 3.93 4m 3.34 4.111 3.50 424 3.25 4.10 ?9 195 Division Head. Leaders in my seetionibrahch treat employees with respect 3.89 4.14 3.139 4.0? 4.14 3.5? 4.31 3.82 4.01 4.24 4.02 and modes . Sis My supervisor encourages and supports workjlife balance, 4.43 4.33 4.40 4.12 4.28 4.42 3.95 4.44 4.02 4.42 4.17 4.09 having open. honest conversations With my 4.22 4.11 4.11 3.35 4.12 4.20 3.55 4.35 3.32 4.24 4.23 3.30 ggesupervisor understands what I do and [he challenges I 4.13 I 4.11 4.03 I 3.01 4.03 ?4 3.20 4.13 3.20 4.00 4.11 3.32 have trust and con?dence in my Supervisor as a leader. 4.32 4.12 4.03 3.32 4.20 4.23 3.22 4.23 3.32 4.23 4.20 3.35 My Supervisor trusts me to make decisions about how I do my ?5 4.31 ?5 ?5 ?1 ?4 4.03 +52 ?5 {54 4.23 423 job. Leaders in my Division communicate threats and priorities. 3.69 3.32 3.36 3.49 3.54 3.32 3.43 4.02 3.50 3.?1 3.39 3.93 Sectionrbranoh leaders communicate context and explanations . . . . . . 3.60 3.81 3.59 3.33 3.65 3.81 3.29 3.91 3.40 3.64 4.02 3.62 regarding and initiatives. . . Leaders in mi communicate context and expl?an?t'c'r's 3.42 3.52 3.53 3.211 3.51 3.35 3.23 3.29 3.42 3.20 3.25 3.54 regarding and initiatives. (R) Leaders in my Division often distort Information or do not 3.45 175 3.25 3 40 154 3.55 325 13? 135 3.23 332 3.52 tell "ll'le whole story." I am satis?ed with my involvement in deoi ons that affect my work 3.23 3.32 3.25 3.52 3.31 3.34 3.41 3.93 3.53 3.23 3.95 3.32 Leaders in my Division are receptive to negative information 3.50 3.21 3.24 323 350 3.52 2% 3.33 3.33 3.31 ?2 3.51 and bad news. Leaders in my Division listen to what employees have to say. 3.50 3.22 3.21 3.22 3.55 3.25 3.01 3.23 3.33 3.24 3.20 3.45 My (so-workers are competent and know hov-r to get thejob 4.13 4.12 4.11 3.55 4.33 4.34 3.55 4.35 3.55 4.20 4.2o 4.114 done. The people In my Dmsm" conduct themselves In a 3.91 4.12 4.15 3.92 4.113 4.14 3.23 4.22 3.53 4.22 4.25 4.04 professional and courteous mannerThe people I work with are friendly and cooperative. 4.1? 4.1? 4.32 4.13 4.14 4.23 3.91 4.35 4.09 4.23 4.25 4.21 My co-workers and lwork together as a team. 4.30 I 4.20 . 4.31 . 4.22 I 4.29 I 4.29 . 4.12 I 4.33 4.15 . 4.42 I 4.53 4.20 My too-workers have a positive impact on my morale. 3.34 3.3? 4.02 3.05 3.31 4.02 3.21 4.13 3.00 4.12 4.20 3.51 Overall. the members ofthe squadiunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOIHQ Climate CJIS CIRG DI FLD FD HRD ITADD ITESD tTiD 13130 Employees undeistand each others' roles and responsibilities. 3.33 3.34 3.43 3.37 3.53 3.73 3.53 3.31 3.33 3.31 4.14 3.23 and I fewer? pamc'pate "1 3mm? 3.43 3.34 3.43 3.33 3.31 3.33 3.12 3.23 3.24 3.34 3.33 3.33 revieweiihot washesllessons learned discussions. etc. L11: comfortable expressmg a different or contrary point of 333 4.33 332 354 3.34 3.33 3.50 439 359 3.33 4.33 3.23 When others amt-l 'd'sagree' we are able to respect each 4.16 4.14 4.24 4.33 4.12 4.12 3.34 4.31 3.33 4.23 4.24 4.33 other as professionals. Everyone on the squadrunit is productive and carries their own 3,49 15? 