© 2010 towers watson. all rights reserved. fdic 2009 all employee survey results overview report...
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© 2010 Towers Watson. All rights reserved.
FDIC 2009 All Employee Survey
Results Overview Report
March 31, 2010
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
2
Table of Contents
Section Page
Executive Summary 3
Survey Background 4
Results Summary 10
Dimension Summary 23
Write-in Comments – Frequency of Themes 48
Appendix A: Item-by-Item Results,
in Order of Dimension Percent Favorable 49
Appendix B: Respondent Profile
by Organization and Demographic Segments 93
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
3
Executive Summary
Overall response rate of 58% Solid improvements made since the 2008 survey on most areas Of 52 items that could be compared to Towers Watson norms, 21 were above the
norm (40%), 20 were below the norm (38%), and 11 were aligned with the norm (21%)
Strengths include: Commitment to FDIC Line of Sight (employees understand how their work helps accomplish the mission) Communication and information sharing Accountability for achieving results Perceptions of leadership Work/Life balance
Possible Opportunities for Improvement include: Speaking up and employee involvement Training and development Advancement opportunities Perceptions of culture change Employees have sufficient resources to get their jobs done (people, materials, and budget) Recognition Performance management and rewards
Perceptions of action taken on issues raised from the 2008 All Employee Survey have declined since 2008, but results are still highly above norm
© 2010 Towers Watson. All rights reserved.
Survey Background
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5
Survey Objectives
Continue monitoring employees’ level of engagement and satisfaction
Identify FDIC’s workplace strengths and areas for possible improvement
Assess the effectiveness of actions taken to date to address the areas of leadership, empowerment, communication, and trust as a follow up to the ongoing Corporate Culture Change Initiative
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
6
Survey Administration
When December 3 – 23
What 151 item questionnaire with four write-in questions
Who All employees
How Web survey administration
Responses 58% response rate
- 6,691 eligible
- 3,869 responded (highest number of respondents for 2007-09 periods)
Respondent profile for organizational and demographic segments appears in Appendix B (p. 100).
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7
Data Analysis Survey responses are combined into three major categories:
Analysis focuses on: Percent Favorable scores
Benchmark comparisons are made to 2008 and 2007 All Employee Surveys and the legacy Watson Wyatt WorkUSA Financial Services Norm
Organizational and demographic segments are compared to FDIC overall
Favorable Neutral Unfavorable
Strongly Agree Agree Partly Agree, Partly Disagree Disagree Strongly Disagree
1 2 3 4 5
66% 23% 11%
Diff from 2008
-91. I recommend my
organization as a good place to work.
ExampleFavorable UnfavorableNeutral
Diff from 2007
+11
Diff from Norm
+11
2009 Percent Favorable vs. Benchmark Comparisons*
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
8
Data Analysis:Determining Key Findings
At the Overall FDIC-level, Towers Watson’s approach for determining the Strengths, Moderate Strengths, and Possible Opportunities for Improvement takes into consideration the combination of the following points of analysis:
The percent favorable rating of each item
Benchmark comparisons to ratings of the same items from 2008 (if applicable)
Benchmark comparisons to Towers Watson’s Financial Services Industry norm (if applicable)
Areas of strength were identified with having a relatively high percent favorable rating, and at the same time, are significantly higher than the 2008 survey benchmark and/or the financial services norm
Possible opportunities for improvement were the opposite, that is, they have a relatively low percent favorable and are below both benchmarks
Moderate strengths showed mixed results, for instance, high percent favorable, but below one or both benchmarks
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
9
Data Analysis:Significant Differences
At the Overall FDIC level, differences of +/- 3 percentage points compared to prior years’ results or to the norm is considered significant
Comparing smaller organizational or demographic segments to the overall FDIC level requires larger differences to be considered significant:
Significant differences are shaded in green (above the comparison) or red (below) throughout the report.
For example +11 indicates that the 2009 rating is 11 percentage points above the comparison (i.e., vs. 2008, 2007 or the norm)
If the number responding is…
Then the percentage point difference should be at least…
1,000 or more +/-3
300 - 999 +/-5
100 - 299 +/-10
40 - 99 +/-15
Under 40 +/-20
© 2010 Towers Watson. All rights reserved.
Results Summary
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11
Results Summary: Strengths
Commitment to FDIC Scores are favorable, with comparable questions above norms Employees satisfied with their job and the organization Employees like their work, believe it is important, and feel a sense of personal accomplishment Employees would recommend FDIC as a good place to work
Line of Sight Scores are very favorable and above norms Employees have a good understanding of FDIC’s mission/strategic direction Employees know how their work contributes to FDIC’s goals, priorities, and mission
accomplishment
Communication and Information sharing Scores are favorable and highly above norm
— Employees in same work unit share knowledge
— Having enough information to do job well Improvements made from 2008 in critical key areas:
— Kept well-informed about Corporate Culture Change Initiative focus areas
— Headquarters’ Senior Leadership Team is open and honest in communications
— FDIC’s communications between Headquarters and the field
— Informing employees about reasons behind decisions that affect them
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12
Results Summary: Strengths (cont’d)
Accountability Score significantly above 2008 and the norm Employees held accountable for achieving results
Perceptions of Leadership Significant improvement made since 2008 Improved perceptions of Headquarters’ Senior Leadership Team
— Trust and confidence in them
— Living up to their promises and commitments
— Creating an environment of trust
— Soliciting and using input for high-level decision making (well above norm) Improved decision making process
— Leaders are held accountable for decisions
— Decisions are made at appropriate level of organization
— Reporting structure is conducive to timely decision making Belief that direction and goals are the right ones Trust/confidence in Board of Directors High level of respect for senior leaders
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13
Results Summary: Strengths (cont’d)
Work/Life balance Satisfaction with Work/Life programs (highly above norm)
Supervisors support employees’ needs to balance work and family (highly above norm)
Satisfaction with alternate work schedules
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14
Results Summary: Moderate Strengths
Perception of actions taken on 2008 All Employee Survey results Score has declined compared to perceptions of 2007 survey, but still
significantly above norm
Actions taken on issues raised in the 2008 All Employee Survey
Performance management process Significant improvement from 2008, but score still well below norm
Employees have a better understanding of what they need to do to be rated at different performance levels
Pay raises Significant improvement from 2008, but score still well below norm
More employees perceive pay raises to be based upon employee performance
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15
Results Summary: Possible Opportunities for Improvement
Speaking up and employee involvement Some improvement since 2008, but scores still below norms on:
— Encouraging employees to provide feedback and suggestions up the line
— Freedom to express views without fear of retribution
— Freedom to disclose violations of laws/regulations without fear of reprisal
— Employee satisfaction with involvement in decisions that affect their own work
Training and development Scores have remained flat or improved slightly since 2008, but some questions are below norm:
— Opportunities for employee development and supervisors supporting development
