ML23317A223
| ML23317A223 | |
| Person / Time | |
|---|---|
| Issue date: | 11/12/2023 |
| From: | Jason Lising NRC/OCHCO/ADHRTD |
| To: | |
| References | |
| Download: ML23317A223 (1) | |
Text
Nuclear Regulatory Commission OPM FEVS AES Report Agency Information Field Period May 8 - Jul 7, 2023 Sample or Census Census Number of Surveys Completed 1,908 Number of Surveys Administered 2,652 Response Rate 71.9%
Number of items identified as Strengths (65% positive or higher) 68 Number of items identified as Challenges (35% negative or higher) 0 2023 Engagement Index 74%
Leaders Lead Subindex 60%
Supervisors Subindex 87%
Intrinsic Work Experience Subindex 77%
Notes: Number of items identified as strengths and challenges are based on items 1-90, excluding item 16.
A "-d" indicates that there were no responses to the item.
Do Not Know/ No Basis to Judge/
There have Neither Neither been no Agree nor Agree nor recent Disagree/ Strongly Disagree/ hires in my Strongly Sometimes/ Strongly Agree/ Agree/ Sometimes/ Strongly work unit /
Agree/ Agree/ Fair/ Disagree/ Always/ Most of Fair/ Disagree/ I do Always/ Most of Neither Disagree/ Never/ Very the Neither Disagree/ Never/ not have Very the time/ Satisfied Rarely/ Very Poor/ Good/ time/ Satisfied Rarely/ Very Poor/ Item any Good/ Very Good/ nor Poor/ Very Very Good/ nor Poor/ Very Response accessibility Response Percent Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied Percent Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied Total** needs Item Item Text Index Performance Dimension Type Positive % % % % % Negative N N N N N N N Employee-Focused: Employee 1 *I am given a real opportunity to improve my skills in my organization. N/A Development Agree-disagree 75% 32% 43% 12% 8% 4% 12% 617 829 232 150 73 1,901 N/A Employee Engagement: Intrinsic 2 I feel encouraged to come up with new and better ways of doing things. Work Experience N/A Agree-disagree 71% 30% 41% 14% 9% 5% 15% 574 771 269 175 99 1,888 N/A Employee Engagement: Intrinsic 3 My work gives me a feeling of personal accomplishment. Work Experience N/A Agree-disagree 76% 32% 44% 12% 7% 5% 12% 618 815 222 135 91 1,881 N/A Employee Engagement: Intrinsic 4 I know what is expected of me on the job. Work Experience N/A Agree-disagree 83% 36% 48% 9% 5% 2% 8% 671 896 178 97 43 1,885 N/A Employee-Focused: Work-Life 5 *My workload is reasonable. N/A Support Agree-disagree 63% 21% 42% 14% 15% 8% 23% 399 788 274 281 153 1,895 N/A Employee Engagement: Intrinsic 6 *My talents are used well in the workplace. Work Experience N/A Agree-disagree 66% 24% 43% 15% 11% 7% 19% 445 808 283 211 129 1,876 N/A Employee Engagement: Intrinsic 7 *I know how my work relates to the agency's goals. Work Experience N/A Agree-disagree 90% 45% 45% 6% 2% 2% 4% 864 847 115 47 29 1,902 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 73% 40% 33% 13% 8% 6% 14% 749 600 237 133 108 1,827 68 Foundations: Performance 9 I have enough information to do my job well. N/A Resources Agree-disagree 80% 28% 52% 11% 7% 2% 9% 533 997 203 130 41 1,904 N/A Employee-Focused: Employee 10 I receive the training I need to do my job well. N/A Development Agree-disagree 73% 26% 47% 16% 8% 3% 11% 498 891 296 150 60 1,895 N/A 11 I am held accountable for the quality of work I produce. N/A Goal Oriented: Accountability Agree-disagree 87% 35% 52% 8% 3% 2% 4% 664 991 156 52 30 1,893 N/A Goal Oriented: Performance 12 I have a clear idea of how well I am doing my job. N/A Feedback Agree-disagree 80% 31% 48% 11% 7% 3% 10% 593 918 202 131 54 1,898 N/A 13 I have the autonomy to decide how I do my job. N/A Agile: Autonomy Agree-disagree 73% 29% 44% 14% 8% 5% 13% 552 840 266 158 86 1,902 N/A 14 I can make decisions about my work without getting permission first. N/A Agile: Autonomy Agree-disagree 63% 22% 41% 19% 13% 5% 18% 425 786 351 239 100 1,901 N/A 15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation Agree-disagree 88% 51% 37% 7% 3% 2% 5% 975 707 128 59 33 1,902 N/A 17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal Oriented: Recognition Agree-disagree 51% 14% 37% 26% 15% 8% 23% 226 621 418 236 137 1,638 265 18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation Agree-disagree 87% 41% 46% 7% 4% 2% 6% 799 855 125 65 45 1,889 14
