Summary of the Federal Maritime Commission’s (FMC)

2022 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 (2017 – 2021) 

In 2021, the Federal Maritime Commission was number 11 of 29 small agencies in the Best Places to Work 

in the Federal Government rankings and saw placement in the Top 10 between 2018 and 2020. In 2017, 

the FMC was recognized by the Partnership as the Most Improved Small Agency over the Past Five 

Years jumping up 6 positions from 23rd to 17th among small agencies. The FMC is proud of its continued 

accomplishments and remains committed to ongoing improvements.

Summary of FMC’s 2022 FEVS Results

Based on our 2022 FEVS results, the Commission continues to serve as a model federal agency. We 

continued to have no items identified as “Challenges” (items rated 35% or more negative are considered a 

challenge). We also saw our biggest jump in the question, “My supervisor is committed to a workforce 

representative of all segments of society”, which had a 90% positive response, up 7% from last year. The 

top three responses in the 2022 survey include:

• “Employees in my work unit meet the needs of our customers” (97%)

• “It is important to me that my work contribute to the common good” (96%)

• “Employees in my work unit contribute positively to my agency’s performance” (95%) 

OPM uses the Employee Engagement Index (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.

This year, the overall Employee Engagement Index reflected the following:

• 76% in Employee Engagement (81% in 2021) - Conditions that lead to engaged employees 

• 84% on Supervisors (86% in 2021) - The interpersonal relationship between worker and 

supervisor, including trust, respect, and support

• 76% on Intrinsic Work Experiences (82% in 2021) - Employees' feelings of motivation and 

competency relating to their role in the workplace 

• 70% on Leaders Lead (74% in 2021) - Perceptions of leadership integrity and behaviors, such as 

communication and workforce motivation

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 FMC-specific questions in the 
2022 survey continued to be identified as strengths (65% positive or higher):

• 85% feel FMC policies and practices are applied in a fair and equitable manner to all employees 

(80% in 2021).

• 67% believe the Commission is headed in the right direction in its efforts to create a more positive 

working environment (72% in 2021).

• 67% trust their leaders to assist them through counseling, training, and opportunities to advance 

their career in the FMC (66% in 2021).

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, the 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 initiatives selected and completed over the last 5 years include: 

• Developing a new Annual Diversity Training Program

• Developing and conducting in-house Retirement Readiness Workshops

• Conducting Port Tours and Site Visits

• Conducting Path to Leadership Seminars and Roundtables

• Implementing a Leadership Development Program and SES Development Program

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. 

Daniel B. Maffei

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

%

Percent

Negative

%

2021 Percent

Positive

Increase or 

Decrease 

from 2021

2021 Percent

Negative

2022 GovtWide Percent 

Positive

FMC Percent 

Above or 

Below the 

Govt-Wide 

Average 

2022 Small 

Agency 

Percent 

Positive

FMC Percent 

Above or 

Below the 

Small AgencyWide 

Average 

1 I am given a real opportunity to improve my skills 

in my organization. 81.6% 46.9% 34.7% 4.8% 6.3% 7.2% 13.6% 85.1% -3.5% 7.6% 68% 13.6% 74% 7.6%

2 I feel encouraged to come up with new and better 

ways of doing things. 68.1% 42.9% 25.3% 6.8% 14.6% 10.5% 25.1% 75.9% -7.8% 12.2% 64% 4.1% 71% -2.9%

3 My work gives me a feeling of personal 

accomplishment. 76.6% 35.9% 40.7% 8.5% 4.5% 10.4% 14.9% 85.0% -8.4% 5.0% 71% 5.6% 78% -1.4%

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

74.4% 47.5% 26.9% 8.8% 9.6% 7.2% 16.8% 86.6% -12.2% 9.5% 81% -6.6% 83% -8.6%

5 My workload is reasonable.

68.7% 27.7% 41.0% 5.9% 14.8% 10.6% 25.4% 79.9% -11.1% 14.0% 69% -0.3% 64% 4.7%

6 My talents are used well in the workplace.

67.5% 40.9% 26.6% 12.8% 9.2% 10.6% 19.8% 71.3% -3.9% 14.3% 63% 4.5% 69% -1.5%

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

goals. 92.5% 58.2% 34.3% 6.0% 0.0% 1.5% 1.5% 90.4% 2.1% 2.6% 84% 8.5% 88% 4.5%

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

rule or regulation without fear of reprisal.

76.0% 43.5% 32.5% 9.5% 6.8% 7.7% 14.5% 77.8% -1.8% 11.5% 70% 6.0% 74% 2.0%

9 I have enough information to do my job well.

71.2% 38.3% 32.8% 9.0% 18.3% 1.5% 19.8% N/A N/A N/A 74% -2.8% 78% -6.8%

10 I receive the training I need to do my job well.

75.8% 36.0% 39.8% 7.5% 12.8% 3.9% 16.7% N/A N/A N/A 65% 10.8% 69% 6.8%

11 I am held accountable for the quality of work I 

produce.

