Summary of the Federal Maritime Commission’s (FMC)

2020 Federal Employee Viewpoint Survey Results

The Office of Personnel Management’s (OPM) Federal Employee Viewpoint Survey (FEVS) measures employees' 

perceptions of whether, and to what extent, conditions characteristic of successful organizations are present in their 

agency. The FEVS provides Commission employees an opportunity to share their perspectives on many critical 

areas including leadership, communication, pay, innovation, and work-life balance. Aggregated at the working-unit 

level, survey results provide anonymous staff feedback used by managers to see where improvements within their 

work unit may be necessary. The quantified results provide FMC leadership measurable insight into areas where 

improvements have been made, as well as the opportunity to identify areas for additional focus. Results from the 

FEVS are also used by the Partnership for Public Service (Partnership) in its annual rankings of the Best Places to 

Work in the Federal Government.

FMC Recognition (2013 – 2019) 

In 2019, the Federal Maritime Commission remained a Top 10 Small Agency for the second year in a row in the 

Best Places to Work in the Federal Government rankings. The Commission first entered the Top 10 in 2018, rising

8 positions from 17th to 9th. In 2017, the FMC was recognized by the Partnership as the Most Improved Small Agency 

over the Past Five Years jumping up 6 positions in the 2017 Best Places to Work in the Federal Government

rankings from 23rd to 17th among small agencies. This award highlighted the FMC’s sustained accomplishments 

over the 5-year period, including recognition by the Partnership as the 2015 Most Improved Small Agency; and 

separate recognition by OPM for substantial positive increases in the Commission’s 2016 FEVS scores. The FMC 

is proud of its accomplishments and remains committed to ongoing improvements.

Summary of FMC’s 2020 FEVS Results

Based on our 2020 FEVS results, the Commission continues to serve as a model federal agency. A few of the 

positive key survey results include:

• FMC’s overall Employee Engagement Index* (EEI) score increased to 83%, representing a 7% increase

over last year. Components of this EEI score include a 2% increase in the Leaders’ Lead category, a 5%

increase in the Supervisors category, and an impressive 10% increase in the Intrinsic Work Experience 

category.

• Global Satisfaction** (GSI) scores increased to 81%, representing an 8% increase over 2019.

• We continued to have no items identified as “Challenges”. (Items rated 35 percent or more negative are 

considered a challenge.)

• We received very high, positive responses (90% or higher) to all questions relating to the FMC’s handling 

of the COVID-19 pandemic.

* OPM uses the EEI to measure factors that lead to an engaged workforce, such as supporting employee 

development and communicating agency goals. This Index is an average of 15 questions from the FEVS, with 

questions divided into three subcategories: Leaders Lead, Supervisors, and Intrinsic Work Experience.

** The GSI is an OPM index composed of the average of the positive responses to 4 FEVS questions and is a 

combination of employees’ satisfaction with their jobs, their pay, and their organization; and their willingness 

to recommend their organization as a good place to work. The Partnership uses 3 of these 4 questions in its

proprietary algorithm to determine the Best Places to Work in the Federal Government Index. 

The Agency-Specific Questions introduced in our 2018 FEVS provided additional insight to help further define and 

refine the Commission’s employee engagement strategy. The following FMC-specific questions indicate a 

continued positive trend in our employees’ perspective on efforts to create a positive workplace, fair and equitable 

treatment of employees, and leadership support for employees’ career advancement opportunities:
• 80% believe the Commission is headed in the right direction in its efforts to create a more positive working 

environment - a 7% increase over 2019.

• 82% feel FMC policies and practices are applied in a fair and equitable manner to all employees - an 8%

increase over 2019.

• 72% trust their leaders to assist them through counseling, training, and opportunities to advance their career 

in the FMC - a notable 10% increase over 2019.

Continuing to Move Forward

The Commission’s deliberate and united efforts to constantly improve our working environment and employee 

engagement continues to have a positive impact on our employees. We will continue to build on these successes 

and work even harder to further improve employee engagement and make the FMC the Best Place to Work in the 

Federal Government. It is leadership’s belief that hallmark areas, like the Commission’s Workforce Improvement 

Plan (WIP), will continue to be instrumental in helping us achieve our goals. Developed by the Senior Management

team in 2013, WIP is updated annually. Each renewed plan identifies and communicates the projects or initiatives 

the Commission is working on, has completed, or is considering undertaking in the future. These projects are 

designed to improve and support a positive and effective working environment as well as to involve and engage

employees. The WIP’s annual update process incorporates input from the entire agency, the FEVS responses, as 

well as mark the addition, revision, and completion of specific projects and initiatives. 

