The 2020 Federal Employee Viewpoint Survey was administered by the U.S. Office of Personnel Management (OPM) from September 22, 2020 through November 3, 2020. The survey was anonymous, web based, and offered to all permanent FCC employees on board as of October 31st, 2019. Of the 1,339 employees surveyed, 622, or 46.5%, chose to participate. Per the authority cited in 5 U.S.C. 105; 5 U.S.C. 7101, each executive agency must conduct an annual survey of its employees to assess topics outlined in the National Defense Authorization Act for Fiscal Year 2004, Public Law 108 136, sec. 1128, codified at 5 U.S.C. 7101. There are 16 prescribed survey questions that must be asked by each agency, which are indicated with asterisks (*) in the table provided on the next page. In addition to the prescribed questions there are 22 additional questions and responses displayed in the table. Please note Question-11 is not included in the table as its responses were different than the questions displayed in the table. Instead, Question- 11 is displayed as a stand-alone entry following the table. In summary, when the FCC responses to the mandatory questions (excluding the demographic questions) are ranked by positive response, e.g., strongly agree and agree, or very satisfied and satisfied, the top five responses indicate that most employees feel: 1) That employees know how their work relates to the agency s goals; 2) That supervisors support the need to balance work and other life issues; 3) That coworkers cooperate to get the job done; 4) That supervisors treat their employees with respect; 5) That work units have the job-relevant knowledge and skills necessary to accomplish organizational goals. The bottom five responses indicate that few employees agree: 1) That in their work units, steps are taken to deal with a poor performer who cannot or will not improve; 2) That the results of this survey will be used to make the agency a better place to work; 3) That in their work units, differences in performance are recognized in a meaningful way; 4) That senior leaders generate high levels of motivation and commitment in the workplace; 5) That their talents are used well in the workplace. Table begins on the following page. Neither Agree nor Disagree/ Fair/ Neither Item Do Percent Satisfied nor Percent Response Not Response Positive Dissatisfied Negative Total** Know Type Item Item Text % % % N N *I am given a real opportunity to Agree-disagree 1 improve my skills in my organization. 75.5% 12.2% 12.3% 618 N/A I feel encouraged to come up with Agree-disagree 2 new and better ways of doing things. 73.8% 13.8% 12.5% 616 N/A My work gives me a feeling of Agree-disagree 3 personal accomplishment. 77.8% 10.8% 11.3% 616 N/A I know what is expected of me on the Agree-disagree 4 job. 87.0% 7.2% 5.8% 618 N/A Agree-disagree 5 *My workload is reasonable. 75.0% 9.3% 15.8% 618 0 *My talents are used well in the Agree-disagree 6 workplace. 69.3% 13.5% 17.2% 614 1 *I know how my work relates to the Agree-disagree 7 agency's goals. 89.3% 5.4% 5.4% 618 0 *I can disclose a suspected violation of any law, rule or regulation without Agree-disagree 8 fear of reprisal. 67.8% 20.1% 12.1% 582 39 *The people I work with cooperate to Agree-disagree 9 get the job done. 88.5% 6.3% 5.1% 620 N/A Neither Agree nor Disagree/ Fair/ Neither Item Do Percent Satisfied nor Percent Response Not Response Positive Dissatisfied Negative Total** Know Type Item Item Text % % % N N In my work unit, steps are taken to deal with a poor performer who Agree-disagree 10 cannot or will not improve. 43.9% 31.0% 25.1% 497 123 *In my work unit, differences in performance are recognized in a Agree-disagree 12 meaningful way. 57.6% 22.7% 19.7% 544 78 *My work unit has the job-relevant knowledge and skills necessary to Agree-disagree 13 accomplish organizational goals. 