2014

Federal Employee Viewpoint Survey Results

Employees Influencing Change

Federal Energy Regulatory Commission

Agency Management Report

United States Office of 

Personnel Management
Table of Contents

About This Report ............................................................................................................................................................... 2

A Brief Guide ...................................................................................................................................................................... 3

Respondent Overview......................................................................................................................................................... 5

Top 10 Positive & Negative Items ....................................................................................................................................... 6

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

Global Satisfaction Index .................................................................................................................................................... 9

HCAAF Indices ..................................................................................................................................................................11

Decision Aid ......................................................................................................................................................................13

Work/Life Programs ..........................................................................................................................................................19

Special Topic .................................................................................................................................................................... 21

Appendix A: Item Results and Benchmarks...................................................................................................................... 22

Appendix B: Demographic Characteristics ....................................................................................................................... 28
About This Report 2

About This Report

The 2014 Federal Employee Viewpoint Survey (FEVS) provides employees of the Federal workforce the 

opportunity to influence change by submitting feedback about their work environment, leadership, and many 

other aspects of the organization. Feedback from employees is critical to carrying out the mission of each agency, 

as it identifies what needs to change, what is working well and where there may be some uncertainty or downward 

trends. This year, the Agency Management Report (AMR) was designed to streamline and simplify the process of 

analyzing your results and identifying the most critical areas of concern in your agency. 

What’s New in the AMR this Year?

Each section of the 2014 AMR was designed to help you analyze your FEVS results and quickly identify the most 

crucial areas of concern. One section, the Decision Aid, has been redesigned and is sorted by increases, decreases, 

and items that have not changed since 2013, providing a straightforward way to quickly identify where your agency 

has improved or declined in the past year. Several other sections have also been streamlined or enhanced, and 

are outlined in the next section. The guidelines in the call-out boxes below are important to keep in mind as you 

navigate through the AMR, as they help in understanding the way the results are displayed and highlighted in 

various sections of the report. 

Understanding Your AMR Results

Percent Positive

The sum of two positive categories 

(e.g., Strongly Agree/Agree) 

Percent Negative

The sum of two negative categories 

(e.g., Strongly Disagree/Disagree)

AMR Rules of Thumb 

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
3

A Brief Guide to Using Your Agency Management Report

This section provides suggestions on how to use your FEVS results and includes examples for taking action to help 

your agency meet its strategic human capital management goals. 

Getting Started

Agencies receive many FEVS reports each year, so it can be confusing to know where to start. One suggested 

starting point is to adopt a strategy based in an action planning framework, which means looking for 

improvements you have made in the past year while also examining areas of decline. To help you get started, 

several steps are outlined below, including references to sections of the Agency Management Report (AMR) that 

you may find useful in helping you to focus on the most critical issues. 

Step 1: Use your AMR to identify issues. 

Your AMR provides the tools that can be useful in analyzing your results to find issues most critical to your agency. 

One way to identify issues is to compare your agency’s 2014 results to last year, and the Decision Aid- Decreases 

section provides a quick way to view all of your results that have decreased since 2013. There are many ways to 

look at your results, and the following sections of the AMR can be valuable resources in illustrating the state of 

your agency:

Respondent Overview

The Respondent Overview provides a quick snapshot of some interesting demographic results from the respondent 

population. It offers valuable insight into the makeup of who is responding in your agency and can help inform 

and guide your recruiting and retention efforts. For example, this section allows you to better understand the ratio 

of newer employees to seasoned employees who may be preparing for retirement. It is important to keep in mind 

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

population characteristics. 

Top 10 Positive and Negative Items

Not only does this section display a brief overview of noteworthy results (for use in leadership briefings, agency 

communications, etc.), it also allows you to quickly determine if there are any underlying themes in the way 

employees responded to certain items. For example, your agency may want to prioritize issues around the 

workplace environment if multiple survey items related to this subject reside in the Top 10 Negative Items list. 

Indices

The Engagement Index, Global Satisfaction and Human Capital Assessment and Accountability Framework 

(HCAAF) Indices provide agencies with consistent metrics for measuring progress toward objectives. This year, 

benchmarks were added to this section allowing for a more useful guide to understanding how your agency ranks 

compared to others and also promotes information sharing of best practices across agencies. For example, some 

of the top ranking agencies in the Engagement Index may have useful suggestions and insight into what has been 

most successful for their agency in terms of engaging the workforce. Similarly, your agency components are listed 

in each index section to allow you to look across your own agency and determine whether some components are 

scoring much higher than others. 

A Brief Guide
4

Decision Aid

This section is useful in helping you easily identify the most critical issues in your agency as well as recognize where 

your agency has improved since 2013. The Decision Aid has been redesigned into three sections this year to help 

you focus your attention on improvements and declines in your results since 2013: 

Increases: Contains all items that increased since 2013

Decreases: Contains all items that decreased since 2013

No Change: Contains all items that did not change since 2013

Appendix A and Appendix B

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

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

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

Appendix B shows a full breakdown of the survey’s demographic items, providing a more in-depth summary than 

the Respondent Overview.

Step 2: Develop your goals for improvement.

To develop your goals for improvement, you should consider issues that are most critical to your agency and how 

these issues relate to your strategic goals. It is also important to focus on issues that will provide both short-term, 

visible, measurable results, and those that will require long-term perspective.

Step 3: Identify your team. 

This is a crucial step, as your team can make or break your efforts. It is important that each member of your team is 

actively engaged in the process. Identifying your team involves not only personnel selection, but identifying and pulling 

together your available resources while being aware of staff interests, capabilities, and agency budget and resources. 

