2019 Office of Personnel Management 

Federal Employee V ewpoint Survey

Empowering Employees. Inspiring Change.

Pension Benefit Guaranty Corporation 

Agency Management Report

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

Table of Contents

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Decision Aid: Decreases....................................................................................................................................................................... 16

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

Appendix A: Item Change Summary.................................................................................................................................................... 20

Appendix B: Item Results and Benchmarks......................................................................................................................................... 23

Appendix C: Partial Government Shutdown Results ............................................................................................................................ 30

Appendix D: Work-Life Programs & Demographic Results ................................................................................................................... 32

Appendix E: Participating Agencies by Employee Population Size Categories ..................................................................................... 38
3

About This Report

The 2019 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.

Sections of the AMR

Respondent Overview

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

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

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

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

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

population characteristics.

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

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

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

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

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

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

Decision Aid

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

your agency has improved since 2018. The Decision Aid is divided into three sections to help you focus your 

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

Increases contains items that increased since 2018

Decreases contains items that decreased since 2018

No Change contains items that did not change since 2018

Appendices

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

Appendix A outlines the 2019 OPM FEVS item changes/improvements since 2018.

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

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

Appendix C shows the breakdown of the 2018-2019 Partial Government Shutdown results.

Appendix D shows the breakdown of the Work-Life Program and demographic results.

Appendix E lists all agencies arranged by employee population size.

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

About This Report
4

About This Report (continued)

Understanding Your Results

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

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

Percent Positive

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

Percent Negative

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

Percent Neutral

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

Identifying Strengths, Challenges and Neutral Findings

65 percent positive or higher is considered a strength

35 percent negative or higher is considered a challenge

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

between managers and staff

Identifying Increases and Decreases

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

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

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

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

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

workplace improvements.

Additional 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 2019.

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 2019.

About This Report
5

About This Report (continued)

Occupational Series Reports

 This report allows for the comparison of occupational series and families 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 2019 PRDF will be available in the winter.

FedScope

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

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

UnlockTalent

 A tool available to both the public and agencies for viewing comprehensive data visualizations with broad 

displays of OPM FEVS data. These displays allow agencies to identify subcomponents for action to improve 

engagement and overall satisfaction as well as highlight indicators that can contribute to a high performing 

organization. Agency specific case studies, best practices, videos, trainings, and other helpful resources can be 

found on the UnlockTalent Connect page. This site can be accessed at www.unlocktalent.gov. Questions and 

feedback can be sent to unlocktalent@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
6

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

14 %

Female

54 %

Agency Tenure of 

11+ Years

51 %

10

Advanced Degrees 

(Post Bachelor’s Degree)

47 %

Pay Grades 13 to 15

77 %

Minorities

56 %

Generations

 1% Traditionalists (born 1945 or earlier)

 34% Baby Boomers (born 1946 – 1964)

45% Generation X (born 1965 – 1980)

20% Generation Y (born 1981 – 1996)

 0% Generation Z (born 1997 or later)

PBGC Response Rate

69% (585 out of 854 

employees responded)

Field Period: May 15, 2019 – June 26, 2019

Overall 2018 Response Rate: 60%

Component Response Rates

 87% OFFICE OF INFORMATION 

TECHNOLOGY (OIT)

 80% OFFICE OF POLICY & EXTERNAL 

AFFAIRS (OPEA)

 79% OFFICE OF MANAGEMENT 

& ADMINISTRATION (OMA)

 75% OFFICE OF NEGOTIATIONS 

& RESTRUCTORING (ONR)

 67% OFFICE OF GENERAL COUNSEL (OGC)

 65% OFFICE OF THE INSPECTOR 

GENERAL (OIG)

 58% OFFICE OF BENEFITS 

ADMINISTRATION (OBA)

 58% 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 D.

Respondent Overview
7

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 36 departments/large agencies, where Army, 

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

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

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

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

interagency communication.

Employee Engagement Index Benchmarks: Governmentwide

rank

1 84% FTC

rank

2 83% NASA

rank

3 82% FERC

rank

4 PBGC 80%

68% Governmentwide

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

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

category for your reference.

Employee Engagement Index Benchmarks: Small Agencies

rank

1 84% USITC

rank

2 PBGC 80%

rank

3 79% FCA, OSC

70% Small Agencies

Employee Engagement Index
8

Employee Engagement Index (continued)

Employee Engagement Index Component Scores and Trends

Agency

EEI Trends 2019 EEI Subindices

2016 2017 2018 2019

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Governmentwide 65 67 68 68 57 76 72

Pension Benefit Guaranty Corporation 72 75 79 80 74 83 82

OFFICE OF NEGOTIATIONS & RESTRUCTORING (ONR) 79 84 86 88 82 92 91

OFFICE OF THE INSPECTOR GENERAL (OIG) — 82 94 86 88 88 82

OFFICE OF GENERAL COUNSEL (OGC) 83 81 82 84 78 88 84

OFFICE OF POLICY & EXTERNAL AFFAIRS (OPEA) 78 91 83 83 84 82 82

OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) 67 67 73 80 77 81 81

OFFICE OF INFORMATION TECHNOLOGY (OIT) — 78 78 77 71 79 81

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

OFFICE OF MANAGEMENT & ADMINISTRATION (OMA) 74 79 78 74 65 77 79

Employee Engagement Index
9

New IQ Index

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

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

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

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

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

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

rolled into Department of Defense).