88.1% 6.3% 5.6% 616 6 Employees are recognized for providing high quality products and Agree-disagree 14 services. 74.8% 12.4% 12.8% 604 17 Employees are protected from health Agree-disagree 15 and safety hazards on the job. 87.4% 9.2% 3.4% 603 14 My agency is successful at Agree-disagree 16 accomplishing its mission. 83.5% 10.6% 6.0% 614 5 *I recommend my organization as a Agree-disagree 17 good place to work. 79.3% 11.5% 9.2% 618 N/A *I believe the results of this survey will be used to make my agency a Agree-disagree 18 better place to work. 49.4% 29.6% 21.1% 560 60 Neither Agree nor Disagree/ Fair/ Neither Item Do Percent Satisfied nor Percent Response Not Response Positive Dissatisfied Negative Total** Know Type Item Item Text % % % N N My supervisor supports my need to Agree-disagree 19 balance work and other life issues. 88.9% 7.4% 3.8% 618 2 My supervisor is committed to a workforce representative of all Agree-disagree 20 segments of society. 81.4% 12.7% 6.0% 569 50 Supervisors in my work unit support Agree-disagree 21 employee development. 79.7% 12.1% 8.2% 614 6 My supervisor listens to what I have Agree-disagree 22 to say. 87.4% 6.4% 6.2% 619 N/A Agree-disagree 23 My supervisor treats me with respect. 88.3% 6.1% 5.6% 618 N/A I have trust and confidence in my Agree-disagree 24 supervisor. 81.9% 10.1% 8.1% 619 N/A Overall, how good a job do you feel is being done by your immediate Good-poor 25 supervisor? 85.6% 8.7% 5.8% 618 N/A In my organization, senior leaders generate high levels of motivation Agree-disagree 26 and commitment in the workforce. 63.8% 18.8% 17.3% 605 13 Neither Agree nor Disagree/ Fair/ Neither Item Do Percent Satisfied nor Percent Response Not Response Positive Dissatisfied Negative Total** Know Type Item Item Text % % % N N My organization's senior leaders maintain high standards of honesty Agree-disagree 27 and integrity. 68.8% 18.5% 12.7% 581 32 *Managers communicate the goals of Agree-disagree 28 the organization. 73.3% 15.6% 11.0% 614 5 Managers promote communication among different work units (for example, about projects, goals, Agree-disagree 29 needed resources). 69.2% 14.2% 16.6% 607 9 Overall, how good a job do you feel is being done by the manager directly Good-poor 30 above your immediate supervisor? 77.0% 13.7% 9.3% 590 26 I have a high level of respect for my Agree-disagree 31 organization's senior leaders. 70.0% 17.9% 12.1% 613 5 Senior leaders demonstrate support Agree-disagree 32 for Work-Life programs. 80.5% 12.8% 6.7% 581 38 *How satisfied are you with your Satisfied- involvement in decisions that affect dissatisfied 33 your work? 66.4% 18.0% 15.6% 613 N/A Neither Agree nor Disagree/ Fair/ Neither Item Do Percent Satisfied nor Percent Response Not Response Positive Dissatisfied Negative Total** Know Type Item Item Text % % % N N *How satisfied are you with the information you receive from Satisfied- management on what's going on in dissatisfied 34 your organization? 70.0% 15.2% 14.8% 612 N/A *How satisfied are you with the Satisfied- recognition you receive for doing a dissatisfied 35 good job? 69.4% 16.2% 14.3% 616 N/A Satisfied- *Considering everything, how dissatisfied 36 satisfied are you with your job? 77.3% 11.4% 11.3% 613 N/A Satisfied- Considering everything, how satisfied dissatisfied 37 are you with your pay? 69.8% 13.9% 16.4% 614 N/A *Considering everything, how Satisfied- satisfied are you with your dissatisfied 38 organization? 73.6% 16.5% 10.0% 613 N/A Question-11: 2020 2019 11. In my work unit poor performers usually: N % N % Remain in the work unit and improve their performance over time 94 19.7% 73 19.1% Remain in the work unit and continue to underperform 180 40.4% 183 47.9% Leave the work unit - removed or transferred 35 7.5% 25 6.3% Leave the work unit - quit 10 1.9% 6 1.6% There are no poor performers in my work unit 136 30.6% 90 25.2% Item Response Total 455 100.0% 377 100.0% Do Not Know 164 -- 127 -- Total 619 100.0% 504 100.0%