2013

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 ............................................................................................................................................................... 3

Results at a Glance ............................................................................................................................................................. 4

Strengths ............................................................................................................................................................................ 5

Challenges.......................................................................................................................................................................... 6

Increases & Decreases ........................................................................................................................................................ 7

Items to Celebrate & Caution Items.................................................................................................................................... 8

Above & Below................................................................................................................................................................... 9

Indices ..............................................................................................................................................................................10

Work/Life Programs ..........................................................................................................................................................13

Diversity ............................................................................................................................................................................15

Appendices

Appendix A: Item Results and Benchmarks...................................................................................................................... 17

Appendix B: Trend Analysis: 2010 vs. 2011 vs. 2012 vs. 2013 Results.............................................................................. 22

Appendix C: Decision Aid: Transforming Your Results into Action .................................................................................... 28

Appendix D: Human Capital Assessment and Accountability Framework – Percent Positive by Agency Component ....... 32

Appendix E: Employee Engagement – Percent Positive by Agency Component ............................................................... 33

Appendix F: Global Satisfaction – Percent Positive by Agency Component ..................................................................... 34

Appendix G: 2013 Federal Employee Viewpoint Survey FAQs .......................................................................................... 35
About This Report 3

About This Report

Resiliency in the Face of Challenge

Federal employees remain committed to the missions of their agencies despite a number of challenges, including 

continued pay freezes, agency furloughs, and a climate of uncertainty. Federal employees across government feel 

the effects of these challenges. The benefit of the Federal Employee Viewpoint Survey (FEVS) is the opportunity 

it provides employees to share their insights across all organizational levels and climates. Employee views are 

important throughout government, from hiring and retention to organizational effectiveness, because they 

present a broad diversity of opinions. 

This management report enables agency leaders to identify both strengths and challenges by looking for 

patterns and themes in their results. Throughout the report we have highlighted areas for action as well as areas 

for celebration, allowing agencies to gain a better understanding of their employee views. This broad spectrum 

of employee perspectives is one reason why the FEVS is a powerful tool for change.

Multiple Perspectives of Your Agency’s Results

This report provides a broad but interconnected picture of your results, and includes...

Strengths & Challenges: Survey items with the highest percent positive and the highest percent negative responses.

Increases & Decreases: Survey items that increased or decreased by 5 or more percentage points since 2012.

Items to Celebrate & Caution Items: Survey items that increased or decreased by 2 or more percentage points 

between 2011-2012 and 2012-2013.

Above & Below: Survey items that lead or trail the Federal Government average by 5 or more percentage points.

Indices: 

•	Human Capital Assessment and Accountability Framework (HCAAF): 

measures of progress in meeting human capital strategy objectives

•	Employee Engagement: 

measures of the conditions likely to lead to engagement 

•	Global Satisfaction: 

a comprehensive indicator of employees’ overall work satisfaction

Work/Life Programs: A breakdown of participation rates and satisfaction ratings.

Diversity: Your agency’s survey respondent characteristics.

Appendices: A set of appendices that show results benchmarked against agency high/low results and percentile scores; 

a trend analysis of results over time; a Decision Aid; three tables containing agency component scores on the 

HCAAF, Employee Engagement, and Global Satisfaction indices; and Frequently Asked Questions (FAQs) for the 

2013 survey.

Comparisons to past survey results and governmentwide averages are included throughout the report to ensure 

meaningful and action-oriented content. These comparisons highlight areas that have improved or declined, and 

provide benchmarks for interpreting the 2013 results. This year, agency components with the highest and lowest 

scores are highlighted in the HCAAF, Employee Engagement and Global Satisfaction sections to encourage 

information sharing across the agency. 

What do the Survey Results Represent?

The results represent a snapshot in time of the perceptions of the Federal workforce. Statisticians weighted survey 

data to adjust for differences between characteristics of the respondents and the population of Federal employees 

surveyed. The governmentwide results have a plus or minus one percent margin of error. 
Results at a Glance 4

Your Agency Response

Field Period

April 30, 2013 – June 14, 2013

Response Rate

64% (893 out of 1,395 employees 

responded)

Agency Component Response Rates

89% Office of the Secretary

82% Office of Electric Reliability

79% Office of Energy 

Infrastructure Security

75% Office of Enforcement

71% Office of the Executive Director

64% Office of Administrative Litigation

62% Office of External Affairs

62% Office of Energy Policy 

and Innovation

61% Office of Energy Projects

58% Office of Energy 

Market Regulation

54% Office of General Counsel

50% Chairman and 

Commissioner Office

37% Office of Administrative 

Law Judges

Results at a Glance 

Strengths & Increases

46 items had positive ratings of 65 percent or more

14 items increased by 5 or more percentage points since the 2012 survey

Challenges & Decreases

1 item had a negative rating of 35 percent or more

0 items decreased by 5 or more percentage points since the 2012 survey

Items to Celebrate

0 items increased by 2 or more percentage points between 2011-2012 and 

2012-2013

Caution Items

3 items decreased by 2 or more percentage points between 2011-2012 and 

2012-2013

Indices Rankings (Out of 37 Agencies)

4th on Global Satisfaction (12th in 2012)

4th on Employee Engagement (8th in 2012)

HCAAF Rankings

5th on Leadership & Knowledge Management (4th in 2012)

5th on Results-Oriented Performance Culture (8th in 2012)

5th on Talent Management (5th in 2012)

9th on Job Satisfaction (25th in 2012)

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

Understanding Your Results

Positive Ratings

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

Negative Ratings

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

Applying Rules of Thumb 

65% or more positive is considered a strength

35% or more negative is considered a challenge

30% or more neutral suggests uncertainty, presenting 

an opportunity for communication

A difference of 5 percentage points or more is 

considered notable
Strengths 5

G’wide

Strengths

Acknowledging the strengths that survey results reveal not only gives your agency cause for celebration, but also 

shows where organizational practices are most effective. Your agency’s 10 highest percent positive responses are 

displayed in Figure 1, along with the 2013 governmentwide percent positive for comparison.

FIGURE 1 Most Positive Response Items for Your Agency

When needed I am willing to put in the extra effort to get 

a job done. (Q. 7)

98% 2013 FERC. 96% 2013 Governmentwide.

I am constantly looking for ways to do my job better. (Q. 8) 90% 2013 FERC. 90% 2013 Governmentwide.

Employees are protected from health and safety hazards on 

the job. (Q. 35)

89% 2013 FERC. 76% 2013 Governmentwide.

My supervisor supports my need to balance work and other 

life issues. (Q. 42)

88% 2013 FERC. 77% 2013 Governmentwide.

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

work unit? (Q. 28)

88% 2013 FERC. 83% 2013 Governmentwide.

In the last six months, my supervisor/team leader has talked 

with me about my performance. (Q. 50)

88% 2013 FERC. 77% 2013 Governmentwide.

Physical conditions (for example, noise level, temperature, 

lighting, cleanliness in the workplace) allow employees to 

perform their jobs well. (Q. 14)

87% 2013 FERC. 66% 2013 Governmentwide.

My supervisor/team leader treats me with respect. (Q. 49) 87% 2013 FERC. 80% 2013 Governmentwide.

The work I do is important. (Q. 13) 86% 2013 FERC. 90% 2013 Governmentwide.

