2020 Office of Personnel Management 

Federal Employee Viewpoint Survey

Empowering Employees. Inspiring Change.

Commodity Futures Trading Commission 

Small Agency Management Report

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

Table of Contents

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

Respondent Overview............................................................................................................................................................................4

Employee Engagement Index.................................................................................................................................................................5

Employee Engagement Index Benchmarks........................................................................................................................................5

Employee Engagement Index Component Scores and Trends ...........................................................................................................6

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

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

Global Satisfaction Index Component Scores and Trends ..................................................................................................................8

Decision Aid: Increases...........................................................................................................................................................................9

Decision Aid: Decreases....................................................................................................................................................................... 12

Decision Aid: No Change..................................................................................................................................................................... 13

Appendix A: Item Results and Benchmarks......................................................................................................................................... 14

Appendix B: COVID-19 Pandemic Results............................................................................................................................................ 20

Appendix C: Work-Life Programs & Demographic Results ................................................................................................................... 27

Appendix D: Participating Agencies by Employee Population Size Categories ..................................................................................... 35
1

About This Report

The 2020 OPM Federal Employee Viewpoint Survey (OPM FEVS) Small Agency Management Report (SAM) 

was designed to provide an overview of survey results, enabling agencies to easily identify issues and take action 

for improvement. The SAM can be helpful in providing a starting point for analysis of your agency’s OPM 

FEVS results, acting as an agency overview before drilling down into specific components of the agency for a 

more in-depth analysis. This report also highlights important agency successes, which should be acknowledged. 

We encourage you to share both successes and areas for improvement with employees. 

Changes to the 2020 Survey

The OPM FEVS looks a little different this year. In prior years, the survey included 71 standard core items, but 

the core items were reduced to 38 in 2020 for several reasons. Due to the COVID-19 pandemic, many agencies 

asked OPM to substantially shorten the 2020 survey to ease administrative burden and demonstrate sensitivity 

to employee situations. Congress and numerous agencies also asked OPM to include COVID-19 items to be 

responsive to changing conditions that might impact the needs of employees and agencies. Agency level results for 

the COVID-19 items can be found in Appendix B. The 2020 survey is the result of OPM’s goal to be responsive 

to the needs of employees and agencies in this unprecedented pandemic. 

Sections of the SAM

Respondent Overview

The Respondent Overview provides a snapshot of the characteristics of your employees who responded to 

the survey. Understanding who responded in your agency has a number of benefits. For example, this section 

allows you to better understand the ratio of seasoned employees who may be preparing for retirement to newer 

employees, which can be helpful in guiding your recruiting and retention efforts. It is important to keep in mind 

that this is a survey respondent overview, and these percentages may not match up exactly to your agency’s total 

population characteristics.

Employee Engagement Index and Global Satisfaction Index

The Employee Engagement Index (EEI) and Global Satisfaction Index provide agencies with consistent metrics for 

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

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

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

employees. Trends for the indices are also displayed.

Decision Aid

The Decision Aid is useful in easily identifying the most critical issues in your agency as well as recognizing where 

your agency has improved since 2019. The Decision Aid is divided into three sections to help you focus your 

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

Increases contains items that increased since 2019

Decreases contains items that decreased since 2019

No Change contains items that did not change since 2019

Note: The Decision Aid only includes items 1-38, excluding item 11. See Appendix C for a breakdown of the Work-Life results for your agency.

About This Report
2

About This Report (continued)

Appendices

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

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 shows the COVID-19 Pandemic results for your agency. 

Appendix C shows the Work-Life Program and demographic results for your agency.

Appendix D lists all agencies arranged by employee population size.

Understanding Your Results

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

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

Percent Positive is the sum of two positive categories (e.g., Strongly Agree/Agree)

Percent Negative is the sum of two negative categories (e.g., Strongly Disagree/Disagree)

Percent Neutral is the neutral category (e.g., Neither Agree nor Disagree)

Identifying Strengths, Challenges, and Neutral Findings

65 percent positive or higher is considered a strength

35 percent negative or higher is considered a challenge

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

between managers and staff

Identifying Increases and Decreases

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

your results. Any increase or decrease in results can be important; however larger increases or decreases (generally 3 or 

more percentage points) may be a result of significant changes taking place within your agency and should be 

explored. Increases indicate positive change that should continue to be reinforced. Decreases, especially in areas 

considered mission critical, may call for appropriate action to initiate and support beneficial workplace improvements.

Additional OPM FEVS Resources

Other Reports

Governmentwide Management Report

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

information on who responded to the survey, survey updates, and other special topics.

All Levels, All Indices, All Items Report

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

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

Subagency Comparison Report

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

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

available for agencies that included organizational breakouts in 2020.

About This Report
3

About This Report (continued)

Subagency Breakout Report

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

are only available for agencies that included organizational breakouts in 2020.

Occupational Series Reports

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

Demographic Comparison Reports 

This report allows for the comparison of demographic subgroups at the agency level.

Annual Employee Survey (AES) Report

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

trends from previous OPM FEVS administrations.

Websites

OPM FEVS Website

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

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

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

Public Release Data File (PRDF)

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

at: www.opm.gov/fevs/public-data-file. Note: The 2020 PRDF will be available in the spring of 2021.

FedScope

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

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

OPM FEVS Online Reporting and Analysis Tool

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

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

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

About This Report
4

Respondent Overview

The Unique Characteristics of Commodity Futures Trading 

Commission Respondents

The figures below provide a snapshot of your survey participants. The 

most frequently selected response choice for each demographic item 

is highlighted in the first figure. The second figure displays the total 

breakdown of OPM FEVS respondents by generation. Please be aware 

that these results are based on survey respondents, which may differ from 

the characteristics of the total employee population of your agency.

