2022 Employee Survey Results
2022 Annual Employee Survey Results
U.S. Office of Personnel Management (OPM)
The 2022 Federal Employee Viewpoint Survey (FEVS) was administered to OPM employees in June of 2022.
The survey was provided to all non-political OPM employees onboard as of November of 2021. Approximately 1,516 surveys were completed out of 2,386 administered, for a response rate of 63.5%, which was 9.72 percentage points higher than FY21’s response rate of 53.8%.
Response to the pandemic has clearly shown the importance of employee resilience, innovation, and employee involved decision-making to agency success. New content relevant to these and other key management topics were added to the 2022 survey.
This survey is also used to address government priorities. Content aligned with the Executive Order on Diversity, Equity, Inclusion, and Accessibility (DEIA) were included in the 2022 survey as a new DEIA index.
OPM has reviewed the 2022 FEVS results in senior leadership meetings, provided all Associate Directors and Office Heads with their respective organization’s results, provided all direct supervisors with their work unit’s results if available, and shared high-level findings with the OPM employee workforce.
OPM is implementing an agency-wide engagement plan to address focus areas and encouraging organization leadership to review their results and develop action plans to improve challenge areas.
Summary of Results
The highest percent positive items were the following:
- Q89: It is important to me that my work contribute to the common good. 93%
- Q51: My supervisor holds me accountable for achieving results. 92%
- Q11: I am held accountable for the quality of work I produce. 92%
- Q20: Employees in my work unit contribute positively to my agency’s performance. 91%
- Q19: Employees in my work unit meet the needs of our customers. 90%
The highest percent negative items were the following:
- Q12: Continually changing work priorities make it hard for me to produce high quality work. 41%
- Q34: Employees in my work unit are typically under too much pressure to meet work goals. 32%
- Q5: My workload is reasonable. 26%
- Q64: Management involves employees in decisions that affect their work. 25%
- Q16: In my work unit, differences in performance are recognized in a meaningful way. 24%
The largest increases in percent positive since 2021 were:
- Q58: Managers promote communication among different work units (for example, about projects, goals, needed resources). 67% (+3% since 2021)
- Q8: I can disclose a suspected violation of any law, rule or reg. without fear of reprisal. 73% (+2%)
- Q37: My organization is successful at accomplishing its mission. 81% (+1%)
- Q60: I have a high level of respect for my organization's senior leaders. 70% (+1%)
- Q18: My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. 82% (+1%)
The largest increases in percent negative since 2021 were:
- Q16: In my work unit, differences in performance are recognized in a meaningful way. 24% (+6% negative since 2021)
- Q36: Employees are protected from health and safety hazards on the job. 12% (+4%)
- Q69: Considering everything, how satisfied are you with your pay? 18% (+2%)
- Q65: How satisfied are you with your involvement in decisions that affect your work? 20% (+2%)
- Q67: How satisfied are you with the recognition you receive for doing a good job? 17% (+2%)
Engagement Index Score: 77%
- 68% Leaders Lead
- 85% Supervisors
- 77% Intrinsic Work Experience
Global Satisfaction: 70%
Diversity, Equity, Inclusion, and Accessibility (DEIA) Index Overall: 75%
- 78% Diversity
- 70% Equity
- 78% Inclusion
- 74% Accessibility
2022 FEVS Item Results
Item | Item Text | Percent Positive |
Percent Neutral | Percent Negative |
---|---|---|---|---|
1 | I am given a real opportunity to improve my skills in my organization. | 73.0% | 14.1% | 12.8% |