— Perceptions of training to help qualify for a better job and opportunities for career development other than promotions
Advancement opportunities Satisfaction with advancement opportunities is below norm
Perceptions of culture change Scores have declined from 2008:
— The Culture Change Initiative having a positive impact on employees
— Employees being held accountable for contributing to positive culture change
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16
Results Summary: Possible Opportunities for Improvement (cont’d)
Employees enabled to effectively do their jobs Employees having sufficient resources to get their jobs done (significant decline from 2008) Resources being allocated effectively (improvement made from 2008, but still highly below
norm) Enough people in each work unit to get the job done (improvement from 2008, but still below
norm) Physical conditions allow people to perform jobs well
Recognition Scores are below norms
— Satisfaction with recognition for doing a good job
— Immediate supervisors providing recognition or praise
Performance management and rewards Scores are below norms
— Differences in performance recognized in a meaningful way
— Performance appraisal a fair reflection of performance
— Employees rewarded for providing high quality products/services
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17
Results Summary: Most Positive Differences from 2008
88%
61%
47%
58%
62%
60%
55%
46%
67%
48%
52%
59%
64%
65%
9%
18%
25%
23%
24%
24%
24%
33%
24%
35%
33%
25%
25%
23%
21%
28%
19%
14%
16%
21%
21%
9%
17%
15%
16%
11%
12%
3
% Favorable % Neutral % UnfavorableDiff from
2008Diff from
2007Diff from
Norm
+19 +22 +26
+17 +23 -14
+12 +26 -11
+12 n/a n/a
+11 +31 -1
+11 +32 +1
+11 +22 n/a
+10 +28 -2
+10 +29 +4
+10 +21 n/a
+10 +30 n/a
+10 +14 n/a
+10 n/a n/a
+10 +15 n/a
25. I am held accountable for achieving results
92. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels
90. Pay raises depend on how well employees perform their jobs
63. Leaders are held accountable for the decisions they make
41. How would you rate the Headquarters' Senior Leadership Team on: Being open and honest in communications
45. How would you rate the Headquarters' Senior Leadership Team on: Creating an environment of trust
26. Decisions are made at the appropriate level of the organization
14. How would you rate FDIC on: Informing employees about reasons behind decisions that affect them
46. How would you rate the trust and confidence you have in the Headquarters’ Senior Leadership Team to lead the Corporation?
7. How would you rate FDIC on: Having a reporting structure that is conducive to timely decision making
15. How would you rate FDIC on: Communications between Headquarters and the field
134. I have trust and confidence in NTEU to represent the interests of FDIC employees
44. How would you rate the Headquarters' Senior Leadership Team on: Living up to promises and commitments made
133. NTEU’s actions have a positive impact on the FDIC work environment
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18
Results Summary: Most Positive Differences from Norm
85%
88%
83%
83%
67%
89%
72%
80%
88%
78%
95%
8%
9%
13%
10%
24%
7%
13%
13%
7%
14%
4%
7%
7%
9%
15%
7%
8%
1
5
4
4
3
% Favorable % Neutral % UnfavorableDiff from
2008Diff from
2007Diff from
Norm
n/a n/a +27
+19 +22 +26
n/a n/a +22
-2 +3 +22
-7 n/a +22
n/a n/a +18
+5 +8 +15
+2 +14 +13
+2 +8 +13
n/a n/a +12
+1 +9 +12
100. Employees in my work unit share job knowledge with each other
25. I am held accountable for achieving results
135. How satisfied are you with: Work/life programs (for example, health and wellness, employee assistance,
eldercare, and support groups)
138. My supervisor supports my need to balance work and family issues
149. Action was taken on issues raised in the 2008 All Employee Survey
1. I recommend my organization as a good place to work
145. Considering everything, how satisfied are you with your pay?
146. Considering everything, how satisfied are you with your job?
113. The people I work with cooperate to get the job done
147. Considering everything, how satisfied are you with your organization?
2. I have a good understanding of FDIC’s mission and strategic direction
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19
Results Summary: Most Negative Differences from 2008
70%
67%
53%
66%
46%
65%
78%
81%
83%
71%
10%
24%
34%
26%
27%
17%
13%
10%
10%
17%
20%
9%
13%
8%
27%
18%
9%
9%
7%
12%
% Favorable % Neutral % Unfavorable
Diff from 2008
Diff from 2007
Diff from Norm
-13 -10 -5
-7 n/a +22
-6 n/a n/a
-5 n/a n/a
-4 n/a n/a
-3 +13 -7
-2 +4 n/a
-2 +3 n/a
-2 +3 +22
-1 +8 n/a
93. I have sufficient resources (for example, people, materials, budget) to get my job done
149. Action was taken on issues raised in the 2008 All Employee Survey
124. The Culture Change Initiative is having a positive impact on FDIC employees
126. I should be and am held personally accountable for contributing to positive culture change at the FDIC
32. My concerns were fairly addressed by the Internal Ombudsman
86. My performance appraisal is a fair reflection of my performance
81. Supervisors/team leaders in my work unit support employee development
102. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow
employees to perform their jobs well
138. My supervisor supports my need to balance work and family issues
110. I am given a real opportunity to improve my skills in my organization
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20
Results Summary: Most Negative Differences from Norm
53%
56%
51%
55%
57%
61%
44%
47%
71%
53%
70%
23%
29%
23%
23%
22%
18%
27%
25%
19%
29%
19%
24%
15%
26%
22%
21%
21%
29%
28%
10%
18%
11%
% Favorable % Neutral % Unfavorable
Diff from 2008
Diff from 2007 Diff from
Norm
+7 +23 -22
+8 +24 -19
+5 +18 -18
n/a n/a -17
+5 +16 -15
+17 +23 -14
+6 +28 -11
+12 +26 -11
n/a n/a -10
+2 +12 -9
n/a n/a -9
22. Employees are encouraged to provide feedback and suggestions up the line (even if bad news)
13. How would you rate FDIC on: Allocating resources effectively (e.g., people, technology, equipment)
18. I can freely express my views without fear of retribution
91. Employees are rewarded for providing high quality products and services
141. How satisfied are you with: The recognition you receive for doing a good job
92. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels
89. In my work unit, differences in performance are recognized in a meaningful way
90. Pay raises depend on how well employees perform their jobs
65. My organization’s leaders maintain high standards of honesty and integrity
115. How would you rate: Training to help you qualify for a better job
19. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal
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21
Results Summary: Key Demographic Differences
Differences between 570 occupational series and other series are minimal compared to Overall FDIC Other series remained generally more favorable, particularly around Resources,
Empowerment & Decision Making, Work/Life Balance, and Regional Management team
Differences by location Employees at Headquarters were the least favorable compared to FDIC Overall and
other locations for most dimensions Satellite Offices are more favorable on most dimensions than FDIC Overall
Differences for grade level Grade 1-8 employees report more favorable results; also, there are more favorable
results for the higher grade levels: CG Supervisor/CM and EM Grades 12 and 13-15 report the least favorable results across dimensions
Non-bargaining unit employees had more favorable perceptions than bargaining unit employees across the board, with the exception of responses about NTEU
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22
Results Summary: Key Demographic Differences (cont’d)
As seen in most organizations, employees with the least tenure (up to 3 years) are the most favorable; interestingly, those with the highest tenure, (15 years and higher) report the least favorable perceptions (especially those with 20+ years of service)
Scores are relatively consistent across gender, with the exception that female employees are much less favorable around Fairness & Diversity
Some noteworthy ethnicity/national origin differences Black/African American employees have the greatest variability across dimensions, reporting
lower scores on Fairness & Diversity and Regional Management Team, and more favorable scores on Work/Life Balance, the Corporate Culture Change Initiative, NTEU, Resources, and the Bank Examiner questions
Hispanic/Latino, Native Hawaiian or Other Pacific Islander, and White employees are consistent with Overall FDIC results
© 2010 Towers Watson. All rights reserved.