Male

58 %

Agency Tenure of 

11+ Years

49 %

10

Federal Tenure of 

11+ Years

64 %

FT

Advanced Degrees 

(Post Bachelor’s Degree)

65 %

Pay Grades 

13 to 15 

56 %

Generations

 <1% Traditionalists (born 1945 or earlier)

 29% Baby Boomers (born 1946 – 1964)

54% Generation X (born 1965 – 1980)

17% Generation Y (born 1981 – 1996)

 0% Generation Z (born 1997 or later)

Notes: The sum of percentages may not add to 100 due to rounding. For the full list of demographic item results, please see Appendix C.

CFTC Response Rate

73% (459 out of 628 

employees responded)

Field Period: 

September 24, 2020 – November 5, 2020 

Overall 2019 Response Rate: 65%

Component Response Rates

 83% Office of the Chief Economist

 83% Office of the Executive Director

 78% Division of Swap Dealer and 

Intermediary Oversight

 77% Division of Enforcement

 74% Division of Market Oversight

 71% Division of Clearing and Risk

 64% Office of General Counsel

 63% Office of Data and Technology

 55% Office of the Chairman

Agency results have a margin of error of +/- 4%

Respondent Overview
5

Employee Engagement Index

Because the OPM FEVS is an assessment of organizational climate, the Employee Engagement Index (EEI) does 

not directly evaluate an employee’s level of engagement. Therefore, instead of measuring aspects of engagement 

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

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

Below, you can see where your agency’s EEI score ranks (out of 42 small agencies with 10 or more respondents) 

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

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

Employee Engagement Index Benchmarks: Small Agencies, Combined

rank

1 96% NCPC

rank

2 95% MMC

rank

3 89% OSHRC

rank

33 CFTC 70%

75% Small Agencies, Combined

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

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

agencies by size category for your reference.

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

rank

1 87% OSC, USITC

rank

3 84% FCA, PBGC

rank

5 83% FMC

rank

21 CFTC 70%

75% Small Agencies

Employee Engagement Index
6

Employee Engagement Index (continued)

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

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

the table also includes engagement trends back to 2017 for your components, as well as the combined small agency 

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

components may trend back to 2017.

Employee Engagement Index Component Scores and Trends

Agency

EEI Trends 2020 EEI Subindices

2017 2018 2019 2020

Leaders 

Lead Supervisors

Intrinsic Work 

Experience

Small Agencies, Combined 70 69 69 75 64 83 78

Commodity Futures Trading Commission 67 68 66 70 58 81 71

Office of the Chief Economist — — — 86 83 91 85

Office of the Executive Director 77 72 78 73 62 80 77

Office of General Counsel 66 77 71 73 64 81 75

Division of Enforcement 70 67 64 73 60 85 74

Division of Clearing and Risk 74 74 63 68 57 81 67

Office of Data and Technology 69 66 66 67 46 79 76

Division of Swap Dealer and Intermediary Oversight 58 63 70 65 52 79 65

Division of Market Oversight 57 60 51 63 53 77 60

Office of the Chairman — 63 — 63 60 63 66

Leaders Lead: Employees’ perceptions of leadership’s integrity as well as leadership behaviors such as communication and workforce motivation. (Q.26, 27, 28, 30, and 31)

Supervisors: Interpersonal relationship between worker and supervisor, including trust, respect, and support. (Q.21, 22, 23, 24, and 25)

Intrinsic Work Experience: Employees’ feelings of motivation and competency relating to their role in the workplace. (Q.2, 3, 4, 6, and 7)

Employee Engagement Index
7

Global Satisfaction Index

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

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

where your agency’s Global Satisfaction Index score ranks (out of 42 small agencies with 10 or more respondents) 

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

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

Global Satisfaction Index Benchmarks: Small Agencies, Combined

rank

1 94% MMC

rank

2 92% OSHRC

rank

3 89% NCPC

rank

32 CFTC 66%

72% Small Agencies, Combined

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

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

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

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

rank

1 85% FCA

rank

2 84% OSC

rank

3 82% PBGC

rank

21 CFTC 66%

71% Small Agencies

Global Satisfaction Index
8

Global Satisfaction Index (continued)

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

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

trends back to 2017 for your components, as well as the combined small agency trends for comparison. Please note 

that depending on organizational structure in previous administrations, not all components may trend back to 2017.

Global Satisfaction Index Component Scores and Trends

Agency

GS Index Trends 2020 Global Satisfaction Index Items

2017 2018 2019 2020

Job 

Satisfaction

Pay 

Satisfaction

Organization 

Satisfaction

Recommend 

Organization

Small Agencies, Combined 66 65 65 72 75 68 70 73

Commodity Futures Trading Commission 57 58 62 66 70 61 66 68

Office of the Chief Economist — — — 85 100 66 78 94

Office of the Executive Director 72 68 76 73 77 81 69 64

Office of the Chairman — 57 — 71 81 83 69 50

Division of Enforcement 59 54 57 70 71 57 75 77

Division of Clearing and Risk 62 63 59 67 71 61 68 69

Office of General Counsel 59 64 69 63 63 63 55 73

Office of Data and Technology 58 61 64 62 69 52 61 65

Division of Market Oversight 44 46 43 60 60 65 60 55

Division of Swap Dealer and Intermediary Oversight 51 60 72 59 66 42 57 73

Job Satisfaction: Considering everything, how satisfied are you with your job? (Q.36)

Pay Satisfaction: Considering everything, how satisfied are you with your pay? (Q.37)

Organization Satisfaction: Considering everything, how satisfied are you with your organization? (Q.38)

Recommend Organization: I recommend my organization as a good place to work. (Q.17)

Global Satisfaction Index
9

Decision Aid: Increases

Identifying Increases Since 2019

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

to allow you to quickly and easily identify where your agency has made the greatest improvements since last year.

