U.S. Merit Systems Protection Board 

2023 Federal Employee Viewpoint Survey Results

Attached are the U.S. Merit Systems Protections Board’s (MSPB’s) results from the 2023 Federal 

Employee Viewpoint Survey (FEVS), administered by the U.S. Office of Personnel Management

(OPM). 

• Survey administration: The web-based 2023 FEVS was administered from May 16 to July 14,

2023. An invitation to participate in the survey was sent via email to all MSPB permanent career

civil service employees on board as of November 2022. (Political and temporary appointees were

not included.)

• Response rate: The overall adjusted response rate in 2023 was 83% (147 surveys returned out

of 177 invitations issued). This response rate is 2% above the response rate for 2022 (81%) and

set a record for the highest response rate for the MSPB FEVS.

• Summary of results: According to OPM’s definition (percent positive 65% or above), 56 of the

89 core 2022 FEVS items were rated as strengths for MSPB. The items with the highest percent

positive were the work unit contributes positively to agency performance (98%); the work unit

meets customer needs (97%); the work unit produces high-quality work (97%); the importance

to the employee of work contributing to the common good (93%); and the supervisor treats the

employee with respect (93%). OPM defines a challenge as any item with the percent negative

above 35%. The items with the highest percent negative were management involves employees

in decisions that affect their work (55%); belief that the survey results will be used to make the

agency a better place (45%); management makes effective changes to address organizational

challenges (44%); senior leaders generate high levels of motivation and commitment (44%); and

senior leaders demonstrate support for Work-Life programs (41%).

Comparing percent positive responses for the 84 core items in 2023 that were also included on

the 2022 FEVS, 24 items increased by 3% or more, and 37 items decreased by 3% or more. The

largest increases were employees in my work unit consider customer needs a top priority

(+12%); people’s differences are respected in my work unit (+9%); I am comfortable expressing

opinions that are different from others in my work unit (+9%); and my supervisor listens to

what I have to say (9%). The largest decreases were overall satisfaction with the organization

(-17%); respect for senior leaders (-16%); senior leaders maintain high standards of honesty and

integrity (-16%); and senior leaders demonstrate support for Work-Life programs (-16%).

After five years without a quorum, MSPB’s quorum was restored on March 4, 2022, which

enabled MSPB to fully resume its statutory functions, including issuing decisions (at

headquarters) and merit systems studies. However, the length of time without a quorum created

a large inventory of cases at headquarters, which has substantially increased workload at a time

when staffing has decreased due to budget constraints. Other significant internal challenges

include the implementation of a new, modernized electronic appeal and case management

system and issues related to information technology system stability. In addition, MSPB, like

other agencies in 2023, updated policies guiding our return to in-office work. These workplace

changes and challenges affected MSPB’s workforce in ways that appear to be reflected in the

2023 FEVS results. Despite these circumstances, MSPB employees remain highly committed to
U.S. Merit Systems Protection Board 

2023 Federal Employee Viewpoint Survey Results

MSPB’s mission and view their colleagues as producing high-quality work that contributes 

positively to agency performance and meets customer needs. MSPB will continue to analyze the 

FEVS results in more detail and solicit additional input to identify ways to address our 

challenges and support our employees’ commitment to the mission.
Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/

Always/

Very

Good/ Very

Satisfied

%

Agree/

Most of

the time/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

%

Disagree/

Rarely/

Poor/

Dissatisfied

%

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Always/

Very

Good/

Very

Satisfied

N

Agree/

Most of

the

time/

Good/

Satisfied

N

Neit

Agree 

Disag

Somet

Fai

Neit

Satis

no

Dissat

N

1 *I am given a real opportunity to improve my skills in my organization. Agree‐disagree 72% 27% 46% 18% 6% 4% 10% 38 68 25 

2 I feel encouraged to come up with new and better ways of doing things. Agree‐disagree 57% 25% 32% 16% 18% 9% 27% 36 47 23 

3 My work gives me a feeling of personal accomplishment. Agree‐disagree 85% 35% 50% 7% 5% 3% 8% 50 73 10 

4 I know what is expected of me on the job. Agree‐disagree 88% 40% 48% 8% 2% 2% 4% 57 71 11 

5 *My workload is reasonable. Agree‐disagree 61% 23% 38% 22% 12% 5% 17% 34 56 31 

6 *My talents are used well in the workplace. Agree‐disagree 75% 29% 46% 14% 6% 5% 11% 41 68 19 