New IQ Index Benchmarks: Governmentwide

rank

1 79% NASA

rank

2 78% FTC

rank

3 76% FERC

rank

4 PBGC 74%

62% Governmentwide

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

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

listing of agencies by size category for your reference.

New IQ Index Benchmarks: Small Agencies

rank

1 78% USITC

rank

2 75% FCA

rank

3 74% FMC

rank

3 PBGC 74%

64% Small Agencies

New IQ Index
10

New IQ Index (continued)

New IQ Index Component Scores and Trends

Agency

New IQ Index Trends 2019 New IQ Index Subindices

2016 2017 2018 2019 Fair Open Cooperative Supportive Empowering

Governmentwide 58 60 61 62 49 61 59 79 61

Pension Benefit Guaranty Corporation 64 69 72 74 58 73 75 86 75

OFFICE OF NEGOTIATIONS & RESTRUCTORING (ONR) 70 79 79 84 70 82 88 94 86

OFFICE OF THE INSPECTOR GENERAL (OIG) — 77 89 83 83 79 82 90 80

OFFICE OF GENERAL COUNSEL (OGC) 75 75 75 78 65 76 81 89 77

OFFICE OF POLICY & EXTERNAL AFFAIRS (OPEA) 67 83 77 75 58 76 83 85 72

OFFICE OF INFORMATION TECHNOLOGY (OIT) — 75 75 73 58 75 71 84 76

OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) 57 63 68 72 60 72 69 84 75

OFFICE OF MANAGEMENT & ADMINISTRATION (OMA) 68 75 76 70 56 71 69 81 72

OFFICE OF BENEFITS ADMINISTRATION (OBA) 55 59 66 69 47 67 72 85 71

New IQ Index
11

Global Satisfaction Index

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

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

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

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

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

Global Satisfaction Index Benchmarks: Governmentwide

rank

1 81% NASA, FERC

rank

3 PBGC 78%

rank

4 77% GSA, FTC

65% 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 E contains a listing of agencies by size category for your reference.

Global Satisfaction Index Benchmarks: Small Agencies

rank

1 83% FCA

rank

2 81% USITC

rank

3 80% NTSB

rank

5 PBGC 78%

67% Small Agencies

Global Satisfaction Index
12

Global Satisfaction Index (continued)

Global Satisfaction Index Component Scores and Trends

Agency

GS Index Trends 2019 Global Satisfaction Index Items

2016 2017 2018 2019

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Governmentwide 61 64 64 65 69 63 61 67

Pension Benefit Guaranty Corporation 67 73 77 78 80 67 82 84

OFFICE OF THE INSPECTOR GENERAL (OIG) — 83 92 89 91 91 91 82

OFFICE OF NEGOTIATIONS & RESTRUCTORING (ONR) 70 82 84 86 90 75 90 88

OFFICE OF POLICY & EXTERNAL AFFAIRS (OPEA) 61 76 79 85 83 74 91 92

OFFICE OF THE CHIEF FINANCIAL OFFICER (OCFO) 67 68 72 83 85 69 87 91

OFFICE OF INFORMATION TECHNOLOGY (OIT) — 80 79 79 78 71 82 86

OFFICE OF GENERAL COUNSEL (OGC) 77 74 73 76 81 53 84 86

OFFICE OF BENEFITS ADMINISTRATION (OBA) 61 66 75 76 79 65 78 81

OFFICE OF MANAGEMENT & ADMINISTRATION (OMA) 70 78 79 71 71 69 72 72

Global Satisfaction Index
13

Decision Aid: Increases

Identifying Increases Since 2018

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.

38 Items Increased Since 2018

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 2019

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

 

Item

2018 

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Increase 

Since 2018

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 70 77This item is 65 percent positive or higher. 10 13 +7

Employees have a feeling of personal empowerment with respect to work processes. (Q. 30) 60 67This item is 65 percent positive or higher.

This became a new strength in 2019.

17 16 +7

Managers support collaboration across work units to accomplish work objectives. (Q. 59) 71 76This item is 65 percent positive or higher. 12 12 +5

My talents are used well in the workplace. (Q. 11) 67 72This item is 65 percent positive or higher. 12 16 +5

My work unit is able to recruit people with the right skills. (Q. 21) 61 66This item is 65 percent positive or higher.

This became a new strength in 2019.

21 13 +5

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

projects, goals, needed resources). (Q. 58) 70 75This item is 65 percent positive or higher. 12 13 +5

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

in the workforce. (Q. 53) 61 65This item is 65 percent positive or higher.

This became a new strength in 2019.

18 17This item is in your top negative. +4

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

goals and objectives. (Q. 57) 78 82This item is 65 percent positive or higher. 13 5 +4

My training needs are assessed. (Q. 18) 64 68This item is 65 percent positive or higher.

This became a new strength in 2019.

18 14 +4

Considering everything, how satisfied are you with your organization? (Q. 71) 78 82This item is 65 percent positive or higher. 10 8 +4

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

Decision Aid: Increases
14

Decision Aid: Increases (continued)

Item

2018

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Increase 

Since 2018

My organization has prepared employees for potential security threats. (Q. 36) 88 91This item is 65 percent positive or higher.

This item is in your top positive.

