OPM.gov / Policy / Data, Analysis & Documentation / Employee Surveys

Resources For

2018 Employee Survey Results

2018 Annual Employee Survey Results
U.S. Office of Personnel Management (OPM)

1. Interpretation of Results

OPM empowers excellence in government through great people, and provides leadership and support to Federal Agencies on issues including human resources policy, services, and oversight; background investigations; Federal employee benefits; retirement services; and programs to improve workforce performance. OPM uses Federal Employee Viewpoint Survey (FEVS) results as context to drive positive change. FEVS results reports are distributed individually to each supervisor whose organization had the minimum threshold of responses to generate a report.

During the 2018 FEVS, approximately 58.7% of OPM employees responded to the survey, which was 18.5 percentage points greater than the Governmentwide response rate of 40.6%. OPM consistently scores higher on most survey items as compared to the Governmentwide averages. In addition for 2018, OPM had no “challenge” survey items, which are defined as 35% or more employee responses selecting strongly disagree or disagree on an item. Out of all the survey items, employees responded with higher scores on 39 questions versus the 2017 FEVS, while 32 questions declined.

For overall indices, the Employee Engagement Index (EEI) improved slightly, as 71.5% positive versus 71.2% positive. Although the EEI Leaders Lead subindex dropped to 59.1% from 59.4%, the Supervisors subindex improved to 81.4% from 81.1% and the Intrinsic Work Experience subindex improved to 74.1% from 72.9% (+1.1%). The Diversity and Inclusion Quotient index improved by 0.1% to 65.5% from 65.4%. Notable changes were a 0.9% decrease in the Open subindex measuring management supporting diversity, with 64.2% from 65.1%, and a 1.3% increase in the Fair subindex, measuring whether all employees are treated equally, with 55.6% from 54.3%.

The most consistent increase in positive responses occurred with questions regarding employees’ Work Experiences. Positive results on 16 out of 19 questions on this theme increased between 0.2% and 2.7%. The top three increases in items in this group were: “I like the kind of work that I do” at 84.2% (+2.7%), “I am constantly looking for ways to do my job better” at 91.9% (+2.2%), and “I have sufficient resources to get my job done” at 57.6% (+2.2%). Employees also reflected positively on their Work Unit, with positive increases on 9 out of 10 questions between 0.8% and 2.5%. This included “Employees in my work unit share job knowledge” at 83.9% (+2.5%), “The skill level in my work unit has improved in the past year” at 61.7% (+2.1%), and “awards in my work unit depend on how well employees perform their jobs” at 55.0% (+2%).

The top five percent positive items on the 2018 survey were: “When needed I am willing to put in the extra effort to get a job done” at 96.6% (+1.4%), “the work I do is important” at 93.0% (+1%), “I am constantly looking for ways to do my job better” at 91.9% (+2.2%), “In the last six months, my supervisors has talked with me about my performance” at 91.7% (-1.4%), and “I am held accountable for achieving results” at 90.8% (+.5%). The biggest increases versus 2017 were: “My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals” at 82.4% (+11.7%), “I like the kind of work that I do” at 84.2% (+2.7%), and “Employees in my work unit share job knowledge” at 83.9% (+2.5%). Please note: the text for the above “Work unit has the job-relevant knowledge and skills” item changed between 2017 and 2018, originally stating “the workforce has the job-relevant knowledge and skills…” resulting in a significant change in meaning.

The five lowest percent positive items on the 2018 survey were: “How satisfied are you with your opportunity to get a better job in your organization” at 40.0% (although this improved 2.4%), “Pay raises depend on how well employees perform” at 41.5% (-1.6%), “In my organization senior leaders generate high levels of motivation and commitment” at 43% (-1.8%), “I believe the results of this survey will be used to make my agency a better place to work” at 43.5% (-2.0%), and “How satisfied are you with the policies and practices of your senior leaders” at 45.1% (-2.9%). The biggest decreases in percent positive versus 2017 were: “How satisfied are you with the information you receive from management on what’s going on in your organization” at 51.5% (-3.6%), “How satisfied are you with the policies and practices of your senior leaders” at 45.1% (-2.9%), and “My agency is successful at accomplishing its mission” at 68.2% (-2.6%).

