Document text
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentCV CO DL DN DE EP HN HO IP JN JK
4.46 4.56 4.40 4.19 4.30 4.28 4.36 4.39 4.50 4.54 4.29
4.67 4.72 4.62 4.48 4.59 4.50 4.63 4.63 4.68 4.74 4.53
4.20 4.34 4.08 3.74 3.87 3.99 3.98 4.02 4.25 4.29 3.864.71 4.74 4.66 4.60 4.60 4.53 4.72 4.68 4.71 4.75 4.66
4.26 4.46 4.24 3.97 4.12 4.10 4.08 4.23 4.39 4.40 4.09
3.96 4.22 3.91 3.50 3.78 3.82 3.70 3.90 4.06 3.99 3.61
4.10 4.34 4.00 3.56 3.86 3.89 3.82 3.99 4.12 4.07 3.78
3.72 3.97 3.72 3.26 3.53 3.60 3.44 3.69 3.93 3.75 3.224.10 4.35 4.03 3.68 3.94 3.96 3.85 4.02 4.14 4.15 3.84
4.17 4.35 4.21 3.91 4.09 4.17 4.07 4.17 4.23 4.26 4.01
4.24 4.49 4.33 4.02 4.21 4.26 4.26 4.28 4.31 4.36 4.12
4.33 4.49 4.40 4.15 4.31 4.29 4.32 4.31 4.37 4.44 4.243.94 4.09 3.93 3.57 3.75 3.96 3.62 3.91 4.03 3.99 3.73
4.14 4.20 4.16 3.95 3.98 3.99 4.17 4.15 4.17 4.30 4.12
4.23 4.19 4.28 4.06 4.13 4.13 4.28 4.31 4.24 4.40 4.30
4.21 4.26 4.11 3.89 3.98 3.99 4.06 3.96 4.16 4.28 3.98
4.02 4.19 4.12 3.89 3.86 3.86 4.16 4.16 4.15 4.24 4.10
4.26 4.11 3.99 3.24 3.76 3.91 3.47 3.70 4.07 4.09 3.18
4.27 3.94 3.98 2.75 3.50 3.87 3.20 3.57 3.86 3.97 2.89
4.10 4.02 3.79 3.13 3.67 3.76 3.36 3.55 3.91 4.01 2.994.14 4.01 3.82 3.09 3.62 3.73 3.35 3.50 3.93 3.96 3.094.46 4.43 4.38 4.03 4.22 4.21 4.03 4.14 4.49 4.33 3.804.40 4.12 4.00 3.05 3.81 3.99 3.42 3.72 4.16 4.16 3.02
4.33 4.34 4.28 4.03 4.10 4.10 3.98 4.14 4.40 4.20 3.95
4.17 4.23 4.21 3.95 4.08 3.99 3.89 4.08 4.33 4.13 3.86
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?CV CO DL DN DE EP HN HO IP JN JK
4.50 4.46 4.42 4.26 4.33 4.38 4.13 4.37 4.55 4.49 4.10
4.40 4.40 4.33 4.05 4.06 4.05 4.00 4.10 4.41 4.18 4.03
4.27 4.27 4.20 3.92 3.96 4.01 3.90 4.03 4.32 4.02 3.85
4.25 4.11 3.97 3.42 3.72 3.97 3.63 3.70 4.02 4.07 3.33
4.34 4.30 4.16 3.66 3.90 4.16 3.89 3.93 4.13 4.17 3.63
4.22 4.10 3.89 3.35 3.66 3.98 3.56 3.60 3.91 4.02 3.25
4.21 3.96 3.87 3.27 3.66 3.82 3.38 3.58 4.05 3.99 3.06
3.96 3.96 3.63 3.14 3.54 3.67 3.27 3.45 3.76 3.86 3.05
3.85 3.87 3.56 3.24 3.44 3.63 3.25 3.50 3.65 3.74 3.00
4.01 3.97 3.63 3.00 3.50 3.66 3.18 3.40 3.76 3.88 3.034.09 4.02 3.72 3.12 3.69 3.74 3.37 3.47 3.93 3.97 3.12
4.19 4.23 4.16 3.86 3.95 3.93 3.86 4.01 4.23 3.96 3.97
4.15 4.19 4.10 3.89 3.92 3.81 3.89 3.95 4.18 3.86 4.00
4.20 4.17 4.16 3.84 3.88 3.94 3.78 3.97 4.21 3.90 3.954.20 4.26 4.24 4.05 4.11 4.03 3.92 4.12 4.31 4.08 4.084.24 4.31 4.18 3.67 3.91 3.94 3.84 4.00 4.25 3.99 3.84
3.00 3.18 3.01 2.66 2.79 2.77 2.74 2.90 3.18 2.96 2.93
2.85 3.08 3.04 2.58 2.82 2.74 2.83 2.94 3.13 2.88 2.96
2.75 2.95 2.91 2.59 2.64 2.55 2.67 2.75 3.06 2.67 2.86
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsCV CO DL DN DE EP HN HO IP JN JK
3.25 3.39 3.00 2.63 2.82 2.84 2.65 2.94 3.18 3.15 2.84
3.57 3.73 3.51 3.19 3.29 3.36 3.28 3.42 3.56 3.53 3.21
3.38 3.48 3.33 2.89 3.10 3.07 2.95 3.23 3.37 3.27 2.87
4.14 4.31 4.03 3.89 3.90 3.95 3.87 3.99 4.19 4.18 3.76
3.96 3.97 3.84 3.35 3.50 3.64 3.50 3.66 3.80 3.94 3.303.39 3.55 3.30 2.90 2.97 3.13 3.06 3.18 3.46 3.36 2.883.56 3.72 3.49 3.11 3.26 3.28 3.19 3.41 3.60 3.55 3.093.58 3.59 3.49 3.25 3.34 3.23 3.17 3.46 3.54 3.36 3.17
3.24 3.42 3.26 3.03 2.92 3.04 3.09 3.15 3.29 3.20 3.02
4.00 4.34 3.97 3.72 3.84 3.93 3.93 3.89 3.98 4.01 3.57
2.70 2.86 2.70 2.43 2.51 2.76 2.61 2.66 2.74 2.78 2.61
3.81 3.88 3.67 3.38 3.52 3.61 3.47 3.62 3.73 3.66 3.49
3.73 3.85 3.57 3.30 3.36 3.38 3.38 3.54 3.69 3.60 3.34
3.60 3.73 3.46 3.13 3.17 3.34 3.10 3.41 3.60 3.42 3.22
