2018 Federal Employee Viewpoint Survey

Empowering Employees. Inspiring Change.

Defense Nuclear Facilities Safety Board 

Small Agency Management Report

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

Table of Contents

About This Report ..................................................................................................................................................................................1

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

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

Employee Engagement Index Component Scores and Trends ...........................................................................................................5

New IQ Index .........................................................................................................................................................................................6

New IQ Index Benchmarks................................................................................................................................................................6

New IQ Index Component Scores and Trends....................................................................................................................................7

Global Satisfaction Index .......................................................................................................................................................................8

Global Satisfaction Index Benchmarks..............................................................................................................................................8

Global Satisfaction Index Component Scores and Trends ..................................................................................................................9

Decision Aid: Increases........................................................................................................................................................................ 10

Decision Aid: Decreases....................................................................................................................................................................... 13

Decision Aid: No Change..................................................................................................................................................................... 15

Appendix A: Item Change Summary.................................................................................................................................................... 16

Appendix B: Item Results and Benchmarks......................................................................................................................................... 18

Appendix C: Work/Life Programs......................................................................................................................................................... 24

Telework Schedule ......................................................................................................................................................................... 24

Work/Life Programs........................................................................................................................................................................ 24

Appendix D: Participating Agencies by Employee Population Size Categories ..................................................................................... 27
1

About This Report

The 2018 Federal Employee Viewpoint Survey (FEVS) Small Agency 

Management Report (SAM) was designed to provide an overview of 

survey results, enabling agencies to easily identify issues and take action 

for improvement. The SAM can be helpful in providing a starting point for 

analysis of your agency’s FEVS results, acting as an agency overview before 

drilling down into specific components of the agency for a more in-depth 

analysis. This report also highlights important agency successes, which 

should be acknowledged. We encourage you to share both successes and 

areas for improvement with employees. 

Sections of the SAM

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

The Employee Engagement Index (EEI), New IQ Index, and Global 

Satisfaction Index provide agencies with consistent metrics for measuring 

progress toward objectives. Benchmarks are included to provide insight into how your agency compares to others, 

and to encourage information sharing between agencies. For example, some of the top ranking agencies in the 

Employee Engagement Index may have suggestions on things that have and have not worked to engage their 

employees. Trends for all three indices are also displayed.

Decision Aid

The Decision Aid is useful in helping you easily identify the most critical issues in your agency as well as recognize 

where your agency has improved since 2017. The Decision Aid is divided into three sections to help you focus your 

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

Increases contains items that increased since 2017

Decreases contains items that decreased since 2017

No Change contains items that did not change since 2017

Appendices

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

Appendix A outlines the 2018 FEVS item changes/improvements since 2017.

Appendix B shows how well your agency scored relative to other small agencies. Scanning the graphs can indicate 

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

Appendix C shows the breakdown of the Work/Life Program results.

Appendix D lists all agencies arranged by employee population size. 

DNFSB Response Rate

82% (77 out of 94 

employees responded)

Field Period: May 8, 2018 – June 19, 2018 

Overall 2017 Response Rate: 89%

Component Response Rates

 88% OFFICE OF THE GENERAL MANAGER

 82% OFFICE OF THE TECHNICAL DIRECTOR

Agency results have a margin of error of +/- 5%

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

About This Report
2

About This Report (continued)

Understanding Your Results

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

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

Percent Positive

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

Percent Negative

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

Percent Neutral

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

Identifying Strengths, Challenges, and Neutral Findings

65 percent positive or higher is considered a strength

35 percent negative or higher is considered a challenge

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

between managers and staff

Identifying Increases and Decreases

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

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

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

your agency and should be explored. Increases indicate positive change that should continue to be reinforced. 

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

beneficial workplace improvements.

Additional FEVS Resources

Other Reports

Governmentwide Management Report

 This report provides an overview of the governmentwide results. The report includes item results, index scores, 

trends, and information on who responded to the survey.

All Items/Indices All Levels Report

 The purpose of this report is to provide a comprehensive summary of all FEVS items and index scores for all 

subagencies with at least 10 respondents in a Microsoft® Excel® spreadsheet.

Subagency Comparison Report

 This report provides the results of all the offices that report to the same “parent” office. This report is only 

created when there are two or more sub-offices that both have at least 10 responses. Note: Subagency reports are 

only available for agencies that included organizational breakouts in 2018.

Subagency Breakout Report

 This report displays survey results for a single office so long as it has at least 10 responses. Note: Subagency 

reports are only available for agencies that included organizational breakouts in 2018.

About This Report
3

About This Report (continued)

Occupational Series Reports

 This report allows for the comparison of occupational series and families at the agency level.

Annual Employee Survey (AES) Report

 This report is a Microsoft® Excel® spreadsheet with a breakdown of agency and first level results. It also includes 

trends from previous FEVS administrations.

Websites

FEVS website

 Agencies and the general public can access governmentwide data reports, as well as special topic reports 

produced from the FEVS. This website includes results from the 2004 administration of the survey to the 

present. Access the FEVS website at www.opm.gov/FEVS.

Public Release Data File (PRDF)

A public use data set is available for the FEVS and can be requested by completing the form available 

at: www.opm.gov/fevs/public-data-file. Note: The 2018 PRDF will be available in the winter.

FedScope

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

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

UnlockTalent

 A tool for both the general public and agencies to view comprehensive data visualizations with broad displays of 

FEVS data and personnel data from the Enterprise Human Resources Integration (EHRI). These displays allow 

agencies to identify subcomponents for action to improve engagement, as well as resources agencies can apply 

to their action planning. This site can be accessed at www.unlocktalent.gov. Questions and feedback for the 

dashboard can be sent to unlocktalent@opm.gov.

