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

from the 2019 Federal Employee Viewpoint Survey (FEVS), administered by the Office of 

Personnel Management.

 New questions: The FY 2019 FEVS results include the new question about performance 

management and the questions relating to the 2018-2019 partial government shutdown.

 Survey administration: The web-based 2019 FEVS was administered May 23, 2019 to July 5, 

2019. An invitation to participate in the survey was sent via e-mail to the entire sample. 

 Description of sample: All of MSPB’s permanent career civil service employees on-board as of 

October 2018 were invited to participate in the survey. (Political and temporary appointees were 

not included in the sample.)

 Survey response: The survey was distributed to 193 MSPB employees and 127 employees 

participated, yielding an overall response rate of 66 percent. Due to MSPB’s small size, MSPB 

does not link results to demographic characteristics.

 Summary of results: MSPB has been without a quorum of Board Members since January 2017, 

and without any Presidentially-appointed, Senate-confirmed Board Members since March 1, 

2019. The lack of quorum means the MSPB cannot issue decisions on petitions for review and 

other cases at headquarters, and cannot issue official reports of merit systems studies. Despite 

these limitations, MSPB employees continue to report being willing to put in extra work to get 

the job done as well as constantly looking for better ways to do their work, and highly rate the 

quality of work done by their work units. 

The questions with the highest percent positive responses were: (1) “when needed I am willing 

to put in the extra effort to get a job done,” (2) “rate the quality of work done by your work 

unit,” (3) “I am constantly looking for ways to do my job better,” (4) “my organization has 

prepared employees for potential security threats,” and (5) “my work unit has the job-related 

knowledge and skills necessary to accomplish organizational goals.”

The five highest percent negative ratings (all below 32 percent) were: (1) “satisfaction with pay 

raises depending on how well employees perform their jobs,” (2) “differences in performance are 

recognized in a meaningful way,” (3) “steps are taken to deal poor performers,” (4) “opportunity

to get a better job in the agency,” and (5) “creativity and innovation are rewarded.”

Comparing percent positive responses in 2018 to 2019 results, 16 items increased by 10 percent 

or more and four items decreased by 5 percent or more. The largest increases in the 71 core 

questions were for “managers promote communication among different work units” and 

“managers support collaboration across work units to accomplish work objectives” (an increase 

of 17 percentage points each). Not surprisingly given the lack of quorum, the largest decrease 

was 10 percent for “my agency is successful at accomplishing its mission.” 

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 1 of 8
Response

Type Item Item Text

Percent

Positive

%

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

%

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No

Basis to

Judge

N

Agree-disagree 1 *I am given a real opportunity to improve my 

skills in my organization. 74.2% 36.3% 37.9% 8.3% 14.5% 3.0% 17.5% 46 49 11 17 4 127 N/A

Agree-disagree 2 I have enough information to do my job well.

85.5% 38.9% 46.7% 4.7% 8.1% 1.7% 9.7% 50 59 6 10 2 127 N/A

Agree-disagree 3 I feel encouraged to come up with new and better 

ways of doing things. 62.3% 31.6% 30.7% 18.1% 14.9% 4.7% 19.6% 40 39 23 18 6 126 N/A

Agree-disagree 4 My work gives me a feeling of personal 

accomplishment. 76.8% 43.9% 32.9% 11.7% 8.1% 3.4% 11.5% 55 42 15 10 4 126 N/A

Agree-disagree 5 I like the kind of work I do.

88.5% 49.4% 39.2% 7.4% 3.1% 1.0% 4.1% 62 50 10 4 1 127 N/A

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

79.8% 47.5% 32.3% 8.4% 8.5% 3.3% 11.8% 60 42 11 10 4 127 N/A

Agree-disagree 7 When needed I am willing to put in the extra 

effort to get a job done. 97.6% 67.0% 30.6% 1.0% 1.4% 0.0% 1.4% 83 39 1 2 0 125 N/A

Agree-disagree 8 I am constantly looking for ways to do my job 

better. 91.5% 46.2% 45.3% 6.5% 2.1% 0.0% 2.1% 58 58 8 3 0 127 N/A

Agree-disagree 9 I have sufficient resources (for example, people, 

materials, budget) to get my job done.

