2022 OFFICE OF PERSONNEL MANAGEMENT
Federal Employee
Viewpoint Survey Results
Empowering employees. Inspiring change.
Governmentwide
Management Report
WWW.OPM.GOV/FEVS #FEVS
A Message from the Director
I am pleased to share the OPM 2022 Federal Employee Viewpoint Survey (OPM FEVS) results. This is an exciting
year: OPM celebrates the 20th anniversary of the OPM FEVS! The 2022 OPM FEVS results demonstrate the ongoing
resilience of our Federal workforce, which continued to navigate through the COVID-19 pandemic and other
challenges all while maintaining their unwavering commitment to serving the American people. Most notably,
the results showcase that the federal government wins on mission – the spirit of public service remains important
to people and the work they do.
As one of the largest employee surveys in the country, the 2022 OPM FEVS had more than 550,000 respondents
and a reach of 1.6 million employees. Marking an important milestone, new measures were added to this year’s
OPM FEVS, including resilience, innovation, and customer responsiveness, among others. I am also happy to
announce that we returned the 2022 survey to its traditional late Spring administration.
I start with an important analysis of our Employee Engagement Index (EEI). The EEI stayed steady at 71 percent, the
same mark as 2021, which were two of the highest scores in the past decade. These are strong results considering
the drop in employee engagement in other sectors, including Gallup’s employee engagement survey which dropped
for the rst time in a decade in 2021, and dropped again in 2022 for a 4 percentage point total decline.
The EEI is a strong indicator of organizational performance and Federal workers maintained a positive view of
their agency’s overall performance over the past year. The results show strong agreement that agency oces
met the needs of their customers (87 percent) and adapted to changing priorities (80 percent). Positive perceptions
of agency supervisors were a strong inuence on such optimistic performance assessments, captured by the
high scores (80 percent) on employee evaluations of supervisors in the EEI. Showcasing the widespread spirit
of public service in the workforce, an overwhelming number of respondents (91 percent) agreed it was
important to them that their work contribute to the common good.
Anticipating a “new normal” for some work environments, we modied telework questions to capture the
shifting workplace landscape, including input on remote work. As the Federal workforce navigated changes
in their work arrangements, support from supervisors on health and safety and promoting a positive work
environment were important factors during this period. A large number of employees indicated that they felt
their senior leadership supported policies and procedures to protect their health and safety (74 percent).
This year’s OPM FEVS also introduced a Diversity, Equity, Inclusion, and Accessibility (DEIA) index, which was
developed to support Executive Order 14035
and the President’s Management Agenda. The 2022 OPM FEVS
represents an important source of baseline DEIA data for agencies. It also oers opportunities for comparative
benchmarking as agencies advance their DEIA initiatives.
Finally, employee surveys are exceptionally useful when employed by our agency leadership to make
improvements in response to their OPM FEVS feedback. Some of our lowest scores included dissatisfaction with
lack of recognition for a job well done, including recognizing dierences in performance, and employees not being
involved in decisions that impact their work. We also scored relatively low on using the results of this survey
to make our agencies better places to work. There is a direct link between high response rates and follow
through on survey results, so I would like to thank the U.S. Department of Health and Human Services, the U.S.
Department of Energy, the National Credit Union Administration, the U.S. International Trade Commission and
the Inter-American Foundation for high responses rates in their respective size categories. I encourage leaders
and supervisors at all levels of government to review these critical survey insights and then build and implement
an action plan to improve the employee experience in their agencies.
I want to extend my deep appreciation to respondents across the Federal workforce for their time and honest feedback.
To all federal employees, thank you for the hard work you put in everyday on behalf of the American people.
Kiran Ahuja
.
Director
.
U.S. Oce of Personnel Management
Table of Contents
Introduction .................................................................................................................................................................... 1
Background to Results .............................................................................................................................................. 1
Survey Content .......................................................................................................................................................... 2
2022 OPM FEVS Administration and Reporting ..................................................................................................... 2
At a Glance ...................................................................................................................................................................... 3
Participant Overview ................................................................................................................................................. 4
Response Rates ......................................................................................................................................................... 5
Top Response Rates and Increases ......................................................................................................................... 6
Employee Engagement Index ....................................................................................................................................... 7
Global Satisfaction Index ............................................................................................................................................10
Performance Condence Index .................................................................................................................................13
Diversity, Equity, Inclusion, and Accessibility (DEIA) Index .....................................................................................16
Core Questions in Regulation .....................................................................................................................................18
Telework & Remote Work Item Results.....................................................................................................................22
New Content Item Results ..........................................................................................................................................23
Conclusions ..................................................................................................................................................................24
Appendix A: Participating Agency Response Rates by Size.....................................................................................25
Appendix B: Analytical Methods and Additional OPM FEVS Reports ....................................................................29
Analytical Methods .................................................................................................................................................. 29
Other OPM FEVS Reports and Governmentwide Data Reports ........................................................................29
Appendix C: Survey Item Results ...............................................................................................................................30
Appendix D: Respondent Characteristics .................................................................................................................41
Appendix E: OPM FEVS Indices ...................................................................................................................................46
Introduction
The 2022 OPM Federal Employee Viewpoint Survey (OPM FEVS) provided a platform for Federal employees
to share their opinions and perceptions regarding their work experiences. An organizational climate survey,
data from the OPM FEVS allow assessment of how employees jointly experience the policies and management
practices characteristic of their agency and its leadership. Climate assessments provide insights into
performance and are important tools for identifying actionable improvements to realize greater workplace
eectiveness. At a governmentwide level, OPM FEVS results provide information regarding a variety of topics
important to shaping current and future policies. Finally, participation in the OPM FEVS satises the mandate
for each agency to survey its employees under the National Defense Authorization Act for Fiscal Year 2004 (5
USC 31, 41, 43, 45, 53)
1
and detailed in accompanying regulation 5 CFR 250 subpart C.
2
Background to Results
Throughout the report, some agency results are shown by size groupings, using employee populations as
of November 2021. For more information and for a full listing of the agencies included in each category,
see Appendix A. The ve size categories are:
Very Small
(<100 employees)
Small
(100 – 999 employees)
Medium
(1,000 – 9,999 employees)
Large
(10,000 – 74,999 employees)
Very Large
(>=75,000 employees)
All full–time and part–time, permanent, non–seasonal, non-political employees were eligible to participate
in the 2022 OPM FEVS and, as a census year, each eligible employee was invited to participate in the survey.
Agencies also had the option to include Federal employees classied as non-permanent and/or not full- or
part-time. Invitations were sent to 1,582,112 employees, with a total of 557,778 employees completing a
survey for a nal response rate of 35 percent.
For detailed survey results see Appendices C, D, and E.
1
NDAA
SEC. 1128. EMPLOYEE SURVEYS.
(a) IN GENERAL.—Each agency shall conduct an annual survey of its employees (including survey questions unique to the agency and questions
prescribed under subsection (b)) to assess—
(1) leadership and management practices that contribute to agency performance; and
(2) employee satisfaction with—
(A) leadership policies and practices;
(B) work environment;
(C) rewards and recognition for professional accomplishment and personal contributions to achieving organizational mission;
(D) opportunity for professional development and growth; and
(E) opportunity to contribute to achieving organizational mission.
(b) REGULATIONS.—The Oce of Personnel Management shall issue regulations prescribing survey questions that should appear on all agency
surveys under subsection (a) in order to allow a comparison across agencies.
(c) AVAILABILITY OF RESULTS.—The results of the agency surveys under subsection (a) shall be made available to the public and posted on the
website of the agency involved, unless the head of such agency determines that doing so would jeopardize or negatively impact national security.
2
https://www.law.cornell.edu/cfr/text/5/part-250/subpart-C
Introduction www.opm.gov/FEVS 1
Introduction (continued)
Survey Content
Overall, the 2022 OPM FEVS included a total of 100 individual and item sets, plus 20 demographic items.
The survey maintained its core content of Annual Employee Survey (AES) items required in regulation, the
Employee Engagement Index (EEI), Global Satisfaction Index, and Performance Condence Index. The section
on the COVID-19 pandemic was reduced and updated to reect items relevant for the return to the worksite.
The 2022 OPM FEVS introduced new content to measure changing conditions aecting employees and
agencies. Questions about returning to the physical workplace after engaging in maximum telework were
added to gain a better understanding of the role remote and hybrid work plays in agency eectiveness.