FEVS Online Reporting and Analysis Tool

 A password protected tool for agency points of contact to access agency-specific and governmentwide reports. In 

addition, agency users can develop customized reports that may be useful for data analysis and action planning. 

Questions and feedback for this online tool can be sent to EVS@opm.gov.

About This Report
4

Employee Engagement Index

Because the FEVS is an assessment of organizational climate, the Employee Engagement Index (EEI) does not 

directly evaluate an employee’s level of engagement. Therefore, instead of measuring aspects of engagement such 

as focused attention and dedication to completing assignments, this index concentrates on factors that lead to an 

engaged workforce (e.g., supporting employee development, communicating agency goals).

Below, you can see where your agency’s EEI score ranks (out of 41 small agencies with 10 or more respondents) 

and how it compares to the combined small agency average. The names of the highest-ranked small agencies are 

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

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

interagency communication.

Employee Engagement Index Benchmarks: Small Agencies, Combined

rank

1 89% OGE

rank

2 85% FMCS

rank

3 84% NCPC

rank

37 DNFSB 57%

69% Small Agencies, Combined

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

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

agencies by size category for your reference.

Employee Engagement Index Benchmarks: Small Agencies (100 – 999 employees)

rank

1 85% FMCS

rank

2 83% USITC

rank

3 81% NIGC

rank

27 DNFSB 57%

70% Small Agencies

Employee Engagement Index
5

Employee Engagement Index (continued)

This table displays the EEI score for each component in your agency as well as the scores for the three engagement 

subindices, which can facilitate information-sharing within your agency. To provide more information on engagement, 

the table also includes engagement trends back to 2015 for your components, as well as the combined small agency 

trends for comparison. Please note that depending on organizational structure in previous administrations, not all 

components may trend back to 2015.

Employee Engagement Index Component Scores and Trends

EEI Trends 2018 EEI Subindices

2015 2016 2017 2018

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Small Agencies, Combined 67 69 70 69 56 78 73

Defense Nuclear Facilities Safety Board 63 61 56 57 33 81 55

OFFICE OF THE GENERAL MANAGER 77 58 56 81 70 82 90

OFFICE OF THE TECHNICAL DIRECTOR 59 62 56 50 24 81 45

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

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

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

Employee Engagement Index
6

New IQ Index

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

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

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

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

average, are displayed below, along with your agency ranking (out of 41 small agencies with 10 or more respondents).

New IQ Index Benchmarks: Small Agencies, Combined

rank

1 83% OGE

rank

2 82% FMCS

rank

3 78% USITC

rank

23 DNFSB 61%

63% Small Agencies, Combined

In addition to looking at your agency’s New IQ Index results from a combined small agencies perspective, the 

figure below allows you to compare your New IQ Index results to those from similar sized agencies. Appendix D 

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

New IQ Index Benchmarks: Small Agencies (100 – 999 employees)

rank

1 82% FMCS

rank

2 78% USITC

rank

3 74% OMB

rank

18 DNFSB 61%

64% Small Agencies

New IQ Index
7

New IQ Index (continued)

This table shows the New IQ Index score for each component in your agency as well as the scores for all five 

habits of inclusion. To provide more information on the New IQ, the table also includes trends back to 2015 

for your components, as well as combined small agency trends for comparison. Please note that depending on 

organizational structure in previous administrations, not all components may trend back to 2015.

New IQ Index Component Scores and Trends

New IQ Index Trends 2018 New IQ Index Subindices

2015 2016 2017 2018 Fair Open Cooperative Supportive Empowering

Small Agencies, Combined 60 62 64 63 52 61 58 81 62

Defense Nuclear Facilities Safety Board 62 59 57 61 57 60 57 83 47

OFFICE OF THE GENERAL MANAGER 69 48 54 79 73 73 80 87 83

OFFICE OF THE TECHNICAL DIRECTOR 61 62 58 55 52 56 49 82 38

Fair: Are all employees treated equally? (Q.23, 24, 25, 37, and 38)

Open: Does management support diversity in all ways? (Q.32, 34, 45, and 55)

Cooperative: Does management encourage communication and collaboration? (Q.58 and 59)

Supportive: Do supervisors value employees? (Q.42, 46, 48, 49, and 50)

Empowering: Do employees have the resources and support needed to excel? (Q.2, 3, 11, and 30)

New IQ Index
8

Global Satisfaction Index

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

organization, plus their willingness to recommend their organization as a good place to work. Below, you can see 

where your agency’s Global Satisfaction Index score ranks (out of 41 small agencies with 10 or more respondents) 

and how it compares to the combined small agency average. The names of the highest-ranked small agencies are 

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

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

interagency communication.

Global Satisfaction Index Benchmarks: Small Agencies, Combined

rank

1 88% NIGC

rank

2 87% FMCS

rank

3 83% OGE, NCPC

rank

36 DNFSB 48%

65% Small Agencies, Combined

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

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

Appendix D contains a listing of agencies by size category for your reference.

Global Satisfaction Index Benchmarks: Small Agencies (100 – 999 employees)

rank

1 88% NIGC

rank

2 87% FMCS

rank

3 82% FCA

rank

27 DNFSB 48%

67% Small Agencies

Global Satisfaction Index
9

Global Satisfaction Index (continued)

This table displays the Global Satisfaction index score for each component in your agency as well as the scores for 

the four items that make up the index. To provide more information on Global satisfaction, the table also includes 

trends back to 2015 for your components, as well as the combined small agency trends for comparison. Please note 

that depending on organizational structure in previous administrations, not all components may trend back to 2015.

