Summary of the Federal Maritime Commission’s

2018 Federal Employee Viewpoint Survey Results

The Federal Employee Viewpoint Survey (FEVS) is a tool administered annually by the Office of Personnel 

Management (OPM) to help agencies measure employees' perceptions of whether, and to what extent, 

conditions characterizing successful organizations are present in their agency. The Commission uses these

results along with other tools to improve processes, products, services, and organizational outcomes through 

the recruitment and retention of a high-performing, diverse workforce. 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 – 2017) 

For the third time in five years, the Commission was recognized by the Partnership for positive 

accomplishments in employee engagement and fulfillment. In 2017, the FMC was recognized by the 

Partnership as the Most Improved Small Agency over the Past Five Years, and jumped up 6 positions in the 

2017 Best Places to Work rankings from 23rd to 17th among small agencies. This award highlighted the 

FMC’s sustained accomplishments over the five-year period, including recognition by the Partnership as the 

2015 Most Improved Small Agency; and recognition by OPM for substantial positive increases in the 

Commission’s 2016 FEVS scores. Specifically, among small agencies the FMC was recognized in 2016 by 

OPM as capturing the following significant increases under the New Inclusion Quotient (IQ)* Index:

• the largest increase in the area of Fairness (are all employees treated equitably?),

• the 3rd largest increase in the area of Open (does management support diversity in all ways?), and 

• the 2nd largest increase in the overall Employee Engagement Index (EEI). OPMs uses the EEI to 

measure factors that lead to an engaged workforce, such as supporting employee development and 

communicating agency goals. 

*The IQ index is based on the concept that individual behaviors repeated over time will create habits 

necessary for inclusiveness. This index consists of 20 FEVS questions that relate to inclusive work 

environments, grouped into five categories: Fair, Open, Cooperative, Supportive, and Empowering.

Summary of FMC’s 2018 FEVS Results

Based on its 2018 FEVS results, the Commission continues to show a positive trend in key indicators, 

including: 

• increasing the FMC’s overall EEI score by 1 percent over last year’s score to 73 percent, inclusive of 

an impressive 5 percentage point increase in the category Leaders Lead,

• increasing the number of items identified as Strengths from 47 to 56. (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 the questions divided into three subcategories: Leaders Lead, Supervisors, and 

Intrinsic Work Experience.

For the 2018 FEVS the FMC included Agency Specific Questions to further define and refine the 

Commission’s employee engagement strategy. Noteworthy employee feedback included:
• 67 percent believe the Commission is headed in the right direction in its efforts to create a more 

positive working environment, and

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

employees.

FMC’s Workplace Improvement Plan 

The FMC 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. A cornerstone in the Commission’s 

ongoing commitment to improve its workplace environment is the FMC’s Workforce Improvement Plan

(WIP). Developed by the Senior Management during FY 2013 and updated annually, the WIP identifies and 

communicates the projects or initiatives the Senior Management Team, working with the approval and 

guidance of the Acting Chairman, are working on, have completed, or are considering undertaking in the 

future. These projects are designed to improve and support a positive and effective working environment and 

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:

• Updating the Employee Suggestion Program

• Creating a Peer Recognition Program

• Initiating a Commission Fitness Program

• Developing a new 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 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

The FMC family has every reason to be proud of our employee engagement initiatives and the very positive 

results those efforts have shown. While much improvement has been made, I know there is more work 

ahead. Together, we can achieve our goal— to make the FMC the best Small Agency in the Federal 

Government.

Michael A. Khouri

Acting Chairman

Federal Maritime Commission
Item Item Text

FMC Above or 

Below the 

GovernmentWide Average 

2018 

GovernmentWide % Positive

2018 

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

%

2017 

Percent

Positive

Increase 

or 

Decrease 

from 2017

1 I am given a real opportunity to 

improve my skills in my 

organization. 1.9 66% 67.9% 34.0% 33.9% 15.7% 11.0% 5.4% 16.4% 69.94% 2.04

2 I have enough information to 

do my job well. 11.8 71% 82.8% 30.3% 52.5% 5.8% 8.5% 2.9% 11.4% 72.55% 10.25

3 I feel encouraged to come up 

with new and better ways of 

doing things. 3.8 61% 64.8% 31.6% 33.3% 15.7% 13.8% 5.7% 19.5% 67.17% 2.37

4 My work gives me a feeling of 

personal accomplishment. 3.1 72% 75.1% 34.5% 40.5% 16.3% 1.2% 7.4% 8.7% 72.96% 2.14

