Federal Employee Viewpoint Survey (2024)
Each year the U.S. Access Board joins with other federal agencies in participating in the Federal Employee Viewpoint Survey (FEVS), as required by the National Defense Authorization Act for Fiscal Year 2004 (Public Law 108-136, November 24, 2003, 117 STAT. 1641). Congress established a requirement for agencies to conduct an annual survey of their employees to assess employee satisfaction as well as leadership and management practices that contribute to agency performance.
The FEVS results provide valuable insight into the strengths and challenges of the Access Board. The Access Board leadership will use the FEVS results to develop meaningful action plans aimed at improving the day-to-day operations while also ensuring we continue to develop a culture designed to enrich and improve the Access Board workplace.
Survey Process
The 2024 FEVS asks federal employees to provide their candid opinions on all aspects of their federal employment – their supervisors, their work experience, their agency and senior leaders. The 2024 FEVS was administered by the Office of Personnel Management (OPM) from May 21st to July 5, 2024.
Participation Rate
This year, 20 out of 26 surveys were completed at the Board – about a 77 percent response rate.
Overview
The survey consists of 90 questions. Number of items identified as strengths and challenges are based on items 1-90, excluding item 16, which is listed separately.
Number of items identified as Strengths (65% positive or higher): 52
Number of items identified as Challenges (35% negative or higher): 17
Details
Performance Dimension: Goal-Oriented: Accountability
| Response Option | 2024 N | 2024 % | 2023 N | 2023 % | 2022 N | 2022 % |
| Remain in the work unit and improve their performance over time | 4 | 17.9% | 0 | 0.0% | 1 | 12.4% |
| Remain in the work unit and continue to underperform | 5 | 30.1% | 4 | 42.5% | 4 | 43.6% |
| Leave the work unit - removed or transferred | 1 | 6.0% | 0 | 0.0% | 1 | 10.0% |
| Leave the work unit - quit | 0 | 0.0% | 0 | 0.0% | 1 | 10.0% |
| There are no poor performers in my work unit | 9 | 42.5% | 5 | 49.1% | 3 | 34.0% |
| Do Not Know | 3 | 15.5% | 1 | 8.4% | 1 | 10.0% |
| Total | 20 | N/A | 10 | N/A | 9 | N/A |
|---|---|---|---|---|---|---|
|
(percents will add to more than 100% because respondents could choose more than one response option) Percentages are weighted to represent the Agency's population. |
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Survey Questions and Responses
| Item | Item Text | Percent Positive | Percent Negative | Item Response Total** N | Do Not Know / No Basis to Judge / There have been no recent hires in my work unit / I do not have any accessibility needs N | |
|---|---|---|---|---|---|---|
| 1 | * I am given a real opportunity to improve my skills in my organization. | 64% | 32% | 20 | N/A | |
| 2 | I feel encouraged to come up with new and better ways of doing things. | 59% | 28% | 20 | N/A | |
| 3 | My work gives me a feeling ofpersonal accomplishment. | 86% | 14% | 20 | N/A | |
| 4 | I know what is expected of me on thejob. | 79% | 21% | 20 | N/A | |
| 5 | * My workload is reasonable. | 64% | 21% | 20 | N/A | |
| 6 | * My talents are used well in the workplace. | 72% | 16% | 18 | N/A | |
| 7 | * I know how my work relates to the agency's goals. | 90% | 10% | 20 | N/A | |
| 8 | * I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal. | 60% | 32% | 20 | 0 | |
| 9 | I have enough information to do my job well. | 71% | 17% | 20 | N/A | |
| 10 | I receive the training I need to do my job well. | 57% | 25% | 20 | N/A | |
| 11 | I am held accountable for the quality of work I produce. | 86% | 10% | 20 | N/A | |
| 12 | I have a clear idea of how well I am doing my job. | 70% | 17% | 20 | N/A | |
| 13 | I have the autonomy to decide how I do my job. | 68% | 21% | 20 | N/A | |
| 14 | I can make decisions about my work without getting permission first. | 61% | 32% | 20 | N/A | |
| 15 | * The people I work with cooperate to get the job done. | 73% | 17% | 20 | N/A | |
| 17 | * In my work unit, differences in performance are recognized in a meaningful way. | 42% | 35% | 18 | 2 | |
| 18 | Employees in my work unit share job knowledge. | 78% | 15% | 20 | 0 | |
| 19 | * My work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals. | 65% | 23% | 20 | 0 | |
| 20 | Employees in my work unit meet the needs of our customers. | 100% | 0% | 20 | 0 | |
| 21 | Employees in my work unit contribute positively to my agency's performance. | 92% | 8% | 19 | 0 | |
| 22 | Employees in my work unit produce high-quality work. | 75% | 7% | 20 | 0 | |
| 23 | Employees in my work unit adapt to changing priorities. | 72% | 6% | 20 | 0 | |
| 24 | New hires in my work unit (i.e., hired in the past year) have the right skills to do their jobs. | 71% | 16% | 18 | 2 | |
| 25 | I can influence decisions in my work unit. | 67% | 17% | 20 | N/A | |
| 26 | I know what my work unit's goals are. | 85% | 6% | 20 | N/A | |
| 27 | My work unit commits resources to develop new ideas (e.g., budget, staff, time, expert support). | 43% | 40% | 19 | 1 | |
| 28 | My work unit successfully manages disruptions to our work. | 55% | 35% | 20 | 0 | |
| 29 | Employees in my work unit consistently look for new ways to improve how they do their work. | 64% | 21% | 19 | 1 | |
| 30 | Employees in my work unit incorporate new ideas into their work. | 70% | 21% | 19 | 1 | |
| 31 | Employees in my work unit approach change as an opportunity. | 48% | 26% | 20 | 0 | |
| 32 | Employees in my work unit consider customer needs a top priority. | 90% | 6% | 20 | 0 | |
| 33 | Employees in my work unit consistently look for ways to improve customer service. | 72% | 13% | 20 | 0 | |
| 34 | Employees in my work unit support my need to balance my work and personal responsibilities. | 72% | 21% | 20 | 0 | |
| 35 | Employees are recognized for providing high quality products and services. | 56% | 24% | 20 | 0 | |
| 36 | Employees are protected from health and safety hazards on the job. | 88% | 5% | 20 | 0 | |
| 37 | My organization is successful at accomplishing its mission. | 75% | 25% | 19 | 1 | |
| 38 | I have a good understanding of my organization's priorities. | 67% | 29% | 20 | N/A | |
| 39 | My organization shares results (for example, town halls, email, distribution of reports) from the Federal Employee Viewpoint Survey (FEVS). | 32% | 40% | 17 | 3 | |
| 40 | Information is openly shared in my organization. | 26% | 37% | 20 | 0 | |
| 41 | The approval process in my organization allows timely delivery of my work. | 56% | 36% | 20 | 0 | |
| 42 | My organization effectively adapts to changing government priorities. | 67% | 27% | 19 | 1 | |
| 43 | My organization has prepared me for potential physical security threats. | 38% | 36% | 20 | 0 | |
| 44 | My organization has prepared me for potential cybersecurity threats. | 73% | 23% | 20 | 0 | |
| 45 | In my organization, arbitrary action, personal favoritism, and/or political coercion are not tolerated. | 68% | 32% | 19 | 0 | |
| 46 | * I recommend my organization as a good place to work. | 49% | 29% | 20 | N/A | |
| 47 | * I believe the results of this survey will be used to make my agency a better place to work. | 39% | 47% | 18 | 2 | |
| 48 | Supervisors in my work unit support employee development. | 68% | 21% | 20 | 0 | |
| 49 | My supervisor supports my need to balance work and other life issues. | 79% | 21% | 20 | N/A | |
| 50 | My supervisor listens to what I have to say. | 63% | 21% | 20 | N/A | |
| 51 | My supervisor treats me with respect. | 63% | 17% | 20 | N/A | |
| 52 | I have trust and confidence in my supervisor. | 63% | 32% | 20 | N/A | |
| 53 | My supervisor holds me accountable for achieving results. | 79% | 17% | 20 | N/A | |
| 54 | Overall, how good a job do you feel is being done by your immediate supervisor? | 63% | 25% | 20 | N/A | |
| 55 | My supervisor provides me with constructive suggestions to improve my job performance. | 63% | 21% | 20 | N/A | |
| 56 | My supervisor provides me with performance feedback throughout the year. | 63% | 28% | 20 | 0 | |
| 57 | In my organization, senior leaders generate high levels of motivation and commitment in the workforce. | 47% | 49% | 20 | 0 | |
| 58 | My organization's senior leaders maintain high standards of honesty and integrity. | 64% | 25% | 20 | 0 | |
| 59 | * Managers communicate the goals of the organization. | 49% | 36% | 20 | 0 | |
| 60 | Managers promote communication among different work units (for example, about projects, goals, needed resources). | 39% | 47% | 19 | 0 | |
| 61 | Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor? | 54% | 38% | 19 | 1 | |
| 62 | I have a high level of respect for my organization's senior leaders. | 51% | 32% | 20 | 0 | |
| 63 | Senior leaders demonstrate support for Work-Life programs. | 67% | 22% | 19 | 1 | |
| 64 | Management encourages innovation. | 41% | 40% | 20 | 0 | |
| 65 | Management makes effective changes to address challenges facing our organization. | 47% | 36% | 20 | 0 | |
| 66 | Management involves employees in decisions that affect their work. | 37% | 55% | 20 | 0 | |
| 67 | * How satisfied are you with your involvement in decisions that affect your work? | 41% | 38% | 20 | N/A | |
| 68 | * How satisfied are you with the information you receive from management on what's going on in your organization? | 41% | 36% | 20 | N/A | |
| 69 | * How satisfied are you with the recognition you receive for doing a good job? | 71% | 29% | 20 | N/A | |
| 70 | * Considering everything, how satisfied are you with your job? | 71% | 25% | 20 | N/A | |
| 71 | Considering everything, how satisfied are you with your pay? | 60% | 17% | 20 | N/A | |
| 72 | * Considering everything, how satisfied are you with your organization? | 59% | 25% | 20 | N/A | |
| 73 | My organization's management practices promote diversity (e.g., outreach, recruitment, promotion opportunities). | 73% | 15% | 19 | 0 | |
| 74 | My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, promotion opportunities, development). | 73% | 15% | 19 | 0 | |
| 75 | I have similar access to advancement opportunities (e.g., promotion, career development, training) as others in my work unit. | 79% | 16% | 18 | 1 | |
| 76 | My supervisor provides opportunities fairly to all employees in my work unit (e.g., promotions, work assignments). | 72% | 21% | 18 | 1 | |
| 77 | In my work unit, excellent work is similarly recognized for all employees (e.g., awards, acknowledgements). | 69% | 23% | 16 | 3 | |
| 78 | Employees in my work unit make me feel I belong. | 82% | 10% | 19 | 0 | |
| 79 | Employees in my work unit care about me as a person. | 81% | 11% | 18 | 0 | |
| 80 | I am comfortable expressing opinions that are different from other employees in my work unit. | 74% | 15% | 19 | 0 | |
| 81 | In my work unit, people's differences are respected. | 76% | 20% | 19 | 0 | |
| 82 | I can be successful in my organization being myself. | 76% | 24% | 19 | 0 | |
| 83 | I can easily make a request of my organization to meet my accessibility needs. | 70% | 14% | 15 | 4 | |
| 84 | My organization responds to my accessibility needs in a timely manner. | 70% | 14% | 15 | 4 | |
| 85 | My organization meets my accessibility needs. | 76% | 8% | 15 | 4 | |
| 86 | My job inspires me. | 79% | 15% | 19 | N/A | |
| 87 | The work I do gives me a sense of accomplishment. | 85% | 10% | 19 | N/A | |
| 88 | I feel a strong personal attachment to my organization. | 66% | 15% | 19 | N/A | |
| 89 | I identify with the mission of my organization. | 82% | 10% | 19 | N/A | |
| 90 | It is important to me that my work contribute to the common good. | 90% | 10% | 19 | N/A | |
* AES prescribed items as of 2017 (5 CFR Part 250, Subpart C) ** Unweighted count of responses excluding Percentages are weighted to represent the Agency's population. |
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