Examples of WIP Initiatives selected and completed over the last 6 years include:

• Deploying a revised and accountable Performance Management System.

• Updating the Employee Suggestion Program.

• Creating a Peer Recognition Program.

• Initiating and updating a Commission Fitness Program.

• Developing an Employee Handbook.

• Commission-wide deployment of Crucial Conversation and Writing Training.

• Supervisory training for Writing Effective Performance Narratives and Delivering Meaningful 

Performance Feedback.

• Modernizing and updating the Commission’s Telework Program.

• Developing and deploying a new Leadership Development Training Program.

• Designing and constructing a new Employee Galley Space.

• Developing and deploying a Training Needs Survey.

• Developing a new Annual Diversity Training Program.

• Development and implementation of Shipping Industry Specific Training/Orientation Program.

• Developing and conducting in-house Retirement Readiness Workshops.

We have had many successes over the past year; however, I am most proud of the people who are invested in the 

agency’s mission and make the FMC such a wonderful place to work every day. An impressive 95% of FMC survey 

respondents said they know how their work is related to the agency’s goals. With this as our foundation, I am certain 

that together we can make the FMC the best Small Agency in the Federal Government.

Michael A. Khouri

Chairman

Federal Maritime Commission
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

%

1 *I am given a real opportunity to improve my 

skills in my organization. 83.5% 51.3% 32.3% 4.5% 8.7% 3.2% 

2 I feel encouraged to come up with new and 

better ways of doing things. 79.3% 56.3% 23.0% 8.3% 9.0% 3.3% 

3 My work gives me a feeling of personal 

accomplishment. 82.9% 33.6% 49.3% 7.2% 5.3% 4.6% 

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

89.8% 55.8% 34.0% 1.8% 5.2% 3.2% 

5 *My workload is reasonable.

73.7% 28.8% 44.9% 12.5% 8.7% 5.2% 

6 *My talents are used well in the workplace.

83.7% 33.1% 50.6% 7.2% 3.8% 5.3% 

7 *I know how my work relates to the agency's 

goals. 95.0% 55.7% 39.3% 3.3% 1.7% 0.0% 

8 *I can disclose a suspected violation of any law, 

rule or regulation without fear of reprisal.

83.9% 47.9% 35.9% 7.3% 3.6% 5.2% 

9 *The people I work with cooperate to get the job 

done. 90.2% 54.2% 35.9% 5.1% 1.5% 3.2% 

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

poor performer who cannot or will not improve.

76.9% 34.6% 42.3% 14.5% 4.3% 4.3% 
12 *In my work unit, differences in performance are 

recognized in a meaningful way.

72.7% 31.1% 41.6% 14.4% 7.5% 5.4% 

13 *My work unit has the job‐relevant knowledge 

and skills necessary to accomplish organizational goals. 88.4% 51.5% 36.9% 6.7% 1.7% 3.2% 

14 Employees are recognized for providing high 

quality products and services. 75.1% 41.2% 33.9% 14.8% 5.1% 5.0% 

15 Employees are protected from health and safety 

hazards on the job. 93.3% 62.9% 30.4% 1.7% 3.5% 1.5% 

16 My agency is successful at accomplishing its 

mission. 89.6% 53.5% 36.0% 8.7% 1.7% 0.0% 

17 *I recommend my organization as a good place 

to work. 81.8% 49.4% 32.4% 8.3% 6.6% 3.2% 

18 *I believe the results of this survey will be used 

to make my agency a better place to work.

79.3% 39.9% 39.4% 12.4% 3.2% 5.0% 

19 My supervisor supports my need to balance work 

and other life issues. 89.5% 63.6% 25.9% 7.2% 1.7% 1.5% 

20 My supervisor is committed to a workforce 

representative of all segments of society.

88.5% 64.1% 24.4% 3.9% 4.0% 3.6% 

21 Supervisors in my work unit support employee 

development. 85.0% 56.6% 28.4% 6.3% 5.4% 3.2% 

22 My supervisor listens to what I have to say.

86.7% 57.5% 29.2% 6.6% 1.7% 4.9% 

23 My supervisor treats me with respect.

86.7% 61.3% 25.4% 4.8% 5.3% 3.2% 

24 I have trust and confidence in my supervisor.

79.8% 57.7% 22.1% 11.8% 5.2% 3.2% 
25 Overall, how good a job do you feel is being done 

by your immediate supervisor?