35? 3.34 154 325 159 3.43 ?5 3.21 3.53 wolghl. The people on this souadiunit are reliable and dependable. 3.33 3.33 3.35 3.34 3.35 3.32 3.33 4.35 3.33 4.13 4.12 3.32 4.15 4.21 4.33 4.34 4.13 4.32 3.34 4.33 3.33 4.32 4.23 4.14 (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies te.g.. performance appraisal. promotion. ll'l' iative and motivation are valued. have participated in dovelopment opportunities in the past . . 3.32 3.43 3.42 3.24 3.43 3.53 2.32 3.31 3.44 3.21 3.33 3.24 rewards} are applied consistently across employees. with my about performance are 4.33 4.32 3.35 3.33 3.33 4.33 3.33 4.33 3.22 4.33 4.23 3.23 important and In my Squad?lnlt' pE?omanCB are recognized In 3.55 311 3.50 3.35 3.55 3.57 3.05 3.74 3.49 3.72 3.75 3.35 a way. Awards In ":W.5quadlfunn depend on how Employees 3.56 3.5? 3.57 3.49 3.55 3.5? 3.05 3.89 3.42 3.52 3.?9 3.45 perform their jobs. my squad?run'tf Step? are taken to deal mm a poor perfomier 3.31 3.23 3.43 3.22 3.33 3.33 2.32 3.42 3.32 3.53 3.45 3.11 who cannot or Will not improve. Employees are recognized for doing high quality work. 3.53 3.?4 3.?5 3.53 3.?5 3.53 2.33 4.31 3.51 3.?3 3.33 3.5? 3.23 3.33 3.33 3.33 3.35 3.33 3.42 4.23 3.33 3.33 4.32 3.32 Employee development is valued where lwork year 4.33 3.24 3.33 3.33 3.33 3.33 3.33 4.13 3.53 3.23 4.15 3.3? have participated in leadership development opportunities in 3.42 3.32 3.31 3.37 3.41 354 333 3.31 3.15 3.33 4.33 3.23 the past year. 3.22 3.33 3.35 3.34 3.33 3.32 3.43 4.12 3.32 3.23 4.35 3.33 2019 FOIHQ Climate ITADD ITESDI iTiD I am satis?ed Wltl'l l'l?l career o. oortunities at the FBI ti lace. .M. talents are used well in the work- treated respectfully without regard to my race. religion. 3.84 4.09 3.82 3.64 3.79 3.84 3.52 3.80 3.57 4.03 I feel empowered Iitiith respect to my work. 3.39 4.02 3.05 3.5? 3.34 3.04 3.43 4.15 3.33 3.93 4.30 3.33 The work I do makes a di?erence. 4.30 4.44 4.24 4.1? 4.33 4.40 4.15 4.35 4.13 4.42 4.4? 4.4o has the right amount of yartety. 3.37 4.06 3.52 3.55 4.00 4.02 3.30 3.91 3.0? 4.10 4.13 4.01 I see the impact or outcomes of my work. 4.05 4.13 4.01 3.73 4.20 4.19 4.02 4.13 3.99 4.20 4.31 4.15 4.21 3.82 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.40 4.3? 4.43 4.17 4.20 4.35 4.02 4.33 4.31 4.33 4.23 4.29 cultural background. People In my Diwalon are treated In a fair and canalstent 3.70 sec 3.33 3.49 3.30 ?2 3.15 4.03 3.33 ?a 3.39 3.32 manner. Leaders in my work well with employees ordirrerent 4'15 4'22 421 4.o1 4.03 ?9 353 4.23 3?91 4.22 ms ?9 backgrounds. (R) m? 3'0? know '5 more important than "hat you know or 3.0? 3.10 2.33 2.31 3.10 2.95 2.33 3.40 2.32 3.21 3.43 2.32 Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.03 4.05 4.09 3.92 3.97 4.05 3.?5 4.19 3.96 4.22 4.14 3.96 I can disclose a suspected violation of anyr law. rule. or including bEth?c'lViDr or serious violations. mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4.63 4.00 4.55 4.06 4.?4 4.19 4.5? 