2024 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, 2024 OPM Federal Employee Viewpoint Survey.

On this page, you will find Environmental Protection Agency 2024 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 14 - Jun 28, 2024
Sample or Census Census
Number of Surveys Completed 9,366
Number of Surveys Administered 15,125
Response Rate 61.9%
Number of items identified as Strengths (65% positive or higher) 81
Number of items identified as Challenges (35% negative or higher) 0
2024 Engagement Index 81%
Leaders Lead Subindex 73%
Supervisors Subindex 88%
Intrinsic Work Experience Subindex 81%

Notes: Number of items identified as strengths and challenges are based on items 1-90, excluding item 16.
A "–nr" indicates that there were no responses to the item.

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 81% 36% 45% 10% 6% 2% 9% 3,404 4,201 915 594 206 9,320 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 78% 38% 40% 11% 7% 3% 11% 3,562 3,725 1,028 679 287 9,281 N/A
3 My work gives me a feeling of personal accomplishment. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 82% 40% 42% 10% 5% 2% 8% 3,772 3,908 924 477 209 9,290 N/A
4 I know what is expected of me on the job. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 84% 37% 47% 10% 4% 2% 6% 3,415 4,391 877 405 159 9,247 N/A
5 *My workload is reasonable. N/A Employee-Focused: Work-Life Support Agree-disagree 60% 19% 41% 16% 16% 9% 24% 1,769 3,834 1,453 1,456 804 9,316 N/A
6 *My talents are used well in the workplace. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 71% 27% 45% 14% 9% 5% 14% 2,506 4,135 1,341 858 419 9,259 N/A
7 *I know how my work relates to the agency's goals. Employee Engagement: Intrinsic Work Experience N/A Agree-disagree 91% 49% 42% 6% 2% 1% 3% 4,621 3,888 540 169 94 9,312 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 79% 42% 37% 12% 5% 4% 9% 3,779 3,249 1,036 448 312 8,824 497
9 I have enough information to do my job well. N/A Foundations: Performance Resources Agree-disagree 78% 24% 54% 13% 7% 2% 9% 2,265 5,032 1,162 704 176 9,339 N/A
10 I receive the training I need to do my job well. N/A Employee-Focused: Employee Development Agree-disagree 71% 24% 47% 17% 9% 3% 12% 2,202 4,370 1,588 866 246 9,272 N/A
11 I am held accountable for the quality of work I produce. N/A Goal-Oriented: Accountability Agree-disagree 90% 38% 52% 7% 2% 1% 3% 3,567 4,857 626 195 73 9,318 N/A
12 I have a clear idea of how well I am doing my job. N/A Goal-Oriented: Performance Feedback Agree-disagree 83% 33% 50% 11% 5% 2% 7% 3,055 4,635 1,004 442 159 9,295 N/A
13 I have the autonomy to decide how I do my job. N/A Agile: Autonomy Agree-disagree 78% 34% 44% 12% 7% 3% 10% 3,167 4,117 1,072 682 291 9,329 N/A
14 I can make decisions about my work without getting permission first. N/A Agile: Autonomy Agree-disagree 67% 24% 43% 18% 11% 4% 15% 2,250 4,021 1,625 1,039 394 9,329 N/A
15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation Agree-disagree 90% 51% 38% 6% 3% 1% 4% 4,864 3,525 566 279 107 9,341 N/A
17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal-Oriented: Recognition Agree-disagree 52% 14% 38% 27% 14% 7% 21% 1,096 2,984 2,131 1,133 527 7,871 1,467
18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation Agree-disagree 88% 46% 42% 7% 3% 1% 5% 4,376 3,855 638 309 126 9,304 45
19 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. N/A Foundations: Performance Resources Agree-disagree 86% 39% 48% 8% 4% 1% 6% 3,625 4,386 732 405 115 9,263 90
20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A Always-never 91% 42% 50% 8% 1% 0% 1% 3,703 4,438 650 67 11 8,869 436
21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A Always-never 94% 58% 36% 5% 1% 0% 1% 5,259 3,217 474 54 13 9,017 229
