Defense Nuclear Facilities Safety Board

OPM FEVS AES Report Agency Information

Field Period May 16 ‐ Jul 14, 2023

Sample or Census Census

Number of Surveys Completed 74

Number of Surveys Administered 107

Response Rate 69.2%

Number of items identified as Strengths (65% positive or higher) 83

Number of items identified as Challenges (35% negative or higher) 0

2023 Engagement Index 83%

    Leaders Lead Subindex                                                                    72%

    Supervisors Subindex                                                                     92%

    Intrinsic Work Experience Subindex                                                       84%

Notes:  Number of items identified as strengths and challenges are based on items 1‐90, excluding item 16.

A "–d

" indicates that there were no responses to the item.
Item Item Text Index Performance Dimension

Response

Type

Percent

Positive

Strongly

Agree/

Always/

Very

Good/ Very

Satisfied

%

Agree/

Most of

the time/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

%

Disa

Rar

Po

Dissa

%

1 *I am given a real opportunity to improve my skills in my organization. N/A

Employee‐Focused: Employee

Development Agree‐disagree 87% 43% 44% 4% 7

2 I feel encouraged to come up with new and better ways of doing things.

Employee Engagement: Intrinsic

Work Experience N/A Agree‐disagree 80% 36% 44% 9% 8

3 My work gives me a feeling of personal accomplishment.

Employee Engagement: Intrinsic

Work Experience N/A Agree‐disagree 82% 39% 43% 10% 4

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

Employee Engagement: Intrinsic

Work Experience N/A Agree‐disagree 87% 44% 43% 5% 3

5 *My workload is reasonable. N/A

Employee‐Focused: Work‐Life

Support Agree‐disagree 65% 28% 37% 15% 14

6 *My talents are used well in the workplace.

Employee Engagement: Intrinsic

Work Experience N/A Agree‐disagree 76% 27% 49% 12% 7

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

Employee Engagement: Intrinsic

Work Experience N/A Agree‐disagree 94% 57% 37% 1% 4

8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. N/A Foundations: Merit Principles Agree‐disagree 74% 36% 38% 17% 6

9 I have enough information to do my job well. N/A

Foundations: Performance

Resources Agree‐disagree 85% 31% 54% 6% 8

10 I receive the training I need to do my job well. N/A

Employee‐Focused: Employee

Development Agree‐disagree 82% 30% 52% 11% 4

11 I am held accountable for the quality of work I produce. N/A Goal Oriented: Accountability Agree‐disagree 87% 46% 41% 9% 1

12 I have a clear idea of how well I am doing my job. N/A

Goal Oriented: Performance

Feedback Agree‐disagree 82% 31% 51% 8% 8

13 I have the autonomy to decide how I do my job. N/A Agile: Autonomy Agree‐disagree 74% 42% 32% 11% 11

14 I can make decisions about my work without getting permission first. N/A Agile: Autonomy Agree‐disagree 66% 26% 40% 16% 12

15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation Agree‐disagree 86% 48% 38% 4% 8

17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal Oriented: Recognition Agree‐disagree 60% 17% 43% 20% 14

18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation Agree‐disagree 86% 39% 47% 8% 3

19

*My work unit has the job‐relevant knowledge and skills necessary to accomplish organizational

goals. N/A

Foundations: Performance

Resources Agree‐disagree 85% 39% 46% 7% 6

20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A Always‐never 90% 42% 48% 7% 3

21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A Always‐never 92% 48% 44% 7% 1

22 Employees in my work unit produce high‐quality work. Performance Confidence N/A Always‐never 90% 46% 44% 7% 3

23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A Always‐never 85% 39% 47% 12% 2

24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. N/A

Foundations: Performance

Resources Agree‐disagree 70% 26% 44% 22% 5

25 I can influence decisions in my work unit. N/A

Employee‐Focused: Employee

Voice Agree‐disagree 83% 36% 47% 12% 5

26 I know what my work unit's goals are. N/A Goal Oriented: Goal Clarity Agree‐disagree 91% 43% 48% 3% 5

27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). N/A Agile: Innovation Agree‐disagree 67% 34% 33% 22% 10

