2018 Federal Employee V ewpoint Survey

Empowering Employees. Inspiring Change.

Pension Benefit Guaranty Corporation 

Agency Management Report

United States Office of Personnel Management OPM.GOV/FEVS #FEVS
2

Table of Contents

About This Report ..................................................................................................................................................................................3

Respondent Overview............................................................................................................................................................................6

Employee Engagement Index.................................................................................................................................................................7

Employee Engagement Index Benchmarks: Governmentwide ...........................................................................................................7

Employee Engagement Index Benchmarks: Small Agencies ..............................................................................................................7

Employee Engagement Index Component Scores and Trends ...........................................................................................................8

New IQ Index .........................................................................................................................................................................................9

New IQ Index Benchmarks: Governmentwide...................................................................................................................................9

New IQ Index Benchmarks: Small Agencies ......................................................................................................................................9

New IQ Index Component Scores and Trends................................................................................................................................. 10

Global Satisfaction Index .................................................................................................................................................................... 11

Global Satisfaction Index Benchmarks: Governmentwide .............................................................................................................. 11

Global Satisfaction Index Benchmarks: Small Agencies.................................................................................................................. 11

Global Satisfaction Index Component Scores and Trends ............................................................................................................... 12

Decision Aid: Increases........................................................................................................................................................................ 13

Decision Aid: Decreases....................................................................................................................................................................... 17

Decision Aid: No Change..................................................................................................................................................................... 18

Appendix A: Item Change Summary.................................................................................................................................................... 19

Appendix B: Item Results and Benchmarks......................................................................................................................................... 21

Appendix C: Work/Life Programs & Demographic Results ................................................................................................................... 27

Telework Schedule ......................................................................................................................................................................... 27

Work/Life Programs........................................................................................................................................................................ 27

Demographic Results..................................................................................................................................................................... 30

Appendix D: Participating Agencies by Employee Population Size Categories ..................................................................................... 33
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About This Report

The 2018 Federal Employee Viewpoint Survey (FEVS) Agency Management Report (AMR) was designed to 

provide an overview of survey results, enabling agencies to easily identify issues and take action for improvement. 

The AMR can be helpful in providing a starting point for analysis of your agency’s FEVS results, acting as an 

agency overview before drilling down into specific components of the agency for a more in-depth analysis. 

This report also highlights important agency successes, which should be acknowledged. We encourage you to 

share both successes and areas for improvement with employees.

Sections of the AMR

Respondent Overview

The Respondent Overview provides a snapshot of the characteristics of your employees who responded to 

the survey. Understanding who responded in your agency has a number of benefits. For example, this section 

allows you to better understand the ratio of seasoned employees who may be preparing for retirement to newer 

employees, which can be helpful in guiding your recruiting and retention efforts. It is important to keep in mind 

that this is a survey respondent overview, and these percentages may not match up exactly to your agency’s total 

population characteristics.

Employee Engagement Index, New IQ Index, and Global Satisfaction Index

The Employee Engagement Index (EEI), New IQ Index, and Global Satisfaction Index provide agencies with 

consistent metrics for measuring progress toward objectives. Benchmarks are included to provide insight into how 

your agency compares to others, and to encourage information sharing between agencies. For example, some of 

the top ranking agencies in the Employee Engagement Index may have suggestions on things that have and have 

not worked to engage their employees. Trends for all three indices are also displayed.

Decision Aid

The Decision Aid is useful in easily identifying the most critical issues in your agency as well as recognizing where 

your agency has improved since 2017. The Decision Aid is divided into three sections to help you focus your 

attention on improvements and declines in your results since last year:

Increases contains items that increased since 2017

Decreases contains items that decreased since 2017

No Change contains items that did not change since 2017

Appendices

The appendices give you an opportunity to more thoroughly understand your workforce by displaying item-level results. 

Appendix A outlines the 2018 FEVS item changes/improvements since 2017.

Appendix B shows how well your agency scored relative to others in the government. Scanning the graphs can 

indicate how your agency is generally performing as well as help you identify particularly strong or weak areas. 

Appendix C shows the breakdown of the Work/Life Program and demographic results.

Appendix D lists all agencies arranged by employee population size.

About This Report

Note: The Decision Aid only includes items 1-71. See Appendix C for a breakdown of the Work/Life results for your agency.
About This Report 4

About This Report (continued)

Understanding Your Results

When reviewing results, keep the guidelines below in mind. These guidelines were created to organize survey 

results in a way that is easier to digest and interpret.

Percent Positive

The sum of two positive categories (e.g., Strongly Agree/Agree)

Percent Negative

The sum of two negative categories (e.g., Strongly Disagree/Disagree)

Percent Neutral

The neutral category (e.g., Neither Agree nor Disagree)

Identifying Strengths, Challenges and Neutral Findings

65 percent positive or higher is considered a strength

35 percent negative or higher is considered a challenge

30 percent neutral or higher suggests uncertainty, presenting an opportunity for communication 

between managers and staff

Identifying Increases and Decreases

Movement up or down since the previous year is another important piece of information to consider when 

examining your results. Any increase or decrease in results can be important; however larger increases or decreases 

(generally 3 or more percentage points) may be a result of significant changes taking place within your agency 

and should be explored. Increases indicate positive change that should continue to be reinforced. Decreases, 

especially in areas considered mission critical, may call for appropriate action to initiate and support beneficial 

workplace improvements.

Additional FEVS Resources

Other Reports

Governmentwide Management Report

 This report provides an overview of the governmentwide results. The report includes item results, index scores, 

information on who responded to the survey, survey updates, and other special topics.

All Items/Indices All Levels Report

 The purpose of this report is to provide a comprehensive summary of all FEVS items and index scores for 

subagencies with at least 10 respondents in a Microsoft® Excel® spreadsheet.

Subagency Comparison Report

 This report provides the results of all the offices that report to the same “parent” office. This report is only created 

when there are two or more sub-offices that both have at least ten responses. Note: Subagency reports are only 

available for agencies that included organizational breakouts in 2018.

Subagency Breakout Report

 This report displays survey results for a single office so long as it has at least ten responses. Note: Subagency 

reports are only available for agencies that included organizational breakouts in 2018.
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About This Report (continued)

About This Report

Occupational Series Reports

 This report allows for the comparison of occupational series and families at the agency level.

Demographic Comparison Reports

 This report allows for the comparison of demographic subgroups at the agency level.

Annual Employee Survey (AES) Report

 This report is a Microsoft® Excel® spreadsheet with a breakdown of agency and first level results. It also includes 

trends from previous FEVS administrations.

Websites

FEVS website

 Agencies and the general public can access governmentwide data reports, as well as special topic reports 

produced from the FEVS. This website includes results from the 2004 administration of the survey to the 

present. Access the FEVS website at www.opm.gov/FEVS.

Public Release Data File (PRDF)

 A public use data set is available for the FEVS and can be requested by completing the form available 

at: www.fedview.opm.gov/2018/EVSDATA. Note: The 2018 PRDF will be available in the winter.

FedScope

 OPM’s FedScope is an online publicly available tool which allows users to access and analyze HR data from OPM’s 

Enterprise Human Resources Integration (EHRI). Access this site using the following link: www.fedscope.opm.gov.

