2020 Federal Employee Viewpoint

Survey Summary & Results

2020 Agency Management Report
ii

Table of Contents

About This Report ................................................................................................................................................................................14

Respondent Overview ..........................................................................................................................................................................17

Employee Engagement Index ...............................................................................................................................................................18

Employee Engagement Index Benchmarks: Government-wide ........................................................................................................18

Employee Engagement Index Benchmarks: Small Agencies ............................................................................................................18

Employee Engagement Index Component Scores and Trends ..........................................................................................................19

Global Satisfaction Index ......................................................................................................................................................................20

Global Satisfaction Index Benchmarks: Governmentwide ................................................................................................................20

Global Satisfaction Index Benchmarks: Small Agencies....................................................................................................................20

Global Satisfaction Index Component Scores and Trends .................................................................................................................21

Decision Aid: Increases ..........................................................................................................................................................................22

Decision Aid: Decreases........................................................................................................................................................................ 25

Decision Aid: No Change ...................................................................................................................................................................... 26

Appendix A: Item Results and Benchmarks .......................................................................................................................................... 27

Appendix B: COVID-19 Pandemic Results ............................................................................................................................................. 33

Appendix C: Work-Life Programs & Demographic Results .................................................................................................................... 40

Appendix D: Participating Agencies by Employee Population Size Categories ...................................................................................... 48

2020 Federal Employee Viewpoint Survey Summary & Results ...................................................................................................1
1

Pension Benefit Guaranty Corporation

Federal Employee Viewpoint Survey 20201

The Pension Benefit Guaranty Corporation (PBGC) seeks feedback from employees every year through the Federal 

Employee Viewpoint Survey (FEVS). Administered by the Office of Personnel Management (OPM), the survey measures 

how employees feel about their work environment, leadership, work/life balance, and other aspects of the agency. 

The 2020 FEVS was administered September 16, 2020 through October 28, 2020. The agency’s response rate was 73%, 

up from 69% of employees who completed the survey in 2019. 

The results show how PBGC employees rated employee engagement and overall satisfaction. PBGC’s Employee 

Engagement Index score, which measures areas including employee development, is 84%, the highest score for this index

the agency has seen to date. The agency’s Global Satisfaction Index score, which measures employee satisfaction with 

their jobs, pay, and organization, is 82%. PBGC ranked 3rd among small agencies and governmentwide.

The 2020 FEVS results will help the agency in its efforts towards a model work environment that supports effective human 

capital practices. PBGC values employees and recognizes the importance of providing a work environment that is safe, 

conducive to professional growth, and an overall great place to work.

The OPM results and Agency Management Report are included. The attached document includes the core survey trend 

responses, work/life programs results, COVID-19 results, and demographics.

2 The scores have been rounded. 

1 The Office of Personnel Management (OPM) requires agencies to conduct an annual survey of their employees.

2 Below is a compilation of the 2020 Federal Employee Viewpoint Survey (FEVS) questions and responses. Also included are the 2019, 2018, 2017, 

2016, and 2015 results for comparison. This summary displays responses by Positive, Neutral, Negative, and where applicable, Do Not Know or No 

Basis to Judge. For example, Positive represents responses of Strongly Agree and Agree and Very Satisfied and Satisfied. Neutral represents 

responses of Neither Agree nor Disagree and Neither Satisfied nor Dissatisfied. Negative represents responses of Disagree and Strongly Disagree and 

Dissatisfied and Very Dissatisfied. * Denotes OPM FEVS questions modified slightly to improve understanding of questions. ** Denotes additional 

sections added by OPM (COVID-19 and Performance); only 2020 data is available for those sections. The sum of percentages may not add to 100 due 

to rounding.
2

My Work Experiences

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

organization.

Positive Neutral Negative

2020 FedView Results 83% 12% 5%

2019 FedView Results 79% 12% 10%

2018 FedView Results 79% 9% 11%

2017 FedView Results 76% 14% 10%

2016 FedView Results 70% 16% 14%

2015 FedView Results 72% 12% 16%

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

doing things.

Positive Neutral Negative

2020 FedView Results 82% 10% 8%

2019 FedView Results 77% 11% 12%

2018 FedView Results 77% 12% 11%

2017 FedView Results 73% 14% 14%

2016 FedView Results 66% 17% 17%

2015 FedView Results 67% 14% 20%

3. My work gives me a feeling of personal accomplishment. Positive Neutral Negative

2020 FedView Results 84% 10% 6%

2019 FedView Results 82% 9% 9%

2018 FedView Results 80% 12% 8%

2017 FedView Results 81% 11% 8%

2016 FedView Results 79% 11% 10%

2015 FedView Results 77% 10% 13%

4. I know what is expected of me on the job. Positive Neutral Negative

2020 FedView Results 91% 5% 3%

2019 FedView Results 87% 7% 6%

2018 FedView Results 88% 8% 5%

2017 FedView Results 86% 9% 5%
3

2016 FedView Results 82% 10% 8%

2015 FedView Results 81% 11% 8%

5. My workload is reasonable. Positive Neutral Negative

2020 FedView Results 82% 8% 10%

2019 FedView Results 77% 11% 13%

2018 FedView Results 77% 11% 12%

2017 FedView Results 69% 14% 17%

2016 FedView Results 67% 14% 20%

2015 FedView Results 60% 15% 25%

6. My talents are used well in the workplace. Positive Neutral Negative

2020 FedView Results 76% 15% 10%

2019 FedView Results 72% 12% 16%

2018 FedView Results 67% 16% 17%

2017 FedView Results 65% 16% 19%

2016 FedView Results 64% 15% 21%

2015 FedView Results 61% 16% 24%

7. I know how my work relates to the agency's goals. Positive Neutral Negative

2020 FedView Results 96% 3% 2%

2019 FedView Results 93% 5% 2%

2018 FedView Results 92% 4% 3%

2017 FedView Results 90% 7% 3%

2016 FedView Results 90% 5% 5%

2015 FedView Results 89% 7% 4%

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

regulation without fear of reprisal.

Positive Neutral Negative

2020 FedView Results 77% 14% 9%

2019 FedView Results 72% 16% 11%

2018 FedView Results 75% 17% 9%

2017 FedView Results 71% 15% 14%
4

2016 FedView Results 63% 22% 15%

2015 FedView Results 63% 21% 17%

My Work Unit

9. The people I work with cooperate to get the job done. Positive Neutral Negative

2020 FedView Results 92% 6% 3%

2019 FedView Results 86% 8% 6%

2018 FedView Results 85% 8% 8%

2017 FedView Results 83% 10% 6%

2016 FedView Results 80% 12% 9%

2015 FedView Results 77% 11% 12%

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

performer who cannot or will not improve.

