U.S. DEPARTMENT OF EDUCATION

FEDERAL EMPLOYEE VIEWPOINT SURVEY RESULTS - 2023

THURSDAY, DECEMBER 21, 2023

OFFICE OF HUMAN RESOURCES

OFFICE OF FINANCE AND OPERATIONS
FEDERAL EMPLOYEE VIEWPOINT SURVEY 

TOPICS 

 Survey Introduction

 Demographics Data

 Indices Summary 

 Indices Details

 Top Positive and Negative Scores

 Employee Engagement Index Data

 Global Satisfaction Index Data

 Performance Confidence Index Data

 Diversity, Equity, Inclusion, and Accessibility 

Index Data

 National Engagement Strategy Update
2023 SURVEY INTRODUCTION

Survey

Period

May 15 –

July 14

Surveys 

Sent

3,926

Surveys 

Completed

2,773

Response 

Rate

70.6%

Strengths

Number of questions identified as 

Strengths (65% positive or higher)

71%

Challenges

Number of questions identified as 

Challenges (35% negative or higher)

0%
2023 DEMOGRAPHICS DATA

GENDER

62.9% Female 37.1% Male

HISPANIC, LATINO, 

SPANISH

Hispanic, Latino, 

Spanish 8.6%

BLACK, WHITE, OTHER 

91.4% Black, White, 

Other

MILITARY SERVICE

12.3% Active/Retired/

Separated

RETIREMENT

22.2% within next five years

PLAN TO LEAVE 

27.9% within the next year

Tenure at ED

3.2%

25.1%

7.1%

17.6%

14.4%12.7%

19.8%

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

Age Group

3.3%

20.7%

28.1%

32.0%

15.8%

29 years and

under

30-39 years

old

40-49 years

old

50-59 years

old

60 years or

older
2023 INDICES SUMMARY

Employee Engagement Index (EEI) 

Comprised of three indices (Leaders Lead, Supervisors, 

and Intrinsic Work Experience that measures conditions 

conducive to engagement. It is comprised of the average 

of positive responses to 15 FEVS questions. 

EEI Score

76%

LEADERS 

LEAD

66%

SUPERVISORS

86%

INTRINSIC 

WORK 

EXPERIENCE

77%

Global Satisfaction Index (GSI)

Measures the extent to which employees are satisfied with their 

job, pay and organization, along with a willingness to recommend 

their organization as a good place to work. It is comprised of the 

average of positive responses to 4 FEVS questions.

GSI Score

69%

Performance Confidence Index (PCI)

Measures the extent to which employees believe their 

organization has an outstanding competitive future, based on 

innovative, high-quality products and services that are highly 

regarded by the marketplace.

PCI Score

90%

Diversity, Equity, Inclusion, and 

Accessibility Index (DEIA) 

Measures four distinct factors: diversity, equity, inclusion, and 

accessibility. It is comprised of 13 questions and aligns to 

Executive Order 14035.