28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience Agree‐disagree 79% 33% 47% 14% 6
29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation Agree‐disagree 73% 34% 39% 14% 8

30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation Agree‐disagree 73% 29% 44% 16% 7

31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience Agree‐disagree 61% 24% 37% 27% 8

32 Employees in my work unit consider customer needs a top priority. N/A

Foundations: Customer

Responsiveness Agree‐disagree 75% 37% 38% 20% 3

33 Employees in my work unit consistently look for ways to improve customer service. N/A

Foundations: CustomerResponsiveness Agree‐disagree 68% 32% 37% 22% 5

34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A

Employee‐Focused: Work‐LifeSupport Agree‐disagree 88% 54% 34% 8% 4

35 Employees are recognized for providing high quality products and services. N/A Goal Oriented: Recognition Agree‐disagree 76% 31% 46% 14% 7

36 Employees are protected from health and safety hazards on the job. N/A

Employee‐Focused: EmployeeWelfare Agree‐disagree 99% 66% 32% 0% 1

37 My organization is successful at accomplishing its mission. N/A Other Agree‐disagree 89% 41% 48% 9% 2

38 I have a good understanding of my organization's priorities. N/A Goal Oriented: Goal Clarity Agree‐disagree 85% 38% 46% 9% 5

39

My organization shares results (for example, town halls, email, distribution of reports) from the

Federal Employee Viewpoint Survey (FEVS). N/A Other Agree‐disagree 91% 50% 42% 4% 1

40 Information is openly shared in my organization. N/A Foundations: Communication Agree‐disagree 78% 33% 45% 10% 10

41 The approval process in my organization allows timely delivery of my work. N/A Other Agree‐disagree 49% 21% 28% 20% 24

42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience Agree‐disagree 73% 24% 48% 16% 9

43 My organization has prepared me for potential physical security threats. N/A

Employee‐Focused: EmployeeWelfare Agree‐disagree 91% 44% 46% 6% 4

44 My organization has prepared me for potential cybersecurity threats. N/A

Employee‐Focused: EmployeeWelfare Agree‐disagree 98% 49% 50% 0% 2

45

In my organization, arbitrary action, personal favoritism and/or political coercion are not

tolerated. N/A Foundations: Merit Principles Agree‐disagree 71% 32% 39% 9% 14

46 *I recommend my organization as a good place to work. Global Satisfaction N/A Agree‐disagree 78% 47% 31% 10% 7

47 *I believe the results of this survey will be used to make my agency a better place to work. N/A Other Agree‐disagree 70% 32% 38% 17% 7

48 Supervisors in my work unit support employee development.

Employee Engagement:

Supervisors N/A Agree‐disagree 96% 61% 35% 3% 1

49 My supervisor supports my need to balance work and other life issues. N/A

Employee‐Focused: Work‐Life

Support Agree‐disagree 93% 73% 20% 3% 3

50 My supervisor listens to what I have to say.

Employee Engagement:

Supervisors N/A Agree‐disagree 93% 61% 32% 3% 3

51 My supervisor treats me with respect.

Employee Engagement:

Supervisors N/A Agree‐disagree 91% 67% 24% 6% 0

52 I have trust and confidence in my supervisor.

Employee Engagement:

Supervisors N/A Agree‐disagree 90% 53% 37% 3% 4

53 My supervisor holds me accountable for achieving results. N/A Goal Oriented: Accountability Agree‐disagree 91% 62% 29% 7% 1

54 Overall, how good a job do you feel is being done by your immediate supervisor?

Employee Engagement:

Supervisors N/A Good‐poor 89% 60% 29% 5% 3

55 My supervisor provides me with constructive suggestions to improve my job performance. N/A

Goal Oriented: Performance

Feedback Agree‐disagree 82% 46% 36% 10% 7

56 My supervisor provides me with performance feedback throughout the year. N/A

Goal Oriented: Performance

Feedback Agree‐disagree 83% 47% 36% 10% 5

57

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

workforce.

