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Contents
FEVS Background .......................................................................................................................................... 3
OPM Survey Administration ........................................................................................................................ 3
Who Participates in the Survey? .................................................................................................................. 3
Changes to the 2023 Survey ......................................................................................................................... 3
Results Overview .......................................................................................................................................... 4
FEVS Response Rates 2021-2023 ................................................................................................................. 5
FSIS FEVS Highlights ..................................................................................................................................... 6
Highest Positive Responses ...................................................................................................................... 6
Highest Negative Responses .................................................................................................................... 6
USDA and FSIS Targeted Questions for Improvements .............................................................................. 8
Participant Demographics at a Glance ........................................................................................................ 9
OPM FEVS Indices ....................................................................................................................................... 13
The Employee Engagement Index (EEI) ................................................................................................. 13
The Global Satisfaction Index (GSI) ....................................................................................................... 13
The Performance Confidence Index (PCI) .............................................................................................. 14
The Diversity, Equity, Inclusion and Accessibility (DEIA) Index ............................................................ 14
The Employee Experience Index (EXI) ................................................................................................... 15
Appendix: FSIS FEVS Results ...................................................................................................................... 18
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FEVS Background
The Office of Personnel Management (OPM) Federal Employee Viewpoint Survey (FEVS) is an annual
organizational climate survey. The FEVS is designed to capture Federal employees’ perceptions of
organizational policies, practices, and procedures characteristic of the agency and its leadership, as well
as subsequent patterns of interactions and behaviors that support organizational performance.
Organizational climate assessments like the OPM FEVS are, consequently, important to organizational
improvement largely because of the key role culture plays in directing organizational performance. The
OPM FEVS is designed to provide agencies with employee feedback on dimensions critical to
organizational performance: conditions for engagement, perceptions of leadership organizational
effectiveness, outcomes related to climate (e.g., job satisfaction), and more.
The results from employee feedback provide leadership with actionable insights regarding the success of
improvement initiatives, as well as information for identifying aspects of the workplace where
improvements should be made. It also enables leaders to identify and respond to employee needs and
build an engaged workforce. The FEVS results are also used by the Partnership for Public Service in
producing their annual Best Places to Work in the Federal Government rankings. The Best Places to
Work rankings also give federal leaders a way to measure employee engagement and satisfaction,
alerting them to signs of challenges and providing a roadmap to better manage their most important
asset, its employees.
The FEVS remains one of the most powerful platforms for Federal employees to have a voice in sharing
their work experience in times of significant change and adaptation. This report highlights important
agency successes and challenges, which the Food Safety and Inspection Service (FSIS) wants to
acknowledge.
Furthermore, participation in the FEVS can build trust, generate ideas, and provide essential feedback
on important agency issues. Also, full engagement and communication about the OPM FEVS from
leadership at all levels will clearly show FSIS employees that their input is valued and can make a
difference and help boost response rates across the agency.
OPM Survey Administration
The 2023 OPM FEVS was administered to employees across the federal government from Tuesday, May
9, through Friday, July 7, 2023. The OPM FEVS was administered to 8,433 FSIS employees and completed
by 4,247, with a response rate of 50.4%.
In addition, OPM distributed the 2023 FEVS reports for each FSIS program area, staff, branch, and
division with 10 or more respondents.
Who Participates in the Survey?
The OPM FEVS is administered to full-time and part-time, permanent, non-seasonal employees of
Federal departments, large agencies, and the small/independent agencies that accept an invitation to
participate in the survey.
The 2023 FEVS was administered as a census, meaning all FSIS employees on board as of November
2022 were invited to participate.
Changes to the 2023 Survey
This year, OPM introduced and integrated Performance Dimensions into the FEVS, which play a critical
role in gauging employee satisfaction, engagement, and overall organizational health. These dimensions
reflect a comprehensive assessment of the workplace, aligning with OPM’s commitment to fostering a
positive work environment.
