2023 Employee Viewpoint Survey Results

OPM uses Federal Employee Viewpoint Survey (FEVS) results as context to drive positive change. This data is sourced from: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey.

On this page, you will find Environmental Protection Agency 2023 Annual Employee Survey (AES) report.

Find more information about this survey and results by visiting the OPM Federal Employee Viewpoint Survey site. 

Intro

Field Period May 8 - Jul 7, 2023
Sample or Census Census
Number of Surveys Completed 9,226
Number of Surveys Administered 14,243
Response Rate 64.8%
Number of items identified as Strengths (65% positive or higher) 79
Number of items identified as Challenges (35% negative or higher) 0
2023 Engagement Index 79%
    Leaders Lead Subindex 70%
    Supervisors Subindex 87%
    Intrinsic Work Experience Subindex 81%

Results

Results for Questions 1-15 and 17-90: Core Questions

Item Item Text Index Performance Dimension Response Type Percent Positive Strongly Agree/ Always/ Very Good/ Very Satisfied % Agree/ Most of the time/ Good/ Satisfied % Neither Agree nor Disagree/ Sometimes/ Fair/ Neither Satisfied nor Dissatisfied % Disagree/ Rarely/ Poor/ Dissatisfied % Strongly Disagree/ Never/ Very Poor/ Very Dissatisfied % Percent Negative Strongly Agree/ Always/ Very Good/ Very Satisfied N Agree/ Most of the time/ Good/ Satisfied N Neither Agree nor Disagree/ Sometimes/ Fair/ Neither Satisfied nor Dissatisfied N Disagree/ Rarely/ Poor/ Dissatisfied N Strongly Disagree/ Never/ Very Poor/ Very Dissatisfied N Item Response Total** N Do Not Know/ No Basis to Judge/ There have been no recent hires in my work unit / I do not have any accessibility needs N  
1 *I am given a real opportunity to improve my skills in my organization. N/A Employee-Focused: Employee Development Agree-disagree 78% 32% 46% 11% 7% 3% 10% 3,000 4,244 1,038 643 257 9,182 N/A
2 I feel encouraged to come up with new and better ways of doing things. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 76% 35% 42% 12% 8% 4% 12% 3,236 3,772 1,072 716 325 9,121 N/A
3 My work gives me a feeling of personal accomplishment. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 82% 38% 44% 11% 5% 2% 8% 3,477 4,003 967 466 226 9,139 N/A
4 I know what is expected of me on the job. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 84% 35% 49% 9% 5% 2% 7% 3,176 4,482 819 456 178 9,111 N/A
5 *My workload is reasonable. N/A Employee-Focused: Work-Life Support Agree-disagree 59% 16% 42% 15% 17% 9% 26% 1,502 3,867 1,400 1,582 839 9,190 N/A
6 *My talents are used well in the workplace. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 70% 25% 45% 15% 10% 5% 15% 2,265 4,145 1,308 915 461 9,094 N/A
7 *I know how my work relates to the agency's goals. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 91% 45% 46% 5% 2% 1% 3% 4,199 4,170 499 182 125 9,175 N/A
8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. N/A Foundations: Merit Principles Agree-disagree 76% 38% 37% 13% 6% 5% 11% 3,402 3,251 1,118 499 393 8,663 527
9 I have enough information to do my job well. N/A Foundations: Performance Resources Agree-disagree 78% 23% 55% 12% 8% 2% 10% 2,056 5,069 1,149 737 185 9,196 N/A
10 I receive the training I need to do my job well. N/A Employee-Focused: Employee Development Agree-disagree 69% 22% 48% 18% 10% 3% 13% 1,982 4,335 1,650 899 273 9,139 N/A
11 I am held accountable for the quality of work I produce. N/A Goal Oriented: Accountability Agree-disagree 90% 36% 54% 7% 2% 1% 3% 3,277 4,960 649 202 68 9,156 N/A
12 I have a clear idea of how well I am doing my job. N/A Goal Oriented: Performance Feedback Agree-disagree 82% 31% 51% 11% 6% 2% 7% 2,863 4,657 968 512 143 9,143 N/A
13 I have the autonomy to decide how I do my job. N/A Agile: Autonomy Agree-disagree 78% 32% 46% 12% 7% 3% 10% 2,920 4,240 1,091 625 312 9,188 N/A
14 I can make decisions about my work without getting permission first. N/A Agile: Autonomy Agree-disagree 67% 22% 45% 19% 10% 4% 15% 2,045 4,082 1,710 953 400 9,190 N/A