6 3 +3

I have a high level of respect for my organization’s senior leaders. (Q. 61) 71 74This item is 65 percent positive or higher. 17 10 +3

I have enough information to do my job well. (Q. 2) 82 85This item is 65 percent positive or higher. 9 7 +3

Employees in my work unit share job knowledge with each other. (Q. 26) 81 83This item is 65 percent positive or higher. 10 6 +2

Managers communicate the goals of the organization. (Q. 56) 79 81This item is 65 percent positive or higher. 13 6 +2

Employees are recognized for providing high quality products and services. (Q. 31) 68 70This item is 65 percent positive or higher. 18 12 +2

Supervisors work well with employees of different backgrounds. (Q. 55) 76 78This item is 65 percent positive or higher. 15 7 +2

Considering everything, how satisfied are you with your pay? (Q. 70) 65 67This item is 65 percent positive or higher. 19 14 +2

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

organizational goals. (Q. 29) 88 90This item is 65 percent positive or higher.

This item is in your top positive.

7 3 +2

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

minorities and women, training in awareness of diversity issues, mentoring). (Q. 34) 71 73This item is 65 percent positive or higher. 17 10 +2

My work gives me a feeling of personal accomplishment. (Q. 4) 80 82This item is 65 percent positive or higher. 9 9 +2

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

to work. (Q. 41) 60 62 21 17This item is in your top negative. +2

The skill level in my work unit has improved in the past year. (Q. 27) 67 69This item is 65 percent positive or higher. 21 9 +2

My agency is successful at accomplishing its mission. (Q. 39) 89 91This item is 65 percent positive or higher.

This item is in your top positive.

7 2 +2

I recommend my organization as a good place to work. (Q. 40) 82 84This item is 65 percent positive or higher. 11 5 +2

The work I do is important. (Q. 13) 92 94This item is 65 percent positive or higher.

This item is in your top positive.

5 1 +2

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

immediate supervisor? (Q. 60) 77 79This item is 65 percent positive or higher. 16 5 +2

In my most recent performance appraisal, I understood what I had to do to be rated at 

different performance levels (for example, Fully Successful, Outstanding). (Q. 19) 78 80This item is 65 percent positive or higher. 10 10 +2

How would you rate the overall quality of work done by your work unit? (Q. 28) 90 91This item is 65 percent positive or higher.

This item is in your top positive.

7 2 +1

My supervisor is committed to a workforce representative of all segments of society. (Q. 45) 79 80This item is 65 percent positive or higher. 13 6 +1

How satisfied are you with the policies and practices of your senior leaders? (Q. 66) 63 64 25 11 +1

Decision Aid: Increases
15

Decision Aid: Increases (continued)

Item

2018

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Increase 

Since 2018

I like the kind of work I do. (Q. 5) 84 85This item is 65 percent positive or higher. 10 5 +1

I am held accountable for achieving results. (Q. 16) 91 92This item is 65 percent positive or higher.

This item is in your top positive.

5 3 +1

The people I work with cooperate to get the job done. (Q. 20) 85 86This item is 65 percent positive or higher. 8 6 +1

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

going on in your organization? (Q. 64) 72 73This item is 65 percent positive or higher. 15 12 +1

How satisfied are you with the training you receive for your present job? (Q. 68) 72 73This item is 65 percent positive or higher. 17 9 +1

Supervisors in my work unit support employee development. (Q. 47) 81 82This item is 65 percent positive or higher. 11 8 +1

I know how my work relates to the agency’s goals. (Q. 12) 92 93This item is 65 percent positive or higher.

This item is in your top positive.

5 2 +1

Decision Aid: Increases
16

Decision Aid: Decreases

Identifying Decreases Since 2018

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.

23 Items Decreased Since 2018

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 2019

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

 

Item

2018 

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Decrease 

Since 2018

Arbitrary action, personal favoritism and coercion for partisan political purposes 

are not tolerated. (Q. 37) 70 64This item is no longer a strength in 2019. 20 16 -6

Prohibited Personnel Practices are not tolerated. (Q. 38) 78 74This item is 65 percent positive or higher. 15 10 -4

In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 53 50 28 22This item is in your top negative. -3

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

of reprisal. (Q. 17) 75 72This item is 65 percent positive or higher. 16 11 -3

Pay raises depend on how well employees perform their jobs. (Q. 33) 36 34 33This item is 30 percent neutral or higher.

33This item is in your top negative. -2

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

This item is in your top positive.

8 2 -2

My supervisor provides me with constructive suggestions to improve my 

job performance. (Q. 46) 78 76This item is 65 percent positive or higher. 13 10 -2

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

workplace) allow employees to perform their jobs well. (Q. 14) 90 88This item is 65 percent positive or higher. 7 5 -2

Employees are protected from health and safety hazards on the job. (Q. 35) 92 90This item is 65 percent positive or higher. 8 2 -2

Discussions with my supervisor about my performance are worthwhile. (Q. 44) 78 76This item is 65 percent positive or higher. 13 11 -2

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

Decision Aid: Decreases
17

Decision Aid: Decreases (continued)

Item

2018

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Decrease 

Since 2018

Creativity and innovation are rewarded. (Q. 32) 62 60 23 16This item is in your top negative. -2

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

My supervisor provides me with opportunities to demonstrate my leadership skills. (Q. 43) 80 79This item is 65 percent positive or higher. 11 11 -1

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 60 59 23 18This item is in your top negative. -1

I have trust and confidence in my supervisor. (Q. 51) 80 79This item is 65 percent positive or higher. 10 11 -1

I know what is expected of me on the job. (Q. 6) 88 87This item is 65 percent positive or higher. 7 6 -1

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

This item is in your top positive.