3.8-3 4.5? 4.04 4.53 4.09 4.50 3.6-8 4.70 4.25 4.49 3.97 4.62 4.21 . 4.19 4.23 4.20 4.05 4.13 4.13 3.34 4.46 4.34 4.40 4.23 4.23 regulation without fear of reprisaL myezit'ganization has prepared employees for potential security 33? ?9 4.0? 3'95 ?5 4.00 3'90 425 3?95 ?35 4'15 ?19 I know where and how to report suspicious behavior or misconduct potential insiderthreat. information leaks. 4.43 4.43 4.48 4.39 4.43 4.42 4.25 4.49 4.23 4.40 4.43 4.32 workplace violence, etc). FBI employees receive suf?cient information to help them 424 4'2? 429 4.23 4'29 424 420 4.33 ?a 4.2? 4.13 420 recognize potential threats. I knew hourr to report concerns about possible insider threats. 4.40 4.42 4.43 4.37 4.39 ?5 425 4.51 ?5 4.33 4.4? 4.32 4.74 4.30 4 .50 3.99 components sharing knowledge and collaborating. I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed by the job have Su Brent resou udge to 98 my 4.3? 4.11 4.45 4.49 4.43 4.37 4.1? 4 .23 4.23 3.78 4.22 4.38 4.00 4.45 4.45 4.03- 4.58 4.23 4.05 4.23 4.36 4.0? 4.45 4.13 3.75 4.23 4.53 4.33 4.54 2019 FOIHQ Ctimate CJIS CIRG DI FLD FD HRD ITADD tTiD I feel a sense ofcommumty he, shared mIss1on and values) 3.34 199 3.33 330 333 190 3.52 3.53 4.1? 135 With other employees across the lntell1gence Commumty. Our mission depends on Intelligence Community agenoles and 11.30 ?22 4.3a 43? 4.1a ?7 3.93 ?1 4.13 ?29 424 4.55 4.29I 4.53 4.35 4.22 4 .49 Physical conditions noise level. temperature. lighting. done 3.75 3.23 2.35 3.43 3.32 3.79 3.111 3.51 3.17 3.15 3.53 3.25 I have the tecmomgy somam? hardwa'e' em) to 3.132 3.51 3.13 3.4? 3.53 3.12 3.35 3.33 3.5? 3.73 3.53 3.23 get my lot: done. The technology I use this year is he tter than it was last year. 3.32 3.1? 2.53 3.03 3.311? 3.37 2.95 3.15? 3.2? 3.34 3.44 3.00 the 'oh. {5 3r The administrative requirements of my job are reasonable. Urea'?lm??thn? . have experienced sig n1 cant change at work in the last year (eg. reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. 3 9.. cleanliness in the workplace) allow employees to perform their 3.63 3.6? 3.32 3.53 3.84 3.63 3.65 11.1.15 3.71 3.79 11.17 3.511 jobs well. Employees are protected from health and safety hazards on 4-0? ?2 ?1 3-54 3-94 4.1? 3.91 4-15 3.53 ?15 mg 3.33 on the climate and morale of this Division. The FBI selects high quality leaders. Leaders review and evaluate the organization's progress toward meeting its goals and objectives. 3.45 3.?5 2019 FOIHQ Climate CJIS CIRG CYD DI FLD FD HRD ITADD ITEEJJI I have seen or heard the re5ultsiren1 last years climate and 4.11 3.71 3.3? 3.34 4.03 ?9 3'30 423 3.31 3.53 3.23 ?3 engagement survey. I am interested in seeing or hearing the results from this year?s 4.21 ?a 133 439 ?5 4.49 4.41 445 431 4.31 ?55 432 climate and engagement survey. In the last year. I have put effort into having a peeitive impact ?3 4.434 3.25 3.?5 3.13 3.3? 