2021-OPM-FEVS-AES-DNFSB

Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No Basis

to Judge

N

1 *I am given a real opportunity to improve my skills 

in my organization.

Agree-disagree

82.7% 39.5% 43.2% 9.5% 5.6% 2.3% 7.9% 21 24 5 3 1 54 N/A

2 I feel encouraged to come up with new and better 

ways of doing things.

Agree-disagree

68.7% 35.0% 33.8% 14.8% 12.1% 4.4% 16.5% 18 19 8 6 2 53 N/A

3 My work gives me a feeling of personal 

accomplishment.

Agree-disagree

83.0% 43.8% 39.2% 9.8% 4.9% 2.3% 7.2% 23 22 5 3 1 54 N/A

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

86.7% 37.0% 49.7% 6.4% 4.8% 2.1% 6.9% 19 28 3 3 1 54 N/A

5 *My workload is reasonable. Agree-disagree

71.0% 21.3% 49.7% 14.0% 8.5% 6.6% 15.0% 12 27 8 4 3 54 0

6 *My talents are used well in the workplace. Agree-disagree

74.4% 22.3% 52.1% 7.7% 11.3% 6.6% 17.9% 11 29 5 6 3 54 0

7 *I know how my work relates to the agency's 

goals.

Agree-disagree

92.3% 52.1% 40.2% 2.3% 3.1% 2.3% 5.4% 27 23 1 2 1 54 0

8 *I can disclose a suspected violation of any law, 

rule or regulation without fear of reprisal.

Agree-disagree

80.1% 55.3% 24.8% 9.6% 2.0% 8.2% 10.2% 29 13 6 1 4 53 0

9 *The people I work with cooperate to get the job 

done.

Agree-disagree

89.8% 45.3% 44.5% 3.1% 7.1% 0.0% 7.1% 23 25 2 4 0 54 N/A

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

poor performer who cannot or will not improve.

Agree-disagree

72.4% 17.2% 55.2% 18.2% 6.3% 3.1% 9.4% 8 22 9 3 2 44 10

12 *In my work unit, differences in performance are 

recognized in a meaningful way.

Agree-disagree

69.7% 24.7% 44.9% 22.4% 3.9% 4.1% 8.0% 12 22 10 2 2 48 6

Page 1 of 28
2021-OPM-FEVS-AES-DNFSB

Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No Basis

to Judge

N

13 *My work unit has the job-relevant knowledge 

and skills necessary to accomplish organizational 

goals.

Agree-disagree

95.8% 41.5% 54.3% 3.1% 0.0% 1.0% 1.0% 21 30 2 0 1 54 0

14 Employees in my work unit meet the needs of our 

customers.

Always-never

100.0% 42.0% 58.0% 0.0% 0.0% 0.0% 0.0% 20 31 0 0 0 51 3

15 Employees in my work unit contribute positively to 

my agency's performance.

Always-never

100.0% 61.7% 38.3% 0.0% 0.0% 0.0% 0.0% 31 22 0 0 0 53 0

16 Employees in my work unit produce high-quality 

work.

Always-never

98.6% 57.7% 40.9% 1.4% 0.0% 0.0% 0.0% 30 23 1 0 0 54 0

17 Employees in my work unit adapt to changing 

priorities.

Always-never

94.5% 45.3% 49.2% 5.5% 0.0% 0.0% 0.0% 23 27 3 0 0 53 1

18 Employees in my work unit successfully 

collaborate.

Always-never

90.9% 38.2% 52.7% 7.9% 1.2% 0.0% 1.2% 19 29 4 1 0 53 1

19 Employees in my work unit achieve our goals. Always-never

98.2% 48.3% 50.0% 1.8% 0.0% 0.0% 0.0% 23 29 1 0 0 53 1

20 Employees are recognized for providing high 

quality products and services.

Agree-disagree

78.8% 28.7% 50.0% 12.0% 7.0% 2.3% 9.3% 15 27 7 4 1 54 0

21 Employees are protected from health and safety 

hazards on the job.

Agree-disagree

96.0% 71.2% 24.8% 1.7% 0.0% 2.3% 2.3% 37 15 1 0 1 54 0

22 My agency is successful at accomplishing its 

mission.

Agree-disagree

88.9% 38.0% 50.9% 7.1% 2.3% 1.7% 4.0% 19 29 4 1 1 54 0

23 *I recommend my organization as a good place to 

work.

Agree-disagree

70.3% 27.2% 43.1% 12.0% 9.8% 7.9% 17.7% 14 23 7 6 4 54 N/A

24 *I believe the results of this survey will be used to 

make my agency a better place to work.

Agree-disagree

54.9% 22.0% 33.0% 19.1% 18.7% 7.3% 25.9% 11 17 10 10 4 52 2

Page 2 of 28
2021-OPM-FEVS-AES-DNFSB

Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No Basis

to Judge

N

25 My supervisor supports my need to balance work 

and other life issues.

Agree-disagree

95.4% 67.6% 27.8% 0.0% 2.3% 2.3% 4.6% 36 16 0 1 1 54 0

26 My supervisor is committed to a workforce 

representative of all segments of society.

Agree-disagree

91.4% 58.2% 33.2% 7.4% 1.3% 0.0% 1.3% 28 16 4 1 0 49 5

27 Supervisors in my work unit support employee 

development.

Agree-disagree

92.5% 58.3% 34.2% 3.4% 1.7% 2.3% 4.0% 30 20 2 1 1 54 0

28 My supervisor listens to what I have to say. Agree-disagree

93.8% 61.6% 32.2% 2.5% 3.8% 0.0% 3.8% 33 17 2 2 0 54 N/A

29 My supervisor treats me with respect. Agree-disagree

94.3% 71.6% 22.6% 3.4% 0.0% 2.3% 2.3% 38 13 2 0 1 54 N/A

30 I have trust and confidence in my supervisor. Agree-disagree

90.0% 60.6% 29.4% 7.7% 0.0% 2.3% 2.3% 32 17 4 0 1 54 N/A

31 Overall, how good a job do you feel is being done 

by your immediate supervisor?

Good-poor

89.4% 54.7% 34.7% 8.3% 0.0% 2.3% 2.3% 28 20 4 0 1 53 N/A

32 In my organization, senior leaders generate high 

levels of motivation and commitment in the 

workforce.

Agree-disagree

71.7% 18.0% 53.6% 8.8% 6.4% 13.1% 19.5% 9 30 4 4 7 54 0

33 My organization's senior leaders maintain high 

standards of honesty and integrity.

