2023 Office of Personnel Management 

Federal Employee 

Viewpoint Survey Results

Empowering employees. Inspiring change.

Agency Management Report

Pension Benefit Guaranty Corporation 

opm.gov/FEVS #FEVS
opm.gov/FEVS ii

Table of Contents

About the 2023 OPM FEVS............................................................................................................................................ 1

Respondent Overview................................................................................................................................................... 3

Employee Engagement Index....................................................................................................................................... 4

Global Satisfaction Index .............................................................................................................................................. 5

Performance Confidence Index ................................................................................................................................... 6

Diversity, Equity, Inclusion, and Accessibility (DEIA) Index ....................................................................................... 7

Employee Experience Index ......................................................................................................................................... 9

Telework & Remote Work Item Results.....................................................................................................................11

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

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

Decision Aid: No Change.............................................................................................................................................19

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

Appendix B: Index Benchmarks.................................................................................................................................31

Appendix C: Performance Dimensions .....................................................................................................................40

Appendix D: Demographic Item Results ...................................................................................................................47

Appendix E: Participating Agencies by Employee Population Size Categories.....................................................51

Appendix F: Additional OPM FEVS Resources ..........................................................................................................52
opm.gov/FEVS 1

About the 2023 OPM FEVS

The 2023 OPM Federal Employee Viewpoint Survey (FEVS) Agency Management Report (AMR) was designed 

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

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

acting as an agency overview before drilling down into specific components of the agency for a more in-depth 

analysis. This report also highlights important agency successes, which should be acknowledged. We 

encourage you to share both successes and areas for improvement with employees.

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 84 core items (items 1-12, 15, 17-38, 42-90) that carried over from the 2022 FEVS.

Updates to the 2023 Survey and Reports

FEVS content has advanced since 2019 under a multi-year FEVS Modernization Initiative. Goals for the initiative 

focus on: (1) maintaining data of the highest possible quality (e.g., reliable, valid) for guiding agency policies, 

(2) a responsive survey with content based in current survey research and design reflecting leadership 

priorities, and (3) agile reporting to support ease of interpretation and action within agencies. A major priority 

throughout this initiative has been to transform the survey into an integrated agency diagnostic tool with 

clear links between survey content and agency performance. Overall, the goal is to support interpretation 

of results to help agencies get to action.

FEVS content includes both indices and dimensions. An index is a collection of items that statistically cluster 

together and can be combined into a single score for interpretation and/or analysis. Indices speak to an aspect 

of employee perspectives and experiences and are indicators of effectiveness. Established FEVS measures such 

as the Employee Engagement Index (EEI), Global Satisfaction Index (GSI), Performance Confidence Index 

(PCI), and Diversity, Equity, Inclusion, and Accessibility (DEIA) remain key indicators of employee experience 

over time and results by indices are displayed in FEVS reports. The Employee Experience Index (EXI) is new 

About the 2023 OPM FEVS
opm.gov/FEVS 2

About the 2023 OPM FEVS (continued)

and measures the extent to which employees are engaged by their work and their organization. While the 

established EEI is a measure of the conditions for engagement (e.g., whether a workplace has the right 

environment to foster engaged employees) the new EXI assesses whether employees actually experience a 

state of engagement. It gives agencies another tool for assessing whether actions to improve engagement 

have had the intended effect.

Responding to government priorities and changing conditions, the FEVS Modernization Initiative supported 

the development of new performance related content, changes that facilitated the application of a 

diagnostic framework to the FEVS. This performance framework organizes survey content into meaningful 

collections of items, or dimensions, logically related to performance related approaches to management 

(e.g., employee-focused, goal-oriented). Dimensions are simply common characteristics of organizations 

defined by the way employees experience organizational policies and management practices. They support 

interpretation of results by combining employee perspectives on topics linked with work unit and organizational 

performance. The FEVS contains multiple dimensions, providing agencies with additional ways of assessing 

their workforces. The FEVS dimensions and descriptions can be found in Appendix C of this report.

About the 2023 OPM FEVS
opm.gov/FEVS 3

Respondent Overview

The Unique Characteristics of Pension Benefit 

Guaranty Corporation Respondents

The figures below show a comparison between your survey 

respondents and your agency’s total workforce on selected 

demographics. Except for military service and minority status, 

your agency’s most frequently selected response choice for each 

demographic item is displayed.

Survey 

Respondents

Total 

Workforce

Military Service

Survey Respondents 

12 %

Total Workforce 

9 %

Women

Survey Respondents 

55 %

Total Workforce 

57 %

Federal Tenure of 

11+ Years

Survey Respondents

62 %

Total Workforce

69 %

Advanced Degrees

(Post Bachelor’s Degree)

Survey Respondents

49 %

Total Workforce

36 %

Pay Grades 13 to 15

Survey Respondents

78 %

Total Workforce

74 %

Minorities

Survey Respondents

59 %

Total Workforce

60 %

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

than 4 responses.

PBGC Response Rate

77% (702 out of 914 

employees responded)

Field Period: May 8, 2023–July 7, 2023 

Overall 2022 Response Rate: 70%

Component Response Rates

 91% Office of Information Technology

 83% Office of Policy & External Affairs

 80% Office of General Counsel

 80% Office of Negotiations 

& Restructuring

 79% Office of the Inspector General

 79% Office of Benefits Administration

 75% Office of Management 

& Administration

 52% Office of the Chief Financial Officer

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

Respondent Overview
opm.gov/FEVS 4

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. 57, 58, 59, 61, and 62)

Supervisors 

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

support. (Q. 48, 50, 51, 52, and 54)

 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 2023 EEI Subindices

2020 2021 2022 2023

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Governmentwide 72 71 71 72 61 80 74

Pension Benefit Guaranty Corporation 84 84 86 87 80 93 89

Office of the Inspector General 89 99 98 99 100 100 97

Office of Negotiations & Restructuring 92 92 94 93 90 97 93

Office of Policy & External Affairs 87 84 89 90 89 93 89

Office of General Counsel 87 88 83 88 80 94 88

Office of the Chief Financial Officer 77 79 84 87 79 93 89

Office of Management & Administration 79 78 84 86 80 92 86

Office of Information Technology 85 84 85 85 78 89 88

Office of Benefits Administration 83 84 86 85 75 91 88

Employee Engagement Index
opm.gov/FEVS 5

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. 70)

Pay Satisfaction 

Considering everything, how satisfied are you with your pay? (Q. 71)

Organizational Satisfaction 

Considering everything, how satisfied are you with your organization? (Q. 72)

Recommend Organization 

I recommend my organization as a good place to work. (Q. 46)

Global Satisfaction Index Component Scores and Trends

Agency

GS Index Trends 2023 GS Index Items

2020 2021 2022 2023

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Governmentwide 69 64 62 64 68 57 62 67