Global Satisfaction Index Component Scores and Trends

GS Index Trends 2018 Global Satisfaction Index Items

2015 2016 2017 2018

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Small Agencies, Combined 62 64 66 65 69 62 63 67

Defense Nuclear Facilities Safety Board 55 60 48 48 48 72 33 37

OFFICE OF THE GENERAL MANAGER 79 56 52 84 79 100 79 79

OFFICE OF THE TECHNICAL DIRECTOR 48 60 47 39 41 65 21 27

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

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

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

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

Global Satisfaction Index
10

Decision Aid: Increases

NEW THIS YEAR

The Decision Aid is now 

available for first level 

components of the agency. 

You can access it via the FEVS 

Online Reporting & Analysis 

Tool under the pre-configured 

reports option.

Identifying Increases Since 2017

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

positive results. The items are sorted to allow you to quickly and easily identify 

where your agency has made the greatest improvements since last year.

Using the Legend Icons

The legend icons provide context for interpreting these results. While these 

items have improved, some may still be considered challenges (35% or more 

negative) or others may have reached the 65% or more positive mark and become 

new strengths this year. The “Top Pos/Neg” icons highlight where an item is 

either in the top 10 positive items or top 10 negative items for your agency.

39 Items Increased Since 2017

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

New Strength

These items became 

a new strength 

in 2018

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

2017 

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

Senior leaders demonstrate support for Work/Life programs. (Q. 62) 58 74This item is 65 percent positive or higher.

This item became a new strength in 2018.

16 10 +16

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

projects, goals, needed resources). (Q. 58) 38 54 16 30 +16

Managers support collaboration across work units to accomplish work objectives. (Q. 59) 46 60 13 27 +14

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

of reprisal. (Q. 17) 60 71This item is 65 percent positive or higher.

This became a new strength in 2018.

13 17 +11

My organization has prepared employees for potential security threats. (Q. 36) 81 91This item is 65 percent positive or higher.

This item is in your top positive.

8 1 +10

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

immediate supervisor? (Q. 60) 36 46 26 28 +10

Employees are protected from health and safety hazards on the job. (Q. 35) 90 100 This item is 65 percent positive or higher.

This item is in your top positive.

0 0 +10

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

improve. (Q. 23) 41 50 26 23 +9

Supervisors in my work unit support employee development. (Q. 47) 79 88This item is 65 percent positive or higher.

This item is in your top positive.

3 9 +9

Creativity and innovation are rewarded. (Q. 32) 24 32 29 39This item is 35 percent negative or higher. +8

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

Decision Aid: Increases
11

Decision Aid: Increases (continued)

2017

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

I have a high level of respect for my organization’s senior leaders. (Q. 61) 18 26 17 57This item is 35 percent negative or higher.

This item is in your top negative.

+8

How satisfied are you with the training you receive for your present job? (Q. 68) 66 74This item is 65 percent positive or higher. 13 13 +8

Arbitrary action, personal favoritism and coercion for partisan political purposes 

are not tolerated. (Q. 37) 49 56 18 25 +7

My workload is reasonable. (Q. 10) 61 68This item is 65 percent positive or higher.

This became a new strength in 2018.

10 22 +7

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

workplace) allow employees to perform their jobs well. (Q. 14) 84 91This item is 65 percent positive or higher.

This item is in your top positive.

4 5 +7

Discussions with my supervisor about my performance are worthwhile. (Q. 44) 67 74This item is 65 percent positive or higher. 7 19 +7

Employees are recognized for providing high quality products and services. (Q. 31) 51 57 20 22 +6

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

going on in your organization? (Q. 64) 40 46 14 40This item is 35 percent negative or higher. +6

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 52 57 22 21 +5

In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 39 44 25 31 +5

I like the kind of work I do. (Q. 5) 74 79This item is 65 percent positive or higher. 11 10 +5

My supervisor provides me with opportunities to demonstrate my leadership skills. (Q. 43) 75 79This item is 65 percent positive or higher. 5 16 +4

I feel encouraged to come up with new and better ways of doing things. (Q. 3) 42 46 15 39This item is 35 percent negative or higher. +4

My supervisor supports my need to balance work and other life issues. (Q. 42) 90 93This item is 65 percent positive or higher.

This item is in your top positive.

3 4 +3

How satisfied are you with the policies and practices of your senior leaders? (Q. 66) 15 18 12 70This item is 35 percent negative or higher.

This item is in your top negative.

+3

My talents are used well in the workplace. (Q. 11) 48 51 10 39This item is 35 percent negative or higher. +3

I am constantly looking for ways to do my job better. (Q. 8) 83 86This item is 65 percent positive or higher.

This item is in your top positive.

9 6 +3

Employees in my work unit share job knowledge with each other. (Q. 26) 84 87This item is 65 percent positive or higher.

This item is in your top positive.

7 7 +3

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

goals and objectives. (Q. 57) 58 60 18 22 +2

I recommend my organization as a good place to work. (Q. 40) 35 37 26 37This item is 35 percent negative or higher. +2

Prohibited Personnel Practices are not tolerated. (Q. 38) 72 74This item is 65 percent positive or higher. 15 10 +2

Decision Aid: Increases
12

Decision Aid: Increases (continued)

2017

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Increase 

Since 2017

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

in the workforce. (Q. 53) 15 17 15 67This item is 35 percent negative or higher.

This item is in your top negative.

+2

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 54) 29 30 15 55This item is 35 percent negative or higher.

This item is in your top negative.

+1

Considering everything, how satisfied are you with your organization? (Q. 71) 32 33 15 52This item is 35 percent negative or higher.

This item is in your top negative.