86.5% 70.4% 16.1% 8.5% 1.7% 3.3% 

26 In my organization, senior leaders generate high 

levels of motivation and commitment in the workforce.

72.7% 33.9% 38.7% 9.8% 8.9% 8.6% 

27 My organization's senior leaders maintain high 

standards of honesty and integrity.

84.5% 45.6% 38.9% 6.8% 5.4% 3.3% 

28 *Managers communicate the goals of the 

organization. 77.0% 39.5% 37.5% 14.6% 3.5% 4.9% 

29 Managers promote communication among 

different work units (for example, about projects, goals, needed resources).

69.7% 35.1% 34.6% 13.9% 7.5% 8.9% 

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

by the manager directly above your immediate supervisor? 77.5% 45.0% 32.5% 12.1% 5.4% 5.0% 

31 I have a high level of respect for my 

organization's senior leaders. 79.3% 37.3% 42.0% 10.3% 1.8% 8.6% 

32 Senior leaders demonstrate support for Work‐

Life programs. 86.7% 55.6% 31.1% 6.7% 3.4% 3.2% 

33 *How satisfied are you with your involvement in 

decisions that affect your work?

79.9% 35.4% 44.5% 12.0% 4.7% 3.4% 

34 *How satisfied are you with the information you 

receive from management on what's going on in your organization?

86.3% 38.3% 48.0% 1.8% 6.9% 5.1% 
35 *How satisfied are you with the recognition you 

receive for doing a good job?

79.6% 45.8% 33.8% 9.9% 5.4% 5.1% 

36 *Considering everything, how satisfied are you 

with your job?

81.8% 37.2% 44.6% 8.3% 3.2% 6.7% 

37 Considering everything, how satisfied are you 

with your pay?

75.8% 38.2% 37.6% 19.1% 3.2% 1.9% 

38 *Considering everything, how satisfied are you 

with your organization?

84.9% 42.4% 42.5% 3.4% 6.4% 5.2% 

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

Increase in scoreDecrease in score
N%

    Remain in the work unit and improve their performance over time 10 22.8%     Remain in the work unit and continue to underperform 11 25.9%     Leave the work unit ‐ removed or transferred 4 8.2%     Leave the work unit ‐ quit 2 5.1%     There are no poor performers in my work unit 16 38.0% 

43 100.0% 

    Do Not Know 15 ‐

Total 58 100.0% 

Performance

11. In my work unit poor performers usually:

2020 

Item Response Total
N % N 

I telework every work day 1 1.7% 51 86.I telework 3 or 4 days per week 3 5.4% 4 7.I telework 1 or 2 days per week 17 29.5% 1 1.I telework, but only about 1 or 2 days per month 6 10.3% 0 0.I telework very infrequently, on an unscheduled or short‐term basis 15 25.3% 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)                                                          0 0.0% 0 0.

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

equipment) that prevent me from teleworking                                                        0 0.0% 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                                                                 2 3.3% 0 0.I do not telework because I choose not to telework                                                14 24.5% 2 3.

Total 58 100.0% 59 100

COVID‐19 Pandemic: Telework

40. Please select the response that BEST describes  your teleworking schedule  (1) BEFORE the COVID‐19 pandemic, (2) DURING the PEAK of the

you responded to this survey.                                  

BEFORE the COVID‐19 pandemic

DURING the PEAK of the

pandemic                 

2020 2020 
N %

100% of my work time 2 3.2%

At least 75% but less than 100% 1 1.7%

At least 50% but less than 75% 0 0.0%

At least 25% but less than 50% 0 0.0%

Less than 25% 31 52.3%

I have not been physically present at my agency worksite during the pandemic 25 42.8%

Total 59 100.0%

N %

Leave under the Emergency Paid Sick Leave Act (part of the Families First 

Coronavirus Response Act) 0 0.0%

Annual leave 19 32.5%

Sick leave 14 23.7%

Weather and safety leave 0 0.0%

Administrative leave 0 0.0%

Other paid leave (e.g., comp time, credit hours) 6 10.5%

Unpaid leave (e.g., LWOP) 0 0.0%

I have not used leave because of the pandemic 39 66.0%

Total (percents will add to more than 100% because respondents could 

choose more than one response option) 59 ‐‐

N %

100% of my work time 0 0.0%

At least 75% but less than 100% 0 0.0%

At least 50% but less than 75% 0 0.0%

At least 25% but less than 50% 0 0.0%

Less than 25% 20 100.0%

Total 20 100.0%

N %

I began an alternative work schedule                                                                             3 5.1%

