During 2010, the US Access Board joined with other federal agencies in participating in the Federal Employee Viewpoint Survey, 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 2010 Federal Employee Viewpoint (FEV) Survey focuses on employee perceptions that drive employee satisfaction, commitment, and engagement, which ultimately contribute to the mission of agencies. The 2010 FEV Survey was administered during late February and early March in 2010 to over 500,000 permanent, full-time Federal employees. This year OPM extended an invitation to all small and independent agencies, and the Access Board was pleased to participate. OPM received responses from over 263,000 employees which represents a 52% response rate. From the Access Board, 22 out of 26 employees completed the survey.
The tables below compares the 2010 Governmentwide survey results with the Access Board survey results. The Access Board results are similar to the governmentwide results in many areas. However, the Access Board results are more positive in some areas but more negative in a few other areas. Most of the Access Board respondents believe that: the agency produces high-quality products and meets its missions, senior managers communicate clearly the goals and priorities of the organizations, and the employees receive support from their supervisors, team leaders, and managers to balance their work and life issues. On the other hand, the Access Board employees are more dissatisfied about their training opportunities and the agency’s management of poor performers, compared to employees in other agencies.
The management at the Access Board plans to maintain a high-performing, effective, and family-friendly workplace while working on ways to improve its performance culture for all employees. Please note that additional information concerning the 2010 Governmentwide survey results is available at the OPM website.
| 1. I am given a real opportunity to improve my skills in my organization. | N | Positive | Neutral | Negative | |
|---|---|---|---|---|---|
| 2010 Governmentwide | 262,929 | 65.9% | 15.9% | 18.2% | |
| 2010 U.S. Access Board | 22 | 76.3% | 10.1% | 13.6% | |
| 2. I have enough information to do my job well. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,810 | 72.9% | 14.1% | 13.0% | |
| 2010 U.S. Access Board | 22 | 81.6% | 9.5% | 8.9% | |
| 3. I feel encouraged to come up with new and better ways of doing things. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,091 | 59.9% | 18.3% | 21.8% | |
| 2010 U.S. Access Board | 22 | 76.9% | 8.8% | 14.2% | |
| 4. My work gives me a feeling of personal accomplishment. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,828 | 74.7% | 13.5% | 11.9% | |
| 2010 U.S. Access Board | 22 | 75.7% | 14.2% | 10.1% | |
| 5. I like the kind of work I do. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,447 | 85.6% | 9.6% | 4.8% | |
| 2010 U.S. Access Board | 22 | 81.1% | 8.7% | 10.1% | |
| 6. I know what is expected of me on the job. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,073 | 80.8% | 10.8% | 8.4% | |
| 2010 U.S. Access Board | 22 | 81.8% | 14.1% | 4.1% | |
| 7. When needed I am willing to put in the extra effort to get a job done. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,614 | 96.7% | 2.2% | 1.0% | |
| 2010 U.S. Access Board | 22 | 100.0% | 0.0% | 0.0% | |
| 8. I am constantly looking for ways to do my job better. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,544 | 91.7% | 6.9% | 1.5% | |
| 2010 U.S. Access Board | 22 | 85.8% | 4.6% | 9.6% | |
| 9. I have sufficient resources (for example, people, materials, budget) | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 261,850 | 50.1% | 16.5% | 33.3% | 850 |
| 2010 U.S. Access Board | 22 | 44.6% | 41.7% | 13.7% | 0 |
| 10. My workload is reasonable. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 262,264 | 59.1% | 16.4% | 24.4% | 612 |
| 2010 U.S. Access Board | 22 | 53.5% | 36.9% | 9.6% | 0 |