These items allow identication of ways in which employees achieve missions while remaining responsive
to ever-changing work environments and adapting to new congurations of collaborative work. Each
participating agency satises statutory requirements through inclusion of the AES Items in regulation.
Finally, four new measures are particularly relevant to the future of work and government priorities and
include resilience, innovation, involvement, and customer responsiveness.
2022 OPM FEVS Administration and Reporting
The 2022 survey marked the return to a late spring/early summer survey administration. The survey
was conducted over a six-week elding period and was a census of all eligible employees in participating
agencies. Similar to 2021, agencies were again given an opportunity to “opt in” temporary Federal
employees not previously considered eligible to receive a survey.
The 2022 survey was administered as a census with a full suite of reports distributed to agencies, including
lower level work units. Public reporting is similar to 2021 reports and results by item and agency can be
retrieved from the OPM FEVS website (https://www.opm.gov/fevs/reports/).
Introduction www.opm.gov/FEVS 2
At a Glance
The 2022 OPM FEVS results continue to show a resilient Federal workforce. Employees are condent in
their work groups’ ability to meet the needs of customers and their agencies, and they feel supported in
balancing work and life responsibilities.
High scores below point to favorable employee perspectives regarding agency practices and policies. Equally
important, however, are items with low scores indicating aspects of Federal government agencies where
employees may perceive the need for change. Government leaders and oversight bodies review low scores
to make decisions and determine actions for improving workplace functions and conditions (e.g., items
related to performance and communication).
Items with the Highest and Lowest Levels of Positive Responses
HIGHEST Percentage Level of Positive Responses
91%
It is important to me that my work
contribute to the common good. (Q. 89)
87%
I am held accountable for the quality of work
I produce. (Q. 11)
87%
Employees in my work unit meet the needs
of our customers. (Q. 19)
87%
My supervisor holds me accountable for
achieving results. (Q. 51)
86%
My supervisor treats me with respect. (Q. 49)
85%
Employees in my work unit contribute
positively to my agency's performance. (Q. 20)
84%
I know how my work relates to the agency's
goals. (Q. 7)
83%
My organization has prepared me for potential
cybersecurity threats. (Q. 41)
83%
My supervisor supports my need to balance
work and other life issues. (Q. 47)
82%
Employees in my work unit produce high-quality
work. (Q. 21)
82%
I know what my work unit’s goals are. (Q. 25)
82%
My supervisor listens to what I have
to say. (Q. 48)
LOWEST Percentage Level of Positive Responses
42%
In my work unit, dierences in performance
are recognized in a meaningful way. (Q. 16)
43%
I believe the results of this survey will be
used to make my agency a better place to
work. (Q. 44)
43%
Management involves employees in decisions
that aect their work. (Q. 64)
48%
In my organization, senior leaders generate
high levels of motivation and commitment in
the workforce. (Q. 55)
50%
How satised are you with your involvement
in decisions that aect your work? (Q. 65)
51%
My work unit commits resources to develop
new ideas (e.g., budget, sta, time, expert
support). (Q. 26)
52%
In my organization, arbitrary action, personal
favoritism and/or political coercion are not
tolerated. (Q. 42)
52%
Management makes eective changes to
address challenges facing our organization.
(Q. 63)
53%
How satised are you with the information you
receive from management on what's going on
in your organization? (Q. 66)
54%
Employees in my work unit approach change as
an opportunity. (Q. 30)
54%
How satised are you with the recognition
you receive for doing a good job? (Q. 67)
Notes: Weighting is done to ensure survey estimates accurately represent the survey population. Items with the Highest and Lowest Levels of Positive
Responses include items 1-89, excluding 12, 15, and 34. Results for items 1-100 are found in Appendix C.
At a Glance www.opm.gov/FEVS 3
At a Glance (continued)
Participant Overview
The rst gure below shows a comparison between survey respondents and the total Federal workforce on
selected demographic categories. The second gure presents a breakdown by generation, and a comparison of
survey respondents to the total Federal workforce. Results for all demographic items can be found in Appendix D.
Respondent Characteristics
Survey Respondents
Survey Respondents
28%
Military
Service.
Total Workforce
31%
Survey Respondents
42%
Pay Grades
13 to 15
.
Total Workforce
21%
Survey Respondents
25%
Federal Tenure
More Than 20 Years
.
21
Total Workforce
22%
Survey Respondents
47%
Female.
Total Workforce
45%
Survey Respondents
77%
Non-Supervisory
Status
.
Total Workforce
88%
Survey Respondents
37%
Minority.
Total Workforce
39%
Survey Respondents
35%
Bachelor’s
Degree.
Total Workforce
27%
Total Workforce
Generational Overview
Generations
Survey
Respondents
Total
Workforce
Traditionalists
(born 1945 or earlier)
Survey Respondents
<1%
Total Workforce
<1%
Baby Boomers
(born 1946–1964)
Survey Respondents
25%
Total Workforce
23%
Generation X
(born 1965–1980)
Survey Respondents
47%
Total Workforce
43%
Generation Y
(born 1981–1996)
Survey Respondents
26%
Total Workforce
31%
Generation Z
(born 1997 or later)
Survey Respondents
1%
Total Workforce
2%
Note: The sum of percentages may not add to 100 due to rounding.
At a Glance www.opm.gov/FEVS 4
At a Glance (continued)
Response Rates
The table below reports governmentwide response rates for 2022 along with the response rates from the
past four administrations of the OPM FEVS, grouped by agency size categories.
Response Rate Comparisons
Size 2018 2019 2020 2021 2022
Governmentwide
41
43
44
34
35
Very Small Agencies (<100 employees)
65
63
69
62
64
Small Agencies (100-999 employees)
67
68
70
65
70
Medium Agencies (1,000-9,999 employees)
65
64
67
57
60
Large Agencies (10,000-74,999 employees)
51
52
55
44
46
Very Large Agencies (>=75,000 employees)
37
39
41
29
32
At a Glance www.opm.gov/FEVS 5
At a Glance (continued)
Top Response Rates and Increases
The agencies with the highest 2022 response rates by agency size and the greatest increase in response rate
from 2021 are featured below. Very small and medium agencies have the greatest increases in response rates.
However, it should be recognized that increases of a few percentage points are a meaningful improvement
in response rates for larger agencies.
Top Agency and Percentage Point Increases
Very Small
(<100 employees)
TOP AGENCY
95
%
Inter-American
Foundation
TOP INCREASE
+
47
Occupational Safety
and Health Review
Commission
Small
(100 – 999 employees)
TOP AGENCY
89
%
U.S. International
Trade Commission
TOP INCREASE
+
20
Merit Systems
Protection Board
Medium
(1,000 – 9,999 employees)
TOP AGENCY
83
%
National Credit Union
Administration
TOP INCREASE
+
22
Federal Trade
Commission
Large
(10,000 – 74,999 employees)
TOP AGENCY
69
%
Department
of Energy
TOP INCREASE
+
8
General Services
Administration
Very Large
(>=75,000 employees)
TOP AGENCY
64
%
Department of Health
and Human Services
TOP INCREASE
+
15
Department of Health
and Human Services
Note: Agency size is based on the eligible employee population as of November 2021. For a full listing of the agencies included in each category,
see Appendix A.
At a Glance www.opm.gov/FEVS 6
Employee Engagement Index
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.
While the OPM FEVS does not directly measure employee feelings of engagement, it does assess the critical
conditions conducive for employee engagement (e.g., eective leadership, work which provides meaning
to employees, the opportunity for employees to learn/grow on the job). Assessments such as the EEI
remain a critical tool for managers to identify areas for improvements and sustaining work conditions and
environments that support employee engagement and performance.
The framework used for developing the EEI assumes that organizational conditions lead to feelings of
engagement. These feelings, in turn, lead to engagement behaviors (e.g., discretionary eort, persistence),
and then to optimal employee motivation and organizational performance.
The EEI is comprised of three subindices: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each
subindex is assessed through questions on the OPM FEVS as listed below. See Appendix C for the wording
of each item number shown in parentheses.
Leaders Lead.
Reects the employees’ perceptions of the integrity of leadership, as well as leadership behaviors
such as communication and workforce motivation. (Q. 55, 56, 57, 59, and 60)
Supervisors
.
Reects the interpersonal relationship between worker and supervisor, including trust, respect, and
support. (Q. 46, 48, 49, 50, and 52)
Intrinsic Work Experience
.
Reects the employees’ feelings of motivation and competency relating to their roles in the workplace.
