The 2022 Federal Employee Viewpoint Survey (FEVS) was administered this year to full-time Federal employees who have been with the agency for at least one year. The results showed that 60% of eligible NIGC employees participated in the survey. Overall, the FEVS showed there were 23 areas of improvement over the 2021 FEVS. This indicates the agency is continuing to trend towards employee satisfaction.
The Commission values its employees and continuously strives to make the NIGC the best place to work in the federal government. This year’s results show that the agency had 76 areas identified as strengths and 0 areas identified as challenges. The largest strengths identified are:
- 100% of respondents responded that it is important that their work contribute to the common good of the agency;
- 98% of respondents stated they know how their work relates to the agency’s goals;
- 97% of respondents stated that supervisors hold them accountable for achieving results;
- 96% of respondents stated they are held accountable for the quality of work they produce; and
- 94% of respondents responded that employees in their work unit contribute positively to the agency’s performance.
Further, survey results show the agency’s greatest improvement being in the areas of involvement, accountability and job satisfaction. Some of the biggest gains since 2021 were the following: employees know what is expected of them (+15), know how their work relates to the agency’s goals (+11), are satisfied with their involvement in decisions that affect their work (+11), are encouraged to come up with new and better ways of doing things (+8) and job satisfaction (+8).
The NIGC continued to address questions related to the COVID-19 pandemic. On the questions related to the pandemic, respondents indicated that they strongly agree and agree (72%) on the re-entry process. Respondents indicated 38% have remote work agreements and 57% telework 3 or more days per week. Overall, of the five largest decreases in percent positive from the 2022 FEVS, the trend showed an increase in 4 out of 5 from prior to the pandemic in 2019 to 2022. During the pandemic, communication between the immediate supervisor and employees increased through online calls and meetings amongst staff. The FEVS trend shows that managers promoted communication amongst different work units from 44% in 2019 to 67% in 2022. There was also an overall increase in how good a job is being done by the manager above the immediate supervisor (+5%) and by the immediate supervisor (+12%).
The FEVS Employee Engagement Index (EEI) measures conditions that can lead to engagement of employees such as performance and leadership. The EEI consists of three sub-indices: Leaders Lead, Supervisors, and Intrinsic Work Experience. The EEI increased from 81% in 2021 to 82% in 2022. Leaders Lead decreased by 4% and Supervisors decreased by 1% while Intrinsic Work Experience increased by 9%. These indices reflect employees’ perceptions on the integrity of leadership, the interpersonal relationship between worker and supervisor, and the employees’ feelings of motivation and competency.
Although the survey results did not identify any specific challenges for the agency, there are opportunities for improvement, such as:
- improving that performance is recognized in a meaningful way,
- management involves employees in decision that affect their work, and
- utilizing the results of this survey to make the agency a better place to work.
View the 2022 Report
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Federal Employee Viewpoint Survey Fact Sheet