Step 4: Develop your plan for action. 

Once you’ve identified your goals and your team, you should develop a list of actions that must be taken to reach 

your goals. Assign staff responsibilities for each action and keep in mind timeframes and start dates, end dates, and 

measurable milestones. Make sure you get approval for the actions you must take to achieve your agency goals. 

Remember that leadership buy-in, engagement, and communication is critical to your success. 

Step 5: Implement your plan.

There are many ways to publicize and communicate your intentions to employees, such as all-hands meetings, 

announcements, intranet/web updates, and social media, to name a few. After your plan is communicated and you 

have leadership support, you are ready to launch the plan.

Step 6: Monitor and evaluate the results. 

In addition to measuring your progress along the way and evaluating the success of your plan, it is important that 

you communicate both progress toward goals and final outcomes. 

A Brief Guide

A Brief Guide to Using Your Agency Management Report (cont’d)
5

Respondent Overview

What is Your Response Rate?

66% (896 out of 1,351 

employees responded)

Field Period

May 6, 2014 – June 13, 2014

Agency Component Response Rates

85% Office of the Secretary

83% Office of Enforcement

76% Office of Energy Infrastructure Security

76% Office of Electric Reliability

72% Office of Energy Projects

72% Office of the Executive Director

70% Office of Energy Policy and Innovation

66% Office of Administrative Litigation

56% Chairman and Commissioner Office

55% Office of General Counsel

52% Office of Energy Market Regulation

42% Office of Administrative Law Judges & 

Dispute Resolution

33% Office of External Affairs

Agency results have a margin of error of +/- 2%

What are the Unique Characteristics of Your Respondents?

The figures below provide an overview of who responded to the 

survey. This snapshot in time focuses on respondents who have 

served in the military, women and minorities, and those who have 

earned an advanced degree to name a few. There is also a view 

of your respondents broken down by generations, ranging from 

“Traditionalists” to “Generation Y.”

9%

Military 

Service

44%

Women

21%

Pay Grades 

7 to 12

62%

Advanced 

Degrees

(Post Bachelor’s 

Degree)

38%

Agency 

Tenure 

of 11 or 

more years

10

32%

Minorities

Generations

2% Traditionalists (69 and older)

38% Baby Boomers (50-68)

34% Generation X (34-49)

26% Generation Y (33 and younger)

Note: The sum of percentages may not add to 100 due to rounding. Respondent Overview
6

Top 10 Positive & Negative Items

The figures below highlight the top 10 positive and negative results from the survey to help you quickly identify the 

best and worst rated aspects of the organizational environment. Use this snapshot as a quick reference or overview 

of your FEVS results. For more in-depth analysis, use this section in conjunction with the Decision Aid to help you 

narrow down the most important areas to work on improving and/or maintaining in the coming year. 

Highest Percent Positive Items

98% When needed I am willing to put in the extra effort 

to get a job done. (Q. 7)

91% I am constantly looking for ways to do my 

job better. (Q. 8)

90% Employees are protected from health and safety 

hazards on the job. (Q. 35)

90% How would you rate the overall quality of work 

done by your work unit? (Q. 28)

90% My supervisor treats me with respect. (Q. 49)

89% My supervisor supports my need to balance work 

and other life issues. (Q. 42)

88% In the last six months, my supervisor has talked with 

me about my performance. (Q. 50)

87% My agency is successful at accomplishing 

its mission. (Q. 39)

87% The work I do is important. (Q. 13)

87% I know how my work relates to the agency’s goals 

and priorities. (Q. 12)

Highest Percent Negative Items

36% Pay raises depend on how well employees perform 

their jobs. (Q. 33)

32% In my work unit, steps are taken to deal with a poor 

performer who cannot or will not improve. (Q. 23)

30% In my work unit, differences in performance are 

recognized in a meaningful way. (Q. 24)

30% Creativity and innovation are rewarded. (Q. 32)

28% How satisfied are you with your opportunity to get a 

better job in your organization? (Q. 67)

25% Awards in my work unit depend on how well 

employees perform their jobs. (Q. 25)

25% Promotions in my work unit are based on merit. (Q. 22)

24% In my organization, senior leaders generate high levels of 

motivation and commitment in the workforce. (Q. 53)

24% Employees have a feeling of personal empowerment 

with respect to work processes. (Q. 30)

24% I feel encouraged to come up with new and better 

ways of doing things. (Q. 3)

Top 10 Positive & Negative Items
7

Engagement Index: Benchmarks & Component Scores

Because the FEVS is an assessment of organizational climate, the Engagement Index does not directly evaluate an 

employee’s level of engagement. Therefore, instead of measuring “states” of engagement such as focused attention and 

dedication to completing assignments, this index concentrates on factors that lead to an engaged workforce (e.g., supporting 

employee development, communicating agency goals). Below, you can see where your agency’s Engagement Index 

score ranks (out of 37 departments/large agencies) and how it compares to the governmentwide average. The names 

of the highest-ranked agencies are listed to facilitate the sharing of information, such as best practices.

rank

1 77% NASA

rank

2 76% FTC 

rank

3 75% NRC rank

4 YOUR AGENCY 74%

63% Governmentwide

This table displays the Engagement Index score for each component in your agency as well as the scores for the three 

engagement factors, which can facilitate information-sharing within your agency.