Pension Benefit Guaranty Corporation 82 82 83 84 88 73 87 90

Office of the Inspector General 87 96 93 100 100 100 100 100

Office of Negotiations & Restructuring 91 90 91 91 98 73 95 97

Office of Policy & External Affairs 79 81 85 86 89 74 93 90

Office of the Chief Financial Officer 80 78 83 86 90 70 93 91

Office of Management & Administration 76 80 76 85 86 80 86 87

Office of Information Technology 86 82 85 83 84 77 84 86

Office of Benefits Administration 82 83 84 82 85 75 80 88

Office of General Counsel 80 78 76 80 87 57 87 89

Global Satisfaction Index
opm.gov/FEVS 6

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. 20)

Contributed Positively to Agency Performance 

Employees in my work unit contribute positively to my agency’s performance. (Q. 21)

Produced High Quality Work 

Employees in my work unit produce high-quality work. (Q. 22)

Adapted to Changing Priorities 

Employees in my work unit adapt to changing priorities. (Q. 23)

Performance Confidence Index Component Scores and Trends

Agency

PC Index Trends 2023 PC Index Items

2020 2021 2022 2023

Met 

Needs

Contributed 

Positively

Quality 

Work

Adapted 

to Change

Governmentwide 87 84 84 84 87 85 83 80

Pension Benefit Guaranty Corporation 97 94 95 96 98 97 96 95

Office of Negotiations & Restructuring 98 98 98 99 99 100 100 98

Office of Policy & External Affairs 98 93 98 99 100 100 100 96

Office of the Inspector General 100 98 98 99 100 100 100 95

Office of the Chief Financial Officer 95 92 93 99 100 98 98 98

Office of General Counsel 100 99 96 97 97 96 97 96

Office of Management & Administration 98 89 96 96 97 96 94 98

Office of Benefits Administration 96 92 94 95 97 96 94 91

Office of Information Technology 96 92 94 94 95 94 93 92

Performance Confidence Index
opm.gov/FEVS 7

Diversity, Equity, Inclusion, and Accessibility 

(DEIA) Index

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. 73 and 74) 

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. 75, 76, and 77)

Inclusion 

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

(Q. 78, 79, 80, 81, and 82)

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. 83, 84, and 85)

DEIA Index Component Scores and Trends

Agency

DEIA Index 

Trends 2023 DEIA Subindices

2022 2023 Diversity Equity Inclusion Accessibility

Governmentwide 69 71 71 67 76 69

Pension Benefit Guaranty Corporation 86 86 85 86 88 83

Office of the Inspector General 97 99 100 98 99 100

Office of Negotiations & Restructuring 92 95 96 92 95 98

Office of Management & Administration 88 86 88 87 86 84

Office of the Chief Financial Officer 84 85 80 87 91 83

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

DEIA Index (continued)

Agency

DEIA Index 

Trends 2023 DEIA Subindices

2022 2023 Diversity Equity Inclusion Accessibility

Pension Benefit Guaranty Corporation 86 86 85 86 88 83

Office of Policy & External Affairs 87 85 81 86 89 83

Office of General Counsel 84 84 83 85 89 77

Office of Benefits Administration 83 82 82 81 85 82

Office of Information Technology 85 82 84 84 83 78

Diversity, Equity, Inclusion, and Accessibility Index
opm.gov/FEVS 9

Employee Experience Index

The Employee Experience Index (EXI) is an outcome measure of employee engagement initially included on 

the 2022 FEVS.1 It measures the extent to which employees are engaged by their work and their organization. 

The existing engagement measure on the FEVS, the Employee Engagement Index (EEI), is a measure of 

the conditions for engagement, e.g., whether a workplace has the right environment to foster engaged 

employees. The new measure assesses whether employees actually experience the state of engagement 

and gives agencies another tool for assessing whether actions to improve engagement have had the 

intended effect.

The EXI is comprised of five items that measure work engagement (2 items), organizational engagement 

(2 items), and public service motivation (1 item). Work engagement measures the relationship between 

an employee and their specific job, while organizational engagement measures the relationship between 

an employee and their workplace.2 Public service motivation was also found to be a key component of 

engagement for public sector employees. The index was developed in conjunction with the Organization for 

Economic Co-operation and Development (OECD) through their Civil Service Surveys Group. Results enable 

agencies to benchmark against other government scores, released every two years through the OECD 

Government at a Glance publication.

Work Engagement 

 My job inspires me. (Q. 86) 

The work I do gives me a sense of accomplishment. (Q. 87)

Organizational Engagement 

 I feel a strong personal attachment to my organization. (Q. 88)

I identify with the mission of my organization. (Q. 89)

Public Service Motivation 

It is important to me that my work contribute to the common good. (Q. 90)

1 Included on the survey under a section heading of Employee Experience in 2022 these were items 85-89. In 2023 the survey section had the same 

heading and these were items 86-90.

2 Government at a Glance 2023 https://doi.org/10.1787/3d5c5d31-en.

Employee Experience Index
opm.gov/FEVS 10

Employee Experience Index (continued)

Employee Experience Index Component Scores

Agency

EXI 

Index 2023 EXI Index Items

2023 Q. 86 Q. 87 Q. 88 Q. 89 Q. 90

Governmentwide 73 62 75 61 78 92

Pension Benefit Guaranty Corporation 85 77 85 77 91 95

Office of the Inspector General 95 95 95 90 95 100

Office of Negotiations & Restructuring 92 83 95 88 99 96

Office of the Chief Financial Officer 88 85 84 84 93 94

Office of Benefits Administration 85 77 86 75 94 94

Office of Policy & External Affairs 84 70 83 79 93 97

Office of General Counsel 83 74 84 71 88 97

Office of Information Technology 82 73 78 74 89 96

Office of Management & Administration 81 74 80 75 83 94

Employee Experience Index
opm.gov/FEVS 11

Telework & Remote Work Item Results

OPM distinguishes between telework and remote work with telework defined as “a work flexibility arrangement 

under which an employee performs the duties and responsibilities of such employee’s position...from an 

approved worksite other than the location from which the employee would otherwise work” codified at 5 

U.S.C. 6501(3). Remote work is defined in OPM guidance as “an arrangement in which an employee, under 

a written remote work agreement, is scheduled to perform their work at an alternative worksite and is not 

expected to perform work at an agency worksite on a regular and recurring basis.”

Telework Status

Item 2022 2023

Please select the response that BEST describes your current teleworking schedule. (Q. 91)

I telework every work day (i.e., remote work agreement) NA 16%

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

agency worksite) 53% NA

I telework 3 or 4 days per week NA 68%

I telework 3 or more days per week 39% NA

I telework 1 or 2 days per week 5% 15%

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

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

I do not telework because I have to be physically present on the job (e.g., law enforcement 

officers, TSA agent, border patrol agent, security personnel) 0% 0%

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% 0%

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

Note: In 2023, the response options for Q91 (Telework) were slightly different than in previous years. To facilitate trending, all possible response 

options are shown and an “NA” is shown when the response option is not relevant for that given year.