94.5% 61.1% 33.4% 3.1% 2.4% 0.0% 2.4% N/A N/A N/A 87% 7.5% 90% 4.5%

12 Continually changing work priorities make it hard 

for me to produce high quality work. (look for 

percent pos scores in Strongly Disagree or 

Disagree) 47.1% 19.4% 21.4% 12.2% 35.8% 11.3% 40.7% N/A N/A N/A 33% 14.1% 38% 9.1%

13 I have a clear idea of how well I am doing my job.

78.8% 31.8% 47.0% 3.1% 9.4% 8.7% 18.1% N/A N/A N/A 74% 4.8% 78% 0.8%

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

done. 86.3% 56.4% 29.9% 4.9% 7.3% 1.5% 8.7% 85.1% 1.2% 10.0% 80% 6.3% 87% -0.7%

16 *In my work unit, differences in performance are 

recognized in a meaningful way. 60.4% 27.0% 33.4% 15.7% 11.4% 12.5% 23.9% 69.6% -9.2% 15.6% 42% 18.4% 48% 12.4%

2022 Governmentwide 

Comparison

2022 Small Agency 

FEVS Questions 2022 FEVS Data 2021 Comparison Comparison
17 Employees in my work unit share job knowledge

86.3% 48.6% 37.7% 1.5% 10.6% 1.6% 12.2% N/A N/A N/A 80% 6.3% 85% 1.3%

18 *My work unit has the job-relevant knowledge 

and skills necessary to accomplish organizational 

goals. 85.5% 50.4% 35.0% 1.5% 10.0% 3.1% 13.1% 93.1% -7.6% 6.9% 79% 6.5% 86% -0.5%

19 Employees in my work unit meet the needs of our 

customers. 96.9% 56.0% 40.9% 1.5% 1.5% 0.0% 1.5% 94.6% 2.3% 2.7% 87% 9.9% 92% 4.9%

20 Employees in my work unit contribute positively 

to my agency's performance. 94.9% 71.2% 23.8% 3.6% 1.5% 0.0% 1.5% 97.3% -2.4% 0.0% 85% 9.9% 93% 1.9%

21 Employees in my work unit produce high-quality 

work. 91.9% 60.0% 31.9% 8.1% 0.0% 0.0% 0.0% 90.0% 1.9% 0.0% 82% 9.9% 91% 0.9%

22 Employees in my work unit adapt to changing 

priorities.

89.5% 69.4% 20.1% 8.7% 0.0% 1.7% 1.7% 88.8% 0.7% 5.2% 80% 9.5% 87% 2.5%

23 New hires in my work unit (i.e. hired in the past 

year) have the right skills to do their jobs.

76.1% 35.1% 41.0% 13.6% 4.6% 5.6% 10.3% N/A N/A N/A 58% 18.1% 74% 2.1%

24 I can influence decisions in my work unit.

71.5% 34.5% 37.0% 6.8% 13.0% 8.7% 21.7% N/A N/A N/A 63% 8.5% 71% 0.5%

25 I know what my work unit's goals are.

86.5% 48.3% 38.2% 1.5% 6.3% 5.7% 12.0% N/A N/A N/A 82% 4.5% 85% 1.5%

26 My work unit commits resources to develop new 

ideas (e.g., budget, staff, time, expert support).

73.9% 42.6% 31.3% 10.3% 5.3% 10.5% 15.8% N/A N/A N/A 51% 22.9% 61% 12.9%

27 My work unit successfully manages disruptions to 

our work.

86.0% 43.1% 42.9% 4.3% 4.7% 5.0% 9.7% N/A N/A N/A 66% 20.0% 76% 10.0%

28 Employees in my work unit consistently look for 

new ways to improve how they do their work.

76.8% 32.9% 43.9% 7.4% 9.3% 6.5% 15.8% N/A N/A N/A 64% 12.8% 73% 3.8%

29 Employees in my work unit incorporate new ideas 

into their work.

82.1% 39.1% 43.1% 8.8% 4.2% 4.8% 9.0% N/A N/A N/A 65% 17.1% 75% 7.1%

30 Employees in my work unit approach change as an 

opportunity.

68.4% 31.5% 36.9% 17.2% 7.9% 6.5% 14.4% N/A N/A N/A 54% 14.4% 66% 2.4%

31 Employees in my work unit consider customer 

needs a top priority.

86.4% 52.5% 33.9% 8.7% 0.0% 4.8% 4.8% N/A N/A N/A 76% 10.4% 83% 3.4%

32 Employees in my work unit consistently look for 

ways to improve customer service.

73.1% 38.6% 34.5% 17.6% 1.7% 7.6% 9.3% N/A N/A N/A 63% 10.1% 73% 0.1%

33 Employees in my work unit support my need to 

balance my work and personal responsibilities.

88.8% 55.8% 33.0% 3.2% 4.7% 3.3% 8.0% N/A N/A N/A 70% 18.8% 80% 8.8%

34 Employees in my work unit are typically under too 

much pressure to meet work goals (look for 

percent pos scores in Strongly Disagree or 

Disagree) 50.2% 11.9% 10.4% 27.5% 33.7% 16.5% 22.3% N/A N/A N/A 42% 8.2% 47% 3.2%

35 Employees are recognized for providing high 

quality products and services. 75.2% 33.2% 42.1% 6.7% 8.7% 9.4% 18.1% 80.8% -5.6% 12.3% 59% 16.2% 65% 10.2%
36 Employees are protected from health and safety 

hazards on the job. 84.5% 52.2% 32.3% 5.1% 7.2% 3.1% 10.3% 91.0% -6.5% 5.1% 75% 9.5% 79% 5.5%

37 My organization is successful at accomplishing its 

mission. 78.8% 40.6% 38.1% 14.0% 5.7% 1.5% 7.2% 83.5% -4.7% 5.3% 78% 0.8% 81% -2.2%

38 I have a good understanding of my organization's 

priorities. 83.4% 42.3% 41.1% 3.1% 10.4% 3.0% 13.5% N/A N/A N/A 77% 6.4% 78% 5.4%

39 My organization effectively adapts to changing 

government priorities. 69.2% 43.5% 25.7% 19.2% 4.9% 6.7% 11.6% N/A N/A N/A 67% 2.2% 72% -2.8%