| 11. My talents are used well in the workplace. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 260,171 | 60.4% | 16.8% | 22.8% | 1,613 |
| 2010 U.S. Access Board | 20 | 38.3% | 26.8% | 34.9% | 1 |
| 12. I know how my work relates to the agency’s goals and priorities. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 261,561 | 84.4% | 10.0% | 5.6% | 1,097 |
| 2010 U.S. Access Board | 22 | 91.1% | 8.9% | 0.0% | 0 |
| 13. The work I do is important. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 260,289 | 92.2% | 5.7% | 2.1% | 788 |
| 2010 U.S. Access Board | 21 | 88.8% | 11.2% | 0.0% | 0 |
| 14. Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 261,756 | 67.0% | 14.5% | 18.4% | 1,032 |
| 2010 U.S. Access Board | 22 | 71.0% | 18.9% | 10.1% | 0 |
| 15. My performance appraisal is a fair reflection of my performance. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 259,202 | 68.4% | 14.5% | 17.1% | 3,296 |
| 2010 U.S. Access Board | 22 | 81.8% | 4.6% | 13.6% | 0 |
| 16. I am held accountable for achieving results. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 261,232 | 84.0% | 11.3% | 4.8% | 1,132 |
| 2010 U.S. Access Board | 22 | 85.3% | 14.7% | 0.0% | 0 |
| 17. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 249,856 | 61.6% | 19.6% | 18.8% | 12,270 |
| 2010 U.S. Access Board | 22 | 58.5% | 32.6% | 8.9% | 0 |
| 18. My training needs are assessed. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 257,637 | 53.8% | 23.5% | 22.8% | 3,506 |
| 2010 U.S. Access Board | 22 | 22.8% | 45.8% | 31.4% | 0 |
| 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). | N | Positive | Neutral | Negative | NBJ |
| 2010 Governmentwide | 258,886 | 67.8% | 14.0% | 18.2% | 3,813 |
| 2010 U.S. Access Board | 22 | 50.0% | 28.7% | 21.3% | 0 |
| 20. The people I work with cooperate to get the job done. | N | Positive | Neutral | Negative | |
|---|---|---|---|---|---|
| 2010 Governmentwide | 256,068 | 74.7% | 13.2% | 12.1% | |
| 2010 U.S. Access Board | 22 | 67.4% | 23.7% | 8.9% | |
| 21. My work unit is able to recruit people with the right skills. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 254,002 | 45.8% | 26.9% | 27.3% | 8,804 |
| 2010 U.S. Access Board | 18 | 36.4% | 52.9% | 10.8% | 4 |
| 22. Promotions in my work unit are based on merit. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 247,778 | 35.4% | 28.4% | 36.2% | 14,914 |
| 2010 U.S. Access Board | 20 | 41.7% | 37.6% | 20.8% | 1 |
| 23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 241,373 | 30.8% | 27.5% | 41.7% | 21,290 |
| 2010 U.S. Access Board | 21 | 17.5% | 45.1% | 37.4% | 1 |
| 24. In my work unit, differences in performance are recognized in a meaningful way. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 249,067 | 36.2% | 28.7% | 35.1% | 13,517 |
| 2010 U.S. Access Board | 20 | 41.3% | 27.8% | 30.9% | 2 |
| 25. Awards in my work unit depend on how well employees perform their jobs. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 248,800 | 43.5% | 24.1% | 32.3% | 13,526 |
| 2010 U.S. Access Board | 20 | 47.2% | 27.8% | 25.0% | 2 |
| 26. Employees in my work unit share job knowledge with each other. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 260,780 | 73.1% | 14.5% | 12.4% | 1,480 |
| 2010 U.S. Access Board | 22 | 63.3% | 23.1% | 13.5% | 0 |
| 27. The skill level in my work unit has improved in the past year? | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 252,402 | 55.7% | 28.0% | 16.4% | 9,299 |
| 2010 U.S. Access Board | 22 | 38.4% | 43.8% | 17.8% | 0 |
| 28. How would you rate the overall quality of work done by your work unit? | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 262,311 | 82.2% | 14.8% | 3.0% | |
| 2010 U.S. Access Board | 22 | 76.4% | 14.7% | 8.9% |
| 29. The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals. | N | Positive | Neutral | Negative | DNK |
|---|---|---|---|---|---|
| 2010 Governmentwide | 255,156 | 72.5% | 16.9% | 10.6% | 4,104 |
| 2010 U.S. Access Board | 22 | 82.2% | 4.8% | 13.0% | 0 |
