2023 Oce of Personnel Management
Federal Employee
Viewpoint Survey Results
Empowering employees. Inspiring change.
Governmentwide
Management Report
opm.gov/FEVS #FEVS
A Message from the Director
I am pleased to announce that the 2023 Oce of Personnel Management’s (OPM) Federal Employee
Viewpoint Survey (FEVS) results demonstrate that federal employees remain remarkably resilient, are
increasingly engaged, and value diversity, equity, inclusion, and accessibility (DEIA) in the workplace.
The OPM FEVS is the largest government employee survey in the world and an unmatched data asset,
collecting employee feedback from more than 80 executive agencies. This year, participation showed
a signicant increase, rising from 35 percent in 2022 to 39 percent in 2023, with 625,568 federal employees
completing the survey.
The 2023 OPM FEVS results reect the success of the President’s Management Agenda in building a stronger
and more eective federal workforce. The Employee Engagement Index (EEI) score increased from 71 percent
in 2022 to 72 percent in 2023, indicating strong workforce motivation within federal agencies. Notably, a
one-point increase represents roughly 6,300 respondents sharing a more positive perspective in 2023, the
equivalent of a medium-sized federal agency. Additionally, the two subindices, “Leaders Lead” and “Intrinsic
Work Experience,” both increased from 59 percent to 61 percent and 73 percent to 74 percent, respectively.
These increases reect a robust foundation for performance across government. I am also proud to report
that in the second year of the DEIA Index, scores increased from 69 percent in 2022 to 71 percent in 2023,
showing an improvement in positive views of agency DEIA practices.
In the Performance Condence Index (PCI), scores remained high and steady at 84 percent. PCI largely
measures employees’ views that their work unit can meet customer needs, achieve goals, and perform
mission responsibilities. Similarly, the Global Satisfaction Index, which measures employees’ satisfaction
with their job, pay, and organization, and whether they would recommend their organization as a good
place to work, saw a two percent increase from 62 percent to 64 percent.
As OPM modernizes the tools we make available to federal employees and the public alike, future versions
of this report will link to a data dashboard, allowing readers to explore the data in detail.
Encouraging results from the 2023 FEVS show our workforce remains resilient, engaged, and focused
on delivering for the American people. I encourage every agency and department leader, manager, and
supervisor to review their results and take action where needed.
OPM remains a committed partner of federal agencies and federal employees. I am excited to build on this
year’s success and support our workforce as we continue to serve the Nation.
Kiran Ahuja
Director
U.S. Oce of Personnel Management
opm.gov/FEVS
ii
Table of Contents
Introduction .................................................................................................................................................................... 1
Background to Results .............................................................................................................................................. 1
Survey Content .......................................................................................................................................................... 2
2023 OPM FEVS Administration, Reporting, and OPM Dashboard ..................................................................... 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
Employee Experience Index .......................................................................................................................................19
Telework & Remote Work Item Results.....................................................................................................................21
Organization Health and Performance .....................................................................................................................22
Conclusions and Next Steps .......................................................................................................................................23
Appendix A: Participating Agency Response Rates by Size.....................................................................................24
Appendix B: Analytical Methods and Additional OPM FEVS Reports ....................................................................28
Analytical Methods ..................................................................................................................................................28
Other OPM FEVS Reports and Governmentwide Data Reports ........................................................................28
Appendix C: Survey Item Results ...............................................................................................................................29
Appendix D: Respondent Characteristics .................................................................................................................37
Appendix E: OPM FEVS Indices ...................................................................................................................................42
opm.gov/FEVS
iii
Introduction
The 2023 Federal Employee Viewpoint Survey (FEVS) is an opportunity for Federal employees to share their
opinions and perceptions about their work experiences. An organizational climate survey, data from the FEVS
allow assessment of how employees view their current work environment, including management, workplace
policies, and new initiatives. Climate assessments provide insights into performance and are important tools
for identifying ways to improve workplace eectiveness. At a governmentwide level, FEVS results provide
information that can help shape current and future policies. Finally, participation in the 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
This report
presents the results from the governmentwide 2023 FEVS, highlighting agency improvements throughout.
Background to Results
Throughout the report, some agency results are shown by size groupings, using employee populations as
of November 2022. 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)
Federal employees onboard with their agency as of November 2022 were eligible to participate in the 2023
FEVS. Political appointees and contractors/non-Federal employees are not eligible to participate. The survey
was a census, meaning each eligible employee was invited to participate. Invitations were sent to 1,609,839
employees. A total of 625,568 employees completed a survey for a nal response rate of 39 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
opm.gov/FEVS
1
Introduction (continued)
Survey Content
The 2023 FEVS included a total of 91 items, plus 19 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. To streamline and modernize survey content, several
items were removed from the FEVS. These include paid parental leave, re-entry, and COVID-19 items. New
items were added to help measure autonomy, formalization, and communication. Item updates were also
made to the telework and intent to leave items.
2023 FEVS Administration, Reporting and OPM Dashboards
The 2023 survey was administered in late spring/early summer. The 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 2022 reports and results by item and agency can be retrieved from the FEVS website.
The FEVS dashboard is a new tool designed to provide FEVS results and indices across the federal
government and by agency size. The governmentwide dashboard can be accessed from the FEVS website.
Introduction
opm.gov/FEVS
2
At a Glance
The 2023 FEVS results reect Federal employees’ commitment to their work and serving the American
people. Employees nd it most important that their work contributes to the common good and that their
work unit meets customers’ needs and produces high-quality work.
High scores demonstrate employees’ positive perceptions of their agencies’ performance. Equally important
are items with low scores, which indicate where employees see room for improvement. While recognition
and communication items have lower scores, these items have improved since 2022, showing agency
actions taken in these areas had an impact.
Items with the Highest and Lowest Levels of Positive Responses
HIGHEST Percentage Level of Positive Responses
92
%
It is important to me that my work contribute
to the common good. (Q. 90)
87
%
Employees in my work unit meet the needs
of our customers. (Q. 20)
87
%
My supervisor holds me accountable for
achieving results. (Q. 53)
86
%
I am held accountable for the quality of work I
produce. (Q. 11)
86
%
My supervisor treats me with respect. (Q. 51)
85
%
I know how my work relates to the agency’s
goals. (Q. 7)
85
%
Employees in my work unit contribute posi-
tively to my agency’s performance. (Q. 21)
84
%
I know what my work unit’s goals are. (Q. 26)
84
%
My supervisor supports my need to balance
work and other life issues. (Q. 49)
83
%
Employees in my work unit produce
high-quality work. (Q. 22)
83
%
My organization has prepared me for poten-
tial cybersecurity threats. (Q. 44)
LOWEST Percentage Level of Positive Responses
45
%
In my work unit, dierences in performance
are recognized in a meaningful way. (Q. 17)
46
%
Management involves employees in deci-
sions that aect their work. (Q. 66)
48
%
I believe the results of this survey will be
used to make my agency a better place to
work. (Q. 47)
50
%
In my organization, senior leaders generate
high levels of motivation and commitment in
the workforce. (Q. 57)
53
%
How satised are you with your involvement
in decisions that aect your work? (Q. 67)
54
%
In my organization, arbitrary action, personal
favoritism and/or political coercion are not
tolerated. (Q. 45)
54
%
Management makes eective changes to
address challenges facing our organization.