22 Employees in my work unit produce high-quality work. Performance Confidence N/A Always-never 92% 54% 38% 7% 1% 0% 1% 4,873 3,473 618 76 14 9,054 249
23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A Always-never 88% 51% 36% 10% 2% 0% 2% 4,653 3,264 884 160 28 8,989 279
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 76% 29% 47% 17% 5% 2% 7% 2,495 3,889 1,349 422 184 8,339 981
25 I can influence decisions in my work unit. N/A Employee-Focused: Employee Voice Agree-disagree 79% 33% 46% 13% 6% 2% 8% 3,102 4,331 1,161 524 195 9,313 N/A
26 I know what my work unit's goals are. N/A Goal-Oriented: Goal Clarity Agree-disagree 88% 41% 46% 8% 3% 1% 5% 3,900 4,300 684 320 106 9,310 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 67% 25% 43% 19% 10% 5% 14% 2,256 3,837 1,661 854 400 9,008 293
28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience Agree-disagree 77% 29% 48% 14% 6% 3% 8% 2,628 4,345 1,238 493 236 8,940 366
29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation Agree-disagree 77% 30% 47% 15% 6% 2% 7% 2,744 4,198 1,348 513 141 8,944 321
30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation Agree-disagree 80% 32% 48% 14% 5% 2% 6% 2,861 4,303 1,199 423 130 8,916 285
31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience Agree-disagree 68% 25% 43% 22% 7% 2% 10% 2,269 3,749 1,954 659 190 8,821 362
32 Employees in my work unit consider customer needs a top priority. N/A Foundations: Customer Responsiveness Agree-disagree 83% 38% 44% 13% 3% 1% 4% 3,411 3,896 1,127 261 90 8,785 388
33 Employees in my work unit consistently look for ways to improve customer service. N/A Foundations: Customer Responsiveness Agree-disagree 73% 31% 43% 21% 5% 1% 6% 2,696 3,705 1,774 416 118 8,709 526
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 85% 46% 39% 10% 3% 2% 5% 4,273 3,558 840 285 180 9,136 118
35 Employees are recognized for providing high quality products and services. N/A Goal-Oriented: Recognition Agree-disagree 76% 27% 50% 13% 7% 4% 11% 2,435 4,484 1,123 643 318 9,003 213
36 Employees are protected from health and safety hazards on the job. N/A Employee-Focused: Employee Welfare Agree-disagree 86% 46% 40% 9% 4% 2% 5% 4,061 3,512 748 313 139 8,773 461
37 My organization is successful at accomplishing its mission. N/A Other Agree-disagree 87% 37% 50% 9% 3% 1% 4% 3,407 4,555 770 239 103 9,074 143
38 I have a good understanding of my organization's priorities. N/A Goal-Oriented: Goal Clarity Agree-disagree 85% 39% 46% 9% 5% 2% 6% 3,614 4,267 782 436 134 9,233 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 89% 45% 44% 7% 3% 1% 4% 4,054 3,803 630 221 82 8,790 383
40 Information is openly shared in my organization. N/A Foundations: Communication Agree-disagree 69% 25% 44% 18% 10% 4% 13% 2,308 3,906 1,539 852 304 8,909 89
41 The approval process in my organization allows timely delivery of my work. N/A Other Agree-disagree 59% 18% 41% 20% 14% 7% 21% 1,613 3,693 1,802 1,311 606 9,025 83
42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience Agree-disagree 76% 24% 51% 17% 5% 2% 7% 2,170 4,500 1,488 428 157 8,743 326
43 My organization has prepared me for potential physical security threats. N/A Employee-Focused: Employee Welfare Agree-disagree 74% 27% 47% 18% 6% 2% 8% 2,411 4,152 1,591 509 183 8,846 308
44 My organization has prepared me for potential cybersecurity threats. N/A Employee-Focused: Employee Welfare Agree-disagree 89% 33% 55% 9% 2% 1% 3% 3,003 4,944 774 176 78 8,975 106
45 In my organization, arbitrary action, personal favoritism, and/or political coercion are not tolerated. N/A Foundations: Merit Principles Agree-disagree 66% 28% 38% 18% 9% 6% 15% 2,449 3,292 1,534 761 518 8,554 596
