2013

Federal Employee Viewpoint Survey Results

Employees Influencing Change

Commodity Futures Trading Commission

Small Agency Management Report

United States Office of 

Personnel Management
Table of Contents

About This Report ............................................................................................................................................................... 3

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

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

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

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

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

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

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

Appendices

Appendix A: Agencies Surveyed ....................................................................................................................................... 13

Appendix B: Item Results and Benchmarks...................................................................................................................... 15

Appendix C: Trend Analysis: 2010 vs. 2011 vs. 2012 vs. 2013 Results.............................................................................. 20

Appendix D: Decision Aid: Transforming Your Results into Action .................................................................................... 25

Appendix E: 2013 Federal Employee Viewpoint Survey FAQs .......................................................................................... 29
About This Report 3

About This Report

Resiliency in the Face of Challenge 

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

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

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

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

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

a broad diversity of opinions.

This report enables agency leaders to identify both strengths and challenges by looking for patterns and themes in 

their results. Throughout the report we have highlighted areas for action as well as areas for celebration, allowing 

agencies to gain a better understanding of their employee views. This broad spectrum of employee perspectives is 

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

It is Important to Make Comparisons

Comparisons to past survey results and the combined small agency averages are included throughout the report 

to ensure meaningful and action-oriented content. These comparisons highlight areas that have improved or 

declined, and provide benchmarks for interpreting the 2013 results. The combined small agency comparison 

group is made up of the 44 small/independent agencies that participated in the 2013 FEVS. Small/independent 

agencies are typically defined as having less than 800 employees, please see Appendix A for a full list of all 

agencies surveyed.

Multiple Perspectives of Your Agency’s Results

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

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

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

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

between 2011-2012 and 2012-2013.

Above & Below: Survey items that lead or trail the combined small agency average by 5 or more percentage points.

Indices: 

•	Human Capital Assessment and Accountability Framework (HCAAF): 

measures of progress in meeting human capital strategy objectives

•	Employee Engagement: 

measures of the conditions likely to lead to engagement 

•	Global Satisfaction: 

a comprehensive indicator of employees’ overall work satisfaction

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

scores; a trend analysis of results over time; a Decision Aid; and Frequently Asked Questions (FAQs) for the 

2013 survey.

What do the Survey Results Represent?

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

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

surveyed. The small/independent agency results have a plus or minus one percent margin of error.
Results at a Glance 4

Your Agency Response

Field Period

April 23, 2013 – June 7, 2013

Response Rate

55% (355 out of 641 employees 

responded)

Results at a Glance

Strengths & Increases

30 items had positive ratings of 65 percent or more 

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

Challenges & Decreases

13 items had negative ratings of 35 percent or more

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

Items to Celebrate

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

2012-2013

Caution Items

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

2012-2013

Understanding Your Results

Positive Ratings

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

Negative Ratings

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

Applying Rules of Thumb 

65% or more positive is considered a strength

35% or more negative is considered a challenge

30% or more neutral suggests uncertainty, presenting 

an opportunity for communication

A difference of 5 percentage points or more is 

considered notable
Strengths 5

Small Agencies

Strengths

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

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

displayed in Figure 1, along with the 2013 combined small agency percent positive for comparison.

FIGURE 1 Most Positive Response Items for Your Agency

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

job done. (Q. 7)

96% 2013 CFTC. 97% 2013 Small Agencies.

Employees are protected from health and safety hazards on 

the job. (Q. 35)

90% 2013 CFTC. 78% 2013 Small Agencies.

My supervisor supports my need to balance work and other 

life issues. (Q. 42)

89% 2013 CFTC. 82% 2013 Small Agencies.

I am constantly looking for ways to do my job better. (Q. 8) 88% 2013 CFTC. 89% 2013 Small Agencies.

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

with me about my performance. (Q. 50)

88% 2013 CFTC. 81% 2013 Small Agencies.

My supervisor/team leader treats me with respect. (Q. 49) 87% 2013 CFTC. 82% 2013 Small Agencies.

Physical conditions (for example, noise level, temperature, 

lighting, cleanliness in the workplace) allow employees to 

perform their jobs well. (Q. 14)

85% 2013 CFTC. 74% 2013 Small Agencies.

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

work unit? (Q. 28)

84% 2013 CFTC. 87% 2013 Small Agencies.

The work I do is important. (Q. 13) 82% 2013 CFTC. 87% 2013 Small Agencies.

My supervisor/team leader listens to what I have to say. 

(Q. 48)

81% 2013 CFTC. 78% 2013 Small Agencies.
Challenges 6

Small Agencies

Challenges

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

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

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

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

percent negative for comparison.