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

priorities. (Q. 12)

85% 2013 FERC. 83% 2013 Governmentwide.
Challenges 6

G’wide

Challenges

Negative responses to survey items are powerful indicators of dissatisfaction. A review of your agency’s challenges, 

in conjunction with strengths, presents a more comprehensive picture of emerging issues and themes in your agency 

which may aid in identifying areas to target in the action planning process.

Figure 2 displays your agency’s 10 highest percent negative responses, along with the 2013 governmentwide percent 

negative for comparison.

FIGURE 2 Most Negative Response Items for Your Agency

Pay raises depend on how well employees perform their jobs. 

(Q. 33)

41% 2013 FERC. 55% 2013 Governmentwide.

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

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

34% 2013 FERC. 45% 2013 Governmentwide.

In my work unit, differences in performance are recognized 

in a meaningful way. (Q. 24)

33% 2013 FERC. 40% 2013 Governmentwide.

Creativity and innovation are rewarded. (Q. 32) 30% 2013 FERC. 35% 2013 Governmentwide.

Promotions in my work unit are based on merit. (Q. 22) 28% 2013 FERC. 39% 2013 Governmentwide.

Awards in my work unit depend on how well employees 

perform their jobs. (Q. 25)

28% 2013 FERC. 36% 2013 Governmentwide.

How satisfied are you with your opportunity to get a better 

job in your organization? (Q. 67)

28% 2013 FERC. 38% 2013 Governmentwide.

My training needs are assessed. (Q. 18) 27% 2013 FERC. 26% 2013 Governmentwide.

Considering everything, how satisfied are you with your pay? 

(Q. 70)

24% 2013 FERC. 28% 2013 Governmentwide.

In my organization, leaders generate high levels of 

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

24% 2013 FERC. 33% 2013 Governmentwide.
Increases & Decreases 7

Increases & Decreases

Agency Items That Increased and Decreased the Most from 2012

Survey items with increasingly positive responses may indicate the success of agency initiatives or plans of action, 

while declining positive responses may signal areas in need of targeted action. Table 1 displays the items that had 

the largest changes (5 or more percentage points) in percent positive rating. If your agency had more than 10 items 

that changed by 5 percentage points or more, only the 10 items with the largest changes are shown.

TABLE 1 Largest Increases and Decreases in Percent Positive 

Percent Positive

2012 2013 Difference

Increased the Most

Senior leaders demonstrate support for Work/Life programs. (Q. 62) 65 72 +7

I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. (Q. 17) 63 69 +6

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

employees to perform their jobs well. (Q. 14) 81 87 +6

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

training in awareness of diversity issues, mentoring). (Q. 34) 61 67 +6

Employees have a feeling of personal empowerment with respect to work processes. (Q. 30) 47 53 +6

Managers support collaboration across work units to accomplish work objectives. (Q. 59) 64 70 +6

How satisfied are you with the policies and practices of your senior leaders? (Q. 66) 49 55 +6

Managers/supervisors/team leaders work well with employees of different backgrounds. (Q. 55) 70 76 +6

I feel encouraged to come up with new and better ways of doing things. (Q. 3) 54 59 +5

How satisfied are you with your involvement in decisions that affect your work? (Q. 63) 55 60 +5

Decreased the Most

Your agency had no items that decreased by 5 percentage points or more since 2012.
Items to Celebrate & Caution Items 8

Items to Celebrate & Caution Items

Increases are often the direct result of an agency’s specifically targeted action; however, sometimes increases or 

decreases may occur without direct intent. For example, leadership changes, new programs, or communication 

efforts may have an impact on survey results. Please review this section with those ideas in mind, and consider 

communicating any action planning successes with employees.

The “Items to Celebrate” section in Figure 3 highlights items that have increased by 2 or more percentage points 

across each of the last several survey administrations (from 2011 to 2012 and from 2012 to 2013).

“Caution Items” are highlighted as items that have decreased by 2 or more percentage points across the last several 

survey administrations (from 2011 to 2012 and from 2012 to 2013). Being aware of downward trends in your 

results is critical in ensuring that items don’t continue to decrease over time.

FIGURE 3 Percent Positive Increases and Decreases of Two or More Points from 2011-2012 and 2012-2013

Items to Celebrate 2011 2012 2013

Your agency had no items that met these criteria.

2013 2012 2011 Caution Items

Awards in my work unit depend on how well employees 

perform their jobs. (Q. 25)

2013 45% 2012 47% 2011 52%

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

(Q. 27)

2013 58% 2012 61% 2011 65%

Creativity and innovation are rewarded. (Q. 32) 2013 39% 2012 41% 2011 45%
Above & Below 9

Above & Below

Agency Items Above and Below the 2013 Governmentwide Average 

Table 2 displays agency results that are 5 or more percentage points higher or lower than the governmentwide 

average, and may assist in highlighting areas of success as well as areas of concern. If your agency had more than 

10 items that differ from the average, only the 10 items with the largest differences are shown.

TABLE 2 Items Above and Below the 2013 Governmentwide Average on Percent Positive

2013 Percent Positive

FERC G’wide Difference

Leading the Government

My work unit is able to recruit people with the right skills. (Q. 21) 64 40 +24

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 66 44 +22

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

employees to perform their jobs well. (Q. 14) 87 66 +21

Senior leaders demonstrate support for Work/Life programs. (Q. 62) 72 54 +18

My organization’s leaders maintain high standards of honesty and integrity. (Q. 54) 72 54 +18

I have a high level of respect for my organization’s senior leaders. (Q. 61) 70 52 +18

My workload is reasonable. (Q. 10) 74 57 +17

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

team leader? (Q. 60) 74 57 +17

I recommend my organization as a good place to work. (Q. 40) 78 63 +15

Considering everything, how satisfied are you with your organization? (Q. 71) 70 56 +14

Trailing the Government

Your agency had no items that were 5 percentage points or more below the Governmentwide average.
10

Indices

Human Capital Assessment and Accountability Framework (HCAAF) 

The HCAAF indices were created to guide governmentwide efforts to support agency mission results with strong 

human capital strategies, and they provide consistent metrics for measuring progress toward HCAAF objectives. 

For more information on these metrics, refer to OPM’s website: www.opm.gov/hcaaf_resource_center/assets/

hcaaf_ssm.pdf.

Figure 4 shows your agency results with appropriate comparisons for the four HCAAF indices: Leadership and 

Knowledge Management, Results-Oriented Performance Culture, Talent Management, and Job Satisfaction. 

This year the agency components with the highest and lowest scores are highlighted to facilitate internal 

information sharing.

For your reference, Appendix D displays HCAAF Index results for each agency component.

FIGURE 4 HCAAF Indices – Percent Positive

Leadership & 

Knowledge Management 2013. 

70 %

2012: 67%

G’wide 59%

High Component 

CHRMN/COMSNR OFC 91%

Low Component 

ADMIN LITIGATION 49%

Leadership & Knowledge Management Index 

Indicates the extent to which employees hold their leadership in high regard, 

both overall and on specific facets of leadership. Index made up of items: 

10, 35, 36, 51, 52, 53, 55, 56, 57, 61, 64, 66.

Results-Oriented 

Performance Culture 2013. 

60 %

2012: 58%

G’wide 51%

High Component 

CHRMN/COMSNR OFC 85%

Low Component 

ADMIN LITIGATION 49%

Results-Oriented Performance Culture Index 

Indicates the extent to which employees believe their organizational culture 

promotes improvement in processes, products and services, and organizational 

outcomes. Index made up of items: 12, 14, 15, 20, 22, 23, 24, 30, 32, 33, 42, 44, 65.