5 I like the kind of work I do. 1.4 83% 84.8% 45.9% 38.9% 11.0% 3.1% 1.1% 4.2% 78.36% 6.44

6 I know what is expected of me 

on the job. 2 80% 82.0% 39.2% 42.8% 7.7% 5.6% 4.7% 10.3% 79.31% 2.69

7 When needed I am willing to 

put in the extra effort to get a 

job done. 1.4 96% 97.4% 74.8% 22.6% 1.1% 0.0% 1.5% 1.5% 95.90% 1.5

8 I am constantly looking for 

ways to do my job better. 3.9 91% 94.9% 58.3% 36.6% 3.6% 0.0% 1.5% 1.5% 94.47% 0.43

9 I have sufficient resources (for 

example, people, materials, 

budget) to get my job done. 30.7 47% 77.7% 23.4% 54.2% 7.9% 12.6% 1.8% 14.4% 63.70% 14

10 My workload is reasonable. 22.8 59% 81.8% 28.7% 53.1% 10.3% 5.0% 3.0% 8.0% 74.01% 7.79

11 My talents are used well in the 

workplace. 6.7 60% 66.7% 28.2% 38.6% 17.2% 5.3% 10.8% 16.0% 65.47% 1.23

12 2018: I know how my work 

relates to the agency's goals. 

2017: I know how my work 

relates to the agency's goals 

and priorities. 6.4 85% 91.4% 42.0% 49.5% 7.1% 1.5% 0.0% 1.5% 91.77% 0.37
13 The work I do is important. 7.3 90 82.7% 46.9% 35.8% 12.0% 4.0% 1.3% 5.3% 87.55% 4.85

14 Physical conditions (for 

example, noise level, 

temperature, lighting, 

cleanliness in the workplace) 

allow employees to perform 

their jobs well. 20.3 66% 86.3% 41.4% 44.9% 8.1% 4.3% 1.3% 5.6% 78.47% 7.83

15 My performance appraisal is a 

fair reflection of my 

performance. 2.2 71% 69.8% 32.9% 36.9% 14.2% 9.5% 6.5% 16.0% 67.97% 1.83

16 I am held accountable for 

achieving results. 10.2 83% 93.2% 43.6% 49.6% 6.8% 0.0% 0.0% 0.0% 88.82% 4.38

17 I can disclose a suspected 

violation of any law, rule or 

regulation without fear of 

reprisal. 2.3 66% 68.3% 41.8% 26.4% 16.1% 5.5% 10.1% 15.6% 67.17% 7.13

18 My training needs are assessed.

6.3 55% 61.3% 25.2% 36.1% 23.4% 11.7% 3.6% 15.2% 60.47% 0.83

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).

3 71% 68.0% 36.3% 31.7% 18.3% 8.9% 4.8% 13.7% 70.81% 2.81

20 The people I work with 

cooperate to get the job done. 7.3 76% 83.3% 45.2% 38.1% 12.3% 2.9% 1.5% 4.4% 82.66% 0.64

21 My work unit is able to recruit 

people with the right skills. 27.4 42% 69.4% 23.2% 46.2% 19.8% 7.4% 3.5% 10.8% 71.77% 2.37

22 Promotions in my work unit are 

based on merit. 21.9 37% 58.9% 31.6% 27.3% 22.0% 10.5% 8.6% 19.1% 60.76% 1.86

23 In my work unit, steps are 

taken to deal with a poor 

performer who cannot or will 

not improve. 25.8 32% 57.8% 29.0% 28.8% 30.2% 5.2% 6.7% 12.0% 55.24% 2.56

24 In my work unit, differences in 

performance are recognized in 

a meaningful way. 15.9 38% 53.9% 23.5% 30.4% 24.2% 14.4% 7.6% 21.9% 54.91% 1.01
25 Awards in my work unit depend 

on how well employees 

perform their jobs. 17.2 46% 63.2% 31.3% 31.9% 21.1% 10.3% 5.5% 15.7% 59.16% 4.04

26 Employees in my work unit 

share job knowledge with each 

other. 9.9 76% 85.9% 45.9% 40.0% 7.9% 5.2% 1.1% 6.3% 82.20% 3.7

27 The skill level in my work unit 

has improved in the past year. 15.1 56% 71.1% 30.2% 40.9% 19.1% 5.9% 3.9% 9.8% 73.11% 2.01

28 How would you rate the overall 

quality of work done by your 

work unit?