Dimension SummaryIncludes Summaries for Corporate Values and Corporate Culture Change Initiative Focus Areas
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24
Dimension Summary
86%
86%
79%
77%
74%
73%
70%
67%
67%
66%
66%
9%
10%
11%
11%
14%
19%
20%
20%
23%
21%
23%
5%
10%
12%
12%
8%
10%
13%
10%
13%
11%
4%
% Favorable % Neutral % Unfavorable
– In Order of Percent Favorable –
Overall Satisfaction
Mission & Strategy
Work Environment
Work/Life Balance
Immediate Supervision
FDIC Board of Directors
Regional Management Team
Training & Development
The Survey Process
Fairness & Diversity
Corporate Culture Change Initiative
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25
Dimension Summary (cont’d)
65%
65%
64%
64%
60%
60%
56%
54%
53%
46%
22%
22%
17%
24%
23%
24%
23%
22%
28%
27%
13%
13%
19%
12%
17%
16%
21%
24%
19%
27%
% Favorable % Neutral % Unfavorable
– In Order of Percent Favorable –
Division/Office Leadership Team
NTEU
Resources
Headquarters Senior Leadership Team
Open Communications
Leadership Overall
Rewards, Recognition, and Advancement
Performance Management
Empowerment & Decision Making
Internal Ombudsman Program
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26
Dimension Summary (cont’d)
69%
67%
52%
62%
68%
73%
63%
57%
68%
68%
18%
19%
25%
22%
20%
17%
22%
26%
20%
20%
13%
14%
23%
16%
12%
10%
15%
17%
12%
12%
% Favorable % Neutral % Unfavorable
Accountability
Competence
Effectiveness
Fairness
Integrity
Teamwork
Communication
Empowerment
Leadership
Trust
Corporate Values
Corporate Culture Change Initiative (CCCI) Focus Areas
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
27
Dimension Summary – by 570 Occupational Group
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC 570 Series Other Series
Ove
rall
Sat
isfa
ctio
n
Mis
sio
n &
Str
ateg
y
Wo
rk E
nvi
ron
men
t
Wo
rk/L
ife
Bal
ance
Imm
edia
te
Su
pe
rvis
ion
FD
IC B
oa
rd o
f D
irec
tors
Reg
ion
al
Man
ag
emen
t T
eam
Th
e S
urv
ey P
roce
ss
Tra
inin
g &
D
evel
op
men
t
Fai
rnes
s &
Div
ersi
ty
Co
rpo
rate
Cu
ltu
re
Ch
ang
e I
nit
iati
ve
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
28
Dimension Summary – by 570 Occupational Group (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC 570 Series Other Series
Div
isio
n/O
ffic
e L
ead
ers
hip
Tea
m
NT
EU
Res
ou
rces
Hea
dq
uar
ters
S
enio
r L
ead
ersh
ip
Tea
m
Op
en
Co
mm
un
icat
ion
s
Lea
de
rsh
ip O
vera
ll
Rew
ard
s,
Rec
og
nit
ion
, an
d
Ad
van
cem
ent
Em
po
wer
men
t &
D
ecis
ion
Mak
ing
Per
form
ance
M
ana
gem
ent
Inte
rnal
O
mb
ud
sman
P
rog
ram
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29
Dimension Summary – by 570 Occupational Group (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC 570 Series Other SeriesA
cco
un
tab
ilit
y
Co
mp
eten
ce
Eff
ect
iven
ess
Fai
rnes
s
Inte
gri
ty
Tea
mw
ork
Co
mm
un
icat
ion
Lea
de
rsh
ip
Em
po
wer
men
t
Tru
st
Corporate Values CCCI Focus Areas
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30
Dimension Summary – by Location
Significantly above Overall FDIC*
Significantly below Overall FDIC*
* Differences are shaded based on the size of the group. Please refer to slide 8 for details
Dashes (--) indicate fewer than 10 respondents from that group.
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31
Dimension Summary – by Location (cont’d)
Significantly above Overall FDIC*
Significantly below Overall FDIC*
* Differences are shaded based on the size of the group. Please refer to slide 8 for details
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32
Dimension Summary – by Grade
Significantly above Overall FDIC*
Significantly below Overall FDIC*
* Differences are shaded based on the size of the group. Please refer to slide 8 for details
Dashes (--) indicate fewer than 10 respondents from that group.
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
33
Dimension Summary – by Grade (cont’d)
Significantly above Overall FDIC*
Significantly below Overall FDIC*
* Differences are shaded based on the size of the group. Please refer to slide 8 for details
Dashes (--) indicate fewer than 10 respondents from that group.
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
34
Dimension Summary – by Bargaining Unit
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC BU Non-BU
Ove
rall
Sat
isfa
ctio
n
Mis
sio
n &
Str
ateg
y
Wo
rk E
nvi
ron
men
t
Wo
rk/L
ife
Bal
ance
Imm
edia
te
Su
pe
rvis
ion
FD
IC B
oa
rd o
f D
irec
tors
Reg
ion
al
Man
ag
emen
t T
eam
Th
e S
urv
ey P
roce
ss
Tra
inin
g &
D
evel
op
men
t
Fai
rnes
s &
Div
ersi
ty
Co
rpo
rate
Cu
ltu
re
Ch
ang
e I
nit
iati
ve
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
35
Dimension Summary – by Bargaining Unit (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC BU Non-BU
Div
isio
n/O
ffic
e L
ead
ers
hip
Tea
m
NT
EU
Res
ou
rces
Hea
dq
uar
ters
S
enio
r L
ead
ersh
ip
Tea
m
Op
en
Co
mm
un
icat
ion
s
Lea
de
rsh
ip O
vera
ll
Rew
ard
s,
Rec
og
nit
ion
, an
d
Ad
van
cem
ent
Em
po
wer
men
t &
D
ecis
ion
Mak
ing
Per
form
ance
M
ana
gem
ent
Inte
rnal
O
mb
ud
sman
P
rog
ram
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36
Dimension Summary – by Bargaining Unit (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC BU Non-BUA
cco
un
tab
ilit
y
Co
mp
eten
ce
Eff
ect
iven
ess
Fai
rnes
s
Inte
gri
ty
Tea
mw
ork
Co
mm
un
icat
ion
Lea
de
rsh
ip
Em
po
wer
men
t
Tru
st
Corporate Values CCCI Focus Areas
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37
Dimension Summary – by Tenure
Significantly above Overall FDIC*
Significantly below Overall FDIC*
* Differences are shaded based on the size of the group. Please refer to slide 8 for details
Dashes (--) indicate fewer than 10 respondents from that group.