15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation Agree-disagree 89% 50% 39% 7% 3% 1% 4% 4,627 3,594 584 271 127 9,203 N/A
17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal Oriented: Recognition Agree-disagree 51% 13% 39% 26% 15% 7% 23% 969 2,975 2,006 1,185 560 7,695 1496
18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation Agree-disagree 88% 43% 45% 7% 4% 2% 5% 4,000 4,061 622 330 141 9,154 50
19 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. N/A Foundations: Performance Resources Agree-disagree 86% 37% 49% 9% 4% 2% 6% 3,405 4,407 769 386 152 9,119 91
20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A Always-never 92% 42% 50% 7% 1% 0% 1% 3,709 4,407 612 67 16 8,811 374
21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A Always-never 93% 56% 37% 6% 1% 0% 1% 5,053 3,272 489 63 19 8,896 200
22 Employees in my work unit produce high-quality work. Performance Confidence N/A Always-never 92% 53% 39% 7% 1% 0% 1% 4,782 3,488 614 75 21 8,980 198
23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A Always-never 87% 50% 38% 11% 2% 1% 2% 4,440 3,341 933 149 44 8,907 254
24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. N/A Foundations: Performance Resources Agree-disagree 75% 28% 47% 18% 5% 2% 7% 2,295 3,823 1,414 408 199 8,139 1045
25 I can influence decisions in my work unit. N/A Employee-Focused: Employee Voice Agree-disagree 79% 32% 47% 13% 6% 2% 8% 2,940 4,293 1,178 538 210 9,159 N/A
26 I know what my work unit's goals are. N/A Goal Oriented: Goal Clarity Agree-disagree 87% 39% 49% 8% 3% 1% 5% 3,577 4,447 711 306 124 9,165 N/A
27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). N/A Agile: Innovation Agree-disagree 65% 23% 43% 19% 11% 5% 16% 2,024 3,800 1,663 994 405 8,886 285
28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience Agree-disagree 77% 27% 50% 15% 6% 3% 9% 2,409 4,381 1,275 546 228 8,839 330
29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation Agree-disagree 76% 28% 48% 16% 6% 2% 8% 2,458 4,243 1,430 525 161 8,817 306
30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation Agree-disagree 79% 29% 50% 15% 5% 2% 7% 2,533 4,372 1,266 435 142 8,748 295
31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience Agree-disagree 66% 23% 44% 23% 8% 2% 11% 1,996 3,773 1,985 714 209 8,677 359
32 Employees in my work unit consider customer needs a top priority. N/A Foundations: Customer Responsiveness Agree-disagree 83% 38% 45% 13% 3% 1% 4% 3,301 3,948 1,099 271 83 8,702 334
33 Employees in my work unit consistently look for ways to improve customer service. N/A Foundations: Customer Responsiveness Agree-disagree 73% 29% 44% 21% 5% 1% 6% 2,556 3,740 1,773 416 113 8,598 490
34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A Employee-Focused: Work-Life Support Agree-disagree 84% 42% 43% 10% 4% 2% 6% 3,841 3,790 842 314 209 8,996 113
35 Employees are recognized for providing high quality products and services. N/A Goal Oriented: Recognition Agree-disagree 74% 25% 50% 14% 8% 4% 12% 2,202 4,422 1,216 701 343 8,884 184
36 Employees are protected from health and safety hazards on the job. N/A Employee-Focused: Employee Welfare Agree-disagree 84% 41% 43% 10% 4% 2% 6% 3,627 3,714 815 360 166 8,682 379
37 My organization is successful at accomplishing its mission. N/A Other Agree-disagree 86% 34% 52% 9% 3% 1% 4% 3,081 4,645 834 279 94 8,933 137
38 I have a good understanding of my organization's priorities. N/A Goal Oriented: Goal Clarity Agree-disagree 84% 35% 49% 10% 5% 1% 6% 3,203 4,407 891 448 125 9,074 N/A
39 My organization shares results (for example, town halls, email, distribution of reports) from the Federal Employee Viewpoint Survey (FEVS). N/A Other Agree-disagree 88% 41% 47% 8% 3% 1% 4% 3,624 4,007 686 225 93 8,635 368
40 Information is openly shared in my organization. N/A Foundations: Communication Agree-disagree 68% 23% 45% 18% 10% 4% 14% 2,044 3,894 1,570 898 314 8,720 83
41 The approval process in my organization allows timely delivery of my work. N/A Other Agree-disagree 59% 16% 43% 20% 15% 6% 21% 1,411 3,766 1,749 1,322 587 8,835 103