7 84% 91.0% 57.2% 33.8% 6.2% 1.1% 1.8% 2.9% 90.53% 0.47

29 2018: My work unit has the jobrelevant knowledge and skills 

necessary to accomplish 

organizational goals. 

2017: The workforce has the 

job-relevent knowledge and 

skills necessary to accomplish 

organizational goals. 11.5 80% 91.5% 60.1% 31.4% 4.9% 2.5% 1.1% 3.6% 79.52% 11.98

30 Employees have a feeling of 

personal empowerment with 

respect to work processes. 11.70% 49% 60.7% 19.4% 41.3% 27.0% 3.7% 8.6% 12.3% 56.27% 4.43

31 Employees are recognized for 

providing high quality products 

and services. 3.8 53% 56.8% 25.4% 31.3% 31.3% 5.2% 6.7% 11.9% 67.46% 10.66

32 Creativity and innovation are 

rewarded. 11.7 43% 54.7% 23.4% 31.2% 25.9% 14.7% 4.7% 19.4% 55.59% 0.89

33 Pay raises depend on how well 

employees perform their jobs. 17.9 26% 43.9% 20.9% 23.0% 30.6% 14.6% 10.9% 25.5% 50.67% 6.77

34 Policies and programs promote 

diversity in the workplace (for 

example, recruiting minorities 

and women, training in 

awareness of diversity issues, 

mentoring). 9.1 58% 67.1% 35.4% 31.7% 21.0% 5.2% 6.7% 11.9% 68.14% 1.04

35 Employees are protected from 

health and safety hazards on 

the job. 10.6 77% 87.6% 41.2% 46.4% 11.1% 1.3% 0.0% 1.3% 86.16% 1.44
36 My organization has prepared 

employees for potential 

security threats. 1.9 80% 78.9% 26.7% 52.2% 16.9% 4.3% 0.0% 4.3% 78.02% 0.88

37 Arbitrary action, personal 

favoritism and coercion for 

partisan political purposes are 

not tolerated. 2.4 56% 53.6% 30.2% 23.4% 31.5% 1.5% 13.4% 14.9% 52.47% 1.13

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. 4.3 70% 65.7% 37.1% 28.7% 20.8% 5.3% 8.2% 13.5% 63.75% 1.95

39 My agency is successful at 

accomplishing its mission. 7.5 77% 84.5% 36.5% 47.9% 11.1% 0.0% 4.4% 4.4% 83.29% 1.21

40 I recommend my organization 

as a good place to work. (Used 

to calculate Best Places to 

Work ranking.) 9.4 66% 75.4% 35.8% 39.6% 11.9% 8.3% 4.4% 12.7% 62.88% 12.52

41 I believe the results of this 

survey will be used to make my 

agency a better place to work. 23.2 41% 64.2% 37.3% 26.9% 18.5% 8.8% 8.5% 17.3% 63.59% 0.61

42 My supervisor supports my 

need to balance work and other 

life issues. 4.9 81% 85.9% 53.6% 32.3% 9.4% 2.9% 1.8% 4.7% 83.21% 2.69

43 My supervisor provides me 

with opportunities to 

demonstrate my leadership 

skills. 5.3 70% 64.7% 34.5% 30.2% 14.6% 12.4% 8.4% 20.8% 68.55% 3.85

44 Discussions with my supervisor 

about my performance are 

worthwhile. 7.9 67% 74.9% 39.7% 35.2% 15.8% 2.2% 7.1% 9.3% 71.58% 3.32

45 My supervisor is committed to 

a workforce representative of 

all segments of society.