- My work unit has the job-relevant knowledge and skills necessary to accomplish organizational Foundations: Performance 19 goals. N/A Resources Agree-disagree 84% 37% 47% 8% 5% 3% 8% 715 878 153 95 46 1,887 15 20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A Always-never 92% 44% 48% 7% 1% 0% 1% 813 881 122 21 6 1,843 60 21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A Always-never 91% 52% 39% 7% 1% 0% 1% 973 722 132 19 7 1,853 35 22 Employees in my work unit produce high-quality work. Performance Confidence N/A Always-never 89% 48% 41% 9% 1% 0% 2% 888 769 175 27 5 1,864 37 23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A Always-never 83% 44% 39% 13% 3% 1% 4% 813 732 244 60 10 1,859 36 Foundations: Performance 24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. N/A Resources Agree-disagree 68% 21% 47% 20% 7% 4% 12% 354 771 326 119 67 1,637 258 Employee-Focused: Employee 25 I can influence decisions in my work unit. N/A Voice Agree-disagree 77% 30% 47% 14% 6% 3% 9% 579 890 263 118 51 1,901 N/A 26 I know what my work unit's goals are. N/A Goal Oriented: Goal Clarity Agree-disagree 89% 39% 49% 6% 4% 2% 5% 759 926 118 66 28 1,897 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 62% 20% 42% 21% 11% 6% 17% 379 772 381 204 100 1,836 62 28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience Agree-disagree 75% 25% 50% 14% 8% 3% 11% 471 921 248 146 59 1,845 55 29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation Agree-disagree 69% 22% 47% 20% 8% 3% 11% 410 871 364 151 48 1,844 57 30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation Agree-disagree 69% 23% 46% 21% 8% 2% 10% 428 845 372 139 44 1,828 54 31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience Agree-disagree 57% 18% 39% 28% 11% 4% 15% 331 718 500 210 66 1,825 57 Foundations: Customer 32 Employees in my work unit consider customer needs a top priority. N/A Responsiveness Agree-disagree 79% 33% 45% 15% 4% 2% 6% 616 824 286 76 33 1,835 55 Foundations: Customer 33 Employees in my work unit consistently look for ways to improve customer service. N/A Responsiveness Agree-disagree 65% 24% 41% 25% 7% 2% 9% 435 745 456 132 40 1,808 83 Employee-Focused: Work-Life 34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A Support Agree-disagree 84% 44% 40% 9% 4% 3% 7% 829 754 174 83 48 1,888 11 35 Employees are recognized for providing high quality products and services. N/A Goal Oriented: Recognition Agree-disagree 70% 24% 46% 14% 10% 6% 16% 450 857 252 184 110 1,853 44 Employee-Focused: Employee 36 Employees are protected from health and safety hazards on the job. N/A Welfare Agree-disagree 84% 45% 38% 9% 4% 3% 7% 863 695 176 74 47 1,855 44 37 My organization is successful at accomplishing its mission. N/A Other Agree-disagree 84% 37% 47% 9% 4% 2% 6% 708 876 175 74 37 1,870 26 38 I have a good understanding of my organization's priorities. N/A Goal Oriented: Goal Clarity Agree-disagree 77% 32% 45% 13% 7% 3% 10% 611 851 241 141 56 1,900 N/A My organization shares results (for example, town halls, email, distribution of reports) from the 39 Federal Employee Viewpoint Survey (FEVS). N/A Other Agree-disagree 89% 44% 45% 6% 3% 2% 5% 824 838 108 52 39 1,861 29 40 Information is openly shared in my organization. N/A Foundations: Communication Agree-disagree 65% 24% 42% 18% 10% 6% 17% 440 766 325 191 113 1,835 13 41 The approval process in my organization allows timely delivery of my work. N/A Other Agree-disagree 60% 17% 43% 18% 13% 8% 22% 313 789 341 252 153 1,848 18 42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience Agree-disagree 59% 18% 42% 23% 12% 6% 18% 321 753 414 213 111 1,812 52 Employee-Focused: Employee 43 My organization has prepared me for potential physical security threats. N/A Welfare Agree-disagree 74% 26% 47% 16% 6% 4% 11% 488 874 289 115 76 1,842 45 Employee-Focused: Employee 44 My organization has prepared me for potential cybersecurity threats. N/A Welfare Agree-disagree 86% 33% 53% 9% 3% 2% 4% 617 981 170 50 31 1,849 20 45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. N/A Foundations: Merit Principles Agree-disagree 52% 19% 33% 22% 14% 12% 26% 355 592 383 238 212 1,780 101 46 *I recommend my organization as a good place to work. Global Satisfaction N/A Agree-disagree 66% 29% 37% 19% 9% 7% 16% 548 709 344 170 120 1,891 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 47% 18% 29% 23% 16% 15% 31% 330 524 413 291 259 1,817 75 Employee Engagement:
48 Supervisors in my work unit support employee development. Supervisors N/A Agree-disagree 88% 51% 37% 6% 3% 3% 5% 962 675 114 48 47 1,846 12 Employee-Focused: Work-Life 49 My supervisor supports my need to balance work and other life issues. N/A Support Agree-disagree 92% 66% 26% 5% 2% 2% 4% 1,253 481 89 32 32 1,887 N/A Employee Engagement:
50 My supervisor listens to what I have to say. Supervisors N/A Agree-disagree 88% 59% 29% 7% 3% 2% 6% 1,116 543 118 62 42 1,881 N/A Employee Engagement:
51 My supervisor treats me with respect. Supervisors N/A Agree-disagree 91% 63% 28% 5% 2% 2% 4% 1,204 515 93 38 37 1,887 N/A Employee Engagement:
52 I have trust and confidence in my supervisor. Supervisors N/A Agree-disagree 82% 56% 26% 9% 6% 4% 9% 1,064 492 159 103 68 1,886 N/A 53 My supervisor holds me accountable for achieving results. N/A Goal Oriented: Accountability Agree-disagree 91% 57% 35% 6% 1% 1% 2% 1,072 655 114 29 14 1,884 N/A Employee Engagement:
54 Overall, how good a job do you feel is being done by your immediate supervisor? Supervisors N/A Good-poor 84% 57% 26% 10% 3% 3% 6% 1,093 498 194 50 53 1,888 N/A Goal Oriented: Performance 55 My supervisor provides me with constructive suggestions to improve my job performance. N/A Feedback Agree-disagree 78% 40% 37% 13% 6% 3% 10% 758 709 241 118 59 1,885 N/A Goal Oriented: Performance 56 My supervisor provides me with performance feedback throughout the year. N/A Feedback Agree-disagree 80% 41% 40% 12% 5% 3% 8% 767 743 217 90 57 1,874 15 In my organization, senior leaders generate high levels of motivation and commitment in the Employee Engagement: Leaders 57 workforce. Lead N/A Agree-disagree 46% 15% 31% 22% 18% 14% 32% 274 581 407 333 263 1,858 24 Employee Engagement: Leaders 58 My organization's senior leaders maintain high standards of honesty and integrity. Lead N/A Agree-disagree 59% 23% 36% 18% 12% 11% 23% 415 649 321 211 194 1,790 83 Employee Engagement: Leaders 59 *Managers communicate the goals of the organization. Lead N/A Agree-disagree 71% 22% 49% 15% 8% 6% 15% 415 920 267 154 116 1,872 6 Managers promote communication among different work units (for example, about projects, goals, 60 needed resources). N/A Foundations: Communication Agree-disagree 66% 21% 45% 16% 11% 8% 18% 385 828 290 194 136 1,833 35 Overall, how good a job do you feel is being done by the manager directly above your immediate Employee Engagement: Leaders 61 supervisor? Lead N/A Good-poor 67% 31% 36% 19% 7% 7% 14% 568 667 347 129 124 1,835 43 Employee Engagement: Leaders 62 I have a high level of respect for my organization's senior leaders. Lead N/A Agree-disagree 56% 23% 33% 20% 13% 11% 24% 429 624 367 249 202 1,871 12 Employee-Focused: Work-Life 63 Senior leaders demonstrate support for Work-Life programs. N/A Support Agree-disagree 63% 27% 36% 16% 10% 11% 21% 489 664 299 179 195 1,826 52 64 Management encourages innovation. N/A Agile: Innovation Agree-disagree 65% 23% 42% 20% 8% 7% 15% 436 771 363 157 118 1,845 32 65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience Agree-disagree 47% 16% 31% 24% 17% 13% 29% 294 564 436 306 226 1,826 48 Employee-Focused: Employee 66 Management involves employees in decisions that affect their work. N/A Voice Agree-disagree 47% 15% 32% 24% 16% 14% 29% 285 589 435 287 246 1,842 44 Employee-Focused: Employee Satisfied-67 *How satisfied are you with your involvement in decisions that affect your work? N/A Voice dissatisfied 54% 18% 37% 23% 16% 6% 22% 336 691 440 298 114 1,879 N/A
- How satisfied are you with the information you receive from management on what's going on in Satisfied-68 your organization? N/A Foundations: Communication dissatisfied 58% 19% 40% 20% 15% 7% 22% 359 744 363 284 122 1,872 N/A Satisfied-69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal Oriented: Recognition dissatisfied 63% 24% 39% 20% 11% 6% 17% 452 735 369 211 104 1,871 N/A Satisfied-70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A dissatisfied 69% 28% 42% 16% 9% 5% 14% 519 783 307 172 90 1,871 N/A Satisfied-71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A dissatisfied 66% 24% 42% 16% 11% 6% 17% 459 791 305 212 112 1,879 N/A Satisfied-72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A dissatisfied 61% 22% 40% 19% 12% 7% 19% 412 743 366 227 128 1,876 N/A My organization's management practices promote diversity (e.g., outreach, recruitment, promotion 73 opportunities). DEIA: Diversity N/A Agree-disagree 77% 35% 42% 14% 5% 4% 9% 644 735 241 86 63 1,769 109 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion 74 opportunities, development). DEIA: Diversity N/A Agree-disagree 81% 43% 38% 13% 3% 3% 6% 761 670 227 50 46 1,754 124 I have similar access to advancement opportunities (e.g., promotion, career development, training) as 75 others in my work unit. DEIA: Equity N/A Agree-disagree 67% 29% 38% 14% 10% 10% 19% 544 683 251 176 170 1,824 51 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work 76 assignments). DEIA: Equity N/A Agree-disagree 75% 36% 38% 13% 6% 6% 12% 664 690 229 111 94 1,788 87 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, 77 acknowledgements). DEIA: Equity N/A Agree-disagree 71% 32% 39% 15% 7% 7% 14% 572 700 262 122 114 1,770 110 78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A Agree-disagree 83% 39% 44% 12% 3% 3% 5% 743 798 210 48 50 1,849 21 79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A Agree-disagree 82% 39% 43% 13% 3% 2% 5% 732 769 225 59 36 1,821 35 80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A Agree-disagree 81% 37% 