Treasury Survey

Senior IT Management Assessment

You have been selected to participate in the US Treasury Department's Senior IT Assessment Survey. This survey will determine to what degree Treasury's IT Senior Management corps possesses the competencies considered critical for IT leadership within the Department and its bureaus. Your cooperation is essential to this study. If you have any questions or concerns, please feel free to call Dr. Sheri Dougherty at DAI, at 703/971-7234, or Dr. Bayer at DAI, at 703/425-2228.
THE SURVEY BEGINS HERE (please wait until the entire page loads before you begin.)

Before you begin with the first section, please indicate which Bureau you work for:
(left-click on the box to pull down the list; then click on the correct item to select.)

General Instructions: Please carefully read the instructions that precede each section. You can move from question to question my using the scroll bar on the right side of the screen. This survey will take approximately 25 - 30 minutes to complete. At the end of the survey, you will see a "Submit" button. Please do not click on this button until you have responded to the entire survey - you will not be able to submit portions of the survey and return to finish the rest. We ask that you submit only when you have completed the entire survey.

Depending on the internet browser you are using and its version, you may get a Java Script error message. If so, simply close the message box and continue with the survey. Your responses will be able to be saved.

Sections A through D - Competency Items

Each of the questions below represents a Senior IT competency or sub competency. Each question has three different rating scales. You will see that each item is to be completed using three rating scales. Please note that the first question of each subsection is the overall rating for the high level competency. If you do not see all three scales on your screen (each scale is delimited by a column), you may need to use the bottom scroll bar on the bottom of your browser to move to the right.

A. Policy and Organizational Competencies

A.1 Mapping IT to Mission: Align IT activities with the business of the Department and the bureaus, define strategies and goals that meet the requirements of the customer, the bureaus and the Department.

OVERALL RATING OF COMPETENCY: MAPPING IT TO MISSION
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Prioritize work in alignment with business goals.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Develop and establish broad-based, longer-term objectives, goals, and projects that affect business, departments, several departments, or the entire agency).
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Assess and link short-term, day-to-day tasks in the context of long-term business strategies or a long-term perspective.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Review and evaluate the use of IT in meeting bureau and Departmental goals and objectives.
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IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Use information about the external environment (for example, political or economic factors) in the strategic planning process.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Ensure that activities, services, and products meet organizational mission, management policies, and customer needs.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

7. Identify methods and techniques to determine customer satisfaction and benchmark the delivery of goods and services to improve customer service and agency responsiveness.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

8. Understand customer's IT needs, and assist them in identifying their needs.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Policy and Organizational Competencies

A.2 Budget Process: Understand and participate in budget formulation processes to help obtain resources for IT projects, prioritize IT projects in light of overall Department priorities and objectives.

OVERALL RATING OF COMPETENCY: BUDGET PROCESS
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Formulate cost-effective budget strategies to ensure employees have appropriate supplies, materials, and equipment to perform their jobs.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Apply an understanding of the roles and power of the agency, OMB, and Congress in the budget process.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Protect against fraud or mismanagement of government resources by applying knowledge of the agency's system and policy for administrative control of funds, contracting and procurement procedures, and program management controls.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Establish and integrate short and long-term performance goals into the organization's overall strategic planning and budgeting process.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Policy and Organizational Competencies

A.3 Organizational Process: Participate in the development of organizational operations to increase the visibility of IT and emphasize the role that IT can play in effectively supporting bureau and Department operations.

OVERALL RATING OF COMPETENCY: ORGANIZATIONAL PROCESS
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Understand and keep current on relevant laws (e.g., Clinger-Cohen, Government Performance and Results Act, Federal Acquisitions Streamlining Act, Paperwork Reduction Act, Privacy Act, Computer Security Act, Freedom of Information Act) and underlying regulations, and how the laws and regulations affect the organization.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Understand the ongoing power and political relationships in the organization, and how they affect the organization.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Consider non-technical factors such as political and socioeconomic developments, the media, special interests, and external stakeholder input in decision-making.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Show and apply a thorough understanding of the structure of the Department/Bureau's mission, and the relationship between functions.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Provide IT support for financial systems and operations, and communicate how the system will interface with other IT systems.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Remain current in, and understand IT developments, programs and policies at the Federal, state, and local levels.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

7. Demonstrate understanding and knowledge of how the decision making and planning processes of the agency, federal government, and Congress are used.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

B. Capital Planning Competencies

B.1 Investment Assessment: Determine the relative benefit of various investments to provide the most cost effective, complete service to citizens and customers, determine and justify the best ways to spend scarce resources and achieve strategic goals.

OVERALL RATING OF COMPETENCY: INVESTMENT ASSESSMENT
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Make decisions, set priorities, or choose goals based on a calculated investment review process.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Develop and encourage new cost-effective ways of making IT investment and planning decisions.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Apply risk analysis techniques (often statistical) to assess alternative project approaches to mitigate risk.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Apply techniques (e.g., net present value, payback period) to evaluate benefits of a capital investment.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Analyze alternative functional approaches (e.g. existing government solutions, change in policy/procedure) when assessing investment decisions.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Establish structured business case procedures for decision making and analysis of IT investment decisions.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Capital Planning Competencies

B.2 Acquisition: Develop, maintain and continually improve the IT procurement process, make all aspects of acquisition decisions in light of Department strategy, mission and goals, as well as investment assessment.

