U.S. Merit Systems Protection Board 2022 Annual Employee Survey (AES) Results

Attached are the U.S. Merit Systems Protections Board’s (MSPB’s) Annual Employee Survey (AES) 

results from the 2022 Federal Employee Viewpoint Survey (FEVS), administered by the Office of 

Personnel Management (OPM).

• Survey administration: The web-based 2022 FEVS was administered June 7 – July 22, 2022.

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

service employees on board as of November 2021. (Political and temporary appointees were not

included in the sample.)

• Response rate: The overall adjusted response rate in 2022 was 81% (149 surveys returned out

of 184 invitations issued). This response rate is 20% above the response rate for 2021 (61%)

and tied with the second-highest response rate for the MSPB FEVS, which was achieved in

2010. The highest FEVS response rate, achieved in 2007, was 82%. (Note that, due to the

agency’s small size, MSPB does not link results to demographic characteristics.)

• Summary of results: According to OPM’s definition (percent positive 65% or above), 67 of

the 88 core 2022 FEVS items were rated as strengths for MSPB. The items with the highest

percent positive were the work unit meeting customer needs (95%); the employee being held

accountable for the quality of their work (94%); the work unit contributing positively to agency

performance (94%); and the work unit producing high-quality work (93%). OPM defines a

challenge as any item with percent negative above 35%. The single item identified as an MSPB

challenge was management involving employees in decisions that affect their work (37%).

Comparing percent positive response for the 40 core items in 2022 that were also included on

the 2021 FEVS, three items increased by 3% or more, and 26 items decreased by 3% or more.

The largest increases were my organization is successful at accomplishing its mission (+4%); and

managers promote communication among different work units (+4%). The largest decreases

were senior leaders generate high levels of motivation and commitment (-19%); and senior

leaders demonstrate support for work-life programs (-19%).

After the 2021 FEVS closed in December 2021, MSPB’s quorum was restored on March 4, 2022

(after five years without a quorum), and a full Board was in place on June 1, 2022, with

commensurate changes in agency leadership. Restoration of the quorum enabled MSPB to fully

resume its statutory functions, including issuing decisions (at headquarters) and merit systems

studies, many of which had been on hold pending a quorum. In addition, MSPB, like other

agencies, continued to be affected by the changing realities of the pandemic and updates to

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 2022 FEVS results. Despite these

challenging circumstances, MSPB employees remain committed to MSPB’s work, rate their work

units and colleagues highly, and believe MSPB improved in accomplishing its mission. MSPB

will continue to assess the FEVS results in combination with other information and identify

ways to address our challenges and support our employees’ commitment to the mission.

Page 1 of 6
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

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

N

Disagree/

Rarely/

Poor/

Dissatisfied

N

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not Know/ No

Basis to Judge/

There have been no

recent hires in my

work unit/ I do

not have any

accessibility needs

N

1 *I am given a real opportunity to improve my skills in my organization. Agree-disagree 73.9% 33.1% 40.9% 16.6% 7.4% 2.0% 9.5% 49 61 25 11 3 149 N/A

2 I feel encouraged to come up with new and better ways of doing things. Agree-disagree 64.6% 25.0% 39.6% 16.7% 12.6% 6.1% 18.7% 37 58 25 19 9 148 N/A

3 My work gives me a feeling of personal accomplishment. Agree-disagree 80.7% 40.0% 40.6% 14.0% 2.6% 2.8% 5.3% 59 60 21 4 4 148 N/A

4 I know what is expected of me on the job. Agree-disagree 87.7% 44.9% 42.8% 8.8% 3.5% 0.0% 3.5% 66 63 13 5 0 147 N/A

5 *My workload is reasonable. Agree-disagree 70.4% 28.3% 42.1% 12.8% 12.1% 4.7% 16.8% 42 62 19 18 7 148 N/A

6 *My talents are used well in the workplace. Agree-disagree 75.1% 29.1% 46.0% 13.2% 9.0% 2.7% 11.7% 43 67 20 13 4 147 N/A

7 *I know how my work relates to the agency's goals. Agree-disagree 92.6% 58.3% 34.3% 7.4% 0.0% 0.0% 0.0% 87 50 11 0 0 148 N/A

8

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

fear of reprisal. Agree-disagree 70.9% 38.5% 32.4% 14.9% 7.9% 6.3% 14.2% 54 46 21 11 9 141 8

9 I have enough information to do my job well. Agree-disagree 85.8% 38.2% 47.6% 8.8% 4.8% 0.7% 5.5% 57 71 13 7 1 149 N/A

10 I receive the training I need to do my job well. Agree-disagree 73.5% 25.7% 47.9% 16.9% 8.2% 1.4% 9.6% 38 71 25 12 2 148 N/A

11 I am held accountable for the quality of work I produce. Agree-disagree 93.9% 44.2% 49.8% 4.7% 1.4% 0.0% 1.4% 66 74 7 2 0 149 N/A

12

Continually changing work priorities make it hard for me to produce high 

quality work. 