Talent

Management 2013. 

65%

2012: 65%

G’wide 56%

High Component 

CHRMN/COMSNR OFC 86%

Low Component 

ADMIN LITIGATION 48%

Talent Management Index 

Indicates the extent to which employees think the organization has the talent 

necessary to achieve organizational goals. Index made up of items: 

1, 11, 18, 21, 29, 47, 68.

Job 

Satisfaction 2013. 

67%

2012: 65%

G’wide 64%

High Component 

CHRMN/COMSNR OFC 85%

Low Component 

ADMIN LITIGATION 51%

Job Satisfaction Index 

Indicates the extent to which employees are satisfied with their jobs and various 

aspects thereof. Index made up of items: 4, 5, 13, 63, 67, 69, 70.

Indices: HCAAF
Employee Engagement 

An engaged employee is seen as one who is immersed in the content of the job and energized to spend extra 

effort in job performance. The 2013 Federal Employee Viewpoint Survey does not contain direct measurements 

of employee engagement such as passion, commitment, and involvement. However, it does include questions 

that cover most, if not all, of the conditions likely to lead to employee engagement (e.g., leadership, opportunity 

to use skills). OPM created an index using these items and excluded any items measuring satisfaction in order to 

differentiate this index from a job satisfaction index.

Figure 5 shows your agency’s results with appropriate comparisons on the Employee Engagement Index and its 

subfactors: Leaders Lead, Supervisors, and Intrinsic Work Experiences. This year the agency components with the 

highest and lowest scores are highlighted to facilitate internal information sharing.

For your reference, Appendix E displays Employee Engagement Index results for each agency component.

FIGURE 5 Employee Engagement Index – Percent Positive

Employee 

Engagement

2013:

73%

2012: 70%

G’wide 64%

High Component 

CHRMN/COMSNR OFC 91%

Low Component 

ADMIN LITIGATION 56%

Employee Engagement is comprised of:

Leaders Lead 2013: 

66%

2012: 63%

Leaders Lead

Reflects the employees’ 

perceptions of the integrity 

of leadership, as well as 

leadership behaviors such as 

communication and workforce 

motivation. It is made up of 

items 53, 54, 56, 60, and 61.

Supervisors 

2013: 

80 %

2012: 78%

Supervisors

Reflects the interpersonal 

relationship between worker 

and supervisor, including trust, 

respect, and support. It is made 

up of items 47, 48, 49, 51, 

and 52.

Intrinsic Work Experiences 

2013: 

72%

2012: 69%

Intrinsic Work 

Experiences

Reflects the employees’ feelings 

of motivation and competency 

relating to their role in the 

workplace. It is made up of 

items 3, 4, 6, 11, and 12.

Indices: Employee Engagement 11
12

Global Satisfaction

OPM created the Global Satisfaction Index to provide a more comprehensive indicator of employees’ overall 

work satisfaction. The index is a combination of employees’ satisfaction with their jobs, their pay, and their 

organizations, plus their willingness to recommend their organizations as a good place to work.

Figure 6 shows your agency’s results with appropriate comparisons on the Global Satisfaction Index and the items 

that make up the index. This year the agency components with the highest and lowest index scores are highlighted 

to facilitate internal information sharing. 

For your reference, Appendix F displays Global Satisfaction Index results for each agency component.

FIGURE 6 Global Satisfaction Index – Percent Positive

Global 

Satisfaction

2013: 

70%

2012: 68%

G’wide 59%

High Component 

CHRMN/COMSNR OFC 89%

Low Component 

ADMIN LITIGATION 45%

Global Satisfaction is comprised of: Job Satisfaction 

2013: 

72%

2012: 69%

Job Satisfaction

Considering everything, how 

satisfied are you with your job? 

(Q. 69)

Pay Satisfaction 

2013: 

59%

2012: 60%

Pay Satisfaction

Considering everything, how 

satisfied are you with your pay? 

(Q. 70)

Organization Satisfaction 

2013: 

70 %

2012: 66%

Organization 

Satisfaction

Considering everything, how 

satisfied are you with your 

organization? (Q. 71)

Recommend Organization 

2013: 

78%

2012: 76%

Recommend 

Organization

I recommend my organization 

as a good place to work. (Q. 40)

Indices: Global Satisfaction
Work/Life Programs 13

Work/Life Programs

Work/Life programs provide employees with resources to effectively balance their responsibilities both inside 

and outside of the workplace. The Work/Life program participation and satisfaction results for your agency are 

displayed in this section, beginning with telework in Figures 7 and 8. Participation and satisfaction ratings for all 

other work/life programs are listed in Tables 3 and 4.

The Telework Enhancement Act of 2010 encouraged Federal agencies to expand their use of telework as a strategic 

management tool. Telework can be an important factor in attracting and retaining the best employees, improving 

morale and increasing the capacity to achieve agency mission and goals. This critical tool can also help reduce 

the cost of transit, in addition to providing flexibility in severe weather circumstances, emergencies, or other 

workplace disruptions. Figures 7 and 8 provide a snapshot of your agency’s teleworking status and are helpful in 

determining whether or not more effort should be focused on increasing telework in your agency.

FIGURE 7 Eligibility to Telework

Yes

93%

No

5%

Not Sure

2%

FIGURE 8 Telework Status

FERC 

69%

Telework

31%

Do Not 

Telework

Governmentwide 

26%

Telework

73%

Do Not 

Telework

4% I telework 3 or more days per week. FERC.

3% Governmentwide.

35% I telework 1 or 2 days per week. FERC.9% Governmentwide.

12% I telework, but no more than 1 or 2 days per month. FERC.4% Governmentwide.

I telework very infrequently, on an unscheduled 

or short-term basis. 18% FERC.

10% Governmentwide.

I do not telework because I have to be physically 

present on the job. 1% FERC.

34% Governmentwide.

2% I do not telework because I have technical issues. FERC.6% 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. 6% FERC.

21% Governmentwide.

22% I do not telework because I choose not to telework. FERC.12% Governmentwide.

FERC G’wide

Note: The sum of percentages may not add to 100 due to rounding.
Work/Life Programs 14

TABLE 3 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) 46% 48% 6%

Employee Assistance Program (EAP) 11% 86% 4%

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

Elder Care Programs (for example, support groups, speakers) 4% 85% 12%

TABLE 4 Satisfaction with Work/Life Programs

Satisfied Neutral Dissatisfied

Alternative Work Schedules (AWS) 96% 2% 1%

Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs) 92% 7% 1%

Employee Assistance Program (EAP) 83% 13% 4%

Child Care Programs (for example, daycare, parenting classes, parenting support groups) 81% 19% 0%

Elder Care Programs (for example, support groups, speakers) 58% 38% 4%

Telework 83% 8% 9%

Note: The Work/Life program satisfaction results include only employees who indicated that they participated in the program.
15

Diversity

Characteristics of Your Agency’s Survey Respondents

Understanding the diverse characteristics of your employee population can aid workforce planning, recruiting, 

training, and the choice of work/life programs and flexibilities. Figure 9 displays a few of the attributes of your 

agency’s workforce.