Employee Engagement: Leaders

Lead N/A Agree‐disagree 69% 24% 44% 11% 12

58 My organization's senior leaders maintain high standards of honesty and integrity.

Employee Engagement: Leaders

Lead N/A Agree‐disagree 71% 35% 36% 11% 12

59 *Managers communicate the goals of the organization.

Employee Engagement: Leaders

Lead N/A Agree‐disagree 81% 32% 49% 9% 7

60

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

goals, needed resources). N/A Foundations: Communication Agree‐disagree 64% 29% 35% 17% 15

61

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

supervisor?

Employee Engagement: Leaders

Lead N/A Good‐poor 67% 33% 34% 25% 4

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

Employee Engagement: Leaders

Lead N/A Agree‐disagree 72% 36% 37% 11% 9

63 Senior leaders demonstrate support for Work‐Life programs. N/A

Employee‐Focused: Work‐Life

Support Agree‐disagree 90% 54% 36% 8% 1

64 Management encourages innovation. N/A Agile: Innovation Agree‐disagree 64% 24% 40% 23% 10

65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience Agree‐disagree 64% 27% 37% 20% 11
66 Management involves employees in decisions that affect their work. N/A

Employee‐Focused: EmployeeVoice Agree‐disagree 68% 29% 39% 16% 11

67 *How satisfied are you with your involvement in decisions that affect your work? N/A

Employee‐Focused: EmployeeVoice

Satisfied‐dissatisfied 79% 31% 48% 8% 10

68

*How satisfied are you with the information you receive from management on what's going on in

your organization? N/A Foundations: Communication

Satisfied‐dissatisfied 73% 28% 45% 17% 9

69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal Oriented: Recognition

Satisfied‐dissatisfied 73% 31% 42% 16% 7

70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A

Satisfied‐dissatisfied 81% 42% 39% 7% 9

71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A

Satisfied‐dissatisfied 84% 38% 46% 11% 4

72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A

Satisfied‐dissatisfied 76% 33% 43% 9% 9

73

My organization's management practices promote diversity (e.g., outreach, recruitment,

promotion opportunities). DEIA: Diversity N/A Agree‐disagree 82% 35% 47% 9% 4

74

My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion

opportunities, development). DEIA: Diversity N/A Agree‐disagree 79% 40% 39% 19% 1

75

I have similar access to advancement opportunities (e.g., promotion, career development,

training) as others in my work unit. DEIA: Equity N/A Agree‐disagree 80% 40% 40% 12% 6

76

My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions,

work assignments). DEIA: Equity N/A Agree‐disagree 85% 44% 41% 10% 4

77

In my work unit, excellent work is similarly recognized for all employees (e.g., awards,

acknowledgements). DEIA: Equity N/A Agree‐disagree 74% 38% 36% 14% 11

78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A Agree‐disagree 85% 48% 37% 10% 5

79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A Agree‐disagree 85% 44% 41% 12% 3

80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A Agree‐disagree 86% 41% 44% 6% 9

81 In my work unit, people's differences are respected. DEIA: Inclusion N/A Agree‐disagree 82% 39% 43% 11% 6

82 I can be successful in my organization being myself. DEIA: Inclusion N/A Agree‐disagree 86% 36% 50% 10% 4

83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A Agree‐disagree 80% 35% 44% 7% 4

84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A Agree‐disagree 71% 39% 32% 15% 5