(Q. 2, 3, 4, 6, and 7)
Employee Engagement Index www.opm.gov/FEVS 7
Employee Engagement Index (continued)
Employee Engagement Index Score Comparisons
Index 2018 2019 2020 2021 2022
Overall Engagement
(An average of the responses for the 3 subindices below)
68 68
72
71
71
Leaders Lead
56
57
62
60
59
Supervisors
75
76
80 80 80
Intrinsic Work Experience
72 72
76
73 73
Employee Engagement Index Scores by Agency Size
Index G’wide
Very Small
(<100)
Small
(100 – 999)
Medium
(1,000 – 9,999)
Large
(10,000 – 74,999)
Very Large
(>=75,000)
Employee Engagement
71 76 76 76 72 70
Leaders Lead
59 67 65 67 60 59
Supervisors
80 84 84 85 81 79
Intrinsic Work Experience
73 79 78 77 74 72
Note: Agency size is based on the eligible employee population as of November 2021.
Employee Engagement Index www.opm.gov/FEVS 8
Employee Engagement Index (continued)
Top Agency Employee Engagement Index Score
Very Small
(<100 employees)
TOP AGENCY
96
%
Marine Mammal
Commission
Small
(100 – 999 employees)
TOP AGENCY
86
%
Pension Benet
Guaranty Corporation
Medium
(1,000 – 9,999 employees)
TOP AGENCY
83
%
Federal Energy
Regulatory Commission
Large
(10,000 – 74,999 employees)
TOP AGENCY
83
%
General Services
Administration
Very Large
(>=75,000 employees)
TOP AGENCY
78
%
Department of Health
and Human Services
Employee Engagement Index www.opm.gov/FEVS 9
Global Satisfaction Index
The Global Satisfaction Index measures employee satisfaction on four aspects related to their work: the job,
pay, organization, and whether they would recommend their organization as a good place to work.
Understanding employee satisfaction along these four dimensions gives agencies a sense of how employees
are feeling and is important for agencies in the long run – satised employees are more likely to stay in their
jobs, reducing turnover.
The Global Satisfaction Index is an average of the scores of the four items below:
Job Satisfaction
.
Considering everything, how satised are you with your job? (Q. 68)
Pay Satisfaction
.
Considering everything, how satised are you with your pay? (Q. 69)
Organizational Satisfaction
.
Considering everything, how satised are you with your organization? (Q. 70)
Recommend Organization
.
I recommend my organization as a good place to work. (Q. 43)
Global Satisfaction Index www.opm.gov/FEVS 10
Global Satisfaction Index (continued)
Global Satisfaction Index Score Comparisons
Index 2018 2019 2020 2021 2022
Overall Satisfaction
(An average of the responses for the 4 items below)
64
65
69
64
62
Job Satisfaction
68
69
72
67 66
Pay Satisfaction
63 63
67
61
56
Organization Satisfaction
60
61
66
61
60
Recommend Organization
66
67
71
67
65
Global Satisfaction Index Scores by Agency Size
Index G’wide
Very Small
(<100)
Small
(100 – 999)
Medium
(1,000 – 9,999)
Large
(10,000 – 74,999)
Very Large
(>=75,000)
Global Satisfaction
62 68 68 69 64 61
Job Satisfaction
66 70 72 73 68 66
Pay Satisfaction
56 64 62 63 57 55
Organization Satisfaction
60 68 68 68 63 59
Recommend Organization
65 71 71 70 68 64
Note: Agency size is based on the eligible employee population as of November 2021.
Global Satisfaction Index www.opm.gov/FEVS 11
Global Satisfaction Index (continued)
Top Agency Global Satisfaction Index Score
Very Small
(<100 employees)
TOP AGENCY
91
%
Marine Mammal
Commission
Small
(100 – 999 employees)
TOP AGENCY
83
%
National Endowment
for the Humanities
Pension Benet
Guaranty Corporation
National Indian Gaming
Commission
Medium
(1,000 – 9,999 employees)
TOP AGENCY
81
%
National Science
Foundation
Large
(10,000 – 74,999 employees)
TOP AGENCY
78
%
General Services
Administration
Very Large
(>=75,000 employees)
TOP AGENCY
71
%
Department of Health
and Human Services
Global Satisfaction Index www.opm.gov/FEVS 12
Performance Condence Index
Performance Condence is dened 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.”
3
The Performance Condence 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 Condence
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. (Q. 19)
Contributed Positively to Agency Performance
.
Employees in my work unit contribute positively to my agency’s performance. (Q. 20)
Produced High Quality Work
.
Employees in my work unit produce high-quality work. (Q. 21)
Adapted to Changing Priorities
.
Employees in my work unit adapt to changing priorities. (Q. 22)
3
Wiley, J. W., & Lake, F. (2014). Inspire, Respect, Reward: Re-framing leadership assessment and development. Strategic HR Review, 13(6), 221–226.
Performance Condence Index www.opm.gov/FEVS 13
Performance Condence Index (continued)
Performance Condence Index Score Comparisons
Index 2020 2021 2022
Performance Condence
(An average of the responses for the 4 items below)
87
84 84
Met Needs of Customers
86
88
87
Contributed Positively to Agency Performance
88
86
85
Produced High Quality Work
87
84
82
Adapted to Changing Priorities
87
80 80
Performance Condence Index Scores by Agency Size
Index G’wide
Very Small
(<100)
Small
(100 – 999)
Medium
(1,000 – 9,999)
Large
(10,000 – 74,999)
Very Large
(>=75,000)
Performance Condence
84 90 91 89 85 83
Met Needs of Customers
87 91 92 91 88 87
Contributed Positively to
Agency Performance
85 93 93 91 87 84
Produced High Quality Work
82 89 91 89 84 82
Adapted to Changing Priorities
80 89 87 87 81 79
Note: Agency size is based on the eligible employee population as of November 2021.
Performance Condence Index www.opm.gov/FEVS 14
Performance Condence Index (continued)
Top Agency Performance Condence Index Score
Very Small
(<100 employees)
TOP AGENCY
100
%
Advisory Council on
Historic Preservation
National Capital
Planning Commission
Small
(100 – 999 employees)
TOP AGENCY
98
%
National Endowment
for the Arts
U.S. Oce of Special
Counsel
Medium
(1,000 – 9,999 employees)
TOP AGENCY
96
%
Federal Trade
Commission
Large
(10,000 – 74,999 employees)
TOP AGENCY
92
%
General Services
Administration
Very Large
(>=75,000 employees)
TOP AGENCY
89
%
Department of Health
and Human Services
Performance Condence Index www.opm.gov/FEVS 15
Diversity, Equity, Inclusion, and Accessibility
(DEIA) Index
To align with government priorities and current research, OPM has developed the new DEIA Index for the
2022 OPM FEVS. This measure was specically designed to align with Executive Order 14035 which features
four distinct factors: diversity, equity, inclusion, and accessibility, included as subindices in the survey.
Diversity.
The practice of including the many communities, identities, races, ethnicities, backgrounds, abilities,
cultures, and beliefs of the American people, including underserved communities. (Q. 71 and 72)
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. (Q. 73, 74, and 75)
Inclusion
.
The recognition, appreciation, and use of the talents and skills of employees of all backgrounds.
(Q. 77, 78, 79, 80, and 81)
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. (Q. 82, 83, and 84)
Diversity, Equity, Inclusion, and Accessibility Index www.opm.gov/FEVS 16
DEIA Index (continued)
DEIA Index Scores by Agency Size
Index G’wide
Very Small
(<100)
Small
(100 – 999)
Medium
(1,000 – 9,999)
Large
(10,000 – 74,999)
Very Large
(>=75,000)
DEIA
69 76 76 75 71 69
Diversity
70 75 76 76 72 70
Equity
65 72 71 70 67 64
Inclusion
75 80 81 80 76 74
Accessibility
67 76 75 73 69 66
Note: Agency size is based on the eligible employee population as of November 2021.
