Summary of the Federal Maritime Commission’s (FMC)

2021 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 – 2020) 

In 2020, the Federal Maritime Commission remained a Top 10 Small Agency for the third 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 2021 FEVS Results

Based on our 2021 FEVS results, the Commission continues to serve as a model federal agency. Overall, 

the majority of employees believe the agency is headed in the right direction in its efforts to create a more 

positive working environment and would recommend the FMC as a good place to work. A few 

of the positive key survey results include:

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

considered a challenge)

• We saw our highest positive responses over the past 7 years in 30% of the core questions answered.

• The top three responses in the 2021 survey, which also saw their highest responses over the past 7 

years include:

o Employees in my work unit contribute positively to my agency's performance (97%)

o My supervisor supports my need to balance work and other life issues (95%)

o Employees in my work unit achieve our goals (95%)

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.

While the overall Employee Engagement Index in 2021 dropped 2% from 2020, the overall index remained 

above 80% and included a 1% increase in the Supervisors category. Additionally, the index rates remained 

higher than 2019’s responses by about 5% and continued to show a positive trend when compared to 

responses over the past 7 years:

• 81% in Employee Engagement (83% in 2020) - Conditions that lead to engaged employees 
• 86% on Supervisors (85% in 2020) - The interpersonal relationship between worker and 

supervisor, including trust, respect, and support

• 82% on Intrinsic Work Experiences (86% in 2020) - Employees' feelings of motivation and 

competency relating to their role in the workplace 

• 74% on Leaders Lead (78% in 2020) - 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 

2021 survey continued to be identified as strengths (65% positive or higher) and remain on par with the

average survey results seen over the past 3 years:

• 72% believe the Commission is headed in the right direction in its efforts to create a more positive 

working environment (81% in 2020).

• 80% feel FMC policies and practices are applied in a fair and equitable manner to all employees 

(83% in 2020).

• 66% trust their leaders to assist them through counseling, training, and opportunities to advance 

their career in the FMC (72% in 2020).

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 WIP Initiatives selected and completed over the last 7 years include: 

• Creating a Peer Recognition Program

• Developing an Employee Handbook

• Developing a new Annual Diversity Training 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. 

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

%

2020 

Percent

Positive

1 *I am given a real opportunity to improve my 

skills in my organization. 85.1% 31.6% 53.5% 7.3% 5.0% 2.6% 7.6% 83.5% 

2 I feel encouraged to come up with new and 

better ways of doing things. 75.9% 34.0% 42.0% 11.9% 9.6% 2.6% 12.2% 79.3% 

3 My work gives me a feeling of personal 

accomplishment. 85.0% 19.2% 65.8% 10.0% 0.0% 5.0% 5.0% 82.9% 

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

86.6% 27.0% 59.6% 3.9% 6.9% 2.6% 9.5% 89.8% 

5 *My workload is reasonable.

79.9% 21.8% 58.0% 6.1% 10.3% 3.7% 14.0% 73.7% 

6 *My talents are used well in the workplace.

71.3% 22.1% 49.2% 14.4% 11.6% 2.7% 14.3% 83.7% 

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

goals. 90.4% 45.5% 44.9% 7.0% 0.0% 2.6% 2.6% 95.0% 

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

rule or regulation without fear of reprisal.

77.8% 45.3% 32.6% 10.7% 8.9% 2.7% 11.5% 83.9% 

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

done. 85.1% 60.2% 24.9% 4.9% 5.0% 5.0% 10.0% 90.2% 

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

poor performer who cannot or will not improve.

71.1% 33.1% 37.9% 16.1% 9.7% 3.1% 12.8% 76.9% 

12 *In my work unit, differences in performance are 

recognized in a meaningful way. 69.6% 24.9% 44.7% 14.8% 12.3% 3.2% 15.6% 72.7% 

13 *My work unit has the job‐relevant knowledge 

and skills necessary to accomplish organizational goals. 93.1% 52.2% 40.9% 0.0% 4.2% 2.7% 6.9% 88.4% 
14 Employees in my work unit meet the needs of our 

customers. 94.6% 49.9% 44.7% 2.7% 2.7% 0.0% 2.7% 98.1% 

15 Employees in my work unit contribute positively 

to my agency's performance. 97.3% 59.1% 38.2% 2.7% 0.0% 0.0% 0.0% 96.3% 

16 Employees in my work unit produce high‐quality 

work. 90.0% 58.9% 31.1% 10.0% 0.0% 0.0% 0.0% 96.5% 

17 Employees in my work unit adapt to changing 

priorities.

88.8% 61.9% 26.9% 6.0% 5.2% 0.0% 5.2% 98.2% 

18 Employees in my work unit successfully 

collaborate. 81.8% 52.3% 29.5% 13.2% 5.0% 0.0% 5.0% 92.7% 

19 Employees in my work unit achieve our goals.

94.7% 60.6% 34.1% 2.6% 2.6% 0.0% 2.6% 100.0% 

20 Employees are recognized for providing high 

quality products and services. 80.8% 41.1% 39.7% 6.9% 12.3% 0.0% 12.3% 75.1% 

21 Employees are protected from health and safety 

hazards on the job. 91.0% 52.5% 38.5% 3.9% 0.0% 5.1% 5.1% 93.3% 

22 My agency is successful at accomplishing its 

mission. 83.5% 41.6% 41.9% 11.2% 5.3% 0.0% 5.3% 89.6% 

23 *I recommend my organization as a good place to 

work. 76.2% 37.0% 39.2% 12.6% 8.6% 2.6% 11.2% 81.8% 

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

make my agency a better place to work.

80.4% 36.1% 44.2% 6.8% 5.1% 7.7% 12.8% 79.3% 

25 My supervisor supports my need to balance work 

and other life issues. 94.9% 71.8% 23.0% 0.0% 0.0% 5.1% 5.1% 89.5% 

26 My supervisor is committed to a workforce 

representative of all segments of society.

83.2% 55.8% 27.5% 12.4% 1.5% 2.8% 4.3% 88.5% 

27 Supervisors in my work unit support employee 

development. 89.8% 60.0% 29.8% 7.5% 0.0% 2.7% 2.7% 85.0% 

28 My supervisor listens to what I have to say.

82.9% 55.3% 27.6% 6.9% 5.1% 5.1% 10.2% 86.7% 

29 My supervisor treats me with respect.

87.8% 57.2% 30.6% 4.4% 2.6% 5.1% 7.8% 86.7% 
30 I have trust and confidence in my supervisor.

85.4% 49.5% 35.9% 6.9% 2.6% 5.1% 7.8% 79.8% 

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

by your immediate supervisor?