2 | I feel encouraged to come up with new and better ways of doing things. | 69.1% | 14.3% | 16.6% |
3 | My work gives me a feeling of personal accomplishment. | 75.4% | 13.2% | 11.4% |
4 | I know what is expected of me on the job. | 84.1% | 8.5% | 7.4% |
5 | My workload is reasonable. | 60.0% | 14.3% | 25.7% |
6 | My talents are used well in the workplace. | 66.9% | 16.5% | 16.6% |
7 | I know how my work relates to the agency's goals. | 87.3% | 8.1% | 4.5% |
8 | I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. | 73.0% | 15.9% | 11.1% |
9 | I have enough information to do my job well. | 76.3% | 12.4% | 11.3% |
10 | I receive the training I need to do my job well. | 68.0% | 19.7% | 12.3% |
11 | I am held accountable for the quality of work I produce. | 92.0% | 5.6% | 2.4% |
12 | Continually changing work priorities make it hard for me to produce high quality work. (Note: This item is negatively worded, so percent positive scores include "Strongly Disagree" or "Disagree" responses and percent negative scores include "Strongly Agree" or "Agree" responses. Percent positive scores mean that continually changing work priorities do not make it hard for employees to produce high quality work.) |
34.1% | 24.7% | 41.2% |
13 | I have a clear idea of how well I am doing my job. | 81.3% | 11.9% | 6.9% |
14 | The people I work with cooperate to get the job done. | 86.2% | 8.2% | 5.6% |
16 | In my work unit, differences in performance are recognized in a meaningful way. | 49.7% | 25.8% | 24.4% |
17 | Employees in my work unit share job knowledge. | 85.5% | 8.0% | 6.5% |
18 | My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. | 82.3% | 10.6% | 7.1% |
19 | Employees in my work unit meet the needs of our customers. | 90.4% | 8.5% | 1.0%< |
20 | Employees in my work unit contribute positively to my agency's performance. | 90.7% | 7.8% | 1.5% |
21 | Employees in my work unit produce high-quality work. | 88.2% | 10.2% | 1.6% |
22 | Employees in my work unit adapt to changing priorities. | 85.7% | 11.7% | 2.6% |
23 | New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. | 66.3% | 24.1% | 9.6% |
24 | I can influence decisions in my work unit. | 63.3% | 20.3% | 16.4% |
25 | I know what my work unit’s goals are. | 86.6% | 8.0% | 5.4% |
26 | My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). | 56.9% | 22.8% | 20.3% |
27 | My work unit successfully manages disruptions to our work. | 69.0% | 18.6% | 12.4% |
28 | Employees in my work unit consistently look for new ways to improve how they do their work. | 72.2% | 17.7% | 10.1% |
29 | Employees in my work unit incorporate new ideas into their work. | 71.9% | 17.9% | 10.2% |
30 | Employees in my work unit approach change as an opportunity. | 63.6% | 22.4% | 14.0% |
31 | Employees in my work unit consider customer needs a top priority. | 86.2% | 9.3% | 4.5% |
32 | Employees in my work unit consistently look for ways to improve customer service. | 75.1% | 18.6% | 6.3% |
33 | Employees in my work unit support my need to balance my work and personal responsibilities. | 79.1% | 13.6% | 7.3% |
34 | Employees in my work unit are typically under too much pressure to meet work goals. (Note: This item is negatively worded, so percent positive scores include "Strongly Disagree" or "Disagree" responses and percent negative scores include "Strongly Agree" or "Agree" responses. Percent positive scores mean employees are typically not pressured to meet work goals.) |
40.3% | 28.0% | 31.7% |
35 | Employees are recognized for providing high quality products and services. | 67.0% | 16.7% | 16.4% |
36 | Employees are protected from health and safety hazards on the job. | 75.4% | 12.7% | 11.8% |
37 | My organization is successful at accomplishing its mission. | 81.5% | 11.9% | 6.7% |