Top Agency DEIA Index Score
Very Small
(<100 employees)
TOP AGENCY
92
%
Marine Mammal
Commission
Small
(100 – 999 employees)
TOP AGENCY
86
%
Pension Benet
Guaranty Corporation
Medium
(1,000 – 9,999 employees)
TOP AGENCY
85
%
Federal Trade
Commission
Large
(10,000 – 74,999 employees)
TOP AGENCY
81
%
General Services
Administration
Very Large
(>=75,000 employees)
TOP AGENCY
75
%
Department of Health
and Human Services
Diversity, Equity, Inclusion, and Accessibility Index www.opm.gov/FEVS 17
Core Questions in Regulation
By statute, Congress directs all Executive Branch agencies to survey their employees each year (NDAA 2004
SEC. 1128, EMPLOYEE SURVEYS 5 USC 7101 note). Items required for survey are included in regulation (5 CFR
Part 250 Subpart C), and all 16 of these Annual Employee Survey (AES) items are included in the 2022 OPM
FEVS. The inclusion of required items in the survey provides a common thread for making year-by-year
comparisons on recurring key topics. Results from 2018-2022 are included in the table below, with the
item percentages indicating the respondents who selected “Strongly Agree” or “Agree” or “Very Satised” or
“Satised”. The 16 AES item results are also shown by agency size. As noted throughout, because of changes
made to the 2022 survey and its administration, extreme care must be exercised when attributing causality
to any dierences in scores between 2022 and other years. Comparisons are made to provide context only.
16 AES Items Results: Comparisons Across Years
Item 2018 2019 2020 2021 2022
Leadership and Management Practices That Contribute to Agency Performance
My work unit has the job-relevant knowledge and
skills necessary to accomplish organizational goals.
(Q. 18)
80
81
82
80
79
Managers communicate the goals of the organization.
(Q. 57)
64
65
68
66
64
I believe the results of this survey will be used to
make my agency a better place to work. (Q. 44)
41 41
43
40
43
Employee Satisfaction with... Leadership Policies and Practices
How satised are you with your involvement in
decisions that aect your work? (Q. 65)
54
55
58
56
50
How satised are you with the information you
receive from management on what is going on in
your organization? (Q. 66)
51
52
58
55
53
Considering everything, how satised are you with
your organization? (Q. 70)
60
61
66
61
60
Core Questions in Regulation www.opm.gov/FEVS 18
Core Questions in Regulation (continued)
Item 2018 2019 2020 2021 2022
Employee Satisfaction with... Work Environment
The people I work with cooperate to get the job done.
(Q. 14)
76
77
84
83
80
My workload is reasonable. (Q. 5)
59 59
67
62
61
Considering everything, how satised are you with
your job? (Q. 68)
68
69
72
67
66
I can disclose a suspected violation of any law, rule or
regulation without fear of reprisal. (Q. 8)
66
67
68
68
70
Employee Satisfaction with... Rewards and Recognition
In my work unit, dierences in performance are
recognized in a meaningful way. (Q. 16)
38
39
51
50
42
How satised are you with the recognition you
receive for doing a good job? (Q. 67)
52
53
59
57
54
Employee Satisfaction with... Opportunities for Professional Development and Growth
I am given a real opportunity to improve my skills in
my organization. (Q. 1)
66
67
70
68
68
My talents are used well in the workplace. (Q. 6)
60
61
66
64
63
Employee Satisfaction with... Opportunity to Contribute to Achieving Organizational Mission
I know how my work relates to the agency’s
goals. (Q. 7)
85 85
87
85
84
I recommend my organization as a good place to
work. (Q. 43)
66
67
71
67
65
Core Questions in Regulation www.opm.gov/FEVS 19
Core Questions in Regulation (continued)
16 AES Item Results: By Agency Size
Item G’wide
Very Small
(<100)
Small
(100 – 999)
Medium
(1,000 – 9,999)
Large
(10,000 – 74,999)
Very Large
(>=75,000)
Leadership and Management Practices That Contribute to Agency Performance
My work unit has the job-relevant
knowledge and skills necessary to
accomplish organizational goals.
(Q. 18)
79 84 86 84 80 78
Managers communicate the goals
of the organization. (Q. 57)
64 69 71 72 68 63
I believe the results of this survey
will be used to make my agency a
better place to work. (Q. 44)
43 58 53 55 47 42
Employee Satisfaction with... Leadership Policies and Practices
How satised are you with your
involvement in decisions that
aect your work? (Q. 65)
50 63 57 55 50 50
How satised are you with the
information you receive from
management on what’s going on
in your organization? (Q. 66)
53 62 60 61 55 52
Considering everything, how
satised are you with your
organization? (Q. 70)
60 68 68 68 63 59
Employee Satisfaction with... Work Environment
The people I work with cooperate to
get the job done. (Q. 14)
80 85 87 87 82 80
My workload is reasonable. (Q. 5)
61 63 64 62 56 63
Considering everything, how
satised are you with your
job? (Q. 68)
66 70 72 73 68 66
I can disclose a suspected violation
of any law, rule or regulation
without fear of reprisal. (Q. 8)
70 70 74 74 71 70
Note: Agency size is based on the eligible employee population as of November 2021. For a full listing of the agencies included in each category,
see Appendix A.
Core Questions in Regulation www.opm.gov/FEVS 20
Core Questions in Regulation (continued)
Item G’wide
Very Small
(<100)
Small
(100 – 999)
Medium
(1,000 – 9,999)
Large
(10,000 – 74,999)
Very Large
(>=75,000)
Employee Satisfaction with... Rewards and Recognition
In my work unit, dierences in
performance are recognized in a
meaningful way. (Q. 16)
42 50 48 50 42 41
How satised are you with the
recognition you receive for doing
a good job? (Q. 67)
54 63 63 63 56 54
Employee Satisfaction with... Opportunities for Professional Development and Growth
I am given a real opportunity
to improve my skills in my
organization. (Q. 1)
68 73 74 74 69 68
My talents are used well in the
workplace. (Q. 6)
63 71 69 67 63 63
Employee Satisfaction with... Opportunity to Contribute to Achieving Organizational Mission
I know how my work relates to the
agency’s goals. (Q. 7)
84 89 88 88 86 84
I recommend my organization as a
good place to work. (Q. 43)
65 71 71 70 68 64
Core Questions in Regulation
www.opm.gov/FEVS 21
Telework & Remote Work Item Results
The 2022 OPM FEVS was being administered as some employees were increasing their in-person work at
agency workplaces and adjusting to new work arrangements. Many agencies were supporting continued
telework or piloting transitions to remote work among some other employees, in support of agency
missions. In light of evolving conditions and workplace practices, the OPM FEVS team modied the telework
question to better capture the experiences of those employees performing remote work.
OPM distinguishes between telework and remote work with telework dened as “a work exibility arrangement
under which an employee performs the duties and responsibilities of such employee’s position…from an
approved worksite other than the location from which the employee would otherwise work”
4
codied at 5
U.S.C. 6501(3). Remote work is dened in OPM guidance as “an arrangement in which an employee, under
a written remote work agreement, is scheduled to perform their work at an alternative worksite and is not
expected to perform work at an agency worksite on a regular and recurring basis.”
5
Telework Status
Item 2021 2022
Please select the response that BEST describes your current remote work
or teleworking schedule. (Q. 91)
I have an approved remote work agreement (I am not expected to perform work at
an agency worksite)
NA 14%
I telework 3 or more days per week NA 25%
I telework 1 or 2 days per week 10% 17%
I telework, but only about 1 or 2 days per month 3% 3%
I telework very infrequently, on an unscheduled or short-term basis 9% 10%
I do not telework because I have to be physically present on the job (e.g., law
enforcement ocers, TSA agent, border patrol agent, security personnel)
20% 20%
I do not telework because of technical issues (e.g., connectivity, inadequate
equipment) that prevent me from teleworking
1% 1%
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
6% 6%
I do not telework because I choose not to telework 4% 4%
Note: In 2022, the rst two response options to Question 91 (Telework) changed from how it was provided in 2021. To facilitate trending, only results for
the 2021 response options that were the same in 2022 are provided.
4
https://www.govinfo.gov/content/pkg/USCODE-2019-title5/html/USCODE-2019-title5-partIII-subpartE-chap65-sec6501.htm
5
See the ”2021 Guide to Telework and Remote Work in the Federal Government” retrievable on https://www.telework.gov/guidance-legislation/
telework-guidance/telework-guide/guide-to-telework-in-the-federal-government.pdf
Telework & Remote Work Item Results www.opm.gov/FEVS 22
New Content Item Results
New items on the 2022 OPM FEVS measure concepts important to the eectiveness of the workforce now
and in the future, including resilience, innovation, involvement, and responsiveness to customer needs.
These represent government priorities in achieving agency mission and strengthening the Federal workforce.
Resilience
.