84.3% 55.8% 28.5% 10.5% 2.5% 2.6% 5.1% 86.5% 

32 In my organization, senior leaders generate high 

levels of motivation and commitment in the workforce. 70.5% 25.2% 45.2% 13.4% 9.6% 6.5% 16.1% 72.7% 

33 My organization's senior leaders maintain high 

standards of honesty and integrity.

78.7% 36.2% 42.5% 11.6% 2.9% 6.8% 9.7% 84.5% 

34 *Managers communicate the goals of the 

organization. 79.3% 25.6% 53.7% 7.1% 13.5% 0.0% 13.5% 77.0% 

35 Managers promote communication among 

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

67.9% 21.9% 46.0% 14.9% 8.1% 9.1% 17.2% 69.7% 

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

by the manager directly above your immediate supervisor? 69.0% 39.2% 29.8% 22.4% 2.8% 5.8% 8.6% 77.5% 

37 I have a high level of respect for my 

organization's senior leaders. 71.0% 25.9% 45.1% 18.7% 5.2% 5.1% 10.3% 79.3% 

38 Senior leaders demonstrate support for Work‐Life 

programs. 73.0% 37.7% 35.3% 20.5% 2.8% 3.7% 6.5% 86.7% 

39 *How satisfied are you with your involvement in 

decisions that affect your work?

70.8% 24.4% 46.4% 12.3% 14.2% 2.7% 16.9% 79.9% 

40 *How satisfied are you with the information you 

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

75.2% 30.3% 44.9% 7.0% 10.2% 7.6% 17.8% 86.3% 

41 *How satisfied are you with the recognition you 

receive for doing a good job?

73.6% 29.1% 44.5% 8.6% 12.7% 5.1% 17.8% 79.6% 
42 *Considering everything, how satisfied are you 

with your job?

77.3% 23.2% 54.1% 10.2% 7.3% 5.2% 12.5% 81.8% 

43 Considering everything, how satisfied are you 

with your pay?

77.2% 30.2% 47.0% 15.1% 7.8% 0.0% 7.8% 75.8% 

44 *Considering everything, how satisfied are you 

with your organization?

76.2% 26.8% 49.4% 15.4% 5.8% 2.6% 8.4% 84.9% 

* AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)** Unweighted count of responses excluding "Do Not Know" or "No Basis to Judge"Percentages are weighted to represent the Agency's population.

Source: Federal Maritime Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey
Core Q1‐10, 12‐38 Trend

# of Respondents Percent 

    Remain in the work unit and improve their performance over time 7 16.5%     Remain in the work unit and continue to underperform 6 15.0%     Leave the work unit ‐ removed or transferred 7 15.0%     Leave the work unit ‐ quit 3 6.3%     There are no poor performers in my work unit 20 47.3%     Do Not Know 7 ‐‐ 

50 100.0% 

"—b" indicates that the "Do Not Know" responses are not included in percentage calculations.

Source:  Federal Maritime Commission AES Report, 2021 OPM Federal Employee Viewpoint 

FMC 2021

11. In my work unit poor performers usually:

Total

Percentages are weighted to represent the Agency's population.The rows above do not include results for any year when there were fewer than 4 completed surveys."—a" indicates that there are no trending results available for the year.
Agency Pandemic Response: Physically Present

# of Respondents Percent # of Respondents 

100% of my work time 1 2.1% At least 75% but less than 100% 1 2.6% At least 50% but less than 75% 1 2.6% 0 At least 25% but less than 50% 0 0.0% 0 Less than 25% 31 57.3% 3I have not been physically present at my agency worksite during the pandemic 17 35.3% 2Total 51 100.0% 59 Source: Federal Maritime Commission AES Report, 2021 OPM Federal 

FMC 2

45. Since the last OPM FEVS (September and October 2020), on average what percentage of your work time have you been physic

your agency worksite (including headquarters, bureau, field offices, etc.)?                                                   

Percentages are weighted to represent the Agency's population.The rows above do not include results for any year when there were fewer than 4 "—a" indicates that there are no trending results available for the year.                              

FMC 2021
Telework Trends

# of Respondents Percent # of Respo

I telework every work day 41 78.5% I telework 3 or 4 days per week 7 14.1% I telework 1 or 2 days per week 2 5.3% I telework, but only about 1 or 2 days per month 0 0.0% I telework very infrequently, on an unscheduled or short‐term basis 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% I do not telework because of technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking                                                           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% I do not telework because I choose not to telework                                                   0 0.0% 

Total 51 100.0% 

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

FMC 2021 

Source: Federal Maritime Commission AES Report, 2021 OPM Federal 

Percentages are weighted to represent the Agency's population.Trending for Q46 is based on the "As of now" responses in 2020.The rows above do not include results for any year when there were fewer than 4 "—a" indicates that there are no trending results available for the year.                              
Pandemic: Employee Supports

# of Respondents Percent # of Respondents Percent # of Respondents Percent # of Respondents Percent # of Responden

47A. Expanded telework 49 95.3% 53 93.5% 0 0.0% 0 0.0% 47B. Expanded work schedule flexibilities 44 86.5% 44 76.7% 1 1.3% 1 1.5% 47C. Expanded leave policies 32 61.7% 27 47.9% 2 3.9% 2 3.4% 47D. Clear guidance on COVID‐19 vaccination protocols 45 89.3% —a —a 3 6.4% —a —a 

47E. Appropriate physical health resources (e.g., access to COVID‐19 testing) at my agency worksite 19 38.0% —a —a 7 15.1% —a —a 47F. Timely communication about possible COVID‐19 exposure at my agency worksite 43 84.6% 25 43.1% 3 6.3% 6 10.0% 47G. Social distancing in my agency worksite 36 69.2% 31 53.9% 5 8.9% 0 0.0% 47H. Encouraged use of personal protective equipment (PPE) or other safety equipment in my agency worksite 38 71.1% 32 55.3% 3 7.4% 3 5.0% 47I. Cleaning and sanitizing performed regularly in my agency worksite to reduce risk of COVID‐19 illness 38 71.3% —a —a 3 6.3% —a —a 47J. A well‐ventilated worksite 29 56.3% —a —a 11 18.9% —a —a 47K. Clear guidance on quarantine requirements after any COVID‐19 exposure 40 78.2% —a —a 4 7.3% —a —a "—a" indicates that there are no trending results available for the year.                                                        

Items Q47D‐E and Q47I‐K are new and do not trend. Item text for Q47F and Q47G has changed from the 2020 FEVS.

Source: Federal Maritime Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey

2021 2021

Percentages are weighted to represent the Agency's population.The rows above do not include results for any year when there were fewer than 4 completed surveys.47. How has your organization supported you 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) those needed but not available to you, and (3) those supports you have not currently needed.                 