(Note: This item is negatively worded, so percent positive scores include "Strongly 

Disagree" or "Disagree" responses and percent negative scores include "Strongly 

Agree" or "Agree" responses. Percent positive scores mean that continually 

changing work priorities do not make it hard for employees to produce high quality 

work.)

Agree-disagree, 

negatively worded

52.7% 6.9% 15.6% 24.8% 36.2% 16.5% 22.5% 10 23 36 53 24 146 2

13 I have a clear idea of how well I am doing my job. Agree-disagree 84.6% 34.1% 50.5% 10.0% 4.0% 1.4% 5.4% 51 75 15 6 2 149 N/A

14 *The people I work with cooperate to get the job done. Agree-disagree 87.4% 46.5% 40.9% 9.2% 2.7% 0.7% 3.4% 69 61 14 4 1 149 N/A

16

*In my work unit, differences in performance are recognized in a meaningful 

way.

Agree-disagree 52.4% 11.8% 40.6% 24.2% 15.9% 7.5% 23.5% 14 48 28 19 9 118 31

17 Employees in my work unit share job knowledge. Agree-disagree 89.8% 44.4% 45.4% 6.0% 3.5% 0.7% 4.2% 65 67 9 5 1 147 1

18

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

accomplish organizational goals. Agree-disagree 91.1% 43.3% 47.8% 6.2% 2.7% 0.0% 2.7% 63 70 9 4 0 146 2

19 Employees in my work unit meet the needs of our customers. Always-never 95.4% 57.7% 37.8% 4.6% 0.0% 0.0% 0.0% 76 50 6 0 0 132 15

20

Employees in my work unit contribute positively to my agency's 

performance. Always-never 93.5% 62.0% 31.5% 6.5% 0.0% 0.0% 0.0% 88 45 9 0 0 142 6

21 Employees in my work unit produce high-quality work. Always-never 92.8% 57.6% 35.2% 7.2% 0.0% 0.0% 0.0% 80 49 10 0 0 139 9

22 Employees in my work unit adapt to changing priorities. Always-never 88.9% 57.2% 31.6% 6.6% 4.5% 0.0% 4.5% 78 43 9 6 0 136 12

23

New hires in my work unit (i.e. hired in the past year) have the right skills to 

do their jobs. Agree-disagree 71.2% 27.2% 44.0% 22.7% 3.5% 2.6% 6.1% 31 50 26 4 3 114 34

24 I can influence decisions in my work unit. Agree-disagree 59.4% 20.3% 39.1% 25.9% 9.4% 5.3% 14.7% 30 58 39 14 8 149 N/A

Page 2 of 6
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

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

N

Disagree/

Rarely/

Poor/

Dissatisfied

N

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not Know/ No

Basis to Judge/

There have been no

recent hires in my

work unit/ I do

not have any

accessibility needs

N

25 I know what my work unit’s goals are. Agree-disagree 89.8% 41.5% 48.4% 8.1% 1.3% 0.7% 2.0% 62 72 12 2 1 149 N/A

26

My work unit commits resources to develop new ideas (e.g., budget, staff, 

time, expert support). Agree-disagree 49.8% 15.3% 34.4% 28.3% 13.4% 8.5% 21.9% 20 45 37 18 11 131 16

27 My work unit successfully manages disruptions to our work. Agree-disagree 75.1% 28.0% 47.0% 18.0% 4.2% 2.8% 6.9% 40 68 26 6 4 144 5

28

Employees in my work unit consistently look for new ways to improve how 

they do their work. Agree-disagree 71.4% 24.7% 46.7% 19.2% 6.5% 2.9% 9.4% 34 64 27 9 4 138 11

29 Employees in my work unit incorporate new ideas into their work. Agree-disagree 71.6% 25.3% 46.3% 18.5% 7.0% 3.0% 10.0% 35 64 26 10 4 139 8

30 Employees in my work unit approach change as an opportunity. Agree-disagree 60.2% 23.4% 36.9% 26.7% 9.4% 3.7% 13.1% 32 51 37 13 5 138 9

31 Employees in my work unit consider customer needs a top priority. Agree-disagree 74.1% 31.1% 42.9% 21.5% 3.7% 0.7% 4.4% 43 59 30 5 1 138 9

32

Employees in my work unit consistently look for ways to improve customer 

service.

