2022 OFFICE OF PERSONNEL MANAGEMENT 

Federal Employee 

Viewpoint Survey Results 

Empowering employees. Inspiring change.

Agency Management Report

Pension Benefit Guaranty Corporation 

WWW.OPM.GOV/FEVS #FEVS
www.opm.gov/FEVS ii

Table of Contents

About the 2022 OPM FEVS............................................................................................................................................ 1

Respondent Overview................................................................................................................................................... 2

Employee Engagement Index....................................................................................................................................... 3

Global Satisfaction Index .............................................................................................................................................. 4

Performance Confidence Index ................................................................................................................................... 5

Diversity, Equity, Inclusion, and Accessibility (DEIA) Index ....................................................................................... 6

Decision Aid: Increases ................................................................................................................................................. 8

Decision Aid: Decreases..............................................................................................................................................11

Decision Aid: No Change.............................................................................................................................................12

Appendix A: Item Results and Benchmarks ..............................................................................................................13

Appendix B: Index Benchmarks.................................................................................................................................25

Appendix C: Demographic Item Results ...................................................................................................................33

Appendix D: Participating Agencies by Employee Population Size Categories ....................................................37

Appendix E: Additional OPM FEVS Resources ..........................................................................................................38
www.opm.gov/FEVS 1

About the 2022 OPM FEVS

The 2022 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 2022 Survey

The OPM FEVS was updated in 2022 to be as responsive as possible to changing conditions that could 

impact employees and agencies. As agencies evolve their responses to the pandemic, many employees 

continue to work from the central worksite while others are returning after engaging in maximum telework. 

In recognition, several questions were added to address ongoing responses to the pandemic and return 

to the worksite. In order to address government priorities, content aligned with the Executive Order on 

Diversity, Equity, Inclusion, and Accessibility (DEIA) was also included in the 2022 survey after being tested in 

the 2021 survey. These new content areas as well as others highlight current priorities and initiatives across 

government.

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. The Decision Aid section of this report only 

includes 44 core items (items 1-8, 14, 16, 18-22, 35-37, 43-50, 52, 55-61, 65-70, 96-99) that carried over from 

the 2021 OPM FEVS.

About the 2022 OPM FEVS
www.opm.gov/FEVS 2

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 minority status, the most frequently 

selected response choice for each demographic item is displayed. 

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 12 %

Women 56 %

Agency Tenure of 

11+ Years 55 %

Advanced Degrees 

(Post Bachelor’s Degree) 49 %

Pay Grades 13 to 15 78 %

Minorities 59 %

Note: Results are suppressed when any single personal demographic category has fewer 

than 4 responses.

PBGC Response Rate

70% (606 out of 862 

employees responded)

Field Period: May 31, 2022–July 15, 2022 

Overall 2021 Response Rate: 66%

Component Response Rates

 85% OFFICE OF INFORMATION 

TECHNOLOGY

 76% OFFICE OF MANAGEMENT 

& ADMINISTRATION

 75% DEPUTY CHIEF POLICY OFFICE

 74% OFFICE OF BENEFITS 

ADMINISTRATION

 74% OFFICE OF THE INSPECTOR GENERAL

 70% OFFICE OF NEGOTIATIONS 

& RESTRUCTURING

 63% OFFICE OF GENERAL COUNSEL

 49% OFFICE OF THE CHIEF FINANCIAL 

OFFICER

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

Respondent Overview
www.opm.gov/FEVS 3

Employee Engagement Index

The Employee Engagement Index (EEI) measures aspects of engagement that lead to an engaged workforce 

(e.g., supporting employee development, communicating agency goals). The EEI is comprised of three 

subindices: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each subindex is assessed through 

questions on the OPM FEVS as listed below. 

Leaders Lead 

Reflects the employees’ perceptions of the integrity of leadership, as well as leadership behaviors 

such as communication and workforce motivation. (Q. 55, 56, 57, 59, and 60)

Supervisors 

Reflects the interpersonal relationship between worker and supervisor, including trust, respect, and 

support. (Q. 46, 48, 49, 50, and 52)

Intrinsic Work Experience 

Reflects the employees’ feelings of motivation and competency relating to their roles in the workplace. 

(Q. 2, 3, 4, 6, and 7)

Employee Engagement Index Component Scores and Trends

Agency

EEI Index Trends 2022 EEI Subindices

2019 2020 2021 2022

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Governmentwide 68 72 71 71 59 80 73

Pension Benefit Guaranty Corporation 80 84 84 86 79 91 88

OFFICE OF THE INSPECTOR GENERAL 86 89 99 98 97 100 96

OFFICE OF NEGOTIATIONS & RESTRUCTURING 88 92 92 94 91 98 91

DEPUTY CHIEF POLICY OFFICE — — — 88 85 91 88

OFFICE OF BENEFITS ADMINISTRATION 76 83 84 86 76 91 90

OFFICE OF INFORMATION TECHNOLOGY 77 85 84 85 81 89 85

OFFICE OF THE CHIEF FINANCIAL OFFICER 80 77 79 84 79 86 87

OFFICE OF MANAGEMENT & ADMINISTRATION 74 79 78 84 75 91 85

OFFICE OF GENERAL COUNSEL 84 87 88 83 70 91 87

Employee Engagement Index
www.opm.gov/FEVS 4

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 is an average of the scores of the four items below:

Job Satisfaction 

Considering everything, how satisfied are you with your job? (Q. 68)

Pay Satisfaction 

Considering everything, how satisfied are you with your pay? (Q. 69)

Organizational Satisfaction 

Considering everything, how satisfied are you with your organization? (Q. 70)

Recommend Organization 

I recommend my organization as a good place to work. (Q. 43)