Assesses the capacity of individuals, work units, and entire organizations to respond eectively to challenges
confronting them, as well as to adapt and take advantage of opportunities. The importance of resilience became
evident during the COVID-19 pandemic and is cornerstone to the success of agencies now and in the future.
Innovation.
Evaluates the extent to which the workplace supports the development and implementation of new ideas
and approaches. Innovation is foundational to organizational adaptability and employee motivation and,
ultimately, organizational success.
Involvement.
Assesses the extent to which employee input is sought and can inuence decisions, management practices and,
in general, feel heard in decision-making. Employee involvement leads to better decisions with greater inclusivity
and more widely accepted actions.
Responsiveness to customer needs.
Measures the extent to which the work unit prioritizes understanding and responding to customer needs.
A focus on customer needs is a key priority across sectors including government.
Resilience, Innovation, Responsiveness, and Involvement Results
RESILIENCE
67
%
My organization eectively adapts to changing
government priorities. (Q. 39)
66
%
My work unit successfully manages disruptions to our
work. (Q. 27)
54
%
Employees in my work unit approach change as an
opportunity. (Q. 30)
52
%
Management makes eective changes to address
challenges facing our organization. (Q. 63)
INNOVATION
65
%
Employees in my work unit incorporate new ideas into
their work. (Q. 29)
64
%
Employees in my work unit consistently look for new
ways to improve how they do their work. (Q. 28)
56
%
Management encourages innovation. (Q. 62)
51
%
My work unit commits resources to develop new ideas
(e.g., budget, sta, time, expert support). (Q. 26)
CUSTOMER RESPONSIVENESS
76
%
Employees in my work unit consider customer needs a
top priority. (Q. 31)
63
%
Employees in my work unit consistently look for ways
to improve customer service. (Q. 32)
INVOLVEMENT
63
%
I can inuence my work unit. (Q. 24)
43
%
Management involves employees in decisions that
aect their work. (Q. 64)
New Content Item Results www.opm.gov/FEVS 23
Conclusions
Since the establishment of the OPM FEVS 20 years ago, much has changed in the Federal government. The
OPM FEVS has also undergone changes during this time to ensure the most relevant and highest priority
initiatives are addressed by survey content. What has remained the same is that the results of the OPM
FEVS continue to be the employees’ voice to their agency leadership, and leadership is expected to take
rapid and positive actions based on the results of the OPM FEVS. This data asset also widely informs policy
and provides governmentwide metrics to track progress on a variety of important topics (e.g., Veteran’s
employment experience, future of work).
The OPM FEVS’ results should always be interpreted in the context of what happened during the
administration period. Events such as sequestration and the COVID-19 pandemic aected past survey
results and interpretations. This year, the timing of the 2022 survey coincided with many employees
increasing their in-person work at their agency worksites, while also navigating transitions to hybrid
workplaces and work arrangements. The survey results should be interpreted within this context of change
and challenge.
The Global Satisfaction Index notably dropped in 2022, a nding that can be linked to the item regarding
pay satisfaction. Again, results could reect changes in the context when living costs rose without a
corresponding increase in pay for most employees.
Results that point to employees’ dedication to continued good work are seen in the consistency of Employee
Engagement and Performance Condence scores, which are consistent with 2021. Employees are steadfast
and committed to providing good work that serves the American people.
Going forward, the addition of survey content will allow leadership to track Diversity, Equity, Inclusion and
Accessibility in agencies and across the Federal government, as well as resilience, innovation, and other
responsive future work topic areas. Goals for the OPM FEVS will continue to focus on high quality data
addressing contemporary management issues and government priorities.
Conclusions www.opm.gov/FEVS 24
Appendix A: Participating Agency
Response Rates By Size
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,582,112 557,778 35.3%
Very Large Agencies
( >= 75,000 employees)
Department of Agriculture 86,568 43,332 50.1%
Department of Defense, Overall 673,616 163,247 24.2%
United States Department of the Air Force 174,715 31,191 17.9%
United States Department of the Army 213,768 60,278 28.2%
United States Department of the Navy 193,674 39,890 20.6%
OSD, Joint Sta, Defense Agencies, and Field Activities (DOD 4th Estate) 91,459 31,888 34.9%
Department of Health and Human Services 78,489 50,317 64.1%
Department of Homeland Security 203,370 73,070 35.9%
Department of Justice 113,993 25,866 22.7%
Department of the Treasury 84,409 35,764 42.4%
Large Agencies
(10,000 – 74,999 employees)
Department of Commerce 43,873 21,009 47.9%
Department of Energy 12,378 8,587 69.4%
Department of Labor 13,393 7,550 56.4%
Department of State 26,646 7,962 29.9%
Department of the Interior 57,689 27,014 46.8%
Department of Transportation 53,056 19,989 37.7%
Environmental Protection Agency 14,056 7,757 55.2%
General Services Administration 11,070 7,498 67.7%
Social Security Administration 57,198 26,528 46.4%
For an Excel version of Appendix A: Participating Agency Response Rates by Size
click this link
Appendix A: Participating Agency Response Rates By Size www.opm.gov/FEVS 25
Appendix A: Participating Agency Response Rates By Size (continued)
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,582,112 557,778 35.3%
Medium Agencies (1,000 – 9,999 employees)
Court Services and Oender Supervision Agency 1,011 349 34.5%
Department of Education 3,940 2,698 68.5%
Department of Housing and Urban Development 7,611 4,866 63.9%
Equal Employment Opportunity Commission 2,009 1,102 54.9%
Federal Communications Commission 1,381 526 38.1%
Federal Energy Regulatory Commission 1,384 1,079 78.0%
Federal Trade Commission 1,039 782 75.3%
National Archives and Records Administration 2,454 1,407 57.3%
National Credit Union Administration 1,088 904 83.1%
National Labor Relations Board 1,155 704 61.0%
National Science Foundation 1,418 1,049 74.0%
Nuclear Regulatory Commission 2,674 1,889 70.6%
Oce of Personnel Management 2,386 1,516 63.5%
Small Business Administration 6,571 3,524 53.6%
U.S. Agency for Global Media 1,288 693 53.8%
U.S. Agency for International Development 4,165 1,769 42.5%
Small Agencies
(100 – 999 employees)
Commodity Futures Trading Commission 638 393 61.6%
Consumer Product Safety Commission 482 395 82.0%
Corporation for National and Community Service 548 427 77.9%
Defense Nuclear Facilities Safety Board 96 75 78.1%
Export-Import Bank of the United States 368 232 63.0%
Farm Credit Administration 283 223 78.8%
Federal Election Commission 259 191 73.7%
Federal Housing Finance Agency 658 548 83.3%
Appendix A: Participating Agency Response Rates By Size
www.opm.gov/FEVS 26
Appendix A: Participating Agency Response Rates By Size (continued)
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,582,112 557,778 35.3%
Small Agencies
(100 – 999 employees)
Federal Labor Relations Authority 104 53 51.0%
Federal Maritime Commission 99 62 62.6%
Federal Mediation and Conciliation Service 204 124 60.8%
Federal Retirement Thrift Investment Board 250 161 64.4%
International Boundary and Water Commission 217 91 41.9%
Merit Systems Protection Board 184 149 81.0%
National Endowment for the Arts 106 65 61.3%
National Endowment for the Humanities 159 98 61.6%
National Gallery of Art 684 416 60.8%
National Indian Gaming Commission 94 56 59.6%
National Transportation Safety Board 371 269 72.5%
Oce of Management and Budget 568 433 76.2%
Oce of the U.S. Trade Representative 201 142 70.6%
Pension Benet Guaranty Corporation 862 606 70.3%
Railroad Retirement Board 766 373 48.7%
Selective Service System 108 63 58.3%
Surface Transportation Board 109 74 67.9%
U.S. International Development Finance Corporation 362 296 81.8%
U.S. International Trade Commission 382 340 89.0%
U.S. Oce of Special Counsel 129 82 63.6%
U.S. Peace Corps 717 531 74.1%
Appendix A: Participating Agency Response Rates By Size
www.opm.gov/FEVS 27
Appendix A: Participating Agency Response Rates By Size (continued)
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,582,112 557,778 35.3%
Very Small Agencies (< 100 employees)
AbilityOne Commission 33 20 60.6%
Advisory Council on Historic Preservation 33 17 51.5%
American Battle Monuments Commission 69 34 49.3%
Commission on Civil Rights 32 16 50.0%
Farm Credit System Insurance Corporation 11 <10 —
Federal Mine Safety and Health Review Commission 46 27 58.7%
Institute of Museum and Library Services 57 40 70.2%
Inter-American Foundation 41 39 95.1%
John F. Kennedy Center for the Performing Arts 49 18 36.7%
Marine Mammal Commission 13 11 84.6%
National Capital Planning Commission 31 22 71.0%
National Council on Disability 11 <10 —
National Mediation Board 25 <10 —
Occupational Safety and Health Review Commission 42 31 73.8%
Oce of Navajo and Hopi Indian Relocation 17 <10 —
Postal Regulatory Commission 54 47 87.0%
U.S. Access Board 19 <10 —
U.S. Chemical Safety and Hazard Investigation Board 26 22 84.6%
U.S. Oce of Government Ethics 67 48 71.6%
U.S. Trade and Development Agency 50 33 66.0%
Note: Agencies with fewer than 10 responses are indicated with “—”.