I ended my usual alternative work schedule                                                                 1 1.7%

No change because of the pandemic 55 93.1%

Total 59 100.0%

2020

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.                                                        

2020

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?                                                                                                                                                                                     

COVID‐19 Pandemic: Background

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.)?                                                     

2020

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

2020
N % N 

43A. Expanded telework 53 93.5% 0 0.43B. Expanded work schedule flexibilities 44 76.7% 1 1.43C. Expanded leave policies 27 47.9% 2 3.43D. More information on available leave policies 37 65.2% 2 3.43E. Expanded mental health resources (e.g., assistance with stress of COVID‐19) 19 34.8% 1 1.43F. Expanded physical health resources (e.g., temperature checks, COVID‐19 illness testing) at my agency worksite 7 12.3% 5 8.43G. Timely communication about possible COVID‐19 illness at my agency worksite 25 43.1% 6 10.43H. Protection of employees at higher risk for severe illness from COVID‐19 exposure 24 42.1% 3 5.43I. Limited access to my agency worksite buildings/facilities (e.g., closures, limits on activities with external visitors/groups) 31 53.1% 0 0.43J. Social distancing (e.g., limits on group size, reduced access to common areas) in my agency worksite 31 53.9% 0 0.43K. Rearranged workspaces to maximize social distancing 12 21.3% 3 5.43L. Encouraged use of personal protective equipment (PPE) or other safety equipment in my agency worksite 32 55.3% 3 5.43M. Cleaning and sanitizing supplies available to reduce risk of illness in my agency worksite 20 35.0% 7 11.43N. Training for all employees on health and safety protocols 21 36.4% 9 15.

2020 2020 

COVID‐19 Pandemic: Employee Supports

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

For each support listed, choose the best response from one of the 3 columns: (1) those supports you needed and have been  available  to you, (

you, and (3) those supports you have not currently needed.     

Needed and available to me       

 Needed, but not available 

to me                     
N %

Strongly Agree 48 82.4%

Agree 8 14.4%

Neither Agree nor Disagree 1 1.7%

Disagree 0 0.0%

Strongly Disagree 1 1.5%

No Basis to Judge 0 ‐‐

Total 58 100.0%

N %

Strongly Agree 49 84.1%

Agree 7 12.6%

Neither Agree nor Disagree 1 1.7%

Disagree 0 0.0%

Strongly Disagree 1 1.5%

No Basis to Judge 0 ‐‐

Total 58 100.0%

N %

Strongly Agree 49 84.6%

Agree 6 10.4%

Neither Agree nor Disagree 1 1.8%

Disagree 1 1.7%

Strongly Disagree 1 1.5%

No Basis to Judge 0 ‐‐

Total 58 100.0%

2020

COVID‐19 Pandemic: Employee Supports

44. During the COVID‐19 pandemic my organization's senior leaders have demonstrated commitment to 

employee health and safety.

2020

45. During the COVID‐19 pandemic my organization's senior leaders have supported policies and procedures to 

protect employee health and safety.

2020

46. During the COVID‐19 pandemic my organization's senior leaders have provided effective communications 

about the pandemic.
N %

Strongly Agree 45 77.5%

Agree 8 14.3%

Neither Agree nor Disagree 1 1.5%

Disagree 4 6.7%

Strongly Disagree 0 0.0%

No Basis to Judge 0 ‐‐

Total 58 100.0%

N %

Strongly Agree 43 75.2%

Agree 9 16.4%

Neither Agree nor Disagree 0 0.0%

Disagree 4 6.8%

Strongly Disagree 1 1.6%

No Basis to Judge 1 ‐‐

Total 58 100.0%

N %

Strongly Agree 43 74.9%

Agree 9 16.8%

Neither Agree nor Disagree 0 0.0%

Disagree 4 6.8%

Strongly Disagree 1 1.6%

No Basis to Judge 1 ‐‐

Total 58 100.0%

2020

47. During the COVID‐19 pandemic my supervisor has shown concern for my health and safety.

2020

48. During the COVID‐19 pandemic my supervisor has supported my efforts to stay healthy and safe while 

working.