FIGURE 2 Most Negative Response Items for Your Agency

Pay raises depend on how well employees perform their jobs. 

(Q. 33)

56% 2013 CFTC. 47% 2013 Small Agencies.

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

budget) to get my job done. (Q. 9)

55% 2013 CFTC. 36% 2013 Small Agencies.

In my work unit, differences in performance are recognized in 

a meaningful way. (Q. 24)

51% 2013 CFTC. 36% 2013 Small Agencies.

How satisfied are you with your opportunity to get a better 

job in your organization? (Q. 67)

49% 2013 CFTC. 38% 2013 Small Agencies.

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

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

48% 2013 CFTC. 34% 2013 Small Agencies.

Awards in my work unit depend on how well employees 

perform their jobs. (Q. 25)

43% 2013 CFTC. 31% 2013 Small Agencies.

Promotions in my work unit are based on merit. (Q. 22) 42% 2013 CFTC. 32% 2013 Small Agencies.

In my organization, leaders generate high levels of 

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

41% 2013 CFTC. 34% 2013 Small Agencies.

My training needs are assessed. (Q. 18) 37% 2013 CFTC. 31% 2013 Small Agencies.

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

agency a better place to work. (Q. 41)

36% 2013 CFTC. 30% 2013 Small Agencies.
Increases & Decreases 7

Increases & Decreases

Agency Items That Increased and Decreased the Most from 2012

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

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

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

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

TABLE 1 Largest Increases and Decreases in Percent Positive 

Percent Positive

2012 2013 Difference

Increased the Most

Your agency had no items that increased by 5 percentage points or more since 2012.

Decreased the Most

Considering everything, how satisfied are you with your pay? (Q. 70) 65 43 -22

The skill level in my work unit has improved in the past year. (Q. 27) 68 51 -17

Considering everything, how satisfied are you with your organization? (Q. 71) 69 55 -14

In my organization, leaders generate high levels of motivation and commitment in the workforce. (Q. 53) 49 36 -13

Considering everything, how satisfied are you with your job? (Q. 69) 69 56 -13

How satisfied are you with the training you receive for your present job? (Q. 68) 47 35 -12

I recommend my organization as a good place to work. (Q. 40) 76 64 -12

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 42 30 -12

I have a high level of respect for my organization’s senior leaders. (Q. 61) 62 51 -11

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 32 21 -11
Items to Celebrate & Caution Items 8

Items to Celebrate & Caution Items

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

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

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

communicating any action planning successes with employees.

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

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

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

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

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

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

Items to Celebrate 2011 2012 2013

Your agency had no items that met these criteria.

2013 2012 2011 Caution Items

Considering everything, how satisfied are you with your pay? 

(Q. 70)

2013 43% 2012 65% 2011 72%

Pay raises depend on how well employees perform their jobs. 

(Q. 33)

2013 18% 2012 28% 2011 42%

Considering everything, how satisfied are you with your job? 

(Q. 69)

2013 56% 2012 69% 2011 77%

In my organization, leaders generate high levels of motivation 

and commitment in the workforce. (Q. 53)

2013 36% 2012 49% 2011 57%

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

(Q. 27)

2013 51% 2012 68% 2011 72%
Above & Below 9

Above & Below

Agency Items Above and Below the 2013 Combined Small Agency Average

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

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

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

TABLE 2 Items Above and Below the 2013 Combined Small Agency Average on Percent Positive

2013 Percent Positive

CFTC

Small 

Agencies Difference

Leading the Small Agencies

Employees are protected from health and safety hazards on the job. (Q. 35) 90 78 +12

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

employees to perform their jobs well. (Q. 14) 85 74 +11

My organization has prepared employees for potential security threats. (Q. 36) 75 68 +7

My supervisor supports my need to balance work and other life issues. (Q. 42) 89 82 +7

In the last six months, my supervisor/team leader has talked with me about my performance. (Q. 50) 88 81 +7

I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. (Q. 17) 65 60 +5

My supervisor/team leader treats me with respect. (Q. 49) 87 82 +5

Trailing the Small Agencies

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 27 49 -22

How satisfied are you with the training you receive for your present job? (Q. 68) 35 49 -14

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 30 44 -14

In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. (Q. 23) 24 37 -13

In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 25 37 -12

Promotions in my work unit are based on merit. (Q. 22) 31 42 -11

The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. (Q. 29) 64 75 -11

Considering everything, how satisfied are you with your job? (Q. 69) 56 67 -11

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 21 31 -10

My work unit is able to recruit people with the right skills. (Q. 21) 46 56 -10
10

Indices

Human Capital Assessment and Accountability Framework (HCAAF) 

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

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

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

hcaaf_ssm.pdf.