| 30. Employees have a feeling of personal empowerment with respect to work processes. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 253,074 | 47.6% | 26.0% | 26.5% | 6,181 |
| 2010 U.S. Access Board | 21 | 55.5% | 31.0% | 13.5% | 1 |
| 31. Employees are recognized for providing high quality products and services. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 254,607 | 51.1% | 23.4% | 25.5% | 4,674 |
| 2010 U.S. Access Board | 22 | 66.4% | 29.5% | 4.1% | 0 |
| 32. Creativity and innovation are rewarded. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 251,507 | 41.1% | 28.9% | 30.0% | 7,479 |
| 2010 U.S. Access Board | 21 | 65.4% | 25.3% | 9.3% | 1 |
| 33. Pay raises depend on how well employees perform their jobs. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 244,075 | 26.3% | 28.9% | 44.9% | 14,814 |
| 2010 U.S. Access Board | 19 | 40.5% | 38.6% | 20.9% | 2 |
| 34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring). | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 242,918 | 58.0% | 28.0% | 14.0% | 16,123 |
| 2010 U.S. Access Board | 20 | 54.3% | 45.7% | 9.2% | 2 |
| 35. Employees are protected from health and safety hazards on the job. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 255,119 | 76.4% | 13.7% | 9.9% | 3,676 |
| 2010 U.S. Access Board | 22 | 76.3% | 19.6% | 4.2% | 0 |
| 36. My organization has prepared employees for potential security threats. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 254,534 | 76.3% | 14.8% | 8.9% | 4,197 |
| 2010 U.S. Access Board | 22 | 59.1% | 23.1% | 17.7% | 0 |
| 37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 244,525 | 51.3% | 24.5% | 24.2% | 14,196 |
| 2010 U.S. Access Board | 22 | 58.5% | 18.4% | 23.1% | 0 |
| 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. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 239,180 | 65.7% | 20.3% | 13.9% | 19,348 |
| 2010 U.S. Access Board | 21 | 69.7% | 26.0% | 4.3% | 1 |
| 39. My agency is successful at accomplishing its mission. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 252,313 | 77.6% | 15.6% | 6.8% | 4,142 |
| 2010 U.S. Access Board | 22 | 95.9% | 0.0% | 4.1% | 0 |
| 40. I recommend my organization as a good place to work. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 258,700 | 69.7% | 18.8% | 11.5% | |
| 2010 U.S. Access Board | 22 | 69.8% | 25.5% | 4.8% | |
| 41. I believe the results of this survey will be used to make my agency a better place to work. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 235,857 | 44.5% | 29.8% | 25.7% | 23,296 |
| 2010 U.S. Access Board | 20 | 69.8% | 20.3% | 9.9% | 2 |
| 42. My supervisor supports my need to balance work and other life issues. | N | Positive | Neutral | Negative | DNK |
|---|---|---|---|---|---|
| 2010 Governmentwide | 256,654 | 76.2% | 12.8% | 11.0% | 1,745 |
| 2010 U.S. Access Board | 22 | 100.0% | 0.0% | 0.0% | 0 |
| 43. My supervisor/team leader provides me with opportunities to demonstrate my leadership skills. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 256,966 | 66.0% | 17.7% | 16.3% | 1,253 |
| 2010 U.S. Access Board | 22 | 71.0% | 9.4% | 19.5% | 0 |
| 44. Discussions with my supervisor/team leader about my performance are worthwhile. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 255,217 | 62.4% | 19.2% | 18.3% | 2,809 |
| 2010 U.S. Access Board | 21 | 66.0% | 24.8% | 9.2% | 0 |
| 45. My supervisor/team leader is committed to a workforce representative of all segments of society. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 238,137 | 65.3% | 24.0% | 10.7% | 19,679 |
| 2010 U.S. Access Board | 21 | 59.9% | 29.0% | 11.1% | 1 |
| 46. My supervisor/team leader provides me with constructive suggestions to improve my job performance. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 256,318 | 60.9% | 20.7% | 18.4% | 1,456 |
| 2010 U.S. Access Board | 22 | 58.7% | 23.2% | 18.1% | 0 |
| 47. Supervisors/team leaders in my work unit support employee development. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 254,400 | 65.9% | 18.6% | 15.5% | 3,158 |