FIGURE 9 Demographic Characteristics

Work Location

Headquarters 88%

Field 12%

Supervisory Status

Non-Supervisor 62%

Team Leader 20%

Supervisor/

Manager 13%

Executive 5%

Gender

Male 59%

Female 41%

Hispanic or Latino

Yes 6%

No 94%

Race

American Indian 

or Alaska Native <1%

Asian 6%

Black or

African American 19%

Native Hawaiian or 

Other Pacific Islander <1%

White 72%

Two or more races 

(not Hispanic 

or Latino) 3%

Age

25 and Under 3%

26- 29 11%

30 - 39 25%

40- 49 21%

50-59 26%

60 or Older 15%

Pay Grade

Federal Wage 

System 0%

GS 1- 6 <1%

GS 7-12 20%

GS 13-15 73%

SES 4%

SL/ST 1%

Other 1%

Federal Tenure

< 1 Year 3%

1-3 Years 14%

4-5 Years 18%

6 -10 Years 20%

11-14 Years 8%

15-20 Years 7%

> 20 Years 30%

Note: Demographic results are unweighted.

Diversity
16

FIGURE 9 Demographic Characteristics (continued)

Agency Tenure

< 1 Year 5%

1-3 Years 18%

4-5 Years 20%

6 -10 Years 19%

11-20 Years 13%

> 20 Years 25%

Are You Considering 

Leaving Your Agency 

Within the Next Year?

No 67%

Yes, to retire 5%

Yes, to take another 

job within the 

Federal Government 12%

Yes, to take another 

job outside the 

Federal Government 10%

Yes, other 6%

Planning to Retire

Within one year 3%

Between one 

and three years 8%

Between three 

and five years 10%

Five or more

years 80%

Self-Identify As

Heterosexual

or Straight 85%

Gay, Lesbian, 

Bisexual, or 

Transgender 2%

I prefer not to say 13%

Veteran

Yes 9%

No 91%

Disability

Yes 7%

No 93%

Note: Demographic results are unweighted.

Diversity
Appendix A 17

Appendix A

Item Results and Benchmarks

Your agency’s percent positive for each survey item is listed in the left column, and benchmarks are listed on 

the right for comparison purposes. The benchmark scores were compiled from the results for Departments and 

large agencies with 800 or more employees. Note that these benchmarks are based on 37 agencies where Army, 

Army Corps of Engineers, Air Force, Navy, Marine Corps, and Other Defense agencies/activities are rolled into 

Department of Defense.

The following benchmark scores are listed to allow you to compare your agency’s percent positive with the results 

of other agencies:

The Highest and Lowest Percent Positive Scores

Represent the agency that scored the highest/lowest for that survey item. 

The 90th, 50th, 10th Percentiles

Compare your percent positive score with the percentile scores for each item. If your agency had a positive score of 

83 percent for an item and the benchmark for the 90th percentile was 80 percent positive, then you can conclude 

that your agency is above the 90th percentile of agency scores for that item. In other words, your agency scored 

higher than at least 90 percent of the benchmark agencies.
Appendix A 18

APPENDIX A Item Results and Benchmarks

FERC

% Positive

2013 FEVS Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

My Work Experience

‡1. I am given a real opportunity to improve my skills in my organization. 70 79 74 62 54 47

2. I have enough information to do my job well. 79 83 79 71 63 56

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

doing things. 59 77 66 59 49 41

‡4. My work gives me a feeling of personal accomplishment. 71 80 77 72 69 60

‡5. I like the kind of work I do. 81 88 86 82 80 75

6. I know what is expected of me on the job. 81 85 84 78 72 69

7. When needed I am willing to put in the extra effort to get a job done. 98 99 98 96 94 92

8. I am constantly looking for ways to do my job better. 90 93 93 91 87 84

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

to get my job done. 66 66 58 48 34 29

‡10. My workload is reasonable. 74 74 70 58 48 38

‡11. My talents are used well in the workplace. 63 69 63 58 53 46

‡12. I know how my work relates to the agency's goals and priorities. 85 91 89 84 77 74

‡13. The work I do is important. 86 95 93 89 86 81

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

in the workplace) allow employees to perform their jobs well. 87 87 81 70 60 52

‡15. My performance appraisal is a fair reflection of my performance. 71 81 76 68 62 55

16. I am held accountable for achieving results. 81 90 87 82 75 71

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

of reprisal. 69 76 72 63 53 47

‡18. My training needs are assessed. 49 64 56 49 39 28

‡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).

66 80 75 66 57 43

‡20. The people I work with cooperate to get the job done. 83 87 85 76 68 62

‡21. My work unit is able to recruit people with the right skills. 64 72 59 45 32 25

‡22. Promotions in my work unit are based on merit. 46 56 49 37 29 22

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
19

FERC

% Positive

2013 FEVS Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

Appendix A

APPENDIX A Item Results and Benchmarks (continued)

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

will not improve. 34 42 39 31 24 22

‡24. In my work unit, differences in performance are recognized in a meaningful way. 38 46 43 32 28 24

25. Awards in my work unit depend on how well employees perform their jobs. 45 55 52 40 34 30

26. Employees in my work unit share job knowledge with each other. 79 85 82 73 68 64

27. The skill level in my work unit has improved in the past year. 58 62 61 54 48 45

28. How would you rate the overall quality of work done by your work unit? 88 91 90 85 80 75

My Agency

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

accomplish organizational goals. 82 85 82 71 65 55

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

work processes. 53 63 55 42 34 31

31. Employees are recognized for providing high quality products and services. 57 70 61 48 41 35

‡32. Creativity and innovation are rewarded. 39 62 49 37 30 26

‡33. Pay raises depend on how well employees perform their jobs. 29 38 31 20 15 13

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

recruiting minorities and women, training in awareness of diversity 

issues, mentoring).

67 77 67 58 49 43

‡35. Employees are protected from health and safety hazards on the job. 89 93 87 78 62 56

‡36. My organization has prepared employees for potential security threats. 82 91 84 74 61 59

37. Arbitrary action, personal favoritism and coercion for partisan political purposes 

are not tolerated. 63 69 63 53 43 37

38. Prohibited Personnel Practices (for example, illegally discriminating for or 

against any employee/applicant, obstructing a person’s right to compete 

for employment, knowingly violating veterans’ preference requirements) 

are not tolerated.