Agree-disagree

77.3% 33.4% 43.9% 3.8% 7.3% 11.5% 18.8% 17 25 2 4 6 54 0

34 *Managers communicate the goals of the 

organization.

Agree-disagree

72.4% 21.3% 51.1% 15.8% 7.4% 4.4% 11.9% 11 28 9 4 2 54 0

Page 3 of 28
2021-OPM-FEVS-AES-DNFSB

Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No Basis

to Judge

N

35 Managers promote communication among 

different work units (for example, about projects, 

goals, needed resources).

Agree-disagree

66.7% 21.6% 45.1% 16.5% 10.7% 6.1% 16.8% 11 24 9 6 3 53 1

36 Overall, how good a job do you feel is being done 

by the manager directly above your immediate 

supervisor?

Good-poor

69.7% 33.6% 36.1% 13.9% 8.5% 8.0% 16.4% 17 20 7 5 4 53 1

37 I have a high level of respect for my organization's 

senior leaders.

Agree-disagree

69.5% 26.7% 42.7% 13.3% 8.2% 9.0% 17.2% 14 24 7 4 5 54 0

38 Senior leaders demonstrate support for Work-Life 

programs.

Agree-disagree

94.3% 57.4% 36.9% 0.0% 3.2% 2.5% 5.7% 31 20 0 2 1 54 0

39 *How satisfied are you with your involvement in 

decisions that affect your work?

Satisfieddissatisfied

77.9% 27.2% 50.7% 15.2% 3.5% 3.4% 6.9% 14 29 7 2 2 54 N/A

40 *How satisfied are you with the information you 

receive from management on what's going on in 

your organization?

Satisfieddissatisfied

78.4% 22.9% 55.5% 11.7% 9.9% 0.0% 9.9% 12 30 7 5 0 54 N/A

41 *How satisfied are you with the recognition you 

receive for doing a good job?

Satisfieddissatisfied

76.9% 34.2% 42.6% 12.0% 7.0% 4.1% 11.1% 17 24 6 4 2 53 N/A

42 *Considering everything, how satisfied are you 

with your job?

Satisfieddissatisfied

76.7% 28.7% 47.9% 10.6% 10.5% 2.3% 12.8% 14 27 6 6 1 54 N/A

Page 4 of 28
2021-OPM-FEVS-AES-DNFSB

Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No Basis

to Judge

N

43 Considering everything, how satisfied are you with 

your pay?

Satisfieddissatisfied

77.1% 40.3% 36.8% 10.8% 9.9% 2.1% 12.0% 20 21 6 6 1 54 N/A

44 *Considering everything, how satisfied are you 

with your organization?

Satisfieddissatisfied

76.3% 22.8% 53.5% 9.4% 8.5% 5.8% 14.3% 11 29 6 5 3 54 N/A

* AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)

** Unweighted count of responses excluding "Do Not Know" or "No Basis to Judge"

Percentages are weighted to represent the Agency's population.

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

End of worksheet

Page 5 of 28
Response Option

2021

N

2021

%

2020

N

2020

%

2019

N

2019

%

Remain in the work unit and improve their performance over time 10 22.3% 12 24.7% 10 20.5%

Remain in the work unit and continue to underperform 7 14.7% 21 43.9% 23 46.3%

Leave the work unit - removed or transferred 3 8.9% 3 7.0% 1 1.9%

Leave the work unit - quit 3 6.8% 1 1.8% 1 1.9%

There are no poor performers in my work unit 18 47.3% 11 22.5% 14 29.3%

Do Not Know 13 —b 17 —b 8 —b

Total 54 100.0% 65 100.0% 57 100.0%

End of worksheet

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

11. In my work unit poor performers usually:

Percentages are weighted to represent the Agency's population.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year.

"—b" indicates that the "Do Not Know" responses are not included in percentage calculations.
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

1 2021 *I am given a real opportunity to improve my skills in my organization. 82.7% 9.5% 7.9% 54 N/A

1 2020 *I am given a real opportunity to improve my skills in my organization. 74.2% 13.5% 12.3% 66 N/A

1 2019 *I am given a real opportunity to improve my skills in my organization. 78.7% 12.2% 9.1% 57 N/A

1 2018 *I am given a real opportunity to improve my skills in my organization. 74.0% 6.2% 19.8% 76 N/A

1 2017 *I am given a real opportunity to improve my skills in my organization. 75.6% 8.7% 15.7% 90 N/A

1 2016 *I am given a real opportunity to improve my skills in my organization. 76.3% 7.4% 16.4% 81 N/A

1 2015 *I am given a real opportunity to improve my skills in my organization. 82.4% 7.6% 10.0% 80 N/A

2 2021 I feel encouraged to come up with new and better ways of doing things. 68.7% 14.8% 16.5% 53 N/A

2 2020 I feel encouraged to come up with new and better ways of doing things. 61.5% 12.1% 26.4% 66 N/A

2 2019 I feel encouraged to come up with new and better ways of doing things. 44.3% 26.6% 29.0% 56 N/A

2 2018 I feel encouraged to come up with new and better ways of doing things. 45.9% 15.4% 38.7% 76 N/A

2 2017 I feel encouraged to come up with new and better ways of doing things. 42.3% 18.6% 39.0% 90 N/A

2 2016 I feel encouraged to come up with new and better ways of doing things. 51.7% 14.0% 34.3% 81 N/A

2 2015 I feel encouraged to come up with new and better ways of doing things. 53.8% 18.8% 27.3% 80 N/A

3 2021 My work gives me a feeling of personal accomplishment. 83.0% 9.8% 7.2% 54 N/A

3 2020 My work gives me a feeling of personal accomplishment. 69.5% 12.6% 17.8% 66 N/A

3 2019 My work gives me a feeling of personal accomplishment. 75.2% 11.5% 13.4% 58 N/A

3 2018 My work gives me a feeling of personal accomplishment. 62.8% 14.0% 23.1% 76 N/A

3 2017 My work gives me a feeling of personal accomplishment. 66.6% 12.0% 21.4% 90 N/A

3 2016 My work gives me a feeling of personal accomplishment. 66.0% 11.6% 22.4% 81 N/A

3 2015 My work gives me a feeling of personal accomplishment. 73.6% 15.3% 11.1% 79 N/A