2014

Percent Positive

2013

Percent Positive

Leaders Lead Supervisors

Intrinsic Work 

Experiences

Engagement 

Index

Engagement 

Index

Federal Energy Regulatory Commission 67 81 73 74 73

Chairman and Commissioner Office 84 94 89 89 91

Office of General Counsel 85 93 84 87 83

Office of Energy Policy and Innovation 79 80 73 77 77

Office of Energy Market Regulation 69 86 72 76 74

Office of Electric Reliability 66 82 72 73 68

Ofc of Administrative Law Judges & Dispute Resolution 76 66 77 73 84

Office of Energy Projects 63 82 70 72 68

Leaders Lead: Employees’ perceptions of leadership’s integrity as well as leadership behaviors such as communication and workforce motivation. (Q. 53, 54, 56, 60, and 61)

Supervisors: Interpersonal relationship between worker and supervisor, including trust, respect, and support. (Q. 47, 48, 49, 51, and 52)

Intrinsic Work Experiences: Employees’ feelings of motivation and competency relating to their role in the workplace. (Q. 3, 4, 6, 11, and 12)

Engagement Index
8

Engagement Index: Benchmarks & Component Scores (cont’d)

2014

Percent Positive

2013

Percent Positive

Leaders Lead Supervisors

Intrinsic Work 

Experiences

Engagement 

Index

Engagement 

Index

Federal Energy Regulatory Commission 67 81 73 74 73

Office of Energy Infrastructure Security 60 83 66 70 89

Office of Enforcement 62 76 70 69 71

Office of the Executive Director 63 73 72 69 76

Office of the Secretary 68 64 73 69 76

Office of Administrative Litigation 41 73 64 60 56

Engagement Index
9

Global Satisfaction Index: Benchmarks & Component Scores

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

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

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

with agency ranking (out of 37 departments/large agencies). 

rank

1 74% NASA

rank

2 73% NRC 

rank

3 71% State

rank

3 YOUR AGENCY 71%

59% Governmentwide

This table shows the Global Satisfaction Index score for each component in your agency as well as the scores for 

all four satisfaction factors.

2014

Percent Positive

2013

Percent Positive

Job

Satisfaction

Pay

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Global 

Satisfaction

Index

Global 

Satisfaction 

Index

Federal Energy Regulatory Commission 74 62 72 78 71 70

Chairman and Commissioner Office 89 89 89 90 89 89

Office of General Counsel 88 59 89 91 82 78

Office of Energy Policy and Innovation 78 70 84 83 79 72

Office of the Secretary 80 70 80 82 78 79

Office of Electric Reliability 79 74 71 80 76 67

Office of Energy Market Regulation 79 65 72 80 74 71

Office of Energy Projects 71 68 69 77 71 71

Ofc of Administrative Law Judges & Dispute 

Resolution 54 60 68 92 68 74

Global Satisfaction Index

Job Satisfaction: Considering everything, how satisfied are you with your job? (Q. 69)

Pay Satisfaction: Considering everything, how satisfied are you with your pay? (Q. 70)

Organization Satisfaction: Considering everything, how satisfied are you with your organization? (Q. 71)

Recommend Organization: I recommend my organization as a good place to work. (Q. 40)
10

Global Satisfaction Index: Benchmarks & Component Scores (cont’d)

2014

Percent Positive

2013

Percent Positive

Job

Satisfaction

Pay

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Global 

Satisfaction

Index

Global 

Satisfaction 

Index

Federal Energy Regulatory Commission 74 62 72 78 71 70

Office of Energy Infrastructure Security 81 63 67 59 67 72

Office of the Executive Director 73 54 70 71 67 72

Office of Enforcement 64 50 65 74 63 66

Office of Administrative Litigation 58 44 52 55 52 45

Global Satisfaction Index
11

HCAAF Indices: Benchmarks & Component Scores

The Human Capital Assessment and Accountability Framework (HCAAF) Indices measure progress toward governmentwide 

human capital objectives and represent different aspects of human capital management related to organizational 

effectiveness. More information can be found at http://www.opm.gov/policy-data-oversight/human-capital-management/. 

HCAAF Index scores and rankings (out of 37 departments/large agencies) for your agency are displayed below. 

Leadership & Knowledge Management rank

1 73% NASA

rank

1 73% FTC 

rank

3 72% NRC

rank

3 YOUR AGENCY 72%

58% Governmentwide

Results-Oriented Performance Culture rank

1 65% NASA

rank

1 65% FTC 

rank

3 63% NCUA

rank

4 YOUR AGENCY 62%

51% Governmentwide

Talent Management rank

1 72% NASA

rank

2 70% NRC 

rank

2 70% FTC

rank

4 YOUR AGENCY 68%

55% Governmentwide

Job Satisfaction rank

1 74% NASA

rank

2 72% NRC

rank

3 71% State

rank

5 YOUR AGENCY 69%

63% Governmentwide

HCAAF Indices
12

HCAAF Indices: Benchmarks & Component Scores (cont’d)

The table below shows component-level results for all four HCAAF Indices. This table is sorted alphabetically; the first 

component listed is not necessarily ranked highest on any index.

2014 Percent Positive

Leadership 

& Knowledge 

Management

Results-Oriented 

Performance 

Culture

Talent 

Management

Job 

Satisfaction

Federal Energy Regulatory Commission 72 62 68 69

Chairman and Commissioner Office 86 78 86 84

Ofc of Administrative Law Judges & Dispute Resolution 74 55 68 67

Office of Administrative Litigation 57 52 58 56

Office of Electric Reliability 71 65 65 72

Office of Energy Infrastructure Security 64 64 66 70

Office of Energy Market Regulation 76 63 70 71

Office of Energy Policy and Innovation 78 66 73 71

Office of Energy Projects 69 61 70 68

Office of Enforcement 66 60 61 65

Office of General Counsel 85 70 79 78

Office of the Executive Director 69 58 64 67

Office of the Secretary 68 58 67 71

Leadership & Knowledge Management: Extent to which employees hold their leadership in high regard, both overall and on specific facets of leadership. 