+1

My supervisor is committed to a workforce representative of all segments of society. (Q. 45) 74 75This item is 65 percent positive or higher. 12 13 +1

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 52) 75 76This item is 65 percent positive or higher. 11 13 +1

Supervisors work well with employees of different backgrounds. (Q. 55) 71 72This item is 65 percent positive or higher. 14 14 +1

Considering everything, how satisfied are you with your pay? (Q. 70) 71 72This item is 65 percent positive or higher. 10 19 +1

When needed I am willing to put in the extra effort to get a job done. (Q. 7) 94 95This item is 65 percent positive or higher.

This item is in your top positive.

4 1 +1

Decision Aid: Increases
13

Decision Aid: Decreases

NEW THIS YEAR

The Decision Aid is now 

available for first level 

components of the agency. 

You can access it via the FEVS 

Online Reporting & Analysis 

Tool under the pre-configured 

reports option.

Identifying Decreases Since 2017

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

positive results. The items are sorted to allow you to quickly and easily identify 

where results have dropped since last year. 

Using the Legend Icons

The legend icons provide context for interpreting these results. When identifying 

the most critical decreases to focus on, it is important to check if these decreases 

are also identified as challenges (35% or more negative) or if they were previously 

identified as strengths that have fallen below the 65% or more positive threshold. 

The “Top Pos/Neg” icons highlight where an item is either in the top 10 positive 

items or top 10 negative items for your agency.

27 Items Decreased Since 2017

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

Past Strength

These items are no 

longer a strength 

in 2018

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

2017 

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Decrease 

Since 2017

My work unit is able to recruit people with the right skills. (Q. 21) 48 24 25 51This item is 35 percent negative or higher.

This item is in your top negative.

-24

My agency is successful at accomplishing its mission. (Q. 39) 52 35 18 47This item is 35 percent negative or higher.

This item is in your top negative.

-17

The skill level in my work unit has improved in the past year. (Q. 27) 55 39 19 42This item is 35 percent negative or higher. -16

Promotions in my work unit are based on merit. (Q. 22) 60 48 24 28 -12

In the last six months, my supervisor has talked with me about my performance. (Q. 50) 95 84This item is 65 percent positive or higher.

This item is in your top positive.

2 15 -11

I know how my work relates to the agency’s goals. (Q. 12) 72 61This item is no longer a strength in 2018. 14 25 -11

I have trust and confidence in my supervisor. (Q. 51) 78 71This item is 65 percent positive or higher. 11 18 -7

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

organizational goals. (Q. 29) 72 66This item is 65 percent positive or higher. 20 14 -6

Considering everything, how satisfied are you with your job? (Q. 69) 54 48 12 40This item is 35 percent negative or higher. -6

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 41 36 27 37This item is 35 percent negative or higher. -5

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

Decision Aid: Decreases
14

Decision Aid: Decreases (continued)

2017

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Decrease 

Since 2017

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

minorities and women, training in awareness of diversity issues, mentoring). (Q. 34) 65 61This item is no longer a strength in 2018. 20 19 -4

The people I work with cooperate to get the job done. (Q. 20) 80 76This item is 65 percent positive or higher. 10 14 -4

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 57 53 20 26 -4

My work gives me a feeling of personal accomplishment. (Q. 4) 67 63This item is no longer a strength in 2018. 14 23 -4

Pay raises depend on how well employees perform their jobs. (Q. 33) 51 47 26 27 -4

I know what is expected of me on the job. (Q. 6) 57 54 15 31 -3

Employees have a feeling of personal empowerment with respect to work processes. (Q. 30) 27 24 13 63This item is 35 percent negative or higher.

This item is in your top negative.

-3

Managers communicate the goals of the organization. (Q. 56) 49 47 16 37This item is 35 percent negative or higher. -2

My training needs are assessed. (Q. 18) 57 55 23 23 -2

I am given a real opportunity to improve my skills in my organization. (Q. 1) 76 74This item is 65 percent positive or higher. 6 20 -2

How would you rate the overall quality of work done by your work unit? (Q. 28) 84 83This item is 65 percent positive or higher. 11 6 -1

How satisfied are you with your involvement in decisions that affect your work? (Q. 63) 38 37 19 44This item is 35 percent negative or higher.

This item is in your top negative.

-1

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

different performance levels (for example, Fully Successful, Outstanding). (Q. 19) 61 60 12 28 -1

My supervisor provides me with constructive suggestions to improve my 

job performance. (Q. 46) 69 68This item is 65 percent positive or higher. 12 19 -1

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

This item is in your top positive.

5 7 -1

The work I do is important. (Q. 13) 83 82This item is 65 percent positive or higher. 12 6 -1

My performance appraisal is a fair reflection of my performance. (Q. 15) 74 73This item is 65 percent positive or higher. 10 16 -1

Decision Aid: Decreases
15

Decision Aid: No Change

NEW THIS YEAR

The Decision Aid is now 

available for first level 

components of the agency. 

You can access it via the FEVS 

Online Reporting & Analysis 

Tool under the pre-configured 

reports option.

Identifying Items That Have Not Changed Since 2017

Your percent positive results for these items have not changed since last year. These 

are items that your agency is maintaining, which can be either a positive, neutral, or 

negative finding. For example, an item with low percent positive results over several 

years is a strong indication of a need for focused action. You may also want to 

consider changing or updating your approach to addressing these issues if the item 

has been the focus of attention in the past. On the other hand, a trend of stable, 

high percent positive results is a finding that should be celebrated. Review each 

item carefully to determine whether there may be areas of concern for your agency.

Using the Legend Icons

The legend icons provide context for interpreting results. While these items have not increased or decreased, they still 

may be causes for celebration or concern depending on the percent positive, negative, and neutral results. The “Top 

Pos/Neg” icons highlight where an item is either in the top 10 positive items or top 10 negative items for your agency.