3.72 3.78 3.52 3.19 3.49 3.54 3.35 3.57 3.66 3.58 3.33
4.17 4.17 4.13 3.93 3.93 4.10 3.98 3.92 4.02 3.88 3.93
3.78 3.95 3.76 3.47 3.66 3.71 3.54 3.76 3.89 3.76 3.54
3.71 3.85 3.70 3.43 3.67 3.65 3.57 3.70 3.90 3.65 3.51
3.60 3.81 3.63 3.25 3.42 3.52 3.27 3.58 3.69 3.61 3.333.99 4.19 3.95 3.69 3.85 3.91 3.76 3.94 4.05 3.93 3.71
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesCV CO DL DN DE EP HN HO IP JN JK
4.09 4.19 4.07 3.80 3.94 4.00 3.88 4.05 4.10 4.12 3.84
4.14 4.34 4.16 3.86 4.12 4.12 3.92 4.13 4.22 4.22 3.90
4.02 3.99 3.89 3.34 3.60 3.71 3.43 3.71 3.97 3.82 3.35
4.25 4.44 4.34 4.13 4.19 4.20 4.26 4.33 4.33 4.47 4.234.07 4.20 4.12 3.86 3.95 3.99 4.04 4.06 4.07 4.13 3.973.99 3.89 3.77 3.72 3.74 3.88 3.54 3.84 3.79 4.00 3.694.31 4.39 4.32 4.13 4.23 4.22 4.17 4.35 4.38 4.30 4.173.91 4.09 3.93 3.55 3.74 3.88 3.80 3.87 3.94 3.81 3.55
3.88 3.96 3.81 3.53 3.67 3.73 3.69 3.77 3.96 3.75 3.64
4.40 4.43 4.29 4.08 4.28 4.24 4.24 4.27 4.53 4.21 4.19
4.09 4.10 3.87 3.33 3.68 3.68 3.65 3.83 4.09 3.84 3.51
4.25 4.23 4.16 3.81 3.99 4.04 3.97 4.08 4.30 4.13 3.85
4.11 4.18 4.12 3.88 3.88 4.06 3.93 3.95 4.21 4.03 3.79
4.04 4.02 3.91 3.73 3.84 3.83 3.83 3.91 4.01 3.96 3.71
2.47 2.65 2.45 2.30 2.36 2.45 2.49 2.50 2.75 2.42 2.57
4.06 4.12 4.06 3.77 3.77 3.89 3.88 3.93 4.12 3.93 3.80
4.60 4.47 4.46 4.08 4.31 4.40 4.33 4.32 4.55 4.53 4.15
4.69 4.62 4.63 4.42 4.50 4.56 4.57 4.54 4.64 4.66 4.48
4.51 4.33 4.29 3.73 4.10 4.24 4.09 4.08 4.47 4.38 3.81
3.98 4.07 3.98 3.74 3.79 3.80 3.74 3.87 3.96 3.93 3.76
3.91 3.90 3.88 3.61 3.65 3.70 3.73 3.70 3.83 3.76 3.71
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneCV CO DL DN DE EP HN HO IP JN JK
3.97 3.99 3.89 3.72 3.78 3.77 3.63 3.77 3.93 3.81 3.66
4.10 4.27 4.17 3.88 3.88 3.92 3.89 4.09 4.04 4.13 3.85
3.60 3.79 3.75 3.65 3.65 3.73 3.77 3.83 3.66 3.83 3.67
3.78 3.97 3.87 3.70 3.72 3.80 3.87 4.01 3.75 4.12 3.77
4.19 4.29 4.18 4.19 4.16 4.14 4.27 4.34 4.14 4.38 4.223.85 4.06 4.06 3.99 3.95 4.11 4.07 4.12 3.96 4.07 3.90
3.97 4.01 4.03 4.00 3.99 4.07 4.09 4.17 4.06 4.15 4.04
3.40 3.83 3.62 3.43 3.39 3.54 3.74 3.59 3.47 3.55 3.34
2.37 2.74 2.72 2.80 2.68 2.70 2.84 2.71 2.61 2.54 2.61
4.25 4.22 4.22 3.71 3.98 3.85 3.80 3.96 4.07 4.01 3.83
4.16 4.09 4.16 3.32 3.76 3.46 3.49 3.68 3.85 3.65 3.52
4.34 4.31 4.26 3.99 4.15 4.11 4.02 4.17 4.22 4.31 4.03
3.73 3.76 3.61 3.41 3.36 3.47 3.37 3.60 3.44 3.58 3.24
3.79 3.73 3.57 3.44 3.43 3.46 3.27 3.56 3.52 3.51 3.16
3.66 3.79 3.66 3.39 3.30 3.48 3.48 3.63 3.36 3.64 3.33
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsCV CO DL DN DE EP HN HO IP JN JK
4.06 4.18 4.15 4.06 3.79 4.03 4.05 4.06 4.08 4.07 3.93
3.95 4.04 4.09 3.97 3.70 3.94 4.00 3.97 3.98 3.98 3.84
4.18 4.34 4.24 4.18 3.90 4.13 4.13 4.17 4.23 4.21 4.03
3.42 3.50 3.49 3.23 3.20 3.41 3.19 3.41 3.51 3.56 3.03
3.91 3.93 3.91 3.65 3.91 3.89 3.65 3.97 3.90 3.86 3.81
3.34 3.34 3.48 3.31 3.36 3.40 3.43 3.55 3.40 3.37 3.54
4.06 3.90 3.70 3.81 3.80 3.60 4.02 3.91 3.13 3.65 3.63
4.06 4.22 4.19 4.33 4.12 4.18 4.45 4.26 4.33 4.41 4.31
4.17 4.21 4.12 3.75 3.78 4.05 3.81 3.92 4.06 4.09 3.72
4.13 4.19 4.06 3.66 3.81 3.94 3.84 3.92 4.07 3.96 3.74
3.79 3.85 3.75 3.55 3.49 3.65 3.40 3.72 3.75 3.89 3.64
3.91 3.89 3.86 3.63 3.68 3.82 3.66 3.76 3.88 3.82 3.624.25 4.32 4.18 3.88 4.12 4.09 4.05 4.19 4.30 4.33 4.00
3.88 4.12 3.87 3.60 3.62 3.80 3.70 3.84 3.98 3.94 3.59
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentKC KX LV LRLA-
AdminLA-CI LA-CT LA-CID LA-Intel LS ME
4.34 4.50 4.34 4.48 4.36 4.33 4.42 4.40 4.40 4.44 4.37