2020

49. During the COVID‐19 pandemic my supervisor has created an environment where I can voice my concerns 

about staying healthy and safe.
N % N 

50A. Consistent communication (e.g., organizational status, what to expect) 49 89.5% 4 7.50B. Training for new/changed work or work processes because of the pandemic 25 45.1% 6 11.50C. Reallocation of resources (e.g., staffing, budget, materials) to support changes in work because of the pandemic 18 32.8% 4 7.50D. Help with commuting issues (e.g., alternatives to public transportation) 9 16.1% 4 7.50E. Options for work/business travel 9 15.8% 1 1.50F. Information on remote work policies, procedures, and expectations 45 79.8% 3 5.50G. Training on how to work remotely 25 44.9% 4 7.50H. Equipment and technology for working remotely (e.g., laptops, cell phone, Information Technology infrastructure) 45 80.6% 6 10.50I. Expanded collaboration tools (e.g., video conferencing, teleconferencing) 54 95.1% 1 1.50J. Expanded training for using remote work tools and applications 33 59.0% 6 10.50K. Expanded Information Technology (IT) support 39 69.7% 7 12.50L. Information about data security policies and procedures 48 84.9% 2 3.

2020 2020 

COVID‐19 Pandemic: Work Supports

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

For each support listed choose the best response from one of the 3 columns: (1) those supports you needed and have been  available  to you, (2

available  to you, and (3) those supports you have not currently needed. 

Needed and available to me       

 Needed, but not available 

to me                     
N %

Yes 0 0.0%

No 54 96.5%

Other 2 3.5%

Total 56 100.0%

N %

Extremely 0 0.0%

Very 2 3.2%

Somewhat 10 17.6%

Slightly 23 40.8%

Not at All 22 38.4%

No Basis to Judge 0 ‐‐

Total 57 100.0%

N %

Greatly Increased 8 14.4%

Somewhat Increased 19 33.5%

About the Same 26 48.4%

Somewhat Decreased 2 3.8%

Greatly Decreased 0 0.0%

No Basis to Judge 2 ‐‐

Total 57 100.0%

N %

Always 41 74.9%

Most of the Time 12 21.7%

Sometimes 2 3.5%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 2 ‐‐

Total 57 100.0%

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

2020

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

2020

COVID‐19 Pandemic: Work Effects

COVID‐19 Pandemic: Work Supports

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)?

2020

54A.  Prior to  the COVID‐19 pandemic, my work unit met the needs of our customers.                                               

2020
N %

Always 42 76.6%

Most of the Time 10 18.1%

Sometimes 3 5.3%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 1 ‐‐

Total 56 100.0%

N %

Always 39 69.0%

Most of the Time 14 25.8%

Sometimes 3 5.2%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 0 ‐‐

Total 56 100.0%

N %

Always 38 68.6%

Most of the Time 15 28.0%

Sometimes 1 1.8%

Rarely 1 1.6%

Never 0 0.0%

No Basis to Judge 2 ‐‐

Total 57 100.0%

N %

Always 36 62.9%

Most of the Time 18 31.9%

Sometimes 2 3.6%

Rarely 1 1.6%

Never 0 0.0%

No Basis to Judge 0 ‐‐

Total 57 100.0%

2020

54B.  Prior to  the COVID‐19 pandemic, my work unit contributed positively to my agency's performance.            

2020

54C.  Prior to  the COVID‐19 pandemic, my work unit produced high‐quality work.                                                       

2020

54D.  Prior to  the COVID‐19 pandemic, my work unit adapted to changing priorities.                                                 

2020

54E.  Prior to  the COVID‐19 pandemic, my work unit successfully collaborated.                                                            
N %

Always 41 75.7%

Most of the Time 12 22.7%

Sometimes 0 0.0%

Rarely 1 1.6%

Never 0 0.0%

No Basis to Judge 2 ‐‐

Total 56 100.0%

N %

Always 39 75.2%

Most of the Time 12 22.8%

Sometimes 1 1.9%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 4 ‐‐

Total 56 100.0%

N %

Always 43 78.2%

Most of the Time 10 18.1%

Sometimes 2 3.7%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 1 ‐‐

Total 56 100.0%

N %

Always 40 69.9%

Most of the Time 15 26.6%

Sometimes 2 3.5%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 0 ‐‐

Total 57 100.0%

2020

55A.  During  the COVID‐19 pandemic, my work unit has met the needs of our customers.                                         

2020

55B.  During  the COVID‐19 pandemic, my work unit has contributed positively to my agency's performance.      