85 My organization meets my accessibility needs. DEIA: Accessibility N/A Agree‐disagree 81% 37% 44% 12% 2

86 My job inspires me. Employee Experience N/A Agree‐disagree 73% 30% 42% 14% 7

87 The work I do gives me a sense of accomplishment. Employee Experience N/A Agree‐disagree 79% 41% 38% 12% 5

88 I feel a strong personal attachment to my organization. Employee Experience N/A Agree‐disagree 76% 41% 35% 8% 10

89 I identify with the mission of my organization. Employee Experience N/A Agree‐disagree 76% 40% 36% 16% 4

90 It is important to me that my work contribute to the common good. Employee Experience N/A Agree‐disagree 94% 52% 42% 3% 1

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

** Unweighted count of responses excluding "Do Not Know", "No Basis to Judge", "There have been no recent hires

in my work unit", or "I do not have any accessibility needs.

Percentages are weighted to represent the Agency's population.

For confidentiality purposes, a "–c" indicates that there are fewer than 4 responses to Questions 83, 84, or 85 and

results are therefore suppressed.

Source: Defense Nuclear Facilities Safety Board AES Report,2023 OPM Federal Employee Viewpoint

Survey
Response Option

2023

N

2

Remain in the work unit and improve their performance over time 11 14

Remain in the work unit and continue to underperform 21 29

Leave the work unit ‐ removed or transferred 4 5

Leave the work unit ‐ quit 2 2There are no poor performers in my work unit 23 30

Do Not Know 16 22

Total (percents will add to more than 100% because respondents could choose more than one response option) 74 

Source: Defense Nuclear Facilities Safety Board AES Report, 2023 OPM Federal Employee Viewpoint Survey

Performance Dimension: Goal Oriented: Accountability

16. In my work unit poor performers usually (select all that apply):

Percentages are weighted to represent the Agency's population.

A "–a" indicates that there are no trending results available for the year.
Item Item Text Index Performance Dimension

2020 Percent

Positive

2021 Percent

Positive

2022 Percent

Positive

2023 Percent

Positive

Difference

2023‐2020

Difference

2023‐2021

Difference

2023‐2022

Sort for

Largest

Differences

2023‐2020

Sort for

Largest

Differences

2023‐2021

Sort for

Largest

Differences

2023‐2022

1 *I am given a real opportunity to improve my skills in my organization. N/A

Employee‐Focused: Employee

Development 74% 83% 85% 87% 13% 4% 2% 11 6 48

2 I feel encouraged to come up with new and better ways of doing things.

Employee Engagement: Intrinsic

Work Experience N/A 61% 69% 75% 80% 19% 11% 5% 5 2 28

3 My work gives me a feeling of personal accomplishment.

Employee Engagement: Intrinsic

Work Experience N/A 70% 83% 84% 82% 12% ‐1% ‐2% 12 20 66

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

Employee Engagement: Intrinsic

Work Experience N/A 78% 87% 87% 87% 9% 0% 0% 17 14 52

5 *My workload is reasonable. N/A

Employee‐Focused: Work‐Life

Support 72% 71% 72% 65% ‐7% ‐6% ‐7% 39 31 82

6 *My talents are used well in the workplace.

Employee Engagement: Intrinsic

Work Experience N/A 76% 74% 77% 76% 0% 2% ‐1% 29 12 63

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

Employee Engagement: Intrinsic

Work Experience N/A 86% 92% 87% 94% 8% 2% 7% 19 11 12

8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. N/A Foundations: Merit Principles 79% 80% 79% 74% ‐5% ‐6% ‐5% 38 33 79

9 I have enough information to do my job well. N/A

Foundations: Performance

Resources –a –

a 86% 85% –a –a ‐1% –a –a 59

10 I receive the training I need to do my job well. N/A

Employee‐Focused: Employee

Development –a –a 82% 82% –a –a 0% –a –a 57

11 I am held accountable for the quality of work I produce. N/A Goal Oriented: Accountability –a –a 88% 87% –a –a ‐1% –a –a 61

12 I have a clear idea of how well I am doing my job. N/A

Goal Oriented: Performance

Feedback –a –a 82% 82% –a –a 0% –a –a 54

15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation 88% 90% 88% 86% ‐2% ‐4% ‐2% 36 28 70