66.2% 22.9% 43.4% 18.2% 8.5% 7.1% 15.6% 28 54 23 11 9 125 0

Agree-disagree 10 *My workload is reasonable.

73.3% 26.1% 47.2% 16.2% 7.4% 3.0% 10.4% 33 61 20 9 4 127 0

Agree-disagree 11 *My talents are used well in the workplace.

69.5% 33.6% 36.0% 11.0% 13.5% 6.0% 19.5% 42 47 15 16 7 127 0

Agree-disagree 12 *I know how my work relates to the agency's 

goals. 88.7% 57.7% 31.1% 7.1% 3.1% 1.0% 4.1% 73 40 9 4 1 127 0

Agree-disagree 13 The work I do is important.

88.2% 61.8% 26.3% 9.1% 1.4% 1.4% 2.7% 79 33 11 2 2 127 0

Agree-disagree 14 Physical conditions (for example, noise level, 

temperature, lighting, cleanliness in the 

workplace) allow employees to perform their jobs 

well.

79.9% 41.1% 38.8% 11.1% 8.0% 1.0% 9.0% 52 48 14 11 1 126 0

Agree-disagree 15 My performance appraisal is a fair reflection of 

my performance. 77.3% 40.7% 36.6% 8.7% 9.2% 4.8% 14.0% 50 47 11 11 5 124 3

Agree-disagree 16 I am held accountable for achieving results.

88.9% 46.9% 41.9% 7.1% 4.1% 0.0% 4.1% 58 53 10 5 0 126 0

Agree-disagree 17 *I can disclose a suspected violation of any law, 

rule or regulation without fear of reprisal.

62.8% 42.2% 20.7% 18.3% 7.6% 11.2% 18.8% 51 27 22 9 13 122 5

Agree-disagree 18 My training needs are assessed.

56.8% 22.4% 34.5% 20.6% 15.3% 7.2% 22.6% 27 44 25 19 8 123 4

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 2 of 8
Response

Type Item Item Text

Percent

Positive

%

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

%

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No

Basis to

Judge

N

Agree-disagree 19 In my most recent performance appraisal, I 

understood what I had to do to be rated at 

different performance levels (for example, Fully 

Successful, Outstanding).

77.2% 45.1% 32.1% 9.9% 4.9% 8.0% 12.9% 55 39 12 6 9 121 6

Agree-disagree 20 *The people I work with cooperate to get the job 

done. 84.1% 47.7% 36.4% 10.8% 4.1% 1.0% 5.1% 59 47 14 5 1 126 N/A

Agree-disagree 21 My work unit is able to recruit people with the 

right skills. 70.7% 28.8% 42.0% 19.9% 4.2% 5.1% 9.4% 34 51 23 6 5 119 8

Agree-disagree 22 Promotions in my work unit are based on merit.

56.8% 22.4% 34.4% 19.5% 16.2% 7.4% 23.7% 27 39 23 18 8 115 12

Agree-disagree 23 In my work unit, steps are taken to deal with a 

poor performer who cannot or will not improve.

43.9% 17.3% 26.6% 27.1% 18.3% 10.6% 29.0% 19 26 29 20 10 104 23

Agree-disagree 24 *In my work unit, differences in performance are 

recognized in a meaningful way.

42.2% 18.7% 23.6% 28.7% 19.9% 9.1% 29.1% 21 27 33 22 9 112 15

Agree-disagree 25 Awards in my work unit depend on how well 

employees perform their jobs. 60.1% 22.1% 38.0% 21.2% 10.9% 7.7% 18.6% 26 45 24 13 8 116 11

Agree-disagree 26 Employees in my work unit share job knowledge 

with each other. 85.4% 44.1% 41.3% 8.9% 3.0% 2.7% 5.8% 56 52 11 4 3 126 1

Agree-disagree 27 The skill level in my work unit has improved in the 

past year. 60.7% 27.9% 32.8% 29.3% 4.8% 5.2% 10.0% 33 37 33 6 6 115 10

Good-poor 28 How would you rate the overall quality of work 

done by your work unit? 91.9% 58.8% 33.1% 8.1% 0.0% 0.0% 0.0% 74 43 10 0 0 127 N/A

Agree-disagree 29 *My work unit has the job-relevant knowledge 

and skills necessary to accomplish organizational 

goals.