4.59 4.69 4.62 4.69 4.57 4.62 4.65 4.69 4.64 4.70 4.57
4.00 4.23 3.96 4.27 4.16 3.85 4.12 4.04 4.06 4.02 4.124.60 4.71 4.64 4.65 4.62 4.68 4.70 4.67 4.71 4.73 4.59
4.18 4.38 4.11 4.32 4.13 4.17 4.21 4.21 4.17 4.34 4.22
3.91 4.07 3.70 4.11 3.85 3.83 4.11 3.97 3.88 3.86 3.93
4.10 4.28 3.80 4.25 3.91 3.91 4.21 4.09 3.92 4.00 3.96
3.60 3.75 3.43 3.94 3.73 3.52 3.83 3.66 3.70 3.52 3.824.01 4.19 3.89 4.15 3.96 4.07 4.27 4.16 4.02 4.04 4.04
4.10 4.20 4.07 4.34 4.09 4.02 4.20 4.21 4.19 4.14 4.14
4.22 4.31 4.15 4.37 4.12 4.14 4.29 4.37 4.33 4.30 4.23
4.30 4.36 4.23 4.53 4.27 4.26 4.34 4.44 4.37 4.33 4.283.79 3.97 3.83 4.10 3.91 3.67 3.96 3.81 3.88 3.80 3.92
4.21 4.36 4.08 4.31 4.02 4.03 4.12 3.97 4.15 4.08 4.16
4.33 4.45 4.26 4.34 4.17 4.12 4.25 4.06 4.29 4.21 4.28
4.12 4.34 3.97 4.31 4.03 3.99 4.07 3.89 4.06 4.10 4.11
4.20 4.34 4.02 4.30 3.91 3.99 4.07 3.94 4.11 3.97 4.10
3.97 4.20 3.49 4.32 3.86 3.84 4.14 3.87 3.93 3.86 3.83
3.97 4.14 3.46 4.40 3.88 3.75 4.08 3.83 3.85 3.76 3.79
3.79 4.11 3.37 4.16 3.75 3.80 4.06 3.68 3.77 3.71 3.733.75 4.17 3.14 4.27 3.80 3.67 4.10 3.78 3.82 3.64 3.764.39 4.43 4.08 4.46 4.06 4.12 4.33 4.21 4.28 4.38 4.144.02 4.19 3.32 4.35 3.93 3.92 4.17 3.84 3.95 3.84 3.80
4.28 4.32 4.14 4.46 4.06 4.17 4.37 4.28 4.11 4.18 4.07
4.19 4.26 4.02 4.48 4.00 4.13 4.28 4.16 3.99 4.13 4.01
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?KC KX LV LRLA-
AdminLA-CI LA-CT LA-CID LA-Intel LS ME
4.40 4.43 4.33 4.62 4.25 4.41 4.40 4.39 4.29 4.46 4.21
4.35 4.34 4.13 4.41 4.04 4.09 4.41 4.37 4.13 4.14 4.09
4.18 4.26 4.06 4.37 3.94 4.03 4.37 4.21 4.06 4.05 4.02
3.92 4.18 3.50 4.30 3.82 3.87 4.10 3.86 3.92 3.78 3.84
4.10 4.23 3.80 4.37 3.95 4.08 4.18 4.02 4.13 3.98 3.95
3.86 4.16 3.41 4.30 3.84 3.88 4.06 3.80 3.88 3.81 3.79
3.79 4.18 3.24 4.22 3.72 3.69 4.04 3.75 3.71 3.58 3.85
3.70 3.97 3.29 4.12 3.60 3.62 3.93 3.56 3.57 3.54 3.60
3.64 3.87 3.41 3.99 3.57 3.56 3.84 3.50 3.47 3.51 3.59
3.67 4.00 3.16 4.08 3.62 3.61 3.95 3.59 3.60 3.47 3.583.82 4.09 3.23 4.25 3.65 3.69 3.98 3.63 3.68 3.70 3.65
4.14 4.14 3.92 4.37 3.80 4.07 4.15 4.13 3.97 4.10 3.92
4.14 4.12 3.85 4.37 3.70 3.95 4.01 4.07 3.91 3.91 3.82
4.10 4.11 3.87 4.41 3.76 4.08 4.09 4.07 3.94 4.04 3.934.16 4.19 4.17 4.34 3.89 4.14 4.31 4.21 4.09 4.32 4.044.18 4.15 3.82 4.35 3.82 4.11 4.24 4.18 3.94 4.18 3.91
3.01 3.03 2.92 3.39 2.90 2.91 3.09 3.00 2.81 2.94 3.01
3.04 2.83 2.84 3.32 2.78 2.99 3.16 3.00 2.90 3.03 3.03
2.89 2.82 2.78 3.07 2.74 2.62 2.89 2.78 2.77 2.82 2.75
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsKC KX LV LRLA-
AdminLA-CI LA-CT LA-CID LA-Intel LS ME
3.05 3.34 2.95 3.54 2.98 2.98 3.19 3.10 2.79 2.92 3.17
3.43 3.54 3.36 3.75 3.40 3.32 3.58 3.43 3.39 3.30 3.38
3.14 3.32 3.24 3.73 3.13 3.23 3.53 3.31 3.14 2.90 3.17
4.07 4.10 3.98 4.17 3.95 3.93 4.09 4.07 3.91 3.67 3.90
3.71 3.98 3.46 4.23 3.77 3.63 3.91 3.73 3.82 3.68 3.683.22 3.45 3.17 3.50 3.22 2.99 3.35 3.09 3.12 3.04 3.233.43 3.55 3.35 3.87 3.28 3.35 3.60 3.41 3.34 3.32 3.413.44 3.42 3.38 3.72 3.28 3.43 3.67 3.49 3.31 3.38 3.34
3.19 3.33 3.08 3.45 2.99 2.92 3.42 3.15 3.11 3.22 3.14
3.93 3.95 3.86 4.17 3.93 3.84 4.06 4.01 3.83 3.67 3.89
2.71 2.78 2.55 2.85 2.82 2.44 2.45 2.44 2.58 2.45 2.81
3.73 3.77 3.60 3.91 3.47 3.57 3.80 3.61 3.59 3.63 3.61
3.69 3.63 3.46 3.86 3.40 3.41 3.68 3.45 3.49 3.58 3.52
3.56 3.56 3.28 3.71 3.34 3.25 3.52 3.29 3.27 3.36 3.41
3.57 3.78 3.53 3.90 3.43 3.49 3.83 3.57 3.44 3.49 3.59
4.05 4.16 4.06 4.15 3.76 4.02 4.15 4.11 3.98 4.05 3.97
