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Judicial Watch • JW-v.-DOJ-Comey-memos-00262 5-21

JW-v.-DOJ-Comey-memos-00262 5-21

JW-v.-DOJ-Comey-memos-00262 5-21

Page 1: JW-v.-DOJ-Comey-memos-00262 5-21

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Number of Pages:17

Date Created:August 24, 2018

Date Uploaded to the Library:August 24, 2018

Tags:excelling, direction, demonstrated, Climate, results, Leadership, UNCLA, 00262, Change, memos, Development, Intelligence, Division, Comey, Employees, obtained, FBI, DOJ, FOIA


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DOD
ll.JNCLA.
Jl)/ll[il0YQ
Obtained
via FOIA Judicial
Watch, Inc.
Appendix_ mate Item Resu~ts
Leadership
Development Area--------;;. Excelling
.;jWW~1
_:.r.:;;~ ~!~~~~1 ~:~~ Hil
FBI have high level respect for the FBls senior executives (i.e., Director, DD, ADD,
4.00
4.11
4.01
high level executives helps understand the FBI mission and strategy.
3.92
3.68
3.74
The FBls senior executives maintain high sta ndards honesty and integrity. .00
4.06
4.04
3.67
3.47
3.47
4.23
4.17
4.27
4.17
4.00
4.05
2.92
3.50
3.59
2.71
3.21
3.50
3.53
3.75
3.62
3.54
EADs).
Direct communication (e.g., Town Hall meetings, office visits) from the Director and
Employee mora important the FBls senior executives (i.e., Director; DD, ADD,
EADs).
Results are important the FBls senior executives (i.e.,. Director, DD,.ADD, EADs).
The Director and senior executives (i.e., DD, ADD, EADs) make decisions the best
interest FBI.
Division
Division leadership empowers and supports supervisors perform their jobs. Division leadership generates high levels motivation and co.m.mitment the
workforce. Division leadership works together team
3.00
2.77
How satisfied are you with the decisions and policies your Divisions leadership?
3.15
3.63
3.55
3.91
3.82
3.89
2.64
2.89
3.43
3.54
3.10
3.00
4.12
Division leadership held accountable for the decisions they make. Division leadership has the latitude make the necessary decisions meet
challenges (and threats) within our domain.
Employee morale important Division leadership.
Resu lts are important Division leadership.
Our Division has the reputation being high performer.
Division leadership has positive influence our Division performance.
4.22
3.85
3.66
The+/- column indicates the items that demonstrated meaningful change and the direction the change over time.
FBI 18-CV-00262-667
DOD~
UNCLA.D/~
Apendix Climate Item Results
Development Area -----? Excelling
Leadership {cont.)
~1f~i;Ft 1;~~m;~-mt ..:
Supervisors/team leaders work unit support employee development. supervisor supports need lance work and otherlife issues.
Overall, how good job you feel being done your immediate pervisor/team leader? have trust and confidence supervisor leader.
Supervisors/team leaders work unit have trust and confidence employees.
.;~ -~.~~~, r..~
Supervisory
4.08
4.15
4.00
4.11
3.96
4.17
4.15
4.11
4.09
3.77
3.95
3.94
3.36
3.83
3.88
The+/- column indicates the items that demonstrated meaningful change and direction the change over time
UNCLASSIFIED/lffitt6-
FBI 18-CV-00262-668
Append~x
DOD~
1UNCLA.Jll>/~ Climate Item Results
Development Area Excelling
Com munication
Dissemination
Division leadership communicates strategic objectives and threat priorities. Division leadership communicates cont ext and explanations regarding decisions
and initiatives.
How satisfied are you with the information you receive from your Division
leadership what going the FBI?
(REVERSE higher better) Division leadership often distorts information
doesnt tell the whole story. .f!t
ito;~~- .-lc~t l7iC~~
(r-
3.45
3.79
3.87
3.50
3.58
3.66
3.25
3.53
3.65
3.33
3.74
3.70
2.92
3.58
3.42
2.79
3.53
3.46
3.08
3.47
3.41
2.79
3.39.
3.42
2.93
2.85
3.72
4.00
3.38
3.48
Voice
leaders Division act upon employees ideas and input.
Leaders Division encourage and consider alternative points view and
recommendations.
How satisfied are you with your involvement decisions that affect your work?
leaders Division engage employees, solicit and incorporate employee input
into decisions. and policies.
Division leadership receptive negative information and bad news.
lead!!.rS Division listen what employees have say.
The+/ column indicates the items that demonstrated meaningful change and the direction the change over time.
UNCLASSlflFillElll>/~
FBI 18-CV-00262-669
DOD~
UNCLA.D/~
Appendix CHmate !tern Resu~ts
Development Area Excelling
Performance, Reward, and Recognition
;~]~~J
~tr f.it:i T~~e~ ~lerformance objectives needed during the
performance cycle.
3.33
3.60
3.85
3.14 .63
3.90
2.29
2.76
2.89
Awards unit/squad depend how well employees perform their jobs
lri most recent performance appraisal, understood what had to.do rated different performance levels (e.g., Fully Successful, Outstanding).
Pay raises depend how well.employees perform their jobs.
The+/ column indicates the items that demonstrated meaningful change and the direction the change over time: UNCJLA JlflED/~