89.6% 51.6% 38.0% 6.6% 2.8% 1.0% 3.8% 64 47 7 4 1 123 4

Agree-disagree 30 Employees have a feeling of personal 

empowerment with respect to work processes.

61.3% 23.9% 37.4% 24.8% 7.7% 6.2% 13.9% 28 47 31 10 7 123 4

Agree-disagree 31 Employees are recognized for providing high 

quality products and services. 63.3% 26.9% 36.4% 16.5% 14.3% 5.9% 20.2% 32 45 21 17 7 122 4

Agree-disagree 32 Creativity and innovation are rewarded.

46.5% 15.7% 30.7% 25.8% 20.9% 6.8% 27.7% 18 37 31 25 8 119 8

Agree-disagree 33 Pay raises depend on how well employees 

perform their jobs. 37.3% 9.1% 28.2% 32.1% 19.6% 11.0% 30.6% 10 33 35 22 13 113 12

Agree-disagree 34 Policies and programs promote diversity in the 

workplace (for example, recruiting minorities and 

women, training in awareness of diversity issues, 

mentoring).

68.8% 20.1% 48.7% 16.7% 6.6% 7.8% 14.5% 24 56 20 7 8 115 12

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 3 of 8
Response

Type Item Item Text

Percent

Positive

%

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

%

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No

Basis to

Judge

N

Agree-disagree 35 Employees are protected from health and safety 

hazards on the job. 88.8% 35.9% 52.9% 10.2% 0.0% 1.0% 1.0% 44 65 14 0 1 124 3

Agree-disagree 36 My organization has prepared employees for 

potential security threats.

90.1% 35.7% 54.5% 7.1% 1.7% 1.0% 2.7% 45 69 9 2 1 126 0

Agree-disagree 37 Arbitrary action, personal favoritism and coercion 

for partisan political purposes are not tolerated.

66.2% 27.8% 38.4% 11.6% 11.4% 10.8% 22.2% 34 45 13 14 12 118 8

Agree-disagree 38 Prohibited Personnel Practices (for example, 

illegally discriminating for or against any 

employee/applicant, obstructing a person's right 

to compete for employment, knowingly violating 

veterans' preference requirements) are not 

tolerated.

75.0% 30.1% 45.0% 8.2% 8.9% 7.8% 16.8% 35 51 9 11 8 114 11

Agree-disagree 39 My agency is successful at accomplishing its 

mission. 66.9% 24.7% 42.1% 23.0% 5.0% 5.1% 10.1% 31 54 28 7 7 127 0

Agree-disagree 40 *I recommend my organization as a good place to

work. 70.5% 44.7% 25.8% 21.0% 4.7% 3.7% 8.5% 56 33 27 6 4 126 N/A

Agree-disagree 41 *I believe the results of this survey will be used to

make my agency a better place to work.

50.5% 24.1% 26.3% 26.1% 16.3% 7.2% 23.4% 25 31 29 17 9 111 16

Agree-disagree 42 My supervisor supports my need to balance work 

and other life issues. 88.2% 62.2% 26.0% 5.8% 4.0% 2.0% 6.0% 80 33 7 5 2 127 0

Agree-disagree 43 My supervisor provides me with opportunities to 

demonstrate my leadership skills.

69.4% 44.7% 24.7% 17.1% 8.1% 5.4% 13.5% 56 31 22 11 6 126 1

Agree-disagree 44 Discussions with my supervisor about my 

performance are worthwhile. 69.3% 43.0% 26.3% 16.1% 6.1% 8.5% 14.6% 54 33 20 8 10 125 1

Agree-disagree 45 My supervisor is committed to a workforce 

representative of all segments of society.

