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Contents 

FEVS Background.......................................................................................................................................... 3

OPM Survey Administration ........................................................................................................................ 3

Who Participates in the Survey?.................................................................................................................. 3

Changes to the 2023 Survey......................................................................................................................... 3

Results Overview.......................................................................................................................................... 4

FEVS Response Rates 2021-2023 ................................................................................................................. 5

FSIS FEVS Highlights ..................................................................................................................................... 6

Highest Positive Responses...................................................................................................................... 6

Highest Negative Responses.................................................................................................................... 6

USDA and FSIS Targeted Questions for Improvements.............................................................................. 8

Participant Demographics at a Glance ........................................................................................................ 9

OPM FEVS Indices....................................................................................................................................... 13

The Employee Engagement Index (EEI) ................................................................................................. 13

The Global Satisfaction Index (GSI) ....................................................................................................... 13

The Performance Confidence Index (PCI).............................................................................................. 14

The Diversity, Equity, Inclusion and Accessibility (DEIA) Index............................................................ 14

The Employee Experience Index (EXI) ................................................................................................... 15

Appendix: FSIS FEVS Results...................................................................................................................... 18
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FEVS Background 

The Office of Personnel Management (OPM) Federal Employee Viewpoint Survey (FEVS) is an annual

organizational climate survey. The FEVS is designed to capture Federal employees’ perceptions of 

organizational policies, practices, and procedures characteristic of the agency and its leadership, as well 

as subsequent patterns of interactions and behaviors that support organizational performance. 

Organizational climate assessments like the OPM FEVS are, consequently, important to organizational 

improvement largely because of the key role culture plays in directing organizational performance. The 

OPM FEVS is designed to provide agencies with employee feedback on dimensions critical to 

organizational performance: conditions for engagement, perceptions of leadership organizational 

effectiveness, outcomes related to climate (e.g., job satisfaction), and more.

The results from employee feedback provide leadership with actionable insights regarding the success of 

improvement initiatives, as well as information for identifying aspects of the workplace where 

improvements should be made. It also enables leaders to identify and respond to employee needs and 

build an engaged workforce. The FEVS results are also used by the Partnership for Public Service in 

producing their annual Best Places to Work in the Federal Government rankings. The Best Places to 

Work rankings also give federal leaders a way to measure employee engagement and satisfaction, 

alerting them to signs of challenges and providing a roadmap to better manage their most important 

asset, its employees.

The FEVS remains one of the most powerful platforms for Federal employees to have a voice in sharing 

their work experience in times of significant change and adaptation. This report highlights important 

agency successes and challenges, which the Food Safety and Inspection Service (FSIS) wants to 

acknowledge. 

Furthermore, participation in the FEVS can build trust, generate ideas, and provide essential feedback 

on important agency issues. Also, full engagement and communication about the OPM FEVS from 

leadership at all levels will clearly show FSIS employees that their input is valued and can make a 

difference and help boost response rates across the agency. 

OPM Survey Administration 

The 2023 OPM FEVS was administered to employees across the federal government from Tuesday, May 

9, through Friday, July 7, 2023. The OPM FEVS was administered to 8,433 FSIS employees and completed 

by 4,247, with a response rate of 50.4%. 

In addition, OPM distributed the 2023 FEVS reports for each FSIS program area, staff, branch, and 

division with 10 or more respondents.

Who Participates in the Survey? 

The OPM FEVS is administered to full-time and part-time, permanent, non-seasonal employees of 

Federal departments, large agencies, and the small/independent agencies that accept an invitation to 

participate in the survey. 

The 2023 FEVS was administered as a census, meaning all FSIS employees on board as of November 

2022 were invited to participate.