UnlockTalent

 A tool for both the general public and agencies to view comprehensive data visualizations with broad displays of 

FEVS data and personnel data from the Enterprise Human Resource Integration (EHRI). These displays allow 

agencies to identify subcomponents for action to improve engagement, as well as resources agencies can apply 

to their action planning. This site can be accessed at www.unlocktalent.gov. Questions and feedback for the 

dashboard can be sent to unlocktalent@opm.gov.

FEVS Online Reporting and Analysis Tool

 A password protected tool for agency points of contact to access agency-specific and governmentwide reports. 

In addition, agency users can develop customized reports that may be useful for data analysis and action 

planning. Questions and feedback for this online tool can be sent to EVS@opm.gov.
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Respondent Overview

The Unique Characteristics of Pension Benefit Guaranty 

Corporation Respondents

The figures below provide a snapshot of your survey participants. Except 

for military service and race, the most frequently selected response choice 

for each demographic item is highlighted in the first figure. The second 

figure displays the total breakdown of FEVS respondents by generation. 

Please be aware that these results are based on survey respondents, which 

may differ from the characteristics of the total employee population of 

your agency.

Military Service

13 %

Female

53 %

Agency Tenure of 

11+ Years

50 %

10

Advanced Degrees

(Post Bachelor’s Degree)

46 %

Pay Grades 13 to 15

77 %

Minorities

55 %

Generations

 1% Traditionalists (born 1945 or earlier)

 40% Baby Boomers (born 1946 – 1964)

42% Generation X (born 1965 – 1980)

 16% Generation Y (born 1981 or later)

Note: The sum of percentages may not add to 100 due to rounding.

PBGC Response Rate

60% (526 out of 882 

employees responded)

Field Period: May 2, 2018 – June 13, 2018 

Overall 2017 Response Rate: 69%

Component Response Rates

 86% OFFICE OF INFORMATION 

TECHNOLOGY (OIT)

 69% OFFICE OF THE INSPECTOR 

GENERAL (OIG)

 66% OFFICE OF MANAGEMENT 

& ADMINISTRATION (OMA)

 57% OFFICE OF POLICY & EXTERNAL 

AFFAIRS (OPEA)

 56% OFFICE OF NEGOTIATIONS 

& RESTRUCTORING (ONR)

 55% OFFICE OF GENERAL COUNSEL (OGC)

 54% OFFICE OF BENEFITS 

ADMINISTRATION (OBA)

 48% OFFICE OF THE CHIEF FINANCIAL 

OFFICER (OCFO)

Agency results have a margin of error of +/- 3%

Note: For the full list of demographic item results, please see Appendix C.

Respondent Overview
7

Employee Engagement Index

Because the FEVS is an assessment of organizational climate, the Employee Engagement Index (EEI) does not 

directly evaluate an employee’s level of engagement. Therefore, instead of measuring aspects of engagement such 

as focused attention and dedication to completing assignments, this index concentrates on factors that lead to an 

engaged workforce (e.g., supporting employee development, communicating agency goals).

Below, you can see where your agency’s EEI score ranks (out of 36 departments/large agencies, where Army, 

Army Corps of Engineers, Air Force, Navy, Marine Corps, and DOD 4th Estate are rolled into Department of 

Defense) and how it compares to the governmentwide average. The names of agencies with the highest EEI scores 

are listed to facilitate the sharing of information, such as best practices. The U.S. Office of Personnel Management 

(OPM) has also created the UnlockTalent website (www.unlocktalent.gov) to share resources and help with 

interagency communication.

Employee Engagement Index Benchmarks: Governmentwide

rank

1 83% FTC

rank

2 82% NASA, FERC

rank

4 PBGC 79%

68% Governmentwide

In addition to looking at your agency’s EEI results from a governmentwide perspective, the figure below allows you 

to compare your EEI results to those from similar sized agencies. Appendix D contains a listing of agencies by size 

category for your reference.

Employee Engagement Index Benchmarks: Small Agencies

rank

1 85% FMCS

rank

2 83% USITC

rank

3 81% NIGC

rank

4 PBGC 79%

70% Small Agencies

Employee Engagement Index
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Employee Engagement Index (continued)

Employee Engagement Index Component Scores and Trends

EEI Trends 2018 EEI Subindices

2015 2016 2017 2018

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Governmentwide 64 65 67 68 56 75 72

Pension Benefit Guaranty Corporation 69 72 75 79 71 84 81

OFFICE OF THE INSPECTOR GENERAL (OIG) 41 — 82 94 97 92 93

OFFICE OF NEGOTIATIONS & RESTRUCTORING (ONR) 75 79 84 86 79 92 85

OFFICE OF POLICY & EXTERNAL AFFAIRS (OPEA) 75 78 91 83 84 85 80

OFFICE OF GENERAL COUNSEL (OGC) 80 83 81 82 77 86 82

OFFICE OF INFORMATION TECHNOLOGY (OIT) — — 78 78 72 81 80

OFFICE OF MANAGEMENT & ADMINISTRATION (OMA) 70 74 79 78 69 84 80

OFFICE OF BENEFITS ADMINISTRATION (OBA) 68 64 68 76 64 82 80

OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) 58 67 67 73 68 76 76

Employee Engagement Index
9

New IQ Index

The New IQ stands for the New Inclusion Quotient. The New IQ is based on the concept that individual behaviors 

repeated over time will create habits necessary for inclusiveness. It consists of 20 questions that relate to inclusive 

work environments. These 20 questions are grouped into five Habits of Inclusion: Fair, Open, Cooperative, 

Supportive, and Empowering. The New IQ Index score for your agency, the highest scoring agencies, and the 

governmentwide average are displayed below, along with your agency ranking (out of 36 departments/large 

agencies, where Army, Army Corps of Engineers, Air Force, Navy, Marine Corps, and DOD 4th Estate are rolled 

into Department of Defense).

New IQ Index Benchmarks: Governmentwide

rank

1 78% NASA, FTC

rank

3 75% FERC

rank

4 74% OMB

rank

5 PBGC 72%

61% Governmentwide

In addition to looking at your agency’s New IQ Index results from a governmentwide perspective, the figure below 

allows you to compare your New IQ Index results to those from similar sized agencies. Appendix D contains a 

listing of agencies by size category for your reference.

New IQ Index Benchmarks: Small Agencies

rank

1 82% FMCS

rank

2 78% USITC

rank

3 74% OMB

rank

5 PBGC 72%

64% Small Agencies

New IQ Index
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New IQ Index (continued)

New IQ Index Component Scores and Trends

New IQ Index Trends 2018 New IQ Index Subindices

2015 2016 2017 2018 Fair Open Cooperative Supportive Empowering

Governmentwide 57 58 60 61 48 60 58 78 60

Pension Benefit Guaranty Corporation 62 64 69 72 61 72 70 87 72

OFFICE OF THE INSPECTOR GENERAL (OIG) 37 — 77 89 77 92 100 89 88

OFFICE OF NEGOTIATIONS & RESTRUCTORING (ONR) 67 70 79 79 72 78 76 94 75

OFFICE OF POLICY & EXTERNAL AFFAIRS (OPEA) 69 67 83 77 64 76 73 94 79

OFFICE OF MANAGEMENT & ADMINISTRATION (OMA) 64 68 75 76 65 79 71 89 74

OFFICE OF INFORMATION TECHNOLOGY (OIT) — — 75 75 64 74 78 85 75

OFFICE OF GENERAL COUNSEL (OGC) 70 75 75 75 60 81 73 88 72

OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) 53 57 63 68 62 63 69 81 66

OFFICE OF BENEFITS ADMINISTRATION (OBA) 59 55 59 66 52 63 61 85 68

New IQ Index
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Global Satisfaction Index

The Global Satisfaction Index is a combination of employees’ satisfaction with their jobs, their pay, and their 

organization, plus their willingness to recommend their organization as a good place to work. The Global Satisfaction 

Index score for your agency, the highest scoring agencies, and the governmentwide average are displayed below, 

along with your agency ranking (out of 36 departments/large agencies, where Army, Army Corps of Engineers, 

Air Force, Navy, Marine Corps, and Other Defense agencies/activities are rolled into Department of Defense).

