2012 Annual Employee Survey Results
U.S. Office of Personnel Management (OPM)

1. Interpretation of Results

OPM uses employee survey results as a tool for driving positive change. Results are reviewed and analyzed on an Agency-wide basis to gauge OPM employee perceptions of the Agency and to identify any areas that may have increased or decreased significantly during the year. Agency results are compared to Government-wide results to provide a frame of reference. In addition, individual organizational results are reviewed for significant changes in employee satisfaction levels. OPM-wide results are shared with employees at Town Hall Meetings and through email.

As a result of 2011 Employee Viewpoint Survey (EVS) responses, OPM implemented a number of new initiatives, which have positively impacted our results. For example, we opened a new Center for Innovative Learning and Professional Growth to help ensure that employees' training and developmental needs are met and to support employees in achieving their career aspirations through mentoring programs, career counseling, and leadership development opportunities. We also rolled out a quarterly employee progress review system to ensure employees receive timely and meaningful feedback from their supervisors and all employees understand what is required at each performance level.

Relative to the rest of the Government, OPM has continued to improve. Overall, positive responses exceeded the Government-wide rates for 96% of the questions asked compared to 87% for 2011. Our 2012 survey results place OPM among the top ten agencies in all but one of the areas including Results Oriented Performance Culture, Leadership and Knowledge Management, and Job Satisfaction; and near the top ten agencies in Talent Management, where the Agency ranked 12th.

Compared with our own results from 2011, 13% of the questions had more positive responses and 30% of the questions had the same rate of positive responses. While our results were lower for the remaining 57% of the questions, in most cases, the changes were only 1-2%. Areas showing the highest overall positive responses remained consistent. Three areas in particular stand out as strengths: employee commitment, results focus, and work/life programs. The level of positive response to ”when needed, I am willing to put in the extra effort to get the job done“ (97%); ”the work I do is important“ (93%); and ”I am constantly looking for ways to do my job better“ (91%) show how strongly OPM employees are committed to the Agency's mission and engaged in accomplishing it. The responses to ”I am held accountable for achieving results“ (89%); and ”in the last six months my supervisor/team leader has talked with me about my performance“ (91%) indicate that employees clearly understand that the focus needs to be on results. The Agency continues to show high positive response rates in the areas of satisfaction with telework, health and wellness programs, and senior leaders' support of work/life programs. The message could not be clearer. Both employees and senior leaders recognize that these programs contribute to both well-being and mission results.

Areas showing the lowest overall positive response rates include: ”satisfaction with opportunity to get a better job in the organization“ (30%); ”steps are taken to deal with poor performers“ (27%); ”differences in performance are recognized in a meaningful way“ (30%); and “creativity and innovation are rewarded“ (27%). However, we are making progress in these areas as well, as the positive responses increased on each item from the 2011 results.

While the Agency is making excellent progress, we will continue to review our 2012 results to identify areas of challenge and develop action plans for further improving employee satisfaction in key areas. In addition, we will continue to monitor employee satisfaction through employee and manager focus groups conducted as part of our annual human capital accountability reviews and other sources (e.g., new hire survey; exit survey). A corporate action plan will be developed to address areas of greatest concern OPM-wide and individual organizations will identify specific actions to address any areas of concern to their employees.

2. How the survey was conducted:

The survey was conducted online from May 21, 2012, through June 29, 2012.

3. Description of sample:

All full-time and part-time permanent OPM employees were surveyed.

4. Survey items and response choices:

See below.

5. Number of employees surveyed, number responded and representativeness of respondents:

SSample or Census: Census
Number of surveys complated:: 3,140
Number of survery administered: 5,052
Response Rate: 62.2%

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Results for Questions 1 - 27