Changes to the 2023 Survey 

This year, OPM introduced and integrated Performance Dimensions into the FEVS, which play a critical 

role in gauging employee satisfaction, engagement, and overall organizational health. These dimensions 

reflect a comprehensive assessment of the workplace, aligning with OPM’s commitment to fostering a 

positive work environment.
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This provided agencies with additional measures for analysis and benchmarking. Dimensions are 

common characteristics of organizations defined by the way employees experience organizational 

policies and management practices. These dimensions are: 

• Agile Performance –

o Effective organizations sense and adapt rapidly to new information, requirements, or 

strategically relevant conditions. Agile workplaces are capable of pivoting to meet 

evolving priorities, respond effectively to disruptions, plus take advantage of emerging 

opportunities to perform. Agility has become particularly relevant to performance postCovid and to the future of work. Characteristic dimensions are resilience, innovation, 

and employee autonomy. (Q13, 14, 27, 28, 29, 30, 31, 42, 64, and 65) 

• Employee-Focused Performance –

o Organizations are effective when policies and programs support the workforce. 

Hallmark dimensions assess whether workplace conditions include employee 

development, opportunities for employee voice in decision-making, and a focus on 

employee welfare and work-life needs. Characteristic dimensions assessed are 

employee development, employee voice, employee welfare, and work-life support. (Q1, 

5, 10, 25, 34, 36, 43, 44, 49, 63, 66, and 67)

• Foundations Performance –

o Effective organizations have strong core policies, competencies, capabilities, and 

dedicate resources to support performance. The FEVS provides further assessments of 

an agency’s potential to perform through key foundational dimensions, including 

communication, cooperation, customer responsiveness, merit principles, and 

performance resources. (Q8, 9, 15, 18, 19, 24, 32, 33, 40, 45, 60, and 68) 

• Goal-Oriented Performance –

o Organizations are effective when focused on well-defined objectives with practices and 

policies that emphasize productivity, goal fulfillment, and performance management. 

Key dimensions include accountability, clarity about goals, performance feedback, and

recognition. (Q11, 12, 16, 17, 26, 35, 38, 53, 55, 56, and 69) 

Also new this year is the Employee Experience Index (EXI), which measures the extent employees are 

engaged by their work and organization. Employee Experience reflects questions in three areas: (1) job 

attachment (Q8, 87), (2) organizational attachment Q88, 89), and (3) public service motivation (Q90). 

FSIS scored 77% on this index. Notably, 92% of respondents strongly agreed or agreed to the importance 

of their work contributing to the common good of the agency.

Results Overview 

This analysis is an overview of the FSIS results of the OPM electronic FEVS. OPM collects the results from 

the completed electronic surveys and then aggregates the responses to develop a report for staff with

10 or more respondents. OPM also uses the results to calculate the response rate and other indices, 

such as Employee Engagement, Global Satisfaction, Performance Confidence, Diversity, Equity, Inclusion 

and Accessibility Indices, and now Employee Experience. Furthermore, OPM has a threshold to identify 

strengths and challenges within an agency’s survey results. In the OPM FEVS, 65% and higher represent 

positive responses, indicating a majority of employees express satisfaction and 35% and higher signify

areas of challenges where employees indicated dissatisfaction, which stresses that improvements need 

to be made. These thresholds serve as benchmarks to assess the overall satisfaction levels and to 

address specific aspects of the federal employee’s workplace experience.

The results include response percentages for each survey item. The definitions for the Positive, Neutral 

and Negative response percentages vary in the following ways across the three primary response scales 

used in the survey: 
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 Percent Positive: The percentages of respondents who answered Strongly Agree or Agree; Very 

Satisfied or Satisfied; or Very Good or Good, depending on the item’s response categories. 

 Percent Neutral: The percentage of respondents choosing the middle response option in the 5-

point scale (Neither Agree nor Disagree, Neither Satisfied nor Dissatisfied, Fair). 

 Percent Negative: The percentages of respondents who answered Strongly Disagree or 

Disagree; Very Dissatisfied or Dissatisfied; or Very Poor or Poor, depending on the item’s 

response categories. 

Positive, Neutral, and Negative percentages are based on the total number of responses that are in 

these three categories.

FEVS Response Rates 2021-2023 

The response rates are a comparison between the Government, USDA, and FSIS for the past 2 years,

along with the 2023 response rate.