74 82 77 67 58 52

39. My agency is successful at accomplishing its mission. 85 90 85 75 66 56

40. I recommend my organization as a good place to work. 78 81 78 65 52 43

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

a better place to work. 52 58 56 43 34 32

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
20

FERC

% Positive

2013 FEVS Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

Appendix A

APPENDIX A Item Results and Benchmarks (continued)

My Supervisor/Team Leader

‡42. My supervisor supports my need to balance work and other life issues. 88 90 88 81 74 69

43. My supervisor/team leader provides me with opportunities to demonstrate my 

leadership skills. 73 80 75 67 60 58

‡44. Discussions with my supervisor/team leader about my performance are 

worthwhile. 68 73 71 63 57 53

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

segments of society. 71 79 74 67 61 58

46. My supervisor/team leader provides me with constructive suggestions to 

improve my job performance. 64 71 70 62 57 54

‡47. Supervisors/team leaders in my work unit support employee development. 74 81 75 67 61 56

48. My supervisor/team leader listens to what I have to say. 83 86 84 77 70 70

49. My supervisor/team leader treats me with respect. 87 89 87 81 77 75

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

my performance. 88 92 89 83 72 63

‡51. I have trust and confidence in my supervisor. 76 79 76 68 61 58

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

supervisor/team leader? 78 81 78 70 64 61

Leadership

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

and commitment in the workforce. 51 63 54 43 32 30

54. My organization's leaders maintain high standards of honesty and integrity. 72 78 70 56 45 42

‡55. Managers/supervisors/team leaders work well with employees of different 

backgrounds. 76 79 75 64 54 52

‡56. Managers communicate the goals and priorities of the organization. 66 75 73 63 52 47

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

its goals and objectives. 65 74 72 62 51 44

58. Managers promote communication among different work units 

(for example, about projects, goals, needed resources). 63 70 64 54 46 40

59. Managers support collaboration across work units to accomplish work 

objectives. 70 76 68 59 49 44

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

above your immediate supervisor/team leader? 74 74 71 60 53 47

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
21

FERC

% Positive

2013 FEVS Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

Appendix A

APPENDIX A Item Results and Benchmarks (continued)

‡61. I have a high level of respect for my organization’s senior leaders. 70 70 67 55 45 41

62. Senior leaders demonstrate support for Work/Life programs. 72 80 72 56 48 41

My Satisfaction

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

your work? 60 67 62 53 45 39

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

what's going on in your organization? 55 68 59 50 42 37

‡65. How satisfied are you with the recognition you receive for doing a good job? 55 64 60 49 43 37

‡66. How satisfied are you with the policies and practices of your senior leaders? 55 61 56 42 33 31

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

in your organization? 39 48 44 33 27 23

‡68. How satisfied are you with the training you receive for your present job? 55 65 59 51 42 27

‡69. Considering everything, how satisfied are you with your job? 72 76 74 66 62 55

‡70. Considering everything, how satisfied are you with your pay? 59 66 63 56 47 42

71. Considering everything, how satisfied are you with your organization? 70 74 71 57 47 42

Work/Life Programs

72. Have you been notified that you are eligible to telework? (See page 13)

73. Please select the response below that best describes your current teleworking situation. (See page 13)

74 - 78. Do you participate in the following Work/Life programs? (See page 14)

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

79. Telework 83 88 85 76 66 42

80. Alternative Work Schedules (AWS) 96 97 96 90 79 71

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

screening, quit smoking programs) 92 92 91 82 74 72

82. Employee Assistance Program (EAP) 83 89 83 79 68 62

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

classes, parenting support groups) 81 89 81 69 52 40

84. Elder Care Programs (for example, support groups, speakers) 58 83 80 66 57 41

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

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
22

Appendix B

Trend Analysis: 2010 vs. 2011 vs. 2012 vs. 2013 Results

Appendix B consists of a set of trend tables displaying your agency’s positive results for each item for the last four 

survey administrations. The last column indicates whether or not there were significant increases, deceases, or no 

changes in positive ratings from 2010 to 2011 (first arrow), from 2011 to 2012 (second arrow), and from 2012 to 

2013 (last arrow). Arrows slanting up indicate a statistically significant increase, and arrows slanting down indicate 

a statistically significant decrease. Horizontal arrows indicate the change was not statistically significant. For 

example, symbols indicate there was no significant change in positive ratings from 2010 to 2011, but there 

was a significant increase in positive ratings from 2011 to 2012, and from 2012 to 2013. Similarly, symbols 

indicate there was a significant decrease from 2010 to 2011, but there were no significant changes in positive 

ratings from 2011 to 2012 or from 2012 to 2013. 

APPENDIX B Trend Analysis

Percent Positive

2010 2011 2012 2013 Significant Trends

My Work Experience

‡1. I am given a real opportunity to improve my skills in my organization. 71 70 70 70 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 66 65 63 60 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

2. I have enough information to do my job well. 80 78 77 79 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 73 73 72 70 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

3. I feel encouraged to come up with new and better ways of doing things. 57 56 54 59 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 60 59 58 56 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡4. My work gives me a feeling of personal accomplishment. 72 70 69 71 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 75 74 72 70 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡5. I like the kind of work I do. 80 78 80 81 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 86 85 84 83 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

6. I know what is expected of me on the job. 81 79 80 81 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 81 80 80 79 No significant change in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡7. When needed I am willing to put in the extra effort to get a job done. 96 97 97 98 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 97 97 96 96 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

8. I am constantly looking for ways to do my job better. 89 89 90 90 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 92 92 91 90 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

to get my job done.

69 67 67 66 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 50 48 48 44 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡10. My workload is reasonable. 72 71 73 74 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 59 59 59 57 No significant change in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). An "NA" indicates that the item was not included in the survey that year or there 

were too few respondents to conduct trend analyses.

Appendix B
Appendix B 23

APPENDIX B Trend Analysis (continued)

Percent Positive

2010 2011 2012 2013 Significant Trends

‡11. My talents are used well in the workplace. 62 61 59 63 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 60 61 59 57 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡12. I know how my work relates to the agency's goals and priorities. 86 86 83 85 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 84 85 84 83 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡13. The work I do is important. 86 85 84 86 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 92 92 91 90 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

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

83 80 81 87 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 67 67 67 66 No significant change in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡15. My performance appraisal is a fair reflection of my performance. 67 70 70 71 Significant increase in positive ratings from 2010 to 2011. No significant change in positive ratings from 2011 to 2012.

No significant change in positive ratings from 2012 to 2013.

 G’wide 68 70 69 68 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

16. I am held accountable for achieving results. 82 82 79 81 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 84 84 83 81 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

fear of reprisal.

63 63 63 69 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 62 63 61 61 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡18. My training needs are assessed. 51 49 51 49 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 54 54 53 50 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡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).

61 66 63 66 Significant increase in positive ratings from 2010 to 2011. No significant change in positive ratings from 2011 to 2012.

No significant change in positive ratings from 2012 to 2013.

 G’wide 68 69 68 68 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

‡20. The people I work with cooperate to get the job done. 83 83 82 83 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 75 75 73 73 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡21. My work unit is able to recruit people with the right skills. 63 65 64 64 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 46 46 43 40 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡22. Promotions in my work unit are based on merit. 49 49 48 46 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 35 36 34 32 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

cannot or will not improve.

35 33 31 34 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 31 31 29 28 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

meaningful way.

45 40 40 38 Significant decrease in positive ratings from 2010 to 2011. No significant change in positive ratings from 2011 to 2012.

No significant change in positive ratings from 2012 to 2013.

 G’wide 36 36 34 31 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). An "NA" indicates that the item was not included in the survey that year or there 

were too few respondents to conduct trend analyses.
Appendix B 24

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

their jobs.

54 52 47 45 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012. No significant change in positive ratings from 2012 to 2013.

 G’wide 44 44 41 38 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

26. Employees in my work unit share job knowledge with each other. 78 79 79 79 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 73 73 72 72 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

27. The skill level in my work unit has improved in the past year. 62 65 61 58 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012.

Significant decrease in positive ratings from 2012 to 2013.

 G’wide 56 57 55 52 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

28. How would you rate the overall quality of work done by your work unit? 87 86 87 88 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 82 82 83 83 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant increase in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

My Agency

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

accomplish organizational goals.

80 81 83 82 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 72 73 72 70 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

work processes.