Appendix A: Participating Agency Response Rates By Size www.opm.gov/FEVS 28
Appendix B: Analytical Methods and
Additional OPM FEVS Reports
Analytical Methods
The data collected from 2022 survey respondents are weighted to ensure survey estimates accurately represent
the survey population. Use of unweighted data could produce biased estimates of population statistics. The
nal data set reects the agency composition and demographic makeup of the Federal workforce within plus
or minus 1 percentage point. Demographic results are not weighted. OPM employed a number of grouping
procedures to simplify presentation of data analysis results in this report. Most of the items had six response
categories: Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, Strongly Disagree, and No Basis to
Judge/Do Not Know. In some instances, these responses are collapsed into one positive category (Strongly
Agree and Agree), one negative category (Strongly Disagree and Disagree), and a neutral category (Neither
Agree nor Disagree). For more information on OPM FEVS methods, including data weighting and analysis,
see the OPM FEVS Technical Report at www.opm.gov/fevs/reports/technical-reports.
Other OPM FEVS Reports and Governmentwide Data Reports
In addition to the Governmentwide Management Report, there are three additional governmentwide data
reports available on the OPM FEVS website under “Reports” (access the OPM FEVS website at www.opm.gov/
fevs/reports).
Report by Agency
Displays question-by-question counts and percentages for each response option of the OPM FEVS by
participating agency and also governmentwide. Reports are available as far back as 2004.
Report by Demographics
Displays question-by-question counts and percentages for each response option of the OPM FEVS by
demographic groups and also governmentwide. Reports are available as far back as 2004.
Report on Demographic Questions by Agency (unweighted)
Displays counts and percentages by participating agencies’ demographic and workforce prole (e.g., work
location, supervisory status, sex, age, pay category, intention to retire) of the OPM FEVS. Both respondent
counts and percentage estimates are unweighted. Reports are available as far back as 2004.
Appendix B: Analytical Methods and Additional OPM FEVS Reports www.opm.gov/FEVS 29
Appendix C: Survey Item Results
My Work Experience
Item 2018 2019 2020 2021 2022
‡1. I am given a real opportunity to improve my skills in my organization. 66 67 70 68 68
2. I feel encouraged to come up with new and better ways of
doing things.
61 62 67 64 64
3. My work gives me a feeling of personal accomplishment. 72 72 75 71 71
4. I know what is expected of me on the job. 80 81 83 81 81
‡5. My workload is reasonable. 59 59 67 62 61
‡6. My talents are used well in the workplace. 60 61 66 64 63
‡7. I know how my work relates to the agency’s goals. 85 85 87 85 84
‡8. I can disclose a suspected violation of any law, rule or regulation
without fear of reprisal.
66 67 68 68 70
9. I have enough information to do my job well. — — — — 74
10. I receive the training I need to do my job well. — — — — 65
11. I am held accountable for the quality of work I produce. — — — — 87
12. Continually changing work priorities make it hard for me to
produce high quality work.
*
— — — — 33
13. I have a clear idea of how well I am doing my job. — — — — 74
Notes: Items included on the Annual Employee Survey are noted by a double dagger (‡). Numbers are percent positives. “—” indicates that there are
no trending results available for the year.
* Item 12 is negatively worded, so percent positive scores include “Strongly Disagree” or “Disagree” responses and percent negative scores include
“Strongly Agree” or “Agree” responses. Percent positive scores mean that continually changing work priorities do not make it hard for employees to
produce high quality work.
My Work Unit
Item 2018 2019 2020 2021 2022
‡14. The people I work with cooperate to get the job done. 76 77 84 83 80
15. See Performance Section.
(Continued on next page)
For an Excel version of Appendix C: Survey Item Results
click this link
Appendix C: Survey Item Results www.opm.gov/FEVS 30
Appendix C: Survey Item Results (continued)
My Work Unit
Item 2018 2019 2020 2021 2022
‡16. In my work unit, dierences in performance are recognized in a
meaningful way.
38 39 51 50 42
17. Employees in my work unit share job knowledge. — — — — 80
‡18. My work unit has the job-relevant knowledge and skills necessary
to accomplish organizational goals.
80 81 82 80 79
19. Employees in my work unit meet the needs of our customers. — — 86 88 87
20. Employees in my work unit contribute positively to my agency’s
performance.
— — 88 86 85
21. Employees in my work unit produce high-quality work. — — 87 84 82
22. Employees in my work unit adapt to changing priorities. — — 87 80 80
23. New hires in my work unit (i.e., hired in the past year) have the
right skills to do their jobs.
— — — — 58
24. I can inuence decisions in my work unit. — — — — 63
25. I know what my work unit’s goals are. — — — — 82
26. My work unit commits resources to develop new ideas (e.g.,
budget, sta, time, expert support).
— — — — 51
27. My work unit successfully manages disruptions to our work. — — — — 66
28. Employees in my work unit consistently look for new ways to
improve how they do their work.
— — — — 64
29. Employees in my work unit incorporate new ideas into their work. — — — — 65
30. Employees in my work unit approach change as an opportunity. — — — — 54
31. Employees in my work unit consider customer needs a top
priority.
— — — — 76
32. Employees in my work unit consistently look for ways to improve
customer service.
— — — — 63
33. Employees in my work unit support my need to balance my work
and personal responsibilities.
— — — — 70
34. Employees in my work unit are typically under too much pressure
to meet work goals.
*
— — — — 42
Notes: Items included on the Annual Employee Survey are noted by a double dagger (‡). Numbers are percent positives. “—” indicates that there are
no trending results available for the year.
* Item 34 is negatively worded, so percent positive scores include “Strongly Disagree” or “Disagree” responses and percent negative scores include
“Strongly Agree” or “Agree” responses. Percent positive scores mean employees are typically not pressured to meet work goals.
Appendix C: Survey Item Results www.opm.gov/FEVS 31
Appendix C: Survey Item Results (continued)
Performance
Item 2022
15. In my work unit, poor performers usually (select all that apply):
Remain in the work unit and improve their performance over time 16
Remain in the work unit and continue to underperform 42
Leave the work unit — removed or transferred 10
Leave the work unit — quit 6
There are no poor performers in my work unit 19
Do Not Know 21
Note: The sum of the percentages may sum to over 100 because respondents could select more than one response.
My Organization
Item 2018 2019 2020 2021 2022
35. Employees are recognized for providing high quality products and
services.
53 54 64 63 59
36. Employees are protected from health and safety hazards on the job. 77 77 77 76 75
37. My organization is successful at accomplishing its mission. 77 77 81 80 78
38. I have a good understanding of my organization’s priorities. — — — — 77
39. My organization eectively adapts to changing government priorities. — — — — 67
40. My organization has prepared me for potential physical
security threats.
— — — — 73
41. My organization has prepared me for potential cybersecurity threats. — — — — 83
42. In my organization, arbitrary action, personal favoritism and/or
political coercion are not tolerated.
— — — — 52
‡43. I recommend my organization as a good place to work. 66 67 71 67 65
‡44. I believe the results of this survey will be used to make my agency
a better place to work.
41 41 43 40 43
Notes: Items included on the Annual Employee Survey are noted by a double dagger (‡). Numbers are percent positives. “—” indicates that there are
no trending results available for the year.
Appendix C: Survey Item Results www.opm.gov/FEVS 32
Appendix C: Survey Item Results (continued)
My Supervisor
Item 2018 2019 2020 2021 2022
45. My supervisor is committed to a workforce representative of all
segments of society.
71 72 79 79 78
46. Supervisors in my work unit support employee development. 70 71 78 77 77
47. My supervisor supports my need to balance work and other
life issues.