Figure 1: Response Rates 2021-2023

2021 2022 2023

GOVT 34% 35% 39%

USDA 46% 50% 55%

FSIS 45% 47% 50%

0%

10%

20%

30%

40%

50%

60%

PERCENTAGES

RESPONSE RATES
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FSIS FEVS Highlights 

The FEVS data is essential for understanding our organization’s strengths, challenges, and opportunities 

in driving workplace and workforce improvements across the agency.

Highest Positive Responses 

The FSIS FEVS results maintained or increased its percentages for the questions below. Sixty-four 

questions out of 90 FEVS core items scored 65% or higher, considered strengths according to OPM’s 

threshold. 

The high scores below point to favorable employee perception regarding agency goals, expectations, 

and customer needs. Also, 92% of the respondents indicate they contribute to the common good of 

FSIS, which is keeping food safe for the American people.

Figure 2: 2023 FEVS Positive Responses 

Highest Negative Responses 

In analyzing the 2023 FEVS results, no questions met OPM’s threshold of 35% negative or higher. Thirtyfive percent negative or higher is considered a challenge. Therefore, with no questions at or above the 

35% threshold, FSIS is continuing its work towards improving meaningful recognition, fostering better 

communication and trust with senior leaders, and involving employees in decisions affecting their work. 

70% 75% 80% 85% 90% 95%

Q89 - I identify with the mission of my orgranization.

Q38 - I have a good understanding of my organization's

priorities.

Q51 - My supervisor treats me with respect.

Q26 - I know what my work unit's goals are.

Q20 - Employees in my work unit meet the need of our

customers.

Q11 - I am held accountable for the quality of work I produce.

Q4 - I know what is expected of me on the job.

Q53 - My supervisor holds me accountable for achieving results.

Q7 - I know how my work relates to the agency's goals.

Q90 - It is important to me that my work contribute to

the common good.

84%

86%

87%

87%

87%

87%

88%

88%

89%

92%

Positive Responses

Positive Responses
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Figure 3: 2023 FEVS Negative Responses

0% 5% 10% 15% 20% 25% 30%

Q35 - Employees are recognized for providing high quality products and

services.

Q27 - My work unit commits resources to develop new ideas (e.g., budget,

staff, time, expert support).

Q24 - New hires in my work unit (i.e., hired in the past year) have the right

skills to do thie jobs.

Q2 - I feel encourage to come up with new and better ways of doing things.

Q45 - In my organization, arbitrary action, personal favoritism and/or

political coercion are not tolerated.

Q67 - How satisfied ar you with your involvement in decision that affect

your work?

Q57 - In my organization, senior leaders generate high levels of motivation

and commitmentin the workforce.

Q17 - In my work unit, difference in peformance are recognized in a

meaningful way.

Q66- Management involves employees in decisions that affect their work.

Q71 - Considering everything, how satisfied are your with your pay?

19%

19%

19%

20%

21%

21%

23%

24%

28%

28%

Negative Responses

Negative Responses
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USDA and FSIS Targeted Questions for Improvements 

FSIS has been actively monitoring and prioritizing the targeted questions outlined in the Table below since 2020, focusing on enhancing employee experience. The 

USDA and FSIS have been working towards improving meaningful recognition, fostering better communication and trust with senior leaders, and involving employees in 

decisions affecting their work. Questions 47, 57, and 60 have seen a significant increase of 10-14 percentage points, indicating that employees believe that the results 

of the survey will be used to make their agency a better place to work, that senior leaders generate high levels of motivation and commitment in the workforce, and 

that managers promote communication among different work units. 