55 50 47 53 Significant decrease in positive ratings from 2010 to 2011. No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 48 48 45 43 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

31. Employees are recognized for providing high quality products and services. 62 64 56 57 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012. No significant change in positive ratings from 2012 to 2013.

 G’wide 51 51 48 46 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡32. Creativity and innovation are rewarded. 47 45 41 39 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012. No significant change in positive ratings from 2012 to 2013.

 G’wide 41 41 38 35 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡33. Pay raises depend on how well employees perform their jobs. 34 32 28 29 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 26 24 22 19 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

34. Policies and programs promote diversity in the workplace 

(for example, recruiting minorities and women, training in 

awareness of diversity issues, mentoring).

63 64 61 67 No significant change in positive ratings from 2010 to 2011.

Significant decrease in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 58 59 57 55 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡35. Employees are protected from health and safety hazards on the job. 86 86 84 89 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 76 78 77 76 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡36. My organization has prepared employees for potential security threats. 82 79 81 82 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.No significant change in positive ratings from 2012 to 2013.

 G’wide 76 78 78 76 Significant increase in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

37. Arbitrary action, personal favoritism and coercion for partisan political 

purposes are not tolerated.

61 60 59 63 No significant change in positive ratings from 2010 to 2011.

No significant change in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 51 52 51 51 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

Percent Positive

2010 2011 2012 2013 Significant Trends

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). An "NA" indicates that the item was not included in the survey that year or there 

were too few respondents to conduct trend analyses.

APPENDIX B Trend Analysis (continued)
Appendix B 25

Percent Positive

2010 2011 2012 2013 Significant Trends

38. Prohibited Personnel Practices (for example, illegally discriminating

for or against any employee/applicant, obstructing a person’s right to

compete for employment, knowingly violating veterans’ preference 

requirements) are not tolerated.

71 72 72 74 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 66 67 66 65 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

39. My agency is successful at accomplishing its mission. 82 83 82 85 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 78 79 76 74 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

40. I recommend my organization as a good place to work. 76 76 76 78 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 70 69 67 63 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

place to work.

49 52 49 52 Significant increase in positive ratings from 2010 to 2011. No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 45 45 42 38 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

My Supervisor/Team Leader

‡42. My supervisor supports my need to balance work and other life issues. 86 86 88 88 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 76 77 77 77 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant increase in g’wide positive ratings 

from 2012 to 2013.

43. My supervisor/team leader provides me with opportunities to demonstrate my 

leadership skills.

68 73 69 73 Significant increase in positive ratings from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 66 67 65 65 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡44. Discussions with my supervisor/team leader about my performance 

are worthwhile.

66 66 65 68 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 62 63 62 61 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

45. My supervisor/team leader is committed to a workforce representative 

of all segments of society.

66 71 68 71 Significant increase in positive ratings from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 65 66 64 65 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

46. My supervisor/team leader provides me with constructive suggestions 

to improve my job performance.

62 65 64 64 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 61 62 61 60 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡47. Supervisors/team leaders in my work unit support employee development. 71 73 72 74 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 66 67 65 64 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

48. My supervisor/team leader listens to what I have to say. 80 82 81 83 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 75 75 74 74 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

49. My supervisor/team leader treats me with respect. 86 86 86 87 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 80 80 79 80 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant increase in g’wide positive ratings 

from 2012 to 2013.

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

about my performance.

89 89 87 88 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 76 77 77 77 No significant change in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). An "NA" indicates that the item was not included in the survey that year or there 

were too few respondents to conduct trend analyses.

APPENDIX B Trend Analysis (continued)
Appendix B 26

Percent Positive

2010 2011 2012 2013 Significant Trends

‡51. I have trust and confidence in my supervisor. 73 75 73 76 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 67 67 66 66 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

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

supervisor/team leader?

75 76 77 78 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 68 69 68 68 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

Leadership

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

commitment in the workforce.

50 51 50 51 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 44 45 43 41 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

54. My organization's leaders maintain high standards of honesty and integrity. 69 69 68 72 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 56 57 55 54 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡55. Managers/supervisors/team leaders work well with employees of 

different backgrounds.

71 73 70 76 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 64 65 63 63 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡56. Managers communicate the goals and priorities of the organization. 67 67 64 66 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012. No significant change in positive ratings 

from 2012 to 2013.

 G’wide 64 64 62 61 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

meeting its goals and objectives.

66 66 61 65 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 64 64 62 61 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

58. Managers promote communication among different work units 

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

60 62 58 63 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 54 55 53 52 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

59. Managers support collaboration across work units to accomplish 

work objectives.

68 68 64 70 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 58 58 57 56 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

directly above your immediate supervisor/team leader?

70 68 69 74 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 57 58 58 57 No significant change in g’wide positive ratings 

from 2010 to 2011.

No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡61. I have a high level of respect for my organization’s senior leaders. 64 67 65 70 Significant increase in positive ratings from 2010 to 2011. No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 56 57 54 52 Significant increase in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

62. Senior leaders demonstrate support for Work/Life programs. 63 67 65 72 Significant increase in positive ratings from 2010 to 2011. No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 55 55 54 54 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

My Satisfaction

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

your work?

61 58 55 60 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 55 53 52 50 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). An "NA" indicates that the item was not included in the survey that year or there 

were too few respondents to conduct trend analyses.

APPENDIX B Trend Analysis (continued)
Appendix B 27

APPENDIX B Trend Analysis (continued)

Percent Positive

2010 2011 2012 2013 Significant Trends

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

on what's going on in your organization?

52 53 53 55 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 51 51 48 48 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡65. How satisfied are you with the recognition you receive for doing a good job? 61 58 54 55 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012. No significant change in positive ratings 

from 2012 to 2013.

 G’wide 52 51 48 45 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡66. How satisfied are you with the policies and practices of your senior leaders? 51 54 49 55 Significant increase in positive ratings from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 45 46 43 41 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

your organization?

44 40 40 39 Significant decrease in positive ratings from 2010 to 2011. No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 42 40 36 34 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡68. How satisfied are you with the training you receive for your present job? 58 57 57 55 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide 56 55 54 50 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡69. Considering everything, how satisfied are you with your job? 72 72 69 72 No significant change in positive ratings 

from 2010 to 2011.

No significant change in positive ratings 

from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 72 71 68 65 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

‡70. Considering everything, how satisfied are you with your pay? 71 63 60 59 Significant decrease in positive ratings from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012. No significant change in positive ratings 

from 2012 to 2013.

 G’wide 66 62 59 54 Significant decrease in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

71. Considering everything, how satisfied are you with your organization? 71 70 66 70 No significant change in positive ratings 

from 2010 to 2011.

Significant decrease in positive ratings from 2011 to 2012.Significant increase in positive ratings 

from 2012 to 2013.

 G’wide 62 62 59 56 No significant change in g’wide positive ratings 

from 2010 to 2011.

Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

Work/Life Programs

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

79. Telework — 57 79 83 NA Significant increase in positive ratings 

from 2011 to 2012. No significant change in positive ratings 

from 2012 to 2013.

 G’wide — 70 73 76 NA Significant increase in g’wide positive ratings 

from 2011 to 2012.

Significant increase in g’wide positive ratings 

from 2012 to 2013.

80. Alternative Work Schedules (AWS) — 97 95 96 NA No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide — 89 89 89 NA Significant decrease in g’wide positive ratings 

from 2011 to 2012.