81 82 85 84 83
48. My supervisor listens to what I have to say. 79 80 83 82 82
49. My supervisor treats me with respect. 84 84 87 86 86
50. I have trust and condence in my supervisor. 71 72 76 76 76
51. My supervisor holds me accountable for achieving results. — — — — 87
52. Overall, how good a job do you feel is being done by your
immediate supervisor?
73 74 78 78 78
53. My supervisor provides me with constructive suggestions to
improve my job performance.
— — — — 70
54. My supervisor provides me with performance feedback
throughout the year.
— — — — 75
Note: Numbers are percent positives. “—” indicates that there are no trending results available for the year.
My Leadership
Item 2018 2019 2020 2021 2022
55. In my organization, senior leaders generate high levels of
motivation and commitment in the workforce.
44 45 51 49 48
56. My organization's senior leaders maintain high standards of
honesty and integrity.
55 56 61 60 60
‡57. Managers communicate the goals of the organization. 64 65 68 66 64
58. Managers promote communication among dierent work units
(for example, about projects, goals, needed resources).
56 58 60 59 58
59. Overall, how good a job do you feel is being done by the manager
directly above your immediate supervisor?
61 63 67 66 63
Notes: Items included on the Annual Employee Survey are noted by a double dagger (‡). Numbers are percent positives.
Appendix C: Survey Item Results www.opm.gov/FEVS 33
Appendix C: Survey Item Results (continued)
My Leadership
Item 2018 2019 2020 2021 2022
60. I have a high level of respect for my organization’s senior leaders. 56 57 62 60 61
61. Senior leaders demonstrate support for Work-Life programs. 58 59 64 60 60
62. Management encourages innovation. — — — — 56
63. Management makes eective changes to address challenges
facing our organization.
— — — — 52
64. Management involves employees in decisions that aect their
work.
— — — — 43
Notes: Numbers are percent positives. “—” indicates that there are no trending results available for the year.
My Satisfaction
Item 2018 2019 2020 2021 2022
‡65. How satised are you with your involvement in decisions that
aect your work?
54 55 58 56 50
‡66. How satised are you with the information you receive from
management on what’s going on in your organization?
51 52 58 55 53
‡67. How satised are you with the recognition you receive for doing a
good job?
52 53 59 57 54
‡68. Considering everything, how satised are you with yourjob? 68 69 72 67 66
69. Considering everything, how satised are you with yourpay? 63 63 67 61 56
‡70. Considering everything, how satised are you with
yourorganization?
60 61 66 61 60
Notes: Items included on the Annual Employee Survey are noted by a double dagger (‡). Numbers are percent positives.
Appendix C: Survey Item Results
www.opm.gov/FEVS 34
Appendix C: Survey Item Results (continued)
Diversity, Equity, Inclusion, and Accessibility
Item 2022
71. My organization’s management practices promote diversity (e.g., outreach, recruitment,
promotion opportunities).
68
72. My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion
opportunities, development).
73
73. I have similar access to advancement opportunities (e.g., promotion, career development, training)
as others in my work unit.
65
74. My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions,
work assignments).
70
75. In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgments). 61
76. Employees in my work unit treat me as a valued member of the team. 81
77. Employees in my work unit make me feel I belong.
78
78.
Employees in my work unit care about me as a person.
76
79.
I am comfortable expressing opinions that are dierent from other employees in my work unit. 74
80. In my work unit, people’s dierences are respected. 74
81. I can be successful in my organization being myself. 73
82. I can easily make a request of my organization to meet my accessibility needs.
70
83. My organization responds to my accessibility needs in a timely manner.
64
84. My organization meets my accessibility needs.
67
Notes: Numbers are percent positives.
Appendix C: Survey Item Results
www.opm.gov/FEVS 35
Appendix C: Survey Item Results (continued)
Employee Experience
Item 2022
85. My job inspires me. 59
86. The work I do gives me a sense of accomplishment. 73
87. I feel a strong personal attachment to my organization. 59
88. I identify with the mission of my organization. 77
89. It is important to me that my work contribute to the common good. 91
Notes: Numbers are percent positives.
Pandemic, Transition to the Worksite, Workplace Flexibilities
Item 2022
90. What percentage of your work time are you currently required to be physically present at your
agencyworksite(includingheadquarters, bureau, eld oces, etc.)?
100% of my work time 36
At least 75% but less than 100% 13
At least 50% but less than 75% 9
At least 25% but less than 50% 9
Less than 25% 15
I am not currently required to be physically present at my agency worksite 18
Note: The sum of percentages may not add to 100 due to rounding.
Appendix C: Survey Item Results www.opm.gov/FEVS 36
Appendix C: Survey Item Results (continued)
Pandemic, Transition to the Worksite, Workplace Flexibilities
Item 2021 2022
91. Please select the response that BEST describes your current remote work or
teleworking schedule.
I have an approved remote work agreement (I am not expected to perform work
at an agency worksite)
NA 14
I telework 3 or more days per week NA 25
I telework 1 or 2 days per week 10 17
I telework, but only about 1 or 2 days per month 3 3
I telework very infrequently, on an unscheduled or short-term basis 9 10
I do not telework because I have to be physically present on the job (e.g., law enforcement
ocers, TSA agent, border patrol agent, security personnel)
20 20
I do not telework because of technical issues (e.g., connectivity, inadequate equipment)
that prevent me from teleworking
1 1
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
6 6
I do not telework because I choose not to telework 4 4
Note: The sum of percentages may not add to 100 due to rounding. In 2022, the rst two response options to Question 91 (Telework) changed from
how it was provided in 2021. To facilitate trending, only results for the 2021 response options that were the same in 2022 are provided.
Item 2022
Only those who responded “I have an approved remote work agreement,” to Question 91 received Question 91a.
91a. What is your current remote work status?
I have an approved remote work agreement and live outside the local commuting area
(morethan 50 miles away)
25
I have an approved remote work agreement and live within the local commuting area
(lessthan 50 miles away)
75
92. Did you have an approved remote work agreement before the 2020 COVID-19 pandemic?
Yes 28
No 72
Appendix C: Survey Item Results
www.opm.gov/FEVS 37
Appendix C: Survey Item Results (continued)
Pandemic, Transition to the Worksite, Workplace Flexibilities
Item 2022
93. Based on your work unit’s current telework or remote work options, are you considering
leavingyourorganization,andifso why?
No 74
Yes, to retire 5
Yes, to take another job within my Agency 2
Yes, to take another job within the Federal Government 11
Yes, to take another job outside the Federal Government 3
Yes, other 5
94. My agency’s re-entry arrangements are fair in accounting for employees’ diverse needs
and situations.
Strongly Agree 20
Agree 33
Neither Agree nor Disagree 28
Disagree 10
Strongly Disagree 9
95. Please select the response that BEST describes how employees in your work unit currently
report to work:
All employees in my work unit are physically present on the worksite 29
Some employees are physically present on the worksite and others telework or work remotely 58
No employees in my work unit are physically present on the worksite, we all work remotely 8
Other 4
Note: The sum of percentages may not add to 100 due to rounding.
Appendix C: Survey Item Results www.opm.gov/FEVS 38
Appendix C: Survey Item Results (continued)
Pandemic, Transition to the Worksite, Workplace Flexibilities
Item 2020 2021 2022
96. My organization’s senior leaders support policies and procedures to protect
employee health and safety.
82 75 74
97. My organization’s senior leaders provide eective communications about what to
expect with the return to the physical worksite.
— 62 68
98. My supervisor supports my eorts to stay healthy and safe while working. 85 84 85
99. My supervisor creates an environment where I can voice my concerns about staying
healthy and safe.
80 79 80
Note: The sum of percentages may not add to 100 due to rounding. “—” indicates that there are no trending results available for the year.
Paid Parental Leave
Item 2022
100. Have you used the Paid Parental Leave benet at any point from October 1, 2020 to today?
Yes 4
No, did not have a qualifying event 93
No, I was not aware of the leave although I had a qualifying event 1
No, I chose not to use the leave although I had a qualifying event 1
No, I had a qualifying event (e.g., birth of a child), but was not eligible to use the leave 1
No, I had a qualifying event, but I used all my FMLA leave previously 0
Only those who answered “Yes” to Question 100 received Questions 100a and 100b.
100a. For what purpose did you use Paid Parental Leave?
Birth of a child 96
Placement of a child for adoption 2
Placement of a child for foster care 2
Note: The sum of the percentages may sum to over 100 because respondents could select more than one response.