(Q. 10, 35, 36, 51, 52, 53, 55, 56, 57, 61, 64, and 66)

Results-Oriented Performance Culture: Extent to which employees believe their organizational culture promotes improvement in processes, products and services, and organizational 

outcomes. (Q. 12, 14, 15, 20, 22, 23, 24, 30, 32, 33, 42, 44, and 65)

Talent Management: Extent to which employees think the organization has the talent necessary to achieve organizational goals. (Q. 1, 11, 18, 21, 29, 47, and 68)

Job Satisfaction: Extent to which employees are satisfied with their jobs and various aspects thereof. (Q. 4, 5, 13, 63, 67, 69, and 70)

HCAAF Indices
13

Decision Aid: Increases

Why is it Important to Look at Your Increases? 

The items in this section are sorted by greatest to smallest increase in percent positive ratings. The items are sorted to 

allow you to quickly and easily identify where your agency has made improvements since 2013. 

How Should the Legend Icons be Used? 

The legend icons provide helpful context for your list of items that have increased. For example, while an item may 

have increased five percentage points since 2013, it may still be considered a “challenge” if the percent negative is 35 

percent or higher. These icons show you whether there is more work to be done as well as highlight celebration-worthy 

findings such as “new strengths.” New strengths are items that have crossed the 65 percent positive or higher threshold 

since the 2013 FEVS. 

56 Items Increased Since 2013

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 2014

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Increase 

Since 2013

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

going on in your organization? (Q. 64) 55 63 19 19 +8

My training needs are assessed. (Q. 18) 49 57 21 22 +8

Pay raises depend on how well employees perform their jobs. (Q. 33) 29 35 28 36This item is 35 percent negative or higher.+6

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 45 51 24 25 +6

In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 38 43 27 30 +5

How satisfied are you with the recognition you receive for doing a good job? (Q. 65) 55 60 20 20 +5

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

the workforce. (Q. 53) 51 56 20 24 +5

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 66 71This item is 65 percent positive or higher.11 18 +5

How satisfied are you with the training you receive for your present job? (Q. 68) 55 60 23 17 +5

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 39 43 28 28 +4

Decision Aid: Increases
14

Decision Aid: Increases (cont’d)

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Increase 

Since 2013

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

not improve. (Q. 23) 34 38 30This item is 30 percent neutral or higher.

32 +4

Employees are recognized for providing high quality products and services. (Q. 31) 57 61 18 21 +4

My work unit is able to recruit people with the right skills. (Q. 21) 64 68This item is 65 percent positive or higher.

This became a new strength in 2014.

18 14 +4

My supervisor is committed to a workforce representative of all segments of society. (Q. 45) 71 75This item is 65 percent positive or higher.19 6 +4

My supervisor provides me with constructive suggestions to improve my 

job performance. (Q. 46) 64 68This item is 65 percent positive or higher.

This became a new strength in 2014.

16 15 +4

Senior leaders demonstrate support for Work/Life programs. (Q. 62) 72 76This item is 65 percent positive or higher.14 10 +4

Promotions in my work unit are based on merit. (Q. 22) 46 50 25 25 +4

The skill level in my work unit has improved in the past year. (Q. 27) 58 62 28 11 +4

Considering everything, how satisfied are you with your pay? (Q. 70) 59 62 16 22 +3

Employees in my work unit share job knowledge with each other. (Q. 26) 79 82This item is 65 percent positive or higher.10 8 +3

My supervisor listens to what I have to say. (Q. 48) 83 86This item is 65 percent positive or higher.7 7 +3

My supervisor treats me with respect. (Q. 49) 87 90This item is 65 percent positive or higher.5 5 +3

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

to work. (Q. 41) 52 55 25 21 +3

My work gives me a feeling of personal accomplishment. (Q. 4) 71 74This item is 65 percent positive or higher.14 12 +3

How satisfied are you with the policies and practices of your senior leaders? (Q. 66) 55 57 23 19 +2

Employees have a feeling of personal empowerment with respect to work processes. (Q. 30) 53 55 21 24 +2

My agency is successful at accomplishing its mission. (Q. 39) 85 87This item is 65 percent positive or higher.10 3 +2

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

and objectives. (Q. 57) 65 67This item is 65 percent positive or higher.

20 13 +2

I am given a real opportunity to improve my skills in my organization. (Q. 1) 70 72This item is 65 percent positive or higher.13 15 +2

Creativity and innovation are rewarded. (Q. 32) 39 41 29 30 +2

The workforce has the job-relevant knowledge and skills necessary to accomplish 

organizational goals. (Q. 29) 82 84This item is 65 percent positive or higher.