Telework & Remote Work Item Results
opm.gov/FEVS 12

Telework & Remote Work Item Results (continued)

Remote Work Status

Item 2022 2023

Only those who responded “I telework every work day,” to Question 91 received Question 91a.

What is your current remote work status? (Q. 91a)

I do not have an approved remote work agreement NA 4%

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

(more than 50 miles away) 11% 59%

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

(less than 50 miles away) 89% 37%

I do not know NA 1%

Note: In 2023, the response options for Q91a (Remote Work) were slightly different than in previous years. To facilitate trending, all possible response 

options are shown and an “NA” is shown when the response option is not relevant for that given year.

Telework & Remote Work Item Results
opm.gov/FEVS 13

Decision Aid: Increases

Identifying Increases Since 2022

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.

56 Items Increased Since 2022

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 2023

Top Pos/Neg

These items 

are in your 

top positive 

or top negative

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Increase 

Since 

2022

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

better place to work. (Q. 47) 69 77This item is 65 percent positive or higher. 14 This item is in your top negative.

9 +8

My supervisor provides opportunities fairly to all employees in my 

work unit (e.g., promotions, work assignments). (Q. 76) 83 89This item is 65 percent positive or higher. 7 4 +6

Employees in my work unit approach change as an opportunity. (Q. 31) 74 79This item is 65 percent positive or higher. 16 5 +5

New hires in my work unit (i.e. hired in the past year) have the right 

skills to do their jobs. (Q. 24) 77 82This item is 65 percent positive or higher. 14 4 +5

Employees in my work unit consistently look for new ways to improve 

how they do their work. (Q. 29) 78 83This item is 65 percent positive or higher. 12 5 +5

In my work unit, people’s differences are respected. (Q. 81) 85 90This item is 65 percent positive or higher. 7 4 +5

Management involves employees in decisions that affect their work. (Q. 66) 65 69This item is 65 percent positive or higher. 19 12This item is in your top negative. +4

In my organization, arbitrary action, personal favoritism and/or 

political coercion are not tolerated. (Q. 45) 68 72This item is 65 percent positive or higher. 18 10This item is in your top negative. +4

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
opm.gov/FEVS 14

Decision Aid: Increases (continued)

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Increase 

Since 

2022

My supervisor demonstrates a commitment to workforce diversity 

(e.g., recruitment, promotion opportunities, development). (Q. 74) 84 88This item is 65 percent positive or higher. 9 3 +4

I have trust and confidence in my supervisor. (Q. 52) 88 92This item is 65 percent positive or higher. 5 3 +4

My job inspires me. (Q. 86) 74 77This item is 65 percent positive or higher. 15 This item is in your top negative.

8 +3

I feel a strong personal attachment to my organization. (Q. 88) 74 77This item is 65 percent positive or higher. 16 7 +3

Considering everything, how satisfied are you with your pay? (Q. 71) 70 73This item is 65 percent positive or higher. 15 12This item is in your top negative. +3

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

meaningful way. (Q. 17) 60 63 23 14This item is in your top negative. +3

I know what my work unit’s goals are. (Q. 26) 93 96This item is 65 percent positive or higher.

This item is in your top positive.

3 1 +3

My organization has prepared me for potential physical security 

threats. (Q. 43) 79 82This item is 65 percent positive or higher. 12 5 +3

My workload is reasonable. (Q. 5) 83 86This item is 65 percent positive or higher. 8 6 +3

My supervisor provides me with constructive suggestions to improve 

my job performance. (Q. 55) 86 89This item is 65 percent positive or higher. 7 4 +3

Employees in my work unit incorporate new ideas into their work. (Q. 30) 81 84This item is 65 percent positive or higher. 12 4 +3

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

directly above your immediate supervisor? (Q. 61) 85 88This item is 65 percent positive or higher. 8 4 +3

Employees in my work unit adapt to changing priorities. (Q. 23) 92 95This item is 65 percent positive or higher. 5 1 +3

My talents are used well in the workplace. (Q. 6) 80 82This item is 65 percent positive or higher. 10 This item is in your top negative.

8 +2

In my work unit, excellent work is similarly recognized for all employees 

(e.g., awards, acknowledgements). (Q. 77) 83 85This item is 65 percent positive or higher. 7 7 +2

Managers communicate the goals of the organization. (Q. 59) 85 87This item is 65 percent positive or higher. 9 4 +2

Employees in my work unit consider customer needs a top 

priority. (Q. 32) 91 93This item is 65 percent positive or higher. 6 1 +2

My work unit commits resources to develop new ideas (e.g., budget, 

staff, time, expert support). (Q. 27) 77 79This item is 65 percent positive or higher. 14 7 +2

The people I work with cooperate to get the job done. (Q. 15) 92 94This item is 65 percent positive or higher. 4 2 +2

Decision Aid: Increases
opm.gov/FEVS 15

Decision Aid: Increases (continued)

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Increase 

Since 

2022

Employees in my work unit consistently look for ways to improve 

customer service. (Q. 33) 84 86This item is 65 percent positive or higher. 12 2 +2

Employees are recognized for providing high quality products and 

services. (Q. 35) 80 82This item is 65 percent positive or higher. 12 6 +2

Employees in my work unit share job knowledge. (Q. 18) 89 91This item is 65 percent positive or higher. 5 4 +2

Managers promote communication among different work units 

(for example, about projects, goals, needed resources). (Q. 60) 81 83This item is 65 percent positive or higher. 11 7 +2

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

accomplish organizational goals. (Q. 19) 92 94This item is 65 percent positive or higher. 4 2 +2

I can influence decisions in my work unit. (Q. 25) 78 80This item is 65 percent positive or higher. 14 6 +2

How satisfied are you with the recognition you receive for doing a 

good job? (Q. 69) 79 81This item is 65 percent positive or higher. 11 8 +2

My supervisor provides me with performance feedback throughout 

the year. (Q. 56) 91 93This item is 65 percent positive or higher. 5 2 +2

I can be successful in my organization being myself. (Q. 82) 86 88This item is 65 percent positive or higher. 7 5 +2

My supervisor listens to what I have to say. (Q. 50) 92 94This item is 65 percent positive or higher. 4 2 +2

I recommend my organization as a good place to work. (Q. 46) 88 90This item is 65 percent positive or higher. 7 3 +2

My supervisor treats me with respect. (Q. 51) 93 95This item is 65 percent positive or higher. 3 2 +2

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

supervisor? (Q. 54) 91 92This item is 65 percent positive or higher. 6 2 +1

I have a high level of respect for my organization’s senior leaders. (Q. 62) 77 78This item is 65 percent positive or higher. 15 7 +1

Employees in my work unit support my need to balance my work and 

personal responsibilities. (Q. 34) 90 91This item is 65 percent positive or higher. 7 2 +1

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

things. (Q. 2) 83 84This item is 65 percent positive or higher. 9 7 +1

I identify with the mission of my organization. (Q. 89) 90 91This item is 65 percent positive or higher. 7 2 +1

How satisfied are you with your involvement in decisions that affect 

your work? (Q. 67) 77 78This item is 65 percent positive or higher. 13 This item is in your top negative.

