Frequently Asked Questions

1. What does the Best Places to Work Index measure?
   The Best Places to Work Index measures employee satisfaction and commitment. The overall rankings are based on the Best Places to Work Index score. The measurement model for Best Places to Work was created by our partner in 2003, CFI Group, which uses the same methodology for the highly regarded American Consumer Satisfaction Index (ACSI).
   
2. How is the Best Places to Work Index score calculated?
   The Best Places to Work Index score is calculated based on three different Federal Human Capital Survey questions. Those survey questions include:
   
   
   • I recommend my organization as a good place to work.
   • Considering everything, how satisfied are you with your job?
   • Considering everything, how satisfied are you with your organization?
   To calculate the score, we use the percentage of positive responses (Agree or Strongly Agree; Satisfied or Very Satisfied) in a weighted formula. Our partner, Hay Group, determined the weightings by performing a regression analysis on the employee survey data included in their normative database (approximately 75,000 employees). Scores for the three Best Places to Work questions were regressed on the outcome variable – intent to remain in the organization.  They looked at the percent of variance in "intent to remain" accounted for by each of the three Best Places to Work questions.  The more the question predicted intent to remain, the higher the weighting. The weightings for the formula are proprietary.
3. How are the workplace dimensions calculated?
   To calculate the workplace dimension scores, we use the percentage of positive responses (Agree or Strongly Agree; Satisfied or Very Satisfied). We take the average of the percentage of positive responses. The formula is not weighted. To see the Federal Human Capital Survey questions included in each dimension, click here.
4. How were the workplace dimensions created?
   The measurement model for Best Places to Work was created by our partner in 2003, CFI Group. They used structural equation modeling to determine the clusters of questions included in each workplace dimension.
5. What is the definition of “large” and “small” in the agency rankings?
   We rated and ranked all agencies and subcomponents with 100 or more employees, with a few exceptions. Agencies with at least 2,000 full-time permanent employees are included in the “large” category. Agencies with between 100 and 2,000 full-time permanent employees are included in the “small” category. Subcomponents, the agencies within large agencies, need to have at least 100 full-time permanent employees. Number of employees was determined by using OPM’s FedScope. Our criteria was based on the number of full-time permanent employees as of Fiscal Year (September) 2008, unless otherwise noted.
6. What is the data source used for the Best Places rankings?
   Our 2009 rankings are based on the 2008 Federal Human Capital Survey, which was administered by the Office of Personnel Management in August and September 2008. This survey was distributed to a stratified random sample of over 417,000 executive branch full-time permanent employees. The survey achieved a response rate of 51 percent, resulting in a final sample of over 212,000 employees. The agencies included in the study account for 97 percent of the executive branch workforce. In the Best Places rankings, we used OPM’s weighted data to represent all federal employees.

   For more information about OPM’s methodology, please click here.

7. How did you determine Effective Leadership was the "key driver" of the Best Places to Work Index score?
   Our partner, Hay Group, performed regression analysis to determine which dimensions were the best predictors of the Best Places to Work index score. Government-wide, and for most agencies, the key driver was Effective Leadership. Agency-specific results are available in the Excel Tool, which is generously provided by Hay Group. Click here for more details.
   
8. How can agencies participate in the Best Places rankings if they are not required to administer the Federal Human Capital Survey?
   Government Accountability Office, Congressional Budget Office, the Federal Deposit Insurance Corporation, and the Intelligence Community did not participate in the 2008 Federal Human Capital Survey; however, they conducted comparable employee surveys within the same time frame. They included the questions required to calculate the Best Places to Work index, with the exception of FDIC. FDIC only participated in the Employee Skills/Mission Match workplace dimension.
9. Why are the rankings released every other year and not annually?
   The rankings are based on the Federal Human Capital Survey, which has been administered biennially since 2002; for that reason, we have Best Places to Work rankings for 2003, 2005, 2007, and 2009.
10. Why is my federal agency not included in the rankings? What do we need to do to participate?
    First, the agency must have at least 100 full time permanent employees. Second, we must have comparable employee survey data in order to calculate a Best Places to Work score. If your agency’s leadership approves, please contact the Partnership at 202-775-9111 to discuss the requirements.  
11. Why is the U.S. Postal Service not included in the rankings?
    The U.S. Postal Service does not participate in the Federal Human Capital Survey.
12. When will the next Best Places rankings be released?
    The results of our rankings are based on the employee survey conducted by OPM, and it is currently under revision. After OPM releases the public data file, we will produce the rankings in approximately two months.
13. What is the source of the private sector data?
    The private sector data reported in our Private Sector Comparison is from OPM. OPM reports comparable data from the private sector based on average employee survey results from large, primarily U.S. corporations. To see OPM’s private sector report, please click here.
14. What is the source of the demographic data included in the agency profile?
    The demographic data is from OPM’s FedScope, and the figures are based on the number of full-time permanent employees as of Fiscal Year (September) 2008, unless otherwise noted. The locations, links, and agency missions, we derived from web searches.
15. How are the high and low performance averages calculated?
    For the large agencies, the high performing average represents the average of the top five large agencies in that particular category; the low performing average is the average of the bottom five agencies. The high and low performing averages for the small agencies were calculated in the same way. For the subcomponents, the high performing average is the top 35, and the low performing average is the bottom 35.
16. Why do the rank “out of” numbers vary?
    The rankings are based on varied totals because: 1) we have three different sets of rankings (large, small, subcomponents); and 2) a few agencies do not participate in all of the categories.
    
17. Why are many small agencies and subcomponents missing from the demographic rankings?
    To calculate a Best Places to Work Index score for a demographic group, we require at least 30 employees in the category. If there were less than 30, we did not report a score.
18. Why does the Effective Leadership category have sub-dimensions?
    We divided our Effective Leadership category in four different sub-dimensions to help users interpret the findings more precisely. The scores for Senior Leaders and Supervisors, for example, tend to differ. We determined the sub-dimension clusters by using factor analysis.
19. What are the definitions of “senior leader” and “supervisor”?
    

    The 2008 Federal Human Capital Survey included the following definitions at the beginning of the survey:

    • Leaders: This is your agency’s management team. This includes anyone with supervisory or managerial responsibilities.
    • Senior Leaders: The heads of departments/agencies and their immediate leadership team. Typically these individuals would be members of the Senior Executive Service or equivalent.
    • Supervisors: First-line supervisors who do not supervise other supervisors; typically those who are responsible for employees’ performance appraisals and approval of their leave.
    • Team Leaders: Not official supervisors; those who provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.
    Our Senior Leader and Supervisor dimensions include the following:
    

    Effective Leadership - Senior Leaders

    • I have a high level of respect for my organization's senior leaders
    • In my organization, leaders generate high levels of motivation and commitment in the workforce

    Effective Leadership - Supervisors

    • Overall, how good a job do you feel is being done by your immediate supervisor/team leader?
    • Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills
    • Discussions with my supervisor/team leader about my performance are worthwhile
    • Supervisors/team leaders in my work unit support employee development
20. What can an agency do to improve its Best Places Index score?
    We offer some resources to help agencies understand their employee survey results and figure out what to do next. Please click here for more details.
21. I was thinking about applying for a job at an agency that is ranked low. Should I reconsider?
    Absolutely not! There are many other factors to take into consideration when thinking about taking a job. We hope that job seekers will use our Best Places to Work Web site as a resource. There are great jobs across the federal government, and low-ranking agencies may offer great opportunities to people who enjoy a challenge.

© 2009 Partnership for Public Service