Summary of the Federal Maritime Commission’s (FMC)

2019 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 – 2018) 

For the fourth time in six years, the Commission was recognized by the Partnership for positive 

accomplishments in employee engagement and fulfillment. Ascending 8 positions from 17th to 9th, the

FMC was ranked a Top 10 Small Agency in the 2018 Best Places to Work in the Federal Government. 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 2019 FEVS Results

Based on its 2019 FEVS results, the Commission continues to serve as a model agency as evidenced by 

several key indicators, including: 

• Increasing the FMC’s overall Employee Engagement Index* (EEI) score by 3 percent over last 

year’s score to 76 percent, inclusive of an impressive 4 percentage point increase in both the 

Leaders Lead and Supervisors categories;

• Increasing the number of items identified as Strengths from 56 to 62. (Items rated at 65 percent 

positive or higher are considered strengths.); and

• Continuing to have no items identified as Challenges. (Items rated 35 percent or more negative are 

considered a challenge.)

*

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 Agency-Specific Questions introduced in its 2018 FEVS provided additional insight to further define 

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

indicate a continued positive trend in employee perspective on efforts to create a positive workplace, fair 
and equitable treatment of employees, and leadership support for employees’ career advancement 

opportunities:

• 73 percent believe the Commission is headed in the right direction in its efforts to create a more 

positive working environment - a 6 percentage point increase over 2018;

• 74 percent feel FMC policies and practices are applied in a fair and equitable manner to all 

employees - a 7 percentage point increase over 2018; and, 

• 62 percent trust their leaders to assist them through counseling, training, and opportunities to 

advance their career in the FMC - a 7 percentage point increase over 2018.

Continuing to Move Forward

The Commission’s deliberate and united efforts to never stop improving are paying off. We will continue 

to build on these successes and work even harder to increase 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 Senior Management in 2013 and updated annually, the WIP 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 engaged employees. The WIP is updated annually to incorporate input from the entire 

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

Examples of WIP Initiatives selected and completed over the last 5 years include:

• Deploying a revised and accountable Performance Management System

• Updating the Employee Suggestion Program

• Creating a Peer Recognition Program

• Initiating 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 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

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

in the mission and make the FMC such a wonderful place to work every day. A stunning 98 percent of 

surveyed employees reported they are willing to put in the extra effort to get a job done when needed. 

With this in mind, I am certain that together, we can achieve our goal - to make the FMC the best Small 

Agency in the Federal Government.

Michael A. Khouri

Chairman

Federal Maritime Commission
Item Item Text

FMC Percent 

Above or Below 

the GovernmentWide Average 

2019 GovernmentWide Percent 

Positive

2019 

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

2018 

Percent

Positive

Increase or 

Decrease 

from 2018

1 I am given a real opportunity to 

improve my skills in my 

organization. 2.4% 67.2% 69.6% 41.2% 28.4% 20.3% 7.2% 2.9% 10.1% 67.9% 1.7%

2 I have enough information to do 

my job well. 9.1% 71.7% 80.8% 39.5% 41.2% 9.1% 8.7% 1.5% 10.2% 82.8% 2.1%

3 I feel encouraged to come up with 

new and better ways of doing 

things. 7.4% 61.8% 69.2% 36.0% 33.2% 10.6% 17.3% 2.9% 20.2% 64.8% 4.3%

4 My work gives me a feeling of 

personal accomplishment. 3.5% 72.1% 68.6% 34.7% 34.0% 19.3% 6.1% 5.9% 12.0% 75.1% 6.4%