9 7 +2

Decision Aid: Increases
15

Decision Aid: Increases (cont’d)

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Increase 

Since 2013

How satisfied are you with your involvement in decisions that affect your work? (Q. 63) 60 62 19 19 +2

Considering everything, how satisfied are you with your job? (Q. 69) 72 74This item is 65 percent positive or higher.13 13 +2

Managers communicate the goals and priorities of the organization. (Q. 56) 66 68This item is 65 percent positive or higher.18 15 +2

How would you rate the overall quality of work done by your work unit? (Q. 28) 88 90This item is 65 percent positive or higher.9 2 +2

I like the kind of work I do. (Q. 5) 81 83This item is 65 percent positive or higher.11 6 +2

My organization has prepared employees for potential security threats. (Q. 36) 82 84This item is 65 percent positive or higher.12 4 +2

I have enough information to do my job well. (Q. 2) 79 81This item is 65 percent positive or higher.10 9 +2

Considering everything, how satisfied are you with your organization? (Q. 71) 70 72This item is 65 percent positive or higher.15 13 +2

My supervisor provides me with opportunities to demonstrate my leadership skills. (Q. 43) 73 75This item is 65 percent positive or higher.14 12 +2

I know how my work relates to the agency’s goals and priorities. (Q. 12) 85 87This item is 65 percent positive or higher.8 5 +2

I have a high level of respect for my organization’s senior leaders. (Q. 61) 70 71This item is 65 percent positive or higher.15 14 +1

I am constantly looking for ways to do my job better. (Q. 8) 90 91This item is 65 percent positive or higher.7 2 +1

The people I work with cooperate to get the job done. (Q. 20) 83 84This item is 65 percent positive or higher.7 9 +1

Arbitrary action, personal favoritism and coercion for partisan political purposes are 

not tolerated. (Q. 37) 63 64 19 17 +1

My supervisor supports my need to balance work and other life issues. (Q. 42) 88 89This item is 65 percent positive or higher.6 5 +1

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 52) 78 79This item is 65 percent positive or higher.14 7 +1

Employees are protected from health and safety hazards on the job. (Q. 35) 89 90This item is 65 percent positive or higher.7 3 +1

My talents are used well in the workplace. (Q. 11) 63 64 15 21 +1

I have trust and confidence in my supervisor. (Q. 51) 76 77This item is 65 percent positive or higher.12 11 +1

My workload is reasonable. (Q. 10) 74 75This item is 65 percent positive or higher.11 14 +1

My performance appraisal is a fair reflection of my performance. (Q. 15) 71 72This item is 65 percent positive or higher.13 15 +1

I feel encouraged to come up with new and better ways of doing things. (Q. 3) 59 60 16 24 +1

The work I do is important. (Q. 13) 86 87This item is 65 percent positive or higher.10 3 +1

Decision Aid: Increases
16

Decision Aid: Increases (cont’d)

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Increase 

Since 2013

Supervisors in my work unit support employee development. (Q. 47) 74 75This item is 65 percent positive or higher.15 10 +1

Discussions with my supervisor about my performance are worthwhile. (Q. 44) 68 69This item is 65 percent positive or higher.16 15 +1

Decision Aid: Increases
17

Decision Aid: Decreases

Why is it Important to Look at Your Decreases? 

The items in this section are sorted by greatest to smallest decrease in percent positive ratings. The items are sorted to 

allow you to easily and quickly identify where your results have dropped since 2013. 

How Should the Legend Icons be Used? 

The legend icons provide helpful context for your list of items that have decreased. For example, an item that decreased 

by only two percentage points might not seem particularly noteworthy; however, if the item is also identified as a past 

strength or challenge, you may want to take action to prevent further decreases. 

7 Items Decreased Since 2013

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 2014

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Decrease 

Since 2013

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

workplace) allow employees to perform their jobs well. (Q. 14) 87 84This item is 65 percent positive or higher.

8 7 -3

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

immediate supervisor? (Q. 60) 74 71This item is 65 percent positive or higher.

17 12 -3

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

and women, training in awareness of diversity issues, mentoring). (Q. 34) 67 64This item is no longer a strength in 2014.

24 12 -3

Managers support collaboration across work units to accomplish work objectives. (Q. 59) 70 68This item is 65 percent positive or higher.18 14 -2

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 54) 72 70This item is 65 percent positive or higher.17 13 -2

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

goals, needed resources). (Q. 58) 63 61 18 20 -2

I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. (Q. 17) 69 68This item is 65 percent positive or higher.19 13 -1

Decision Aid: Decreases
18

Decision Aid: No Change

Why is it Important to Look at Items that Have Not Changed? 

Your percent positive results for these items have not changed since 2013. 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 ratings is a finding that should be celebrated. Look at these items individually to 

determine whether they may be areas of concern for your agency. 

How Should the Legend Icons be Used? 

The legend icons provide helpful context for your list of items that have not changed. 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 ratings. 

8 Items Did Not Change Since 2013

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

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Change 

Since 2013

I know what is expected of me on the job. (Q. 6) 81 81This item is 65 percent positive or higher.9 10 0

When needed I am willing to put in the extra effort to get a job done. (Q. 7) 98 98This item is 65 percent positive or higher.2 0 0

I am held accountable for achieving results. (Q. 16) 81 81This item is 65 percent positive or higher.12 6 0

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

different performance levels (for example, Fully Successful, Outstanding). (Q. 19) 66 66This item is 65 percent positive or higher.

15 18 0

Prohibited Personnel Practices are not tolerated. (Q. 38) 74 74This item is 65 percent positive or higher.18 8 0

I recommend my organization as a good place to work. (Q. 40) 78 78This item is 65 percent positive or higher.14 8 0

In the last six months, my supervisor has talked with me about my performance. (Q. 50) 88 88This item is 65 percent positive or higher.7 5 0

Supervisors work well with employees of different backgrounds. (Q. 55) 76 76This item is 65 percent positive or higher.15 10 0

Decision Aid: No Change
19

Work/Life Programs

How do Employees Rate Your Workplace Flexibilities?