Agree-disagree 68.9% 27.0% 41.9% 24.4% 5.9% 0.8% 6.7% 36 56 33 8 1 134 13

33

Employees in my work unit support my need to balance my work and 

personal responsibilities.

Agree-disagree 78.6% 32.8% 45.8% 14.3% 6.4% 0.7% 7.1% 46 65 20 9 1 141 5

34

Employees in my work unit are typically under too much pressure to meet 

work goals. 

(Note: This item is negatively worded, so percent positive scores include "Strongly 

Disagree" or "Disagree" responses and percent negative scores include "Strongly 

Agree" or "Agree" responses. Percent positive scores mean employees are typically 

not pressured to meet work goals.)

Agree-disagree, 

negatively worded

52.5% 4.8% 9.0% 33.7% 38.4% 14.1% 13.9% 7 13 48 55 20 143 4

35 Employees are recognized for providing high quality products and services. Agree-disagree 61.8% 19.6% 42.3% 23.1% 9.5% 5.6% 15.1% 28 61 33 14 8 144 4

36 Employees are protected from health and safety hazards on the job. Agree-disagree 66.1% 39.9% 26.2% 13.2% 13.8% 6.8% 20.6% 58 39 20 20 10 147 2

37 My organization is successful at accomplishing its mission. Agree-disagree 79.4% 33.5% 46.0% 17.0% 2.8% 0.7% 3.6% 48 67 24 4 1 144 4

38 I have a good understanding of my organization’s priorities. Agree-disagree 80.9% 32.4% 48.5% 13.7% 3.4% 2.0% 5.4% 48 72 20 5 3 148 N/A

39 My organization effectively adapts to changing government priorities. Agree-disagree 67.6% 21.8% 45.8% 24.0% 7.0% 1.4% 8.4% 31 65 34 10 2 142 7

40 My organization has prepared me for potential physical security threats. Agree-disagree 78.4% 26.8% 51.6% 13.5% 6.0% 2.1% 8.1% 39 77 20 9 3 148 0

41 My organization has prepared me for potential cybersecurity threats. Agree-disagree 91.1% 34.3% 56.8% 5.5% 0.6% 2.8% 3.4% 51 84 8 1 4 148 1

42

In my organization, arbitrary action, personal favoritism and/or political 

coercion are not tolerated. Agree-disagree 60.6% 26.0% 34.5% 20.8% 10.9% 7.8% 18.7% 36 49 29 15 11 140 9

43 *I recommend my organization as a good place to work. Agree-disagree 70.5% 34.4% 36.1% 21.5% 4.7% 3.3% 8.0% 51 54 32 7 5 149 N/A

44

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

place to work. Agree-disagree 49.9% 20.4% 29.5% 24.6% 13.1% 12.4% 25.5% 28 40 34 18 17 137 12

45

My supervisor is committed to a workforce representative of all segments of 

society.

Agree-disagree 83.6% 46.7% 36.9% 11.4% 1.4% 3.6% 5.0% 66 52 16 2 5 141 7

46 Supervisors in my work unit support employee development. Agree-disagree 80.7% 43.9% 36.8% 14.4% 2.1% 2.8% 4.9% 64 54 21 3 4 146 2

47 My supervisor supports my need to balance work and other life issues. Agree-disagree 87.2% 57.7% 29.4% 6.8% 4.7% 1.4% 6.1% 86 44 10 7 2 149 N/A

Page 3 of 6
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

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

N

Disagree/

Rarely/

Poor/

Dissatisfied

N

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not Know/ No

Basis to Judge/

There have been no

recent hires in my

work unit/ I do

not have any

accessibility needs

N

48 My supervisor listens to what I have to say. Agree-disagree 83.2% 55.5% 27.7% 10.8% 3.3% 2.7% 6.0% 83 41 16 5 4 149 N/A

49 My supervisor treats me with respect. Agree-disagree 89.7% 62.2% 27.5% 6.1% 2.8% 1.4% 4.2% 91 40 9 4 2 146 N/A

50 I have trust and confidence in my supervisor. Agree-disagree 79.5% 57.4% 22.1% 13.6% 4.1% 2.8% 6.9% 84 32 20 6 4 146 N/A

51 My supervisor holds me accountable for achieving results. Agree-disagree 89.1% 58.2% 30.9% 8.9% 1.3% 0.7% 2.0% 86 45 13 2 1 147 N/A

52

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

supervisor?

