2014

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 ............................................................................................................................................................... 2

A Brief Guide ...................................................................................................................................................................... 3

Top 10 Positive & Negative Items ....................................................................................................................................... 5

Engagement Index ............................................................................................................................................................. 6

Global Satisfaction Index ................................................................................................................................................... 7

HCAAF Indices .................................................................................................................................................................... 8

Decision Aid ......................................................................................................................................................................10

Appendix A: Item Results and Benchmarks.......................................................................................................................16

Appendix B: Participating Agencies ................................................................................................................................. 21
2

About This Report

The 2014 Federal Employee Viewpoint Survey (FEVS) provides 

employees of the Federal workforce the opportunity to influence 

change by submitting feedback about their work environment, 

leadership, and many other aspects of the organization. Feedback 

from employees is critical to carrying out the mission of each agency, 

as it identifies what needs to change, what is working well and 

where there may be some uncertainty or downward trends. This 

year, the Small Agency Management Report (SAM) was designed 

to streamline and simplify the process of analyzing your results 

and identifying the most critical areas of concern in your agency. 

What’s New in the SAM this Year? 

Each section of the 2014 SAM was designed to help you analyze 

your FEVS results and quickly identify the most crucial areas of 

concern. One section, the Decision Aid, has been redesigned and 

is sorted by increases, decreases and items that have not changed 

since 2013, providing a straightforward way to quickly identify 

where your agency has improved or declined in the past year. 

Several other sections have also been streamlined or enhanced, 

and are outlined in the next section. The guidelines in the call 

out boxes below are important to keep in mind as you navigate 

through the SAM, as they help in understanding the way the results 

are displayed and highlighted in various sections of the report.

Understanding Your SAM Results

Percent Positive

The sum of two positive categories 

(e.g., Strongly Agree/Agree) 

Percent Negative

The sum of two negative categories 

(e.g., Strongly Disagree/Disagree)

SAM Rules of Thumb 

65 percent positive or higher 

is considered a strength

35 percent negative or higher

is considered a challenge

30 percent neutral or higher

suggests uncertainty, presenting an 

opportunity for communication

What is Your Response Rate?

63% (397 out of 627 

employees responded)

Field Period

May 6, 2014 – June 13, 2014

Agency Component Response Rates

100% Office of Commissioner O’Malia

83% Office of the Executive Director

73% Office of International Affairs

69% Division of Swap Dealer and Intermediary 

Oversight

67% Division of Market Oversight

61% Office of Data and Technology

60% Division of Enforcement

58% Division of Clearing and Risk

49% Office of General Counsel

25% Office of the Chief Economist

9% Office of the Chairman

About This Report
3

A Brief Guide to Using Your Small Agency Management Report

This section provides suggestions on how to use your FEVS results and includes examples for taking action to help 

your agency meet its strategic human capital management goals. 

Getting Started

Agencies receive many FEVS reports each year, so it can be confusing to know where to start. One suggested 

starting point is to adopt a strategy based in an action planning framework, which means looking for 

improvements you have made in the past year while also examining areas of decline. To help you get started, 

several steps are outlined below, including references to sections of the Small Agency Management Report (SAM) 

that you may find useful in helping you to focus on the most critical issues.

Step 1: Use your SAM to identify issues. 

Your SAM provides the tools that can be useful in analyzing your results to find issues most critical to your agency. 

One way to identify issues is to compare your agency’s 2014 results to last year, and the Decision Aid- Decreases 

section provides a quick way to view all of your results that have decreased since 2013. There are many ways to 

look at your results, and the following sections of the SAM can be valuable resources in illustrating the state of 

your agency:

Top 10 Positive and Negative Items

Not only does this section display a brief overview of noteworthy results (for use in leadership briefings, agency 

communications, etc.), it also allows you to quickly determine if there are any underlying themes in the way 

employees responded to certain items. For example, your agency may want to prioritize issues around the 

workplace environment if multiple survey items related to this subject reside in the Top 10 Negative Items list. 

Indices

The Engagement, Global Satisfaction and Human Capital Assessment and Accountability Framework (HCAAF) 

Indices provide agencies with consistent metrics for measuring progress toward objectives. This year, benchmarks 

were added to this section allowing for a more useful guide to understanding how your agency ranks compared 

to others and also promotes information sharing of best practices across agencies. For example, some of the top 

ranking agencies in the Engagement Index may have useful suggestions and insight into what has been most 

successful for their agency in terms of engaging the workforce. 

Decision Aid

This section is useful in helping you easily identify the most critical issues in your agency as well as to recognize where 

your agency has improved since 2013. The Decision Aid has been redesigned into three sections this year to help you 

focus your attention on improvements and declines in your results since 2013: 

Increases: Contains all items that increased since 2013

Decreases: Contains all items that decreased since 2013

No Change: Contains all items that did not change since 2013

Appendices

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

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

provides a full list of the agencies surveyed.