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This provided agencies with additional measures for analysis and benchmarking. Dimensions are
common characteristics of organizations defined by the way employees experience organizational
policies and management practices. These dimensions are:
• Agile Performance –
o Effective organizations sense and adapt rapidly to new information, requirements, or
strategically relevant conditions. Agile workplaces are capable of pivoting to meet
evolving priorities, respond effectively to disruptions, plus take advantage of emerging
opportunities to perform. Agility has become particularly relevant to performance post-
Covid and to the future of work. Characteristic dimensions are resilience, innovation,
and employee autonomy. (Q13, 14, 27, 28, 29, 30, 31, 42, 64, and 65)
• Employee-Focused Performance –
o Organizations are effective when policies and programs support the workforce.
Hallmark dimensions assess whether workplace conditions include employee
development, opportunities for employee voice in decision-making, and a focus on
employee welfare and work-life needs. Characteristic dimensions assessed are
employee development, employee voice, employee welfare, and work-life support. (Q1,
5, 10, 25, 34, 36, 43, 44, 49, 63, 66, and 67)
• Foundations Performance –
o Effective organizations have strong core policies, competencies, capabilities, and
dedicate resources to support performance. The FEVS provides further assessments of
an agency’s potential to perform through key foundational dimensions, including
communication, cooperation, customer responsiveness, merit principles, and
performance resources. (Q8, 9, 15, 18, 19, 24, 32, 33, 40, 45, 60, and 68)
• Goal-Oriented Performance –
o Organizations are effective when focused on well-defined objectives with practices and
policies that emphasize productivity, goal fulfillment, and performance management.
Key dimensions include accountability, clarity about goals, performance feedback, and
recognition. (Q11, 12, 16, 17, 26, 35, 38, 53, 55, 56, and 69)
Also new this year is the Employee Experience Index (EXI), which measures the extent employees are
engaged by their work and organization. Employee Experience reflects questions in three areas: (1) job
attachment (Q8, 87), (2) organizational attachment Q88, 89), and (3) public service motivation (Q90).
FSIS scored 77% on this index. Notably, 92% of respondents strongly agreed or agreed to the importance
of their work contributing to the common good of the agency.
Results Overview
This analysis is an overview of the FSIS results of the OPM electronic FEVS. OPM collects the results from
the completed electronic surveys and then aggregates the responses to develop a report for staff with
10 or more respondents. OPM also uses the results to calculate the response rate and other indices,
such as Employee Engagement, Global Satisfaction, Performance Confidence, Diversity, Equity, Inclusion
and Accessibility Indices, and now Employee Experience. Furthermore, OPM has a threshold to identify
strengths and challenges within an agency’s survey results. In the OPM FEVS, 65% and higher represent
positive responses, indicating a majority of employees express satisfaction and 35% and higher signify
areas of challenges where employees indicated dissatisfaction, which stresses that improvements need
to be made. These thresholds serve as benchmarks to assess the overall satisfaction levels and to
address specific aspects of the federal employee’s workplace experience.
The results include response percentages for each survey item. The definitions for the Positive, Neutral
and Negative response percentages vary in the following ways across the three primary response scales
used in the survey:
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Percent Positive: The percentages of respondents who answered Strongly Agree or Agree; Very
Satisfied or Satisfied; or Very Good or Good, depending on the item’s response categories.
Percent Neutral: The percentage of respondents choosing the middle response option in the 5-
point scale (Neither Agree nor Disagree, Neither Satisfied nor Dissatisfied, Fair).
Percent Negative: The percentages of respondents who answered Strongly Disagree or
Disagree; Very Dissatisfied or Dissatisfied; or Very Poor or Poor, depending on the item’s
response categories.
Positive, Neutral, and Negative percentages are based on the total number of responses that are in
these three categories.
FEVS Response Rates 2021-2023
The response rates are a comparison between the Government, USDA, and FSIS for the past 2 years,
along with the 2023 response rate.
Figure 1: Response Rates 2021-2023
2021 2022 2023
GOVT
34% 35% 39%
USDA
46% 50% 55%
FSIS
45% 47% 50%
0%
10%
20%
30%
40%
50%
60%
PERCENTAGES
RESPONSE RATES
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FSIS FEVS Highlights
The FEVS data is essential for understanding our organization’s strengths, challenges, and opportunities
in driving workplace and workforce improvements across the agency.