Good-poor 82.2% 59.4% 22.8% 12.3% 2.0% 3.4% 5.4% 88 34 18 3 5 148 N/A

53

My supervisor provides me with constructive suggestions to improve my job 

performance. Agree-disagree 77.7% 45.7% 32.0% 14.4% 5.2% 2.7% 8.0% 68 47 21 8 4 148 N/A

54 My supervisor provides me with performance feedback throughout the year. Agree-disagree 80.1% 47.3% 32.8% 13.1% 4.7% 2.1% 6.8% 69 48 19 7 3 146 3

55

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

commitment in the workforce. Agree-disagree 45.7% 17.1% 28.6% 31.0% 10.9% 12.4% 23.3% 25 41 45 16 18 145 3

56

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

integrity.

Agree-disagree 67.3% 26.7% 40.6% 18.9% 5.8% 8.0% 13.8% 37 56 26 8 11 138 10

57 *Managers communicate the goals of the organization. Agree-disagree 67.4% 24.3% 43.1% 16.8% 8.3% 7.5% 15.8% 35 62 24 12 11 144 3

58

Managers promote communication among different work units (for example, 

about projects, goals, needed resources). Agree-disagree 61.1% 21.9% 39.2% 16.6% 9.1% 13.3% 22.4% 31 56 24 13 19 143 5

59

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

above your immediate supervisor?

Good-poor 55.6% 27.2% 28.5% 24.0% 11.8% 8.5% 20.3% 37 39 33 16 12 137 12

60 I have a high level of respect for my organization's senior leaders. Agree-disagree 64.0% 26.0% 37.9% 19.0% 10.3% 6.8% 17.0% 38 56 28 15 10 147 2

61 Senior leaders demonstrate support for Work-Life programs. Agree-disagree 57.8% 24.8% 33.0% 18.0% 13.8% 10.4% 24.2% 35 47 25 20 15 142 5

62 Management encourages innovation. Agree-disagree 42.5% 16.4% 26.1% 33.1% 9.8% 14.6% 24.4% 23 37 47 14 21 142 7

63

Management makes effective changes to address challenges facing our 

organization.

Agree-disagree 47.9% 19.7% 28.3% 24.5% 11.6% 16.0% 27.6% 28 40 35 17 23 143 6

64 Management involves employees in decisions that affect their work. Agree-disagree 42.2% 14.9% 27.3% 21.0% 17.3% 19.5% 36.8% 21 39 31 25 28 144 4

65

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

work?

Satisfieddissatisfied 49.9% 14.6% 35.3% 22.3% 21.8% 6.0% 27.8% 21 52 33 32 9 147 N/A

66

*How satisfied are you with the information you receive from management

on what's going on in your organization?

Satisfieddissatisfied 56.4% 21.1% 35.3% 21.5% 19.4% 2.7% 22.1% 31 52 32 29 4 148 N/A

67 *How satisfied are you with the recognition you receive for doing a good job? Satisfieddissatisfied 69.5% 27.1% 42.4% 15.6% 9.5% 5.4% 14.9% 40 63 23 14 8 148 N/A

68 *Considering everything, how satisfied are you with your job? Satisfieddissatisfied 74.3% 28.8% 45.5% 11.7% 11.3% 2.7% 14.0% 42 67 17 17 4 147 N/A

69 Considering everything, how satisfied are you with your pay? Satisfieddissatisfied 69.0% 19.7% 49.4% 14.7% 10.1% 6.1% 16.2% 29 73 22 15 9 148 N/A

70 *Considering everything, how satisfied are you with your organization? Satisfieddissatisfied 66.3% 27.1% 39.2% 16.3% 14.0% 3.4% 17.4% 40 58 24 21 5 148 N/A

71

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

recruitment, promotion opportunities). Agree-disagree 67.3% 26.1% 41.3% 21.5% 5.9% 5.2% 11.1% 35 56 29 8 7 135 14

Page 4 of 6
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

Neither

Agree nor

Disagree/

Sometimes/

Fair/

Neither

Satisfied nor

Dissatisfied

N

Disagree/

Rarely/

Poor/

Dissatisfied

N

Strongly

Disagree/

Never/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not Know/ No

Basis to Judge/

There have been no

recent hires in my

work unit/ I do

not have any

accessibility needs

N

72

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

recruitment, promotion opportunities, development). Agree-disagree 76.2% 34.3% 41.9% 18.0% 2.9% 2.9% 5.8% 48 58 25 4 4 139 10