2020

55C.  During  the COVID‐19 pandemic, my work unit has produced high‐quality work.                                                 

2020

54F.  Prior to  the COVID‐19 pandemic, my work unit achieved our goals.                                                                      
N %

Always 41 74.2%

Most of the Time 13 24.0%

Sometimes 1 1.8%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 2 ‐‐

Total 57 100.0%

N %

Always 40 70.9%

Most of the Time 12 21.7%

Sometimes 4 7.3%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 1 ‐‐

Total 57 100.0%

N %

Always 41 77.0%

Most of the Time 12 23.0%

Sometimes 0 0.0%

Rarely 0 0.0%

Never 0 0.0%

No Basis to Judge 3 ‐‐

Total 56 100.0%

N %

Strongly Agree 34 75.2%

Agree 7 15.9%

Neither Agree nor Disagree 2 4.6%

Disagree 1 2.4%

Strongly Disagree 1 2.0%

No Basis to Judge 12 ‐‐

Total 57 100.0%

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.

55D.  During  the COVID‐19 pandemic, my work unit has adapted to changing priorities.                                           

2020

55E.  During  the COVID‐19 pandemic, my work unit has successfully collaborated.                                                      

2020

55F.  During  the COVID‐19 pandemic, my work unit has achieved our goals.                                                                 

2020

2020
N %

Strongly Agree 44 78.3%

Agree 9 16.4%

Neither Agree nor Disagree 2 3.7%

Disagree 0 0.0%

Strongly Disagree 1 1.6%

No Basis to Judge 1 ‐‐

Total 57 100.0%

57. Based on my organization's handling of the COVID‐19 pandemic, I believe my organization will respond 

effectively to future emergencies.

2020
    Very Satisfied 36 65.7% 64.8% 27 47.2% 

    Satisfied 15 27.5% 27.1% 21 36.7%     Neither Satisfied nor Dissatisfied 3 5.0% 4.9% 7 12.2%     Dissatisfied 0 0.0% 0.0% 1 2.2%     Very Dissatisfied 1 1.8% 1.8% 1 1.7% 

55 100.0% 98.5% 57 100.0% 

    I choose not to participate in this program 1 ‐‐ 1.5% 8 ‐‐     This program is not available to me 0 ‐‐ 0.0% 1 ‐‐     I am unaware of this program 0 ‐‐ 0.0% 0 ‐‐ 

56 100.0% 100.0% 66 100.0% 

%N %

81.9% 55 83.7%47.5% 32 47.9%

9.2% 6 9.1%5.5% 2 2.9%0.0% 1 1.5%9.9% 7 10.5%

‐‐ 66 ‐‐

    Very Satisfied 42 78.5% 76.1% 43 70.9%     Satisfied 8 14.4% 14.0% 14 22.7%     Neither Satisfied nor Dissatisfied 3 5.2% 5.1% 3 4.8%     Dissatisfied 0 0.0% 0.0% 1 1.6%     Very Dissatisfied 1 1.8% 1.8% 0 0.0% 

54 100.0% 96.9% 61 100.0% 

    I choose not to participate in these programs 2 ‐‐ 3.1% 5 ‐‐     These programs are not available to me 0 ‐‐ 0.0% 0 ‐‐     I am unaware of these programs 0 ‐‐ 0.0% 0 ‐‐ 

56 100.0% 100.0% 66 100.0% 

    Very Satisfied 26 58.9% 47.4% 25 46.7%     Satisfied 16 35.1% 28.3% 25 47.7%     Neither Satisfied nor Dissatisfied 3 6.0% 4.8% 3 5.5%     Dissatisfied 0 0.0% 0.0% 0 0.0%     Very Dissatisfied 0 0.0% 0.0% 0 0.0% 

45 100.0% 80.5% 53 100.0% 

    I choose not to participate in these programs 7 ‐‐ 12.3% 10 ‐‐     These programs are not available to me 4 ‐‐ 7.1% 3 ‐‐     I am unaware of these programs 0 ‐‐ 0.0% 0 ‐‐ 

56 100.0% 100.0% 66 100.0% 

Item Response TotalTotal

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)

2020 2019 

N

Satisfaction

%

All Response

Options % N

Satisfaction

%

All Re

Opt

All Re

Opt

Item Response TotalTotal

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)

2020 2019 

N

Satisfaction

%

All Response

Options % N

Satisfaction

%

Elder Care Programs (for example, elder/adult care, support groups, resources) 0None listed above (p p p 6

option) 57Health and Wellness Programs (for example, onsite exercise, flu vaccination, medical screening, CPR training, Health and wellness fair) 27Employee Assistance Program ‐ EAP (for example, short‐term counseling, referral services, legal services, education services) 5Child Care Programs (for example, child care center, parenting classes and support groups, back‐up care, subsidy, flexible spending account) 3