4 2021 I know what is expected of me on the job. 86.7% 6.4% 6.9% 54 N/A

4 2020 I know what is expected of me on the job. 77.9% 2.9% 19.2% 66 N/A

4 2019 I know what is expected of me on the job. 68.5% 18.4% 13.1% 58 N/A

4 2018 I know what is expected of me on the job. 54.1% 14.6% 31.2% 75 N/A

4 2017 I know what is expected of me on the job. 56.8% 13.2% 30.0% 90 N/A
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

4 2016 I know what is expected of me on the job. 61.8% 14.0% 24.2% 81 N/A

4 2015 I know what is expected of me on the job. 63.4% 14.1% 22.5% 79 N/A

5 2021 *My workload is reasonable. 71.0% 14.0% 15.0% 54 0

5 2020 *My workload is reasonable. 72.2% 11.7% 16.2% 66 0

5 2019 *My workload is reasonable. 63.9% 5.1% 31.0% 58 0

5 2018 *My workload is reasonable. 67.8% 10.0% 22.2% 76 0

5 2017 *My workload is reasonable. 60.9% 12.1% 27.0% 90 0

5 2016 *My workload is reasonable. 61.0% 14.6% 24.4% 80 1

5 2015 *My workload is reasonable. 64.7% 14.1% 21.2% 80 1

6 2021 *My talents are used well in the workplace. 74.4% 7.7% 17.9% 54 0

6 2020 *My talents are used well in the workplace. 75.6% 6.2% 18.2% 65 0

6 2019 *My talents are used well in the workplace. 49.2% 19.3% 31.4% 56 1

6 2018 *My talents are used well in the workplace. 51.1% 9.7% 39.2% 76 0

6 2017 *My talents are used well in the workplace. 47.9% 16.5% 35.6% 90 0

6 2016 *My talents are used well in the workplace. 55.9% 14.5% 29.6% 75 3

6 2015 *My talents are used well in the workplace. 58.9% 16.1% 25.0% 80 0

7 2021 *I know how my work relates to the agency's goals. 92.3% 2.3% 5.4% 54 0

7 2020 *I know how my work relates to the agency's goals. 85.7% 2.8% 11.5% 66 0

7 2019 *I know how my work relates to the agency's goals. 75.1% 8.2% 16.6% 58 0

7 2018 *I know how my work relates to the agency's goals. 61.4% 13.9% 24.7% 76 0

7 2017 *I know how my work relates to the agency's goals and priorities. 72.1% 11.1% 16.9% 90 0

7 2016 *I know how my work relates to the agency's goals and priorities. 77.9% 9.9% 12.2% 80 1

7 2015 *I know how my work relates to the agency's goals and priorities. 75.4% 7.4% 17.2% 81 0

8 2021 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 80.1% 9.6% 10.2% 53 0

8 2020 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 79.0% 4.3% 16.7% 64 2

8 2019 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 80.6% 7.4% 11.9% 57 1
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

8 2018 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 70.6% 12.6% 16.8% 75 1

8 2017 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 60.4% 21.1% 18.5% 86 4

8 2016 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 71.3% 11.9% 16.8% 79 2

8 2015 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 70.6% 20.0% 9.4% 75 6

9 2021 *The people I work with cooperate to get the job done. 89.8% 3.1% 7.1% 54 N/A

9 2020 *The people I work with cooperate to get the job done. 87.8% 2.8% 9.3% 66 N/A

9 2019 *The people I work with cooperate to get the job done. 83.6% 7.6% 8.8% 57 N/A

9 2018 *The people I work with cooperate to get the job done. 75.7% 9.9% 14.5% 76 N/A

9 2017 *The people I work with cooperate to get the job done. 80.1% 7.5% 12.3% 90 N/A

9 2016 *The people I work with cooperate to get the job done. 82.2% 6.3% 11.5% 81 N/A

9 2015 *The people I work with cooperate to get the job done. 87.4% 3.9% 8.7% 81 N/A

10 2021 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 72.4% 18.2% 9.4% 44 10

10 2020 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 56.3% 22.6% 21.2% 51 15

10 2019 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 39.2% 28.6% 32.1% 46 11

10 2018 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 50.3% 26.3% 23.4% 66 10

10 2017 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 40.7% 31.7% 27.6% 79 11

10 2016 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 47.6% 29.1% 23.2% 73 8

10 2015 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 46.6% 29.9% 23.5% 73 7

12 2021 *In my work unit, differences in performance are recognized in a meaningful way. 69.7% 22.4% 8.0% 48 6

12 2020 *In my work unit, differences in performance are recognized in a meaningful way. 61.0% 19.4% 19.6% 64 1

12 2019 *In my work unit, differences in performance are recognized in a meaningful way. 45.0% 24.4% 30.7% 52 4

12 2018 *In my work unit, differences in performance are recognized in a meaningful way. 44.5% 24.9% 30.6% 73 2

12 2017 *In my work unit, differences in performance are recognized in a meaningful way. 39.3% 32.8% 28.0% 82 6

12 2016 *In my work unit, differences in performance are recognized in a meaningful way. 41.2% 23.9% 34.9% 75 6

12 2015 *In my work unit, differences in performance are recognized in a meaningful way. 48.2% 31.2% 20.5% 72 6
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

13 2021 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.

95.8% 3.1% 1.0% 54 0

13 2020 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.

82.4% 5.7% 11.9% 65 1

13 2019 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.

71.5% 14.3% 14.1% 57 0

13 2018 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.

65.6% 20.3% 14.1% 76 0

13 2017 *The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.

71.9% 14.1% 14.0% 86 1

13 2016 *The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.

65.8% 20.5% 13.7% 79 2

13 2015 *The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.

73.9% 13.0% 13.1% 77 2

14 2021 Employees in my work unit meet the needs of our customers. 100.0% 0.0% 0.0% 51 3

14 2020 During the COVID-19 pandemic, my work unit has met the needs of our customers. 83.0% 15.6% 1.4% 61 5

15 2021 Employees in my work unit contribute positively to my agency's performance. 100.0% 0.0% 0.0% 53 0

15 2020 During the COVID-19 pandemic, my work unit has contributed positively to my agency's performance.