Highest Positive Responses
The FSIS FEVS results maintained or increased its percentages for the questions below. Sixty-four
questions out of 90 FEVS core items scored 65% or higher, considered strengths according to OPM’s
threshold.
The high scores below point to favorable employee perception regarding agency goals, expectations,
and customer needs. Also, 92% of the respondents indicate they contribute to the common good of
FSIS, which is keeping food safe for the American people.
Figure 2: 2023 FEVS Positive Responses
Highest Negative Responses
In analyzing the 2023 FEVS results, no questions met OPM’s threshold of 35% negative or higher. Thirty-
five percent negative or higher is considered a challenge. Therefore, with no questions at or above the
35% threshold, FSIS is continuing its work towards improving meaningful recognition, fostering better
communication and trust with senior leaders, and involving employees in decisions affecting their work.
70% 75% 80% 85% 90% 95%
Q89 - I identify with the mission of my orgranization.
Q38 - I have a good understanding of my organization's
priorities.
Q51 - My supervisor treats me with respect.
Q26 - I know what my work unit's goals are.
Q20 - Employees in my work unit meet the need of our
customers.
Q11 - I am held accountable for the quality of work I produce.
Q4 - I know what is expected of me on the job.
Q53 - My supervisor holds me accountable for achieving results.
Q7 - I know how my work relates to the agency's goals.
Q90 - It is important to me that my work contribute to
the common good.
84%
86%
87%
87%
87%
87%
88%
88%
89%
92%
Positive Responses
Positive Responses
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Figure 3: 2023 FEVS Negative Responses
0% 5% 10% 15% 20% 25% 30%
Q35 - Employees are recognized for providing high quality products and
services.
Q27 - My work unit commits resources to develop new ideas (e.g., budget,
staff, time, expert support).
Q24 - New hires in my work unit (i.e., hired in the past year) have the right
skills to do thie jobs.
Q2 - I feel encourage to come up with new and better ways of doing things.
Q45 - In my organization, arbitrary action, personal favoritism and/or
political coercion are not tolerated.
Q67 - How satisfied ar you with your involvement in decision that affect
your work?
Q57 - In my organization, senior leaders generate high levels of motivation
and commitmentin the workforce.
Q17 - In my work unit, difference in peformance are recognized in a
meaningful way.
Q66- Management involves employees in decisions that affect their work.
Q71 - Considering everything, how satisfied are your with your pay?
19%
19%
19%
20%
21%
21%
23%
24%
28%
28%
Negative Responses
Negative Responses
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USDA and FSIS Targeted Questions for Improvements
FSIS has been actively monitoring and prioritizing the targeted questions outlined in the Table below since 2020, focusing on enhancing employee experience. The
USDA and FSIS have been working towards improving meaningful recognition, fostering better communication and trust with senior leaders, and involving employees in
decisions affecting their work. Questions 47, 57, and 60 have seen a significant increase of 10-14 percentage points, indicating that employees believe that the results
of the survey will be used to make their agency a better place to work, that senior leaders generate high levels of motivation and commitment in the workforce, and
that managers promote communication among different work units.
Figure 4: USDA and FSIS Targeted FEVS Questions
FEVS
Question #
USDA and FSIS Targeted FEVS Questions
Change
(2020-2023)
FSIS
2023
(Positive)
FSIS
2022
(Positive)
FSIS
2021
(Positive)
FSIS
2020
(Positive)
USDA
2023
(Positive)
2022 2023
16 17
In my work unit, differences in performance are recognized in a
meaningful way.
5%
49% 45%
49%
44% 41%
44 47
I believe the results of this survey will be used to make my agency a
better place to work.
14% 57% 52% 46% 43% 46%
55 57
In my organization, senior leaders generate high levels of motivation
and commitment in the workforce.
10% 52% 48% 45% 42% 47%
56 58
My organization’s senior leaders maintain high standards of honesty
and integrity.