Needed and available to me          

2020

 Needed, but not available 

to me                                

2020

Needed and available to me          Not needed 

 Needed, but not available 

to me                               

2
Pandemic Response: Senior Leaders and Supervisors

# of Respondents Percent # of Responden

Strongly Agree 30 56.9% Agree 14 30.2% Neither Agree nor Disagree 2 5.4% Disagree 3 5.1% Strongly Disagree 1 2.5% No Basis to Judge 0 —b 

Total 50 100.0% 

# of Respondents Percent # of Responden

Strongly Agree 30 58.4% Agree 12 25.7% Neither Agree nor Disagree 1 2.7% Disagree 5 10.6% Strongly Disagree 1 2.6% No Basis to Judge 0 —b 

Total 49 100.0% 

FM

48. My organization's senior leaders demonstrate commitment to employee health and safety.

FM

49. My organization's senior leaders support policies and procedures to protect employee health and safety.

FMC 2021FMC 2021
# of Respondents Percent

Strongly Agree 25 47.8%Agree 21 43.2%Neither Agree nor Disagree 2 4.0%Disagree 2 5.0%Strongly Disagree 0 0.0%No Basis to Judge 0 —b

Total 50 100.0%

# of Respondents Percent # of Responden

Strongly Agree 34 64.1% Agree 11 22.8% Neither Agree nor Disagree 1 2.5% Disagree 2 5.4% Strongly Disagree 2 5.2% No Basis to Judge 0 —b 

Total 50 100.0% 

FM

51. My supervisor shows concern for my health and safety.

FMC 2021FMC 2021

50. My organization's senior leaders provide effective communications about what to expect with the return to the physical worksite.
# of Respondents Percent # of Responden

Strongly Agree 34 65.9% Agree 11 23.4% Neither Agree nor Disagree 2 5.3% Disagree 1 2.7% Strongly Disagree 1 2.6% No Basis to Judge 0 —b 

Total 49 100.0% 

# of Respondents Percent # of Responden

Strongly Agree 33 62.0% Agree 12 24.9% Neither Agree nor Disagree 2 5.4% Disagree 1 2.5% Strongly Disagree 2 5.2% No Basis to Judge 0 —b 

Total 50 100.0% 

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

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

Source: Federal Maritime Commission AES Report, 2021 OPM Federal 

FM

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

FM

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

Percentages are weighted to represent the Agency's population.

FMC 2021FMC 2021

Trending for Q48, Q49, Q51‐Q53 is based on the "During the COVID‐19 Pandemic" The rows above do not include results for any year when there were fewer than 4 
Pandemic: Type of Work

# of Respondents Percent # of Responden

Yes 2 5.1% No 47 90.2% Other 2 4.7% Total 51 100.0% Source: Federal Maritime Commission AES Report, 2021 OPM Federal 

FMC 2021 FMC

54. Does the type of work you do require you to be physically present at a worksite (e.g., border patrol agent, TSA agent, meat ins

Percentages are weighted to represent the Agency's population.The rows above do not include results for any year when there were fewer than 4 "—a" indicates that there are no trending results available for the year.                              
Pandemic Response

# of Respondents Percent

Strongly Agree 37 71.7%Agree 13 28.3%Neither Agree nor Disagree 0 0.0%Disagree 0 0.0%Strongly Disagree 0 0.0%Do Not Know 1 —b

Total 51 100.0%

# of Respondents Percent

Strongly Agree 30 55.6%Agree 14 29.3%Neither Agree nor Disagree 2 5.0%Disagree 4 7.7%Strongly Disagree 1 2.5%Do Not Know 0 —b

Total 51 100.0%55. My agency's leadership updates employees about return to the worksite planning.

FMC 2021

56. In plans to return more employees to the worksite, my organization has made employee safety a top priority.

FMC 2021
# of Respondents Percent # of Respondents 

Strongly Agree 28 52.9% 44 Agree 17 36.9% 9 Neither Agree nor Disagree 3 6.3% 2 Disagree 0 0.0% 0 Strongly Disagree 2 3.9% 1 No Basis to Judge 0 —b 1 

Total 50 100.0% 57 Source: Federal Maritime Commission AES Report, 2021 OPM Federal 57. Based on my organization's handling of the COVID‐19 pandemic, I believe my organization will respond effectively to future em

FMC 202

Percentages are weighted to represent the Agency's population.The rows above do not include results for any year when there were fewer than 4 "—a" indicates that there are no trending results available for the year.                              

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

FMC 2021

The "Do Not Know" response option for Q57 was worded as "No Basis to Judge" in 
Core Q1‐10, 12‐38 Trend

  Headquarters

  Field

  Full‐time telework (e.g., home office, telecenter)

  Total

  Senior Leader

  Manager

  Supervisor

  Team Leader

  Non‐Supervisor

  Total

  Federal Wage System

  GS 1‐6

  GS 7‐12

  GS 13‐15

  Senior Executive Service

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

  Other

  Total

  No Prior Military Service

  Currently in National Guard or Reserves

  Retired

  Separated or Discharged

  Total

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

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

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

  None of the categories listed

  Total

  Yes

  No

  Total

0.0%

100.0%

100.0%

0.0%

93.8%

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.  

0.0%

6.3%

100.0%

What is your US military service status? %

81.3%

0.0%

8.3%

Have you been hired under the Military Spouse Non‐Competitive Hiring Authority? %

8.3%

0.0%

0.0%

What is your pay category/grade? %

0.0%

10.4%

100.0%

Are you: %

My Employment Demographics

Where do you work? %

73.5%

4.1%

22.4%

0.0%

27.1%

64.6%

12.2%

67.3%

100.0%

2021

100.0%

What is your supervisory status? %

10.2%

0.0%

10.2%
Core Q1‐10, 12‐38 Trend

  Less than 1 year

  1 to 3 years

  4 to 5 years

  6 to 10 years

  11 to 14 years

  15 to 20 years

  More than 20 years

  Total

  Less than 1 year

  1 to 3 years

  4 to 5 years

  6 to 10 years

  11 to 14 years

  15 to 20 years

  More than 20 years

  Total

  No

  Yes, to retire

  Yes, to take another job within the Federal Government

  Yes, to take another job outside the Federal Government

  Yes, other

  Total

  Less than 1 year

  1 year

  2 years

  3 years

  4 years

  5 years

  More than 5 years

  Total

I am planning to retire:

4.1%

8.2%

71.4%

100.0%

4.1%

2.0%

2.0%

8.2%

%

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

60.4%

8.3%

22.9%

2.1%

6.3%

100.0%

15.2%

21.7%

15.2%

2.2%

15.2%

100.0%

27.7%

100.0%

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

13.0%

17.4%

0.0%

6.4%

8.5%

27.7%

19.1%

10.6%

How long have you been with the Federal Government (excluding military service)? %
Core Q1‐10, 12‐38 Trend

  Yes

  No

  Total

  White

  Black or African American

  All other races

  Total

  29 years and under

  30‐39 years old

  40‐49 years old

  50‐59 years old

  60 years or older

  Total

  Less than High School/ High School Diploma/ GED

  Certification/ Some College/ Associate's Degree

  Bachelor's Degree

  Advanced Degrees (Post Bachelor's Degree)

  Total

  Yes

  No

  Total

  Male

  Female

  Total

  Yes

  No

  Total

  Straight, that is not gay or lesbian

  Gay or Lesbian

  Bisexual

  Something else

  Total

Percentages for demographic questions are unweighted.

