Recession poll 2011 federal gov

SHRM Poll: The Ongoing Impact of the
Recession—Federal Government

June 4, 2012

The Ongoing Impact of the Recession:
Federal Government

Introduction
Key Findings
Organizations’ Financial Health
Hiring
Recruiting Challenges
Demographics
Methodology

SHRM Poll: The Ongoing Impact of the Recession—Federal Government Agencies ©SHRM 2012
2

Introduction

 Overall results have been released in three different topic areas:
 Recruiting and skill gaps (released November 7, 2011).
 Overall financial health and hiring (released November 22, 2011).
 Global competition and hiring strategies (released December 14, 2011).

 Industry-specific results are reported separately for each of the eight industries
included in the sample. These findings cover the results for the federal
government. The following industries were also included in the sample:
 Construction, mining, oil and gas (released March 9, 2012).
 Manufacturing (released April 4, 2012).
 Finance (released June 4, 2012).
 State and local government (released June 4, 2012).
 Health.
 Services—professional.
 High-tech.

3

Key Findings: Organizations’ Financial Health
Federal Government

 What percentage of staff have organizations laid off since the U.S. and global
recession began in December 2007? One-half (50%) of respondents from the
federal government indicated they had not laid off any staff in 2011. Thirty-nine
percent had lost between 1% and 10% of their staff. These 2011 figures are similar
to 2010, where 88% of federal government respondents reported losing less than
10% of employees.

 How does organizations’ financial health compare to 12 months ago? The federal
government’s financial health has worsened compared with one year ago. In 2011,
68% of respondents from the federal government were in a significant or mild
decline, compared with 29% in 2010.

4

Key Findings: Hiring
Federal Government

 Are organizations hiring? About two-thirds (68%) of respondents from the federal
government were hiring in 2011, down from 76% in 2010. Only the health industry
is more likely to be hiring than the federal government.

 Are organizations creating new positions or replacing jobs lost? Over two-thirds
(69%) of respondents in the federal government sector indicated they were hiring
direct replacements of jobs lost in 2011, two times more than in 2010 (34%). Fewer
respondents in the federal government indicated they were hiring for completely
new positions in 2011 (21%) than in 2010 (57%), while a similar percentage in 2010
(9%) and 2011 (10%) were hiring for positions with new duties added to jobs lost
since the recession began.

5

Key Findings: Recruiting Challenges
Federal Government

 Is recruiting for specific jobs difficult in the current labor market? For federal
government agencies that are currently hiring full-time staff, about one-third (35%)
of respondents indicated that they are having difficulty recruiting for specific open
jobs.

 What techniques are being used to fill key jobs that have been difficult to fill? The
vast majority (96%) of federal government respondents had hired U.S. veterans in
an attempt to fill key jobs that have been difficult to fill. The federal government is
more likely to have hired U.S. veterans compared with all other seven industries
surveyed.

 What types of jobs are the most difficult to fill? The top five most difficult positions
to fill for the federal government are high-skilled technical (e.g., technicians and
programmers) (81%), engineers (80%), managers and executives (65%), HR
professionals (58%), and accounting and finance professionals (56%).

6

Federal Government

Organizations’ Financial Health

7

Thus far, what percentage of full-time jobs have been lost at your
organization since the U.S. and global recession began in December
2007? Federal Government

Not applicable—did not lay off any 50% 2011 (n = 130)
staff 2010 (n = 161)
23% 89%
1% to 5% of staff

16%
6% to 10% of staff

10% or less (2011 data) 89%
*Less than 10% (2010 data) 88%

11% to 20% of staff (2011 data) 7%
* 10% to 20% (2010 data) 9%

2%
21% to 50% of staff
3%

2%
More than 50% of staff
0%

Note: An asterisk (*) indicates 2010 data had different categories than 2011 data: “Less than 10% of staff” and “10% to 20% of staff.”

8

Thus far, what percentage of full-time jobs have been lost at your
organization since the U.S. and global recession began in December
2007? Federal Government

Comparisons by industry

The federal government and the finance industry are more likely to have had no layoffs compared with the construction, mining, oil
and gas; manufacturing; state and local government; professional services; and high-tech industries.

Construction, mining, oil and gas (20%)
…are more likely to Manufacturing (21%)
Federal government (50%)
have had NO layoffs State and local government (30%)
Finance (45%)
than... Services—professional (30%)
High-tech (29%)

The construction, mining, oil and gas industry is more likely to have lost more than 50% of staff compared with the federal
government, finance, manufacturing, professional services, and high-tech industries.

…is more likely to Finance (0%)
Construction, mining, oil and gas (10%) have lost more than 50% of staff Manufacturing (2%)
High-tech (3%)

Note: Only statistically significant differences are shown.