5 Items Did Not Change Since 2017

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

2017 

Positive

2018 

Positive

2018 

Neutral

2018 

Negative

Change 

Since 2017

I have enough information to do my job well. (Q. 2) 68 68This item is 65 percent positive or higher. 10 22 0

I am held accountable for achieving results. (Q. 16) 73 73This item is 65 percent positive or higher. 16 11 0

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

to work. (Q. 41) 31 31 5 64This item is 35 percent negative or higher.

This item is in your top negative.

0

My supervisor listens to what I have to say. (Q. 48) 83 83This item is 65 percent positive or higher. 7 11 0

How satisfied are you with the recognition you receive for doing a good job? (Q. 65) 52 52 21 27 0

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

Decision Aid: No Change
16

Appendix A: Item Change Summary

Some FEVS items were modified slightly in 2018 to improve the interpretation or understanding of the items. 

These changes are outlined in this section.

New Item Text (2018) Change Old Item Text (2017) New Item Text (2018).

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

Change.

Text change.

Old Item Text (2017).

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

priorities.

New Item Text (2018).

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

necessary to accomplish organizational goals.

Change.

Text change.

Old Item Text (2017).

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

necessary to accomplish organizational goals.

New Item Text (2018).

56. Managers communicate the goals of the organization.

Change.

Text change.

Old Item Text (2017).

56. Managers communicate the goals and priorities of the 

organization.

New Item Text (2018).

Item removed from 2018 FEVS

Change.

Item removed.

Old Item Text (2017).

72. Have you been notified whether or not you are eligible 

to telework?

• Yes, I was notified that I was eligible to telework

• Yes, I was notified that I was not eligible to telework

• No, I was not notified of my telework eligibility

• Not sure if I was notified of my telework eligibility

New Item Text (2018).

72. Please select the response below that BEST describes 

your current teleworking schedule.

• I telework very infrequently, on an unscheduled 

or short-term basis

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

• I telework 1 or 2 days per week

• I telework 3 or 4 days per week

• I telework every work day

• I do not telework because I have to be physically 

present on the job (e.g. Law Enforcement Officers, 

Park Rangers, Security Personnel)

• I do not telework because of technical issues 

(e.g. connectivity, inadequate equipment) that prevent 

me from teleworking

• 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

• I do not telework because I choose not to telework

Change.

Response 

options 

modified.

Old Item Text (2017).

73. Please select the response below that BEST describes 

your current teleworking situation.

• I telework 3 or more days per week

• I telework 1 or 2 days per week

• I telework, but no more than 1 or 2 days per month

• I telework very infrequently, on an unscheduled or 

short-term basis

• I do not telework because I have to be physically 

present on the job (e.g., Law Enforcement Officers, 

Park Rangers, Security Personnel)

• I do not telework because I have technical issues 

(e.g., connectivity, inadequate equipment) that prevent 

me from teleworking

• 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

• I do not telework because I choose not to telework

New Item Text (2018).

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

programs in your agency? Note: 2017 FEVS items 

74-84 were combined (participation - satisfaction); 

new response scale for these items is displayed 

below item 78.

Change.

Questions 

combined.

Old Participation Item Text (2017).

74-78. Do you participate 

in the following 

Work/Life programs? 

Note: Response 

scale for these items 

is displayed below 

item 78.

Old Satisfaction Item Text (2017).

79-84. How satisfied are you 

with the following 

Work/Life programs 

in your agency? 

Note: Response 

scale for these items 

is displayed below 

item 84.

New Item Text (2018).

73. Telework

Change.

Questions 

combined.

Old Participation Item Text (2017). Telework: 

N/A

Old Satisfaction Item Text (2017).

79. Telework

New Item Text (2018).

74. Alternative Work Schedules (AWS, for example, 

compressed work schedule or flexible work schedule)

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

74. Alternative Work 

Schedules (AWS)

Old Satisfaction Item Text (2017).

80. Alternative Work 

Schedules (AWS)

Appendix A: Item Change Summary
17

Appendix A: Item Change Summary (continued)

New Item Text (2018) Change Old Item Text (2017) New Item Text (2018).

75. Health and Wellness Programs (for example, onsite 

exercise, flu vaccination, medical screening, CPR 

Training, health and wellness fair)

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

75. Health and Wellness 

Programs (for example, 

exercise, medical 

screening, quit smoking 

programs)

Old Satisfaction Item Text (2017).

81. Health and Wellness 

Programs (for example, 

exercise, medical 

screening, quit smoking 

programs)

New Item Text (2018).

76. Employee Assistance Program (EAP, for example, 

short-term counseling, referral services, legal services, 

information services)

Change.

Questions 

combined.

Old Participation Item Text (2017).

76. Employee Assistance 

Program (EAP)

Old Satisfaction Item Text (2017).

76. Employee Assistance 

Program (EAP)

New Item Text (2018).

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

parenting classes and support groups, back-up care, 

flexible spending account)

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

77. Child Care Programs 

(for example, daycare, 

parenting classes, parenting support groups)

Old Satisfaction Item Text (2017).

77. Child Care Programs 

(for example, daycare, 

parenting classes, parenting support groups)

New Item Text (2018).

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

support groups, speakers)

• Very satisfied

• Satisfied

• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Very Dissatisfied

• I choose not to participate in these programs

• These programs are not available to me

• I am unaware of these programs

Change.

Questions 

combined. 

Text change.

Old Participation Item Text (2017).

78. Elder Care Programs 

(for example, elder/adult 

care, support groups, 

speakers)

• Yes

• No

• Not available to me

Old Satisfaction Item Text (2017).

84. Elder Care Programs 

(for example, elder/adult 

care, support groups, 

speakers)

• Very satisfied

• Satisfied

• Neither Satisfied nor 

Dissatisfied

• Dissatisfied

• Very Dissatisfied

• No Basis to Judge

New Item Text (2018).