Global Satisfaction Index Component Scores and Trends

Agency

GS Index Trends 2022 GS Index Items

2019 2020 2021 2022

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Governmentwide 65 69 64 62 66 56 60 65

Pension Benefit Guaranty Corporation 78 82 82 83 87 70 87 88

OFFICE OF THE INSPECTOR GENERAL 89 87 96 93 100 71 100 100

OFFICE OF NEGOTIATIONS & RESTRUCTURING 86 91 90 91 99 75 94 97

OFFICE OF INFORMATION TECHNOLOGY 79 86 82 85 89 75 89 87

OFFICE OF BENEFITS ADMINISTRATION 76 82 83 84 88 71 89 90

DEPUTY CHIEF POLICY OFFICE — — — 84 89 69 89 89

OFFICE OF THE CHIEF FINANCIAL OFFICER 83 80 78 83 83 73 88 88

OFFICE OF GENERAL COUNSEL 76 80 78 76 83 52 81 89

OFFICE OF MANAGEMENT & ADMINISTRATION 71 76 80 76 80 72 77 75

Global Satisfaction Index
www.opm.gov/FEVS 5

Performance Confidence Index

The Performance Confidence Index is a combination of items assessing employees’ perception of their work 

unit’s ability to achieve goals and produce work at a high level, or workplace effectiveness. The Performance 

Confidence Index is an average of the responses for the four items below:

Met Needs of Customers 

Employees in my work unit meet the needs of our customers. (Q. 19)

Contributed Positively to Agency Performance 

Employees in my work unit contribute positively to my agency’s performance. (Q. 20)

Produced High Quality Work 

Employees in my work unit produce high-quality work. (Q. 21)

Adapted to Changing Priorities 

Employees in my work unit adapt to changing priorities. (Q. 22)

Performance Confidence Index Component Scores and Trends

Agency

PC Index Trends 2022 PC Index Items

2020 2021 2022

Met 

Needs

Contributed 

Positively

Quality 

Work

Adapted 

to Change

Governmentwide 87 84 84 87 85 82 80

Pension Benefit Guaranty Corporation 97 94 95 97 97 95 92

OFFICE OF NEGOTIATIONS & RESTRUCTURING 98 98 98 100 100 99 94

OFFICE OF THE INSPECTOR GENERAL 100 98 98 100 100 100 92

DEPUTY CHIEF POLICY OFFICE — — 98 100 100 94 97

OFFICE OF GENERAL COUNSEL 100 99 96 98 98 95 94

OFFICE OF MANAGEMENT & ADMINISTRATION 98 89 96 97 94 97 94

OFFICE OF INFORMATION TECHNOLOGY 96 92 94 96 96 93 92

OFFICE OF BENEFITS ADMINISTRATION 96 92 94 96 96 93 92

OFFICE OF THE CHIEF FINANCIAL OFFICER 95 92 93 96 94 96 88

Performance Confidence Index
www.opm.gov/FEVS 6

Diversity, Equity, Inclusion, and Accessibility 

(DEIA) Index

To align with government priorities and current research, OPM has developed the new DEIA Index for the 

2022 OPM FEVS. This measure was specifically designed to align with Executive Order 14035 which features 

four distinct factors: diversity, equity, inclusion, and accessibility, included as subindices in the survey.

Diversity 

The practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, 

cultures, and beliefs of the American people, including underserved communities. (Q. 71 and 72) 

Equity 

The consistent and systematic fair, just, and impartial treatment of all individuals, including individuals 

who belong to underserved communities that have been denied such treatment. (Q. 73, 74, and 75)

Inclusion 

The recognition, appreciation, and use of the talents and skills of employees of all backgrounds. 

(Q. 77, 78, 79, 80, and 81)

Accessibility 

The design, construction, development, and maintenance of facilities, information and communication 

technology, programs, and services so that all people, including people with disabilities, can fully and 

independently use them. (Q. 82, 83, and 84)

DEIA Component Scores

Agency

DEIA 2022 DEIA Subindices

2022 Diversity Equity Inclusion Accessibility

Governmentwide 69 70 65 75 67

Pension Benefit Guaranty Corporation 86 83 83 87 90

OFFICE OF THE INSPECTOR GENERAL 97 92 98 100 100

OFFICE OF NEGOTIATIONS & RESTRUCTURING 92 90 87 91 99

OFFICE OF MANAGEMENT & ADMINISTRATION 88 91 83 85 91

DEPUTY CHIEF POLICY OFFICE 87 78 81 94 94

Note: A “—” indicates there was not enough data to calculate a score.

Diversity, Equity, Inclusion, and Accessibility Index
www.opm.gov/FEVS 7

DEIA Index (continued)

Agency

DEIA 2022 DEIA Subindices

2022 Diversity Equity Inclusion Accessibility

Pension Benefit Guaranty Corporation 86 83 83 87 90

OFFICE OF INFORMATION TECHNOLOGY 85 82 84 86 87

OFFICE OF GENERAL COUNSEL 84 78 85 87 88

OFFICE OF THE CHIEF FINANCIAL OFFICER 84 79 80 88 87

OFFICE OF BENEFITS ADMINISTRATION 83 79 80 85 87

Note: A “—” indicates there was not enough data to calculate a score.

Diversity, Equity, Inclusion, and Accessibility Index
www.opm.gov/FEVS 8

Decision Aid: Increases

Identifying Increases Since 2021

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.

33 Items Increased Since 2021

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 2022

Top Pos/Neg 

These items 

are in your top 

positive 

or top negative

Item

2021

Positive

2022 

Positive

2022 

Neutral

2022 

Negative

Increase 

Since 

2021

My workload is reasonable. (Q. 5) 79 83This item is 65 percent positive or higher. 9 8 +4

My organization’s senior leaders provide effective communications 

about what to expect with the return to the physical worksite. (Q. 97) 75 78This item is 65 percent positive or higher. 11 10This item is in your top negative. +3

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

without fear of reprisal. (Q. 8) 78 81This item is 65 percent positive or higher. 13 6 +3

My supervisor creates an environment where I can voice my concerns 

about staying healthy and safe. (Q. 99) 91 94This item is 65 percent positive or higher.