17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal Oriented: Recognition 61% 70% 47% 60% ‐1% ‐10% 13% 35 38 3

18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation –a –a 88% 86% –a –a ‐2% –a –a 73

19 *My work unit has the job‐relevant knowledge and skills necessary to accomplish organizational goals. N/A

Foundations: Performance

Resources 82% 96% 88% 85% 3% ‐11% ‐3% 26 39 78

20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A 83% 100% 93% 90% 7% ‐10% ‐3% 21 37 75

21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A 89% 100% 94% 92% 3% ‐8% ‐2% 25 34 65

22 Employees in my work unit produce high‐quality work. Performance Confidence N/A 91% 99% 89% 90% ‐1% ‐9% 1% 34 35 51

23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A 86% 94% 87% 85% ‐1% ‐9% ‐2% 33 36 67

24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. N/A

Foundations: Performance

Resources –a –a 65% 70% –a –a 5% –a –a 26

25 I can influence decisions in my work unit. N/A

Employee‐Focused: Employee

Voice –a –a 78% 83% –a –a 5% –a –a 29

26 I know what my work unit's goals are. N/A Goal Oriented: Goal Clarity –a –a 88% 91% –a –

a 3% –a –a 42

27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). N/A Agile: Innovation –a –a 56% 67% –a –

a 11% –a –a 6

28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience –a –a 72% 79% –a –

a 7% –a –a 11

29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation –a –a 69% 73% –a –

a 4% –a –a 33

30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation –a –a 63% 73% –a –

a 10% –a –a 7

31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience –a –a 55% 61% –a –

a 6% –a –a 24

32 Employees in my work unit consider customer needs a top priority. N/A

Foundations: Customer

Responsiveness –a –a 76% 75% –a –

a ‐1% –a –a 60

33 Employees in my work unit consistently look for ways to improve customer service. N/A

Foundations: Customer

Responsiveness –a –a 62% 68% –a –

a 6% –a –a 19

34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A

Employee‐Focused: Work‐Life

Support –a –

a 90% 88% –a –a ‐2% –a –a 69

35 Employees are recognized for providing high quality products and services. N/A Goal Oriented: Recognition 74% 79% 71% 76% 2% ‐3% 5% 27 23 30

36 Employees are protected from health and safety hazards on the job. N/A

Employee‐Focused: Employee

Welfare 90% 96% 94% 99% 9% 3% 5% 18 10 27

37 My organization is successful at accomplishing its mission. N/A Other 71% 89% 87% 89% 18% 0% 2% 7 17 49

38 I have a good understanding of my organization's priorities. N/A Goal Oriented: Goal Clarity –a –

a 79% 85% –a –a 6% –a –a 22

42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience –a –a 74% 73% –a –a ‐1% –a –a 62

43 My organization has prepared me for potential physical security threats. N/A

Employee‐Focused: Employee

Welfare –a –

a 88% 91% –a –a 3% –a –a 44

44 My organization has prepared me for potential cybersecurity threats. N/A

Employee‐Focused: Employee

Welfare –a –a 96% 98% –a –

a 2% –a –a 45

45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. N/A Foundations: Merit Principles –a –a 64% 71% –a –

a 7% –a –a 17

46 *I recommend my organization as a good place to work. Global Satisfaction N/A 62% 70% 68% 78% 16% 8% 10% 8 4 8

47 *I believe the results of this survey will be used to make my agency a better place to work. N/A Other 43% 55% 57% 70% 27% 15% 13% 2 1 1

48 Supervisors in my work unit support employee development.

Employee Engagement:

Supervisors N/A 90% 93% 92% 96% 6% 3% 4% 22 8 40

49 My supervisor supports my need to balance work and other life issues. N/A

Employee‐Focused: Work‐Life

Support 93% 95% 93% 93% 0% ‐2% 0% 28 21 53

50 My supervisor listens to what I have to say.

Employee Engagement:

Supervisors N/A 89% 94% 90% 93% 4% ‐1% 3% 23 19 43

51 My supervisor treats me with respect.

Employee Engagement:

Supervisors N/A 94% 94% 94% 91% ‐3% ‐3% ‐3% 37 25 74

52 I have trust and confidence in my supervisor.

Employee Engagement:

Supervisors N/A 83% 90% 86% 90% 7% 0% 4% 20 15 36

53 My supervisor holds me accountable for achieving results. N/A Goal Oriented: Accountability –a –a 93% 91% –a –

a ‐2% –a –a 71

54 Overall, how good a job do you feel is being done by your immediate supervisor?

Employee Engagement:

Supervisors N/A 86% 89% 89% 89% 3% 0% 0% 24 18 56

55 My supervisor provides me with constructive suggestions to improve my job performance. N/A

Goal Oriented: Performance

Feedback –a –a 76% 82% –a –

a 6% –a –a 20

56 My supervisor provides me with performance feedback throughout the year. N/A

Goal Oriented: Performance

Feedback –a –a 81% 83% –a –

a 2% –a –a 46

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

Employee Engagement: Leaders

Lead N/A 43% 72% 61% 69% 26% ‐3% 8% 3 26 10

58 My organization's senior leaders maintain high standards of honesty and integrity.

Employee Engagement: Leaders

Lead N/A 59% 77% 77% 71% 12% ‐6% ‐6% 13 32 80

59 *Managers communicate the goals of the organization.

Employee Engagement: Leaders

Lead N/A 70% 72% 74% 81% 11% 9% 7% 14 3 14

60 Managers promote communication among different work units (for example, about projects, goals, needed resources). N/A Foundations: Communication 64% 67% 60% 64% 0% ‐3% 4% 31 24 38

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

Employee Engagement: Leaders

Lead N/A 58% 70% 63% 67% 9% ‐3% 4% 16 22 34

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

Employee Engagement: Leaders

Lead N/A 54% 69% 69% 72% 18% 3% 3% 6 9 41

63 Senior leaders demonstrate support for Work‐Life programs. N/A

Employee‐Focused: Work‐Life

Support 90% 94% 92% 90% 0% ‐4% ‐2% 32 29 72

64 Management encourages innovation. N/A Agile: Innovation –a –a 66% 64% –a –

a ‐2% –a –a 64

65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience –a –a 57% 64% –a –

a 7% –a –a 18

66 Management involves employees in decisions that affect their work. N/A

Employee‐Focused: Employee

Voice –a –

a 62% 68% –a –a 6% –a –a 21

67 *How satisfied are you with your involvement in decisions that affect your work? N/A

Employee‐Focused: Employee

Voice 52% 78% 68% 79% 27% 1% 11% 1 13 4

68 *How satisfied are you with the information you receive from management on what's going on in your organization? N/A Foundations: Communication 63% 78% 68% 73% 10% ‐5% 5% 15 30 25

69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal Oriented: Recognition 58% 77% 66% 73% 15% ‐4% 7% 9 27 16

70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A 67% 77% 73% 81% 14% 4% 8% 10 7 9

71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A 84% 77% 71% 84% 0% 7% 13% 30 5 2

72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A 57% 76% 69% 76% 19% 0% 7% 4 16 15

73 My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). DEIA: Diversity N/A –a –a 78% 82% –a –

a 4% –a –a 35

74

My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities,

development). DEIA: Diversity N/A –a –a 82% 79% –a –

a ‐3% –a –a 77
75 I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. DEIA: Equity N/A –a –a 76% 80% –a –a 4% –a –a 32

76 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). DEIA: Equity N/A –a –

a 83% 85% –a –a 2% –a –a 47

77 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). DEIA: Equity N/A –a –a 70% 74% –a –a 4% –a –a 37

78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A –a –a 88% 85% –a –a ‐3% –a –a 76