3 1 -1

My workload is reasonable. (Q. 10) 77 76This item is 65 percent positive or higher. 11 13 -1

Senior leaders demonstrate support for Work-Life programs. (Q. 62) 83 82This item is 65 percent positive or higher. 13 4 -1

Considering everything, how satisfied are you with your job? (Q. 69) 81 80This item is 65 percent positive or higher. 11 9 -1

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

My supervisor listens to what I have to say. (Q. 48) 87 86This item is 65 percent positive or higher. 7 7 -1

How satisfied are you with the recognition you receive for doing a good job? (Q. 65) 69 68This item is 65 percent positive or higher. 15 17This item is in your top negative. -1

Decision Aid: Decreases
18

Decision Aid: No Change

Identifying Items That Have Not Changed Since 2018

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.

10 Items Did Not Change Since 2018

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

2018 

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Change 

Since 2018

I am given a real opportunity to improve my skills in my organization. (Q. 1) 79 79This item is 65 percent positive or higher. 12 10 0

I feel encouraged to come up with new and better ways of doing things. (Q. 3) 77 77This item is 65 percent positive or higher. 11 12 0

Promotions in my work unit are based on merit. (Q. 22) 56 56 25 20This item is in your top negative. 0

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

will not improve. (Q. 23) 45 45 29 26This item is in your top negative. 0

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

This item is in your top positive.

4 5 0

In the last six months, my supervisor has talked with me about my performance. (Q. 50) 90 90This item is 65 percent positive or higher. 6 4 0

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 52) 82 82This item is 65 percent positive or higher. 12 7 0

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 54) 69 69This item is 65 percent positive or higher. 20 11 0

How satisfied are you with your involvement in decisions that affect your work? (Q. 63) 72 72This item is 65 percent positive or higher. 14 14 0

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

Decision Aid: No Change
19

Decision Aid: No Change (continued)

Item

2018

Positive

2019 

Positive

2019 

Neutral

2019 

Negative

Change 

Since 2018

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 50 50 26 24This item is in your top negative. 0

Decision Aid: No Change
20

Appendix A: Item Change Summary

Some OPM FEVS items were modified slightly in 2019 to improve the interpretation or understanding of the 

items. These changes are outlined in this section.

New Item Text (2019)

72. Currently, in my work unit poor performers usually:

• Remain in the work unit and improve their performance 

over time

• Remain in the work unit and continue to underperform

• Leave the work unit – removed or transferred

• Leave the work unit – quit

• There are no poor performers in my work unit

• Do not know

Change

New item.

Old Item Text (2018)

Not in 2018 OPM FEVS

New Item Text (2019).

73. Which of the following best describes the impact of the 

partial government shutdown (December 22, 2018 – 

January 25, 2019) on your working/pay status?

• The shutdown had no impact on my working/pay status

• I did not work and did not receive pay until after the 

lapse ended

• I worked some of the shutdown but did not receive 

pay until after the lapse ended

• I worked for the entirety of the shutdown but did not 

receive pay until after the lapse ended

• Other, not listed above

Change.

New item.

Old Item Text (2018).

Not in 2018 OPM FEVS

New Item Text (2019).

74. How was your everyday work impacted during (if you 

worked) or after the partial government shutdown?

• It had no impact

• A slightly negative impact

• A moderately negative impact

• A very negative impact

• An extremely negative impact

Change.

New item.

Old Item Text (2018).

Not in 2018 OPM FEVS

New Item Text (2019).

75. In what ways did the partial government shutdown 

negatively affect your work? (Check all that apply)

• Unmanageable workload

• Missed deadlines

• Unrecoverable loss of work 

• Reduced customer service

• Delayed work

• Reduced work quality

• Cutback of critical work 

• Time lost in restarting work

• Unmet statutory requirements 

• Other

Change.

New item.

Old Item Text (2018).

Not in 2018 OPM FEVS

Appendix A: Item Change Summary
21

Appendix A: Item Change Summary (continued)

New Item Text (2019) Change Old Item Text (2018) New Item Text (2019).

76. Are you looking for another job because of the partial 

government shutdown?

• I am looking for another job specifically because 

of the shutdown

• I am looking for another job, but the shutdown 

is only one of the reasons

• I am looking for another job, but the shutdown 

had no influence on that decision

• I am not looking for another job currently

Change.

New item.

Old Item Text (2018).

Not in 2018 OPM FEVS

New Item Text (2019).

77. My agency provided the support (e.g., communication, 

assistance, guidance) I needed during the partial 

government shutdown.

• Strongly Agree

• Agree

• Neither Agree nor Disagree

• Disagree

• Strongly Disagree

• No support required

Change.

New item.

Old Item Text (2018).

Not in 2018 OPM FEVS

New Item Text (2019).

79. How satisfied are you with the Telework program 

in your agency? 

• Very satisfied

• Satisfied

• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Very Dissatisfied

• I choose not to participate in this program

• This program is not available to me

• I am unaware of this program

Change.

Different 

item 

text.

Old Item Text (2018).

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

programs in your agency? Telework

• Very satisfied

• Satisfied

• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Very Dissatisfied

• I choose not to participate in these programs

• These programs are not available to me

• I am unaware of these programs

New Item Text (2019).

80. 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 (for example, compressed 

work schedule, flexible work schedule)

• Health and Wellness Programs (for example, onsite 

exercise, flu vaccination, medical screening, CPR 

training, Health and wellness fair)

• Employee Assistance Program – EAP (for example, 

short-term counseling, referral services, legal services, 

information services)

• Child Care Programs (for example, child care center, 

parenting classes and support groups, back-up care, 

subsidy, flexible spending account)

• Elder Care Programs (for example, elder/adult care, 

support groups, resources)

• None listed above

Change.

New item.

Old Item Text (2018).

Not in 2018 OPM FEVS

Appendix A: Item Change Summary
22

Appendix A: Item Change Summary (continued)

New Item Text (2019) Change Old Item Text (2018) New Item Text (2019).

81-85. How satisfied are you with the following Work-Life 

programs in your agency?

 81. Alternative Work Schedules (for example, 

compressed work schedule, flexible work 

schedule)

 83. Employee Assistance Program - EAP (for example, 

short-term counseling, referral services, legal 

services, information services)

 84. Child Care Programs (for example, child care 

center, parenting classes and support groups, 

back-up care, subsidy, flexible spending account)

 85. Elder Care Programs (for example, elder/adult 

care, support groups, resources)

Change.

Different 

item 

text.

Old Item Text (2018).

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

programs in your agency?

 74. Alternative Work Schedules (AWS, for example, 

compressed work schedule or flexible work 

schedule)

 76. Employee Assistance Program (EAP, for 

example, short-term counseling, referral 

services, legal services, information services)

 77. Child Care Programs (for example, child care 

center, parenting classes and support groups, 

back-up care, flexible spending account)

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

care, support groups, speakers)

New Item Text (2019).

87. What is your supervisory status? 

• Senior Leader: You are the head of a department/

agency or a member of the immediate leadership 

team responsible for directing the policies and priorities 

of the department/agency. May hold either a political 

or career appointment, and typically is a member of 

the Senior Executive Service or equivalent.

• Manager: You are in a management position and 

supervise one or more supervisors.

• Supervisor: You are a first-line supervisor who is 

responsible for employees’ performance appraisals 

and leave approval.

• Team Leader: You are not an official supervisor; you 

provide employees with day-to-day guidance in work 

projects, but do not have supervisory responsibilities 

or conduct performance appraisals. 

• Non-Supervisor: You do not supervise other employees.

Change.

Response 

options 

reversed.

Old Item Text (2018).

80. What is your supervisory status?

• Non-Supervisor: You do not supervise other employees.

• Team Leader: You are not an official supervisor; you 

provide employees with day-to-day guidance in work 

projects, but do not have supervisory responsibilities 

or conduct performance appraisals. 

• Supervisor: You are a first-line supervisor who is 

responsible for employees’ performance appraisals 

and leave approval.

• Manager: You are in a management position and 

supervise one or more supervisors.

• Senior Leader: You are the head of a department/

agency or a member of the immediate leadership 

team responsible for directing the policies and 

priorities of the department/agency. May hold either 

a political or career appointment, and typically is a 

member of the Senior Executive Service or equivalent.

New Item Text (2019).

91. How long have you been with your current agency (for 

example, Department of Justice, Environmental Protection 

Agency)? 

• Less than 1 year 

• 1 to 3 years 

• 4 to 5 years 

• 6 to 10 years 

• 11 to 14 years

• 15 to 20 years 

• More than 20 years

Change.

Different 

response 

options.

Old Item Text (2018).

87. How long have you been with your current agency 

(for example, Department of Justice, Environmental 

Protection Agency)? 

• Less than 1 year 

• 1 to 3 years 

• 4 to 5 years 

• 6 to 10 years 

• 11 to 20 years 

• More than 20 years

New Item Text (2019).

94. Are you of Hispanic, Latino, or Spanish origin? 

• Yes 

• No

Change.

Different 

item 

text.

Old Item Text (2018).

82. Are you of Hispanic or Latino?

• Yes 

• No

Appendix A: Item Change Summary
23

Appendix B: Item Results and Benchmarks

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

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

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

are rolled into Department of Defense.

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

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

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

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

My Work Experience

Item Item Benchmarks

2019 

G’wide

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

in my organization.

Low 57%; Your Agency 79%; High 86%.

67%

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

Low 62%; Your Agency 85%; High 88%.

72%

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

of doing things.

Low 40%; Your Agency 77%; High 83%.

62%

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

Low 63%; Your Agency 82%; High 86%.

72%

 5. I like the kind of work I do.

Low 78%; Your Agency 85%; High 92%.

83%

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

Low 73%; Your Agency 87%; High 87%.

81%

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

to get a job done.

Low 91%; Your Agency 96%; High 98%.

96%

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

Low 86%; Your Agency 90%; High 95%.

91%

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

budget) to get my job done.

Low 31%; Your Agency 77%; High 77%.

49%

 ‡10. My workload is reasonable.

Low 41%; Your Agency 76%; High 79%.

59%

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

Low 52%; Your Agency 72%; High 77%.

61%

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

Low 79%; Your Agency 93%; High 94%.

85%

0 Low High 100

PBGC

79%

85%

77%

82%

85%

87%

96%

90%

77%

76%

72%

93%

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

Appendix B: Item Results and Benchmarks
24

Appendix B: Item Results and Benchmarks (continued)

Item Item Benchmarks

2019 

0 Low High 100 G’wide

PBGC

 13. The work I do is important.

Low 86%; Your Agency 94%; High 95%.

90%

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

lighting, cleanliness in the workplace) allow employees to 

perform their jobs well.

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

66%

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

Low 58%; Your Agency 77%; High 88%.

71%

 16. I am held accountable for achieving results.

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

83%

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

regulation without fear of reprisal.

Low 51%; Your Agency 72%; High 84%.