38 | I have a good understanding of my organization’s priorities. | 82.7% | 9.8% | 7.5% |
39 | My organization effectively adapts to changing government priorities. | 76.1% | 15.8% | 8.1% |
40 | My organization has prepared me for potential physical security threats. | 66.5% | 20.1% | 13.4% |
41 | My organization has prepared me for potential cybersecurity threats. | 90.1% | 7.0% | 2.9% |
42 | In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. | 57.3% | 21.5% | 21.2% |
43 | I recommend my organization as a good place to work. | 71.4% | 18.1% | 10.5% |
44 | I believe the results of this survey will be used to make my agency a better place to work. | 52.9% | 22.9% | 24.1% |
45 | My supervisor is committed to a workforce representative of all segments of society. | 85.7% | 9.8% | 4.5% |
46 | Supervisors in my work unit support employee development. | 82.9% | 10.2% | 6.9% |
47 | My supervisor supports my need to balance work and other life issues. | 90.1% | 5.3% | 4.6% |
48 | My supervisor listens to what I have to say. | 87.2% | 6.3% | 6.5% |
49 | My supervisor treats me with respect. | 89.8% | 5.2% | 5.0% |
50 | I have trust and confidence in my supervisor. | 82.4% | 10.0% | 7.5% |
51 | My supervisor holds me accountable for achieving results. | 92.3% | 5.8% | 1.9% |
52 | Overall, how good a job do you feel is being done by your immediate supervisor? | 84.3% | 10.3% | 5.4% |
53 | My supervisor provides me with constructive suggestions to improve my job performance. | 77.4% | 14.4% | 8.2% |
54 | My supervisor provides me with performance feedback throughout the year. | 84.5% | 8.7% | 6.8% |
55 | In my organization, senior leaders generate high levels of motivation and commitment in the workforce. | 57.4% | 21.3% | 21.2% |
56 | My organization's senior leaders maintain high standards of honesty and integrity. | 65.0% | 21.2% | 13.8% |
57 | Managers communicate the goals of the organization. | 74.7% | 14.3% | 11.0% |
58 | Managers promote communication among different work units (for example, about projects, goals, needed resources). | 66.6% | 16.2% | 17.1% |
59 | Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? | 73.6% | 17.0% | 9.4% |
60 | I have a high level of respect for my organization's senior leaders. | 70.2% | 18.7% | 11.0% |
61 | Senior leaders demonstrate support for Work-Life programs. | 73.1% | 16.3% | 10.6% |
62 | Management encourages innovation. | 65.0% | 21.4% | 13.6% |
63 | Management makes effective changes to address challenges facing our organization. | 61.8% | 20.9% | 17.3% |
64 | Management involves employees in decisions that affect their work. | 52.4% | 22.1% | 25.4% |
65 | How satisfied are you with your involvement in decisions that affect your work? | 56.7% | 22.8% | 20.5% |
66 | How satisfied are you with the information you receive from management on what's going on in your organization? | 63.7% | 19.1% | 17.2% |
67 | How satisfied are you with the recognition you receive for doing a good job? | 62.4% | 20.6% | 17.0% |
68 | Considering everything, how satisfied are you with your job? | 73.3% | 14.3% | 12.4% |
69 | Considering everything, how satisfied are you with your pay? | 66.0% | 15.9% | 18.1% |
70 | Considering everything, how satisfied are you with your organization? | 69.4% | 17.5% | 13.1% |
71 | My organization’s management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). | 75.9% | 15.2% | 8.9% |
72 | My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). | 79.5% | 14.6% | 5.8% |
73 | I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. | 70.1% | 13.8% | 16.1% |
74 | My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). | 72.7% | 15.3% | 12.0% |
75 | In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). | 67.1% | 16.7% | 16.2% |
76 | Employees in my work unit treat me as a valued member of the team. | 84.5% | 10.2% | 5.3% |