Using the Legend Icons

The legend icons provide context for interpreting these results. While these items have improved, some may still be 

considered challenges (35% or more negative) or others may have reached the 65% or more positive mark and become 

new strengths this year. The “Top Pos/Neg” icons highlight where an item is either in the top 10 positive items or 

top 10 negative items for your agency.

35 Items Increased Since 2019

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 2020

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Increase 

Since 2019

The people I work with cooperate to get the job done. (Q. 9) 73 84This item is 65 percent positive or higher.

This item is in your top positive.

8 8 +11

In my work unit, differences in performance are recognized in a meaningful way. (Q. 12) 23 33 26 41This item is 35 percent negative or higher.

This item is in your top negative.

+10

Employees are recognized for providing high quality products and services. (Q. 14) 44 54 20 26This item is in your top negative. +10

My agency is successful at accomplishing its mission. (Q. 16) 76 85This item is 65 percent positive or higher.

This item is in your top positive.

9 5 +9

Managers communicate the goals of the organization. (Q. 28) 55 64 17 19 +9

Supervisors in my work unit support employee development. (Q. 21) 72 81This item is 65 percent positive or higher.

This item is in your top positive.

8 11 +9

My talents are used well in the workplace. (Q. 6) 52 61 13 26This item is in your top negative. +9

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

in the workforce. (Q. 26) 41 49 21 30This item is in your top negative. +8

Considering everything, how satisfied are you with your job? (Q. 36) 63 70This item is 65 percent positive or higher.

This became a new strength in 2020.

16 14 +7

Considering everything, how satisfied are you with your organization? (Q. 38) 60 66This item is 65 percent positive or higher.

This became a new strength in 2020.

18 16 +6

I feel encouraged to come up with new and better ways of doing things. (Q. 2) 56 62 15 22 +6

Notes: The Decision Aid only includes core items (items 1-38, excluding item 11) that carried over from the 2019 OPM FEVS. See Appendix C for a breakdown of the Work-Life 

results for your agency.

Decision Aid: Increases
10

Decision Aid: Increases (continued)

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Increase 

Since 2019

My supervisor is committed to a workforce representative of all segments of society. (Q. 20) 74 80This item is 65 percent positive or higher.

This item is in your top positive.

12 8 +6

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

to work. (Q. 18) 40 46 22 32This item is in your top negative. +6

I am given a real opportunity to improve my skills in my organization. (Q. 1) 59 65This item is 65 percent positive or higher.

This became a new strength in 2020.

16 19 +6

My workload is reasonable. (Q. 5) 62 67This item is 65 percent positive or higher.

This became a new strength in 2020.

13 20 +5

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

immediate supervisor? (Q. 30) 56 61 20 19 +5

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

projects, goals, needed resources). (Q. 29) 47 52 19 29This item is in your top negative. +5

Senior leaders demonstrate support for Work-Life programs. (Q. 32) 70 75This item is 65 percent positive or higher. 17 9 +5

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

improve. (Q. 10) 29 33 33This item is 30 percent neutral or higher.

34This item is in your top negative. +4

I know what is expected of me on the job. (Q. 4) 73 77This item is 65 percent positive or higher. 10 13 +4

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

organizational goals. (Q. 13) 80 84This item is 65 percent positive or higher.

This item is in your top positive.

6 10 +4

I have a high level of respect for my organization’s senior leaders. (Q. 31) 52 55 22 24 +3

My organization’s senior leaders maintain high standards of honesty and integrity. (Q. 27) 56 59 21 20 +3

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

going on in your organization? (Q. 34) 48 51 19 30This item is in your top negative. +3

My work gives me a feeling of personal accomplishment. (Q. 3) 69 72This item is 65 percent positive or higher. 14 14 +3

Employees are protected from health and safety hazards on the job. (Q. 15) 83 85This item is 65 percent positive or higher.

This item is in your top positive.

10 5 +2

I recommend my organization as a good place to work. (Q. 17) 66 68This item is 65 percent positive or higher. 19 12 +2

I know how my work relates to the agency’s goals. (Q. 7) 82 84This item is 65 percent positive or higher.

This item is in your top positive.

7 9 +2

Considering everything, how satisfied are you with your pay? (Q. 37) 59 61 15 24 +2

My supervisor treats me with respect. (Q. 23) 85 87This item is 65 percent positive or higher.

This item is in your top positive.

6 8 +2

How satisfied are you with your involvement in decisions that affect your work? (Q. 33) 50 51 20 28This item is in your top negative. +1

My supervisor listens to what I have to say. (Q. 22) 82 83This item is 65 percent positive or higher.

This item is in your top positive.

6 11 +1

Decision Aid: Increases
11

Decision Aid: Increases (continued)

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Increase 

Since 2019

How satisfied are you with the recognition you receive for doing a good job? (Q. 35) 48 49 27 25This item is in your top negative. +1

I have trust and confidence in my supervisor. (Q. 24) 75 76This item is 65 percent positive or higher. 10 14 +1

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

of reprisal. (Q. 8) 66 67This item is 65 percent positive or higher. 18 15 +1

Decision Aid: Increases
12

Decision Aid: Decreases

Identifying Decreases Since 2019

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

to allow you to quickly and easily identify where results have dropped since last year. 

Using the Legend Icons

The legend icons provide context for interpreting these results. When identifying the most critical decreases to focus 

on, it is important to check if these decreases are also identified as challenges (35% or more negative) or if they were 

previously identified as strengths that have fallen below the 65% or more positive threshold. The “Top Pos/Neg” 

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

1 Item Decreased Since 2019

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 2020

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Decrease 

Since 2019

My supervisor supports my need to balance work and other life issues. (Q. 19) 91 89This item is 65 percent positive or higher.