A Brief Guide
4

A Brief Guide to Using Your Small Agency Management Report (cont’d)

Step 2: Develop your goals for improvement.

To develop your goals for improvement, you should consider issues that are most critical to your agency and how 

these issues relate to your strategic goals. It is also important to focus on issues that will provide both short-term, 

visible, measurable results and those that will require long-term perspective. 

Step 3: Identify your team. 

This is a crucial step, as your team can make or break your efforts. It is important that each member of your team is 

actively engaged in the process. Identifying your team involves not only personnel selection, but identifying and 

pulling together your available resources while being aware of staff interests, capabilities and agency budget and 

resources. 

Step 4: Develop your plan for action. 

Once you’ve identified your goals and your team, you should develop a list of actions that must be taken to reach 

your goals. Assign staff responsibilities for each action and keep in mind timeframes and start dates, end dates and 

measurable milestones. Make sure you get approval for the actions you must take to achieve your agency goals. 

Remember that leadership buy-in, engagement and communication is critical to your success. 

Step 5: Implement your plan.

There are many ways to publicize and communicate your intentions to employees, such as all hands meetings, 

announcements, intranet/web updates and social media, to name a few. After your plan is communicated and you 

have leadership support, you are ready to launch the plan. 

Step 6: Monitor and evaluate the results. 

In addition to measuring your progress along the way and evaluating the success of your plan, it is important that 

you communicate both progress toward goals and final outcomes.

A Brief Guide
5

Top 10 Positive & Negative Items 

The figures below highlight the top 10 positive and negative results from the survey to help you quickly identify the 

best and worst rated aspects of the organizational environment. Use this snapshot as a quick reference or overview 

of your FEVS results. For more in-depth analysis, use this section in conjunction with the Decision Aid to help you 

narrow down the most important areas to work on improving and/or maintaining in the coming year. 

Highest Percent Positive Items

95% When needed I am willing to put in the extra effort 

to get a job done. (Q. 7)

88% Employees are protected from health and safety 

hazards on the job. (Q. 35)

88% My supervisor supports my need to balance work 

and other life issues. (Q. 42)

86% I am constantly looking for ways to do my 

job better. (Q. 8)

86% In the last six months, my supervisor has talked with 

me about my performance. (Q. 50)

84% How would you rate the overall quality of work 

done by your work unit? (Q. 28)

84% Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) 

allow employees to perform their jobs well. (Q. 14)

82% My supervisor treats me with respect. (Q. 49)

79% My supervisor listens to what I have to say. (Q. 48)

78% The work I do is important. (Q. 13)

Highest Percent Negative Items

69% Pay raises depend on how well employees perform 

their jobs. (Q. 33)

69% I have sufficient resources (for example, people, 

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

61% In my work unit, differences in performance are 

recognized in a meaningful way. (Q. 24)

57% How satisfied are you with your opportunity to get a 

better job in your organization? (Q. 67)

54% Employees have a feeling of personal empowerment 

with respect to work processes. (Q. 30)

54% In my organization, senior leaders generate high levels of 

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

52% Considering everything, how satisfied are you with 

your pay? (Q. 70)

50% In my work unit, steps are taken to deal with a poor 

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

48% Awards in my work unit depend on how well 

employees perform their jobs. (Q. 25)

47% Promotions in my work unit are based on merit. (Q. 22)

Top 10 Positive & Negative Items
6

Engagement Index: Benchmarks & Component Scores

Because the FEVS is an assessment of organizational climate, the Engagement Index does not directly evaluate an 

employee’s level of engagement. Therefore, instead of measuring “states” of engagement such as focused attention 

and dedication to completing assignments, this index concentrates on factors that lead to an engaged workforce 

(e.g., supporting employee development, communicating agency goals). Below, you can see how your agency’s 

Engagement Index score compares to the small agency average. The names of the highest-ranked small agencies are 

listed to facilitate the sharing of information, such as best practices.

rank

1 89% USTDA

rank

2 87% STB

rank

3 82% FLRA

YOUR AGENCY 56%

65% Small Agencies, Combined

This table displays the Engagement Index score for each component in your agency as well as the scores for the three 

engagement factors, which can facilitate information-sharing within your agency. Agency components with less than 

10 respondents are not displayed in the table. A dash (—) indicates that there are no results for this agency component 

from 2013.