FBI 18-CV-00262-670
DOD~
1UNCILA.
BJ>/J!!ie00Obtained
via FOIA Judicial
Watch, Inc.
Appendix Climate item Results
Development Area----? Excelling
Performance, Reward, and Recognition (cont.)
~=!/lflM:J
Obtained
via FOIA Judicial
Watch, Inc.
DDD-D Appendix Climate Item Results
Development Area---?> Excelling
Job Resources
Administrative Workload
The administrative/reporting requirements job are commensurate with
their importance mission accomplishment. have the tools needed execute administrative and reporting
requirements.
3.17
3.79
3.73
3.67
3.68 3.88
3.69 3.74
3.45
Tools, Technology, and Resources. have sufficient resources (e.g., people, budget) get job done. have the technology needed (e.g. software, hardware, etc.) get job done.
3.15
3.56
The+/- column indicates the items that demonstrated meaningful change and the direction the change over time.
UNClLA llFl!lED/~
FBI 18-CV-00262-679
DOD~
lUNCILA.
D//lP6tiObtained
via FOIA Judicial
Watch, Inc.
Appendix Climate Item Resu lts
Development Area-....;;. Excelling
Compliance and Risk
Compliance
Employees report misconduct the appropriate authorities. can disclose suspected violation any law, rule, regulation ithout fear
reprisal.
Counterproductive Work Behavior
(REVERSE higher better) what ext ent are arrogant negative attitudes
tolerated?
(REVERSE higher better) what ext ent are employees who instigate conflict
with whom difficult work olerat ed?
(REVERSE higher better) what extent are employees who put little effort into
their work tolerated?
(REVERSE higher better) Arbitrary act ion and personal favoritism are tolerated.
3.64
3.86
3.73
3.67
3.94
3.80
2.92
3.67
3.23
3.42
3.93
3.27
3.15
3.14
3.19
2.82
3.39
3.06
4.00
4.05
4.09
4.00
3.94
4.11
4.08
3:88
3.93
Risk Management
Access information systems and confidential information adequately
controlled. able identify and communicate key risks within area responsibility.
The importance risk management and control has been communicated
through specific training, supervisor communications, and/or pol icies and practices unit/squad.
1ne +1- co1umn ma1cates tne items tnat aemonstratea meanmivu1 cnange ana tne airect1on tne cnange over time.
UNCILASSllFl!Elll>/AFSif9
FBI 18-CV-00262-680
DOD~
UNCLA~ Jl)//Pffl1
Appendix Climate Item Results
Development Area~ Excelling
Work Environment
Work Environment
Physical conditions (e.g., noise level, temperature, lighting, cleanliness the
workplace) allow employees perform their jobs well.
3.69
3.74
3.83
4.17
4.00
4.08
ange over time.
UNCLASSIFIED/~
FBI 18-CV-00262-681
~NCLA~D/JFeti
DODD
Appendix Climate Item Results
Development Area~ Excelling
Pay and Benefits
Pay and Benefits
Considering everyth ing, how satisfied are you ith your pay?
4.00
4.16
3.86
Considering everything, how satisfied are you with your total compensation (e.g.,
salary, bonus, benefits, etc.)? .50
4.16
3.84
2.11
2.74
2.69 comparison with people similar jobs the private sector, feel otal
compensation (i.e., salary, bonus, benefits, etc.) is... +-co umn ange over 1me.
UNCLASSIFIED/~
FBI 18-CV-00262-682
DOD~
VNCB...A Jl)~
Appendix Climate Item Results
Development Area~ Excelling
Miscellaneous
Miscellaneous
3.47
3.62
3.91
3.72
3.97
4.29
4.21 .21
4.11
4.12 .12
3.00
4.00
3.95
3.50
4.00
3.88
4.08 .21
4.09
3.08
3.47
2.86
3.58
3.50
3.40
3.14
3.61
3.76
4.20
4.27
3.47
3.29
3.75
3.58
2.92
3.94
4.00
3.76
2.47
3.63
3.55
3.77
2.83
Leaders review and evaluate the organization.s progress toward meeting its goals
and objectives. recommend FBI good place work.
Consideri everything, how satisfied are you with the FBI? supervisor/team leader cpmmitted workforce representative all
segments society.
Pol icies and programs promote diversity the workplace (e.g., recruiting minoriti
and women, tra ining awareness diversity issues, mentoring). orga nization has prepared employees for potential security threats.
(REVERSE higher better) easier get things done the FBI through informal
channels rather than through formal channels.
People the FBI tend point out positives arid solutions rather than problems and
obstacles.
The skill level work unit has improved the past year.
(REVERSE higher= better) The rotational nature leadership Division
detrimental work.
The FBI able recruit people ith the right skills.
(REVERSE higher better) the FBI, difficult recover from mistake.
Sometimes necessary work around people order get the job done. would like work more interesting and challenging.
Ive experienced significant change work the last year (e.g. reorganization,
changes job role). hen someone selected for leadership position the FBI, assume they are
high quality leader.
The strategic direction the FBI aligns ith and supports the mission FBI. understand the strategy the FBI.
-----
3.58
The FBI ill support employees hen they run into problems obstacles.
3.57
3.70
3.71
3.40
4.10
4.15
4.15 .25 column indicates the items that demonstrated meaningfu change and the direction the change over time.
FBI 18-CV-00262-683