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

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

FIGURE 4 HCAAF Indices – Percent Positive

Leadership & 

Knowledge Management 2013. 

59%

2012: 63%

Small Agencies 60%

Leadership & Knowledge Management Index 

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

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

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

Results-Oriented 

Performance Culture 2013. 

52%

2012: 58%

Small Agencies 56%

Results-Oriented Performance Culture Index 

Indicates the extent to which employees believe their organizational culture 

promotes improvement in processes, products and services, and organizational 

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

Talent

Management 2013. 

52%

2012: 57%

Small Agencies 59%

Talent Management Index 

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

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

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

Job 

Satisfaction 2013. 

56%

2012: 65%

Small Agencies 64%

Job Satisfaction Index 

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

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

Indices: HCAAF
Employee Engagement

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

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

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

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

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

differentiate this index from a job satisfaction index.

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

subfactors: Leaders Lead, Supervisors, and Intrinsic Work Experiences.

FIGURE 5 Employee Engagement Index – Percent Positive

Employee 

Engagement

2013:

64%

2012: 68%

Small Agencies 66%

Employee Engagement is comprised of:

Leaders Lead 2013: 

51%

2012: 59%

Leaders Lead

Reflects the employees’ 

perceptions of the integrity 

of leadership, as well as 

leadership behaviors such as 

communication and workforce 

motivation. It is made up of 

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

Supervisors 

2013: 

77%

2012: 77%

Supervisors

Reflects the interpersonal 

relationship between worker 

and supervisor, including trust, 

respect, and support. It is made 

up of items 47, 48, 49, 51, 

and 52.

Intrinsic Work Experiences 

2013: 

65%

2012: 68%

Intrinsic Work 

Experiences

Reflects the employees’ feelings 

of motivation and competency 

relating to their role in the 

workplace. It is made up of 

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

Indices: Employee Engagement 11
12

Global Satisfaction

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

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

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

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

that make up the index.

FIGURE 6 Global Satisfaction Index – Percent Positive

Global 

Satisfaction

2013: 

54%

2012: 70%

Small Agencies 61%

Global Satisfaction is comprised of: Job Satisfaction 

2013: 

56%

2012: 69%

Job Satisfaction

Considering everything, how 

satisfied are you with your job? 

(Q. 69)

Pay Satisfaction 

2013: 

43%

2012: 65%

Pay Satisfaction

Considering everything, how 

satisfied are you with your pay? 

(Q. 70)

Organization Satisfaction 

2013: 

55%

2012: 69%

Organization 

Satisfaction

Considering everything, how 

satisfied are you with your 

organization? (Q. 71)

Recommend Organization 

2013: 

64%

2012: 76%

Recommend 

Organization

I recommend my organization 

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

Indices: Global Satisfaction
Appendix A 13

Appendix A

Agencies Surveyed

The Federal Employee Viewpoint Survey was administered to full-time and part-time permanent employees of 

Departments and large agencies and the small agencies that accepted an invitation to participate in the survey.

Departments/Large Agencies

Broadcasting Board of Governors

Court Services and Offender Supervision Agency

Department of Agriculture

Department of Commerce

Department of Education

Department of Energy

Department of Health and Human Services

Department of Homeland Security

Department of Housing and Urban Development

Department of Justice

Department of Labor

Department of State

Department of the Interior

Department of the Treasury

Department of Transportation

Department of Veterans Affairs

Environmental Protection Agency

Equal Employment Opportunity Commission

Federal Communications Commission

Federal Energy Regulatory Commission

Federal Trade Commission

General Services Administration

National Aeronautics and Space Administration

National Archives and Records Administration

National Credit Union Administration

National Labor Relations Board

National Science Foundation

Nuclear Regulatory Commission

Office of Management and Budget

Office of Personnel Management

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Securities and Exchange Commission

Small Business Administration

Social Security Administration

U.S. Agency for International Development

Department of Defense

Department of the Air Force

Department of the Army

Department of the Navy

U.S. Army Corps of Engineers

U.S. Marine Corps

OSD, Joint Staff, Defense Agencies, & DOD 

Field Activities

Small/Independent Agencies

Advisory Council on Historic Preservation

African Development Foundation

American Battle Monuments Commission

Chemical Safety and Hazard Investigation Board

Commission on Civil Rights

Committee for Purchase from People 

 Who Are Blind or Severely Disabled

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

Federal Election Commission

Federal Housing Finance Agency
Appendix A 14

Small/Independent Agencies (continued)

