Sec. 107. Employee satisfaction and exit surveys
409 words·~2 min read·
/bill/118/s/5581/is/section-107·A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
It is the sense of Congress that employee surveys are useful tools to gather feedback on employee satisfaction, engagement, morale, perceptions of management and leadership, and other aspects of the workforce critical to retention and efficiency. Not later than 180 days after the date of the enactment of this Act, and annually thereafter, the head of each international affairs agency shall conduct an annual employee satisfaction survey for domestic and overseas employees, including locally employed staff, as applicable, to assess the level of job satisfaction, work environment, and overall employee experience within the agency. The survey required under paragraph
(1)shall include options for open-ended responses. The survey required under paragraph
(1)shall include questions regarding— work-life balance and workplace flexibility, such as telework and flex schedules; compensation and benefits; career development opportunities; the performance evaluation and promotion process, including fairness and transparency; communication channels and effectiveness; leadership and management; organizational culture; awareness and effectiveness of complaint measures; accessibility and accommodations; availability of transportation to and from a work station; information technology infrastructure functionality and accessibility; the employee’s understanding of the agency’s structure, mission, and goals; alignment and relevance of work to the agency’s mission; sense of empowerment to affect positive change; and experiences with harassment, discrimination, retaliation, and other events that contribute to attrition and negatively impact work culture and productivity. Not later than 180 days after the date of the enactment of this Act, each international affairs agency shall develop and implement a standardized, confidential exit survey process that includes anonymous feedback and exit interviews with employees who voluntarily separate from the agency, whether through resignation, retirement, or other means. The exit surveys conducted pursuant to paragraph
(1)shall— be designed to gather insights and feedback from departing employees regarding— their reasons for leaving, including caretaking responsibilities, career limitations for partner or spouse, and discrimination, harassment, or retaliation; their overall experience with the agency; and any suggestions for improvement; and include questions related to— the employee’s reasons for leaving; job satisfaction; work environment; professional growth opportunities; leadership effectiveness; suggestions for enhancing the agency's performance; and if applicable, the name and industry of the employee’s future employer. The head of each agency shall compile and analyze the anonymized exit survey data collected pursuant to paragraph
(1)to identify trends, common themes, and areas needing improvement within the agency. The report required under paragraph
(1)may be combined with another annual report required by law, to the extent practicable.