46 *I recommend my organization as a good place to work. Global Satisfaction N/A Agree-disagree 83% 45% 38% 10% 5% 2% 7% 4,174 3,477 891 435 190 9,167 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 62% 26% 36% 21% 10% 7% 17% 2,283 3,159 1,821 898 575 8,736 445
48 Supervisors in my work unit support employee development. Employee Engagement: Supervisors N/A Agree-disagree 88% 54% 34% 7% 3% 2% 5% 4,954 3,006 607 270 178 9,015 53
49 My supervisor supports my need to balance work and other life issues. N/A Employee-Focused: Work-Life Support Agree-disagree 92% 67% 25% 5% 2% 1% 3% 6,173 2,250 407 179 112 9,121 N/A
50 My supervisor listens to what I have to say. Employee Engagement: Supervisors N/A Agree-disagree 90% 64% 26% 5% 3% 2% 5% 5,862 2,364 467 264 166 9,123 N/A
51 My supervisor treats me with respect. Employee Engagement: Supervisors N/A Agree-disagree 92% 69% 23% 4% 2% 2% 4% 6,354 2,073 376 186 141 9,130 N/A
52 I have trust and confidence in my supervisor. Employee Engagement: Supervisors N/A Agree-disagree 84% 60% 24% 9% 4% 3% 7% 5,543 2,186 760 369 251 9,109 N/A
53 My supervisor holds me accountable for achieving results. N/A Goal-Oriented: Accountability Agree-disagree 93% 60% 33% 5% 1% 1% 2% 5,505 2,998 484 102 44 9,133 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 86% 59% 27% 10% 3% 2% 4% 5,439 2,439 865 235 151 9,129 N/A
55 My supervisor provides me with constructive suggestions to improve my job performance. N/A Goal-Oriented: Performance Feedback Agree-disagree 79% 43% 36% 13% 6% 2% 8% 3,975 3,272 1,170 516 194 9,127 N/A
56 My supervisor provides me with performance feedback throughout the year. N/A Goal-Oriented: Performance Feedback Agree-disagree 83% 45% 38% 10% 5% 2% 7% 4,132 3,432 899 412 188 9,063 66
57 In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Employee Engagement: Leaders Lead N/A Agree-disagree 62% 23% 39% 20% 11% 7% 18% 2,097 3,496 1,794 986 589 8,962 140
58 My organization's senior leaders maintain high standards of honesty and integrity. Employee Engagement: Leaders Lead N/A Agree-disagree 75% 33% 42% 17% 5% 4% 9% 2,898 3,570 1,367 391 345 8,571 482
59 *Managers communicate the goals of the organization. Employee Engagement: Leaders Lead N/A Agree-disagree 78% 29% 48% 13% 6% 3% 10% 2,689 4,343 1,141 567 273 9,013 65
60 Managers promote communication among different work units (for example, about projects, goals, needed resources). N/A Foundations: Communication Agree-disagree 69% 27% 42% 16% 10% 5% 14% 2,462 3,721 1,421 850 408 8,862 186
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 77% 41% 35% 16% 4% 4% 8% 3,709 3,090 1,349 351 299 8,798 300
62 I have a high level of respect for my organization's senior leaders. Employee Engagement: Leaders Lead N/A Agree-disagree 73% 33% 40% 16% 7% 4% 11% 3,025 3,593 1,455 589 353 9,015 78
63 Senior leaders demonstrate support for Work-Life programs. N/A Employee-Focused: Work-Life Support Agree-disagree 76% 34% 42% 15% 5% 3% 9% 2,934 3,537 1,299 455 279 8,504 565
64 Management encourages innovation. N/A Agile: Innovation Agree-disagree 71% 28% 43% 18% 7% 4% 11% 2,573 3,773 1,562 612 325 8,845 224
65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience Agree-disagree 63% 24% 39% 21% 10% 5% 15% 2,139 3,432 1,847 868 424 8,710 358
66 Management involves employees in decisions that affect their work. N/A Employee-Focused: Employee Voice Agree-disagree 56% 21% 36% 22% 13% 8% 21% 1,848 3,139 1,938 1,188 680 8,793 296
67 *How satisfied are you with your involvement in decisions that affect your work? N/A Employee-Focused: Employee Voice Satisfied-dissatisfied 63% 22% 41% 21% 12% 4% 16% 2,010 3,759 1,847 1,104 331 9,051 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 67% 22% 44% 19% 11% 3% 14% 2,024 4,011 1,717 976 289 9,017 N/A
69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal-Oriented: Recognition Satisfied-dissatisfied 69% 26% 42% 18% 9% 4% 13% 2,401 3,835 1,638 785 377 9,036 N/A
