What the Best in Class Categories Mean

Best Places to Work Index

The overall index score measures the performance of agencies and agency subcomponents related to employee satisfaction and commitment. The index is weighted according to the extent to which each question predicts “intent to remain.”

• 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?

Employee Skills/Mission Match

The employee skill/mission match category measures the extent to which employees feel that their skills and talents are used effectively. Furthermore, it assesses the level to which employees get satisfaction from their work and understand how their jobs are relevant to the organizational mission.

• My work gives me a feeling of personal accomplishment.
• I like the kind of work I do.
• My talents are used well in the workplace.
• I know how my work relates to the agency’s goals and priorities.
• The work I do is important.

Strategic Management

The strategic management category measures the extent to which employees believe that management ensures they have the necessary skills and abilities to do their jobs, is successful at hiring new employees with the necessary skills to help the organization, and works to achieve the organizational goals with targeted personnel strategies and performance management.

• The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.
• My work unit is able to recruit people with the right skills.
• The skill level in my work unit has improved in the past year.
• Managers review and evaluate the organization’s progress toward meeting its goals and objectives.

Teamwork

The teamwork category measures the extent to which employees believe they communicate effectively both inside and outside of their team organizations, creating a friendly work atmosphere and producing high quality work products.

• The people I work with cooperate to get the job done.
• Managers promote communication among different work units (for example, about projects, goals, needed resources).
• Employees in my work unit share job knowledge with each other.

Effective Leadership

The effective leadership category measures the extent to which employees believe leadership at all levels of the organization generates motivation and commitment, encourages integrity, and manages people fairly, while also promoting the professional development, creativity, and empowerment of employees.

• 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.
• Employees have a feeling of personal empowerment with respect to work processes.
• Discussions with my supervisor/team leader about my performance are worthwhile.
• 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.
• My organization’s leaders maintain high standards of honesty and integrity.
• Complaints, disputes or grievances are resolved fairly in my work unit.
• Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.
• I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.
• Supervisors/team leaders in my work unit support employee development.
• How satisfied are you with your involvement in decisions that affect your work?
• How satisfied are you with the information you receive from management on what’s going on in your organization?

Effective Leadership—Senior Leaders

The Leadership—Leaders category measures the level of respect employees have for senior leaders, satisfaction with the amount of information provided by management, and perceptions about senior leaders' honesty, integrity and ability to motivate employees.

• 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.
• My organization’s leaders maintain high standards of honesty and integrity.
• How satisfied are you with the information you receive from management on what’s going on in your organization?

Effective Leadership—Supervisors

The Leadership—Supervisors category measures employees' opinions about their immediate supervisor's job performance, how well supervisors give employees the opportunity to demonstrate leadership skills, and the extent to which employees feel supervisors support employee development and provide worthwhile feedback about job performance.

• 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.

Effective Leadership—Fairness

The Leadership—Fairness category measures the extent to which employees believe disputes are resolved fairly in their work unit, whether or not employees believe arbitrary action and personal favoritism is tolerated, and if employees feel comfortable reporting illegal activity without fear of reprisal.

• Complaints, disputes or grievances are resolved fairly in my work unit.
• Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.
• I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.

Effective Leadership—Empowerment

The Leadership—Empowerment category measures the extent to which employees feel empowered with respect to work processes and how satisfied they are with their involvement in decisions that affect their work.

• Employees have a feeling of personal empowerment with respect to work processes.
• How satisfied are you with your involvement in decisions that affect your work?

Performance Based Rewards and Advancement

The performance based rewards and advancement category measures the extent to which employees feel they are rewarded and promoted in a fair and timely manner for their performance and innovative contributions to their workplace.

• Promotions in my work unit are based on merit.
• Employees are rewarded for providing high quality products and services to customers.
• Creativity and innovation are rewarded.
• My performance appraisal is a fair reflection of my performance.
• How satisfied are you with the recognition you receive for doing a good job?
• How satisfied are you with your opportunity to get a better job in your organization?

Training and Development

The training and development category gauges the extent to which employees believe their development needs are assessed and appropriate training is offered, allowing them to do their jobs effectively and improve their skills.

• I am given a real opportunity to improve my skills in my organization.
• I have enough information to do my job well.
• My training needs are assessed.
• How satisfied are you with the training you receive for your present job?

Support for Diversity

The support for diversity category measures the extent to which employees believe that actions and policies of leadership and management promote and respect diversity.

• Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society.
• Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).
• Managers/supervisors/team leaders work well with employees of different backgrounds.

Pay and Benefits

The pay and benefits category measures how satisfied employees are with their compensation and benefits package (including pay, retirement, health insurance and life insurance).

• Considering everything, how satisfied are you with your pay?
• How satisfied are you with retirement benefits?
• How satisfied are you with health insurance benefits?

Family Friendly Culture and Benefits

The family friendly culture and benefits category measures the extent to which employees believe family-friendly flexibilities are offered to them, including telecommuting and alternative work scheduling, along with personal support benefits like child care subsidies and wellness programs.

• How satisfied are you with child care subsidies?
• How satisfied are you with work/life programs (for example, health and wellness, employee assistance, eldercare, and support groups)?
• How satisfied are you with telework/telecommuting?
• How satisfied are you with alternative work schedules?

Work/Life Balance

The work/life balance category measures the extent to which employees consider their workloads reasonable and feasible, and mangers support a balance between work and life.

• My supervisor supports my need to balance work and other life issues.
• I have sufficient resources (for example, people, materials, budget) to get my job done.
• My workload is reasonable.

 

© 2009 Partnership for Public Service