7 *I know how my work relates to the agency's goals. Agree‐disagree 90% 50% 41% 6% 1% 2% 4% 72 60 8 

8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. Agree‐disagree 62% 30% 32% 15% 11% 12% 23% 41 43 20 

9 I have enough information to do my job well. Agree‐disagree 83% 33% 50% 11% 4% 2% 6% 47 74 16 

10 I receive the training I need to do my job well. Agree‐disagree 68% 28% 40% 18% 11% 2% 13% 41 60 25 

11 I am held accountable for the quality of work I produce. Agree‐disagree 90% 40% 49% 6% 3% 1% 4% 57 74 9 

12 I have a clear idea of how well I am doing my job. Agree‐disagree 82% 32% 49% 13% 4% 1% 6% 47 72 18 

13 I have the autonomy to decide how I do my job. Agree‐disagree 67% 28% 39% 16% 10% 7% 16% 41 59 22 

14 I can make decisions about my work without getting permission first. Agree‐disagree 62% 20% 43% 19% 14% 4% 18% 29 64 27 

15 *The people I work with cooperate to get the job done. Agree‐disagree 93% 51% 42% 4% 2% 1% 3% 74 62 5 

17 *In my work unit, differences in performance are recognized in a meaningful way. Agree‐disagree 49% 16% 33% 29% 13% 8% 21% 19 36 32 

18 Employees in my work unit share job knowledge. Agree‐disagree 92% 45% 47% 6% 1% 1% 2% 66 69 9 

19

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

goals. Agree‐disagree 88% 45% 44% 8% 2% 2% 4% 66 64 11 

20 Employees in my work unit meet the needs of our customers. Always‐never 97% 58% 39% 2% 1% 0% 1% 80 55 3 

21 Employees in my work unit contribute positively to my agency's performance. Always‐never 98% 71% 27% 1% 1% 0% 1% 100 38 2 

22 Employees in my work unit produce high‐quality work. Always‐never 97% 67% 31% 2% 1% 0% 1% 93 44 3 

23 Employees in my work unit adapt to changing priorities. Always‐never 89% 61% 28% 8% 2% 1% 3% 82 38 11 

24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. Agree‐disagree 72% 30% 43% 19% 6% 3% 9% 35 51 22 

25 I can influence decisions in my work unit. Agree‐disagree 65% 24% 41% 21% 10% 3% 13% 36 60 30 

26 I know what my work unit's goals are. Agree‐disagree 89% 44% 45% 7% 4% 1% 5% 64 65 10 

27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). Agree‐disagree 51% 18% 33% 22% 19% 8% 27% 25 46 29 

28 My work unit successfully manages disruptions to our work. Agree‐disagree 72% 32% 40% 15% 9% 4% 13% 46 56 21 
Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/

Always/

Very

Good/ Very

Satisfied

%

Agree/

Most of

the time/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

%

Disagree/

Rarely/

Poor/

Dissatisfied

%

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Always/

Very

Good/

Very

Satisfied

N

Agree/

Most of

the

time/

Good/

Satisfied

N

Neit

Agree 

Disag

Somet

Fai

Neit

Satis

no

Dissat

N

29 Employees in my work unit consistently look for new ways to improve how they do their work. Agree‐disagree 74% 28% 46% 14% 12% 1% 12% 39 65 19 

30 Employees in my work unit incorporate new ideas into their work. Agree‐disagree 70% 28% 42% 18% 12% 1% 12% 38 59 24 

31 Employees in my work unit approach change as an opportunity. Agree‐disagree 58% 24% 34% 23% 16% 3% 19% 33 46 32 

32 Employees in my work unit consider customer needs a top priority. Agree‐disagree 86% 40% 46% 11% 3% 0% 3% 56 64 15 

33 Employees in my work unit consistently look for ways to improve customer service. Agree‐disagree 73% 28% 44% 18% 8% 1% 9% 39 62 25 

34 Employees in my work unit support my need to balance my work and personal responsibilities. Agree‐disagree 84% 40% 44% 6% 4% 5% 10% 57 62 9 

35 Employees are recognized for providing high quality products and services. Agree‐disagree 61% 27% 35% 16% 12% 10% 22% 36 48 23 

