August 10, 2010

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By Product Safety Letter staff

A recent report from CPSC shows some mixed results related to the job satisfaction of agency staffers. Their CPSIA-caused workload and their related morale – with people regularly staying late and coming in on weekends and even federal holidays – has been alternatively the source of concern and praise from commissioners and higher-up agency managers over the past two years.

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The CPSIA is an aggressive law, both in what it tries to do and how fast it tries to do it. The number of open and final rulemakings over the past two years easily exceeds those that CPSC issued in the preceding decade or longer. Couple that aggression with the agency's small size (even after CPSIA-related resource increases), and the reasons for the long-term heavy workload become obvious.

This workload came to a head recently in at a July 14 commission meeting on a draft notice of proposed rulemaking related to cribs. Commissioner Nancy Nord expressed concern about the workload leading to sloppy work because agency staff had issued three corrections to briefing packages in the preceding week, while Chairman Inez Tenenbaum disputing the assertion of sloppy work, noting that CPSC procedures allow for such revisions up to the time of commission discussion. Nord's words – as reported in our premium sister-service Product Safety Letter were rather strong. According to PSL, "[Nord] said the speed of agency work is 'virtually impossible' for staffers to keep up with. 'In our speed to get things out, we are becoming sloppy,' she said. 'Shame on us, and I think it needs to be corrected.' She emphasized that this was not a criticism of agency staff."

The recent job-satisfaction survey mirrors such contrasting assessments. Below are some responses picked by Product Safety Forum that reflect the dichotomy. The full results of the survey are here.

It is important to note that CPSC releases this report periodically, and a review of the changing results over time, especially comparing pre- and post-CPSIA answers, might better illustrate what is going on with staff morale. This is just a snapshot, and, indeed, the causes behind the answers might not be totally CPSIA-related. It is also important to note that the phrase not mostly satisfied in the second heading below does not always equal mostly dissatisfied because of the inclusion of neutral answers; however, the assumption is that good morale, happiness and satisfaction typically do not elicit indifferent responses.

Mostly Satisfied CPSC Staff
("strongly agree" + "agree" > 50%)

My workload is reasonable
Strongly agree: 4.6%
Agree: 47.8%
Neither agree nor disagree: 14.1%
Disagree: 22.0%
Strongly disagree: 11.5%

My work gives me a feeling of personal accomplishment
Strongly agree: 30.1%
Agree: 45.2%
Neither agree nor disagree: 13.4%
Disagree: 8.7%
Strongly disagree: 2.6%

My talents are used well in the workplace
Strongly agree: 9.8%
Agree: 48.3%
Neither agree nor disagree: 15.6%
Disagree: 15.7%
Strongly disagree: 10.6%

I have enough information to do my job well
Strongly agree: 15.2%
Agree: 52.3%
Neither agree nor disagree: 16.3%
Disagree: 13.6%
Strongly disagree: 2.7%

The people I work with cooperate to get the job done
Strongly agree: 24.4%
Agree: 54.6%
Neither agree nor disagree: 13.0%
Disagree: 6.0%
Strongly disagree: 1.9%

I recommend my organization as a good place to work
Strongly agree: 25.8%
Agree: 40.9%
Neither agree nor disagree: 21.1%
Disagree: 9.2%
Strongly disagree: 3.0%


Not Mostly Satisfied CPSC Staff
("strongly disagree" + "disagree" + "neither agree nor disagree" > 50%)

I have sufficient resources
Strongly agree: 6.3%
Agree: 42.4%
Neither agree nor disagree: 15.4%
Disagree: 25.1%
Strongly disagree: 10.8%

Steps are taken to deal with poor performers
Strongly agree: 4.2%
Agree: 30.3%
Neither agree nor disagree: 33.9%
Disagree: 18.8%
Strongly disagree: 12.8%

Pay raises depend on how well employees perform
Strongly agree: 2.4%
Agree: 30.1%
Neither agree nor disagree: 29.2%
Disagree: 23.1%
Strongly disagree: 15.2%

Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated
Strongly agree: 6.8%
Agree: 38.7%
Neither agree nor disagree: 25.3%
Disagree: 13.1%
Strongly disagree: 16.1%

Leaders generate high levels of motivation and commitment to the workforce
Strongly agree: 8.4%
Agree: 35.6%
Neither agree nor disagree: 23.8%
Disagree: 19.0%
Strongly disagree: 13.2%

How satisfied are you with your involvement in decisions that affect your work
Very satisfied: 11.8%
Satisfied: 36.8%
Neither satisfied nor dissatisfied: 26.1%
Dissatisfied: 17.0%
Very dissatisfied: 8.2%