2007 Employee Survey Results
2007 Annual Employee Survey Results
U.S. Office of Personnel Management (OPM)
1. Interpretation of Results:
The results of the 2007 OPM employee survey continued to show an increase in positive responses. In addition to the required survey questions, OPM used the additional questions contained in the Federal Human Capital Survey to allow a more direct comparison to previous survey results and findings. We are pleased to report that OPM-wide data reflect an increased positive response rate in 93 percent of the survey questions, with field employee responses showing the greatest overall increase. Nearly half (45 percent) of the survey items reflected a positive rating of 65 percent or greater (compared to 31 percent of survey items in 2006), and no items reflected negative ratings of more than 35 percent. Sixty-three percent of the responses reflected a positive percentage increase of 5 or more points since 2006 and no items reflected a decrease of 5 or more percentage points. Ninety-three percent of employees responded they feel the work they do is important; 88 percent feel they are held accountable for achieving results; and 86 percent know how their work relates to the Agency's goals and priorities. The areas showing the greatest overall increase in positive responses include the assessment of employee training needs (14 percent increase); organizational satisfaction (12 percent increase); satisfaction with training received (11 percent increase); and satisfaction with employee recognition (11 percent increase). During 2008, the Agency plans to continue its supervisory training initiatives to ensure managers have the necessary tools to meet their human capital management responsibilities. In addition, we plan to continue our ongoing communication strategies to ensure all employees are provided information on a timely basis.
2. How the survey was conducted:
The survey was conducted online from October 29, 2007, through November 20, 2007.
3. Description of sample:
All full-time permanent OPM employees were surveyed.
4. Survey items and response choices:
See the tables on the following pages (required Annual Employee Survey items are marked by an asterisk).
5. Number of employees surveyed, number responded, and representativeness of respondents:
Of the 4,435 employees surveyed, 2,931 responded, for a 66% response rate. The survey respondents are generally representative of the OPM population, as shown in Table 1 below.
| Category | Population | Respondents |
|---|---|---|
| Supervisory Status | ||
| Non-Supervisor | 91% | 82% |
| Team Leader | 8% | |
| Supervisor | 8% | 7% |
| Manager | 3% | |
| Executive | 1% | 1% |
| Gender | ||
| Male | 40% | 42% |
| Female | 60% | 58% |
| Are you: Hispanic or Latino | ||
| Yes | 4% | 5% |
| No | 96% | 95% |
| Racial Category | ||
| White | 70% | 73% |
| Black or African American | 27% | 21% |
| Native Hawaiian or Other Pacific Islander | <1% | 1% |
| Asian | 3% | 2% |
| American Indian or Alaska Native | 1% | 0% |
| Two or more races (Not Hispanic or Latino) | <1% | 3% |