No suppression was applied to Employment Demographics.

Note: For confidentiality purposes, "—c

" indicated that there are either fewer than 4 responses to a single personal demographic 

Source:  Federal Maritime Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey

—c

0.0%

—c

100.0%

0.0%

100.0%

100.0%

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

91.1%

Are you: %

46.7%

53.3%

100.0%

Are you transgender? %

—c

Are you an individual with a disability? %

24.4%

75.6%

100.0%

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

—c

—c

—c

—c

‐‐

‐‐

‐‐

‐‐

‐‐

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

—c

—c

—c

What is your age group? %

‐‐

—c

—c

—c

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

—c

My Personal Demographics

Are you of Hispanic, Latino, or Spanish origin? %
Agency Specific Questions

# of Respondents Percent # of Respondents Percent 

Strongly Agree 26 48.9% 30 53.8%Agree 16 31.2% 16 28.9%Neither Agree nor Disagree 3 6.9% 6.9% 3 5.2% Disagree 3 7.8% 4 7.0%Strongly Disagree 2 5.2% 3 5.2%Total 50 100.0% 56 100.0%

Trend

# of Respondents Percent # of Respondents Percent Percent

Commissioners 10 21.0% 17 32.6% ‐11.5%Commissioners/SES 14 28.3% 7 14.2% 14.1%SES 9 16.6% 12 23.2% ‐6.7%SES/GS15/14 6 13.8% 8 16.1% ‐2.2%Supervisor (GS15/14) 9 20.3% 7 14.0% 6.3%Total 48 100.0% 51 100.0%

# of Respondents Percent # of Respondents Percent

Strongly Agree 14 24.2% 28 49.0%Agree 24 48.0% 18 31.9%Neither Agree nor Disagree 7 16.3% 16.3% 6 10.4% Disagree 3 7.8% 3 5.2%Strongly Disagree 2 3.8% 2 3.5%Total 50 100.0% 57 100.0%

11.6% 80.1%13.0%

2021

72.2% 

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.

2020

20212021

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

20202020
# of Respondents Percent # of Respondents Percent

Strongly Agree 15 27.1% 22 38.9%Agree 20 38.9% 19 33.4%Neither Agree nor Disagree 9 19.7% 19.7% 9 15.7% Disagree 1 1.5% 4 6.9%Strongly Disagree 5 12.8% 3 5.1%Total 50 100.0% 57 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Commissioners 6 11.2% 7 12.1% ‐0.9%Commissioners/SES 32 62.8% 32 56.6% 6.1%SES 6 12.4% 11 19.1% ‐6.7%SES/GS15/14 7 13.7% 7 12.2% 1.4%Supervisor (GS15/14) 0 0.0% 0 0.0% 0.0%Total 51 100.0% 57 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Commissioners 3 6.8% 4 7.0% ‐0.2%Commissioners/SES 13 26.4% 12 21.0% 5.4%SES 4 7.6% 7 11.3% ‐3.7%SES/GS15/14 16 30.1% 15 26.2% 3.9%Supervisor (GS15/14) 15 29.1% 19 34.6% ‐5.4%Total 51 100.0% 57 100.0%

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

66.0%14.3%

2020

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?

202120212021 2020

2020
Trend

# of Respondents Percent # of Respondents Percent

Increased 23 42.6% 27 46.5% ‐3.8%Decreased 4 7.2% 3 5.6% 1.6%Remained the same 15 31.9% 19 34.2% ‐2.3%I have not experienced significant work‐related stress during the last year 9 18.3% 8 13.7% 4.5%Total 51 100.0% 57 100.0%

Trend

# of Respondents Percent # of Respondents Percent

People 23 45.8% 29 52.2% ‐6.4%Materials 6 12.5% 6 11.6% 0.9%Budget 5 11.3% 9 16.1% ‐4.8%Training 13 30.5% 11 20.2% 10.3%Total 47 100.0% 55 100.0%

For all tables on this worksheet:Percentages are weighted to represent the Agency’s population.

Source: Federal Maritime Commission AES Report, 

2021 OPM Federal Employee Viewpoint Survey

2020

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?

20212021

2020
Core Q1‐10, 12‐38 Trend

Item Year Item Text

Percent

Positive

Percent

Neutral

Percent

Negative

Item

Response

Total**

N

Do Not

Know/

 No Basis to 

Judge

N

1 2021 *I am given a real opportunity to improve my skills in my organization. 85.1% 7.3% 7.6% 52 N/A

1 2020 *I am given a real opportunity to improve my skills in my organization. 83.5% 4.5% 11.9% 59 N/A

1 2019 *I am given a real opportunity to improve my skills in my organization. 69.6% 20.3% 10.1% 69 N/A

1 2018 *I am given a real opportunity to improve my skills in my organization. 67.9% 15.7% 16.4% 75 N/A

1 2017 *I am given a real opportunity to improve my skills in my organization. 69.9% 15.3% 14.8% 75 N/A

1 2016 *I am given a real opportunity to improve my skills in my organization. 67.6% 10.5% 22.0% 80 N/A

1 2015 *I am given a real opportunity to improve my skills in my organization. 58.3% 11.8% 30.0% 77 N/A

2 2021 I feel encouraged to come up with new and better ways of doing things. 75.9% 11.9% 12.2% 52 N/A

2 2020 I feel encouraged to come up with new and better ways of doing things. 79.3% 8.3% 12.3% 57 N/A

2 2019 I feel encouraged to come up with new and better ways of doing things. 69.2% 10.6% 20.2% 68 N/A

2 2018 I feel encouraged to come up with new and better ways of doing things. 64.8% 15.7% 19.5% 75 N/A

2 2017 I feel encouraged to come up with new and better ways of doing things. 67.2% 10.2% 22.6% 75 N/A

2 2016 I feel encouraged to come up with new and better ways of doing things. 63.9% 10.4% 25.6% 78 N/A

2 2015 I feel encouraged to come up with new and better ways of doing things. 65.4% 6.8% 27.9% 75 N/A

3 2021 My work gives me a feeling of personal accomplishment. 85.0% 10.0% 5.0% 52 N/A