2014

Percent Positive

2013

Percent Positive

Leaders Lead Supervisors

Intrinsic Work 

Experiences

Engagement 

Index

Engagement 

Index

Commodity Futures Trading Commission 38 72 57 56 64

Division of Clearing and Risk 60 80 71 70 —

Office of the Executive Director 46 81 79 69 —

Office of Data and Technology 50 69 66 62 —

Division of Enforcement 39 76 58 57 —

Division of Market Oversight 29 72 49 50 —

Office of General Counsel 30 65 46 47 —

Division of Swap Dealer and Intermediary Oversight 18 62 32 37 —

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

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

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

Engagement Index
7

Global Satisfaction Index: Benchmarks & Component Scores

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

plus their willingness to recommend their organization as a good place to work. These factors are measured by items 

69, 70, 71, and 40, respectively. The Global Satisfaction Index score for your agency, the highest scoring small agencies, 

and the small agency average are displayed below.

rank

1 84% STB

rank

1 84% USTDA

rank

3 82% ONHIR, FMCS

YOUR AGENCY 40%

59% Small Agencies, Combined

This table shows the Global Satisfaction Index score for each component in your agency as well as the scores for 

all four satisfaction factors. Agency components with less than 10 respondents are not displayed in the table. 

A dash (—) indicates that there are no results for this agency component from 2013.

2014

Percent Positive

2013

Percent Positive

Job

Satisfaction

Pay

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Global 

Satisfaction

Index

Global 

Satisfaction 

Index

Commodity Futures Trading Commission 50 30 37 45 40 54

Office of the Executive Director 71 67 69 64 68 —

Office of Data and Technology 62 44 55 57 55 —

Division of Clearing and Risk 66 19 47 48 45 —

Division of Enforcement 52 24 39 56 43 —

Office of General Counsel 51 28 25 16 30 —

Division of Market Oversight 34 24 19 33 28 —

Division of Swap Dealer and Intermediary 

Oversight 26 16 15 31 22 —

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

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

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

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

Global Satisfaction Index
8

HCAAF Indices: Benchmarks & Component Scores 

The Human Capital Assessment and Accountability Framework (HCAAF) Indices measure progress toward governmentwide 

human capital objectives and represent different aspects of human capital management related to organizational effectiveness. 

More information can be found at http://www.opm.gov/policy-data-oversight/human-capital-management/. HCAAF Index 

scores for your agency, the highest scoring small agencies, and the small agency average are displayed below.

Leadership & Knowledge Management rank

1 89% USTDA

rank

2 85% STB

rank

3 78% FLRA, OSHRC

YOUR AGENCY 49%

59% Small Agencies, Combined

Results-Oriented Performance Culture rank

1 85% USTDA

rank

2 79% STB 

rank

3 73% OSHRC

YOUR AGENCY 46%

56% Small Agencies, Combined

Talent Management rank

1 83% USTDA

rank

2 82% STB 

rank

3 79% FLRA

YOUR AGENCY 43%

59% Small Agencies, Combined

Job Satisfaction rank

1 83% ONHIR

rank

2 82% USTDA

rank

3 81% STB

YOUR AGENCY 50%

63% Small Agencies, Combined

HCAAF Indices
9

HCAAF Indices: Benchmarks & Component Scores (cont’d)

The table below shows component-level results for all four HCAAF Indices. This table is sorted alphabetically; the first 

component listed is not necessarily ranked highest on any index. Agency components with less than 10 respondents 

are not displayed in the table.

 

2014 Percent Positive

Leadership 

& Knowledge 

Management

Results-Oriented 

Performance 

Culture

Talent 

Management

Job 

Satisfaction

Commodity Futures Trading Commission 49 46 43 50

Division of Clearing and Risk 64 55 47 58

Division of Enforcement 48 45 44 50

Division of Market Oversight 41 40 34 41

Division of Swap Dealer and Intermediary Oversight 37 33 28 32

Office of Data and Technology 57 55 47 61

Office of General Counsel 41 35 34 50

Office of the Executive Director 58 60 69 70

Leadership & Knowledge Management: Extent to which employees hold their leadership in high regard, both overall and on specific facets of leadership. 

(Q. 10, 35, 36, 51, 52, 53, 55, 56, 57, 61, 64, and 66)

Results-Oriented Performance Culture: Extent to which employees believe their organizational culture promotes improvement in processes, products and services, and organizational 

outcomes. (Q. 12, 14, 15, 20, 22, 23, 24, 30, 32, 33, 42, 44, and 65)

Talent Management: Extent to which employees think the organization has the talent necessary to achieve organizational goals. (Q. 1, 11, 18, 21, 29, 47, and 68)

Job Satisfaction: Extent to which employees are satisfied with their jobs and various aspects thereof. (Q. 4, 5, 13, 63, 67, 69, and 70)

HCAAF Indices
10

Decision Aid: Increases

Why is it Important to Look at Your Increases? 

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

allow you to quickly and easily identify where your agency has made improvements since 2013. 

How Should the Legend Icons be Used? 