| Sub-Agency | ||
| Office of the Inspector General | 3% | 2% |
| Office of the Chief Financial Officer | 3% | 3% |
| Division for HC Leadership and Merit System Accountability | 5% | 5% |
| Division for HR Products and Services | 27% | 22% |
| Management Services Division | 7% | 7% |
| Federal Investigative Services Division | 51% | 55% |
| Division for Strategic Human Resources Policy | 4% | 4% |
| All Other Components | 2% | 2% |
| Item Text | Strongly Agree | Agree | Neither | Disagree | Strongly Disagree | Do not Know | Total | |
|---|---|---|---|---|---|---|---|---|
| *(01) The people I work with cooperate to get the job done. | Frequencies | 1147 | 1425 | 197 | 125 | 37 | 2931 | |
| Percentages | 39.1% | 48.6% | 6.7% | 4.3% | 1.3% | 100.0% | ||
| *(02) I am given a real opportunity to improve my skills in my organization. | Frequencies | 613 | 1238 | 544 | 393 | 143 | 2931 | |
| Percentages | 20.9% | 42.2% | 18.6% | 13.4% | 4.9% | 100.0% | ||
| (03) I have enough information to do my job well. | Frequencies | 523 | 1528 | 471 | 328 | 81 | 2931 | |
| Percentages | 17.8% | 52.1% | 16.1% | 11.2% | 2.8% | 100.0% | ||
| (04) I feel encouraged to come up with new and better ways of doing things. | Frequencies | 639 | 1072 | 605 | 445 | 170 | 2931 | |
| Percentages | 21.8% | 36.6% | 20.6% | 15.2% | 5.8% | 100.0% | ||
| *(05) My work gives me a feeling of personal accomplishment. | Frequencies | 924 | 1260 | 400 | 226 | 121 | 2931 | |
| Percentages | 31.5% | 43.0% | 13.6% | 7.7% | 4.1% | 100.0% | ||
| *(06) I like the kind of work I do. | Frequencies | 1213 | 1238 | 326 | 92 | 62 | 2931 | |
| Percentages | 41.4% | 42.2% | 11.1% | 3.1% | 2.1% | 100.0% | ||
| *(07) I have trust and confidence in my supervisor. | Frequencies | 1038 | 1082 | 413 | 221 | 177 | 2931 | |
| Percentages | 35.4% | 36.9% | 14.1% | 7.5% | 6.0% | 100.0% | ||
| (08) I recommend my organization as a good place to work. | Frequencies | 793 | 1123 | 548 | 270 | 197 | 2931 | |
| Percentages | 27.1% | 38.3% | 18.7% | 9.2% | 6.7% | 100.0% | ||
| *(09) Overall, how good a job do you feel is being done by your immediate supervisor/team leader? | Frequencies | 1269 | 938 | 455 | 150 | 119 | 2931 | |
| Percentages | 43.3% | 32.0% | 15.5% | 5.1% | 4.1% | 100.0% | ||
| (10) How would you rate the overall quality of work done by your work group? | Frequencies | 1330 | 1290 | 262 | 30 | 19 | 2931 | |
| Percentages | 45.4% | 44.0% | 8.9% | 1.0% | 0.6% | 100.0% | ||
| *(11) The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. | Frequencies | 476 | 1644 | 472 | 243 | 60 | 36 | 2931 |
| Percentages | 16.2% | 56.1% | 16.1% | 8.3% | 2.0% | 1.2% | 100.0% | |
| *(12) My supervisor supports my need to balance work and family issues. | Frequencies | 1290 | 1091 | 302 | 119 | 94 | 35 | 2931 |
| Percentages | 44.0% | 37.2% | 10.3% | 4.1% | 3.2% | 1.2% | 100.0% | |
| (13) Supervisors/team leaders in my work unit provide employees with the opportunities to demonstrate their leadership skills. | Frequencies | 663 | 1165 | 624 | 285 | 158 | 36 | 2931 |