OVERALL COMPETENCY RATING: ACQUISITION
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Stay current and informed about IT acquisition best-practices.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Facilitate open communication and collaboration with contractors, being aware of their issues and concerns.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Assure that the IT acquisition process is streamlined by using appropriate tools, techniques and alternative strategies that cause no unnecessary steps or delays.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Capital Planning Competencies

B.3 Implementation and Performance Measures: Work towards assuring effective implementation of IT in all projects and initiatives, determine the most effective ways to assess IT performance in light of Department and bureau resources, goals, and mission.

OVERALL RATING OF COMPETENCY: IMPLEMENTATION AND PERFORMANCE MEASURES
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Make specific changes in the system or in own work methods to improve performance, based on consistent use of IT review processes.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Use rigorous methods and a disciplined/formal approach to measure the impact of a system, project, or technology.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Weigh the levels of resources committed to specific system development initiatives against projected system benefits on an ongoing basis throughout their life cycle.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Conduct pilot tests and evaluate results before committing to full system implementation.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Develop systems and procedures that provide alternatives (contingency plans) for current IT projects.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Establish standard methods of assessment for the maintenance and support costs of IT acquisitions.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

7. Establish standard performance metrics for contracts, and evaluate the successfulness of contracts using these metrics.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

8. Understand the models and methods of IT contract management, and effectively manage so that the desired outcomes of these contracts are achieved.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

9. Use unbiased methods for collecting and analyzing user needs of IT systems.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

C. Managerial Competencies

C.1 Leadership: Provide overall direction for IT staff by fostering a positive work environment where groups or individuals can successfully complete complex tasks, develop and/or champion new ideas.

OVERALL COMPETENCY RATING: LEADERSHIP
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Communicate a compelling vision that generates excitement, enthusiasm, and commitment.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Set measurable, challenging goals for myself and others, and work towards them.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Follow-up on employee suggestions for improvements in products, services, and work processes.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Encourage new practices and ways of doing business.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Adapt leadership style to fit a variety of situations and people.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Recognize and define a problem or issue, gather the data, and distinguish between relevant and irrelevant information.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

7. Adjust presentations or messages to the specific listener(s), anticipating others' reactions.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

8. Use effective project management skills (e.g., planning, analysis, budgeting, resource allocation, etc.) to successfully complete projects.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Managerial Competencies

C.2 Process Management: Continually monitor and improve Department or bureau operations through re-engineering and implementation of best practices.

OVERALL COMPETENCY RATING: PROCESS MANAGEMENT
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Champion organizational development and change based upon a strategic view of the future.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Utilize techniques/models of process management and control to ensure the integrity of the organization's processes.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Require and use proven modeling and simulation tools to predict how IT decisions will affect operations.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Compare the quality of products and services provided to the quality and services of other organizations that are recognized as successful.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Use Business Process Re-engineering (BPR) models and techniques for improving the efficiency, quality, and service of IT operations.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Managerial Competencies

C.3 People Management: Effectively utilize teams and motivate individuals to perform successfully, allocate human resources to effectively achieve goals and successfully complete activities.

OVERALL RATING OF COMPETENCY: PEOPLE MANAGEMENT
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Provide employees with constructive suggestions to improve their job performance.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Communicate what is expected of employees in terms of job performance (for example, task responsibilities, performance standards).
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Personally recognize the contributions of individuals and teams.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Ensure that employees receive the training they need to perform their jobs (for example, on-the-job training, conferences, workshops).
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Develop and foster an environment where employees receive the everyday guidance and assistance they need to perform their jobs (e.g. help from supervisors, team leaders, or co-workers).
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Consider individual's interests and abilities in hiring people, assigning work, and accomplishing organizational objectives.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

7. Create an environment which encourages open communication and collective problem-solving.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

8. Let employees know how their work contributes to the organization's mission and goals.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

9. Demonstrate and encourage high standards of honesty, integrity, trust, openness and respect for others.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

D. Technical Competencies

D.1 Technical Competencies: Overall knowledge of information technology.