This item is in your top positive.

6 5 -2

Note: The Decision Aid only includes core items (items 1-38, excluding item 11) that carried over from the 2019 OPM FEVS. See Appendix C for a breakdown of the Work-Life 

results for your agency.

Decision Aid: Decreases
13

Decision Aid: No Change

Identifying Items That Have Not Changed Since 2019

Your percent positive results for these items have not changed since last year. These are items that your agency is 

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

positive results over several years is a strong indication of a need for focused action. You may also want to consider 

changing or updating your approach to addressing these issues if the item has been the focus of attention in the past. 

On the other hand, a trend of stable, high percent positive results is a finding that should be celebrated. Review 

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

Using the Legend Icons

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

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

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

1 Item Did Not Change Since 2019

Strength

These items are 

65 percent positive 

or higher

Caution

These items are 

30 percent neutral 

or higher

Challenge

These items are 

35 percent negative 

or higher

Top Pos/Neg

These items are in 

your top positive 

or top negative

+

–

Item

2019

Positive

2020 

Positive

2020 

Neutral

2020 

Negative

Change 

Since 2019

Overall, how good a job do you feel is being done by your immediate supervisor? (Q. 25) 78 78This item is 65 percent positive or higher. 10 11 0

Note: The Decision Aid only includes core items (items 1-38, excluding item 11) that carried over from the 2019 OPM FEVS. See Appendix C for a breakdown of the Work-Life 

results for your agency.

Decision Aid: No Change
14

Appendix A: Item Results and Benchmarks

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

indicating where your agency falls. The gray bars represent the range of scores for the 42 small agencies surveyed 

that had 10 or more respondents. 

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

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

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

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

listed to the right of each item. 

My Work Experience

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

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

organization.

Low 49%; Your Agency 65%; High 93%.

74%

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

of doing things.

Low 58%; Your Agency 62%; High 94%.

71%

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

Low 68%; Your Agency 72%; High 96%.

79%

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

Low 70%; Your Agency 77%; High 100%.

84%

 ‡5. My workload is reasonable.

Low 29%; Your Agency 67%; High 100%.

68%

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

Low 58%; Your Agency 61%; High 85%.

69%

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

Low 73%; Your Agency 84%; High 100%.

89%

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

regulation without fear of reprisal.

Low 25%; Your Agency 67%; High 100%.

67%

0 Low High 100

CFTC

65%

62%

72%

77%

67%

61%

84%

67%

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

Appendix A: Item Results and Benchmarks
15

Appendix A: Item Results and Benchmarks (continued)

My Work Unit

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

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

Low 69%; Your Agency 84%; High 100%.

87%

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

who cannot or will not improve.

Low 33%; Your Agency 33%; High 89%.

51%

 11. See Performance Section

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

in a meaningful way.

Low 33%; Your Agency 33%; High 90%.

56%

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

necessary to accomplish organizational goals.

Low 63%; Your Agency 84%; High 100%.

86%

0 Low High 100

CFTC

84%

33%

33%

84%

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

Performance

Item

2020 

Agency

2020 Small 

Agencies, 

Combined

 11. In my work unit, poor performers usually:

Remain in the work unit and improve their performance over time 14% 20%

Remain in the work unit and continue to underperform 48% 35%

Leave the work unit - removed or transferred 3% 9%

Leave the work unit - quit 2% 4%

There are no poor performers in my work unit 32% 33%

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

Appendix A: Item Results and Benchmarks
16

Appendix A: Item Results and Benchmarks (continued)

My Agency

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

 14. Employees are recognized for providing high quality products 

and services.

Low 36%; Your Agency 54%; High 94%.

70%

 15. Employees are protected from health and safety hazards 

on the job.

Low 54%; Your Agency 85%; High 100%.

85%

 16. My agency is successful at accomplishing its mission.

Low 45%; Your Agency 85%; High 100%.

83%

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

Low 35%; Your Agency 68%; High 100%.

73%

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

my agency a better place to work.

Low 30%; Your Agency 46%; High 91%.

54%

0 Low High 100

CFTC

54%

85%

85%

68%

46%

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

My Supervisor

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

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

life issues.

Low 63%; Your Agency 89%; High 100%.

89%

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

segments of society.

Low 63%; Your Agency 80%; High 100%.

82%

 21. Supervisors in my work unit support employee development.

Low 61%; Your Agency 81%; High 100%.

83%

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

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

86%

 23. My supervisor treats me with respect.

Low 70%; Your Agency 87%; High 100%.

88%

 24. I have trust and confidence in my supervisor.

Low 61%; Your Agency 76%; High 100%.

79%

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

immediate supervisor?

Low 64%; Your Agency 78%; High 100%.

82%

0 Low High 100

CFTC

89%

80%

81%

83%

87%

76%

78%

Appendix A: Item Results and Benchmarks
17

Appendix A: Item Results and Benchmarks (continued)

Appendix A: Item Results and Benchmarks

Leadership

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

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

motivation and commitment in the workforce.

Low 31%; Your Agency 49%; High 93%.

55%

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

honesty and integrity.

Low 23%; Your Agency 59%; High 100%.

62%

 ‡28. Managers communicate the goals of the organization.

Low 35%; Your Agency 64%; High 97%.

70%

 29. Managers promote communication among different work units 

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

Low 37%; Your Agency 52%; High 92%.

61%

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

manager directly above your immediate supervisor?

Low 23%; Your Agency 61%; High 100%.

69%

 31. I have a high level of respect for my organization’s senior leaders.

Low 36%; Your Agency 55%; High 100%.

63%

 32. Senior leaders demonstrate support for Work-Life programs.

Low 25%; Your Agency 75%; High 100%.