77 | Employees in my work unit make me feel I belong. | 80.3% | 13.6% | 6.1% |
78 | Employees in my work unit care about me as a person. | 79.5% | 14.3% | 6.2% |
79 | I am comfortable expressing opinions that are different from other employees in my work unit. | 76.6% | 12.2% | 11.2% |
80 | In my work unit, people’s differences are respected. | 78.0% | 13.9% | 8.1% |
81 | I can be successful in my organization being myself. | 77.6% | 12.9% | 9.5% |
82 | I can easily make a request of my organization to meet my accessibility needs. | 76.6% | 15.7% | 7.7% |
83 | My organization responds to my accessibility needs in a timely manner. | 70.5% | 21.0% | 8.5% |
84 | My organization meets my accessibility needs. | 73.8% | 18.9% | 7.3% |
85 | My job inspires me. | 62.4% | 22.0% | 15.6% |
86 | The work I do gives me a sense of accomplishment. | 76.1% | 13.9% | 10.1% |
87 | I feel a strong personal attachment to my organization. | 61.4% | 23.8% | 14.8% |
88 | I identify with the mission of my organization. | 78.4% | 15.9% | 5.7% |
89 | It is important to me that my work contribute to the common good. | 92.9% | 5.4% | 1.7% |
Response Options | Responses | Percentage |
---|---|---|
Remain in the work unit and improve their performance over time | 259 | 17.6% |
Remain in the work unit and continue to underperform | 481 | 33.2% |
Leave the work unit - removed or transferred | 148 | 10.0% |
Leave the work unit - quit | 91 | 5.8% |
There are no poor performers in my work unit | 342 | 20.9% |
Do Not Know | 387 | 26.3% |
Pandemic, Telework, Transition to the Worksite, and Workplace Flexibilities
Response Options | Responses | Percentage |
---|---|---|
100% of my work time | 86 | 7.1% |
At least 75% but less than 100% | 55 | 4.3% |
At least 50% but less than 75% | 99 | 8.4% |
At least 25% but less than 50% | 260 | 20.2% |
Less than 25% | 400 | 24.8% |
I am not currently required to be physically present at my agency worksite | 563 | 35.1% |
Total | 1,463 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
I have an approved remote work agreement (I am not expected to perform work at an agency worksite) | 556 | 34.6% |
I telework 3 or ore days per week | 549 | 37.3% |
I telework 1 or 2 days per week | 271 | 20.8% |
I telework, but only about 1 or 2 days per month | 9 | 0.6% |
I telework very infrequently, on an unscheduled or short-term basis | 16 | 1.3% |
I do not telework because I have to be physically present on the job (e.g., law enforcement officers, TSA agent, border patrol agent, security personnel) | 32 | 2.8% |
I do not telework because of technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking | 3 | 0.3% |
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 | 9 | 0.7% |
I do not telework because I choose not to telework | 20 | 1.6% |
Total | 1,465 | 100.0% |
Only those who answered “I have an approved remote work agreement” to the previous question received Question 91a.
Response Options | Responses | Percentage |
---|---|---|
I have an approved remote work agreement and live outside the local commuting area (more than 50 miles away) | 229 | 40.5% |
I have an approved remote work agreement and live within the local commuting area (less than 50 miles away) | 323 | 59.5% |
Total | 552 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
Yes | 530 | 37.2% |
No | 932 | 62.8% |
Total | 1,462 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
No | 1,173 | 79.4% |
Yes, to retire | 64 | 4.3% |
Yes, to take another job within my Agency | 30< | 2.5% |
Yes, to take another job within the Federal Government | 135 | 10.0% |
Yes, to take another job outside the Federal Government | 14 | 1.0% |
Yes, other | 39 | 2.9% |
Total | 1,455 | 100.0% |
"Re-entry" is a term used to describe the transition from the work environment that has existed during the pandemic to the agency’s new work environment.