OVERALL RATING OF COMPETENCY: TECHNICAL COMPETENCIES
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

1. Stay current and informed about technological changes, scientific research, and security requirements in the IT arena.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

2. Understand and effectively utilize software development methods and tools to manipulate data or perform tasks.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

3. Understand and effectively utilize methods (Internet, Intranet, kiosks, etc.) to deliver information to customers and to the public.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

4. Establish and adhere to security requirements, policies, procedures and contingency plans.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

5. Employ the standards, policies and practices to guide a technology investment from the concept stage through implementations, operation, and review.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

6. Develop, maintain, and facilitate the implementation of a sound and integrated information system architecture.
This behavior is *not at all* a part of my job. (mark here and skip to next question)
IMPORTANCE The importance of this behavior for my position is:	FREQUENCY The frequency with which I have displayed this behavior during the past year is:	DEVELOPMENTAL NEED My need to further develop my skills in this behavior is:
Very Important Important Moderately Important Unimportant Very Unimportant	Extremely Frequently Repeatedly at Various Times Occasionally Once or Twice Never	Very High Somewhat High Neither High nor Low Somewhat Low Very Low

Section E - Competency Developmental Need

E. In which of the following groups do you see the greatest development need? (Mark one)
CIOs and Deputy CIOs
Direct Reports to CIOs or Direct Reports to Deputy CIOs
Executives or Managers with IT responsibilities (reporting to a functional leader; not a direct report to a CIO or Deputy CIO)
IT staff
I see no development need for any of these groups

E.1 Which of the following ten competencies is a developmental priority for the group you selected in the last item (E)? Please select from 1 to 3 competencies (select no more than 3 competencies in total):

COMPETENCY	DESCRIPTION
Mapping IT to Mission	Align IT activities with the business of the Department and the bureaus, define strategies and goals that meet the requirements of the customer, the bureaus and the Department.
Budget Process	Understand and participate in budget formulation processes to help obtain resources for IT projects, prioritize IT projects in light of overall Department priorities and objectives.
Organizational Process	Participate in the development of organizational operations to increase the visibility of IT and emphasize the role that IT can play in effectively supporting bureau and Department operations.
Investment Assessment	Determine the relative benefit of various investments to provide the most cost effective, complete service to citizens and customers, determine and justify the best ways to spend scarce resources and achieve strategic goals.
Acquisition	Develop, maintain and continually improve the IT procurement process, make all aspects of acquisition decisions in light of Department strategy, mission and goals, as well as investment assessment.
Implementation and Performance Measures	Work towards assuring effective implementation of IT in all projects and initiatives, determine the most effective ways to assess IT performance in light of Department and bureau resources, goals, and mission.
Leadership	Provide overall direction for IT staff by fostering a positive work environment where groups or individuals can successfully complete complex tasks, develop and/or champion new ideas.
Process Management	Continually monitor and improve Department or bureau operations through re-engineering and implementation of best practices.
People Management	Effectively utilize teams and motivate individuals to perform successfully, allocate human resources to effectively achieve goals and successfully complete activities.
Technical Competencies	Overall knowledge of information technology.

E.1.A. Please explain why you feel the group(s) you selected in (E) have the greatest amount of development need, and in what specific areas this development need exists:

Section F - Demographics

Each of these questions represents an area of demographic importance to the overall survey. All of the information you provide will be treated as confidential and will be used only in aggregate form. Your specific responses to items will never be identified in any manner.

For the Demographic section, please follow the instructions which follow each question. We want to thank you in advance for your participation, and for taking the time to complete this survey. Your opinions are valuable to us, and we look forward to sharing the results of this survey with you.

1. Please indicate your level within the organization (mark one):
CIO or Deputy CIO
Direct report to CIO or Deputy CIO, with broad functional IT responsibility
Executive or manager with IT responsibility reporting to functional leader (not directly reporting to a CIO or Deputy CIO)

2. What is your IT investment role? (mark one):
Chairman of Bureau IRB
Member of Bureau IRB
Full partner in program decisions involving IT investments
Consulted on IT investments

3. Are you responsible for: (mark one)
IT policy
IT delivery
Both IT policy and IT delivery

4. What retirement system are you covered by? (mark one)
CSRS
FERS
Neither CSRS nor FERS

5. When are you eligible for optional retirement? (mark one)
presently eligible
in less than 1 year
in 1 to less than 3 years
in 3 to less than 5 years
in 5 to less than 10 years
in 10 years or more
I am not eligible for optional retirement (skip to question 7)

6. When are you eligible for discontinued service retirement? (mark one)
presently eligible
in less than 1 year
in 1 to less than 3 years
in 3 to less than 5 years
in 5 to less than 10 years
in 10 years or more
I am not eligible for discontinued service retirement

7. What is the total number of years you have worked in the data processing or IRM area? (mark one)
Less than 5 years
5 years to less than 10 years
10 to less than 15 years
15 to less than 20 years
20 to less than 25 years
25 years or more

8. Approximately how many days did you spend in work-related training in the past year (between 10/1/97 through 10/1/98)? Please include attendance at conferences, executive training programs, and all other job-related training in your estimate. (mark one)
none
less than 1 day
1 to less than 5 days
5 to less than 10 days
10 to less than 20 days
20 days or more

9. Are you interested in participating in more job-related training?
yes (proceed to question 9.A.)
no (proceed to question 10.)

9.A. if YES: I would participate in more job-related training if: (mark all that apply)
training were offered on weekends
training were offered after work
there was a shorter timeframe for training courses/programs
the training course I want to take was offered
I had more time available

10. Please indicate your level of agreement with the following statement:
In my opinion, taking this internet based survey is more effective and efficient than taking a traditional pen and paper survey.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree

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