45% 10% 5% 4% 9% 692 816 178 98 69 1,853 13 81 In my work unit, people's differences are respected. DEIA: Inclusion N/A Agree-disagree 82% 36% 45% 12% 4% 3% 7% 679 825 206 71 49 1,830 37 82 I can be successful in my organization being myself. DEIA: Inclusion N/A Agree-disagree 75% 34% 41% 13% 7% 5% 12% 642 756 222 132 96 1,848 18 83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A Agree-disagree 77% 34% 43% 14% 5% 4% 9% 369 456 152 50 43 1,070 373 84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A Agree-disagree 69% 29% 40% 20% 6% 5% 11% 288 388 185 56 52 969 469 85 My organization meets my accessibility needs. DEIA: Accessibility N/A Agree-disagree 73% 31% 42% 17% 5% 4% 9% 323 424 169 50 42 1,008 422 86 My job inspires me. Employee Experience N/A Agree-disagree 59% 22% 37% 23% 12% 5% 18% 407 696 437 232 97 1,869 N/A 87 The work I do gives me a sense of accomplishment. Employee Experience N/A Agree-disagree 75% 30% 44% 14% 8% 4% 11% 573 817 265 138 68 1,861 N/A 88 I feel a strong personal attachment to my organization. Employee Experience N/A Agree-disagree 57% 25% 32% 24% 13% 6% 19% 484 594 451 230 117 1,876 N/A 89 I identify with the mission of my organization. Employee Experience N/A Agree-disagree 83% 37% 46% 12% 3% 2% 5% 699 859 220 59 32 1,869 N/A 90 It is important to me that my work contribute to the common good. Employee Experience N/A Agree-disagree 93% 51% 41% 6% 1% 1% 2% 976 767 102 16 14 1,875 N/A
- AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)
- Unweighted count of responses excluding "Do Not Know", "No Basis to Judge", "There have been no recent hires in my work unit", or "I do not have any accessibility needs.
Percentages are weighted to represent the Agency's population.
For confidentiality purposes, a "-c" indicates that there are fewer than 4 responses to Questions 83, 84, or 85 and results are therefore suppressed.
Source: Nuclear Regulatory Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey
Performance Dimension: Goal Oriented: Accountability
- 16. In my work unit poor performers usually (select all that apply):
2023 2023 2022 2022 Response Option N % N %
Remain in the work unit and improve their performance over time 267 13.5% 283 15.0%
Remain in the work unit and continue to underperform 661 34.5% 649 34.0%
Leave the work unit - removed or transferred 129 6.6% 161 8.5%
Leave the work unit - quit 68 3.4% 71 3.7%
There are no poor performers in my work unit 523 27.3% 500 26.5%
Do Not Know 446 24.0% 436 23.6%
Total (percents will add to more than 100% because respondents could choose more than one response option) 1,905 N/A 1,886 N/A Percentages are weighted to represent the Agency's population.
A "-a" indicates that there are no trending results available for the year.
Source: Nuclear Regulatory Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey
Sort for Sort for Sort for Largest Largest Largest 2020 Percent 2021 Percent 2022 Percent 2023 Percent Difference Difference Difference Differences Differences Differences Item Item Text Index Performance Dimension Positive Positive Positive Positive 2023-2020 2023-2021 2023-2022 2023-2020 2023-2021 2023-2022 Employee-Focused: Employee 1 *I am given a real opportunity to improve my skills in my organization. N/A Development 76% 77% 75% 75% -1% -2% 0% 8 20 25 Employee Engagement: Intrinsic 2 I feel encouraged to come up with new and better ways of doing things. Work Experience N/A 76% 73% 71% 71% -5% -2% 0% 20 22 35 Employee Engagement: Intrinsic 3 My work gives me a feeling of personal accomplishment. Work Experience N/A 78% 75% 76% 76% -2% 1% 0% 11 3 23 Employee Engagement: Intrinsic 4 I know what is expected of me on the job. Work Experience N/A 84% 84% 85% 83% -1% -1% -2% 10 11 64 Employee-Focused: Work-Life 5 *My workload is reasonable. N/A Support 70% 67% 66% 63% -7% -4% -3% 26 30 72 Employee Engagement: Intrinsic 6 *My talents are used well in the workplace. Work Experience N/A 68% 69% 67% 66% -2% -3% -1% 12 24 46 Employee Engagement: Intrinsic 7 *I know how my work relates to the agency's goals. Work Experience N/A 91% 89% 89% 90% -1% 1% 1% 9 5 17 8 *I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. N/A Foundations: Merit Principles 76% 75% 77% 73% -3% -2% -4% 15 21 82 Foundations: Performance 9 I have enough information to do my job well. N/A Resources -a -a 83% 80% -a -a -3% -a -a 71 Employee-Focused: Employee 10 I receive the training I need to do my job well. N/A Development -a -a 74% 73% -a -a -1% -a -a 49 11 I am held accountable for the quality of work I produce. N/A Goal Oriented: Accountability -a -a 89% 87% -a -a -2% -a -a 66 Goal Oriented: Performance 12 I have a clear idea of how well I am doing my job. N/A Feedback -a -a 80% 80% -a -a 0% -a -a 32 15 *The people I