Figure 4: USDA and FSIS Targeted FEVS Questions 

FEVS 

Question #

USDA and FSIS Targeted FEVS Questions

Change

(2020-2023)

FSIS 

2023

(Positive)

FSIS

2022

(Positive)

FSIS 

2021

(Positive)

FSIS

2020

(Positive)

USDA

2023

2022 2023 (Positive)

16 17 In my work unit, differences in performance are recognized in a 

meaningful way. 5% 49% 45% 49% 44% 41%

44 47 I believe the results of this survey will be used to make my agency a 

better place to work. 14% 57% 52% 46% 43% 46%

55 57 In my organization, senior leaders generate high levels of motivation 

and commitment in the workforce. 10% 52% 48% 45% 42% 47%

56 58 My organization’s senior leaders maintain high standards of honesty 

and integrity. 9% 59% 55% 51% 50% 58%

58 60 Managers promote communication among different work units (for 

example, about projects, goals, needed resources). 10% 62% 57% 57% 52% 59%

60 62 I have a high level of respect for my organization’s senior leaders. 8% 66% 62% 59% 58% 59%

65 67 How satisfied are you with your involvement in decisions that affect 

your work? No Change 52% 48% 52% 52% 51%
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Participant Demographics at a Glance 

Figure 5: Employee Demographics

81%

73%

80%

30%

33% 35%

27%

74%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

EMPLOYEE DEMOGRAPHICS
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Figure 6: Where Do You Work

Figure 7: What is Your Supervisory Status

81%

10%

11%

WHERE DO YOU WORK?

Field

Headquarters

Full-time Telework/Remote (e.g., home office, telecenter)

1%

4%

18%

4%

73%

WHAT IS YOUR SUPERVISORY STATUS?

Senior Leader Manager Supervisor Team Leader Non-Supervisor
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Figure 8: What is Your Pay Category/Grade

Note: 0% Represent participant’s response level. FSIS do not have federal wage grade employees.

Figure 9: How Long Have You Been with Your Current Agency

Federal

Wage

System

GS 1-6 GS 7-12 GS 13-15 Senior

Executive

Service

Senior Level

(SL) or

Scientific or

Professional

(ST)

Other

0% 2%

80%

17%

0.4% 0.1% 1%

WHAT IS YOUR PAY CATEGORY/GRADE?

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

4%

16%

7%

17%

13%

16%

27%

HOW LONG HAVE YOU BEEN WITH YOUR CURRENT AGENCY?
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Figure 10: What is Your Race

Figure 11: What is Your Age

66%

22%

12%

WHAT IS YOUR RACE?

White Black or African American All other races

29 years and

under

30-39 years old 40-49 years old 50-59 years old 60 years +

5%

17%

24%

33%

20%

WHAT IS YOUR AGE?
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OPM FEVS Indices 

The 2023 OPM FEVS results are reported across five indices: 1) Employee Engagement Index (EEI), 2) Global 

Satisfaction Index (GSI), 3) Performance Confidence Index (PCI), 4) Diversity, Equity, Inclusion, and Accessibility 

(DEIA), and 5) Employee Experience Index (EXI). 

The Employee Experience Index is new to the 2023 OPM FEVS and measures the extent to which employees are 

engaged by their work and their organization. This index seeks to understand employees’ perceptions relative to 

their experiences at work in response to their interactions with the organization (i.e., job and organizational 

attachment). This index gives agencies another tool for assessing whether actions to improve engagement have 

had the intended effect. 

Each index is a composite of the responses to specific core questions that are present in the 2023 FEVS. The 

OPM FEVS does not directly measure employee feelings of engagement, such as passion, commitment, and 

involvement; however, it does assess the critical conditions conducive for employee engagement. These include 

effective leadership, meaningful work for employees, work unit performance, the opportunity for employees to 

learn/grow on the job, and their employee experience. Detailed information about the indices can be found 

here: Governmentwide Reports (opm.gov).

The Employee Engagement Index (EEI) 

The OPM FEVS Employee Engagement Index (EEI) uses questions from the survey to measure conditions that are 

conducive to employee engagement. Engagement overall relates to employee motivation. The EEI is comprised 

of 3 subindices totaling 15 questions: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each subindex is 

assessed through questions on the OPM FEVS as listed below:

 Leaders Lead – Reflects the employees’ perceptions of the integrity of leadership, as well as leadership

behaviors such as communication and workforce motivation1. (Q57, 58, 59, 61, 62)

 Supervisors – Reflects the interpersonal relationship between worker and supervisor, including trust,

respect, and support. (Q48, 50, 51, 52, 54)