Global Satisfaction Index Benchmarks: Governmentwide

rank

1 82% SEC

rank

2 81% FERC

rank

3 80% NASA

rank

5 PBGC 77%

64% Governmentwide

In addition to looking at your agency’s Global Satisfaction Index results from a governmentwide perspective, the 

figure below allows you to compare your Global Satisfaction Index results to those from similar sized agencies. 

Appendix D contains a listing of agencies by size category for your reference.

Global Satisfaction Index Benchmarks: Small Agencies

rank

1 88% NIGC

rank

2 87% FMCS

rank

3 82% FCA

rank

6 PBGC 77%

67% Small Agencies

Global Satisfaction Index
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Global Satisfaction Index (continued)

Global Satisfaction Index Component Scores and Trends

GS Index Trends 2018 Global Satisfaction Index Items

2015 2016 2017 2018

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Governmentwide 60 61 64 64 68 63 60 66

Pension Benefit Guaranty Corporation 63 67 73 77 81 65 78 82

OFFICE OF THE INSPECTOR GENERAL (OIG) 28 — 83 92 92 92 92 92

OFFICE OF NEGOTIATIONS & RESTRUCTORING (ONR) 63 70 82 84 87 72 90 87

OFFICE OF MANAGEMENT & ADMINISTRATION (OMA) 67 70 78 79 81 70 83 83

OFFICE OF POLICY & EXTERNAL AFFAIRS (OPEA) 67 61 76 79 74 63 79 100

OFFICE OF INFORMATION TECHNOLOGY (OIT) — — 80 79 82 71 83 79

OFFICE OF BENEFITS ADMINISTRATION (OBA) 63 61 66 75 82 66 71 80

OFFICE OF GENERAL COUNSEL (OGC) 70 77 74 73 81 51 77 84

OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) 56 67 68 72 74 60 75 79

Global Satisfaction Index
13

Decision Aid: Increases

NEW THIS YEAR

The Decision Aid is now 

available for first level 

components of the agency. 

You can access it via the FEVS 

Online Reporting & Analysis 

Tool under the preconfigured 

reports option.

Identifying Increases Since 2017

The items in this section are sorted by greatest to smallest increase in percent 

positive results. The items are sorted to allow you to quickly and easily identify 

where your agency has made the greatest improvements since last year.

Using the Legend Icons

The legend icons provide context for interpreting these results. While these 

items have improved, some may still be considered challenges (35% or more 

negative) or others may have reached the 65% or more positive mark and become 

new strengths this year. The “Top Pos/Neg” icons highlight where an item is 

either in the top 10 positive items or top 10 negative items for your agency.

63 Items Increased Since 2017

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

New Strength

These items became 

a new strength 

in 2018

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

2017 

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

My work unit has the job-relevant knowledge and skills necessary to accomplish 

organizational goals. (Q. 29) 78 88This item is 65 percent positive or higher. 8 4 +10

Creativity and innovation are rewarded. (Q. 32) 52 62 22 16 +10

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 42 50 28 22This item is in your top negative. +8

My workload is reasonable. (Q. 10) 69 77This item is 65 percent positive or higher. 11 12 +8

In my organization, senior leaders generate high levels of motivation and commitment 

in the workforce. (Q. 53) 53 61 21 18This item is in your top negative. +8

How satisfied are you with the information you receive from management on what’s 

going on in your organization? (Q. 64) 65 72This item is 65 percent positive or higher. 14 14 +7

In my work unit, steps are taken to deal with a poor performer who cannot or will not 

improve. (Q. 23) 38 45 33This item is 30 percent neutral or higher.

22This item is in your top negative. +7

Senior leaders demonstrate support for Work/Life programs. (Q. 62) 76 83This item is 65 percent positive or higher. 11 5 +7

I have a high level of respect for my organization’s senior leaders. (Q. 61) 64 71This item is 65 percent positive or higher.

This became a new strength in 2018.

19 10 +7

In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 47 53 28 19This item is in your top negative. +6

Note: A large increase in item 29 may be due to a change in the item wording. See Appendix A for a summary of item changes in 2018. The Decision Aid only includes items 

1-71. See Appendix C for a breakdown of the Work/Life results for your agency. 

Decision Aid: Increases
14

Decision Aid: Increases (continued)

2017

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 64 70This item is 65 percent positive or higher.

This became a new strength in 2018.

12 18This item is in your top negative. +6

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 54) 63 69This item is 65 percent positive or higher.

This became a new strength in 2018.

21 10 +6

My work unit is able to recruit people with the right skills. (Q. 21) 55 61 23 16 +6

How satisfied are you with the policies and practices of your senior leaders? (Q. 66) 57 63 25 12 +6

Overall, how good a job do you feel is being done by the manager directly above your 

immediate supervisor? (Q. 60) 72 77This item is 65 percent positive or higher. 16 6 +5

Arbitrary action, personal favoritism and coercion for partisan political purposes 

are not tolerated. (Q. 37) 65 70This item is 65 percent positive or higher. 17 14 +5

Pay raises depend on how well employees perform their jobs. (Q. 33) 31 36 33This item is 30 percent neutral or higher.

31This item is in your top negative. +5

Managers communicate the goals of the organization. (Q. 56) 74 79This item is 65 percent positive or higher. 12 9 +5

Considering everything, how satisfied are you with your job? (Q. 69) 76 81This item is 65 percent positive or higher. 11 8 +5

How satisfied are you with the recognition you receive for doing a good job? (Q. 65) 64 69This item is 65 percent positive or higher.

This became a new strength in 2018.

15 16 +5

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). (Q. 19) 74 78This item is 65 percent positive or higher. 10 11 +4

I feel encouraged to come up with new and better ways of doing things. (Q. 3) 73 77This item is 65 percent positive or higher. 12 11 +4

Employees are recognized for providing high quality products and services. (Q. 31) 64 68This item is 65 percent positive or higher.

This became a new strength in 2018.