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		646	1,352	544	421	169	3,132	NA
	%	63.2	20.3	42.9	17.7	13.7	5.5	100.0
2. I have enough information to do my job well.	N		560	1,696	436	331	105	3,128	NA
	%	71.9	17.5	54.4	14.1	10.6	3.4	100.0
3. I feel encouraged to come up with new and better ways of doing things.	N		678	1,220	562	435	222	3,117	NA
	%	60.1	21.0	39.1	18.5	14.2	7.2	100.0
*4. My work gives me a feeling of personal accomplishment.	N		993	1,331	437	267	100	3,128	NA
	%	73.9	31.3	42.6	14.1	8.7	3.2	100.0
*5. I like the kind of work I do.	N		1,244	1,381	329	111	57	3,112	NA
	%	83.7	39.3	44.4	10.7	3.7	1.9	100.0
6. I know what is expected of me on the job.	N		995	1,555	290	184	78	3,118	NA
	%	82.2	31.9	50.3	9.4	5.9	2.5	100.0
7. When needed I am willing to put in the extra effort to get a job done.	N		2,047	999	66	11	5	3,128	NA
	%	97.4	64.8	32.5	2.1	0.4	0.2	100.0
8. I am constantly looking for ways to do my job better.	N		1,534	1,309	242	32	11	3,128	NA
	%	90.7	48.5	42.1	7.9	1.1	0.4	100.0
9. I have sufficient resources (for example, people, materials, budget) to get my job done.	N		461	1,438	451	523	256	3,129	3
	%	60.9	14.8	45.1	14.7	16.2	8.2	100.0
*10. My workload is reasonable.	N		418	1,536	467	456	247	3,126	2
	%	62.4	13.3	49.1	15.0	14.6	8.0	100.0
*11. My talents are used well in the workplace.	N		535	1,370	554	396	242	3,087	17
	%	61.1	16.9	44.2	17.8	13.0	8.1	100.0
*12. I know how my work relates to the agency's goals and priorities.	N		1,061	1,661	242	95	52	3,111	11
	%	87.3	33.7	53.7	7.9	3.1	1.6	100.0
*13. The work I do is important.	N		1,769	1,119	164	42	16	3,110	11
	%	92.9	56.9	36.0	5.3	1.3	0.5	100.0
*14. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.	N		777	1,347	493	294	179	3,090	43
	%	68.5	25.1	43.6	16.0	9.5	5.9	100.0
*15. My performance appraisal is a fair reflection of my performance.	N		844	1,404	390	265	197	3,100	31
	%	72.4	26.9	45.5	12.5	8.5	6.6	100.0
*16. I am held accountable for achieving results.	N		1,111	1,679	256	43	29	3,118	6
	%	89.2	35.3	53.9	8.5	1.3	1.0	100.0
*17. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.	N		777	1,135	589	218	223	2,942	183
	%	64.4	25.6	38.7	20.4	7.5	7.7	100.0
*18. My training needs are assessed.	N		485	1,223	721	420	255	3,104	30
	%	54.5	15.2	39.3	23.5	13.6	8.4	100.0
*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		938	1,377	357	283	144	3,099	37
	%	74.8	30.3	44.5	11.4	9.1	4.5	100.0
*20. The people I work with cooperate to get the job done.	N		987	1,483	412	186	66	3,133	NA
	%	78.5	31.0	47.4	13.4	5.9	2.2	100.0
*21. My work unit is able to recruit people with the right skills.	N		359	1,204	791	396	175	2.925	209
	%	52.5	11.8	40.4	27.7	13.6	6.1	100.0
*22. Promotions in my work unit are based on merit.	N		370	958	808	403	283	2,822	306
	%	45.8	12.5	33.3	29.2	14.5	10.5	100.0
*23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.	N		285	875	787	427	300	2,674	454
	%	42.3	10.2	32.1	30.3	16.0	11.4	100.0
*24. In my work unit, differences in performance are recognized in a meaningful way.	N		299	863	845	531	297	2,835	295
	%	40.1	10.1	30.0	30.3	18.7	10.9	100.0
25. Awards in my work unit depend on how well employees perform their jobs.	N		389	985	751	389	292	2,806	326
	%	48.4	13.4	35.0	27.1	13.7	10.8	100.0
26. Employees in my work unit share job knowledge with each other.	N		842	1,578	360	217	115	3,112	17
	%	77.3	26.7	50.6	11.9	7.0	3.8	100.0
*27. The skill level in my work unit has improved in the past year.	N		580	1,204	805	206	115	3,112	221
	%	60.5	19.4	41.1	28.2	7.3	4.0	100.0

