The Continued Economic Downturn: Employee Perspective

1. The Continued Economic Downturn: Employee Perspective June 15, 2009

2. Which of the following would you say best describes your current level of job search? Note: Excludes respondents who did not answer the question. January and June 2009 data include full-time workers only; 2006 data are from the 2006 U.S. Job Retention Poll Findings and include workers who were currently employed. Percentages may not total 100% due to rounding.

3. In your opinion, to what extent is your job currently at risk? Note: Excludes respondents who answered “not sure” or did not answer the question. Data include full-time workers only. Percentages may not total 100% due to rounding.

4. In your opinion, to what extent is your job currently at risk? (June 2009 data, by industry and organization sector) n = 504 • Differences by industry: • Publishing, broadcasting and other media reported a greater average perception of job risk than government/public administration. • Differences by organization sector: • Publicly owned for-profit organizations reported greater average perceptions of future job risk than nonprofit organizations or government agencies. • Based on a scale where 1 = “not at risk” and 4 = “significantly at risk.” Only significant differences are presented.

5. In your opinion, if the economy continues to decline over the next six months, to what extent is your job at risk? Note: Excludes respondents who answered “not sure” or did not answer the question. Percentages may not total 100% due to rounding.

6. In your opinion, if the economy continues to decline over the next six months, to what extent is your job at risk? (June 2009 data, by industry, organization sector and employee age) n = 501 • Differences by industry: • Construction, mining, oil and gas reported a greater average perception of job risk than government/public administration. • Manufacturing reported a greater average perception of job risk than educational services/education, government/public administrationor health care and social assistance. • Publishing, broadcasting and other media reported a greater average perception of job risk than government/public administration. • Differences by organization sector: • Publicly owned for-profit organizations and privately owned for-profit organizations reported a greater average perception of job risk than nonprofit organizations or government agencies. • Differences by employee age: • Workers aged 18-29 and 30-44 reported a greater average perception of job risk than workers aged 60+. • Based on a scale where 1 = “not at risk” and 4 = “significantly at risk.” Only significant differences are presented.

7. In your opinion, to what extent has the current downturn in the U.S. economy made it difficult for you to find a job? Note: Includes only respondents who indicated that they were actively job searching. Excludes respondents who answered “not sure” or did not answer the question. Data include full-time workers only. Percentages may not total 100% due to rounding.

8. What is the likelihood that you will begin a job search (or increase the intensity of your ongoing job search) once the economy and job market improve? Note: Excludes respondents who answered “not sure” or did not answer the question. Data include full-time workers only. Percentages may not total 100% due to rounding.

9. What is the likelihood that you will begin a job search (or increase the intensity of your ongoing job search) once the economy and job market improve? (June 2009 data, by employee level) n = 502 • Differences by employee level: • Nonmanagementemployees reported greater average likelihood of beginning or intensifying a job search than executive-level employees. • Based on a scale where 1 = “very unlikely” and 4 = “very likely.” Only significant differences are presented.

10. In the past six months, what actions have employees taken in response to the downturn in the economy? Note: Excludes respondents who answered “Not applicable, I have not taken any actions in the past six months” or those who did not answer the question. Data include full-time workers only. Percentages do not total 100% as multiple response options were allowed. For the January 2009 data, the response category “Reduced my personal spending/cut back on discretionary expenses” was recoded from write-in responses in the “other” response category. A dash “—” indicates that data were not collected for the question.

11. In the past six months, what actions have you taken in response to the downturn in the economy? (June 2009 data, by worker classification, employee level, organization staff size, industry and organization sector) n = 352 • Differences by worker classification: • Nonexempt workers were more likely than exempt workers to report reducing their health care benefits (9% compared with 3%, respectively) and taking a loan out from their employer-sponsored retirement savings plan (6% compared with 2%, respectively). • Differences by employee level: • Executive-level employees (8%) were more likely than nonmanagementemployees (1%) to report having dropped their health care benefits completely. • Nonmanagementemployees (6%) were more likely than middle-management employees (1%) to report that they started taking classes or went back to school to improve skills. • Differences by organization staff size: • Workers employed by large-staff-sized organizations (11%) were more likely than those employed by small-staff-sized organizations (6%) to report having taken a loan out from their employer-sponsored retirement savings plan. • Workers employed by small- (50%) and medium-staff-sized organizations (45%) were more likely than employees of large-staff-sized organizations (25%) to report decreasing their use of credit cards or canceling credit card accounts.