3.49 3.44 3.13 3.63 3.24 3.51 3.32 3.13 3.50 3.53 3.72 3.54 3.5-5 3.99 3.51 3.95 3.9? 3.52 Note: Denotes a reverse scored item, which means a higher score is better. 2019 FOIHQ Climate I am proud towork I?crthe FBI. LD DISC OTD IMD RFD Sect) TSC Averages HQ .3 ?pl I recom en Warring on this surniacuiinitrleanership team IS good for my morale. (R) Working on this squadrunitlleadership team is frustrating. I Iocit forward to going to work. 4.30 4.53 4.72 4.45 4.45 4.33 (R) lam cynical about the FBI. 4.24 4.23 4.42 4.13 3.93 4.13 I believe in the mission of the FBI. 4.31 4.73 4.39 4.37 472 4.7a Iwork harderheca SE: I the ork'n here 14.4141 i313 .- i. I have a high level of respect for the FBI's senior executives My me a feeling ofpersonal plishment. 4.13 4.34 4.23 3.90 4.20 3.33 3.93 4.24 4.113 4.03 I like the kind of work I do. 4.26 4.33 4.31 3.93 4.23 3.99 3.99 4.31 4.19 4.14 (R) I Ieel burned out from the work that I do. 3.71 3.75 3.35 3.53 3.73 3.43 3.53 3.33 3.90 3.73 maintain high standards of honestyr and integrity. . . 3.93 3.?4 3.3? 4.94 4.34 3.53 4.29 3.73 4.24 3.9? (19.. Director. DD. ADD, Direct communication of?ce VISIIS. emails} from the 3.39 3.93 3.70 39.! ?1 ?2 4.13 332 3.92 3-59 Director helps me feel connected to the FBI. The FBI 5 senicrexecutwes (Le, Director, DD, ADD, 3-9? 3.73 3.33 3-9? 4.31 354 ?5 3.33 ?1 3.90 .I am inspired bythe Dire 01's vision and leadership Inspired by my leadership team 5 1.115100 and on climate and morale. . . 3.42 2.3? 3.2? 3.49 4.05 3.95 3.68 3.14 3.58 3.45 direction. my that a commitment to 4.03 4.02 4.01 3.95 4.72 3.53 4.05 3.75 4.30 4.07 ethics, integrity, and compliance is an institutional prionty. My Division leadership worI-ts together as a team. 3.71: 3.15 3.39 3.54 4.23 3.29 3.34 3.63 3.73 3.73 My Division leadership takes responsibility for their decisions. 3.63 3.23 3.34 3.70 4.451 3.21 3.77 3.43 4.05 3.74 I am satis?ed with the demons and policies of my Diyisicn 3.53 3.03 133 3-51 41-24 239 3.53 3.07 335 3.50 leadership. Employee morale is Important to my Division leadership. 3.53 3.16 3.39 3.41 4.45 2.95 3.77 3.20 3.32 3.55 Results are important to my Division leadership. 4.15 3.32 4.07 4.30 4.71 3.31 4.13 3.33 4.25 4.14 My leadership have a Impact on the Drusilorl 3.53 2.99 3.40 3.47 4.33 23? 33,5 3.15 3.93 353 performance. In the last year. leadiars in my Division made a positive impact 3.42 3.17 ?1 3.43 4.13 2.73 354 3.14 337 mg 2019 FOIHQ Climate in my care about LD DISC OTD IMD RFD Sect) TSC TD WMD Averages HQ land courtes . 5'is 3.33 3.31 3.33 3.43 4.41 3.3? 3.33 3.33 3.95 3.33 Leaders in my sectionrbranch work together as a team. 3T4 3.?3 3.32 3.73 4.41 3.41r 3.33 3.?5 3.33 3.33 Sectionibranch leaders Support the meson and direction of the 3.94 Mg 332 4.31 4.31 3.31 4.33 3-95 4.13 4.33 DIvIsIon Head. Leaders In my sectIontbranch treat employees wIth respect 3.3? 