 Intrinsic Work Experience – Reflects the employees’ feelings of motivation and competency relating to

their roles in the workplace. (Q2, 3, 4, 6, 7)

Figure 12: EEI Index

Agency & Subagency 2023 EEI 2022 EEI 2021 EEI % Difference

(2022-2023)

Governmentwide 72% 71% 71% +1%

USDA 72% 70% 70% +2%

FSIS 73% 71% 70% +2%

The Global Satisfaction Index (GSI) 

The Global Satisfaction Index measures employee satisfaction on four aspects related to their work: job, pay, 

organization, and whether they would recommend their organization as a good place to work.

The Global Satisfaction Index is an average of the scores of the four items below:

 Job Satisfaction – Considering everything, how satisfied are you with your job? (Q70)

 Pay Satisfaction – Considering everything, how satisfied are you with your pay? (Q71)
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 Organizational Satisfaction – Considering everything, how satisfied are you with your organization? 

(Q72)

 Recommend Organization – I recommend my organization as a good place to work. (Q46)

Figure 13: GSI Index

Agency & Subagency 2023 GSI 2022 GSI 2021 GSI % Difference

(2022-2023)

Governmentwide 64% 62% 64% +2%

USDA 61% 59% 59% +2%

FSIS 65% 62% 61% +3%

The Performance Confidence Index (PCI) 

Performance Confidence is defined as “The extent to which employees believe their organization has an

outstanding competitive future, based on innovative, high-quality products and services that are highly regarded 

by the marketplace.” 

The Performance Confidence Index on the OPM FEVS is a combination of four items assessing employees’ 

perception of their work unit’s ability to achieve its goals and produce work at a high level and, ultimately, 

provides insights into agency performance. 

The Performance Confidence Index is an average of the responses for the four items below:

 Met Needs of Customers – Employees in my work unit meet the needs of our customers. (Q20)

 Contributed Positively to Agency Performance – Employees in my work unit contribute positively to my

agency’s performance. (Q21)

 Produced High Quality Work – Employees in my work unit produce high-quality work. (Q22)

 Adapted to Changing Priorities – Employees in my work unit adapt to changing priorities. (Q23)

Figure 14: PCI Index

Agency & Subagency 2023 PCI 2022 PCI 2021 PCI % Difference

(2022-2023)

Governmentwide 84% 84% 85% No Change

USDA 85% 84% 86% +1%

FSIS 82% 81% 81% +1%

The Diversity, Equity, Inclusion and Accessibility (DEIA) Index 

To align with government priorities and current research, OPM developed the DEIA Index beginning with The

2022 OPM FEVS. This measure was specifically designed to align with Executive Order 14035, which features 

four distinct factors: diversity, equity, inclusion, and accessibility, included as subindices in the survey measure.

 Diversity – The practice of including the many communities, identities, races, ethnicities, backgrounds,

abilities, cultures, and beliefs of the American people, including underserved communities. (Q73, 74)

 Equity – The consistent and systematic fair, just, and impartial treatment of all individuals, including

individuals who belong to underserved communities that have been denied such treatment. (Q75, 76,

77)

 Inclusion – The recognition, appreciation, and use of the talents and skills of employees of all
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backgrounds. (Q78, 79, 80, 81, 82)

 Accessibility – The design, construction, development, and maintenance of facilities, information and

communication technology, programs, and services so that all people, including people with disabilities,

can fully and independently use them. (Q83, 84, 85)

Figure 15: DEIA Index

Agency & Subagency 2023 DEIA 2022 DEIA % Difference

(2022-2023)

Governmentwide 71% 69% +2%

USDA 73% 71% +2%

FSIS 72% 70% +2%

FSIS’ 2023 DEIA index scores displayed an increase of two percentage points compared to last year. FSIS was also 

higher than the Governmentwide DEIA scores. 

