2016 Annual Employee Survey Results
U.S. Office of Personnel Management (OPM)
1. Interpretation of Results
The 2016 Federal Employee Viewpoint Survey (FEVS) results reinforce that OPM is accomplishing its strategic goals for attracting, engaging, and developing a diverse and effective workforce. 68% of employees responded to the FEVS, which is 22% greater than the Governmentwide response rate.
After the 2015 survey administration, OPM implemented a number of initiatives. These include increased information about what is happening around the agency, including Town Halls and weekly Director email updates; more opportunities to get to know senior leaders, such as through brown bag luncheons; workshops on effective development conversations for employees and supervisors; and expansion of Employee Resource Groups. OPM also established an internal Community of Practice focused on employee engagement, with representatives from each organization sharing best practices in a variety of areas, including communication, recognition, and training and development. Items in these areas improved as a tangible result of these efforts by organizations. Communication items like “managers promote communication among work units” and “managers communicate the goals and priorities of the organization” both went up 1% to 59% and 70%, and “managers support collaboration across units to accomplish work objectives” increased 3% to 62%. Additionally, “I am given a real opportunity to improve my skills in my organization” increased by 3% to 67%.
Notably, OPM employees value the Agency’s mission and contribute every day to serve the public and other Federal employees. Employees highlighted their positive perceptions about their work, with three of the highest scoring FEVS items reflecting that they are “willing to put in the extra effort to get a job done” at 96% positive, “the work they do is important” at 92%, and they are “constantly looking for ways to do their job better” at 91%. Employees were particularly satisfied with first-line supervisors, with 87% indicating that their supervisor treats them with respect. Additionally, OPM continues to have a strong work-life culture, with 86% of employees responding that their supervisor supports the need to balance work and other life issues.
OPM continues to excel in areas related to performance, with 93% of employees reporting that they have talked with their supervisors about performance in the last six months. This is further supported by 91% of employees indicating they are held accountable for achieving results and an 89% positive rating of the overall quality of work done by their work unit. 87% of OPM employees understand how their work related to the agency’s goals and priorities.
OPM’s 2016 FEVS results have been shared with all agency leaders, supervisors, and employees. Managers and employees will continue to discuss their results and work to maintain areas that have been highlighted as strengths for their organization and address challenges that have been identified.
2. How the survey was conducted:
The survey was conducted online from May 5, 2016 to June 16, 2016.
3. Description of sample:
All full-time and part-time permanent OPM employees on board as of 10/1/2016 were surveyed.
4. Survey items and response choices:
See below.
5. Number of employees surveyed, number responded and representativeness of respondents:
Sample or Census: Census
Number of surveys completed: 3,196
Number of survery administered: 4,699
Response Rate: 68%