| 2010 U.S. Access Board | 22 | 71.7% | 14.0% | 14.2% | 0 |
| 48. My supervisor/team leader listens to what I have to say. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 258,139 | 74.8% | 13.2% | 12.0% | |
| 2010 U.S. Access Board | 22 | 71.0% | 29.0% | 0.0% | |
| 49. My supervisor/team leader treats me with respect. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 258,058 | 79.9% | 10.7% | 9.3% | |
| 2010 U.S. Access Board | 22 | 85.8% | 14.2% | 0.0% | |
| 50. In the last six months, my supervisor/team leader has talked with me about my performance. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 257,683 | 76.4% | 10.9% | 12.7% | |
| 2010 U.S. Access Board | 22 | 30.3% | 27.7% | 42.0% | |
| 51. I have trust and confidence in my supervisor. | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 256,935 | 66.5% | 17.1% | 16.3% | |
| 2010 U.S. Access Board | 22 | 71.0% | 15.4% | 13.5% | |
| 52. Overall, how good a job do you feel is being done by your immediate supervisor/team leader? | N | Positive | Neutral | Negative | |
| 2010 Governmentwide | 257,701 | 68.4% | 19.1% | 12.5% | |
| 2010 U.S. Access Board | 22 | 66.9% | 14.3% | 18.9% |
| 53. In my organization, leaders generate high levels of motivation and commitment in the workforce. | N | Positive | Neutral | Negative | DNK |
|---|---|---|---|---|---|
| 2010 Governmentwide | 253,406 | 44.5% | 27.0% | 28.5% | 2,944 |
| 2010 U.S. Access Board | 21 | 48.7% | 26.5% | 24.8% | 1 |
| 54. My organization’s leaders maintain high standards of honesty and integrity. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 247,681 | 55.7% | 23.7% | 20.6% | 8,613 |
| 2010 U.S. Access Board | 21 | 68.5% | 21.7% | 9.8% | 1 |
| 55. Managers/supervisors/team leaders work well with employees of different backgrounds. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 246,242 | 63.5% | 22.5% | 13.9% | 9,918 |
| 2010 U.S. Access Board | 22 | 71.5% | 14.9% | 13.6% | 0 |
| 56. Managers communicate the goals and priorities of the organization. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 253,737 | 64.2% | 19.9% | 16.0% | 2,293 |
| 2010 U.S. Access Board | 22 | 91.3% | 4.6% | 4.1% | 0 |
| 57. Managers review and evaluate the organization’s progress toward meeting its goals and objectives. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 242,010 | 63.5% | 23.2% | 13.3% | 13,560 |
| 2010 U.S. Access Board | 22 | 73.5% | 22.4% | 4.1% | 0 |
| 58. Managers promote communication among different work units (for example, about projects, goals, and needed resources). | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 249,252 | 54.5% | 23.2% | 22.3% | 6,513 |
| 2010 U.S. Access Board | 22 | 55.0% | 18.3% | 26.6% | 0 |
| 59. Managers support collaboration across work units to accomplish work objectives. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 247,307 | 57.5% | 23.4% | 19.1% | 6,760 |
| 2010 U.S. Access Board | 21 | 52.9% | 37.2% | 9.9% | 0 |
| 60. Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor/team leader? | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 246,566 | 57.3% | 25.1% | 17.6% | 9,176 |
| 2010 U.S. Access Board | 21 | 60.4% | 29.0% | 10.5% | 1 |
| 61. I have a high level of respect for my organization’s senior leaders. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 250,987 | 55.6% | 22.8% | 21.5% | 2,468 |
| 2010 U.S. Access Board | 21 | 69.7% | 24.7% | 5.6% | 0 |
| 62. Senior leaders demonstrate support for Work/Life programs. | N | Positive | Neutral | Negative | DNK |
| 2010 Governmentwide | 233,907 | 54.7% | 26.9% | 18.4% | 21,420 |
| 2010 U.S. Access Board | 20 | 84.4% | 15.6% | 0.0% | 2 |
| 63. How satisfied are you with your involvement in decisions that affect your work? | N | Positive | Neutral | Negative |
|---|---|---|---|---|
| 2010 Governmentwide | 255,655 | 54.8% | 23.0% | 22.2% |
| 2010 U.S. Access Board | 22 | 56.2% | 25.4% | 18.4% |
| 64. How satisfied are you with the information you receive from management on what’s going on in your organization? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,641 | 51.0% | 23.3% | 25.7% |