9

In relation to the U.S. and global recession, would you say your
organization's overall financial health is declining or recovering
compared with 12 months ago?
Federal Government

2% 2011 (n = 129)
In a significant recovery
6% 2010 (n = 161)

5%
In a mild recovery
19%

24%
No change compared with 12 months ago
46%

39%
In a mild decline
21%

29%
In a significant decline
8%

Note: Percentages may not total 100% due to rounding.

10

In relation to the U.S. and global recession, would you say your
organization's overall financial health is declining or recovering
compared with 12 months ago?
Federal Government

The manufacturing and high-tech industries are more likely to be in a significant recovery compared with the federal government
and state and local governments.

…are more likely to
Manufacturing (19%) Federal government (2%)
be in a significant recovery
High-tech (14%) State and local government (1%)
than...

The federal government is more likely to be in a significant decline compared with the construction, mining, oil and gas; finance;
health; manufacturing; state and local government; professional services; and high-tech industries .

Finance (3%)
…is more likely to Health (10%)
Federal government (29%) be in a significant decline Manufacturing (4%)
than... State and local government (13%)
Services—professional (5%)
High-tech (4%)


11

Federal Government

Hiring

12

Is your organization currently hiring full-time staff?
Federal Government

68%
Yes
76%

2011 (n = 130)
2010 (n = 161)

32%
No
24%

13

Is your organization currently hiring full-time staff?
Federal Government


The health industry is more likely to be currently hiring full-time staff compared with the construction, mining, oil and gas; federal
government; and professional services industries.

…is more likely to Construction, mining, oil and gas (66%)
Health (89%) be currently hiring full-time staff Federal government (68%)


14

At what level(s) is your organization hiring?
Federal Government

Nonmanagement salaried employees 83%

Other management (e.g., directors, managers) 61%

Nonmanagement hourly employees 53%

Executive/upper management (e.g., CEO, CFO) 39%

Note: n = 87. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were currently hiring full-time staff
were asked this question.
15

At what level(s) is your organization hiring?
Federal Government

The federal government is more likely to be hiring executive/upper management employees compared with the
construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries.

…is more likely to
Finance (19%)
be hiring executive/upper
Federal government (39%) Manufacturing (20%)
management employees
than...
High-tech (16%)

The federal government is more likely to be hiring nonmanagement salaried employees compared with the health and
manufacturing industries.

be hiring nonmanagement salaried Health (60%)
employees Manufacturing (64%)
than...


16

At what level(s) is your organization hiring? (Continued)
Federal Government


The construction, mining, oil and gas; finance; health; manufacturing; and state and local government industries are more likely to
be hiring nonmanagement hourly employees compared with the federal government and high-tech industries.

Finance (77%)
be hiring nonmanagement hourly Federal government (53%)
Health (89%)
employees High-tech (51%)
Manufacturing (84%)
than...
State and local government (80%)


17

Which of the following best describes, in general, the nature of full-time
positions your organization is currently hiring?
Federal Government

21%
Completely new positions
57%

10%
New duties added to jobs lost (e.g., due to 2011 (n = 84)
layoffs, attrition) since the recession began 2010 (n = 161)
9%

69%
Direct replacements of jobs lost (e.g., due to
layoffs, attrition) since the recession began
34%

Note: Only respondents whose organizations were currently hiring full-time staff were asked this question.

18

Which of the following best describes, in general, the nature of full-time
positions your organization is currently hiring?
Federal Government


The federal government is more likely to be hiring direct replacements of jobs lost since the recession began compared with the
construction, mining, oil and gas; professional services; and high-tech industries.

be hiring direct replacements of jobs
Federal government (69%) Services—professional (47%)
lost since the recession began
High-tech (39%)
than...

The high-tech industry is more likely to be hiring for completely new positions compared with the federal
government, finance, health, and state and local government industries.

…is more likely to Federal government (21%)
be hiring for completely new Finance (29%)
High-tech (46%)
positions Health (21%)


19

Federal Government

Recruiting Challenges

20

In general, in the current labor market, is your organization having a
difficult time recruiting for specific jobs that are open in your
organization?
Federal Government

Yes, 35%

No, 65%

Note: n = 80. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-
time staff were asked this question.
21

In general, in the current labor market, is your organization having a
difficult time recruiting for specific jobs that are open in your
organization?
Federal Government

The manufacturing, professional services and high-tech industries are more likely to be having difficulty recruiting for specific jobs
compared with the federal government, and state and local governments.

Manufacturing (68%) be having difficulty recruiting for
Services—professional (57%) specific jobs that are open in their
State and local government (34%)
High-tech (71%) organization
than...