40 My organization has prepared me for potential 

physical security threats. 71.7% 45.7% 26.0% 11.3% 11.4% 5.7% 17.1% N/A N/A N/A 73% -1.3% 65% 6.7%

41 My organization has prepared me for potential 

cybersecurity threats. 81.8% 44.2% 37.6% 6.2% 9.0% 3.1% 12.1% N/A N/A N/A 83% -1.2% 86% -4.2%

42 In my organization, arbitrary action, personal 

favoritism and/or political coercion are not 

tolerated. 65.2% 37.8% 27.3% 11.4% 10.5% 12.9% 23.4% N/A N/A N/A 52% 13.2% 56% 9.2%

43 *I recommend my organization as a good place to 

work. 71.7% 47.6% 24.1% 8.8% 12.4% 7.1% 19.5% 76.2% -4.5% 11.2% 65% 6.7% 71% 0.7%

44 *I believe the results of this survey will be used to 

make my agency a better place to work.

70.6% 43.7% 26.9% 8.8% 12.4% 8.2% 20.6% 80.4% -9.8% 12.8% 43% 27.6% 53% 17.6%

45 My supervisor is committed to a workforce 

representative of all segments of society.

90.3% 67.9% 22.4% 0.0% 1.6% 8.1% 9.7% N/A N/A N/A 78% 12.3% 85% 5.3%

46 Supervisors in my work unit support employee 

development.

87.9% 67.8% 20.1% 3.1% 1.7% 7.3% 9.0% N/A N/A N/A 77% 10.9% 83% 4.9%

47 My supervisor supports my need to balance work 

and other life issues. 93.8% 73.3% 20.5% 3.1% 1.5% 1.6% 3.1% 94.9% -1.1% 5.1% 83% 10.8% 89% 4.8%

48 My supervisor listens to what I have to say.

86.6% 60.6% 26.0% 6.1% 0.0% 7.3% 7.3% 82.9% 3.7% 10.2% 82% 4.6% 86% 0.6%

49 My supervisor treats me with respect.

84.9% 68.8% 16.2% 4.6% 4.9% 5.6% 10.4% 87.8% -2.9% 7.8% 86% -1.1% 89% -4.1%

50 I have trust and confidence in my supervisor.

78.3% 62.5% 15.8% 11.3% 1.5% 9.0% 10.4% 85.4% -7.1% 7.8% 76% 2.3% 80% -1.7%

51 My supervisor holds me accountable for achieving 

results. 92.8% 75.5% 17.3% 4.8% 0.0% 2.5% 2.5% N/A N/A N/A 87% 5.8% 91% 1.8%

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

by your immediate supervisor?

80.2% 65.3% 15.0% 11.0% 1.5% 7.3% 8.8% 84.3% -4.1% 5.1% 78% 2.2% 82% -1.8%

53 My supervisor provides me with constructive 

suggestions to improve my job performance.

81.7% 56.9% 24.8% 4.8% 7.7% 5.7% 13.5% N/A N/A N/A 70% 11.7% 75% 6.7%

54 My supervisor provides me with performance 

feedback throughout the year.

83.3% 60.1% 23.1% 4.8% 4.5% 7.5% 11.9% N/A N/A N/A 75% 8.3% 78% 5.3%
55 In my organization, senior leaders generate high 

levels of motivation and commitment in the 

workforce.

64.8% 33.1% 31.7% 10.4% 12.2% 12.6% 24.8% 70.5% -5.7% 16.1% 48% 16.8% 54% 10.8%

56 My organization's senior leaders maintain high 

standards of honesty and integrity.

67.4% 35.6% 31.8% 14.1% 10.2% 8.3% 18.5% 78.7% -11.3% 9.7% 60% 7.4% 66% 1.4%

57 *Managers communicate the goals of the 

organization. 76.7% 35.8% 40.9% 4.9% 6.4% 11.9% 18.3% 79.3% -2.6% 13.5% 64% 12.7% 71% 5.7%

58 Managers promote communication among 

different work units (for example, about projects, 

goals, needed resources).

68.9% 36.5% 32.4% 6.3% 6.4% 18.4% 24.8% 67.9% 1.0% 17.2% 58% 10.9% 62% 6.9%

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

by the manager directly above your immediate 

supervisor? 71.2% 46.4% 24.9% 13.7% 4.9% 10.1% 15.1% 69.0% 2.2% 8.6% 63% 8.2% 70% 1.2%

60 I have a high level of respect for my organization's 

senior leaders. 67.9% 35.9% 31.9% 13.7% 8.9% 9.5% 18.4% 71.0% -3.1% 10.3% 61% 6.9% 64% 3.9%

61 Senior leaders demonstrate support for Work-Life 

programs. 74.8% 41.8% 33.0% 10.6% 9.6% 5.0% 14.6% 73.0% 1.8% 6.5% 60% 14.8% 69% 5.8%

62 Management encourages innovation.

65.2% 28.9% 36.3% 16.4% 10.0% 8.3% 18.3% N/A N/A N/A 56% 9.2% 60% 5.2%

63 Management makes effective changes to address 

challenges facing our organization. 67.8% 29.8% 38.0% 13.4% 12.2% 6.6% 18.8% N/A N/A N/A 52% 15.8% 58% 9.8%

64 Management involves employees in decisions that 

affect their work. 59.6% 26.1% 33.5% 13.0% 8.2% 19.2% 27.4% N/A N/A N/A 43% 16.6% 50% 9.6%

65 *How satisfied are you with your involvement in 

decisions that affect your work?

70.0% 33.9% 36.1% 6.7% 9.8% 13.6% 23.3% 70.8% -0.8% 16.9% 50% 20.0% 57% 13.0%

66 *How satisfied are you with the information you 

receive from management on what's going on in 

your organization?