Federal Labor Relations Authority

Federal Maritime Commission

Federal Mediation and Conciliation Service

Federal Retirement Thrift Investment Board

Institute of Museum and Library Services

Inter-American Foundation

International Boundary and Water Commission

Marine Mammal Commission

Merit Systems Protection Board

National Capital Planning Commission

National Council on Disability

National Endowment for the Arts

National Endowment for the Humanities

National Gallery of Art

National Indian Gaming Commission

National Mediation Board

National Transportation Safety Board

Nuclear Waste Technical Review Board

Occupational Safety and Health Review Commission

Office of Navajo and Hopi Indian Relocation

Office of the U.S. Trade Representative

Overseas Private Investment Corporation

Postal Regulatory Commission

Selective Service System

Surface Transportation Board

U.S. Access Board

U.S. International Trade Commission

U.S. Office of Government Ethics

U.S. Office of Special Counsel

U.S. Trade and Development Agency

Woodrow Wilson International Center for Scholars
Appendix B 15

Appendix B

Item Results and Benchmarks

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

the right for comparison purposes. The benchmark scores were compiled from the results for the 44 small/

independent agencies that participated in the 2013 FEVS. 

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

of other small/independent agencies:

The Highest and Lowest Percent Positive Scores

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

The 90th, 50th, 10th Percentiles

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

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

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

your agency scored higher than at least 90 percent of the benchmark small/independent agencies.
Appendix B 16

APPENDIX B Item Results and Benchmarks

CFTC

% Positive

2013 Small Agency Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

My Work Experience

‡1. I am given a real opportunity to improve my skills in my organization. 59 83 81 61 48 35

2. I have enough information to do my job well. 62 100 89 72 54 47

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

doing things. 57 90 74 59 40 34

‡4. My work gives me a feeling of personal accomplishment. 66 93 84 73 61 45

‡5. I like the kind of work I do. 76 96 91 84 73 66

6. I know what is expected of me on the job. 71 95 90 80 62 48

7. When needed I am willing to put in the extra effort to get a job done. 96 100 100 97 93 82

8. I am constantly looking for ways to do my job better. 88 98 95 89 84 77

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

to get my job done. 27 82 73 50 28 12

‡10. My workload is reasonable. 55 85 76 62 43 24

‡11. My talents are used well in the workplace. 51 83 75 59 43 22

‡12. I know how my work relates to the agency's goals and priorities. 80 98 93 84 75 68

‡13. The work I do is important. 82 100 93 88 78 75

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

in the workplace) allow employees to perform their jobs well. 85 100 94 80 44 19

‡15. My performance appraisal is a fair reflection of my performance. 69 93 88 75 57 49

16. I am held accountable for achieving results. 79 97 92 84 73 50

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

of reprisal. 65 89 80 62 42 31

‡18. My training needs are assessed. 38 71 64 46 30 11

‡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).

59 90 80 67 53 41

‡20. The people I work with cooperate to get the job done. 73 94 89 79 61 40

‡21. My work unit is able to recruit people with the right skills. 46 83 75 57 35 26

‡22. Promotions in my work unit are based on merit. 31 78 66 43 30 19

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
Appendix B 17

CFTC

% Positive

2013 Small Agency Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

APPENDIX B Item Results and Benchmarks (continued)

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

will not improve. 24 80 56 38 25 6

‡24. In my work unit, differences in performance are recognized in a meaningful way. 25 73 56 40 26 13

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

their jobs. 30 85 63 45 30 19

26. Employees in my work unit share job knowledge with each other. 72 100 87 75 62 51

27. The skill level in my work unit has improved in the past year. 51 86 70 58 44 36

28. How would you rate the overall quality of work done by your work unit? 84 100 96 89 78 70

My Agency

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

accomplish organizational goals. 64 95 90 79 59 39

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

work processes. 39 80 76 46 28 6

31. Employees are recognized for providing high quality products 

and services. 45 82 74 51 32 12

‡32. Creativity and innovation are rewarded. 35 90 63 43 26 12

‡33. Pay raises depend on how well employees perform their jobs. 18 61 50 26 13 6

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

recruiting minorities and women, training in awareness of diversity 

issues, mentoring).

55 90 68 56 42 32

‡35. Employees are protected from health and safety hazards on the job. 90 100 93 80 61 40

‡36. My organization has prepared employees for potential security threats. 75 100 87 66 55 28

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

are not tolerated. 55 100 72 53 38 16

38. Prohibited Personnel Practices (for example, illegally discriminating

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

for employment, knowingly violating veterans’ preference requirements) are 

not tolerated.