90. Are you transgender?

• Yes

• No

Change.

New item.

Old Item Text (2017).

Not a separate item in 2017 FEVS

New Item Text (2018).

91. Which one of the following do you consider yourself to be?

• Straight, that is not gay or lesbian

• Gay or Lesbian

• Bisexual

• Something else

Change.

Response 

options 

modified.

Old Item Text (2017).

96. Do you consider yourself to be one or more of the 

following? (Mark all that apply)

• Heterosexual or Straight

• Gay or Lesbian

• Bisexual

• Transgender

• I prefer not to say

Appendix A: Item Change Summary
18

Appendix B: Item Results and Benchmarks

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

indicating where your agency falls. The gray bars represent the range of scores for the 41 small agencies surveyed 

that had 10 or more respondents. 

To understand how well your agency performed compared to other small agencies, focus on the location of the 

triangle within the gray bar. If the triangle is toward the right side of the bar, then your agency was above average 

on that item. If it is at the right edge of the bar, then you had the highest percent positive results for that item. 

Additionally, you can numerically compare your percent positive results to the combined small agency average, 

listed to the right of each item. 

Item Benchmarks

Small 

Agencies, 

Combined

My Work Experience

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

in my organization.

Low 31%; Your Agency 74%; High 89%.

67%

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

Low 39%; Your Agency 68%; High 96%.

72%

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

of doing things.

Low 31%; Your Agency 46%; High 85%.

63%

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

Low 51%; Your Agency 63%; High 92%.

75%

 5. I like the kind of work I do.

Low 63%; Your Agency 79%; High 97%.

84%

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

Low 41%; Your Agency 54%; High 100%.

80%

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

to get a job done.

Low 89%; Your Agency 95%; High 100%.

96%

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

Low 77%; Your Agency 86%; High 98%.

90%

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

budget) to get my job done.

Low 18%; Your Agency 53%; High 88%.

53%

 ‡10. My workload is reasonable.

Low 24%; Your Agency 68%; High 88%.

63%

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

Low 31%; Your Agency 51%; High 86%.

62%

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

Low 61%; Your Agency 61%; High 100%.

86%

0 Low High 100

DNFSB

74%

68%

46%

63%

79%

54%

95%

86%

53%

68%

51%

61%

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

Appendix B: Item Results and Benchmarks
19

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

Small 

Agencies, 

0 Low High 100 Combined

DNFSB

Appendix B: Item Results and Benchmarks

 13. The work I do is important.

Low 75%; Your Agency 82%; High 100%.

89%

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

lighting, cleanliness in the workplace) allow employees to 

perform their jobs well.

Low 51%; Your Agency 91%; High 96%.

79%

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

Low 39%; Your Agency 73%; High 96%.

75%

 16. I am held accountable for achieving results.

Low 43%; Your Agency 73%; High 94%.

84%

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

regulation without fear of reprisal.

Low 32%; Your Agency 71%; High 85%.

65%

 18. My training needs are assessed.

Low 18%; Your Agency 55%; High 88%.

51%

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

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

example, Fully Successful, Outstanding).

Low 31%; Your Agency 60%; High 100%.

70%

My Work Unit

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

Low 58%; Your Agency 76%; High 96%.

81%

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

Low 24%; Your Agency 24%; High 77%.

56%

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

Low 25%; Your Agency 48%; High 75%.

47%

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

who cannot or will not improve.

Low 17%; Your Agency 50%; High 77%.

42%

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

in a meaningful way.

Low 18%; Your Agency 44%; High 70%.

42%

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

perform their jobs.

Low 18%; Your Agency 57%; High 79%.

51%

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

Low 51%; Your Agency 87%; High 96%.

78%

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

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

61%

82%

91%

73%

73%

71%

55%

60%

76%

24%

48%

50%

44%

57%

87%

39%

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

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

Small 

Agencies, 

0 Low High 100 Combined

DNFSB

Appendix B: Item Results and Benchmarks

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

work unit?

Low 70%; Your Agency 83%; High 100%.

88%

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

necessary to accomplish organizational goals.

Low 65%; Your Agency 66%; High 96%.

85%

My Agency

 30. Employees have a feeling of personal empowerment 

with respect to work processes.

Low 24%; Your Agency 24%; High 83%.

50%

 31. Employees are recognized for providing high quality products 

and services.

Low 31%; Your Agency 57%; High 86%.

56%

 32. Creativity and innovation are rewarded.

Low 22%; Your Agency 32%; High 76%.

44%

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

Low 7%; Your Agency 47%; High 73%.

34%

 34. Policies and programs promote diversity in the 

workplace (for example, recruiting minorities and women, 

training in awareness of diversity issues, mentoring).

Low 33%; Your Agency 61%; High 86%.

58%

 35. Employees are protected from health and safety hazards 

on the job.

Low 57%; Your Agency 100%; High 100%.

82%

 36. My organization has prepared employees for potential 

security threats.

Low 21%; Your Agency 91%; High 98%.

73%

 37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated.

Low 26%; Your Agency 56%; High 82%.

57%

 38. Prohibited Personnel Practices are not tolerated.

Low 33%; Your Agency 74%; High 96%.

70%

 39. My agency is successful at accomplishing its mission.

Low 33%; Your Agency 35%; High 96%.

76%

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

Low 26%; Your Agency 37%; High 92%.

67%

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

my agency a better place to work.

Low 7%; Your Agency 31%; High 75%.

49%

83%

66%

24%

57%

32%

47%

61%

100%

91%

56%

74%

35%

37%

31%

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

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

Small 

Agencies, 

0 Low High 100 Combined

DNFSB

Appendix B: Item Results and Benchmarks

My Supervisor

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

life issues.