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Results for Questions 1 - 71, 79 - 84
Question | Percent Positive | Strongly Agree | Agree | Neither Agree Nor Disagree | Disagree | Strongly Disagree | Item Response Total | Do Not Know No Basis to Judge |
1. | I am given a real opportunity to improve my skills in my organization. | N |
|
741 |
1,390 |
487 |
386 |
185 |
3,189 |
NA |
% |
66.63 |
23.08 |
43.55 |
15.28 |
12.12 |
5.97 |
|
|
2. | I have enough information to do my job well. | N |
|
615 |
1,583 |
464 |
381 |
124 |
3,167 |
NA |
% |
69.34 |
19.56 |
49.78 |
14.72 |
12.03 |
3.91 |
|
|
3. | I feel encouraged to come up with new and better ways of doing things. | N |
|
775 |
1,156 |
565 |
430 |
221 |
3,147 |
NA |
% |
61.27 |
24.55 |
36.72 |
18.02 |
13.63 |
7.08 |
|
|
4. | My work gives me a feeling of personal accomplishment. | N |
|
1,046 |
1,346 |
423 |
244 |
111 |
3,170 |
NA |
% |
75.25 |
32.71 |
42.54 |
13.44 |
7.71 |
3.59 |
|
|
5. | I like the kind of work I do. | N |
|
1,301 |
1,364 |
312 |
104 |
65 |
3,146 |
NA |
% |
84.39 |
40.98 |
43.41 |
10.19 |
3.30 |
2.12 |
|
|
6. | I know what is expected of me on the job. | N |
|
1,117 |
1,522 |
265 |
163 |
89 |
3,156 |
NA |
% |
83.54 |
35.32 |
48.21 |
8.46 |
5.13 |
2.86 |
|
|
7. | When needed I am willing to put in the extra effort to get a job done. | N |
|
1,994 |
1,058 |
78 |
15 |
24 |
3,169 |
NA |
% |
96.34 |
62.81 |
33.53 |
2.45 |
0.45 |
0.76 |
|
|
8. | I am constantly looking for ways to do my job better. | N |
|
1,540 |
1,342 |
246 |
28 |
24 |
3,180 |
NA |
% |
90.65 |
48.26 |
42.38 |
7.78 |
0.83 |
0.74 |
|
|
9. | I have sufficient resources (for example, people, materials, budget) to get my job done. | N |
|
478 |
1,275 |
470 |
609 |
347 |
3,179 |
7 |
% |
54.86 |
15.11 |
39.75 |
14.69 |
19.25 |
11.20 |
|
|
10. | My workload is reasonable. | N |
|
452 |
1,441 |
451 |
510 |
310 |
3,164 |
5 |
% |
59.54 |
14.41 |
45.14 |
14.35 |
16.23 |
9.88 |
|
|
11. | My talents are used well in the workplace. | N |
|
590 |
1,326 |
530 |
371 |
264 |
3,081 |
18 |
% |
61.88 |
19.22 |
42.65 |
17.49 |
11.90 |
8.73 |
|
|
12. | I know how my work relates to the agency's goals and priorities. | N |
|
1,137 |
1,596 |
270 |
94 |
54 |
3,151 |
15 |
% |
86.59 |
36.10 |
50.50 |
8.67 |
3.08 |
1.66 |
|
|
13. | The work I do is important. | N |
|
1,809 |
1,096 |
164 |
43 |
30 |
3,142 |
8 |
% |
92.35 |
57.16 |
35.19 |
5.31 |
1.39 |
0.94 |
|
|
14. | Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. | N |
|
811 |
1,198 |
548 |
344 |
221 |
3,122 |
58 |
% |
64.43 |
16.06 |
38.37 |
17.46 |
11.06 |
7.04 |
|
|
15. | My performance appraisal is a fair reflection of my performance. | N |
|
976 |
1,342 |
386 |
246 |
200 |
3,150 |
33 |
% |
73.56 |
31.08 |
42.47 |
12.25 |
7.76 |
6.43 |
|
|
16. | I am held accountable for achieving results. | N |
|
1,216 |
1,651 |
210 |
53 |
31 |
3,161 |
11 |
% |
90.59 |
38.32 |
52.28 |
6.80 |
1.68 |
0.93 |
|
|
17. | I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. | N |
|
935 |
1,114 |
531 |
181 |
221 |
2,982 |
187 |
% |
68.02 |
30.80 |
37.22 |
18.28 |
6.07 |
7.63 |
|
|
18. | My training needs are assessed. | N |
|
556 |
1,264 |
689 |
374 |
248 |
3,131 |
36 |
% |
58.01 |
17.62 |
40.39 |
22.13 |
11.92 |
7.94 |
|
|
19. | In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (for example, Fully Successful, Outstanding). | N |
|
1,109 |
1,347 |
295 |
239 |
157 |
3,147 |
42 |
% |
77.99 |
35.28 |
42.72 |
9.45 |
7.50 |
5.06 |
|
|
20. | The people I work with cooperate to get the job done. | N |
|
1,085 |
1,468 |
363 |
204 |
69 |
3,189 |