5 I like the kind of work I do. 4.1% 82.7% 78.5% 40.1% 38.5% 15.6% 4.4% 1.5% 5.8% 84.8% 6.2%

6 I know what is expected of me on 

the job. 3.2% 80.6% 83.8% 37.7% 46.1% 6.1% 8.7% 1.4% 10.1% 82.0% 1.8%

7 When needed I am willing to put 

in the extra effort to get a job 

done. 2.9% 95.6% 98.5% 76.2% 22.3% 1.5% 0.0% 0.0% 0.0% 97.4% 1.1%

8 I am constantly looking for ways 

to do my job better. 6.0% 90.9% 96.9% 64.0% 32.9% 1.6% 1.5% 0.0% 1.5% 94.9% 2.0%

9 I have sufficient resources (for 

example, people, materials, 

budget) to get my job done. 26.4% 48.9% 75.3% 27.3% 48.0% 8.6% 11.9% 4.2% 16.1% 77.7% 2.3%

10 My workload is reasonable. 24.4% 59.2% 83.6% 27.7% 55.9% 5.8% 7.8% 2.8% 10.6% 81.8% 1.8%

11 My talents are used well in the 

workplace. 3.7% 61.1% 64.8% 25.7% 39.1% 14.7% 10.4% 10.1% 20.5% 66.7% 1.9%

12 I know how my work relates to 

the agency's goals. 10.5% 85.1% 95.6% 53.5% 42.1% 3.0% 0.0% 1.4% 1.4% 91.4% 4.1%

13 The work I do is important. 4.8% 90.0% 85.3% 52.5% 32.8% 9.0% 4.3% 1.4% 5.7% 82.7% 2.6%

14 Physical conditions (for example, 

noise level, temperature, lighting, 

cleanliness in the workplace) allow 

employees to perform their jobs 

well.

14.6% 66.4% 81.0% 37.5% 43.5% 8.7% 5.7% 4.6% 10.3% 86.3% 5.3%
15 My performance appraisal is a fair 

reflection of my performance. 8.1% 71.2% 79.3% 38.8% 40.6% 9.0% 4.3% 7.4% 11.7% 69.8% 9.5%

16 I am held accountable for 

achieving results. 8.4% 83.1% 91.5% 42.6% 48.9% 7.1% 1.4% 0.0% 1.4% 93.2% 1.8%

17 I can disclose a suspected violation 

of any law, rule or regulation 

without fear of reprisal. 1.9% 67.2% 69.1% 38.8% 30.3% 17.0% 9.3% 4.6% 13.9% 68.3% 0.8%

18 My training needs are assessed. 11.2% 56.5% 67.7% 27.0% 40.7% 21.7% 7.5% 3.1% 10.6% 61.3% 6.4%

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).

5.2% 72.0% 77.2% 36.0% 41.2% 10.8% 7.5% 4.5% 12.0% 68.0% 9.2%

20 The people I work with cooperate 

to get the job done. 3.7% 77.3% 81.0% 32.9% 48.1% 11.8% 7.2% 0.0% 7.2% 83.3% 2.3%

21 My work unit is able to recruit 

people with the right skills. 30.8% 43.9% 74.7% 25.0% 49.7% 16.5% 5.8% 3.0% 8.8% 69.4% 5.3%

22 Promotions in my work unit are 

based on merit. 26.0% 39.2% 65.1% 30.4% 34.7% 22.1% 5.0% 7.8% 12.8% 58.9% 6.2%

23 In my work unit, steps are taken 

to deal with a poor performer 

who cannot or will not improve. 26.2% 33.7% 59.9% 24.9% 35.0% 24.5% 9.3% 6.3% 15.7% 57.8% 2.1%

24 In my work unit, differences in 

performance are recognized in a 

meaningful way. 17.5% 39.2% 56.7% 21.5% 35.2% 25.7% 12.8% 4.8% 17.6% 53.9% 2.8%

25 Awards in my work unit depend 

on how well employees perform 

their jobs. 16.8% 47.8% 64.6% 33.0% 31.6% 21.0% 8.0% 6.4% 14.4% 63.2% 1.4%

26 Employees in my work unit share 

job knowledge with each other.

