Update on Quality of Worklife Results

A survey was taken earlier this year to assess the Quality of Work Life (QWL) at Goddard. The survey captured data on employees' satisfaction with current benefits, services and policies; the need for additional or different services; perceptions of work and personal life balance; and the relationship between quality of work life and recruitment, retention, teamwork and diversity.

Results from the survey, which were published in June, revealed an overall positive feedback of the Center's Quality of Work Life activities. However, the survey did identify a number of suggestions to further improve the Center's work environment. Some of the key topics were:

• Flexible work arrangements and telecommuting
• Awards and recognition program
• Awareness and Communication
• Postal services improvement
• Health unit - high interest in obtaining on-site routine physical examinations and screenings
• Services needed for dependent care (elderly and child), college planning and legal assistance programs

Therefore, several groups have been actively addressing the survey results and recommendations. The Women's Advisory Committee's QWL Assessment Team, Office of Human Resources and the Center's QWL Team have been working collectively to implement a number of the recommendations. As a result, the following will/has occurred:

• Designating and acknowledging a focal point to support full-time operations of Quality of Work Life coordination at Goddard. The Career Development and Employee Services Office, Code 114 in the Office Human Resources will house the QWL program thus enabling a central point of contact for the growth and coordination of the Center's QWL activities.
• A QWL website will be released in the new fiscal year 2003 to provide awareness and detailed information regarding the variety of Center QWL programs and initiatives.
• Details for a "pilot" referral service are forthcoming in the new fiscal year 2003 to provide alternatives for dependent care (child and elder care alternatives), college planning, financial services and legal assistance.
• The Office of Human Resources has established a team that is finalizing a new policy for alternative work schedules.
• A QWL brochure will be developed for employee and recruitment purposes in the new fiscal year.

There are reasons to be excited about the new possibilities for our Quality of Work Life at the Center. The survey was a great success. These are but a few of the exciting things coming our way. New activities will continue to develop over time in response to the conclusions and recommendations identified through the survey.

To view the survey conclusions and recommendations go to: http://eeo.gsfc.nasa.gov/wac/index.html and click on Programs or visit the Diversity Council web site at: http://diversity.gsfc.nasa.gov/