NA |
% |
79.70 |
33.73 |
45.98 |
11.50 |
6.60 |
2.20 |
|
|
21. | My work unit is able to recruit people with the right skills. | N |
|
378 |
1,199 |
731 |
439 |
254 |
3,001 |
188 |
% |
52.06 |
12.36 |
39.70 |
24.56 |
14.49 |
8.89 |
|
|
22. | Promotions in my work unit are based on merit. | N |
|
416 |
936 |
781 |
374 |
338 |
2,845 |
323 |
% |
46.75 |
14.16 |
32.59 |
27.40 |
13.43 |
12.41 |
|
|
23. | In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. | N |
|
321 |
843 |
772 |
385 |
307 |
2,628 |
544 |
% |
43.77 |
11.92 |
31.85 |
29.35 |
14.76 |
12.12 |
|
|
24. | In my work unit, differences in performance are recognized in a meaningful way. | N |
|
344 |
962 |
777 |
465 |
327 |
2,875 |
309 |
% |
44.91 |
11.63 |
33.28 |
27.28 |
16.22 |
11.59 |
|
|
25. | Awards in my work unit depend on how well employees perform their jobs. | N |
|
435 |
1,050 |
711 |
335 |
314 |
2,845 |
332 |
% |
51.55 |
14.99 |
36.56 |
25.21 |
11.92 |
11.32 |
|
|
26. | Employees in my work unit share job knowledge with each other. | N |
|
1,023 |
1,560 |
307 |
172 |
97 |
3,159 |
16 |
% |
81.53 |
31.90 |
49.63 |
9.90 |
5.39 |
3.18 |
|
|
27. | The skill level in my work unit has improved in the past year. | N |
|
605 |
1,188 |
777 |
249 |
127 |
2.946 |
228 |
% |
60.46 |
20.14 |
40.31 |
26.59 |
8.50 |
4.46 |
|
|
28. | How would you rate the overall quality of work done by your work unit? | N |
|
1,669 |
1,184 |
277 |
38 |
13 |
3,181 |
NA |
% |
89.30 |
52.28 |
37.01 |
9.03 |
1.29 |
0.39 |
|
|
29. | The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. | N |
|
516 |
1,635 |
487 |
293 |
121 |
3,052 |
101 |
% |
70.43 |
16.77 |
53.67 |
16.15 |
9.52 |
3.89 |
|
|
30. | Employees have a feeling of personal empowerment with respect to work processes. | N |
|
381 |
1,122 |
696 |
512 |
308 |
3,019 |
126 |
% |
49.82 |
12.36 |
37.47 |
23.42 |
16.61 |
10.15 |
|
|
31. | Employees are recognized for providing high quality products and services. | N |
|
474 |
1,140 |
654 |
474 |
297 |
3,039 |
115 |
% |
53.00 |
15.34 |
37.66
|
21.64 |
15.55 |
9.82 |
|
|
32. | Creativity and innovation are rewarded. | N |
|
390 |
892 |
848 |
494 |
314 |
2,938 |
209 |
% |
43.35 |
12.97 |
30.37 |
29.07 |
16.80 |
10.78 |
|
|
33. | Pay raises depend on how well employees perform their jobs. | N |
|
308 |
801 |
835 |
488 |
362 |
2,794 |
338 |
% |
39.05 |
10.67 |
28.39 |
30.00 |
17.54 |
13.41 |
|
|
34. | Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring). | N |
|
543 |
1,152 |
766 |
151 |
145 |
2757 |
395 |
% |
61.15 |
19.16 |
41.99 |
27.78 |
5.71 |
5.36 |
|
|
35. | Employees are protected from health and safety hazards on the job. | N |
|
580 |
1,318 |
603 |
287 |
224 |
3,012 |
136 |
% |
63.51 |
19.31 |
44.21 |
19.83 |
9.36 |
7.30 |
|
|
36. | My organization has prepared employees for potential security threats. | N |
|
660 |
1,607 |
460 |
232 |
141 |
3,100 |
34 |
% |
73.53 |
21.48 |
52.06 |
14.62 |
7.34 |
4.50 |
|
|
37. | Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. | N |
|
617 |
1,070 |
632 |
228 |
281 |
2,828 |
326 |
% |
58.76 |
21.25 |
37.51 |
22.68 |
8.30 |
10.25 |
|
|
38. | Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/applicant, obstructing a person's right to compete for employment, knowingly violating veterans' preference requirements) are not tolerated. | N |
|
768 |
1,160 |
509 |
114 |
161 |
2,712 |
418 |
% |
70.38 |
27.74 |
42.65 |
19.09 |
4.29 |
6.24 |
|
|
39. | My agency is successful at accomplishing its mission. | N |
|
611 |
1,546 |
545 |
234 |
113 |
3,049 |
91 |
% |
70.64 |
19.92 |
50.72 |
18.28 |