67%

 18. My training needs are assessed.

Low 34%; Your Agency 68%; High 81%.

57%

 19. In my most recent performance appraisal, I understood what 

I had to do to be rated at different performance levels (for 

example, Fully Successful, Outstanding).

Low 62%; Your Agency 80%; High 87%.

72%

94%

88%

77%

92%

72%

68%

80%

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

My Work Unit

0 Low High 100

PBGC

Item Item Benchmarks

2019 

G’wide

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

Low 69%; Your Agency 86%; High 90%.

77%

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

Low 32%; Your Agency 66%; High 77%.

44%

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

Low 29%; Your Agency 56%; High 70%.

39%

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

who cannot or will not improve.

Low 28%; Your Agency 45%; High 49%.

34%

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

in a meaningful way.

Low 33%; Your Agency 50%; High 59%.

39%

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

perform their jobs.

Low 40%; Your Agency 59%; High 69%.

48%

86%

66%

56%

45%

50%

59%

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

Appendix B: Item Results and Benchmarks
25

Appendix B: Item Results and Benchmarks (continued)

Item Item Benchmarks

2019 

0 Low High 100 G’wide

PBGC

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

Low 64%; Your Agency 83%; High 89%.

77%

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

Low 50%; Your Agency 69%; High 72%.

58%

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

work unit?

Low 76%; Your Agency 91%; High 95%.

84%

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

necessary to accomplish organizational goals.

Low 71%; Your Agency 90%; High 92%.

81%

83%

69%

91%

90%

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

My Agency

0 Low High 100

PBGC

Item Item Benchmarks

2019 

G’wide

 30. Employees have a feeling of personal empowerment 

with respect to work processes.

Low 31%; Your Agency 67%; High 73%.

50%

 31. Employees are recognized for providing high quality products 

and services.

Low 43%; Your Agency 70%; High 81%.

54%

 32. Creativity and innovation are rewarded.

Low 30%; Your Agency 60%; High 73%.

44%

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

Low 18%; Your Agency 34%; High 55%.

28%

 34. Policies and programs promote diversity in the 

workplace (for example, recruiting minorities and women, 

training in awareness of diversity issues, mentoring).

Low 49%; Your Agency 73%; High 80%.

59%

 35. Employees are protected from health and safety hazards 

on the job.

Low 55%; Your Agency 90%; High 93%.

77%

 36. My organization has prepared employees for potential 

security threats.

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

80%

 37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated.

Low 44%; Your Agency 64%; High 78%.

56%

67%

70%

60%

34%

73%

90%

91%

64%

Appendix B: Item Results and Benchmarks
26

Appendix B: Item Results and Benchmarks (continued)

Item Item Benchmarks

2019 

0 Low High 100 G’wide

PBGC

 38. Prohibited Personnel Practices are not tolerated.

Low 54%; Your Agency 74%; High 87%.

70%

 39. My agency is successful at accomplishing its mission.

Low 53%; Your Agency 91%; High 92%.

77%

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

Low 41%; Your Agency 84%; High 88%.

67%

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

my agency a better place to work.

Low 26%; Your Agency 62%; High 73%.

41%

74%

91%

84%

62%

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

My Supervisor

0 Low High 100

PBGC

Item Item Benchmarks

2019 

G’wide

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

life issues.

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

82%

 43. My supervisor provides me with opportunities to demonstrate 

my leadership skills.

Low 63%; Your Agency 79%; High 86%.

71%

 44. Discussions with my supervisor about my performance 

are worthwhile.

Low 63%; Your Agency 76%; High 83%.

68%

 45. My supervisor is committed to a workforce representative 

of all segments of society.

Low 66%; Your Agency 80%; High 86%.

72%

 46. My supervisor provides me with constructive suggestions to 

improve my job performance.

Low 60%; Your Agency 76%; High 80%.

67%

 47. Supervisors in my work unit support employee development.

Low 62%; Your Agency 82%; High 88%.

71%

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

Low 73%; Your Agency 86%; High 91%.

80%

 49. My supervisor treats me with respect.

Low 79%; Your Agency 88%; High 93%.

84%

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

about my performance.

Low 75%; Your Agency 90%; High 94%.

82%

90%

79%

76%

80%

76%

82%

86%

88%

90%

Appendix B: Item Results and Benchmarks
27

Appendix B: Item Results and Benchmarks (continued)

Item Item Benchmarks

2019 

0 Low High 100 G’wide

PBGC

 51. I have trust and confidence in my supervisor.

Low 65%; Your Agency 79%; High 85%.

72%

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

immediate supervisor?

Low 68%; Your Agency 82%; High 87%.

74%

79%

82%

Leadership

0 Low High 100

PBGC

Item Item Benchmarks

2019 

G’wide

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

motivation and commitment in the workforce.

Low 25%; Your Agency 65%; High 73%.

45%

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

honesty and integrity.

Low 35%; Your Agency 69%; High 80%.

56%

 55. Supervisors work well with employees of different backgrounds.

Low 60%; Your Agency 78%; High 86%.

70%

 ‡56. Managers communicate the goals of the organization.

Low 52%; Your Agency 81%; High 84%.

65%

 57. Managers review and evaluate the organization's progress 

toward meeting its goals and objectives.

Low 47%; Your Agency 82%; High 84%.

64%

 58. Managers promote communication among different work units 

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

Low 47%; Your Agency 75%; High 78%.

58%

 59. Managers support collaboration across work units to 

accomplish work objectives.