63.6% 27.6% 36.0% 11.6% 12.9% 12.0% 24.9% 75.2% -11.6% 17.8% 53% 10.6% 60% 3.6%

67 *How satisfied are you with the recognition you 

receive for doing a good job?

68.7% 36.5% 32.2% 12.6% 9.7% 8.9% 18.7% 73.6% -4.9% 17.8% 54% 14.7% 63% 5.7%

68 *Considering everything, how satisfied are you 

with your job?

67.1% 33.5% 33.7% 15.2% 11.9% 5.8% 17.7% 77.3% -10.2% 12.5% 66% 1.1% 72% -4.9%

69 Considering everything, how satisfied are you with 

your pay?

71.4% 26.1% 45.4% 19.4% 9.2% 0.0% 9.2% 77.2% -5.8% 7.8% 56% 15.4% 62% 9.4%

70 *Considering everything, how satisfied are you 

with your organization?

68.7% 34.1% 34.6% 14.2% 9.8% 7.3% 17.1% 76.2% -7.5% 8.4% 60% 8.7% 68% 0.7%
71 My organization's management practices 

promote diversity (e.g., outreach, recruitment, 

promotion opportunities). 76.8% 43.8% 33.0% 9.3% 5.2% 8.8% 14.0% N/A N/A N/A 68% 8.8% 72% 4.8%

72 My supervisor demonstrates a commitment to 

workforce diversity (e.g., recruitment, promotion 

opportunities, development). 85.0% 60.8% 24.2% 3.5% 1.8% 9.7% 11.5% N/A N/A N/A 73% 12.0% 79% 6.0%

73 I have similar access to advancement 

opportunities (e.g., promotion, career 

development, training) as others in my work unit.

76.9% 43.7% 33.2% 9.0% 4.8% 9.2% 14.1% N/A N/A N/A 65% 11.9% 70% 6.9%

74 My supervisor provides opportunities fairly to all 

employees in my work unit (e.g., promotions, 

work assignments). 80.8% 51.4% 29.4% 8.2% 3.2% 7.8% 11.0% N/A N/A N/A 70% 10.8% 75% 5.8%

75 In my work unit, excellent work is similarly 

recognized for all employees (e.g., awards, 

acknowledgements). 81.5% 48.4% 33.1% 5.6% 1.7% 11.2% 12.9% N/A N/A N/A 61% 20.5% 69% 12.5%

76 Employees in my work unit treat me as a valued 

member of the team.

87.1% 53.8% 33.3% 8.1% 1.7% 3.2% 4.8% N/A N/A N/A 81% 6.1% 87% 0.1%

77 Employees in my work unit make me feel I belong.

81.4% 52.1% 29.3% 6.7% 8.7% 3.2% 11.9% N/A N/A N/A 78% 3.4% 84% -2.6%

78 Employees in my work unit care about me as a 

person.

88.6% 49.5% 39.0% 5.1% 1.5% 4.8% 6.3% N/A N/A N/A 76% 12.6% 83% 5.6%

79 I am comfortable expressing opinions that are 

different from other employees in my work unit.

84.0% 47.8% 36.3% 5.2% 4.2% 6.6% 10.7% N/A N/A N/A 74% 10.0% 79% 5.0%

80 In my work unit, people's differences are 

respected.

88.6% 48.1% 40.5% 3.2% 5.1% 3.2% 8.2% N/A N/A N/A 74% 14.6% 81% 7.6%

81 I can be successful in my organization being 

myself.

79.6% 46.3% 33.3% 4.7% 6.6% 9.1% 15.7% N/A N/A N/A 73% 6.6% 78% 1.6%

82 I can easily make a request of my organization to 

meet my accessibility needs. 

93.6% 58.6% 34.9% 2.0% 2.1% 2.3% 4.4% N/A N/A N/A 70% 23.6% 78% 15.6%

83 My organization responds to my accessibility 

needs in a timely manner. 

89.9% 60.8% 29.1% 4.9% 2.5% 2.7% 5.1% N/A N/A N/A 64% 25.9% 73% 16.9%

84 My organization meets my accessibility needs. 

87.4% 61.0% 26.4% 7.4% 2.5% 2.7% 5.1% N/A N/A N/A 67% 20.4% 76% 11.4%

85 My job inspires me.

57.4% 27.7% 29.7% 27.4% 9.6% 5.7% 15.3% N/A N/A N/A 59% -1.6% 65% -7.6%
86 The work I do gives me a sense of 

accomplishment.

79.2% 38.1% 41.1% 10.3% 6.4% 4.0% 10.5% N/A N/A N/A 73% 6.2% 77% 2.2%

87 I feel a strong personal attachment to my 

organization.

58.9% 25.6% 33.3% 22.5% 11.2% 7.4% 18.6% N/A N/A N/A 59% -0.1% 65% -6.1%

88 I identify with the mission of my organization.

77.7% 36.6% 41.1% 16.7% 3.1% 2.6% 5.7% N/A N/A N/A 77% 0.7% 83% -5.3%

89 It is important to me that my work contribute to 

the common good.

96.0% 71.6% 24.4% 4.0% 0.0% 0.0% 0.0% N/A N/A N/A 91% 5.0% 93% 3.0%

For confidentiality purposes, a "—c" indicates that there are fewer than 4 responses to Questions 82, 83, or 84 and results are therefore suppressed.