DEIA Score

76%
2023 INDICES DETAILS

Agency Level EEI

Overall

EEI

Leaders Lead

EEI

Supervisors

EEI

Intrinsic Work 

Experience

GSI PCI DEIA

Overall

GOV-WIDE 76% + 67% + 85% + 77% + 70% + 89% + 76% +

ED 76% + 66% + 86% + 77% + 69% + 90% + 76% +

FSA 75% + 63% + 85% + 76% + 66% + 89% + 73% +

IES 78% + 67% + 89% + 77% + 69% + 91% + 80% +

OCIO 78% + 72% + 85% + 77% + 64% + 87% + 75% +

OCO 80% + 68% + 92% + 80% + 73% + 92% + 80% +

OCR 69% + 53% - 87% + 66% + 55% - 84% + 71% +

OCTAE 77% + 70% + 80% + 82% + 73% + 93% + 74% +

OELA 80% + 59% - 91% + 91% + 68% + 96% + 77% +

OESE 80% + 72% + 88% + 80% + 68% + 92% + 75% +

OFO 76% + 63% + 84% + 82% + 74% + 93% + 79% +

OGC 90% + 81% + 96% + 91% + 83% + 100% + 85% +

OIG 86% + 83% + 90% + 85% + 83% + 96% + 89% +

OPE 82% + 78% + 89% + 81% + 77% + 94% + 81% +

OPEPD 76% + 65% + 86% + 77% + 76% + 91% + 80% +

OS 81% + 73% + 88% + 82% + 74% + 91% + 82% +

OSERS 75% + 64% + 83% + 77% + 71% + 88% + 71% +

65% or Higher Positive (+) 60% - 64% Positive (+) 59% or Lower Positive (-)
2023 TOP POSITIVE AND NEGATIVE SCORES

Employee Engagement Index Trends Trends

2019 2020 2021 2022 2023

62% 70% 76% 76% 76%

94% 94%

93%

92% 92%

Q53. My

supervisor

holds me

accountable

for achieving

results.

Q90. It is

important to

me that my

work

contribute to

the common

good.

Q44. My

organization

has prepared

me for

potential

cybersecurity

threats.

Q11. I am

held

accountable

for the quality

of work I

produce.

Q49. My

supervisor

supports my

need to

balance work

and other life

issues.

Top 5 Positive Scores

30% 30%

27% 27%

24%

Q5. *My

workload is

reasonable.

Q41. The

approval

process in my

organization

allows timely

delivery of my

work.

Q47. *I

believe the

results of this

survey will be

used to make

my agency a

better place

to work.

Q66.

Management

involves

employees in

decisions that

affect their

work.

Q57. In my

organization,

senior leaders

generate high

levels of

motivation

and

commitment

in the

workforce.

Top 5 Negative Scores
2023 EEI: LEADERS LEAD DATA

Trends

2019 2020 2021 2022 2023

43% 53% 65% 66% 66%

2023 Govt-Wide

67%

2023 Positive Scores

53%

66% 74% 73% 64%

Q57.

In my organization,

senior leaders

generate high levels

of motivation and

commitment in the

workforce.

Q58.

My organization's

senior leaders

maintain high

standards of

honesty and

integrity.

Q59.

Managers

communicate the

goals of the

organization.

Q61.

Overall, how good a

job do you feel is

being done by the

manager directly

above your

immediate

supervisor?

Q62.

I have a high level

of respect for my

organization's

senior leaders.

Gov-Wide

56%

Gov-Wide

66%

Gov-Wide

74%

Gov-Wide

74%

Gov-Wide

66%

ED scores compared to Gov-Wide: Q57 (-3%); Q58 (same); Q59 (same); Q61 (-1%); and Q62 (-2%)
2023 EEI: SUPERVISORS DATA

Trends

2019 2020 2021 2022 2023

77% 82% 85% 86% 86%

2023 Gov-Wide

85%

2023 Positive Scores 

85%

89% 90%

83% 84%

Q48.

Supervisors in my

work unit support

employee

development.

Q50.

My supervisor

listens to what I

have to say.

Q51.

My supervisor

treats me with

respect.

Q52.

I have trust and

confidence in my

supervisor.

Q54.

Overall, how good

a job do you feel is

being done by

your immediate

supervisor?

Gov-Wide

84%

Gov-Wide

86%

Gov-Wide

89%

Gov-Wide

81%

Gov-Wide

83%

ED scores compared to Gov-Wide: Q48 (+1%); Q50 (+3%); Q51 (+1%); Q52 (+2%); and Q54 (+1%)
2023 EEI: INTRINSIC WORK EXPERIENCE 

Trends

2019 2020 2021 2022 2023

66% 73% 77% 77% 77%

2023 Govt-Wide

77%

2023 Positive Scores

70% 77% 84%

66%

88%

Q2.

I feel encouraged

to come up with

new and better

ways of doing

things.

Q3.

My work gives me

a feeling of

personal

accomplishment.

Q4.

I know what is

expected of me

on the job.

Q6.

My talents are

used well in the

workplace.

Q7.