70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A Satisfied-dissatisfied 79% 35% 44% 11% 6% 3% 9% 3,184 4,020 1,020 565 249 9,038 N/A
71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A Satisfied-dissatisfied 69% 26% 43% 15% 12% 5% 16% 2,348 3,936 1,325 1,045 410 9,064 N/A
72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A Satisfied-dissatisfied 78% 32% 46% 14% 6% 3% 9% 2,900 4,163 1,203 565 219 9,050 N/A
73 My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). DEIA: Diversity N/A Agree-disagree 80% 39% 41% 13% 5% 3% 8% 3,370 3,446 1,053 377 232 8,478 589
74 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). DEIA: Diversity N/A Agree-disagree 83% 46% 37% 12% 3% 2% 5% 3,903 3,129 972 261 168 8,433 633
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 75% 36% 40% 11% 7% 6% 13% 3,188 3,497 947 634 485 8,751 300
76 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). DEIA: Equity N/A Agree-disagree 80% 40% 39% 11% 5% 4% 9% 3,495 3,337 950 417 315 8,514 519
77 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). DEIA: Equity N/A Agree-disagree 76% 37% 39% 13% 7% 4% 11% 3,115 3,270 1,048 571 353 8,357 695
78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A Agree-disagree 86% 44% 42% 9% 3% 2% 5% 4,007 3,685 812 265 154 8,923 70
79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A Agree-disagree 85% 45% 40% 11% 2% 2% 4% 4,033 3,499 938 205 125 8,800 162
80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A Agree-disagree 82% 39% 42% 10% 5% 3% 8% 3,534 3,773 879 467 246 8,899 90
81 In my work unit, people's differences are respected. DEIA: Inclusion N/A Agree-disagree 85% 42% 43% 10% 3% 2% 5% 3,767 3,832 835 254 148 8,836 145
82 I can be successful in my organization being myself. DEIA: Inclusion N/A Agree-disagree 82% 41% 41% 11% 4% 3% 7% 3,769 3,641 900 360 248 8,918 57
83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A Agree-disagree 81% 42% 40% 13% 4% 2% 6% 2,063 1,935 618 175 104 4,895 4,142
84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A Agree-disagree 75% 39% 36% 19% 4% 2% 6% 1,739 1,546 802 163 94 4,344 4,676
85 My organization meets my accessibility needs. DEIA: Accessibility N/A Agree-disagree 79% 40% 39% 16% 3% 2% 5% 1,853 1,727 705 135 89 4,509 4,516
86 My job inspires me. Employee Experience N/A Agree-disagree 74% 33% 41% 15% 7% 3% 10% 3,000 3,699 1,379 647 258 8,983 N/A
87 The work I do gives me a sense of accomplishment. Employee Experience N/A Agree-disagree 83% 40% 43% 10% 5% 2% 7% 3,626 3,818 881 453 207 8,985 N/A
88 I feel a strong personal attachment to my organization. Employee Experience N/A Agree-disagree 73% 38% 36% 16% 7% 3% 10% 3,428 3,222 1,461 615 288 9,014 N/A
89 I identify with the mission of my organization. Employee Experience N/A Agree-disagree 92% 54% 38% 6% 1% 1% 2% 4,927 3,344 554 100 73 8,998 N/A
90 It is important to me that my work contribute to the common good. Employee Experience N/A Agree-disagree 97% 66% 30% 3% 0% 0% 1% 6,071 2,655 228 32 29 9,015 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 "–s" 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, 2024 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 2024 N 2024 % 2023 N 2023 % 2022 N 2022 %
Remain in the work unit and improve their performance over time 1,510 16.2% 1,412 15.4% 1,122 14.2%
Remain in the work unit and continue to underperform 2,795 29.7% 2,883 31.1% 2,527 32.5%
Leave the work unit - removed or transferred 682 7.2% 674 7.2% 551 6.8%
Leave the work unit - quit 384 4.0% 354 3.8% 286 3.5%
There are no poor performers in my work unit 2,678 28.7% 2,578 28.0% 2,193 28.7%
Do Not Know 2,319 25.0% 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) 9,344 N/A 9,212 N/A 7,735 N/A

Percentages are weighted to represent the Agency's population.

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

Source: Environmental Protection Agency AES Report, 2024 Federal Employee Viewpoint Survey

Results for Core Trend Items

Item Item Text Index Performance Dimension 2021 Percent Positive 2022 Percent Positive 2023 Percent Positive 2024 Percent Positive Difference 2024-2021 Difference 2024-2022 Difference 2024-2023 Sort for Largest Differences 2024-2021 Sort for Largest Differences 2024-2022 Sort for Largest Differences 2024-2023
1 *I am given a real opportunity to improve my skills in my organization. N/A Employee-Focused: Employee Development 76% 77% 78% 81% 5% 4% 3% 7 25 9
2 I feel encouraged to come up with new and better ways of doing things. Employee Engagement: Intrinsic Work Experience N/A 76% 75% 76% 78% 2% 3% 2% 18 40 33
3 My work gives me a feeling of personal accomplishment. Employee Engagement: Intrinsic Work Experience N/A 80% 80% 82% 82% 2% 2% 0% 15 54 75
4 I know what is expected of me on the job. Employee Engagement: Intrinsic Work Experience N/A 85% 84% 84% 84% -1% 0% 0% 37 81 83
5 *My workload is reasonable. N/A Employee-Focused: Work-Life Support 60% 58% 59% 60% 0% 2% 1% 32 62 43
6 *My talents are used well in the workplace. Employee Engagement: Intrinsic Work Experience N/A 69% 69% 70% 71% 2% 2% 1% 17 52 55
7 *I know how my work relates to the agency's goals. Employee Engagement: Intrinsic Work Experience N/A 90% 90% 91% 91% 1% 1% 0% 24 70 86
8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. N/A Foundations: Merit Principles 71% 75% 76% 79% 8% 4% 3% 2 29 8
9 I have enough information to do my job well. N/A Foundations: Performance Resources -nt 79% 78% 78% -nt -1% 0% -nt 84 80
10 I receive the training I need to do my job well. N/A Employee-Focused: Employee Development -nt 69% 69% 71% -nt 2% 2% -nt 69 36
11 I am held accountable for the quality of work I produce. N/A Goal-Oriented: Accountability -nt 91% 90% 90% -nt -1% 0% -nt 83 77
12 I have a clear idea of how well I am doing my job. N/A Goal-Oriented: Performance Feedback -nt 80% 82% 83% -nt 3% 1% -nt 44 70
13 I have the autonomy to decide how I do my job. N/A Agile: Autonomy -nt -nt 78% 78% -nt -nt 0% -nt -nt 84
14 I can make decisions about my work without getting permission first. N/A Agile: Autonomy -nt -nt 67% 67% -nt -nt 0% -nt -nt 76
15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation 90% 88% 89% 90% 0% 2% 1% 35 68 67
17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal-Oriented: Recognition 57% 48% 51% 52% -5% 4% 1% 39 28 62
18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation -nt 86% 88% 88% -nt 2% 0% -nt 58 78
19 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. N/A Foundations: Performance Resources 84% 84% 86% 86% 2% 2% 0% 19 60 73
20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A 92% 91% 92% 91% -1% 0% -1% 36 80 89
21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A 93% 93% 93% 94% 1% 1% 1% 29 72 69
22 Employees in my work unit produce high-quality work. Performance Confidence N/A 92% 91% 92% 92% 0% 1% 0% 33 77 85
23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A 87% 87% 87% 88% 1% 1% 1% 30 73 66
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 -nt 72% 75% 76% -nt 4% 1% -nt 23 50
25 I can influence decisions in my work unit. N/A Employee-Focused: Employee Voice -nt 73% 79% 79% -nt 6% 0% -nt 6 72
26 I know what my work unit's goals are. N/A Goal-Oriented: Goal Clarity -nt 86% 87% 88% -nt 2% 1% -nt 56 68
27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). N/A Agile: Innovation -nt 59% 65% 67% -nt 8% 2% -nt 3 31
28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience -nt 75% 77% 77% -nt 2% 0% -nt 53 71
29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation -nt 74% 76% 77% -nt 3% 1% -nt 31 42
30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation -nt 77% 79% 80% -nt 3% 1% -nt 36 46
31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience -nt 64% 66% 68% -nt 4% 2% -nt 22 30
32 Employees in my work unit consider customer needs a top priority. N/A Foundations: Customer Responsiveness -nt 80% 83% 83% -nt 3% 0% -nt 50 87
33 Employees in my work unit consistently look for ways to improve customer service. N/A Foundations: Customer Responsiveness -nt 70% 73% 73% -nt 3% 0% -nt 35 81
34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A Employee-Focused: Work-Life Support -nt 82% 84% 85% -nt 3% 1% -nt 48 64
35 Employees are recognized for providing high quality products and services. N/A Goal-Oriented: Recognition 75% 73% 74% 76% 1% 3% 2% 21 37 20
36 Employees are protected from health and safety hazards on the job. N/A Employee-Focused: Employee Welfare 85% 80% 84% 86% 1% 6% 2% 27 8 29
37 My organization is successful at accomplishing its mission. N/A Other 81% 83% 86% 87% 6% 4% 1% 3 24 57
38 I have a good understanding of my organization's priorities. N/A Goal-Oriented: Goal Clarity -nt 82% 84% 85% -nt 3% 1% -nt 34 49
39 My organization shares results (for example, town halls, email, distribution of reports) from the Federal Employee Viewpoint Survey (FEVS). N/A Other -nt -nt 88% 89% -nt -nt 1% -nt -nt 58
40 Information is openly shared in my organization. N/A Foundations: Communication -nt -nt 68% 69% -nt -nt 1% -nt -nt 45
41 The approval process in my organization allows timely delivery of my work. N/A Other -nt -nt 59% 59% -nt -nt 0% -nt -nt 82
42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience -nt 74% 74% 76% -nt 2% 2% -nt 55 18
43 My organization has prepared me for potential physical security threats. N/A Employee-Focused: Employee Welfare -nt 66% 72% 74% -nt 8% 2% -nt 2 16
44 My organization has prepared me for potential cybersecurity threats. N/A Employee-Focused: Employee Welfare -nt 89% 89% 89% -nt 0% 0% -nt 82 88
45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. N/A Foundations: Merit Principles -nt 59% 63% 66% -nt 7% 3% -nt 5 5
46 *I recommend my organization as a good place to work. Global Satisfaction N/A 79% 77% 81% 83% 4% 6% 2% 9 7 24
47 *I believe the results of this survey will be used to make my agency a better place to work. N/A Other 49% 52% 58% 62% 13% 10% 4% 1 1 1
48 Supervisors in my work unit support employee development. Employee Engagement: Supervisors N/A 84% 85% 86% 88% 4% 3% 2% 12 45 34
49 My supervisor supports my need to balance work and other life issues. N/A Employee-Focused: Work-Life Support 91% 91% 91% 92% 1% 1% 1% 22 71 65
50 My supervisor listens to what I have to say. Employee Engagement: Supervisors N/A 89% 88% 89% 90% 1% 2% 1% 23 63 60
51 My supervisor treats me with respect. Employee Engagement: Supervisors N/A 91% 90% 91% 92% 1% 2% 1% 28 67 59
52 I have trust and confidence in my supervisor. Employee Engagement: Supervisors N/A 82% 82% 83% 84% 2% 2% 1% 16 57 44
53 My supervisor holds me accountable for achieving results. N/A Goal-Oriented: Accountability -nt 92% 93% 93% -nt 1% 0% -nt 74 79
54 Overall, how good a job do you feel is being done by your immediate supervisor? Employee Engagement: Supervisors N/A 85% 85% 85% 86% 1% 1% 1% 25 75 61
55 My supervisor provides me with constructive suggestions to improve my job performance. N/A Goal-Oriented: Performance Feedback -nt 76% 77% 79% -nt 3% 2% -nt 39 28
56 My supervisor provides me with performance feedback throughout the year. N/A Goal-Oriented: Performance Feedback -nt 79% 81% 83% -nt 4% 2% -nt 27 21
57 In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Employee Engagement: Leaders Lead N/A 58% 57% 58% 62% 4% 5% 4% 14 12 2
58 My organization's senior leaders maintain high standards of honesty and integrity. Employee Engagement: Leaders Lead N/A 70% 70% 72% 75% 5% 5% 3% 5 13 11
59 *Managers communicate the goals of the organization. Employee Engagement: Leaders Lead N/A 74% 72% 75% 78% 4% 6% 3% 11 9 12
60 Managers promote communication among different work units (for example, about projects, goals, needed resources). N/A Foundations: Communication 65% 64% 67% 69% 4% 5% 2% 10 11 15
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 73% 74% 75% 77% 4% 3% 2% 13 47 22
62 I have a high level of respect for my organization's senior leaders. Employee Engagement: Leaders Lead N/A 67% 68% 70% 73% 6% 5% 3% 4 14 6
63 Senior leaders demonstrate support for Work-Life programs. N/A Employee-Focused: Work-Life Support 75% 75% 73% 76% 1% 1% 3% 26 76 10
64 Management encourages innovation. N/A Agile: Innovation -nt 64% 68% 71% -nt 7% 3% -nt 4 3
65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience -nt 58% 60% 63% -nt 5% 3% -nt 10 4
66 Management involves employees in decisions that affect their work. N/A Employee-Focused: Employee Voice -nt 52% 55% 56% -nt 4% 1% -nt 21 41
67 *How satisfied are you with your involvement in decisions that affect your work? N/A Employee-Focused: Employee Voice 63% 59% 61% 63% 0% 4% 2% 34 20 19
68 *How satisfied are you with the information you receive from management on what's going on in your organization? N/A Foundations: Communication 65% 64% 64% 67% 2% 3% 3% 20 42 7
69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal-Oriented: Recognition 68% 66% 67% 69% 1% 3% 2% 31 51 35
70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A 75% 76% 77% 79% 4% 3% 2% 8 46 25
71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A 71% 67% 67% 69% -2% 2% 2% 38 64 27
72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A 73% 73% 75% 78% 5% 5% 3% 6 15 14
73 My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). DEIA: Diversity N/A -nt 75% 77% 80% -nt 5% 3% -nt 16 13
74 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). DEIA: Diversity N/A -nt 81% 82% 83% -nt 2% 1% -nt 59 51
75 I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. DEIA: Equity N/A -nt 71% 73% 75% -nt 4% 2% -nt 19 17
76 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). DEIA: Equity N/A -nt 75% 78% 80% -nt 5% 2% -nt 17 23
77 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). DEIA: Equity N/A -nt 73% 75% 76% -nt 3% 1% -nt 41 47
78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A -nt 85% 84% 86% -nt 1% 2% -nt 78 32
79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A -nt 83% 84% 85% -nt 2% 1% -nt 66 56
80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A -nt 80% 80% 82% -nt 2% 2% -nt 61 37
81 In my work unit, people's differences are respected. DEIA: Inclusion N/A -nt 82% 84% 85% -nt 3% 1% -nt 32 48
82 I can be successful in my organization being myself. DEIA: Inclusion N/A -nt 79% 80% 82% -nt 3% 2% -nt 33 26
83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A -nt 78% 80% 81% -nt 3% 1% -nt 30 53
84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A -nt 72% 75% 75% -nt 3% 0% -nt 38 74
85 My organization meets my accessibility needs. DEIA: Accessibility N/A -nt 75% 78% 79% -nt 4% 1% -nt 26 52
86 My job inspires me. Employee Experience N/A -nt 70% 73% 74% -nt 4% 1% -nt 18 40
87 The work I do gives me a sense of accomplishment. Employee Experience N/A -nt 80% 82% 83% -nt 3% 1% -nt 49 54
88 I feel a strong personal attachment to my organization. Employee Experience N/A -nt 70% 72% 73% -nt 3% 1% -nt 43 39
89 I identify with the mission of my organization. Employee Experience N/A -nt 90% 90% 92% -nt 2% 2% -nt 65 38
90 It is important to me that my work contribute to the common good. Employee Experience N/A -nt 96% 96% 97% -nt 1% 1% -nt 79 63