work with cooperate to get the job done. N/A Foundations: Cooperation 88% 90% 89% 88% 0% -2% -1% 7 15 42 17 *In my work unit, differences in performance are recognized in a meaningful way. N/A Goal Oriented: Recognition 58% 60% 52% 51% -7% -9% -1% 27 39 59 18 Employees in my work unit share job knowledge. N/A Foundations: Cooperation -a -a 87% 87% -a -a 0% -a -a 22 Foundations: Performance 19 *My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. N/A Resources 86% 86% 85% 84% -2% -2% -1% 13 18 57 20 Employees in my work unit meet the needs of our customers. Performance Confidence N/A 95% 93% 91% 92% -3% -1% 1% 14 12 18 21 Employees in my work unit contribute positively to my agency's performance. Performance Confidence N/A 95% 93% 92% 91% -4% -2% -1% 16 16 39 22 Employees in my work unit produce high-quality work. Performance Confidence N/A 94% 91% 89% 89% -5% -2% 0% 19 19 30 23 Employees in my work unit adapt to changing priorities. Performance Confidence N/A 93% 86% 85% 83% -10% -3% -2% 31 25 68 Foundations: Performance 24 New hires in my work unit (i.e. hired in the past year) have the right skills to do their jobs. N/A Resources -a -a 67% 68% -a -a 1% -a -a 16 Employee-Focused: Employee 25 I can influence decisions in my work unit. N/A Voice -a -a 73% 77% -a -a 4% -a -a 3 26 I know what my work unit's goals are. N/A Goal Oriented: Goal Clarity -a -a 87% 89% -a -a 2% -a -a 8 27 My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). N/A Agile: Innovation -a -a 62% 62% -a -a 0% -a -a 20 28 My work unit successfully manages disruptions to our work. N/A Agile: Resilience -a -a 74% 75% -a -a 1% -a -a 12 29 Employees in my work unit consistently look for new ways to improve how they do their work. N/A Agile: Innovation -a -a 71% 69% -a -a -2% -a -a 67 30 Employees in my work unit incorporate new ideas into their work. N/A Agile: Innovation -a -a 73% 69% -a -a -4% -a -a 78 31 Employees in my work unit approach change as an opportunity. N/A Agile: Resilience -a -a 58% 57% -a -a -1% -a -a 48 Foundations: Customer 32 Employees in my work unit consider customer needs a top priority. N/A Responsiveness -a -a 77% 79% -a -a 2% -a -a 9 Foundations: Customer 33 Employees in my work unit consistently look for ways to improve customer service. N/A Responsiveness -a -a 66% 65% -a -a -1% -a -a 45 Employee-Focused: Work-Life 34 Employees in my work unit support my need to balance my work and personal responsibilities. N/A Support -a -a 82% 84% -a -a 2% -a -a 7 35 Employees are recognized for providing high quality products and services. N/A Goal Oriented: Recognition 78% 74% 73% 70% -8% -4% -3% 28 29 76 Employee-Focused: Employee 36 Employees are protected from health and safety hazards on the job. N/A Welfare 92% 73% 71% 84% -8% 11% 13% 29 1 1 37 My organization is successful at accomplishing its mission. N/A Other 89% 86% 86% 84% -5% -2% -2% 18 17 61 38 I have a good understanding of my organization's priorities. N/A Goal Oriented: Goal Clarity -a -a 78% 77% -a -a -1% -a -a 56 42 My organization effectively adapts to changing government priorities. N/A Agile: Resilience -a -a 64% 59% -a -a -5% -a -a 84 Employee-Focused: Employee 43 My organization has prepared me for potential physical security threats. N/A Welfare -a -a 69% 74% -a -a 5% -a -a 2 Employee-Focused: Employee 44 My organization has prepared me for potential cybersecurity threats. N/A Welfare -a -a 89% 86% -a -a -3% -a -a 74 45 In my organization, arbitrary action, personal favoritism and/or political coercion are not tolerated. N/A Foundations: Merit Principles -a -a 54% 52% -a -a -2% -a -a 62 46 *I recommend my organization as a good place to work. Global Satisfaction N/A 77% 72% 67% 66% -11% -6% -1% 35 34 52 47 *I believe the results of this survey will be used to make my agency a better place to work. N/A Other 52% 48% 46% 47% -5% -1% 1% 22 13 13 Employee Engagement:
48 Supervisors in my work unit support employee development. Supervisors N/A 88% 87% 89% 88% 0% 1% -1% 6 4 41 Employee-Focused: Work-Life 49 My supervisor supports my need to balance work and other life issues. N/A Support 91% 91% 92% 92% 1% 1% 0% 4 2 28 Employee Engagement:
50 My supervisor listens to what I have to say. Supervisors N/A 87% 88% 88% 88% 1% 0% 0% 5 9 34 Employee Engagement:
51 My supervisor treats me with respect. Supervisors N/A 89% 91% 91% 91% 2% 0% 0% 3 7 31 Employee Engagement:
52 I have trust and confidence in my supervisor. Supervisors N/A 79% 82% 83% 82% 3% 0% -1% 1 6 55 53 My supervisor holds me accountable for achieving results. N/A Goal Oriented: Accountability -a -a 92% 91% -a -a -1% -a -a 40 Employee Engagement:
54 Overall, how good a job do you feel is being done by your immediate supervisor? Supervisors N/A 82% 85% 85% 84% 2% -1% -1% 2 10 47 Goal Oriented: Performance 55 My supervisor provides me with constructive suggestions to improve my job performance. N/A Feedback -a -a 78% 78% -a -a 0% -a -a 37 Goal Oriented: Performance 56 My supervisor provides me with performance feedback throughout the year. N/A Feedback -a -a 80% 80% -a -a 0% -a -a 26 Employee Engagement: Leaders 57 In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Lead N/A 62% 54% 50% 46% -16% -8% -4% 38 38 79 Employee Engagement: Leaders 58 My organization's senior leaders maintain high standards of honesty and integrity. Lead N/A 70% 62% 62% 59% -11% -3% -3% 34 27 77 Employee Engagement: Leaders 59 *Managers communicate the goals of the organization. Lead N/A 76% 73% 72% 71% -5% -2% -1% 24 23 58 60 Managers promote communication among different work units (for example, about projects, goals, needed resources). N/A Foundations: Communication 71% 69% 67% 66% -5% -3% -1% 23 26 60 Employee Engagement: Leaders 61 Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? Lead N/A 71% 68% 69% 67% -4% -1% -2% 17 14 70 Employee Engagement: Leaders 62 I have a high level of respect for my organization's senior leaders. Lead N/A 67% 60% 60% 56% -11% -4% -4% 33 31 81 Employee-Focused: Work-Life 63 Senior leaders demonstrate support for Work-Life programs. N/A Support 83% 67% 63% 63% -20% -4% 0% 39 28 29 64 Management encourages innovation. N/A Agile: Innovation -a -a 70% 65% -a -a -5% -a -a 83 65 Management makes effective changes to address challenges facing our organization. N/A Agile: Resilience -a -a 49% 47% -a -a -2% -a -a 69 Employee-Focused: Employee 66 Management involves employees in decisions that affect their work. N/A Voice -a -a 46% 47% -a -a 1% -a -a 11 Employee-Focused: Employee 67 *How satisfied are you with your involvement in decisions that affect your work? N/A Voice 65% 62% 54% 54% -11% -8% 0% 32 37 24 68 *How satisfied are you with the information you receive from management on what's going on in your organization? N/A Foundations: Communication 72% 65% 62% 58% -14% -7% -4% 37 35 80 69 *How satisfied are you with the recognition you receive for doing a good job? N/A Goal Oriented: Recognition 68% 68% 66% 63% -5% -5% -3% 21 32 75 70 *Considering everything, how satisfied are you with your job? Global Satisfaction N/A 75% 69% 70% 69% -6% 0% -1% 25 8 43 71 Considering everything, how satisfied are you with your pay? Global Satisfaction N/A 76% 73% 68% 66% -10% -7% -2% 30 36 63 72 *Considering everything, how satisfied are you with your organization? Global Satisfaction N/A 72% 67% 64% 61% -11% -6% -3% 36 33 73 73 My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). DEIA: Diversity N/A -a -a 77% 77% -a -a 0% -a -a 36 74 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). DEIA: Diversity N/A -a -a 82% 81% -a -a -1% -a -a 54 75 I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. DEIA: Equity N/A -a -a 67% 67% -a -a 0% -a -a 33
76 My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). DEIA: Equity N/A -a -a 76% 75% -a -a -1% -a -a 50 77 In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). DEIA: Equity N/A -a -a 73% 71% -a -a -2% -a -a 65 78 Employees in my work unit make me feel I belong. DEIA: Inclusion N/A -a -a 84% 83% -a -a -1% -a -a 53 79 Employees in my work unit care about me as a person. DEIA: Inclusion N/A -a -a 81% 82% -a -a 1% -a -a 14 80 I am comfortable expressing opinions that are different from other employees in my work unit. DEIA: Inclusion N/A -a -a 78% 81% -a -a 3% -a -a 4 81 In my work unit, people's differences are respected. DEIA: Inclusion N/A -a -a 79% 82% -a -a 3% -a -a 5 82 I can be successful in my organization being myself. DEIA: Inclusion N/A -a -a 73% 75% -a -a 2% -a -a 6 83 I can easily make a request of my organization to meet my accessibility needs. DEIA: Accessibility N/A -a -a 75% 77% -a -a 2% -a -a 10 84 My organization responds to my accessibility needs in a timely manner. DEIA: Accessibility N/A -a -a 68% 69% -a -a 1% -a -a 15 85 My organization meets my accessibility needs. DEIA: Accessibility N/A -a -a 74% 73% -a -a -1% -a -a 38 86 My job inspires me. Employee Experience N/A -a -a 60% 59% -a -a -1% -a -a 51 87 The work I do gives me a sense of accomplishment. Employee Experience N/A -a -a 74% 75% -a -a 1% -a -a 19 88 I feel a strong personal attachment to my organization. Employee Experience N/A -a -a 58% 57% -a -a -1% -a -a 44 89 I identify with the mission of my organization. Employee Experience N/A -a -a 83% 83% -a -a 0% -a -a 21 90 It is important to me that my work contribute to the common good. Employee Experience N/A -a -a 93% 93% -a -a 0% -a -a 27
- AES prescribed items as of 2017 (5 CFR Part 250, Subpart C)
Percentages are weighted to represent the Agency's population.
Only items 1-12, 15, 17-38, 42-90 that carried over from the 2022 OPM FEVS are included on this tab.
a A "- " indicates that there are no trending results available for the year.
c For confidentiality purposes, a "- " 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: Nuclear Regulatory Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey
Telework/Remote Work 91 . Please select the response that BEST describes your current teleworking schedule.
2023 2023 2022 2022 2021 2021 Response Option N % N % N %
I telework every work day (i.e., remote work agreement) 164 8.9% N/A N/A 631 34.7%
I have an approved remote work agreement (I am not expected to perform work at an agency worksite) N/A N/A 176 9.8% N/A N/A I telework 3 or 4 days per week 1,010 53.4% N/A N/A 692 38.6%
I telework 3 or more days per week N/A N/A 969 52.4% N/A N/A I telework 1 or 2 days per week 558 30.5% 574 31.2% 355 19.5%
I telework, but only about 1 or 2 days per month 49 2.5% 29 1.6% 30 1.7%
I telework very infrequently, on an unscheduled or short-term basis 48 2.4% 61 3.3% 46 2.6%
I do not telework because I have to be physically present on the job (e.g.,
law enforcement officers, TSA agent, border patrol agent, security personnel) 24 1.3% 7 0.4% 15 0.9%
I do not telework because of technical issues (e.g., connectivity, inadequate equipment) that prevent me from teleworking 2 0.1% 2 0.1% 1 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 2 0.1% 8 0.5% 15 0.8%
I do not telework because I choose not to telework 18 1.0% 13 0.8% 22 1.2%
Total 1,875 100.0% 1,839 100.0% 1,807 100.0%
Only those who answered I telework every work day in 2023 or I have an approved remote work agreement in 2022 to the previous question received Question 91a.
91a. What is your current remote work status?
2023 2023 2022 2022 Response Option N % N %
I do not have an approved remote work agreement 6 3.8% N/A N/A I have an approved remote work agreement and live outside the local commuting area (more than 50 miles away) 119 72.3% 117 66.9%
I have an approved remote work agreement and live inside the local commuting area (less than 50 miles away) 35 23.1% 57 33.1%
I do not know 1 0.8% N/A N/A Total 161 100.0% 174 100.0%
Percentages are weighted to represent the Agency's population.
-a indicates that there are no trending results available for the year.
-d indicates that there were no responses to this item.
In 2023, the response options for Q91 and Q91a were slightly different than in previous years. To facilitate trending, all possible response options are shown and an N/A is shown when the response option is not relevant for that given year.
Source: Nuclear Regulatory Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey
Employment Demographics Where do you work?
Response Option %
Headquarters 64.5%
Field 28.5%
Full-time telework (e.g., home office, telecenter) 6.9%
Total 100.0%
What is your supervisory status?
Response Option %
Senior Leader 2.2%
Manager 4.3%
Supervisor 11.5%
Team Leader 7.1%
Non-Supervisor 74.9%
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 0.9%
GS 7-12 10.5%
GS 13-15 81.4%
Senior Executive Service 4.6%
Senior Level (SL) or Scientific or Professional (ST) 1.4%
Other 1.2%
Total 100.0%
What is your US military service status?
Response Option %
No Prior Military Service 75.5%
Currently in National Guard or Reserves 1.5%
Retired 5.9%
Separated or Discharged 17.1%
Total 100.0%
Are you:
Response Option %
The spouse of a current active duty service member of the U.S. Armed Forces 0.7%
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 0.1%
None of the categories listed 98.6%
Total 100.0%
If the response to the previous question on if you are a military spouse was "None of the categories listed," this item was skipped.
Have you been hired under the Military Spouse Non-Competitive Hiring Authority?
Response Option %
Yes 0.0%
No 100.0%
Total 100.0%
How long have you been with the Federal Government (excluding military service)?
Response Option %
Less than 1 year 2.5%
1 to 3 years 7.8%
4 to 5 years 2.2%
6 to 10 years 10.9%
11 to 14 years 15.1%
15 to 20 years 29.3%
More than 20 years 32.3%
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 4.4%
1 to 3 years 12.3%
4 to 5 years 2.2%
6 to 10 years 11.3%
11 to 14 years 15.8%
15 to 20 years 30.8%
More than 20 years 23.2%
Total 100.0%
Are you considering leaving your organization within the next year, and if so, why?
Response Option %
No 66.4%
Yes, to retire 8.1%
Yes, to take another job within the Federal Government 15.5%
Yes, to take another job outside the Federal Government 5.7%
Yes, other 4.3%
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 59.0%
No 41.0%
Total 100.0%
I am planning to retire:
Response Option %
Less than 1 year 4.0%
1 year 3.4%
2 years 7.0%
3 years 5.3%
4 years 3.5%
5 years 6.4%
More than 5 years 70.4%
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 71.0%
Black or African American 14.6%
All other races 14.4%
Total 100.0%
What is your age group?
Response Option %
29 years and under 4.5%
30-39 years old 16.3%
40-49 years old 28.0%
50-59 years old 30.1%
60 years or older 21.1%
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 1.0%
Certification/ Some College/ Associate's Degree 7.7%
Bachelor's Degree 38.7%
Advanced Degrees (Post Bachelor's Degree) 52.6%
Total 100.0%
Are you an individual with a disability?
Response Option %
Yes 10.4%
No 89.6%
Total 100.0%
Are you:
Response Option %
Male 61.2%
Female 38.8%
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 1.7%
Straight, that is not lesbian or gay 94.3%
Bisexual 1.4%
I use a different term 2.6%
Total 100.0%
Percentages for demographic questions are unweighted.
The first two response options "Lesbian or gay" and "Straight, that is not lesbian or gay" for the sexual orientation item were re-worded and re-ordered from the 2022 survey.
Note: For confidentiality purposes, a "-c" indicates that there are either fewer than 4 responses to a single personal demographic category or fewer than 4 responses in multiple personal demographic categories, and results are therefore suppressed.
A "-d" indicates that there were no responses to this item.
No suppression was applied to Employment Demographics.
Source: Nuclear Regulatory Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey
Agency Specific Item I believe I can reach my full professional potential working in this agency.
Response Option N %
Strongly Agree 441 23.1%
Agree 638 33.8%
Neither Agree nor Disagree 345 18.5%
Disagree 284 15.3%
Strongly Disagree 169 9.2%
Total 1,877 100.0%
What do you believe are obstacles to reaching your full professional potential? (select top three):
Response Option N %
I am not aware of any obstacles to reaching my full professional potential. 461 24.5%
Lack of understanding of my career path. 255 13.4%
Lack of promotion opportunities. 687 37.3%
Lack of training opportunities. 155 8.2%
Lack of development opportunities. 323 17.4%
Lack of supervisor support. 176 9.9%
Lack of senior leadership support. 415 22.5%
Personal reasons. 275 14.3%
Other not listed. 369 19.6%
Not applicable. I feel that I have reached my full professional potential. 180 9.7%
Total 1,868 N/A I feel that my skills are valued in this agency.
Response Option N %
Strongly Agree 514 27.0%
Agree 843 44.9%
Neither Agree nor Disagree 262 14.3%
Disagree 151 8.2%
Strongly Disagree 100 5.6%
Total 1,870 100.0%
All employees are held to the same expectations for exhibiting our agency's values (i.e., ISOCCER) regardless of position or seniority.
Response Option N %
Strongly Agree 319 16.8%
Agree 636 33.7%
Neither Agree nor Disagree 403 21.9%
Disagree 323 17.6%
Strongly Disagree 184 10.0%
Total 1,865 100.0%
My level of work-related stress has increased over the past year.
Response Option N %
Strongly Agree 479 25.4%
Agree 579 30.9%
Neither Agree nor Disagree 381 20.6%
Disagree 353 18.9%
Strongly Disagree 78 4.2%
Total 1,870 100.0%
I am satisfied with the current level of interaction I have with my management.
Response Option N %
Strongly Agree 449 23.7%
Agree 880 47.5%
Neither Agree nor Disagree 307 17.0%
Disagree 140 7.6%
Strongly Disagree 77 4.2%
Total 1,853 100.0%
Senior leaders are transparent when explaining the reasons behind major decisions.
Response Option N %
Strongly Agree 224 11.8%
Agree 538 28.5%
Neither Agree nor Disagree 454 24.6%
Disagree 346 18.3%
Strongly Disagree 311 16.8%
Total 1,873 100.0%
I would like my senior leadership to do more of the following: (Select top three)
Response Option N %
Communicate about agency goals and progress 302 16.1%
Communicate about upcoming changes effectively and in a timely manner 783 41.8%
Demonstrate interest in my work unit's challenges and successes 502 27.0%
Hold "town hall discussions" with employees with question and answer sessions 175 9.5%
Conduct "pulse surveys" or use other methods to gather employee input 167 9.1%
Hold leaders at all levels accountable for employee morale 885 47.4%
Demonstrate that people are important to the agency's success 658 35.3%
Undertake efforts that demonstrate genuine commitment to diversity, equity, inclusion, and accessibility 221 12.1%
Champion development opportunities for individuals at every level of the agency 483 26.0%
None of the above 238 12.9%
Total 1,861 N/A When answering the survey questions about your senior leaders," who were you primarily thinking of?
(Select all that apply)
Response Option N %
Executive Leadership (i.e., EDO and DEDOs) 1,153 61.4%
Office/Regional Leadership 1,329 71.2%
Division Leadership 724 39.6%
Commissioners 347 18.7%
Other 48 2.7%
Total 1,866 N/A When answering the survey questions about your "organization," which organization were you primarily thinking of?
Response Option N %
The overall Agency 680 36.6%
The Office/Region level 774 41.6%
The Division level 379 20.1%
Other 32 1.7%
Total 1,865 100.0%
For all tables on this worksheet:
Percentages are weighted to represent the Agencys population.
Source: Nuclear Regulatory Commission AES Report, 2023 OPM Federal Employee Viewpoint Survey