7.51 |
3.58 |
|
|
40. | I recommend my organization as a good place to work. | N |
|
835 |
1,329 |
561 |
266 |
159 |
3,150 |
NA |
% |
68.57 |
26.35 |
42.22 |
17.72 |
8.38 |
5.33 |
|
|
41. | I believe the results of this survey will be used to make my agency a better place to work. | N |
|
475 |
925 |
716 |
464 |
386 |
2,966 |
195 |
% |
47.34 |
16.17 |
31.17 |
24.23 |
15.65 |
12.78 |
|
|
42. | My supervisor supports my need to balance work and other life issues. | N |
|
1,691 |
1,007 |
226 |
118 |
96 |
3,138 |
17 |
% |
85.62 |
53.28 |
32.34 |
7.46 |
3.82 |
3.10 |
100.00 |
|
43. | My supervisor provides me with opportunities to demonstrate my leadership skills. | N |
|
1,211 |
1,040 |
480 |
227 |
165 |
3,123 |
27 |
% |
71.61 |
38.29 |
33.32 |
15.75 |
7.17 |
5.47 |
|
|
44. | Discussions with my supervisor about my performance are worthwhile. | N |
|
1,208 |
1,131 |
385 |
212 |
177 |
3,113 |
26 |
% |
74.99 |
38.50 |
36.49 |
12.42 |
6.80 |
5.79 |
|
|
45. | My supervisor is committed to a workforce representative of all segments of society. | N |
|
1,194 |
1,009 |
474 |
61 |
95 |
2,833 |
301 |
% |
77.30 |
41.71 |
35.59 |
16.84 |
2.31 |
3.55 |
100.00 |
|
46. | My supervisor provides me with constructive suggestions to improve my job performance. | N |
|
1,172 |
1,152 |
431 |
200 |
165 |
3,120 |
20 |
% |
74.35 |
37.18 |
37.17 |
13.88 |
6.37 |
5.41 |
|
|
47. | Supervisors in my work unit support employee development. | N |
|
1,212 |
1,097 |
441 |
158 |
170 |
3,078 |
61 |
% |
74.64 |
38.93 |
35.71 |
14.47 |
5.24 |
5.66 |
|
|
48. | My supervisor listens to what I have to say. | N |
|
1,523 |
1,106 |
274 |
134 |
116 |
3,153 |
NA |
% |
83.19 |
47.98 |
35.21 |
8.84 |
4.25 |
3.72 |
|
|
49. | My supervisor treats me with respect. | N |
|
1,705 |
1,031 |
220 |
94 |
89 |
3,319 |
NA |
% |
87.07 |
53.94 |
33.12 |
7.06 |
3.01 |
2.85 |
|
|
50. | In the last six months, my supervisor has talked with me about my performance. | N |
|
1,626 |
1,308 |
108 |
56 |
43 |
3,141 |
NA |
% |
93.09 |
51.22 |
41.87 |
3.50 |
1.86 |
1.55 |
|
|
51. | I have trust and confidence in my supervisor. | N |
|
1,496 |
907 |
396 |
174 |
173 |
3,146 |
NA |
% |
76.00 |
47.08 |
28.92 |
12.80 |
5.55 |
5.65 |
|
|
52. | Overall, how good a job do you feel is being done by your immediate supervisor? | N |
|
1,673 |
848 |
405 |
125 |
96 |
3,147 |
NA |
% |
79.82 |
52.68 |
27.14 |
12.94 |
4.07 |
3.18 |
|
|
53. | In my organization, senior leaders generate high levels of motivation and commitment in the workforce. | N |
|
436 |
941 |
753 |
513 |
400 |
3,043 |
92 |
% |
45.13 |
14.23 |
30.90 |
24.79 |
16.81 |
13.27 |
|
|
54. | My organization's senior leaders maintain high standards of honesty and integrity. | N |
|
568 |
1,079 |
684 |
248 |
268 |
2,847 |
287 |
% |
57.37 |
19.48 |
37.90 |
24.22 |
8.84 |
9.56 |
|
|
55. | Supervisors work well with employees of different backgrounds. | N |
|
658 |
1,239 |
590 |
121 |
145 |
2,753 |
361 |
% |
68.52 |
23.47 |
45.05 |
21.39 |
4.57 |
5.51 |
|
|
56. | Managers communicate the goals and priorities of the organization. | N |
|
641 |
1,518 |
478 |
235 |
198 |
3,070 |
53 |
% |
70.08 |
20.60 |
49.49 |
15.65 |
7.80 |
6.46 |
|
|
57. | Managers review and evaluate the organization's progress toward meeting its goals and objectives. | N |
|
609 |
1,397 |
565 |
147 |
147 |
2,865 |
259 |
% |
69.56 |
20.80 |
48.76 |
19.90 |
5.30 |
5.25 |
|
|
58. | Managers promote communication among different work units (for example, about projects, goals, needed resources). | N |
|
546 |
1,198 |
603 |
338 |
278 |
2,963 |