18 14 +4

Considering everything, how satisfied are you with your organization? (Q. 71) 74 78This item is 65 percent positive or higher. 14 8 +4

Managers promote communication among different work units (for example, about 

projects, goals, needed resources). (Q. 58) 66 70This item is 65 percent positive or higher. 15 15 +4

My supervisor provides me with constructive suggestions to improve my 

job performance. (Q. 46) 74 78This item is 65 percent positive or higher. 13 9 +4

I recommend my organization as a good place to work. (Q. 40) 78 82This item is 65 percent positive or higher. 12 5 +4

Promotions in my work unit are based on merit. (Q. 22) 52 56 25 19This item is in your top negative. +4

How satisfied are you with your involvement in decisions that affect your work? (Q. 63) 68 72This item is 65 percent positive or higher. 17 11 +4

I can disclose a suspected violation of any law, rule or regulation without fear 

of reprisal. (Q. 17) 71 75This item is 65 percent positive or higher. 17 9 +4

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 57 60 22 18This item is in your top negative. +3

Decision Aid: Increases
15

Decision Aid: Increases (continued)

2017

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

Prohibited Personnel Practices are not tolerated. (Q. 38) 75 78This item is 65 percent positive or higher. 14 9 +3

I have trust and confidence in my supervisor. (Q. 51) 77 80This item is 65 percent positive or higher. 11 9 +3

Managers review and evaluate the organization’s progress toward meeting its 

goals and objectives. (Q. 57) 75 78This item is 65 percent positive or higher. 14 8 +3

I believe the results of this survey will be used to make my agency a better place 

to work. (Q. 41) 57 60 22 17This item is in your top negative. +3

I am given a real opportunity to improve my skills in my organization. (Q. 1) 76 79This item is 65 percent positive or higher. 9 11 +3

Employees have a feeling of personal empowerment with respect to work processes. (Q. 30) 57 60 24 16 +3

Discussions with my supervisor about my performance are worthwhile. (Q. 44) 75 78This item is 65 percent positive or higher. 13 9 +3

I know how my work relates to the agency’s goals. (Q. 12) 90 92This item is 65 percent positive or higher.

This item is in your top positive.

4 3 +2

Supervisors in my work unit support employee development. (Q. 47) 79 81This item is 65 percent positive or higher. 10 9 +2

I am constantly looking for ways to do my job better. (Q. 8) 90 92This item is 65 percent positive or higher.

This item is in your top positive.

7 1 +2

Employees are protected from health and safety hazards on the job. (Q. 35) 90 92This item is 65 percent positive or higher.

This item is in your top positive.

6 2 +2

My organization has prepared employees for potential security threats. (Q. 36) 86 88This item is 65 percent positive or higher. 8 4 +2

I am held accountable for achieving results. (Q. 16) 89 91This item is 65 percent positive or higher.

This item is in your top positive.

7 3 +2

My talents are used well in the workplace. (Q. 11) 65 67This item is 65 percent positive or higher. 16 17 +2

Managers support collaboration across work units to accomplish work objectives. (Q. 59) 69 71This item is 65 percent positive or higher. 15 14 +2

I like the kind of work I do. (Q. 5) 82 84This item is 65 percent positive or higher. 12 4 +2

My performance appraisal is a fair reflection of my performance. (Q. 15) 77 79This item is 65 percent positive or higher. 10 11 +2

The people I work with cooperate to get the job done. (Q. 20) 83 85This item is 65 percent positive or higher. 8 8 +2

I know what is expected of me on the job. (Q. 6) 86 88This item is 65 percent positive or higher. 8 5 +2

My agency is successful at accomplishing its mission. (Q. 39) 88 89This item is 65 percent positive or higher. 8 2 +1

My supervisor supports my need to balance work and other life issues. (Q. 42) 89 90This item is 65 percent positive or higher.

This item is in your top positive.

4 6 +1

Considering everything, how satisfied are you with your pay? (Q. 70) 64 65This item is 65 percent positive or higher.

This became a new strength in 2018.

17 18This item is in your top negative. +1

My supervisor provides me with opportunities to demonstrate my leadership skills. (Q. 43) 79 80This item is 65 percent positive or higher. 10 10 +1

Decision Aid: Increases
16

Decision Aid: Increases (continued)

2017

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

Physical conditions (for example, noise level, temperature, lighting, cleanliness in the 

workplace) allow employees to perform their jobs well. (Q. 14) 89 90This item is 65 percent positive or higher.

This item is in your top positive.

5 5 +1

The skill level in my work unit has improved in the past year. (Q. 27) 66 67This item is 65 percent positive or higher. 22 10 +1

My supervisor treats me with respect. (Q. 49) 88 89This item is 65 percent positive or higher. 6 6 +1

The work I do is important. (Q. 13) 91 92This item is 65 percent positive or higher.

This item is in your top positive.

5 3 +1

Employees in my work unit share job knowledge with each other. (Q. 26) 80 81This item is 65 percent positive or higher. 11 8 +1

Policies and programs promote diversity in the workplace (for example, recruiting 

minorities and women, training in awareness of diversity issues, mentoring). (Q. 34) 70 71This item is 65 percent positive or higher. 19 10 +1

When needed I am willing to put in the extra effort to get a job done. (Q. 7) 96 97This item is 65 percent positive or higher.

This item is in your top positive.

2 1 +1

My supervisor listens to what I have to say. (Q. 48) 86 87This item is 65 percent positive or higher. 8 6 +1

How would you rate the overall quality of work done by your work unit? (Q. 28) 89 90This item is 65 percent positive or higher.

This item is in your top positive.

8 2 +1

Decision Aid: Increases
17

Decision Aid: Decreases

NEW THIS YEAR

The Decision Aid is now 

available for first level 

components of the agency. 

You can access it via the FEVS 

Online Reporting & Analysis 

Tool under the preconfigured 

reports option.

Identifying Decreases Since 2017

The items in this section are sorted by greatest to smallest decrease in percent 

positive results. The items are sorted to allow you to quickly and easily identify 

where results have dropped since last year. 

Using the Legend Icons

The legend icons provide context for interpreting these results. When identifying 

the most critical decreases to focus on, it is important to check if these decreases 

are also identified as challenges (35% or more negative) or if they were previously 

identified as strengths that have fallen below the 65% or more positive threshold. 

The “Top Pos/Neg” icons highlight where an item is either in the top 10 positive 

items or top 10 negative items for your agency.

2 Items Decreased Since 2017

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

Past Strength

These items are no 

longer a strength 

in 2018

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

2017 

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Decrease 

Since 2017

My supervisor is committed to a workforce representative of all segments of society. (Q. 45) 80 79This item is 65 percent positive or higher. 15 6 -1

My work gives me a feeling of personal accomplishment. (Q. 4) 81 80This item is 65 percent positive or higher. 12 8 -1

Note: The Decision Aid only includes items 1-71. See Appendix C for a breakdown of the Work/Life results for your agency.

Decision Aid: Decreases
18

Decision Aid: No Change

NEW THIS YEAR

The Decision Aid is now 

available for first level 

components of the agency. 

You can access it via the FEVS 

Online Reporting & Analysis 

Tool under the preconfigured 

reports option.

Identifying Items That Have Not Changed Since 2017

Your percent positive results for these items have not changed since last year. These 

are items that your agency is maintaining, which can be either a positive, neutral, or 

negative finding. For example, an item with low percent positive results over several 

years is a strong indication of a need for focused action. You may also want to 

consider changing or updating your approach to addressing these issues if the item 

has been the focus of attention in the past. On the other hand, a trend of stable, 

high percent positive results is a finding that should be celebrated. Review each 

item carefully to determine whether there may be areas of concern for your agency.

Using the Legend Icons

The legend icons provide context for interpreting results. While these items have not increased or decreased, they still 

may be causes for celebration or concern depending on the percent positive, negative, and neutral results. The “Top 

Pos/Neg” icons highlight where an item is either in the top 10 positive items or top 10 negative items for your agency.

