Slide Ten: AES Methodology Slide Eleven: AES Ethics Theme AES ethics development involved reviewing and analyzing previous IESS questions and then pilot testing questions with a set of VA employees. The pilot testing involved cognitive testing; i.e., making sure that the respondents understood the questions and that their understanding matched what was intended. With regard to the ethics theme questions, they are reported individually and as an average composite measure names The questions are assessed a 5-point Likert scale: Strongly Disagree, Disagree, “ethics.” Neutral, Agree, and Strongly Agree. Results are presented as means and unless otherwise noted higher scores are more favorable. Slide Twelve: AES Ethics Theme More specifically, the ethics theme contains 5 questions that represent constructs. These are: (1) raising and discussing ethics, (2) transparency, (3) comfort raising concerns, (4) moral courage, and (5) going beyond compliances. These translate into the following questions: My direct supervisor raises and discusses ethical concerns (i.e., uncertainty or conflict about the right thing to do). My direct supervisor communicates the reasoning (how and why) behind decisions that have an impact on my work. I can talk with my direct supervisor about ethical concerns without fear of having my comments held against me. Employees in my workgroup do what is right even if they feel it puts them at risk (e.g., risk to reputation or promotion, shift reassignment, peer relationships, poor performance review, or risk of termination). My direct supervisor places more emphasis on staff achieving performance goals than doing the right thing. Slide Thirteen: AES 2016: VHA Response Rate For 2016, the AES participation rate was approximately 57%. Respondents appeared to be similar to the overall workforce, at least in terms of gender and race. With regard to results, on average the facility averages for all questions was 3.6 (3=neutral, 4=strongly agree). Scores for the questions seemed to trend downward with increasing tenure of the staff, and lower scores were reported by wage grade staff and respondents that did not give identifiable information. The higher the supervisory level, the higher the scores (a well known at the top” phenomenon). of supervisory. “rosier
Slide Ten: AES Methodology Slide Eleven: AES Ethics Theme AES ethics development involved reviewing and analyzing previous IESS questions and then pilot testing questions with a set of VA employees. The pilot testing involved cognitive testing; i.e., making sure that the respondents understood the questions and that their understanding matched what was intended. With regard to the ethics theme questions, they are reported individually and as an average composite measure names “ethics.” The questions are assessed a 5-point Likert scale: Strongly Disagree, Disagree, Neutral, Agree, and Strongly Agree. Results are presented as means and unless otherwise noted higher scores are more favorable. Slide Twelve: AES Ethics Theme More specifically, the ethics theme contains 5 questions that represent constructs. These are: (1) raising and discussing ethics, (2) transparency, (3) comfort raising concerns, (4) moral courage, and (5) going beyond compliances. These translate into the following questions: My direct supervisor raises and discusses ethical concerns (i.e., uncertainty or conflict about the right thing to do). My direct supervisor communicates the reasoning (how and why) behind decisions that have an impact on my work. I can talk with my direct supervisor about ethical concerns without fear of having my comments held against me. Employees in my workgroup do what is right even if they feel it puts them at risk (e.g., risk to reputation or promotion, shift reassignment, peer relationships, poor performance review, or risk of termination). My direct supervisor places more emphasis on staff achieving performance goals than doing the right thing. Slide Thirteen: AES 2016: VHA Response Rate For 2016, the AES participation rate was approximately 57%. Respondents appeared to be similar to the overall workforce, at least in terms of gender and race. With regard to results, on average the facility averages for all questions was 3.6 (3=neutral, 4=strongly agree). Scores for the questions seemed to trend downward with increasing tenure of the staff, and lower scores were reported by wage grade staff and respondents that did not give identifiable information. The higher the supervisory level, the higher the scores (a well known “rosier at the top” phenomenon). of supervisory.
IF_Call_111416_AES_Ethics_Questions.docx