73

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

development, training) as others in my work unit. Agree-disagree 69.0% 33.7% 35.3% 15.0% 10.2% 5.8% 16.0% 47 50 21 14 8 140 8

74

My supervisor provides opportunities fairly to all employees in my work unit 

(e.g., promotions, work assignments). Agree-disagree 73.1% 36.9% 36.2% 13.0% 8.0% 5.8% 13.8% 51 51 18 11 8 139 9

75

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

awards, acknowledgements). Agree-disagree 72.2% 33.9% 38.3% 15.0% 5.3% 7.5% 12.8% 45 51 20 7 10 133 15

76 Employees in my work unit treat me as a valued member of the team. Agree-disagree 84.7% 44.6% 40.1% 11.8% 2.1% 1.4% 3.5% 64 58 17 3 2 144 3

77 Employees in my work unit make me feel I belong. Agree-disagree 79.0% 42.6% 36.3% 16.2% 3.5% 1.4% 4.9% 62 53 24 5 2 146 1

78 Employees in my work unit care about me as a person. Agree-disagree 78.0% 43.3% 34.7% 18.5% 1.4% 2.1% 3.5% 62 50 27 2 3 144 3

79

I am comfortable expressing opinions that are different from other 

employees in my work unit. Agree-disagree 72.4% 30.5% 41.9% 16.5% 8.4% 2.8% 11.1% 44 61 24 12 4 145 2

80 In my work unit, people’s differences are respected. Agree-disagree 76.3% 38.5% 37.8% 17.3% 2.8% 3.6% 6.4% 55 54 25 4 5 143 4

81 I can be successful in my organization being myself. Agree-disagree 76.0% 34.6% 41.4% 19.9% 2.0% 2.1% 4.1% 50 60 29 3 3 145 2

82

I can easily make a request of my organization to meet my accessibility 

needs.

Agree-disagree 79.5% 38.4% 41.1% 13.6% 3.3% 3.5% 6.8% 33 36 12 3 3 87 58

83 My organization responds to my accessibility needs in a timely manner. Agree-disagree 76.0% 42.2% 33.8% 18.7% 2.6% 2.7% 5.3% 31 25 14 2 2 74 71

84 My organization meets my accessibility needs. Agree-disagree 75.9% 40.2% 35.7% 19.1% 2.5% 2.6% 5.0% 31 28 15 2 2 78 67

85 My job inspires me. Agree-disagree 63.9% 30.4% 33.5% 23.5% 7.9% 4.8% 12.6% 45 49 35 12 7 148 N/A

86 The work I do gives me a sense of accomplishment. Agree-disagree 75.1% 37.4% 37.7% 16.3% 3.8% 4.8% 8.6% 55 56 24 6 7 148 N/A

87 I feel a strong personal attachment to my organization. Agree-disagree 63.0% 33.5% 29.6% 23.0% 9.2% 4.8% 14.0% 49 44 34 14 7 148 N/A

88 I identify with the mission of my organization. Agree-disagree 86.2% 42.5% 43.7% 10.3% 1.4% 2.1% 3.5% 62 64 15 2 3 146 N/A

89 It is important to me that my work contribute to the common good. Agree-disagree 91.8% 56.6% 35.2% 8.2% 0.0% 0.0% 0.0% 84 53 12 0 0 149 N/A

End of worksheet

Source: Merit Systems Protection Board AES Report, 2022 OPM Federal Employee Viewpoint Survey

* 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.

Q12 and Q34 are negatively worded, so percent positive scores include "Strongly Disagree" or "Disagree" responses and percent negative scores include "Strongly Agree" or "Agree" responses. Results for these items should be 

interpreted with caution as these items have been flagged for review for 2023.

Page 5 of 6
Response Option

2022

N

2022

%

Remain in the work unit and improve their performance over time 19 12.9%

Remain in the work unit and continue to underperform 35 23.5%

Leave the work unit - removed or transferred 6 4.1%

Leave the work unit - quit 11 7.5%

There are no poor performers in my work unit 36 24.5%

Do Not Know 54 36.5%

Total (percents will add to more than 100% because respondents could choose more than one response option) 148 N/A

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

Percentages are weighted to represent the Agency's population.

Source: Merit Systems Protection Board AES Report, 2022 OPM Federal Employee Viewpoint Survey

End of worksheet

Page 6 of 6