3.33 4.31 ?1 ?55 3.32 ?5 332 4.23 4.34 job. Leaders in my Di'vliSiOl'l communicate threats and priorities. Sectionibranch leaders communicate context and explanations regarding decisions and initiatives. Leaders in my Division communicate context and explanations regarding decisions and initiatives. (R) Leaders in my Division often distort information or do not tell "the whole story." I am satis?ed with my involvement in deci one that affect my 3.65 3.5] 3.43 3.52 3.4? 3.45 3.27 3.45 3.46 3.54 3.41 3.4-9 3.59 3.48 3.43 3.34 3.43 3.13 3.12 2.92 3.34 3.54 3.49 3.50 3.55 3.31 3.18 3.29 My supervisor encourages and supports workilife balance. 4.35 4.35I 4.33 4.33 4.72 4.39 4.23 4.41 4.4? 4.33 ngne?rogfpnaole having open. honest conversations with my 4.13 4.03 4.15 ?1 4'55 333 3'92 4.14 4.13 4.13 Eyesupervisor understands what I do and the challenges I 4.33 4'06 4.33 4'11 4'41 3-39 335 ME 4.34 +03 have trust and con?dence in my Supervisor as a leader. 4.13 4.13 4.34 4.13 4.59 3.92 3.39 4.39 4.13 4.11 My Supervisor trusts me to make decisions about how I do my 4.34 4.29 4.3 4 4.31 4.45 ?2 4.34 4.3? 4.35 4'32 3.93 3.?1 3.51 3.66 3.?5 3.62 3.52 3.59 My (so-workers are competent and know how to get thejob 3.63 3.?3 3.59 3.71 4.34 3.53 3.60 3.55 3.35 3.72 work. Leaders In my Division are receptive to negative Information 3.44 3.2? 3-49 ?5 42? 3?13 3'72 3.19 3.2? 351 and bad news. Leaders in my Division listen to what employees have to say. 3.51 3.51 3.39 3.42 4.25 2.53 3.?3 3.14 3.25 3.55 4.15 4.3? 4.15 3.92 4.45 3.32 4.3? 4.24 4.13 4.39 done. The people In my conduct themselves In a 4.33 3-99 3.59 ?2 3.32 3.99 3.95 4.13 professional and courteous manner. The people I work with are friendly and cooperative. 4.03 4.34 4.21 3.93 4.53 3.95 4.19 4.32 4.34 4.13 My co-workers and work together as a team. 4.22 4.34 4.34 4.23 4.65 4.25 4.32 4.42 4.33 4.33 My co-wortters have a positive impact on my morale. 3.33 3.39 3.93 3.32 4.44 3.?3 4.35 4.39 4.33 4.31 Averages the members ofthe squadfunit do high quality work. (R) Employees who instigate con?ict or with whom it is difficult to work are tolerated. 2019 FOR-IQ Climate LD DGC OTD IMD RFD Sect) TSC TD WMD 0 Employees understand each others' roles and responsibilities. 3.?3 3.73 3.?2 3.30 4.12 3.31 3.33 3.95 3.53 3.?5 My'co-workers and I regularly participate in a?er action ?a 333 153 335 ?5 3.33 3.43 3.31 159 3-55 reviewsrhot washesrlessons learned discussions. etc. 1,513: comfortable expressmg a different or contrary point of 3? ?9 333 3.71 421 353 3-37 3.13 ?4 3.55 When others and I disagree. we are still able to respect each 4.oo 4.o3 ?2 4.1o 4-51 3.33 ?5 4.o3 ?1 ?5 other as professmnals. Everyone on the squadfunrt is productive and carries their own ?5 3.43 155 3.55 ?5 134 3.53 3.53 3.59 werghl. The people on this souadiunil are reliable and dependable. 3.94 3.3? 4.30 3.34 4.45 3.53 3.34 4.93 4.34 3.93 4.23 4.16 4.20 4.13 4.5? 3.35 4.05 4.30 4.13 4.1? (R) Employees who put little effort into their work are tolerated. (R) Arbitra action and rsonal favoritism are tolerated Personnel policies te.g.. performance appraisal. promotion. ll'l' iative and motivation are valued. I have participated in development opportunities in the past . . 