0 71% 71.0% 43.0% 27.9% 19.2% 1.3% 8.6% 9.8% 69.84% 1.16
46 My supervisor provides me 

with constructive suggestions 

to improve my job 

performance. 1.7 66% 64.3% 40.2% 24.1% 22.2% 8.0% 5.5% 13.5% 74.00% 10.86

47 Supervisors in my work unit 

support employee 

development. 5.5 70% 75.5% 40.8% 34.7% 13.2% 5.1% 6.2% 11.3% 77.51% 2.01

48 My supervisor listens to what I 

have to say. 2.7 79% 76.3% 46.0% 30.3% 9.5% 6.3% 7.9% 14.2% 79.41% 3.11

49 My supervisor treats me with 

respect. 3.8 84% 80.2% 52.0% 28.2% 11.4% 2.2% 6.2% 8.4% 81.67% 1.47

50 In the last six months, my 

supervisor has talked with me 

about my performance. 8.6 81% 89.6% 42.9% 46.7% 9.2% 1.3% 0.0% 1.3% 81.00% 8.6

51 I have trust and confidence in 

my supervisor. 0.6 71% 71.6% 47.3% 24.3% 12.2% 8.9% 7.3% 16.2% 71.53% 0.07

52 Overall, how good a job do you 

feel is being done by your 

immediate supervisor? 3.1 73% 76.1% 50.2% 25.9% 16.3% 1.4% 6.2% 7.7% 80.15% 4.05

53 In my organization, senior 

leaders generate high levels of 

motivation and commitment in 

the workforce. 9.6 44% 53.6% 23.5% 30.1% 30.1% 10.1% 6.2% 16.3% 49.76% 3.84

54 My organization's senior 

leaders maintain high standards 

of honesty and integrity.

12.7 55% 67.7% 35.4% 32.3% 18.8% 8.2% 5.3% 13.5% 60.18% 7.52

55 Supervisors work well with 

employees of different 

backgrounds.

1 69% 70.0% 34.2% 35.9% 20.2% 1.9% 7.9% 9.8% 74.39% 4.39

56 2018: Managers communicate 

the goals of the organization. 

2017: Managers communicate 

the goals and priorities of the 

organization. 7.4 64% 71.4% 26.1% 45.4% 17.7% 9.0% 1.8% 10.8% 61.98% 9.42

57 Managers review and evaluate 

the organization's progress 

toward meeting its goals and 

objectives. 14.7 63% 77.7% 26.3% 51.4% 14.5% 1.5% 6.3% 7.9% 69.39% 8.31
58 Managers promote 

communication among 

different work units (for 

example, about projects, goals, 

needed resources). 9.1 56% 65.1% 27.2% 37.9% 23.3% 5.8% 5.8% 11.6% 58.36% 6.74

59 Managers support 

collaboration across work units 

to accomplish work objectives. 7.7 60% 67.7% 28.2% 39.5% 22.8% 3.7% 5.8% 9.5% 66.93% 0.77

60 Overall, how good a job do you 

feel is being done by the 

manager directly above your 

immediate supervisor? 12 61% 73.0% 40.5% 32.5% 20.1% 1.5% 5.5% 7.0% 79.80% 6.8

61 I have a high level of respect for 

my organization's senior 

leaders. 16.9 56% 72.9% 33.5% 39.4% 18.9% 4.9% 3.3% 8.2% 62.18% 10.72

62 Senior leaders demonstrate 

support for Work/Life 

programs. 26.5 58% 84.5% 42.4% 42.1% 10.5% 1.3% 3.8% 5.0% 67.87% 16.63

63 How satisfied are you with your 

involvement in decisions that 

affect your work? 12.7 54% 66.7% 31.0% 35.8% 17.7% 9.3% 6.3% 15.6% 65.32% 1.38

64 How satisfied are you with the 

information you receive from 

management on what's going 

on in your organization? 15.7 51% 66.7% 25.5% 41.1% 17.9% 7.4% 8.1% 15.5% 62.58% 4.12

65 How satisfied are you with the 

recognition you receive for 

doing a good job? 13.5 52% 65.5% 32.7% 32.8% 22.2% 7.9% 4.4% 12.3% 63.26% 2.24

66 How satisfied are you with the 

policies and practices of your 

senior leaders? 14.3 46% 60.3% 27.0% 33.4% 30.5% 5.9% 3.3% 9.2% 60.70% 0.4

67 How satisfied are you with your 

opportunity to get a better job 

in your organization?

