Sec. 5853. Supplement to Federal Employee Viewpoint Survey
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/bill/117/hr/7900/pcs/section-5853A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
Not later than one year after the date of the enactment of this Act and every 2 years thereafter, the Office of Personnel and Management shall make available through a secure and accessible online portal a supplement to the Federal Employee Viewpoint Survey to assess employee experiences with workplace harassment and discrimination. In developing the supplement, the Director shall— use best practices from peer-reviewed research measuring harassment and discrimination; and consult with the Equal Employment Opportunity Commission, experts in survey research related to harassment and discrimination, and organizations engaged in the prevention of and response to, and advocacy on behalf of victims of harassment and discrimination regarding the development and design of such supplement.
Survey questions included in the supplement developed pursuant to this section shall— be designed to gather information on employee experiences with harassment and discrimination, including the experiences of victims of such incidents; use trauma-informed language to prevent retraumatization; and include— questions that give employees the option to report their demographic information; questions designed to determine the incidence and prevalence of harassment and discrimination; questions regarding whether employees know about agency policies and procedures related to harassment and discrimination; questions designed to determine if the employee reported perceived harassment or discrimination, to whom the incident was reported and what response the employee may have received; questions to determine why the employee chose to report or not report an incident; questions to determine satisfaction with the complaints process; questions to determine the impact of harassment and discrimination on performance and productivity; questions to determine the impact of harassment and discrimination on mental and physical health; questions to determine the impact and effectiveness of prevention and awareness programs and complaints processes; questions to determine attitudes toward harassment and discrimination, including the willingness of individuals to intervene as a bystander; questions to determine whether employees believe those who engage in harassment or discrimination will face disciplinary action; questions to determine whether employees perceive prevention and accountability for harassment and discrimination to be a priority for supervisors and agency leadership; and other questions, as determined by the Director.
The responses to the survey questions described in subsection
(c)shall— be submitted confidentially; in the case of such responses being included in a report, shall not include personally identifiable information; and be disaggregated by agency and, to the extent practicable, operating division, department, or bureau. The Director shall publish the results of the supplemental survey in a report on its website.