22

Do you believe that your organization is facing global competition (i.e.,
competition from other countries) for jobs that your organization is
having difficulty filling?
Federal Government

Yes, 28%

No, 72%

Note: n = 25. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time
recruiting for certain types of jobs were asked this question.
23

Has your organization hired any workers from outside the U.S. in an
attempt to fill key jobs that have been difficult to fill?
Federal Government

Yes 20%

No 80%

No, but we have plans to do
0%
so in the next 12 months

No, but we are considering it 0%


24

Has your organization hired any U.S. veterans in an attempt to fill key
jobs that have been difficult to fill?
Federal Government

Yes 96%

No 4%

No, but we have plans to do so in the
0%
next 12 months

No, but we are considering it 0%


25

Has your organization hired any U.S. veterans in an attempt to fill key
jobs that have been difficult to fill?
Federal Government


Respondents from the federal government are more likely to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs
compared with those from the construction, mining, oil and gas; finance; health; manufacturing; state and local government;
professional services; and high-tech industries.

Finance (13%)
…is more likely to Health (42%)
Federal government (96%) have hired U.S. veterans Manufacturing (44%)
High tech (34%)


26

In general, what basic skills/knowledge gaps do job applicants have in
your industry?
Federal Government

Government/economics 39%

Mathematics (computation) 39%

Science 35%

Foreign languages 26%

Writing in English (grammar, spelling, etc.) 22%

English language (spoken) 17%

Reading comprehension (in English) 13%

History/geography 4%

Humanities/arts 4%

Technical (computer, engineering, mechanical, etc.) 0%

Other 4%

Note: n = 23. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting
for certain types of jobs were asked this question.
27

In general, what applied skill gaps do job applicants have in your
industry?
Federal Government

Critical thinking/problem solving 64%
Professionalism/work ethic 36%
Diversity 32%
Creativity/innovation 28%
Ethics/social responsibility 28%
Teamwork/collaboration 28%
Written communications 28%
Oral communications 24%
Information technology application 20%
Leadership 20%
Lifelong learning/self-direction 16%
Other 0%

Note: n = 25. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting
for certain types of jobs were asked this question.
28

Specific Job Categories Organizations Have Difficulty Recruiting
Federal Government

High-skilled technical (e.g., technicians, programmers) (n=21) 81%

Managers and executives (n=20) 65%

Accounting and finance professionals (n=23) 56%

Administrative support staff (n=22) 28%

Note: Chart represents “Somewhat difficult” and “Very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents
whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. No statistics are provided where the n is less than
20; therefore, the job categories of “engineers” (n = 15), “HR professionals” (n = 19), “customer service representatives” (n = 15), “hourly laborers” (n =
12), “production operators” (n = 5), “drivers” (n = 7), “skilled trades” (n = 13), “sales representatives” (n = 4), “high-skilled medical” (n = 7) and “scientists” (n =
10) were excluded from this analysis.
29

Federal Government

Demographics

30

Demographics: Organization Staff Size
Federal Government

1 to 99 employees 7%

100 to 499 employees 16%

500 to 2,499 employees 26%

2,500 to 24,999 employees 28%

25,000 or more employees 23%

n = 118

31

Demographics: Other
Federal Government

Does your organization have U.S.- Is your organization a single-unit organization
based operations (business units) only or a multi-unit organization?
or does it operate multinationally? Single-unit organization: An organization
in which the location and the 23%
U.S.-based operations only 77% organization are one and the same
Multi-unit organization: An organization
Multinational operations 23% 77%
that has more than one location
n = 121 n = 124

For multi-unit organizations, are HR policies and
What is the HR department/function practices determined by the multi-unit
you responded for throughout this headquarters, by each work location or both?
survey?
Multi-unit headquarters determines HR
46%
policies and practices
Corporate (companywide) 51%
Each work location determines HR policies
Business unit/division 28% 3%
and practices

Facility/location 22% A combination of both the work location
and the multi-unit headquarters determine 51%
n = 97
HR policies and practices

n = 97
Note: Percentages may not total 100% due to rounding.

32

SHRM Poll: The Ongoing Impact of the Recession:
Federal Government

Methodology
 Response rate = 8%
 Sample composed of 130 randomly selected HR professionals from the federal
government in SHRM’s membership
 With small sample sizes, the response of one participant can affect the overall results
considerably; this should be noted when making interpretations of the
data, particularly when interpreting small percentage differences.

 Survey fielded August 18-September 2, 2011

For more poll findings, visit www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research
Project leader:
Tanya A. Mulvey, survey research analyst, SHRM Research

Project contributors:
Mark Schmit, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, SHRM Survey Research Center

Copy editor:
Katya Scanlan, SHRM Knowledge Integration SHRM Poll: The Ongoing Impact of the Recession—Federal Government Agencies ©SHRM 2012
33

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