The legend icons provide helpful context for your list of items that have increased. For example, while an item may 

have increased five percentage points since 2013, it may still be considered a “challenge” if the percent negative is 35 

percent or higher. These icons show you whether there is more work to be done as well as highlight celebration-worthy 

findings such as “new strengths.” New strengths are items that have crossed the 65 percent positive or higher threshold 

since the 2013 FEVS. 

1 Item Increased Since 2013

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

New Strength

These items became 

a new strength 

in 2014

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Increase 

Since 2013

My supervisor is committed to a workforce representative of all segments of society. (Q. 45) 71 72This item is 65 percent positive or higher.

20 8 +1

Decision Aid: Increases
11

Decision Aid: Decreases

Why is it Important to Look at Your Decreases? 

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

allow you to easily and quickly identify where your results have dropped since 2013. 

How Should the Legend Icons be Used? 

The legend icons provide helpful context for your list of items that have decreased. For example, an item that decreased 

by only two percentage points might not seem particularly noteworthy; however, if the item is also identified as a past 

strength or challenge, you may want to take action to prevent further decreases.

69 Items Decreased Since 2013

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

Past Strength

These items are no 

longer a strength 

in 2014

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Decrease 

Since 2013

I recommend my organization as a good place to work. (Q. 40) 64 45 32This item is 30 percent neutral or higher.

23 -19

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

and objectives. (Q. 57) 53 35 31This item is 30 percent neutral or higher.

34 -18

My agency is successful at accomplishing its mission. (Q. 39) 69 51This item is no longer a strength in 2014.

31This item is 30 percent neutral or higher.18 -18

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

organizational goals. (Q. 29) 64 46 22 32 -18

Considering everything, how satisfied are you with your organization? (Q. 71) 55 37 29 35This item is 35 percent negative or higher.

-18

Managers communicate the goals and priorities of the organization. (Q. 56) 54 36 27 37This item is 35 percent negative or higher.

-18

Employees have a feeling of personal empowerment with respect to work processes. (Q. 30) 39 24 22 54This item is 35 percent negative or higher.

-15

I have a high level of respect for my organization’s senior leaders. (Q. 61) 51 37 27 37This item is 35 percent negative or higher.

-14

How satisfied are you with the recognition you receive for doing a good job? (Q. 65) 45 31 32This item is 30 percent neutral or higher.

37This item is 35 percent negative or higher.-14

Managers support collaboration across work units to accomplish work objectives. (Q. 59) 52 38 25 37This item is 35 percent negative or higher.

-14

Decision Aid: Decreases
12

Decision Aid: Decreases (cont’d)

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Decrease 

Since 2013

Employees are recognized for providing high quality products and services. (Q. 31) 45 31 27 42This item is 35 percent negative or higher.

-14

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 54) 56 43 31This item is 30 percent neutral or higher.

27 -13

Arbitrary action, personal favoritism and coercion for partisan political purposes are 

not tolerated. (Q. 37) 55 42 31This item is 30 percent neutral or higher.

28 -13

My work unit is able to recruit people with the right skills. (Q. 21) 46 33 23 44This item is 35 percent negative or higher.

-13

Considering everything, how satisfied are you with your pay? (Q. 70) 43 30 18 52This item is 35 percent negative or higher.

-13

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

the workforce. (Q. 53) 36 24 23 54This item is 35 percent negative or higher.

-12

How satisfied are you with the policies and practices of your senior leaders? (Q. 66) 39 27 30This item is 30 percent neutral or higher.

43This item is 35 percent negative or higher.-12

Creativity and innovation are rewarded. (Q. 32) 35 24 29 47This item is 35 percent negative or higher.

-11

My workload is reasonable. (Q. 10) 55 44 19 37This item is 35 percent negative or higher.

-11

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

going on in your organization? (Q. 64) 42 31 25 44This item is 35 percent negative or higher.

-11

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

goals, needed resources). (Q. 58) 44 34 23 44This item is 35 percent negative or higher.

-10

I know how my work relates to the agency’s goals and priorities. (Q. 12) 80 70This item is 65 percent positive or higher.

15 15 -10

I feel encouraged to come up with new and better ways of doing things. (Q. 3) 57 47 20 33 -10

My organization has prepared employees for potential security threats. (Q. 36) 75 66This item is 65 percent positive or higher.

26 9 -9

I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. (Q. 17) 65 56This item is no longer a strength in 2014.

25 19 -9

I am given a real opportunity to improve my skills in my organization. (Q. 1) 59 50 21 29 -9

Supervisors work well with employees of different backgrounds. (Q. 55) 66 57This item is no longer a strength in 2014.

26 17 -9

I know what is expected of me on the job. (Q. 6) 71 63This item is no longer a strength in 2014.