| Percentages | 22.6% | 39.7% | 21.3% | 9.7% | 5.4% | 1.2% | 100.0% | |
| *(14) My work unit is able to recruit people with the right skills. | Frequencies | 351 | 1099 | 854 | 319 | 159 | 149 | 2931 |
| Percentages | 12.0% | 37.5% | 29.1% | 10.9% | 5.4% | 5.1% | 100.0% | |
| (15) The skill level in my work unit has improved in the past year. | Frequencies | 483 | 1163 | 761 | 259 | 89 | 176 | 2931 |
| Percentages | 16.5% | 39.7% | 26.0% | 8.8% | 3.0% | 6.0% | 100.0% | |
| (16) I have sufficient resources (for example, people, materials, budget) to get my job done. | Frequencies | 463 | 1311 | 495 | 404 | 237 | 21 | 2931 |
| Percentages | 15.8% | 44.7% | 16.9% | 13.8% | 8.1% | 0.7% | 100.0% | |
| *(17) My workload is reasonable. | Frequencies | 372 | 1447 | 498 | 396 | 198 | 20 | 2931 |
| Percentages | 12.7% | 49.4% | 17.0% | 13.5% | 6.8% | 0.7% | 100.0% | |
| *(18) In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels. | Frequencies | 874 | 1329 | 326 | 207 | 153 | 42 | 2931 |
| Percentages | 29.8% | 45.3% | 11.1% | 7.1% | 5.2% | 1.4% | 100.0% | |
| *(19) My talents are used well in the workplace. | Frequencies | 625 | 1262 | 504 | 318 | 192 | 30 | 2931 |
| Percentages | 21. | 43.1% | 17.2% | 10.8% | 6.6% | 1.0% | 100.0% | |
| *(20) I know how my work relates to the agency's goals and priorities. | Frequencies | 977 | 1533 | 262 | 81 | 64 | 14 | 2931 |
| Percentages | 33.3% | 52.3% | 8.9% | 2.8% | 2.2% | 0.5% | 100.0% | |
| *(21) The work I do is important. | Frequencies | 1635 | 1087 | 136 | 40 | 26 | 7 | 2931 |
| Percentages | 55.8% | 37.1% | 4.6% | 1.4% | 0.9% | 0.2% | 100.0% | |
| *(22) Physical conditions allow employees to perform their jobs well. | Frequencies | 649 | 1230 | 552 | 270 | 171 | 59 | 2931 |
| Percentages | 22.1% | 42.0% | 18.8% | 9.2% | 5.8% | 2.0% | 100.0% | |
| *(23) Promotions in my work unit are based on merit. | Frequencies | 345 | 947 | 750 | 343 | 281 | 265 | 2931 |
| Percentages | 11.8% | 32.3% | 25.6% | 11.7% | 9.6% | 9.0% | 100.0% | |
| *(24) In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. | Frequencies | 244 | 891 | 719 | 394 | 257 | 426 | 2931 |
| Percentages | 8.3% | 30.4% | 24.5% | 13.4% | 8.8% | 14.5% | 100.0% | |
| *(25) Employees have a feeling of personal empowerment with respect to work processes. | Frequencies | 277 | 1104 | 762 | 427 | 244 | 117 | 2931 |
| Percentages | 9.5% | 37.7% | 26.0% | 14.6% | 8.3% | 4.0% | 100.0% | |
| (26) Employees are rewarded for providing high quality products and services to customers. | Frequencies | 410 | 1048 | 608 | 454 | 248 | 163 | 2931 |
| Percentages | 14.0% | 35.8% | 20.7% | 15.5% | 8.5% | 5.6% | 100.0% | |
| *(27) Creativity and innovation are rewarded. | Frequencies | 297 | 837 | 821 | 517 | 272 | 187 | 2931 |
| Percentages | 10.1% | 28.6% | 28.0% | 17.6% | 9.3% | 6.4% | 100.0% | |
| *(28) Pay raises depend on how well employees perform their jobs. | Frequencies | 277 | 902 | 784 | 460 | 276 | 232 | 2931 |
| Percentages | 9.5% | 30.8% | 26.7% | 15.7% | 9.4% | 7.9% | 100.0% | |
| (29) Awards in my work unit depend on how well employees perform their jobs. | Frequencies | 370 | 1050 | 643 | 344 | 250 | 274 | 2931 |