89.3% 10.7% 0.0% 64 1

16 2021 Employees in my work unit produce high-quality work. 98.6% 1.4% 0.0% 54 0

16 2020 During the COVID-19 pandemic, my work unit has produced high-quality work. 90.9% 9.1% 0.0% 65 1

17 2021 Employees in my work unit adapt to changing priorities. 94.5% 5.5% 0.0% 53 1

17 2020 During the COVID-19 pandemic, my work unit has adapted to changing priorities. 85.7% 12.9% 1.3% 65 1

18 2021 Employees in my work unit successfully collaborate. 90.9% 7.9% 1.2% 53 1

18 2020 During the COVID-19 pandemic, my work unit has successfully collaborated. 86.0% 11.2% 2.8% 66 0
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

19 2021 Employees in my work unit achieve our goals. 98.2% 1.8% 0.0% 53 1

19 2020 During the COVID-19 pandemic, my work unit has achieved our goals. 83.2% 14.1% 2.7% 66 0

20 2021 Employees are recognized for providing high quality products and services. 78.8% 12.0% 9.3% 54 0

20 2020 Employees are recognized for providing high quality products and services. 74.0% 12.1% 13.9% 65 1

20 2019 Employees are recognized for providing high quality products and services. 52.5% 23.7% 23.8% 58 0

20 2018 Employees are recognized for providing high quality products and services. 57.4% 20.3% 22.3% 75 1

20 2017 Employees are recognized for providing high quality products and services. 50.6% 22.7% 26.7% 89 0

20 2016 Employees are recognized for providing high quality products and services. 53.1% 16.2% 30.7% 79 2

20 2015 Employees are recognized for providing high quality products and services. 58.4% 23.4% 18.1% 77 1

21 2021 Employees are protected from health and safety hazards on the job. 96.0% 1.7% 2.3% 54 0

21 2020 Employees are protected from health and safety hazards on the job. 89.8% 4.4% 5.8% 65 0

21 2019 Employees are protected from health and safety hazards on the job. 94.5% 3.6% 1.9% 57 1

21 2018 Employees are protected from health and safety hazards on the job. 100.0% 0.0% 0.0% 75 1

21 2017 Employees are protected from health and safety hazards on the job. 89.8% 7.9% 2.3% 88 1

21 2016 Employees are protected from health and safety hazards on the job. 86.7% 11.0% 2.4% 81 0

21 2015 Employees are protected from health and safety hazards on the job. 92.3% 6.3% 1.4% 78 0

22 2021 My agency is successful at accomplishing its mission. 88.9% 7.1% 4.0% 54 0

22 2020 My agency is successful at accomplishing its mission. 70.9% 20.1% 8.9% 66 0

22 2019 My agency is successful at accomplishing its mission. 50.2% 21.7% 28.1% 58 0

22 2018 My agency is successful at accomplishing its mission. 34.7% 18.3% 47.0% 76 1

22 2017 My agency is successful at accomplishing its mission. 51.6% 19.4% 28.9% 87 2

22 2016 My agency is successful at accomplishing its mission. 65.6% 19.0% 15.3% 78 3

22 2015 My agency is successful at accomplishing its mission. 59.5% 24.8% 15.7% 77 2

23 2021 *I recommend my organization as a good place to work. 70.3% 12.0% 17.7% 54 N/A

23 2020 *I recommend my organization as a good place to work. 61.9% 17.4% 20.7% 66 N/A

23 2019 *I recommend my organization as a good place to work. 45.5% 22.9% 31.6% 58 N/A
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

23 2018 *I recommend my organization as a good place to work. 36.8% 26.1% 37.2% 77 N/A

23 2017 *I recommend my organization as a good place to work. 34.7% 31.5% 33.8% 89 N/A

23 2016 *I recommend my organization as a good place to work. 52.7% 16.7% 30.7% 81 N/A

23 2015 *I recommend my organization as a good place to work. 46.1% 24.6% 29.2% 79 N/A

24 2021 *I believe the results of this survey will be used to make my agency a better place to work. 54.9% 19.1% 25.9% 52 2

24 2020 *I believe the results of this survey will be used to make my agency a better place to work. 43.2% 22.0% 34.8% 63 3

24 2019 *I believe the results of this survey will be used to make my agency a better place to work. 32.4% 6.9% 60.7% 57 1

24 2018 *I believe the results of this survey will be used to make my agency a better place to work. 30.7% 5.4% 63.9% 76 1

24 2017 *I believe the results of this survey will be used to make my agency a better place to work. 31.0% 21.6% 47.4% 84 4

24 2016 *I believe the results of this survey will be used to make my agency a better place to work. 37.8% 25.0% 37.2% 77 4

24 2015 *I believe the results of this survey will be used to make my agency a better place to work. 41.6% 25.6% 32.9% 76 3

25 2021 My supervisor supports my need to balance work and other life issues. 95.4% 0.0% 4.6% 54 0

25 2020 My supervisor supports my need to balance work and other life issues. 92.5% 4.4% 3.1% 66 0

25 2019 My supervisor supports my need to balance work and other life issues. 94.1% 2.3% 3.6% 57 0

25 2018 My supervisor supports my need to balance work and other life issues. 93.4% 2.5% 4.1% 75 1

25 2017 My supervisor supports my need to balance work and other life issues. 89.9% 7.9% 2.2% 89 0

25 2016 My supervisor supports my need to balance work and other life issues. 90.9% 2.6% 6.5% 81 0

25 2015 My supervisor supports my need to balance work and other life issues. 92.4% 7.6% 0.0% 79 0

26 2021 My supervisor is committed to a workforce representative of all segments of society. 91.4% 7.4% 1.3% 49 5

26 2020 My supervisor is committed to a workforce representative of all segments of society. 80.9% 13.8% 5.3% 62 4

26 2019 My supervisor is committed to a workforce representative of all segments of society. 64.0% 24.5% 11.5% 52 4

26 2018 My supervisor is committed to a workforce representative of all segments of society. 75.2% 11.6% 13.2% 66 10

26 2017 My supervisor is committed to a workforce representative of all segments of society. 73.8% 21.3% 4.9% 80 9

26 2016 My supervisor is committed to a workforce representative of all segments of society. 76.7% 15.8% 7.5% 70 11

26 2015 My supervisor is committed to a workforce representative of all segments of society. 87.1% 8.5% 4.5% 70 8

27 2021 Supervisors in my work unit support employee development. 92.5% 3.4% 4.0% 54 0
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

27 2020 Supervisors in my work unit support employee development. 89.5% 5.8% 4.7% 65 1

27 2019 Supervisors in my work unit support employee development. 85.9% 6.9% 7.2% 56 1

27 2018 Supervisors in my work unit support employee development. 87.9% 2.6% 9.5% 76 0

27 2017 Supervisors in my work unit support employee development. 79.4% 11.4% 9.2% 87 2

27 2016 Supervisors in my work unit support employee development. 83.5% 6.2% 10.4% 81 0

27 2015 Supervisors in my work unit support employee development. 86.9% 6.5% 6.5% 77 2