On the Strategic Plan for Fiscal Years FY18 to FY22, OPM has included FEVS items as measures of two objectives. These are strategic objective 4.1: Improve collaboration, transparency, and communication among OPM leadership to make better, more efficient decisions, and 4.2: Invest in OPM management and provide the tools managers need to maximize employee performance. For objective 4.1 on Collaborative management, OPM has maintained the same 61.6% versus 2017. For objective 4.2, OPM has improved on the perception of “steps taken to deal with poor performers” with 45.4% versus 43.9% in 2017, a 1.5% increase and above the target for FY19. OPM continues to be committed to maximizing employee performance, and performed the following activities in 2018:

Issued guidance to all agency managers on implementing performance improvement plans (PIPs) and modified the way the agency tracks PIPs to facilitate reporting to management.
Implemented a communication plan to ensure managers know who to contact and how if they need employee relations support. To evaluate the effectiveness of this approach, OPM developed and distributed an Employee Relations accessibility and satisfaction survey.
OPM established a new performance management resource page within the agency's learning management system to provide managers with easy access to courses on a variety of performance management topics. OPM also designed and delivered in-person and virtual training courses on performance management topics for managers.
OPM held focus groups at multiple levels, seeking feedback on the agency's supervisory performance standard, and is reviewing feedback which will lead to implementation of an updated standard to ensure supervisors are held accountable for maximizing the performance of employees.

OPM’s 2018 FEVS results were first shared with agency senior leadership. These results reports are reviewed and analyzed on an Agency-wide basis to gauge OPM employee perceptions of the Agency, and to identify areas that may have increased or decreased significantly during the year. For first-line supervisors, approximately 380 results reports are shared with supervisors throughout the agency. These supervisory email communications also include an Engagement Drivers report and suggested practices for improving employee engagement.

2. How the survey was conducted:

The survey was conducted online from May 10, 2018 to June 21, 2018.

3. Description of sample:

All full-time and part-time permanent OPM employees on board as of 10/1/2017 were surveyed.

4. Survey items and response choices:

See below.

5. Number of employees surveyed, number responded and representativeness of respondents:

Sample or Census: Census
Number of surveys completed: 3,069
Number of surveys administered: 5,229
Response Rate: 58.7%

2018 FEVS Survey Results
Question		Percent Positive %	Strongly Agree %	Agree %	Neutral %	Disagree %	Strongly Disagree %	Percent Negative %	Strongly Agree N	Agree N	Neutral N	Disagree N	Strongly Disagree N	Item Response Total** N	No Basis to Judge N
1	*I am given a real opportunity to improve my skills in my organization.	66.7%	24.5%	42.1%	16.0%	11.7%	5.6%	17.3%	763	1,295	478	351	161	3,048	N/A
2	I have enough information to do my job well.	69.0%	20.3%	48.7%	15.0%	11.8%	4.2%	16.0%	632	1,490	452	355	122	3,051	N/A
3	I feel encouraged to come up with new and better ways of doing things.	61.0%	24.9%	36.1%	18.2%	13.5%	7.3%	20.8%	780	1,093	546	398	215	3,032	N/A
4	My work gives me a feeling of personal accomplishment.	75.5%	33.6%	41.9%	13.6%	6.7%	4.1%	10.8%	1,043	1,281	413	206	118	3,061	N/A
5	I like the kind of work I do.	84.2%	40.3%	43.9%	10.4%	3.5%	1.9%	5.4%	1,245	1,336	312	107	56	3,056	N/A
6	I know what is expected of me on the job.	83.3%	35.9%	47.4%	8.7%	5.4%	2.6%	7.9%	1,105	1,447	266	163	76	3,057	N/A
7	When needed I am willing to put in the extra effort to get a job done.	96.6%	64.1%	32.5%	2.5%	0.6%	0.4%	1.0%	1,969	985	77	17	13	3,061	N/A
8	I am constantly looking for ways to do my job better.	91.9%	51.1%	40.7%	6.8%	0.8%	0.5%	1.3%	1,564	1,243	213	24	16	3,060	N/A
9	I have sufficient resources (for example, people, materials, budget) to get my job done.	57.6%	17.0%	40.6%	13.6%	18.3%	10.6%	28.8%	516	1,256	415	544	304	3,035	9
10	*My workload is reasonable.	59.0%	15.0%	44.0%	15.2%	15.9%	9.9%	25.8%	456	1,356	458	479	285	3,034	7
11	*My talents are used well in the workplace.	63.0%	19.5%	43.5%	17.0%	11.2%	8.9%	20.0%	600	1,327	504	332	256	3,019	10
12	*I know how my work relates to the agency's goals.	87.5%	36.6%	50.8%	7.3%	3.1%	2.2%	5.3%	1,126	1,547	220	92	66	3,051	6
13	The work I do is important.	93.0%	57.6%	35.4%	4.6%	1.6%	0.8%	2.4%	1,754	1,063	145	51	27	3,040	8
14	Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.	65.0%	26.0%	39.0%	16.9%	9.8%	8.2%	18.0%	794	1,179	510	280	233	2,996	62
15	My performance appraisal is a fair reflection of my performance.	76.2%	33.0%	43.3%	10.5%	7.6%	5.7%	13.3%	1,009	1,323	317	220	161	3,030	31
16	I am held accountable for achieving results.	90.8%	39.9%	50.9%	6.9%	1.5%	0.8%	2.3%	1,234	1,543	204	43	23	3,047	8
17	*I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.	69.9%	33.0%	36.8%	16.4%	6.9%	6.8%	13.7%	973	1,051	454	195	185	2,858	195
18	My training needs are assessed.	59.4%	19.8%	39.6%	19.3%	13.5%	7.7%	21.3%	617	1,213	584	401	225	3,040	22
19	In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (for example, Fully Successful, Outstanding).	80.4%	38.9%	41.5%	9.1%	5.8%	4.7%	10.5%	1,186	1,249	274	176	136	3,021	38
20	*The people I work with cooperate to get the job done.	80.8%	35.6%	45.1%	11.5%	5.9%	1.8%	7.7%	1,109	1,380	344	173	53	3,059	N/A
21	My work unit is able to recruit people with the right skills.	51.7%	13.4%	38.3%	25.6%	13.4%	9.3%	22.7%	394	1,123	721	378	243	2,859	202
22	Promotions in my work unit are based on merit.	45.2%	14.5%	30.6%	29.1%	14.2%	11.5%	25.7%	411	852	799	383	293	2,738	314
23	In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.	45.4%	13.1%	32.4%	29.2%	13.8%	11.6%	25.4%	338	842	741	337	281	2,539	516
24	*In my work unit, differences in performance are recognized in a meaningful way.	45.2%	12.8%	32.4%	27.5%	16.5%	10.8%	27.3%	362	913	761	443	286	2,765	293
25	Awards in my work unit depend on how well employees perform their jobs.	55.0%	16.6%	38.4%	24.2%	11.1%	9.7%	20.8%	472	1,073	668	300	257	2,770	288
26	Employees in my work unit share job knowledge with each other.	83.9%	35.7%	48.2%	8.7%	4.7%	2.7%	7.4%	1,090	1,472	260	137	81	3,040	22
27	The skill level in my work unit has improved in the past year.	61.7%	23.8%	37.8%	25.2%	8.4%	4.7%	13.1%	676	1,083	706	234	126	2,825	226
28	How would you rate the overall quality of work done by your work unit?	90.0%	49.7%	40.3%	8.6%	1.0%	0.5%	1.4%	1,540	1,220	253	28	13	3,054	N/A
29	*My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals.	82.4%	34.3%	48.1%	10.7%	5.2%	1.6%	6.9%	1,056	1,443	314	151	47	3,011	43
30	Employees have a feeling of personal empowerment with respect to work processes.	52.0%	14.9%	37.1%	22.4%	16.5%	9.1%	25.6%	448	1,102	652	478	259	2,939	100
31	Employees are recognized for providing high quality products and services.	57.2%	17.3%	39.9%	19.8%	14.1%	8.9%	23.0%	521	1,181	572	407	250	2,931	105
32	Creativity and innovation are rewarded.	45.4%	15.0%	30.4%	28.0%	16.4%	10.2%	26.6%	437	869	780	451	281	2,818	204
33	Pay raises depend on how well employees perform their jobs.	41.5%	11.6%	29.9%	28.3%	18.1%	12.1%	30.2%	316	818	785	491	323	2,733	301
34	Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).	59.2%	19.9%	39.3%	28.8%	5.8%	6.1%	11.9%	540	1,051	753	146	151	2,641	396
35	Employees are protected from health and safety hazards on the job.	63.9%	19.9%	43.9%	20.6%	8.9%	6.7%	15.6%	604	1,285	601	255	192	2,937	105
36	My organization has prepared employees for potential security threats.	73.7%	21.6%	52.0%	14.9%	7.6%	3.8%	11.4%	654	1,539	444	226	114	2,977	50
37	Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.	60.1%	22.3%	37.7%	22.1%	8.6%	9.3%	17.9%	629	1,046	598	227	241	2,741	289
38	Prohibited Personnel Practices (for example, illegally discriminating for or against any employee/applicant, obstructing a person's right to compete for employment, knowingly violating veterans' preference requirements) are not tolerated.	72.3%	29.8%	42.5%	18.7%	3.6%	5.4%	9.0%	816	1,139	488	91	135	2,669	357
39	My agency is successful at accomplishing its mission.	68.2%	20.8%	47.4%	18.5%	8.5%	4.8%	13.3%	628	1,392	534	247	147	2,948	82
40	*I recommend my organization as a good place to work.	68.2%	27.6%	40.7%	18.7%	8.0%	5.1%	13.1%	851	1,235	564	242	145	3,037	N/A
41	*I believe the results of this survey will be used to make my agency a better place to work.	43.5%	15.4%	28.2%	26.3%	15.8%	14.4%	30.2%	438	813	744	448	403	2,846	190
42	My supervisor supports my need to balance work and other life issues.	86.8%	54.7%	32.1%	6.3%	3.4%	3.5%	6.9%	1,678	955	190	96	97	3,016	16
43	My supervisor provides me with opportunities to demonstrate my leadership skills.	71.2%	38.9%	32.3%	16.4%	7.2%	5.2%	12.4%	1,196	967	482	216	148	3,009	21
44	Discussions with my supervisor about my performance are worthwhile.	75.2%	41.2%	34.0%	13.0%	6.5%	5.3%	11.8%	1,261	1,021	385	198	150	3,015	20
45	My supervisor is committed to a workforce representative of all segments of society.	78.5%	44.7%	33.9%	15.6%	2.1%	3.7%	5.8%	1,262	944	421	55	94	2,776	254
46	My supervisor provides me with constructive suggestions to improve my job performance.	74.8%	40.0%	34.8%	14.0%	6.3%	4.9%	11.2%	1,229	1,037	421	191	138	3,016	17
47	Supervisors in my work unit support employee development.	75.7%	41.2%	34.5%	13.8%	5.3%	5.2%	10.5%	1,251	1,023	400	155	143	2,972	61
48	My supervisor listens to what I have to say.	83.7%	50.9%	32.7%	8.7%	4.6%	3.0%	7.6%	1,552	990	258	136	87	3,023	N/A
49	My supervisor treats me with respect.	88.1%	57.2%	30.9%	6.5%	3.1%	2.3%	5.4%	1,747	924	199	90	65	3,025	N/A
50	In the last six months, my supervisor has talked with me about my performance.	91.7%	54.0%	37.7%	4.1%	2.4%	1.9%	4.2%	1,652	1,133	121	71	47	3,024	N/A
51	I have trust and confidence in my supervisor.	78.0%	49.4%	28.6%	11.6%	5.4%	5.0%	10.4%	1,519	858	344	160	145	3,026	N/A
52	Overall, how good a job do you feel is being done by your immediate supervisor?	81.3%	54.4%	26.8%	12.0%	3.4%	3.3%	6.7%	1,658	804	360	102	95	3,019	N/A
53	In my organization, senior leaders generate high levels of motivation and commitment in the workforce.	43.0%	14.0%	28.9%	25.9%	16.9%	14.3%	31.2%	416	859	746	478	409	2,908	105
54	My organization's senior leaders maintain high standards of honesty and integrity.	57.3%	20.0%	37.3%	23.8%	8.7%	10.2%	18.9%	557	1,025	638	223	269	2,712	308
55	Supervisors work well with employees of different backgrounds.	73.7%	28.8%	44.9%	17.8%	3.7%	4.7%	8.5%	803	1,242	486	96	122	2,749	260
56	*Managers communicate the goals of the organization.	70.0%	22.9%	47.1%	16.5%	7.0%	6.6%	13.6%	692	1,391	479	205	185	2,952	52
57	Managers review and evaluate the organization's progress toward meeting its goals and objectives.	70.0%	23.6%	46.4%	18.9%	5.8%	5.3%	11.0%	666	1,280	515	159	136	2,756	255
58	Managers promote communication among different work units (for example, about projects, goals, needed resources).	60.3%	20.1%	40.2%	19.7%	10.6%	9.4%	20.0%	589	1,154	557	300	257	2,857	158
59	Managers support collaboration across work units to accomplish work objectives.	62.8%	21.8%	41.0%	20.5%	8.0%	8.7%	16.7%	633	1,180	572	223	238	2,846	160
60	Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?	68.5%	32.0%	36.5%	18.7%	6.6%	6.2%	12.8%	906	1,013	517	177	163	2,776	237
61	I have a high level of respect for my organization's senior leaders.	56.6%	22.6%	34.0%	23.8%	10.4%	9.2%	19.5%	669	1,004	692	289	269	2,923	80
62	Senior leaders demonstrate support for Work/Life programs.	60.8%	24.1%	36.7%	23.3%	8.5%	7.3%	15.8%	664	985	610	225	190	2,674	338
63	*How satisfied are you with your involvement in decisions that affect your work?	51.5%	16.0%	35.5%	23.8%	17.1%	7.6%	24.7%	493	1,070	697	517	216	2,993	N/A
64	*How satisfied are you with the information you receive from management on what's going on in your organization?	51.5%	16.0%	35.5%	21.6%	17.0%	9.9%	26.9%	490	1,070	640	508	286	2,994	N/A
65	*How satisfied are you with the recognition you receive for doing a good job?	57.5%	19.8%	37.6%	21.4%	13.3%	7.8%	21.1%	609	1,139	632	398	220	2,998	N/A
66	How satisfied are you with the policies and practices of your senior leaders?	45.1%	13.3%	31.8%	31.1%	14.7%	9.1%	23.7%	408	970	920	436	265	2,999	N/A
67	How satisfied are you with your opportunity to get a better job in your organization?	40.0%	12.6%	27.4%	29.1%	16.8%	14.1%	30.9%	385	818	882	496	409	2,990	N/A
68	How satisfied are you with the training you receive for your present job?	56.4%	17.0%	39.5%	21.3%	14.4%	7.8%	22.2%	526	1,190	635	424	225	3,000	N/A
69	*Considering everything, how satisfied are you with your job?	71.8%	25.5%	46.3%	16.0%	7.8%	4.4%	12.3%	778	1,393	473	230	127	3,001	N/A
70	Considering everything, how satisfied are you with your pay?	70.1%	21.9%	48.2%	14.6%	10.3%	5.0%	15.3%	672	1,456	430	302	140	3,000	N/A
71	*Considering everything, how satisfied are you with your organization?	61.7%	18.4%	43.3%	19.3%	12.1%	6.9%	19.0%	561	1,298	565	358	201	2,983	N/A

Results for Question 72 - 78: Work/Life and Telework

72. Please select the response below that BEST describes your current teleworking schedule.	N	%
I telework very infrequently, on an unscheduled or short-term basis	305	10.3%
I telework, but only about 1 or 2 days per month	164	5.2%
I telework 1 or 2 days per week	896	30.6%
I telework 3 or 4 days per week	376	12.1%
I telework every work day	811	26.4%
I do not telework because I have to be physically present on the job	200	6.9%
I do not telework because of technical issues that prevent me from teleworking	16	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	81	3.2%
I do not telework because I choose not to telework	131	4.6%
Total	2,980	100.0%

73. How satisfied are you with the following Work/Life programs in your agency? Telework	N	Satisfaction %	All Response Options %
Very Satisfied	1,378	52.2%	47.3%
Satisfied	821	31.1%	28.2%
Neither Satisfied nor Dissatisfied	266	10.3%	9.1%
Dissatisfied	98	4.2%	3.4%
Very Dissatisfied	55	2.2%	1.9%
Item Response Total	2,618	100.0%	89.8%
I choose not to participate in these programs	95>	--	3.3%
These programs are not available to me	188	--	6.4%
I am unaware of these programs	15	--	0.5%
Total	2,916	100.0%	100.00%

74. How satisfied are you with the following Work/Life programs in your agency? Alternative Work Schedules	N	Satisfaction %	All Response Options %
Very Satisfied	1,259	55.1%	42.4%
Satisfied	754	32.9%	25.4%
Neither Satisfied nor Dissatisfied	228	9.7%	7.7%
Dissatisfied	26	1.2%	0.9%
Very Dissatisfied	25	1.1%	0.8%
Item Response Total	2,292	100.0%	77.1%
I choose not to participate in these programs	533	--	17.9%
These programs are not available to me	128	--	4.3%
I am unaware of these programs	19	--	0.6%
Total	2,972	100.0%	100.0%