Response Options | Responses | Percentage |
---|---|---|
Strongly Agree | 407 | 30.4% |
Agree | 447 | 35.3% |
Neither Agree nor Disagree | 244 | 20.3% |
Disagree | 82 | 7.3% |
Strongly Disagree | 74 | 6.7% |
Not Applicable | 206 | — |
Total | 1,460 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
All employees in my work unit are physically present on the worksite | 63 | 5.2% |
Some employees are physically present on the worksite and others telework or work remotely | 1,095 | 75.9% |
No employees in my work unit are physically present on the worksite, we all work remotely | 226 | 13.4% |
Other | 78 | 5.4% |
Total | 1,462 | 100.0% |
Senior Leaders and Support
Response Options | Responses | Percentage |
---|---|---|
Strongly Agree | 589 | 38.9% |
Agree | 598 | 42.5% |
Neither Agree nor Disagree | 132 | 10.0% |
Disagree | 45 | 3.8% |
Strongly Disagree | 58 | 4.8% |
No Basis to Judge | 40 | — |
Total | 1,462 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
Strongly Agree | 555 | 37.3% |
Agree | 597 | 43.6% |
Neither Agree nor Disagree | 131 | 10.2% |
Disagree | 67 | 5.2% |
Strongly Disagree | 46 | 3.8% |
No Basis to Judge | 41 | — |
Total | 1,437 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
Strongly Agree | 826 | 54.6% |
Agree | 488 | 35.3% |
Neither Agree nor Disagree | 77 | 6.0% |
Disagree | 26 | 2.1% |
Strongly Disagree | 26 | 2.0% |
No Basis to Judge | 22 | — |
Total | 1,465 | 100.0% |
Response Options | Responses | Percentage |
---|---|---|
Strongly Agree | 784 | 52.4% |
Agree | 482 | 35.5% |
Neither Agree nor Disagree | 92 | 7.3% |
Disagree | 28 | 2.1% |
Strongly Disagree | 35 | 2.8% |
No Basis to Judge | 34 | — |
Total | 1,455 | 100.0% |
Demographics
Response Options | Percentage |
---|---|
Headquarters | 46.1% |
Field | 16.8% |
Full-time telework (e.g., home office, telecenter) | 37.1% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Senior Leader | 3.4% |
Manager | 4.4% |
Supervisor | 12.2% |
Team Leader | 9.6% |
Non-Supervisor | 70.5% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Federal Wage System (for example, WB, WD, WG, WL, WM, WS, WY) | 0.1% |
GS 1-6 | 4.4% |
GS 7-12 | 31.3% |
GS 13-15 | 60.7% |
Senior Executive Service | 3.1% |
Senior Level (SL) or Scientific or Professional (ST) | 0.4% |
Other | 0.1% |
Total | 100.0% |
Response Options | Percentage |
---|---|
No Prior Military Service | 81.1% |
Currently in National Guard or Reserves | 0.6% |
Retired | 6.5% |
Separated or Discharged | 11.8% |
Total | 100.0% |
Response Options | Percentage |
---|---|
The spouse of a current active duty service member of the U.S. Armed Forces | 1.1% |
The spouse of a service member who retired or separated from active duty in the U.S. Armed Forces with a disability rating of 100 percent | 1.5% |
The widow(er) of a service member killed while on active duty in the U.S. Armed Forces | 0.2% |
None of the categories listed | 97.2% |
Total | 100.0% |
If the response to the previous question on if you are a military spouse was "None of the categories listed," this item was skipped.