1.2 38% 39.2% 17.3% 22.0% 37.6% 12.3% 10.9% 23.2% 42.52% 3.32

68 How satisfied are you with the 

training you receive for your 

present job? 8.6 56% 64.6% 24.8% 39.8% 21.0% 13.4% 1.1% 14.5% 61.01% 3.59
69 Considering everything, how 

satisfied are you with your job? 

(Used to calculate Best Places 

to Work ranking.) 

6.6 68% 74.6% 36.1% 38.5% 14.3% 10.0% 1.1% 11.1% 71.14% 3.46

70 Considering everything, how 

satisfied are you with your pay?

11 63% 74.0% 22.9% 51.1% 17.8% 4.0% 4.2% 8.2% 64.36% 9.64

71 Considering everything, how 

satisfied are you with your 

organization? (Used to 

calculate Best Places to Work 

ranking.) 17.3 60% 77.3% 38.4% 38.9% 13.0% 5.2% 4.5% 9.7% 68.38% 8.92

Legend

Increase from 2017 to 2018

Decrease from 2017 to 2018

Questions in RED are changed 

from 2017 FEVS
Work Life-Telework

N %

25 31.5%

8 11.1%

10 13.2%

1 1.3%

0 0.0%

0 0.0%

1 1.8%

5 7.3%

23 33.7%

73 100.0%

N

Satisfaction 

%

Very Satisfied 26 44.5%

Satisfied 19 29.9%

Neither Satisfied nor Dissatisfied 10 16.8%

Dissatisfied 3 5.0%

Very Dissatisfied 2 3.8%

60 100.0%

I choose not to participate in these programs 11 --

These programs are not available to me 2 --

I am unaware of these programs 0 --

73 100.0%

N

Satisfaction 

%

Very Satisfied 45 65.1%

Satisfied 18 26.5%

Neither Satisfied nor Dissatisfied 3 4.0%

Dissatisfied 2 2.4%

Very Dissatisfied 1 2.0%

69 100.0%

I choose not to participate in these programs 4 --

These programs are not available to me 1 --

I am unaware of these programs 0 --

74 100.0%

N

Satisfaction 

%

Very Satisfied 33 49.5%

Satisfied 27 38.1%

Neither Satisfied nor Dissatisfied 7 10.0%

Dissatisfied 2 2.4%

Very Dissatisfied 0 0.0%

69 100.0%

I choose not to participate in these programs 3 --

These programs are not available to me 2 --

I am unaware of these programs 0 --

74 100.0%

N

Satisfaction 

%

Very Satisfied 18 37.5%

Satisfied 12 22.5%

Neither Satisfied nor Dissatisfied 17 34.6%

I telework every work day

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

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

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

I telework 1 or 2 days per week

I telework 3 or 4 days per week

74. How satisfied are you with the following Work/Life programs in your agency? Alternative Work 

Schedules

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

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

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

I do not telework because I choose not to telework

Total

73. How satisfied are you with the following Work/Life programs in your agency? Telework

Item Response Total

76. How satisfied are you with the following Work/Life programs in your agency? Employee 

Assistance Program

Item Response Total

Total

75. How satisfied are you with the following Work/Life programs in your agency? Health and 

Wellness Programs

Item Response Total

2018 Results

Total

Total
Work Life-Telework

Dissatisfied 2 5.4%

Very Dissatisfied 0 0.0%

49 100.0%

I choose not to participate in these programs 18 --

These programs are not available to me 1 --

I am unaware of these programs 6 --

74 100.0%

N

Satisfaction 

%

Very Satisfied 9 29.9%

Satisfied 8 24.9%

Neither Satisfied nor Dissatisfied 14 45.2%

Dissatisfied 0 0.0%

Very Dissatisfied 0 0.0%

31 100.0%

I choose not to participate in these programs 17 --

These programs are not available to me 10 --

I am unaware of these programs 16 --

74 100.0%

N

Satisfaction 

%

Very Satisfied 6 26.4%

Satisfied 3 10.8%

Neither Satisfied nor Dissatisfied 14 57.6%

Dissatisfied 1 5.2%

Very Dissatisfied 0 0.0%

24 100.0%

I choose not to participate in these programs 19 --

These programs are not available to me 8 --

I am unaware of these programs 23 --

74 100.0%

Percentages are weighted to represent the Agency's population.