42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience Agree-disagree 74% 22% 51% 19% 6% 2% 8% 1,917 4,463 1,592 509 167 8,648 233
43 My organization has prepared me for potential physical security threats. N/A Employee-Focused: Employee Welfare Agree-disagree 72% 24% 48% 18% 8% 2% 10% 2,066 4,170 1,601 658 215 8,710 275
44 My organization has prepared me for potential cybersecurity threats. N/A Employee-Focused: Employee Welfare Agree-disagree 89% 30% 58% 8% 2% 1% 3% 2,688 5,135 742 167 77 8,809 62
45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. N/A Foundations: Merit Principles Agree-disagree 63% 24% 39% 20% 10% 7% 17% 2,063 3,298 1,633 833 589 8,416 569
46 *I recommend my organization as a good place to work. Global Satisfaction N/A Agree-disagree 81% 39% 42% 12% 5% 2% 7% 3,591 3,731 1,044 441 204 9,011 N/A
47 *I believe the results of this survey will be used to make my agency a better place to work. N/A Other Agree-disagree 58% 21% 37% 23% 11% 8% 19% 1,814 3,142 1,971 920 665 8,512 509
48 Supervisors in my work unit support employee development. Employee Engagement: Supervisors N/A Agree-disagree 86% 50% 36% 7% 4% 2% 6% 4,517 3,166 645 324 203 8,855 60
49 My supervisor supports my need to balance work and other life issues. N/A Employee-Focused: Work-Life Support Agree-disagree 91% 64% 27% 5% 2% 1% 4% 5,832 2,381 432 205 113 8,963 N/A
50 My supervisor listens to what I have to say. Employee Engagement: Supervisors N/A Agree-disagree 89% 60% 29% 6% 3% 2% 5% 5,455 2,525 515 287 169 8,951 N/A
51 My supervisor treats me with respect. Employee Engagement: Supervisors N/A Agree-disagree 91% 65% 26% 5% 2% 2% 4% 5,932 2,280 430 184 160 8,986 N/A
52 I have trust and confidence in my supervisor. Employee Engagement: Supervisors N/A Agree-disagree 83% 58% 25% 10% 5% 3% 8% 5,221 2,253 832 402 262 8,970 N/A
53 My supervisor holds me accountable for achieving results. N/A Goal Oriented: Accountability Agree-disagree 93% 58% 35% 6% 1% 1% 2% 5,224 3,107 515 95 46 8,987 N/A
54 Overall, how good a job do you feel is being done by your immediate supervisor? Employee Engagement: Supervisors N/A Good-poor 85% 58% 27% 10% 3% 2% 5% 5,213 2,448 894 265 163 8,983 N/A
55 My supervisor provides me with constructive suggestions to improve my job performance. N/A Goal Oriented: Performance Feedback Agree-disagree 77% 41% 36% 14% 6% 2% 9% 3,700 3,257 1,256 551 218 8,982 N/A
56 My supervisor provides me with performance feedback throughout the year. N/A Goal Oriented: Performance Feedback Agree-disagree 81% 42% 39% 11% 5% 2% 8% 3,818 3,439 988 465 209 8,919 73
57 In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Employee Engagement: Leaders Lead N/A Agree-disagree 58% 20% 38% 22% 12% 8% 19% 1,798 3,394 1,922 1,039 662 8,815 147
58 My organization's senior leaders maintain high standards of honesty and integrity. Employee Engagement: Leaders Lead N/A Agree-disagree 72% 30% 42% 17% 5% 5% 10% 2,548 3,597 1,421 432 422 8,420 488
59 *Managers communicate the goals of the organization. Employee Engagement: Leaders Lead N/A Agree-disagree 75% 26% 50% 15% 7% 3% 10% 2,302 4,395 1,269 588 292 8,846 91
60 Managers promote communication among different work units (for example, about projects, goals, needed resources). N/A Foundations: Communication Agree-disagree 67% 23% 43% 18% 10% 5% 15% 2,052 3,765 1,535 890 444 8,686 209
61 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? Employee Engagement: Leaders Lead N/A Good-poor 75% 38% 36% 17% 5% 4% 9% 3,325 3,117 1,427 411 315 8,595 352
62 I have a high level of respect for my organization's senior leaders. Employee Engagement: Leaders Lead N/A Agree-disagree 70% 29% 40% 19% 7% 5% 12% 2,644 3,588 1,631 590 423 8,876 63
63 Senior leaders demonstrate support for Work-Life programs. N/A Employee-Focused: Work-Life Support Agree-disagree 73% 31% 43% 16% 6% 4% 10% 2,616 3,608 1,357 541 329 8,451 455
64 Management encourages innovation. N/A Agile: Innovation Agree-disagree 68% 25% 43% 20% 8% 4% 12% 2,190 3,736 1,722 685 355 8,688 236