74%

0 Low High 100

CFTC

49%

59%

64%

52%

61%

55%

75%

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

Appendix A: Item Results and Benchmarks (continued)

My Satisfaction

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

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

affect your work?

Low 34%; Your Agency 51%; High 93%.

61%

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

management on what’s going on in your organization?

Low 36%; Your Agency 51%; High 100%.

63%

 ‡35. How satisfied are you with the recognition you receive for 

doing a good job?

Low 38%; Your Agency 49%; High 93%.

64%

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

Low 51%; Your Agency 70%; High 100%.

75%

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

Low 30%; Your Agency 61%; High 100%.

68%

 ‡38. Considering everything, how satisfied are you with your 

organization?

Low 42%; Your Agency 66%; High 93%.

70%

0 Low High 100

CFTC

51%

51%

49%

70%

61%

66%

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

COVID-19 Pandemic

 39 - 57. (See Appendix B)

Appendix A: Item Results and Benchmarks
19

Appendix A: Item Results and Benchmarks (continued)

Work-Life

Item

Item Benchmarks

2020 Small 

Agencies, 

Combined

 58. How satisfied are you with the Telework program in your agency? 

Low 71%; Your Agency 83%; High 100%.

84%

 59. Which of the following Work-Life programs have you participated in or used at your agency within the last 12 months? (See Appendix C) 

 60 - 64. How satisfied are you with the following Work-Life programs in your agency? 

 60. Alternative Work Schedules (for example, compressed 

work schedule, flexible work schedule)

Low 48%; Your Agency 91%; High 100%.

86%

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

flu vaccination, medical screening, CPR Training, health and 

wellness fair)

Low 26%; Your Agency 64%; High 100%.

72%

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

counseling, referral services, legal services, education services)

Low 31%; Your Agency 46%; High 82%.

56%

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

parenting classes and support groups, back-up care, 

subsidy, flexible spending account)

Low 0%; Your Agency 35%; High 100%.

42%

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

groups, resources)

Low 0%; Your Agency 28%; High 100%.

31%

0 Low High 100

CFTC

83%

91%

64%

46%

35%

28%

Appendix A: Item Results and Benchmarks
20

Appendix B: COVID-19 Pandemic Results

Items addressing the COVID-19 Pandemic were added to the 2020 OPM FEVS in order to be responsive to the needs 

of agencies and to assess employee experiences and challenges during this unprecedented time. Your agency’s results 

are listed in this section.

When responding to the questions in this section, respondents were asked to think of their experiences during the 

COVID-19 pandemic (for much of the Federal Government, pandemic responses began in March 2020), unless 

otherwise instructed.

Background

 

Item

2020 

Percentages

39. During the COVID-19 pandemic, on average what percentage of your work time have you been physically present at your 

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

100% of my work time 2

At least 75% but less than 100% <1

At least 50% but less than 75% 0

At least 25% but less than 50% <1

Less than 25% 24

I have not been physically present at my agency worksite during the pandemic 73

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

 

Item Before During Peak As of Now

40. Please select the response that BEST describes your teleworking schedule (1) BEFORE 

the COVID-19 pandemic, (2) DURING the PEAK of the pandemic, and (3) AS OF the date you 

responded to this survey: 

I telework every work day 1 98 96

I telework 3 or 4 days per week 1 1 2

I telework 1 or 2 days per week 53 0 <1

I telework, but only about 1 or 2 days per month 8 <1 <1

I telework very infrequently, on an unscheduled or short-term basis 18 <1 <1

I do not telework because I have to be physically present on the job 

(e.g., law enforcement officers, TSA agent, border patrol agent, security personnel) <1 0 0

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

that prevent me from teleworking <1 0 0

I do not telework because I did not receive approval to do so, 

even though I have the kind of job where I can telework 1 0 0

I do not telework because I choose not to telework 17 <1 1

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

Appendix B: COVID-19 Pandemic Results
21

Appendix B: COVID-19 Pandemic Results (continued)

 

Item

2020 

Percentages

41. What type(s) of leave have you used because of the pandemic? (Mark all that apply)

Leave under the Emergency Paid Sick Leave Act (part of the Families First Coronavirus Response Act) 11

Annual leave 45

Sick leave 34

Weather and safety leave 1

Administrative leave 19

Other paid leave (e.g., comp time, credit hours) 24

Unpaid leave (e.g., LWOP) 0

I have not used leave because of the pandemic 44

If the response to item 41 was “I have not used leave because of the pandemic”, item 41a was skipped.

41a. During the COVID-19 pandemic, what percentage of your total work time have you used leave because of the pandemic?

100% of my work time 1

At least 75% but less than 100% 1

At least 50% but less than 75% 0

At least 25% but less than 50% 7

Less than 25% 91

42. How have you changed your participation in alternative work schedules (AWS) because of the COVID-19 pandemic? 

Examples of AWS include compressed work and flexible work schedule.

I began an alternative work schedule 9

I ended my usual alternative work schedule 5

No change because of the pandemic 86

Note: The sum of percentages may not add to 100 due to rounding. For item 41, the sum of the percentages will add to more than 100% because respondents could choose 

more than one response option.