This item is in your top positive.

4 2 +3

Supervisors in my work unit support employee development. (Q. 46) 89 92This item is 65 percent positive or higher. 5 3 +3

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

supervisor? (Q. 52) 88 91This item is 65 percent positive or higher. 6 3 +3

Employees in my work unit produce high-quality work. (Q. 21) 92 95This item is 65 percent positive or higher.

This item is in your top positive.

4 1 +3

I know what is expected of me on the job. (Q. 4) 91 94This item is 65 percent positive or higher.

This item is in your top positive.

3 3 +3

My supervisor supports my need to balance work and other life issues. 

(Q. 47) 93 96This item is 65 percent positive or higher.

This item is in your top positive.

2 2 +3

Note: Only items that can be trended were included in the Decision Aid. For a full listing of item numbers, see ‘Identifying Increases and Decreases’ on Page 1.

Decision Aid: Increases
www.opm.gov/FEVS 9

Decision Aid: Increases (continued)

Item

2021

Positive

2022 

Positive

2022 

Neutral

2022 

Negative

Increase 

Since 

2021

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

(Q. 2) 80 83This item is 65 percent positive or higher. 9 8 +3

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

better place to work. (Q. 44) 67 69This item is 65 percent positive or higher. 19 12This item is in your top negative. +2

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

directly above your immediate supervisor? (Q. 59) 83 85This item is 65 percent positive or higher. 10 5 +2

My supervisor is committed to a workforce representative of all 

segments of society. (Q. 45) 87 89This item is 65 percent positive or higher. 8 3 +2

My supervisor treats me with respect. (Q. 49) 91 93This item is 65 percent positive or higher.

This item is in your top positive.

4 3 +2

My supervisor listens to what I have to say. (Q. 48) 90 92This item is 65 percent positive or higher. 4 4 +2

Considering everything, how satisfied are you with your job? (Q. 68) 85 87This item is 65 percent positive or higher. 8 5 +2

I am given a real opportunity to improve my skills in my organization. (Q. 1) 85 87This item is 65 percent positive or higher. 9 4 +2

My work gives me a feeling of personal accomplishment. (Q. 3) 85 87This item is 65 percent positive or higher. 8 5 +2

I have trust and confidence in my supervisor. (Q. 50) 86 88This item is 65 percent positive or higher. 8 4 +2

Considering everything, how satisfied are you with your organization? (Q. 70) 85 87This item is 65 percent positive or higher. 8 5 +2

How satisfied are you with the recognition you receive for doing 

a good job? (Q. 67) 78 79This item is 65 percent positive or higher. 13 7 +1

Employees in my work unit adapt to changing priorities. (Q. 22) 91 92This item is 65 percent positive or higher. 6 1 +1

I recommend my organization as a good place to work. (Q. 43) 87 88This item is 65 percent positive or higher. 8 4 +1

Employees are recognized for providing high quality products and 

services. (Q. 35) 79 80This item is 65 percent positive or higher. 11 This item is in your top negative.

9 +1

Managers promote communication among different work units (for 

example, about projects, goals, needed resources). (Q. 58) 80 81This item is 65 percent positive or higher. 10 This item is in your top negative.

9 +1

My supervisor supports my efforts to stay healthy and safe while 

working. (Q. 98) 95 96This item is 65 percent positive or higher.

This item is in your top positive.

3 1 +1

I know how my work relates to the agency’s goals. (Q. 7) 96 97This item is 65 percent positive or higher.

This item is in your top positive.

2 1 +1

Employees in my work unit meet the needs of our customers. (Q. 19) 96 97This item is 65 percent positive or higher.

This item is in your top positive.

3 0 +1

Decision Aid: Increases
www.opm.gov/FEVS 10

Decision Aid: Increases (continued)

Item

2021

Positive

2022 

Positive

2022 

Neutral

2022 

Negative

Increase 

Since 

2021

Employees in my work unit contribute positively to my agency’s 

performance. (Q. 20) 96 97This item is 65 percent positive or higher.

This item is in your top positive.

3 1 +1

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

accomplish organizational goals. (Q. 18) 91 92This item is 65 percent positive or higher. 5 3 +1

I have a high level of respect for my organization’s senior leaders. (Q. 60) 76 77This item is 65 percent positive or higher. 17 7 +1

My talents are used well in the workplace. (Q. 6) 79 80This item is 65 percent positive or higher. 12 This item is in your top negative.

9 +1

Senior leaders demonstrate support for Work-Life programs. (Q. 61) 84 85This item is 65 percent positive or higher. 11 4 +1

Decision Aid: Increases
www.opm.gov/FEVS 11

Decision Aid: Decreases

Identifying Decreases Since 2021

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.

5 Items Decreased Since 2021

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 

2022

Top Pos/Neg 

These items 

are in your top 

positive 

or top negative

Item

2021

Positive

2022 

Positive

2022 

Neutral

2022 

Negative

Decrease 

Since 

2021

In my work unit, differences in performance are recognized in a 

meaningful way. (Q. 16) 63 60 23 17This item is in your top negative. -3

Considering everything, how satisfied are you with your pay? (Q. 69) 71 70This item is 65 percent positive or higher. 17 14This item is in your top negative. -1

How satisfied are you with the information you receive from 

management on what’s going on in your organization? (Q. 66) 79 78This item is 65 percent positive or higher. 13 This item is in your top negative.

9 -1

My organization’s senior leaders support policies and procedures to 

protect employee health and safety. (Q. 96) 94 93This item is 65 percent positive or higher. 5 2 -1

In my organization, senior leaders generate high levels of motivation 

and commitment in the workforce. (Q. 55) 71 70This item is 65 percent positive or higher. 19 11This item is in your top negative. -1

Note: Only items that can be trended were included in the Decision Aid. For a full listing of item numbers, see ‘Identifying Increases and Decreases’ on Page 1.

Decision Aid: Decreases
www.opm.gov/FEVS 12

Decision Aid: No Change

Identifying Items That Have Not Changed Since 2021

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 2021

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

Item

2021

Positive

2022 

Positive

2022 

Neutral

2022 

Negative

Change 

Since 

2021

The people I work with cooperate to get the job done. (Q. 14) 92 92This item is 65 percent positive or higher. 5 3 0

Employees are protected from health and safety hazards on the job. (Q. 36) 93 93This item is 65 percent positive or higher. 5 2 0

My organization is successful at accomplishing its mission. (Q. 37) 96 96This item is 65 percent positive or higher.

This item is in your top positive.

2 1 0

My organization’s senior leaders maintain high standards of honesty 

and integrity. (Q. 56) 78 78This item is 65 percent positive or higher. 17 5 0

Managers communicate the goals of the organization. (Q. 57) 85 85This item is 65 percent positive or higher. 10 6 0

How satisfied are you with your involvement in decisions that affect 

your work? (Q. 65) 77 77This item is 65 percent positive or higher. 14 This item is in your top negative.

9 0

Note: Only items that can be trended were included in the Decision Aid. For a full listing of item numbers, see ‘Identifying Increases and Decreases’ on Page 1.

Decision Aid: No Change
www.opm.gov/FEVS 13

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 34 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

2022 

G’wide

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

in my organization.

Low 55%; Your Agency 87%; High 87%.

68%

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

ways of doing things.

Low 50%; Your Agency 83%; High 83%.

64%

 3. My work gives me a feeling of personal 

accomplishment.

Low 63%; Your Agency 87%; High 87%.

71%

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

Low 76%; Your Agency 94%; High 94%.

81%

 ‡5. My workload is reasonable.

Low 45%; Your Agency 83%; High 83%.

61%

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

Low 51%; Your Agency 80%; High 80%.

63%

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

Low 78%; Your Agency 97%; High 97%.

84%

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

regulation without fear of reprisal.

Low 54%; Your Agency 81%; High 83%.

70%

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

Low 70%; Your Agency 91%; High 91%.

74%

0 Low High 100

PBGC

87%

83%

87%

94%

83%

80%

97%

81%

91%

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

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 14

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2022 

G’wide

 10. I receive the training I need to do my job well.

Low 54%; Your Agency 88%; High 88%.

65%

 11. I am held accountable for the quality of work I produce.

Low 81%; Your Agency 97%; High 97%.

87%

 12. Continually changing work priorities make it hard for 

me to produce high quality work.*

Low 24%; Your Agency 55%; High 55%.

33%

 13. I have a clear idea of how well I am doing my job.

Low 69%; Your Agency 92%; High 92%.

74%

0 Low High 100

PBGC

88%

97%

55%

92%

*

 Item 12 is negatively worded, so percent positive scores include “Strongly Disagree” or “Disagree” responses and percent negative scores include 

“Strongly Agree” or “Agree” responses. Percent positive scores mean that continually changing work priorities do not make it hard for employees to 

produce high quality work.

My Work Unit

Item Item Benchmarks

2022 

G’wide

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

Low 72%; Your Agency 92%; High 96%.

80%

 15. See Performance Section.

 ‡16. In my work unit, differences in performance are 

recognized in a meaningful way.

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

42%

 17. Employees in my work unit share job knowledge.

Low 73%; Your Agency 89%; High 94%.

80%

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

necessary to accomplish organizational goals.

Low 73%; Your Agency 92%; High 93%.

79%

 19. Employees in my work unit meet the needs of our 

customers.

Low 80%; Your Agency 97%; High 97%.

87%

 20. Employees in my work unit contribute positively to my 

agency’s performance.

Low 77%; Your Agency 97%; High 98%.

85%

 21. Employees in my work unit produce high-quality work.

Low 73%; Your Agency 95%; High 97%.

82%

0 Low High 100

PBGC

92%

60%

89%

92%

Appendix A: Item Results and Benchmarks

97%

97%

95%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
www.opm.gov/FEVS 15

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2022 

G’wide

 22. Employees in my work unit adapt to changing 

priorities.

Low 74%; Your Agency 92%; High 95%.

80%

 23. New hires in my work unit (i.e., hired in the past year) 

have the right skills to do their jobs.

Low 44%; Your Agency 77%; High 86%.

58%

 24. I can influence decisions in my work unit.

Low 48%; Your Agency 78%; High 84%.

63%

 25. I know what my work unit’s goals are.

Low 78%; Your Agency 93%; High 93%.

82%

 26. My work unit commits resources to develop new ideas 

(e.g., budget, staff, time, expert support).

Low 38%; Your Agency 77%; High 77%.

51%

 27. My work unit successfully manages disruptions to our 

work.

Low 59%; Your Agency 87%; High 88%.

66%

 28. Employees in my work unit consistently look for new 

ways to improve how they do their work.

Low 54%; Your Agency 78%; High 86%.

64%

 29. Employees in my work unit incorporate new ideas into 

their work.

Low 53%; Your Agency 81%; High 88%.

65%

 30. Employees in my work unit approach change as an 

opportunity.

Low 46%; Your Agency 74%; High 79%.

54%

 31. Employees in my work unit consider customer needs a 

top priority.

Low 61%; Your Agency 91%; High 91%.

76%

 32. Employees in my work unit consistently look for ways 

to improve customer service.

Low 51%; Your Agency 84%; High 84%.

63%

 33. Employees in my work unit support my need to 

balance my work and personal responsibilities.

Low 58%; Your Agency 90%; High 90%.

70%

 34. Employees in my work unit are typically under too 

much pressure to meet work goals.*

Low 25%; Your Agency 61%; High 61%.

42%

0 Low High 100

PBGC

92%

77%

78%

93%

77%

87%

78%

81%

74%

91%

84%

90%

61%

*

 Item 34 is negatively worded, so percent positive scores include “Strongly Disagree” or “Disagree” responses and percent negative scores include 

“Strongly Agree” or “Agree” responses. Percent positive scores mean employees are typically not pressured to meet work goals.

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 16

Appendix A: Item Results and Benchmarks (continued)

Performance

Item

2022

Agency

2022 

G’wide

 15. In my work unit, poor performers usually (select all that apply):

Remain in the work unit and improve their performance over time 18% 16%

Remain in the work unit and continue to underperform 20% 42%

Leave the work unit — removed or transferred 9% 10%

Leave the work unit — quit 4% 6%

There are no poor performers in my work unit 33% 19%

Do Not Know 24% 21%

Note: The sum of the percentages may sum to over 100 because respondents could select more than one response.

My Organization

Item Item Benchmarks

2022 

G’wide

 35. Employees are recognized for providing high quality 

products and services.

Low 50%; Your Agency 80%; High 80%.

59%

 36. Employees are protected from health and safety 

hazards on the job.

Low 57%; Your Agency 93%; High 93%.

75%

 37. My organization is successful at accomplishing its mission.

Low 67%; Your Agency 96%; High 96%.

78%

 38. I have a good understanding of my organization’s 

priorities.

Low 65%; Your Agency 93%; High 93%.

77%

 39. My organization effectively adapts to changing 

government priorities.

Low 57%; Your Agency 88%; High 88%.

67%

 40. My organization has prepared me for potential 

physical security threats.

Low 57%; Your Agency 79%; High 80%.

73%

 41. My organization has prepared me for potential 

cybersecurity threats.

Low 72%; Your Agency 93%; High 95%.

83%

 42. In my organization, arbitrary action, personal 

favoritism and/or political coercion are not tolerated.

Low 38%; Your Agency 68%; High 69%.

52%

0 Low High 100

PBGC

80%

93%

96%

93%

88%

79%

93%

68%

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 17

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2022 

G’wide

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

Low 54%; Your Agency 88%; High 88%.

65%

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

my agency a better place to work.

Low 32%; Your Agency 69%; High 70%.

43%

0 Low High 100

PBGC

88%

69%

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

My Supervisor

Item Item Benchmarks

2022 

G’wide

 45. My supervisor is committed to a workforce 

representative of all segments of society.

Low 71%; Your Agency 89%; High 93%.

78%

 46. Supervisors in my work unit support employee 

development.

Low 69%; Your Agency 92%; High 92%.

77%

 47. My supervisor supports my need to balance work and 

other life issues.

Low 76%; Your Agency 96%; High 96%.

83%

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

Low 76%; Your Agency 92%; High 93%.

82%

 49. My supervisor treats me with respect.

Low 81%; Your Agency 93%; High 93%.

86%

 50. I have trust and confidence in my supervisor.

Low 70%; Your Agency 88%; High 89%.

76%

 51. My supervisor holds me accountable for achieving 

results.

Low 81%; Your Agency 98%; High 98%.

87%

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

your immediate supervisor?

Low 71%; Your Agency 91%; High 91%.

78%

 53. My supervisor provides me with constructive 

suggestions to improve my job performance.

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

70%

 54. My supervisor provides me with performance feedback 

throughout the year.

Low 62%; Your Agency 91%; High 91%.

75%

0 Low High 100

PBGC

89%

92%

96%

92%

93%

88%

98%

91%

86%

91%

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 18

Appendix A: Item Results and Benchmarks (continued)

Leadership

Item Item Benchmarks

2022 

G’wide

 55. In my organization, senior leaders generate high levels 

of motivation and commitment in the workforce.

Low 36%; Your Agency 70%; High 70%.

48%

 56. My organization's senior leaders maintain high 

standards of honesty and integrity.

Low 44%; Your Agency 78%; High 82%.

60%

 ‡57. Managers communicate the goals of the organization.

Low 54%; Your Agency 85%; High 85%.

64%

 58. Managers promote communication among different 

work units (for example, about projects, goals, needed 

resources).

Low 48%; Your Agency 81%; High 81%.

58%

 59. 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 85%.

63%

 60. I have a high level of respect for my organization’s 

senior leaders.

Low 44%; Your Agency 77%; High 79%.

61%

 61. Senior leaders demonstrate support for Work-Life 

programs.

Low 47%; Your Agency 85%; High 85%.

60%

 62. Management encourages innovation.

Low 44%; Your Agency 76%; High 77%.

56%

 63. Management makes effective changes to address 

challenges facing our organization.

Low 41%; Your Agency 79%; High 79%.

52%

 64. Management involves employees in decisions that 

affect their work.

Low 33%; Your Agency 65%; High 65%.

43%

0 Low High 100

PBGC

70%

78%

85%

81%

85%

77%

85%

76%

79%

65%

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

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 19

Appendix A: Item Results and Benchmarks (continued)

My Satisfaction

Item Item Benchmarks

2022 

G’wide

 ‡65. How satisfied are you with your involvement in 

decisions that affect your work?

Low 37%; Your Agency 77%; High 77%.

50%

 ‡66. How satisfied are you with the information you 

receive from management on what’s going on in your 

organization?

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

53%

 ‡67. How satisfied are you with the recognition you receive 

for doing a good job?

Low 46%; Your Agency 79%; High 79%.

54%

 ‡68. Considering everything, how satisfied are you with 

your job?

Low 56%; Your Agency 87%; High 87%.

66%

 69. Considering everything, how satisfied are you with 

your pay?

Low 44%; Your Agency 70%; High 76%.

56%

 ‡70. Considering everything, how satisfied are you with 

your organization?

Low 51%; Your Agency 87%; High 87%.

60%

0 Low High 100

PBGC

77%

78%

79%

87%

70%

87%

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

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 20

Appendix A: Item Results and Benchmarks (continued)

Diversity, Equity, Inclusion, and Accessibility

Item Item Benchmarks

2022 

G’wide

 71. My organization’s management practices promote 

diversity (e.g., outreach, recruitment, promotion 

opportunities).

Low 62%; Your Agency 81%; High 83%.

68%

 72. My supervisor demonstrates a commitment to 

workforce diversity (e.g., recruitment, promotion 

opportunities, development).

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

73%

 73. I have similar access to advancement opportunities 

(e.g., promotion, career development, training) as 

others in my work unit.

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

65%

 74. My supervisor provides opportunities fairly to all 

employees in my work unit (e.g., promotions, work 

assignments).

Low 62%; Your Agency 83%; High 86%.

70%

 75. In my work unit, excellent work is similarly recognized 

for all employees (e.g., awards, acknowledgements).

Low 53%; Your Agency 83%; High 83%.

61%

 76. Employees in my work unit treat me as a valued 

member of the team.

Low 75%; Your Agency 92%; High 94%.

81%

 77. Employees in my work unit make me feel I belong.

Low 72%; Your Agency 90%; High 92%.

78%

 78. Employees in my work unit care about me as a person.

Low 70%; Your Agency 87%; High 92%.

76%

 79. I am comfortable expressing opinions that are 

different from other employees in my work unit.

Low 68%; Your Agency 88%; High 88%.

74%

 80. In my work unit, people’s differences are respected.

Low 67%; Your Agency 85%; High 90%.

74%

 81. I can be successful in my organization being myself.

Low 66%; Your Agency 86%; High 87%.

73%

0 Low High 100

PBGC

81%

84%

82%

83%

83%

92%

90%

87%

88%

85%

86%

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 21

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2022 

G’wide

 82. I can easily make a request of my organization to meet 

my accessibility needs.

Low 61%; Your Agency 93%; High 93%.

70%

 83. My organization responds to my accessibility needs in 

a timely manner.

Low 53%; Your Agency 87%; High 87%.

64%

 84. My organization meets my accessibility needs.

Low 59%; Your Agency 89%; High 89%.

67%

0 Low High 100

PBGC

93%

87%

89%

Employee Experience

Item Item Benchmarks

2022 

G’wide

 85. My job inspires me.

Low 50%; Your Agency 74%; High 75%.

59%

 86. The work I do gives me a sense of accomplishment.

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

73%

 87. I feel a strong personal attachment to my organization.

Low 50%; Your Agency 74%; High 75%.

59%

 88. I identify with the mission of my organization.

Low 73%; Your Agency 90%; High 93%.

77%

 89. It is important to me that my work contribute to the 

common good.

Low 89%; Your Agency 94%; High 98%.

91%

0 Low High 100

PBGC

74%

87%

74%

90%

94%

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 22

Appendix A: Item Results and Benchmarks (continued)

Pandemic, Transition to the Worksite, Workplace Flexibilities

Item

2022

Agency

2022 

G’wide

 90. What percentage of your work time are you currently required to be physically present at your 

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

100% of my work time 3% 36%

At least 75% but less than 100% 1% 13%

At least 50% but less than 75% 1% 9%

At least 25% but less than 50% 1% 9%

Less than 25% 6% 15%

I am not currently required to be physically present at my agency worksite 88% 18%

 91. Please select the response that BEST describes your current remote work or teleworking schedule.

I have an approved remote work agreement (I am not expected to perform work at an 

agency worksite) 53% 14%

I telework 3 or more days per week 39% 25%

I telework 1 or 2 days per week 5% 17%

I telework, but only about 1 or 2 days per month 0% 3%

I telework very infrequently, on an unscheduled or short-term basis 1% 10%

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) 0% 20%

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

prevent me from teleworking 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 0% 6%

I do not telework because I choose not to telework 1% 4%

Only those who responded “I have an approved remote work agreement,” to Question 91 received Question 91a.

 91a. What is your current remote work status?

I have an approved remote work agreement and live outside the local commuting area 

(more than 50 miles away) 11% 25%

I have an approved remote work agreement and live within the local commuting area 

(less than 50 miles away) 89% 75%

 92. Did you have an approved remote work agreement before the 2020 COVID-19 pandemic?

Yes 60% 28%

No 40% 72%

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

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 23

Appendix A: Item Results and Benchmarks (continued)

Item

2022

Agency

2022 

G’wide

 93. Based on your work unit’s current telework or remote work options, are you considering 

leaving your organization, and if so why?

No 89% 74%

Yes, to retire 3% 5%

Yes, to take another job within my Agency <1% 2%

Yes, to take another job within the Federal Government 5% 11%

Yes, to take another job outside the Federal Government 1% 3%

Yes, other 2% 5%

 94. My agency’s re-entry arrangements are fair in accounting for employees’ diverse needs and situations.

Strongly Agree 28% 20%

Agree 33% 33%

Neither Agree nor Disagree 31% 28%

Disagree 5% 10%

Strongly Disagree 3% 9%

 95. Please select the response that BEST describes how employees in your work unit currently report to work:

All employees in my work unit are physically present on the worksite <1% 29%

Some employees are physically present on the worksite and others telework or work remotely 22% 58%

No employees in my work unit are physically present on the worksite, we all work remotely 74% 8%

Other 3% 4%

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

Item Item Benchmarks

2022 

G’wide

 96. My organization’s senior leaders support policies and 

procedures to protect employee health and safety.