(Q. 65)
55
%
The approval process in my organization
allows timely delivery of my work. (Q. 41)
55
%
How satised are you with the information
you receive from management on what's
going on in your organization? (Q. 68)
56
%
My work unit commits resources to develop
new ideas (e.g., budget, sta, time, expert
support). (Q. 27)
56
%
Information is openly shared in my organiza-
tion. (Q. 40)
56
%
How satised are you with the recognition
you receive for doing a good job? (Q. 69)
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 1-90, excluding item 16. Results for items 1- 91a are found in Appendix C.
At a Glance
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
Total Workforce
Military
Service
.
Survey Respondents
26
%
Total Workforce
32
%
Pay Grades
13 to 15
.
Survey Respondents
42
%
Total Workforce
22
%
Federal Tenure
More Than 20 Years.
Survey Respondents
25
%
21
Total Workforce
28
%
Female.
Survey Respondents
48
%
Total Workforce
41
%
Non-Supervisory
Status.
Survey Respondents
78
%
Total Workforce
86
%
Minority.
Survey Respondents
39
%
Total Workforce
38
%
Bachelor’s
Degree.
Survey Respondents
35
%
Total Workforce
28
%
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
22
%
Total Workforce
20
%
Generation X
(born 1965–1980)
Survey Respondents
47
%
Total Workforce
43
%
Generation Y
(born 1981–1996)
Survey Respondents
29
%
Total Workforce
33
%
Generation Z
(born 1997 or later)
Survey Respondents
2
%
Total Workforce
4
%
Note: The sum of percentages may not equal 100 due to rounding.
At a Glance
opm.gov/FEVS
4
At a Glance (continued)
Response Rates
The table below reports governmentwide response rates for 2023 along with the response rates from the
past four administrations of the FEVS, grouped by agency size categories.
Response Rate Comparisons
Size 2019 2020 2021 2022 2023
Governmentwide
43
44
34
35
39
Very Small Agencies (<100 employees)
63
69
62
64
66
Small Agencies (100-999 employees)
68
70
65
70
72
Medium Agencies (1,000-9,999 employees)
64
67
57
60
65
Large Agencies (10,000-74,999 employees)
52
55
44
46
53
Very Large Agencies (>=75,000 employees)
39
41
29
32
35
At a Glance
opm.gov/FEVS
5
At a Glance (continued)
Top Response Rates and Increases
The agencies with the highest 2023 response rates by agency size and the greatest increase in response
rates from 2022 are featured below. Very small and medium agencies have the greatest increases in response
rates. It should be noted, however, 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
98
%.
Inter-American
Foundation
TOP INCREASE
+
21
.
Advisory Council
on Historic
Preservation
Small
(100 – 999 employees)
TOP AGENCY
93
%.
U.S. International
Trade Commission
TOP INCREASE
+
23
.
Selective Service
System
Medium
(1,000 – 9,999 employees)
TOP AGENCY
83
%.
Federal Energy
Regulatory Commission
TOP INCREASE
+
12
.
Small Business
Administration
Large
(10,000 – 74,999 employees)
TOP AGENCY
73
%.
Department
of Energy
TOP INCREASE
+
17
.
Department of the
Interior
Very Large
(>=75,000 employees)
TOP AGENCY
72
%.
Department of Health
and Human Services
TOP INCREASE
+
8
.
Department
of Justice
Department of
Health and Human
Services
Department of
Homeland Security
Note: Agency size is based on the eligible employee population as of November 2022. For a full listing of the agencies included in each category,
see Appendix A.
At a Glance
opm.gov/FEVS
6
Employee Engagement Index
The FEVS Employee Engagement Index (EEI) uses survey questions to measure conditions that are conducive
to employee engagement. Engagement overall relates to employee motivation. While the FEVS does not
directly measure employee feelings of engagement, it does assess the critical conditions conducive for
employee engagement (e.g., eective leadership, meaningful work, 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
improvement 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 comprises
three subindices: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each subindex is assessed
through questions on the 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. 57, 58, 59, 61, and 62)
Supervisors
.
Reects the interpersonal relationship between worker and supervisor, including trust, respect, and
support. (Q. 48, 50, 51, 52, and 54)
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
opm.gov/FEVS
7
Employee Engagement Index (continued)
Employee Engagement Index Score Comparisons
Index 2019 2020 2021 2022 2023
Overall Engagement
(An average of the responses for the 3 subindices below)
 68
 72  71
71
72
Leaders Lead
 57
 62
 60
 59
 61
Supervisors
 76
 80  80  80  80
Intrinsic Work Experience
 72
 76
 73
 73
 74
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
72 77 75 76 73 71
Leaders Lead
61 69 64 67 62 61
Supervisors
80 82 85 85 82 80
Intrinsic Work Experience
74 79 78 77 75 74
Note: Agency size is based on the eligible employee population as of November 2022.
Employee Engagement Index
opm.gov/FEVS
8
Employee Engagement Index (continued)
Top Agency Employee Engagement Index Score
Very Small
(<100 employees)
TOP AGENCY
98
%
.
Marine Mammal
Commission
TOP INCREASE
+
29
.
Chemical Safety
and Hazard
Investigation Board
Small
(100 – 999 employees)
TOP AGENCY
89
%
.
National Indian
Gaming Commission
TOP INCREASE
+
7
.
National Indian
Gaming Commission
Medium
(1,000 – 9,999 employees)
TOP AGENCY
83
%
.
Federal Energy
Regulatory Commission
TOP INCREASE
+
5
.
Federal Trade
Commission
Large
(10,000 – 74,999 employees)
TOP AGENCY
85
%
.
General Services
Administration
TOP INCREASE
+
2
.
General Services
Administration
Department of
the Interior
Very Large
(>=75,000 employees)
TOP AGENCY
78
%
.
Department of Health
and Human Services
TOP INCREASE
+
3
.
Department of
Homeland Security
Employee Engagement Index
opm.gov/FEVS
9
Global Satisfaction Index
The Global Satisfaction Index measures employees’ 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. 70)
Pay Satisfaction
.