9% 59% 55% 51% 50% 58%
58 60
Managers promote communication among different work units (for
example, about projects, goals, needed resources).
10%
62%
57% 57% 52% 59%
60 62 I have a high level of respect for my organization’s senior leaders. 8% 66% 62% 59% 58% 59%
65 67
How satisfied are you with your involvement in decisions that affect
your work?
No Change 52% 48% 52% 52% 51%
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Participant Demographics at a Glance
Figure 5: Employee Demographics
81%
73%
80%
30%
33%
35%
27%
74%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
EMPLOYEE DEMOGRAPHICS
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Figure 6: Where Do You Work
Figure 7: What is Your Supervisory Status
81%
10%
11%
WHERE DO YOU WORK?
Field
Headquarters
Full-time Telework/Remote (e.g., home office, telecenter)
1%
4%
18%
4%
73%
WHAT IS YOUR SUPERVISORY STATUS?
Senior Leader Manager Supervisor Team Leader Non-Supervisor
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Figure 8: What is Your Pay Category/Grade
Note: 0% Represent participant’s response level. FSIS do not have federal wage grade employees.
Figure 9: How Long Have You Been with Your Current Agency
Federal
Wage
System
GS 1-6 GS 7-12 GS 13-15 Senior
Executive
Service
Senior Level
(SL) or
Scientific or
Professional
(ST)
Other
0%
2%
80%
17%
0.4%
0.1%
1%
WHAT IS YOUR PAY CATEGORY/GRADE?
Less than 1
year
1 to 3 years 4 to 5 years 6 to 10
years
11 to 14
years
15 to 20
years
More than
20 years
4%
16%
7%
17%
13%
16%
27%
HOW LONG HAVE YOU BEEN WITH YOUR CURRENT AGENCY?
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Figure 10: What is Your Race
Figure 11: What is Your Age
66%
22%
12%
WHAT IS YOUR RACE?
White Black or African American All other races
29 years and
under
30-39 years old 40-49 years old 50-59 years old 60 years +
5%
17%
24%
33%
20%
WHAT IS YOUR AGE?
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OPM FEVS Indices
The 2023 OPM FEVS results are reported across five indices: 1) Employee Engagement Index (EEI), 2) Global
Satisfaction Index (GSI), 3) Performance Confidence Index (PCI), 4) Diversity, Equity, Inclusion, and Accessibility
(DEIA), and 5) Employee Experience Index (EXI).
The Employee Experience Index is new to the 2023 OPM FEVS and measures the extent to which employees are
engaged by their work and their organization. This index seeks to understand employees’ perceptions relative to
their experiences at work in response to their interactions with the organization (i.e., job and organizational
attachment). This index gives agencies another tool for assessing whether actions to improve engagement have
had the intended effect.
Each index is a composite of the responses to specific core questions that are present in the 2023 FEVS. The
OPM FEVS does not directly measure employee feelings of engagement, such as passion, commitment, and
involvement; however, it does assess the critical conditions conducive for employee engagement. These include
effective leadership, meaningful work for employees, work unit performance, the opportunity for employees to
learn/grow on the job, and their employee experience. Detailed information about the indices can be found
here: Governmentwide Reports (opm.gov)
.
The Employee Engagement Index (EEI)
The OPM FEVS Employee Engagement Index (EEI) uses questions from the survey to measure conditions that are
conducive to employee engagement. Engagement overall relates to employee motivation. The EEI is comprised
of 3 subindices totaling 15 questions: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each subindex is
assessed through questions on the OPM FEVS as listed below:
Leaders Lead – Reflects the employees’ perceptions of the integrity of leadership, as well as leadership
behaviors such as communication and workforce motivation
1. (Q57, 58, 59, 61, 62)
Supervisors – Reflects the interpersonal relationship between worker and supervisor, including trust,
respect, and support. (Q48, 50, 51, 52, 54)
Intrinsic Work Experience – Reflects the employees’ feelings of motivation and competency relating to
their roles in the workplace. (Q2, 3, 4, 6, 7)
Figure 12: EEI Index
Agency & Subagency
2023 EEI
2022 EEI
2021 EEI
% Difference
(2022-2023)
Governmentwide
72%
71%
71%
+1%
USDA
72%
70%
70%
+2%
FSIS
73%
71%
70%
+2%
The Global Satisfaction Index (GSI)
The Global Satisfaction Index measures employee satisfaction on four aspects related to their work: job, pay,
organization, and whether they would recommend their organization as a good place to work.
