As an agency, the National Park Service continues to get poor marks from its employees, according to the 2014 Best Places to Work in the Federal Government survey. 

Compared to 315 government agencies, the Park Service ranked in the lower 25 percent in effective leadership, strategic management, team work, and work-life balance, among other categories. And while pay levels did show slight growth over 2013, the agency still ranked among the bottom 25 percent of government agencies (245 out of 314), the survey indicated.

The Park Service's overall index score for 2014, 53.7, was the lowest since the survey was first taken in 2003, and ranked the agency 213 out of 315 agencies, down 13 slots from its 2013 ranking. Within the Interior Department, only the Office of Surface Mining (53.6), Bureau of Indian Affairs (50.4), and Office of the Solicitor (48.8) ranked lower.

The Best Places to Work index score is calculated based on three different questions in the Office of Personnel Management'™s Federal Employee Viewpoint Survey (FEVS):

* I recommend my organization as a good place to work. (Q. 40)

* Considering everything, how satisfied are you with your job? (Q. 69)

* Considering everything, how satisfied are you with your organization? (Q. 71)

The overall index score measures the performance of agencies and agency subcomponents related to employee satisfaction and commitment. The index is weighted according to the extent to which each question predicts 'œintent to remain.'

The weightings for the formula are proprietary.

According to the rankings, employees were unhappy with leadership of the Park Service when it comes to motivation, commitment, integrity, and professional development, had lost respect for senior leaders, and struggled with finding balance between their jobs and personal lives.

In the Effective Leadership category, the agency ranked 258 out of 314 agencies; specific to Senior Leaders, the Park Service stood 256 out of 314 agencies, and; concerning Work-Life Balance, the agency placed 303 out of 314. 

* Effective Leadership The Effective Leadership category measures the extent to which employees believe leadership at all levels of the organization generates motivation and commitment, encourages integrity and manages people fairly, while also promoting the professional development, creativity and empowerment of employees.

* Senior Leaders The Effective Leadership: Senior Leaders subcategory measures the level of respect employees have for senior leaders, satisfaction with the amount of information provided by management and perceptions about senior leaders'™ honesty, integrity and ability to motivate employees.

* Work-Life Balance The Work'“Life Balance category measures the extent to which employees consider their workloads reasonable and feasible, and managers support a balance between work and life.

In a memo sent out to all employees in the wake of the latest rankings, Park Service Director Jon Jarvis praised them for being "talented, committed, and passionate about our mission."

"However," he went on, "we face real and difficult challenges in this work that can take a toll on our professional and personal lives, and I believe that is reflected in the EVS (Employee Viewpoint Survey). Particularly on agency-wide budget and policy issues, I am committed to being a strong advocate for you and for our mission every day, and at every opportunity.  When we find areas where we can improve things, you have my commitment that we will do so."

Director Jarvis said that since the 2013 survey came out, "we conducted doctoral level, field-based research involving over 2,000 employees and managers to better understand what workplace conditions resulted in greater employee satisfaction and organizational performance. Results from that research will be shared soon."

The director said the Park Service also was working to improve its internal communications. There was no specific mention in the memo of the low leadership or work-life scores.

According to the survey, the Park Service lost 1,009 employees in 2013, or 7.5 percent of its workforce, and added just 215 to end the year with 13,445. Overall, the workforce was heavily white (79.1 percent), and male (61.8 percent).

Pink shading reflects a ranking in the lower 25 percent of all surveyed government agencies, yellow reflects a below-median ranking, green above median, and blue the top 25 percent.