3.40 3.22 3.41 3.35 4.01 3.1? 3.2? 3.32 3.43 3.45 rewards} are applied consistently across employees. tJiscussions with my supervisor about performance are 3.93 3-90 3.90 4-03 4-45 339 3.33 3-97 335 3.93 important and In my souadlunit, differences in performance are recognized in 3.44 3-30 154 353 4.1a 335 3.55 3.31 152 3.53 a meaningful way. Awards in mysouadlunit depend on how well employees 3.51 139 see 354 4.15 315 350 3.53 see 351 perform their jobs. In my squadrunit. steps are taken to deal With a poor perfomfer 3.0? 3.13 3.23 3-5? 3.33 3.32 3-31 3.40 335 who cannot or Will not improve. Employees are recognized for doing high quality work. 3.59 3.3? 3.55 3.33 4.22 3.32 3.53 3.43 3.?3 3.33 3.?9 3.64 3.90 3.59 4.49 3.50 3.7? 3.81 3.33 3.36 Employee development is valued where lwork year 3.99 3.31 3.32 4.33 4.5? 3.91 3.9? 3.33 4.35 3.92 I have participated in leadership development opportunities in 3.43 3.1? 321 3.72 3.95 352 334 3.35 3.?1 3.51 the past year. 3.34 3.59 3.59 3.73 33 3.52 3.35 3.53 3.35 3.35 2019 FOIHQ Ctimate Averages HQ I am satis?ed W110 career 0! sortunities at the FBI feel empowered Iitiith respect to mywork. talents are used well in the work-lace. treated respectfully without regard to my race. religion. 3.94 4.03 3.33 3.73 4.31 3.59 3.36 3.32 4.06 3.38 The work I do makes a di?erence. 4.4? 4.51 4.41 4.23 4.09 4.17 4.21r 4.33 4.20 4.31 Myjob has the right amount of variety. 4.01 4.13 4.05 3.53 4.01 3.51 3.32 4.03 3.3? 3.01 I see the impact or outcomes of my work. 4.00 4.24 4.03 3.31 4.06 3.00 4.00 4.26 3.0? 4.05 3.33 4.00 3.03 3.?5 330 3.31 4.00 3.00 3.35 what you can do. ethnicity. gender, age. disability status, sexual orientation. or 4.30 4.30 4.39 4.26 4.35 3.30 4.45 4.31r 4.43 4.34 cultural background. People in my DivISIon are treated In a fair and cuneistent 3-60 ?9 3.31 3-50 4.23 325 3.55 3-52 4.03 3.75 manner. Leaders In my Division work well with employees ordirrerenl was up 4.03 4'06 4'54 3'54 4'12 4'02 4.25 +12 backgrounds. (R) Who you know is more important than what you know or 3.33 3.03 3.10 3.14 231 2.31 319 am Prohibited ersonnel practices are not tolerated. Employees report misconduct to the appropriate authorities. 4.00 3.?1 3.97 4.25 3.82 3.30 3.95 4.12 4.02 I can disclose a suspected violation of any law. mle. or including suspicious behavior or serious security violations. mission. Leaders in my Division demonstrate that a commitment to ethics. integrity. and compliance is an institutional priority. 4.?2 4.00 4.51 4.02 4.59 4.01 4.53 3.95 4.93 4.?2 4.46 3.03 4.6-1 4.05 4.68- 3.75 . . . 4.13 4.12 4.03 4.10 4.53 3.35 4.15 4.03 4.41 4.21 regulation without tear of reprisaL My organization has prepared employees for potential seriurity 4'15 336 4.06 +19 3.1? 3.00 4.22 4.04 threats. I know where and how to report suspicious behavior or misconduct potential insiderthreat. information leaks. 