ALCOAST 393/18 - NOV 2018 COAST GUARD 2018 FEDERAL EMPLOYEE VIEWPOINT SURVEY (FEVS) ANALYSIS AND RESULTS

R 231057 NOV 18
FM COMDT COGARD WASHINGTON DC//CG-13//
TO ALCOAST
UNCLAS //N12900//
ALCOAST 393/18
COMDTNOTE 12900
SUBJ: COAST GUARD 2018 FEDERAL EMPLOYEE VIEWPOINT SURVEY (FEVS) ANALYSIS AND RESULTS
A. COMDT COGARD WASHINGTON DC 261412 SEP 18/ALCOAST 331/18
1. REF (A) announced the release of the final response rates and initial results reports for
the 2018 FEVS. The initial analysis reflected positive results. This ALCOAST announces
additional reports recently released by the Office of Personnel Management (OPM) for the
2018 FEVS.
2. In general, the DHS and Coast Guard survey results in 2018 are similar to 2017 with no
marked increases or decreases. Overall the 2018 FEVS reflect the Coast Guard’s overall
engagement index score was once again one of the highest in the Department. The Coast Guard
remains one of the top components in DHS, ranking first or second across each measured
engagement indices.
3. The 2018 results confirmed the initial analysis that Coast Guard civilian employees:
    a. are highly positive about their work,
    b. are willing to put forth extra effort to get the job done,
    c. believe the work they do is important and the quality of work their unit produces is high, and
d. believe the agency is successful in accomplishing its mission. OPM considers a positive
response rating of 65% or more as a strength. 85% of Coast Guard organizations have a 65% or
higher Employee Engagement Index (EEI) score.
4. We still have much work to do to improve our organizations, our culture, and how our
civilian workforce perceives the organization and our leaders. Areas viewed as challenges
remain consistent with 2016 and 2017 FEVS results and include:
    a. linkages between pay raises and performance,
    b. desire for more opportunities for advancement,
    c. proper management of poor performers,
    d. insufficient resources to get the job done, and
    e. desire that promotions be based on merit. Coast Guard leaders are encouraged to look
into their engagement indices scores that fall below the CG, DHS, and/or government-wide
averages to identify specific areas for improvement.
5. I greatly appreciate your feedback and participation in this survey. It will be crucial to
addressing the challenges we face and strategies to chart organizational success. DHS and
Coast Guard leadership are committed to improving our work environment. We will develop action
plans that address our challenges and build upon our many strengths. As examples, we have
implemented the following changes as a result of your input:
    a. a new system for performance-based awards that’s more consistent and fair,
    b. a team studying ways to increase retention,
    c. a team focused on improving new supervisor training,
    d. leadership training and career development opportunities are now easier to find and apply
for online,
    e. a new unit at FORCECOM dedicated to civilian career management,
    f. the “You Rock!” peer-to-peer recognition tool and Civilian Service Commendation Medal, and
    g. a better/faster hiring process for civilians – and more to come.
6. The 2018 FEVS USCG reports are available at: https://dcms.uscg.mil/civilianhr/. Click on USCG
2018 FEVS Results in the lower right corner. This year there are two reports posted:
    a. 2018 FEVS Annual Employee Survey (AES) Report, which is in an Excel format with multiple tabs
and imbedded charts and trend reporting, and
    b. 2018 FEVS 2nd Level Subagency Comparison Report, which compares results for the major
organizational levels within the Coast Guard. I encourage every Coast Guard employee to examine
the completed survey results and use the insight gained to promote even greater organizational
performance. Thank you for your feedback and we will continue to keep you apprised of new
initiatives and improvements derived from the 2018 FEVS results.
7. Contact Ms. Brooke Lawson for FEVS Coast Guard specific information at (252) 489-9860 or at:
Brooke.M.Lawson@uscg.mil.
8. RDML Matthew W. Sibley, Acting Assistant Commandant for Human Resources, sends.
9. Internet release is authorized.