36 Employees are protected from health and safety hazards on the job. Agree‐disagree 63% 38% 25% 16% 14% 7% 21% 52 35 23 

37 My organization is successful at accomplishing its mission. Agree‐disagree 85% 38% 47% 11% 1% 3% 4% 55 68 15 

38 I have a good understanding of my organization's priorities. Agree‐disagree 71% 29% 42% 15% 9% 5% 14% 42 61 22 

39

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

Federal Employee Viewpoint Survey (FEVS). Agree‐disagree 78% 32% 46% 15% 5% 2% 7% 46 67 20 

40 Information is openly shared in my organization. Agree‐disagree 50% 16% 34% 17% 22% 11% 33% 22 47 24 

41 The approval process in my organization allows timely delivery of my work. Agree‐disagree 64% 21% 43% 19% 8% 8% 17% 29 60 26 

42 My organization effectively adapts to changing government priorities. Agree‐disagree 53% 21% 32% 23% 15% 9% 24% 27 42 30 

43 My organization has prepared me for potential physical security threats. Agree‐disagree 73% 24% 49% 16% 7% 4% 11% 36 71 22 

44 My organization has prepared me for potential cybersecurity threats. Agree‐disagree 87% 31% 57% 7% 3% 3% 6% 42 81 9 

45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. Agree‐disagree 58% 26% 31% 16% 15% 11% 26% 35 43 22 

46 *I recommend my organization as a good place to work. Agree‐disagree 58% 28% 30% 24% 12% 5% 18% 40 43 35 

47 *I believe the results of this survey will be used to make my agency a better place to work. Agree‐disagree 40% 19% 21% 14% 22% 23% 45% 25 29 20 

48 Supervisors in my work unit support employee development. Agree‐disagree 84% 44% 40% 11% 4% 1% 5% 61 56 15 

49 My supervisor supports my need to balance work and other life issues. Agree‐disagree 87% 61% 25% 7% 3% 3% 6% 89 38 10 

50 My supervisor listens to what I have to say. Agree‐disagree 91% 57% 34% 5% 2% 3% 5% 82 50 7 

51 My supervisor treats me with respect. Agree‐disagree 93% 67% 26% 3% 1% 3% 3% 98 38 5 

52 I have trust and confidence in my supervisor. Agree‐disagree 79% 51% 28% 14% 5% 3% 7% 75 41 19 

53 My supervisor holds me accountable for achieving results. Agree‐disagree 92% 58% 34% 7% 2% 0% 2% 83 49 10 

54 Overall, how good a job do you feel is being done by your immediate supervisor? Good‐poor 82% 55% 27% 13% 3% 2% 5% 80 39 19 

55 My supervisor provides me with constructive suggestions to improve my job performance. Agree‐disagree 79% 49% 30% 15% 5% 1% 6% 70 44 22 
Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/

Always/

Very

Good/ Very

Satisfied

%

Agree/

Most of

the time/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

%

Disagree/

Rarely/

Poor/

Dissatisfied

%

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Always/

Very

Good/

Very

Satisfied

N

Agree/

Most of

the

time/

Good/

Satisfied

N

Neit

Agree 

Disag

Somet

Fai

Neit

Satis

no

Dissat

N

56 My supervisor provides me with performance feedback throughout the year. Agree‐disagree 85% 47% 38% 6% 8% 1% 9% 68 56 9 

57

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

workforce. Agree‐disagree 40% 14% 25% 16% 19% 25% 44% 21 35 23 

58 My organization's senior leaders maintain high standards of honesty and integrity. Agree‐disagree 51% 22% 30% 23% 10% 15% 25% 28 38 30 

59 *Managers communicate the goals of the organization. Agree‐disagree 56% 21% 35% 17% 16% 11% 27% 30 48 25 

60

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

needed resources). Agree‐disagree 47% 17% 30% 20% 15% 17% 33% 23 40 28 

61

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

supervisor? Good‐poor 53% 28% 25% 20% 13% 14% 27% 38 34 29 

62 I have a high level of respect for my organization's senior leaders. Agree‐disagree 48% 26% 22% 28% 7% 17% 24% 36 32 41 

63 Senior leaders demonstrate support for Work‐Life programs. Agree‐disagree 42% 22% 20% 16% 16% 25% 41% 30 26 22 

64 Management encourages innovation. Agree‐disagree 31% 18% 13% 33% 14% 22% 36% 24 18 45 

65 Management makes effective changes to address challenges facing our organization. Agree‐disagree 37% 18% 19% 19% 23% 21% 44% 25 25 27 

66 Management involves employees in decisions that affect their work. Agree‐disagree 29% 15% 14% 16% 28% 27% 55% 21 20 23 

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

Satisfied‐dissatisfied 37% 17% 20% 25% 29% 9% 38% 25 29 34 

68

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

your organization?