28 2021 My supervisor listens to what I have to say. 93.8% 2.5% 3.8% 54 N/A

28 2020 My supervisor listens to what I have to say. 89.1% 4.4% 6.4% 65 N/A

28 2019 My supervisor listens to what I have to say. 87.8% 3.5% 8.7% 57 N/A

28 2018 My supervisor listens to what I have to say. 82.7% 6.7% 10.5% 76 N/A

28 2017 My supervisor listens to what I have to say. 83.2% 7.8% 9.0% 89 N/A

28 2016 My supervisor listens to what I have to say. 82.5% 4.8% 12.7% 81 N/A

28 2015 My supervisor listens to what I have to say. 87.2% 9.1% 3.7% 79 N/A

29 2021 My supervisor treats me with respect. 94.3% 3.4% 2.3% 54 N/A

29 2020 My supervisor treats me with respect. 94.1% 4.5% 1.4% 65 N/A

29 2019 My supervisor treats me with respect. 94.6% 1.7% 3.6% 57 N/A

29 2018 My supervisor treats me with respect. 87.9% 5.3% 6.7% 76 N/A

29 2017 My supervisor treats me with respect. 88.8% 2.3% 8.9% 89 N/A

29 2016 My supervisor treats me with respect. 88.8% 3.6% 7.6% 81 N/A

29 2015 My supervisor treats me with respect. 93.6% 5.0% 1.4% 79 N/A

30 2021 I have trust and confidence in my supervisor. 90.0% 7.7% 2.3% 54 N/A

30 2020 I have trust and confidence in my supervisor. 82.6% 9.3% 8.1% 65 N/A

30 2019 I have trust and confidence in my supervisor. 76.9% 12.0% 11.2% 57 N/A

30 2018 I have trust and confidence in my supervisor. 70.9% 11.1% 18.0% 76 N/A

30 2017 I have trust and confidence in my supervisor. 77.7% 6.7% 15.6% 89 N/A

30 2016 I have trust and confidence in my supervisor. 74.2% 8.5% 17.3% 81 N/A
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

30 2015 I have trust and confidence in my supervisor. 83.3% 6.6% 10.1% 79 N/A

31 2021 Overall, how good a job do you feel is being done by your immediate supervisor? 89.4% 8.3% 2.3% 53 N/A

31 2020 Overall, how good a job do you feel is being done by your immediate supervisor? 85.8% 6.2% 8.0% 66 N/A

31 2019 Overall, how good a job do you feel is being done by your immediate supervisor? 75.1% 17.7% 7.1% 57 N/A

31 2018 Overall, how good a job do you feel is being done by your immediate supervisor? 76.3% 10.7% 13.0% 76 N/A

31 2017 Overall, how good a job do you feel is being done by your immediate supervisor? 75.5% 13.3% 11.2% 89 N/A

31 2016 Overall, how good a job do you feel is being done by your immediate supervisor? 75.4% 16.0% 8.6% 81 N/A

31 2015 Overall, how good a job do you feel is being done by your immediate supervisor? 86.0% 9.0% 5.0% 79 N/A

32 2021 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

71.7% 8.8% 19.5% 54 0

32 2020 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

43.2% 30.3% 26.5% 66 0

32 2019 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

21.2% 5.1% 73.7% 58 0

32 2018 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

17.4% 15.4% 67.2% 77 0

32 2017 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

15.5% 11.2% 73.3% 89 0

32 2016 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

25.4% 25.3% 49.3% 80 1

32 2015 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

20.4% 20.8% 58.8% 78 1

33 2021 My organization's senior leaders maintain high standards of honesty and integrity. 77.3% 3.8% 18.8% 54 0

33 2020 My organization's senior leaders maintain high standards of honesty and integrity. 58.9% 26.9% 14.2% 65 0

33 2019 My organization's senior leaders maintain high standards of honesty and integrity. 21.1% 21.2% 57.7% 57 1
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

33 2018 My organization's senior leaders maintain high standards of honesty and integrity. 30.5% 15.0% 54.6% 76 1

33 2017 My organization's senior leaders maintain high standards of honesty and integrity. 28.5% 15.4% 56.1% 87 1

33 2016 My organization's senior leaders maintain high standards of honesty and integrity. 39.1% 25.2% 35.7% 78 3

33 2015 My organization's senior leaders maintain high standards of honesty and integrity. 29.6% 32.0% 38.4% 78 0

34 2021 *Managers communicate the goals of the organization. 72.4% 15.8% 11.9% 54 0

34 2020 *Managers communicate the goals of the organization. 70.3% 13.2% 16.5% 66 0

34 2019 *Managers communicate the goals of the organization. 54.0% 18.3% 27.7% 57 0

34 2018 *Managers communicate the goals of the organization. 47.2% 16.1% 36.6% 77 0

34 2017 *Managers communicate the goals and priorities of the organization. 49.4% 15.6% 34.9% 89 0

34 2016 *Managers communicate the goals and priorities of the organization. 53.1% 18.7% 28.3% 81 0

34 2015 *Managers communicate the goals and priorities of the organization. 57.1% 15.2% 27.7% 79 0

35 2021 Managers promote communication among different work units (for example, about projects, goals, needed resources).

66.7% 16.5% 16.8% 53 1

35 2020 Managers promote communication among different work units (for example, about projects, goals, needed resources).

64.1% 13.4% 22.4% 66 0

35 2019 Managers promote communication among different work units (for example, about projects, goals, needed resources).

62.8% 15.6% 21.6% 56 2

35 2018 Managers promote communication among different work units (for example, about projects, goals, needed resources).

53.7% 16.0% 30.4% 74 3

35 2017 Managers promote communication among different work units (for example, about projects, goals, needed resources).

37.8% 28.2% 34.1% 85 3

35 2016 Managers promote communication among different work units (for example, about projects, goals, needed resources).

42.4% 23.1% 34.5% 78 2

35 2015 Managers promote communication among different work units (for example, about projects, goals, needed resources).