9 +1

Decision Aid: Increases
opm.gov/FEVS 16

Decision Aid: Increases (continued)

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Increase 

Since 

2022

Employees in my work unit produce high-quality work. (Q. 22) 95 96This item is 65 percent positive or higher.

This item is in your top positive.

3 0 +1

I have a clear idea of how well I am doing my job. (Q. 12) 92 93This item is 65 percent positive or higher. 5 2 +1

My organization’s management practices promote diversity 

(e.g., outreach, recruitment, promotion opportunities). (Q. 73) 81 82This item is 65 percent positive or higher. 12 6 +1

I know what is expected of me on the job. (Q. 4) 94 95This item is 65 percent positive or higher. 4 1 +1

Employees in my work unit meet the needs of our customers. (Q. 20) 97 98This item is 65 percent positive or higher.

This item is in your top positive.

2 0 +1

Considering everything, how satisfied are you with your job? (Q. 70) 87 88This item is 65 percent positive or higher. 8 4 +1

It is important to me that my work contribute to the common good. (Q. 90) 94 95This item is 65 percent positive or higher.

This item is in your top positive.

4 1 +1

Employees in my work unit care about me as a person. (Q. 79) 87 88This item is 65 percent positive or higher. 10 3 +1

In my organization, senior leaders generate high levels of motivation 

and commitment in the workforce. (Q. 57) 70 71This item is 65 percent positive or higher. 19 11This item is in your top negative. +1

I have similar access to advancement opportunities (e.g., promotion, 

career development, training) as others in my work unit. (Q. 75) 82 83This item is 65 percent positive or higher. 10 This item is in your top negative.

8 +1

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

without fear of reprisal. (Q. 8) 81 82This item is 65 percent positive or higher. 12 7 +1

Decision Aid: Increases
opm.gov/FEVS 17

Decision Aid: Decreases

Identifying Decreases Since 2022

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.

16 Items Decreased Since 2022

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 

2023

Top Pos/Neg

These items 

are in your 

top positive 

or top negative

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Decrease 

Since 

2022

I can easily make a request of my organization to meet my accessibility 

needs. (Q. 83) 93 85This item is 65 percent positive or higher. 10 5 -8

My organization meets my accessibility needs. (Q. 85) 89 83This item is 65 percent positive or higher. 12 4 -6

My organization responds to my accessibility needs in a timely 

manner. (Q. 84) 87 81This item is 65 percent positive or higher. 13 6 -6

Employees are protected from health and safety hazards on the 

job. (Q. 36) 93 90This item is 65 percent positive or higher. 7 3 -3

My organization effectively adapts to changing government 

priorities. (Q. 42) 88 86This item is 65 percent positive or higher. 11 3 -2

The work I do gives me a sense of accomplishment. (Q. 87) 87 85This item is 65 percent positive or higher. 10 6 -2

My organization has prepared me for potential cybersecurity 

threats. (Q. 44) 93 92This item is 65 percent positive or higher. 6 2 -1

Employees in my work unit make me feel I belong. (Q. 78) 90 89This item is 65 percent positive or higher. 8 3 -1

I receive the training I need to do my job well. (Q. 10) 88 87This item is 65 percent positive or higher. 9 4 -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
opm.gov/FEVS 18

Decision Aid: Decreases (continued)

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Decrease 

Since 

2022

I am comfortable expressing opinions that are different from other 

employees in my work unit. (Q. 80) 88 87This item is 65 percent positive or higher. 8 5 -1

My work unit successfully manages disruptions to our work. (Q. 28) 87 86This item is 65 percent positive or higher. 11 3 -1

My organization is successful at accomplishing its mission. (Q. 37) 96 95This item is 65 percent positive or higher.

This item is in your top positive.

4 1 -1

Supervisors in my work unit support employee development. (Q. 48) 92 91This item is 65 percent positive or higher. 6 3 -1

Management makes effective changes to address challenges facing 

our organization. (Q. 65) 79 78This item is 65 percent positive or higher. 15 7 -1

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

This item is in your top positive.

3 1 -1

My work gives me a feeling of personal accomplishment. (Q. 3) 87 86This item is 65 percent positive or higher. 9 5 -1

Decision Aid: Decreases
opm.gov/FEVS 19

Decision Aid: No Change

Identifying Items That Have Not Changed Since 2022

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.

12 Items Did Not Change Since 2022

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

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Change 

Since 

2022

I am given a real opportunity to improve my skills in my organization. (Q. 1) 87 87This item is 65 percent positive or higher. 8 5 0

I have enough information to do my job well. (Q. 9) 91 91This item is 65 percent positive or higher. 6 3 0

I am held accountable for the quality of work I produce. (Q. 11) 97 97This item is 65 percent positive or higher.

This item is in your top positive.

3 1 0

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

performance. (Q. 21) 97 97This item is 65 percent positive or higher.

This item is in your top positive.

3 0 0

I have a good understanding of my organization’s priorities. (Q. 38) 93 93This item is 65 percent positive or higher. 5 2 0

My supervisor supports my need to balance work and other life 

issues. (Q. 49) 96 96This item is 65 percent positive or higher.

This item is in your top positive.

2 1 0

My supervisor holds me accountable for achieving results. (Q. 53) 98 98This item is 65 percent positive or higher.

This item is in your top positive.

2 0 0

My organization’s senior leaders maintain high standards of honesty 

and integrity. (Q. 58) 78 78This item is 65 percent positive or higher. 17 5 0

Senior leaders demonstrate support for Work-Life programs. (Q. 63) 85 85This item is 65 percent positive or higher. 11 4 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
opm.gov/FEVS 20

Decision Aid: No Change (continued)

Item

2022

Positive

2023 

Positive

2023 

Neutral

2023 

Negative

Change 

Since 

2022

Management encourages innovation. (Q. 64) 76 76This item is 65 percent positive or higher. 17 7 0

How satisfied are you with the information you receive from 

management on what’s going on in your organization? (Q. 68) 78 78This item is 65 percent positive or higher. 15 7 0

Considering everything, how satisfied are you with your organization? 

(Q. 72) 87 87This item is 65 percent positive or higher. 10 4 0

Decision Aid: No Change
opm.gov/FEVS 21

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

2023 

G’wide

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

in my organization.

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

70%

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

ways of doing things.

Low 49%; Your Agency 84%; High 84%.

65%

 3. My work gives me a feeling of personal 

accomplishment.

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

73%

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

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

82%

 ‡5. My workload is reasonable.