17 20 -8

I have sufficient resources (for example, people, materials, budget) to get my job done. (Q. 9) 27 19 12 69This item is 35 percent negative or higher.

-8

I have enough information to do my job well. (Q. 2) 62 54 18 28 -8

My talents are used well in the workplace. (Q. 11) 51 43 19 38This item is 35 percent negative or higher.

-8

Decision Aid: Decreases
13

Decision Aid: Decreases (cont’d)

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Decrease 

Since 2013

My performance appraisal is a fair reflection of my performance. (Q. 15) 69 62This item is no longer a strength in 2014.

21 18 -7

I am held accountable for achieving results. (Q. 16) 79 72This item is 65 percent positive or higher.

17 11 -7

My supervisor provides me with constructive suggestions to improve my 

job performance. (Q. 46) 65 58This item is no longer a strength in 2014.

20 22 -7

How satisfied are you with your involvement in decisions that affect your work? (Q. 63) 48 41 24 35This item is 35 percent negative or higher.

-7

Considering everything, how satisfied are you with your job? (Q. 69) 56 50 25 25 -6

Prohibited Personnel Practices are not tolerated. (Q. 38) 70 64This item is no longer a strength in 2014.

21 15 -6

My supervisor provides me with opportunities to demonstrate my leadership skills. (Q. 43) 72 66This item is 65 percent positive or higher.

16 18 -6

Supervisors in my work unit support employee development. (Q. 47) 69 63This item is no longer a strength in 2014.

19 18 -6

In my work unit, differences in performance are recognized in a meaningful way. (Q. 24) 25 19 20 61This item is 35 percent negative or higher.

-6

Pay raises depend on how well employees perform their jobs. (Q. 33) 18 12 19 69This item is 35 percent negative or higher.

-6

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

and women, training in awareness of diversity issues, mentoring). (Q. 34) 55 49 29 22 -6

My training needs are assessed. (Q. 18) 38 33 25 43This item is 35 percent negative or higher.

-5

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

to work. (Q. 41) 39 34 26 40This item is 35 percent negative or higher.

-5

My supervisor treats me with respect. (Q. 49) 87 82This item is 65 percent positive or higher.

11 7 -5

Discussions with my supervisor about my performance are worthwhile. (Q. 44) 66 61This item is no longer a strength in 2014.

17 21 -5

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

different performance levels (for example, Fully Successful, Outstanding). (Q. 19) 59 54 17 29 -5

Employees in my work unit share job knowledge with each other. (Q. 26) 72 67This item is 65 percent positive or higher.

15 18 -5

Awards in my work unit depend on how well employees perform their jobs. (Q. 25) 30 26 26 48This item is 35 percent negative or higher.

-4

Senior leaders demonstrate support for Work/Life programs. (Q. 62) 57 53 31This item is 30 percent neutral or higher.

17 -4

I have trust and confidence in my supervisor. (Q. 51) 71 67This item is 65 percent positive or higher.

16 17 -4

Decision Aid: Decreases
14

Decision Aid: Decreases (cont’d)

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Decrease 

Since 2013

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

not improve. (Q. 23) 24 20 29 50This item is 35 percent negative or higher.

-4

My work gives me a feeling of personal accomplishment. (Q. 4) 66 62This item is no longer a strength in 2014.

13 25 -4

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

immediate supervisor? (Q. 60) 56 52 22 26 -4

I like the kind of work I do. (Q. 5) 76 72This item is 65 percent positive or higher.

16 12 -4

The work I do is important. (Q. 13) 82 78This item is 65 percent positive or higher.

14 8 -4

The skill level in my work unit has improved in the past year. (Q. 27) 51 48 29 23 -3

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 52) 74 71This item is 65 percent positive or higher.

17 12 -3

Employees are protected from health and safety hazards on the job. (Q. 35) 90 88This item is 65 percent positive or higher.

10 2 -2

My supervisor listens to what I have to say. (Q. 48) 81 79This item is 65 percent positive or higher.

10 11 -2

In the last six months, my supervisor has talked with me about my performance. (Q. 50) 88 86This item is 65 percent positive or higher.

7 7 -2

How satisfied are you with the training you receive for your present job? (Q. 68) 35 33 27 40This item is 35 percent negative or higher.

-2

How satisfied are you with your opportunity to get a better job in your organization? (Q. 67) 21 19 23 57This item is 35 percent negative or higher.

-2

I am constantly looking for ways to do my job better. (Q. 8) 88 86This item is 65 percent positive or higher.

13 1 -2

The people I work with cooperate to get the job done. (Q. 20) 73 72This item is 65 percent positive or higher.

13 15 -1

My supervisor supports my need to balance work and other life issues. (Q. 42) 89 88This item is 65 percent positive or higher.