Considering everything, how satised are you with your pay? (Q. 71)
Organizational Satisfaction
.
Considering everything, how satised are you with your organization? (Q. 72)
Recommend Organization
.
I recommend my organization as a good place to work. (Q. 46)
Global Satisfaction Index
opm.gov/FEVS
10
Global Satisfaction Index (continued)
Global Satisfaction Index Score Comparisons
Index 2019 2020 2021 2022 2023
Overall Satisfaction
(An average of the responses for the 4 items below)
65
69
64
62
 64
Job Satisfaction
 69
 72
 67
66
 
68
Pay Satisfaction
 63
 67
 61
 56
 57
Organization Satisfaction
 61
 66
 61
 60
 62
Recommend Organization
 67
 71
 67
65
 67
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
64 71 69 70 65 63
Job Satisfaction
68 74 72 73 69 68
Pay Satisfaction
57 65 62 65 57 57
Organization Satisfaction
62 72 68 69 64 62
Recommend Organization
67 72 72 72 70 67
Note: Agency size is based on the eligible employee population as of November 2022.
Global Satisfaction Index
opm.gov/FEVS
11
Global Satisfaction Index (continued)
Top Agency Global Satisfaction Index Score
Very Small
(<100 employees)
TOP AGENCY
91
%
.
Marine Mammal
Commission
TOP INCREASE
+
28
.
Chemical Safety
and Hazard
Investigation Board
Small
(100 – 999 employees)
TOP AGENCY
91
%
.
National Indian Gaming
Commission
TOP INCREASE
+
10
.
Defense Nuclear
Facilities Safety Board
Medium
(1,000 – 9,999 employees)
TOP AGENCY
77
%
.
Federal Energy
Regulatory Commission
TOP INCREASE
+
7
.
National Credit Union
Administration
National Labor
Relations Board
Large
(10,000 – 74,999 employees)
TOP AGENCY
81
%
.
General Services
Administration
TOP INCREASE
+
4
.
Department of
Labor
Very Large
(>=75,000 employees)
TOP AGENCY
72
%
.
Department of Health
and Human Services
TOP INCREASE
+
6
.
Department of
Homeland Security
Global Satisfaction Index
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 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 to the four items below:
Met Needs of Customers
.
Employees in my work unit meet the needs of our customers. (Q. 20)
Contributed Positively to Agency Performance
.
Employees in my work unit contribute positively to my agency’s performance. (Q. 21)
Produced High Quality Work
.
Employees in my work unit produce high-quality work. (Q. 22)
Adapted to Changing Priorities
.
Employees in my work unit adapt to changing priorities. (Q. 23)
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
opm.gov/FEVS
13
Performance Condence Index (continued)
Performance Condence Index Score Comparisons
Index 2020 2021 2022 2023
Performance Condence
(An average of the responses for the 4 items below)
87
84 84 84
Met Needs of Customers
86
88
87  87
Contributed Positively to Agency Performance
 88
 86
 85  85
Produced High Quality Work
 87
 84
 82
 83
Adapted to Changing Priorities
 87
 80  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 89 90 89 85 83
Met Needs of Customers
87 89 91 91 88 87
Contributed Positively to
Agency Performance
85 90 92 91 88 85
Produced High Quality Work
83 88 90 89 85 82
Adapted to Changing Priorities
80 87 87 86 81 79
Note: Agency size is based on the eligible employee population as of November 2022.
Performance Condence Index
opm.gov/FEVS
14
Performance Condence Index (continued)
Top Agency Performance Condence Index Score
Very Small
(<100 employees)
TOP AGENCY
100
%
.
Marine Mammal
Commission
TOP INCREASE
+
13
.
Chemical Safety
and Hazard
Investigation Board
Small
(100 – 999 employees)
TOP AGENCY
100
%
.
U.S. Oce of Special
Counsel
TOP INCREASE
+
7
.
International
Boundary and Water
Commission
Medium
(1,000 – 9,999 employees)
TOP AGENCY
96
%
.
Federal Trade
Commission
TOP INCREASE
+
2
.
Court Services and
Oender Supervision
Agency
Large
(10,000 – 74,999 employees)
TOP AGENCY
93
%
.
General Services
Administration
TOP INCREASE
+
1
.
Department
of Labor
Department
of Energy
Environmental
Protection Agency
General Services
Administration
Department
of the Interior
Department of
Transportation
Very Large
(>=75,000 employees)
TOP AGENCY
89
%
.
Department of Health
and Human Services
TOP INCREASE
+
1
.
United States
Department of the
Air Force
Department of
Agriculture
United States
Department of
the Army
United States
Department
of the Navy
Performance Condence Index
opm.gov/FEVS
15
Diversity, Equity, Inclusion, and Accessibility
(DEIA) Index
To align with government priorities and current research, OPM developed the DEIA Index for the 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. See Appendix C for the
wording of each item number shown in parentheses.
Diversity.
The practice of including the many communities, identities, races, ethnicities, backgrounds, abilities,
cultures, and beliefs of the American people, including underserved communities. (Q. 73 and 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. (Q. 75, 76, and 77)
Inclusion
.
The recognition, appreciation, and use of the talents and skills of employees of all backgrounds.
(Q. 78, 79, 80, 81, and 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. (Q. 83, 84, and 85)
Diversity, Equity, Inclusion, and Accessibility Index
opm.gov/FEVS
16
DEIA Index (continued)
DEIA Index Score Comparisons
Index 2022 2023
DEIA
(An average of the responses for the 4 subindices below)
69
71
Diversity
70
 71
Equity
 65
 67
Inclusion
 75
 76
Accessibility
 67
 69
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
71 77 76 76 72 70
Diversity
71 75 76 77 73 71
Equity
67 71 72 71 68 66
Inclusion
76 82 82 80 77 76
Accessibility
69 78 75 74 71 69
Note: Agency size is based on the eligible employee population as of November 2021.
Diversity, Equity, Inclusion, and Accessibility Index
opm.gov/FEVS
17
DEIA Index (continued)
Top Agency DEIA Index Score
Very Small
(<100 employees)
TOP AGENCY
94
%
.
Federal Permitting
Improvement
Steering Council
TOP INCREASE
+
9
.
U.S. Trade and
Development Agency
Small
(100 – 999 employees)
TOP AGENCY
86
%
.
Pension Benet
Guaranty Corporation
U.S. Oce
of Special Counsel
TOP INCREASE
+
8
.
International
Boundary and Water
Commission
Medium
(1,000 – 9,999 employees)
TOP AGENCY
87
%
.
Federal Trade
Commission
TOP INCREASE
+
5
.