162 |
% |
58.72 |
18.20 |
40.52 |
20.18 |
11.39 |
9.71 |
|
|
59. | Managers support collaboration across work units to accomplish work objectives. | N |
|
599 |
1,228 |
588 |
263 |
243 |
2,921 |
210 |
% |
62.25 |
20.28 |
41.98 |
20.25 |
9.08 |
8.41 |
|
|
60. | Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? | N |
|
895 |
1,034 |
535 |
203 |
175 |
2,842 |
287 |
% |
67.50 |
31.10 |
36.40 |
18.74 |
7.47 |
6.29 |
|
|
61. | I have a high level of respect for my organization's senior leaders. | N |
|
706 |
1,055 |
712 |
331 |
261 |
3,065 |
67 |
% |
57.42 |
22.81 |
34.62 |
23.23 |
10.74 |
8.60 |
|
|
62. | Senior leaders demonstrate support for Work/Life programs. | N |
|
730 |
1,066 |
629 |
186 |
179 |
2,790 |
343 |
% |
64.06 |
25.75 |
38.30 |
22.83 |
6.56 |
6.55 |
|
|
63. | How satisfied are you with your involvement in decisions that affect your work? | N |
|
524 |
1,151 |
688 |
530 |
242 |
3,135 |
NA |
% |
53.40 |
16.49 |
36.91 |
21.90 |
16.89 |
7.80 |
|
|
64. | How satisfied are you with the information you receive from management on what's going on in your organization? | N |
|
508 |
1,277 |
637 |
479 |
217 |
3,118 |
NA |
% |
57.03 |
16.04 |
40.99 |
20.58 |
15.35 |
7.05 |
|
|
65. | How satisfied are you with the recognition you receive for doing a good job? | N |
|
581 |
1,138 |
696 |
444 |
250 |
3,109 |
NA |
% |
54.92 |
18.46 |
36.46 |
22.41 |
14.45 |
8.22 |
|
|
66. | How satisfied are you with the policies and practices of your senior leaders? | N |
|
416 |
1,030 |
946 |
445 |
281 |
3,118 |
NA |
% |
45.98 |
13.14 |
32.84 |
30.67 |
14.11 |
9.24 |
|
|
67. | How satisfied are you with your opportunity to get a better job in your organization? | N |
|
381 |
839 |
955 |
511 |
428 |
3,114 |
NA |
% |
38.76 |
12.00 |
26.76 |
30.71 |
16.56 |
13.96 |
|
|
68. | How satisfied are you with the training you receive for your present job? | N |
|
506 |
1,211 |
667 |
472 |
264 |
3,120 |
NA |
% |
54.82 |
16.16 |
38.66 |
21.67 |
14.99 |
8.53 |
|
|
69. | Considering everything, how satisfied are you with your job? | N |
|
800 |
1,462 |
457 |
280 |
126 |
3,125 |
NA |
% |
72.16 |
25.46 |
46.70 |
14.67 |
9.06 |
4.11 |
|
|
70. | Considering everything, how satisfied are you with your pay? | N |
|
739 |
1,449 |
448 |
355 |
140 |
3,131 |
NA |
% |
69.23 |
23.24 |
45.99 |
14.53 |
11.56 |
4.68 |
|
|
71. | Considering everything, how satisfied are you with your organization? | N |
|
592 |
1,390 |
565 |
382 |
201 |
3,130 |
NA |
% |
63.11 |
18.78 |
44.33 |
18.08 |
12.33 |
6.48 |
|
|
79. | How satisfied are you with the following Work/Life programs in your agency? Telework | N |
|
1,299 |
841 |
189 |
101 |
33 |
2,463 |
67 |
% |
86.74 |
52.51 |
34.23 |
7.88 |
4.03 |
1.34 |
|
|
80. | How satisfied are you with the following Work/Life programs in your agency? Alternative Work Schedules (AWS) | N |
|
918 |
439 |
43 |
8 |
2 |
1,410 |
29 |
% |
96.38 |
64.63 |
31.74 |
2.98 |
0.52 |
0.13 |
|
|
81. | How satisfied are you with the following Work/Life programs in your agency? Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs) | N |
|
142 |
203 |
67 |
16 |
2 |
430 |
43 |
% |
80.18 |
35.58 |
46.60 |
15.56 |
3.85 |
0.40 |
|
|
82. | How satisfied are you with the following Work/Life programs in your agency? Employee Assistance Program (EAP) | N |
|
90 |
134 |
52 |
3 |
4 |
283 |
66 |
% |
78.56 |
31.40 |
47.16 |
18.99 |
1.02 |
1.43 |
|
|
83. | How satisfied are you with the following Work/Life programs in your agency? Child Care Programs (for example, daycare, parenting classes, parenting support groups) | N |
|