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)

2020 2019

N

Alternative Work Schedules (for example, compressed work schedule, flexible work schedule) 46

All Re

Opt

Item Response TotalTotal

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

2020 2019 

N

Satisfaction

%

All Response

Options % N

Satisfaction

%
    Very Satisfied 10 36.2% 18.0% 12 43.1% 

    Satisfied 8 28.0% 13.9% 6 22.7%     Neither Satisfied nor Dissatisfied 9 32.0% 15.9% 9 34.2%     Dissatisfied 1 3.8% 1.9% 0 0.0%     Very Dissatisfied 0 0.0% 0.0% 0 0.0% 

28 100.0% 49.7% 27 100.0% 

    I choose not to participate in these programs 28 ‐‐ 48.8% 37 ‐‐     These programs are not available to me 0 ‐‐ 0.0% 1 ‐‐     I am unaware of these programs 1 ‐‐ 1.6% 1 ‐‐ 

57 100.0% 100.0% 66 100.0% 

    Very Satisfied 6 40.9% 10.9% 5 35.2%     Satisfied 2 12.3% 3.3% 3 22.2%     Neither Satisfied nor Dissatisfied 6 39.8% 10.6% 5 35.7%     Dissatisfied 1 7.0% 1.9% 1 6.9%     Very Dissatisfied 0 0.0% 0.0% 0 0.0% 

15 100.0% 26.6% 14 100.0% 

    I choose not to participate in these programs 29 ‐‐ 50.8% 37 ‐‐     These programs are not available to me 10 ‐‐ 17.5% 10 ‐‐     I am unaware of these programs 3 ‐‐ 5.1% 4 ‐‐ 

57 100.0% 100.0% 65 100.0% 

    Very Satisfied 4 37.0% 7.1% 3 28.6%     Satisfied 1 7.5% 1.4% 2 20.8%     Neither Satisfied nor Dissatisfied 6 55.5% 10.6% 5 50.6%     Dissatisfied 0 0.0% 0.0% 0 0.0%     Very Dissatisfied 0 0.0% 0.0% 0 0.0% 

11 100.0% 19.1% 10 100.0% 

    I choose not to participate in these programs 32 ‐‐ 56.6% 37 ‐‐     These programs are not available to me 9 ‐‐ 15.6% 10 ‐‐     I am unaware of these programs 5 ‐‐ 8.7% 8 ‐‐ 

57 100.0% 100.0% 65 100.0% 

Item Response TotalTotal

N

Satisfaction

%

All Re

Opt

Item Response TotalTotal

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)

2020 2019 

N

Satisfaction

%

All Response

Options %

All Response

Options % N

Satisfaction

%

All Re

Opt

Item Response TotalTotal

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)

2020 2019 

N

Satisfaction

%

Satisfaction

%

All Response

Options % N

Satisfaction

%

All Re

Opt

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)

2020 2019 

N
N %

I do not have any child care responsibilities 32 56.3%

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

children) 9 15.6%

Child care in my own home (e.g., other parent, relative, nanny, au pair) 12 20.9%

Alternative work arrangement (e.g., telework, flexible work schedule) 11 19.8%

Child care center 2 3.5%

Paid leave 9 16.2%

Unpaid leave 1 1.8%

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

child care provider) 3 5.5%

Respite care (temporary care of a sick or disabled child, providing relief for 

their usual caregiver) 0 0.0%

Agency emergency back‐up care program 1 1.8%

Resource and referral services for dependent child care 0 0.0%

Other services/arrangements 0 0.0%

Total (percents will add to more than 100% because respondents could 

choose more than one response option) 57 ‐‐

N %

I do not have any elder/adult care responsibilities 44 77.1%

No arrangements needed to manage elder/adult care responsibilities (e.g., 

elder can manage tasks of everyday living) 8 14.0%

Alternative work arrangement (e.g., telework, flexible work schedule) 2 3.4%

Elder/adult day care center 0 0.0%

Paid leave 4 7.0%

Unpaid leave 0 0.0%

Long‐term care insurance 0 0.0%

Respite care (temporary care of a sick or disabled adult/elder, providing 

relief for their usual caregiver) 0 0.0%

Other services/arrangements 1 1.9%

Total (percents will add to more than 100% because respondents could 

choose more than one response option) 57 ‐‐

Work‐Life

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)                                                                   

