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About UnlockTalent.gov

In recent years, the importance of fostering employee engagement within the Federal Government has been recognized among researchers and agencies. As highlighted in the “people and culture” portion of the President’s Management Agenda, the need to unlock the talent of today’s workforce and build the workforce needed for the future is paramount. A high-performing government relies on an engaged, well-prepared, and well-trained workforce. The Federal workforce is the crucial driver of mission success. We believe that employee engagement is a leading indicator of performance and should be a focus for all levels of an agency, from the front line employee to the agency head. Whether defending our homeland, restoring confidence in our financial system, providing health care to our veterans, conducting diplomacy abroad, providing relief to victims of disasters, or searching for cures to the most vexing diseases, we are fortunate to be able to depend on a skilled workforce committed to public service.

To address this goal, and more specifically a culture of excellence, the U.S. Office of Personnel Management (OPM), in partnership with several other Federal agencies, developed UnlockTalent.gov. UnlockTalent.gov is an interactive tool designed to help agency leaders and practitioners make data-driven decisions and design initiatives to create a culture of engagement and excellence within their agency. Since 2015, UnlockTalent.gov is a tool that both the public and agency employees can use. Unlocktalent.gov contains data from both the Federal Employee Viewpoint Survey (FEVS) and the Enterprise Human Resources Integration (EHRI) database, which contains a variety of workforce demographic information. Agencies are encouraged to use UnlockTalent.gov to better understand their workforce through data, in order to create the most effective engagement programs for their employees.

How to Register

If you are a Federal employee with a valid government email address, you may gain access to UnlockTalent.gov by completing the registration form. An email will be sent to your government email address for validation that contains additional log in information.

If you already have login information for UnlockTalent.gov, you will be asked to complete information regarding the agency and component (if applicable) where you are employed. This information is used to ensure that you are given access to the correct agency.

Because UnlockTalent.gov is a dashboard for government employees, the only information available to the general public are the overall employee engagement and global satisfaction scores for each agency that participates in the FEVS. As a registered user, you will be able to see the Employee Engagement Index scores and Global Satisfaction scores for each component with more than ten responses, as well as the overall agency scores. You will also have access to the Community of Practice page, which includes the tools needed to create strategies that lead to an inclusive work environment where a diverse Federal workforce is fully engaged and energized to put forth its best effort, achieve its agency’s mission, and remain committed to public service.

Data Overview

The information used to populate UnlockTalent.gov comes from the Enterprise Human Resources Integration (EHRI) data warehouse and the Federal Employee Viewpoint Survey (FEVS).

The EHRI data warehouse is a centralized warehouse for the storage of human resources, payroll, and training information for the Executive Branch civilian workforce. This data is used as the foundation for OPM's public data tool FedScope. It also provides the basis for OPM's official reporting source - the EHRI Statistical Data Mart (SDM), and is the administrative data and population frame used to select the sample for the FEVS.

The FEVS calls on the Federal workforce to offer insight on all aspects of their Federal employment experience – from views on their job and agency, through views on their immediate supervisors, managers and ultimately, senior leaders. These employees included both full and part-time workers, relatively new hires to long-time employees, and the vast array of occupations that make up our Federal workforce. A total of 80 agencies participate in the survey effort, consisting of 37 Departments/Large Agencies and 43 Small/Independent Agencies.

Indices

The FEVS encompasses several index measures. Individual survey items provide very specific information on a particular subject. However, an index can provide more comprehensive information on a wider topic area; an index combines several items that refer to different facets of a broader area of consideration.

The advantage to using an index is that the results are more stable than results from a single item. A single item is sensitive to changes that affect the smaller area it measures. However, an index, because it is made up of several items, requires many respondents to change opinions on several items to yield a change in the overall index result. There are two indices displayed on the UnlockTalent.gov dashboard: the Employee Engagement Index and the Global Satisfaction Index.

The FEVS Employee Engagement Index is a measure of the engagement potential of an agency’s work environment – the conditions that lead to engagement. This index includes three subfactors: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each of the subfactors reflects a different aspect of the engaged work environment.

The 15 items that make up the Employee Engagement index are:

Leaders Lead:
  • In my organization, senior leaders generate high levels of motivation and commitment in the workforce
  • My organization's senior leaders maintain high standards of honesty and integrity.
  • Managers communicate the goals and priorities of the organization.
  • Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
  • I have a high level of respect for my organization's senior leaders.
Supervisor:
  • Supervisors in my work unit support employee development.
  • My supervisor listens to what I have to say.
  • My supervisor treats me with respect.
  • I have trust and confidence in my supervisor.
  • Overall, how good a job do you feel is being done by your immediate supervisor?
Intrinsic Work Experience:
  • I feel encouraged to come up with new and better ways of doing things.
  • My work gives me a feeling of personal accomplishment.
  • I know what is expected of me on the job.
  • My talents are used well in the workplace.
  • I know how my work relates to the agency's goals and priorities.

The Global Satisfaction Index provides a more comprehensive indicator of employees’ overall work satisfaction. The index is a combination of employees’ satisfaction with their job, their pay, and their organization, plus their willingness to recommend their organization as a good place to work. The four items that make up the Global satisfaction Index are:

  • Considering everything, how satisfied are you with your job?
  • Considering everything, how satisfied are you with your pay?
  • Considering everything, how satisfied are you with your organization?
  • I recommend my organization as a good place to work.

Privacy

All FEVS responses are confidential. OPM makes every effort to ensure any responses cannot be identified nor linked with any individual. When data is reported to the agencies it is provided in grouped or compiled format, so one person’s opinions cannot be ascertained. Data files released have data “masked,” meaning if too few people are in a certain category within an agency or subcomponent of an agency, OPM will hide data that could identify a person (tenure, demographic info) to ensure that no one’s opinions can be identified.

The routine uses of the FEVS include collecting information to study and report attitudes and perceptions about Human Capital programs and policies that will assist in the formulation of policies which may be needed to improve the working environment. The information provided through the survey questions will be analyzed and reported for the whole Federal workforce population and for certain subgroups.

In any public release of FEVS results, no data will be disclosed that could be used to identify specific individuals.

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