Low 32%; Your Agency 93%; High 94%.

86%

 43. My supervisor provides me with opportunities to demonstrate 

my leadership skills.

Low 39%; Your Agency 79%; High 93%.

72%

 44. Discussions with my supervisor about my performance 

are worthwhile.

Low 31%; Your Agency 74%; High 87%.

70%

 45. My supervisor is committed to a workforce representative 

of all segments of society.

Low 45%; Your Agency 75%; High 91%.

75%

 46. My supervisor provides me with constructive suggestions to 

improve my job performance.

Low 31%; Your Agency 68%; High 86%.

68%

 47. Supervisors in my work unit support employee development.

Low 39%; Your Agency 88%; High 92%.

73%

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

Low 43%; Your Agency 83%; High 100%.

82%

 49. My supervisor treats me with respect.

Low 39%; Your Agency 88%; High 100%.

84%

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

about my performance.

Low 31%; Your Agency 84%; High 100%.

83%

 51. I have trust and confidence in my supervisor.

Low 31%; Your Agency 71%; High 88%.

74%

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

immediate supervisor?

Low 39%; Your Agency 76%; High 100%.

76%

Leadership

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

motivation and commitment in the workforce.

Low 17%; Your Agency 17%; High 77%.

45%

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

honesty and integrity.

Low 27%; Your Agency 30%; High 89%.

56%

 55. Supervisors work well with employees of different backgrounds.

Low 39%; Your Agency 72%; High 92%.

69%

 ‡56. Managers communicate the goals of the organization.

Low 39%; Your Agency 47%; High 90%.

62%

93%

79%

74%

75%

68%

88%

83%

88%

84%

71%

76%

17%

30%

72%

47%

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

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

Small 

Agencies, 

0 Low High 100 Combined

DNFSB

Appendix B: Item Results and Benchmarks

 57. Managers review and evaluate the organization's progress 

toward meeting its goals and objectives.

Low 38%; Your Agency 60%; High 93%.

61%

 58. Managers promote communication among different work units 

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

Low 22%; Your Agency 54%; High 80%.

55%

 59. Managers support collaboration across work units to 

accomplish work objectives.

Low 35%; Your Agency 60%; High 85%.

60%

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

the manager directly above your immediate supervisor?

Low 30%; Your Agency 46%; High 92%.

63%

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

Low 26%; Your Agency 26%; High 87%.

56%

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

Low 29%; Your Agency 74%; High 91%.

65%

My Satisfaction

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

that affect your work?

Low 33%; Your Agency 37%; High 91%.

57%

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

management on what's going on in your organization?

Low 18%; Your Agency 46%; High 79%.

52%

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

for doing a good job?

Low 31%; Your Agency 52%; High 84%.

56%

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

senior leaders?

Low 18%; Your Agency 18%; High 87%.

47%

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

job in your organization?

Low 13%; Your Agency 36%; High 60%.

34%

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

present job?

Low 25%; Your Agency 74%; High 82%.

54%

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

Low 33%; Your Agency 48%; High 94%.

69%

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

Low 32%; Your Agency 72%; High 88%.

62%

 ‡71. Considering everything, how satisfied are you with 

your organization?

Low 31%; Your Agency 33%; High 93%.

63%

60%

54%

60%

46%

26%

74%

37%

46%

52%

18%

36%

74%

48%

72%

33%

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
23

Appendix B: Item Results and Benchmarks (continued)

Item Benchmarks

Small 

Agencies, 

0 Low High 100 Combined

DNFSB

Appendix B: Item Results and Benchmarks

Work/Life Programs

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

 73 - 78. How satisfied are you with the following Work/Life programs in your agency? 

 73. Telework

Low 16%; Your Agency 91%; High 94%.

76%

 74. Alternative Work Schedules (AWS, for example, compressed 

work schedule or flexible work schedule)

Low 16%; Your Agency 90%; High 100%.

81%

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

flu vaccination, medical screening, CPR Training, health and 

wellness fair)

Low 32%; Your Agency 80%; High 91%.

72%

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

counseling, referral services, legal services, information services)

Low 18%; Your Agency 76%; High 86%.

55%

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

parenting classes and support groups, back-up care, 

flexible spending account)

Low 0%; Your Agency 54%; High 65%.

34%

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

groups, speakers)

Low 0%; Your Agency 31%; High 57%.

27%

91%

90%

80%

76%

54%

31%
24

Appendix C: Work/Life Programs

Appendix C displays more detailed Work/Life Program results for your agency. Use the Work/Life results to gain an 

understanding of how your Work/Life Programs are used and rated. 

Telework Schedule

 

2018 

Percentages

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

I telework very infrequently, on an unscheduled or short-term basis 46

I telework, but only about 1 or 2 days per month 12

I telework 1 or 2 days per week 30

I telework 3 or 4 days per week 0

I telework every work day 3

I do not telework because I have to be physically present on the job (e.g. Law Enforcement Officers, Park Rangers, Security Personnel) 4

I do not telework because of technical issues (e.g. connectivity, inadequate equipment) that prevent me from teleworking 0

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 1

I do not telework because I choose not to telework 4

Work/Life Programs

 

% 

Satisfaction

% 

All Responses

How satisfied are you with the following Work/Life programs in your agency? Telework

Very Satisfied 44 43

Satisfied 47 46

Neither Satisfied or Dissatisfied 7 6

Dissatisfied 1 1

Very Dissatisfied 1 1

Item Response Total 100 97

I choose not to participate in these programs — 3

These programs are not available to me — 0

I am unaware of these programs — 0

Total 100 100

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

Appendix C: Work/Life Programs
25

Appendix C: Work/Life Programs (continued)