Positive Neutral Negative

2020 FedView Results 55% 30% 15%

2019 FedView Results 45% 29% 26%

2018 FedView Results 45% 33% 22%

2017 FedView Results 38% 33% 30%

2016 FedView Results 34% 33% 33%

2015 FedView Results 35% 30% 36%

**11. In my work unit poor performers usually: Remain

In Work

Unit And

Improve

Over

Time

Remain

In Work

Unit And

Continue

To

UnderPerform

Leave

Work UnitRemoved

or

Transferred

Leave

Work

Unit-Quit

No Poor

Performers 

In

Work Unit

2020 FedView Results 21% 33% 8% 3% 35%

12. In my work unit, differences in performance are recognized

in a meaningful way.

Positive Neutral Negative

2020 FedView Results 61% 24% 15%

2019 FedView Results 50% 28% 22%

2018 FedView Results 53% 28% 19%

2017 FedView Results 47% 28% 26%
5

2016 FedView Results 38% 29% 33%

2015 FedView Results 36% 29% 35%

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

necessary to accomplish organizational goals.

Positive Neutral Negative

2020 FedView Results 91% 7% 2%

2019 FedView Results 90% 7% 3%

2018 FedView Results 88% 8% 4%

2017 FedView Results 78% 13% 9%

2016 FedView Results 76% 14% 10%

2015 FedView Results 72% 17% 11%

My Agency

14. Employees are recognized for providing high quality 

products and services. 

Positive Neutral Negative

2020 FedView Results 79% 13% 8%

2019 FedView Results 70% 18% 12%

2018 FedView Results 68% 18% 14%

2017 FedView Results 64% 22% 14%

2016 FedView Results 57% 19% 25%

2015 FedView Results 50% 23% 27%

15. Employees are protected from health and safety hazards 

on the job. 

Positive Neutral Negative

2020 FedView Results 93% 5% 2%

2019 FedView Results 90% 8% 2%

2018 FedView Results 92% 6% 2%

2017 FedView Results 90% 9% 1%

2016 FedView Results 89% 9% 2%

2015 FedView Results 87% 9% 4%

16. My agency is successful at accomplishing its mission. Positive Neutral Negative

2020 FedView Results 96% 3% 1%
6

2019 FedView Results 91% 7% 2%

2018 FedView Results 89% 8% 2%

2017 FedView Results 88% 10% 2%

2016 FedView Results 83% 12% 5%

2015 FedView Results 79% 14% 7%

17. I recommend my organization as a good place to work. Positive Neutral Negative

2020 FedView Results 88% 9% 3%

2019 FedView Results 84% 11% 5%

2018 FedView Results 82% 13% 5%

2017 FedView Results 78% 14% 7%

2016 FedView Results 72% 18% 10%

2015 FedView Results 66% 20% 14%

18. I believe the results of this survey will be used to make my

agency a better place to work.

Positive Neutral Negative

2020 FedView Results 67% 21% 12%

2019 FedView Results 62% 21% 17%

2018 FedView Results 60% 23% 17%

2017 FedView Results 57% 25% 18%

2016 FedView Results 54% 24% 22%

2015 FedView Results 48% 28% 24%

My Supervisor

19. My supervisor supports my need to balance work and

other life issues.

Positive Neutral Negative

2020 FedView Results 92% 5% 3%

2019 FedView Results 90% 4% 5%

2018 FedView Results 90% 4% 6%

2017 FedView Results 89% 6% 5%

2016 FedView Results 85% 8% 7%

2015 FedView Results 85% 9% 7%
7

20. My supervisor is committed to a workforce representative 

of all segments of society.

Positive Neutral Negative

2020 FedView Results 87% 9% 3%

2019 FedView Results 80% 13% 6%

2018 FedView Results 79% 15% 6%

2017 FedView Results 80% 15% 5%

2016 FedView Results 76% 15% 9%

2015 FedView Results 74% 18% 9%

21. Supervisors in my work unit support employee 

development. 

Positive Neutral Negative

2020 FedView Results 87% 8% 6%

2019 FedView Results 82% 11% 8%

2018 FedView Results 81% 10% 9%

2017 FedView Results 79% 12% 9%

2016 FedView Results 75% 13% 12%

2015 FedView Results 73% 14% 13%

22. My supervisor listens to what I have to say. Positive Neutral Negative

2020 FedView Results 90% 5% 6%

2019 FedView Results 86% 7% 7%

2018 FedView Results 87% 8% 6%

2017 FedView Results 86% 7% 7%

2016 FedView Results 82% 9% 8%

2015 FedView Results 80% 12% 8%

23. My supervisor treats me with respect. Positive Neutral Negative

2020 FedView Results 91% 6% 3%

2019 FedView Results 88% 6% 6%

2018 FedView Results 89% 6% 6%

2017 FedView Results 88% 7% 6%

2016 FedView Results 85% 10% 5%

2015 FedView Results 84% 9% 8%
8

24. I have trust and confidence in my supervisor. Positive Neutral Negative

2020 FedView Results 84% 9% 7%

2019 FedView Results 79% 10% 11%

2018 FedView Results 80% 11% 9%

2017 FedView Results 77% 12% 11%

2016 FedView Results 75% 13% 12%

2015 FedView Results 71% 15% 14%

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

immediate supervisor?

Positive Neutral Negative

2020 FedView Results 88% 10% 2%

2019 FedView Results 82% 12% 7%

2018 FedView Results 82% 13% 5%

2017 FedView Results 82% 13% 5%

2016 FedView Results 77% 16% 7%

2015 FedView Results 74% 16% 9%

Leadership

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

motivation and commitment in the workforce.

Positive Neutral Negative

2020 FedView Results 70% 18% 13%

2019 FedView Results 65% 18% 17%

2018 FedView Results 61% 21% 19%

2017 FedView Results 53% 25% 22%

2016 FedView Results 49% 24% 27%

2015 FedView Results 46% 23% 31%

27. My organization’s senior leaders maintain high standards

of honesty and integrity.