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38
Dimension Summary – by Tenure (cont’d)
Significantly above Overall FDIC*
Significantly below Overall FDIC*
* Differences are shaded based on the size of the group. Please refer to slide 8 for details
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
39
Dimension Summary – by Gender
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Male Female
Ove
rall
Sat
isfa
ctio
n
Mis
sio
n &
Str
ateg
y
Wo
rk E
nvi
ron
men
t
Wo
rk/L
ife
Bal
ance
Imm
edia
te
Su
pe
rvis
ion
FD
IC B
oa
rd o
f D
irec
tors
Reg
ion
al
Man
ag
emen
t T
eam
Th
e S
urv
ey P
roce
ss
Tra
inin
g &
D
evel
op
men
t
Fai
rnes
s &
Div
ersi
ty
Co
rpo
rate
Cu
ltu
re
Ch
ang
e I
nit
iati
ve
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
40
Dimension Summary – by Gender (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Male Female
Div
isio
n/O
ffic
e L
ead
ers
hip
Tea
m
NT
EU
Res
ou
rces
Hea
dq
uar
ters
S
enio
r L
ead
ersh
ip
Tea
m
Op
en
Co
mm
un
icat
ion
s
Lea
de
rsh
ip O
vera
ll
Rew
ard
s,
Rec
og
nit
ion
, an
d
Ad
van
cem
ent
Em
po
wer
men
t &
D
ecis
ion
Mak
ing
Per
form
ance
M
ana
gem
ent
Inte
rnal
O
mb
ud
sman
P
rog
ram
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
41
Dimension Summary – by Gender (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Male FemaleA
cco
un
tab
ilit
y
Co
mp
eten
ce
Eff
ect
iven
ess
Fai
rnes
s
Inte
gri
ty
Tea
mw
ork
Co
mm
un
icat
ion
Lea
de
rsh
ip
Em
po
wer
men
t
Tru
st
Corporate Values CCCI Focus Areas
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
42
Dimension Summary – by Financial Institution Specialist/Examiner Status
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Financial Institution Specialist/Examiner Other
Ove
rall
Sat
isfa
ctio
n
Mis
sio
n &
Str
ateg
y
Wo
rk E
nvi
ron
men
t
Wo
rk/L
ife
Bal
ance
Imm
edia
te
Su
pe
rvis
ion
FD
IC B
oa
rd o
f D
irec
tors
Reg
ion
al
Man
ag
emen
t T
eam
Th
e S
urv
ey P
roce
ss
Tra
inin
g &
D
evel
op
men
t
Fai
rnes
s &
Div
ersi
ty
Co
rpo
rate
Cu
ltu
re
Ch
ang
e I
nit
iati
ve
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
43
Dimension Summary – by Financial Institution Specialist/Examiner Status (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Financial Institution Specialist/Examiner Other
Div
isio
n/O
ffic
e L
ead
ers
hip
Tea
m
NT
EU
Res
ou
rces
Hea
dq
uar
ters
S
enio
r L
ead
ersh
ip
Tea
m
Op
en
Co
mm
un
icat
ion
s
Lea
de
rsh
ip O
vera
ll
Rew
ard
s,
Rec
og
nit
ion
, an
d
Ad
van
cem
ent
Em
po
wer
men
t &
D
ecis
ion
Mak
ing
Per
form
ance
M
ana
gem
ent
Inte
rnal
O
mb
ud
sman
P
rog
ram
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
44
Dimension Summary – by Financial Institution Specialist/Examiner Status (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Financial Institution Specialist/Examiner OtherA
cco
un
tab
ilit
y
Co
mp
eten
ce
Eff
ect
iven
ess
Fai
rnes
s
Inte
gri
ty
Tea
mw
ork
Co
mm
un
icat
ion
Lea
de
rsh
ip
Em
po
wer
men
t
Tru
st
Corporate Values CCCI Focus Areas
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
45
Dimension Summary – by Appointment Type
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Permanent Non-permanent
Ove
rall
Sat
isfa
ctio
n
Mis
sio
n &
Str
ateg
y
Wo
rk E
nvi
ron
men
t
Wo
rk/L
ife
Bal
ance
Imm
edia
te
Su
pe
rvis
ion
FD
IC B
oa
rd o
f D
irec
tors
Reg
ion
al
Man
ag
emen
t T
eam
Th
e S
urv
ey P
roce
ss
Tra
inin
g &
D
evel
op
men
t
Fai
rnes
s &
Div
ersi
ty
Co
rpo
rate
Cu
ltu
re
Ch
ang
e I
nit
iati
ve
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
46
Dimension Summary – by Appointment Type (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Permanent Non-permanent
Div
isio
n/O
ffic
e L
ead
ers
hip
Tea
m
NT
EU
Res
ou
rces
Hea
dq
uar
ters
S
enio
r L
ead
ersh
ip
Tea
m
Op
en
Co
mm
un
icat
ion
s
Lea
de
rsh
ip O
vera
ll
Rew
ard
s,
Rec
og
nit
ion
, an
d
Ad
van
cem
ent
Em
po
wer
men
t &
D
ecis
ion
Mak
ing
Per
form
ance
M
ana
gem
ent
Inte
rnal
O
mb
ud
sman
P
rog
ram
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
47
Dimension Summary – by Appointment Type (cont’d)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Overall FDIC Permanent Non-permanentA
cco
un
tab
ilit
y
Co
mp
eten
ce
Eff
ect
iven
ess
Fai
rnes
s
Inte
gri
ty
Tea
mw
ork
Co
mm
un
icat
ion
Lea
de
rsh
ip
Em
po
wer
men
t
Tru
st
Corporate Values CCCI Focus Areas
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48
Write-in Comments – Frequency of ThemesIf you could ask the Chairman to focus on 2 to 3 areas for improvement what would they be and why?
Theme% of
Comments
Compensation, Awards, and Bonuses 15%
Career Development/Advancement Opportunities 12%
Training 10%
Performance Management 7%
Fair Treatment 6%
Leadership 6%
Communications 5%
Resources 5%
Other 5%
Theme% of
Comments
Work/Life Balance 4%
Immediate Supervisor 4%
Decision Making Authority 4%
Bank Examination Process 4%
Culture 3%
Clarity Around Mission/Strategic Direction 2%
Teamwork/Cooperation 2%
Travel 2%
Corporate Employee Program (CEP) 2%
Diversity 1%
Work Environment 1%
© 2010 Towers Watson. All rights reserved.