I know how my

work relates to

the agency's

goals.

Gov-Wide

70%

Gov-Wide

78%

Gov-Wide

83%

Gov-Wide

67%

Gov-Wide

88%

ED scores compared to Gov-Wide: Q2 (same); Q3 (-1%); Q4 (+1%); Q6 (-1%); and Q7 (same)
2023 GLOBAL SATISFACTION INDEX DATA 

Trends

2019 2020 2021 2022 2023

50% 61% 70% 67% 69%

2023 Govt-Wide

70%

2023 Positive Scores 

68%

73%

67% 67%

Q46.

I recommend my

organization as a

good place to

work.

Q70.

Considering

everything, how

satisfied are you

with your job?

Q71.

Considering

everything, how

satisfied are you

with your pay?

Q72.

Considering

everything, how

satisfied are you

with your

organization?

Gov-Wide

72%

Gov-Wide

73%

Gov-Wide

65%

Gov-Wide

69%

ED scores compared to Gov-Wide: Q46 (-4%); Q70 (same); Q71 (+2%); and Q72 (-2%)
2023 PERFORMANCE CONFIDENCE INDEX DATA

Trends

2020 2021 2022 2023

94% 91% 91% 90%

2023 Govt-Wide

70%

2023 Positive Scores 

89%

92%

90%

89%

Q20.

Employees in my

work unit meet the

needs of our

customers.

Q21.

Employees in my

work unit contribute

positively to my

agency's

performance.

Q22.

Employees in my

work unit produce

high-quality work.

Q23.

Employees in my

work unit adapt to

changing priorities.

Gov-Wide

91%

Gov-Wide

91%

Gov-Wide

89%

Gov-Wide

86%

ED scores compared to Gov-Wide: Q20 (-2%); Q21 (+1%); Q22 (+1%); and Q23 (+3%)
2023 DEIA INDEX DATA

80%

73%

Q74. My supervisor demonstrates a commitment to

workforce diversity (e.g., recruitment, promotion

opportunities, development).

Q73. My organization's management practices promote

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

opportunities).

DEIA: Diversity

Gov-Wide

79%

Gov-Wide

75%

75%

70%

68%

Q76. My supervisor provides

opportunities fairly to all employees

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

work assignments).

Q77. In my work unit, excellent

work is similarly recognized for all

employees (e.g., awards,

acknowledgements).

Q75. I have similar access to

advancement opportunities (e.g.,

promotion, career development,

training) as others in my work unit.

DEIA: Equity

GovWide

74%

GovWide

70%

GovWide

69%
2023 DEIA INDEX DATA CONT.

83%

82% 82% 82%

79%

Q78. Employees in my

work unit make me feel I

belong.

Q79. Employees in my

work unit care about me

as a person.

Q80. I am comfortable

expressing opinions that

are different from other

employees in my work

unit.

Q81. In my work unit,

people's differences are

respected.

Q82. I can be successful in

my organization being

myself.

DEIA: Inclusion

GovWide

83%

GovWide

81%

GovWide

79%

GovWide

80%

GovWide

78%

78%

76%

72%

Q83. I can easily make a request of my

organization to meet my accessibility

needs.

Q85. My organization meets my

accessibility needs.

Q84. My organization responds to my

accessibility needs in a timely manner.

DEIA: Accessibility

GovWide

76%

GovWide

74%

GovWide

72%
NATIONAL ENGAGEMENT STRATEGY

Overview

 National Engagement Strategy (NES) is an enterprise-wide plan to 

improve engagement and reinvigorate employees’ commitment to 

the Department 

 NES period is 2023 – 2025 and includes three focus areas to 

improve: Leaders Lead, Collaborative Management, and Top 5 

Highest % Negative Questions

 ED will work to increase the NES focus area scores by 2 percentage 

points each year

 Latest status and next steps are shown below

1.

Created Draft NES

OCTOBER 2023

2.

Review Draft NES

NOVEMBER 2023

3. 

Finalize and 

Share NES

DECEMBER 2023