Appendix C: Work/Life Programs

% 

Satisfaction

% 

All Responses

How satisfied are you with the following Work/Life programs in your agency? Alternative Work Schedules 

(AWS, for example, compressed work schedule or flexible work schedule)

Very Satisfied 55 35

Satisfied 36 23

Neither Satisfied or Dissatisfied 4 3

Dissatisfied 2 1

Very Dissatisfied 4 2

Item Response Total 100 63

I choose not to participate in these programs — 31

These programs are not available to me — 4

I am unaware of these programs — 1

Total 100 100

How satisfied are you with the following Work/Life programs in your agency? Health and Wellness Programs 

(for example, onsite exercise, flu vaccination, medical screening, CPR training, health and wellness fair)

Very Satisfied 34 29

Satisfied 46

84

Neither Satisfied or Dissatisfied 16

39

Dissatisfied 3 3

Very Dissatisfied 0 0

Item Response Total 100

14

I choose not to participate in these programs — 12

These programs are not available to me — 3

I am unaware of these programs — 0

Total 100 100

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

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

Very Satisfied 32 16

Satisfied 45 23

Neither Satisfied or Dissatisfied 24 12

Dissatisfied 0 0

Very Dissatisfied 0 0

Item Response Total 100 51

I choose not to participate in these programs — 42

These programs are not available to me — 2

I am unaware of these programs — 5

Total 100 100

Note: The sum of percentages may not add to 100 due to rounding.
26

% 

Satisfaction

% 

All Responses

How satisfied are you with the following Work/Life programs in your agency? Child Care Programs 

(for example, child care center, parenting classes and support groups, back-up care, flexible spending account)

Very Satisfied 23 7

Satisfied 31 10

Neither Satisfied or Dissatisfied 46 15

Dissatisfied 0 0

Very Dissatisfied 0 0

Item Response Total 100 33

I choose not to participate in these programs — 31

These programs are not available to me — 19

I am unaware of these programs — 16

Total 100 100

How satisfied are you with the following Work/Life programs in your agency? Elder Care Programs 

(for example, elder/adult care, support groups, speakers)

Very Satisfied 31 6

Satisfied 0 0

Neither Satisfied or Dissatisfied 69 14

Dissatisfied 0 0

Very Dissatisfied 0 0

Item Response Total 100 20

I choose not to participate in these programs — 36

These programs are not available to me — 19

I am unaware of these programs — 24

Total 100 100

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

Appendix C: Work/Life Programs (continued)

Appendix C: Work/Life Programs
27

Appendix D: Participating Agencies 

by Employee Population Size Categories

Very Large Agencies ( > 75,000 employees)

Department of Agriculture

Department of Defense

 Department of the Army

 Department of the Navy

 Department of the Air Force

 OSD, Joint Staff, Defense Agencies, and Field Activities (DOD 4th Estate)

Department of Health and Human Services

Department of Homeland Security

Department of Justice

Department of the Treasury

Large Agencies (10,000 – 74,999 employees)

Department of Commerce

Department of Energy

Department of Labor

Department of State

Department of the Interior

Department of Transportation

Environmental Protection Agency

General Services Administration

National Aeronautics and Space Administration

Social Security Administration

Medium Agencies (1,000 – 9,999 employees)

Broadcasting Board of Governors

Court Services and Offender Supervision Agency 

Department of Education

Department of Housing and Urban Development

Equal Employment Opportunity Commission

Federal Communications Commission

Federal Energy Regulatory Commission

Federal Trade Commission

National Archives and Records Administration

National Credit Union Administration

National Labor Relations Board

National Science Foundation

Nuclear Regulatory Commission

Office of Personnel Management

Securities and Exchange Commission

Small Business Administration

U.S. Agency for International Development

Small Agencies (100 – 999 employees)

Commodity Futures Trading Commission

Consumer Product Safety Commission

Corporation for National and Community Service

Defense Nuclear Facilities Safety Board

Export-Import Bank of the United States

Farm Credit Administration

Federal Election Commission

Federal Housing Finance Agency

Federal Labor Relations Authority

Federal Maritime Commission

Federal Mediation and Conciliation Service

Federal Retirement Thrift Investment Board

International Boundary and Water Commission

Merit Systems Protection Board

National Endowment for the Arts

National Endowment for the Humanities

National Gallery of Art

National Indian Gaming Commission

National Transportation Safety Board

Office of Management and Budget

Office of the U.S. Trade Representative

Overseas Private Investment Corporation

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Selective Service System

Surface Transportation Board

U.S. International Trade Commission

U.S. Office of Special Counsel

Very Small Agencies (< 100 employees)

AbilityOne Commission

African Development Foundation

American Battle Monuments Commission

Chemical Safety and Hazard Investigation Board

Commission on Civil Rights

Farm Credit System Insurance Corporation

Federal Mine Safety and Health Review Commission

Institute of Museum and Library Services

Inter-American Foundation

Marine Mammal Commission

National Capital Planning Commission

National Mediation Board

Occupational Safety and Health Review Commission

Office of Navajo and Hopi Indian Relocation

Postal Regulatory Commission

U.S. Access Board

U.S. Office of Government Ethics

U.S. Trade and Development Agency

Note: All agencies listed in the Small and Very Small categories make up the Small Agencies, Combined benchmark category, with the exception of the Office of Management 

and Budget, Pension Benefit Guaranty Corporation, and Railroad Retirement Board.

Appendix D: Participating Agencies by Employee Population Size Categories
United States 

Office of Personnel Management 

Office of Strategy and Innovation

1900 E Street, NW 

Washington, DC 20415

www.opm.gov/FEVS