Positive Neutral Negative

2020 FedView Results 72% 19% 10%

2019 FedView Results 69% 20% 11%

2018 FedView Results 69% 21% 10%

2017 FedView Results 63% 23% 14%
9

2016 FedView Results 57% 21% 21%

2015 FedView Results 57% 20% 23%

28. Managers communicate the goals of the organization. Positive Neutral Negative

2020 FedView Results 86% 10% 4%

2019 FedView Results 81% 13% 6%

2018 FedView Results 79% 12% 10%

2017 FedView Results 74% 14% 12%

2016 FedView Results 67% 15% 18%

2015 FedView Results 62% 21% 16%

29. Managers promote communication among different work

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

Positive Neutral Negative

2020 FedView Results 76% 14% 10%

2019 FedView Results 75% 12% 13%

2018 FedView Results 70% 15% 15%

2017 FedView Results 66% 17% 17%

2016 FedView Results 58% 21% 21%

2015 FedView Results 58% 20% 22%

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

manager directly above your immediate supervisor?

Positive Neutral Negative

2020 FedView Results 85% 11% 4%

2019 FedView Results 79% 16% 5%

2018 FedView Results 77% 16% 6%

2017 FedView Results 72% 19% 9%

2016 FedView Results 65% 21% 14%

2015 FedView Results 64% 21% 14%

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

leaders.

Positive Neutral Negative

2020 FedView Results 76% 17% 7%

2019 FedView Results 74% 17% 10%

2018 FedView Results 71% 19% 10%
10

2017 FedView Results 64% 23% 13%

2016 FedView Results 61% 21% 18%

2015 FedView Results 54% 26% 20%

32. Senior leaders demonstrate support for Work-Life

programs.

Positive Neutral Negative

2020 FedView Results 85% 12% 2%

2019 FedView Results 82% 13% 4%

2018 FedView Results 83% 11% 6%

2017 FedView Results 76% 18% 6%

2016 FedView Results 71% 18% 11%

2015 FedView Results 68% 20% 12%

My Satisfaction

33. How satisfied are you with your involvement in decisions

that affect your work?

Positive Neutral Negative

2020 FedView Results 76% 14% 10%

2019 FedView Results 72% 14% 14%

2018 FedView Results 72% 17% 11%

2017 FedView Results 68% 17% 15%

2016 FedView Results 60% 20% 20%

2015 FedView Results 58% 21% 21%

34. How satisfied are you with the information you receive

from management on what's going on in your organization?

Positive Neutral Negative

2020 FedView Results 78% 14% 7%

2019 FedView Results 73% 15% 12%

2018 FedView Results 72% 14% 14%

2017 FedView Results 65% 19% 16%

2016 FedView Results 56% 20% 24%

2015 FedView Results 53% 21% 25%

35. How satisfied are you with the recognition you receive for

doing a good job?

Positive Neutral Negative
11

2020 FedView Results 77% 15% 8%

2019 FedView Results 68% 15% 17%

2018 FedView Results 69% 15% 16%

2017 FedView Results 64% 18% 17%

2016 FedView Results 56% 21% 23%

2015 FedView Results 50% 23% 27%

36. Considering everything, how satisfied are you with your

job?

Positive Neutral Negative

2020 FedView Results 84% 10% 6%

2019 FedView Results 80% 11% 9%

2018 FedView Results 81% 11% 8%

2017 FedView Results 76% 14% 10%

2016 FedView Results 71% 16% 13%

2015 FedView Results 67% 20% 13%

37. Considering everything, how satisfied are you with your

pay?

Positive Neutral Negative

2020 FedView Results 71% 14% 14%

2019 FedView Results 67% 19% 14%

2018 FedView Results 65% 17% 18%

2017 FedView Results 64% 16% 20%

2016 FedView Results 57% 19% 24%

2015 FedView Results 56% 17% 26%

38. Considering everything, how satisfied are you with your

organization?

Positive Neutral Negative

2020 FedView Results 86% 10% 4%

2019 FedView Results 82% 10% 8%

2018 FedView Results 78% 14% 8%

2017 FedView Results 74% 16% 10%

2016 FedView Results 67% 17% 16%

2015 FedView Results 62% 22% 15%
12
2020 Office of Personnel Management 

Federal Employee Viewpoint Survey

Empowering Employees. Inspiring Change.

Pension Benefit Guaranty Corporation 

Agency Management Report

United States Office of Personnel Management OPM.GOV/FEVS #FEVS
14

About This Report

The 2020 OPM Federal Employee Viewpoint Survey (OPM 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 OPM 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.

Changes to the 2020 Survey

The OPM FEVS looks a little different this year. In prior years, the survey included 71 standard core items, but 

the core items were reduced to 38 in 2020 for several reasons. Due to the COVID-19 pandemic, many agencies 

asked OPM to substantially shorten the 2020 survey to ease administrative burden and demonstrate sensitivity 

to employee situations. Congress and numerous agencies also asked OPM to include COVID-19 items to be 

responsive to changing conditions that might impact the needs of employees and agencies. Agency level results for 

the COVID-19 items can be found in Appendix B. The 2020 survey is the result of OPM’s goal to be responsive to 

the needs of employees and agencies in this unprecedented pandemic. 

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 and Global Satisfaction Index

The Employee Engagement Index (EEI) 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 the 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 2019. The Decision Aid is divided into three sections to help you focus your 

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

Increases contains items that increased since 2019

Decreases contains items that decreased since 2019

No Change contains items that did not change since 2019

Note: The Decision Aid only includes items 1-38, excluding item 11. See Appendix C for a breakdown of the Work-Life results for your agency.

About This Report
15

About This Report (continued)

Appendices

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

Appendix A 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 B shows the COVID-19 Pandemic results for your agency. 

Appendix C shows the Work-Life Program and demographic results for your agency.

Appendix D lists all agencies arranged by employee population size.

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

Percent Negative is the sum of two negative categories (e.g., Strongly Disagree/Disagree)

Percent Neutral is 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 OPM 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 Levels, All Indices, All Items Report

The purpose of this report is to provide a comprehensive summary of all OPM 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 10 responses. Note: Subagency reports are only 

available for agencies that included organizational breakouts in 2020.

About This Report
16

About This Report (continued)

Subagency Breakout Report

This report displays survey results for a single office so long as it has at least 10 responses. Note: Subagency reports 

are only available for agencies that included organizational breakouts in 2020.

Occupational Series Reports

 This report allows for the comparison of occupational series and families at the agency and first 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 OPM FEVS administrations.

Websites

OPM FEVS website

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

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

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

Public Release Data File (PRDF)

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

at: www.opm.gov/fevs/public-data-file. Note: The 2020 PRDF will be available in the spring of 2021.

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.

OPM 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.