The Global Satisfaction Index is an average of the scores of the four items below:
Job Satisfaction – Considering everything, how satisfied are you with your job? (Q70)
Pay Satisfaction – Considering everything, how satisfied are you with your pay? (Q71)
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Organizational Satisfaction – Considering everything, how satisfied are you with your organization?
(Q72)
Recommend Organization – I recommend my organization as a good place to work. (Q46)
Figure 13: GSI Index
Agency & Subagency
2023 GSI
2022 GSI
2021 GSI
% Difference
(2022-2023)
Governmentwide
64%
62%
64%
+2%
USDA
61%
59%
59%
+2%
FSIS
65%
62%
61%
+3%
The Performance Confidence Index (PCI)
Performance Confidence is defined as “The extent to which employees believe their organization has an
outstanding competitive future, based on innovative, high-quality products and services that are highly regarded
by the marketplace.”
The Performance Confidence Index on the OPM FEVS is a combination of four items assessing employees’
perception of their work unit’s ability to achieve its goals and produce work at a high level and, ultimately,
provides insights into agency performance.
The Performance Confidence Index is an average of the responses for the four items below:
Met Needs of Customers – Employees in my work unit meet the needs of our customers. (Q20)
Contributed Positively to Agency Performance – Employees in my work unit contribute positively to my
agency’s performance. (Q21)
Produced High Quality Work – Employees in my work unit produce high-quality work. (Q22)
Adapted to Changing Priorities – Employees in my work unit adapt to changing priorities. (Q23)
Figure 14: PCI Index
Agency & Subagency
2023 PCI
2022 PCI
2021 PCI
% Difference
(2022-2023)
Governmentwide
84%
84%
85%
No Change
USDA
85%
84%
86%
+1%
FSIS
82%
81%
81%
+1%
The Diversity, Equity, Inclusion and Accessibility (DEIA) Index
To align with government priorities and current research, OPM developed the DEIA Index beginning with The
2022 OPM FEVS. This measure was specifically designed to align with Executive Order 14035, which features
four distinct factors: diversity, equity, inclusion, and accessibility, included as subindices in the survey measure.
Diversity – The practice of including the many communities, identities, races, ethnicities, backgrounds,
abilities, cultures, and beliefs of the American people, including underserved communities. (Q73, 74)
Equity – The consistent and systematic fair, just, and impartial treatment of all individuals, including
individuals who belong to underserved communities that have been denied such treatment. (Q75, 76,
77)
Inclusion – The recognition, appreciation, and use of the talents and skills of employees of all
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backgrounds. (Q78, 79, 80, 81, 82)
Accessibility – The design, construction, development, and maintenance of facilities, information and
communication technology, programs, and services so that all people, including people with disabilities,
can fully and independently use them. (Q83, 84, 85)
Figure 15: DEIA Index
Agency & Subagency
2023 DEIA
2022 DEIA
% Difference
(2022-2023)
Governmentwide
71%
69%
+2%
USDA
73%
71%
+2%
FSIS
72%
70%
+2%
FSIS’ 2023 DEIA index scores displayed an increase of two percentage points compared to last year. FSIS was also
higher than the Governmentwide DEIA scores.
The Employee Experience Index (EXI)
The EXI is an outcome measure of employee engagement initially included in the 2022 FEVS. The EXI measures
the extent to which employees are engaged by their work and their organization. The existing engagement
measure on the FEVS, the EEI, is a measure of the conditions for engagement, e.g., whether a workplace has the
right environment to foster engaged employees. The new measure assesses whether employees actually
experience the state of engagement and gives agencies another tool for assessing whether actions to improve
engagement have had the intended effect.
