ML22123A185
| ML22123A185 | |
| Person / Time | |
|---|---|
| Issue date: | 05/04/2022 |
| From: | Jason Lising NRC/OCHCO/ADHRTD/PDB |
| To: | |
| Jason Lising/OCHCO | |
| References | |
| Download: ML22123A185 (18) | |
Text
Neither Agree nor Strongly Neither Strongly Disagree/
Agree/ Agree nor Strongly Agree/ Fair/ Strongly Very Disagree/ Disagree/ Very Neither Disagree/ Do Not Good/ Agree/ Fair/ Neither Disagree/ Very Poor/ Good/ Agree/ Satisfied Disagree/ Very Poor/ Item Know/
Very Good/ Satisfied nor Poor/ Very Very Good/ nor Poor/ Very Response No Basis Response Percent Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied Percent Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied Total** to Judge Item Item Text Type Positive % % % % % Negative N N N N N N N 1 *I am given a real opportunity to improve my Agree-disagree skills in my organization.
77.4% 33.0% 44.4% 11.9% 7.1% 3.6% 10.7% 608 808 215 130 64 1,825 N/A 2 I feel encouraged to come up with new and better Agree-disagree ways of doing things.
73.3% 31.3% 42.0% 13.1% 8.7% 4.8% 13.5% 574 764 237 157 87 1,819 N/A 3 My work gives me a feeling of personal Agree-disagree accomplishment.
75.2% 34.3% 40.9% 13.3% 7.2% 4.3% 11.5% 630 747 239 130 77 1,823 N/A 4 I know what is expected of me on the job. Agree-disagree 84.0% 37.3% 46.7% 8.6% 4.4% 2.9% 7.4% 687 854 154 82 52 1,829 N/A 5 *My workload is reasonable. Agree-disagree 66.9% 19.0% 47.9% 11.6% 12.6% 8.9% 21.5% 345 877 210 232 163 1,827 0 6 *My talents are used well in the workplace. Agree-disagree 69.0% 22.5% 46.5% 12.0% 12.1% 6.9% 19.0% 413 837 215 215 124 1,804 3 7 *I know how my work relates to the agency's Agree-disagree goals.
89.5% 43.4% 46.1% 6.5% 2.5% 1.5% 4.1% 794 834 117 46 28 1,819 4 8 *I can disclose a suspected violation of any law, Agree-disagree rule or regulation without fear of reprisal.
75.1% 38.6% 36.4% 13.7% 5.7% 5.6% 11.2% 701 647 242 98 97 1,785 46 9 *The people I work with cooperate to get the job Agree-disagree done.
89.6% 52.4% 37.1% 6.1% 3.1% 1.2% 4.3% 970 674 110 58 22 1,834 N/A 10 In my work unit, steps are taken to deal with a Agree-disagree poor performer who cannot or will not improve.
43.5% 11.6% 31.9% 30.2% 15.3% 11.0% 26.3% 168 455 421 215 152 1,411 423 12 *In my work unit, differences in performance are Agree-disagree recognized in a meaningful way.
60.2% 16.9% 43.3% 21.1% 11.4% 7.2% 18.6% 279 721 341 188 115 1,644 185 13 *My work unit has the job-relevant knowledge Agree-disagree and skills necessary to accomplish organizational goals.
86.0% 37.7% 48.2% 7.4% 4.1% 2.5% 6.6% 693 874 133 72 45 1,817 14 14 Employees in my work unit meet the needs of our Always-never customers.
92.9% 46.4% 46.6% 6.6% 0.4% 0.1% 0.5% 822 824 112 7 2 1,767 64 15 Employees in my work unit contribute positively Always-never to my agency's performance.
93.2% 55.4% 37.8% 5.7% 0.8% 0.3% 1.1% 997 673 98 15 5 1,788 31 16 Employees in my work unit produce high-quality Always-never work.
90.7% 49.4% 41.3% 7.9% 1.3% 0.1% 1.4% 892 748 139 22 2 1,803 26 17 Employees in my work unit adapt to changing Always-never priorities.
85.7% 47.3% 38.4% 11.5% 2.3% 0.5% 2.8% 848 688 202 41 9 1,788 35 18 Employees in my work unit successfully Always-never collaborate.
85.2% 48.2% 36.9% 12.0% 2.2% 0.6% 2.8% 878 669 214 40 10 1,811 22 19 Employees in my work unit achieve our goals. Always-never 92.1% 49.0% 43.0% 6.8% 1.0% 0.1% 1.1% 884 777 120 18 2 1,801 29 20 Employees are recognized for providing high Agree-disagree quality products and services.
73.6% 29.0% 44.5% 13.4% 7.3% 5.7% 13.1% 527 801 234 128 101 1,791 37 21 Employees are protected from health and safety Agree-disagree hazards on the job.
72.7% 39.9% 32.8% 11.2% 7.7% 8.4% 16.1% 725 589 199 136 151 1,800 27 22 My agency is successful at accomplishing its Agree-disagree mission.
86.2% 41.0% 45.2% 10.1% 2.2% 1.5% 3.7% 748 820 178 41 27 1,814 16 23 *I recommend my organization as a good place to Agree-disagree work.
71.7% 32.4% 39.3% 14.3% 8.5% 5.5% 14.0% 595 720 263 152 98 1,828 N/A 24 *I believe the results of this survey will be used to Agree-disagree make my agency a better place to work.
47.7% 17.4% 30.3% 22.2% 15.4% 14.6% 30.1% 302 534 392 266 253 1,747 83 25 My supervisor supports my need to balance work Agree-disagree and other life issues.
90.5% 64.2% 26.4% 4.8% 2.4% 2.3% 4.7% 1,161 485 88 43 41 1,818 10 26 My supervisor is committed to a workforce Agree-disagree representative of all segments of society.
86.4% 57.0% 29.4% 9.4% 1.8% 2.4% 4.2% 979 505 157 31 38 1,710 115 27 Supervisors in my work unit support employee Agree-disagree development.
87.4% 57.2% 30.2% 7.8% 2.5% 2.3% 4.8% 1,035 549 140 45 39 1,808 20 28 My supervisor listens to what I have to say. Agree-disagree 88.5% 58.9% 29.6% 5.7% 3.8% 2.0% 5.8% 1,070 540 102 69 35 1,816 N/A 29 My supervisor treats me with respect. Agree-disagree 90.9% 64.4% 26.5% 4.7% 2.5% 2.0% 4.4% 1,175 481 83 45 34 1,818 N/A 30 I have trust and confidence in my supervisor. Agree-disagree 82.0% 56.3% 25.7% 10.1% 4.0% 3.9% 7.9% 1,024 470 181 72 69 1,816 N/A 31 Overall, how good a job do you feel is being done Good-poor by your immediate supervisor?
84.6% 60.3% 24.3% 10.4% 2.6% 2.3% 5.0% 1,105 443 188 47 41 1,824 N/A 32 In my organization, senior leaders generate high Agree-disagree levels of motivation and commitment in the workforce.
54.4% 16.2% 38.2% 20.4% 13.1% 12.1% 25.2% 294 687 365 232 217 1,795 26
33 My organization's senior leaders maintain high Agree-disagree standards of honesty and integrity.
62.2% 26.0% 36.2% 18.9% 8.3% 10.6% 18.9% 456 636 325 142 182 1,741 70 34 *Managers communicate the goals of the Agree-disagree organization.
73.4% 24.3% 49.1% 13.5% 7.5% 5.7% 13.1% 440 885 243 134 100 1,802 13 35 Managers promote communication among Agree-disagree different work units (for example, about projects, goals, needed resources).
68.9% 23.2% 45.7% 16.0% 8.6% 6.5% 15.1% 416 812 285 154 112 1,779 40 36 Overall, how good a job do you feel is being done Good-poor by the manager directly above your immediate supervisor?
68.4% 33.7% 34.8% 18.9% 7.2% 5.5% 12.7% 597 606 329 123 94 1,749 68 37 I have a high level of respect for my organization's Agree-disagree senior leaders.
60.3% 25.3% 35.1% 18.8% 10.3% 10.6% 20.8% 458 636 338 186 188 1,806 9 38 Senior leaders demonstrate support for Work-Life Agree-disagree programs.
66.6% 29.1% 37.5% 14.5% 8.9% 10.0% 18.9% 520 666 257 160 177 1,780 36 39 *How satisfied are you with your involvement in Satisfied-decisions that affect your work? dissatisfied 62.4% 21.1% 41.3% 18.0% 13.9% 5.7% 19.6% 388 756 324 246 102 1,816 N/A 40 *How satisfied are you with the information you Satisfied-receive from management on what's going on in dissatisfied your organization?
65.0% 22.8% 42.2% 18.1% 11.3% 5.7% 16.9% 416 761 321 205 101 1,804 N/A 41 *How satisfied are you with the recognition you Satisfied-receive for doing a good job? dissatisfied 67.7% 28.2% 39.5% 17.0% 10.0% 5.4% 15.3% 515 719 303 178 92 1,807 N/A 42 *Considering everything, how satisfied are you Satisfied-with your job? dissatisfied 69.5% 29.2% 40.2% 16.2% 9.1% 5.3% 14.3% 534 729 291 160 92 1,806 N/A 43 Considering everything, how satisfied are you Satisfied-with your pay? dissatisfied 73.3% 27.5% 45.8% 13.2% 9.0% 4.5% 13.5% 502 831 235 164 79 1,811 N/A 44 *Considering everything, how satisfied are you Satisfied-with your organization? dissatisfied 67.2% 24.6% 42.6% 15.9% 10.6% 6.3% 16.9% 450 770 287 193 110 1,810 N/A
- AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)
- Unweighted count of responses excluding "Do Not Know" or "No Basis to Judge" Percentages are weighted to represent the Agency's population.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
- 11. In my work unit poor performers usually:
2021 2021 2020 2020 2019 2019 Response Option N % N % N %
Remain in the work unit and improve their performance over time 237 18.0% 294 18.3% 267 15.9%
Remain in the work unit and continue to underperform 571 44.3% 756 47.1% 866 53.5%
Leave the work unit - removed or transferred 89 6.6% 108 6.7% 83 4.9%
Leave the work unit - quit 20 1.6% 15 1.0% 19 1.1%
There are no poor performers in my work unit 381 29.5% 425 26.9% 406 24.6%
Do Not Know 535 b 564 b 482 b Total 1,833 100.0% 2,162 100.0% 2,123 100.0%
Percentages are weighted to represent the Agency's population.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
a
" " indicates that there are no trending results available for the year.
b
" " indicates that the "Do Not Know" responses are not included in percentage calculations.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Core Q1-10, 12-44 Trend Do Not Item Know/
Response No Basis Percent Percent Percent Total** to Judge Item Year Item Text Positive Neutral Negative N N 1 2021 *I am given a real opportunity to improve my skills in my organization. 77.4% 11.9% 10.7% 1,825 N/A 1 2020 *I am given a real opportunity to improve my skills in my organization. 75.8% 14.0% 10.2% 2,159 N/A 1 2019 *I am given a real opportunity to improve my skills in my organization. 74.1% 11.2% 14.7% 2,163 N/A 1 2018 *I am given a real opportunity to improve my skills in my organization. 74.0% 12.6% 13.4% 2,288 N/A 1 2017 *I am given a real opportunity to improve my skills in my organization. 71.4% 13.7% 14.9% 2,438 N/A 1 2016 *I am given a real opportunity to improve my skills in my organization. 70.0% 12.8% 17.2% 2,148 N/A 1 2015 *I am given a real opportunity to improve my skills in my organization. 78.2% 11.0% 10.8% 2,674 N/A 2 2021 I feel encouraged to come up with new and better ways of doing things. 73.3% 13.1% 13.5% 1,819 N/A 2 2020 I feel encouraged to come up with new and better ways of doing things. 76.1% 12.6% 11.3% 2,139 N/A 2 2019 I feel encouraged to come up with new and better ways of doing things. 68.2% 14.6% 17.1% 2,163 N/A 2 2018 I feel encouraged to come up with new and better ways of doing things. 70.0% 14.7% 15.2% 2,293 N/A 2 2017 I feel encouraged to come up with new and better ways of doing things. 66.5% 15.8% 17.7% 2,431 N/A 2 2016 I feel encouraged to come up with new and better ways of doing things. 66.9% 13.5% 19.6% 2,133 N/A 2 2015 I feel encouraged to come up with new and better ways of doing things. 66.5% 16.6% 16.9% 2,638 N/A 3 2021 My work gives me a feeling of personal accomplishment. 75.2% 13.3% 11.5% 1,823 N/A 3 2020 My work gives me a feeling of personal accomplishment. 77.9% 11.9% 10.2% 2,154 N/A 3 2019 My work gives me a feeling of personal accomplishment. 75.8% 12.7% 11.5% 2,170 N/A 3 2018 My work gives me a feeling of personal accomplishment. 77.5% 11.3% 11.1% 2,301 N/A 3 2017 My work gives me a feeling of personal accomplishment. 75.3% 13.0% 11.7% 2,435 N/A 3 2016 My work gives me a feeling of personal accomplishment. 75.3% 12.6% 12.1% 2,129 N/A 3 2015 My work gives me a feeling of personal accomplishment. 77.2% 11.7% 11.1% 2,662 N/A 4 2021 I know what is expected of me on the job. 84.0% 8.6% 7.4% 1,829 N/A 4 2020 I know what is expected of me on the job. 83.9% 8.3% 7.7% 2,157 N/A 4 2019 I know what is expected of me on the job. 81.2% 8.4% 10.4% 2,159 N/A 4 2018 I know what is expected of me on the job. 84.3% 8.0% 7.7% 2,299 N/A 4 2017 I know what is expected of me on the job. 83.8% 8.0% 8.2% 2,424 N/A 4 2016 I know what is expected of me on the job. 82.9% 9.3% 7.8% 2,132 N/A 4 2015 I know what is expected of me on the job. 83.0% 8.6% 8.4% 2,656 N/A 5 2021 *My workload is reasonable. 66.9% 11.6% 21.5% 1,827 0 5 2020 *My workload is reasonable. 70.2% 10.5% 19.2% 2,156 3 5 2019 *My workload is reasonable. 68.7% 12.5% 18.9% 2,164 6 5 2018 *My workload is reasonable. 70.7% 12.3% 17.0% 2,298 4 5 2017 *My workload is reasonable. 70.4% 12.9% 16.6% 2,435 1 5 2016 *My workload is reasonable. 70.9% 12.7% 16.4% 2,134 2 5 2015 *My workload is reasonable. 72.3% 11.8% 15.9% 2,658 2 6 2021 *My talents are used well in the workplace. 69.0% 12.0% 19.0% 1,804 3 6 2020 *My talents are used well in the workplace. 68.3% 13.7% 18.0% 2,125 6 6 2019 *My talents are used well in the workplace. 63.7% 14.9% 21.4% 2,144 14 6 2018 *My talents are used well in the workplace. 66.4% 14.3% 19.3% 2,285 6 6 2017 *My talents are used well in the workplace. 65.1% 15.2% 19.8% 2,412 6 6 2016 *My talents are used well in the workplace. 65.9% 13.9% 20.2% 2,101 8 6 2015 *My talents are used well in the workplace. 67.1% 13.4% 19.6% 2,592 12 7 2021 *I know how my work relates to the agency's goals. 89.5% 6.5% 4.1% 1,819 4 7 2020 *I know how my work relates to the agency's goals. 90.7% 5.4% 3.9% 2,144 7 7 2019 *I know how my work relates to the agency's goals. 89.5% 5.9% 4.6% 2,166 2 7 2018 *I know how my work relates to the agency's goals. 91.5% 4.7% 3.9% 2,295 3 7 2017 *I know how my work relates to the agency's goals and priorities. 90.7% 4.9% 4.4% 2,424 6 7 2016 *I know how my work relates to the agency's goals and priorities. 89.8% 5.6% 4.6% 2,127 6 7 2015 *I know how my work relates to the agency's goals and priorities. 90.1% 5.9% 4.0% 2,656 4 8 2021 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 75.1% 13.7% 11.2% 1,785 46 8 2020 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 75.9% 12.2% 11.9% 2,104 55 8 2019 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 75.5% 12.4% 12.1% 2,084 86 8 2018 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 76.9% 12.1% 11.0% 2,221 76 8 2017 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 74.4% 13.3% 12.3% 2,345 87 8 2016 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 72.9% 13.6% 13.5% 2,063 76 8 2015 *I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 74.8% 12.4% 12.8% 2,557 108 9 2021 *The people I work with cooperate to get the job done. 89.6% 6.1% 4.3% 1,834 N/A 9 2020 *The people I work with cooperate to get the job done. 88.2% 6.0% 5.8% 2,161 N/A 9 2019 *The people I work with cooperate to get the job done. 83.3% 8.4% 8.3% 2,169 N/A 9 2018 *The people I work with cooperate to get the job done. 84.8% 7.7% 7.5% 2,302 N/A 9 2017 *The people I work with cooperate to get the job done. 82.6% 8.2% 9.2% 2,437 N/A 9 2016 *The people I work with cooperate to get the job done. 81.0% 9.8% 9.2% 2,148 N/A
Core Q1-10, 12-44 Trend 9 2015 *The people I work with cooperate to get the job done. 82.5% 9.0% 8.5% 2,670 N/A 10 2021 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 43.5% 30.2% 26.3% 1,411 423 10 2020 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 41.0% 31.7% 27.3% 1,730 435 10 2019 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 34.5% 31.1% 34.5% 1,821 340 10 2018 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 37.0% 29.8% 33.2% 1,955 345 10 2017 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 35.4% 29.0% 35.7% 2,096 338 10 2016 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 34.1% 29.4% 36.6% 1,809 327 10 2015 In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 34.1% 28.8% 37.0% 2,275 387 12 2021 *In my work unit, differences in performance are recognized in a meaningful way. 60.2% 21.1% 18.6% 1,644 185 12 2020 *In my work unit, differences in performance are recognized in a meaningful way. 58.4% 21.7% 19.8% 1,955 210 12 2019 *In my work unit, differences in performance are recognized in a meaningful way. 43.5% 27.3% 29.2% 1,993 166 12 2018 *In my work unit, differences in performance are recognized in a meaningful way. 45.6% 27.4% 27.0% 2,129 169 12 2017 *In my work unit, differences in performance are recognized in a meaningful way. 46.2% 26.3% 27.5% 2,272 164 12 2016 *In my work unit, differences in performance are recognized in a meaningful way. 43.1% 26.9% 30.0% 1,986 150 12 2015 *In my work unit, differences in performance are recognized in a meaningful way. 43.4% 27.1% 29.5% 2,460 205 13 2021 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.
86.0% 7.4% 6.6% 1,817 14 13 2020 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.
86.3% 7.2% 6.5% 2,140 24 13 2019 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.
85.1% 8.2% 6.6% 2,149 14 13 2018 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.
85.8% 8.2% 6.0% 2,288 15 13 2017 *The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.
77.9% 11.7% 10.4% 2,372 51 13 2016 *The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.
79.0% 11.6% 9.4% 2,091 40 13 2015 *The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.
80.1% 11.5% 8.4% 2,601 47 14 2021 Employees in my work unit meet the needs of our customers. 92.9% 6.6% 0.5% 1,767 64 14 2020 During the COVID-19 pandemic, my work unit has met the needs of our customers. 94.7% 4.6% 0.7% 2,061 61 15 2021 Employees in my work unit contribute positively to my agency's performance. 93.2% 5.7% 1.1% 1,788 31 15 2020 During the COVID-19 pandemic, my work unit has contributed positively to my agency's performance.
95.5% 3.5% 1.0% 2,072 42 16 2021 Employees in my work unit produce high-quality work. 90.7% 7.9% 1.4% 1,803 26 16 2020 During the COVID-19 pandemic, my work unit has produced high-quality work. 93.6% 5.4% 1.0% 2,088 39 17 2021 Employees in my work unit adapt to changing priorities. 85.7% 11.5% 2.8% 1,788 35 17 2020 During the COVID-19 pandemic, my work unit has adapted to changing priorities. 93.1% 5.7% 1.2% 2,094 29 18 2021 Employees in my work unit successfully collaborate. 85.2% 12.0% 2.8% 1,811 22 18 2020 During the COVID-19 pandemic, my work unit has successfully collaborated. 90.8% 6.8% 2.4% 2,097 30 19 2021 Employees in my work unit achieve our goals. 92.1% 6.8% 1.1% 1,801 29 19 2020 During the COVID-19 pandemic, my work unit has achieved our goals. 93.8% 4.9% 1.2% 2,079 41 20 2021 Employees are recognized for providing high quality products and services. 73.6% 13.4% 13.1% 1,791 37 20 2020 Employees are recognized for providing high quality products and services. 77.9% 11.2% 10.9% 2,145 17 20 2019 Employees are recognized for providing high quality products and services. 65.8% 16.1% 18.1% 2,097 50 20 2018 Employees are recognized for providing high quality products and services. 67.3% 16.8% 15.9% 2,246 43 20 2017 Employees are recognized for providing high quality products and services. 65.8% 17.9% 16.3% 2,370 45 20 2016 Employees are recognized for providing high quality products and services. 63.5% 18.7% 17.8% 2,081 42 20 2015 Employees are recognized for providing high quality products and services. 64.5% 17.7% 17.8% 2,602 42 21 2021 Employees are protected from health and safety hazards on the job. 72.7% 11.2% 16.1% 1,800 27 21 2020 Employees are protected from health and safety hazards on the job. 91.9% 5.5% 2.6% 2,141 19 21 2019 Employees are protected from health and safety hazards on the job. 89.3% 6.8% 3.9% 2,121 31 21 2018 Employees are protected from health and safety hazards on the job. 91.3% 5.9% 2.8% 2,275 17 21 2017 Employees are protected from health and safety hazards on the job. 91.2% 5.6% 3.1% 2,393 25 21 2016 Employees are protected from health and safety hazards on the job. 89.9% 6.4% 3.8% 2,101 26 21 2015 Employees are protected from health and safety hazards on the job. 90.3% 6.0% 3.8% 2,602 36 22 2021 My agency is successful at accomplishing its mission. 86.2% 10.1% 3.7% 1,814 16 22 2020 My agency is successful at accomplishing its mission. 89.1% 7.6% 3.4% 2,148 15 22 2019 My agency is successful at accomplishing its mission. 86.9% 8.4% 4.7% 2,134 18 22 2018 My agency is successful at accomplishing its mission. 88.5% 8.0% 3.5% 2,269 24 22 2017 My agency is successful at accomplishing its mission. 87.7% 8.6% 3.6% 2,405 15 22 2016 My agency is successful at accomplishing its mission. 87.6% 9.0% 3.4% 2,110 16 22 2015 My agency is successful at accomplishing its mission. 88.9% 8.1% 3.0% 2,619 22 23 2021 *I recommend my organization as a good place to work. 71.7% 14.3% 14.0% 1,828 N/A 23 2020 *I recommend my organization as a good place to work. 76.6% 13.1% 10.2% 2,166 N/A 23 2019 *I recommend my organization as a good place to work. 73.1% 15.5% 11.4% 2,146 N/A
Core Q1-10, 12-44 Trend 23 2018 *I recommend my organization as a good place to work. 75.5% 14.6% 9.9% 2,293 N/A 23 2017 *I recommend my organization as a good place to work. 73.9% 15.2% 10.9% 2,422 N/A 23 2016 *I recommend my organization as a good place to work. 74.1% 14.7% 11.2% 2,130 N/A 23 2015 *I recommend my organization as a good place to work. 79.0% 12.4% 8.5% 2,643 N/A 24 2021 *I believe the results of this survey will be used to make my agency a better place to work. 47.7% 22.2% 30.1% 1,747 83 24 2020 *I believe the results of this survey will be used to make my agency a better place to work. 52.2% 23.8% 24.0% 2,078 87 24 2019 *I believe the results of this survey will be used to make my agency a better place to work. 49.3% 22.2% 28.5% 2,066 84 24 2018 *I believe the results of this survey will be used to make my agency a better place to work. 54.9% 21.7% 23.4% 2,216 77 24 2017 *I believe the results of this survey will be used to make my agency a better place to work. 51.8% 23.2% 25.0% 2,341 82 24 2016 *I believe the results of this survey will be used to make my agency a better place to work. 49.3% 23.3% 27.5% 2,045 89 24 2015 *I believe the results of this survey will be used to make my agency a better place to work. 56.4% 20.4% 23.2% 2,569 77 25 2021 My supervisor supports my need to balance work and other life issues. 90.5% 4.8% 4.7% 1,818 10 25 2020 My supervisor supports my need to balance work and other life issues. 90.7% 4.8% 4.5% 2,160 3 25 2019 My supervisor supports my need to balance work and other life issues. 90.8% 4.7% 4.4% 2,142 6 25 2018 My supervisor supports my need to balance work and other life issues. 91.3% 4.8% 3.9% 2,284 6 25 2017 My supervisor supports my need to balance work and other life issues. 91.4% 4.7% 3.8% 2,413 6 25 2016 My supervisor supports my need to balance work and other life issues. 89.2% 5.5% 5.3% 2,119 9 25 2015 My supervisor supports my need to balance work and other life issues. 89.7% 5.4% 5.0% 2,639 7 26 2021 My supervisor is committed to a workforce representative of all segments of society. 86.4% 9.4% 4.2% 1,710 115 26 2020 My supervisor is committed to a workforce representative of all segments of society. 83.9% 12.0% 4.1% 2,007 153 26 2019 My supervisor is committed to a workforce representative of all segments of society. 78.8% 15.6% 5.7% 1,925 213 26 2018 My supervisor is committed to a workforce representative of all segments of society. 80.7% 13.9% 5.4% 2,061 226 26 2017 My supervisor is committed to a workforce representative of all segments of society. 78.7% 15.9% 5.4% 2,178 231 26 2016 My supervisor is committed to a workforce representative of all segments of society. 78.1% 15.0% 6.9% 1,905 213 26 2015 My supervisor is committed to a workforce representative of all segments of society. 78.6% 15.8% 5.5% 2,387 251 27 2021 Supervisors in my work unit support employee development. 87.4% 7.8% 4.8% 1,808 20 27 2020 Supervisors in my work unit support employee development. 87.6% 7.2% 5.2% 2,137 25 27 2019 Supervisors in my work unit support employee development. 81.4% 10.0% 8.6% 2,114 28 27 2018 Supervisors in my work unit support employee development. 82.3% 9.8% 7.8% 2,254 35 27 2017 Supervisors in my work unit support employee development. 81.1% 10.6% 8.3% 2,384 30 27 2016 Supervisors in my work unit support employee development. 77.7% 12.0% 10.3% 2,093 33 27 2015 Supervisors in my work unit support employee development. 81.8% 10.5% 7.7% 2,605 33 28 2021 My supervisor listens to what I have to say. 88.5% 5.7% 5.8% 1,816 N/A 28 2020 My supervisor listens to what I have to say. 87.0% 6.9% 6.1% 2,150 N/A 28 2019 My supervisor listens to what I have to say. 84.6% 7.6% 7.8% 2,139 N/A 28 2018 My supervisor listens to what I have to say. 85.9% 6.0% 8.1% 2,286 N/A 28 2017 My supervisor listens to what I have to say. 86.3% 7.0% 6.7% 2,419 N/A 28 2016 My supervisor listens to what I have to say. 83.6% 7.8% 8.6% 2,122 N/A 28 2015 My supervisor listens to what I have to say. 84.5% 7.3% 8.2% 2,641 N/A 29 2021 My supervisor treats me with respect. 90.9% 4.7% 4.4% 1,818 N/A 29 2020 My supervisor treats me with respect. 88.9% 6.0% 5.1% 2,146 N/A 29 2019 My supervisor treats me with respect. 88.0% 6.3% 5.7% 2,138 N/A 29 2018 My supervisor treats me with respect. 88.8% 5.7% 5.5% 2,290 N/A 29 2017 My supervisor treats me with respect. 88.5% 6.4% 5.1% 2,409 N/A 29 2016 My supervisor treats me with respect. 86.9% 6.0% 7.1% 2,113 N/A 29 2015 My supervisor treats me with respect. 87.7% 6.5% 5.8% 2,638 N/A 30 2021 I have trust and confidence in my supervisor. 82.0% 10.1% 7.9% 1,816 N/A 30 2020 I have trust and confidence in my supervisor. 79.2% 11.4% 9.4% 2,149 N/A 30 2019 I have trust and confidence in my supervisor. 76.8% 12.2% 11.1% 2,139 N/A 30 2018 I have trust and confidence in my supervisor. 79.5% 10.0% 10.5% 2,289 N/A 30 2017 I have trust and confidence in my supervisor. 77.4% 11.8% 10.8% 2,415 N/A 30 2016 I have trust and confidence in my supervisor. 75.2% 11.9% 12.9% 2,124 N/A 30 2015 I have trust and confidence in my supervisor. 76.7% 10.7% 12.6% 2,640 N/A 31 2021 Overall, how good a job do you feel is being done by your immediate supervisor? 84.6% 10.4% 5.0% 1,824 N/A 31 2020 Overall, how good a job do you feel is being done by your immediate supervisor? 81.8% 12.3% 5.9% 2,162 N/A 31 2019 Overall, how good a job do you feel is being done by your immediate supervisor? 79.9% 12.7% 7.4% 2,140 N/A 31 2018 Overall, how good a job do you feel is being done by your immediate supervisor? 81.9% 11.1% 6.9% 2,291 N/A 31 2017 Overall, how good a job do you feel is being done by your immediate supervisor? 79.9% 13.4% 6.7% 2,417 N/A 31 2016 Overall, how good a job do you feel is being done by your immediate supervisor? 77.2% 14.4% 8.4% 2,126 N/A 31 2015 Overall, how good a job do you feel is being done by your immediate supervisor? 79.3% 12.9% 7.7% 2,640 N/A 32 2021 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
54.4% 20.4% 25.2% 1,795 26 32 2020 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
61.5% 19.2% 19.3% 2,136 23 32 2019 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
51.3% 23.7% 25.0% 2,102 33
Core Q1-10, 12-44 Trend 32 2018 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
55.6% 21.9% 22.5% 2,243 43 32 2017 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
52.3% 23.8% 23.9% 2,374 39 32 2016 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
52.4% 22.2% 25.4% 2,086 33 32 2015 In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
55.0% 21.6% 23.4% 2,599 30 33 2021 My organization's senior leaders maintain high standards of honesty and integrity. 62.2% 18.9% 18.9% 1,741 70 33 2020 My organization's senior leaders maintain high standards of honesty and integrity. 69.6% 17.2% 13.1% 2,083 68 33 2019 My organization's senior leaders maintain high standards of honesty and integrity. 64.9% 18.8% 16.3% 2,015 120 33 2018 My organization's senior leaders maintain high standards of honesty and integrity. 67.6% 17.6% 14.7% 2,177 105 33 2017 My organization's senior leaders maintain high standards of honesty and integrity. 66.7% 18.4% 14.9% 2,285 127 33 2016 My organization's senior leaders maintain high standards of honesty and integrity. 67.2% 16.4% 16.4% 2,018 93 33 2015 My organization's senior leaders maintain high standards of honesty and integrity. 66.5% 17.3% 16.2% 2,531 95 34 2021 *Managers communicate the goals of the organization. 73.4% 13.5% 13.1% 1,802 13 34 2020 *Managers communicate the goals of the organization. 76.4% 13.6% 10.0% 2,145 13 34 2019 *Managers communicate the goals of the organization. 74.8% 13.3% 11.9% 2,116 18 34 2018 *Managers communicate the goals of the organization. 77.3% 12.7% 10.0% 2,260 17 34 2017 *Managers communicate the goals and priorities of the organization. 75.1% 14.1% 10.8% 2,386 19 34 2016 *Managers communicate the goals and priorities of the organization. 72.2% 14.9% 12.9% 2,084 17 34 2015 *Managers communicate the goals and priorities of the organization. 73.3% 14.3% 12.4% 2,604 20 35 2021 Managers promote communication among different work units (for example, about projects, goals, needed resources).
68.9% 16.0% 15.1% 1,779 40 35 2020 Managers promote communication among different work units (for example, about projects, goals, needed resources).
71.4% 15.0% 13.6% 2,124 34 35 2019 Managers promote communication among different work units (for example, about projects, goals, needed resources).
69.1% 15.1% 15.8% 2,079 58 35 2018 Managers promote communication among different work units (for example, about projects, goals, needed resources).
71.8% 14.4% 13.7% 2,206 75 35 2017 Managers promote communication among different work units (for example, about projects, goals, needed resources).
69.0% 16.2% 14.8% 2,343 62 35 2016 Managers promote communication among different work units (for example, about projects, goals, needed resources).
64.8% 17.6% 17.6% 2,061 52 35 2015 Managers promote communication among different work units (for example, about projects, goals, needed resources).
67.0% 18.0% 15.1% 2,545 71 36 2021 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
68.4% 18.9% 12.7% 1,749 68 36 2020 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
71.3% 18.5% 10.2% 2,092 66 36 2019 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
69.4% 18.5% 12.1% 2,065 70 36 2018 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
72.9% 17.1% 10.0% 2,211 69 36 2017 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
72.0% 18.0% 10.0% 2,322 83 36 2016 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
71.4% 17.9% 10.8% 2,048 70 36 2015 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
71.0% 18.2% 10.8% 2,547 81 37 2021 I have a high level of respect for my organization's senior leaders. 60.3% 18.8% 20.8% 1,806 9 37 2020 I have a high level of respect for my organization's senior leaders. 66.9% 17.8% 15.2% 2,147 9 37 2019 I have a high level of respect for my organization's senior leaders. 62.7% 19.6% 17.7% 2,117 20 37 2018 I have a high level of respect for my organization's senior leaders. 65.9% 18.6% 15.5% 2,263 16 37 2017 I have a high level of respect for my organization's senior leaders. 65.2% 18.5% 16.3% 2,386 21 37 2016 I have a high level of respect for my organization's senior leaders. 64.7% 18.1% 17.2% 2,088 29 37 2015 I have a high level of respect for my organization's senior leaders. 66.1% 16.9% 17.0% 2,609 17 38 2021 Senior leaders demonstrate support for Work-Life programs. 66.6% 14.5% 18.9% 1,780 36 38 2020 Senior leaders demonstrate support for Work-Life programs. 83.2% 10.7% 6.1% 2,116 42 38 2019 Senior leaders demonstrate support for Work-Life programs. 79.5% 12.6% 7.9% 2,059 71 38 2018 Senior leaders demonstrate support for Work-Life programs. 79.8% 12.8% 7.4% 2,209 73 38 2017 Senior leaders demonstrate support for Work-Life programs. 78.4% 12.9% 8.7% 2,334 78 38 2016 Senior leaders demonstrate support for Work-Life programs. 77.6% 13.2% 9.1% 2,032 85 38 2015 Senior leaders demonstrate support for Work-Life programs. 81.8% 11.3% 6.9% 2,556 70 39 2021 *How satisfied are you with your involvement in decisions that affect your work? 62.4% 18.0% 19.6% 1,816 N/A 39 2020 *How satisfied are you with your involvement in decisions that affect your work? 64.9% 18.2% 16.9% 2,147 N/A
Core Q1-10, 12-44 Trend 39 2019 *How satisfied are you with your involvement in decisions that affect your work? 61.4% 18.5% 20.1% 2,123 N/A 39 2018 *How satisfied are you with your involvement in decisions that affect your work? 64.8% 17.9% 17.3% 2,275 N/A 39 2017 *How satisfied are you with your involvement in decisions that affect your work? 63.5% 18.7% 17.9% 2,412 N/A 39 2016 *How satisfied are you with your involvement in decisions that affect your work? 61.9% 18.3% 19.8% 2,107 N/A 39 2015 *How satisfied are you with your involvement in decisions that affect your work? 65.7% 16.7% 17.6% 2,623 N/A 40 2021 *How satisfied are you with the information you receive from management on what's going on in your organization?
65.0% 18.1% 16.9% 1,804 N/A 40 2020 *How satisfied are you with the information you receive from management on what's going on in your organization?
72.1% 15.5% 12.4% 2,145 N/A 40 2019 *How satisfied are you with the information you receive from management on what's going on in your organization?
64.7% 16.6% 18.7% 2,128 N/A 40 2018 *How satisfied are you with the information you receive from management on what's going on in your organization?
69.2% 15.5% 15.3% 2,280 N/A 40 2017 *How satisfied are you with the information you receive from management on what's going on in your organization?
66.4% 16.3% 17.3% 2,409 N/A 40 2016 *How satisfied are you with the information you receive from management on what's going on in your organization?
64.4% 16.3% 19.4% 2,110 N/A 40 2015 *How satisfied are you with the information you receive from management on what's going on in your organization?
67.3% 16.9% 15.8% 2,618 N/A 41 2021 *How satisfied are you with the recognition you receive for doing a good job? 67.7% 17.0% 15.3% 1,807 N/A 41 2020 *How satisfied are you with the recognition you receive for doing a good job? 68.2% 16.9% 14.9% 2,149 N/A 41 2019 *How satisfied are you with the recognition you receive for doing a good job? 63.0% 18.3% 18.7% 2,123 N/A 41 2018 *How satisfied are you with the recognition you receive for doing a good job? 66.0% 17.0% 17.0% 2,278 N/A 41 2017 *How satisfied are you with the recognition you receive for doing a good job? 64.7% 18.6% 16.6% 2,404 N/A 41 2016 *How satisfied are you with the recognition you receive for doing a good job? 60.1% 20.1% 19.8% 2,107 N/A 41 2015 *How satisfied are you with the recognition you receive for doing a good job? 62.2% 18.0% 19.8% 2,600 N/A 42 2021 *Considering everything, how satisfied are you with your job? 69.5% 16.2% 14.3% 1,806 N/A 42 2020 *Considering everything, how satisfied are you with your job? 75.0% 13.4% 11.7% 2,134 N/A 42 2019 *Considering everything, how satisfied are you with your job? 73.6% 14.1% 12.3% 2,119 N/A 42 2018 *Considering everything, how satisfied are you with your job? 74.8% 14.4% 10.8% 2,277 N/A 42 2017 *Considering everything, how satisfied are you with your job? 74.3% 14.7% 10.9% 2,400 N/A 42 2016 *Considering everything, how satisfied are you with your job? 73.0% 14.4% 12.7% 2,106 N/A 42 2015 *Considering everything, how satisfied are you with your job? 75.8% 13.2% 11.0% 2,614 N/A 43 2021 Considering everything, how satisfied are you with your pay? 73.3% 13.2% 13.5% 1,811 N/A 43 2020 Considering everything, how satisfied are you with your pay? 76.0% 12.0% 12.0% 2,147 N/A 43 2019 Considering everything, how satisfied are you with your pay? 72.2% 14.1% 13.7% 2,119 N/A 43 2018 Considering everything, how satisfied are you with your pay? 72.5% 13.4% 14.1% 2,274 N/A 43 2017 Considering everything, how satisfied are you with your pay? 71.7% 14.1% 14.2% 2,410 N/A 43 2016 Considering everything, how satisfied are you with your pay? 68.4% 14.9% 16.6% 2,107 N/A 43 2015 Considering everything, how satisfied are you with your pay? 68.2% 15.3% 16.5% 2,617 N/A 44 2021 *Considering everything, how satisfied are you with your organization? 67.2% 15.9% 16.9% 1,810 N/A 44 2020 *Considering everything, how satisfied are you with your organization? 72.3% 14.6% 13.0% 2,145 N/A 44 2019 *Considering everything, how satisfied are you with your organization? 68.8% 16.9% 14.4% 2,115 N/A 44 2018 *Considering everything, how satisfied are you with your organization? 71.6% 16.0% 12.3% 2,265 N/A 44 2017 *Considering everything, how satisfied are you with your organization? 69.6% 16.3% 14.2% 2,411 N/A 44 2016 *Considering everything, how satisfied are you with your organization? 68.4% 15.5% 16.1% 2,103 N/A 44 2015 *Considering everything, how satisfied are you with your organization? 71.0% 16.2% 12.8% 2,619 N/A
- AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)
- Unweighted count of responses excluding "Do Not Know" or "No Basis to Judge" Percentages are weighted to represent the Agency's population.
Trending for Q14-Q19 is based on the "During the COVID-19 Pandemic" responses in 2020.
Q14-Q19 were not included in the 2015-2019 OPM FEVS and therefore not shown for those years.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
"a" indicates that there are no trending results available for the year.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Agency Pandemic Response: Physically Present
- 45. Since the last OPM FEVS (September and October 2020), on average what percentage of your work time have you been physically present at your agency worksite (including headquarters, bureau, field offices, etc.)?
2021 2021 2020 2020 Response Option N % N %
100% of my work time 38 2.2% 47 2.3%
At least 75% but less than 100% 93 5.2% 35 1.7%
At least 50% but less than 75% 41 2.3% 42 2.0%
At least 25% but less than 50% 120 6.8% 77 3.6%
Less than 25% 819 44.7% 740 34.4%
I have not been physically present at my agency worksite during the pandemic 700 38.9% 1,198 56.2%
Total 1,811 100.0% 2,139 100.0%
Percentages are weighted to represent the Agency's population.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
"a" indicates that there are no trending results available for the year.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Telework Trends
- 46. Please select the response that BEST describes your current teleworking schedule .
2021 2021 2020 2020 2019 2019 Response Option N % N % N %
I telework every work day 631 34.7% 1,795 84.1% 77 3.7%
I telework 3 or 4 days per week 692 38.6% 219 10.0% 90 4.4%
I telework 1 or 2 days per week 355 19.5% 64 3.0% 772 37.4%
I telework, but only about 1 or 2 days per month 30 1.7% 16 0.8% 187 8.7%
I telework very infrequently, on an unscheduled or short-term basis 46 2.6% 16 0.7% 508 23.5%
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) 15 0.9% 8 0.4% 102 4.8%
I do not telework because of technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking 1 0.1% 4 0.2% 12 0.6%
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 15 0.8% 1 0.0% 39 1.9%
I do not telework because I choose not to telework 22 1.2% 17 0.8% 324 15.1%
Total 1,807 100.0% 2,140 100.0% 2,111 100.0%
Percentages are weighted to represent the Agency's population.
Trending for Q46 is based on the "As of now" responses in 2020.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
"a" indicates that there are no trending results available for the year.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Pandemic: Employee Supports
For each support listed, choose the best response from one of the 3 columns: (1) those supports you needed and have been available to you, (2) those needed but not available to you, and (3) those supports you have not currently needed.
2021 2021 2020 2020 2021 2021 Needed, but Needed, but 2021 2021 2020 2020 Needed, but Needed, but 2020 2020 Needed and Needed and not available to not available to Not needed by Not needed by Needed and Needed and not available to not available to Not needed by Not needed by available to me available to me me me me now me now available to me available to me me me me now me now Response Option N % N % N % N % N % N %
47A. Expanded telework 1,466 82.2% 174 9.9% 142 7.9% 1,937 91.1% 11 0.5% 178 8.4%
47B. Expanded work schedule flexibilities 1,364 77.1% 142 8.0% 268 14.9% 1,604 75.5% 22 1.0% 497 23.5%
47C. Expanded leave policies 882 50.1% 136 7.9% 750 42.0% 767 36.3% 111 5.4% 1,236 58.3%
47D. Clear guidance on COVID-19 vaccination protocols 1,346 75.5% 194 11.1% 238 13.4% a a a a a a
47E. Appropriate physical health resources (e.g., access to COVID-19 testing) at my agency worksite 488 27.3% 463 26.3% 832 46.5% a a a a a
a 47F. Timely communication about possible COVID-19 exposure at my agency worksite 1,439 80.3% 130 7.4% 218 12.3% 1,727 81.3% 43 2.0% 361 16.8%
47G. Social distancing in my agency worksite 1,198 67.4% 189 10.5% 397 22.1% 1,213 57.0% 27 1.3% 890 41.8%
47H. Encouraged use of personal protective equipment (PPE) or other safety equipment in my agency worksite 1,329 74.4% 108 6.1% 349 19.5% 1,261 59.2% 31 1.5% 835 39.3%
47I. Cleaning and sanitizing performed regularly in my agency worksite to reduce risk of COVID-19 illness 1,350 75.3% 127 7.4% 309 17.3% a a a a a a a
47J. A well-ventilated worksite 1,178 66.4% 296 16.7% 299 16.9% a a a
a a
47K. Clear guidance on quarantine requirements after any COVID-19 a a a a a exposure 1,235 69.4% 241 13.7% 302 16.9% a Percentages are weighted to represent the Agency's population.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
a
" " indicates that there are no trending results available for the year.
Items Q47D-E and Q47I-K are new and do not trend. Item text for Q47F and Q47G has changed from the 2020 FEVS.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Pandemic Response: Senior Leaders and Supervisors
- 48. My organization's senior leaders demonstrate commitment to employee health and safety.
2021 2021 2020 2020 Response Option N % N %
Strongly Agree 585 32.5% 1,533 72.1%
Agree 626 35.3% 489 23.0%
Neither Agree nor Disagree 188 10.7% 56 2.7%
Disagree 186 10.3% 30 1.4%
Strongly Disagree 202 11.2% 17 0.8%
b b No Basis to Judge 16 12 Total 1,803 100.0% 2,137 100.0%
- 49. My organization's senior leaders support policies and procedures to protect employee health and safety.
2021 2021 2020 2020 Response Option N % N %
Strongly Agree 576 32.2% 1,507 71.0%
Agree 609 34.7% 507 24.0%
Neither Agree nor Disagree 222 12.6% 65 3.1%
Disagree 188 10.5% 26 1.2%
Strongly Disagree 181 10.1% 17 0.8%
No Basis to Judge 15 b 11 b Total 1,791 100.0% 2,133 100.0%
- 50. My organization's senior leaders provide effective communications about what to expect with the return to the physical worksite.
2021 2021 Response Option N %
Strongly Agree 564 31.4%
Agree 661 37.2%
Neither Agree nor Disagree 221 12.4%
Disagree 189 10.4%
Strongly Disagree 154 8.5%
b No Basis to Judge 8 Total 1,797 100.0%
- 51. My supervisor shows concern for my health and safety.
2021 2021 2020 2020 Response Option N % N %
Strongly Agree 1,029 57.3% 1,475 69.6%
Agree 549 30.6% 499 23.7%
Neither Agree nor Disagree 124 7.0% 92 4.4%
Disagree 48 2.7% 21 1.0%
Strongly Disagree 42 2.5% 29 1.4%
b b No Basis to Judge 9 23 Total 1,801 100.0% 2,139 100.0%
- 52. My supervisor supports my efforts to stay healthy and safe while working.
2021 2021 2020 2020 Response Option N % N %
Strongly Agree 1,031 57.6% 1,527 72.1%
Agree 552 30.8% 465 22.2%
Neither Agree nor Disagree 117 6.6% 88 4.2%
Disagree 46 2.6% 14 0.7%
Strongly Disagree 41 2.4% 18 0.8%
No Basis to Judge 11 b 27 b Total 1,798 100.0% 2,139 100.0%
- 53. My supervisor creates an environment where I can voice my concerns about staying healthy and safe.
2021 2021 2020 2020 Response Option N % N %
Strongly Agree 1,009 56.5% 1,447 68.8%
Agree 526 29.4% 466 22.3%
Neither Agree nor Disagree 128 7.2% 132 6.3%
Disagree 62 3.4% 24 1.1%
Strongly Disagree 59 3.4% 31 1.5%
No Basis to Judge 14 b 35 b Total 1,798 100.0% 2,135 100.0%
Percentages are weighted to represent the Agency's population.
Trending for Q48, Q49, Q51-Q53 is based on the "During the COVID-19 Pandemic" responses in 2020.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
"a" indicates that there are no trending results available for the year.
"b" indicates that the "No Basis to Judge" responses are not included in percentage calculations.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Pandemic: Type of Work
- 54. Does the type of work you do require you to be physically present at a worksite (e.g., border patrol agent, TSA agent, meat inspector)?
2021 2021 2020 2020 Response Option N % N %
Yes 259 14.8% 205 9.8%
No 1,421 78.4% 1,723 82.2%
Other 120 6.8% 170 8.0%
Total 1,800 100.0% 2,098 100.0%
Percentages are weighted to represent the Agency's population.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
"a" indicates that there are no trending results available for the year.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Pandemic Response
- 55. My agency's leadership updates employees about return to the worksite planning.
2021 2021 Response Option N %
Strongly Agree 676 37.5%
Agree 868 48.5%
Neither Agree nor Disagree 139 7.7%
Disagree 70 3.9%
Strongly Disagree 43 2.3%
Do Not Know 1 b Total 1,797 100.0%
- 56. In plans to return more employees to the worksite, my organization has made employee safety a top priority.
2021 2021 Response Option N %
Strongly Agree 446 24.9%
Agree 526 29.8%
Neither Agree nor Disagree 269 15.4%
Disagree 263 14.8%
Strongly Disagree 270 15.2%
Do Not Know 20 b Total 1,794 100.0%
- 57. Based on my organization's handling of the COVID-19 pandemic, I believe my organization will respond effectively to future emergencies.
2021 2021 2020 2020 Response Option N % N %
Strongly Agree 511 28.8% 1,304 61.9%
Agree 665 37.7% 635 30.1%
Neither Agree nor Disagree 285 16.1% 109 5.2%
Disagree 146 8.3% 40 1.8%
Strongly Disagree 160 9.1% 21 1.0%
b b Do Not Know 31 20 Total 1,798 100.0% 2,129 100.0%
Percentages are weighted to represent the Agency's population.
The rows above do not include results for any year when there were fewer than 4 completed surveys.
"a" indicates that there are no trending results available for the year.
"b" indicates that the "Do Not Know" responses are not included in percentage calculations.
The "Do Not Know" response option for Q57 was worded as "No Basis to Judge" in 2020.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet
Core Q1-10, 12-44 Trend Employment Demographics Where do you work?
Response Option %
Headquarters 65.4%
Field 25.1%
Full-time telework (e.g., home office, telecenter) 9.6%
Total 100.0%
What is your supervisory status?
Response Option %
Senior Leader 2.9%
Manager 4.5%
Supervisor 11.5%
Team Leader 5.8%
Non-Supervisor 75.4%
Total 100.0%
What is your pay category/grade?
Response Option %
Federal Wage System 0.1%
GS 1-6 0.9%
GS 7-12 8.1%
GS 13-15 83.0%
Senior Executive Service 5.2%
Senior Level (SL) or Scientific or Professional (ST) 1.3%
Other 1.5%
Total 100.0%
What is your US military service status?
Response Option %
No Prior Military Service 76.4%
Currently in National Guard or Reserves 1.6%
Retired 6.1%
Separated or Discharged 15.9%
Total 100.0%
Are you:
Response Option %
The spouse of a current active duty service member of the U.S. Armed Forces 0.3%
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 0.7%
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 99.0%
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 11.1%
No 88.9%
Total 100.0%
How long have you been with the Federal Government (excluding military service)?
Response Option %
Core Q1-10, 12-44 Trend Less than 1 year 1.3%
1 to 3 years 3.7%
4 to 5 years 1.7%
6 to 10 years 11.4%
11 to 14 years 23.4%
15 to 20 years 28.1%
More than 20 years 30.4%
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 1.9%
1 to 3 years 5.4%
4 to 5 years 1.9%
6 to 10 years 14.4%
11 to 14 years 27.3%
15 to 20 years 27.2%
More than 20 years 21.9%
Total 100.0%
Are you considering leaving your organization within the next year, and if so, why?
Response Option %
No 68.0%
Yes, to retire 9.6%
Yes, to take another job within the Federal Government 11.5%
Yes, to take another job outside the Federal Government 4.4%
Yes, other 6.5%
Total 100.0%
I am planning to retire:
Response Option %
Less than 1 year 5.7%
1 year 3.9%
2 years 7.1%
3 years 5.6%
4 years 4.2%
5 years 6.8%
More than 5 years 66.7%
Total 100.0%
Personal Demographics Are you of Hispanic, Latino, or Spanish origin?
Response Option %
Yes 8.2%
No 91.8%
Total 100.0%
Please select the racial category or categories with which you most closely identify.
Response Option %
White 72.5%
Black or African American 14.4%
All other races 13.2%
Total 100.0%
What is your age group?
Response Option %
Core Q1-10, 12-44 Trend 29 years and under 2.5%
30-39 years old 16.3%
40-49 years old 25.5%
50-59 years old 31.9%
60 years or older 23.7%
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 1.1%
Certification/ Some College/ Associate's Degree 8.2%
Bachelor's Degree 37.8%
Advanced Degrees (Post Bachelor's Degree) 52.9%
Total 100.0%
Are you an individual with a disability?
Response Option %
Yes 9.9%
No 90.1%
Total 100.0%
Are you:
Response Option %
Male 61.1%
Female 38.9%
Total 100.0%
Are you transgender?
Response Option %
Yes 0.5%
No 99.5%
Total 100.0%
Which one of the following do you consider yourself to be?
Response Option %
Straight, that is not gay or lesbian 94.7%
Gay or Lesbian 1.9%
Bisexual 1.7%
Something else 1.8%
Total 100.0%
Percentages for demographic questions are unweighted.
No suppression was applied to Employment Demographics.
Note: For confidentiality purposes, "c" indicated 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.
Source: Nuclear Regulatory Commission AES Report, 2021 OPM Federal Employee Viewpoint Survey End of worksheet