About This Report
17

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 OPM 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

10 %

Female

56 %

Agency Tenure of 

11+ Years

57 %

10

Advanced Degrees 

(Post Bachelor’s Degree)

47 %

Pay Grades 13 to 15

77 %

Minorities

58 %

Generations

 1% Traditionalists (born 1945 or earlier)

 35% Baby Boomers (born 1946 – 1964)

43% Generation X (born 1965 – 1980)

21% Generation Y (born 1981 – 1996)

 <1% Generation Z (born 1997 or later)

PBGC Response Rate

73% (619 out of 844 

employees responded)

Field Period: 

September 16, 2020 – October 28, 2020 

Overall 2019 Response Rate: 69%

Component Response Rates

 96% Office of Information Technology (OIT)

 80% Office of Negotiations & Restructuring 

(ONR)

 79% Office of Policy & External Affairs 

(OPEA)

 78% Office of Benefits Administration 

(OBA)

 76% Office of Management 

& Administration (OMA)

 67% Office of the General Counsel (OGC)

 50% Office of the Inspector General (OIG)

 46% Office of the Chief Financial Officer 

(OCFO)

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

Notes: The sum of percentages may not add to 100 due to rounding. For the full list of demographic item results, please see Appendix C.

Respondent Overview
18

Employee Engagement Index

Because the OPM 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 35 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.

Employee Engagement Index Benchmarks: Governmentwide

rank

1 87% FTC, NASA

rank

3 85% FERC

rank

4 PBGC 84%

72% 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 87% OSC, USITC

rank

3 84% FCA

rank

3 PBGC 84%

rank

5 83% FMC

75% Small Agencies

Employee Engagement Index
19

Employee Engagement Index (continued)

Employee Engagement Index Component Scores and Trends

Agency

EEI Trends 2020 EEI Subindices

2017 2018 2019 2020

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Governmentwide 67 68 68 72 62 80 76

Pension Benefit Guaranty Corporation 75 79 80 84 78 88 86

Office of Negotiations & Restructuring (ONR) 84 86 88 92 88 98 89

Office of the Inspector General (OIG) 82 94 86 89 91 87 90

Office of Policy & External Affairs (OPEA) 91 83 83 87 84 93 85

Office of the General Counsel (OGC) 81 82 84 87 80 93 89

Office of Information Technology (OIT) 78 78 77 85 83 88 85

Office of Benefits Administration (OBA) 68 76 76 83 74 86 87

Office of Management & Administration (OMA) 79 78 74 79 71 84 82

Office of the Chief Financial Officer (OCFO) 67 73 80 77 72 77 81

Employee Engagement Index
20

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 35 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 84% FERC, NASA

rank

3 82% GSA, NSF

rank

3 PBGC 82%

rank

3 82% FTC

rank

7 78% NCUA

69% 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 85% FCA

rank

2 84% OSC

rank

3 PBGC 82%

71% Small Agencies

Global Satisfaction Index
21

Global Satisfaction Index (continued)

Global Satisfaction Index Component Scores and Trends

Agency

GS Index Trends 2020 Global Satisfaction Index Items

2017 2018 2019 2020

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Governmentwide 64 64 65 69 72 67 66 71

Pension Benefit Guaranty Corporation 73 77 78 82 84 71 86 88

Office of Negotiations & Restructuring (ONR) 82 84 86 91 95 81 92 95

Office of the Inspector General (OIG) 83 92 89 87 87 87 87 87

Office of Information Technology (OIT) 80 79 79 86 86 77 88 91

Office of Benefits Administration (OBA) 66 75 76 82 85 70 86 87

Office of the General Counsel (OGC) 74 73 76 80 84 57 87 92

Office of the Chief Financial Officer (OCFO) 68 72 83 80 79 71 84 86

Office of Policy & External Affairs (OPEA) 76 79 85 79 78 71 85 82

Office of Management & Administration (OMA) 78 79 71 76 73 74 81 77

Global Satisfaction Index
22

Decision Aid: Increases

Identifying Increases Since 2019

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.

37 Items Increased Since 2019

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 2020

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Increase 

Since 2019

In my work unit, differences in performance are recognized in a meaningful way. (Q. 12) 50 61 24 15This item is in your top negative. +11

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

improve. (Q. 10) 45 55 30This item is 30 percent neutral or higher.

15This item is in your top negative. +10

Employees are recognized for providing high quality products and services. (Q. 14) 70 79This item is 65 percent positive or higher. 13 8 +9

How satisfied are you with the recognition you receive for doing a good job? (Q. 35) 68 77This item is 65 percent positive or higher. 15 8 +9

My supervisor is committed to a workforce representative of all segments of society. (Q. 20) 80 87This item is 65 percent positive or higher. 9 3 +7

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 25) 82 88This item is 65 percent positive or higher.

This item is in your top positive.

10 2 +6

The people I work with cooperate to get the job done. (Q. 9) 86 92This item is 65 percent positive or higher.

This item is in your top positive.

6 2 +6

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

immediate supervisor? (Q. 30) 79 85This item is 65 percent positive or higher. 11 4 +6

My workload is reasonable. (Q. 5) 76 82This item is 65 percent positive or higher. 8 10This item is in your top negative. +6

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

going on in your organization? (Q. 34) 73 78This item is 65 percent positive or higher. 14 7 +5

Note: The Decision Aid only includes core items (items 1-38, excluding item 11) that carried over from the 2019 OPM FEVS. See Appendix C for a breakdown of the Work-Life 

results for your agency.

Decision Aid: Increases
23

Decision Aid: Increases (continued)

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Increase 

Since 2019

I have trust and confidence in my supervisor. (Q. 24) 79 84This item is 65 percent positive or higher. 9 7 +5

Supervisors in my work unit support employee development. (Q. 21) 82 87This item is 65 percent positive or higher. 8 6 +5

My agency is successful at accomplishing its mission. (Q. 16) 91 96This item is 65 percent positive or higher.

This item is in your top positive.

3 1 +5

I feel encouraged to come up with new and better ways of doing things. (Q. 2) 77 82This item is 65 percent positive or higher. 10 8 +5

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

to work. (Q. 18) 62 67This item is 65 percent positive or higher.

This became a new strength in 2020.

21 12This item is in your top negative. +5

Managers communicate the goals of the organization. (Q. 28) 81 86This item is 65 percent positive or higher. 10 4 +5

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

of reprisal. (Q. 8) 72 77This item is 65 percent positive or higher. 14 9 +5

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

in the workforce. (Q. 26) 65 70This item is 65 percent positive or higher. 18 13This item is in your top negative. +5

I know what is expected of me on the job. (Q. 4) 87 91This item is 65 percent positive or higher.

This item is in your top positive.

5 3 +4

Considering everything, how satisfied are you with your organization? (Q. 38) 82 86This item is 65 percent positive or higher. 10 4 +4

Considering everything, how satisfied are you with your pay? (Q. 37) 67 71This item is 65 percent positive or higher. 14 14This item is in your top negative. +4

How satisfied are you with your involvement in decisions that affect your work? (Q. 33) 72 76This item is 65 percent positive or higher. 14 10This item is in your top negative. +4

I am given a real opportunity to improve my skills in my organization. (Q. 1) 79 83This item is 65 percent positive or higher. 12 5 +4

Considering everything, how satisfied are you with your job? (Q. 36) 80 84This item is 65 percent positive or higher. 10 6 +4

My talents are used well in the workplace. (Q. 6) 72 76This item is 65 percent positive or higher. 14 10This item is in your top negative. +4

I recommend my organization as a good place to work. (Q. 17) 84 88This item is 65 percent positive or higher. 9 3 +4

My supervisor listens to what I have to say. (Q. 22) 86 90This item is 65 percent positive or higher.

This item is in your top positive.

5 5 +4

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 27) 69 72This item is 65 percent positive or higher. 18 10This item is in your top negative. +3

Employees are protected from health and safety hazards on the job. (Q. 15) 90 93This item is 65 percent positive or higher.

This item is in your top positive.

5 2 +3

Senior leaders demonstrate support for Work-Life programs. (Q. 32) 82 85This item is 65 percent positive or higher. 12 2 +3

I know how my work relates to the agency’s goals. (Q. 7) 93 95This item is 65 percent positive or higher.

This item is in your top positive.

3 2 +2

I have a high level of respect for my organization’s senior leaders. (Q. 31) 74 76This item is 65 percent positive or higher. 17 7 +2

Decision Aid: Increases
24

Decision Aid: Increases (continued)

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Increase 

Since 2019

My supervisor treats me with respect. (Q. 23) 88 90This item is 65 percent positive or higher.

This item is in your top positive.

6 3 +2

My work gives me a feeling of personal accomplishment. (Q. 3) 82 84This item is 65 percent positive or higher. 10 6 +2

My supervisor supports my need to balance work and other life issues. (Q. 19) 90 92This item is 65 percent positive or higher.

This item is in your top positive.

5 3 +2

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

projects, goals, needed resources). (Q. 29) 75 76This item is 65 percent positive or higher. 14 10This item is in your top negative. +1

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

organizational goals. (Q. 13) 90 91This item is 65 percent positive or higher.

This item is in your top positive.

7 2 +1

Decision Aid: Increases
25

Decision Aid: Decreases

Identifying Decreases Since 2019

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.

0 Items Decreased Since 2019

Decision Aid: Decreases
26

Decision Aid: No Change

Identifying Items That Have Not Changed Since 2019

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.

0 Items Did Not Change Since 2019

Decision Aid: No Change
27

Appendix A: 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 35 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.

My Work Experience

Item Item Benchmarks

2020 

G’wide

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

organization.

Low 58%; Your Agency 83%; High 88%.

70%

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

of doing things.

Low 49%; Your Agency 82%; High 87%.

67%

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

Low 67%; Your Agency 84%; High 89%.

75%

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

Low 78%; Your Agency 91%; High 92%.

83%

‡5. My workload is reasonable.

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

67%

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

Low 56%; Your Agency 76%; High 82%.

66%

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

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

87%

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

without fear of reprisal.

Low 40%; Your Agency 77%; High 87%.

68%

0 Low High 100

PBGC

83%

82%

84%

91%

82%

76%

95%

77%

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

Appendix A: Item Results and Benchmarks
28

Appendix A: Item Results and Benchmarks (continued)

My Work Unit

Item Item Benchmarks

2020 

G’wide

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

Low 77%; Your Agency 92%; High 95%.

84%

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

who cannot or will not improve.

Low 37%; Your Agency 55%; High 57%.

42%

11. See Performance Section

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

in a meaningful way.

Low 42%; Your Agency 61%; High 70%.

51%

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

necessary to accomplish organizational goals.

Low 72%; Your Agency 91%; High 95%.

82%

0 Low High 100

PBGC

92%

55%

61%

91%

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

Performance

Item

2020 

Agency

2020 

G’wide

11. In my work unit, poor performers usually:

Remain in the work unit and improve their performance over time 20% 19%

Remain in the work unit and continue to underperform 33% 49%

Leave the work unit - removed or transferred 8% 9%

Leave the work unit - quit 3% 2%

There are no poor performers in my work unit 35% 21%

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

Appendix A: Item Results and Benchmarks
29

Appendix A: Item Results and Benchmarks (continued)

My Agency

Item Item Benchmarks

2020 

G’wide

14. Employees are recognized for providing high quality products

and services.

Low 52%; Your Agency 79%; High 87%.

64%

15. Employees are protected from health and safety hazards

on the job.

Low 41%; Your Agency 93%; High 96%.

77%

16. My agency is successful at accomplishing its mission.

Low 58%; Your Agency 96%; High 96%.

81%

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

Low 48%; Your Agency 88%; High 91%.

71%

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

my agency a better place to work.

Low 28%; Your Agency 67%; High 76%.

43%

0 Low High 100

PBGC

79%

93%

96%

88%

67%

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

My Supervisor

Item Item Benchmarks

2020 

G’wide

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

life issues.

Low 78%; Your Agency 92%; High 94%.

85%

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

segments of society.

Low 69%; Your Agency 87%; High 91%.

79%

21. Supervisors in my work unit support employee development.

Low 66%; Your Agency 87%; High 92%.

78%

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

Low 74%; Your Agency 90%; High 93%.

83%

23. My supervisor treats me with respect.

Low 79%; Your Agency 90%; High 94%.

87%

24. I have trust and confidence in my supervisor.

Low 65%; Your Agency 84%; High 89%.

76%

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

immediate supervisor?

Low 66%; Your Agency 88%; High 91%.

78%

0 Low High 100

PBGC

92%

87%

87%

90%

90%

84%

88%

Appendix A: Item Results and Benchmarks
30

Appendix A: Item Results and Benchmarks (continued)

Leadership

Item Item Benchmarks

2020 

G’wide

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

motivation and commitment in the workforce.

Low 21%; Your Agency 70%; High 80%.

51%

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

honesty and integrity.

Low 22%; Your Agency 72%; High 87%.

61%

 ‡28. Managers communicate the goals of the organization.

Low 47%; Your Agency 86%; High 89%.

68%

29. Managers promote communication among different work units

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

Low 44%; Your Agency 76%; High 80%.

60%

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

manager directly above your immediate supervisor?

Low 52%; Your Agency 85%; High 87%.

67%

31. I have a high level of respect for my organization’s senior leaders.

Low 23%; Your Agency 76%; High 83%.

62%

32. Senior leaders demonstrate support for Work-Life programs.

Low 29%; Your Agency 85%; High 92%.

64%

0 Low High 100

PBGC

70%

72%

86%

76%

85%

76%

85%

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

Appendix A: Item Results and Benchmarks
31

Appendix A: Item Results and Benchmarks (continued)

My Satisfaction

Item Item Benchmarks

2020 

G’wide

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

affect your work?

Low 45%; Your Agency 76%; High 81%.

58%

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

management on what’s going on in your organization?

Low 40%; Your Agency 78%; High 87%.

58%

 ‡35. How satisfied are you with the recognition you receive for 

doing a good job?

Low 50%; Your Agency 77%; High 82%.

59%

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

Low 59%; Your Agency 84%; High 87%.

72%

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

Low 60%; Your Agency 71%; High 78%.

67%

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

organization?

Low 45%; Your Agency 86%; High 89%.

66%

0 Low High 100

PBGC

76%

78%

77%

84%

71%

86%

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

COVID-19 Pandemic

 39 - 57. (See Appendix B)

Appendix A: Item Results and Benchmarks
32

Appendix A: Item Results and Benchmarks (continued)

Work-Life

Item Item Benchmarks

2020 

G’wide

58. How satisfied are you with the Telework program in your agency? 

Low 45%; Your Agency 94%; High 95%.

78%

59. Which of the following Work-Life programs have you participated in or used at your agency within the last 12 months? (See Appendix C)

 60 - 64. How satisfied are you with the following Work-Life programs in your agency? 

60. Alternative Work Schedules (for example, compressed

work schedule, flexible work schedule)

Low 58%; Your Agency 93%; High 96%.

82%

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

flu vaccination, medical screening, CPR Training, health and

wellness fair)

Low 24%; Your Agency 88%; High 88%.

64%

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

counseling, referral services, legal services, education services)

Low 40%; Your Agency 64%; High 76%.

51%

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

parenting classes and support groups, back-up care,

subsidy, flexible spending account)

Low 21%; Your Agency 50%; High 66%.

37%

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

groups, resources)

Low 15%; Your Agency 48%; High 60%.

29%

0 Low High 100

PBGC

94%

93%

88%

64%

50%

48%

Appendix A: Item Results and Benchmarks
33

Appendix B: COVID-19 Pandemic Results

Items addressing the COVID-19 Pandemic were added to the 2020 OPM FEVS in order to be responsive to the needs 

of agencies and to assess employee experiences and challenges during this unprecedented time. Your agency’s results 

are listed in this section.

When responding to the questions in this section, respondents were asked to think of their experiences during the 

COVID-19 pandemic (for much of the Federal Government, pandemic responses began in March 2020), unless 

otherwise instructed.

Background

Item

2020

Percentages

39. During the COVID-19 pandemic, on average what percentage of your work time have you been physically present at your

agency worksite (including headquarters, bureau, field offices, etc.)?

100% of my work time 5

At least 75% but less than 100% <1

At least 50% but less than 75% <1

At least 25% but less than 50% 1

Less than 25% 19

I have not been physically present at my agency worksite during the pandemic 74

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

Item Before During Peak As of Now

40. Please select the response that BEST describes your teleworking schedule (1) BEFORE

the COVID-19 pandemic, (2) DURING the PEAK of the pandemic, and (3) AS OF the date you

responded to this survey:

I telework every work day 4 96 97

I telework 3 or 4 days per week 6 1 1

I telework 1 or 2 days per week 60 <1 1

I telework, but only about 1 or 2 days per month 7 0 0

I telework very infrequently, on an unscheduled or short-term basis 12 1 1

I do not telework because I have to be physically present on the job 

(e.g., law enforcement officers, TSA agent, border patrol agent, security personnel) 1 <1 <1

I do not telework because of technical issues (e.g., connectivity, inadequate equipment) 

that prevent me from teleworking <1 0 <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 2 <1 0

I do not telework because I choose not to telework 9 1 1

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

Appendix B: COVID-19 Pandemic Results
34

Appendix B: COVID-19 Pandemic Results (continued)

Item

2020

Percentages

41. What type(s) of leave have you used because of the pandemic? (Mark all that apply)

Leave under the Emergency Paid Sick Leave Act (part of the Families First Coronavirus Response Act) 0

Annual leave 37

Sick leave 27

Weather and safety leave <1

Administrative leave 12

Other paid leave (e.g., comp time, credit hours) 16

Unpaid leave (e.g., LWOP) 1

I have not used leave because of the pandemic 57

If the response to item 41 was “I have not used leave because of the pandemic”, item 41a was skipped.

41a. During the COVID-19 pandemic, what percentage of your total work time have you used leave because of the pandemic?

100% of my work time 2

At least 75% but less than 100% 1

At least 50% but less than 75% 1

At least 25% but less than 50% 5

Less than 25% 91

42. How have you changed your participation in alternative work schedules (AWS) because of the COVID-19 pandemic?

Examples of AWS include compressed work and flexible work schedule.

I began an alternative work schedule 6

I ended my usual alternative work schedule 2

No change because of the pandemic 92

Note: The sum of percentages may not add to 100 due to rounding. For item 41, the sum of the percentages will add to more than 100% because respondents could choose 

more than one response option.

Appendix B: COVID-19 Pandemic Results
35

Appendix B: COVID-19 Pandemic Results (continued)

Employee Supports

Item

Needed and 

available 

to me

Needed, but 

not available 

to me

Not 

needed 

by me now

43. How has your organization supported your well-being needs during the COVID-19 pandemic?

Expanded telework 92 1 7

Expanded work schedule flexibilities 63 3 34

Expanded leave policies 31 8 61

More information on available leave policies 34 8 59

Expanded mental health resources (e.g., assistance with stress of COVID-19) 27 5 67

Expanded physical health resources (e.g., temperature checks, COVID-19 illness testing) at my 

agency worksite 13 8 78

Timely communication about possible COVID-19 illness at my agency worksite 54 16 30

Protection of employees at higher risk for severe illness from COVID-19 exposure 37 7 56

Limited access to my agency worksite buildings/facilities (e.g., closures, limits on activities 

with external visitors/groups) 50 1 49

Social distancing (e.g., limits on group size, reduced access to common areas) in my agency 

worksite 37 4 59

Rearranged workspaces to maximize social distancing 17 6 77

Encouraged use of personal protective equipment (PPE) or other safety equipment in my 

agency worksite 34 4 61

Cleaning and sanitizing supplies available to reduce risk of illness in my agency worksite 34 5 61

Training for all employees on health and safety protocols 39 12 49

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

Appendix B: COVID-19 Pandemic Results
36

Appendix B: COVID-19 Pandemic Results (continued)

During the COVID-19 Pandemic

Strongly 

Agree Agree

Neither Agree 

nor Disagree Disagree

Strongly 

Disagree

44-46. My organization’s senior leaders have...

...demonstrated commitment to employee health and safety. 67 27 4 1 <1

...supported policies and procedures to 

protect employee health and safety. 68 26 5 1 <1

...provided effective communications about the pandemic. 48 36 8 4 4

47-49. My supervisor has...

...shown concern for my health and safety. 71 23 4 1 <1

...supported my efforts to stay healthy and safe while working. 72 23 3 1 <1

...created an environment where I can voice my concerns about 

staying healthy and safe. 70 23 6 1 1

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Work Supports

Item

Needed and 

available 

to me

Needed, but 

not available 

to me

Not 

needed 

by me now

50. How has your organization supported your work during the COVID-19 pandemic?

Consistent communication (e.g., organizational status, what to expect) 79 13 8

Training for new/changed work or work processes because of the pandemic 53 6 40

Reallocation of resources (e.g., staffing, budget, materials) to support changes in work because 

of the pandemic 41 8 51

Help with commuting issues (e.g., alternatives to public transportation) 20 6 74

Options for work/business travel 16 3 80

Information on remote work policies, procedures, and expectations 80 3 17

Training on how to work remotely 55 3 42

Equipment and technology for working remotely (e.g., laptops, cell phone, Information 

Technology infrastructure) 89 2 9

Expanded collaboration tools (e.g., video conferencing, teleconferencing) 92 2 7

Expanded training for using remote work tools and applications 78 3 20

Expanded Information Technology (IT) support 81 5 14

Information about data security policies and procedures 78 3 19

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

Appendix B: COVID-19 Pandemic Results
37

Appendix B: COVID-19 Pandemic Results (continued)

Item

2020

Percentages

51. Does the type of work you do require you to be physically present at a worksite (e.g., border patrol agent, TSA agent, meat inspector)?

Yes 1

No 98

Other 1

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

Work Effects

Item

2020

Percentages

52. How disruptive has the COVID-19 pandemic been to your ability to do your work?

Extremely 1

Very 4

Somewhat 17

Slightly 27

Not at All 51

53. How have your work demands changed because of the COVID-19 pandemic?

Greatly Increased 9

Somewhat Increased 30

About the Same 58

Somewhat Decreased 3

Greatly Decreased <1

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Appendix B: COVID-19 Pandemic Results
38

Appendix B: COVID-19 Pandemic Results (continued)

Item

Always

Most of 

the Time Sometimes Rarely Never

PRIOR DURING PRIOR DURING PRIOR DURING PRIOR DURING PRIOR DURING

54-55. My Work Unit...

...met / has met the needs of our customers. 71 73 27 24 1 3 1 <1 0 0

...contributed / has contributed positively 

to my agency’s performance. 78 80 21 18 2 2 0 <1 0 0

...produced / has produced highquality work. 75 77 22 19 2 3 <1 <1 0 0

...adapted / has adapted to changing priorities. 71 76 24 19 4 4 1 1 0 0

...successfully / has successfully collaborated. 70 75 24 20 4 4 1 1 <1 <1

...achieved / has achieved our goals. 73 77 24 20 2 2 1 <1 0 0

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Item

Strongly 

Agree Agree

Neither Agree 

nor Disagree Disagree

Strongly 

Disagree

56. In the phased return of employees to the agency worksite (i.e., opening

up government), my organization has made employee safety a top priority. 56 30 10 2 2

57. Based on my organization’s handling of the COVID-19 pandemic, I believe

my organization will respond effectively to future emergencies. 54 37 7 1 1

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Appendix B: COVID-19 Pandemic Results
39

Appendix B: COVID-19 Pandemic Results (continued)

Work-Life 

Item

2020

Percentages

58-64. Work-Life Programs (See Appendix C)

65. Which of the following paid and unpaid child care arrangements have you used to perform your work

responsibilities during the COVID-19 pandemic? (Mark all that apply)

I do not have any child care responsibilities 65

No arrangements needed to manage child care responsibilities (e.g., older children) 11

Child care in my own home (e.g., other parent, relative, nanny, au pair) 16

Alternative work arrangement (e.g., telework, flexible work schedule) 10

Child care center 4

Paid leave 9

Unpaid leave 1

Child care in someone else’s home (e.g., relative or neighbor, professional child care provider) 3

Respite care (temporary care of a sick or disabled child, providing relief for their usual caregiver) <1

Agency emergency back-up care program 0

Resource and referral services for dependent child care 0

Other services/arrangements 2

66. Which of the following paid and unpaid elder/adult care arrangements have you used to perform your work

responsibilities during the COVID-19 pandemic? (Mark all that apply)

I do not have any elder/adult care responsibilities 78

No arrangements needed to manage elder/adult care responsibilities (e.g., elder can manage tasks of everyday living) 12

Alternative work arrangement (e.g., telework, flexible work schedule) 5

Elder/adult day care center 0

Paid leave 7

Unpaid leave 0

Long-term care insurance <1

Respite care (temporary care of a sick or disabled adult/elder, providing relief for their usual caregiver) <1

Other services/arrangements 2

Note: The sum of the percentages will add to more than 100% because respondents could choose more than one response option.

Item Extremely Very Somewhat Slightly Not at All

67. During the COVID-19 pandemic, how disruptive have school closures/

changes been to your ability to do your work? 12 13 29 21 24

68. During the COVID-19 pandemic, how disruptive have changes to

your children’s day care been to your ability to do your work? 17 13 31 18 21

Note: The sum of percentages may not add to 100 due to rounding. Percentages for “I do not have responsibility for school-aged children”, “I do not have responsibility for 

children who need day care“, and “Does Not Apply” are not included. 

Appendix B: COVID-19 Pandemic Results
40

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 Status

 40. Please select the response that BEST describes your teleworking schedule. (See Appendix B)

Telework Satisfaction

Item

% 

Satisfaction

% 

All Responses

58. How satisfied are you with the Telework program in your agency?

Very Satisfied 68 67

Satisfied 27 26

Neither Satisfied or Dissatisfied 3 3

Dissatisfied 2 2

Very Dissatisfied <1 <1

Item Response Total 100 99

I choose not to participate in this program — 1

This program is not available to me — 0

I am unaware of this program — 0

Total 100 100

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

Work-Life Program Participation

Item

2020

Percentages

59. Which of the following Work-Life programs have you participated in or used at your agency within the last 12 months?

(Mark all that apply)

Alternative Work Schedules 48

Health and Wellness Programs 36

Employee Assistance Program – EAP 6

Child Care Programs 3

Elder Care Programs 2

None listed above 35

Note: Percents will add to more than 100% because respondents could choose more than one response option.