65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience Agree-disagree 60% 20% 40% 24% 11% 5% 16% 1,777 3,403 1,999 928 445 8,552 358
66 Management involves employees in decisions that affect their work. N/A Employee-Focused: Employee Voice Agree-disagree 55% 18% 37% 23% 14% 9% 22% 1,563 3,184 1,973 1,174 754 8,648 278
67 *How satisfied are you with your involvement in decisions that affect your work? N/A Employee-Focused: Employee Voice Satisfied-dissatisfied 61% 20% 41% 21% 13% 5% 18% 1,755 3,686 1,854 1,188 404 8,887 N/A
68 *How satisfied are you with the information you receive from management on what's going on in your organization? N/A Foundations: Communication Satisfied-dissatisfied 64% 20% 44% 20% 12% 4% 16% 1,745 3,918 1,770 1,109 321 8,863 N/A
69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal Oriented: Recognition Satisfied-dissatisfied 67% 25% 43% 19% 10% 5% 14% 2,192 3,805 1,646 848 393 8,884 N/A
70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A Satisfied-dissatisfied 77% 32% 45% 13% 7% 3% 10% 2,851 4,024 1,115 614 260 8,864 N/A
71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A Satisfied-dissatisfied 67% 23% 44% 15% 13% 5% 18% 2,067 3,923 1,311 1,147 449 8,897 N/A
72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A Satisfied-dissatisfied 75% 28% 48% 15% 7% 3% 10% 2,463 4,249 1,300 618 252 8,882 N/A
73 My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). DEIA: Diversity N/A Agree-disagree 77% 35% 42% 13% 6% 4% 9% 2,969 3,524 1,081 468 287 8,329 570
74 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). DEIA: Diversity N/A Agree-disagree 82% 43% 39% 12% 3% 3% 6% 3,589 3,218 1,007 274 197 8,285 622
75 I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. DEIA: Equity N/A Agree-disagree 73% 32% 41% 12% 8% 7% 15% 2,812 3,500 999 690 545 8,546 334
76 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). DEIA: Equity N/A Agree-disagree 78% 37% 41% 12% 6% 5% 10% 3,096 3,406 995 451 360 8,308 550
77 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). DEIA: Equity N/A Agree-disagree 75% 34% 41% 13% 8% 5% 12% 2,798 3,339 1,053 613 375 8,178 700
78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A Agree-disagree 84% 42% 42% 10% 4% 2% 5% 3,725 3,673 882 301 158 8,739 91
79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A Agree-disagree 84% 42% 42% 12% 2% 2% 4% 3,719 3,532 1,019 179 141 8,590 209
80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A Agree-disagree 80% 37% 44% 11% 5% 4% 9% 3,276 3,786 910 473 301 8,746 88
81 In my work unit, people's differences are respected. DEIA: Inclusion N/A Agree-disagree 84% 39% 45% 10% 3% 2% 5% 3,468 3,865 878 269 185 8,665 161
82 I can be successful in my organization being myself. DEIA: Inclusion N/A Agree-disagree 80% 39% 42% 12% 4% 3% 8% 3,469 3,616 1,002 358 294 8,739 85
83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A Agree-disagree 80% 37% 43% 13% 4% 3% 7% 1,801 2,040 609 192 131 4,773 1793
84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A Agree-disagree 75% 35% 39% 18% 4% 3% 7% 1,546 1,693 776 180 116 4,311 2204
85 My organization meets my accessibility needs. DEIA: Accessibility N/A Agree-disagree 78% 36% 42% 17% 3% 2% 5% 1,642 1,861 730 147 97 4,477 1967
86 My job inspires me. Employee Experience N/A Agree-disagree 73% 29% 43% 17% 8% 3% 11% 2,583 3,799 1,470 678 268 8,798 N/A
87 The work I do gives me a sense of accomplishment. Employee Experience N/A Agree-disagree 82% 37% 45% 11% 5% 2% 7% 3,233 3,954 957 438 220 8,802 N/A
88 I feel a strong personal attachment to my organization. Employee Experience N/A Agree-disagree 72% 33% 38% 17% 7% 4% 11% 2,966 3,368 1,539 651 316 8,840 N/A
89 I identify with the mission of my organization. Employee Experience N/A Agree-disagree 90% 50% 40% 7% 2% 1% 3% 4,460 3,536 583 138 108 8,825 N/A
90 It is important to me that my work contribute to the common good. Employee Experience N/A Agree-disagree 96% 63% 33% 3% 1% 0% 1% 5,658 2,837 275 43 31 8,844 N/A

* AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)

** Unweighted count of responses excluding "Do Not Know", "No Basis to Judge", "There have been no recent hires in my work unit", or "I do not have any accessibility needs.

Percentages are weighted to represent the Agency's population.

For confidentiality purposes, a "–c" indicates that there are fewer than 4 responses to Questions 83, 84, or 85 and results are therefore suppressed.

Source: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey

Results for Question 16: Performance Dimension: Goal Oriented: Accountability

16. In my work unit poor performers usually (select all that apply):

Response Option 2023 N 2023 % 2022 N 2022 %
Remain in the work unit and improve their performance over time 1,412 15.4% 1,122 14.2%
Remain in the work unit and continue to underperform 2,883 31.1% 2,527 32.5%
Leave the work unit - removed or transferred 674 7.2% 551 6.8%
Leave the work unit - quit 354 3.8% 286 3.5%
There are no poor performers in my work unit 2,578 28.0% 2,193 28.7%
Do Not Know 2,313 25.1% 1,845 24.0%
Total (percents will add to more than 100% because respondents could choose more than one response option) 9,212 N/A 7,735 N/A

Percentages are weighted to represent the Agency's population.

A "–a" indicates that there are no trending results available for the year.

Source: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey

Results for Core Trend Items

Item Item Text Index Performance Dimension 2020 Percent Positive 2021 Percent Positive 2022 Percent Positive 2023 Percent Positive Difference 2023-2020 Difference 2023-2021 Difference 2023-2022 Sort for Largest Differences 2023-2020 Sort for Largest Differences 2023-2021 Sort for Largest Differences 2023-2022
1 *I am given a real opportunity to improve my skills in my organization. N/A Employee-Focused: Employee Development 74% 76% 77% 78% 4% 2% 1% 14 11 50
2 I feel encouraged to come up with new and better ways of doing things. Employee Engagement: Intrinsic Work Experience N/A 73% 76% 75% 76% 3% 0% 1% 18 19 45
3 My work gives me a feeling of personal accomplishment. Employee Engagement: Intrinsic Work Experience N/A 78% 80% 80% 82% 4% 2% 2% 16 9 38
4 I know what is expected of me on the job. Employee Engagement: Intrinsic Work Experience N/A 84% 85% 84% 84% 0% -1% 0% 30 29 75
5 *My workload is reasonable. N/A Employee-Focused: Work-Life Support 62% 60% 58% 59% -3% -1% 1% 36 33 67
6 *My talents are used well in the workplace. Employee Engagement: Intrinsic Work Experience N/A 68% 69% 69% 70% 2% 1% 1% 22 16 46
7 *I know how my work relates to the agency's goals. Employee Engagement: Intrinsic Work Experience N/A 87% 90% 90% 91% 4% 1% 1% 15 17 51
8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. N/A Foundations: Merit Principles 61% 71% 75% 76% 15% 5% 1% 5 3 63
9 I have enough information to do my job well. N/A Foundations: Performance Resources –a –a 79% 78% –a –a -1% –a –a 83
10 I receive the training I need to do my job well. N/A Employee-Focused: Employee Development –a –a 69% 69% –a –a 0% –a –a 78
11 I am held accountable for the quality of work I produce. N/A Goal Oriented: Accountability –a –a 91% 90% –a –a -1% –a –a 82
12 I have a clear idea of how well I am doing my job. N/A Goal Oriented: Performance Feedback –a –a 80% 82% –a –a 2% –a –a 21
15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation 90% 90% 88% 89% -1% -1% 1% 33 31 54
17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal Oriented: Recognition 59% 57% 48% 51% -8% -6% 3% 39 39 14
18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation –a –a 86% 88% –a –a 2% –a –a 37
19 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. N/A Foundations: Performance Resources 86% 84% 84% 86% 0% 2% 2% 31 12 42
20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A 91% 92% 91% 92% 1% 0% 1% 25 23 53
21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A 94% 93% 93% 93% -1% 0% 0% 32 21 68
22 Employees in my work unit produce high-quality work. Performance Confidence N/A 95% 92% 91% 92% -3% 0% 1% 35 24 56
23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A 93% 87% 87% 87% -6% 0% 0% 37 27 69
24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. N/A Foundations: Performance Resources –a –a 72% 75% –a –a 3% –a –a 13
25 I can influence decisions in my work unit. N/A Employee-Focused: Employee Voice –a –a 73% 79% –a –a 6% –a –a 4
26 I know what my work unit's goals are. N/A Goal Oriented: Goal Clarity –a –a 86% 87% –a –a 1% –a –a 44
27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). N/A Agile: Innovation –a –a 59% 65% –a –a 6% –a –a 2
28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience –a –a 75% 77% –a –a 2% –a –a 39
29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation –a –a 74% 76% –a –a 2% –a –a 31
30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation –a –a 77% 79% –a –a 2% –a –a 34
31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience –a –a 64% 66% –a –a 2% –a –a 24
32 Employees in my work unit consider customer needs a top priority. N/A Foundations: Customer Responsiveness –a –a 80% 83% –a –a 3% –a –a 18
33 Employees in my work unit consistently look for ways to improve customer service. N/A Foundations: Customer Responsiveness –a –a 70% 73% –a –a 3% –a –a 9
34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A Employee-Focused: Work-Life Support –a –a 82% 84% –a –a 2% –a –a 29
35 Employees are recognized for providing high quality products and services. N/A Goal Oriented: Recognition 74% 75% 73% 74% 0% -1% 1% 29 30 58
36 Employees are protected from health and safety hazards on the job. N/A Employee-Focused: Employee Welfare 76% 85% 80% 84% 8% -1% 4% 10 32 5
37 My organization is successful at accomplishing its mission. N/A Other 62% 81% 83% 86% 24% 5% 3% 1 2 10
38 I have a good understanding of my organization's priorities. N/A Goal Oriented: Goal Clarity –a –a 82% 84% –a –a 2% –a –a 30
