Survey to follow up with job applicants who previously completed a job application on USAJOBS.

Survey to gather information from job applicants who complete a job application on USAJOBS.

Survey to gather information about why job applicants decide not to complete the application process for a particular job opening.

This dashboard supports one of the President’s Management Agenda (PMA) priority metrics; Hiring Manager Satisfaction. The dasboard displays interactive visuals of the results of the Chief Human Capital Officers (CHCO) Hiring Manager Satisfaction Survey. The Chief Human Capital Officers (CHCO) Hiring Manager Satisfaction survey was developed in partnership with the CHCO Council to capture hiring manager satisfaction with the hiring process.

Survey on overall hiring manager satisfaction, meeting hiring manager expectations and how the hiring process compares with an ideal hiring process.

This report displays the percentage of individuals that responded to the survey by participating agency and governmentwide.

Survey of employee perceptions.

Federal Employee Viewpoint Survey (FEVS) Public Data File

Background Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. Methods 5,486 full, part and causal time (non-physician) staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency) located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. Results Depending on the organization, between 15 and 30 (of the 40 potential predictor) variables were found to be statistically associated with job satisfaction (univariate analyses). Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. Conclusions The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific.

Annual data call. Collects from 24 CHCO agencies 4 datapoints:1. Total Number of Hires 2. Average number of calendar days per hire from manager's hiring need validation (action started in the system) to when Tentative Offer was accepted 3. Average number of calendar days per hire from manager's hiring need validation (action started in the system) to Entry on Duty 4. Average number of calendar days per hire from when the JOA closed to when Tentative Offer was accepted