6 Items Did Not Change Since 2017

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

2017 

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Change 

Since 2017

I have enough information to do my job well. (Q. 2) 82 82This item is 65 percent positive or higher. 10 8 0

My training needs are assessed. (Q. 18) 64 64 21 15 0

In the last six months, my supervisor has talked with me about my performance. (Q. 50) 90 90This item is 65 percent positive or higher.

This item is in your top positive.

6 5 0

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 52) 82 82This item is 65 percent positive or higher. 12 5 0

Supervisors work well with employees of different backgrounds. (Q. 55) 76 76This item is 65 percent positive or higher. 16 8 0

How satisfied are you with the training you receive for your present job? (Q. 68) 72 72This item is 65 percent positive or higher. 18 10 0

Note: The Decision Aid only includes items 1-71. See Appendix C for a breakdown of the Work/Life results for your agency.

Decision Aid: No Change
19

Appendix A: Item Change Summary

Some FEVS items were modified slightly in 2018 to improve the interpretation or understanding of the items. 

These changes are outlined in this section.

New Item Text (2018) Change Old Item Text (2017) New Item Text (2018).

12. I know how my work relates to the agency’s goals.

Change.

Text change.

Old Item Text (2017).

12. I know how my work relates to the agency’s goals and 

priorities.

New Item Text (2018).

29. My work unit has the job-relevant knowledge and skills 

necessary to accomplish organizational goals.

Change.

Text change.

Old Item Text (2017).

29. The workforce has the job-relevant knowledge and skills 

necessary to accomplish organizational goals.

New Item Text (2018).

56. Managers communicate the goals of the organization.

Change.

Text change.

Old Item Text (2017).

56. Managers communicate the goals and priorities of the 

organization.

New Item Text (2018).

Item removed from 2018 FEVS

Change.

Item removed.

Old Item Text (2017).

72. Have you been notified whether or not you are eligible 

to telework?

• Yes, I was notified that I was eligible to telework

• Yes, I was notified that I was not eligible to telework

• No, I was not notified of my telework eligibility

• Not sure if I was notified of my telework eligibility

New Item Text (2018).

72. Please select the response below that BEST describes 

your current teleworking schedule.

• I telework very infrequently, on an unscheduled 

or short-term basis

• I telework, but only about 1 or 2 days per month

• I telework 1 or 2 days per week

• I telework 3 or 4 days per week

• I telework every work day

• I do not telework because I have to be physically 

present on the job (e.g. Law Enforcement Officers, 

Park Rangers, Security Personnel)

• I do not telework because of technical issues 

(e.g. connectivity, inadequate equipment) that prevent 

me from teleworking

• 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

• I do not telework because I choose not to telework

Change.

Response 

options 

modified.

Old Item Text (2017).

73. Please select the response below that BEST describes 

your current teleworking situation.

• I telework 3 or more days per week

• I telework 1 or 2 days per week

• I telework, but no more than 1 or 2 days per month

• I telework very infrequently, on an unscheduled or 

short-term basis

• I do not telework because I have to be physically 

present on the job (e.g., Law Enforcement Officers, 

Park Rangers, Security Personnel)

• I do not telework because I have technical issues 

(e.g., connectivity, inadequate equipment) that prevent 

me from teleworking

• 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

• I do not telework because I choose not to telework

New Item Text (2018).

73-78. How satisfied are you with the following Work/Life 

programs in your agency? Note: 2017 FEVS items 

74-84 were combined (participation - satisfaction); 

new response scale for these items is displayed 

below item 78.

Change.

Questions 

combined.

Old Participation Item Text (2017).

74-78. Do you participate 

in the following 

Work/Life programs? 

Note: Response 

scale for these items 

is displayed below 

item 78.

Old Satisfaction Item Text (2017).

79-84. How satisfied are you 

with the following 

Work/Life programs 

in your agency? 

Note: Response 

scale for these items 

is displayed below 

item 84.

New Item Text (2018).

73. Telework

Change.

Questions 

combined.

Old Participation Item Text (2017). Telework: 

N/A

Old Satisfaction Item Text (2017).

79. Telework

New Item Text (2018).

74. Alternative Work Schedules (AWS, for example, 

compressed work schedule or flexible work schedule)

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

74. Alternative Work 

Schedules (AWS)

Old Satisfaction Item Text (2017).

80. Alternative Work 

Schedules (AWS)

Appendix A: Item Change Summary
20

Appendix A: Item Change Summary (continued)

New Item Text (2018) Change Old Item Text (2017) New Item Text (2018).

75. Health and Wellness Programs (for example, onsite 

exercise, flu vaccination, medical screening, CPR 

Training, health and wellness fair)

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

75. Health and Wellness 

Programs (for example, 

exercise, medical 

screening, quit smoking 

programs)

Old Satisfaction Item Text (2017).

81. Health and Wellness 

Programs (for example, 

exercise, medical 

screening, quit smoking 

programs)

New Item Text (2018).

76. Employee Assistance Program (EAP, for example, 

short-term counseling, referral services, legal services, 

information services)

Change.

Questions 

combined.

Old Participation Item Text (2017).

76. Employee Assistance 

Program (EAP)

Old Satisfaction Item Text (2017).

76. Employee Assistance 

Program (EAP)

New Item Text (2018).

77. Child Care Programs (for example, child care center, 

parenting classes and support groups, back-up care, 

flexible spending account)

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

77. Child Care Programs 

(for example, daycare, 

parenting classes, parenting support groups)

Old Satisfaction Item Text (2017).

77. Child Care Programs 

(for example, daycare, 

parenting classes, parenting support groups)

New Item Text (2018).

78. Elder Care Programs (for example, elder/adult care, 

support groups, speakers)

• Very satisfied

• Satisfied

• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Very Dissatisfied

• I choose not to participate in these programs

• These programs are not available to me

• I am unaware of these programs

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

78. Elder Care Programs 

(for example, elder/adult 

care, support groups, 

speakers)

• Yes

• No

• Not available to me

Old Satisfaction Item Text (2017).

84. Elder Care Programs 

(for example, elder/adult 

care, support groups, 

speakers)

• Very satisfied

• Satisfied

• Neither Satisfied nor 

Dissatisfied

• Dissatisfied

• Very Dissatisfied

• No Basis to Judge

New Item Text (2018).

90. Are you transgender?

• Yes

• No

Change.

New item.

Old Item Text (2017).

Not a separate item in 2017 FEVS

New Item Text (2018).

91. Which one of the following do you consider yourself to be?

• Straight, that is not gay or lesbian

• Gay or Lesbian

• Bisexual

• Something else

Change.

Response 

options 

modified.

Old Item Text (2017).

96. Do you consider yourself to be one or more of the 

following? (Mark all that apply)

• Heterosexual or Straight

• Gay or Lesbian

• Bisexual

• Transgender

• I prefer not to say

Appendix A: Item Change Summary
21

Appendix B: Item Results and Benchmarks

For each item, your agency’s percent positive results are shown on a 0 to 100 scale, with the triangular arrow 

indicating where your agency falls. The gray bars represent the range of scores for the 36 departments and large 

agencies surveyed, where Army, Army Corps of Engineers, Air Force, Navy, Marine Corps, and DOD 4th Estate 

are rolled into Department of Defense.