Appendix B: COVID-19 Pandemic Results
22

Appendix B: COVID-19 Pandemic Results (continued)

Employee Supports

Item

Needed and 

available 

to me

Needed, but 

not available 

to me

Not 

needed 

by me now

43. How has your organization supported your well-being needs during the COVID-19 pandemic?

Expanded telework 93 1 7

Expanded work schedule flexibilities 76 2 23

Expanded leave policies 56 8 36

More information on available leave policies 54 7 39

Expanded mental health resources (e.g., assistance with stress of COVID-19) 18 9 74

Expanded physical health resources (e.g., temperature checks, COVID-19 illness testing) at my 

agency worksite 6 11 84

Timely communication about possible COVID-19 illness at my agency worksite 40 19 41

Protection of employees at higher risk for severe illness from COVID-19 exposure 32 8 60

Limited access to my agency worksite buildings/facilities (e.g., closures, limits on activities 

with external visitors/groups) 51 2 47

Social distancing (e.g., limits on group size, reduced access to common areas) in my agency 

worksite 25 3 72

Rearranged workspaces to maximize social distancing 8 5 87

Encouraged use of personal protective equipment (PPE) or other safety equipment in my 

agency worksite 24 3 73

Cleaning and sanitizing supplies available to reduce risk of illness in my agency worksite 20 5 75

Training for all employees on health and safety protocols 11 14 74

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

Appendix B: COVID-19 Pandemic Results
23

Appendix B: COVID-19 Pandemic Results (continued)

During the COVID-19 Pandemic

Strongly 

Agree Agree

Neither Agree 

nor Disagree Disagree

Strongly 

Disagree

44-46. My organization’s senior leaders have...

...demonstrated commitment to employee health and safety. 69 23 4 2 1

...supported policies and procedures to 

protect employee health and safety. 67 25 4 2 2

...provided effective communications about the pandemic. 51 34 9 4 2

47-49. My supervisor has...

...shown concern for my health and safety. 65 24 7 2 1

...supported my efforts to stay healthy and safe while working. 67 22 8 2 1

...created an environment where I can voice my concerns about 

staying healthy and safe. 62 22 13 3 1

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Work Supports

Item

Needed and 

available 

to me

Needed, but 

not available 

to me

Not 

needed 

by me now

50. How has your organization supported your work during the COVID-19 pandemic?

Consistent communication (e.g., organizational status, what to expect) 83 12 5

Training for new/changed work or work processes because of the pandemic 27 14 60

Reallocation of resources (e.g., staffing, budget, materials) to support changes in work because 

of the pandemic 33 16 50

Help with commuting issues (e.g., alternatives to public transportation) 10 8 82

Options for work/business travel 11 5 84

Information on remote work policies, procedures, and expectations 72 5 23

Training on how to work remotely 32 9 59

Equipment and technology for working remotely (e.g., laptops, cell phone, Information 

Technology infrastructure) 74 14 11

Expanded collaboration tools (e.g., video conferencing, teleconferencing) 68 16 15

Expanded training for using remote work tools and applications 38 22 40

Expanded Information Technology (IT) support 52 21 27

Information about data security policies and procedures 61 11 28

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

Appendix B: COVID-19 Pandemic Results
24

Appendix B: COVID-19 Pandemic Results (continued)

Item

2020 

Percentages

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

Yes 1

No 98

Other 1

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

Work Effects

Item

2020 

Percentages

52. How disruptive has the COVID-19 pandemic been to your ability to do your work?

Extremely 3

Very 8

Somewhat 20

Slightly 29

Not at All 40

53. How have your work demands changed because of the COVID-19 pandemic?

Greatly Increased 12

Somewhat Increased 32

About the Same 54

Somewhat Decreased 2

Greatly Decreased 0

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Appendix B: COVID-19 Pandemic Results
25

Appendix B: COVID-19 Pandemic Results (continued)

Item

Always

Most of 

the Time Sometimes Rarely Never

PRIOR DURING PRIOR DURING PRIOR DURING PRIOR DURING PRIOR DURING

54-55. My Work Unit...

...met / has met the needs of our customers. 61 63 34 31 4 4 <1 1 <1 <1

...contributed / has contributed positively 

to my agency’s performance. 69 73 26 21 4 5 1 1 <1 <1

...produced / has produced highquality work. 68 69 26 23 5 5 1 2 <1 <1

...adapted / has adapted to changing priorities. 65 69 26 23 7 5 1 2 <1 <1

...successfully / has successfully collaborated. 60 61 26 25 10 9 3 3 1 1

...achieved / has achieved our goals. 60 64 33 28 6 6 1 1 <1 <1

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Item

Strongly 

Agree Agree

Neither Agree 

nor Disagree Disagree

Strongly 

Disagree

56. In the phased return of employees to the agency worksite (i.e., opening 

up government), my organization has made employee safety a top priority. 56 31 7 3 3

57. Based on my organization’s handling of the COVID-19 pandemic, I believe 

my organization will respond effectively to future emergencies. 42 41 10 4 2

Notes: The sum of percentages may not add to 100 due to rounding. ”No Basis to Judge” responses were removed from these results. To see a full breakdown of responses, 

please refer to the 2020 Annual Employee Survey (AES) report.

Appendix B: COVID-19 Pandemic Results
26

Appendix B: COVID-19 Pandemic Results (continued)

Work-Life 

 

Item

2020 

Percentages

58-64. Work-Life Programs (See Appendix C)

65. Which of the following paid and unpaid child care arrangements have you used to perform your work 

responsibilities during the COVID-19 pandemic? (Mark all that apply) 

I do not have any child care responsibilities 52

No arrangements needed to manage child care responsibilities (e.g., older children) 14

Child care in my own home (e.g., other parent, relative, nanny, au pair) 22

Alternative work arrangement (e.g., telework, flexible work schedule) 23

Child care center 6

Paid leave 19

Unpaid leave 1

Child care in someone else’s home (e.g., relative or neighbor, professional child care provider) 7

Respite care (temporary care of a sick or disabled child, providing relief for their usual caregiver) 1

Agency emergency back-up care program 0

Resource and referral services for dependent child care 1

Other services/arrangements 4

66. Which of the following paid and unpaid elder/adult care arrangements have you used to perform your work 

responsibilities during the COVID-19 pandemic? (Mark all that apply)

I do not have any elder/adult care responsibilities 77

No arrangements needed to manage elder/adult care responsibilities (e.g., elder can manage tasks of everyday living) 8

Alternative work arrangement (e.g., telework, flexible work schedule) 9

Elder/adult day care center <1

Paid leave 8

Unpaid leave 1

Long-term care insurance <1

Respite care (temporary care of a sick or disabled adult/elder, providing relief for their usual caregiver) 1

Other services/arrangements 5

Note: The sum of the percentages will add to more than 100% because respondents could choose more than one response option.