5.2% 76.9% 82.1% 41.0% 41.1% 11.8% 6.1% 0.0% 6.1% 85.9% 3.8%

27 The skill level in my work unit has 

improved in the past year. 13.4% 57.6% 71.0% 30.2% 40.7% 21.7% 5.9% 1.5% 7.4% 71.1% 0.1%

28 How would you rate the overall 

quality of work done by your work 

unit? 8.7% 84.0% 92.7% 63.7% 29.0% 5.9% 0.0% 1.4% 1.4% 91.0% 1.7%

29 My work unit has the job-relevant 

knowledge and skills necessary to 

accomplish organizational goals. 

12.3% 80.6% 92.9% 51.5% 41.4% 2.9% 2.8% 1.4% 4.3% 91.5% 1.4%
30 Employees have a feeling of 

personal empowerment with 

respect to work processes. 13.9% 49.8% 63.8% 17.6% 46.2% 20.1% 11.8% 4.4% 16.2% 60.7% 3.1%

31 Employees are recognized for 

providing high quality products 

and services. 9.4% 54.4% 63.8% 30.5% 33.3% 21.4% 7.3% 7.5% 14.8% 56.8% 7.0%

32 Creativity and innovation are 

rewarded. 16.0% 44.3% 60.4% 20.0% 40.4% 21.0% 10.7% 7.9% 18.6% 54.7% 5.7%

33 Pay raises depend on how well 

employees perform their jobs. 22.4% 27.8% 50.2% 22.4% 27.7% 33.0% 8.7% 8.1% 16.8% 43.9% 6.2%

34 Policies and programs promote 

diversity in the workplace (for 

example, recruiting minorities and 

women, training in awareness of 

diversity issues, mentoring).

17.4% 58.7% 76.0% 33.8% 42.3% 16.2% 4.6% 3.1% 7.8% 67.1% 8.9%

35 Employees are protected from 

health and safety hazards on the 

job. 9.6% 76.7% 86.3% 43.2% 43.1% 11.9% 1.8% 0.0% 1.8% 87.6% 1.3%

36 My organization has prepared 

employees for potential security 

threats. 5.0% 79.9% 84.9% 41.6% 43.3% 10.3% 4.7% 0.0% 4.7% 78.9% 6.1%

37 Arbitrary action, personal 

favoritism and coercion for 

partisan political purposes are not 

tolerated. 12.4% 56.2% 68.7% 36.5% 32.2% 20.7% 3.1% 7.6% 10.7% 53.6% 15.0%

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.

7.1% 70.3% 77.4% 41.5% 35.9% 16.4% 4.6% 1.6% 6.2% 65.7% 11.7%

39 My agency is successful at 

accomplishing its mission. 12.5% 77.3% 89.9% 45.7% 44.2% 5.9% 2.8% 1.4% 4.3% 84.5% 5.4%

40 I recommend my organization as a 

good place to work. (Used to 

calculate Best Places to Work 

ranking.) 7.3% 66.8% 74.1% 44.6% 29.5% 13.0% 5.7% 7.2% 12.9% 75.4% 1.3%
41 I believe the results of this survey 

will be used to make my agency a 

better place to work. 36.0% 41.3% 77.4% 45.2% 32.1% 12.2% 7.4% 3.1% 10.5% 64.2% 13.2%

42 My supervisor supports my need 

to balance work and other life 

issues. 4.8% 82.1% 87.0% 59.1% 27.9% 10.1% 1.5% 1.5% 2.9% 85.9% 1.1%

43 My supervisor provides me with 

opportunities to demonstrate my 

leadership skills. 1.0% 70.9% 71.9% 42.2% 29.7% 20.8% 2.9% 4.4% 7.3% 64.7% 7.2%

44 Discussions with my supervisor 

about my performance are 

worthwhile. 7.2% 68.1% 75.3% 42.2% 33.0% 14.6% 5.7% 4.4% 10.1% 74.9% 0.4%

45 My supervisor is committed to a 

workforce representative of all 

segments of society. 5.6% 71.9% 77.5% 42.1% 35.4% 16.3% 4.7% 1.5% 6.2% 71.0% 6.5%

46 My supervisor provides me with 

constructive suggestions to 

improve my job performance. 6.1% 67.1% 73.2% 36.2% 36.9% 13.9% 7.1% 5.8% 12.9% 64.3% 8.9%

47 Supervisors in my work unit 

support employee development.