The Employee Experience Index (EXI) 

The EXI is an outcome measure of employee engagement initially included in the 2022 FEVS. The EXI measures 

the extent to which employees are engaged by their work and their organization. The existing engagement 

measure on the FEVS, the EEI, is a measure of the conditions for engagement, e.g., whether a workplace has the 

right environment to foster engaged employees. The new measure assesses whether employees actually 

experience the state of engagement and gives agencies another tool for assessing whether actions to improve 

engagement have had the intended effect.

The EXI is comprised of five items that measure work engagement (2 items), organizational engagement (2 

items), and public service motivation (1 item). The EXI is an average of the percentage of positive responses for 

those five items. Work engagement measures the relationship between an employee and their specific job, 

while organizational engagement measures the relationship between an employee and their workplace.

The five EXI questions existed in 2022 prior to the EXI becoming an index category. The EXI consists of the 

following FEVS items:

 Work engagement – The relationship between employees and their specific job. (Q86, 87)

 Organizational engagement – The relationship between an employee and the organization where they

work. (Q88, 89)

 Public Service motivation – Employees in civil service jobs often choose them due to a desire to

contribute to the public good. (Q90)

Figure 16: EXI Index

Agency & Subagency 2023 EXI

Governmentwide 73%

USDA 74%

FSIS 77%

The indices trend chart below is an indication of the progress FSIS has made from 2021–2023. 
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Figure 17: FEVS Indices

* OPM created the DEIA Index in 2022 and used existing FEVS questions to create the EXI in 2023. 

Workplace Flexibilities – Telework/Remote Work 

The FSIS workforce is critical to the day-to-day oversight and inspection operations for meat, poultry, and egg 

products. A significant number of FSIS employees work on the frontlines and are required to be present on the 

job site, as reported by 65% of respondents. Additionally, 60% of the non-frontline survey participants stated 

that they have an approved remote work agreement and live inside the local commuting area. 

Figure 18: Workplace Flexibilities 

Q91. Please select the response that BEST describes your current remote work or 

teleworking schedule. 

FSIS

I telework every work day (i.e., remote work agreement) 12.3%

I telework 3 or 4 days per week 5.4%

I telework 1 or 2 days per week 4.0%

I telework, but only about 1 or 2 days per week 1.5%

I telework very infrequently, on an unscheduled or short-term basis 3.1%

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)

65.4%

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

that prevent me from teleworking

0.3%

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

3.2%

I do not telework because I choose not to telework 4.8%

Q91A. What is your current remote work status? FSIS

I do not have an approved remote work agreement 3.1%

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

(more than 50 miles away)

31.1%

70%

61%

81%

71%

62%

81%

70%

75% 73%

65%

82%

72%

77%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

EEI GSI PCI DEIA EXI

FEVS INDICES

2021 2022 2023

* *
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I have an approved remote work agreement and live inside the local commuting area 

(less than 50 miles away)

60.1%

I do not know 5.7%

 

 
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Appendix: FSIS FEVS Results 

Figure 19: FSIS FEVS Results

Item Item Text

Positive 

(%)

Neutral 

(%)

Negative 

(%)

Q1 I am given a real opportunity to improve my skills in my organization. 70.0% 17.1% 12.9%

Q2 I feel encouraged to come up with new and better ways of doing things. 56.8% 23.1% 20.1%

Q3 My work gives me a feeling of personal accomplishment. 74.1% 14.6% 11.3%

Q4 I know what is expected of me on the job. 87.5% 7.6% 4.9%

Q5 My workload is reasonable. 73.2% 13.8% 13.0%

Q6 My talents are used well in the workplace. 65.2% 17.9% 17.0%

Q7 I know how my work relates to the agency’s goals. 89.1% 7.3% 3.6%

Q8

I can disclose a suspected violation of any law, rule, or regulation without 

fear of reprisal. 70.2% 16.5% 13.3%

Q9 I have enough information to do my job well. 81.5% 12.0% 6.5%

Q10 I receive the training I need to do my job well. 73.0% 15.3% 11.6%

Q11 I am held accountable for the quality of work I produce. 86.9% 9.0% 4.1%

Q12 I have a clear idea of how well I am doing my job. 81.2% 12.2% 6.6%

Q13 I have the autonomy to decide how I do my job. 72.9% 17.1% 10.0%

Q14 I can make decisions about my work without getting permission first. 66.1% 20.3% 13.5%