3 2020 My work gives me a feeling of personal accomplishment. 82.9% 7.2% 9.9% 59 N/A

3 2019 My work gives me a feeling of personal accomplishment. 68.6% 19.3% 12.0% 68 N/A

3 2018 My work gives me a feeling of personal accomplishment. 75.1% 16.3% 8.7% 75 N/A

3 2017 My work gives me a feeling of personal accomplishment. 73.0% 12.0% 15.0% 75 N/A

3 2016 My work gives me a feeling of personal accomplishment. 69.8% 10.7% 19.5% 79 N/A

3 2015 My work gives me a feeling of personal accomplishment. 65.0% 12.8% 22.2% 77 N/A

4 2021 I know what is expected of me on the job. 86.6% 3.9% 9.5% 52 N/A

4 2020 I know what is expected of me on the job. 89.8% 1.8% 8.4% 59 N/A

4 2019 I know what is expected of me on the job. 83.8% 6.1% 10.1% 68 N/A

4 2018 I know what is expected of me on the job. 82.0% 7.7% 10.3% 75 N/A

4 2017 I know what is expected of me on the job. 79.3% 7.2% 13.5% 74 N/A

4 2016 I know what is expected of me on the job. 78.1% 8.0% 13.9% 80 N/A

4 2015 I know what is expected of me on the job. 70.0% 10.2% 19.8% 76 N/A

5 2021 *My workload is reasonable. 79.9% 6.1% 14.0% 51 0

5 2020 *My workload is reasonable. 73.7% 12.5% 13.9% 57 0

5 2019 *My workload is reasonable. 83.6% 5.8% 10.6% 68 1

5 2018 *My workload is reasonable. 81.8% 10.3% 8.0% 75 0

5 2017 *My workload is reasonable. 74.0% 10.8% 15.2% 73 1

5 2016 *My workload is reasonable. 70.5% 10.8% 18.6% 80 0

5 2015 *My workload is reasonable. 66.3% 7.9% 25.9% 77 0

6 2021 *My talents are used well in the workplace. 71.3% 14.4% 14.3% 50 0

6 2020 *My talents are used well in the workplace. 83.7% 7.2% 9.1% 54 1

6 2019 *My talents are used well in the workplace. 64.8% 14.7% 20.5% 69 0

6 2018 *My talents are used well in the workplace. 66.7% 17.2% 16.0% 73 1

6 2017 *My talents are used well in the workplace. 65.5% 15.6% 19.0% 75 0

6 2016 *My talents are used well in the workplace. 61.2% 13.5% 25.3% 77 0

6 2015 *My talents are used well in the workplace. 61.2% 7.0% 31.7% 73 1

7 2021 *I know how my work relates to the agency's goals. 90.4% 7.0% 2.6% 52 0

7 2020 *I know how my work relates to the agency's goals. 95.0% 3.3% 1.7% 58 0

7 2019 *I know how my work relates to the agency's goals. 95.6% 3.0% 1.4% 68 1

7 2018 *I know how my work relates to the agency's goals. 91.4% 7.1% 1.5% 75 0

7 2017 *I know how my work relates to the agency's goals and priorities. 91.8% 4.3% 4.0% 74 1

7 2016 *I know how my work relates to the agency's goals and priorities. 82.1% 8.7% 9.2% 80 0

7 2015 *I know how my work relates to the agency's goals and priorities. 79.3% 7.6% 13.0% 77 0

8 2021 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 77.8% 10.7% 11.5% 51 1

8 2020 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 83.9% 7.3% 8.8% 56 3

8 2019 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 69.1% 17.0% 13.9% 66 3

8 2018 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 68.3% 16.1% 15.6% 68 6

8 2017 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 67.2% 14.9% 17.9% 69 5

8 2016 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 63.9% 13.8% 22.3% 80 0

8 2015 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 53.7% 20.0% 26.4% 72 5
Core Q1‐10, 12‐38 Trend

9 2021 *The people I work with cooperate to get the job done. 85.1% 4.9% 10.0% 52 N/A

9 2020 *The people I work with cooperate to get the job done. 90.2% 5.1% 4.7% 59 N/A

9 2019 *The people I work with cooperate to get the job done. 81.0% 11.8% 7.2% 69 N/A

9 2018 *The people I work with cooperate to get the job done. 83.3% 12.3% 4.4% 74 N/A

9 2017 *The people I work with cooperate to get the job done. 82.7% 7.9% 9.5% 75 N/A

9 2016 *The people I work with cooperate to get the job done. 79.3% 5.1% 15.6% 80 N/A

9 2015 *The people I work with cooperate to get the job done. 72.0% 13.4% 14.6% 76 N/A

10 2021 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 71.1% 16.1% 12.8% 40 11

10 2020 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 76.9% 14.5% 8.6% 47 12

10 2019 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 59.9% 24.5% 15.7% 63 6

10 2018 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 57.8% 30.2% 12.0% 63 12

10 2017 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 55.2% 20.4% 24.4% 64 11

10 2016 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 40.8% 26.2% 33.0% 75 5

10 2015 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 35.7% 27.8% 36.5% 66 7

12 2021 *In my work unit, differences in performance are recognized in a meaningful way. 69.6% 14.8% 15.6% 41 11

12 2020 *In my work unit, differences in performance are recognized in a meaningful way. 72.7% 14.4% 12.9% 54 4

12 2019 *In my work unit, differences in performance are recognized in a meaningful way. 56.7% 25.7% 17.6% 63 5

12 2018 *In my work unit, differences in performance are recognized in a meaningful way. 53.9% 24.2% 21.9% 68 6

12 2017 *In my work unit, differences in performance are recognized in a meaningful way. 54.9% 19.5% 25.6% 69 6

12 2016 *In my work unit, differences in performance are recognized in a meaningful way. 50.5% 23.7% 25.8% 77 3

12 2015 *In my work unit, differences in performance are recognized in a meaningful way. 37.2% 27.2% 35.6% 71 5

13 2021 *My work unit has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

93.1% 0.0% 6.9% 50 1

13 2020 *My work unit has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

88.4% 6.7% 4.9% 59 0

13 2019 *My work unit has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

92.9% 2.9% 4.3% 68 1

13 2018 *My work unit has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

91.5% 4.9% 3.6% 75 0

13 2017 *The workforce has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

79.5% 12.9% 7.6% 72 3

13 2016 *The workforce has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

77.1% 9.3% 13.6% 78 1

13 2015 *The workforce has the job‐relevant knowledge and skills necessary to accomplish organizational goals.

73.5% 12.6% 13.9% 72 5

14 2021 Employees in my work unit meet the needs of our customers. 94.6% 2.7% 2.7% 50 1

14 2020 During the COVID‐19 pandemic, my work unit has met the needs of our customers. 98.1% 1.9% 0.0% 52 4

15 2021 Employees in my work unit contribute positively to my agency's performance. 97.3% 2.7% 0.0% 51 0

15 2020 During the COVID‐19 pandemic, my work unit has contributed positively to my agency's performance.

96.3% 3.7% 0.0% 55 1

16 2021 Employees in my work unit produce high‐quality work. 90.0% 10.0% 0.0% 52 0

16 2020 During the COVID‐19 pandemic, my work unit has produced high‐quality work. 96.5% 3.5% 0.0% 57 0

17 2021 Employees in my work unit adapt to changing priorities. 88.8% 6.0% 5.2% 50 1

17 2020 During the COVID‐19 pandemic, my work unit has adapted to changing priorities. 98.2% 1.8% 0.0% 55 2

18 2021 Employees in my work unit successfully collaborate. 81.8% 13.2% 5.0% 52 0

18 2020 During the COVID‐19 pandemic, my work unit has successfully collaborated. 92.7% 7.3% 0.0% 56 1

19 2021 Employees in my work unit achieve our goals. 94.7% 2.6% 2.6% 51 0

19 2020 During the COVID‐19 pandemic, my work unit has achieved our goals. 100.0% 0.0% 0.0% 53 3

20 2021 Employees are recognized for providing high quality products and services. 80.8% 6.9% 12.3% 48 4

20 2020 Employees are recognized for providing high quality products and services. 75.1% 14.8% 10.1% 58 1

20 2019 Employees are recognized for providing high quality products and services. 63.8% 21.4% 14.8% 67 2

20 2018 Employees are recognized for providing high quality products and services. 56.8% 31.3% 11.9% 69 4

20 2017 Employees are recognized for providing high quality products and services. 67.5% 15.7% 16.8% 74 1

20 2016 Employees are recognized for providing high quality products and services. 62.9% 9.1% 28.1% 78 0

20 2015 Employees are recognized for providing high quality products and services. 48.7% 21.9% 29.4% 75 2

21 2021 Employees are protected from health and safety hazards on the job. 91.0% 3.9% 5.1% 51 1

21 2020 Employees are protected from health and safety hazards on the job. 93.3% 1.7% 5.0% 59 0

21 2019 Employees are protected from health and safety hazards on the job. 86.3% 11.9% 1.8% 69 0

21 2018 Employees are protected from health and safety hazards on the job. 87.6% 11.1% 1.3% 73 1

21 2017 Employees are protected from health and safety hazards on the job. 86.2% 5.4% 8.4% 74 1

21 2016 Employees are protected from health and safety hazards on the job. 89.5% 5.3% 5.2% 78 0

21 2015 Employees are protected from health and safety hazards on the job. 86.6% 4.0% 9.4% 77 0
Core Q1‐10, 12‐38 Trend

22 2021 My agency is successful at accomplishing its mission. 83.5% 11.2% 5.3% 50 1

22 2020 My agency is successful at accomplishing its mission. 89.6% 8.7% 1.7% 58 0

22 2019 My agency is successful at accomplishing its mission. 89.9% 5.9% 4.3% 68 1

22 2018 My agency is successful at accomplishing its mission. 84.5% 11.1% 4.4% 74 0

22 2017 My agency is successful at accomplishing its mission. 83.3% 8.4% 8.3% 73 2

22 2016 My agency is successful at accomplishing its mission. 76.2% 11.5% 12.3% 75 3

22 2015 My agency is successful at accomplishing its mission. 70.4% 17.7% 11.9% 75 2

23 2021 *I recommend my organization as a good place to work. 76.2% 12.6% 11.2% 52 N/A

23 2020 *I recommend my organization as a good place to work. 81.8% 8.3% 9.8% 59 N/A

23 2019 *I recommend my organization as a good place to work. 74.1% 13.0% 12.9% 69 N/A

23 2018 *I recommend my organization as a good place to work. 75.4% 11.9% 12.7% 74 N/A

23 2017 *I recommend my organization as a good place to work. 62.9% 18.3% 18.8% 75 N/A

23 2016 *I recommend my organization as a good place to work. 57.2% 21.5% 21.2% 78 N/A

23 2015 *I recommend my organization as a good place to work. 53.2% 17.2% 29.6% 76 N/A

24 2021 *I believe the results of this survey will be used to make my agency a better place to work. 80.4% 6.8% 12.8% 49 3

24 2020 *I believe the results of this survey will be used to make my agency a better place to work. 79.3% 12.4% 8.3% 58 1

24 2019 *I believe the results of this survey will be used to make my agency a better place to work. 77.4% 12.2% 10.5% 66 3

24 2018 *I believe the results of this survey will be used to make my agency a better place to work. 64.2% 18.5% 17.3% 71 3

24 2017 *I believe the results of this survey will be used to make my agency a better place to work. 63.6% 20.2% 16.2% 71 4

24 2016 *I believe the results of this survey will be used to make my agency a better place to work. 66.5% 14.5% 18.9% 77 2

24 2015 *I believe the results of this survey will be used to make my agency a better place to work. 65.8% 9.8% 24.4% 71 6

25 2021 My supervisor supports my need to balance work and other life issues. 94.9% 0.0% 5.1% 51 0

25 2020 My supervisor supports my need to balance work and other life issues. 89.5% 7.2% 3.3% 58 1

25 2019 My supervisor supports my need to balance work and other life issues. 87.0% 10.1% 2.9% 68 1

25 2018 My supervisor supports my need to balance work and other life issues. 85.9% 9.4% 4.7% 74 0

25 2017 My supervisor supports my need to balance work and other life issues. 83.2% 5.7% 11.1% 73 1

25 2016 My supervisor supports my need to balance work and other life issues. 87.0% 5.3% 7.6% 79 0

25 2015 My supervisor supports my need to balance work and other life issues. 79.9% 10.6% 9.5% 75 1

26 2021 My supervisor is committed to a workforce representative of all segments of society. 83.2% 12.4% 4.3% 47 4

26 2020 My supervisor is committed to a workforce representative of all segments of society. 88.5% 3.9% 7.6% 53 6

26 2019 My supervisor is committed to a workforce representative of all segments of society. 77.5% 16.3% 6.2% 63 6

26 2018 My supervisor is committed to a workforce representative of all segments of society. 71.0% 19.2% 9.8% 64 9

26 2017 My supervisor is committed to a workforce representative of all segments of society. 69.8% 20.0% 10.2% 70 5

26 2016 My supervisor is committed to a workforce representative of all segments of society. 72.8% 14.9% 12.3% 77 2

26 2015 My supervisor is committed to a workforce representative of all segments of society. 65.6% 18.8% 15.5% 71 5

27 2021 Supervisors in my work unit support employee development. 89.8% 7.5% 2.7% 50 1

27 2020 Supervisors in my work unit support employee development. 85.0% 6.3% 8.6% 58 0

27 2019 Supervisors in my work unit support employee development. 77.3% 15.3% 7.4% 67 1

27 2018 Supervisors in my work unit support employee development. 75.5% 13.2% 11.3% 74 0

27 2017 Supervisors in my work unit support employee development. 77.5% 9.8% 12.7% 73 2

27 2016 Supervisors in my work unit support employee development. 71.7% 10.8% 17.6% 78 0

27 2015 Supervisors in my work unit support employee development. 66.9% 15.1% 17.9% 74 3

28 2021 My supervisor listens to what I have to say. 82.9% 6.9% 10.2% 51 N/A

28 2020 My supervisor listens to what I have to say. 86.7% 6.6% 6.7% 59 N/A

28 2019 My supervisor listens to what I have to say. 84.0% 11.7% 4.4% 68 N/A

28 2018 My supervisor listens to what I have to say. 76.3% 9.5% 14.2% 74 N/A

28 2017 My supervisor listens to what I have to say. 79.4% 9.6% 11.0% 74 N/A

28 2016 My supervisor listens to what I have to say. 80.3% 6.7% 13.0% 79 N/A

28 2015 My supervisor listens to what I have to say. 74.2% 10.8% 15.0% 75 N/A

29 2021 My supervisor treats me with respect. 87.8% 4.4% 7.8% 51 N/A

29 2020 My supervisor treats me with respect. 86.7% 4.8% 8.5% 59 N/A

29 2019 My supervisor treats me with respect. 84.0% 4.4% 11.6% 68 N/A

29 2018 My supervisor treats me with respect. 80.2% 11.4% 8.4% 74 N/A

29 2017 My supervisor treats me with respect. 81.7% 8.7% 9.7% 74 N/A

29 2016 My supervisor treats me with respect. 84.0% 4.1% 11.9% 79 N/A

29 2015 My supervisor treats me with respect. 77.0% 7.9% 15.2% 76 N/A

30 2021 I have trust and confidence in my supervisor. 85.4% 6.9% 7.8% 51 N/A

30 2020 I have trust and confidence in my supervisor. 79.8% 11.8% 8.4% 59 N/A

30 2019 I have trust and confidence in my supervisor. 72.4% 14.7% 13.0% 68 N/A

30 2018 I have trust and confidence in my supervisor. 71.6% 12.2% 16.2% 74 N/A

30 2017 I have trust and confidence in my supervisor. 71.5% 16.4% 12.0% 74 N/A

30 2016 I have trust and confidence in my supervisor. 77.4% 6.7% 15.8% 79 N/A

30 2015 I have trust and confidence in my supervisor. 63.9% 14.6% 21.6% 76 N/A
Core Q1‐10, 12‐38 Trend

31 2021 Overall, how good a job do you feel is being done by your immediate supervisor? 84.3% 10.5% 5.1% 51 N/A

31 2020 Overall, how good a job do you feel is being done by your immediate supervisor? 86.5% 8.5% 5.0% 58 N/A

31 2019 Overall, how good a job do you feel is being done by your immediate supervisor? 80.8% 16.3% 2.9% 67 N/A

31 2018 Overall, how good a job do you feel is being done by your immediate supervisor? 76.1% 16.3% 7.7% 74 N/A

31 2017 Overall, how good a job do you feel is being done by your immediate supervisor? 80.1% 7.8% 12.1% 75 N/A

31 2016 Overall, how good a job do you feel is being done by your immediate supervisor? 77.5% 6.4% 16.0% 78 N/A

31 2015 Overall, how good a job do you feel is being done by your immediate supervisor? 69.0% 16.3% 14.7% 76 N/A

32 2021 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

70.5% 13.4% 16.1% 49 1

32 2020 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

72.7% 9.8% 17.5% 58 0

32 2019 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

62.5% 24.2% 13.3% 67 1

32 2018 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

53.6% 30.1% 16.3% 74 0

32 2017 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

49.8% 25.8% 24.4% 75 0

32 2016 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

49.7% 18.2% 32.1% 77 1

32 2015 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.

40.9% 13.8% 45.3% 73 3

33 2021 My organization's senior leaders maintain high standards of honesty and integrity. 78.7% 11.6% 9.7% 46 3

33 2020 My organization's senior leaders maintain high standards of honesty and integrity. 84.5% 6.8% 8.7% 57 2

33 2019 My organization's senior leaders maintain high standards of honesty and integrity. 69.4% 21.3% 9.3% 65 3

33 2018 My organization's senior leaders maintain high standards of honesty and integrity. 67.7% 18.8% 13.5% 71 3

33 2017 My organization's senior leaders maintain high standards of honesty and integrity. 60.2% 24.2% 15.7% 72 3

33 2016 My organization's senior leaders maintain high standards of honesty and integrity. 54.5% 24.8% 20.7% 74 3

33 2015 My organization's senior leaders maintain high standards of honesty and integrity. 52.7% 20.1% 27.2% 71 4

34 2021 *Managers communicate the goals of the organization. 79.3% 7.1% 13.5% 48 2

34 2020 *Managers communicate the goals of the organization. 77.0% 14.6% 8.4% 59 0

34 2019 *Managers communicate the goals of the organization. 73.4% 17.6% 9.0% 67 0

34 2018 *Managers communicate the goals of the organization. 71.4% 17.7% 10.8% 73 0

34 2017 *Managers communicate the goals and priorities of the organization. 62.0% 24.9% 13.1% 71 4

34 2016 *Managers communicate the goals and priorities of the organization. 60.1% 18.7% 21.2% 78 0

34 2015 *Managers communicate the goals and priorities of the organization. 60.2% 17.0% 22.8% 71 3

35 2021 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 67.9% 14.9% 17.2% 49 1

35 2020 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 69.7% 13.9% 16.4% 56 3

35 2019 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 75.9% 13.7% 10.4% 66 1

35 2018 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 65.1% 23.3% 11.6% 72 2

35 2017 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 58.4% 29.2% 12.4% 72 3

35 2016 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 61.4% 18.7% 19.8% 78 0

35 2015 Managers promote communication among different work units (for example, about projects, goals, needed 

resources). 58.6% 15.9% 25.6% 74 2

36 2021 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

69.0% 22.4% 8.6% 46 4

36 2020 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

77.5% 12.1% 10.4% 58 1

36 2019 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

78.3% 13.3% 8.5% 59 7

36 2018 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

73.0% 20.1% 7.0% 70 4

36 2017 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

79.8% 11.3% 8.9% 69 4

36 2016 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

71.0% 13.6% 15.4% 75 3

36 2015 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?