Total

77. How satisfied are you with the following Work/Life programs in your agency? Child Care 

Programs

Item Response Total

Total

78. How satisfied are you with the following Work/Life programs in your agency? Elder Care 

Programs

Item Response Total

Item Response Total

Total
# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease 

Strongly Agree 22 28.90% 28 37.00%

Agree 24 33.20% 23 30.30%

Neither Agree nor Disagree 13 18.60% 18.60% Neutral 10 14.90%

14.9% 

Neutral 3.7

Disagree 10 13.50% 6 7.90%

Strongly Disagree 4 5.80% 6 10.00%

Total 73 100.00% 73 100.00%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

Commissioners 9 12.10% 11 14.60% 2.5

Commissioners/SES 22 31.70% 14 21.60% 10.1

SES 9 13.60% 15 23.80% 10.2

SES/GS15/14 14 20.90% 14 21.30% 1.4

Supervisor (GS15/14) 15 21.70% 13 18.60% 3.1

Total 69 100.00% 67 100.00%

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

62.1% Positive

19.3% Negative

5.2 67.3% 

Positive

17.90% 

Negative 1.4

2017 2018

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.

2017 2018
# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease 

Strongly Agree 19 25.20% 22 30.20%

Agree 35 47.30% 28 36.70%

Neither Agree nor Disagree 11 15.30% 15.40% Neutral 15 22.80%

22.80% 

Neutral 7.4

Disagree 6 7.90% 5 6.90%

Strongly Disagree 3 4.30% 2 3.40%

Total 74 100.00% 72 100.00%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease 

Strongly Agree 14 18.80% 17 23.50%

Agree 29 41.00% 25 31.90%

Neither Agree nor Disagree 14 20.10% 20.10% Neutral 19 27.80%

27.8% 

Neutral 7.7

Disagree 9 12.80% 7 9.20%

Strongly Disagree 5 7.30% 5 7.50%

Total 71 100.00% 73 100.00%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

1.9

72.5% Positive

3.4

59.8% Positive

20.1% Negative

55.4% 

Positive

16.70%

12.2% Negative

66.9% 

Positive

10.3% 

Negative

5.6

2017 2018

2017 2018

2017 2018

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:

4.4
Commissioners 6 7.40% 2 3.00% 4.4

Commissioners/SES 40 54.20% 43 60.10% 5.9

SES 16 22.10% 16 20.60% 0.5

SES/GS15/14 11 14.70% 8 11.90% 2.8

Supervisor (GS15/14) 1 1.50% 3 4.30% 2.8

Total 74 100.00% 72 100.00%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

Commissioners 3 4.00% 6 7.60% 3.6

Commissioners/SES 19 27.50% 18 25.90% 1.6

SES 10 15.00% 8 11.00% 4

SES/GS15/14 15 21.80% 19 25.30% 3.5

Supervisor (GS15/14) 23 31.70% 20 30.20% 1.5

Total 70 100.00% 71 100.00%

# of

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

Increased 43 58.80% 34 44.30% 14.5

Decreased 4 5.40% 3 5.00% 0.4

Remained the same 19 25.20% 20 28.10% 2.9

I have not experienced 

significant work-related stress 

during the last year 7 10.60%

15

22.50% 11.9

Total 73 100.00% 72 100.00%

2017 2018

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

2017 2018

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

Respondents Percent

# of

Respondents Percent

Increase or 

decrease

People 29 39.30% 23 31.20% 8.1

Materials 5 6.50% 6 9.30% 2.8

Budget 21 29.70% 26 36.60% 6.9

Training 18 24.50% 16 23.00% 1.5

Total 73 100.00% 71 100.00%

2017 2018

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