Response Options | Percentage |
---|---|
Yes | 5.3% |
No | 94.7% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Less than 1 year | 1.9% |
1 to 3 years | 8.6% |
4 to 5 years | 8.6% |
6 to 10 years | 15.2% |
11 to 14 years | 19.2% |
15 to 20 years | 16.5% |
More than 20 years | 30.0% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Less than 1 year | 5.6% |
1 to 3 years | 16.2% |
4 to 5 years | 12.6% |
6 to 10 years | 17.4% |
11 to 14 years | 18.5% |
15 to 20 years | 10.9% |
More than 20 years | 18.7% |
Total | 100.0% |
Response Options | Percentage |
---|---|
No | 71.3% |
Yes, to retire | 5.4% |
Yes, to take another job within the Federal Government | 18.2% |
Yes, to take another job outside the Federal Government | 1.8% |
Yes, other | 3.3% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Less than 1 year | 2.6% |
1 year | 2.8% |
2 years | 3.9% |
3 years | 6.0% |
4 years | 4.0% |
5 years | 7.2% |
More than 5 years | 73.4% |
Total | 100.0% |
Personal Demographics
Response Options | Percentage |
---|---|
Yes | 6.3% |
No | 93.7% |
Total | 100.0% |
Response Options | Percentage |
---|---|
White | 62.2% |
Black or African American | 27.8% |
All other races | 10.0% |
Total | 100.0% |
Response Options | Percentage |
---|---|
29 years and under | 3.8% |
30-39 years old | 22.4% |
40-49 years old | 27.0% |
50-59 years old | 31.9% |
60 years or older | 15.0% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Less than High School/ High School Diploma/ GED | 5.1% |
Certification/ Some College/ Associate's Degree | 19.1% |
Bachelor's Degree | 33.9% |
Advanced Degrees (Post Bachelor's Degree) | 41.9% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Yes | 16.7% |
No | 83.3% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Male | 37.6% |
Female | 62.4% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Yes | 0.4% |
No | 99.6% |
Total | 100.0% |
Response Options | Percentage |
---|---|
Straight, that is not gay or lesbian | 92.6% |
Gay or Lesbian | 2.9% |
Bisexual | 1.7% |
I use a different term | 2.9% |
Total | 100.0% |
Agency-Specific Items
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 561 | 37.6% |
Agree | 581 | 41.7% |
Neither Agree nor Disagree | 155 | 11.6% |
Disagree | 69 | 5.4% |
Strongly Disagree | 46 | 3.7% |
No Basis to Judge | 43 | — |
Total | 1,455 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 766 | 49.5% |
Agree | 476 | 33.9% |
Neither Agree nor Disagree | 118 | 8.9% |
Disagree | 55 | 4.5% |
Strongly Disagree | 39 | 3.3% |
Total | 1,454 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 747 | 48.9% |
Agree | 516 | 36.6% |
Neither Agree nor Disagree | 108 | 8.5% |
Disagree | 48 | 3.8% |
Strongly Disagree | 27 | 2.2% |
No Basis to Judge | 16 | — |
Total | 1,462 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Very Satisfied | 792 | 51.6% |
Satisfied | 435 | 30.5% |
Neither Satisfied or Dissatisfied | 105 | 7.8% |
Dissatisfied | 85 | 6.7% |
Very Dissatisfied | 41 | 3.4% |
Total | 1,458 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 639 | 44.1% |
Agree | 553 | 40.8% |
Neither Agree nor Disagree | 82 | 6.4% |
Disagree | 78 | 5.6% |
Strongly Disagree | 39 | 3.1% |
N/A, I do not need hybrid work resources and tools (for example, because you and your entire unit is fully remote) | 64 | — |
Total | 1,455 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 299 | 25.5% |
Agree | 391 | 35.3% |
Neither Agree nor Disagree | 239 | 22.9% |
Disagree | 82 | 7.8% |
Strongly Disagree | 84 | 8.5% |
No Basis to Judge | 358 | — |
Total | 1,453 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 382 | 28.4 |
Agree | 588 | 44.1% |
Neither Agree nor Disagree | 166 | 13.0% |
Disagree | 130 | 10.0% |
Strongly Disagree | 57 | 4.5% |
No Basis to Judge | 131 | — |
Total | 1,454 | 100.0% |
Response Options | Number | Percentage |
---|---|---|
Strongly Agree | 364 | 29.3% |
Agree | 564 | 46.5% |
Neither Agree nor Disagree | 136 | 11.9% |
Disagree | 103 | 8.9% |
Strongly Disagree | 41 | 3.4% |
No Basis to Judge | 245 | — |
Total | 1,453 | 100.0% |