Work/Life programs are designed to help support employees in balancing the typical demands of the traditional 

workplace. Many employees find that the telework option allows them more flexibility in scheduling and assists them 

in meeting the needs of the agency. In addition, agencies have found that telework is both an attractive option when 

attempting to recruit and retain the best employees and an important tool that can be utilized by the agency to address 

work space issues and the cost of transit. Your agency’s work/life program participation and satisfaction results are 

displayed in the following figures. 

Notification of Telework Eligibility

I was notified that I was eligible to telework 90%

I was notified that I was not eligible to telework 5%

95%

Notified

I was not notified of my telework eligibility 3%

Not sure if I was notified of my telework eligibility 2%

Telework Status

Your Agency

72%

Telework

28%

Do Not

Telework

G’wide

29%

Telework

70%

Do Not

Telework

5% I telework 3 or more days per week. YOUR AGENCY.4%GOVERNMENTWIDE.

38% I telework 1 or 2 days per week. YOUR AGENCY.

10%GOVERNMENTWIDE.

12% I telework, but no more than 1 or 2 days per month. YOUR AGENCY.

4%GOVERNMENTWIDE.

I telework very infrequently, on an unscheduled or 

short-term basis. 17%YOUR AGENCY.

11%GOVERNMENTWIDE.

I do not telework because I have to be physically present 

on the job. 2%YOUR AGENCY.

32%GOVERNMENTWIDE.

1% I do not telework because I have technical issues. YOUR AGENCY.

5%GOVERNMENTWIDE.

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. 5%YOUR AGENCY.

20%GOVERNMENTWIDE.

20% I do not telework because I choose not to telework. YOUR AGENCY.

13%GOVERNMENTWIDE.

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

Work/Life Programs
20

Work/Life Programs (cont’d)

Participation in Work/Life Programs

Yes No Not Available

Alternative Work Schedules (AWS) 76% 23% 1%

Health and Wellness Programs (for example, exercise, medical screening, 

quit smoking programs) 44% 50% 5%

Employee Assistance Program (EAP) 9% 88% 2%

Child Care Programs (for example, daycare, parenting classes, parenting support groups) 6% 87% 7%

Elder Care Programs (for example, support groups, speakers) 4% 88% 8%

Satisfaction with Work/Life Programs

Satisfied Neutral Dissatisfied

Alternative Work Schedules (AWS) 97% 2% 1%

Health and Wellness Programs (for example, exercise, medical screening, 

quit smoking programs) 92% 7% 1%

Employee Assistance Program (EAP) 79% 16% 5%

Child Care Programs (for example, daycare, parenting classes, parenting support groups) 86% 14% 0%

Elder Care Programs (for example, support groups, speakers) 71% 25% 4%

Telework 83% 10% 7%

Note: The Work/Life program satisfaction results include only employees who indicated that they participated in the program.

Work/Life Programs
21

Special Topic: Employee Engagement

Since the Federal Government has emphasized the importance of employee engagement in recent years, this section 

provides a more in-depth analysis of the conditions that lead to engagement. The Engagement Index is broken down 

by three demographic categories: generations, agency tenure, and the five most common occupational families in your 

agency. This section will help you determine if parts of your workforce are lacking the conditions needed for engagement, 

which can help guide attention to specific groups. For example, if newer employees have lower scores on the Engagement 

Index, you might consider the possibility that this group does not know what is expected of it on the job (Q. 6). 

Essentially, you should look at breakdowns of each item in the index if groups have substantially different scores. 

Please refer to the Engagement Index section of this report for additional information.

Generations

Engagement

Index

Traditionalists (69 and older) 78%

Baby Boomers (50-68) 72%

Generation X (34-49) 73%

Generation Y (33 and younger) 77%

Agency Tenure

Engagement

Index

Less than 4 years 81%

4 to 10 years 70%

11 or more years 75%

Occupational Family

Engagement

Index

Business and Industry 72%

Engineering and Architecture 69%

Legal and Kindred 82%

General Admin, Clerical, and Office Svcs 75%

Accounting and Budget 62%

Special Topic
22

Appendix A: Item Results and Benchmarks

For each item, your agency’s percent positive response is 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 37 departments and large 

agencies surveyed, where Army, Army Corps of Engineers, Air Force, Navy, Marine Corps, and Other Defense 

agencies/activities 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 response for that item. Additionally, you can numerically compare your percent positive to the 

governmentwide average listed to the right of each item. 

Item Benchmarks

2014 

G’wide

My Work Experience

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

Low 47%; Your Agency 72%; High 80%.

59%

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

Low 58%; Your Agency 81%; High 82%.

69%

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

doing things.

Low 40%; Your Agency 60%; High 78%.

55%

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

Low 58%; Your Agency 74%; High 82%.

70%

‡5. I like the kind of work I do.

Low 76%; Your Agency 83%; High 90%.

82%

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

Low 71%; Your Agency 81%; High 84%.

79%

7. When needed I am willing to put in the extra effort to get a job done.

Low 91%; Your Agency 98%; High 99%.

96%

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

Low 83%; Your Agency 91%; High 94%.

90%

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

to get my job done.

Low 30%; Your Agency 71%; High 71%.

45%

‡10. My workload is reasonable.

Low 37%; Your Agency 75%; High 75%.

56%

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

Low 43%; Your Agency 64%; High 70%.

57%

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

Low 74%; Your Agency 87%; High 90%.

82%

‡13. The work I do is important.

Low 84%; Your Agency 87%; High 94%.