79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A –a –a 86% 85% –a –a ‐1% –a –a 58

80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A –a –

a 80% 86% –a –a 6% –a –a 23

81 In my work unit, people's differences are respected. DEIA: Inclusion N/A –a –a 77% 82% –a –a 5% –a –a 31

82 I can be successful in my organization being myself. DEIA: Inclusion N/A –a –

a 79% 86% –a –a 7% –a –a 13

83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A –a –

a 90% 80% –a –a ‐10% –a –a 84

84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A –a –a 78% 71% –a –a ‐7% –a –a 81

85 My organization meets my accessibility needs. DEIA: Accessibility N/A –a –

a 81% 81% –a –a 0% –a –a 55

86 My job inspires me. Employee Experience N/A –a –a 72% 73% –a –a 1% –a –a 50

87 The work I do gives me a sense of accomplishment. Employee Experience N/A –a –

a 81% 79% –a –a ‐2% –a –a 68

88 I feel a strong personal attachment to my organization. Employee Experience N/A –a –a 65% 76% –a –a 11% –a –a 5

89 I identify with the mission of my organization. Employee Experience N/A –a –a 84% 76% –a –a ‐8% –a –a 83

90 It is important to me that my work contribute to the common good. Employee Experience N/A –a –

a 90% 94% –a –a 4% –a –a 39

The "Sort for Largest Differences" columns are based on the rounded differences shown in the Difference columns, then sorted by differences

based on unrounded percentages (not shown), and then by item order.

Source: Defense Nuclear Facilities Safety Board AES Report, 2023 OPM Federal Employee Viewpoint Survey

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

Percentages are weighted to represent the Agency's population.

Only items 1‐12, 15, 17‐38, 42‐90 that carried over from the 2022 OPM FEVS are included on this tab.

A "–a

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

For confidentiality purposes, a "–c

"  indicates that there are fewer than 4 responses to Questions 83, 84, or 85 and results are therefore

suppressed.
Telework/Remote Work

Response Option

2023

N

2023

%

2022

N

2022

%

2021

N

2021

%

I telework every work day (i.e., remote work agreement) 9 13.0% N/A N/A 45 82.4%

I have an approved remote work agreement (I am not expected to perform

work at an agency worksite) N/A N/A 7 10.5% N/A N/A

I telework 3 or 4 days per week 40 56.1% N/A N/A 2 4.4%

I telework 3 or more days per week N/A N/A 37 49.0% N/A N/A

I telework 1 or 2 days per week 19 28.2% 27 36.3% 6 11.5%

I telework, but only about 1 or 2 days per month 0 0.0% 1 1.4% 0 0.0%

I telework very infrequently, on an unscheduled or short‐term basis 1 1.4% 2 2.8% 1 1.7%

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 1 1.3% 0 0.0% 0 0.0%

Total 70 100.0% 74 100.0% 54 100.0%

Response Option

2023

N

2023

%

2022

N

2022

%

I do not have an approved remote work agreement 1 11.7% N/A N/A

I have an approved remote work agreement and live outside the local

commuting area (more than 50 miles away) 4 45.0% 2 26.4%

I have an approved remote work agreement and live inside the local

commuting area (less than 50 miles away) 4 43.3% 5 73.6%

I do not know 0 0.0% N/A N/A

Total 9 100.0% 7 100.0%

In 2023, the response options for Q91 and Q91a were slightly different than in previous years. To facilitate trending, all

possible response options are shown and an N/A is shown when the response option is not relevant for that given year.

Source: Defense Nuclear Facilities Safety Board AES Report, 2023 OPM Federal Employee Viewpoint Survey

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

Only those who answered “I telework every work day” in 2023 or “I have an approved remote work agreement” in 2022 to the previous question

received Question 91a.

91a. What is your current remote work status?

Percentages are weighted to represent the Agency's population.

“–a” indicates that there are no trending results available for the year.

“–d” indicates that there were no responses to this item.