Source: Federal Maritime Commission 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.
Core Q1-10, 12-38 Trend

# of Respondents Percent # of Respondents Percent

Remain in the work unit and improve their performance over time 11 18.2% 7 16.5%

Remain in the work unit and continue to underperform 16 25.1% 6 15.0%

Leave the work unit - removed or transferred 3 4.6% 7 15.0%

Leave the work unit - quit 2 3.0% 3 6.3%

There are no poor performers in my work unit 21 34.0% 20 47.3%

Do Not Know 16 25.7% 7 --

62 N/A 50 100.0%

FMC 2022

15. In my work unit poor performers usually:

FMC 2021

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

response option)

Percentages are weighted to represent the Agency's population.

Source: Federal Maritime Commission AES Report, 2022 OPM Federal Employee Viewpoint 
Agency Pandemic Response: Physically Present

# of Respondents Percent # of Respondents Percent

100% of my work time 0 0.0% 1 2.1%

At least 75% but less than 100% 2 3.6% 1 2.6%

At least 50% but less than 75% 3 5.0% 1 2.6%

At least 25% but less than 50% 9 14.7% 0 0.0%

Less than 25% 42 69.6% 31 57.3%

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

pandemic 4 7.2% 17 35.3%

Total 60 100.0% 51 100.0%

FMC 2021

90. What percentage of your work time are you currently required to be physically present at your agency worksite (including headquarters, 

bureau, field offices, etc.)? 

Percentages are weighted to represent the Agency's population.

Source: Federal Maritime Commission AES Report, 2022 OPM Federal 

FMC 2022
Telework/Remote Work

# of Respondents Percent # of Respondents Percent

I have an approved remote work agreement (I am not expected to perform 

work at an agency worksite) 3 5.9% 41 78.5%

I telework 3 or more days per week 47 78.2% 7 14.1%

I telework 1 or 2 days per week 9 15.9% 2 5.3%

I telework, but only about 1 or 2 days per month 0 0.0% 0 0.0%

I telework very infrequently, on an unscheduled or short-term basis 0 0.0% 1 2.1%

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 0.0%

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

equipment) that prevent me from teleworking 0 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 0 0.0% 0 0.0%

I do not telework because I choose not to telework 0 0.0% 0 0.0%

Total 51 100.0% 51 100.0%

Telework: a work flexibility arrangement under which an employee performs the duties and responsibilities of such employee's position, and other authorized activities, 

from an approved worksite other than the location from which the employee would otherwise work. In practice, telework is a work arrangement that allows employees to 

have regularly scheduled days on which they telework and regularly scheduled days when they work in their agency worksite.

Remote work: an arrangement in which an employee, under a written remote work agreement, is scheduled to perform their work at an alternative worksite and is not 

expected to perform work at an agency worksite on a regular and recurring basis. A remote worker’s official worksite may be within or outside the local commuting area of 

an agency worksite.

91. Please select the response that BEST describes your current remote work or teleworking schedule. 

FMC 2022 FMC 2021
# of Respondents Percent # of Respondents Percent

I have an approved remote work agreement and live outside the local 

commuting area (more than 50 miles away) 0 0.0% N/A N/A

I have an approved remote work agreement and live within the local 

commuting area (less than 50 miles away) 3 100.0% N/A N/A

Total 3 100.0% N/A N/A

# of Respondents Percent # of Respondents Percent

Yes 4 7.3% N/A N/A

No 55 92.7% N/A N/A

Total 59 100.0% N/A N/A

92. Did you have an approved remote work agreement before the 2020 COVID-19 pandemic? 

FMC 2022 FMC 2021

91a. What is your current remote work status? 

FMC 2022 FMC 2021

Only those who answered “I have an approved remote work agreement” to the previous question received Question 91a.
# of Respondents Percent # of Respondents Percent

No 43 72.7% N/A N/A

Yes, to retire 1 1.6% N/A N/A

Yes, to take another job within my Agency 1 1.7% N/A N/A

Yes, to take another job within the Federal Government 10 17.4% N/A N/A

Yes, to take another job outside the Federal Government 1 1.6% N/A N/A

Yes, other 3 5.0% N/A N/A

Total 59 100.0% N/A N/A

FMC 2022 FMC 2021

93. Based on your work unit’s current telework or remote work options, are you considering leaving your organization, and if so, why? 
# of Respondents Percent # of Respondents Percent

Strongly Agree 27 46.7% N/A N/A

Agree 16 27.2% N/A N/A

Neither Agree nor Disagree 8 13.9% N/A N/A

Disagree 3 5.5% N/A N/A

Strongly Disagree 4 6.8% N/A N/A

Not Applicable 2 —b N/A N/A

Total 60 100.0% N/A N/A

94. My agency’s re-entry arrangements are fair in accounting for employees’ diverse needs and situations. 

FMC 2022 FMC 2021

Re-entry” is a term used to describe the transition from the work environment that has existed during the pandemic to the agency’s new work 

environment.
# of Respondents Percent # of Respondents Percent

All employees in my work unit are physically present on the worksite 3 4.8% N/A N/A

Some employees are physically present on the worksite and others telework 

or work remotely 49 81.7% N/A N/A

No employees in my work unit are physically present on the worksite, we all 

work remotely 2 4.1% N/A N/A

Other 5 9.4% N/A N/A

Total 59 100.0% N/A N/A

"—b" indicates that the "Not Applicable" responses are not included in percentage 

calculations. 

"—d" indicates that there were no responses to this item. 

In 2022, the first two response options to Question 91 (Telework) changed from how 

it was provided in 2021. To facilitate trending, only results for the 2021 response 

options that were the same in 2022 are provided.

Questions 92-95 in the remote work/telework section are new for 2022. Therefore, 

trending is not possible for this year.