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

62%

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

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

64%

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

Low 80%; Your Agency 96%; High 96%.

85%

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

or regulation without fear of reprisal.

Low 59%; Your Agency 82%; High 85%.

70%

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

Low 67%; Your Agency 91%; High 91%.

73%

0 Low High 100

PBGC

87%

84%

86%

95%

86%

82%

96%

82%

91%

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

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

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2023 

G’wide

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

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

66%

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

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

86%

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

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

76%

 13. I have the autonomy to decide how I do my job.

Low 55%; Your Agency 83%; High 83%.

72%

 14. I can make decisions about my work without getting 

permission first.

Low 53%; Your Agency 74%; High 77%.

64%

0 Low High 100

PBGC

87%

97%

93%

83%

74%

My Work Unit

Item Item Benchmarks

2023 

G’wide

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

Low 74%; Your Agency 94%; High 95%.

82%

 16. See Performance Section.

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

recognized in a meaningful way.

Low 34%; Your Agency 63%; High 63%.

45%

 18. Employees in my work unit share job knowledge.

Low 75%; Your Agency 91%; High 93%.

81%

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

necessary to accomplish organizational goals.

Low 72%; Your Agency 94%; High 94%.

80%

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

customers.

Low 78%; Your Agency 98%; High 98%.

87%

 21. Employees in my work unit contribute positively to my 

agency’s performance.

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

85%

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

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

83%

0 Low High 100

PBGC

94%

63%

91%

94%

98%

97%

96%

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

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

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2023 

G’wide

 23. Employees in my work unit adapt to changing 

priorities.

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

80%

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

have the right skills to do their jobs.

Low 46%; Your Agency 82%; High 88%.

60%

 25. I can influence decisions in my work unit.

Low 52%; Your Agency 80%; High 86%.

69%

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

Low 79%; Your Agency 96%; High 96%.

84%

 27. My work unit commits resources to develop new ideas 

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

Low 40%; Your Agency 79%; High 81%.

56%

 28. My work unit successfully manages disruptions to our 

work.

Low 60%; Your Agency 86%; High 91%.

69%

 29. Employees in my work unit consistently look for new 

ways to improve how they do their work.

Low 54%; Your Agency 83%; High 87%.

66%

 30. Employees in my work unit incorporate new ideas into 

their work.

Low 53%; Your Agency 84%; High 90%.

67%

 31. Employees in my work unit approach change as an 

opportunity.

Low 47%; Your Agency 79%; High 82%.

57%

 32. Employees in my work unit consider customer needs a 

top priority.

Low 63%; Your Agency 93%; High 93%.

77%

 33. Employees in my work unit consistently look for ways 

to improve customer service.

Low 55%; Your Agency 86%; High 86%.

66%

 34. Employees in my work unit support my need to 

balance my work and personal responsibilities.

Low 60%; Your Agency 91%; High 91%.

73%

0 Low High 100

PBGC

95%

82%

80%

96%

79%

86%

83%

84%

79%

93%

86%

91%

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

Appendix A: Item Results and Benchmarks (continued)

Performance

Item

2023

Agency

2023 

G’wide

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

Remain in the work unit and improve their performance over time 17% 18%

Remain in the work unit and continue to underperform 20% 41%

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

Leave the work unit — quit 5% 6%

There are no poor performers in my work unit 34% 19%

Do not know 24% 20%

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

My Organization

Item Item Benchmarks

2023 

G’wide

 35. Employees are recognized for providing high quality 

products and services.

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

61%

 36. Employees are protected from health and safety 

hazards on the job.

Low 66%; Your Agency 90%; High 93%.

78%

 37. My organization is successful at accomplishing its mission.

Low 65%; Your Agency 95%; High 95%.

79%

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

priorities.

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

78%

 39. My organization shares results (for example, town 

halls, email, distribution of reports) from the Federal 

Employee Viewpoint Survey (FEVS).

Low 57%; Your Agency 89%; High 95%.

70%

 40. Information is openly shared in my organization.

Low 42%; Your Agency 78%; High 82%.

56%

 41. The approval process in my organization allows timely 

delivery of my work.

Low 35%; Your Agency 83%; High 83%.

55%

 42. My organization effectively adapts to changing 

government priorities.

Low 55%; Your Agency 86%; High 86%.

66%

0 Low High 100

PBGC

82%

90%

95%

93%

89%

78%

83%

86%

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

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2023 

G’wide

 43. My organization has prepared me for potential 

physical security threats.

Low 64%; Your Agency 82%; High 83%.

76%

 44. My organization has prepared me for potential 

cybersecurity threats.

Low 73%; Your Agency 92%; High 96%.

83%

 45. In my organization, arbitrary action, personal 

favoritism and/or political coercion are not tolerated.

Low 40%; Your Agency 72%; High 73%.

54%

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

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

67%

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

make my agency a better place to work.

Low 36%; Your Agency 77%; High 77%.

48%

0 Low High 100

PBGC

82%

92%

72%

90%

77%

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

My Supervisor

Item Item Benchmarks

2023 

G’wide

 48. Supervisors in my work unit support employee 

development.

Low 68%; Your Agency 91%; High 92%.

78%

 49. My supervisor supports my need to balance work and 

other life issues.

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

84%

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

Low 77%; Your Agency 94%; High 94%.

82%

 51. My supervisor treats me with respect.

Low 82%; Your Agency 95%; High 95%.

86%

 52. I have trust and confidence in my supervisor.

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

77%

 53. My supervisor holds me accountable for achieving 

results.

Low 82%; Your Agency 98%; High 98%.

87%

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

your immediate supervisor?

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

78%

0 Low High 100

PBGC

91%

96%

94%

95%

92%

98%

92%

Appendix A: Item Results and Benchmarks
opm.gov/FEVS 26

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2023 

G’wide

 55. My supervisor provides me with constructive 

suggestions to improve my job performance.

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

72%

 56. My supervisor provides me with performance 

feedback throughout the year.

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

76%

0 Low High 100

PBGC

89%

93%

Leadership

Item Item Benchmarks

2023 

G’wide

 57. In my organization, senior leaders generate high levels 

of motivation and commitment in the workforce.

Low 40%; Your Agency 71%; High 72%.

50%

 58. My organization's senior leaders maintain high 

standards of honesty and integrity.

Low 50%; Your Agency 78%; High 82%.

62%

 ‡59. Managers communicate the goals of the organization.

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

66%

 60. Managers promote communication among different 

work units (for example, about projects, goals, 

needed resources).

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

60%

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

the manager directly above your immediate supervisor?

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

66%

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

senior leaders.

Low 53%; Your Agency 78%; High 80%.

63%

 63. Senior leaders demonstrate support for Work-Life 

programs.

Low 50%; Your Agency 85%; High 85%.

61%

 64. Management encourages innovation.

Low 47%; Your Agency 76%; High 79%.

58%

0 Low High 100

PBGC

71%

78%

87%

83%

88%

78%

85%

76%

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

Appendix A: Item Results and Benchmarks
opm.gov/FEVS 27

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2023 

G’wide

 65. Management makes effective changes to address 

challenges facing our organization.

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

54%

 66. Management involves employees in decisions that 

affect their work.

Low 37%; Your Agency 69%; High 69%.

46%

0 Low High 100

PBGC

78%

69%

My Satisfaction

Item Item Benchmarks

2023 

G’wide

 ‡67. How satisfied are you with your involvement in 

decisions that affect your work?

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

53%

 ‡68. How satisfied are you with the information you 

receive from management on what’s going on in your 

organization?

Low 45%; Your Agency 78%; High 78%.

55%

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

for doing a good job?

Low 47%; Your Agency 81%; High 81%.

56%

 ‡70. Considering everything, how satisfied are you with 

your job?

Low 56%; Your Agency 88%; High 88%.

68%

 71. Considering everything, how satisfied are you with 

your pay?

Low 47%; Your Agency 73%; High 73%.

57%

 ‡72. Considering everything, how satisfied are you with 

your organization?

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

62%

0 Low High 100

PBGC

78%

78%

81%

88%

73%

87%

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

Appendix A: Item Results and Benchmarks
opm.gov/FEVS 28

Appendix A: Item Results and Benchmarks (continued)

Diversity, Equity, Inclusion, and Accessibility

Item Item Benchmarks

2023 

G’wide

 73. My organization’s management practices promote 

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

opportunities).

Low 64%; Your Agency 82%; High 83%.

69%

 74. My supervisor demonstrates a commitment to 

workforce diversity (e.g., recruitment, promotion 

opportunities, development).

Low 66%; Your Agency 88%; High 89%.

73%

 75. I have similar access to advancement opportunities 

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

others in my work unit.

Low 55%; Your Agency 83%; High 85%.

67%

 76. My supervisor provides opportunities fairly to all 

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

assignments).

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

71%

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

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

Low 53%; Your Agency 85%; High 85%.

62%

 78. Employees in my work make me feel I belong.

Low 73%; Your Agency 89%; High 92%.

78%

 79. Employees in my work unit care about me 

as a person.

Low 70%; Your Agency 88%; High 91%.

77%

 80. I am comfortable expressing opinions that are 

different from other employees in my work unit.

Low 68%; Your Agency 87%; High 89%.

75%

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

Low 70%; Your Agency 90%; High 93%.

76%

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

Low 67%; Your Agency 88%; High 89%.

75%

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

my accessibility needs.

Low 62%; Your Agency 85%; High 87%.

72%

0 Low High 100

PBGC

82%

88%

83%

89%

85%

89%

88%

87%

90%

88%

85%

Appendix A: Item Results and Benchmarks
opm.gov/FEVS 29

Appendix A: Item Results and Benchmarks (continued)

Item Item Benchmarks

2023 

G’wide

 84. My organization responds to my accessibility needs in 

a timely manner.

Low 57%; Your Agency 81%; High 83%.

66%

 85. My organization meets my accessibility needs.

Low 61%; Your Agency 83%; High 87%.

70%

0 Low High 100

PBGC

81%

83%

Employee Experience

Item Item Benchmarks

2023 

G’wide

 86. My job inspires me.

Low 51%; Your Agency 77%; High 78%.

62%

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

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

75%

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

Low 50%; Your Agency 77%; High 78%.

61%

 89. I identify with the mission of my organization.

Low 73%; Your Agency 91%; High 92%.

78%

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

common good.

Low 89%; Your Agency 95%; High 98%.

92%

0 Low High 100

PBGC

77%

85%

77%

91%

95%

Appendix A: Item Results and Benchmarks
opm.gov/FEVS 30

Appendix A: Item Results and Benchmarks (continued)

Workplace Flexibilities

Item

2023

Agency

2023 

G’wide

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

I telework every work day (i.e., remote work agreement) 16% 14%

I telework 3 or 4 days per week 68% 23%

I telework 1 or 2 days per week 15% 17%

I telework, but only about 1 or 2 days per month 1% 4%

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% 21%

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

prevent me from teleworking <1% 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 telework every work day,” to Question 91 received Question 91a.

 91a. What is your current remote work status?

I do not have an approved remote work agreement 4% 6%

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

(more than 50 miles away) 59% 27%

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

(less than 50 miles away) 37% 62%

I do not know 1% 4%

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

Appendix A: Item Results and Benchmarks
opm.gov/FEVS 31

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 87%

rank

2 85% GSA

rank

3 83% FERC

72% Governmentwide

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

allows you to compare your EEI results to those from similar sized agencies. Appendix E contains a list of 

agencies by size category for your reference.

Employee Engagement Index Benchmarks: Small Agencies

rank

1 89% NIGC

rank

2 88% OSC

rank

3 PBGC 87%

75% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 32

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 84%

rank

2 81% GSA

rank

3 77% FERC

64% Governmentwide

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

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

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

Global Satisfaction Index Benchmarks: Small Agencies

rank

1 91% NIGC

rank

2 88% NEH

rank

3 PBGC 84%

69% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 33

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 PBGC 96%

rank

1 96% FTC

rank

3 93% GSA, FERC

rank

5 92% OMB, NSF, DOE

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

Performance Confidence Index Benchmarks: Small Agencies

rank

1 100% OSC

rank

2 99% STB, NEA

rank

4 96% NEH

rank

4 PBGC 96%

rank

4 96% FLRA

90% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 34

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 Index Benchmarks: Governmentwide

rank

1 87% FTC

rank

2 PBGC 86%

rank

3 83% GSA, FERC

71% 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 E contains 

a list of agencies by size category for your reference.

DEIA Index Benchmarks: Small Agencies

rank

1 86% OSC

rank

1 PBGC 86%

rank

3 84% FCA, NEH

rank

5 81% NIGC, DNFSB

76% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 35

Appendix B: Index Benchmarks (continued)

Diversity Subindex

Diversity Subindex Benchmarks: Governmentwide

rank

1 PBGC 85%

rank

1 85% FTC

rank

3 83% GSA, NCUA, FERC, NSF

rank

7 80% OPM, EPA

71% 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 E 

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

Diversity Subindex Benchmarks: Small Agencies

rank

1 87% FCA

rank

2 PBGC 85%

rank

3 84% NIGC

76% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 36

Appendix B: Index Benchmarks (continued)

Equity Subindex

Equity Subindex Benchmarks: Governmentwide

rank

1 PBGC 86%

rank

2 85% FTC

rank

3 81% GSA

67% 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 E 

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

Equity Subindex Benchmarks: Small Agencies

rank

1 PBGC 86%

rank

2 82% OSC

rank

3 81% NEH

72% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 37

Appendix B: Index Benchmarks (continued)

Inclusion Subindex

Inclusion Subindex Benchmarks: Governmentwide

rank

1 91% FTC

rank

2 PBGC 88%

rank

3 86% OMB, FERC, GSA

76% 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 E 

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

Inclusion Subindex Benchmarks: Small Agencies

rank

1 PBGC 88%

rank

1 88% STB, OSC

rank

4 87% NEA, FLRA, FEC

rank

7 86% FCA, OMB

82% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 38

Appendix B: Index Benchmarks (continued)

Accessibility Subindex

Accessibility Subindex Benchmarks: Governmentwide

rank

1 85% FTC

rank

2 83% FERC

rank

2 PBGC 83%

rank

2 83% GSA

rank

5 81% RRB, NSF

69% 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 E contains a list of agencies by size category for your reference.

Accessibility Subindex Benchmarks: Small Agencies

rank

1 94% OSC

rank

2 85% FCA, NEH, FMC

rank

5 PBGC 83%

75% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 39

Appendix B: Index Benchmarks (continued)

Employee Experience Index

The Employee Experience 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).

Employee Experience Index Benchmarks: Governmentwide

rank

1 86% FTC

rank

2 PBGC 85%

rank

3 84% EEOC

73% Governmentwide

In addition to looking at your agency’s Employee Experience results from a governmentwide perspective, 

the figure below allows you to compare your Employee Experience Index results to those from similar sized 

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

Employee Experience Index Benchmarks: Small Agencies

rank

1 88% OSC

rank

2 87% NIGC, NEH

rank

4 86% PeaceCorps

rank

5 PBGC 85%

78% Small Agencies

Appendix B: Index Benchmarks
opm.gov/FEVS 40

Appendix C: Performance Dimensions

Employee-Focused Performance Dimension

Organizations are effective when policies and programs support the workforce. Hallmark dimensions 

assess whether workplace conditions include employee development, opportunities for employee voice in 

decision-making, and a focus on employee welfare and work-life needs. Characteristic dimensions assessed 

in the FEVS include:

Employee Development 

The organization supports the development of employee skills through training, new assignments, etc. to 

encourage and strengthen high performance. (Q.1, 10)

Employee Voice 

Employee input is sought to influence decisions, management practices and, in general, to feel heard in 

decision-making. (Q.25, 66, 67)

Employee Welfare 

The organization ensures the safety and security of its employees. (Q.36, 43, 44)

Work-Life Support 

The organization supports a healthy balance of job and life responsibilities. (Q.5, 34, 49, 63)

EMPLOYEE DEVELOPMENT 

87%

I am given a real 

opportunity to improve 

my skills in my 

organization. 

(Q. 1)

87%

I receive the training I 

need to do my job well. 

(Q. 10)

EMPLOYEE VOICE 

80%

I can influence decisions 

in my work unit. 

(Q. 25)

69%

Management involves 

employees in decisions 

that affect their work. 

(Q. 66)

78%

How satisfied are you 

with your involvement 

in decisions that affect 

your work? 

(Q. 67)

Appendix C: Performance Dimensions
opm.gov/FEVS 41

Appendix C: Performance Dimensions (continued)

EMPLOYEE WELFARE 

90%

Employees are protected 

from health and safety 

hazards on the job. 

(Q. 36)

82%

My organization has 

prepared me for potential 

physical security threats. 

(Q. 43)

92%

My organization has 

prepared me for potential 

cybersecurity threats. 

(Q. 44)

WORK-LIFE SUPPORT 

86%

My workload 

is reasonable. 

(Q. 5)

91%

Employees in my work 

unit support my need 

to balance my work and 

personal responsibilities. 

(Q. 34)

96%

My supervisor supports my 

need to balance work and 

other life issues. 

(Q. 49)

85%

Senior leaders 

demonstrate support for 

Work-Life programs. 

(Q. 63)

Agile Performance Dimension

Effective organizations sense and adapt rapidly to new information, requirements, or strategically relevant 

conditions. Agile workplaces are capable of pivoting to meet evolving priorities, respond effectively to 

disruptions, plus take advantage of emerging opportunities to perform. Agility has become particularly 

relevant to performance post-Covid and to the future of work. Characteristic dimensions are resilience, 

innovation, and employee autonomy.

Autonomy 

Employees are provided with the freedom to make decisions about how to accomplish their work. (Q.13, 14)

Innovation 

The organization supports the development and implementation of new ideas and approaches. (Q.27, 29, 30, 64)

Resilience 

Individuals, work units, and the entire organization responds effectively to challenges confronting them, as 

well as adapt and take advantage of opportunities. (Q.28, 31, 42, 65)

Appendix C: Performance Dimensions
opm.gov/FEVS 42

Appendix C: Performance Dimensions (continued)

AUTONOMY 

83%

I have the autonomy to 

decide how I do my job. 

(Q. 13)

74%

I can make decisions about 

my work without getting 

permission first. 

(Q. 14)

INNOVATION 

79%

My work unit commits 

resources to develop new 

ideas (e.g., budget, staff, 

time, expert support). 

(Q. 27)

83%

Employees in my work unit 

consistently look for new 

ways to improve how they 

do their work. 

(Q. 29)

84%

Employees in my work 

unit incorporate new ideas 

into their work. 

(Q. 30)

76%

Management encourages 

innovation. 

(Q. 64)

RESILIENCE 

86%

My work unit successfully 

manages disruptions to 

our work. 

(Q. 28)

79%

Employees in my work 

unit approach change 

as an opportunity. 

(Q. 31)

86%

My organization effectively 

adapts to changing 

government priorities. 

(Q. 42)

78%

Management makes 

effective changes to 

address challenges facing 

our organization. 

(Q. 65)

Goal-Oriented Performance Dimension

Organizations are effective when focused on well-defined objectives with practices and policies that 

emphasize productivity, goal fulfillment, and performance management. Key dimensions include 

accountability, clarity about goals, performance feedback, and recognition.

Accountability 

The organization emphasizes employee responsibility for their performance. (Q.11, 16, 53)

Appendix C: Performance Dimensions
opm.gov/FEVS 43

Appendix C: Performance Dimensions (continued)

Goal Clarity 

The organization clearly defines its goals and priorities, and communicates them to employees. (Q.26, 38)

Performance Feedback 

Employees participate in constructive discussions to guide and motivate goal achievement. (Q.12, 55, 56)

Recognition 

Employees are acknowledged for their performance and contributions to the organization’s mission. 

(Q.17, 35, 69)

ACCOUNTABILITY 

97%

I am held accountable 

for the quality of work 

I produce. 

(Q. 11)

In my work unit poor performers usually 

(select all that apply). (Q. 16)

 17% Remain in the work unit and improve their 

performance over time

 20% Remain in the work unit and continue to 

underperform

 8% Leave the work unit – removed or transferred

 5% Leave the work unit – quit

 34% There are no poor performers in my work unit

 24% Do not know

98%

My supervisor holds 

me accountable for 

achieving results. 