12. In the past six months, what actions have you taken in response to the downturn in the economy? (June 2009 data, by worker classification, employee level, organization staff size and organization sector—continued) n = 352 • Differences by organization sector: • Publicly owned for-profit organizations (10%) were more likely than privately owned for-profit organizations (2%) to report changing their mode of transportation for commuting. • Only significant differences are presented.

13. Do you have health care coverage through your employer? n= 503 Note: Excludes respondents who did not answer the question. Percentages may not total 100% due to rounding.

14. If your employer were to reduce/eliminate the following benefits (or has already reduced/eliminated), how much of a negative impact would this have for you? Note: Data sorted in descending order by percentage who responded “a significant negative impact.” Excludes respondents who answered “not applicable” or did not answer the question. Percentages may not total 100% due to rounding.

15. If your employer were to reduce/eliminate the following benefits (or has already reduced/eliminated), how much of a negative impact would this have for you? (continued) Note: Data sorted in descending order by percentage who responded “a significant negative impact.” Excludes respondents who answered “not applicable” or did not answer the question. Percentages may not total 100% due to rounding.

16. If the employer were to reduce/eliminate the following benefits (or has already reduced/eliminated), the extent to which it would have a significant negative impact. Note: Data include full-time workers only and reflect the percentage of those who indicated “a significant negative impact.” Excludes respondents who answered “not applicable” or did not answer the question.

17. If your employer were to reduce/eliminate the following benefits (or has already reduced/eliminated), how much of a negative impact would this have for you? (June 2009 average ratings by employee level, organization staff size, industry and organization sector) • Differences by employee level: • Middle-management and nonmanagementemployees reported greater average negative impact thanexecutive-level employees for eliminating health care benefits completely. • Middle-management and nonmanagementemployees reported greater average negative impact thanexecutive-level employees for reducing retirement plan contributions. • Nonmanagementemployees reported greater average negative impact thanexecutive-level employees for suspending retirement plan contributions. • Differences by organization staff size: • Large-staff-sized organizations reported greater average negative impact thansmall-staff-sized organizations for reducing retirement plan contributions. • Large-staff-sized organizations reported greater average negative impact thansmall-staff-sized organizations for suspending retirement plan contributions. • Small-staff-sized organizations reported greater average negative impact thanmedium- or large-staff-sized organizations for reducing/eliminating flexible work arrangements. • Small-staff-sized organizations reported greater average negative impact thanmedium-staff-sized organizations for reducing/eliminating payment for professional development and/or membership in professional associations.

18. If your employer were to reduce/eliminate the following benefits (or has already reduced/eliminated), how much of a negative impact would this have for you? (June 2009 average ratings by employee level, organization staff size, industry and organization sector—continued) • Differences by industry: • Educational services/education, high-tech and services—professional, scientific, technical, legal, engineering reported greater average negative impact than retail/wholesale trade for reducing health care benefits. • Educational services/education reported greater average negative impact than government/public administration, retail/wholesale trade or services—accommodation, food and drinking places for eliminating health care benefits completely. • Services—professional, scientific, technical, legal, engineering reported greater average negative impact than retail/wholesale trade or services—accommodation, food and drinking places for eliminating health care benefits completely. • Educational services/education reported greater average negative impact than retail/wholesale trade for reducing retirement plan contributions and suspending retirement plan contributions. • Differences by organization sector: • Government agenciesreported greater average negative impact than privately owned for-profit organizations for reducing health care benefits, eliminating health care benefits completely, reducing retirement plan contributions and suspending retirement plan contributions. • Based on a scale where 1 = “no negative impact” and 4 = “a significant negative impact.” Only significant differences are presented.

19. If your employer were to do any of the following (or has already done so), how much of a negative impact would this have on you? Note: Data sorted in descending order by percentage of those who responded “a significant negative impact.” Excludes respondents who answered “not applicable” or did not answer the question. Percentages may not total 100% due to rounding.

20. If your employer were to do any of the following (or has already done so), how much of a negative impact would this have on you? (Average ratings by worker classification and employee level) • Differences by worker classification: • Nonexempt workers reported greater average negative impact than exempt workers for reducing the amount of paid time off allowed to carry over into the next year. • Differences by employee level: • Middle-management and nonmanagementemployees reported greater average negative impact thanexecutive-level employees for reducing the amount of paid time off allowed to carry over into the next year.