Low 51%; Your Agency 76%; High 83%.

61%

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

the manager directly above your immediate supervisor?

Low 55%; Your Agency 79%; High 84%.

63%

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

Low 38%; Your Agency 74%; High 78%.

57%

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

Low 29%; Your Agency 82%; High 83%.

59%

65%

69%

78%

81%

82%

75%

76%

79%

74%

82%

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

Appendix B: Item Results and Benchmarks
28

Appendix B: Item Results and Benchmarks (continued)

My Satisfaction

0 Low High 100

PBGC

Item Item Benchmarks

2019 

G’wide

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

that affect your work?

Low 42%; Your Agency 72%; High 75%.

55%

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

management on what's going on in your organization?

Low 40%; Your Agency 73%; High 78%.

52%

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

for doing a good job?

Low 44%; Your Agency 68%; High 77%.

53%

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

senior leaders?

Low 27%; Your Agency 64%; High 71%.

47%

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

job in your organization?

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

41%

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

present job?

Low 43%; Your Agency 73%; High 76%.

57%

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

Low 55%; Your Agency 80%; High 84%.

69%

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

Low 55%; Your Agency 67%; High 74%.

63%

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

organization?

Low 42%; Your Agency 82%; High 84%.

61%

72%

73%

68%

64%

50%

73%

80%

67%

82%

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

Performance

Item

2019

Agency

2019 

G’wide

 72. Currently, in my work unit poor performers usually:

Remain in the work unit and improve their performance over time 21% 17%

Remain in the work unit and continue to underperform 39% 56%

Leave the work unit - removed or transferred 10% 8%

Leave the work unit - quit 3% 2%

There are no poor performers in my work unit 27% 17%

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

Appendix B: Item Results and Benchmarks
29

Appendix B: Item Results and Benchmarks (continued)

Partial Government Shutdown

 73 - 77. (See Appendix C)

Work-Life Programs

0 Low High 100

PBGC

Item Item Benchmarks

2019 

G’wide

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

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

Low 17%; Your Agency 89%; High 89%.

60%

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

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

 81. Alternative Work Schedules (for example, compressed 

work schedule, flexible work schedule)

Low 57%; Your Agency 87%; High 94%.

78%

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

flu vaccination, medical screening, CPR Training, health and 

wellness fair)

Low 23%; Your Agency 89%; High 90%.

66%

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

counseling, referral services, legal services, information services)

Low 26%; Your Agency 58%; High 67%.

45%

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

parenting classes and support groups, back-up care, 

subsidy, flexible spending account)

Low 18%; Your Agency 44%; High 61%.

31%

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

groups, resources)

Low 10%; Your Agency 37%; High 46%.

22%

89%

87%

89%

58%

44%

37%

Appendix B: Item Results and Benchmarks
30

Appendix C: Partial Government Shutdown Results

Several items addressing the 2018-2019 partial government shutdown were added to the 2019 OPM FEVS to provide 

agencies with the opportunity to assess how the partial government shutdown may have impacted employees. Your 

agency’s results are listed in this section.

Partial Government Shutdown Results

Item

2019

Percentages

73. Which of the following best describes the impact of the partial government shutdown (December 22, 2018 – January 25, 2019) 

on your working/pay status?

The shutdown had no impact on my working/pay status 97

I did not work and did not receive pay until after the lapse ended 0

I worked some of the shutdown but did not receive pay until after the lapse ended <1

I worked for the entirety of the shutdown but did not receive pay until after the lapse ended <1

Other, not listed above 2

74. How was your everyday work impacted during (if you worked) or after the partial government shutdown?

It had no impact 79

A slightly negative impact 14

A moderately negative impact 6

A very negative impact 1

An extremely negative impact 1

75. In what ways did the partial government shutdown negatively affect your work? (Check all that apply)

Unmanageable workload 3

Missed deadlines 20

Unrecoverable loss of work 1

Reduced customer service 27

Delayed work 63

Reduced work quality 6

Cutback of critical work 8

Time lost in restarting work 12

Unmet statutory requirements 6

Other 34

If the response to item 74 was “It had no impact,” item 75 was skipped. Percents will add to more than 100% because respondents could choose more than one 

response option.

Note: The 2018-2019 partial government shutdown lasted 35 days from December 22, 2018 through January 25, 2019. 

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

Appendix C: Partial Government Shutdown Results
31

Appendix C: Partial Government Shutdown Results (continued)

Item

2019

Percentages

76. Are you looking for another job because of the partial government shutdown?

I am looking for another job SPECIFICALLY because of the shutdown 0

I am looking for another job, but the shutdown is ONLY ONE of the reasons 2

I am looking for another job, but the shutdown had NO INFLUENCE on that decision 17

I am NOT looking for another job currently 81

77. My agency provided the support (e.g., communication, assistance, guidance) I needed during the partial government shutdown.

Strongly Agree 57

Agree 33

Neither Agree nor Disagree 9

Disagree 0

Strongly Disagree 1

Note: The 2018-2019 partial government shutdown lasted 35 days from December 22, 2018 through January 25, 2019. 