Q15 The people I work with cooperate to get the job done. 79.6% 12.5% 7.9%

Q17

In my work unit, differences in performance are recognized in a meaningful 

way. 49.2% 26.7% 24.1%

Q18 Employees in my work unit share job knowledge. 78.9% 12.4% 8.7%

Q19

My work unit has the job-relevant knowledge and skills necessary to 

accomplish organizational goals. 81.0% 12.9% 6.0%

Q20 Employees in my work unit meet the needs of our customers. 87.5% 10.0% 2.5%

Q21

Employees in my work unit contribute positively to my agency’s 

performance. 82.9% 13.4% 3.7%

Q22 Employees in my work unit produce high-quality work. 80.4% 14.8% 4.7%

Q23 Employees in my work unit adapt to changing priorities. 76.7% 16.6% 6.7%

Q24

New hires in my work unit (i.e. hired in the past year) have the right skills to 

do their jobs. 53.1% 27.7% 19.3%

Q25 I can influence decisions in my work unit. 62.3% 26.2% 11.5%

Q26 I know what my work unit’s goals are. 86.5% 9.8% 3.6%
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Q27

My work unit commits resources to develop new ideas (e.g., budget, staff, 

time, expert support). 50.5% 30.4% 19.0%

Q28 My work unit successfully manages disruptions to our work. 67.3% 21.7% 11.0%

Q29

Employees in my work unit consistently look for new ways to improve how 

they do their work. 58.5% 26.3% 15.2%

Q30 Employees in my work unit incorporate new ideas into their work. 57.1% 27.7% 15.2%

Q31 Employees in my work unit approach change as an opportunity. 54.3% 28.3% 17.5%

Q32 Employees in my work unit consider customer needs a top priority. 69.9% 21.6% 8.5%

Q33

Employees in my work unit consistently look for ways to improve customer 

service. 58.1% 30.2% 11.7%

Q34

Employees in my work unit support my need to balance my work and 

personal responsibilities. 66.2% 19.5% 14.3%

Q35 Employees are recognized for providing high quality products and services. 61.6% 19.5% 18.9%

Q36 Employees are protected from health and safety hazards on the job. 73.0% 14.2% 12.8%

Q37 My organization is successful at accomplishing its mission. 80.3% 14.2% 5.5%

Q38 I have a good understanding of my organization’s priorities. 85.7% 9.8% 4.5%

Q39

My organization shares results (for example, town halls, email, distribution 

of reports) from the Federal Employee Viewpoint Survey (FEVS). 81.3% 13.2% 5.5%

Q40 Information is openly shared in my organization. 65.3% 20.7% 13.9%

Q41 The approval process in my organization allows timely delivery of my work. 62.3% 25.9% 11.9%

Q42 My organization effectively adapts to changing government priorities. 66.8% 23.8% 9.4%

Q43 My organization has prepared me for potential physical security threats. 73.1% 16.8% 10.2%

Q44 My organization has prepared me for potential cybersecurity threats. 82.2% 13.4% 4.4%

Q45

In my organization, arbitrary action, personal favoritism and/or political 

coercion are not tolerated. 57.3% 22.2% 20.5%

Q46 I recommend my organization as a good place to work. 70.9% 17.7% 11.4%

Q47

I believe the results of this survey will be used to make my agency a better 

place to work. 57.4% 23.7% 18.9%

Q48 Supervisors in my work unit support employee development. 80.0% 11.5% 8.5%

Q49 My supervisor supports my need to balance work and other life issues. 80.4% 10.9% 8.7%

Q50 My supervisor listens to what I have to say. 83.7% 8.8% 7.5%

Q51 My supervisor treats me with respect. 86.6% 7.5% 5.9%

Q52 I have trust and confidence in my supervisor. 77.9% 12.1% 10.1%

Q53 My supervisor holds me accountable for achieving results. 88.0% 8.6% 3.4%
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Q54