70 100 83 67 54 40

39. My agency is successful at accomplishing its mission. 69 100 90 81 57 24

40. I recommend my organization as a good place to work. 64 91 87 64 39 23

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

a better place to work. 39 83 67 46 24 13

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡).
Appendix B 18

CFTC

% Positive

2013 Small Agency Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

APPENDIX B Item Results and Benchmarks (continued)

My Supervisor/Team Leader

‡42. My supervisor supports my need to balance work and other life issues. 89 100 89 83 75 63

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

leadership skills. 72 100 79 70 56 31

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

worthwhile. 66 84 77 65 49 44

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

segments of society. 71 95 81 71 58 56

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

improve my job performance. 65 89 77 63 51 36

‡47. Supervisors/team leaders in my work unit support employee development. 69 89 82 69 57 37

48. My supervisor/team leader listens to what I have to say. 81 95 89 77 70 53

49. My supervisor/team leader treats me with respect. 87 95 89 82 76 53

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

performance. 88 100 90 81 64 41

‡51. I have trust and confidence in my supervisor. 71 95 82 68 56 44

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

supervisor/team leader? 74 90 85 73 60 43

Leadership

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

and commitment in the workforce. 36 74 66 44 21 13

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

and integrity. 56 100 79 56 30 20

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

backgrounds. 66 90 81 63 53 30

‡56. Managers communicate the goals and priorities of the organization. 54 97 80 62 43 27

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

goals and objectives. 53 100 83 65 44 28

58. Managers promote communication among different work units 

(for example, about projects, goals, needed resources). 44 87 71 49 34 23

59. Managers support collaboration across work units to accomplish work 

objectives. 52 94 75 56 40 30

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

above your immediate supervisor/team leader? 56 85 81 63 38 24

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

CFTC

% Positive

2013 Small Agency Benchmarks

 % Positive

2013 High

Percentile

90th 50th 10th Low

APPENDIX B Item Results and Benchmarks (continued)

‡61. I have a high level of respect for my organization’s senior leaders. 51 90 78 54 31 0

62. Senior leaders demonstrate support for Work/Life programs. 57 100 85 66 46 20

My Satisfaction

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

your work? 48 82 73 54 40 28

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

what's going on in your organization? 42 82 76 49 30 13

‡65. How satisfied are you with the recognition you receive for doing a good job? 45 78 70 51 40 12

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

senior leaders? 39 79 68 44 25 0

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

in your organization? 21 58 50 32 20 9

‡68. How satisfied are you with the training you receive for your present job? 35 75 65 51 34 10

‡69. Considering everything, how satisfied are you with your job? 56 96 85 70 51 34

‡70. Considering everything, how satisfied are you with your pay? 43 79 69 54 39 28

71. Considering everything, how satisfied are you with your organization? 55 85 81 64 38 18

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

Appendix C

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

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

survey administrations. This appendix also displays the 2013 combined small agency percent positive for comparison. 

APPENDIX C Trend Analysis

Percent Positive

2010 2011 2012 2013

My Work Experience

‡1. I am given a real opportunity to improve my skills in my organization. 71 70 65 59

 Small Agencies 68 65 64 63

2. I have enough information to do my job well. 76 69 66 62

 Small Agencies 74 71 72 71

3. I feel encouraged to come up with new and better ways of doing things. 69 65 65 57

 Small Agencies 64 61 61 59

‡4. My work gives me a feeling of personal accomplishment. 76 72 69 66

 Small Agencies 76 73 73 73

‡5. I like the kind of work I do. 82 80 81 76

 Small Agencies 85 84 84 83

6. I know what is expected of me on the job. 80 81 71 71

 Small Agencies 81 80 77 77

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

 Small Agencies 97 97 97 97

8. I am constantly looking for ways to do my job better. 91 91 93 88

 Small Agencies 92 90 91 89

9. I have sufficient resources (for example, people, materials, budget) to get my job done. 58 35 35 27

 Small Agencies 57 50 51 49

‡10. My workload is reasonable. 68 61 57 55

 Small Agencies 63 62 62 60

‡11. My talents are used well in the workplace. 64 62 57 51

 Small Agencies 62 61 60 58

‡12. I know how my work relates to the agency's goals and priorities. 83 85 80 80

 Small Agencies 85 85 83 84

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). A dash (—) indicates that the agency did not participate that year.

Appendix C
Appendix C 21

Percent Positive

2010 2011 2012 2013

‡13. The work I do is important. 90 88 86 82

 Small Agencies 89 88 87 87

‡14. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) 

allow employees to perform their jobs well.