The EXI is comprised of five items that measure work engagement (2 items), organizational engagement (2
items), and public service motivation (1 item). The EXI is an average of the percentage of positive responses for
those five items. Work engagement measures the relationship between an employee and their specific job,
while organizational engagement measures the relationship between an employee and their workplace.
The five EXI questions existed in 2022 prior to the EXI becoming an index category. The EXI consists of the
following FEVS items:
Work engagement – The relationship between employees and their specific job. (Q86, 87)
Organizational engagement – The relationship between an employee and the organization where they
work. (Q88, 89)
Public Service motivation – Employees in civil service jobs often choose them due to a desire to
contribute to the public good. (Q90)
Figure 16: EXI Index
Agency & Subagency
2023 EXI
Governmentwide
73%
USDA
74%
FSIS
77%
The indices trend chart below is an indication of the progress FSIS has made from 2021–2023.
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Figure 17: FEVS Indices
*
OPM created the DEIA Index in 2022 and used existing FEVS questions to create the EXI in 2023.
Workplace Flexibilities – Telework/Remote Work
The FSIS workforce is critical to the day-to-day oversight and inspection operations for meat, poultry, and egg
products. A significant number of FSIS employees work on the frontlines and are required to be present on the
job site, as reported by 65% of respondents. Additionally, 60% of the non-frontline survey participants stated
that they have an approved remote work agreement and live inside the local commuting area.
Figure 18: Workplace Flexibilities
Q91. Please select the response that BEST describes your current remote work or
teleworking schedule.
FSIS
I telework every work day (i.e., remote work agreement)
12.3%
I telework 3 or 4 days per week
5.4%
I telework 1 or 2 days per week
4.0%
I telework, but only about 1 or 2 days per week
1.5%
I telework very infrequently, on an unscheduled or short-term basis
3.1%
I do not telework because I have to be physically present on the job (e.g., law
enforcement officers, TSA agent, border patrol agent, security personnel)
65.4%
I do not telework because of technical issues (e.g., connectivity, inadequate equipment)
that prevent me from teleworking
0.3%
I do not telework because I did not receive approval to do so, even though I have the kind
of job where I can telework
3.2%
I do not telework because I choose not to telework
4.8%
Q91A. What is your current remote work status?
FSIS
I do not have an approved remote work agreement
3.1%
I have an approved remote work agreement and live outside the local commuting area
(more than 50 miles away)
31.1%
70%
61%
81%
71%
62%
81%
70%
75%
73%
65%
82%
72%
77%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
EEI GSI PCI DEIA EXI
FEVS INDICES
2021 2022 2023
*
*
17 | Page
I have an approved remote work agreement and live inside the local commuting area
(less than 50 miles away)
60.1%
I do not know
5.7%
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Appendix: FSIS FEVS Results
Figure 19: FSIS FEVS Results
Item
Item Text
Positive
(%)
Neutral
(%)
Negative
(%)
Q1
I am given a real opportunity to improve my skills in my organization.
70.0%
17.1%
12.9%
Q2
I feel encouraged to come up with new and better ways of doing things.
56.8%
23.1%
20.1%
Q3
My work gives me a feeling of personal accomplishment.
74.1%
14.6%
11.3%
Q4
I know what is expected of me on the job.
87.5%
7.6%
4.9%
Q5
My workload is reasonable.
73.2%
13.8%
13.0%
Q6
My talents are used well in the workplace.
65.2%
17.9%
17.0%
Q7
I know how my work relates to the agency’s goals.
89.1%
7.3%
3.6%
Q8
I can disclose a suspected violation of any law, rule, or regulation without
fear of reprisal.
70.2%
16.5%
13.3%
Q9
I have enough information to do my job well.
81.5%
12.0%
6.5%
Q10
I receive the training I need to do my job well.
73.0%
15.3%
11.6%
Q11
I am held accountable for the quality of work I produce.
86.9%
9.0%
4.1%
Q12
I have a clear idea of how well I am doing my job.
81.2%
12.2%
6.6%
Q13
I have the autonomy to decide how I do my job.
72.9%
17.1%
10.0%
Q14
I can make decisions about my work without getting permission first.
66.1%
20.3%
13.5%
Q15
The people I work with cooperate to get the job done.
79.6%
12.5%
7.9%
Q17
In my work unit, differences in performance are recognized in a meaningful
way.
49.2%
26.7%
24.1%
Q18
Employees in my work unit share job knowledge.
78.9%
12.4%
8.7%
Q19
My work unit has the job-relevant knowledge and skills necessary to
accomplish organizational goals.
81.0%
12.9%
6.0%
Q20
Employees in my work unit meet the needs of our customers.
87.5%
10.0%
2.5%
Q21
Employees in my work unit contribute positively to my agency’s
performance.
82.9%
13.4%
3.7%
Q22
Employees in my work unit produce high-quality work.
80.4%
14.8%
4.7%
Q23
Employees in my work unit adapt to changing priorities.
76.7%
16.6%
6.7%
Q24
New hires in my work unit (i.e. hired in the past year) have the right skills to
do their jobs.
53.1%
27.7%
19.3%
Q25
I can influence decisions in my work unit.
62.3%
26.2%
11.5%
Q26
I know what my work unit’s goals are.
86.5%
9.8%
3.6%
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Q27
My work unit commits resources to develop new ideas (e.g., budget, staff,
time, expert support).
50.5%
30.4%
19.0%
Q28
My work unit successfully manages disruptions to our work.
67.3%
21.7%
11.0%
Q29
Employees in my work unit consistently look for new ways to improve how
they do their work.
58.5%
26.3%
15.2%
Q30
Employees in my work unit incorporate new ideas into their work.
57.1%
27.7%
15.2%
Q31
Employees in my work unit approach change as an opportunity.
54.3%
28.3%
17.5%
Q32
Employees in my work unit consider customer needs a top priority.
69.9%
21.6%
8.5%
Q33
Employees in my work unit consistently look for ways to improve customer
service.
58.1%
30.2%
11.7%
Q34
Employees in my work unit support my need to balance my work and
personal responsibilities.
66.2%
19.5%
14.3%
Q35
Employees are recognized for providing high quality products and services.
61.6%
19.5%
18.9%
Q36
Employees are protected from health and safety hazards on the job.
73.0%
14.2%
12.8%
Q37
My organization is successful at accomplishing its mission.
80.3%
14.2%
5.5%
Q38
I have a good understanding of my organization’s priorities.
85.7%
9.8%
4.5%
Q39
My organization shares results (for example, town halls, email, distribution
of reports) from the Federal Employee Viewpoint Survey (FEVS).
81.3%
13.2%
5.5%
Q40
Information is openly shared in my organization.
65.3%
20.7%
13.9%
Q41
The approval process in my organization allows timely delivery of my work.
62.3%
25.9%
11.9%
Q42
My organization effectively adapts to changing government priorities.
66.8%
23.8%
9.4%
Q43
My organization has prepared me for potential physical security threats.
73.1%
16.8%
10.2%
Q44
My organization has prepared me for potential cybersecurity threats.
82.2%
13.4%
4.4%
Q45
In my organization, arbitrary action, personal favoritism and/or political
coercion are not tolerated.
57.3%
22.2%
20.5%
Q46
I recommend my organization as a good place to work.
70.9%
17.7%
11.4%
Q47
I believe the results of this survey will be used to make my agency a better
place to work.
57.4%
23.7%
18.9%
Q48
Supervisors in my work unit support employee development.
80.0%
11.5%
8.5%
Q49
My supervisor supports my need to balance work and other life issues.
80.4%
10.9%
8.7%
Q50
My supervisor listens to what I have to say.
83.7%
8.8%
7.5%
Q51
My supervisor treats me with respect.
86.6%
7.5%
5.9%
Q52
I have trust and confidence in my supervisor.
77.9%
12.1%
10.1%
Q53
My supervisor holds me accountable for achieving results.