National Labor
Relations Board
Large
(10,000 – 74,999 employees)
TOP AGENCY
83
%
.
General Services
Administration
TOP INCREASE
+
2
.
Department
of Labor
Department
of Energy
Environmental
Protection
Agency
General Services
Administration
Department of the
Interior
Very Large
(>=75,000 employees)
TOP AGENCY
76
%
.
Department of Health
and Human Services
TOP INCREASE
+
3
.
United States
Department of the
Army
Department of
Justice
Diversity, Equity, Inclusion, and Accessibility Index
opm.gov/FEVS
18
Employee Experience Index
The Employee Experience Index (EXI) is an outcome measure of employee engagement initially included
on the 2022 FEVS.
4
It measures the extent to which employees are engaged by their work and their
organization. The existing engagement measure on the FEVS, the Employee Engagement Index (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 eect.
The EXI consists of ve items that measure work engagement (2 items), organizational engagement
(2 items), and public service motivation (1 item). Work engagement measures the relationship between
an employee and their specic job, while organizational engagement measures the relationship between
an employee and their workplace.
5
Public service motivation was also found to be a key component of
engagement for public sector employees. The index was developed in conjunction with the Organization
for Economic Co-operation and Development (OECD) through its Civil Service Surveys Group. Results enable
agencies to benchmark against other government scores, released every two years through the OECD
Government at a Glance publication.
Work Engagement.
My job inspires me. (Q. 86)
The work I do gives me a sense of accomplishment. (Q. 87)
Organizational Engagement.
I feel a strong personal attachment to my organization. (Q. 88)
I identify with the mission of my organization. (Q. 89)
Public Service Motivation.
It is important to me that my work contribute to the common good. (Q. 90)
4
Included on the survey under a section heading of Employee Experience in 2022 these were items 85-89. In 2023 the survey section had the same
heading and these were items 86-90.
5
Government at a Glance 2023 https://doi.org/10.1787/3d5c5d31-en.
Employee Experience Index
opm.gov/FEVS
19
Employee Experience Index (continued)
Employee Experience 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 Experience Index
73 80 78 78 75 73
Top Agency Employee Experience Index Score
Very Small
(<100 employees)
TOP AGENCY
94
%
.
Marine Mammal
Commission
Small
(100 – 999 employees)
TOP AGENCY
88
%
.
U.S. Oce of Special
Counsel
Medium
(1,000 – 9,999 employees)
TOP AGENCY
86
%
.
Federal Trade
Commission
Large
(10,000 – 74,999 employees)
TOP AGENCY
82
%
.
Environmental
Protection Agency
Very Large
(>=75,000 employees)
TOP AGENCY
81
%
.
Department of Health
and Human Services
Employee Experience Index
opm.gov/FEVS
20
Telework & Remote Work Item Results
As employees continue to adjust to new working arrangements, the FEVS team modied the telework question
to better distinguish between remote work and telework in order to better capture employee experiences.
OPM denes telework 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”
6
codied at 5 U.S.C. 6501(3). Remote work is dened by OPM 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.”
7
The survey was elded as agencies were beginning to update their work environment plans to
substantially increase meaningful in-person work at Federal oces, consistent with M-23-15, “Measuring,
Monitoring, and Improving Organizational Health and Organizational Performance in the Context of Evolving
Agency Work Environments.” As a result, responses may not reect the current telework posture.
Telework Status
Item 2022 2023
Please select the response that BEST describes your current teleworking schedule. (Q. 91)
I telework every work day (i.e., remote work agreement) NA 14%
I have an approved remote work agreement (I am not expected to perform work at
an agency worksite)
14% NA
I telework 3 or 4 days per week NA 23%
I telework 3 or more days per week 25% NA
I telework 1 or 2 days per week 17% 17%
I telework, but only about 1 or 2 days per month 3% 4%
I telework very infrequently, on an unscheduled or short-term basis 10% 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% 21%
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 2023, the response options for Q91 (Telework) were slightly dierent than in 2022. To facilitate trending, all possible response options are
shown and an “NA” is shown when the response option is not relevant for that given year.
6
https://www.govinfo.gov/content/pkg/USCODE-2019-title5/html/USCODE-2019-title5-partIII-subpartE-chap65-sec6501.htm
7
See the ”2021 Guide to Telework and Remote Work in the Federal Government” retrievable on https://www.opm.gov/telework/documents-for-
telework/2021-guide-to-telework-and-remote-work.pdf
Telework & Remote Work Item Results
opm.gov/FEVS
21
Organization Health and Performance
The Oce of Management and Budget’s 2023 Memorandum, “Measuring, Monitoring, and Improving
Organizational Health and Organizational Performance in the Context of Evolving Agency Work Environments”
(M-23-15) highlighted several FEVS eectiveness indicators, encouraging agencies to consider their use in
measuring, monitoring, and taking action to support and sustain organizational health and performance.
The Employee Engagement and Performance Condence indices were named as were items newly included in
the 2022 FEVS as measures of resilience, innovation, and responsiveness to customer needs. Resilience and
innovation are central to achieving agile workplaces capable of pivoting and adapting to new information,
requirements, or strategically relevant conditions, while customer responsiveness is foundational to performance.
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.
Assesses the extent to which the development and implementation of new ideas and approaches are
supported by organizational leadership and through daily practices.
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, and Responsiveness to Customer Needs Results
RESILIENCE
69
%
My work unit successfully
manages disruptions to our
work. (Q. 28)
66
%
My organization eectively
adapts to changing
government priorities.
(Q. 42)
57
%
Employees in my work unit
approach change as an
opportunity. (Q. 31)
54
%
Management makes
eective changes to
address challenges facing
our organization. (Q. 65)
INNOVATION
67
%
Employees in my work unit
incorporate new ideas into
their work. (Q. 30)
66
%
Employees in my work unit
consistently look for new
ways to improve how they
do their work. (Q. 29)
58
%
Management encourages
innovation. (Q. 64)
56
%
My work unit commits
resources to develop new
ideas (e.g., budget, sta,
time, expert support).
(Q. 27)
CUSTOMER RESPONSIVENESS
77
%
Employees in my work unit
consider customer needs a
top priority. (Q. 32)
66
%
Employees in my work
unit consistently look for
ways to improve customer
service. (Q. 33)
Organization Health and Performance
opm.gov/FEVS
22
Conclusions and Next Steps
The 2023 FEVS results reect the success of governmentwide eorts to prioritize building a strong and eective
workforce. Overall scores have increased, showing the workforce remains increasingly resilience and
engaged and evidence that agencies’ consistent use of survey results to drive improvements is paying o.