| Percentages | 12.6% | 35.8% | 21.9% | 11.7% | 8.5% | 9.3% | 100.0% | |
| *(30) In my work unit, differences in performance are recognized in a meaningful way. | Frequencies | 251 | 833 | 820 | 467 | 275 | 285 | 2931 |
| Percentages | 8.6% | 28.4% | 28.0% | 15.9% | 9.4% | 9.7% | 100.0% | |
| *(31) My performance appraisal is a fair reflection of my performance. | Frequencies | 682 | 1269 | 417 | 280 | 219 | 64 | 2931 |
| Percentages | 23.3% | 43.3% | 14.2% | 9.6% | 7.5% | 2.2% | 100.0% | |
| *(32) Discussions with my supervisor/team leader about my performance are worthwhile. | Frequencies | 717 | 1247 | 498 | 230 | 191 | 48 | 2931 |
| Percentages | 24.5% | 42.5% | 17.0% | 7.8% | 6.5% | 1.6% | 100.0% | |
| (33) I am held accountable for achieving results. | Frequencies | 958 | 1623 | 254 | 42 | 33 | 21 | 2931 |
| Percentages | 32.7% | 55.4% | 8.7% | 1.4% | 1.1% | 0.7% | 100.0% | |
| (34) Supervisors/team leaders in my work unit are committed to a workforce representative of all segments of society. | Frequencies | 585 | 1177 | 640 | 126 | 115 | 288 | 2931 |
| Percentages | 20.0% | 40.2% | 21.8% | 4.3% | 3.9% | 9.8% | 100.0% | |
| (35) Policies and programs promote diversity in the workplace. | Frequencies | 492 | 1084 | 730 | 139 | 137 | 349 | 2931 |
| Percentages | 16.8% | 37.0% | 24.9% | 4.7% | 4.7% | 11.9% | 100.0% | |
| *(36) Managers/supervisors/team leaders work well with employees of different backgrounds. | Frequencies | 662 | 1254 | 536 | 142 | 125 | 212 | 2931 |
| Percentages | 22.6% | 42.8% | 18.3% | 4.8% | 4.3% | 7.2% | 100.0% | |
| *(37) I have a high level of respect for my organization's senior leaders. | Frequencies | 599 | 1088 | 636 | 336 | 245 | 27 | 2931 |
| Percentages | 20.4% | 37.1% | 21.7% | 11.5% | 8.4% | 0.9% | 100.0% | |
| *(38) In my organization, leaders generate high levels of motivation and commitment in the workforce. | Frequencies | 397 | 1009 | 742 | 445 | 288 | 50 | 2931 |
| Percentages | 13.5% | 34.4% | 25.3% | 15.2% | 9.8% | 1.7% | 100.0% | |
| (39) My organization's leaders maintain high standards of honesty and integrity. | Frequencies | 583 | 1106 | 632 | 236 | 216 | 158 | 2931 |
| Percentages | 19.9% | 37.7% | 21.6% | 8.1% | 7.4% | 5.4% | 100.0% | |
| *(40) Managers communicate the goals and priorities of the organization. | Frequencies | 627 | 1544 | 425 | 188 | 123 | 24 | 2931 |
| Percentages | 21.4% | 52.7% | 14.5% | 6.4% | 4.2% | 0.8% | 100.0% | |
| *(41) Managers review and evaluate the organization's progress toward meeting its goals and objectives. | Frequencies | 626 | 1501 | 474 | 110 | 74 | 146 | 2931 |
| Percentages | 21.4% | 51.2% | 16.2% | 3.8% | 2.5% | 5.0% | 100.0% | |
| *(42) Employees are protected from health and safety hazards on the job. | Frequencies | 514 | 1393 | 588 | 199 | 116 | 121 | 2931 |
| Percentages | 17.5% | 47.5% | 20.1% | 6.8% | 4.0% | 4.1% | 100.0% | |
| *(43) My organization has prepared employees for potential security threats. | Frequencies | 478 | 1565 | 512 | 207 | 81 | 88 | 2931 |