(Q. 53)

GOAL CLARITY 

96%

I know what my work 

unit’s goals are. 

(Q. 26)

93%

I have a good 

understanding of my 

organization’s priorities. 

(Q. 38)

Appendix C: Performance Dimensions
opm.gov/FEVS 44

Appendix C: Performance Dimensions (continued)

PERFORMANCE FEEDBACK 

93%

I have a clear idea of 

how well I am doing 

my job. 

(Q. 12)

89%

My supervisor provides 

me with constructive 

suggestions to improve 

my job performance. 

(Q. 55)

93%

My supervisor provides 

me with performance 

feedback throughout 

the year. 

(Q. 56) 

RECOGNITION 

63%

In my work unit, 

differences in performance 

are recognized in a 

meaningful way. 

(Q. 17)

82%

Employees are recognized 

for providing high quality 

products and services. 

(Q. 35)

81%

How satisfied are you 

with the recognition 

you receive for doing 

a good job? 

(Q. 69)

Foundations Performance Dimension

Effective organizations have strong core policies, competencies, capabilities, and dedicate resources to 

support performance. The FEVS provides further assessments of an agency’s potential to perform through 

key foundational dimensions including communication, cooperation, customer responsiveness, merit 

principles, and performance resources.

Communication 

Management conveys relevant information to its employees. (Q.40, 60, 68)

Cooperation 

Employees work together to achieve collective goals. (Q.15, 18)

Customer Responsiveness 

The work unit prioritizes understanding and responding to customer needs. (Q.32, 33)

Merit Principles 

The organization ensures that Federal personnel management practices support fairness and protect 

employees. (Q.8, 45)

Appendix C: Performance Dimensions
opm.gov/FEVS 45

Appendix C: Performance Dimensions (continued)

Performance Resources 

The organization supports employees with the necessary resources (i.e., information, staff, skills) required 

for successful job performance. (Q.9, 19, 24)

COMMUNICATION 

78%

Information is openly 

shared in my organization. 

(Q. 40)

83%

Managers promote 

communication among 

different work units (for 

example, about projects, 

goals, needed resources). 

(Q. 60)

78%

How satisfied are you 

with the information you 

receive from management 

on what’s going on in 

your organization? 

(Q. 68)

COOPERATION 

94%

The people I work with 

cooperate to get 

the job done. 

(Q. 15)

91%

Employees in my work unit 

share job knowledge. 

(Q. 18)

CUSTOMER RESPONSIVENESS 

93%

Employees in my work unit 

consider customer needs a 

top priority. 

(Q. 32) 

86%

Employees in my work 

unit consistently look for 

ways to improve customer 

service. 

(Q. 33)

Appendix C: Performance Dimensions
opm.gov/FEVS 46

Appendix C: Performance Dimensions (continued)

MERIT PRINCIPLES 

82%

I can disclose a suspected 

violation of any law, rule, 

or regulation without fear 

of reprisal. 

(Q. 8)

72%

In my organization, 

arbitrary action, personal 

favoritism and/or political 

coercion are not tolerated. 

(Q. 45)

PERFORMANCE RESOURCES 

91%

I have enough information 

to do my job well. 

(Q. 9)

94%

My work unit has the 

job-relevant knowledge 

and skills necessary 

to accomplish 

organizational goals. 

(Q. 19)

82%

New hires in my work unit 

(i.e. hired in the past year) 

have the right skills to 

do their jobs. 

(Q. 24)

Appendix C: Performance Dimensions
opm.gov/FEVS 47

Appendix D: Demographic Item Results

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

Employment Demographics

Item

2023

Percentages

Where do you work?

Headquarters 81

Field <1

Full-time telework (e.g., home office, telecenter) 19

What is your supervisory status?

Senior Leader 5

Manager 5

Supervisor 14

Team Leader 9

Non-Supervisor 67

What is your pay category/grade?

Federal Wage System <1

GS 1-6 2

GS 7-12 16

GS 13-15 78

Senior Executive Service <1

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

Other <1

What is your US military service status?

No Prior Military Service 88

Currently in National Guard or Reserves <1

Retired 3

Separated or Discharged 9

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

Appendix D: Demographic Item Results
opm.gov/FEVS 48

Appendix D: Demographic Item Results (continued)

Item

2023

Percentages

Are you:

The spouse of a current active duty service member of the U.S. Armed Forces 2

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 97

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 20

No 80

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

Less than 1 year 4

1 to 3 years 11

4 to 5 years 6

6 to 10 years 16

11 to 14 years 14

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 6

1 to 3 years 18

4 to 5 years 9

6 to 10 years 18

11 to 14 years 11

15 to 20 years 15

More than 20 years 23

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

No 82

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.

Appendix D: Demographic Item Results
opm.gov/FEVS 49

Appendix D: Demographic Item Results (continued)

Item

2023

Percentages

If the response to the previous question on your intent to leave was “No,” this item was skipped.

Has your work unit’s telework or remote work options influenced your intent to leave?

Yes 28

No 72

I am planning to retire in:

Less than 1 year 1

1 year 3

2 years 6

3 years 6

4 years 3

5 years 6

More than 5 years 76

Personal Demographics

Item

2023

Percentages

Are you of Hispanic, Latino, or Spanish origin?

Yes 6

No 94

Are you:

White 44

Black or African American 39

All other races 17

What is your age group?

29 years and under 5

30-39 years old 21

40-49 years old 23

50-59 years old 31

60 years or older 19

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: Demographic Item Results
opm.gov/FEVS 50

Appendix D: Demographic Item Results (continued)

Item

2023

Percentages

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 12

Bachelor’s Degree 37

Advanced Degrees (Post Bachelor’s Degree) 49

Are you an individual with a disability?

Yes 17

No 83

Are you:

Male 45

Female 55

Are you transgender?

Yes —

No —

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

Lesbian or gay 4

Straight, that is not lesbian or gay 92

Bisexual 2

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.

Appendix D: Demographic Item Results
opm.gov/FEVS 51

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

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

Peace Corps

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Selective Service System

Surface Transportation Board

U.S. International Development Finance Corporation

U.S. International Trade Commission

U.S. Office of Special Counsel

Very Small Agencies (< 100 employees)

AbilityOne Commission

Advisory Council on Historic Preservation

African Development Foundation

American Battle Monuments Commission

Commission on Civil Rights

Farm Credit System Insurance Corporation

Federal Permitting Improvement Steering Council

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

Privacy and Civil Liberties Oversight Board

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 E: Participating Agencies by Employee Population Size Categories
opm.gov/FEVS 52

Appendix F: 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 2023.

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 2023.

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 and 

first 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 2023 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 F: Additional OPM FEVS Resources
United States Office of Personnel Management

Office of Strategy and Innovation

1900 E Street, NW 

Washington, DC 20415

opm.gov/FEVS