6 6 -1

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

workplace) allow employees to perform their jobs well. (Q. 14) 85 84This item is 65 percent positive or higher.

9 7 -1

Promotions in my work unit are based on merit. (Q. 22) 31 30 23 47This item is 35 percent negative or higher.

-1

When needed I am willing to put in the extra effort to get a job done. (Q. 7) 96 95This item is 65 percent positive or higher.

3 2 -1

Decision Aid: Decreases
15

Decision Aid: No Change

Why is it Important to Look at Items that Have Not Changed? 

Your percent positive results for these items have not changed since 2013. These are items that your agency is maintaining, 

which can be either a positive, neutral or negative finding. For example, an item with low percent positive results over 

several years is a strong indication of a need for focused action. You may also want to consider changing or updating your 

approach to addressing these issues if the item has been the focus of attention in the past. On the other hand, a trend of 

stable, high percent positive ratings is a finding that should be celebrated. Look at these items individually to determine 

whether they may be areas of concern for your agency. 

How Should the Legend Icons be Used? 

The legend icons provide helpful context for your list of items that have not changed. While these items have not 

increased or decreased, they still may be causes for celebration or concern depending on the percent positive, negative 

and neutral ratings.

1 Item Did Not Change Since 2013

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

2013

Positive

2014 

Positive

2014 

Neutral

2014 

Negative

Change 

Since 2013

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

12 4 0

Decision Aid: No Change
16

Appendix A: Item Results and Benchmarks

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

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

agencies surveyed that had 10 or more respondents. To understand how well your agency performed compared 

to others, focus on the location of the triangle within the gray bar. If the triangle is toward the right side of the 

bar, then your agency was above average on that item. If it is at the right edge of the bar, then you had the highest 

percent positive response for that item. Additionally, you can numerically compare your percent positive to the 

small agency average, listed to the right of each item.

 Item Benchmarks

Small 

Agencies, 

Combined

My Work Experience

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

Low 42%; Your Agency 50%; High 89%.

64%

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

Low 50%; Your Agency 54%; High 94%.

70%

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

doing things.

Low 34%; Your Agency 47%; High 87%.

58%

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

Low 54%; Your Agency 62%; High 93%.

72%

‡5. I like the kind of work I do.

Low 51%; Your Agency 72%; High 95%.

83%

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

Low 43%; Your Agency 63%; High 100%.

76%

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

Low 88%; Your Agency 95%; High 100%.

96%

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

Low 68%; Your Agency 86%; High 100%.

89%

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

to get my job done.

Low 18%; Your Agency 19%; High 81%.

50%

‡10. My workload is reasonable.

Low 10%; Your Agency 44%; High 83%.

59%

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

Low 40%; Your Agency 43%; High 85%.

57%

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

Low 66%; Your Agency 70%; High 100%.

83%

‡13. The work I do is important.

Low 72%; Your Agency 78%; High 97%.

87%

0 Low High 100

YOUR AGENCY

50%

54%

47%

62%

72%

63%

95%

86%

19%

44%

43%

70%

78%

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

Appendix A: Item Results and Benchmarks
17

Appendix A: Item Results and Benchmarks (cont’d)

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

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

Low 34%; Your Agency 84%; High 96%.

76%

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

Low 44%; Your Agency 62%; High 97%.

71%

16. I am held accountable for achieving results.

Low 60%; Your Agency 72%; High 97%.

81%

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

without fear of reprisal.

Low 32%; Your Agency 56%; High 96%.

59%

‡18. My training needs are assessed.

Low 8%; Your Agency 33%; High 78%.

46%

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

to do to be rated at different performance levels (for example, Fully 

Successful, Outstanding).

Low 45%; Your Agency 54%; High 89%.

66%

My Work Unit

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

Low 49%; Your Agency 72%; High 94%.

77%

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

Low 22%; Your Agency 33%; High 85%.

54%

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

Low 18%; Your Agency 30%; High 87%.

42%

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

cannot or will not improve.

Low 14%; Your Agency 20%; High 76%.

37%

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

meaningful way.

Low 14%; Your Agency 19%; High 72%.

38%

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

perform their jobs.

Low 10%; Your Agency 26%; High 81%.

44%

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

Low 42%; Your Agency 67%; High 97%.

75%

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

Low 23%; Your Agency 48%; High 84%.

55%

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

Low 62%; Your Agency 84%; High 100%.

86%

0 Low High 100

YOUR AGENCY

84%

62%

72%

56%

33%

54%

72%

33%

30%

20%

19%

26%

67%

48%

84%

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

Appendix A: Item Results and Benchmarks

Item Benchmarks

Small 

Agencies, 

Combined
18

Appendix A: Item Results and Benchmarks (cont’d)

Item Benchmarks

Small 

Agencies, 

Combined

My Agency

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

to accomplish organizational goals.