Source: Federal Maritime Commission AES Report, 2022 OPM Federal 

95. Please select the response that BEST describes how employees in your work unit currently report to work: 

FMC 2022 FMC 2021

Percentages are weighted to represent the Agency's population.

"—a" indicates that there are no trending results available for the year. 
Senior Leaders and Support

# of Respondents Percent # of Respondents Percent

Strongly Agree 34 55.9% 30 58.4%

Agree 15 26.0% 12 25.7%

Neither Agree nor Disagree 2 3.4% 1 2.7%

Disagree 7 11.5% 5 10.6%

Strongly Disagree 2 3.2% 1 2.6%

No Basis to Judge 0 —b 0 —b

Total 60 100.0% 49 100.0%

FMC 2021

96. My organization’s senior leaders support policies and procedures to protect employee health and safety.

FMC 2022
# of Respondents Percent # of Respondents Percent

Strongly Agree 33 57.0% 25 47.8%

Agree 18 30.9% 21 43.2%

Neither Agree nor Disagree 2 3.7% 2 4.0%

Disagree 3 5.2% 2 5.0%

Strongly Disagree 2 3.3% 0 0.0%

No Basis to Judge 0 —b 0 —b

Total 58 100.0% 50 100.0%

# of Respondents Percent # of Respondents Percent

Strongly Agree 42 69.1% 34 64.1%

Agree 14 24.3% 11 22.8%

Neither Agree nor Disagree 0 0.0% 1 2.5%

Disagree 3 4.9% 2 5.4%

Strongly Disagree 1 1.7% 2 5.2%

No Basis to Judge 0 —b 0 —b

Total 60 100.0% 50 100.0%

99. My supervisor creates an environment where I can voice my concerns about staying healthy and safe.

FMC 2021

97. My organization’s senior leaders provide effective communications about what to expect with the return to the physical worksite.

FMC 2021

98. My supervisor supports my efforts to stay healthy and safe while working.

FMC 2022

FMC 2022
# of Respondents Percent # of Respondents Percent

Strongly Agree 42 68.9% 33 62.0%

Agree 13 21.7% 12 24.9%

Neither Agree nor Disagree 1 2.0% 2 5.4%

Disagree 3 5.8% 1 2.5%

Strongly Disagree 1 1.7% 2 5.2%

No Basis to Judge 0 —b 0 —b

Total 60 100.0% 50 100.0%

"—b" indicates that the "No Basis to Judge" responses are not included in percentage 

calculations. 

Source: Federal Maritime Commission AES Report, 2022 OPM Federal 

Employee Viewpoint Survey

FMC 2021

Percentages are weighted to represent the Agency's population.

FMC 2022

Note: Trending for Q96, Q98-Q99 are based on the "During the COVID-19 Pandemic" 

responses in 2020.

"—a" indicates that there are no trending results available for the year. 
Core Q1-10, 12-38 Trend

Headquarters 85.7%

Field 0.0%

Full-time telework (e.g., home office, telecenter) 14.3%

Total 100.0%

Senior Leader 10.9%

Manager 1.8%

Supervisor 14.5%

Team Leader 9.1%

Non-Supervisor 63.6%

Total 100.0%

Federal Wage System 0.0%

GS 1-6 0.0%

GS 7-12 20.8%

GS 13-15 71.7%

Senior Executive Service 7.5%

Senior Level (SL) or Scientific or Professional (ST) 0.0%

Other 0.0%

Total 100.0%

No Prior Military Service 81.1%

Currently in National Guard or Reserves 0.0%

Retired 5.7%

Separated or Discharged 13.2%

Total 100.0%

The spouse of a current active duty service member of the U.S. Armed Forces 1.9%

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

a disability rating of 100 percent 7.4%

The widow(er) of a service member killed while on active duty in the U.S. Armed Forces 0.0%

None of the categories listed 90.7%

Total 100.0%

What is your US military service status?

What is your pay category/grade?

Are you:

Employment Demographics

Where do you work?

What is your supervisory status?
Core Q1-10, 12-38 Trend

Yes 0.0%

No 100.0%

Total 100.0%

Less than 1 year 0.0%

1 to 3 years 9.4%

4 to 5 years 11.3%

6 to 10 years 24.5%

11 to 14 years 11.3%

15 to 20 years 22.6%

More than 20 years 20.8%

Total 100.0%

Less than 1 year 5.9%

1 to 3 years 31.4%

4 to 5 years 9.8%

6 to 10 years 25.5%

11 to 14 years 9.8%

15 to 20 years 9.8%

More than 20 years 7.8%

Total 100.0%

No 60.7%

Yes, to retire 3.6%

Yes, to take another job within the Federal Government 28.6%

Yes, to take another job outside the Federal Government 3.6%

Yes, other 3.6%

Total 100.0%

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

was skipped.

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

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

Protection Agency)?

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

Have you been hired under the Military Spouse Non-Competitive Hiring Authority?
Core Q1-10, 12-38 Trend

Less than 1 year 1.9%

1 year 1.9%

2 years 1.9%

3 years 3.8%

4 years 0.0%

5 years 7.5%

More than 5 years 83.0%

Total 100.0%

Yes —c

No —c

Total —c

White 70.8%

Black or African American 16.7%

All other races 12.5%

Total 100.0%

29 years and under —c

30-39 years old —c

40-49 years old —c

50-59 years old —c

60 years or older —c

Total —c

Less than High School/ High School Diploma/ GED —c

Certification/ Some College/ Associate's Degree —c

Bachelor's Degree —c

Advanced Degrees (Post Bachelor's Degree) —c

Total —c

Yes 24.5%

No 75.5%

Total 100.0%

Note: All results are suppressed when any single demographic category has fewer than 4 responses.

Are you an individual with a disability?