21. Which of the following flexible work arrangement options would you like to see your organization offer or continue to offer? Note: Data sorted in descending order by percentage of those who responded that they had interest in seeing various benefits offered. Excludes respondents who answered “not sure,” did not answer the question or had interest in other benefits. Percentages may not total 100% due to rounding.

22. Which of the following flexible work arrangement options would you like to see your organization offer or continue to offer? (June 2009 data, by worker classification, employee level, industry, organization staff size and sector) • Differences by worker classification: • Exempt workers (47%) were more likely than nonexempt workers (32%) to report that they would like to see offered/continued telecommuting from other locations. • Nonexempt workers (68%) were more likely than exempt workers (53%) to report that they had no interest in telecommuting from other locations. • Differences by employee level: • Middle-management and nonmanagementemployees were more likely than executive-level employees to report that they would like to see offered/continued paid time off banks (44% and 49% compared with 13%), telecommuting from other locations (47% and 40% compared with 13%), flextime (51% and 50% compared with 13%) and compressed workweeks (60% and 60% compared with 20%). • Executive-level employees were more likely than middle-management ornonmanagementemployees to report that they had no interest in paid time off banks (87% compared with 56% and 51%), telecommuting from other locations (87% compared with 53% and 60%), flextime (87% compared with 49% and 50%) and compressed workweeks (80% compared with 40% and 40%).

23. Which of the following flexible work arrangement options would you like to see your organization offer or continue to offer? (June 2009 data, by worker classification, employee level, industry, organization staff size and sector—continued) • Differences by organization staff size: • Small- and medium-staff-sized organizations were more likely than large-staff-sized organizations to report that they had no interest in telecommuting from other locations (66% and 60% compared with 42%), flextime (59% and 50% compared with 32%) and part-time/reduced hours schedules (76% and 77% compared with 58%), and small-staff-sized organizations were more likely than large-staff-sized organizations to report that they had no interest in compressed workweeks (47% compared with 30%), transition periods part time (65% compared with 48%) or job sharing (81% compared with 67%). • Large-staff-sized organizations were more likely than small- or medium-staff-sized organizations to report that they would like to see offered/continued telecommuting from other locations (58% compared with 34% or 40%), flex time (68% compared with 41% or 50%) and part-time/reduced hours schedules (42% compared with 24% or 23%). • Large-staff-sized organizations were more likely than small-staff-sized organizations to report that they would like to see offered/continued compressed workweeks (70% compared with 53%), transition periods part time (52% compared with 35%) and job sharing (33% compared with 19%).

24. Which of the following flexible work arrangement options would you like to see your organization offer or continue to offer? (June 2009 data, by worker classification, employee level, industry, organization staff size and sector—continued) • Differences by industry: • Health care and social assistance (74%) were more likely than government/public administration (33%) to report that they would like to see offered/continued paid time off banks. • Government/public administration (67%) was more likely than health care and social assistance (26%) to report that they had no interest in paid time off banks. • Differences by sector: • Nonprofit organizations (55%) were more likely than privately owned for-profit organizations (33%) to report that they would like to see offered/continued transition periods part time. • Privately owned for-profit organizations (67%) were more likely than nonprofit organizations(45%) to report that they had no interest in transition periods part time.

25. The Continued Economic Downturn: Employee Perspective Methodology • Sample comprised of 505 full-time employed U.S. residents randomly selected by an outside survey research organization’s web-enabled employee panel, which was based on a random sample of the entire U.S. telephone population. • Survey fielded for a one-week period ending June 7, 2009. • Out of 1,263 employees, 505 individuals completed the online survey, yielding a response rate of 45%, with an incidence rate of 89%.

26. The Continued Economic Downturn: Employee Perspective Demographics Note: Data includes June 2009 survey only. Percentages may not total 100% due to rounding.

27. The Continued Economic Downturn: Employee Perspective Demographics Note: Data includes June 2009 survey only. Percentages may not total 100% due to rounding.

28. The Continued Economic Downturn: Employee Perspective Demographics Note: Data includes June 2009 survey only. Percentages may not total 100% due to rounding.