42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience –a –a 74% 74% –a –a 0% –a –a 77
43 My organization has prepared me for potential physical security threats. N/A Employee-Focused: Employee Welfare –a –a 66% 72% –a –a 6% –a –a 1
44 My organization has prepared me for potential cybersecurity threats. N/A Employee-Focused: Employee Welfare –a –a 89% 89% –a –a 0% –a –a 80
45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. N/A Foundations: Merit Principles –a –a 59% 63% –a –a 4% –a –a 6
46 *I recommend my organization as a good place to work. Global Satisfaction N/A 71% 79% 77% 81% 10% 2% 4% 9 10 7
47 *I believe the results of this survey will be used to make my agency a better place to work. N/A Other 41% 49% 52% 58% 17% 9% 6% 4 1 3
48 Supervisors in my work unit support employee development. Employee Engagement: Supervisors N/A 84% 84% 85% 86% 2% 2% 1% 21 8 48
49 My supervisor supports my need to balance work and other life issues. N/A Employee-Focused: Work-Life Support 91% 91% 91% 91% 0% 0% 0% 28 20 71
50 My supervisor listens to what I have to say. Employee Engagement: Supervisors N/A 88% 89% 88% 89% 1% 0% 1% 27 22 57
51 My supervisor treats me with respect. Employee Engagement: Supervisors N/A 90% 91% 90% 91% 1% 0% 1% 24 28 64
52 I have trust and confidence in my supervisor. Employee Engagement: Supervisors N/A 82% 82% 82% 83% 1% 1% 1% 23 18 66
53 My supervisor holds me accountable for achieving results. N/A Goal Oriented: Accountability –a –a 92% 93% –a –a 1% –a –a 61
54 Overall, how good a job do you feel is being done by your immediate supervisor? Employee Engagement: Supervisors N/A 84% 85% 85% 85% 1% 0% 0% 26 25 74
55 My supervisor provides me with constructive suggestions to improve my job performance. N/A Goal Oriented: Performance Feedback –a –a 76% 77% –a –a 1% –a –a 52
56 My supervisor provides me with performance feedback throughout the year. N/A Goal Oriented: Performance Feedback –a –a 79% 81% –a –a 2% –a –a 40
57 In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Employee Engagement: Leaders Lead N/A 43% 58% 57% 58% 15% 0% 1% 6 26 49
58 My organization's senior leaders maintain high standards of honesty and integrity. Employee Engagement: Leaders Lead N/A 49% 70% 70% 72% 23% 2% 2% 2 6 26
59 *Managers communicate the goals of the organization. Employee Engagement: Leaders Lead N/A 68% 74% 72% 75% 7% 1% 3% 11 15 12
60 Managers promote communication among different work units (for example, about projects, goals, needed resources). N/A Foundations: Communication 63% 65% 64% 67% 4% 2% 3% 17 14 16
61 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? Employee Engagement: Leaders Lead N/A 72% 73% 74% 75% 3% 2% 1% 19 13 59
62 I have a high level of respect for my organization's senior leaders. Employee Engagement: Leaders Lead N/A 49% 67% 68% 70% 21% 3% 2% 3 4 41
63 Senior leaders demonstrate support for Work-Life programs. N/A Employee-Focused: Work-Life Support 62% 75% 75% 73% 11% -2% -2% 8 36 84
64 Management encourages innovation. N/A Agile: Innovation –a –a 64% 68% –a –a 4% –a –a 8
65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience –a –a 58% 60% –a –a 2% –a –a 22
66 Management involves employees in decisions that affect their work. N/A Employee-Focused: Employee Voice –a –a 52% 55% –a –a 3% –a –a 15
67 *How satisfied are you with your involvement in decisions that affect your work? N/A Employee-Focused: Employee Voice 59% 63% 59% 61% 2% -2% 2% 20 37 27
68 *How satisfied are you with the information you receive from management on what's going on in your organization? N/A Foundations: Communication 59% 65% 64% 64% 5% -1% 0% 13 34 73
69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal Oriented: Recognition 68% 68% 66% 67% -1% -1% 1% 34 35 60
70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A 72% 75% 76% 77% 5% 2% 1% 12 7 55
71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A 75% 71% 67% 67% -8% -4% 0% 38 38 76
72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A 62% 73% 73% 75% 13% 2% 2% 7 5 32
73 My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). DEIA: Diversity N/A –a –a 75% 77% –a –a 2% –a –a 33
74 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). DEIA: Diversity N/A –a –a 81% 82% –a –a 1% –a –a 62
75 I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. DEIA: Equity N/A –a –a 71% 73% –a –a 2% –a –a 25
76 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). DEIA: Equity N/A –a –a 75% 78% –a –a 3% –a –a 20
77 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). DEIA: Equity N/A –a –a 73% 75% –a –a 2% –a –a 36
78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A –a –a 85% 84% –a –a -1% –a –a 81
79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A –a –a 83% 84% –a –a 1% –a –a 65
80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A –a –a 80% 80% –a –a 0% –a –a 70
81 In my work unit, people's differences are respected. DEIA: Inclusion N/A –a –a 82% 84% –a –a 2% –a –a 28
82 I can be successful in my organization being myself. DEIA: Inclusion N/A –a –a 79% 80% –a –a 1% –a –a 47
83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A –a –a 78% 80% –a –a 2% –a –a 23
84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A –a –a 72% 75% –a –a 3% –a –a 19
85 My organization meets my accessibility needs. DEIA: Accessibility N/A –a –a 75% 78% –a –a 3% –a –a 17
86 My job inspires me. Employee Experience N/A –a –a 70% 73% –a –a 3% –a –a 11
87 The work I do gives me a sense of accomplishment. Employee Experience N/A –a –a 80% 82% –a –a 2% –a –a 35
88 I feel a strong personal attachment to my organization. Employee Experience N/A –a –a 70% 72% –a –a 2% –a –a 43
89 I identify with the mission of my organization. Employee Experience N/A –a –a 90% 90% –a –a 0% –a –a 72
90 It is important to me that my work contribute to the common good. Employee Experience N/A –a –a 96% 96% –a –a 0% –a –a 79

* AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)

Percentages are weighted to represent the Agency's population.

Only items 1-12, 15, 17-38, 42-90 that carried over from the 2022 OPM FEVS are included on this tab.

A "–a" indicates that there are no trending results available for the year.

For confidentiality purposes, a "–c" indicates that there are fewer than 4 responses to Questions 83, 84, or 85 and results are therefore suppressed.

The "Sort for Largest Differences" columns are based on the rounded differences shown in the Difference columns, then sorted by differences based on unrounded percentages (not shown), and then by item order.

Source: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey

Results for Question 91-91A: Telework/Remote Work

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

Response Option 2023 N 2023 % 2022 N 2022 % 2021 N 2021 %
I telework every work day (i.e., remote work agreement) 1,714 19.6% N/A N/A 5,491 84.1%
I have an approved remote work agreement (I am not expected to perform work at an agency worksite) N/A N/A 972 13.2% N/A N/A
I telework 3 or 4 days per week 5,263 58.8% N/A N/A 525 8.3%
I telework 3 or more days per week N/A N/A 4,287 57.3% N/A N/A
I telework 1 or 2 days per week 1,459 16.7% 1,769 24.1% 242 3.9%
I telework, but only about 1 or 2 days per month 113 1.3% 106 1.4% 70 1.1%
I telework very infrequently, on an unscheduled or short-term basis 190 2.2% 178 2.4% 99 1.6%
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) 42 0.5% 23 0.4% 29 0.5%
I do not telework because of technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking 4 0.1% 12 0.2% 4 0.1%
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 0.1% 17 0.3% 4 0.1%
I do not telework because I choose not to telework 70 0.9% 56 0.8% 26 0.4%
Total 8,861 100.0% 7,420 100.0% 6,490 100.0%

Only those who answered "I telework every work day" in 2023 or "I have an approved remote work agreement" in 2022 to the previous question received Question 91a.

91a. What is your current remote work status?

Response Option 2023 N 2023 % 2022 N 2022 %
I do not have an approved remote work agreement 136 8.8% N/A N/A
I have an approved remote work agreement and live outside the local commuting area (more than 50 miles away) 444 25.1% 207 20.8%
I have an approved remote work agreement and live inside the local commuting area (less than 50 miles away) 1,068 62.7% 752 79.2%
I do not know 54 3.5% N/A N/A
Total 1,702 100.0% 959 100.0%

Percentages are weighted to represent the Agency's population.

"–a" indicates that there are no trending results available for the year.

"–d" indicates that there were no responses to this item.

In 2023, the response options for Q91 and Q91a were slightly different than in previous years. To facilitate trending, all possible response options are shown and an N/A is shown when the response option is not relevant for that given year.

Source: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey

Results: Employment Demographics

Where do you work?

Response Option %
Headquarters 41.2%
Field 41.5%
Full-time telework (e.g., home office, telecenter) 17.3%
Total 100.0%

What is your supervisory status?

Response Option %
Senior Leader 2.3%
Manager 4.1%
Supervisor 9.3%
Team Leader 10.9%
Non-Supervisor 73.4%
Total 100.0%

What is your pay category/grade?

Response Option %
Federal Wage System (for example, WB, WD, WG, WL, WM, WS, WY) 0.0%
GS 1-6 0.5%
GS 7-12 24.6%
GS 13-15 72.0%
Senior Executive Service 2.0%
Senior Level (SL) or Scientific or Professional (ST) 0.4%
Other 0.5%
Total 100.0%

What is your US military service status?

Response Option %
No Prior Military Service 88.4%
Currently in National Guard or Reserves 0.7%
Retired 3.2%
Separated or Discharged 7.7%
Total 100.0%

Are you:

Response Option %
The spouse of a current active duty service member of the U.S. Armed Forces 0.6%
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 0.8%
The widow(er) of a service member killed while on active duty in the U.S. Armed Forces 0.0%
None of the categories listed 98.6%
Total 100.0%

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?

Response Option %
Yes 5.0%
No 95.0%
Total 100.0%

How long have you been with the Federal Government (excluding military service)?

Response Option %
Less than 1 year 3.8%
1 to 3 years 15.5%
4 to 5 years 6.1%
6 to 10 years 12.7%
11 to 14 years 12.2%
15 to 20 years 13.8%
More than 20 years 35.9%
Total 100.0%

How long have you been with your current agency (for example, Department of Justice, Environmental Protection Agency)?

Response Option %
Less than 1 year 5.7%
1 to 3 years 20.9%
4 to 5 years 6.3%
6 to 10 years 12.2%
11 to 14 years 11.1%
15 to 20 years 12.7%
More than 20 years 31.1%
Total 100.0%

Are you considering leaving your organization within the next year, and if so, why?