3.74 3.85 3.68 4.04 3.62 3.71 3.90 3.74 3.58 3.70 3.77
3.62 3.82 3.69 3.90 3.56 3.74 3.98 3.88 3.51 3.64 3.73
3.60 3.73 3.53 3.88 3.44 3.38 3.55 3.41 3.36 3.50 3.563.96 4.07 3.81 4.38 3.87 3.96 4.09 3.89 3.83 3.92 3.99
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesKC KX LV LRLA-
AdminLA-CI LA-CT LA-CID LA-Intel LS ME
4.04 4.09 3.93 4.27 3.95 3.96 4.17 4.06 4.04 3.99 4.03
4.05 4.20 3.98 4.32 4.01 4.04 4.28 4.23 4.08 4.15 4.14
3.85 3.94 3.58 4.19 3.61 3.76 3.92 3.74 3.62 3.66 3.76
4.32 4.30 4.16 4.40 4.30 4.10 4.39 4.35 4.35 4.29 4.334.05 3.96 3.91 4.23 4.01 3.99 4.18 4.11 4.06 3.99 4.043.83 3.87 3.82 4.09 3.81 3.75 3.95 3.71 3.89 3.78 3.834.27 4.38 4.24 4.48 4.25 4.29 4.41 4.32 4.37 4.31 4.243.89 4.04 3.84 4.13 3.71 3.79 4.01 3.96 3.85 3.78 3.90
3.77 3.92 3.70 4.04 3.69 3.80 3.97 3.83 3.76 3.73 3.71
4.34 4.40 4.24 4.56 4.22 4.32 4.47 4.37 4.20 4.28 4.13
3.84 4.04 3.71 4.34 3.79 3.99 4.18 4.02 3.82 3.70 3.70
4.18 4.28 3.99 4.45 4.02 4.20 4.34 4.20 3.96 4.04 4.02
4.00 4.20 3.99 4.24 3.98 4.12 4.24 4.04 4.09 4.00 3.90
3.95 4.03 3.85 4.02 3.90 3.95 4.01 3.96 4.02 3.93 3.83
2.40 2.60 2.40 2.42 2.38 2.24 2.57 2.34 2.32 2.32 2.58
3.79 4.14 3.87 4.21 3.69 3.89 4.01 3.96 3.97 3.99 3.95
4.40 4.57 4.24 4.52 4.30 4.49 4.58 4.45 4.39 4.45 4.39
4.60 4.67 4.47 4.64 4.44 4.68 4.69 4.63 4.56 4.63 4.56
4.18 4.45 3.98 4.42 4.15 4.29 4.45 4.26 4.21 4.28 4.24
3.84 3.98 3.85 4.08 3.76 3.84 3.93 3.81 3.75 3.86 3.79
3.75 3.89 3.70 3.88 3.59 3.72 3.88 3.70 3.65 3.64 3.75
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneKC KX LV LRLA-
AdminLA-CI LA-CT LA-CID LA-Intel LS ME
3.85 3.96 3.75 4.02 3.62 3.95 4.03 3.83 3.68 3.73 3.85
3.98 4.13 4.03 4.25 4.00 3.82 3.89 3.88 3.86 4.15 3.85
3.72 3.86 3.79 3.83 3.45 3.93 4.11 3.54 3.82 3.74 3.56
3.87 4.00 3.79 4.13 3.65 4.08 4.11 3.58 4.06 4.02 3.64
4.12 4.36 4.29 4.28 4.10 4.33 4.50 3.87 4.43 4.31 4.143.97 4.08 4.04 4.14 3.60 4.28 4.46 3.82 4.07 4.05 3.87
3.98 4.11 4.13 4.13 3.64 4.26 4.46 3.83 4.21 4.09 3.96
3.64 3.55 3.40 3.69 3.53 3.50 3.70 3.52 3.32 3.49 3.50
2.70 2.73 2.68 2.75 2.29 3.04 3.34 2.49 2.65 2.73 2.33
4.19 4.17 3.81 4.40 4.07 4.07 3.85 3.78 4.02 3.70 4.05
4.17 4.00 3.55 4.35 3.90 4.02 3.42 3.46 3.80 3.31 3.86
4.20 4.31 4.00 4.45 4.14 4.15 4.21 4.09 4.14 4.04 4.24
3.49 3.65 3.40 3.81 3.67 3.18 3.27 3.04 3.44 3.60 3.29
3.63 3.63 3.44 3.87 3.61 3.13 3.36 3.07 3.44 3.61 3.33
3.36 3.68 3.37 3.75 3.72 3.22 3.17 3.00 3.45 3.59 3.28
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsKC KX LV LRLA-
AdminLA-CI LA-CT LA-CID LA-Intel LS ME
3.67 3.97 3.94 4.33 3.70 3.68 3.85 3.78 3.67 4.15 3.56
3.38 3.85 3.89 4.24 3.63 3.61 3.72 3.63 3.64 4.02 3.28
3.95 4.07 4.03 4.42 3.79 3.71 3.95 3.93 3.71 4.28 3.87
3.38 3.40 3.32 3.48 3.75 3.02 3.14 2.90 3.52 3.12 3.43
3.69 3.92 3.57 4.06 3.57 3.52 3.82 3.62 3.62 3.86 3.74
3.18 3.50 3.76 3.50 3.62 3.39 3.37 3.37 3.69 3.01 3.22
4.15 4.06 3.18 3.95 3.28 3.69 3.19 3.34 3.35 4.28 4.05
4.11 4.29 4.41 4.20 4.06 4.23 4.02 4.20 4.33 4.37 4.23
4.00 4.17 3.89 4.30 3.80 3.92 4.20 4.02 3.96 3.95 3.98
4.00 4.14 3.84 4.34 3.73 3.91 4.02 3.95 3.92 4.07 3.99
3.68 3.90 3.56 3.94 3.52 3.58 3.93 3.81 3.54 3.82 3.62
3.89 3.94 3.75 4.10 3.68 3.81 3.95 3.74 3.83 3.65 3.724.10 4.29 4.06 4.27 4.21 4.08 4.26 4.16 4.17 4.21 4.24
3.85 3.93 3.75 4.02 3.75 3.61 3.96 3.77 3.86 3.70 3.72
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentMM MW MP MO NH NONY-
AdminNY-CI NY-CT NY-CID NY-Intel
4.44 4.22 4.30 4.42 4.41 4.38 4.26 4.27 4.36 4.33 4.38
4.70 4.45 4.53 4.65 4.63 4.64 4.48 4.59 4.64 4.62 4.65