Appendix AItem-by-Item Results, in Order of Dimension Percent Favorable
In the section which follows, at the overall FDIC level, differences compared to the 2008 and 2007 surveys, and to the Norm, are meaningful if they are +/-3 percentage points, and are shaded in green (above) or red (below).
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
50
Item-by-item Results: Overall Satisfaction
Diff from 2008
Diff from 2007
Diff from Norm
1. I recommend my organization as a good place to work
n/a n/a +18
105. The work I do is important 0 +6 n/a
111. I like the kind of work I do +1 +6 n/a
112. My work gives me a feeling of personal accomplishment +1 +10 n/a
146. Considering everything, how satisfied are you with your job? +2 +14 +13
147. Considering everything, how satisfied are you with your
organization?n/a n/a +12
89%
94%
84%
80%
78%
7%
13%
14%
88%
4
8%
10%
8%
4
2
6%
4
7%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
51
Item-by-item Results: Mission and Strategy
Diff from 2008
Diff from 2007
Diff from Norm
2. I have a good understanding of FDIC’s mission and strategic
direction+1 +9 +12
3. I know how my work relates to FDIC’s goals and priorities +2 +10 +11
4. FDIC has a long-range orientation (that is, focuses on long-term goals
in addition to short-term results)+7 +22 n/a
5. I believe that FDIC’s direction and goals are the right ones for the
Corporation at this time+5 +34 +5
95%
95%
81%
10%73%
3
17%
15%
4
4
1
2
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
52
Item-by-item Results: Work Environment
Diff from 2008
Diff from 2007
Diff from Norm
95. My workload is reasonable +4 +5 -3
101. The people I work with keep their promises and commitments +3 n/a n/a
102. Physical conditions (for example, noise level, temperature,
lighting, cleanliness in the workplace) allow employees to perform their jobs
well
-2 +3 n/a
103. Employees are protected from health and safety hazards on the job 0 +4 +5
104. My organization has prepared employees for potential security
threats0 +7 n/a
107. My talents are used well in the workplace 0 +9 n/a
113. The people I work with cooperate to get the job done +2 +8 +13
63%
81%
90%
80%
71%
88%
13%
13%
13%
7%
24%
9%
7%
16%
81%
14%
10%
7%
5
5
3
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
53
Item-by-item Results: Work/Life Balance
Diff from 2008
Diff from 2007
Diff from Norm
93. I have sufficient resources (for example, people, materials, budget)
to get my job done-13 -10 -5
95. My workload is reasonable +4 +5 -3
135. How satisfied are you with: Work/life programs (for example,
health and wellness, employee assistance, eldercare, and support
groups)
n/a n/a +22
136. How satisfied are you with: Telework/telecommuting
n/a n/a n/a
137. How satisfied are you with: Alternative work schedules
n/a n/a n/a
138. My supervisor supports my need to balance work and family
issues-2 +3 +22
70%
63%
76%
87%
83%
10%
7%
10% 7%
83%
13%
13%
13%
4
6%
20%
11%
24%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
54
Item-by-item Results: Immediate Supervision
Diff from 2008
Diff from 2007
Diff from Norm
70. My supervisor/team leader provides employees with the
opportunities to demonstrate their leadership skills
n/a n/a n/a
72. How would you rate your immediate supervisor on: Valuing individual skills, experience, and
knowledge
0 n/a n/a
73. How would you rate your immediate supervisor on: Being open
and honest in communications+3 +9 n/a
74. How would you rate your immediate supervisor on: Soliciting and
using your input when making decisions
+3 +10 n/a
75. How would you rate your immediate supervisor on: Being
accessible/available when you need him/her
+2 +7 n/a
69%
76%
70%
76%
15%
14%
12%74%
16%
14%
14%
10%
16%
14%
10%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
55
Item-by-item Results: Immediate Supervision, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
76. How would you rate your immediate supervisor on: Treating
you with respect+1 +8 -2
77. How would you rate your immediate supervisor on: Providing
you with recognition or praise for your contributions
+2 +11 -4
78. Providing you with clear and regular feedback about your job
performance+2 +9 +1
79. How would you rate your immediate supervisor on: Living up to
promises and commitments made+2 n/a n/a
80. How would you rate your immediate supervisor on: Creating
an environment of trust+2 n/a n/a
81. Supervisors/team leaders in my work unit support employee
development-2 +4 n/a
82%
68%
73%
70%
78%
10%
15%
13%
16%
9%
63%
16%
21%
18%
15%
8%
11%
14%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
56
Item-by-item Results: Immediate Supervision, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
82. My supervisor is held accountable for the decisions he/she
makes+5 n/a n/a
83. My supervisor promptly addresses issues that impact operational effectiveness and
efficiency
+2 n/a n/a
84. I have trust and confidence in my supervisor +3 +11 n/a
85. Overall, how good a job do you feel is being done by your immediate
supervisor/team leader?+1 +10 +3
138. My supervisor supports my need to balance work and family
issues-2 +3 +22
77%
71%
75%
83%
13%
10%
12%77%
15%
11%
15%
14%
10%
10%
7%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
57
Item-by-item Results: FDIC Board of Directors
Diff from 2008
Diff from 2007
Diff from Norm
33. How would you rate the FDIC Board of Directors on: Valuing
individual skills, experience, and knowledge
+2 +20 n/a
34. How would you rate the FDIC Board of Directors on: Being open
and honest in communications+3 +26 n/a
35. How would you rate the FDIC Board of Directors on: Soliciting and using input when making decisions
+2 +25 n/a
36. How would you rate the FDIC Board of Directors on: Treating
individuals with respect+2 +18 n/a
74%
73%
78%
19%
11%67%
15%
22%
19%
7%
7%
8%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
58
Item-by-item Results: FDIC Board of Directors, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
37. How would you rate the FDIC Board of Directors on: Living up to promises and commitments made
+3 n/a n/a
38. How would you rate the FDIC Board of Directors on: Creating an
environment of trust+5 +29 n/a
39. How would you rate the trust and confidence you have in the FDIC
Board of Directors to lead the Corporation?
+6 +27 n/a
74%
66%
20%
80%
23%
16% 4
11%
6%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
59
Item-by-item Results: Regional Management Team
Diff from 2008
Diff from 2007
Diff from Norm
54. How would you rate your Regional Management Team or TSO Management
Team on: Valuing individual skills, experience, and knowledge
+2 +19 n/a
55. How would you rate your Regional Management Team or TSO Management
Team on: Being open and honest in communications
+4 +24 n/a
56. How would you rate your Regional Management Team or TSO Management Team on: Soliciting and using input when
making decisions
+5 +23 n/a
57. How would you rate your Regional Management Team or TSO Management
Team on: Treating employees with respect
+6 +21 n/a
72%
69%
76%
19%
13%64%
16%
23%
20%
9%
8%
11%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
60
Item-by-item Results: Regional Management Team, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
58. How would you rate your Regional Management Team or TSO Management
Team on: Living up to promises and commitments made
+5 n/a n/a
59. How would you rate your Regional Management Team or TSO Management
Team on: Creating an environment of trust+5 +26 n/a
60. How would you rate the trust and confidence you have in your Regional
Management Team or TSO Management Team to lead the Region/Area/TSO?