Response Option %
No 74.4%
Yes, to retire 6.5%
Yes, to take another job within the Federal Government 12.2%
Yes, to take another job outside the Federal Government 2.7%
Yes, other 4.2%
Total 100.0%

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 influenced your intent to leave?

Response Option %
Yes 39.5%
No 60.5%
Total 100.0%

I am planning to retire:

Response Option %
Less than 1 year 2.9%
1 year 2.7%
2 years 5.6%
3 years 5.0%
4 years 3.0%
5 years 6.9%
More than 5 years 74.1%
Total 100.0%

Personal Demographics

Are you of Hispanic, Latino, or Spanish origin?

Response Option %
Yes 8.3%
No 91.7%
Total 100.0%

Please select the racial category or categories with which you most closely identify.

Response Option %
White 73.0%
Black or African American 14.4%
All other races 12.7%
Total 100.0%

What is your age group?

Response Option %
29 years and under 8.9%
30-39 years old 22.2%
40-49 years old 25.1%
50-59 years old 27.7%
60 years or older 16.0%
Total 100.0%

What is the highest degree or level of education you have completed?

Response Option %
Less than High School/ High School Diploma/ GED 0.8%
Certification/ Some College/ Associate's Degree 5.3%
Bachelor's Degree 30.8%
Advanced Degrees (Post Bachelor's Degree) 63.1%
Total 100.0%

Are you an individual with a disability?

Response Option %
Yes 14.5%
No 85.5%
Total 100.0%

Are you:

Response Option %
Male 44.6%
Female 55.4%
Total 100.0%

Are you transgender?

Response Option %
Yes 0.5%
No 99.5%
Total 100.0%

Which one of the following best represents how you think of yourself?

Response Option %
Lesbian or gay 3.5%
Straight, that is not lesbian or gay 89.5%
Bisexual 3.5%
I use a different term 3.4%
Total 100.0%

Percentages for demographic questions are unweighted.

The first two response options "Lesbian or gay" and "Straight, that is not lesbian or gay" for the sexual orientation item were re-worded and re-ordered from the 2022 survey.

Note: For confidentiality purposes, a "–c" indicates that there are either fewer than 4 responses to a single personal demographic category or fewer than 4 responses in multiple personal demographic categories, and results are therefore suppressed.

A "–d" indicates that there were no responses to this item.

No suppression was applied to Employment Demographics.

Source: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey

Results for Agency Specific Questions

Managers in my office make effectively managing their people a priority.

Response Option N %
Strongly Agree 2,239 25.0%
Agree 3,762 42.7%
Neither Agree nor Disagree 1,693 19.6%
Disagree 784 8.9%
Strongly Disagree 329 3.8%
Total 8,807 100.0%

My office's top-level management team is aware of the challenges that can affect my work.

Response Option N %
Strongly Agree 1,764 20.0%
Agree 3,422 38.8%
Neither Agree nor Disagree 1,871 21.5%
Disagree 1,254 14.2%
Strongly Disagree 471 5.4%
Total 8,782 100.0%

In my organization, employee feedback is incorporated into supervisors' annual performance reviews.

Response Option N %
Strongly Agree 1,336 15.0%
Agree 2,302 26.1%
Neither Agree nor Disagree 3,315 37.9%
Disagree 1,080 12.4%
Strongly Disagree 746 8.7%
Total 8,779 100.0%

Senior leaders in my organization actively work to eliminate barriers to productivity that I face in my daily job.

Response Option N %
Strongly Agree 1,232 13.8%
Agree 2,788 31.7%
Neither Agree nor Disagree 2,819 32.3%
Disagree 1,331 15.2%
Strongly Disagree 619 7.0%
Total 8,789 100.0%

In our work culture, people feel free to raise dissenting opinions without it having a negative impact on their careers.

Response Option N %
Strongly Agree 1,602 17.9%
Agree 3,603 40.5%
Neither Agree nor Disagree 2,127 24.4%
Disagree 942 10.9%
Strongly Disagree 532 6.2%
Total 8,806 100.0%

My office's processes have a negative impact on my work output.

Response Option N %
Strongly Agree 865 9.8%
Agree 1,710 19.5%
Neither Agree nor Disagree 2,346 27.0%
Disagree 2,983 33.9%
Strongly Disagree 862 9.8%
Total 8,766 100.0%

I have access to the technology I need to do my job effectively.

Response Option N %
Strongly Agree 2,480 27.8%
Agree 4,557 52.1%
Neither Agree nor Disagree 863 9.9%
Disagree 658 7.4%
Strongly Disagree 256 2.8%
Total 8,814 100.0%

My supervisor supports my career planning and advancement.

Response Option N %
Strongly Agree 3,589 39.7%
Agree 3,440 39.4%
Neither Agree nor Disagree 1,225 14.3%
Disagree 319 3.7%
Strongly Disagree 240 2.9%
Total 8,813 100.0%

For all tables in this section:

Percentages are weighted to represent the Agency's population.

Source: Environmental Protection Agency AES Report, 2023 OPM Federal Employee Viewpoint Survey

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Last updated on March 20, 2025