75. How satisfied are you with the following Work/Life programs in your agency? Health and Wellness Programs	N	Satisfaction %	All Response Options %
Very Satisfied	426	23.2%	14.3%
Satisfied	647	35.3%	21.7%
Neither Satisfied nor Dissatisfied	555	30.5%	18.6%
Dissatisfied	142	7.6%	4.8%
Very Dissatisfied	61	3.3%	2.0%
Item Response Total	1,831	100.0%	61.3%
I choose not to participate in these programs	396	--	13.3%
These programs are not available to me	491	--	16.4%
I am unaware of these programs	268	--	9.0%
Total	2,986	100.0%	100.0%

76. How satisfied are you with the following Work/Life programs in your agency? Employee Assistance Program	N	Satisfaction %	All Response Options %
Very Satisfied	315	18.6%	10.5%
Satisfied	493	29.4%	16.5%
Neither Satisfied nor Dissatisfied	835	48.2%	27.9%
Dissatisfied	35	2.0%	1.2%
Very Dissatisfied	29	1.8%	1.0%
Item Response Total	1,707	100.0%	57.1%
I choose not to participate in these programs	930	--	31.1%
These programs are not available to me	73	--	2.4%
I am unaware of these programs	281	--	9.4%
Total	2,991	100.0%	100.0%

77. How satisfied are you with the following Work/Life programs in your agency? Child Care Programs	N	Satisfaction %	All Response Options %
Very Satisfied	156	14.4%	5.2%
Satisfied	217	19.7%	7.3%
Neither Satisfied nor Dissatisfied	670	60.0%	22.4%
Dissatisfied	44	3.9%	1.5%
Very Dissatisfied	23	2.1%	0.8%
Item Response Total	1,110	100.0%	37.1%
I choose not to participate in these programs	1,054	--	35.2%
These programs are not available to me	424	--	14.2%
I am unaware of these programs	403	--	13.5%
Total	2,991	100.0%	100.0%

78. How satisfied are you with the following Work/Life programs in your agency? Elder Care Programs	N	Satisfaction %	All Response Options %
Very Satisfied	138	13.9%	4.6%
Satisfied	151	15.3%	5.1%
Neither Satisfied nor Dissatisfied	703	68.4%	23.5%
Dissatisfied	16	1.5%	0.5%
Very Dissatisfied	9	0.9%	0.3%
Item Response Total	1,017	100.0%	34.0%
I choose not to participate in these programs	1,116	--	37.3%
These programs are not available to me	333	--	11.1%
I am unaware of these programs	524	--	17.5%
Total	2,990	100.0%	100.0%

Percentages are weighted to represent the Agency's population.

Demographics

Where do you work?	%
Headquarters	35.7%
Field	64.3%
Total	100.00%

What is your supervisory status?	%
Non-Supervisor	82.5%
Team Leader	5.9%
Supervisor	7.6%
Manager	2.6%
Senior Leader	1.4%
Total	100.00%

Are you:	%
Male	45%
Female	55%
Total	100.00%

Are you Hispanic or Latino?	%
Yes	7.9%
No	92.1%
Total	100.00%

Please select the racial category or categories with which you most closely identify.	%
American Indian or Alaska Native	0.8%
Asian	2.6%
Black or African American	17.8%
Native Hawaiian or Other Pacific Islander	0.5%
White	74%
Two or more races	4.3%
Total	100.00%

What is the highest degree or level of education you have completed?	%
Less than High School	--
High School Diploma/GED or equivalent	--
Trade or Technical Certificate	--
Some College (no degree)	--
Associate's Degree (e.g., AA, AS)	--
Bachelor's Degree (e.g., BA, BS)	--
Master's Degree (e.g., MA, MS, MBA)	--
Doctoral/Professional Degree (e.g., Ph.D., MD, JD)	--
Total	--

Note: All results are suppressed when any single demographic category has fewer than 4 responses.

What is your pay category/grade?	%
Federal Wage System	--
GS 1-6	--
GS 7-12	--
GS 13-15	--
Senior Executive Service	--
Senior Level (SL) or Scientific or Professional (ST)	--
Other	--
Total	--