Low 44%; Your Agency 46%; High 95%.

72%

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

to work processes.

Low 19%; Your Agency 24%; High 79%.

44%

31. Employees are recognized for providing high quality products 

and services.

Low 24%; Your Agency 31%; High 86%.

50%

‡32. Creativity and innovation are rewarded.

Low 19%; Your Agency 24%; High 81%.

40%

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

Low 9%; Your Agency 12%; High 83%.

25%

34. Policies and programs promote diversity in the 

workplace (for example, recruiting minorities and women, 

training in awareness of diversity issues, mentoring).

Low 20%; Your Agency 49%; High 90%.

55%

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

Low 47%; Your Agency 88%; High 100%.

79%

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

Low 39%; Your Agency 66%; High 97%.

68%

37. Arbitrary action, personal favoritism and coercion for partisan 

political purposes are not tolerated.

Low 25%; Your Agency 42%; High 85%.

51%

38. Prohibited Personnel Practices are not tolerated.

Low 34%; Your Agency 64%; High 100%.

66%

39. My agency is successful at accomplishing its mission.

Low 30%; Your Agency 51%; High 97%.

76%

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

Low 29%; Your Agency 45%; High 92%.

61%

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

a better place to work.

Low 10%; Your Agency 34%; High 84%.

45%

0 Low High 100

YOUR AGENCY

46%

24%

31%

24%

12%

49%

88%

66%

42%

64%

51%

45%

34%

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

Appendix A: Item Results and Benchmarks
19

Appendix A: Item Results and Benchmarks (cont’d)

My Supervisor

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

Low 64%; Your Agency 88%; High 100%.

84%

43. My supervisor provides me with opportunities to demonstrate my 

leadership skills.

Low 49%; Your Agency 66%; High 87%.

68%

‡44. Discussions with my supervisor about my performance are worthwhile.

Low 42%; Your Agency 61%; High 84%.

64%

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

segments of society.

Low 42%; Your Agency 72%; High 91%.

70%

46. My supervisor provides me with constructive suggestions to improve 

my job performance.

Low 39%; Your Agency 58%; High 86%.

63%

‡47. Supervisors in my work unit support employee development.

Low 36%; Your Agency 63%; High 92%.

68%

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

Low 60%; Your Agency 79%; High 94%.

78%

49. My supervisor treats me with respect.

Low 63%; Your Agency 82%; High 94%.

81%

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

my performance.

Low 58%; Your Agency 86%; High 100%.

81%

‡51. I have trust and confidence in my supervisor.

Low 40%; Your Agency 67%; High 90%.

69%

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

immediate supervisor?

Low 42%; Your Agency 71%; High 92%.

73%

Leadership

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

and commitment in the workforce.

Low 17%; Your Agency 24%; High 81%.

40%

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

and integrity.

Low 18%; Your Agency 43%; High 89%.

53%

‡55. Supervisors work well with employees of different backgrounds.

Low 36%; Your Agency 57%; High 100%.

63%

‡56. Managers communicate the goals and priorities of the organization.

Low 30%; Your Agency 36%; High 97%.

56%

0 Low High 100

YOUR AGENCY

88%

66%

61%

72%

58%

63%

79%

82%

86%

67%

71%

24%

43%

57%

36%

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

Appendix A: Item Results and Benchmarks

Item Benchmarks

Small 

Agencies, 

Combined
20

Appendix A: Item Results and Benchmarks (cont’d)

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

meeting its goals and objectives.

Low 27%; Your Agency 35%; High 97%.

58%

58. Managers promote communication among different work units 

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

Low 28%; Your Agency 34%; High 88%.

48%

59. Managers support collaboration across work units to accomplish 

work objectives.

Low 25%; Your Agency 38%; High 85%.

53%

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

directly above your immediate supervisor?

Low 24%; Your Agency 52%; High 86%.

59%

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

Low 23%; Your Agency 37%; High 86%.

51%

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

Low 19%; Your Agency 53%; High 94%.

61%

My Satisfaction

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

your work?

Low 34%; Your Agency 41%; High 86%.

52%

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

management on what's going on in your organization?

Low 25%; Your Agency 31%; High 92%.

47%

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

a good job?

Low 31%; Your Agency 31%; High 83%.

50%

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

senior leaders?

Low 12%; Your Agency 27%; High 83%.

42%

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

your organization?

Low 7%; Your Agency 19%; High 63%.

30%

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

Low 14%; Your Agency 33%; High 77%.

50%

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

Low 36%; Your Agency 50%; High 94%.

64%

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

Low 30%; Your Agency 30%; High 84%.

54%

71. Considering everything, how satisfied are you with your organization?

Low 29%; Your Agency 37%; High 86%.