77.2% 41.8% 35.3% 11.8% 4.6% 6.4% 11.0% 51 42 14 6 7 120 6

Agree-disagree 46 My supervisor provides me with constructive 

suggestions to improve my job performance.

69.0% 35.4% 33.6% 15.9% 7.3% 7.8% 15.1% 45 42 20 10 9 126 1

Agree-disagree 47 Supervisors in my work unit support employee 

development. 73.7% 39.6% 34.1% 13.8% 6.1% 6.4% 12.5% 50 43 18 8 7 126 1

Agree-disagree 48 My supervisor listens to what I have to say.

82.9% 57.2% 25.7% 4.7% 7.0% 5.4% 12.4% 74 32 6 9 6 127 N/A

Agree-disagree 49 My supervisor treats me with respect.

85.9% 63.7% 22.2% 5.0% 4.7% 4.4% 9.1% 83 27 7 5 5 127 N/A

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 4 of 8
Response

Type Item Item Text

Percent

Positive

%

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

%

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No

Basis to

Judge

N

Agree-disagree 50 In the last six months, my supervisor has talked 

with me about my performance.

88.9% 55.3% 33.7% 5.4% 3.0% 2.7% 5.7% 71 42 7 4 3 127 N/A

Agree-disagree 51 I have trust and confidence in my supervisor.

78.2% 51.9% 26.3% 6.0% 7.7% 8.1% 15.8% 66 34 8 9 10 127 N/A

Good-poor 52 Overall, how good a job do you feel is being done 

by your immediate supervisor?

76.3% 59.3% 17.0% 12.7% 6.0% 5.0% 11.0% 76 21 16 8 6 127 N/A

Agree-disagree 53 In my organization, senior leaders generate high 

levels of motivation and commitment in the 

workforce.

46.1% 15.5% 30.6% 28.3% 13.4% 12.2% 25.6% 19 37 34 16 14 120 7

Agree-disagree 54 My organization's senior leaders maintain high 

standards of honesty and integrity.

59.5% 20.0% 39.5% 23.2% 7.0% 10.4% 17.3% 24 46 28 7 11 116 10

Agree-disagree 55 Supervisors work well with employees of different 

backgrounds. 66.5% 25.5% 41.1% 18.6% 10.8% 4.1% 14.8% 31 47 22 12 4 116 11

Agree-disagree 56 *Managers communicate the goals of the 

organization. 69.8% 20.4% 49.4% 16.2% 8.9% 5.2% 14.1% 26 61 20 11 6 124 3

Agree-disagree 57 Managers review and evaluate the organization's 

progress toward meeting its goals and objectives.

71.9% 21.5% 50.4% 20.8% 3.9% 3.4% 7.2% 25 57 22 4 4 112 14

Agree-disagree 58 Managers promote communication among 

different work units (for example, about projects, 

goals, needed resources).

57.9% 13.2% 44.7% 22.9% 12.2% 6.9% 19.1% 16 54 26 14 8 118 9

Agree-disagree 59 Managers support collaboration across work units 

to accomplish work objectives.

60.9% 14.9% 46.0% 19.8% 11.4% 8.0% 19.3% 18 55 23 14 9 119 7

Good-poor 60 Overall, how good a job do you feel is being done 

by the manager directly above your immediate 

supervisor?

73.7% 35.4% 38.3% 15.3% 8.6% 2.4% 11.0% 44 45 17 11 3 120 6

Agree-disagree 61 I have a high level of respect for my organization's 

senior leaders. 54.3% 22.1% 32.2% 26.9% 10.6% 8.2% 18.8% 28 38 32 13 9 120 5

Agree-disagree 62 Senior leaders demonstrate support for Work-Life 

programs. 66.9% 26.6% 40.4% 26.1% 2.7% 4.3% 7.0% 31 44 28 3 4 110 16

Satisfieddissatisfied63 *How satisfied are you with your involvement in 

decisions that affect your work?

