Report - Government Executive

Annual Employee Climate Survey and Federal Human Capital Survey, both conducted before
NGA adopted DCIPS. In response to the statement, “In my work unit, differences in
performance are recognized in a meaningful way,” the results were the following:
• 44.1 percent of NGA employees agreed.
• 39.4 percent of employees at other IC agencies agreed.
• 31.0 percent of all federal employees agreed.
These data indicate a significant difference in employee perceptions among employees at NGA,
those at other IC agencies, and the rest of the federal workforce. NGA believes this likely
reflects its long-term experience with a performance-based management system.
However, this positive impact is offset somewhat by NGA employee responses to another
statement in the same survey: “In my work unit, steps are taken to deal with a poor performer
who cannot or will not improve:”
• 27.6 percent of NGA employees agreed.
• 30.1 percent of employees at IC agencies agreed.
• 30.0 percent of all federal employees agreed.
Thus, it appears that NGA may have done a better than average job in identifying differences in
performance, but it has not done as well as other agencies in effectively dealing with poor
performers.
Five key Federal Human Capital survey indices, shown in Table 5-1, indicate that NGA ranks
somewhat better than other federal agencies in a variety of areas, but is no better than average
when compared with other IC agencies. 175
175 Leadership and Knowledge Management; Results Oriented Performance Culture; Talent Management; Job
Satisfaction; and IC Transformation (IC Agencies Only). Data provided by USD(I) Human Capital Management
Office.
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