Satisfied‐dissatisfied 46% 17% 29% 24% 19% 11% 31% 24 42 33 

69 *How satisfied are you with the recognition you receive for doing a good job?

Satisfied‐dissatisfied 59% 22% 37% 24% 11% 7% 17% 32 53 34 

70 *Considering everything, how satisfied are you with your job?

Satisfied‐dissatisfied 62% 26% 36% 23% 12% 3% 15% 36 53 33 

71 Considering everything, how satisfied are you with your pay?

Satisfied‐dissatisfied 67% 20% 48% 16% 12% 5% 17% 28 70 23 

72 *Considering everything, how satisfied are you with your organization?

Satisfied‐dissatisfied 49% 22% 27% 25% 20% 7% 26% 31 39 36 

73

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

opportunities). Agree‐disagree 60% 27% 34% 21% 11% 8% 19% 35 45 28 

74

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

opportunities, development). Agree‐disagree 77% 40% 37% 13% 5% 4% 9% 53 50 18 

75

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

as others in my work unit. Agree‐disagree 68% 29% 39% 17% 10% 5% 15% 38 52 22 

76

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

assignments). Agree‐disagree 77% 37% 40% 14% 4% 6% 9% 50 53 19 

77

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

acknowledgements). Agree‐disagree 68% 37% 31% 19% 9% 4% 13% 45 37 22 

78 Employees in my work unit make me feel I belong. Agree‐disagree 85% 42% 43% 9% 3% 3% 6% 60 61 12 

79 Employees in my work unit care about me as a person. Agree‐disagree 82% 43% 39% 11% 4% 3% 7% 62 56 15 

80 I am comfortable expressing opinions that are different from other employees in my work unit. Agree‐disagree 81% 36% 45% 7% 9% 4% 13% 51 63 9 

81 In my work unit, people's differences are respected. Agree‐disagree 85% 41% 44% 8% 6% 1% 7% 58 64 10 

82 I can be successful in my organization being myself. Agree‐disagree 83% 38% 44% 11% 4% 2% 6% 52 65 15 
Item Item Text

Response

Type

Percent

Positive

Strongly

Agree/

Always/

Very

Good/ Very

Satisfied

%

Agree/

Most of

the time/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

%

Disagree/

Rarely/

Poor/

Dissatisfied

%

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

Strongly

Agree/

Always/

Very

Good/

Very

Satisfied

N

Agree/

Most of

the

time/

Good/

Satisfied

N

Neit

Agree 

Disag

Somet

Fai

Neit

Satis

no

Dissat

N

83 I can easily make a request of my organization to meet my accessibility needs. Agree‐disagree 81% 43% 38% 8% 9% 3% 12% 35 33 6 

84 My organization responds to my accessibility needs in a timely manner. Agree‐disagree 80% 44% 36% 14% 5% 1% 6% 30 26 9 

85 My organization meets my accessibility needs. Agree‐disagree 80% 45% 36% 15% 4% 1% 5% 32 27 10 

86 My job inspires me. Agree‐disagree 64% 28% 36% 21% 9% 6% 15% 39 53 30 

87 The work I do gives me a sense of accomplishment. Agree‐disagree 82% 34% 48% 10% 5% 3% 8% 48 70 14 

88 I feel a strong personal attachment to my organization. Agree‐disagree 56% 27% 30% 22% 15% 7% 22% 37 43 32 

89 I identify with the mission of my organization. Agree‐disagree 86% 42% 44% 11% 1% 2% 3% 60 64 15 

90 It is important to me that my work contribute to the common good. Agree‐disagree 93% 54% 39% 6% 0% 1% 1% 78 58 8 

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

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

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

Percentages are weighted to represent the Agency's population.

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

results are therefore suppressed.

Source: Merit Systems Protection Board AES Report, 2023 OPM Federal Employee Viewpoint Survey