4.10 3.88 3.92 4.09 4.10 3.99 4.04 3.87 3.90 3.97 4.024.70 4.54 4.62 4.66 4.71 4.68 4.50 4.65 4.71 4.61 4.70
4.29 4.02 4.10 4.28 4.21 4.21 4.06 4.00 4.17 4.14 4.15
4.02 3.65 3.85 4.04 3.93 3.99 3.77 3.67 3.92 3.98 3.89
4.09 3.80 4.02 4.12 4.06 4.16 3.86 3.68 4.03 4.04 3.91
3.80 3.35 3.53 3.88 3.67 3.67 3.57 3.51 3.61 3.69 3.694.17 3.78 4.01 4.13 4.08 4.16 3.89 3.82 4.11 4.22 4.07
4.27 4.12 4.13 4.24 4.16 4.26 3.96 3.91 4.10 4.23 4.16
4.38 4.24 4.25 4.34 4.31 4.35 4.06 3.89 4.18 4.40 4.21
4.41 4.34 4.33 4.35 4.37 4.41 4.07 4.02 4.30 4.45 4.314.02 3.77 3.81 4.03 3.83 4.03 3.78 3.82 3.83 3.84 3.95
4.07 3.86 4.05 4.28 4.28 4.06 3.98 3.80 3.90 3.88 4.05
4.21 4.02 4.12 4.38 4.38 4.11 4.14 3.94 4.07 3.99 4.21
4.02 3.72 3.99 4.18 4.22 4.07 3.98 3.85 4.01 3.84 4.03
4.03 3.82 4.08 4.28 4.28 4.02 3.87 3.61 3.66 3.80 3.92
3.85 3.55 3.94 4.28 4.01 3.98 3.79 3.57 3.83 3.74 3.72
3.56 3.35 3.86 4.23 3.89 3.99 3.72 3.57 3.83 3.74 3.65
3.77 3.31 3.83 4.08 3.84 3.73 3.65 3.42 3.66 3.56 3.513.82 3.45 3.92 4.36 4.10 3.99 3.68 3.27 3.55 3.58 3.454.25 4.14 4.15 4.53 4.34 4.25 4.10 4.09 4.19 4.05 4.203.84 3.39 3.95 4.27 3.93 4.03 3.78 3.54 3.95 3.83 3.78
4.27 4.07 4.17 4.40 4.26 4.30 3.96 4.19 4.22 4.31 4.21
4.17 3.96 4.03 4.43 4.19 4.22 3.88 4.04 4.03 4.18 4.14
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?MM MW MP MO NH NONY-
AdminNY-CI NY-CT NY-CID NY-Intel
4.42 4.18 4.33 4.53 4.47 4.44 4.11 4.38 4.38 4.44 4.41
4.30 4.14 4.25 4.42 4.28 4.30 4.00 4.29 4.33 4.40 4.21
4.19 4.00 4.11 4.29 4.09 4.22 3.85 4.13 4.15 4.22 4.06
3.91 3.71 3.91 4.15 4.07 3.90 3.68 3.73 3.82 3.69 3.74
4.10 3.96 4.02 4.35 4.25 4.08 3.83 3.84 3.88 3.74 3.92
3.92 3.59 3.86 4.20 4.08 3.86 3.68 3.71 3.73 3.60 3.58
3.70 3.56 3.90 3.97 3.88 3.79 3.61 3.66 3.83 3.74 3.69
3.60 3.45 3.72 4.04 3.73 3.72 3.53 3.39 3.58 3.45 3.38
3.60 3.42 3.62 3.88 3.61 3.61 3.51 3.31 3.41 3.40 3.29
3.54 3.34 3.67 4.01 3.75 3.78 3.51 3.39 3.63 3.46 3.383.69 3.52 3.90 4.25 3.88 3.79 3.63 3.47 3.71 3.50 3.44
3.97 3.97 4.00 4.07 4.08 4.08 3.89 4.03 4.03 4.12 3.97
3.94 3.87 3.97 3.99 4.04 4.00 3.93 3.99 3.93 4.03 3.82
3.93 3.97 3.97 3.98 4.11 4.00 3.92 4.10 4.08 4.17 4.004.13 4.18 4.06 4.29 4.15 4.20 3.94 4.05 4.07 4.12 4.053.91 3.86 3.99 4.07 4.06 4.10 3.82 4.00 4.04 4.16 3.98
2.84 2.92 2.82 3.21 3.14 3.05 3.03 3.02 2.86 3.02 3.04
2.94 2.83 2.80 3.13 3.16 3.13 3.07 3.11 2.86 3.19 3.08
2.73 2.80 2.61 2.98 3.13 2.92 2.90 2.79 2.56 2.79 2.91
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsMM MW MP MO NH NONY-
AdminNY-CI NY-CT NY-CID NY-Intel
2.81 2.95 2.87 3.26 3.08 3.06 3.04 3.03 2.97 3.02 3.00
3.47 3.31 3.34 3.73 3.46 3.56 3.43 3.32 3.34 3.39 3.48
3.32 3.13 2.96 3.56 3.11 3.36 3.29 3.23 3.33 3.29 3.29
4.00 3.83 4.06 4.12 4.06 4.19 3.95 3.96 3.90 4.15 4.02
3.69 3.47 3.71 4.12 3.68 3.79 3.71 3.50 3.58 3.61 3.713.22 3.07 3.12 3.65 3.21 3.33 3.28 2.98 3.04 3.15 3.273.49 3.30 3.33 3.90 3.36 3.57 3.43 3.26 3.30 3.38 3.433.61 3.34 3.19 3.54 3.46 3.56 3.30 3.41 3.52 3.55 3.53
3.25 3.05 3.08 3.49 3.18 3.38 3.28 3.02 3.02 3.07 3.22
3.98 3.77 3.91 3.96 3.98 4.04 3.81 3.99 3.79 4.03 3.95
2.69 2.57 2.46 2.88 2.73 2.71 2.59 2.26 2.36 2.26 2.65
3.71 3.62 3.56 3.90 3.68 3.76 3.47 3.58 3.59 3.66 3.60
3.70 3.53 3.51 3.80 3.62 3.72 3.42 3.39 3.47 3.43 3.55
3.50 3.21 3.31 3.70 3.51 3.49 3.28 3.21 3.41 3.42 3.38
3.66 3.50 3.49 3.76 3.58 3.76 3.43 3.51 3.55 3.64 3.48
3.98 4.07 3.92 4.22 4.07 4.10 3.61 4.12 3.92 4.09 4.07
3.75 3.68 3.69 4.01 3.71 3.84 3.57 3.51 3.65 3.69 3.58