Overall, how good a job do you feel is being done by your immediate 

supervisor? 80.3% 12.1% 7.6%

Q55

My supervisor provides me with constructive suggestions to improve my job 

performance. 77.7% 13.5% 8.7%

Q56 My supervisor provides me with performance feedback throughout the year. 83.9% 9.7% 6.4%

Q57

In my organization, senior leaders generate high levels of motivation and 

commitment in the workforce. 52.3% 25.0% 22.8%

Q58

My organization’s senior leaders maintain high standards of honesty and 

integrity. 58.8% 25.6% 15.6%

Q59 Managers communicate the goals of the organization. 68.7% 19.9% 11.4%

Q60

Managers promote communication among different work units (for example, 

about projects, goals, needed resources). 61.6% 23.4% 15.0%

Q61

Overall, how good a job do you feel is being done by the manager directly 

above your immediate supervisor? 69.4% 17.6% 13.0%

Q62 I have a high level of respect for my organization’s senior leaders. 65.6% 20.6% 13.7%

Q63 Senior leaders demonstrate support for Work-Life programs. 60.4% 23.9% 15.6%

Q64 Management encourages innovation. 55.6% 27.2% 17.2%

Q65

Management makes effective changes to address challenges facing our 

organization. 56.6% 25.4% 18.0%

Q66 Management involves employees in decisions that affect their work. 47.1% 25.1% 27.8%

Q67

How satisfied are you with your involvement in decisions that affect your 

work? 52.1% 27.3% 20.6%

Q68

How satisfied are you with the information you receive from management on 

what’s going on in your organization? 60.7% 22.0% 17.3%

Q69 How satisfied are you with the recognition you receive for doing a good job? 60.8% 20.5% 18.7%

Q70 Considering everything, how satisfied are you with your job? 72.7% 15.3% 12.0%

Q71 Considering everything, how satisfied are you with your pay? 52.4% 19.6% 28.0%

Q72 Considering everything, how satisfied are you with your organization? 65.3% 20.5% 14.3%

Q73

My organization’s management practices promote diversity (e.g., outreach, 

recruitment, promotion opportunities). 75.5% 17.1% 7.4%

Q74

My supervisor demonstrates a commitment to workforce diversity (e.g., 

recruitment, promotion opportunities, development). 76.8% 16.8% 6.4%

Q75

I have similar access to advancement opportunities (e.g., promotion, career 

development, training) as others in my work unit. 72.8% 15.4% 11.7%

Q76

My supervisor provides opportunities fairly to all employees in my work unit 

(e.g., promotions, work assignments). 74.0% 15.0% 11.0%

Q77

In my work unit, excellent work is similarly recognized for all employees 

(e.g., awards, acknowledgements). 68.0% 17.2% 14.9%

Q78 Employees in my work unit make me feel I belong. 74.2% 17.8% 8.0%

Q79 Employees in my work unit care about me as a person. 70.8% 20.4% 8.8%

Q80

I am comfortable expressing opinions that are different from other 

employees in my work unit. 72.3% 15.8% 11.9%
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Q81 In my work unit, people’s differences are respected. 73.3% 17.8% 9.0%

Q82 I can be successful in my organization being myself. 74.7% 15.7% 9.6%

Q83

I can easily make a request of my organization to meet my accessibility 

needs. 68.7% 22.8% 8.4%

Q84 My organization responds to my accessibility needs in a timely manner. 65.2% 26.5% 8.3%

Q85 My organization meets my accessibility needs. 67.2% 25.5% 7.3%

Q86 My job inspires me. 67.0% 19.8% 13.2%

Q87 The work I do gives me a sense of accomplishment. 78.0% 13.1% 8.8%

Q88 I feel a strong personal attachment to my organization. 62.8% 22.9% 14.2%

Q89 I identify with the mission of my organization. 84.0% 11.7% 4.3%

Q90 It is important to me that my work contribute to the common good. 92.3% 6.1% 1.5%

Summary Report of the 2023

Food Safety and Inspection Service

Federal Employment Viewpoint Survey