To understand how well your agency performed compared to others, focus on the location of the triangle within 

the gray bar. If the triangle is toward the right side of the bar, then your agency was above average on that item. If it 

is at the right edge of the bar, then you had the highest percent positive results for that item. Additionally, you can 

numerically compare your percent positive results to the governmentwide average listed to the right of each item.

Item Benchmarks

2018 

G’wide

My Work Experience

 ‡1. I am given a real opportunity to improve my skills 

in my organization.

Low 56%; Your Agency 79%; High 85%.

66%

 2. I have enough information to do my job well.

Low 64%; Your Agency 82%; High 89%.

71%

 3. I feel encouraged to come up with new and better ways of 

doing things.

Low 48%; Your Agency 77%; High 83%.

61%

 4. My work gives me a feeling of personal accomplishment.

Low 63%; Your Agency 80%; High 86%.

72%

 5. I like the kind of work I do.

Low 78%; Your Agency 84%; High 90%.

83%

 6. I know what is expected of me on the job.

Low 75%; Your Agency 88%; High 88%.

80%

 7. When needed I am willing to put in the extra effort 

to get a job done.

Low 94%; Your Agency 97%; High 99%.

96%

 8. I am constantly looking for ways to do my job better.

Low 85%; Your Agency 92%; High 95%.

91%

 9. I have sufficient resources (for example, people, materials, 

budget) to get my job done.

Low 32%; Your Agency 70%; High 74%.

47%

 ‡10. My workload is reasonable.

Low 49%; Your Agency 77%; High 78%.

59%

 ‡11. My talents are used well in the workplace.

Low 51%; Your Agency 67%; High 77%.

60%

 ‡12. I know how my work relates to the agency’s goals.

Low 78%; Your Agency 92%; High 96%.

85%

0 Low High 100

PBGC

79%

82%

77%

80%

84%

88%

97%

92%

70%

77%

67%

92%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).

Appendix B: Item Results and Benchmarks
22

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

2018 

0 Low High 100 G’wide

PBGC

 13. The work I do is important.

Low 85%; Your Agency 92%; High 95%.

90%

 14. Physical conditions (for example, noise level, temperature, 

lighting, cleanliness in the workplace) allow employees to 

perform their jobs well.

Low 52%; Your Agency 90%; High 90%.

66%

 15. My performance appraisal is a fair reflection of my performance.

Low 58%; Your Agency 79%; High 89%.

71%

 16. I am held accountable for achieving results.

Low 73%; Your Agency 91%; High 91%.

83%

 ‡17. I can disclose a suspected violation of any law, rule or 

regulation without fear of reprisal.

Low 51%; Your Agency 75%; High 82%.

66%

 18. My training needs are assessed.

Low 38%; Your Agency 64%; High 79%.

55%

 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).

Low 60%; Your Agency 78%; High 85%.

71%

My Work Unit

 ‡20. The people I work with cooperate to get the job done.

Low 69%; Your Agency 85%; High 93%.

76%

 21. My work unit is able to recruit people with the right skills.

Low 31%; Your Agency 61%; High 76%.

42%

 22. Promotions in my work unit are based on merit.

Low 27%; Your Agency 56%; High 67%.

37%

 23. In my work unit, steps are taken to deal with a poor performer 

who cannot or will not improve.

Low 28%; Your Agency 45%; High 47%.

32%

 ‡24. In my work unit, differences in performance are recognized in a 

meaningful way.

Low 31%; Your Agency 53%; High 58%.

38%

 25. Awards in my work unit depend on how well employees 

perform their jobs.

Low 38%; Your Agency 60%; High 69%.

46%

 26. Employees in my work unit share job knowledge with each other.

Low 65%; Your Agency 81%; High 90%.

76%

 27. The skill level in my work unit has improved in the past year.

Low 52%; Your Agency 67%; High 74%.

56%

92%

90%

79%

91%

75%

64%

78%

85%

61%

56%

45%

53%

60%

81%

67%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).

Appendix B: Item Results and Benchmarks
23

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

2018 

0 Low High 100 G’wide

PBGC

 28. How would you rate the overall quality of work done by your 

work unit?

Low 75%; Your Agency 90%; High 96%.

84%

 ‡29. My work unit has the job-relevant knowledge and skills 

necessary to accomplish organizational goals.

Low 70%; Your Agency 88%; High 94%.

80%

My Agency

 30. Employees have a feeling of personal empowerment 

with respect to work processes.

Low 34%; Your Agency 60%; High 72%.

49%

 31. Employees are recognized for providing high quality products 

and services.

Low 41%; Your Agency 68%; High 80%.

53%

 32. Creativity and innovation are rewarded.

Low 31%; Your Agency 62%; High 71%.

43%

 33. Pay raises depend on how well employees perform their jobs.

Low 18%; Your Agency 36%; High 53%.

26%

 34. Policies and programs promote diversity in the 

workplace (for example, recruiting minorities and women, 

training in awareness of diversity issues, mentoring).

Low 52%; Your Agency 71%; High 80%.

58%

 35. Employees are protected from health and safety hazards 

on the job.

Low 59%; Your Agency 92%; High 93%.

77%

 36. My organization has prepared employees for potential 

security threats.

Low 63%; Your Agency 88%; High 88%.

80%

 37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated.

Low 42%; Your Agency 70%; High 78%.

56%

 38. Prohibited Personnel Practices are not tolerated.

Low 55%; Your Agency 78%; High 88%.

70%

 39. My agency is successful at accomplishing its mission.

Low 55%; Your Agency 89%; High 94%.

77%

 ‡40. I recommend my organization as a good place to work.

Low 46%; Your Agency 82%; High 89%.

66%

 ‡41. I believe the results of this survey will be used to make 

my agency a better place to work.

Low 32%; Your Agency 60%; High 74%.

41%

90%

88%

60%

68%

62%

36%

71%

92%

88%

70%

78%

89%

82%

60%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).

Appendix B: Item Results and Benchmarks
24

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

2018 

0 Low High 100 G’wide

PBGC

My Supervisor

 42. My supervisor supports my need to balance work and other 

life issues.

Low 72%; Your Agency 90%; High 93%.

81%

 43. My supervisor provides me with opportunities to demonstrate 

my leadership skills.

Low 61%; Your Agency 80%; High 85%.

70%

 44. Discussions with my supervisor about my performance 

are worthwhile.

Low 61%; Your Agency 78%; High 81%.

67%

 45. My supervisor is committed to a workforce representative of all 

segments of society.

Low 64%; Your Agency 79%; High 86%.

71%

 46. My supervisor provides me with constructive suggestions to 

improve my job performance.

Low 58%; Your Agency 78%; High 79%.

66%

 47. Supervisors in my work unit support employee development.

Low 61%; Your Agency 81%; High 87%.

70%

 48. My supervisor listens to what I have to say.

Low 72%; Your Agency 87%; High 90%.

79%

 49. My supervisor treats me with respect.

Low 78%; Your Agency 89%; High 92%.

84%

 50. In the last six months, my supervisor has talked with me 

about my performance.

Low 76%; Your Agency 90%; High 95%.

81%

 51. I have trust and confidence in my supervisor.

Low 63%; Your Agency 80%; High 84%.

71%

 52. Overall, how good a job do you feel is being done by your 

immediate supervisor?

Low 65%; Your Agency 82%; High 86%.

73%

Leadership

 53. In my organization, senior leaders generate high levels of 

motivation and commitment in the workforce.

Low 29%; Your Agency 61%; High 71%.