2020

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)                                                                             

2020
N %

I do not have responsibility for school‐aged children 28 ‐‐

Extremely 5 21.4%

Very 1 4.6%

Somewhat 8 34.0%

Slightly 5 22.0%

Not at All 4 18.0%

Does Not Apply 6 ‐‐

Total 57 100.0%

N %

I do not have responsibility for children who need day care 32 ‐‐

Extremely 5 30.2%

Very 2 12.6%

Somewhat 7 38.9%

Slightly 2 11.9%

Not at All 1 6.3%

Does Not Apply 8 ‐‐

Total 57 100.0%

67. During the COVID‐19 pandemic, how disruptive have school closures/changes been to your ability to do 

your work?

2020

68. During the COVID‐19 pandemic, how disruptive have changes to your children's day care been to your 

ability to do your work?

2020
# of Respondents Percent # of Respondents Percen

Strongly Agree 30 53.8% 27 4Agree 16 28.9% 22 3Neither Agree nor Disagree 3 5.2% 5.2% Neutral 8 1Disagree 4 7.0% 7 1Strongly Disagree 3 5.2% 2 Total 56 100.0% 66 10

Trend

# of Respondents Percent # of Respondents Percent

Commissioners 17 32.6% 13 22.1% 1Commissioners/SES 7 14.2% 13 21.7% ‐SES 12 23.2% 5 8.2% 1SES/GS15/14 8 16.1% 14 23.5% ‐Supervisor (GS15/14) 7 14.0% 14 24.5% ‐1Total 51 100.0% 59 100.0%

# of Respondents Percent # of Respondents Percen

Strongly Agree 28 49.0% 31 4Agree 18 31.9% 17 2Neither Agree nor Disagree 6 10.4% 10.4% Neutral 12 1Disagree 3 5.2% 4 Strongly Disagree 2 3.5% 2 Total 57 100.0% 66 10

2019

2.  What level of leadership needs the most improvement in Communication?

20202020

12.2% Negative 

2019

3.  Overall, I believe the FMC is headed in the right direction in its efforts to create a more positive working environment.1.  In my Office/Bureau, policies and practices are applied in a fair and equitable manner to all employees.

2019

82.6% Positive 

The Federal Maritime Commission Agency‐Specific Questions (ASQ)

80.9% Positive 

8.7% Negative 

2020
# of Respondents Percent # of Respondents Percen

Strongly Agree 22 38.9% 23 3Agree 19 33.4% 18 2Neither Agree nor Disagree 9 15.7% 15.7% Neutral 14 2Disagree 4 6.9% 5 Strongly Disagree 3 5.1% 6 Total 57 100.0% 66 10

2019 2019 Trend

# of Respondents Percent # of Respondents Percent

Commissioners 7 12.1% 4 6.0% Commissioners/SES 32 56.6% 38 60.0% ‐SES 11 19.1% 11 17.1% SES/GS15/14 7 12.2% 10 15.4% ‐Supervisor (GS15/14) 0 0.0% 1 1.5% ‐Total 57 100.0% 64 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Commissioners 4 7.0% 3 4.5% Commissioners/SES 12 21.0% 15 23.3% ‐SES 7 11.3% 6 9.2% SES/GS15/14 15 26.2% 16 25.2% Supervisor (GS15/14) 19 34.6% 24 37.8% ‐Total 57 100.0% 64 100.0%

202020202020

4.  I trust my leaders to assist me through counseling, training, and opportunities to advance my career in my agency.

2019

72.3% Positive 

12% Negative

2019

6.  Which of the following has the greatest impact on your morale?5.  When responding to this survey, I consider “Senior Leaders” and “senior leadership” to refer to:
2019 2019 Trend

# of Respondents Percent # of Respondents Percent

Increased 27 46.5% 32 48.7% ‐Decreased 3 5.6% 3 4.5% Remained the same 19 34.2% 18 28.4% I have not experienced significant work‐related stress during the last year 8 13.7% 12 18.5% ‐Total 57 100.0% 65 100.0%

Trend

# of Respondents Percent # of Respondents Percent

People 29 52.2% 27 43.7% Materials 6 11.6% 8 12.8% ‐Budget 9 16.1% 11 18.3% ‐Training 11 20.2% 15 25.3% ‐Total 55 100.0% 61 100.0%

20202020

2019

8.  Which of the following do you need the most to do your job better?7.  Which of the following best describes your work‐related stress over the past year: