Summary of the Federal Maritime Commission’s (FMC)

2023 Federal Employee Viewpoint Survey Results

The Office of Personnel Management’s (OPM) Federal Employee Viewpoint Survey (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.

 

Summary of FMC’s 2023 FEVS Results

Based on our 2023 FEVS results, the Commission continues to serve as a model federal agency. For the 

8th year in a row, we have no items identified as “Challenges” (items rated 35% or more negative are 

considered a challenge). We saw our biggest jump in the questions, “Considering everything, how satisfied 

are you with your pay” and “Employees in my work unit make me feel I belong,” which both saw a 4% 

increase in positive responses from the prior year. The top three responses in the 2023 survey include: 

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

 “I am held accountable for the quality of work I produce.” (94%) 

 “Employees in my work unit contribute positively to my agency’s performance.” (90%) 

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 EEI 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 EEI reflected the following: 

 71% in Employee Engagement (76% in 2022) - Conditions that lead to engaged employees. 

 79% on Supervisors (84% in 2022) - The interpersonal relationship between worker and 

supervisor, including trust, respect, and support. 

 73% on Intrinsic Work Experiences (76% in 2022) - Employees' feelings of motivation and 

competency relating to their role in the workplace. 

 60% on Leaders Lead (70% in 2022) - Perceptions of leadership integrity and behaviors, such as 

communication and workforce motivation.

For this FEVS cycle, the FMC had a survey response rate of 66.9%. Of the 128 employees onboard, 118 

employees were eligible to receive a survey, and 79 employees responded. 

Commitment to Improvement 

The Commission is committed to the continuous improvement of our working environment and employee 

engagement. The Commission’s Workforce Improvement Plan (WIP) is instrumental in helping us achieve 

our goals. 

Examples of WIP initiatives include: 
 Leadership Development Program and SES Development Program; 

 Career Development and Growth Information Sessions; 

 Leadership Seminars and Roundtables series; 

 Federal Hiring Seminar; 

 Work-Life Balance Survey (with results leading to future initiatives); 

 Coaching and Mentorship Program for Supervisors; and 

 Port Tours and Site Visits. 

The FMC has undergone considerable organizational change in a short period of time. As the agency 

continues to implement the Ocean Shipping Reform Act of 2022 and modernize its operations to meet the 

regulatory needs of today’s international ocean shipping supply chain, investment in the well-being, 

development and empowerment of the FMC’s workforce will be as important as ever. I am most proud of 

our staff during this time of intense transformation. We continue to navigate the changes and there is more 

work ahead, together we can achieve our goal of making the FMC one of the best places to work. 

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

%

20

1 I am given a real opportunity to improve my skills

in my organization. 77% 39% 38% 8% 9% 6% 15% 

2 I feel encouraged to come up with new and

better ways of doing things. 68% 38% 30% 10% 10% 12% 22% 

3 My work gives me a feeling of personal

accomplishment. 69% 32% 37% 14% 9% 9% 17% 

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

74% 40% 34% 6% 12% 8% 20% 

5 *My workload is reasonable.

60% 21% 39% 16% 18% 7% 25% 

6 *My talents are used well in the workplace.

65% 28% 36% 5% 19% 11% 30% 

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

goals. 89% 44% 45% 4% 4% 4% 8% 

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

rule or regulation without fear of reprisal.

68% 50% 18% 11% 12% 9% 21% 

9 I have enough information to do my job well.

72% 31% 41% 8% 11% 9% 20% 

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

78% 40% 38% 4% 10% 9% 19% 

11 I am held accountable for the quality of work I

produce.

94% 43% 51% 4% 3% 0% 3% 

FEVS Questions 2023 FEVS Data 
12 I have a clear idea of how well I am doing my job.

71% 34% 38% 11% 9% 8% 17% 

13 I have the autonomy to decide how I do my job.

63% 30% 33% 13% 13% 11% 24% 

14 I can make decisions about my work without

getting permission first.

47% 24% 24% 20% 18% 15% 33% 

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

done. 86% 49% 37% 9% 4% 1% 5% 

17 *In my work unit, differences in performance are

recognized in a meaningful way.

50% 22% 28% 18% 21% 11% 32% 

18 Employees in my work unit share job knowledge.

78% 46% 32% 9% 10% 3% 13% 

19 *My work unit has the job‐relevant knowledge

and skills necessary to accomplish organizational

goals. 85% 46% 39% 6% 5% 4% 9% 

20 Employees in my work unit meet the needs of our

customers. 84% 45% 39% 12% 3% 1% 4% 

21 Employees in my work unit contribute positively

to my agency's performance. 90% 65% 25% 9% 1% 0% 1% 

22 Employees in my work unit produce high‐quality

work. 88% 59% 30% 11% 1% 0% 1% 

23 Employees in my work unit adapt to changing

priorities.

87% 57% 31% 9% 4% 0% 4% 

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

year) have the right skills to do their jobs.

77% 45% 33% 13% 6% 4% 10% 

25 I can influence decisions in my work unit.

60% 31% 30% 14% 15% 10% 25% 

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

83% 44% 39% 5% 7% 6% 13% 
27 My work unit commits resources to develop new

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

62% 31% 32% 13% 15% 10% 25% 

28 My work unit successfully manages disruptions to

our work.

72% 32% 40% 17% 4% 7% 11% 

29 Employees in my work unit consistently look for

new ways to improve how they do their work.

70% 29% 41% 18% 7% 5% 12% 

30 Employees in my work unit incorporate new ideas

into their work.

76% 25% 51% 13% 7% 5% 11% 

31 Employees in my work unit approach change as

an opportunity.

67% 29% 37% 18% 9% 6% 16% 

32 Employees in my work unit consider customer

needs a top priority.

83% 42% 41% 8% 4% 5% 9% 

33 Employees in my work unit consistently look for

ways to improve customer service.

72% 29% 43% 14% 8% 6% 14% 

34 Employees in my work unit support my need to

balance my work and personal responsibilities.

78% 49% 29% 7% 7% 8% 15% 

35 Employees are recognized for providing high

quality products and services. 58% 25% 33% 12% 15% 14% 30% 

36 Employees are protected from health and safety

hazards on the job. 82% 52% 30% 11% 2% 5% 8% 

37 My organization is successful at accomplishing its

mission. 76% 34% 42% 12% 8% 5% 13% 

38 I have a good understanding of my organization's

priorities. 81% 42% 39% 7% 7% 6% 13% 

39 My organization shares results (for example,

town halls, email, distribution of reports) from

the Federal Employee Viewpoint Survey (FEVS). 76% 45% 31% 8% 13% 4% 16% 

40

Information is openly shared in my organization. 49% 19% 30% 18% 17% 16% 33% 

41 The approval process in my organization allows

timely delivery of my work. 51% 21% 30% 15% 22% 12% 34% 

42 My organization effectively adapts to changing

government priorities. 64% 23% 41% 16% 13% 7% 21% 
43 My organization has prepared me for potential

physical security threats. 74% 35% 39% 7% 8% 11% 19% 

44 My organization has prepared me for potential

cybersecurity threats. 85% 31% 54% 2% 4% 8% 13% 

45 In my organization, arbitrary action, personal

favoritism and/or political coercion are not

tolerated. 54% 36% 18% 18% 12% 16% 28% 

46 *I recommend my organization as a good place to

work. 65% 30% 35% 12% 12% 12% 23% 

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

make my agency a better place to work.

59% 23% 36% 18% 10% 13% 23% 

48 Supervisors in my work unit support employee

development.

83% 62% 21% 7% 6% 4% 10% 

49 My supervisor supports my need to balance work

and other life issues. 86% 64% 22% 3% 4% 7% 11% 

50 My supervisor listens to what I have to say.

80% 59% 22% 9% 2% 9% 11% 

51 My supervisor treats me with respect.

82% 61% 20% 10% 3% 6% 9% 

52 I have trust and confidence in my supervisor.

73% 55% 18% 11% 9% 7% 16% 

53 My supervisor holds me accountable for

achieving results. 89% 62% 27% 8% 0% 3% 3% 

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

by your immediate supervisor?

79% 53% 26% 13% 4% 5% 9% 

55 My supervisor provides me with constructive

suggestions to improve my job performance.

75% 43% 32% 9% 9% 6% 16% 

56 My supervisor provides me with performance

feedback throughout the year.

79% 41% 37% 5% 10% 6% 17% 
57 In my organization, senior leaders generate high

levels of motivation and commitment in the

workforce.

51% 19% 33% 19% 5% 25% 30% 

58 My organization's senior leaders maintain high

standards of honesty and integrity.

63% 27% 36% 18% 9% 10% 18% 

59 *Managers communicate the goals of the

organization. 64% 19% 44% 16% 9% 11% 21% 

60 Managers promote communication among

different work units (for example, about projects,

goals, needed resources).

53% 18% 34% 19% 9% 19% 28% 

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

by the manager directly above your immediate

supervisor? 62% 34% 29% 20% 9% 9% 18% 

62 I have a high level of respect for my

organization's senior leaders. 60% 26% 33% 19% 9% 13% 22% 

63 Senior leaders demonstrate support for Work‐Life

programs. 71% 29% 41% 15% 4% 11% 15% 

64 Management encourages innovation.

55% 19% 36% 17% 15% 13% 28% 

65 Management makes effective changes to address

challenges facing our organization. 53% 23% 29% 20% 12% 15% 27% 

66 Management involves employees in decisions

that affect their work. 48% 19% 28% 19% 7% 26% 34% 

67 *How satisfied are you with your involvement in

decisions that affect your work?

54% 25% 29% 17% 17% 12% 29% 

68 *How satisfied are you with the information you

receive from management on what's going on in

your organization?

55% 19% 36% 18% 18% 9% 27% 

69 *How satisfied are you with the recognition you

receive for doing a good job?

58% 26% 32% 15% 12% 15% 27% 
70 *Considering everything, how satisfied are you

with your job?

60% 25% 35% 13% 19% 8% 27% 

71 Considering everything, how satisfied are you

with your pay?

75% 27% 48% 14% 10% 1% 11% 

72 *Considering everything, how satisfied are you

with your organization?

64% 24% 40% 10% 16% 10% 26% 

73 My organization's management practices

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

promotion opportunities). 75% 40% 36% 11% 6% 7% 13% 

74 My supervisor demonstrates a commitment to

workforce diversity (e.g., recruitment, promotion

opportunities, development). 80% 52% 28% 9% 1% 10% 11% 

75 I have similar access to advancement

opportunities (e.g., promotion, career

development, training) as others in my work unit.

78% 41% 37% 5% 9% 8% 17% 

76 My supervisor provides opportunities fairly to all

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

work assignments). 76% 51% 24% 7% 12% 6% 18% 

77 In my work unit, excellent work is similarly

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

acknowledgements). 65% 46% 19% 8% 10% 17% 27% 

78 Employees in my work unit make me feel I

belong.

85% 56% 29% 4% 4% 7% 11% 

79 Employees in my work unit care about me as a

person.

77% 49% 27% 16% 0% 7% 7% 

80 I am comfortable expressing opinions that are

different from other employees in my work unit.

74% 42% 32% 11% 6% 9% 15% 
81 In my work unit, people's differences are

respected.

83% 49% 35% 9% 0% 7% 7% 

82 I can be successful in my organization being

myself.

73% 45% 28% 11% 7% 9% 16% 

83 I can easily make a request of my organization to

meet my accessibility needs.

84% 39% 45% 8% 4% 4% 8% 

84 My organization responds to my accessibility

needs in a timely manner.

84% 42% 42% 9% 4% 2% 7% 

85 My organization meets my accessibility needs.

87% 39% 49% 9% 2% 2% 4% 

86 My job inspires me.

56% 19% 37% 18% 16% 11% 27% 

87 The work I do gives me a sense of

accomplishment.

66% 33% 33% 10% 15% 9% 24% 

88 I feel a strong personal attachment to my

organization.

51% 21% 30% 20% 17% 11% 29% 

89 I identify with the mission of my organization.

66% 23% 44% 16% 11% 8% 18% 

90 It is important to me that my work contribute to

the common good.

96% 54% 42% 1% 1% 1% 3% 

For confidentiality purposes, a "–c" indicates that there are fewer than 4 responses to Questions 83, 84, or 85 and results are therefore suppressed.

Source: Federal Maritime Commission AES Report, 2023 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.
Core Q1‐10, 12‐38 Trend

# of Respondents Percent 

Remain in the work unit and improve their performance over time 14 16.7% 

Remain in the work unit and continue to underperform 18 23.1% 

Leave the work unit ‐ removed or transferred 7 8.9% 

Leave the work unit ‐ quit 5 6.1% There are no poor performers in my work unit 22 27.7% 

Do Not Know 22 28.3% 

79 N/A 

FMC 2023

16. In my work unit poor performers usually:

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

response option)

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

Source: Federal Maritime Commission AES Report, 2023 OPM Federal Employee Viewpoint

Percentages are weighted to represent the Agency's population.
Telework/Remote Work

# of Respondents Percent # of Respo

I telework every day (i.e. remote work agreement) 7 9.8% 

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

work at an agency worksite) N/A N/A 

I telework 3 or 4 days per week 54 72.0% 

I telework 3 or more days per week N/A N/A 

I telework 1 or 2 days per week 13 18.2% 

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 0 0.0% 

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 74 100.0% 

Telework: a work flexibility arrangement under which an employee performs the duties and responsibilities of such employee's position, and ofrom an approved worksite other than the location from which the employee would otherwise work. In practice, telework is a work arrangemenhave 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 altern

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 an agency worksite.

91. Please select the response that BEST describes your current remote work or teleworking schedule.
# of Respondents Percent # of Respo

I do not have an approved remote work agreement 1 13.4% 

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

commuting area (more than 50 miles away) 1 11.0% 

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

commuting area (less than 50 miles away) 5 75.6% 

Total 7 100.0% 

Percentages are weighted to represent the Agency's population.

“–a” indicates that there are no trending results available for the year.

91a. What is your current remote work status?

FMC 2023 

Only those who answered "I telework every work day" in 2023 or "I have an approved remote work agreement" in 2022 to the pre

Question 91a.

“–d” indicates that there were no responses to this item.

In 2023, the response options for Q91 and Q91a were slightly different than in

previous years. To facilitate trending, all possible response options are shown and an

N/A is shown when the response option is not relevant for that given year.

Source: Federal Maritime Commission AES Report, 2023 OPM Federal
Core Q1‐10, 12‐38 Trend

Headquarters 90.1%

Field 1.4%

Full‐time telework (e.g., home office, telecenter) 8.5%

Total 100.0%

Senior Leader 7.0%

Manager 4.2%

Supervisor 7.0%

Team Leader 7.0%

Non‐Supervisor 74.6%

Total 100.0%

Federal Wage System 0.0%

GS 1‐6 0.0%

GS 7‐12 19.1%

GS 13‐15 72.1%

Senior Executive Service 4.4%

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

Other 4.4%

Total 100.0%

What is your pay category/grade?

Employment Demographics

Where do you work?

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

No Prior Military Service 85.5%

Currently in National Guard or Reserves 0.0%

Retired 2.9%

Separated or Discharged 11.6%

Total 100.0%

The spouse of a current active duty service member of the U.S. Armed Forces 2.9%

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 1.4%

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 95.7%

Total 100.0%

Yes 33.3%

No 66.7%

Total 100.0%

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

What is your US military service status?

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

was skipped.
Core Q1‐10, 12‐38 Trend

Less than 1 year 4.5%

1 to 3 years 11.9%

4 to 5 years 4.5%

6 to 10 years 25.4%

11 to 14 years 10.4%

15 to 20 years 19.4%

More than 20 years 23.9%Total 100.0%

Less than 1 year 11.8%

1 to 3 years 29.4%

4 to 5 years 11.8%

6 to 10 years 20.6%

11 to 14 years 8.8%

15 to 20 years 8.8%

More than 20 years 8.8%

Total 100.0%

No 45.7%

Yes, to retire 2.9%

Yes, to take another job within the Federal Government 41.4%

Yes, to take another job outside the Federal Government 1.4%

Yes, other 8.6%

Total 100.0%

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)?

Are you considering leaving your organization within the next year, and if so, why?
Core Q1‐10, 12‐38 Trend

Yes 63.9%

No 36.1%

Total 100.0%

Less than 1 year 0.0%

1 year 3.1%

2 years 1.5%

3 years 3.1%

4 years 1.5%

5 years 4.6%

More than 5 years 86.2%

Total 100.0%

Yes 10.9%

No 89.1%Total 100.0%

White 64.5%

Black or African American 19.4%

All other races 16.1%

Total 100.0%

If the response to the previous question on your intent to leave was "No," this item was skipped.

Are you of Hispanic, Latino, or Spanish origin?

I am planning to retire:Has your work unit's telework or remote work options influenced your intent to leave?

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

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

Personal Demographics
Core Q1‐10, 12‐38 Trend

29 years and under —c30‐39 years old —c40‐49 years old —c50‐59 years old —c60 years or older —cTotal —cLess than High School/ High School Diploma/ GED —cCertification/ Some College/ Associate's Degree —cBachelor's Degree —cAdvanced Degrees (Post Bachelor's Degree) —cTotal —cYes 18.5%

No 81.5%

Total 100.0%

Male 44.4%

Female 55.6%

Total 100.0%

Yes 0.0%

No 100.0%

Total 100.0%

Are you:Are you transgender?Are you an individual with a disability?

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

What is your age group?
Core Q1‐10, 12‐38 Trend

Lesbian or gay —cStraight, that is not gay or lesbian 87.1%

Bisexual —c

I use a different term —cTotal 100.0%

Source: Federal Maritime Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey

The first two response options "Lesbian or gay" and "Straight, that is not lesbian or gay" for the sexual orientation item were re‐

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

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.
Agency Specific Questions

# of Respondents Percent # of Respondents Percent 

Strongly Agree 32 42.4% 34 56.0%Agree 21 28.9% 18 29.3%Neither Agree nor Disagree 9 11.2% 11.2% 2 4.0% 

Disagree 6 8.4% 2 3.4%Strongly Disagree 7 9.2% 4 7.3%Total 75 100.0% 50 100.0%

Trend

# of Respondents Percent # of Respondents Percent Percent

Chairman/Commissioners 12 17.3% N/A N/A N/ACommissioners/SES 20 29.6% 21 35.3% ‐5.7%

SES/Bureau Director 26 36.8% N/A N/A N/ADirect Supervisor 11 16.4% N/A N/A N/ATotal 69 100.0% 100.0%

# of Respondents Percent # of Respondents Percent

Strongly Agree 22 29.0% 19 30.6%Agree 20 27.4% 22 36.4%Neither Agree nor Disagree 12 15.9% 15.9% 7 12.6% 

Disagree 10 14.0% 7 12.4%Strongly Disagree 11 13.7% 5 8.0%Total 75 100.0% 60 100.0%

20232023

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

20222022

56.4% 

What level of leadership needs the most improvement in Communication?

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

2022

71.3%17.6%

2023

27.7% 
# of Respondents Percent # of Respondents Percent

Strongly Agree 24 31.1% 23 36.7%Agree 19 26.3% 18 29.9%Neither Agree nor Disagree 15 20.2% 20.2% 7 13.0% 

Disagree 8 11.0% 7 11.2%Strongly Disagree 9 11.3% 5 9.1%Total 75 100.0% 60 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Chairman/Commissioners 10 14.5% N/A N/A N/ACommissioners/SES 41 55.6% 47 78.6% ‐23.0%

SES/Bureau Director 23 29.9% N/A N/A N/ADirect Supervisor 0 0.0% N/A N/A N/ATotal 74 100.0% 60 100.0%