90%

0 Low High 100

YOUR AGENCY

72%

81%

60%

74%

83%

81%

98%

91%

71%

75%

64%

87%

87%

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

Appendix A: Item Results and Benchmarks
23

Appendix A: Item Results and Benchmarks (cont’d)

Item Benchmarks 2014 

G’wide

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

cleanliness in the workplace) allow employees to perform their jobs well.

Low 48%; Your Agency 84%; High 86%.

66%

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

Low 59%; Your Agency 72%; High 82%.

68%

16. I am held accountable for achieving results.

Low 72%; Your Agency 81%; High 90%.

81%

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

without fear of reprisal.

Low 45%; Your Agency 68%; High 77%.

60%

‡18. My training needs are assessed.

Low 35%; Your Agency 57%; High 68%.

50%

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

to do to be rated at different performance levels (for example, Fully 

Successful, Outstanding).

Low 46%; Your Agency 66%; High 79%.

67%

My Work Unit

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

Low 66%; Your Agency 84%; High 90%.

72%

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

Low 28%; Your Agency 68%; High 76%.

41%

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

Low 21%; Your Agency 50%; High 59%.

32%

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

cannot or will not improve.

Low 23%; Your Agency 38%; High 44%.

28%

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

meaningful way.

Low 24%; Your Agency 43%; High 49%.

32%

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

perform their jobs.

Low 28%; Your Agency 51%; High 57%.

38%

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

Low 64%; Your Agency 82%; High 87%.

72%

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

Low 42%; Your Agency 62%; High 64%.

51%

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

Low 74%; Your Agency 90%; High 94%.

82%

0 Low High 100

YOUR AGENCY

84%

72%

81%

68%

57%

66%

84%

68%

50%

38%

43%

51%

82%

62%

90%

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

Appendix A: Item Results and Benchmarks
24

Appendix A: Item Results and Benchmarks (cont’d)

Item Benchmarks

2014 

G’wide

My Agency

‡29. The workforce has the job-relevant knowledge and skills necessary 

to accomplish organizational goals.

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

69%

‡30. Employees have a feeling of personal empowerment with respect 

to work processes.

Low 30%; Your Agency 55%; High 65%.

42%

31. Employees are recognized for providing high quality products 

and services.

Low 32%; Your Agency 61%; High 69%.

45%

‡32. Creativity and innovation are rewarded.

Low 24%; Your Agency 41%; High 63%.

35%

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

Low 14%; Your Agency 35%; High 51%.

20%

34. Policies and programs promote diversity in the 

workplace (for example, recruiting minorities and women, 

training in awareness of diversity issues, mentoring).

Low 42%; Your Agency 64%; High 77%.

55%

‡35. Employees are protected from health and safety hazards on the job.

Low 52%; Your Agency 90%; High 93%.

76%

‡36. My organization has prepared employees for potential security threats.

Low 55%; Your Agency 84%; High 85%.

76%

37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated.

Low 35%; Your Agency 64%; High 72%.

50%

38. Prohibited Personnel Practices are not tolerated.

Low 50%; Your Agency 74%; High 82%.

65%

39. My agency is successful at accomplishing its mission.

Low 54%; Your Agency 87%; High 91%.

73%

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

Low 40%; Your Agency 78%; High 81%.

62%

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

a better place to work.

Low 31%; Your Agency 55%; High 61%.

38%

0 Low High 100

YOUR AGENCY

84%

55%

61%

41%

35%

64%

90%

84%

64%

74%

87%

78%

55%

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

Appendix A: Item Results and Benchmarks
25

Appendix A: Item Results and Benchmarks (cont’d)

Item Benchmarks

2014 

G’wide

My Supervisor

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

Low 68%; Your Agency 89%; High 90%.

77%

43. My supervisor provides me with opportunities to demonstrate my 

leadership skills.

Low 55%; Your Agency 75%; High 79%.

64%

‡44. Discussions with my supervisor about my performance are worthwhile.

Low 55%; Your Agency 69%; High 75%.

62%

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

segments of society.

Low 58%; Your Agency 75%; High 80%.

66%

46. My supervisor provides me with constructive suggestions to improve 

my job performance.

Low 52%; Your Agency 68%; High 75%.

61%

‡47. Supervisors in my work unit support employee development.

Low 53%; Your Agency 75%; High 82%.

63%

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

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

75%

49. My supervisor treats me with respect.

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

80%

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

my performance.

Low 62%; Your Agency 88%; High 92%.

77%

‡51. I have trust and confidence in my supervisor.

Low 57%; Your Agency 77%; High 80%.

65%

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

immediate supervisor?

Low 61%; Your Agency 79%; High 82%.

69%

Leadership

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

and commitment in the workforce.

Low 26%; Your Agency 56%; High 64%.

38%

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

and integrity.

Low 37%; Your Agency 70%; High 76%.

50%

‡55. Supervisors work well with employees of different backgrounds.

Low 50%; Your Agency 76%; High 80%.

63%

‡56. Managers communicate the goals and priorities of the organization.

Low 44%; Your Agency 68%; High 74%.

58%

0 Low High 100

YOUR AGENCY

89%

75%

69%

75%

68%

75%

86%

90%

88%

77%

79%

56%

70%

76%

68%

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

Appendix A: Item Results and Benchmarks
26

Appendix A: Item Results and Benchmarks (cont’d)

Item Benchmarks

2014 

G’wide

‡57. Managers review and evaluate the organization's progress toward 

meeting its goals and objectives.

Low 40%; Your Agency 67%; High 72%.

58%

58. Managers promote communication among different work units 

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

Low 37%; Your Agency 61%; High 70%.

50%

59. Managers support collaboration across work units to accomplish 

work objectives.