44%

 54. My organization's senior leaders maintain high standards of 

honesty and integrity.

Low 39%; Your Agency 69%; High 82%.

55%

 55. Supervisors work well with employees of different backgrounds.

Low 59%; Your Agency 76%; High 85%.

69%

 ‡56. Managers communicate the goals of the organization.

Low 48%; Your Agency 79%; High 84%.

64%

90%

80%

78%

79%

78%

81%

87%

89%

90%

80%

82%

61%

69%

76%

79%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).

Appendix B: Item Results and Benchmarks
25

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

2018 

0 Low High 100 G’wide

PBGC

 57. Managers review and evaluate the organization's progress 

toward meeting its goals and objectives.

Low 47%; Your Agency 78%; High 84%.

63%

 58. Managers promote communication among different work units 

(for example, about projects, goals, needed resources).

Low 45%; Your Agency 70%; High 75%.

56%

 59. Managers support collaboration across work units to accomplish 

work objectives.

Low 48%; Your Agency 71%; High 83%.

60%

 60. Overall, how good a job do you feel is being done by 

the manager directly above your immediate supervisor?

Low 52%; Your Agency 77%; High 81%.

61%

 61. I have a high level of respect for my organization's senior leaders.

Low 39%; Your Agency 71%; High 80%.

56%

 62. Senior leaders demonstrate support for Work/Life programs.

Low 37%; Your Agency 83%; High 86%.

58%

My Satisfaction

 ‡63. How satisfied are you with your involvement in decisions that 

affect your work?

Low 44%; Your Agency 72%; High 79%.

54%

 ‡64. How satisfied are you with the information you receive from 

management on what's going on in your organization?

Low 40%; Your Agency 72%; High 80%.

51%

 ‡65. How satisfied are you with the recognition you receive for doing 

a good job?

Low 43%; Your Agency 69%; High 78%.

52%

 66. How satisfied are you with the policies and practices of your 

senior leaders?

Low 30%; Your Agency 63%; High 70%.

46%

 67. How satisfied are you with your opportunity to get a better job 

in your organization?

Low 26%; Your Agency 50%; High 57%.

38%

 68. How satisfied are you with the training you receive for your 

present job?

Low 43%; Your Agency 72%; High 74%.

56%

 ‡69. Considering everything, how satisfied are you with your job?

Low 58%; Your Agency 81%; High 85%.

68%

 70. Considering everything, how satisfied are you with your pay?

Low 55%; Your Agency 65%; High 77%.

63%

 ‡71. Considering everything, how satisfied are you with your 

organization?

Low 43%; Your Agency 78%; High 85%.

60%

78%

70%

71%

77%

71%

83%

72%

72%

69%

63%

50%

72%

81%

65%

78%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).

Appendix B: Item Results and Benchmarks
26

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

2018 

0 Low High 100 G’wide

PBGC

Work/Life Programs

 72. Please select the response below that BEST describes your current teleworking schedule. (See Appendix C)

 73 - 78. How satisfied are you with the following Work/Life programs in your agency? 

 73. Telework

Low 38%; Your Agency 87%; High 91%.

62%

 74. Alternative Work Schedules (AWS, for example, compressed 

work schedule or flexible work schedule)

Low 56%; Your Agency 89%; High 95%.

77%

 75. Health and Wellness Programs (for example, onsite exercise, 

flu vaccination, medical screening, CPR Training, health and 

wellness fair)

Low 37%; Your Agency 91%; High 91%.

65%

 76. Employee Assistance Program (EAP, for example, short-term 

counseling, referral services, legal services, information services)

Low 36%; Your Agency 66%; High 72%.

53%

 77. Child Care Programs (for example, child care center, 

parenting classes and support groups, back-up care, 

flexible spending account)

Low 24%; Your Agency 50%; High 60%.

34%

 78. Elder Care Programs (for example, elder/adult care, support 

groups, speakers)

Low 15%; Your Agency 43%; High 46%.

25%

87%

89%

91%

66%

50%

43%

Appendix B: Item Results and Benchmarks
27

Appendix C: Work/Life Programs & Demographic Results

Appendix C displays more detailed Work/Life Program results for your agency. It also includes a more detailed look 

than the reported snapshot of the demographic characteristics of your agency’s survey respondents. Use the Work/Life 

results to gain an understanding of how your Work/Life Programs are used and rated. The demographic results can be 

useful in planning, recruiting, and training activities in your agency.

Telework Schedule

 

2018 

Percentages

Please select the response below that BEST describes your current teleworking schedule.

I telework very infrequently, on an unscheduled or short-term basis 18

I telework, but only about 1 or 2 days per month 9

I telework 1 or 2 days per week 60

I telework 3 or 4 days per week 3

I telework every work day 1

I do not telework because I have to be physically present on the job (e.g. Law Enforcement Officers, Park Rangers, Security Personnel) <1

I do not telework because of technical issues (e.g. connectivity, inadequate equipment) that prevent me from teleworking 1

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 1

I do not telework because I choose not to telework 8

Work/Life Programs

 

% 

Satisfaction

% 

All Responses

How satisfied are you with the following Work/Life programs in your agency? Telework

Very Satisfied 50 47

Satisfied 38 35

Neither Satisfied or Dissatisfied 9 9

Dissatisfied 2 2

Very Dissatisfied 2 2

Item Response Total 100 94

I choose not to participate in these programs — 5

These programs are not available to me — <1

I am unaware of these programs — <1

Total 100 100

Note: The sum of percentages may not add to 100 due to rounding.

Appendix C: Work/Life Programs & Demographic Results
28

Appendix C: Work/Life Programs & Demographic Results (continued)

% 

Satisfaction

% 

All Responses

How satisfied are you with the following Work/Life programs in your agency? Alternative Work Schedules 

(AWS, for example, compressed work schedule or flexible work schedule)

Very Satisfied 54 42

Satisfied 35 28

Neither Satisfied or Dissatisfied 10 7

Dissatisfied 1 1

Very Dissatisfied <1 <1

Item Response Total 100 78

I choose not to participate in these programs — 19

These programs are not available to me — 2

I am unaware of these programs — 1

Total 100 100

How satisfied are you with the following Work/Life programs in your agency? Health and Wellness Programs 

(for example, onsite exercise, flu vaccination, medical screening, CPR training, health and wellness fair)

Very Satisfied 48 43

Satisfied 42 38

Neither Satisfied or Dissatisfied 8 7

Dissatisfied 1 1

Very Dissatisfied <1 <1

Item Response Total 100 89

I choose not to participate in these programs — 10

These programs are not available to me — 1

I am unaware of these programs — 1

Total 100 100

How satisfied are you with the following Work/Life programs in your agency? Employee Assistance Program 

(EAP, for example, short-term counseling, referral services, legal services, information services)

Very Satisfied 30 18

Satisfied 37 23

Neither Satisfied or Dissatisfied 32 19

Dissatisfied 1 <1

Very Dissatisfied 1 1

Item Response Total 100 61

I choose not to participate in these programs — 30

These programs are not available to me — 1

I am unaware of these programs — 8

Total 100 100

Note: The sum of percentages may not add to 100 due to rounding.