62.8% 27.3% 35.4% 17.3% 14.8% 5.1% 19.9% 34 46 22 18 6 126 N/A

Satisfieddissatisfied64 *How satisfied are you with the information you 

receive from management on what's going on in 

your organization?

62.8% 25.6% 37.2% 16.8% 17.0% 3.4% 20.4% 33 46 22 21 4 126 N/A

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 5 of 8
Response

Type Item Item Text

Percent

Positive

%

Strongly

Agree/ 

Very

Good/ 

Very

Satisfied

%

Agree/

Good/

Satisfied

%

Neither

Agree nor

Disagree/

Fair/ Neither

Satisfied nor

Dissatisfied

%

Disagree/

Poor/

Dissatisfied

%

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

%

Percent

Negative

%

Strongly

Agree/

Very

Good/

Very

Satisfied

N

Agree/

Good/

Satisfied

N

Neither

Agree nor

Disagree/

Fair/

Neither

Satisfied

nor

Dissatisfied

N

Disagree/

Poor/

Dissatisfied

N

Strongly

Disagree/

Very Poor/

Very

Dissatisfied

N

Item

Response

Total**

N

Do Not

Know/

No

Basis to

Judge

N

Satisfieddissatisfied65 *How satisfied are you with the recognition you 

receive for doing a good job?

66.5% 25.5% 41.0% 13.6% 14.8% 5.0% 19.9% 32 52 18 18 6 126 N/A

Satisfieddissatisfied66 How satisfied are you with the policies and 

practices of your senior leaders?

50.6% 19.9% 30.7% 24.9% 17.7% 6.8% 24.5% 26 38 31 22 8 125 N/A

Satisfieddissatisfied67 How satisfied are you with your opportunity to 

get a better job in your organization?

39.6% 17.5% 22.1% 32.0% 20.2% 8.2% 28.4% 22 27 41 25 10 125 N/A

Satisfieddissatisfied68 How satisfied are you with the training you 

receive for your present job?

57.5% 26.0% 31.5% 21.7% 13.7% 7.2% 20.8% 32 41 27 16 9 125 N/A

Satisfieddissatisfied69 *Considering everything, how satisfied are you 

with your job?

74.6% 39.5% 35.2% 9.2% 10.1% 6.1% 16.2% 50 45 11 13 7 126 N/A

Satisfieddissatisfied70 Considering everything, how satisfied are you 

with your pay?

69.8% 22.0% 47.7% 12.2% 14.0% 4.0% 18.1% 28 61 15 17 5 126 N/A

Satisfieddissatisfied71 *Considering everything, how satisfied are you 

with your organization?

69.3% 29.6% 39.7% 14.5% 11.5% 4.7% 16.2% 37 51 18 14 6 126 N/A

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

** Unweighted count of responses excluding "Do Not Know" and "No Basis to Judge." 

All response percentages are statistically weighted to ensure they accurately represent the Agency's population.

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 6 of 8
N %

Remain in the work unit and improve their performance over time 18 18.3%

Remain in the work unit and continue to underperform 38 39.2%

Leave the work unit - removed or transferred 8 8.1%

Leave the work unit - quit 8 8.0%

There are no poor performers in my work unit 25 26.4%

97 100.0%

Do not know 29 --

126 100.0%

N %

5 4.4%

110 86.4%

8 6.5%

0 0.0%

3 2.7%

126 100.0%

N %

8 7.1%

27 23.1%

36 29.4%

25 20.1%

25 20.4%

121 100.0%

N %

36 31.2%

63 55.2%

23 20.0%

48 42.2%

101 90.0%

25 22.3%

15 13.7%

88 75.7%

21 17.4%

12 10.3%

113 --

N %

3 2.7%

10 7.4%

16 13.4%

96 76.5%

125 100.0%

N %

Strongly Agree 30 24.5%

Agree 62 49.2%

Neither Agree nor Disagree 19 15.5%

Disagree 7 5.2%

Strongly Disagree 6 5.6%

124 100.0%

No support required 1 --

125 100.0%

All response percentages are statistically weighted to ensure they accurately represent the Agency's population.