27 |
15 |
17 |
0 |
2 |
61 |
30 |
% |
69.47 |
44.87 |
24.60 |
27.77 |
0.00 |
2.76 |
|
|
84. | How satisfied are you with the following Work/Life programs in your agency? Elder Care Programs (for example, support groups, speakers) | N |
|
22 |
25 |
16 |
1 |
0 |
64 |
24 |
% |
75.10 |
35.35 |
39.75 |
23.86 |
1.04 |
0.00 |
|
|
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Results for Question 72 - 78: Work/Life and Telework
72. Have you been notified whether or not you are eligible to telework? | N | % |
Yes, I was notified that I was eligible to telework. |
2,656 |
84.88 |
Yes, I was notified that I was not eligible to telework. |
291 |
9.72 |
No, I was not notified of my telework eligibility. |
59 |
2.05 |
Not sure if I was notified of my telework eligibility. |
103 |
3.35 |
Total |
3,109 |
100.00 |
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73. Please select the response below that BEST describes your current teleworking situation. | N | % |
I telework 3 or more days per week. |
984 |
30.93 |
I telework 1 or 2 days per week. |
961 |
31.26 |
I telework, but no more than 1 or 2 days per month. |
206 |
6.59 |
I telework very infrequently, on an unscheduled or short-term basis. |
371 |
12.09 |
I do not telework because I have to be physically present on the job (e.g., Law Enforcement Officers, Park Rangers, Security Personnel). |
234 |
7.73 |
I do not telework because I have technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking. |
16 |
0.52 |
I do not telework because I did not receive approval to do so, even though I have the kind of job where I can telework. |
126 |
4.41 |
I do not telework because I choose not to telework. |
201 |
6.46 |
Total |
3,099 |
100.00 |
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74. Do you participate in the following Work/Life programs? Alternative Work Schedules (AWS) | N | % |
Yes |
1,436 |
46.34 |
No |
1,562 |
49.75 |
Not available to me |
108 |
3.91 |
Total |
3,106 |
100.00 |
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75. Do you participate in the following Work/Life programs? Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs) | N | % |
Yes |
453 |
14.98 |
No |
2,187 |
69.97 |
Not available to me |
466 |
15.05 |
Total |
3,106 |
100.00 |
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76. Do you participate in the following Work/Life programs? Employee Assistance Program (EAP) | N | % |
Yes |
291 |
9.78 |
No |
2,662 |
86.34 |
Not available to me |
113 |
3.87 |
Total |
3,066 |
100.00 |
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77. Do you participate in the following Work/Life programs? Child Care Programs (for example, daycare, parenting classes, parenting support groups) | N | % |
Yes |
65 |
2.30 |
No |
2,540 |
81.78 |
Not available to me |
497 |
15.92 |
Total |
3,102 |
100.00 |
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78. Do you participate in the following Work/Life programs? Elder Care Programs (for example, support groups, speakers) | N | % |
Yes |
76 |
2.60 |
No |
2,635 |
84.47 |
Not available to me |
403 |
12.92 |
Total |
3,114 |
100.00 |
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Demographics A
Question | Response | N | % |
Where do you work? |
Headquarters |
1,268 |
40.94 |
Field |
1,829 |
59.06 |
Total |
3,097 |
100.00 |
What is your supervisory status? |
Non-Supervisor |
2,513 |
81.04 |
Team Leader |
199 |
6.42 |
Supervisor |
254 |
8.19 |
Manager |
90 |
2.90 |
Senior Leader |
45 |
1.45 |
Total |
3,101 |
100.00 |
Are you: |
Male |
1,268 |
42.10 |
Female |