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

What is your age group?

Please select the racial category or categories with which you most closely identify.

Personal Demographics

Are you of Hispanic, Latino, or Spanish origin?

I am planning to retire:
Core Q1-10, 12-38 Trend

Male 49.0%

Female 51.0%

Total 100.0%

Yes 0.0%

No 100.0%

Total 100.0%

Straight, that is not gay or lesbian —c

Gay or Lesbian —c

Bisexual —c

Something else —c

Total —c

Source: Federal Maritime Commission AES Report, 2022 OPM Federal Employee Viewpoint Survey

The "I use a different term" response option for the sexual orientation item was worded as "Something else" in 2021.

Note: For confidentiality purposes, a "—c" indicated that there are either fewer than 4 responses to a single personal 

demographic category or fewer than 4 responses in multiple personal demographic categories, and results are therefore 

suppressed.

A "—d" indicates that there were no responses to this item.

No suppression was applied to Employment Demographics.

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

Percentages for demographic questions are unweighted.

Are you:

Are you transgender?
Agency Specific Questions

Trend

# of Respondents Percent # of Respondents Percent Percent

Strongly Agree 34 56.0% 26 48.9%

Agree 18 29.3% 16 31.2%

Neither Agree nor Disagree 2 4.0% 4.0% 3 6.9% 6.9%

Disagree 2 3.4% 3 7.8%

Strongly Disagree 4 7.3% 2 5.2%

Total 50 100.0% 50 100.0%

Trend

# of Respondents Percent # of Respondents Percent Percent

Commissioners 11 19.8% 10 21.0% -1.2%

Commissioners/SES 21 35.3% 14 28.3% 6.9%

SES 8 14.0% 9 16.6% -2.5%

SES/GS15/14 7 12.4% 6 13.8% -1.4%

Supervisor (GS15/14) 10 18.5% 9 20.3% -1.8%

Total 57 100.0% 48 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Strongly Agree 19 30.6% 14 24.2%

Agree 22 36.4% 24 48.0%

Neither Agree nor Disagree 7 12.6% 12.6% 7 16.3% 16.3% -3.7%

Disagree 7 12.4% 3 7.8%

Strongly Disagree 5 8.0% 2 3.8%

Total 60 100.0% 50 100.0%

20.4% 11.6% 8.8%

85.3%

10.7%

2022

-2.3%

67.0% 72.2% -5.2%

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

3. Overall, I believe the FMC is headed in the right direction in its efforts to create a more positive working environment.

2021

2022

2022

1. In my Office/Bureau, policies and practices are applied in a fair and equitable manner to all employees.

2021

2021

80.1%

13.0%

5.2%
Trend

# of Respondents Percent # of Respondents Percent

Strongly Agree 23 36.7% 15 27.1%

Agree 18 29.9% 20 38.9%

Neither Agree nor Disagree 7 13.0% 13.0% 9 19.7% 19.7% -6.7%

Disagree 7 11.2% 1 1.5%

Strongly Disagree 5 9.1% 5 12.8%

Total 60 100.0% 50 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Commissioners 4 6.5% 6 11.2% -4.6%

Commissioners/SES 47 78.6% 32 62.8% 15.8%

SES 4 6.5% 6 12.4% -5.9%

SES/GS15/14 4 6.7% 7 13.7% -7.0%

Supervisor (GS15/14) 1 1.7% 0 0.0% 1.7%

Total 60 100.0% 51 100.0%

Trend

# of Respondents Percent # of Respondents Percent

The overall agency (FMC) 50 83.3% N/A N/A N/A

The bureau/office level (e.g., OMD, OGC, BCL, etc.) 6 11.1% N/A N/A N/A

Your work unit 3 5.5% N/A N/A N/A

Total 59 100.0% N/A N/A

66.0% 0.7%

14.3% 6.0%

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

66.7%

20.3%

2021

5. When responding to this survey, I consider “Senior Leaders” and “senior leadership” to refer to:

6. When answering the survey questions about your "organization," which organization were you primarily thinking of?

2022 2021

2022

2022

2021
Trend

# of Respondents Percent # of Respondents Percent

Commissioners 3 5.1% 3 6.8% -1.7%

Commissioners/SES 16 26.5% 13 26.4% 0.1%

SES 7 11.5% 4 7.6% 3.9%

SES/GS15/14 17 27.9% 16 30.1% -2.2%

Supervisor (GS15/14) 16 29.0% 15 29.1% -0.1%

Total 59 100.0% 51 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Increased 36 60.1% 23 42.6% 17.5%

Decreased 2 3.1% 4 7.2% -4.0%

Remained the same 17 28.9% 15 31.9% -3.1%

I have not experienced significant work-related stress 

during the last year 4 7.9% 9 18.3% -10.4%

Total 51 100.0% 51 100.0%

Trend

# of Respondents Percent # of Respondents Percent

People 37 63.6% 23 45.8% 17.9%

Materials 5 8.8% 6 12.5% -3.7%

Budget 5 9.4% 5 11.3% -1.9%

Training 11 18.2% 13 30.5% -12.3%

Total 58 100.0% 47 100.0%

For all tables on this worksheet:

Percentages are weighted to represent the Agency’s population.