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

Percentages are weighted to represent the Agency's population.

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

For confidentiality purposes, a "–s" 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, 2024 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 2024 N 2024% 2023 N 2023%
I telework every work day (i.e., remote work agreement) 1,748 19.5% 1,714 19.6%
I telework 3 or 4 days per week 5,073 56.0% 5,263 58.8%
I telework 1 or 2 days per week 1,729 19.4% 1,459 16.7%
I telework, but only about 1 or 2 days per month 129 1.5% 113 1.3%
I telework very infrequently, on an unscheduled or short-term basis 204 2.3% 190 2.2%
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) 26 0.3% 42 0.5%
I do not telework because of technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking 7 0.1% 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 14 0.2% 6 0.1%
I do not telework because I choose not to telework 64 0.7% 70 0.9%
Total 8,994 100.0% 8,861 100.0%

Only those who answered "I telework every work day (i.e., remote work agreement)" to the previous question received Question 91a.

91a. What is your current remote work status?

Response Option 2024 N 2024% 2023 N 2023%
I do not have an approved remote work agreement 120 7.0% 136 8.8%
I have an approved remote work agreement and live outside the local commuting area (more than 50 miles away) 567 31.4% 444 25.1%
I have an approved remote work agreement and live inside the local commuting area (less than 50 miles away) 1,011 59.5% 1,068 62.7%
I do not know 37 2.0% 54 3.5%
Total 1,735 100.0% 1,702 100.0%

Percentages are weighted to represent the Agency's population.

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

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

Source: Environmental Protection Agency AES Report, 2024 Federal Employee Viewpoint Survey

Results: Employment Demographics

Where do you work?

Response Option %
Headquarters 41.7%
Field 40.5%
Full-time telework (e.g., home office, telecenter) 17.8%
Total 100.0%

What is your supervisory status?

Response Option %
Senior Leader 2.3%
Manager 4.4%
Supervisor 9.3%
Team Leader 10.5%
Non-Supervisor 73.5%
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 0.6%
GS 7-12 27.2%
GS 13-15 69.4%
Senior Executive Service 2.0%
Senior Level (SL) or Scientific or Professional (ST) 0.3%
Other 0.5%
Total 100.0%

What is your US military service status?

Response Option %
No Prior Military Service 88.6%
Currently in National Guard or Reserves 0.7%
Retired 3.3%
Separated or Discharged 7.4%
Total 100.0%

Are you the spouse...

Response Option %
of a current active-duty service member of the U.S. Armed Forces (to include active national guard and reserve duty). 0.6%
of a Veteran of the U.S. Armed Forces and married to them before or during their active service. 2.2%
of a Veteran who retired or separated from active duty in the U.S. Armed Forces with a disability rating of 100 percent. 0.8%
who is also the primary caregiver for a Veteran of the U.S. Armed Forces undergoing medical treatment or therapy for a serious injury or illness. 0.2%
of a service member who died (i.e., widow or widower) as a result of their service to the U.S. Armed Forces. 0.1%
None of the spouse categories listed. 96.5%
Total (percents will add to more than 100% because respondents could choose more than one response option) N/A

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 2.7%
No 97.3%
Total 100.0%

Are you the child, parent, or next of kin (excluding spouse)...