3.72 3.59 3.70 3.92 3.63 3.78 3.49 3.40 3.67 3.65 3.48
3.54 3.47 3.49 3.81 3.58 3.68 3.42 3.31 3.42 3.45 3.373.93 3.95 3.87 4.23 3.90 4.02 3.76 3.72 3.82 3.92 3.80
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesMM MW MP MO NH NONY-
AdminNY-CI NY-CT NY-CID NY-Intel
4.10 3.84 3.96 4.11 4.02 4.08 3.89 3.83 4.02 4.07 3.94
4.25 3.90 4.15 4.18 4.13 4.12 3.89 3.87 4.09 4.18 4.03
3.81 3.44 3.83 4.04 3.77 3.82 3.67 3.56 3.76 3.91 3.71
4.37 4.19 4.17 4.36 4.29 4.29 4.14 3.98 4.25 4.35 4.224.11 4.01 3.84 4.19 4.05 4.07 3.89 3.77 4.04 4.15 3.813.92 3.55 3.70 3.75 3.78 3.96 3.82 3.84 3.99 3.72 3.784.36 3.99 4.23 4.29 4.24 4.35 4.19 4.22 4.25 4.28 4.303.90 3.79 3.78 3.96 3.90 3.94 3.64 3.57 3.74 3.92 3.76
3.73 3.72 3.75 3.91 3.79 3.85 3.64 3.78 3.78 3.84 3.76
4.33 4.29 4.32 4.37 4.27 4.32 4.16 4.38 4.38 4.41 4.32
3.69 3.81 3.81 4.01 3.74 3.96 3.77 4.01 3.99 4.09 3.97
4.07 3.93 4.10 4.25 4.07 4.16 3.99 4.14 4.18 4.27 4.15
4.08 3.97 3.89 4.20 4.14 4.09 3.87 3.97 3.95 4.09 4.00
3.94 3.69 3.81 4.13 4.01 3.80 3.90 3.83 3.87 3.87 3.91
2.30 2.51 2.53 2.54 2.57 2.67 2.27 2.36 2.21 2.43 2.37
3.93 3.95 3.84 4.06 3.94 4.06 3.78 3.93 3.87 3.87 3.80
4.39 4.38 4.44 4.58 4.42 4.48 4.11 4.36 4.40 4.37 4.36
4.57 4.58 4.59 4.69 4.62 4.63 4.27 4.54 4.58 4.52 4.52
4.21 4.16 4.28 4.49 4.21 4.35 3.95 4.17 4.23 4.23 4.20
3.80 3.84 3.84 4.02 3.88 3.87 3.70 3.77 3.72 3.83 3.80
3.68 3.73 3.68 3.88 3.73 3.76 3.60 3.64 3.70 3.76 3.73
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneMM MW MP MO NH NONY-
AdminNY-CI NY-CT NY-CID NY-Intel
3.79 3.82 3.80 4.10 3.84 3.73 3.55 3.76 3.71 3.79 3.79
3.91 3.93 4.00 4.01 3.98 4.08 3.89 3.86 3.75 3.89 3.84
3.71 3.73 3.71 3.71 3.70 3.65 3.57 3.82 3.95 3.46 3.66
3.90 3.86 3.82 3.95 3.75 3.75 3.84 3.90 3.94 3.62 3.82
4.12 4.32 4.32 4.29 4.31 4.16 4.16 4.34 4.42 3.84 4.354.07 4.07 3.96 4.01 4.12 4.09 3.70 4.23 4.38 3.77 3.91
4.11 4.11 4.03 4.05 4.09 4.02 3.87 4.08 4.23 3.89 4.10
3.55 3.63 3.35 3.67 3.51 3.53 3.38 3.47 3.52 3.37 3.22
2.71 2.68 2.75 2.54 2.57 2.62 2.32 2.99 3.36 2.51 2.62
3.99 4.08 4.02 4.25 4.07 3.72 4.03 4.02 4.19 3.99 4.12
3.82 4.02 3.91 4.16 4.01 3.22 3.91 3.77 4.20 3.91 4.11
4.14 4.16 4.13 4.31 4.11 4.11 4.10 4.17 4.17 4.07 4.16
3.51 3.38 3.27 3.47 3.57 3.49 3.59 3.41 3.26 3.01 3.24
3.56 3.29 3.34 3.46 3.54 3.61 3.56 3.50 3.30 3.06 3.30
3.47 3.46 3.20 3.46 3.61 3.39 3.64 3.33 3.23 2.96 3.17
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsMM MW MP MO NH NONY-
AdminNY-CI NY-CT NY-CID NY-Intel
4.13 4.01 3.90 4.13 3.98 4.19 3.69 3.69 3.68 3.49 3.42
4.14 3.90 3.80 4.04 3.91 4.11 3.59 3.64 3.44 3.24 3.21
4.13 4.15 4.02 4.24 4.09 4.30 3.84 3.75 3.89 3.75 3.63
3.46 3.16 3.26 3.52 3.43 3.23 3.71 3.26 3.16 3.06 3.48
3.90 3.83 3.89 3.80 3.62 3.63 3.23 3.23 3.25 3.27 3.52
3.58 3.54 3.30 3.70 3.52 3.28 3.67 3.36 3.54 3.27 3.73
3.85 3.46 3.93 3.88 3.93 4.10 3.14 3.33 3.28 3.19 3.45
4.30 4.31 4.21 4.19 4.38 4.24 4.12 4.18 4.19 4.09 4.25
3.96 3.88 3.92 4.19 4.09 4.10 3.77 3.94 3.93 3.94 3.94
3.93 3.89 3.87 4.15 4.12 4.08 3.82 3.80 3.78 3.81 3.83
3.72 3.57 3.67 4.00 3.85 3.73 3.53 3.57 3.76 3.76 3.46
3.83 3.65 3.74 3.98 3.85 3.90 3.77 3.75 3.64 3.76 3.794.33 4.00 4.14 4.29 4.17 4.14 4.11 4.01 4.02 4.08 4.11
3.83 3.66 3.76 3.93 3.89 3.84 3.62 3.69 3.60 3.74 3.77
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentNY-
SO/CyberNK NF OC OM PH PX PG PD RH
4.32 4.43 4.30 4.35 4.34 4.41 4.44 4.39 4.36 4.30
4.58 4.63 4.55 4.57 4.54 4.62 4.69 4.57 4.60 4.57
3.96 4.14 3.98 3.97 4.00 4.13 4.04 4.06 4.03 3.914.60 4.65 4.62 4.59 4.60 4.66 4.71 4.65 4.67 4.60