Source: Federal Maritime Commission AES Report, 

2022 OPM Federal Employee Viewpoint Survey

2020

7. Which of the following has the greatest impact on your morale?

8. Which of the following best describes your work-related stress over the past year:

9. Which of the following do you need the most to do your job better?

2021

2021

2022 2021

2020
Item Item Text

2019 Percent

Positive

2020 Percent

Positive

2021 Percent

Positive

2022 Percent

Positive

Difference

2022-2019

Difference

2022-2020

Difference

2022-2021

Sort for

Largest

Differences

2022-2019

Sort for

Largest

Differences

2022-2020

Sort for

Largest

Differences

2022-2021

1 *I am given a real opportunity to improve my skills in my organization. 70% 84% 85% 82% 12% -2% -3% 2 12 19

2 I feel encouraged to come up with new and better ways of doing things. 69% 79% 76% 68% -1% -11% -8% 20 31 32

3 My work gives me a feeling of personal accomplishment. 69% 83% 85% 77% 8% -6% -8% 5 21 33

4 I know what is expected of me on the job. 84% 90% 87% 74% -10% -16% -13% 33 36 40

5 *My workload is reasonable. 84% 74% 80% 69% -15% -5% -11% 36 18 37

6 *My talents are used well in the workplace. 65% 84% 71% 67% 2% -17% -4% 14 38 20

7 *I know how my work relates to the agency's goals. 96% 95% 90% 93% -3% -2% 3% 24 13 3

8 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 69% 84% 78% 76% 7% -8% -2% 6 22 13

14 *The people I work with cooperate to get the job done. 81% 90% 85% 86% 5% -4% 1% 9 15 8

16 *In my work unit, differences in performance are recognized in a meaningful way. 57% 73% 70% 60% 3% -13% -10% 11 34 35

18 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. 93% 88% 93% 85% -8% -3% -8% 31 14 31

19 Employees in my work unit meet the needs of our customers. —a 98% 95% 97% —a -1% 2% —a 8 4

20 Employees in my work unit contribute positively to my agency's performance. —a 96% 97% 95% —a -1% -2% —a 9 15

21 Employees in my work unit produce high-quality work. —a 96% 90% 92% —a -4% 2% —a 16 6

22 Employees in my work unit adapt to changing priorities. —a 98% 89% 90% —a -8% 1% —a 24 10

35 Employees are recognized for providing high quality products and services. 64% 75% 81% 75% 11% 0% -6% 3 4 26

36 Employees are protected from health and safety hazards on the job. 86% 93% 91% 85% -1% -8% -6% 21 26 28

37 My organization is successful at accomplishing its mission. 90% 90% 84% 79% -11% -11% -5% 34 29 23

43 *I recommend my organization as a good place to work. 74% 82% 76% 72% -2% -10% -4% 23 28 22

44 *I believe the results of this survey will be used to make my agency a better place to work. 77% 79% 80% 71% -6% -8% -9% 28 25 34

45 My supervisor is committed to a workforce representative of all segments of society. 77% 88% 83% 90% 13% 2% 7% 1 3 1

46 Supervisors in my work unit support employee development. 77% 85% 90% 88% 11% 3% -2% 4 2 14

47 My supervisor supports my need to balance work and other life issues. 87% 90% 95% 94% 7% 4% -1% 7 1 12

48 My supervisor listens to what I have to say. 84% 87% 83% 87% 3% 0% 4% 13 5 2

49 My supervisor treats me with respect. 84% 87% 88% 85% 1% -2% -3% 16 11 17

50 I have trust and confidence in my supervisor. 72% 80% 85% 78% 6% -2% -7% 8 10 29

52 Overall, how good a job do you feel is being done by your immediate supervisor? 81% 86% 84% 80% -1% -6% -4% 19 20 21

55 In my organization, senior leaders generate high levels of motivation and commitment in the workforce. 63% 73% 70% 65% 2% -8% -5% 15 23 25

56 My organization's senior leaders maintain high standards of honesty and integrity. 69% 85% 79% 67% -2% -18% -12% 22 39 39

57 *Managers communicate the goals of the organization. 73% 77% 79% 77% 4% 0% -2% 10 6 16

58 Managers promote communication among different work units (for example, about projects, goals, needed resources). 76% 70% 68% 69% -7% -1% 1% 29 7 9

59 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? 78% 77% 69% 71% -7% -6% 2% 30 19 5

60 I have a high level of respect for my organization's senior leaders. 77% 79% 71% 68% -9% -11% -3% 32 32 18

61 Senior leaders demonstrate support for Work-Life programs. 88% 87% 73% 75% -13% -12% 2% 35 33 7

65 *How satisfied are you with your involvement in decisions that affect your work? 70% 80% 71% 70% 0% -10% -1% 18 27 11

66 *How satisfied are you with the information you receive from management on what's going on in your organization? 68% 86% 75% 64% -4% -22% -11% 25 40 38

67 *How satisfied are you with the recognition you receive for doing a good job? 66% 80% 74% 69% 3% -11% -5% 12 30 24

68 *Considering everything, how satisfied are you with your job? 73% 82% 77% 67% -6% -15% -10% 27 35 36

69 Considering everything, how satisfied are you with your pay? 71% 76% 77% 71% 0% -5% -6% 17 17 27

70 *Considering everything, how satisfied are you with your organization? 74% 85% 76% 69% -5% -16% -7% 26 37 30

The "Sort for Largest Differences" columns are based on the rounded differences shown in the Difference columns, then sorted by differences based on 

unrounded percentages (not shown), and then by item order.

Source: Federal Maritime Commission AES Report, 2022 OPM Federal Employee Viewpoint Survey

End of worksheet

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

Percentages are weighted to represent the Agency's population.

Only items 1-8, 14, 16, 18-22, 35-37, 43-50, 52, 55-61, 65-70 that carried over from the 2021 OPM FEVS are included on this tab.

Q19-Q22 were not included in the 2019 OPM FEVS.

Item text for Q37 has changed from "My agency" to "My organization" in the 2022 OPM FEVS.

A "—a" indicates that there are no trending results available for the year.