Total

72. Currently, in my work unit poor performers usually:

Item Response Total

Total

Item Response Total

Time lost in restarting work

Unmet statutory requirements

Other

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

76. Are you looking for another job because of the partial government shutdown?

I am looking for another job specifically because of the shutdown 

I am looking for another job, but the shutdown is only one of the reasons 

I am looking for another job, but the shutdown had no influence on that decision 

I am not looking for another job currently 

Total

77. My agency provided the support (e.g., communication, assistance, guidance) I needed during the partial government shutdown.

Cutback of critical work

An extremely negative impact

Total

If the response to item 74 was "It had no impact", item 75 was skipped.

75. In what ways did the partial government shutdown negatively affect your work? (Check all that apply)

Unmanageable workload

Missed deadlines

Unrecoverable loss of work

Reduced customer service

Delayed work

Reduced work quality

A very negative impact

73. Which of the following best describes the impact of the partial government shutdown (December 22, 2018 - January 25, 2019) on your working/pay status?

The shutdown had no impact on my working/pay status

I did not work and did not receive pay until after the lapse ended

I worked some of the shutdown but did not receive pay until after the lapse ended

I worked for the entirety of the shutdown but did not receive pay until after the lapse ended

Other, not listed above

Total

74. How was your everyday work impacted during (if you worked) or after the partial government shutdown?

It had no impact

A slightly negative impact

A moderately negative impact

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 7 of 8
N % N %

8 6.0% 15 11.0%

11 9.1% 12 9.5%

49 39.3% 51 39.0%

28 21.4% 31 23.1%

0 0.0% 0 0.0%

5 4.2% 3 2.8%

0 0.0% 0 0.0%

16 14.4% 10 7.6%

7 5.6% 9 6.9%

124 100.0% 131 100.0%

N Satisfaction % All Response Options % N Satisfaction % All Response Options %

Very Satisfied 52 48.5% 41.4% 57 48.3% 42.6%

Satisfied 40 36.1% 30.8% 44 39.2% 34.6%

Neither Satisfied nor Dissatisfied 7 6.6% 5.6% 8 7.8% 6.9%

Dissatisfied 6 5.6% 4.8% 4 3.1% 2.7%

Very Dissatisfied 3 3.2% 2.7% 2 1.6% 1.4%

108 100.0% 85.3% 115 100.0% 88.3%

I choose not to participate in this program 2 -- 1.3% 3 -- 2.2%

This program is not available to me 14 -- 12.3% 11 -- 8.8%

I am unaware of this program 1 -- 1.0% 1 -- 0.7%

125 100.0% 100.0% 130 100.0% 100.0%

N %

81 64.4%

51 40.8%

7 6.6%

4 3.4%

0 0.0%

27 23.2%

124 --

N Satisfaction % All Response Options % N Satisfaction % All Response Options %

Very Satisfied 51 52.1% 39.8% 56 53.1% 42.6%

Satisfied 32 33.2% 25.3% 37 36.0% 28.9%

Neither Satisfied nor Dissatisfied 10 11.2% 8.6% 10 10.9% 8.7%

Dissatisfied 2 2.7% 2.0% 0 0.0% 0.0%

Very Dissatisfied 1 0.9% 0.6% 0 0.0% 0.0%

96 100.0% 76.3% 103 100.0% 80.3%

I choose not to participate in these programs 16 -- 12.7% 17 -- 12.9%

These programs are not available to me 11 -- 9.2% 6 -- 4.6%

I am unaware of these programs 2 -- 1.7% 3 -- 2.2%

125 100.0% 100.0% 129 100.0% 100.0%

N Satisfaction % All Response Options % N Satisfaction % All Response Options %

Very Satisfied 29 30.2% 23.7% 31 27.6% 23.6%

Satisfied 48 49.6% 38.9% 54 48.9% 41.8%

Neither Satisfied nor Dissatisfied 15 15.8% 12.4% 19 17.7% 15.1%

Dissatisfied 4 4.4% 3.5% 6 5.0% 4.2%

Very Dissatisfied 0 0.0% 0.0% 1 0.8% 0.7%

96 100.0% 78.4% 111 100.0% 85.4%

I choose not to participate in these programs 20 -- 15.7% 10 -- 7.7%