Appendix C: Work-Life Programs & Demographic Results
41

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

Work-Life Program Satisfaction

Item

% 

Satisfaction

% 

All Responses

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

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

Very Satisfied 61 44

Satisfied 32 23

Neither Satisfied or Dissatisfied 6 5

Dissatisfied <1 <1

Very Dissatisfied 0 0

Item Response Total 100 71

I choose not to participate in these programs — 26

These programs are not available to me — 1

I am unaware of these programs — 1

Total 100 100

61. 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 46 34

Satisfied 43 32

Neither Satisfied or Dissatisfied 11 8

Dissatisfied <1 <1

Very Dissatisfied <1 <1

Item Response Total 100 75

I choose not to participate in these programs — 22

These programs are not available to me — 1

I am unaware of these programs — 3

Total 100 100

62. 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, education services)

Very Satisfied 30 13

Satisfied 34 14

Neither Satisfied or Dissatisfied 32 14

Dissatisfied 3 1

Very Dissatisfied <1 <1

Item Response Total 100 42

I choose not to participate in these programs — 50

These programs are not available to me — 2

I am unaware of these programs — 6

Total 100 100

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

Appendix C: Work-Life Programs & Demographic Results
42

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

Item

% 

Satisfaction

% 

All Responses

63. 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, subsidy, flexible spending account)

Very Satisfied 24 7

Satisfied 26 8

Neither Satisfied or Dissatisfied 44 13

Dissatisfied 6 2

Very Dissatisfied 0 0

Item Response Total 100 29

I choose not to participate in these programs — 52

These programs are not available to me — 8

I am unaware of these programs — 10

Total 100 100

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

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

Very Satisfied 22 5

Satisfied 26 6

Neither Satisfied or Dissatisfied 48 11

Dissatisfied 4 1

Very Dissatisfied 0 0

Item Response Total 100 23

I choose not to participate in these programs — 54

These programs are not available to me — 5

I am unaware of these programs — 17

Total 100 100

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

Appendix C: Work-Life Programs & Demographic Results
43

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

Employment Demographics

Item

2020

Percentages

Where do you work?

Headquarters 83

Field <1

Full-time telework (e.g., home office, telecenter) 17

 What is your supervisory status?

Senior Leader 6

Manager 4

Supervisor 13

Team Leader 10

Non-Supervisor 67

What is your pay category/grade?

Federal Wage System 0

GS 1-6 1

GS 7-12 16

GS 13-15 77

Senior Executive Service 1

Senior Level (SL) or Scientific or Professional (ST) 5

Other <1

What is your US military service status?

No Prior Military Service 90

Currently in National Guard or Reserves 0

Retired 2

Separated or Discharged 8

Are you:

The spouse of a current active duty service member of the U.S. Armed Forces 1

 The spouse of a service member who retired or separated from active duty in the U.S. Armed Forces with a disability rating of 

100 percent 1

The widow(er) of a service member killed while on active duty in the U.S. Armed Forces 0

None of the categories listed 98

If the response to the previous question on if you are a military spouse was “None of the categories listed,” this item was skipped. 

Have you been hired under the Military Spouse Non-Competitive Hiring Authority? 

Yes 14

No 86

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
44

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

Item

2020

Percentages

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

Less than 1 year <1

1 to 3 years 6

4 to 5 years 8

6 to 10 years 19

11 to 14 years 13

15 to 20 years 19

More than 20 years 34

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

Less than 1 year 1

1 to 3 years 12

4 to 5 years 13

6 to 10 years 18

11 to 14 years 14

15 to 20 years 17

More than 20 years 26

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
45

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

Intent to Leave

Item

Before 

Pandemic Today

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

No 80 82

Yes, to retire 5 5

Yes, to take another job within the Federal Government 13 10

Yes, to take another job outside the Federal Government 1 1

Yes, other 1 2

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Item

2020 

Percentages

If the response to your considering leaving your organization did not differ between “Before Pandemic” and “Today,” this item was skipped.

Has your intention to leave your organization within the next year changed because of the COVID-19 pandemic?

Yes 38

No 62

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
46

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

Retirement Plans

Item

Before 

Pandemic Today

 I am planning to retire:

Less than 1 year 1 2

1 year 3 2

2 years 6 6

3 years 6 5

4 years 4 4

5 years 7 8

More than 5 years 73 73

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Item

2020 

Percentages

If the response to your retirement plans did not differ between “Before Pandemic” and “Today,” this item was skipped. 

Has your retirement plan changed because of the COVID-19 pandemic?

Yes 33

No 67

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
47

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

Personal Demographics

Item

2020

Percentages

Are you of Hispanic, Latino, or Spanish origin?

Yes 5

No 95

Are you:

White 45

Black or African American 41

All other races 14

What is your age group?

29 years and under 5

30-39 years old 18

40-49 years old 25

50-59 years old 33

60 years or older 21

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

Less than High School/ High School Diploma/ GED 2

Certification/ Some College/ Associate’s Degree 13

Bachelor’s Degree 39

Advanced Degrees (Post Bachelor’s Degree) 47

Are you an individual with a disability? 

Yes 12

No 88

Are you:

Male 44

Female 56

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 3

Bisexual 1

Something else 2

Notes: 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 personal demographic category, all results for that question are suppressed. If there are fewer than 4 responses in multiple personal demographic categories, only 

those are suppressed, and remaining data are displayed.

Appendix C: Work-Life Programs & Demographic Results
48

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)

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

Small Business Administration

U.S. Agency for Global Media

U.S. Agency for International Development

Small Agencies (100 – 999 employees)

American Battle Monuments Commission

Commodity Futures Trading Commission

Consumer Product Safety Commission

Corporation for National and Community Service

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

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Selective Service System

Surface Transportation Board

U.S. International Development Finance Corporation

U.S. International Trade Commission

U.S. Office of Special Counsel

Very Small Agencies (< 100 employees)

AbilityOne Commission

African Development Foundation

Chemical Safety and Hazard Investigation Board

Commission on Civil Rights

Defense Nuclear Facilities Safety Board

Farm Credit System Insurance Corporation

Federal Mine Safety and Health Review Commission

Institute of Museum and Library Services

Inter-American Foundation

John F. Kennedy Center for the Performing Arts

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