Response Option %
of a Veteran who retired or separated from active duty in the U.S. Armed Forces with a disability rating of 100 percent. 2.7%
who is also the primary caregiver for a Veteran of the U.S. Armed Forces undergoing medical treatment or therapy for a serious injury or illness. 0.4%
of a service member who died as a result of their service to the U.S. Armed Forces. 0.6%
None of the child, parent, or next of kin categories listed. 96.5%
Total (percents will add to more than 100% because respondents could choose more than one response option) N/A

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

Response Option %
Less than 1 year 4.7%
1 to 3 years 17.0%
4 to 5 years 9.7%
6 to 10 years 13.1%
11 to 14 years 9.0%
15 to 20 years 13.3%
More than 20 years 33.2%
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 6.5%
1 to 3 years 22.1%
4 to 5 years 11.2%
6 to 10 years 12.0%
11 to 14 years 7.8%
15 to 20 years 11.9%
More than 20 years 28.5%
Total 100.0%

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

Response Option %
No 76.0%
Yes, to retire 6.1%
Yes, to take another job within the Federal Government 11.3%
Yes, to take another job outside the Federal Government 2.8%
Yes, other 3.7%
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 35.3%
No 64.7%
Total 100.0%

I am planning to retire:

Response Option %
Less than 1 year 3.0%
1 year 2.6%
2 years 4.9%
3 years 4.4%
4 years 2.9%
5 years 6.5%
More than 5 years 75.7%
Total 100.0%

Personal Demographics

Are you of Hispanic, Latino, or Spanish origin?

Response Option %
Yes 8.0%
No 92.0%
Total 100.0%

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

Response Option %
White 74.4%
Black or African American 13.3%
All other races 12.3%
Total 100.0%

What is your age group?

Response Option %
29 years and under 10.2%
30-39 years old 23.9%
40-49 years old 24.4%
50-59 years old 25.9%
60 years or older 15.6%
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 0.7%
Certification/ Some College/ Associate's Degree 4.9%
Bachelor's Degree 31.1%
Advanced Degrees (Post Bachelor's Degree) 63.3%
Total 100.0%

Are you an individual with a disability?

Response Option %
Yes 15.9%
No 84.1%
Total 100.0%

What is your gender?

Response Option %
Male 43.6%
Female 54.9%
Non-binary 0.7%
I use a different term 0.8%
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 3.9%
Straight, that is, not lesbian or gay 88.5%
Bisexual 4.1%
I use a different term 3.6%
Total 100.0%

Percentages for demographic questions are unweighted.

Note: For confidentiality purposes, a "–s" 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 "–nr" indicates that there were no responses to this item.

No suppression was applied to Employment Demographics.

Source: Environmental Protection Agency AES Report, 2024 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 2,578 28.2%
Agree 3,749 41.8%
Neither Agree nor Disagree 1,541 17.5%
Disagree 804 9.1%
Strongly Disagree 300 3.5%
Total 8,972 100.0%

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

Response Option N %
Strongly Agree 2,044 22.6%
Agree 3,482 38.8%
Neither Agree nor Disagree 1,882 21.3%
Disagree 1,081 12.1%
Strongly Disagree 458 5.3%
Total 8,947 100.0%

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

Response Option N %
Strongly Agree 1,585 17.4%
Agree 2,316 26.0%
Neither Agree nor Disagree 3,368 37.4%
Disagree 1,003 11.3%
Strongly Disagree 686 7.9%
Total 8,958 100.0%

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

Response Option N %
Strongly Agree 1,519 16.7%
Agree 2,780 31.1%
Neither Agree nor Disagree 2,811 31.6%
Disagree 1,271 14.1%
Strongly Disagree 579 6.7%
Total 8,960 100.0%

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 1,954 21.3%
Agree 3,686 40.6%
Neither Agree nor Disagree 2,046 23.0%
Disagree 857 9.8%
Strongly Disagree 455 5.3%
Total 8,998 100.0%

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

Response Option N %
Strongly Agree 969 10.8%
Agree 1,703 19.0%
Neither Agree nor Disagree 2,398 27.0%
Disagree 2,906 32.3%
Strongly Disagree 960 10.8%
Total 8,936 100.0%

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

Response Option N %
Strongly Agree 2,637 29.1%
Agree 4,593 51.4%
Neither Agree nor Disagree 866 9.7%
Disagree 686 7.5%
Strongly Disagree 200 2.2%
Total 8,982 100.0%

My supervisor supports my career planning and advancement.

Response Option N %
Strongly Agree 4,018 43.7%
Agree 3,348 37.7%
Neither Agree nor Disagree 1,118 12.8%
Disagree 287 3.4%
Strongly Disagree 209 2.5%
Total 8,980 100.0%

For all tables in this section:

Percentages are weighted to represent the Agency's population.

Source: Environmental Protection Agency AES Report, 2024 Federal Employee Viewpoint Survey

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Last updated on March 20, 2025