In 2007 and 2008, the FDIC conducted an extensive survey of its employees to assess their level of engagement and satisfaction. The FDIC incorporated the required U.S. Office of Personnel Management questions into its 2007 and 2008 surveys.

Below is the interpretation of the 2008 FDIC All Employee Survey results and plans for action:

1. Interpretation of Results
   
   Significant improvements made since 2007

   • Gains across all key areas measured by the survey – increases in these areas from 5 to 21% and no declines
   • Highest rated key areas - overall satisfaction (increased from 70% to 82%) and mission and strategy (increased from 67% to 82%)
   • Large improvements in leadership, empowerment, and open communications – key focus areas for FDIC since the 2007 survey
   • Strong momentum since 2007 – scores on action being taken as a result of last year’s survey are significantly higher than Hay Group’s norm
   • Despite the positive changes, there remains a strong desire and expectation for continued change to achieve the desired corporate culture
     
     
   Corporate Culture Change Initiative viewed as important and effective
   • Employees are kept well informed about the initiative and understand the vision for culture change at the FDIC
   • Employees feel personally accountable for contributing to positive culture change at the FDIC
   • Senior leadership committed to making changes to improve the FDIC’s culture
   • Initiative is viewed as critical to the future success of the FDIC
     
   
   Key FDIC-wide Strengths
   • Satisfaction with FDIC as a place to work and the job itself
   • Clarity and alignment around FDIC’s mission and strategic direction
   • Some levels of leadership viewed as very effective
   • Treatment of Employees and Diversity
   • Work environment viewed as pleasant, healthy, and safe
   • Talent management
   • Cooperation and teamwork
     
   
   Key FDIC-wide Opportunities for Improvement
   • Upward and downward communication
   • Personal empowerment and innovation
   • Perceptions of leadership has improved, but still some room for improvement
   • Performance management and advancement opportunities
   • Specific issues for bank examiners (amount of travel and amount of time to conduct bank examinations)
   • Workload and having enough people to get the job done

2. Plans for action:
   
   FDIC is pleased that the 2008 survey results improved across the board in all important areas of employee engagement. While these improved scores show that we have taken the right actions in response to the 2007 survey, we plan to maintain the momentum established during 2008. The Corporation will continue to make changes to its corporate culture so that FDIC embodies a work environment that values trust, open communication and empowerment among all employees.
   
   Doing so in a time of increasingly heavy workloads and expansion of our role and mission will be difficult, but our senior leaders are committed to improving the culture at the agency. Making changes to our corporate culture and improving our operating environment requires employees at all levels to engage in the change process and take personal responsibility for the outcomes. We look forward to working together on the challenges that we face during this financial crisis, as well as on further improving our culture.
   
   
3. How the survey was conducted: The survey was conducted on line from December 1, 2008 thru December 19, 2008.
   
   
4. Description of sample: All FDIC employees were surveyed.
   
   
5. OPM survey items and response choices: See the tables on the following pages.
   
   
6. Number of employees surveyed, number responded and representativeness of respondents: Of the 5,124 employees eligible, 3,566 completed the survey for a 69.6% response rate. With the high survey response rate, the overall FDIC population was well represented.

• Demographics and Results to 2008 Annual Employee Survey - PDF 97 KB (PDF Help)