The Employee Engagement Index score (EEI) has increased to 72 percent positive governmentwide, tying
the ve-year high set in 2020 and indicating strong motivation potential among federal agencies. Two
subindices improved – “Leaders Lead” (61 percent) and “Intrinsic Work Experience” (74 percent). The
“Supervisors” subindex continued to be steady and high at 80 percent positive.
The Global Satisfaction Index (GSI) score indicates employees’ satisfaction with their agency overall.
Improvements from 2022 were realized across all four items: job satisfaction (68 percent), satisfaction
with the organization (62 percent), satisfaction with pay (57 percent) and willingness to recommend their
agencies to others (67 percent).
Performance Condence Index (PCI) scores also describe employees’ agreement with their work unit’s
ability to meet customer needs, achieve goals, and generally perform. Scores on the PCI overall (84 percent)
remained steady and continue to show a consistent and strong trend.
Governmentwide scores on the Diversity, Equity, Inclusion and Accessibility (DEIA) Index and subindices
uniformly increased as well. DEIA was rst introduced to the FEVS in 2022 to align with the Executive Order
on Diversity, Equity, Inclusion and Accessibility. Responding to targeted strategic eorts among agencies,
the governmentwide index score increased three percentage points to 71 percent. The highest score in
2023 was shown for the inclusion subindex (76 percent).
In terms of next steps, the overall strong results described in this report provide evidence of opportunities
for agencies to build on the momentum established in 2023, continuing actions that drove improvements,
as well as seeking new ways to sustain the positive direction established in 2023. OPM will continue to
develop tools to maximize utility and access to results among decision-makers and stakeholders in support
of workforce performance and eectiveness goals across government. Public and agency dashboards were
made available in 2023, and both are dynamic resources for viewing and visualizing FEVS results. Look for
advancements to survey dashboard tools planned for 2024.
Conclusions
opm.gov/FEVS
23
Appendix A: Participating Agency
Response Rates By Size
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,609,839 625,568 38.9%
Very Large Agencies
( >= 75,000 employees)
Department of Agriculture 87,377 48,358 55.3%
Department of Defense, Overall 681,637 161,792 23.7%
United States Department of the Air Force 162,117 29,434 18.2%
United States Department of the Army 191,636 52,833 27.6%
United States Department of the Navy 193,717 39,201 20.2%
OSD, Joint Sta, Defense Agencies, and Field Activities (DOD 4th Estate) 134,167 40,324 30.1%
Department of Health and Human Services 81,448 59,020 72.5%
Department of Homeland Security 209,823 91,700 43.7%
Department of Justice 109,605 34,081 31.1%
Department of the Treasury 97,128 42,362 43.6%
Large Agencies
(10,000 – 74,999 employees)
Department of Commerce 44,460 25,906 58.3%
Department of Energy 12,941 9,481 73.3%
Department of Labor 14,287 9,214 64.5%
Department of State 26,997 9,360 34.7%
Department of the Interior 56,491 35,949 63.6%
Department of Transportation 53,363 20,624 38.6%
Environmental Protection Agency 14,243 9,226 64.8%
General Services Administration 11,823 8,092 68.4%
Social Security Administration 55,866 25,757 46.1%
For an Excel version of Appendix A: Participating Agency Response Rates by Size
click this link
Appendix A: Participating Agency Response Rates By Size
opm.gov/FEVS
24
Appendix A: Participating Agency Response Rates By Size (continued)
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,609,839 625,568 38.9%
Medium Agencies (1,000 – 9,999 employees)
Court Services and Oender Supervision Agency 1,015 428 42.2%
Department of Education 3,926 2,773 70.6%
Department of Housing and Urban Development 7,715 5,641 73.1%
Equal Employment Opportunity Commission 2,152 1,379 64.1%
Federal Communications Commission 1,360 519 38.2%
Federal Energy Regulatory Commission 1,432 1,195 83.4%
Federal Trade Commission 1,082 829 76.6%
National Archives and Records Administration 2,508 1,502 59.9%
National Credit Union Administration 1,103 908 82.3%
National Labor Relations Board 1,185 536 45.2%
National Science Foundation 1,402 1,070 76.3%
Nuclear Regulatory Commission 2,652 1,908 71.9%
Oce of Personnel Management 2,587 1,595 61.7%
Small Business Administration 5,398 3,563 66.0%
U.S. Agency for Global Media 1,253 727 58.0%
U.S. Agency for International Development 4,250 1,983 46.7%
Small Agencies
(100 – 999 employees)
Commodity Futures Trading Commission 652 379 58.1%
Consumer Product Safety Commission 517 395 76.4%
Corporation for National and Community Service 636 516 81.1%
Defense Nuclear Facilities Safety Board 107 74 69.2%
Export-Import Bank of the United States 343 248 72.3%
Farm Credit Administration 300 239 79.7%
Federal Election Commission 266 182 68.4%
Federal Housing Finance Agency 695 574 82.6%
Appendix A: Participating Agency Response Rates By Size
opm.gov/FEVS
25
Appendix A: Participating Agency Response Rates By Size (continued)
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,609,839 625,568 38.9%
Small Agencies
(100 – 999 employees)
Federal Labor Relations Authority 99 54 54.5%
Federal Maritime Commission 118 79 66.9%
Federal Mediation and Conciliation Service 193 145 75.1%
Federal Retirement Thrift Investment Board 238 177 74.4%
International Boundary and Water Commission 229 111 48.5%
Merit Systems Protection Board 177 147 83.1%
National Endowment for the Arts 126 69 54.8%
National Endowment for the Humanities 126 90 71.4%
National Gallery of Art 780 464 59.5%
National Indian Gaming Commission 109 75 68.8%
National Transportation Safety Board 378 318 84.1%
Oce of Management and Budget 592 461 77.9%
Oce of the U.S. Trade Representative 221 174 78.7%
Peace Corps 851 603 70.9%
Pension Benet Guaranty Corporation 914 702 76.8%
Railroad Retirement Board 756 410 54.2%
Selective Service System 117 95 81.2%
Surface Transportation Board 115 86 74.8%
U.S. International Development Finance Corporation 402 289 71.9%
U.S. International Trade Commission 361 335 92.8%
U.S. Oce of Special Counsel 117 71 60.7%
Appendix A: Participating Agency Response Rates By Size
opm.gov/FEVS
26
Appendix A: Participating Agency Response Rates By Size (continued)
Agency
Number
Surveyed
Number
Responded
Response
Rate
Governmentwide 1,609,839 625,568 38.9%
Very Small Agencies (< 100 employees)
AbilityOne Commission 38 19 50.0%
Advisory Council on Historic Preservation 40 29 72.5%
African Development Foundation 21 17 81.0%
American Battle Monuments Commission 76 34 44.7%
Commission on Civil Rights 33 19 57.6%
Farm Credit System Insurance Corporation <10 <10 —
Federal Permitting Improvement Steering Council 14 10 71.4%
Institute of Museum and Library Services 64 49 76.6%
Inter-American Foundation 46 45 97.8%
John F. Kennedy Center for the Performing Arts 55 22 40.0%
Marine Mammal Commission 13 12 92.3%
National Capital Planning Commission 31 23 74.2%
National Council on Disability 10 <10 —
National Mediation Board 27 13 48.1%
Occupational Safety and Health Review Commission 43 18 41.9%
Oce of Navajo and Hopi Indian Relocation 17 <10 —
Postal Regulatory Commission 62 54 87.1%
Privacy and Civil Liberties Oversight Board 20 11 55.0%
U.S. Access Board 21 10 47.6%
U.S. Chemical Safety and Hazard Investigation Board 27 23 85.2%
U.S. Oce of Government Ethics 68 52 76.5%
U.S. Trade and Development Agency 60 50 83.3%
Note: Agencies with fewer than 10 responses are indicated with “—”.
Appendix A: Participating Agency Response Rates By Size
opm.gov/FEVS
27
Appendix B: Analytical Methods and
Additional OPM FEVS Reports
Analytical Methods
The data collected from 2023 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 FEVS methods, including data weighting and analysis, see the 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 FEVS website under “Reports” (access the FEVS website at www.opm.gov/fevs/reports/
data-reports/).
Report by Agency
.
Displays question-by-question counts and percentages for each response option of the FEVS by participating
agency and also governmentwide.
Report by Demographics
.
Displays question-by-question counts and percentages for each response option of the FEVS by
demographic groups and also governmentwide.
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 FEVS. Both respondent counts
and percentage estimates are unweighted.
Appendix B: Analytical Methods and Additional OPM FEVS Reports
opm.gov/FEVS
28
Appendix C: Survey Item Results
My Work Experience
Item 2019 2020 2021 2022 2023
‡1. I am given a real opportunity to improve my skills
in my organization.
67 70 68 68 70
2. I feel encouraged to come up with new and better ways
of doing things.
62 67 64 64 65
3. My work gives me a feeling of personal accomplishment. 72 75 71 71 73
4. I know what is expected of me on the job. 81 83 81 81 82
‡5. My workload is reasonable. 59 67 62 61 62
‡6. My talents are used well in the workplace. 61 66 64 63 64
‡7. I know how my work relates to the agency’s goals. 85 87 85 84 85
‡8. I can disclose a suspected violation of any law, rule or
regulation without fear of reprisal.
67 68 68 70 70
9. I have enough information to do my job well. — — — 74 73
10. I receive the training I need to do my job well. — — — 65 66
11. I am held accountable for the quality of work I produce. — — — 87 86
12. I have a clear idea of how well I am doing my job. — — — 74 76
13. I have the autonomy to decide how I do my job. — — — — 72
14. I can make decisions about my work without getting
permission rst.
— — — — 64
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.
For an Excel version of Appendix C: Survey Item Results
click this link
Appendix C: Survey Item Results
opm.gov/FEVS
29
Appendix C: Survey Item Results (continued)
My Work Unit
Item 2019 2020 2021 2022 2023
‡15. The people I work with cooperate to get the job done. 77 84 83 80 82
16. See Performance section 38 39 51 50 42
‡17. In my work unit, dierences in performance are recognized in a
meaningful way.
39 51 50 42 45
18. Employees in my work unit share job knowledge. — — — 80 81
‡19. My work unit has the job-relevant knowledge and skills necessary
to accomplish organizational goals.
81 82 80 79 80
20. Employees in my work unit meet the needs of our customers. — 86 88 87 87
21. Employees in my work unit contribute positively to my agency’s
performance.
— 88 86 85 85
22. Employees in my work unit produce high-quality work. — 87 84 82 83
23. Employees in my work unit adapt to changing priorities. — 87 80 80 80
24. New hires in my work unit (i.e., hired in the past year) have the
right skills to do their jobs.
— — — 58 60
25. I can inuence decisions in my work unit. — — — 63 69
26. I know what my work unit’s goals are. — — — 82 84
27. My work unit commits resources to develop new ideas (e.g.,
budget, sta, time, expert support).
— — — 51 56
28. My work unit successfully manages disruptions to our work. — — — 66 69
29. Employees in my work unit consistently look for new ways to
improve how they do their work.
— — — 64 66
30. Employees in my work unit incorporate new ideas into their work. — — — 65 67
31. Employees in my work unit approach change as an opportunity. — — — 54 57
32. Employees in my work unit consider customer needs a top priority — — — 76 77
33. Employees in my work unit consistently look for ways to improve
customer service.
— — — 63 66
34. Employees in my work unit support my need to balance my work
and personal responsibilities.
— — — 70 73
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
opm.gov/FEVS
30
Appendix C: Survey Item Results (continued)
Performance
Item 2022 2023
16. In my work unit, poor performers usually (select all that apply):
Remain in the work unit and improve their performance over time 16 18
Remain in the work unit and continue to underperform 42 41
Leave the work unit — removed or transferred 10 10
Leave the work unit — quit 6 6
There are no poor performers in my work unit 19 19
Do Not Know 21 20
Note: The sum of the percentages may sum to over 100 because respondents could select more than one response.
My Organization
Item 2019 2020 2021 2022 2023
35. Employees are recognized for providing high quality products
and services.
54 64 63 59 61
36. Employees are protected from health and safety hazards
on the job.
77 77 76 75 78
37. My organization is successful at accomplishing its mission. 77 81 80 78 79
38. I have a good understanding of my organization’s priorities. — — — 77 78
39. My organization shares results (for example, town halls, email,
distribution of reports) from the Federal Employee Viewpoint
Survey (FEVS).
— — — — 70
40. Information is openly shared in my organization. — — — — 56
41. The approval process in my organization allows timely delivery
of my work.
— — — — 55
42. My organization eectively adapts to changing government
priorities.
— — — 67 66
43. My organization has prepared me for potential physical
security threats.
— — — 73 76
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
opm.gov/FEVS
31
Appendix C: Survey Item Results (continued)
My Organization (continued)
Item 2019 2020 2021 2022 2023
44. My organization has prepared me for potential cybersecurity
threats.
— — — 83 83
45. In my organization, arbitrary action, personal
favoritism and/or political coercion are not tolerated.
— — — 52 54
‡46. I recommend my organization as a good place to work. 67 71 67 65 67
‡47. I believe the results of this survey will be used to make my agency
a better place to work.
41 43 40 43 48
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.
My Supervisor
Item 2019 2020 2021 2022 2023
48. Supervisors in my work unit support employee development. 71 78 77 77 78
49. My supervisor supports my need to balance work and other
life issues.
82 85 84 83 84
50. My supervisor listens to what I have to say. 80 83 82 82 82
51. My supervisor treats me with respect. 84 87 86 86 86
52. I have trust and condence in my supervisor. 72 76 76 76 77
53. My supervisor holds me accountable for achieving results. — — — 87 87
54. Overall, how good a job do you feel is being done by your
immediate supervisor?
74 78 78 78 78
55. My supervisor provides me with constructive suggestions to
improve my job performance.
— — — 70 72
56. My supervisor provides me with performance feedback
throughout the year.
— — — 75 76
Notes: Numbers are percent positives. “—” indicates that there are no trending results available for the year.
Appendix C: Survey Item Results
opm.gov/FEVS
32
Appendix C: Survey Item Results (continued)
Leadership
Item 2019 2020 2021 2022 2023
57. In my organization, senior leaders generate high levels of
motivation and commitment in the workforce.
45 51 49 48 50
58. My organization’s senior leaders maintain high standards of
honesty and integrity.
56 61 60 60 62
‡59. Managers communicate the goals of the organization. 65 68 66 64 66
60. Managers promote communication among dierent work units
(for example, about projects, goals, needed resources).
58 60 59 58 60
61. Overall, how good a job do you feel is being done by the manager
directly above your immediate supervisor?
63 67 66 63 66
62. I have a high level of respect for my organization’s senior leaders. 57 62 60 61 63
63. Senior leaders demonstrate support for Work-Life programs. 59 64 60 60 61
64. Management encourages innovation. — — — 56 58
65. Management makes eective changes to address challenges
facing our organization.
— — — 52 54
66. Management involves employees in decisions that aect their work. — — — 43 46
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.
My Satisfaction
Item 2019 2020 2021 2022 2023
‡67. How satised are you with your involvement in decisions that
aect your work?
55 58 56 50 53
‡68. How satised are you with the information you receive from
management on what’s going on in your organization?
52 58 55 53 55
‡69. How satised are you with the recognition you receive for doing a
good job?
53 59 57 54 56
‡70. Considering everything, how satised are you with yourjob? 69 72 67 66 68
71. Considering everything, how satised are you with yourpay? 63 67 61 56 57
‡72. Considering everything, how satised are you with
yourorganization?
61 66 61 60 62
Notes: Items included on the Annual Employee Survey are noted by a double dagger (‡). Numbers are percent positives.
Appendix C: Survey Item Results
opm.gov/FEVS
33
Appendix C: Survey Item Results (continued)
Diversity, Equity, Inclusion, and Accessibility
Item 2022 2023
73. My organization’s management practices promote diversity (e.g., outreach, recruitment,
promotion opportunities).
68 69
74. My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment,
promotion opportunities, development).
73 73
75. I have similar access to advancement opportunities (e.g., promotion, career development,
training) as others in my work unit.
65 67
76. My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions,
work assignments).
70 71
77. In my work unit, excellent work is similarly recognized for all employees (e.g., awards,
acknowledgments).
61 62
78. Employees in my work unit make me feel I belong.
78 78
79. Employees in my work unit care about me as a person. 76 77
80. I am comfortable expressing opinions that are dierent from other employees in my work unit. 74 75
81. In my work unit, people’s dierences are respected. 74 76
82. I can be successful in my organization being myself. 73 75
83. I can easily make a request of my organization to meet my accessibility needs. 70 72
84. My organization responds to my accessibility needs in a timely manner.
64 66
85. My organization meets my accessibility needs.
67 70
Note: Numbers are percent positives.
Appendix C: Survey Item Results
opm.gov/FEVS
34
Appendix C: Survey Item Results (continued)
Employee Experience
Item 2022 2023
86. My job inspires me. 59 62
87. The work I do gives me a sense of accomplishment. 73 75
88. I feel a strong personal attachment to my organization. 59 61
89. I identify with the mission of my organization. 77 78
90. It is important to me that my work contribute to the common good. 91 92
Note: Numbers are percent positives.
Workplace Flexibilities
Item 2022 2023
91. Please select the response that BEST describes your current teleworking schedule.
I telework every work day (i.e., remote work agreement) NA 14
I have an approved remote work agreement (I am not expected to perform work at an agency
worksite)
14 NA
I telework 3 or 4 days per week NA 23
I telework 3 or more days per week 25 NA
I telework 1 or 2 days per week 17 17
I telework, but only about 1 or 2 days per month 3 4
I telework very infrequently, on an unscheduled or short-term basis 10 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 21
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 2023, the response options for Q91 (Telework) were slightly dierent than in
previous years. To facilitate trending, all possible response options are shown and an “NA” is shown when the response option is not relevant for that
given year.
Appendix C: Survey Item Results
opm.gov/FEVS
35
Appendix C: Survey Item Results (continued)
Workplace Flexibilities (continued)
Item 2022 2023
Only those who responded “I telework every work day,” to Question 91 received Question 91a.
91a. What is your current remote work status?
I do not have an approved remote work agreement NA 6
I have an approved remote work agreement and live outside the local commuting area
(morethan 50 miles away)
25 27
I have an approved remote work agreement and live inside the local commuting area
(lessthan 50 miles away)
75 62
I do not know NA 4
Note: In 2023, the response options for Q91a (Remote Work) were slightly dierent than in previous years. To facilitate trending, all possible response
options are shown and an “NA” is shown when the response option is not relevant for that given year.
Appendix C: Survey Item Results
opm.gov/FEVS
36
Appendix D: Respondent Characteristics
Employment Demographics
Item
Number
Responded
2023
Percentages
Where doyouwork?
Headquarters 175,318 30%
Field 289,939 50%
Full-time telework (e.g., home oce, telecenter) 114,854 20%
What is yoursupervisorystatus?
Senior Leader 9,705 2%
Manager 39,376 7%
Supervisor 79,481 14%
Team Leader 72,470 12%
Non-Supervisor 384,962 66%
What is yourpaycategory/grade?
Federal Wage System 18,195 3%
GS 1-6 29,088 5%
GS 7-12 236,484 40%
GS 13-15 243,835 42%
SeniorExecutiveService 5,308 1%
Senior Level (SL) or Scientic orProfessional(ST) 2,065 <1%
Other 50,526 9%
What is your US military service status?
No Prior Military Service 432,341 74%
Currently in National Guard or Reserves 7,911 1%
Retired 64,891 11%
Separated or Discharged 79,558 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
opm.gov/FEVS
37
Appendix D: Respondent Characteristics (continued)
Item
Number
Responded
2023
Percentages
Are you:
The spouse of a current active duty service member of the U.S. Armed Forces 6,779 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
12,690 2%
The widow(er) of a service member killed while on active duty in the U.S. Armed Forces 346 <1%
None of the categories listed 565,168 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 2,550 13%
No 17,124 87%
How long have you been with the Federal Government (excludingmilitaryservice)?
Less than1year 17,289 3%
1 to3years 76,379 13%
4 to5years 51,491 9%
6 to10years 94,953 16%
11 to14years 94,974 16%
15 to20years 103,144 18%
More than20years 146,463 25%
How long have you been with your current agency (for example, Department of Justice,
EnvironmentalProtectionAgency)?
Less than1year 30,000 5%
1 to3years 111,986 19%
4 to5years 63,423 11%
6 to10years 101,696 17%
11 to14years 84,449 14%
15 to20years 86,489 15%
More than20years 107,343 18%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics
opm.gov/FEVS
38
Appendix D: Respondent Characteristics (continued)
Item
Number
Responded
2023
Percentages
Are you considering leaving your organization within the next year, and if so, why?
No 387,075 66%
Yes,toretire 36,310 6%
Yes, to take another job within theFederalGovernment 106,206 18%
Yes, to take another job outside theFederalGovernment 23,615 4%
Yes, other 31,717 5%
If the response to the previous question on your intent to leave was “No,” this item was skipped.
Has your work unit’s telework or remote work options inuenced your intent to leave?
Yes 71,492 36%
No 124,664 64%
I am planning to retire:
Less than 1 year 16,089 3%
1 year 14,942 3%
2 years 30,257 5%
3 years 31,157 5%
4 years 19,118 3%
5 years 44,476 8%
More than 5 years 423,904 73%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics
opm.gov/FEVS
39
Appendix D: Respondent Characteristics (continued)
Personal Demographics
Item
Number
Responded
2023
Percentages
Are you of Hispanic, Latino, or Spanish origin?
Yes 65,521 12%
No 502,333 88%
Are you:
American Indian or Alaska Native 14,484 3%
Asian 34,945 6%
Black or African American 84,853 15%
Native Hawaiian or Other Pacic Islander 3,791 1%
White 383,505 70%
Two or more races 26,702 5%
Minority Status
Minority 215,767 39%
Non Minority 339,468 61%
What is your age group?
25years andunder 9,728 2%
26-29 years old 21,823 4%
30-39 years old 110,261 19%
40-49 years old 160,589 28%
50-59 years old 172,803 30%
60years orolder 92,783 16%
Generation
Traditionalists (born 1945 or earlier) 1,506 <1%
Baby Boomers (born 1946 to 1964) 134,820 22%
Generation X (born 1965 to 1980) 291,937 47%
Generation Y (born 1981 to 1996) 183,790 29%
Generation Z (born 1997 or later) 12,623 2%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics
opm.gov/FEVS
40
Appendix D: Respondent Characteristics (continued)
Item
Number
Responded
2023
Percentages
What is the highest degree or level of education you have completed?
Less than High School 422 <1%
High School Diploma/GED or equivalent 24,441 4%
Trade or Technical Certicate 12,380 2%
Some College (no degree) 69,610 12%
Associate's Degree (e.g., AA, AS) 42,016 7%
Bachelor's Degree (e.g., BA, BS) 199,469 35%
Master's Degree (e.g., MA, MS, MBA) 162,208 28%
Doctoral/Professional Degree (e.g., Ph.D., MD, JD) 64,501 11%
Are you an individual with a disability?
Yes 96,280 17%
No 474,782 83%
Are you:
Male 293,374 52%
Female 271,169 48%
Are you transgender?
Yes 2,421 <1%
No 557,196 100%
Which one of the following best represents how you think of yourself?
Lesbian or gay 14,698 3%
Straight, that is not lesbian or gay 505,535 92%
Bisexual 11,151 2%
I use a dierent term 15,920 3%
Notes: Demographic results are unweighted. The sum of percentages may not add to 100 due to rounding.
Appendix D: Respondent Characteristics
opm.gov/FEVS
41
Appendix E: OPM FEVS Indices
Employee Engagement Index – Governmentwide
Index 2019 2020 2021 2022 2023
Overall Engagement
(An average of the responses for the 3 subindices below)
68 72 71 71 72
Leaders Lead 57 62 60 59 61
Supervisors 76 80 80 80 80
Intrinsic Work Experience 72 76 73 73 74
For an Excel version of Employee Engagement
click this link
Global Satisfaction Index – Governmentwide
Index 2019 2020 2021 2022 2023
Overall Satisfaction
(An average of the responses for the 4 items below)
65 69 64 62 64
Job Satisfaction 69 72 67 66 68
Pay Satisfaction 63 67 61 56 57
Organization Satisfaction 61 66 61 60 62
Recommend Organization 67 71 67 65 67
For an Excel version of Global Satisfaction
click this link
Appendix E: OPM FEVS Indices
opm.gov/FEVS
42
Appendix E: OPM FEVS Indices (continued)
Performance Condence Index – Governmentwide
Index 2020 2021 2022 2023
Overall Performance Condence
(An average of the responses for the 4 items below)
87 84 84 84
Met Needs of Customers 86 88 87 87
Contributed Positively to Agency Performance 88 86 85 85
Produced High Quality Work 87 84 82 83
Adapted to Changing Priorities 87 80 80 80
For an Excel version of Performance Condence
click this link
DEIA Index – Governmentwide
Index 2022 2023
Overall DEIA
(An average of the responses for the 4 subindices below)
69 71
Diversity 70 71
Equity 65 67
Inclusion 75 76
Accessibility 67 69
For an Excel version of DEIA
click this link
Appendix E: OPM FEVS Indices
opm.gov/FEVS
43
Appendix E: OPM FEVS Indices (continued)
Employee Experience Index – Governmentwide
Index 2023
Overall Employee Experience
(An average of the responses for the 5 items below)
73
My job inspires me (Q. 86) 62
The work I do gives me a sense of accomplishment. (Q. 87) 75
I feel a strong personal attachment to my organization. (Q. 88) 61
I identify with the mission of my organization. (Q. 89) 78
It is important to me that my work contribute to the common good. (Q. 90) 92
For an Excel version of Employee Experience
click this link
Appendix E: OPM FEVS Indices
opm.gov/FEVS
44
United States Oce of Personnel Management
Workforce Policy and Innovation/Strategic Workforce Planning
1900 E Street, NW
Washington, DC 20415
opm.gov/FEVS