Item Extremely Very Somewhat Slightly Not at All

67. During the COVID-19 pandemic, how disruptive have school closures/

changes been to your ability to do your work? 27 16 26 16 15

68. During the COVID-19 pandemic, how disruptive have changes to 

your children’s day care been to your ability to do your work? 33 18 21 9 19

Note: The sum of percentages may not add to 100 due to rounding. Percentages for “I do not have responsibility for school-aged children”, “I do not have responsibility for 

children who need day care“, and “Does Not Apply” are not included. 

Appendix B: COVID-19 Pandemic Results
27

Appendix C: Work-Life Programs & Demographic Results

Appendix C displays more detailed Work-Life Program results for your agency. It also includes a more detailed look 

than the reported snapshot of the demographic characteristics of your agency’s survey respondents. Use the Work-Life 

results to gain an understanding of how your Work-Life Programs are used and rated. The demographic results can be 

useful in planning, recruiting, and training activities in your agency.

Telework Status

 40. Please select the response that BEST describes your teleworking schedule. (See Appendix B)

Telework Satisfaction

Item

% 

Satisfaction

% 

All Responses

58. How satisfied are you with the Telework program in your agency?

Very Satisfied 45 44

Satisfied 38 38

Neither Satisfied or Dissatisfied 6 6

Dissatisfied 8 8

Very Dissatisfied 3 3

Item Response Total 100 99

I choose not to participate in this program — 1

This program is not available to me — 0

I am unaware of this program — 1

Total 100 100

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

Work-Life Program Participation

Item

2020

Percentages

59. Which of the following Work-Life programs have you participated in or used at your agency within the last 12 months? 

(Mark all that apply)

Alternative Work Schedules 83

Health and Wellness Programs 18

Employee Assistance Program – EAP 5

Child Care Programs 2

Elder Care Programs 1

None listed above 16

Note: Percents will add to more than 100% because respondents could choose more than one response option.

Appendix C: Work-Life Programs & Demographic Results
28

Appendix C: Work-Life Programs & Demographic Results (continued)

Work-Life Program Satisfaction

Item

% 

Satisfaction

% 

All Responses

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

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

Very Satisfied 56 51

Satisfied 36 33

Neither Satisfied or Dissatisfied 5 5

Dissatisfied 3 3

Very Dissatisfied <1 <1

Item Response Total 100 91

I choose not to participate in these programs — 8

These programs are not available to me — <1

I am unaware of these programs — <1

Total 100 100

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

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

Very Satisfied 20 13

Satisfied 44 30

Neither Satisfied or Dissatisfied 27 18

Dissatisfied 6 4

Very Dissatisfied 2 1

Item Response Total 100 67

I choose not to participate in these programs — 24

These programs are not available to me — 3

I am unaware of these programs — 6

Total 100 100

62. How satisfied are you with the following Work-Life programs in your agency? Employee Assistance Program – EAP 

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

Very Satisfied 20 8

Satisfied 26 11

Neither Satisfied or Dissatisfied 46 19

Dissatisfied 5 2

Very Dissatisfied 2 1

Item Response Total 100 40

I choose not to participate in these programs — 54

These programs are not available to me — <1

I am unaware of these programs — 6

Total 100 100

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

Appendix C: Work-Life Programs & Demographic Results
29

Appendix C: Work-Life Programs & Demographic Results (continued)

Item

% 

Satisfaction

% 

All Responses

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

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

Very Satisfied 16 4

Satisfied 19 5

Neither Satisfied or Dissatisfied 46 11

Dissatisfied 12 3

Very Dissatisfied 6 2

Item Response Total 100 24

I choose not to participate in these programs — 48

These programs are not available to me — 15

I am unaware of these programs — 13

Total 100 100

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

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

Very Satisfied 18 3

Satisfied 10 2

Neither Satisfied or Dissatisfied 60 11

Dissatisfied 7 1

Very Dissatisfied 5 1

Item Response Total 100 19

I choose not to participate in these programs — 47

These programs are not available to me — 12

I am unaware of these programs — 23

Total 100 100

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

Appendix C: Work-Life Programs & Demographic Results
30

Appendix C: Work-Life Programs & Demographic Results (continued)

Employment Demographics

Item

2020

Percentages

Where do you work?

Headquarters 63

Field 30

Full-time telework (e.g., home office, telecenter) 7

 What is your supervisory status?

Senior Leader 3

Manager 7

Supervisor 16

Team Leader 7

Non-Supervisor 67

What is your pay category/grade?

Federal Wage System 1

GS 1-6 0

GS 7-12 3

GS 13-15 56

Senior Executive Service 3

Senior Level (SL) or Scientific or Professional (ST) <1

Other 36

What is your US military service status?

No Prior Military Service 91

Currently in National Guard or Reserves 1

Retired 2

Separated or Discharged 7

Are you:

The spouse of a current active duty service member of the U.S. Armed Forces 0

 The spouse of a service member who retired or separated from active duty in the U.S. Armed Forces with a disability rating of 

100 percent 1

The widow(er) of a service member killed while on active duty in the U.S. Armed Forces 0

None of the categories listed 99

If the response to the previous question on if you are a military spouse was “None of the categories listed,” this item was skipped. 