57%

0 Low High 100

YOUR AGENCY

35%

34%

38%

52%

37%

53%

41%

31%

31%

27%

19%

33%

50%

30%

37%

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

Appendix A: Item Results and Benchmarks

Item Benchmarks

Small 

Agencies, 

Combined
21

Appendix B: Participating Agencies

The Office of Personnel Management administered the 2014 Federal Employee Viewpoint Survey to full-time and 

part-time permanent employees from the following Departments/large agencies and small independent agencies that 

accepted an invitation to participate in the survey.

Departments/Large Agencies

Broadcasting Board of Governors (BBG)

Court Services and Offender Supervision Agency 

 (CSOSA)

Department of Agriculture (USDA)

Department of Commerce (DOC)

Department of Education (Educ)

Department of Energy (DOE)

Department of Health and Human Services (HHS)

Department of Homeland Security (DHS)

Department of Housing and Urban Development (HUD)

Department of Justice (DOJ)

Department of Labor (DOL)

Department of State (State)

Department of the Interior (DOI)

Department of the Treasury (Treas)

Department of Transportation (DOT)

Department of Veterans Affairs (VA)

Environmental Protection Agency (EPA)

Equal Employment Opportunity Commission (EEOC)

Federal Communications Commission (FCC)

Federal Energy Regulatory Commission (FERC)

Federal Trade Commission(FTC)

General Services Administration (GSA)

National Aeronautics and Space Administration (NASA)

National Archives and Records Administration (NARA)

National Credit Union Administration (NCUA)

National Labor Relations Board (NLRB)

National Science Foundation (NSF)

Nuclear Regulatory Commission (NRC)

Office of Management and Budget (OMB)

Office of Personnel Management (OPM)

Pension Benefit Guaranty Corporation (PBGC)

Railroad Retirement Board (RRB)

Securities and Exchange Commission (SEC)

Small Business Administration (SBA)

Social Security Administration (SSA)

U.S. Agency for International Development (USAID)

Department of Defense (DOD)

Department of the Army (Army)

U.S. Army Corps of Engineers (USACE)

Department of the Navy (Navy)

U.S. Marine Corps (USMC)

Department of the Air Force (Air Force)

OSD, Joint Staff, Defense Agencies, & DOD 

 Field Activities (DOD 4th Estate)

Appendix B: Participating Agencies
22

Appendix B: Participating Agencies (cont’d)

Small/Independent Agencies

Advisory Council on Historic Preservation (ACHP)

African Development Foundation (USADF)

American Battle Monuments Commission (AMBC)

Chemical Safety and Hazard Investigation Board (CSB)

Commission on Civil Rights (USCCR)

Committee for Purchase from People 

 Who Are Blind or Severely Disabled (CPPBSD)

Commodity Futures Trading Commission (CFTC)

Consumer Product Safety Commission (CPSC)

Corporation for National and Community Service (CNCS)

Defense Nuclear Facilities Safety Board (DNFSB)

Export-Import Bank of the United States (EXIM)

Farm Credit System Insurance Corporation (FCSIC)

Federal Election Commission (FEC)

Federal Housing Finance Agency (FHFA)

Federal Labor Relations Authority (FLRA)

Federal Maritime Commission (FMC)

Federal Mediation and Conciliation Service (FMCS)

Federal Retirement Thrift Investment Board (FRTIB)

Institute of Museum and Library Services (IMLS)

Inter-American Foundation (IAF)

International Boundary and Water Commission (IBWC)

Marine Mammal Commission (MMC)

Merit Systems Protection Board (MSPB)

National Capital Planning Commission (NCPC)

National Council on Disability (NCD)

National Endowment for the Arts (NEA)

National Endowment for the Humanities (NEH)

National Gallery of Art (NGA)

National Indian Gaming Commission (NIGC)

National Mediation Board (NMB)

National Transportation Safety Board (NTSB)

Nuclear Waste Technical Review Board (NWTRB)

Occupational Safety and Health Review Commission 

 (OSHRC)

Office of Navajo and Hopi Indian Relocation (ONHIR)

Office of the U.S. Trade Representative (USTR)

Overseas Private Investment Corporation (OPIC)

Postal Regulatory Commission (PRC)

Selective Service System (SSS)

Surface Transportation Board (STB)

U.S. Access Board (USAB)

U.S. International Trade Commission (USITC)

U.S. Office of Government Ethics (OGE)

U.S. Office of Special Counsel (OSC)

U.S. Trade and Development Agency (USTDA)

Woodrow Wilson International Center for Scholars

 (WWICS)

Appendix B: Participating Agencies
United States 

Office of Personnel Management

Planning and Policy Analysis

1900 E Street, NW

Washington, DC 20415

www.FedView.opm.gov