54.8% 19.8% 25.4% 75 1
Core Q1‐10, 12‐38 Trend

37 2021 I have a high level of respect for my organization's senior leaders. 71.0% 18.7% 10.3% 50 0

37 2020 I have a high level of respect for my organization's senior leaders. 79.3% 10.3% 10.4% 58 0

37 2019 I have a high level of respect for my organization's senior leaders. 77.4% 10.6% 11.9% 66 0

37 2018 I have a high level of respect for my organization's senior leaders. 72.9% 18.9% 8.2% 74 0

37 2017 I have a high level of respect for my organization's senior leaders. 62.2% 22.7% 15.1% 75 0

37 2016 I have a high level of respect for my organization's senior leaders. 56.3% 23.7% 20.0% 77 0

37 2015 I have a high level of respect for my organization's senior leaders. 52.3% 20.3% 27.4% 76 1

38 2021 Senior leaders demonstrate support for Work‐Life programs. 73.0% 20.5% 6.5% 51 0

38 2020 Senior leaders demonstrate support for Work‐Life programs. 86.7% 6.7% 6.6% 59 0

38 2019 Senior leaders demonstrate support for Work‐Life programs. 88.0% 9.0% 3.0% 66 1

38 2018 Senior leaders demonstrate support for Work‐Life programs. 84.5% 10.5% 5.0% 72 1

38 2017 Senior leaders demonstrate support for Work‐Life programs. 67.9% 20.7% 11.4% 72 3

38 2016 Senior leaders demonstrate support for Work‐Life programs. 73.5% 13.3% 13.2% 78 1

38 2015 Senior leaders demonstrate support for Work‐Life programs. 63.7% 17.4% 18.9% 74 3

39 2021 *How satisfied are you with your involvement in decisions that affect your work? 70.8% 12.3% 16.9% 50 N/A

39 2020 *How satisfied are you with your involvement in decisions that affect your work? 79.9% 12.0% 8.1% 59 N/A

39 2019 *How satisfied are you with your involvement in decisions that affect your work? 69.9% 16.8% 13.3% 67 N/A

39 2018 *How satisfied are you with your involvement in decisions that affect your work? 66.7% 17.7% 15.6% 73 N/A

39 2017 *How satisfied are you with your involvement in decisions that affect your work? 65.3% 15.7% 19.0% 75 N/A

39 2016 *How satisfied are you with your involvement in decisions that affect your work? 67.8% 10.7% 21.5% 78 N/A

39 2015 *How satisfied are you with your involvement in decisions that affect your work? 65.6% 11.9% 22.5% 76 N/A

40 2021 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 75.2% 7.0% 17.8% 51 N/A

40 2020 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 86.3% 1.8% 11.9% 57 N/A

40 2019 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 67.7% 14.7% 17.5% 67 N/A

40 2018 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 66.7% 17.9% 15.5% 73 N/A

40 2017 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 62.6% 20.1% 17.3% 74 N/A

40 2016 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 60.0% 16.3% 23.7% 79 N/A

40 2015 *How satisfied are you with the information you receive from management on what's going on in your 

organization? 60.5% 14.7% 24.8% 76 N/A

41 2021 *How satisfied are you with the recognition you receive for doing a good job? 73.6% 8.6% 17.8% 51 N/A

41 2020 *How satisfied are you with the recognition you receive for doing a good job? 79.6% 9.9% 10.5% 57 N/A

41 2019 *How satisfied are you with the recognition you receive for doing a good job? 66.0% 20.8% 13.3% 67 N/A

41 2018 *How satisfied are you with the recognition you receive for doing a good job? 65.5% 22.2% 12.3% 73 N/A

41 2017 *How satisfied are you with the recognition you receive for doing a good job? 63.3% 13.9% 22.8% 75 N/A

41 2016 *How satisfied are you with the recognition you receive for doing a good job? 56.3% 15.0% 28.7% 79 N/A

41 2015 *How satisfied are you with the recognition you receive for doing a good job? 51.9% 21.5% 26.5% 75 N/A

42 2021 *Considering everything, how satisfied are you with your job? 77.3% 10.2% 12.5% 50 N/A

42 2020 *Considering everything, how satisfied are you with your job? 81.8% 8.3% 9.9% 59 N/A

42 2019 *Considering everything, how satisfied are you with your job? 73.4% 11.8% 14.8% 67 N/A

42 2018 *Considering everything, how satisfied are you with your job? 74.6% 14.3% 11.1% 74 N/A

42 2017 *Considering everything, how satisfied are you with your job? 71.1% 9.6% 19.2% 75 N/A

42 2016 *Considering everything, how satisfied are you with your job? 65.9% 12.0% 22.1% 79 N/A

42 2015 *Considering everything, how satisfied are you with your job? 63.6% 8.4% 28.0% 75 N/A

43 2021 Considering everything, how satisfied are you with your pay? 77.2% 15.1% 7.8% 51 N/A

43 2020 Considering everything, how satisfied are you with your pay? 75.8% 19.1% 5.1% 57 N/A

43 2019 Considering everything, how satisfied are you with your pay? 71.2% 18.0% 10.8% 67 N/A

43 2018 Considering everything, how satisfied are you with your pay? 74.0% 17.8% 8.2% 74 N/A

43 2017 Considering everything, how satisfied are you with your pay? 64.4% 23.0% 12.7% 75 N/A

43 2016 Considering everything, how satisfied are you with your pay? 65.3% 16.8% 17.9% 79 N/A

43 2015 Considering everything, how satisfied are you with your pay? 55.2% 16.0% 28.8% 77 N/A

44 2021 *Considering everything, how satisfied are you with your organization? 76.2% 15.4% 8.4% 51 N/A

44 2020 *Considering everything, how satisfied are you with your organization? 84.9% 3.4% 11.7% 59 N/A

44 2019 *Considering everything, how satisfied are you with your organization? 73.6% 11.8% 14.6% 67 N/A

44 2018 *Considering everything, how satisfied are you with your organization? 77.3% 13.0% 9.7% 73 N/A

44 2017 *Considering everything, how satisfied are you with your organization? 68.4% 15.5% 16.1% 75 N/A

44 2016 *Considering everything, how satisfied are you with your organization? 59.9% 19.8% 20.4% 78 N/A

44 2015 *Considering everything, how satisfied are you with your organization? 56.5% 17.6% 25.9% 77 N/A
Core Q1‐10, 12‐38 Trend

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

Source: Federal Maritime Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey

End of worksheet

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

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

Percentages are weighted to represent the Agency's population.

Trending for Q14‐Q19 is based on the "During the COVID‐19 Pandemic" responses in 2020.

Q14‐Q19 were not included in the 2015‐2019 OPM FEVS and therefore not shown for those years.

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