+5 +23 n/a
69%
67%
21%
9%72% 19%
21%
10%
12%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
61
Item-by-item Results: Training and Development
Diff from 2008
Diff from 2007
Diff from Norm
81. Supervisors/team leaders in my work unit support employee
development-2 +4 n/a
97. The skill level in my work unit has improved in the past year
n/a n/a n/a
106. My training needs are assessed 0 +9 n/a
109. I have enough information to do my job well
n/a n/a +10
110. I am given a real opportunity to improve my skills in my organization -1 +8 n/a
78%
68%
82%
71%
13%
17%
17%64%
11%
19%
21%
12%
9%
7%
11%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
62
Item-by-item Results: Training and Development, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
114. How would you rate: The training new employees receive to do their jobs +1 +10 n/a
115. How would you rate: Training to help you qualify for a better job +2 +12 -9
116. How would you rate: Your opportunities for career development other than promotions
(e.g., lateral job opportunities, developmental or special assignments)
+5 +13 -3
117. How would you rate: The training and support you have received to effectively
manage people (e.g., coaching, providing feedback)
+2 n/a n/a
140. How satisfied are you with: The training you receive for your present job 0 +6 +1
60%
53%
78%
63%
27%
21%
20%56%
29%
24%
18%
18%
4
13%
16%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
63
Item-by-item Results: The Survey Process
Diff from 2008
Diff from 2007
Diff from Norm
148. I am confident that the results of this survey will be used
constructively0 +25 n/a
149. Action was taken on issues raised in the 2008 All Employee
Survey-7 n/a +22
67%
67%
22%
24%
11%
9%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
64
Item-by-item Results: The Survey Process, cont’d
150. Who do you think should be held accountable for pursuing and instituting positive changes arising from this employee engagement initiative?
79%
70%
63%
60%
68%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
I should have personalresponsibility
Managers &Supervisors
FDIC Executives
Chairman
FDIC Board of Directors
Diff from 2008
Diff from 2007
Diff from Norm
0 +12 n/a
-2 +4 n/a
-2 +3 n/a
+2 +13 n/a
+5 +21 n/a
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
65
Item-by-item Results: Fairness and Diversity
Diff from 2008
Diff from 2007
Diff from Norm
8. How would you rate FDIC on: Applying policies and rules
consistently to all employees+9 +24 n/a
10. How would you rate FDIC on: Providing a work environment free of
discrimination based on race, gender, ethnicity, age, religion, or
other factors
+2 +15 -7
11. How would you rate FDIC on: Providing equal opportunities for all
employees to advance in their careers
+6 +21 n/a
12. How would you rate FDIC on: Providing equal opportunities for all employees to participate in details, special assignments/projects, and
other career development opportunities
+6 +16 n/a
52%
77%
62%
28%
17%60%
23%
23%
14%
20%
15%
9%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
66
Item-by-item Results: Fairness and Diversity, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
19. I can disclose a suspected violation of any law, rule or regulation
without fear of reprisaln/a n/a -9
24. Policies and programs promote diversity in the workplace (for
example, recruiting minorities and women, training in awareness of
diversity issues, mentoring)
n/a n/a n/a
28. Complaints, disputes or grievances are resolved fairly in my
work unitn/a n/a n/a
29. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated
n/a n/a n/a
70%
76%
53%
19%
18%49%
26%
33%
16%
11%
21%
8%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
67
Item-by-item Results: Fairness and Diversity, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
67. Managers/supervisors/team leaders work well with employees of
different backgrounds+4 +19 n/a
71. Supervisors/team leaders in my work unit are committed to a
workforce representative of all segments of society
n/a n/a n/a
99. Employees treat each other with respect +2 n/a 0
72%
73%
16%
7%84% 9%
18%
12%
9%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
68
Item-by-item Results: Corporate Culture Change Initiative
Diff from 2008
Diff from 2007
Diff from Norm
122. Employees have been kept well informed about the Culture Change
Initiative+5 n/a n/a
123. Senior leadership is committed to making the changes necessary to improve FDIC’s culture (e.g., create
a more empowering and open culture)
+7 n/a n/a
124. The Culture Change Initiative is having a positive impact on FDIC
employees-6 n/a n/a
125. The Culture Change Initiative is critical to the current and future
success of the FDIC+2 n/a n/a
126. I should be and am held personally accountable for
contributing to positive culture change at the FDIC
-5 n/a n/a
84%
69%
65%
66%
12%
26%
13%53%
24%
34%
19%
8%
4
11%
12%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
69
Item-by-item Results: Corporate Culture Change Initiative, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
127. I believe that my input is and will be considered in the culture
change process+6 n/a n/a
128. I believe the FDIC is ready for change 0 n/a n/a
129. I understand the vision for culture change at the FDIC +8 n/a n/a
130. Empowerment, leadership, and communication continue to be the
appropriate focus to facilitate positive, long-term change at the
FDIC
n/a n/a n/a
50%
58%
76%
31%
9%71%
17%
20%
25%
19%
7%
17%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
70
Item-by-item Results: Corporate Culture Change Initiative, cont’d
131. How much change is still required at the FDIC to achieve the desired culture?
3%
12%
30%
27%
29%
0% 5% 10% 15% 20% 25% 30% 35%
No change is required
Little change isrequired
Some change isrequired
Moderate change isrequired
Significant change isrequired
Diff from 2008
Diff from 2007
Diff from Norm
-11 n/a n/a
-4 n/a n/a
+7 n/a n/a
+6 n/a n/a
+2 n/a n/a
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
71
Item-by-item Results: Division/Office Leadership Team
Diff from 2008
Diff from 2007
Diff from Norm
47. How would you rate your Division/Office Leadership Team
(located at Headquarters) on: Valuing individual skills, experience,
and knowledge
+4 +19 n/a
48. How would you rate your Division/Office Leadership Team
(located at Headquarters) on: Being open and honest in communications
+5 +24 n/a
49. How would you rate your Division/Office Leadership Team
(located at Headquarters) on: Soliciting and using input when
making decisions
+5 +21 n/a
50. How would you rate your Division/Office Leadership Team
(located at Headquarters) on: Treating employees with respect
+6 +20 n/a
68%
63%
72%
21%
16%59%
18%
25%
23%
11%
10%
14%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
72
Item-by-item Results: Division/Office Leadership Team, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
51. How would you rate your Division/Office Leadership Team
(located at Headquarters) on: Living up to promises and commitments
made
+6 n/a n/a
52. How would you rate your Division/Office Leadership Team
(located at Headquarters) on: Creating an environment of trust
+6 +24 n/a
53. How would you rate the trust and confidence you have in your
Division/Office Leadership Team to lead the Division/Office?