4.12 4.30 4.06 4.25 4.25 4.21 4.33 4.28 4.15 4.16
3.85 4.01 3.71 3.87 3.95 3.88 3.90 3.95 3.81 3.80
3.86 4.06 3.82 4.01 4.06 3.95 3.99 4.03 3.91 3.89
3.66 3.82 3.43 3.62 3.66 3.67 3.70 3.69 3.57 3.514.03 4.16 3.87 4.00 4.14 4.01 4.02 4.11 3.99 3.98
4.18 4.21 4.02 4.22 4.19 4.15 4.18 4.16 4.10 4.03
4.25 4.29 4.08 4.31 4.33 4.23 4.30 4.28 4.23 4.13
4.38 4.34 4.24 4.39 4.35 4.33 4.36 4.31 4.29 4.253.94 3.99 3.74 3.95 3.91 3.91 3.87 3.90 3.76 3.71
3.90 4.15 4.16 4.13 4.05 4.01 4.07 4.04 4.06 4.00
4.05 4.25 4.29 4.29 4.10 4.12 4.16 4.21 4.08 4.16
4.03 4.13 4.08 4.11 4.07 4.04 4.05 4.04 4.15 3.89
3.72 4.07 4.18 4.01 4.01 3.92 4.03 3.94 3.96 4.01
3.71 3.91 3.61 3.77 3.95 3.95 3.74 3.96 3.96 3.65
3.71 3.85 3.41 3.67 3.73 4.04 3.56 3.93 3.89 3.67
3.56 3.82 3.47 3.56 3.99 3.73 3.62 3.80 3.79 3.463.45 3.79 3.52 3.66 3.90 3.76 3.66 3.86 3.85 3.364.10 4.20 4.12 4.23 4.18 4.28 4.19 4.36 4.28 4.143.80 3.93 3.40 3.80 3.99 4.04 3.70 4.00 4.02 3.55
4.19 4.22 4.13 4.18 4.26 4.30 4.19 4.29 4.20 4.16
4.02 4.14 4.05 4.06 4.26 4.15 4.11 4.27 4.11 4.03
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?NY-
SO/CyberNK NF OC OM PH PX PG PD RH
4.28 4.41 4.40 4.41 4.43 4.43 4.43 4.42 4.36 4.35
4.33 4.25 4.12 4.24 4.24 4.39 4.18 4.34 4.24 4.19
4.17 4.13 4.02 4.05 4.12 4.25 4.06 4.16 4.11 4.11
3.65 3.90 3.67 3.75 4.03 3.91 3.76 3.96 3.99 3.73
3.74 3.99 3.87 3.94 4.06 4.05 3.90 4.15 4.09 3.87
3.62 3.81 3.51 3.60 3.91 3.84 3.63 3.91 3.91 3.53
3.67 3.91 3.70 3.72 4.13 3.91 3.75 3.84 3.97 3.79
3.42 3.67 3.42 3.49 3.91 3.70 3.51 3.69 3.68 3.43
3.38 3.67 3.43 3.51 3.89 3.62 3.48 3.58 3.58 3.42
3.47 3.67 3.29 3.40 3.88 3.79 3.46 3.66 3.69 3.493.43 3.74 3.50 3.58 3.97 3.79 3.58 3.91 3.80 3.42
4.00 4.10 3.92 4.13 4.18 4.06 4.10 4.12 4.10 4.07
3.89 4.05 3.83 4.03 4.04 4.03 4.01 4.10 4.00 3.90
4.03 4.08 3.82 4.12 4.15 4.03 4.08 4.09 4.13 4.044.03 4.17 4.14 4.15 4.40 4.16 4.19 4.15 4.16 4.164.03 4.12 3.87 4.24 4.16 4.05 4.13 4.13 4.12 4.17
2.98 2.99 2.79 3.05 3.03 3.09 2.85 3.21 3.03 2.95
3.01 2.99 2.85 3.11 2.83 3.13 2.80 3.25 3.04 3.10
2.78 2.71 2.62 2.79 2.86 2.92 2.77 3.07 2.85 2.80
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsNY-
SO/CyberNK NF OC OM PH PX PG PD RH
3.13 3.17 2.85 3.12 3.31 3.16 2.90 3.29 3.06 2.88
3.38 3.53 3.35 3.47 3.59 3.47 3.30 3.52 3.37 3.35
3.27 3.33 3.03 3.11 3.37 3.27 3.01 3.37 3.10 3.07
4.08 4.18 4.04 4.13 4.26 4.03 4.01 4.01 3.96 3.92
3.65 3.82 3.52 3.72 3.82 3.74 3.49 3.90 3.67 3.583.06 3.25 3.05 3.15 3.49 3.27 3.04 3.38 3.08 3.113.38 3.49 3.25 3.37 3.56 3.49 3.26 3.55 3.33 3.353.28 3.41 3.32 3.43 3.51 3.57 3.32 3.46 3.40 3.34
3.13 3.32 3.12 3.18 3.37 3.29 2.98 3.31 3.10 3.13
4.05 4.10 3.97 4.03 4.17 3.88 3.89 3.83 3.91 3.86
2.45 2.60 2.62 2.75 2.74 2.54 2.52 2.76 2.51 2.52
3.56 3.69 3.57 3.64 3.81 3.67 3.58 3.73 3.61 3.61
3.42 3.56 3.40 3.48 3.67 3.55 3.52 3.64 3.58 3.49
3.31 3.44 3.32 3.30 3.61 3.43 3.31 3.57 3.36 3.39
3.53 3.60 3.43 3.56 3.74 3.62 3.48 3.62 3.43 3.48
3.90 4.03 4.03 4.01 4.20 4.00 3.98 4.04 3.99 4.09
3.54 3.81 3.70 3.79 3.90 3.63 3.73 3.78 3.69 3.67
3.36 3.77 3.69 3.74 3.82 3.60 3.67 3.72 3.64 3.66
3.45 3.63 3.51 3.57 3.78 3.35 3.51 3.56 3.44 3.403.81 3.99 3.89 3.95 4.09 3.84 3.95 4.03 3.91 3.86
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesNY-
SO/CyberNK NF OC OM PH PX PG PD RH
3.97 4.06 3.85 4.03 4.09 4.01 4.02 4.02 4.00 3.93
3.96 4.14 4.02 4.11 4.11 4.07 4.14 4.14 4.03 4.13
3.68 3.81 3.53 3.70 3.97 3.87 3.76 3.82 3.73 3.70