88.0%
8.6%
3.4%
20 | Page
Q54
Overall, how good a job do you feel is being done by your immediate
supervisor?
80.3%
12.1%
7.6%
Q55
My supervisor provides me with constructive suggestions to improve my job
performance.
77.7%
13.5%
8.7%
Q56
My supervisor provides me with performance feedback throughout the year.
83.9%
9.7%
6.4%
Q57
In my organization, senior leaders generate high levels of motivation and
commitment in the workforce.
52.3%
25.0%
22.8%
Q58
My organization’s senior leaders maintain high standards of honesty and
integrity.
58.8%
25.6%
15.6%
Q59
Managers communicate the goals of the organization.
68.7%
19.9%
11.4%
Q60
Managers promote communication among different work units (for example,
about projects, goals, needed resources).
61.6%
23.4%
15.0%
Q61
Overall, how good a job do you feel is being done by the manager directly
above your immediate supervisor?
69.4%
17.6%
13.0%
Q62
I have a high level of respect for my organization’s senior leaders.
65.6%
20.6%
13.7%
Q63
Senior leaders demonstrate support for Work-Life programs.
60.4%
23.9%
15.6%
Q64
Management encourages innovation.
55.6%
27.2%
17.2%
Q65
Management makes effective changes to address challenges facing our
organization.
56.6%
25.4%
18.0%
Q66
Management involves employees in decisions that affect their work.
47.1%
25.1%
27.8%
Q67
How satisfied are you with your involvement in decisions that affect your
work?
52.1%
27.3%
20.6%
Q68
How satisfied are you with the information you receive from management on
what’s going on in your organization?
60.7%
22.0%
17.3%
Q69
How satisfied are you with the recognition you receive for doing a good job?
60.8%
20.5%
18.7%
Q70
Considering everything, how satisfied are you with your job?
72.7%
15.3%
12.0%
Q71
Considering everything, how satisfied are you with your pay?
52.4%
19.6%
28.0%
Q72
Considering everything, how satisfied are you with your organization?
65.3%
20.5%
14.3%
Q73
My organization’s management practices promote diversity (e.g., outreach,
recruitment, promotion opportunities).
75.5%
17.1%
7.4%
Q74
My supervisor demonstrates a commitment to workforce diversity (e.g.,
recruitment, promotion opportunities, development).
76.8%
16.8%
6.4%
Q75
I have similar access to advancement opportunities (e.g., promotion, career
development, training) as others in my work unit.
72.8%
15.4%
11.7%
Q76
My supervisor provides opportunities fairly to all employees in my work unit
(e.g., promotions, work assignments).
74.0%
15.0%
11.0%
Q77
In my work unit, excellent work is similarly recognized for all employees
(e.g., awards, acknowledgements).
68.0%
17.2%
14.9%
Q78
Employees in my work unit make me feel I belong.
74.2%
17.8%
8.0%
Q79
Employees in my work unit care about me as a person.
70.8%
20.4%
8.8%
Q80
I am comfortable expressing opinions that are different from other
employees in my work unit.
72.3%
15.8%
11.9%
21 | Page
Q81
In my work unit, people’s differences are respected.
73.3%
17.8%
9.0%
Q82
I can be successful in my organization being myself.
74.7%
15.7%
9.6%
Q83
I can easily make a request of my organization to meet my accessibility
needs.
68.7%
22.8%
8.4%
Q84
My organization responds to my accessibility needs in a timely manner.
65.2%
26.5%
8.3%
Q85
My organization meets my accessibility needs.
67.2%
25.5%
7.3%
Q86
My job inspires me.
67.0%
19.8%
13.2%
Q87
The work I do gives me a sense of accomplishment.
78.0%
13.1%
8.8%
Q88
I feel a strong personal attachment to my organization.
62.8%
22.9%
14.2%
Q89
I identify with the mission of my organization.
84.0%
11.7%
4.3%
Q90
It is important to me that my work contribute to the common good.
92.3%
6.1%
1.5%
Summary Report of the 2023
Food Safety and Inspection Service
Federal Employment Viewpoint Survey