6.3% 71.0% 77.3% 41.4% 35.8% 15.3% 6.0% 1.5% 7.4% 75.5% 1.7%

48 My supervisor listens to what I 

have to say. 4.4% 79.6% 84.0% 44.0% 40.0% 11.7% 2.9% 1.4% 4.4% 76.3% 7.6%

49 My supervisor treats me with 

respect. 0.3% 84.3% 84.0% 53.4% 30.7% 4.4% 8.7% 2.9% 11.6% 80.2% 3.8%

50 In the last six months, my 

supervisor has talked with me 

about my performance. 7.7% 82.0% 89.7% 42.6% 47.1% 4.7% 2.9% 2.8% 5.7% 89.6% 0.1%

51 I have trust and confidence in my 

supervisor. 0.4% 72.0% 72.4% 43.1% 29.2% 14.7% 5.7% 7.3% 13.0% 71.6% 0.8%

52 Overall, how good a job do you 

feel is being done by your 

immediate supervisor? 6.7% 74.1% 80.8% 52.1% 28.7% 16.3% 0.0% 2.9% 2.9% 76.1% 4.7%

53 In my organization, senior leaders 

generate high levels of motivation 

and commitment in the 17.6% 45.0% 62.5% 25.4% 37.2% 24.2% 5.9% 7.4% 13.3% 53.6% 8.9%

54 My organization's senior leaders 

maintain high standards of 

honesty and integrity. 13.3% 56.1% 69.4% 35.5% 33.9% 21.3% 4.6% 4.7% 9.3% 67.7% 1.7%

55 Supervisors work well with 

employees of different 

backgrounds. 11.5% 70.2% 81.7% 35.1% 46.6% 9.2% 4.5% 4.6% 9.1% 70.0% 11.7%
56 Managers communicate the goals 

of the organization. 8.8% 64.6% 73.4% 33.4% 40.0% 17.6% 6.1% 2.9% 9.0% 71.4% 1.9%

57 Managers review and evaluate the 

organization's progress toward 

meeting its goals and objectives.

15.0% 63.9% 78.9% 38.1% 40.8% 16.1% 3.3% 1.7% 5.0% 77.7% 1.2%

58 Managers promote 

communication among different 

work units (for example, about 

projects, goals, needed resources).

18.2% 57.7% 75.9% 30.4% 45.4% 13.7% 8.9% 1.6% 10.4% 65.1% 10.7%

59 Managers support collaboration 

across work units to accomplish 

work objectives. 16.3% 61.3% 77.6% 39.5% 38.0% 12.0% 8.9% 1.6% 10.4% 67.7% 9.9%

60 Overall, how good a job do you 

feel is being done by the manager 

directly above your immediate 

supervisor? 15.7% 62.5% 78.3% 54.6% 23.7% 13.3% 6.7% 1.8% 8.5% 73.0% 5.3%

61 I have a high level of respect for 

my organization's senior leaders.

20.2% 57.2% 77.4% 42.7% 34.7% 10.6% 6.0% 6.0% 11.9% 72.9% 4.5%

62 Senior leaders demonstrate 

support for Work/Life programs.