45.3% 22.5% 32.1% 77 1
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

36 2021 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

69.7% 13.9% 16.4% 53 1

36 2020 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

57.5% 20.1% 22.3% 64 2

36 2019 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

56.3% 29.6% 14.1% 56 1

36 2018 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

46.2% 26.0% 27.8% 76 1

36 2017 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

35.8% 29.6% 34.6% 84 5

36 2016 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

43.5% 25.0% 31.5% 81 0

36 2015 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

46.1% 29.2% 24.7% 76 2

37 2021 I have a high level of respect for my organization's senior leaders. 69.5% 13.3% 17.2% 54 0

37 2020 I have a high level of respect for my organization's senior leaders. 53.7% 29.4% 16.9% 66 0

37 2019 I have a high level of respect for my organization's senior leaders. 24.6% 16.7% 58.7% 58 0

37 2018 I have a high level of respect for my organization's senior leaders. 25.9% 17.1% 57.0% 77 0

37 2017 I have a high level of respect for my organization's senior leaders. 17.9% 17.0% 65.1% 89 0

37 2016 I have a high level of respect for my organization's senior leaders. 32.9% 25.3% 41.8% 80 0

37 2015 I have a high level of respect for my organization's senior leaders. 26.6% 30.8% 42.7% 79 0

38 2021 Senior leaders demonstrate support for Work-Life programs. 94.3% 0.0% 5.7% 54 0

38 2020 Senior leaders demonstrate support for Work-Life programs. 90.4% 6.7% 3.0% 64 2

38 2019 Senior leaders demonstrate support for Work-Life programs. 76.8% 16.7% 6.5% 58 0

38 2018 Senior leaders demonstrate support for Work-Life programs. 74.4% 15.7% 9.9% 71 6
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

38 2017 Senior leaders demonstrate support for Work-Life programs. 58.5% 23.0% 18.6% 82 7

38 2016 Senior leaders demonstrate support for Work-Life programs. 71.6% 18.2% 10.2% 81 0

38 2015 Senior leaders demonstrate support for Work-Life programs. 74.9% 17.6% 7.5% 78 1

39 2021 *How satisfied are you with your involvement in decisions that affect your work? 77.9% 15.2% 6.9% 54 N/A

39 2020 *How satisfied are you with your involvement in decisions that affect your work? 51.6% 21.5% 27.0% 66 N/A

39 2019 *How satisfied are you with your involvement in decisions that affect your work? 39.6% 19.9% 40.4% 58 N/A

39 2018 *How satisfied are you with your involvement in decisions that affect your work? 37.0% 18.9% 44.1% 77 N/A

39 2017 *How satisfied are you with your involvement in decisions that affect your work? 38.2% 19.2% 42.6% 89 N/A

39 2016 *How satisfied are you with your involvement in decisions that affect your work? 48.3% 14.6% 37.1% 81 N/A

39 2015 *How satisfied are you with your involvement in decisions that affect your work? 46.9% 22.9% 30.1% 79 N/A

40 2021 *How satisfied are you with the information you receive from management on what's going on in your organization?

78.4% 11.7% 9.9% 54 N/A

40 2020 *How satisfied are you with the information you receive from management on what's going on in your organization?

62.7% 16.4% 20.9% 66 N/A

40 2019 *How satisfied are you with the information you receive from management on what's going on in your organization?

50.1% 20.5% 29.4% 57 N/A

40 2018 *How satisfied are you with the information you receive from management on what's going on in your organization?

46.3% 13.6% 40.1% 77 N/A

40 2017 *How satisfied are you with the information you receive from management on what's going on in your organization?

40.5% 13.5% 46.0% 89 N/A

40 2016 *How satisfied are you with the information you receive from management on what's going on in your organization?

42.2% 24.6% 33.2% 81 N/A

40 2015 *How satisfied are you with the information you receive from management on what's going on in your organization?

48.1% 21.8% 30.1% 79 N/A

41 2021 *How satisfied are you with the recognition you receive for doing a good job? 76.9% 12.0% 11.1% 53 N/A
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

41 2020 *How satisfied are you with the recognition you receive for doing a good job? 57.6% 23.9% 18.5% 66 N/A

41 2019 *How satisfied are you with the recognition you receive for doing a good job? 52.9% 27.4% 19.7% 57 N/A

41 2018 *How satisfied are you with the recognition you receive for doing a good job? 52.2% 21.0% 26.8% 77 N/A

41 2017 *How satisfied are you with the recognition you receive for doing a good job? 51.6% 23.7% 24.7% 89 N/A

41 2016 *How satisfied are you with the recognition you receive for doing a good job? 54.3% 23.0% 22.6% 81 N/A

41 2015 *How satisfied are you with the recognition you receive for doing a good job? 53.0% 21.7% 25.3% 79 N/A

42 2021 *Considering everything, how satisfied are you with your job? 76.7% 10.6% 12.8% 54 N/A

42 2020 *Considering everything, how satisfied are you with your job? 67.4% 7.6% 24.9% 66 N/A

42 2019 *Considering everything, how satisfied are you with your job? 58.6% 19.2% 22.2% 57 N/A

42 2018 *Considering everything, how satisfied are you with your job? 48.3% 12.2% 39.5% 77 N/A

42 2017 *Considering everything, how satisfied are you with your job? 53.9% 20.0% 26.1% 89 N/A

42 2016 *Considering everything, how satisfied are you with your job? 62.9% 12.3% 24.8% 81 N/A

42 2015 *Considering everything, how satisfied are you with your job? 56.9% 16.8% 26.3% 79 N/A

43 2021 Considering everything, how satisfied are you with your pay? 77.1% 10.8% 12.0% 54 N/A

43 2020 Considering everything, how satisfied are you with your pay? 84.0% 5.6% 10.5% 66 N/A

43 2019 Considering everything, how satisfied are you with your pay? 72.8% 11.1% 16.1% 57 N/A

43 2018 Considering everything, how satisfied are you with your pay? 71.5% 9.7% 18.8% 77 N/A

43 2017 Considering everything, how satisfied are you with your pay? 70.9% 15.6% 13.5% 89 N/A

43 2016 Considering everything, how satisfied are you with your pay? 74.8% 11.3% 13.9% 80 N/A

43 2015 Considering everything, how satisfied are you with your pay? 72.2% 9.0% 18.7% 79 N/A

44 2021 *Considering everything, how satisfied are you with your organization? 76.3% 9.4% 14.3% 54 N/A

44 2020 *Considering everything, how satisfied are you with your organization? 56.5% 17.9% 25.6% 66 N/A

44 2019 *Considering everything, how satisfied are you with your organization? 33.5% 28.5% 38.0% 58 N/A

44 2018 *Considering everything, how satisfied are you with your organization? 33.4% 14.6% 52.0% 77 N/A

44 2017 *Considering everything, how satisfied are you with your organization? 31.5% 18.9% 49.6% 89 N/A

44 2016 *Considering everything, how satisfied are you with your organization? 48.4% 20.2% 31.4% 81 N/A
Core Q1-10, 12-44 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis 

to Judge

N

44 2015 *Considering everything, how satisfied are you with your organization? 44.0% 22.1% 33.9% 79 N/A

End of worksheet

"—a" indicates that there are no trending results available for the year.