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Question 28

Question		Percent Positive	Very Good	Good	Fair	Poor	Very Poor	Item Response Total**	Do Not Know / No Basis to Judge
*28. How would you rate the overall quality of work done by your work unit?	N		1,592	1,212	281	34	11	3,130	NA
	%	89.3	50.1	39.1	9.2	1.2	0.4	100.0

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Question 29

Question		Percent Positive	Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	Item Response Total**	Do Not Know / No Basis to Judge
*29. The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.	N		498	1,754	490	224	72	3,038	67
	%	73.9	16.2	57.7	16.3	7.4	2.4	100.0

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Questions 30-44

Question		Percent Positive	Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	Item Response Total**	Do Not Know No Basis to Judge
*30. Employees have a feeling of personal empowerment with respect to work processes.	N		359	1,183	720	497	238	2,997	111
	%	50.8	11.7	39.1	24.3	16.8	8.1	100.0
31. Employees are recognized for providing high quality products and services.	N		422	1,220	670	429	240	2,981	120
	%	54.5	13.7	40.7	25.8	14.4	8.4	100.0
*32. Creativity and innovation are rewarded.	N		337	893	893	498	288	2,909	186
	%	41.4	11.1	30.3	31.1	17.4	10.1	100.0
*33. Pay raises depend on how well employees perform their jobs.	N		241	838	850	533	342	2,804	279
	%	39.1	8.4	29.7	30.5	19.0	12.4	100.0
34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).	N		509	1,209	740	164	134	2,756	341
	%	61.6	17.8	43.8	27.1	6.2	5.1	100.0
*35. Employees are protected from health and safety hazards on the job.	N		566	1,474	564	228	146	2,978	124
	%	67.9	18.4	49.54	19.4	7.7	5.1	100.0
*36. My organization has prepared employees for potential security threats.	N		602	1,689	476	181	88	3,036	51
	%	75.3	19.4	55.8	15.8	6.0	2.9	100.0
37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.	N		543	1,149	618	264	250	2,824	272
	%	59.0	18.7	40.3	22.5	9.4	9.1	100.0
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		743	1,211	535	134	120	2,734	352
	%	70.1	25.9	44.2	20.3	5.0	4.6	100.0
39. My agency is successful at accomplishing its mission.	N		736	1,661	455	106	46	3,004	92
	%	79.1	24.0	55.1	15.8	3.5	1.6	100.0
40. I recommend my organization as a good place to work.	N		851	1,347	650	243	115	3,106	NA
	%	70.3	26.9	43.4	18.0	7.8	3.8	100.0
41. I believe the results of this survey will be used to make my agency a better place to work.	N		578	997	714	334	249	2,872	236
	%	54.4	19.9	34.5	25.0	11.8	8.8	100.0
*42. My supervisor supports my need to balance work and other life issues.	N		1,374	1,181	285	139	123	3,082	15
	%	82.5	43.9	38.6	8.9	4.5	4.1	100.0
43. My supervisor/team leader provides me with opportunities to demonstrate my leadership skills.	N		943	1,126	558	265	173	3,065	24
	%	66.8	30.2	36.6	18.6	8.8	5.8	100.0
*44. Discussions with my supervisor/team leader about my performance are worthwhile.	N		960	1,200	467	253	187	3,067	19
	%	70.2	30.8	39.3	15.4	8.2	6.2	100.0

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Questions 45-51

Question		Percent Positive	Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	Item Response Total**	Do Not Know No Basis to Judge
45. My supervisor/team leader is committed to a workforce representative of all segments of society.	N		923	1,094	570	90	101	2,778	307
	%	71.8	32.4	39.5	21.1	3.3	3.7	100.0
46. My supervisor/team leader provides me with constructive suggestions to improve my job performance.	N		897	1,250	516	254	161	3,078	9
	%	69.4	28.7	40.7	17.1	8.2	5.3	100.0
*47. Supervisors/team leaders in my work unit support employee development.	N		990	1,202	479	180	182	3,033	55
	%	71.7	31.9	39.7	16.2	6.0	6.2	100.0
48. My supervisor/team leader listens to what I have to say.	N		1,247	1,236	311	185	108	3,087	NA
	%	80.2	39.7	40.2	10.3	5.9	3.6	100.0
49. My supervisor/team leader treats me with respect.	N		1,439	1,170	257	121	100	3,087	NA
	%	84.4	46.1	38.3	8.4	3.9	3.3	100.0
50. In the last six months, my supervisor/team leader has talked with me about my performance.	N		1,330	1,480	142	96	38	3,086	NA
	%	90.9	42.4	48.5	4.7	3.1	1.3	100.0
*51. I have trust and confidence in my supervisor.	N		1,240	1,015	433	222	175	3,085	NA
	%	72.7	39.7	33.0	14.2	7.2	5.8	100.0