+7 +23 n/a
64%
61%
23%
11%67%
22%
22%
17%
13%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
73
Item-by-item Results: NTEU
Diff from 2008
Diff from 2007
Diff from Norm
132. NTEU works on important issues facing FDIC employees +8 +14 n/a
133. NTEU’s actions have a positive impact on the FDIC work
environment+10 +15 n/a
134. I have trust and confidence in NTEU to represent the interests of
FDIC employees+10 +14 n/a
70%
65%
20%
16%59% 25%
23%
10%
12%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
74
Item-by-item Results: Resources
Diff from 2008
Diff from 2007
Diff from Norm
13. How would you rate FDIC on: Allocating resources effectively (e.g.,
people, technology, equipment)+8 +24 -19
93. I have sufficient resources (for example, people, materials, budget)
to get my job done-13 -10 -5
94. There are enough people to get the job done in my work unit +8 +11 -7
96. The workforce has the job-relevant knowledge and skills
necessary to accomplish organizational goals
+3 +8 n/a
98. My work unit is able to recruit people with the right skills +6 +17 +6
56%
70%
78%
60%
29%
24%
31%57%
11%
12%
10%
16%
15%
11%
20%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
75
Item-by-item Results: Headquarters Senior Leadership Team
Diff from 2008
Diff from 2007
Diff from Norm
40. How would you rate the Headquarters' Senior Leadership
Team on: Valuing individual skills, experience, and knowledge
+6 +25 n/a
41. How would you rate the Headquarters' Senior Leadership
Team on: Being open and honest in communications
+11 +31 -1
42. How would you rate the Headquarters' Senior Leadership
Team on: Soliciting and using input when making decisions
+8 +26 +10
43. How would you rate the Headquarters' Senior Leadership
Team on: Treating employees with respect
+9 +26 n/a
68%
62%
72%
21%
16%57%
19%
27%
24%
11%
9%
14%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
76
Item-by-item Results: Headquarters Senior Leadership Team, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
44. How would you rate the Headquarters' Senior Leadership
Team on: Living up to promises and commitments made
+10 n/a n/a
45. How would you rate the Headquarters' Senior Leadership
Team on: Creating an environment of trust
+11 +32 +1
46. How would you rate the trust and confidence you have in the
Headquarters’ Senior Leadership Team to lead the Corporation?
+10 +29 +4
64%
60%
25%
9%67% 24%
24%
11%
16%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
77
Item-by-item Results: Open Communications
Diff from 2008
Diff from 2007
Diff from Norm
6. How would you rate FDIC on: Communicating information
downward to all levels of FDIC+9 +30 n/a
14. How would you rate FDIC on: Informing employees about reasons
behind decisions that affect them+10 +28 -2
15. How would you rate FDIC on: Communications between
Headquarters and the field+10 +30 n/a
18. I can freely express my views without fear of retribution +5 +18 -18
21. When changes are made at the FDIC, communications are handled
well+9 +28 n/a
58%
46%
51%
52%
30%
27%
15%52%
23%
33%
33%
21%
12%
26%
21%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
78
Item-by-item Results: Open Communications, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
22. Employees are encouraged to provide feedback and suggestions up
the line (even if bad news)+7 +23 -22
68. Managers communicate the goals and priorities of the
organization+6 +22 +3
69. Managers promote communication among different work
units (for example, about projects, goals, needed resources)
n/a n/a +1
100. Employees in my work unit share job knowledge with each other
n/a n/a +27
143. How satisfied are you with: The information you receive from
management on what’s going on in your organization
+8 +27 n/a
53%
72%
85%
63%
23%
22%
18%63%
8%
19%
16%
15%
24%
7%
12%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
79
Item-by-item Results: Leadership Overall
Diff from 2008
Diff from 2007
Diff from Norm
27. Supervisors and managers are rewarded for effectively managing people (e.g., coaching, providing
feedback)
+7 +12 n/a
61. I have a high level of respect for my organization’s senior leaders +8 +29 n/a
62. In my organization, leaders generate high levels of motivation and commitment in the workforce
+9 +27 -2
63. Leaders are held accountable for the decisions they make +12 n/a n/a
38%
70%
58%
35%
20%54%
23%
26%
19%
27%
19%
11%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
80
Item-by-item Results: Leadership Overall, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
64. Leaders promptly address issues that impact operational effectiveness
and efficiency+8 n/a n/a
65. My organization’s leaders maintain high standards of honesty
and integrityn/a n/a -10
66. Managers review and evaluate the organization’s progress toward
meeting its goals and objectives+8 +18 n/a
144. How satisfied are you with: The policies and practices of your senior
leaders+7 +28 n/a
54%
71%
56%
24%
6%79%
29%
15%
19%
22%
15%
10%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
81
Item-by-item Results: Rewards, Recognition and Advancement
Diff from 2008
Diff from 2007
Diff from Norm
108. Promotions in my work unit are based on merit +5 +19 +4
141. How satisfied are you with: The recognition you receive for doing a
good job+5 +16 -15
142. How satisfied are you with: Opportunity to get a better job in
your organization+4 +16 -8
145. Considering everything, how satisfied are you with your pay? +5 +8 +15
50%
57%
72%
26%
22%46%
13%
32%
22%
24%
15%
21%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
82
Item-by-item Results: Performance Management Diff from
2008Diff from
2007Diff from
Norm
86. My performance appraisal is a fair reflection of my performance -3 +13 -7
87. Discussions with my supervisor/team leader about my performance are
worthwhile0 +15 0
88. In my work unit, steps are taken to deal with a poor performer who cannot
or will not improve+6 +14 -1
89. In my work unit, differences in performance are recognized in a
meaningful way+6 +28 -11
90. Pay raises depend on how well employees perform their jobs +12 +26 -11
91. Employees are rewarded for providing high quality products and
servicesn/a n/a -17
92. In my most recent performance appraisal, I understood what I had to do
to be rated at different performance levels
+17 +23 -14
65%
60%
44%
47%
55%
61%
17%
25%
23%
18%
30%
22%
21%
43%
27%
27%
19%
28%
18%
29%
21%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
83
Item-by-item Results: Empowerment and Decision Making
Diff from 2008
Diff from 2007
Diff from Norm
7. How would you rate FDIC on: Having a reporting structure that is conducive to
timely decision making+10 +21 n/a
9. How would you rate FDIC on: Adopting good ideas regardless of
where they come from or who suggests them
+7 +25 n/a
16. How would you rate FDIC on: Creativity and innovation are rewarded +5 +18 n/a
17. I have an impact on decisions that affect the FDIC (e.g. new initiatives,
strategic direction)+5 +16 n/a
20. I am encouraged to take reasonable risks (e.g. try new ideas, new ways of
doing things) in an attempt to increase the effectiveness of the organization
+5 +17 n/a
48%
52%
36%
48%
35%
27%
22%43%
36%
35%
31%
25%
17%
28%
17%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
84
Item-by-item Results: Empowerment and Decision Making, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
23. Employees have a feeling of personal empowerment with respect
to work processes+8 +27 n/a
25. I am held accountable for achieving results +19 +22 +26
26. Decisions are made at the appropriate level of the organization +11 +22 n/a
139. How satisfied are you with: Your involvement in decisions that affect
your work+4 +22 -7
48%
88%
62%
27%
21%55%
23%
24%
9%
25%
15%
3
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
85
Item-by-item Results: Bank Examiners, cont’d
120. To what extent does the amount of travel required in your job impact your ability to balance your work and personal life?