No significant change in g’wide positive ratings 

from 2012 to 2013.

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

screening, quit smoking programs)

— 93 90 92 NA Significant decrease in positive ratings from 2011 to 2012.

Significant increase in positive ratings 

from 2012 to 2013.

 G’wide — 81 80 80 NA Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

82. Employee Assistance Program (EAP) — 74 83 83 NA Significant increase in positive ratings 

from 2011 to 2012. No significant change in positive ratings 

from 2012 to 2013.

 G’wide — 78 76 74 NA Significant decrease in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

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

classes, parenting support groups)

— 82 76 81 NA No significant change in positive ratings 

from 2011 to 2012.

No significant change in positive ratings 

from 2012 to 2013.

 G’wide — 73 72 70 NA No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

84. Elder Care Programs (for example, support groups, speakers) — 71 75 58 NA NA NA

 G’wide — 67 68 66 NA No significant change in g’wide positive ratings 

from 2011 to 2012.

Significant decrease in g’wide positive ratings 

from 2012 to 2013.

* The 2011-2013 Work/Life program satisfaction results only include employees who indicated that they participated in the program. Because participation questions were 

new in 2011, percentages from 2010 are not displayed.

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). An “NA” indicates that the item was not included in the survey that year or there 

were too few respondents to conduct trend analyses.
Appendix C 28

Appendix C

Decision Aid: Transforming Your Results into Action

Agency Results 

The Decision Aid was designed to easily identify items that stand out in your agency’s results. Items with a high 

percent positive, high percent negative, or high percent neutral are all equally important to acknowledge when 

looking through this section and determining where to focus action planning efforts in the future. The shaded 

cells will direct your attention to any 2013 results that stand out as strengths, challenges, or neutral areas in need 

of more communication.

Blue Cell 

The item is 65 percent 

positive or higher. 

Yellow Cell

The item is 30 percent 

neutral or higher. 

Pink Cell

The item is 35 percent 

negative or higher.

Look at Your Comparisons

It’s also important to compare your 2013 results with your 2012 results; as well as with the governmentwide 

average. These comparisons are listed in the two columns on the right. Differences of 5 percentage points, in either 

direction, are considered notable.

APPENDIX C Decision Aid

2013 FERC % Comparison to % Positive

Positive Neutral Negative

2012 

FERC

2013 

G’wide

My Work Experience

1. I am given a real opportunity to improve my skills in my organization. This item is 65 percent positive or higher.

70 14 16 70 60

2. I have enough information to do my job well. This item is 65 percent positive or higher.

79 11 10 77 70

3. I feel encouraged to come up with new and better ways of doing things. 59 19 22 54 56

4. My work gives me a feeling of personal accomplishment. This item is 65 percent positive or higher.

71 16 12 69 70

5. I like the kind of work I do. This item is 65 percent positive or higher.

81 12 7 80 83

6. I know what is expected of me on the job. This item is 65 percent positive or higher.

81 9 9 80 79

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

98 1 1 97 96

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

90 9 1 90 90

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

to get my job done. This item is 65 percent positive or higher.

66 13 21 67 44

10. My workload is reasonable. This item is 65 percent positive or higher.

74 11 15 73 57

11. My talents are used well in the workplace. 63 15 22 59 57

12. I know how my work relates to the agency's goals and priorities. This item is 65 percent positive or higher.

85 8 6 83 83
Appendix C 29

2013 FERC % Comparison to % Positive

Positive Neutral Negative

2012 

FERC

2013 

G’wide

13. The work I do is important. This item is 65 percent positive or higher.

86 10 4 84 90

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

in the workplace) allow employees to perform their jobs well. This item is 65 percent positive or higher.

87 6 7 81 66

15. My performance appraisal is a fair reflection of my performance. This item is 65 percent positive or higher.

71 15 14 70 68

16. I am held accountable for achieving results. This item is 65 percent positive or higher.

81 12 7 79 81

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

fear of reprisal. This item is 65 percent positive or higher.

69 18 13 63 61

18. My training needs are assessed. 49 23 27 51 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). This item is 65 percent positive or higher.

66 17 18 63 68

My Work Unit

20. The people I work with cooperate to get the job done. This item is 65 percent positive or higher.

83 10 7 82 73

21. My work unit is able to recruit people with the right skills. 64 21 15 64 40

22. Promotions in my work unit are based on merit. 46 25 28 48 32

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

or will not improve. 34 This item is 30 percent neutral or higher.

32 34 31 28

24. In my work unit, differences in performance are recognized in a meaningful way. 38 This item is 30 percent neutral or higher.

30 33 40 31

25. Awards in my work unit depend on how well employees perform their jobs. 45 27 28 47 38

26. Employees in my work unit share job knowledge with each other. This item is 65 percent positive or higher.

79 11 10 79 72

27. The skill level in my work unit has improved in the past year. 58 27 14 61 52

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

88 11 2 87 83

My Agency

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

to accomplish organizational goals. This item is 65 percent positive or higher.

82 12 6 83 70

30. Employees have a feeling of personal empowerment with respect 

to work processes. 53 25 23 47 43

31. Employees are recognized for providing high quality products and services. 57 23 20 56 46

32. Creativity and innovation are rewarded. 39 This item is 30 percent neutral or higher.

31 30 41 35

33. Pay raises depend on how well employees perform their jobs. 29 This item is 30 percent neutral or higher.

30 This item is 35 percent negative or higher.41 28 19

APPENDIX C Decision Aid (continued)
Appendix C 30

2013 FERC % Comparison to % Positive

Positive Neutral Negative

2012 

FERC

2013 

G’wide

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

minorities and women, training in awareness of diversity issues, mentoring). This item is 65 percent positive or higher.

67 22 11 61 55

35. Employees are protected from health and safety hazards on the job. This item is 65 percent positive or higher.

89 8 3 84 76

36. My organization has prepared employees for potential security threats. This item is 65 percent positive or higher.

82 12 5 81 76

37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated. 63 20 17 59 51

38. Prohibited Personnel Practices (for example, illegally discriminating for or 

against any employee/applicant, obstructing a person’s right to compete 

for employment, knowingly violating veterans’ preference requirements) 

are not tolerated.

This item is 65 percent positive or higher.

74 18 8 72 65

39. My agency is successful at accomplishing its mission. This item is 65 percent positive or higher.

85 12 3 82 74

40. I recommend my organization as a good place to work. This item is 65 percent positive or higher.

78 14 8 76 63

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

place to work. 52 27 21 49 38

My Supervisor/Team Leader

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

88 7 5 88 77

43. My supervisor/team leader provides me with opportunities to demonstrate 

my leadership skills. This item is 65 percent positive or higher.

73 16 11 69 65

44. Discussions with my supervisor/team leader about my performance 

are worthwhile. This item is 65 percent positive or higher.

68 15 17 65 61

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

segments of society. This item is 65 percent positive or higher.

71 23 6 68 65

46. My supervisor/team leader provides me with constructive suggestions 

to improve my job performance. 64 19 17 64 60

47. Supervisors/team leaders in my work unit support employee development. This item is 65 percent positive or higher.

74 14 11 72 64

48. My supervisor/team leader listens to what I have to say. This item is 65 percent positive or higher.

83 9 8 81 74

49. My supervisor/team leader treats me with respect. This item is 65 percent positive or higher.

87 7 6 86 80

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

my performance. This item is 65 percent positive or higher.