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Question 52

Question		Percent Positive	Very Good	Good	Fair	Poor	Very Poor	Item Response Total**	Do Not Know / No Basis to Judge
*52. Overall, how good a job do you feel is being done by your immediate supervisor/team leader?	N		1,449	886	474	162	107	3,078	NA
	%	75.6	46.8	28.8	15.6	5.2	3.8	100.0

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Questions 53-57

Question		Percent Positive	Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	Item Response Total**	Do Not Know / No Basis to Judge
*53. In my organization, leaders generate high levels of motivation and commitment in the workforce.	N		413	1,122	741	491	250	3,017	56
	%	50.3	13.2	37.0	24.9	16.4	8.5	100.0
54. My organization's leaders maintain high standards of honesty and integrity.	N		668	1,206	607	233	196	2,910	162
	%	63.4	22.2	41.2	21.5	8.2	6.9	100.0
*55. Managers/ supervisors/ team leaders work well with employees of different backgrounds.	N		663	1,315	585	144	121	2,828	239
	%	69.0	22.2	46.5	21.2	5.3	4.5	100.0
*56. Managers communicate the goals and priorities of the organization.	N		648	1,531	499	212	143	3,033	35
	%	71.3	20.7	50.6	16.8	7.1	4.6	100.0
*57. Managers review and evaluate the organization's progress toward meeting its goals and objectives.	N		625	1,457	527	142	116	2,867	194
	%	72.0	21.2	50.8	18.8	5.0	4.2	100.0

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Questions 58-59

Question		Percent Positive	Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	Item Response Total**	Do Not Know No Basis to Judge
58. Managers promote communication among different work units (for example, about projects, goals, needed resources).	N		547	1,202	636	334	232	2,951	117
	%	58.6	18.1	40.5	22.0	11.4	8.0	100.0
59. Managers support collaboration across work units to accomplish work objectives.	N		582	1,242	620	258	217	2,919	152
	%	61.8	19.3	42.6	21.6	8.9	7.6	100.0

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Question 60

Question		Percent Positive	Very Good	Good	Fair	Poor	Very Poor	Item Response Total**	Do Not Know / No Basis to Judge
60. Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor/team leader?	N		872	1,044	554	193	129	2,791	280
	%	68.2	30.5	37.7	20.2	7.0	4.6	100.0

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Questions 61-62

Question		Percent Positive	Strongly Agree	Agree	Neither Agree Nor Disagree	Disagree	Strongly Disagree	Item Response Total**	Do Not Know / No Basis to Judge
*61. I have a high level of respect for my organization's senior leaders.	N		656	1,106	750	290	209	3,011	57
	%	58.1	21.3	36.7	25.3	9.7	6.9	100.0
62. Senior leaders demonstrate support for Work/Life programs.	N		706	1,132	639	182	119	2,778	293
	%	65.6	24.6	41.0	23.5	6.6	4.3	100.0

