Accession Number:

ADA460092

Title:

Employee Attitudes within the Federal Aviation Administration

Descriptive Note:

Final rept.

Corporate Author:

FEDERAL AVIATION ADMINISTRATION OKLAHOMA CITY OK CIVIL AEROMEDICAL INST

Report Date:

2004-12-01

Pagination or Media Count:

24.0

Abstract:

Prompted by Congressional direction, the Federal Aviation Administration FAA instituted a means of assessing employee attitudes following the 1981 air traffic controllers strike. As a result, the FAA first administered the Employee Attitude Survey EAS to its employees in 1984. The survey has been administered nine times since its inception, most recently in 2003. Approximately 48,900 surveys were mailed to all FAA employees. The 2003 EAS contained 129 items organized into three major sections 1 Indicators of Satisfaction, 2 Management and Work Environment, and 3 Respondent Demographics. In addition, the survey invited respondents to provide comments. By December 2003, 22,720 valid surveys were returned, for a 46 response rate. Seventy-one percent of respondents indicated that they were somewhat or very satisfied with their jobs. Most FAA employees 81 were committed to the FAA, largely satisfied with their compensation 65, and satisfied with their immediate supervisors 61. However, only 38 of respondents were satisfied with the recognition they received for doing a good job. Accountability for poor performance was also an issue. The majority of respondents indicated that corrective actions are not taken to deal with poorly performing nonsupervisory employees and managers. The survey showed that the FAA, by and large, has a committed workforce with a high level of job satisfaction. However, FAA employees do not believe that poor performers are held accountable. These areas will need to be reviewed by upper management to understand how best to link accountability, performance, and pay. Performance management is a common problem for many organizations. Follow-up discussions with employees around these issues could afford FAA policy makers with important feedback necessary to develop strategic interventions or modifications designed to address these concerns. The survey is appended.

Subject Categories:

  • Psychology
  • Personnel Management and Labor Relations

Distribution Statement:

APPROVED FOR PUBLIC RELEASE