88 6 7 87 77

51. I have trust and confidence in my supervisor. This item is 65 percent positive or higher.

76 13 11 73 66

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

supervisor/team leader? This item is 65 percent positive or higher.

78 14 8 77 68

APPENDIX C Decision Aid (continued)
Appendix C 31

APPENDIX C Decision Aid (continued)

2013 FERC % Comparison to % Positive

Positive Neutral Negative

2012 

FERC

2013 

G’wide

Leadership

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

in the workforce. 51 25 24 50 41

54. My organization's leaders maintain high standards of honesty and integrity. This item is 65 percent positive or higher.

72 17 11 68 54

55. Managers/supervisors/team leaders work well with employees of different 

backgrounds. This item is 65 percent positive or higher.

76 15 9 70 63

56. Managers communicate the goals and priorities of the organization. This item is 65 percent positive or higher.

66 19 15 64 61

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

goals and objectives. This item is 65 percent positive or higher.

65 22 13 61 61

58. Managers promote communication among different work units (for example, 

about projects, goals, needed resources). 63 19 19 58 52

59. Managers support collaboration across work units to accomplish work objectives. This item is 65 percent positive or higher.

70 17 13 64 56

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

your immediate supervisor/team leader? This item is 65 percent positive or higher.

74 16 11 69 57

61. I have a high level of respect for my organization’s senior leaders. This item is 65 percent positive or higher.

70 18 12 65 52

62. Senior leaders demonstrate support for Work/Life programs. This item is 65 percent positive or higher.

72 19 9 65 54

63. How satisfied are you with your involvement in decisions that affect your work? 60 20 20 55 50

64. How satisfied are you with the information you receive from management on 

what's going on in your organization? 55 22 23 53 48

65. How satisfied are you with the recognition you receive for doing a good job? 55 22 23 54 45

66. How satisfied are you with the policies and practices of your senior leaders? 55 27 18 49 41

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

in your organization? 39 This item is 30 percent neutral or higher.

33 28 40 34

68. How satisfied are you with the training you receive for your present job? 55 25 20 57 50

69. Considering everything, how satisfied are you with your job? This item is 65 percent positive or higher.

72 15 13 69 65

70. Considering everything, how satisfied are you with your pay? 59 17 24 60 54

71. Considering everything, how satisfied are you with your organization? This item is 65 percent positive or higher.

70 18 12 66 56
Appendix D 32

Appendix D

Human Capital Assessment and Accountability Framework Percent Positive by Agency Component

Appendix D displays HCAAF results for each component to encourage information sharing across the agency. 

For example, components that are strong in certain areas may be able to share best practices with others facing 

challenges in the same area.

APPENDIX D HCAAF – Percent Positive

2013 Percent Positive

Leadership 

& Knowledge 

Management

Results-Oriented 

Performance

Culture

Talent 

Management

Job 

Satisfaction

Federal Energy Regulatory Commission 70 60 65 67

Chairman and Commissioner Office 91 85 86 85

Office of Administrative Law Judges 81 57 85 70

Office of Administrative Litigation 49 49 48 51

Office of Electric Reliability 67 60 57 65

Office of Energy Infrastructure Security 81 83 84 78

Office of Energy Market Regulation 72 59 63 66

Office of Energy Policy and Innovation 72 64 66 72

Office of Energy Projects 64 56 65 65

Office of Enforcement 68 59 65 64

Office of External Affairs 76 68 78 67

Office of General Counsel 81 64 73 74

Office of the Executive Director 75 64 67 72

Office of the Secretary 71 64 69 77
Appendix E 33

Appendix E

Employee Engagement Index Percent Positive by Agency Component

Appendix E displays employee engagement results for each component to encourage information sharing across 

the agency. For example, components that are strong in certain areas may be able to share best practices with 

others facing challenges in the same area. The overall engagement score is listed in the column on the right, and 

the scores on each of the subfactors that make up employee engagement are in the first three columns.

APPENDIX E Employee Engagement – Percent Positive

2013 Percent Positive

Leaders Lead Supervisors

Intrinsic Work 

Experiences

Employee 

Engagement Index

Federal Energy Regulatory Commission 66 80 72 73

Chairman and Commissioner Office 91 91 90 91

Office of Administrative Law Judges 83 80 89 84

Office of Administrative Litigation 35 70 62 56

Office of Electric Reliability 60 80 66 68

Office of Energy Infrastructure Security 79 100 87 89

Office of Energy Market Regulation 69 83 69 74

Office of Energy Policy and Innovation 76 80 74 77

Office of Energy Projects 59 77 68 68

Office of Enforcement 68 76 70 71

Office of External Affairs 72 85 82 80

Office of General Counsel 80 87 82 83

Office of the Executive Director 72 78 76 76

Office of the Secretary 71 74 82 76
Appendix F 34

Appendix F

Global Satisfaction Percent Positive by Agency Component

Appendix F displays Global Satisfaction results for each component to encourage information sharing across the 

agency. For example, components that are strong in certain areas may be able to share best practices with others 

facing challenges in the same area. The overall index score is listed in the column on the right, and the scores on 

each of the items that make up Global Satisfaction are in the first four columns.

APPENDIX F Global Satisfaction – Percent Positive

2013 Percent Positive

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Global 

Satisfaction Index

Federal Energy Regulatory Commission 72 59 70 78 70

Chairman and Commissioner Office 90 82 90 91 89

Office of Administrative Law Judges 89 28 89 89 74

Office of Administrative Litigation 51 39 41 50 45

Office of Electric Reliability 63 62 65 78 67

Office of Energy Infrastructure Security 91 44 74 81 72

Office of Energy Market Regulation 70 62 72 79 71

Office of Energy Policy and Innovation 71 62 74 81 72

Office of Energy Projects 73 64 68 77 71

Office of Enforcement 70 45 72 78 66

Office of External Affairs 71 47 69 76 66

Office of General Counsel 81 61 82 87 78

Office of the Executive Director 73 67 71 77 72

Office of the Secretary 87 67 72 88 79
Appendix G 35

Appendix G

2013 Federal Employee Viewpoint Survey FAQs

What Types of Questions are Included in the Survey?

The 2013 survey is identical to the 2012 version. The 98-item survey includes 84 items that measure Federal 

employees’ perceptions about how effectively agencies manage their workforce, as well as 14 demographic items.

The survey is grouped into eight topic areas: 

•	Personal Work Experiences 

•	Work Unit 

•	Agency 

•	Supervisor/Team Leader 

•	Leadership 

•	Satisfaction 

•	Work/Life Programs 

•	Demographics 

Who Participated?

Full-time and part-time permanent, non-seasonal employees were eligible to participate in the survey. 

How Many Employees Participated?

Employees from 37 departments/large agencies and 44 small/independent agencies, comprising 97 percent of the 

executive branch workforce, participated in this year’s survey. More than 376,000 Federal employees participated in 

the survey, for a governmentwide response rate of 48.2 percent. 

How Was the Survey Administered?

The survey was a self-administered Web survey. 

When Were Employees Surveyed? 

Agency launch dates were organized in two waves this year, with approximately 6-week administration periods 

beginning April 23rd and April 30th. 
United States 

Office of Personnel Management

Planning and Policy Analysis

1900 E Street, NW

Washington, DC 20415

www.FedView.opm.gov