29.1% 58.8% 88.0% 52.8% 35.2% 9.0% 1.5% 1.5% 3.0% 84.5% 3.5%

63 How satisfied are you with your 

involvement in decisions that 

affect your work? 15.1% 54.8% 69.9% 32.2% 37.8% 16.8% 7.4% 5.9% 13.3% 66.7% 3.2%

64 How satisfied are you with the 

information you receive from 

management on what's going on 

in your organization? 15.5% 52.3% 67.7% 29.9% 37.9% 14.7% 16.2% 1.4% 17.5% 66.7% 1.1%

65 How satisfied are you with the 

recognition you receive for doing 

a good job? 12.6% 53.4% 66.0% 36.7% 29.3% 20.8% 9.0% 4.3% 13.3% 65.5% 0.5%

66 How satisfied are you with the 

policies and practices of your 

senior leaders? 15.9% 46.8% 62.7% 28.3% 34.5% 23.9% 11.8% 1.5% 13.4% 60.3% 2.4%

67 How satisfied are you with your 

opportunity to get a better job in 

your organization? 5.9% 40.7% 46.6% 23.8% 22.9% 30.7% 12.2% 10.5% 22.7% 39.2% 7.4%
68 How satisfied are you with the 

training you receive for your 

present job? 10.0% 56.7% 66.6% 29.3% 37.3% 22.7% 10.6% 0.0% 10.6% 64.6% 2.1%

69 Considering everything, how 

satisfied are you with your job? 

(Used to calculate Best Places to 

Work ranking.) 4.8% 68.6% 73.4% 41.1% 32.3% 11.8% 8.8% 6.0% 14.8% 74.6% 1.2%

70 Considering everything, how 

satisfied are you with your pay? 7.9% 63.3% 71.2% 31.3% 40.0% 18.0% 9.4% 1.5% 10.8% 74.0% 2.8%

71 Considering everything, how 

satisfied are you with your 

organization? (Used to calculate 

Best Places to Work ranking.) 12.6% 61.0% 73.6% 44.1% 29.5% 11.8% 8.7% 6.0% 14.6% 77.3% 3.7%

Legend

Increase from 2018 to 2019

Decrease from 2018 to 2019
Work Life-Telework

Q72 Currently, in my work unit poor performers usually: N %

Remain in work unit and improve over time 15 33.5%

Remain in work unit and continue to underperform 13 29.4%

Leave work unit - removed or transferred 2 4.4%

Leave work unit - quit 1 2.2%

No poor performers in work unit 13 30.4%

44 100.0%

Do Not Know 22

Q73 Which of the following best describes the impact of the partial government shutdown (December 22, 2018 

– January 25, 2019) on your working/pay status? N %

The shutdown had no impact on my working/pay status 3 4.6%

I did not work and did not receive pay until after the lapse ended 53 79.5%

I worked some of the shutdown but did not receive pay until after the lapse ended 10 14.5%

I worked for the entirety of the shutdown but did not receive pay until after the lapse ended 0 0.0%

Other, not listed above 1 1.4%

67 100.0%

Q74 How was your everyday work impacted during (if you worked) or after the partial government shutdown? N %

It had no impact 8 12.9%

A slightly negative impact 10 16.3%

A moderately negative impact 17 26.4%

A very negative impact 14 22.1%

An extremely negative impact 14 22.3%

63 100.0%

Q75 In what ways did the partial government shutdown negatively affect your work? (Check all that apply) N %

Unmanageable workload 23 42.3%

Missed deadlines 38 70.5%

Unrecoverable loss of work 9 16.9%

Reduced customer service 27 50.2%

Delayed work 51 94.6%

Reduced work quality 17 31.7%

Cutback of critical work 11 20.5%

Time lost in restarting work 46 84.7%

Unmet statutory requirements 9 16.7%

Other 6 11.2%

Q76 Are you looking for another job because of the partial government shutdown? N %

I am looking for another job specifically because of the shutdown 1 1.6%

I am looking for another job, but the shutdown is only one of the reasons 12 17.9%

I am looking for another job, but the shutdown had no influence on that decision 13 20.1%