| Percentages | 16.3% | 53.4% | 17.5% | 7.1% | 2.8% | 3.0% | 100.0% | |
| (44) Complaints, disputes or grievances are resolved fairly in my work unit. | Frequencies | 270 | 771 | 825 | 217 | 204 | 644 | 2931 |
| Percentages | 9.2% | 26.3% | 28.1% | 7.4% | 7.0% | 22.0% | 100.0% | |
| (45) Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. | Frequencies | 450 | 923 | 710 | 224 | 213 | 411 | 2931 |
| Percentages | 15.4% | 31.5% | 24.2% | 7.6% | 7.3% | 14.0% | 100.0% | |
| (46) Prohibited Personnel Practices are not tolerated. | Frequencies | 647 | 1072 | 557 | 97 | 120 | 438 | 2931 |
| Percentages | 22.1% | 36.6% | 19.0% | 3.3% | 4.1% | 14.9% | 100.0% | |
| (47) I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. | Frequencies | 498 | 994 | 674 | 194 | 216 | 355 | 2931 |
| Percentages | 17.0% | 33.9% | 23.0% | 6.6% | 7.4% | 12.1% | 100.0% | |
| (48) Supervisors/team leaders provide employees with constructive suggestions to improve their job performance. | Frequencies | 557 | 1428 | 480 | 287 | 132 | 47 | 2931 |
| Percentages | 19.0% | 48.7% | 16.4% | 9.8% | 4.5% | 1.6% | 100.0% | |
| *(49) Supervisors/team leaders in my work unit support employee development. | Frequencies | 652 | 1381 | 473 | 238 | 134 | 53 | 2931 |
| Percentages | 22.2% | 47.1% | 16.1% | 8.1% | 4.6% | 1.8% | 100.0% | |
| (50) Employees have electronic access to learning and training programs readily available at their desk. | Frequencies | 466 | 1304 | 571 | 286 | 99 | 205 | 2931 |
| Percentages | 15.9% | 44.5% | 19.5% | 9.8% | 3.4% | 7.0% | 100.0% | |
| *(51) My training needs are assessed. | Frequencies | 347 | 1204 | 700 | 406 | 180 | 94 | 2931 |
| Percentages | 11.8% | 41.1% | 23.9% | 13.9% | 6.1% | 3.2% | 100.0% | |
| (52) Managers promote communication among different work units (for example, about projects, goals, needed resources). | Frequencies | 444 | 1200 | 620 | 337 | 185 | 145 | 2931 |
| Percentages | 15.1% | 40.9% | 21.2% | 11.5% | 6.3% | 4.9% | 100.0% | |
| (53) Employees in my work unit share job knowledge with each other. | Frequencies | 891 | 1415 | 297 | 209 | 104 | 15 | 2931 |
| Percentages | 30.4% | 48.3% | 10.1% | 7.1% | 3.5% | 0.5% | 100.0% | |
| (54) Employees use information technology (for example, intranet, shared networks) to perform work. | Frequencies | 988 | 1582 | 219 | 55 | 43 | 44 | 2931 |
| Percentages | 33.7% | 54.0% | 7.5% | 1.9% | 1.5% | 1.5% | 100.0% | |
| *(55) How satisfied are you with your involvement in decisions that affect your work? | Frequencies | 395 | 1145 | 702 | 477 | 212 | 2931 | |
| Percentages | 13.5% | 39.1% | 24.0% | 16.3% | 7.2% | 100.0% | ||
| *(56) How satisfied are you with the information you receive from management on what's going on in your organization? | Frequencies | 407 | 1259 | 630 | 459 | 176 | 2931 | |
| Percentages | 13.9% | 43.0% | 21.5% | 15.7% | 6.0% | 100.0% | ||
| *(57) How satisfied are you with the recognition you receive for doing a good job? | Frequencies | 513 | 1147 | 619 | 432 | 220 | 2931 | |
| Percentages | 17.5% | 39.1% | 21.1% | 14.7% | 7.5% | 100.0% | ||