These programs are not available to me 5 -- 3.8% 5 -- 4.1%

I am unaware of these programs 2 -- 2.1% 4 -- 2.8%

123 100.0% 100.0% 130 100.0% 100.0%

N Satisfaction % All Response Options % N Satisfaction % All Response Options %

Very Satisfied 4 8.4% 3.1% 16 23.3% 12.9%

Satisfied 17 40.2% 15.0% 21 30.3% 16.8%

Neither Satisfied nor Dissatisfied 19 46.8% 17.5% 32 45.1% 25.0%

Dissatisfied 2 4.7% 1.8% 0 0.0% 0.0%

Very Dissatisfied 0 0.0% 0.0% 1 1.3% 0.7%

42 100.0% 37.4% 70 100.0% 55.5%

I choose not to participate in these programs 73 -- 56.0% 53 -- 38.6%

These programs are not available to me 4 -- 3.5% 2 -- 1.7%

I am unaware of these programs 4 -- 3.2% 6 -- 4.3%

123 100.0% 100.0% 131 100.0% 100.0%

N Satisfaction % All Response Options % N Satisfaction % All Response Options %

Very Satisfied 0 0.0% 0.0% 6 14.2% 4.9%

Satisfied 7 28.4% 5.5% 8 17.1% 5.9%

Neither Satisfied nor Dissatisfied 14 66.2% 12.8% 27 60.9% 21.1%

Dissatisfied 0 0.0% 0.0% 2 3.7% 1.3%

Very Dissatisfied 1 5.5% 1.1% 2 4.1% 1.4%

22 100.0% 19.4% 45 100.0% 34.7%

I choose not to participate in these programs 54 -- 42.4% 37 -- 27.9%

These programs are not available to me 23 -- 18.7% 24 -- 18.6%

I am unaware of these programs 25 -- 19.6% 25 -- 18.8%

124 100.0% 100.0% 131 100.0% 100.0%

N Satisfaction % All Response Options % N Satisfaction % All Response Options %

Very Satisfied 1 5.8% 0.7% 3 8.1% 2.2%

Satisfied 0 0.0% 0.0% 2 5.0% 1.4%

Neither Satisfied nor Dissatisfied 13 94.2% 12.1% 29 84.5% 22.9%

Dissatisfied 0 0.0% 0.0% 1 2.4% 0.6%

Very Dissatisfied 0 0.0% 0.0% 0 0.0% 0.0%

14 100.0% 12.9% 35 100.0% 27.1%

I choose not to participate in these programs 52 -- 40.2% 34 -- 25.2%

These programs are not available to me 25 -- 20.4% 26 -- 20.3%

I am unaware of these programs 33 -- 26.6% 35 -- 27.4%

124 100.0% 100.0% 130 100.0% 100.0%

All response percentages are statistically weighted to ensure they accurately represent the Agency's population.

The rows above do not include results for any item or year when there were fewer than 4 completed surveys.

Item Response Total

Total

2018

Item Response Total

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

2019 2018

Total

Item Response Total

Total

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

2019

Total

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

2019

2018

Item Response Total

2018

Item Response Total

Total

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

2019 2018

Elder Care Programs

None listed above

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

Note: This item was not in the 2018 OPM FEVS.

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

2019

Child Care Programs

Total

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

2019 2018

Item Response Total

Total

80. 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):

2019

Alternative Work Schedules

Health and Wellness Programs

Employee Assistance Program – EAP

I do not telework because I choose not to telework

78. Please select the response below that BEST describes your current teleworking schedule.

2019 2018

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

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

I telework 1 or 2 days per week

I telework 3 or 4 days per week

I telework every work day

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

I do not telework because of technical issues that prevent me from teleworking

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

U.S. Merit Systems Protection Board 2019 Annual Employee Survey (AES) Results Page 8 of 8