88 87 86 85

 Small Agencies 76 76 75 74

‡15. My performance appraisal is a fair reflection of my performance. 75 75 73 69

 Small Agencies 74 74 72 72

16. I am held accountable for achieving results. 84 85 84 79

 Small Agencies 86 84 83 83

17. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 68 70 68 65

 Small Agencies 60 61 61 60

‡18. My training needs are assessed. 54 48 40 38

 Small Agencies 50 45 48 44

‡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).

69 65 58 59

 Small Agencies 70 69 66 65

‡20. The people I work with cooperate to get the job done. 79 83 81 73

 Small Agencies 77 77 77 77

‡21. My work unit is able to recruit people with the right skills. 76 61 52 46

 Small Agencies 60 57 58 56

‡22. Promotions in my work unit are based on merit. 47 48 41 31

 Small Agencies 45 44 43 42

‡23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 45 39 32 24

 Small Agencies 39 39 36 37

‡24. In my work unit, differences in performance are recognized in a meaningful way. 42 36 29 25

 Small Agencies 42 40 37 37

25. Awards in my work unit depend on how well employees perform their jobs. 53 49 42 30

 Small Agencies 51 48 46 44

26. Employees in my work unit share job knowledge with each other. 76 77 79 72

 Small Agencies 74 75 76 75

27. The skill level in my work unit has improved in the past year. 72 72 68 51

 Small Agencies 60 59 58 57

28. How would you rate the overall quality of work done by your work unit? 92 89 90 84

 Small Agencies 86 86 87 87

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). A dash (—) indicates that the agency did not participate that year.

APPENDIX C Trend Analysis (continued)
22

APPENDIX C Trend Analysis (continued)

Percent Positive

2010 2011 2012 2013

My Agency

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

organizational goals.

81 73 66 64

 Small Agencies 78 77 75 75

‡30. Employees have a feeling of personal empowerment with respect to work processes. 53 54 49 39

 Small Agencies 52 51 47 46

31. Employees are recognized for providing high quality products and services. 61 59 51 45

 Small Agencies 59 57 52 51

‡32. Creativity and innovation are rewarded. 48 50 45 35

 Small Agencies 47 45 43 41

‡33. Pay raises depend on how well employees perform their jobs. 47 42 28 18

 Small Agencies 36 32 27 26

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

women, training in awareness of diversity issues, mentoring).

56 61 61 55

 Small Agencies 55 58 57 56

‡35. Employees are protected from health and safety hazards on the job. 88 91 88 90

 Small Agencies 77 77 78 78

‡36. My organization has prepared employees for potential security threats. 81 81 73 75

 Small Agencies 66 66 66 68

37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. 56 59 63 55

 Small Agencies 53 54 53 52

38. Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/

applicant, obstructing a person’s right to compete for employment, knowingly violating veterans’ 

preference requirements) are not tolerated.

74 75 76 70

 Small Agencies 68 68 68 67

39. My agency is successful at accomplishing its mission. 84 81 75 69

 Small Agencies 78 78 77 78

40. I recommend my organization as a good place to work. 83 79 76 64

 Small Agencies 69 67 65 64

41. I believe the results of this survey will be used to make my agency a better place to work. 50 58 48 39

 Small Agencies 49 50 46 45

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). A dash (—) indicates that the agency did not participate that year.

Appendix C
23

APPENDIX C Trend Analysis (continued)

Percent Positive

2010 2011 2012 2013

My Supervisor/Team Leader

‡42. My supervisor supports my need to balance work and other life issues. 87 91 87 89

 Small Agencies 83 83 82 82

43. My supervisor/team leader provides me with opportunities to demonstrate my leadership skills. 74 76 70 72

 Small Agencies 70 69 67 69

‡44. Discussions with my supervisor/team leader about my performance are worthwhile. 70 72 66 66

 Small Agencies 66 66 64 64

45. My supervisor/team leader is committed to a workforce representative of all segments of society. 73 76 72 71

 Small Agencies 69 69 69 69

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

job performance.

68 70 62 65

 Small Agencies 65 63 62 64

‡47. Supervisors/team leaders in my work unit support employee development. 72 74 69 69

 Small Agencies 70 69 69 68

48. My supervisor/team leader listens to what I have to say. 84 84 83 81

 Small Agencies 79 79 77 78

49. My supervisor/team leader treats me with respect. 87 89 84 87

 Small Agencies 82 82 81 82

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

about my performance.