| 2010 U.S. Access Board | 22 | 43.1% | 28.4% | 28.5% |
| 65. How satisfied are you with the recognition you receive for doing a good job? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,513 | 52.2% | 21.8% | 26.0% |
| 2010 U.S. Access Board | 22 | 55.6% | 35.6% | 8.9% |
| 66. How satisfied are you with the policies and practices of your senior leaders? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,336 | 45.1% | 28.8% | 26.2% |
| 2010 U.S. Access Board | 22 | 58.0% | 23.7% | 18.4% |
| 67. How satisfied are you with your opportunity to get a better job in your Organization? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,249 | 41.7% | 27.0% | 31.3% |
| 2010 U.S. Access Board | 22 | 30.0% | 35.5% | 34.5% |
| 68. How satisfied are you with the training you receive for your present job? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,351 | 55.8% | 22.8% | 21.4% |
| 2010 U.S. Access Board | 22 | 40.2% | 31.3% | 28.5% |
| 69. Considering everything, how satisfied are you with your job? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,243 | 71.5% | 16.4% | 12.1% |
| 2010 U.S. Access Board | 22 | 71.0% | 18.9% | 10.1% |
| 70. Considering everything, how satisfied are you with your pay? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,390 | 65.8% | 15.7% | 18.5% |
| 2010 U.S. Access Board | 22 | 85.8% | 5.3% | 8.9% |
| 71. Considering everything, how satisfied are you with your organization? | N | Positive | Neutral | Negative |
| 2010 Governmentwide | 255,060 | 62.4% | 20.8% | 16.7% |
| 2010 U.S. Access Board | 22 | 66.9% | 18.9% | 14.3% |
| 72. Please select the response below that BEST describes your teleworking situation. | N | Telework on a Regular Basis | Telework Infrequently | Do Not Telework, Must Be Physically Present | Do Not Telework, Technical Issues | Not Allowed To Telework | Choose Not To Telework |
|---|---|---|---|---|---|---|---|
| 2010 Governmentwide | 247,268 | 9.7% | 11.6% | 36.1% | 7.3% | 23.0% | 12.3% |
| 2010 U.S. Access Board | 20 | 40.9% | 34.7% | 0.0% | 9.0% | 0.0% | 15.5% |
| 73. How satisfied are you with the following Work/Life programs in your agency… Telework? | N | Positive | Neutral | Negative | NBJ | ||
| 2010 Governmentwide | 172,843 | 35.4% | 41.8% | 22.8% | 80,124 | ||
| 2010 U.S. Access Board | 20 | 95.5% | 4.5% | 0.0% | 2 | ||
| 74. How satisfied are you with the following Work/Life programs in your agency… Alternative Work Schedules (AWS)? | N | Positive | Neutral | Negative | NBJ | ||
| 2010 Governmentwide | 204,698 | 59.5% | 24.8% | 15.6% | 49,250 | ||
| 2010 U.S. Access Board | 21 | 84.5% | 15.5% | 0.0% | 1 | ||
| 75. How satisfied are you with the following Work/Life programs in your agency… Health and Wellness Programs (for example, exercise, medical screening, quit smoking programs)? | N | Positive | Neutral | Negative | NBJ | ||
| 2010 Governmentwide | 201,710 | 51.2% | 31.2% | 17.5% | 52,428 | ||
| 2010 U.S. Access Board | 16 | 31.0% | 37.4% | 31.6% | 6 | ||
| 76. How satisfied are you with the following Work/Life programs in your agency… Employee Assistance Program (EAP)? | N | Positive | Neutral | Negative | NBJ | ||
| 2010 Governmentwide | 154,266 | 48.1% | 43.1% | 8.8% | 99,806 | ||
| 2010 U.S. Access Board | 16 | 56.7% | 30.7% | 12.5% | 6 | ||
| 77. How satisfied are you with the following Work/Life programs in your agency… Child Care Programs (for example, daycare, parenting classes, parenting support groups)? | N | Positive | Neutral | Negative | NBJ | ||
| 2010 Governmentwide | 99,582 | 23.1% | 60.0% | 16.9% | 154,397 | ||
| 2010 U.S. Access Board | 8 | 12.2% | 73.2% | 14.6% | 14 | ||
| 78. How satisfied are you with the following Work/Life programs in your agency… Elder Care Programs (for example, support groups, speakers)? | N | Positive | Neutral | Negative | NBJ | ||
| 2010 Governmentwide | 94,393 | 19.9% | 66.7% | 13.4% | 159,106 | ||
| 2010 U.S. Access Board | 7 | 13.8% | 55.1% | 31.2% | 15 |