I am not looking for another job currently 40 60.4%

66 100.0%

Q77 My agency provided the support (e.g., communication, assistance, guidance) I needed during the partial 

government shutdown. N %

Strongly agree 33 50.2%

Agree 19 28.8%

Neither agree nor disagree 8 11.9%

Disagree 4 5.8%

Strongly disagree 2 3.3%

66 100.0%

No Support Required 1 --

Total

2019 Results

Total

Total

Total

Total
Work Life-Telework

Q78 Please select the response below that BEST describes your current teleworking schedule. N %

I telework very infrequently, on an unscheduled or short-term basis 19 28.4%

I telework, but only about 1 or 2 days per month 7 10.2%

I telework 1 or 2 days per week 19 29.3%

I telework 3 or 4 days per week 1 1.5%

I telework every work day 0 0.0%

46 69.5%

I do not telework because I have to be physically present on the job 1 1.5%

I do not telework because of technical issues that prevent me from teleworking 1 1.7%

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 3.0%

I do not telework because I choose not to telework 16 24.4%

20 30.5%

Q79 How satisfied are you with the Telework program in your agency? N %

Very Satisfied 27 40.6%

Satisfied 21 31.6%

Neither Satisfied nor Dissatisfied 7 10.5%

Dissatisfied 1 1.9%

Very Dissatisfied 1 1.4%

57 86.0%

I choose not to participate in this program 8 12.5%

This program is not available to me 1 1.5%

I am unaware of this program 0 0.0%

9 100.0%

Q80 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): N %

Alternative work schedules 55 83.7%

Health and wellness programs 32 47.9%

Employee assistance program - EAP 6 9.1%

Child care programs 2 2.9%

Elder care programs 1 1.5%

None listed 7 10.5%

Q81 How satisfied are you with the following Work-Life programs in your agency? Alternative Work 

Schedules (for example, compressed work schedule, flexible work schedule) N %

Very Satisfied 43 65.6%

Satisfied 14 21.0%

Neither Satisfied nor Dissatisfied 3 4.4%

Dissatisfied 1 1.5%

Very Dissatisfied 0 0.0%

61 92.5%

I choose not to participate in these programs 5 7.5%

These programs are not available to me 0 0.0%

I am unaware of these programs 0 0.0%

66 100.0%

Total

Total

Total

Total

Total

Total

Telework:

Do not telework:
Work Life-Telework

Q82

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)

N %

Very Satisfied 25 37.3%

Satisfied 25 38.1%

Neither Satisfied nor Dissatisfied 3 4.4%

Dissatisfied 0 0.0%

Very Dissatisfied 0 0.0%

53 79.7%

I choose not to participate in these programs 10 15.1%

These programs are not available to me 3 5.2%

I am unaware of these programs 0 0.0%

66 100.0%

Q83

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, information 

services)

N %

Very Satisfied 12 17.7%

Satisfied 6 9.3%

Neither Satisfied nor Dissatisfied 9 14.0%

Dissatisfied 0 0.0%

Very Dissatisfied 0 0.0%

27 41.0%

I choose not to participate in these programs 37 56.0%

These programs are not available to me 1 1.5%

I am unaware of these programs 1 1.5%

66 100.0%

Q84

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)

N %

Very Satisfied 5 7.6%

Satisfied 3 4.8%

Neither Satisfied nor Dissatisfied 5 7.7%

Dissatisfied 1 1.5%

Very Dissatisfied 0 0.0%

14 21.7%

I choose not to participate in these programs 37 56.9%

These programs are not available to me 10 15.1%

I am unaware of these programs 4 6.3%

65 100.0%

Q85 How satisfied are you with the following Work-Life programs in your agency? Elder Care Programs (for 