90 92 89 88

 Small Agencies 81 81 81 81

‡51. I have trust and confidence in my supervisor. 74 78 73 71

 Small Agencies 69 69 68 69

‡52. Overall, how good a job do you feel is being done by your immediate supervisor/team leader? 80 81 75 74

 Small Agencies 72 72 71 72

Leadership

‡53. In my organization, leaders generate high levels of motivation and commitment in the workforce. 53 57 49 36

 Small Agencies 47 46 43 43

54. My organization's leaders maintain high standards of honesty and integrity. 68 71 66 56

 Small Agencies 59 59 56 56

‡55. Managers/supervisors/team leaders work well with employees of different backgrounds. 71 74 68 66

 Small Agencies 64 66 63 64

‡56. Managers communicate the goals and priorities of the organization. 62 61 56 54

 Small Agencies 61 61 59 61

Appendix C

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). A dash (—) indicates that the agency did not participate that year.
24

APPENDIX C Trend Analysis (continued)

Percent Positive

2010 2011 2012 2013

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

and objectives.

63 64 58 53

 Small Agencies 63 61 60 61

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

goals, needed resources).

51 53 52 44

 Small Agencies 53 52 49 50

59. Managers support collaboration across work units to accomplish work objectives. 55 58 57 52

 Small Agencies 57 56 55 55

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

supervisor/team leader?

69 68 62 56

 Small Agencies 60 59 58 60

‡61. I have a high level of respect for my organization’s senior leaders. 61 65 62 51

 Small Agencies 57 56 53 54

62. Senior leaders demonstrate support for Work/Life programs. 67 70 64 57

 Small Agencies 61 61 61 62

My Satisfaction

‡63. How satisfied are you with your involvement in decisions that affect your work? 56 60 55 48

 Small Agencies 57 55 53 54

‡64. How satisfied are you with the information you receive from management on what's going on 

in your organization?

52 52 49 42

 Small Agencies 51 51 50 49

‡65. How satisfied are you with the recognition you receive for doing a good job? 62 62 54 45

 Small Agencies 58 55 54 51

‡66. How satisfied are you with the policies and practices of your senior leaders? 50 53 49 39

 Small Agencies 47 46 44 44

‡67. How satisfied are you with your opportunity to get a better job in your organization? 42 35 32 21

 Small Agencies 36 35 33 31

‡68. How satisfied are you with the training you receive for your present job? 59 50 47 35

 Small Agencies 54 50 51 49

‡69. Considering everything, how satisfied are you with your job? 77 77 69 56

 Small Agencies 72 70 68 67

‡70. Considering everything, how satisfied are you with your pay? 79 72 65 43

 Small Agencies 67 62 56 52

71. Considering everything, how satisfied are you with your organization? 74 73 69 55

 Small Agencies 66 64 61 60

Note: Items included on the Annual Employee Survey are noted by a double dagger (‡). A dash (—) indicates that the agency did not participate that year.

Appendix C
Appendix D 25

Appendix D

Decision Aid: Transforming Your Results into Action

Agency Results 

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

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

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

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

of more communication.

Blue Cell 

The item is 65 percent 

positive or higher. 

Yellow Cell

The item is 30 percent 

neutral or higher. 

Pink Cell

The item is 35 percent 

negative or higher.

Look at Your Comparisons

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

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

direction, are considered notable.

APPENDIX D Decision Aid

2013 CFTC % Comparison to % Positive

Positive Neutral Negative

2012 

CFTC

2013 

Small Agencies

My Work Experience

1. I am given a real opportunity to improve my skills in my organization. 59 18 23 65 63

2. I have enough information to do my job well. 62 19 19 66 71

3. I feel encouraged to come up with new and better ways of doing things. 57 19 25 65 59

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

66 16 18 69 73

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

76 16 8 81 83

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

71 14 15 71 77

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

96 2 2 99 97

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

88 10 2 93 89

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

to get my job done. 27 18 This item is 35 percent negative or higher.

55 35 49

10. My workload is reasonable. 55 16 29 57 60

11. My talents are used well in the workplace. 51 18 31 57 58

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

80 10 10 80 84
Appendix D 26

2013 CFTC % Comparison to % Positive

Positive Neutral Negative

2012 

CFTC

2013 

Small Agencies

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

82 13 5 86 87

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

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

85 9 6 86 74

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

69 17 13 73 72

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

79 16 5 84 83

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

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

65 18 16 68 60

18. My training needs are assessed. 38 25 This item is 35 percent negative or higher.

37 40 44

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). 59 19 23 58 65

My Work Unit

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

73 13 13 81 77

21. My work unit is able to recruit people with the right skills. 46 22 32 52 56

22. Promotions in my work unit are based on merit. 31 27 This item is 35 percent negative or higher.

42 41 42

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

or will not improve. 24 28 This item is 35 percent negative or higher.

48 32 37

24. In my work unit, differences in performance are recognized in a meaningful way. 25 25 This item is 35 percent negative or higher.