Trend

# of Respondents Percent # of Respondents Percent

The overall agency (FMC) 58 77.3% 50 83.3% ‐6.0%

The bureau/office level (e.g., OMD, OGC, BCL, etc.) 12 15.3% 6 11.1% 4.2%

Your work unit 5 7.4% 3 5.5% 1.8%

Total 75 100.0% 59 100.0%

20232023

2022

2022

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

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

2023 2022

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

57.4%22.3%
Trend

# of Respondents Percent # of Respondents Percent

Chairman/Commissioners 7 9.9% N/A N/A N/ACommissioners/SES 8 10.6% 16 26.5% ‐15.9%

SES/Bureau Director 14 17.0% N/A N/A N/ADirect Supervisor 42 57.1% N/A N/A N/AOther 4 5.4% N/A N/A N/ATotal 100.0% 59 100.0%

Trend

# of Respondents Percent # of Respondents Percent

Increased 46 62.8% 36 60.10% 2.7%Decreased 3 3.6% 2 3.10% 0.5%Remained the same 18 24.7% 17 28.90% ‐4.2%

I have not experienced significant work‐related stress

during the last year 6 9.0% 4 7.90% 1.1%

Total 73 100.0% 59 100.0%

20232023 2022

2022

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

Which of the following best describes your work‐related stress over the past year:
Trend

# of Respondents Percent # of Respondents Percent

I am not considering leaving in the next year 24 33.7% N/A N/A N/A

Benefits (other than pay) 1 1.0% N/A N/A N/A

Pay 14 18.3% N/A N/A N/ABetter career opportunities 17 22.9% N/A N/A N/A

Inadequate remote work opportunities 23 30.1% N/A N/A N/A

Inadequate telework opportunities 5 6.3% N/A N/A N/A

Inflexible work schedules 6 7.9% N/A N/A N/AMy supervisor 12 16.0% N/A N/A N/A

Lack of Growth potential 15 20.8% N/A N/A N/A

Lack of professional opportunities 8 10.5% N/A N/A N/A

The Organization leadership 10 13.5% N/A N/A N/A

Lack of training opportunities 5 6.3% N/A N/A N/A

Insufficient recognition 15 20.5% N/A N/A N/ALack of performance awards 7 9.6% N/A N/A N/A

Feeling of exclusion based on personal demographics 6 7.9% N/A N/A N/A

Unit climate/morale/coworkers 12 15.6% N/A N/A N/ARetirement 2 2.8% N/A N/A N/AOther not listed 12 15.5% N/A N/A N/A

Total 74 N/A N/A N/A

2023 2022

If you are considering leaving your organization within the next year, please indicate your main reason for leaving (select all that apply):
Trend

# of Respondents Percent # of Respondents Percent

Awards 12 16.9% N/A N/A N/ACommunication of upcoming changes effectively and

in a timely manner 26 34.8% N/A N/A N/ACommunication of complete work related information 17 21.7% N/A N/A N/A

Cross‐training, details, or other developmental

activities 21 27.6% N/A N/A N/AExpansion of career ladders 20 27.0% N/A N/A N/A

Increase personnel in my work unit 21 28.1% N/A N/A N/A

Information technology technical support 29 37.5% N/A N/A N/A

Information technology hardware and software 32 42.2% N/A N/A N/A

Performance management process 2 2.2% N/A N/A N/AMeaningful performance evaluations 8 10.4% N/A N/A N/A

Non‐IT related supplies (i.e. office supplies, lighting,

furniture, etc.) 0 0.0% N/A N/A N/ATelework opportunities 11 14.8% N/A N/A N/A

Remote work opportunities 36 47.0% N/A N/A N/A

Flexible work schedules 8 11.4% N/A N/A N/A

Visionary/inspirational leadership 15 19.6% N/A N/A N/A

Total 75 N/A N/A N/A

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

Source: Federal Maritime Commission AES Report,2023 OPM Federal Employee Viewpoint Survey

Looking forward, please select the top three areas that should be a priority for making improvements in your Organization? (select all that apply):

2023 2022