28%
30%
28%
8%
7%
0% 5% 10% 15% 20% 25% 30% 35%
To a Very Great Extent
To a Great Extent
To Some Extent
To a Little Extent
To a Very Little Extent
Diff from 2008
Diff from 2007
Diff from Norm
-1 -1 n/a
-1 -1 n/a
-2 -2 n/a
+3 +4 n/a
+2 +1 n/a
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
8686
Item-by-item Results: Bank Examiners
Diff from 2008
Diff from 2007
Diff from Norm
121. I am allocated sufficient time to conduct bank examinations +1 +17 n/a52% 22% 26%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
87
Item-by-item Results: Internal Ombudsman Program
30. Are you aware that the Corporation has an Internal Ombudsman that is responsible for looking into employee complaints?
10%
90%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
No
Yes
Diff from 2008*
Diff from 2007
Diff from Norm
+36 n/a n/a
-36 n/a n/a
* Note: In 2008, the question was worded: “Are you aware that the Chairman's Office is piloting an Internal Ombudsman Program that is responsible for investigating employee complaints?”
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
88
Item-by-item Results: Internal Ombudsman Program, cont’d
31. Have you submitted an issue for consideration to the Internal Ombudsman Program over the past year?
97%
3%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
No
Yes
Diff from 2008
Diff from 2007
Diff from Norm
0 n/a n/a
0 n/a n/a
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
89
Item-by-item Results: Internal Ombudsman Program, cont’d
Diff from 2008
Diff from 2007
Diff from Norm
32. My concerns were fairly addressed by the Internal
Ombudsman-4 n/a n/a46% 27% 27%
Favorable Neutral Unfavorable
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
90
Item-by-item Results
118. How likely are you to pursue a supervisory, management, or higher-level leadership position in the future?
23%
23%
20%
18%
15%
0% 5% 10% 15% 20% 25% 30%
Very Likely
Likely
Not Sure
Unlikely
Very Unlikely
Diff from 2008
Diff from 2007
Diff from Norm
-3 -5 n/a
-2 -5 n/a
-3 -2 n/a
+1 +4 n/a
+6 +8 n/a
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
91
Item-by-item Results
119. Why are you unsure or unlikely to pursue a supervisory, management, or higher-level leadership position in the future?
33%
27%
13%
3%
1%
25%
0% 5% 10% 15% 20% 25% 30% 35% 40%
Other
Not interested in joining the leadership team
Do not want to move my family
Locality pay is not adequate to offset cost ofliving in new location
Relocation benefits are not adequate
Pay increase not enough to account forincreased responsibilities
Diff from 2008
Diff from 2007
Diff from Norm
0 +4 n/a
-1 0 n/a
+1 +1 n/a
-2 -2 n/a
+4 +2 n/a
0 -3 n/a
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
92
Item-by-item Results
151. How much longer do you plan to work for the FDIC?
43%
18%
15%
7%
2%
16%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
+10 years/retirement2009
6-10 years 2009
3-5 years 2009
1-2 years 2009
Less than 1 year 2009
Do Not Know 2009
Diff from 2008
Diff from 2007
Diff from Norm
-3 +2 n/a
-1 -2 n/a
0 +1 n/a
+1 +2 n/a
0 -1 n/a
+4 0 n/a
© 2010 Towers Watson. All rights reserved.
Appendix BRespondent Profile by Organization and Demographic Segments
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94
Participation by Division/Office
All other Offices2%
Office of Inspector General
1%
Legal9%
Supervision and Consumer Protection
50%
Resolutions and Receiverships
17%
Finance2%
Information Technology
5%
Insurance and Research
3%
Administration6%Corporate University
5%
Division/Office
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
95
Participation by Location, Regional/Area Office, and Satellite Office
Headquarters26%
Regional/Area Office20%
Field Office co-loacted
13%
Field Office not co-located
31%
Satellite Office10% Atlanta
15%
Chicago15%
Dallas/ Memphis
28%
Kansas City14%
New York/Boston
16%
San Francisco12%
Location Regional/Area Office
ECTSO in Jacksonville,
FL47%
WCTSO in Irvine, CA
53%
Satellite Office
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
96
Participation by Grade
Grade 1-815%
CG Supervisor/
CM11%
Grade 1218%
Grade 9-1115%
Grade 13-1540%
EM1%
Other0%
Job Band/Position
# of Respondents
% of Respondents
% of Workforce
Grade 1-8 581 15% 17%
Grade 9-11 564 15% 15%
Grade 12 689 18% 18%
Grade 13-15 1540 40% 39%
CG Supervisor/CM 418 11% 10%
EM 54 1% 2%
Other 11 0% 0%
Total 3857 100% 100%
Grade
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97
Non-permanent
25%
Permanent75%
Appointment Type
Participation by Appointment Type
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98
No63%
Yes37%
Participation by 570 Occupational Group and Financial Institution Specialist/Examiner
Financial Institution Specialist/Examiner
570 Occupational Group
Other Series56%
570 Series44%
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
99
Participation by Bargaining Unit
Bargaining Unit
No44%
Yes56%
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
100
Participation by Tenure and Supervisory Status
20 years or more32%
15-20 years20%
3-5 years4%
5-10 years6%
10-15 years6%
1-3 years10%
Less than one year22%
Tenure
Supervisory Status
Non-Supervisor
74%
Team Leader13%
Supervisor9%
Manager3%
Executive Managers
1%
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
101
Female42%
Male58%
Participation by Gender
Gender
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102
Participation by Ethnicity and National Origin
No95%
Yes5%
Asian4%
American Indian or
Alaska Native2%
Native Hawaiian or Other Pacific
Islander1%
Black or African
American15%
White78%
Hispanic/Latino
Ethnicity
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
103
Age
25 years or less5%
26-294%
50-5934%
40-4932%
30-3912%
60 years or more13%
Participation by Age and Career Spent at FDIC
Most of career not at
FDIC41%
Most of career at
FDIC59%
Career Spent at FDIC
© 2010 Towers Watson. All rights reserved. Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
104
Contact Details
James Cortez, Ph.D.
Senior Consultant
Towers Watson
875 Third Avenue, 16th Floor, New York, New York 10022
212-251-5881
Jeffrey S. Dussault
Executive Advisor
Booz | Allen | Hamilton
One Dulles Center, 13200 Woodland Park Road, Herndon, VA 20171-3025
703.984.3886