51 29 37

25. Awards in my work unit depend on how well employees perform their jobs. 30 27 This item is 35 percent negative or higher.

43 42 44

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

72 14 14 79 75

27. The skill level in my work unit has improved in the past year. 51 This item is 30 percent neutral or higher.

30 18 68 57

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

84 13 3 90 87

My Agency

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

to accomplish organizational goals. 64 18 18 66 75

30. Employees have a feeling of personal empowerment with respect 

to work processes. 39 27 33 49 46

31. Employees are recognized for providing high quality products and services. 45 27 28 51 51

32. Creativity and innovation are rewarded. 35 This item is 30 percent neutral or higher.

30 This item is 35 percent negative or higher.35 45 41

33. Pay raises depend on how well employees perform their jobs. 18 27 This item is 35 percent negative or higher.

56 28 26

APPENDIX D Decision Aid (continued)
Appendix D 27

2013 CFTC % Comparison to % Positive

Positive Neutral Negative

2012 

CFTC

2013 

Small Agencies

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

minorities and women, training in awareness of diversity issues, mentoring). 55 28 17 61 56

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

90 8 2 88 78

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

75 17 8 73 68

37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated. 55 20 25 63 52

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

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

for employment, knowingly violating veterans’ preference requirements) 

are not tolerated.

This item is 65 percent positive or higher.

70 18 12 76 67

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

69 21 10 75 78

40. I recommend my organization as a good place to work. 64 20 16 76 64

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

to work. 39 24 This item is 35 percent negative or higher.

36 48 45

My Supervisor/Team Leader

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

89 5 6 87 82

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

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

72 16 12 70 69

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

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

66 18 16 66 64

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

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

71 22 7 72 69

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

to improve my job performance. This item is 65 percent positive or higher.

65 19 15 62 64

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

69 15 16 69 68

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

81 8 10 83 78

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

87 5 7 84 82

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

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

88 7 6 89 81

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

71 16 13 73 69

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

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

74 17 9 75 72

APPENDIX D Decision Aid (continued)
Appendix D 28

APPENDIX D Decision Aid (continued)

2013 CFTC % Comparison to % Positive

Positive Neutral Negative

2012 

CFTC

2013 

Small Agencies

Leadership

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

in the workforce. 36 23 This item is 35 percent negative or higher.

41 49 43

54. My organization's leaders maintain high standards of honesty and integrity. 56 23 20 66 56

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

backgrounds. This item is 65 percent positive or higher.

66 21 14 68 64

56. Managers communicate the goals and priorities of the organization. 54 20 26 56 61

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

goals and objectives. 53 24 23 58 61

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

about projects, goals, needed resources). 44 22 34 52 50

59. Managers support collaboration across work units to accomplish work objectives. 52 21 28 57 55

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

your immediate supervisor/team leader? 56 26 18 62 60

61. I have a high level of respect for my organization’s senior leaders. 51 21 28 62 54

62. Senior leaders demonstrate support for Work/Life programs. 57 23 20 64 62

63. How satisfied are you with your involvement in decisions that affect your work? 48 24 27 55 54

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

what's going on in your organization? 42 23 34 49 49

65. How satisfied are you with the recognition you receive for doing a good job? 45 27 29 54 51

66. How satisfied are you with the policies and practices of your senior leaders? 39 29 33 49 44

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

in your organization? 21 This item is 30 percent neutral or higher.

30 This item is 35 percent negative or higher.

49 32 31

68. How satisfied are you with the training you receive for your present job? 35 29 This item is 35 percent negative or higher.

36 47 49

69. Considering everything, how satisfied are you with your job? 56 24 20 69 67

70. Considering everything, how satisfied are you with your pay? 43 22 This item is 35 percent negative or higher.

35 65 52

71. Considering everything, how satisfied are you with your organization? 55 25 20 69 60
Appendix E 29

Appendix E

2013 Federal Employee Viewpoint Survey FAQs

What Types of Questions are Included in the Survey?

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

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

The survey is grouped into eight topic areas: 

•	Personal Work Experiences 

•	Work Unit 

•	Agency 

•	Supervisor/Team Leader 

•	Leadership 

•	Satisfaction 

•	Work/Life Programs 

•	Demographics1

Who Participated?

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

How Many Employees Participated?

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

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

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

How Was the Survey Administered?

The survey was a self-administered Web survey. 

When Were Employees Surveyed? 

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

beginning April 23rd and April 30th.

1 Agencies that have 50 or more eligible employees had the option to include the demographic section on the survey.
United States 

Office of Personnel Management

Planning and Policy Analysis

1900 E Street, NW

Washington, DC 20415

www.FedView.opm.gov