Appendix C: Survey Item Results www.opm.gov/FEVS 39
Appendix C: Survey Item Results (continued)
Paid Parental Leave
Item 2022
100b. How many weeks of Paid Parental Leave did you use during the 12-month period following
a qualifying event (use can be either continuous or intermittent)?
Note: If you are still using your leave when taking this survey, respond with how many weeks
of Paid Parental Leave you expect to take in total.
Full 12 weeks 81
At least 8 weeks but less than 12 weeks 9
At least 6 weeks but less than 8 weeks 3
At least 3 weeks but less than 6 weeks 4
Less than 3 weeks 2
If the response to Question 100b was “Full 12 weeks” then Question 100c was skipped.
100c. What are the primary reasons you used (or expect to use) less than 12 weeks of Paid Parental
Leave? Choose all that apply.
Did not need to use the full 12 weeks of leave 29
Previous use of FMLA leave reduced the amount of Paid Parental Leave available to me 2
Meeting FMLA eligibility requirements limited the amount of FMLA leave available
to use within my FMLA 12-month period
4
Did not feel I could be away from job responsibilities for a full 12 weeks 57
Concerned about the impact using the leave would have on my career advancement 29
Did not feel that my coworkers supported my use of all 12 weeks of the leave 13
Did not feel that my supervisor supported my use of all 12 weeks of the leave 15
Other reason 24
Note: The sum of the percentages may sum to over 100 because respondents could select more than one response.
Appendix C: Survey Item Results www.opm.gov/FEVS 40
Appendix D: Respondent Characteristics
Employment Demographics
Item
Number
Responded
2022
Percentages
Where doyouwork?
Headquarters 156,606 30%
Field 250,050 49%
Full-time telework (e.g., home oce, telecenter) 107,034 21%
What is yoursupervisorystatus?
Senior Leader 8,732 2%
Manager 35,717 7%
Supervisor 72,463 14%
Team Leader 64,105 12%
Non-Supervisor 337,339 65%
What is yourpaycategory/grade?
Federal Wage System 15,738 3%
GS 1-6 21,123 4%
GS 7-12 212,543 41%
GS 13-15 218,463 42%
SeniorExecutiveService 4,904 1%
Senior Level (SL) or Scientic orProfessional(ST) 1,885 <1%
Other 43,309 8%
What is your US military service status?
No Prior Military Service 375,086 72%
Currently in National Guard or Reserves 7,777 2%
Retired 62,840 12%
Separated or Discharged 71,797 14%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
For an Excel version of Appendix D: Respondent Characteristics
click this link
Appendix D: Respondent Characteristics www.opm.gov/FEVS 41
Appendix D: Respondent Characteristics (continued)
Item
Number
Responded
2022
Percentages
Are you:
The spouse of a current active duty service member of the U.S. Armed Forces
5,542 1%
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
10,564 2%
The widow(er) of a service member killed while on active duty in the U.S. Armed Forces 287 <1%
None of the categories listed 501,404 97%
If the response to the previous question on if you are a military spouse was “None of the categories listed,” this item was skipped.
Have you been hired under the Military Spouse Non-Competitive Hiring Authority?
Yes 2,039 13%
No 14,252 87%
How long have you been with the Federal Government (excludingmilitaryservice)?
Less than1year 10,947 2%
1 to3years 65,124 13%
4 to5years 40,213 8%
6 to10years 83,625 16%
11 to14years 95,423 18%
15 to20years 91,091 18%
More than20years 131,388 25%
How long have you been with your current agency (for example, Department of Justice,
EnvironmentalProtectionAgency)?
Less than1year 19,636 4%
1 to3years 97,223 19%
4 to5years 50,486 10%
6 to10years 91,466 18%
11 to14years 86,468 17%
15 to20years 77,191 15%
More than20years 95,768 18%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics www.opm.gov/FEVS 42
Appendix D: Respondent Characteristics (continued)
Item
Number
Responded
2022
Percentages
Are you considering leaving your organization within the next year, and if so, why?
No 338,389 65%
Yes,toretire 34,480 7%
Yes, to take another job within theFederalGovernment 90,502 17%
Yes, to take another job outside theFederalGovernment 23,188 4%
Yes, other 31,676 6%
I am planning to retire:
Less than 1 year 16,386 3%
1 year 13,582 3%
2 years 27,702 5%
3 years 28,680 6%
4 years 17,804 3%
5 years 39,976 8%
More than 5 years 370,014 72%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics www.opm.gov/FEVS 43
Appendix D: Respondent Characteristics (continued)
Personal Demographics
Item
Number
Responded
2022
Percentages
Are you of Hispanic, Latino, or Spanish origin?
Yes 53,268 11%
No 448,698 89%
Are you:
American Indian or Alaska Native 10,141 2%
Asian 30,229 6%
Black or African American 74,500 15%
Native Hawaiian or Other Pacic Islander 3,135 1%
White 344,905 71%
Two or more races 22,912 5%
Minority Status
Minority 182,552 37%
Non Minority 308,857 63%
What is your age group?
25years andunder 7,223 1%
26-29 years old 16,945 3%
30-39 years old 95,599 19%
40-49 years old 137,633 27%
50-59 years old 160,862 32%
60years orolder 83,747 17%
Generation
Traditionalists (born 1945 or earlier) 1,666 <1%
Baby Boomers (born 1946 to 1964) 140,483 25%
Generation X (born 1965 to 1980) 262,044 47%
Generation Y (born 1981 to 1996) 147,235 26%
Generation Z (born 1997 or later) 6,349 1%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics www.opm.gov/FEVS 44
Appendix D: Respondent Characteristics (continued)
Item
Number
Responded
2022
Percentages
What is the highest degree or level of education you have completed?
Less than High School 319 <1%
High School Diploma/GED or equivalent 19,961 4%
Trade or Technical Certicate 10,556 2%
Some College (no degree) 61,343 12%
Associate's Degree (e.g., AA, AS) 36,380 7%
Bachelor's Degree (e.g., BA, BS) 179,036 35%
Master's Degree (e.g., MA, MS, MBA) 145,022 29%
Doctoral/Professional Degree (e.g., Ph.D., MD, JD) 55,734 11%
Are you an individual with a disability?
Yes 83,961 17%
No 421,234 83%
Are you:
Male 263,422 53%
Female 236,013 47%
Are you transgender?
Yes 1,928 <1%
No 493,930 100%
Which one of the following best represents how you think of yourself?
Straight, that is not gay or lesbian 456,175 93%
Gay or Lesbian 12,659 3%
Bisexual 8,693 2%
I use a dierent term 12,824 3%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics www.opm.gov/FEVS 45
Appendix E: OPM FEVS Indices
Employee Engagement Index – Governmentwide
Index 2018 2019 2020 2021 2022
Overall Engagement
(An average of the responses for the 3 subindices below)
68 68 72 71 71
Leaders Lead 56 57 62 60 59
Supervisors 75 76 80 80 80
Intrinsic Work Experience 72 72 76 73 73
For an Excel version of Employee Engagement
click this link
Global Satisfaction Index – Governmentwide
Index 2018 2019 2020 2021 2022
Overall Satisfaction
(An average of the responses for the 4 items below)
64 65 69 64 62
Job Satisfaction 68 69 72 67 66
Pay Satisfaction 63 63 67 61 56
Organization Satisfaction 60 61 66 61 60
Recommend Organization 66 67 71 67 65
For an Excel version of Global Satisfaction
click this link
Appendix E: OPM FEVS Indices www.opm.gov/FEVS 46
Appendix E: OPM FEVS Indices (continued)
Performance Condence Index – Governmentwide
Index 2020 2021 2022
Overall Performance Condence
(An average of the responses for the 4 items below)
87 84 84
Met Needs of Customers 86 88 87
Contributed Positively to Agency Performance 88 86 85
Produced High Quality Work 87 84 82
Adapted to Changing Priorities 87 80 80
For an Excel version of Performance Condence
click this link
DEIA Index – Governmentwide
Index 2022
Overall DEIA
(An average of the responses for the 4 subindices below)
69
Diversity 70
Equity 65
Inclusion 75
Accessibility 67
For an Excel version of DEIA
click this link
Appendix E: OPM FEVS Indices www.opm.gov/FEVS 47
United States
Oce of Personnel Management
Oce of Strategy and Innovation
1900 E Street, NW
Washington, DC 20415
www.opm.gov/FEVS