| *(58) How satisfied are you with the policies and practices of your senior leaders? | Frequencies | 360 | 1058 | 809 | 457 | 247 | 2931 | |
| Percentages | 12.3% | 36.1% | 27.6% | 15.6% | 8.4% | 100.0% | ||
| *(59) How satisfied are you with your opportunity to get a better job in your organization? | Frequencies | 288 | 865 | 979 | 458 | 341 | 2931 | |
| Percentages | 9.8% | 29.5% | 33.4% | 15.6% | 11.6% | 100.0% | ||
| *(60) How satisfied are you with the training you receive for your present job? | Frequencies | 358 | 1224 | 713 | 425 | 211 | 2931 | |
| Percentages | 12.2% | 41.8% | 24.3% | 14.5% | 7.2% | 100.0% | ||
| *(61) Considering everything, how satisfied are you with your job? | Frequencies | 689 | 1373 | 468 | 261 | 140 | 2931 | |
| Percentages | 23.5% | 46.8% | 16.0% | 8.9% | 4.8% | 100.0% | ||
| *(62) Considering everything, how satisfied are you with your pay? | Frequencies | 599 | 1434 | 429 | 338 | 131 | 2931 | |
| Percentages | 20.4% | 48.9% | 14.6% | 11.5% | 4.5% | 100.0% | ||
| (63) Considering everything, how satisfied are you with your organization? | Frequencies | 484 | 1337 | 599 | 335 | 176 | 2931 | |
| Percentages | 16.5% | 45.6% | 20.4% | 11.4% | 6.0% | 100.0% | ||
| (64) How satisfied are you with retirement benefits? | Frequencies | 560 | 1376 | 434 | 168 | 66 | 327 | 2931 |
| Percentages | 19.1% | 46.9% | 14.8% | 5.7% | 2.3% | 11.2% | 100.0% | |
| (65) How satisfied are you with health insurance benefits? | Frequencies | 519 | 1472 | 381 | 261 | 96 | 202 | 2931 |
| Percentages | 17.7% | 50.2% | 13.0% | 8.9% | 3.3% | 6.9% | 100.0% | |
| (66) How satisfied are you with life insurance benefits? | Frequencies | 467 | 1525 | 479 | 114 | 35 | 311 | 2931 |
| Percentages | 15.9% | 52.0% | 16.3% | 3.9% | 1.2% | 10.6% | 100.0% | |
| (67) How satisfied are you with long term care insurance benefits? | Frequencies | 240 | 760 | 710 | 81 | 40 | 1100 | 2931 |
| Percentages | 8.2% | 25.9% | 24.2% | 2.8% | 1.4% | 37.5% | 100.0% | |
| (68) How satisfied are you with the flexible spending account (FSA) program? | Frequencies | 325 | 680 | 733 | 47 | 21 | 1125 | 2931 |
| Percentages | 11.1% | 23.2% | 25.0% | 1.6% | 0.7% | 38.4% | 100.0% | |
| (69) How satisfied are you with paid vacation time? | Frequencies | 1173 | 1476 | 180 | 86 | 16 | 2931 | |
| Percentages | 40.0% | 50.4% | 6.1% | 2.9% | 0.5% | 100.0% | ||
| (70) How satisfied are you with paid leave for illness (for example, personal), including family care situations? | Frequencies | 1109 | 1421 | 223 | 111 | 67 | 2931 | |
| Percentages | 37.8% | 48.5% | 7.6% | 3.8% | 2.3% | 100.0% | ||
| (71) How satisfied are you with child care subsidies? | Frequencies | 86 | 154 | 646 | 41 | 29 | 1975 | 2931 |
| Percentages | 2.9% | 5.3% | 22.0% | 1.4% | 1.0% | 67.4% | 100.0% | |
| (72) How satisfied are you with work/life programs (for example, health and wellness, employee assistance, elder care, and support groups)? | Frequencies | 188 | 499 | 663 | 112 | 45 | 1424 | 2931 |
| Percentages | 6.4% | 17.0% | 22.6% | 3.8% | 1.5% | 48.6% | 100.0% | |