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Questions 63-68

Question		Percent Positive	Very Satisfied	Satisfied	Neither Satisfied nor Dissatisfied	Dissatisfied	Very Dissatisfied	Item Response Total**	Do Not Know / No Basis to Judge
*63. How satisfied are you with your involvement in decisions that affect your work?	N		477	1,160	725	526	176	3,064	NA
	%	52.6	15.0	37.6	24.1	17.5	5.8	100.0
*64. How satisfied are you with the information you receive from management on what's going on in your organization?	N		454	1,222	719	499	173	3,067	NA
	%	54.2	14.4	39.8	23.7	16.4	5.7	100.0
*65. How satisfied are you with the recognition you receive for doing a good job?	N		510	1,150	687	498	212	3,057	NA
	%	53.7	16.3	37.4	22.7	16.5	7.1	100.0
*66. How satisfied are you with the policies and practices of your senior leaders?	N		391	1,071	914	479	197	3,052	NA
	%	47.1	12.3	34.8	30.3	16.1	6.5	100.0
*67. How satisfied are you with your opportunity to get a better job in your organization?	N		345	860	951	532	365	3,053	NA
	%	39.1	11.0	28.1	31.2	17.6	12.1	100.0
*68. How satisfied are you with the training you receive for your present job?	N		424	1,220	715	464	234	3,057
	%	53.2	13.3	39.9	23.6	15.4	7.7	100.0

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Questions 69-71

Question		Percent Positive	Very Satisfied	Satisfied	Neither Satisfied nor Dissatisfied	Dissatisfied	Very Dissatisfied	Item Response Total**	"Do Not Know No Basis to Judge"
*69. Considering everything, how satisfied are you with your job?	N		759	1,475	444	260	116	3,056	NA
	%	72.8	24.4	48.4	14.6	8.6	3.9	100.0
*70. Considering everything, how satisfied are you with your pay?	N		664	1,429	442	367	157	3,059	NA
	%	68.0	21.3	45.7	14.6	12.2	5.2	100.0
71. Considering everything, how satisfied are you with your organization?	N		607	1,402	588	318	146	3,061	NA
	%	65.1	19.4	45.7	19.5	10.6	4.8	100.0

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Question 72

72. Have you been notified that you are eligible to telework? Telework means working at a location other than your normal work site during your regular work hours (excludes travel).	N	%
Yes	2,651	86.4
No	306	10.2
Not sure	104	3.4
Total	3,061	100.0

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Question 73

73. Please select the response below that BEST describes your current teleworking situation:	N	%
I telework 3 or more days per week.	811	27.5
I telework 1 or 2 days per week.	830	27.7
I telework, but no more than 1 or 2 days per month.	212	6.6
I telework very infrequently, on an unscheduled or short-term basis.	430	13.0
I do not telework because I have to be physically present on the job (e.g., Law Enforcement Oficers, Park Rangers, Security Personnel).	251	8.2
I do not telework because I have technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking.	61	2.0
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.	177	8.1
I do not telework because I choose not to telework.	263	8.9
Total	3,035	100.0

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Question 74

74. Do you participate in the following Work/Life programs? Alternative Work Schedules (AWS)	N	%
Yes	1,386	45.7
No	1,522	48.9
Not availabe to me	164	5.4
Total	3,052	100.0

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Question 75

75. Do you participate in the following Work/Life programs? Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs)	N	%
Yes	924	30.1
No	1,803	59.3
Not availabe to me	326	10.6
Total	3,053	100.0

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Question 76

76. Do you participate in the following Work/Life programs? Employee Assistance Program (EAP)	N	%
Yes	315	10.8
No	2,661	87.0
Not availabe to me	65	2.2
Total	3,041	100.0

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Question 77

77. Do you participate in the following Work/Life programs? Child Care Programs (for example, daycare, parenting classes, parenting support groups)	N	%
Yes	79	2.7
No	2,567	83.9
Not availabe to me	412	13.4
Total	3,058	100.0

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Question 78

78. Do you participate in the following Work/Life programs? Elder Care Programs (for example, support groups, speakers)	N	%
Yes	106	3.5
No	2,682	65.8
Not availabe to me	325	10.7
Total	3,059	100.0