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

* AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)

** Unweighted count of responses excluding "Do Not Know" or "No Basis to Judge"

Percentages are weighted to represent the Agency's population.

Trending for Q14-Q19 is based on the "During the COVID-19 Pandemic" responses in 2020.

Q14-Q19 were not included in the 2015-2019 OPM FEVS and therefore not shown for those years.

The rows above do not include results for any year when there were fewer than 4 completed surveys.
Agency Pandemic Response: Physically Present

Response Option

2021

N

2021

%

2020

N

2020

%

100% of my work time 1 1.1% 3 4.3%

At least 75% but less than 100% 3 5.4% 1 1.7%

At least 50% but less than 75% 3 6.0% 0 0.0%

At least 25% but less than 50% 3 6.2% 3 5.3%

Less than 25% 38 69.3% 34 49.0%

I have not been physically present at my agency worksite during the 

pandemic 6 11.9% 25 39.6%

Total 54 100.0% 66 100.0%

End of worksheet

45. Since the last OPM FEVS (September and October 2020), on average what percentage of your work time have you been physically present at 

your agency worksite (including headquarters, bureau, field offices, etc.)?

Percentages are weighted to represent the Agency's population.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year. 

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey
Telework Trends

Response Option

2021

N

2021

%

2020

N

2020

%

2019

N

2019

%

I telework every work day 45 82.4% 49 74.2% 1 1.7%

I telework 3 or 4 days per week 2 4.4% 13 19.0% 2 3.4%

I telework 1 or 2 days per week 6 11.5% 4 6.8% 16 28.4%

I telework, but only about 1 or 2 days per month 0 0.0% 0 0.0% 12 21.0%

I telework very infrequently, on an unscheduled or short-term basis 1 1.7% 0 0.0% 23 40.4%

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

enforcement officers, TSA agent, border patrol agent, security personnel) 0 0.0% 0 0.0% 0 0.0%

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

equipment) that prevent me from teleworking 0 0.0% 0 0.0% 0 0.0%

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 0 0.0% 0 0.0% 0 0.0%

I do not telework because I choose not to telework 0 0.0% 0 0.0% 3 5.1%

Total 54 100.0% 66 100.0% 57 100.0%

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

End of worksheet

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

Percentages are weighted to represent the Agency's population.

Trending for Q46 is based on the "As of now" responses in 2020.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year. 
Pandemic: Employee Supports

Response Option

2021

Needed and 

 available to me

N

2021

Needed and 

 available to me

%

2021

Needed, but

not available to

 me

N

2021

Needed, but

not available to

 me

%

2021

Not needed by 

me now

N

2021

Not needed by 

me now

%

2020

Needed and 

 available to me

N

2020

Needed and 

 available to me

%

2020

Needed, but

not available to

 me

N

2020

Needed, but

not available to

 me

%

2020

Not needed by 

me now

N

2020

Not needed by 

me now

%

47A. Expanded telework 45 82.4% 1 2.3% 8 15.3% 63 94.6% 0 0.0% 3 5.4%

47B. Expanded work schedule flexibilities 46 84.3% 0 0.0% 8 15.7% 44 67.5% 0 0.0% 21 32.5%

47C. Expanded leave policies 27 50.7% 1 2.1% 26 47.2% 23 36.3% 2 2.8% 39 60.8%

47D. Clear guidance on COVID-19 vaccination protocols 43 82.6% 0 0.0% 10 17.4% —a —a —a —a —a —a

47E. Appropriate physical health resources (e.g., access to COVID-19 testing) at 

my agency worksite 15 27.9% 3 5.1% 36 67.0% —a —a —a —a —a —a

47F. Timely communication about possible COVID-19 exposure at my agency 

worksite 29 54.6% 4 8.1% 21 37.3% 26 38.3% 8 13.0% 31 48.7%

47G. Social distancing in my agency worksite 39 70.5% 1 2.3% 14 27.2% 41 61.0% 1 1.5% 24 37.5%

47H. Encouraged use of personal protective equipment (PPE) or other safety 

equipment in my agency worksite 42 77.7% 0 0.0% 12 22.3% 41 61.6% 5 7.0% 20 31.4%

47I. Cleaning and sanitizing performed regularly in my agency worksite to 

reduce risk of COVID-19 illness 36 67.1% 0 0.0% 18 32.9% —a —a —a —a —a —a

47J. A well-ventilated worksite 31 59.1% 5 8.4% 17 32.4% —a —a —a —a —a —a

47K. Clear guidance on quarantine requirements after any COVID-19 exposure 39 71.7% 3 5.9% 12 22.4% —a —a —a —a —a —a

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

End of worksheet

47. How has your organization supported you during the COVID-19 pandemic?

For each support listed, choose the best response from one of the 3 columns: (1) those supports you needed and have been available to you, (2) those needed but not available to you, and (3) those supports you have not currently needed. 

Percentages are weighted to represent the Agency's population.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year. 

Items Q47D-E and Q47I-K are new and do not trend. Item text for Q47F and Q47G has changed from the 2020 FEVS.
Pandemic Response: Senior Leaders and Supervisors

Response Option

2021

N

2021

%

2020

N

2020

%

Strongly Agree 36 68.0% 28 41.5%

Agree 13 22.1% 19 30.8%

Neither Agree nor Disagree 2 3.7% 10 15.2%

Disagree 1 1.7% 2 3.0%

Strongly Disagree 2 4.4% 6 9.5%

No Basis to Judge 0 —b 1 —b

Total 54 100.0% 66 100.0%

Response Option

2021

N

2021

%

2020

N

2020

%

Strongly Agree 34 64.6% 28 42.1%

Agree 15 27.5% 20 32.0%

Neither Agree nor Disagree 1 1.6% 7 11.0%

Disagree 0 0.0% 5 7.8%

Strongly Disagree 3 6.3% 5 7.1%

No Basis to Judge 0 —b 1 —b

Total 53 100.0% 66 100.0%

Response Option

2021

N

2021

%

Strongly Agree 20 38.3%

Agree 20 39.3%

Neither Agree nor Disagree 4 7.3%

Disagree 5 8.3%

Strongly Disagree 4 6.9%

No Basis to Judge 0 —b

Total 53 100.0%

Response Option

2021

N

2021

%

2020

N

2020

%

Strongly Agree 38 71.2% 47 73.0%

Agree 14 24.2% 14 21.9%

Neither Agree nor Disagree 1 2.3% 3 5.1%

Disagree 0 0.0% 0 0.0%

Strongly Disagree 1 2.3% 0 0.0%

48. My organization's senior leaders demonstrate commitment to employee health and safety.

49. My organization's senior leaders support policies and procedures to protect employee health and safety.

50. My organization's senior leaders provide effective communications about what to expect with the return to 

the physical worksite.