example, elder/adult care, support groups, resources) N %

Very Satisfied 3 4.5%

Satisfied 2 3.3%

Neither Satisfied nor Dissatisfied 5 7.9%

Dissatisfied 0 0.0%

Very Dissatisfied 0 0.0%

10 15.6%

I choose not to participate in these programs 37 56.9%

These programs are not available to me 10 15.2%

I am unaware of these programs 8 12.3%

65 100.0%

Total

Total

Total

Total

Total

Total

Total

Total
# of

Respondents Percent

# of

Respondents Percent Trend

Strongly Agree 28 37.0% 27 40.3%

Agree 23 30.3% 22 33.9%

Neither Agree nor Disagree 10 14.9% 14.9% Neutral 8 12.2% 12.2% Neutral -2.7%

Disagree 6 7.9% 7 10.4%

Strongly Disagree 6 10.0% 2 3.1%

Total 73 100.0% 66 100.0% 100.0%

# of

Respondents Percent

# of

Respondents Percent Trend

Commissioners 11 14.6% 13 22.1% 7.5%

Commissioners/SES 14 21.6% 13 21.7% 0.1%

SES 15 23.8% 5 8.2% 15.6%

SES/GS15/14 14 21.3% 14 23.5% 2.2%

Supervisor (GS15/14) 13 18.6% 14 24.5% 5.9%

Total 67 100.0% 59 100.0%

# of

Respondents Percent

# of

Respondents Percent Trend

Strongly Agree 22 30.2% 31 46.6%

Agree 28 36.7% 17 26.5%

Neither Agree nor Disagree 15 22.8% 22.8% Neutral 12 17.8% 17.8% Neutral -5.0%

Disagree 5 6.9% 4 6.0%

Strongly Disagree 2 3.4% 2 3.1%

Total 72 100.0% 66 100.0%

6.2%

1.2%

2018 2019

66.9% Positive

Federal Maritime Commission Agency-Specific Questions (ASQ)

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.

2018 2019

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

67.3% Positive

17.9% Negative

74.2% Positive 6.9%

13.5% Negative 4.4%

2018 2019

10.3% Negative

73.1% Positive

9.1% Negative
# of

Respondents Percent

# of

Respondents Percent Trend

Strongly Agree 17 23.5% 23 34.9%

Agree 25 31.9% 18 27.3%

Neither Agree nor Disagree 19 27.8% 27.8% Neutral 14 21.4% 21.4% Neutral -6.4%

Disagree 7 9.2% 5 7.5%

Strongly Disagree 5 7.5% 6 9.0%

Total 73 100.0% 66 100.0%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

Commissioners 2 3.0% 4 6.0% 3.0%

Commissioners/SES 43 60.1% 38 60.0% 0.1%

SES 16 20.6% 11 17.1% 3.5%

SES/GS15/14 8 11.9% 10 15.4% 3.5%

Supervisor (GS15/14) 3 4.3% 1 1.5% 2.8%

Total 72 100.0% 64 100.0%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

Commissioners 6 7.6% 3 4.5% 3.1%

Commissioners/SES 18 25.9% 15 23.3% 2.7%

SES 8 11.0% 6 9.2% 1.8%

SES/GS15/14 19 25.3% 16 25.2% 0.1%

Supervisor (GS15/14) 20 30.2% 24 37.8% 7.6%

Total 71 100.0% 64 100.0%

2018 2019

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

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

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

6.8%

0.2%

55.4% Positive

16.70%

62.2% Positive

16.5% Negative

2018 2019

2018 2019
# of

Respondents Percent

# of

Respondents Percent Trend

Increased 34 44.3% 32 48.7% 4.4%

Decreased 3 5.0% 3 4.5% 0.5%

Remained the same 20 28.1% 18 28.4% 0.3%

I have not experienced significant 

work-related stress during the last 

year

15

22.5%

12

18.5% 4.0%

Total 72 100.0% 65 100.0%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

People 23 31.2% 27 43.7% 12.5%

Materials 6 9.3% 8 12.8% 3.5%

Budget 26 36.6% 11 18.3% 18.3%

Training 16 23.0% 15 25.3% 2.3%

Total 71 100.0% 61 100.0%

2018 2019

2018 2019

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

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