Low 62%; Your Agency 93%; High 93%.

74%

 97. My organization’s senior leaders provide effective 

communications about what to expect with the return 

to the physical worksite.

Low 61%; Your Agency 78%; High 89%.

68%

 98. My supervisor supports my efforts to stay healthy and 

safe while working.

Low 77%; Your Agency 96%; High 96%.

85%

 99. My supervisor creates an environment where I can 

voice my concerns about staying healthy and safe.

Low 71%; Your Agency 94%; High 95%.

80%

0 Low High 100

PBGC

93%

78%

96%

94%

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 24

Appendix A: Item Results and Benchmarks (continued)

Paid Parental Leave

Item 2022

Agency

2022 

G’wide

 100. Have you used the Paid Parental Leave benefit at any point from October 1, 2020 to today?

Yes 5% 4%

No, did not have a qualifying event 94% 93%

No, I was not aware of the leave although I had a qualifying event <1% 1%

No, I chose not to use the leave although I had a qualifying event 1% 1%

No, I had a qualifying event (e.g., birth of a child), but was not eligible to use the leave 1% 1%

No, I had a qualifying event, but I used all my FMLA leave previously <1% <1%

Only those who answered “Yes” to Question 100 received Questions 100a and 100b.

100a. For what purpose did you use Paid Parental Leave?

Birth of a child 97% 96%

Placement of a child for adoption 3% 2%

Placement of a child for foster care 0% 2%

 100b. How many weeks of Paid Parental Leave did you use during the 12-month period following 

a qualifying event (use can be either continuous or intermittent)? 

Note: If you are still using your leave when taking this survey, respond with how many weeks 

of Paid Parental Leave you expect to take in total.

Full 12 weeks 77% 81%

At least 8 weeks but less than 12 weeks 10% 9%

At least 6 weeks but less than 8 weeks 7% 3%

At least 3 weeks but less than 6 weeks 5% 4%

Less than 3 weeks 0% 2%

If the response to Question 100b was “Full 12 weeks” then Question 100c was skipped.

100c. What are the primary reasons you used (or expect to use) less than 12 weeks of Paid Parental 

Leave? Choose all that apply.

Did not need to use the full 12 weeks of leave 86% 29%

Previous use of FMLA leave reduced the amount of Paid Parental Leave available to me 0% 2%

Meeting FMLA eligibility requirements limited the amount of FMLA leave available to use 

within my FMLA 12-month period 0% 4%

Did not feel I could be away from job responsibilities for a full 12 weeks — 57%

Concerned about the impact using the leave would have on my career advancement — 29%

Did not feel that my coworkers supported my use of all 12 weeks of the leave 0% 13%

Did not feel that my supervisor supported my use of all 12 weeks of the leave 0% 15%

Other reason — 24%

Note: The sum of the percentages may sum to over 100 because respondents could select more than one response. For confidentiality purposes, for 

Q100c, if there were fewer than 4 responses to a given response category, a “—” in that response category indicates that results are suppressed.

Appendix A: Item Results and Benchmarks
www.opm.gov/FEVS 25

Appendix B: Index Benchmarks

Employee Engagement Index

Below, you can see where your agency’s EEI score ranks (out of 34 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 PBGC 86%

rank

2 83% GSA, FERC

rank

4 82% NSF

71% 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 list of 

agencies by size category for your reference.

Employee Engagement Index Benchmarks: Small Agencies

rank

1 PBGC 86%

rank

2 85% OSC

rank

3 84% NEH, STB

76% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 26

Appendix B: Index Benchmarks (continued)

Global Satisfaction Index

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 34 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 PBGC 83%

rank

2 81% NSF

rank

3 78% GSA

62% 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 list of agencies by size category for your reference.

Global Satisfaction Index Benchmarks: Small Agencies

rank

1 83% NIGC

rank

1 PBGC 83%

rank

1 83% NEH

rank

4 82% OSC

rank

5 80% FLRA

68% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 27

Appendix B: Index Benchmarks (continued)

Performance Confidence Index

The Performance Confidence Index score for your agency, the highest scoring agencies, and the 

governmentwide average are displayed below, along with your agency ranking (out of 34 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).

Performance Confidence Index Benchmarks: Governmentwide

rank

1 96% FTC

rank

2 PBGC 95%

rank

3 93% FERC, OMB, NSF

84% Governmentwide

In addition to looking at your agency’s Performance Confidence Index results from a governmentwide 

perspective, the figure below allows you to compare your Performance Confidence Index results to those 

from similar sized agencies. Appendix D contains a list of agencies by size category for your reference.

Performance Confidence Index Benchmarks: Small Agencies

rank

1 98% OSC, NEA

rank

3 96% STB, NEH, USTR

rank

6 PBGC 95%

rank

6 95% FEC

91% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 28

Appendix B: Index Benchmarks (continued)

Diversity, Equity, Inclusion, and Accessibility (DEIA) Index

The DEIA score for your agency, the highest scoring agencies, and the governmentwide average are 

displayed below, along with your agency ranking (out of 34 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).

DEIA Benchmarks: Governmentwide

rank

1 PBGC 86%

rank

2 85% FTC

rank

3 82% NSF

69% Governmentwide

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

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

list of agencies by size category for your reference.