51. My supervisor shows concern for my health and safety.
No Basis to Judge 0 —b 2 —b

Total 54 100.0% 66 100.0%

Response Option

2021

N

2021

%

2020

N

2020

%

Strongly Agree 38 71.2% 49 74.8%

Agree 14 24.2% 15 23.7%

Neither Agree nor Disagree 1 2.3% 1 1.5%

Disagree 0 0.0% 0 0.0%

Strongly Disagree 1 2.3% 0 0.0%

No Basis to Judge 0 —b 1 —b

Total 54 100.0% 66 100.0%

Response Option

2021

N

2021

%

2020

N

2020

%

Strongly Agree 32 62.3% 45 71.6%

Agree 20 35.3% 15 23.2%

Neither Agree nor Disagree 0 0.0% 3 5.2%

Disagree 0 0.0% 0 0.0%

Strongly Disagree 1 2.4% 0 0.0%

No Basis to Judge 0 —b 3 —b

Total 53 100.0% 66 100.0%

End of worksheet

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

52. My supervisor supports my efforts to stay healthy and safe while working.

53. My supervisor creates an environment where I can voice my concerns about staying healthy and safe.

Percentages are weighted to represent the Agency's population.

Trending for Q48, Q49, Q51-Q53 is based on the "During the COVID-19 Pandemic" responses in 2020.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year. 

"—b" indicates that the "No Basis to Judge" responses are not included in percentage calculations. 
Pandemic: Type of Work

Response Option

2021

N

2021

%

2020

N

2020

%

Yes 9 18.5% 6 9.0%

No 42 75.3% 49 74.6%

Other 3 6.2% 11 16.5%

Total 54 100.0% 66 100.0%

End of worksheet

54. Does the type of work you do require you to be physically present at a worksite (e.g., border patrol agent, TSA agent, meat inspector)?

Percentages are weighted to represent the Agency's population.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year. 

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey
Pandemic Response

Response Option

2021

N

2021

%

Strongly Agree 24 46.5%

Agree 23 41.2%

Neither Agree nor Disagree 3 5.4%

Disagree 4 6.9%

Strongly Disagree 0 0.0%

Do Not Know 0 —b

Total 54 100.0%

Response Option

2021

N

2021

%

Strongly Agree 24 46.0%

Agree 23 42.8%

Neither Agree nor Disagree 2 3.1%

Disagree 3 5.7%

Strongly Disagree 1 2.3%

Do Not Know 1 —b

Total 54 100.0%

Response Option

2021

N

2021

%

2020

N

2020

%

Strongly Agree 26 49.8% 18 28.8%

Agree 21 40.1% 27 41.9%

Neither Agree nor Disagree 2 2.8% 13 20.5%

Disagree 3 4.9% 3 4.3%

Strongly Disagree 1 2.4% 3 4.5%

Do Not Know 1 —b 2 —b

Total 54 100.0% 66 100.0%

End of worksheet

"—b" indicates that the "Do Not Know" responses are not included in percentage calculations. 

The "Do Not Know" response option for Q57 was worded as "No Basis to Judge" in 2020.

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM Federal Employee Viewpoint Survey

55. My agency's leadership updates employees about return to the worksite planning.

56. In plans to return more employees to the worksite, my organization has made employee safety a top 

priority.

57. Based on my organization's handling of the COVID-19 pandemic, I believe my organization will respond effectively to future emergencies.

Percentages are weighted to represent the Agency's population.

The rows above do not include results for any year when there were fewer than 4 completed surveys.

"—a" indicates that there are no trending results available for the year. 
Agency-Specific Questions

Response Option N %

Strongly Agree 34 65.6%

Agree 19 32.7%

Neither Agree Nor Disagree 1 1.7%

Disagree 0 0.0%

Strongly Disagree 0 0.0%

Total 54 100.0%

Response Option N %

Strongly Agree 19 35.5%

Agree 15 25.2%

Neither Agree Nor Disagree 11 22.1%

Disagree 7 12.8%

Strongly Disagree 2 4.4%

Total 54 100.0%

Response Option N %

Strongly Agree 24 48.8%

Agree 16 27.7%

Neither Agree Nor Disagree 5 8.9%

Disagree 4 6.9%

Strongly Disagree 4 7.7%

Total 53 100.0%

Response Option N %

Strongly Agree 20 42.1%

Agree 24 41.5%

Neither Agree Nor Disagree 4 7.3%

Disagree 3 4.7%

Strongly Disagree 2 4.4%

Total 53 100.0%

1. I know my Equal Employment Opportunity (EEO) rights, including how to contact an EEO

counselor.

2. I am confident that my agency’s Equal Employment Opportunity program helps to identify

and resolve potential issues before they become more significant problems.

3. My agency reflects the questioning attitude culture of the broader nuclear industry.

4. My peers are willing to challenge my technical assumptions in a respectful way.
Response Option N %

Strongly Agree 6 11.7%

Agree 21 41.1%

Neither Agree Nor Disagree 9 16.6%

Disagree 12 19.7%

Strongly Disagree 6 11.0%

Total 54 100.0%

Response Option N %

Strongly Agree 10 20.1%

Agree 11 20.4%

Neither Agree Nor Disagree 18 34.9%

Disagree 8 13.6%

Strongly Disagree 6 11.1%

Total 53 100.0%

Response Option N %

Strongly Agree 18 36.0%

Agree 22 39.6%

Neither Agree Nor Disagree 4 7.4%

Disagree 6 10.4%

Strongly Disagree 4 6.5%

Total 54 100.0%

For all tables on this worksheet:

Percentages are weighted to represent the Agency’s population.

Source: Defense Nuclear Facilities Safety Board AES Report, 2021 OPM 

Federal Employee Viewpoint Survey

End of worksheet

5. My Office has sufficient staff to accomplish its goals and objectives.

6. My Agency has improved its prioritization of nuclear safety oversight in light of the status of the progress on 

the MOU with the Department of Energy.

7. My Agency has the IT tools and resources necessary to support an expansion of its full time telework and 

remote work programs.