1,744 |
57.90 |
Total |
3,012 |
100.00 |
Are you Hispanic or Latino? |
Yes |
210 |
7.06 |
No |
2,764 |
92.94 |
Total |
2,764 |
100.00 |
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Demographics B
Question | Response | N | % |
Please select the racial category or categories with which you most closely identify. |
American Indian or Alaska Native |
24 |
0.83 |
Asian |
71 |
2.46 |
Black or African American |
561 |
19.43 |
Native Hawaiian or Other Pacific Islander |
8 |
0.28 |
White |
2,102 |
72.81 |
Two or more races |
121 |
4.19 |
Total |
2,887 |
100.00 |
What is the highest degree or level of education you have completed? |
Less than High School |
1 |
0.03 |
High School Diploma/GED or equivalent |
188 |
6.18 |
Trade or Technical Certificate |
56 |
1.84 |
Some College (no degree) |
408 |
13.42 |
Associate's Degree (e.g., AA, AS) |
194 |
6.38 |
Bachelor's Degree (e.g., BA, BS) |
1,376 |
45.25 |
Master's Degree (e.g., MA, MS, MBA) |
709 |
23.31 |
Doctoral/Professional Degree (e.g., Ph.D., MD, JD) |
109 |
3.58 |
Total |
3,041 |
100.00 |
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Demographics C
Question | Response | N | % |
What is your pay category/grade? |
Federal Wage System |
2 |
0.07 |
GS 1-6 |
158 |
5.16 |
GS 7-12 |
1,859 |
60.69 |
GS 13-15 |
1,001 |
32.68 |
Senior Executive Service |
36 |
1.18 |
Senior Level (SL) or Scientific or Professional (ST) |
3 |
0.10 |
Other |
4 |
0.13 |
Total |
3,063 |
100.00 |
How long have you been with the Federal Government (excluding military service)? |
Less than 1 year |
51 |
1.67 |
1 to 3 years |
228 |
7.47 |
4 to 5 years |
269 |
8.82 |
6 to 10 years |
911 |
29.86 |
11 to 14 years |
421 |
13.80 |
15 to 20 years |
329 |
10.78 |
More than 20 years |
842 |
27.60 |
Total |
3,051 |
100.00 |
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Demographics D
Question | Response | N | % |
How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)? |
Less than 1 year |
102 |
3.37 |
1 to 3 years |
393 |
12.98 |
4 to 5 years |
429 |
14.17 |
6 to 10 years |
1,019 |
33.66 |
11 to 20 years |
686 |
22.66 |
More than 20 years |
398 |
13.15 |
Total |
3,027 |
100.00 |
Are you considering leaving your organization within the next year, and if so, why? |
No |
2,102 |
68.92 |
Yes, to retire |
143 |
4.69 |
Yes, to take another job within the Federal Government |
608 |
19.93 |
Yes, to take another job outside the Federal Government |
57 |
1.87 |
Yes, other |
140 |
4.59 |
Total |
3,050 |
100.00 |
I am planning to retire: |
Within one year |
96 |
3.15 |
Between one and three years |
256 |
8.41 |
Between three and five years |
267 |
8.77 |
Five or more years |
2,426 |
79.67 |
Total |
2,426 |
100.00 |
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Demographics E
Question | Response | N | % |
Self-Identify as: |
Heterosexual or Straight |
2,423 |
84.10 |
Gay, Lesbian, Bisexual, or Transgender |
81 |
2.81 |
I prefer not to say |
377 |
13.09 |
Total |
2,881 |
100.00 |
What is your US military service status? |
No Prior Military Service |
2,199 |
73.40 |
Currently in National Guard or Reserves |
41 |
1.37 |
Retired |
310 |
10.35 |
Separated or Discharged |
446 |
14.89 |
Total |
2,996 |
100.00 |
Are you an individual with a disability? |
Yes |
407 |
13.52 |
No |
2,603 |
86.48 |
Total |
3,010 |
100.00 |
What is your age group? |
25 and under |
31 |
0.97 |
26-29 |
126 |
3.94 |
30-39 |
836 |
26.16 |
40-49 |
833 |
26.06 |
50-59 |
1,035 |
32.38 |
60 or older |
335 |
10.48 |
Total |
3,196 |
100.00 |
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