DEIA Benchmarks: Small Agencies

rank

1 PBGC 86%

rank

2 84% FMC

rank

3 83% FCA

76% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 29

Appendix B: Index Benchmarks (continued)

Diversity Subindex

Diversity Benchmarks: Governmentwide

rank

1 86% FTC

rank

2 83% NSF

rank

2 PBGC 83%

rank

4 82% NCUA, GSA

70% Governmentwide

In addition to looking at your agency’s Diversity results from a governmentwide perspective, the figure 

below allows you to compare your Diversity Subindex results to those from similar sized agencies. Appendix 

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

Diversity Benchmarks: Small Agencies

rank

1 87% FCA

rank

2 PBGC 83%

rank

2 83% SSS

rank

4 82% FHFA, NEA

76% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 30

Appendix B: Index Benchmarks (continued)

Equity Subindex

Equity Benchmarks: Governmentwide

rank

1 83% FTC

rank

1 PBGC 83%

rank

3 79% GSA, FERC

rank

5 78% NSF, OMB

65% Governmentwide

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

allows you to compare your Equity Subindex results to those from similar sized agencies. Appendix D 

contains a list of agencies by size category for your reference.

Equity Benchmarks: Small Agencies

rank

1 84% OSC

rank

2 PBGC 83%

rank

3 81% NEA

71% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 31

Appendix B: Index Benchmarks (continued)

Inclusion Subindex

Inclusion Benchmarks: Governmentwide

rank

1 89% FTC

rank

2 PBGC 87%

rank

3 86% OMB

75% Governmentwide

In addition to looking at your agency’s Inclusion results from a governmentwide perspective, the figure 

below allows you to compare your Inclusion Subindex results to those from similar sized agencies. Appendix 

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

Inclusion Benchmarks: Small Agencies

rank

1 PBGC 87%

rank

2 86% OMB, NEA, OSC

rank

5 85% FLRA, USITC, NIGC

81% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 32

Accessibility Subindex

Appendix B: Index Benchmarks (continued)

Accessibility Benchmarks: Governmentwide

rank

1 PBGC 90%

rank

2 84% NSF

rank

3 82% FTC

67% Governmentwide

In addition to looking at your agency’s Accessibility results from a governmentwide perspective, the figure 

below allows you to compare your Accessibility Subindex results to those from similar sized agencies. 

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

Accessibility Benchmarks: Small Agencies

rank

1 90% FMC

rank

1 PBGC 90%

rank

3 86% FLRA

rank

4 85% NEH

75% Small Agencies

Appendix B: Index Benchmarks
www.opm.gov/FEVS 33

Appendix C: Demographic Item Results

Appendix C displays the demographic characteristics of your agency’s survey respondents.

Employment Demographics

Item

2022

Percentages

Where do you work?

Headquarters 44

Field <1

Full-time telework (e.g., home office, telecenter) 56

What is your supervisory status?

Senior Leader 5

Manager 4

Supervisor 14

Team Leader 8

Non-Supervisor 69

What is your pay category/grade?

Federal Wage System 0

GS 1-6 <1

GS 7-12 16

GS 13-15 78

Senior Executive Service 0

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

Other 1

What is your US military service status?

No Prior Military Service 88

Currently in National Guard or Reserves 0

Retired 2

Separated or Discharged 10

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

Appendix C: Demographic Item Results
Appendix C: Demographic Item Results www.opm.gov/FEVS 34

Appendix C: Demographic Item Results (continued)

Item

2022

Percentages

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 11

No 89

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

Less than 1 year 2

1 to 3 years 9

4 to 5 years 5

6 to 10 years 17

11 to 14 years 16

15 to 20 years 19

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 4

1 to 3 years 15

4 to 5 years 7

6 to 10 years 19

11 to 14 years 15

15 to 20 years 15

More than 20 years 25

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

No 81

Yes, to retire 5

Yes, to take another job within the Federal Government 9

Yes, to take another job outside the Federal Government 1

Yes, other 3

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
www.opm.gov/FEVS 35

Appendix C: Demographic Item Results (continued)

Item

2022

Percentages

I am planning to retire in:

Less than 1 year 2

1 year 2

2 years 6

3 years 6

4 years 2

5 years 8

More than 5 years 73

Personal Demographics

Item

2022

Percentages

Are you of Hispanic, Latino, or Spanish origin?

Yes 6

No 94

Are you:

White 45

Black or African American 39

All other races 15

What is your age group?

29 years and under 4

30-39 years old 20

40-49 years old 23

50-59 years old 33

60 years or older 21

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: Demographic Item Results
Appendix C: Demographic Item Results www.opm.gov/FEVS 36

Appendix C: Demographic Item Results (continued)

Item

2022

Percentages

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

Less than High School/ High School Diploma/ GED 1

Certification/ Some College/ Associate’s Degree 12

Bachelor’s Degree 38

Advanced Degrees (Post Bachelor’s Degree) 49

Are you an individual with a disability?

Yes 15

No 85

Are you:

Male 44

Female 56

Are you transgender?

Yes —

No —

Which one of the following best represents how you think of yourself?

Straight, that is not gay or lesbian 93

Gay or Lesbian 4

Bisexual 1

I use a different term 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.
www.opm.gov/FEVS 37

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

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)

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

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

U.S. Peace Corps

Very Small Agencies (< 100 employees)

AbilityOne Commission

Advisory Council on Historic Preservation

American Battle Monuments Commission

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

John F. Kennedy Center for the Performing Arts

Marine Mammal Commission

National Capital Planning Commission

National Council on Disability

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. Chemical Safety and Hazard Investigation Board

U.S. Office of Government Ethics

U.S. Trade and Development Agency

Appendix D: Participating Agencies by Employee Population Size Categories
www.opm.gov/FEVS 38

Appendix E: 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 2022.

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 2022.

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/publicdata-file. Note: The 2022 PRDF will be available 

in the spring of 2023.

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.

Appendix E: Additional OPM FEVS Resources
United States 

Office of Personnel Management

Office of Strategy and Innovation

1900 E Street, NW 

Washington, DC 20415

www.opm.gov/FEVS