Appendix C: Work/Life Programs & Demographic Results
29

Appendix C: Work/Life Programs & Demographic Results (continued)

% 

Satisfaction

% 

All Responses

How satisfied are you with the following Work/Life programs in your agency? Child Care Programs 

(for example, child care center, parenting classes and support groups, back-up care, flexible spending account)

Very Satisfied 20 8

Satisfied 30 12

Neither Satisfied or Dissatisfied 42 17

Dissatisfied 6 3

Very Dissatisfied 2 1

Item Response Total 100 40

I choose not to participate in these programs — 31

These programs are not available to me — 13

I am unaware of these programs — 16

Total 100 100

How satisfied are you with the following Work/Life programs in your agency? Elder Care Programs 

(for example, elder/adult care, support groups, speakers)

Very Satisfied 16 6

Satisfied 27 9

Neither Satisfied or Dissatisfied 52 18

Dissatisfied 3 1

Very Dissatisfied 1 <1

Item Response Total 100 34

I choose not to participate in these programs — 32

These programs are not available to me — 8

I am unaware of these programs — 25

Total 100 100

Note: The sum of percentages may not add to 100 due to rounding.

Appendix C: Work/Life Programs & Demographic Results
30

Appendix C: Work/Life Programs & Demographic Results (continued)

Demographic Results

2018 

Percentages

Where do you work?

Headquarters 99

Field 1

 What is your supervisory status?

Non-Supervisor 68

Team Leader 8

Supervisor 14

Manager 5

Senior Leader 5

Are you:

Male 47

Female 53

 Are you Hispanic or Latino?

Yes 5

No 95

Are you:

American Indian or Alaska Native —

Asian 9

Black or African American 38

Native Hawaiian or Other Pacific Islander —

White 49

Two or more races (not Hispanic or Latino) 4

 What is the highest degree or level of education you have completed?

Less than High School 0

High School Diploma/GED or equivalent 2

Trade or Technical Certificate 1

Some College (no degree) 9

Associate's Degree (e.g., AA, AS) 2

Bachelor's Degree (e.g., BA, BS) 39

Master's Degree (e.g., MA, MS, MBA) 32

Doctoral/Professional Degree (e.g., Ph.D., MD, JD) 14

Note: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding. For confidentiality purposes, if there are fewer than 4 responses 

to a single demographic category, all results for that question are suppressed. If there are fewer than 4 responses in multiple categories, only those are suppressed, and 

remaining data are displayed.

Appendix C: Work/Life Programs & Demographic Results
31

Appendix C: Work/Life Programs & Demographic Results (continued)

2018

Percentages

What is your pay category/grade?

Federal Wage System 0

GS 1-6 —

GS 7-12 16

GS 13-15 77

Senior Executive Service 0

Senior Level (SL) or Scientific or Professional (ST) 6

Other —

How long have you been with the Federal Government (excluding military service)?

Less than 1 year 0

1 to 3 years 9

4 to 5 years 6

6 to 10 years 20

11 to 14 years 14

15 to 20 years 18

More than 20 years 33

 How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)?

Less than 1 year —

1 to 3 years —

4 to 5 years —

6 to 10 years —

11 to 20 years —

More than 20 years —

 Are you considering leaving your organization within the next year, and if so, why?

No 77

Yes, to retire 6

Yes, to take another job within the Federal Government 13

Yes, to take another job outside the Federal Government 2

Yes, other 2

 I am planning to retire:

Within one year 3

Between one and three years 9

Between three and five years 13

Five or more years 75

Note: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding. For confidentiality purposes, if there are fewer than 4 responses 

to a single demographic category, all results for that question are suppressed. If there are fewer than 4 responses in multiple categories, only those are suppressed, and 

remaining data are displayed.

Appendix C: Work/Life Programs & Demographic Results
32

Appendix C: Work/Life Programs & Demographic Results (continued)

2018

Percentages

Are you transgender?

Yes —

No —

Which one of the following do you consider yourself to be?

Straight, that is not gay or lesbian 94

Gay or Lesbian 4

Bisexual 1

Something else 2

What is your US military service status?

No Prior Military Service —

Currently in National Guard or Reserves —

Retired —

Separated or Discharged —

Are you an individual with a disability? 

Yes 11

No 89

What is your age group?

25 and under 1

26-29 years old 4

30-39 years old 17

40-49 years old 29

50-59 years old 32

60 years or older 17

Note: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding. For confidentiality purposes, if there are fewer than 4 responses 

to a single demographic category, all results for that question are suppressed. If there are fewer than 4 responses in multiple categories, only those are suppressed, and 

remaining data are displayed.

Appendix C: Work/Life Programs & Demographic Results
33

Appendix D: Participating Agencies 

by Employee Population Size Categories

Very Large Agencies ( > 75,000 employees)

Department of Agriculture

Department of Defense

 Department of the Army

 Department of the Navy

 Department of the Air Force

 OSD, Joint Staff, Defense Agencies, and Field Activities (DOD 4th Estate)

Department of Health and Human Services

Department of Homeland Security

Department of Justice

Department of the Treasury

Large Agencies (10,000 – 74,999 employees)

Department of Commerce

Department of Energy

Department of Labor

Department of State

Department of the Interior

Department of Transportation

Environmental Protection Agency

General Services Administration

National Aeronautics and Space Administration

Social Security Administration

Medium Agencies (1,000 – 9,999 employees)

Broadcasting Board of Governors

Court Services and Offender Supervision Agency 

Department of Education

Department of Housing and Urban Development

Equal Employment Opportunity Commission

Federal Communications Commission

Federal Energy Regulatory Commission

Federal Trade Commission

National Archives and Records Administration

National Credit Union Administration

National Labor Relations Board

National Science Foundation

Nuclear Regulatory Commission

Office of Personnel Management

Securities and Exchange Commission

Small Business Administration

U.S. Agency for International Development

Small Agencies (100 – 999 employees)

Commodity Futures Trading Commission

Consumer Product Safety Commission

Corporation for National and Community Service

Defense Nuclear Facilities Safety Board

Export-Import Bank of the United States

Farm Credit Administration

Federal Election Commission

Federal Housing Finance Agency

Federal Labor Relations Authority

Federal Maritime Commission

Federal Mediation and Conciliation Service

Federal Retirement Thrift Investment Board

International Boundary and Water Commission

Merit Systems Protection Board

National Endowment for the Arts

National Endowment for the Humanities

National Gallery of Art

National Indian Gaming Commission

National Transportation Safety Board

Office of Management and Budget

Office of the U.S. Trade Representative

Overseas Private Investment Corporation

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Selective Service System

Surface Transportation Board

U.S. International Trade Commission

U.S. Office of Special Counsel

Very Small Agencies (< 100 employees)

AbilityOne Commission

African Development Foundation

American Battle Monuments Commission

Chemical Safety and Hazard Investigation Board

Commission on Civil Rights

Farm Credit System Insurance Corporation

Federal Mine Safety and Health Review Commission

Institute of Museum and Library Services

Inter-American Foundation

Marine Mammal Commission

National Capital Planning Commission

National Mediation Board

Occupational Safety and Health Review Commission

Office of Navajo and Hopi Indian Relocation

Postal Regulatory Commission

U.S. Access Board

U.S. Office of Government Ethics

U.S. Trade and Development Agency

Appendix D: Participating Agencies by Employee Population Size Categories
United States 

Office of Personnel Management 

Office of Strategy and Innovation

1900 E Street, NW 

Washington, DC 20415

www.opm.gov/FEVS