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

Appendix C: Partial Government Shutdown Results
32

Appendix D: Work-Life Programs & Demographic Results

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

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

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

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

Telework Schedule

Item

2019

Percentages

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

I telework very infrequently, on an unscheduled or short-term basis 13

I telework, but only about 1 or 2 days per month 8

I telework 1 or 2 days per week 60

I telework 3 or 4 days per week 8

I telework every work day 3

I do not telework because I have to be physically present on the job (e.g. Law Enforcement Officers, Park Rangers, Security Personnel) 0

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

I do not telework because I did not receive approval to do so, even though I have the kind of job where I can telework 2

I do not telework because I choose not to telework 6

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

Telework Satisfaction

Item

% 

Satisfaction

% 

All Responses

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

Very Satisfied 48 45

Satisfied 42 40

Neither Satisfied or Dissatisfied 7 6

Dissatisfied 3 3

Very Dissatisfied 1 1

Item Response Total 100 95

I choose not to participate in this program — 4

This program is not available to me — 1

I am unaware of this program — 0

Total 100 100

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

Appendix D: Work-Life Programs & Demographic Results
33

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

Work-Life Program Participation

Item

2019

Percentages

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 47

Health and Wellness Programs 40

Employee Assistance Program – EAP 5

Child Care Programs 3

Elder Care Programs <1

None listed above 32

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

Work-Life Program Satisfaction

Item

% 

Satisfaction

% 

All Responses

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 51 38

Satisfied 36 27

Neither Satisfied or Dissatisfied 12 9

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 — 2

Total 100 100

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

Appendix D: Work-Life Programs & Demographic Results
34

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

Item

% 

Satisfaction

% 

All Responses

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 43 34

Satisfied 47 37

Neither Satisfied or Dissatisfied 10 8

Dissatisfied 1 <1

Very Dissatisfied <1 <1

Item Response Total 100 79

I choose not to participate in these programs — 19

These programs are not available to me — <1

I am unaware of these programs — 2

Total 100 100

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

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

Very Satisfied 23 10

Satisfied 35 16

Neither Satisfied or Dissatisfied 41 18

Dissatisfied 1 <1

Very Dissatisfied <1 <1

Item Response Total 100 45

I choose not to participate in these programs — 45

These programs are not available to me — 1

I am unaware of these programs — 9

Total 100 100

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 21 7

Satisfied 23 7

Neither Satisfied or Dissatisfied 52 16

Dissatisfied 2 1

Very Dissatisfied 2 1

Item Response Total 100 32

I choose not to participate in these programs — 44

These programs are not available to me — 11

I am unaware of these programs — 13

Total 100 100

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

Appendix D: Work-Life Programs & Demographic Results
35

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

Item

% 

Satisfaction

% 

All Responses

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 16 4

Satisfied 21 6

Neither Satisfied or Dissatisfied 61 17

Dissatisfied 1 <1

Very Dissatisfied 1 <1

Item Response Total 100 27

I choose not to participate in these programs — 45

These programs are not available to me — 8

I am unaware of these programs — 20

Total 100 100

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

My Employment Demographics

Item

2019

Percentages

Where do you work?

Headquarters 99

Field 1

 What is your supervisory status?

Senior Leader 5

Manager 5

Supervisor 14

Team Leader 10

Non-Supervisor 66

What is your pay category/grade?

Federal Wage System 0

GS 1-6 0

GS 7-12 17

GS 13-15 77

Senior Executive Service <1

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

Other 1

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

Appendix D: Work-Life Programs & Demographic Results
36

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

Item

2019

Percentages

What is your US military service status?

No Prior Military Service 86

Currently in National Guard or Reserves <1

Retired 2

Separated or Discharged 11

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

Less than 1 year 1

1 to 3 years 8

4 to 5 years 8

6 to 10 years 19

11 to 14 years 16

15 to 20 years 18

More than 20 years 30

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

Less than 1 year 3

1 to 3 years 14

4 to 5 years 14

6 to 10 years 18

11 to 14 years 15

15 to 20 years 14

More than 20 years 22

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

No 74

Yes, to retire 5

Yes, to take another job within the Federal Government 14

Yes, to take another job outside the Federal Government 2

Yes, other 4

 I am planning to retire:

Within one year 3

Between one and three years 9

Between three and five years 10

Five or more years 77

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

Appendix D: Work-Life Programs & Demographic Results
37

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

My Personal Demographics

Item

2019

Percentages

Are you of Hispanic, Latino, or Spanish origin?

Yes 6

No 94

Are you:

White 47

Black or African American 38

All other races 15

What is your age group?

29 years and under 5

30-39 years old 18

40-49 years old 29

50-59 years old 33

60 years or older 16

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 11

Bachelor’s Degree 41

Advanced Degrees (Post Bachelor’s Degree) 47

Are you an individual with a disability? 

Yes 11

No 89

Are you:

Male 46

Female 54

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 1

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 D: Work-Life Programs & Demographic Results
38

Appendix E: 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

Securities and Exchange Commission

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

Export-Import Bank of the United States

Farm Credit Administration

Federal Election Commission

Federal Housing Finance Agency

Federal Labor Relations Authority

Federal Maritime Commission

Federal Mediation and Conciliation Service

Federal Retirement Thrift Investment Board

International Boundary and Water Commission

Merit Systems Protection Board

National Endowment for the Arts

National Endowment for the Humanities

National Gallery of Art

National Indian Gaming Commission

National Transportation Safety Board

Office of Management and Budget

Office of the U.S. Trade Representative

Overseas Private Investment Corporation

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Selective Service System

Surface Transportation Board

U.S. International Trade Commission

U.S. Office of Special Counsel

Very Small Agencies (< 100 employees)

AbilityOne Commission

African Development Foundation

American Battle Monuments Commission

Chemical Safety and Hazard Investigation Board

Commission on Civil Rights

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 E: 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