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Questions 79-84

Question		Percent Positive	Very Satisfied	Satisfied	Neither Satisfied nor Dissatisfied	Dissatisfied	Very Dissatisfied	Item Response Total**	"Do Not Know No Basis to Judge"
79. How satisfied are you with the following Work/Life programs in your agency? Telework	N		1,106	783	213	91	39	2,232	75
	%	85.0	49.8	35.1	9.4	4.0	1.7	100.0
80. How satisfied are you with the following Work/Life programs in your agency? Alternative Work Schedules (AWS)?	N		883	433	39	11	4	1,370	19
	%	96.0	64.3	31.8	2.9	0.8	0.3	100.0
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		368	423	81	16	7	895	36
	%	88.2	41.0	47.2	9.1	1.7	0.9	100.0
82. How satisfied are you with the following Work/Life programs in your agency? Employee Assistance Program (EAP)	N		93	138	50	11	3	295	41
	%	77.6	31.3	46.3	17.6	3.7	1.1	100.0
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		18	29	14	2	0	63	24
	%	73.9	28.2	45.7	22.9	3.2	0.0	100.0
84. How satisfied are you with the following Work/Life programs in your agency? Elder Care Programs (for example, support groups, speakers)	N		26	38	18	2	2	86	26
	%	74.3	30.8	43.5	21.4	2.0	2.2	100.0

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Questions 85-95

Question	Response	Number	Percent
85. Where do you work?	Headquarters	1,206	39.7
	Field	1,835	60.3
	Total	3,041	100.0
*86. What is your supervisory status?	Non-Supervisor	2,440	80.3
	Team Leader	215	7.1
	Supervisor	253	8.3
	Manager	89	2.9
	Executive	43	1.4
	Total	3,040	100.0
*87. Are you:	Male	1,206	40.1
	Female	1,805	59.9
	Total	3,011	100.0
*88. Are you Hispanic or Latino?	Yes	172	5.8
	No	2,809	94.2
	Total	2,983	100.0
*89. Please select the racial category or categories with which you most closely identify (mark as many as apply.)	American Indian or Alaska Native	18	0.6
	Asian	84	2.9
	Black or African American	589	20.4
	Native Hawaiian or Other Pacific Islander	14	0.5
	White	2,112	73.2
	Two or more races	67	2.3
	Total	2,884	100.0
90. What is your age group?	25 and under	49	1.7
	26-29	212	7.2
	30-39	637	21.5
	40-49	815	27.5
	50-59	930	31.4
	60 or older	321	10.8
	Total	2,954	100.0
91. What is your pay category/grade?	Federal Wage System	4	0.1
	GS 1-6	160	5.3
	GS 7-12	1,808	59.9
	GS 13-15	996	33.0
	Senior Executive Service	39	1.3
	Senior Level (SL) or Scientific or Professional (ST)	3	0.1
	Other	8	0.3
	Total	3,018	100.0
92. How long have you been with the Federal Government (excluding military service)?	Less than 1 year	42	1.4
	1 to 3 years	519	17.2
	4 to 5 years	314	10.4
	6 to 10 years	581	19.3
	11 to 14 years	303	10.1
	15 to 20 years	214	7.1
	More than 20 years	1,041	34.5
	Total	3,014	100.0
93. How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)?	Less than 1 year	74	205
	1 to 3 years	832	27.6
	4 to 5 years	377	12.5
	6 to 10 years	850	28.2
	11 to 20 years	353	11.7
	More than 20 years	526	17.5
	Total	3,012	100.0
94. Are you considering leaving your organization within the next year, and if so, why?	No	2,133	70.9
	Yes, to retire	183	6.1
	Yes, to take another job within the Federal Government	540	18.0
	Yes, to take another job outside the Federal Government	35	1.2
	Yes, other	117	3.9
	Total	3,008	100.0
95. I am planning to retire:	Within one year	119	4.0
	Between one and three years	272	9.1
	Between three and five years	243	8.1
	Five or more years	2,349	78.7
	Total	2,983	100.0

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Questions 96-98

Question	Response	Number	Percent
96.Self-identify as:	Hetrosexual or Straight	2,410	84.9
	Gay, Lesbian, Bisexual, or Transgender	81	2.9
	I prefer not to say	349	12.3
	Total	2,840	100.0
97. Have you ever serveed on Active Duty in the US Armed Forces (Air Force, Army, Coast Guard, Marine Corps or Navy)?	Yes	741	24.7
	No	2,257	75.3
	Total	2,998	100.0
98. Are you an individual with a disability?	Yes	376	12.6
	No	2,616	87.4
	Total	2,994	100.0