Have you been hired under the Military Spouse Non-Competitive Hiring Authority? 

Yes 25

No 75

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
31

Appendix C: Work-Life Programs & Demographic Results (continued)

Item

2020

Percentages

How long have you been with the Federal Government (excluding military service)?

Less than 1 year 0

1 to 3 years 3

4 to 5 years 8

6 to 10 years 25

11 to 14 years 22

15 to 20 years 11

More than 20 years 31

 How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)?

Less than 1 year 0

1 to 3 years 7

4 to 5 years 15

6 to 10 years 29

11 to 14 years 21

15 to 20 years 7

More than 20 years 21

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
32

Appendix C: Work-Life Programs & Demographic Results (continued)

Intent to Leave

Item

Before 

Pandemic Today

 Are you considering leaving your organization within the next year, and if so, why?

No 79 75

Yes, to retire 3 4

Yes, to take another job within the Federal Government 10 12

Yes, to take another job outside the Federal Government 5 6

Yes, other 2 3

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Item

2020 

Percentages

If the response to your considering leaving your organization did not differ between “Before Pandemic” and “Today,” this item was skipped.

Has your intention to leave your organization within the next year changed because of the COVID-19 pandemic?

Yes 37

No 63

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
33

Appendix C: Work-Life Programs & Demographic Results (continued)

Retirement Plans

Item

Before 

Pandemic Today

 I am planning to retire:

Less than 1 year 0 1

1 year 2 2

2 years 3 3

3 years 6 5

4 years 3 3

5 years 6 6

More than 5 years 81 80

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Item

2020 

Percentages

If the response to your retirement plans did not differ between “Before Pandemic” and “Today,” this item was skipped. 

Has your retirement plan changed because of the COVID-19 pandemic?

Yes 40

No 60

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.

Appendix C: Work-Life Programs & Demographic Results
34

Appendix C: Work-Life Programs & Demographic Results (continued)

Personal Demographics

Item

2020

Percentages

Are you of Hispanic, Latino, or Spanish origin?

Yes 7

No 93

Are you:

White 76

Black or African American 15

All other races 9

What is your age group?

29 years and under 0

30-39 years old 18

40-49 years old 33

50-59 years old 35

60 years or older 14

What is the highest degree or level of education you have completed?

Less than High School/ High School Diploma/ GED 2

Certification/ Some College/ Associate’s Degree 5

Bachelor’s Degree 28

Advanced Degrees (Post Bachelor’s Degree) 65

Are you an individual with a disability? 

Yes 6

No 94

Are you:

Male 58

Female 42

Are you transgender?

Yes —

No —

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

Straight, that is not gay or lesbian —

Gay or Lesbian —

Bisexual —

Something else —

Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding. For confidentiality purposes, if there are fewer than 4 responses to 

a single personal demographic category, all results for that question are suppressed. If there are fewer than 4 responses in multiple personal demographic categories, only 

those are suppressed, and remaining data are displayed.

Appendix C: Work-Life Programs & Demographic Results
35

Appendix D: Participating Agencies 

by Employee Population Size Categories

Very Large Agencies ( > 75,000 employees)

Department of Agriculture

Department of Defense

Department of the Army

Department of the Navy

Department of the Air Force

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

Department of Health and Human Services

Department of Homeland Security

Department of Justice

Department of the Treasury

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

Department of Commerce

Department of Energy

Department of Labor

Department of State

Department of the Interior

Department of Transportation

Environmental Protection Agency

General Services Administration

National Aeronautics and Space Administration

Social Security Administration

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

Court Services and Offender Supervision Agency 

Department of Education

Department of Housing and Urban Development

Equal Employment Opportunity Commission

Federal Communications Commission

Federal Energy Regulatory Commission

Federal Trade Commission

National Archives and Records Administration

National Credit Union Administration

National Labor Relations Board

National Science Foundation

Nuclear Regulatory Commission

Office of Personnel Management

Small Business Administration

U.S. Agency for Global Media

U.S. Agency for International Development

Small Agencies (100 – 999 employees)

American Battle Monuments Commission

Commodity Futures Trading Commission

Consumer Product Safety Commission

Corporation for National and Community Service

Export-Import Bank of the United States

Farm Credit Administration

Federal Election Commission

Federal Housing Finance Agency

Federal Labor Relations Authority

Federal Maritime Commission

Federal Mediation and Conciliation Service

Federal Retirement Thrift Investment Board

International Boundary and Water Commission

Merit Systems Protection Board

National Endowment for the Arts

National Endowment for the Humanities

National Gallery of Art

National Indian Gaming Commission

National Transportation Safety Board

Office of Management and Budget

Office of the U.S. Trade Representative

Pension Benefit Guaranty Corporation

Railroad Retirement Board

Selective Service System

Surface Transportation Board

U.S. International Development Finance Corporation

U.S. International Trade Commission

U.S. Office of Special Counsel

Very Small Agencies (< 100 employees)

AbilityOne Commission

African Development Foundation

Chemical Safety and Hazard Investigation Board

Commission on Civil Rights

Defense Nuclear Facilities Safety Board

Farm Credit System Insurance Corporation

Federal Mine Safety and Health Review Commission

Institute of Museum and Library Services

Inter-American Foundation

John F. Kennedy Center for the Performing Arts

Marine Mammal Commission

National Capital Planning Commission

National Mediation Board

Occupational Safety and Health Review Commission

Office of Navajo and Hopi Indian Relocation

Postal Regulatory Commission

U.S. Access Board

U.S. Office of Government Ethics

U.S. Trade and Development Agency

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

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

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

Office of Personnel Management 

Office of Strategy and Innovation

1900 E Street, NW 

Washington, DC 20415

www.opm.gov/FEVS