Low 40%; Your Agency 68%; High 75%.

53%

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

directly above your immediate supervisor?

Low 45%; Your Agency 71%; High 77%.

56%

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

Low 38%; Your Agency 71%; High 73%.

50%

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

Low 39%; Your Agency 76%; High 81%.

52%

My Satisfaction

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

your work?

Low 37%; Your Agency 62%; High 67%.

48%

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

management on what's going on in your organization?

Low 34%; Your Agency 63%; High 67%.

46%

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

a good job?

Low 35%; Your Agency 60%; High 64%.

45%

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

senior leaders?

Low 28%; Your Agency 57%; High 64%.

40%

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

your organization?

Low 24%; Your Agency 43%; High 48%.

33%

‡68. How satisfied are you with the training you receive for your present job?

Low 36%; Your Agency 60%; High 68%.

50%

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

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

64%

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

Low 48%; Your Agency 62%; High 68%.

56%

71. Considering everything, how satisfied are you with your organization?

Low 42%; Your Agency 72%; High 74%.

55%

0 Low High 100

YOUR AGENCY

67%

61%

68%

71%

71%

76%

62%

63%

60%

57%

43%

60%

74%

62%

72%

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

Appendix A: Item Results and Benchmarks
27

Appendix A: Item Results and Benchmarks (cont’d)

Item Benchmarks

2014 

G’wide

Work/Life Programs

72. Have you been notified that you are eligible to telework? (See Work/Life section)

73. Please select the response below that best describes your current teleworking situation. (See Work/Life section)

74 - 78. Do you participate in the following Work/Life programs? (See Work/Life section)

79 - 84. How satisfied are you with the following Work/Life programs in your agency?*

79. Telework

Low 64%; Your Agency 83%; High 88%.

77%

80. Alternative Work Schedules (AWS)

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

89%

81. Health and Wellness Programs (for example, exercise, medical 

screening, quit smoking programs)

Low 71%; Your Agency 92%; High 93%.

79%

82. Employee Assistance Program (EAP)

Low 68%; Your Agency 79%; High 88%.

74%

83. Child Care Programs (for example, daycare, parenting 

classes, parenting support groups)

Low 38%; Your Agency 86%; High 91%.

72%

84. Elder Care Programs (for example, support groups, speakers)

Low 31%; Your Agency 71%; High 94%.

68%

0 Low High 100

YOUR AGENCY

83%

97%

92%

79%

86%

71%

* The Work/Life program satisfaction results include only employees who indicated that they participated in the program. 

Appendix A: Item Results and Benchmarks
28

Appendix B: Demographic Characteristics

Appendix B below displays the demographic characteristics of your agency’s survey respondents. Understanding the 

attributes of your workforce can aid planning, recruiting, training, and help to understand which work/life programs 

and flexibilities are most relevant. 

2014 

Percentages

Where do you work?

Headquarters 87

Field 13

 What is your supervisory status?

Non-Supervisor 61

Team Leader 20

Supervisor 11

Manager 5

Senior Leader 3

Are you:

Male 56

Female 44

 Are you Hispanic or Latino?

Yes 5

No 95

Are you:

American Indian or Alaska Native 0

Asian 7

Black or African American 17

Native Hawaiian or Other Pacific Islander <1

White 72

Two or more races (not Hispanic or Latino) 4

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

Less than High School 0

High School Diploma/GED or equivalent 2

Trade or Technical Certificate 1

Some College (no degree) 6

Associate's Degree (e.g., AA, AS) 2

Bachelor's Degree (e.g., BA, BS) 27

Master's Degree (e.g., MA, MS, MBA) 38

Doctoral/Professional Degree (e.g., Ph.D., MD, JD) 24

Appendix B: Demographic Characteristics

Note: Demographic results are unweighted.
29

Appendix B: Demographic Characteristics (cont’d)

 2014 Percentages

What is your pay category/grade?

Federal Wage System (ex. WB, WD, WG, WL, WM, WS, WY) <1

GS 1-6 <1

GS 7-12 21

GS 13-15 73

Senior Executive Service 4

Senior Level (SL) or Scientific or Professional (ST) 1

Other 1

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

Less than 1 year 2

1 to 3 years 14

4 to 5 years 15

6 to 10 years 23

11 to 14 years 9

15 to 20 years 7

More than 20 years 30

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

Less than 1 year 3

1 to 3 years 19

4 to 5 years 18

6 to 10 years 23

11 to 20 years 14

More than 20 years 24

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

No 71

Yes, to retire 3

Yes, to take another job within the Federal Government 14

Yes, to take another job outside the Federal Government 9

Yes, other 3

 I am planning to retire:

Within one year 2

Between one and three years 7

Between three and five years 11

Five or more years 80

Note: Demographic results are unweighted.

Appendix B: Demographic Characteristics
30

Appendix B: Demographic Characteristics (cont’d)

 2014 Percentages

 Do you consider yourself to be one or more of the following?

Heterosexual or Straight 86

Gay, Lesbian, Bisexual or Transgender 2

I Prefer Not to Say 13

What is your US military service status?

No Prior Military Service 91

Currently in National Guard or Reserves <1

Retired 1

Separated or Discharged 8

Are you an individual with a disability? 

Yes 7

No 93

What is your age group?

25 and under 2

26-29 8

30-39 29

40-49 20

50-59 25

60 or older 15

Appendix B: Demographic Characteristics

Note: Demographic results are unweighted.
United States 

Office of Personnel Management

Planning and Policy Analysis

1900 E Street, NW

Washington, DC 20415

www.FedView.opm.gov