| (73) How satisfied are you with telework/telecommuting? | Frequencies | 716 | 792 | 471 | 164 | 195 | 593 | 2931 |
| Percentages | 24.4% | 27.0% | 16.1% | 5.6% | 6.7% | 20.2% | 100.0% | |
| (74) How satisfied are you with alternative work schedules? | Frequencies | 1094 | 988 | 301 | 87 | 67 | 394 | 2931 |
| Percentages | 37.3% | 33.7% | 10.3% | 3.0% | 2.3% | 13.4% | 100.0% |
| Category | Number | Percent |
|---|---|---|
| (75) Where do you work? | ||
| Headquarters | 1109 | 38% |
| Field | 1822 | 62% |
| *(76) What is your supervisory status? | ||
| Non-Supervisor | 2,390 | 82% |
| Team Leader | 220 | 8% |
| Supervisor | 205 | 7% |
| Manager | 77 | 3% |
| Executive | 39 | 1% |
| *(77) Are you . . . | ||
| Male | 1,222 | 42% |
| Female | 1,709 | 58% |
| *(78) Are you Hispanic or Latino? | ||
| Yes | 160 | 5% |
| No | 2,771 | 95% |
| *(79) Are you . . . | ||
| White | 2,090 | 73% |
| Black or African-American | 586 | 21% |
| Native Hawaiian or Other Pacific Islander | 16 | 1% |
| Asian | 56 | 2% |
| American Indian or Alaska Native | 12 | 0% |
| Two or more races | 86 | 3% |
| (80) What is your age group? | ||
| 25 and under | 92 | 3% |
| 26-29 | 212 | 7% |
| 30-39 | 482 | 16% |
| 40-49 | 902 | 31% |
| 50-59 | 996 | 34% |
| 60 or older | 247 | 8% |
| (81) What is your pay category/grade? | ||
| Federal Wage System (for example, WB, WD, WG, WL, WM, WS, WY) | 7 | 0% |
| GS 1-6 | 211 | 7% |
| GS 7-12 | 1859 | 63% |
| GS 13-15 | 810 | 28% |
| Senior Executive Service | 33 | 1% |
| Senior Level (SL) or Scientific or Professional (ST) | 1 | 0% |
| Other | 10 | 0% |
| (82) How long have you been with the Federal Government (excluding military service)? | ||
| Less than 1 year | 159 | 5% |
| 1 to 3 years | 405 | 14% |
| 4 to 5 years | 193 | 7% |
| 6 to 10 years | 381 | 13% |
| 11 to 20 years | 604 | 21% |
| More than 20 years | 1189 | 41% |
| (83) How long have you been with OPM? | ||
| Less than 1 year | 309 | 11% |
| 1 to 3 years | 1107 | 38% |
| 4 to 5 years | 238 | 8% |
| 6 to 10 years | 370 | 13% |
| 11 to 20 years | 375 | 13% |
| More than 20 years | 532 | 18% |
| (84) Are you considering leaving your organization within the next year, and if so, why? | ||
| No | 2138 | 73% |
| Yes, to retire | 166 | 6% |
| Yes, to take another job within the Federal Government | 506 | 17% |
| Yes, to take another job outside the Federal Government | 33 | 1% |
| Yes, other | 88 | 3% |
| (85) I am planning to retire: | ||
| Within one year | 120 | 4% |
| Between one and three years | 312 | 11% |
| Between three and five years | 318 | 11% |
| Five or more years | 2181 | 74% |
| *(86) Where do you work? | ||
| Office of the Inspector General | 63 | 2% |
| Office of the Chief Financial Officer | 82 | 3% |
| Division for Human Capital Leadership and Merit System Accountability | 150 | 5% |
| Division for HR Products and Services | 646 | 22% |
| Management Services Division | 197 | 7% |
| Federal Investigative Services Division | 1598 | 55% |
| Division for Strategic Human Resources Policy | 123 | 4% |
| All Other Components | 70 | 2% |
* Annual Employee Survey required items