4.41 4.43 4.44 4.35 4.34 4.40 4.20 4.45 4.45 4.41 workplace violence. 310.). FBI employees receive suf?CIent information to help them 4.36 4.25 4.30 4.23 4.34 3.97 4.00 4.32 4.23 424 recognize potential threats. I know how.r to report concerns about possible insider threats. 4.40 4.33 4.43 4.33 4.41 ?4 431 4.43 443 ?9 4.?2 4.30 4.65 4.0? Averages components sharing knowledge and collaboratin I am able to work effectively with State. Local. and other partners as needed by the job. I am able to work effectively with the US Attorney's of?ce as needed by the job. I am able to work effectively with other Federal agencies as needed 131 the 'ob have Suef?cinl resources (eg, peppie, budget} to get my 4.43 4.13 4.4? 4.43 4 .09 4 .44 4.27 4.02 4.34 4.55 5.00 4.47 4.25 3.35 4.23 4.39 3.35 4.41 4.50 4.29 4.52 2019 FOIHQ Ctimate LD DISC OTD IMD RFD Sect) TSC TD WMD 0 I feel a sense ofcommunity he, shared miscion and values) 132 3.33 4.113 3.33 3.93 3.51 ?a 134 ?7 3.33 other employees across the Intelligence Community. Our mission depends on Intelligence Community agenCIes and 3.20 ?25 4.20 423 4.3a 4.05 4.139 3.13 ?a 4.23 4.33 4.00 4.43 4.39 4.11 4.42 The I USE this year is DEHEF than it W35 I331 year. PhySIBal (6.9.. IEVEI. temperature. Ilgl'ltll'lg. 3.53 3.2? 3.o5 3.35 3.95 3.15 3.3a 3.23 3.43 3.3? done. I have the technology needed software. hardware. etc.) to 3-49 3-03 3.31:1 3-53 3-90 3.44 3.6? 3-40 153 3.52 get my 10D done. 3.21 2.33 3.24 3.15 3.60 2.37 3.12 3.13 3.13 3.15 In my Division. intelligence work products inform operations. The administrative requirements of my job are reasonablehave experienced Signi?cant change at work In the last year reorganization. changes to job role}. When changes take place at work. I understand the rationale behind them. When changestake place at work. I understand the goal and what the change is meant to accomplish. '3 1:3 3.61 3.72 3.30 3.53 3.48- cleanliness in the workplace) allow employees to perform their 3.66 3.63 3.73 3.09 3.89 3.65 3.35 3.60 3.54 3.71 jobs well. are protected from health and safety hazards on 4-25 ?2 4m 35? 3.311 4.13 3-9? 194 3.99 Fazttg-cv-144m-47 OTD IMD RFD Sect) TSC TD WMD Averages on the climate and morale of this Division. The FBI selects high quality leaders. Leaders review and evaluate the organization's progress toward meeting its goals and objectives. 3.413 3.?3 3.05 3.29 3.11 3.51 3.45 3.95 3.33 4.54 3.11 3.39 3.32 3.?4 3.13 3.60 2019 FOIHQ Climate LD DGC 0 have seen or heard the re5ultsiron1 last 1rears climate and 4.433 3.13 ?4 3.95 4.33 333 4'14 4'15 3'3? engagement survey. lam interested in seeing or hearing the results from this year?s ?a 4.41 434 433 ?5 421 4-52 4? ?a 4.41 climate and engagement survey. In the last year. I have put effort into haying a pesrtwe impact 425 435 ?7 430 452 4.25 4-29 ?1 4.33 3.27 3.97 3.31 3.75- Note: Denotes a reverse seared item, which means a higher score is better.