4.28 4.22 4.15 4.25 4.22 4.22 4.29 4.28 4.24 4.203.97 4.07 3.75 4.07 4.06 3.96 4.00 4.03 4.07 3.923.79 3.95 3.57 3.88 3.87 3.90 3.73 3.75 3.79 3.674.33 4.34 4.25 4.26 4.35 4.23 4.26 4.29 4.33 4.163.78 3.92 3.66 3.91 4.04 3.87 3.90 3.85 3.78 3.77
3.77 3.88 3.74 3.83 3.94 3.80 3.77 3.85 3.82 3.71
4.36 4.36 4.24 4.36 4.52 4.31 4.34 4.34 4.38 4.25
3.88 4.00 3.65 3.79 4.02 3.94 3.86 4.01 3.94 3.73
4.14 4.24 3.94 4.20 4.32 4.11 4.09 4.14 4.15 4.09
4.14 4.11 4.03 4.04 4.22 4.12 3.97 4.08 4.02 3.95
3.84 4.02 3.92 3.99 4.15 3.89 3.81 3.93 3.85 3.80
2.35 2.57 2.57 2.54 2.52 2.51 2.39 2.65 2.43 2.45
3.87 3.97 3.83 3.95 4.10 3.91 4.01 3.96 4.08 3.92
4.35 4.41 4.39 4.39 4.48 4.39 4.39 4.45 4.47 4.33
4.51 4.54 4.61 4.59 4.59 4.56 4.61 4.59 4.57 4.54
4.18 4.28 4.17 4.20 4.37 4.21 4.16 4.31 4.38 4.12
3.73 3.88 3.91 3.92 3.97 3.89 3.93 3.92 4.00 3.92
3.67 3.77 3.79 3.82 3.75 3.84 3.79 3.78 3.92 3.86
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneNY-
SO/CyberNK NF OC OM PH PX PG PD RH
3.71 3.86 4.03 3.87 3.99 3.92 3.90 3.80 4.04 3.89
3.79 3.99 3.89 4.07 4.07 3.96 4.10 4.11 4.02 4.01
3.49 3.67 3.81 3.62 3.78 3.65 3.77 3.74 3.64 3.66
3.75 3.81 3.79 3.85 3.94 3.76 3.87 3.94 3.68 3.78
4.14 4.12 4.32 4.24 4.16 4.14 4.33 4.28 4.26 4.243.76 3.98 4.06 3.98 4.07 3.99 4.11 4.06 3.84 3.92
3.99 4.04 4.09 3.98 4.03 4.05 4.12 4.10 4.00 4.03
3.16 3.41 3.55 3.43 3.76 3.43 3.50 3.42 3.31 3.28
2.24 2.63 2.74 2.55 2.77 2.47 2.83 2.63 2.58 2.64
4.01 3.83 3.93 3.94 4.16 4.04 3.90 4.19 4.00 4.11
3.98 3.41 3.77 3.69 4.02 3.86 3.57 4.11 3.81 4.03
4.07 4.19 4.06 4.18 4.29 4.20 4.12 4.26 4.15 4.20
3.29 3.53 3.23 3.53 3.71 3.30 3.50 3.66 3.47 3.30
3.26 3.57 3.39 3.65 3.72 3.40 3.50 3.61 3.58 3.36
3.31 3.48 3.08 3.42 3.70 3.22 3.49 3.70 3.36 3.26
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsNY-
SO/CyberNK NF OC OM PH PX PG PD RH
3.56 4.02 4.11 3.93 4.25 3.61 4.09 3.87 4.05 4.09
3.61 3.92 4.04 3.87 4.15 3.36 4.06 3.73 3.94 3.98
3.52 4.13 4.20 4.00 4.35 3.87 4.14 4.03 4.17 4.21
3.60 3.49 3.23 3.42 3.47 3.32 3.40 3.47 3.28 3.16
3.09 3.60 3.73 3.82 3.76 3.72 3.78 3.77 3.83 3.77
3.52 3.43 3.45 3.39 3.36 3.47 3.31 3.91 3.45 3.42
3.12 3.23 4.18 2.73 2.94 3.49 4.03 3.68 3.60 3.61
4.04 4.26 4.44 4.27 4.05 4.22 4.21 4.10 4.18 4.18
3.80 4.04 3.83 3.91 4.08 4.04 3.90 4.06 4.07 3.91
3.68 3.96 3.93 3.85 3.95 3.98 3.93 3.98 3.99 3.86
3.35 3.79 3.36 3.71 3.67 3.64 3.59 3.76 3.57 3.60
3.79 3.84 3.80 3.71 3.92 3.86 3.81 3.84 3.94 3.754.01 4.20 4.05 4.15 4.11 4.14 4.16 4.20 4.11 4.10
3.79 3.84 3.81 3.75 3.89 3.88 3.73 3.90 3.81 3.67
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentSC SU SA SD SF SJ SE SI SL TPWFO-
Admin
4.36 4.16 4.42 4.35 4.36 4.38 4.24 4.36 4.41 4.42 4.34
4.57 4.43 4.67 4.63 4.57 4.57 4.59 4.59 4.63 4.65 4.54
4.03 3.72 4.03 3.95 4.02 4.12 3.78 4.03 4.11 4.10 4.074.64 4.49 4.68 4.70 4.66 4.62 4.65 4.65 4.69 4.66 4.61
4.22 4.00 4.31 4.12 4.20 4.21 3.95 4.17 4.25 4.29 4.20
3.88 3.64 3.92 3.78 3.95 3.75 3.71 3.96 4.04 4.00 3.84
3.97 3.74 4.03 3.88 4.07 3.79 3.86 4.10 4.18 4.11 3.99
3.67 3.40 3.63 3.52 3.68 3.49 3.33 3.69 3.80 3.73 3.624.00 3.79 4.09 3.95 4.09 3.98 3.91 4.10 4.13 4.15 3.93
4.14 4.02 4.16 4.11 4.13 4.13 4.04 4.25 4.16 4.16 4.03
4.26 4.12 4.28 4.23 4.25 4.24 4.19 4.26 4.24 4.29 4.14
4.33 4.23 4.34 4.32 4.34 4.34 4.27 4.37 4.30 4.35 4.223.82 3.72 3.86 3.78 3.81 3.80 3.66 4.11 3.93 3.82 3.79
4.13 3.84 4.15 4.21 4.10 4.07 4.04 4.17 4.07 4.02 4.02
4.26 3.96 4.25 4.30 4.16 4.26 4.17 4.16 4.19 4.18 4.23
4.04 3.75 4.01 4.03 4.12 4.00 3.92 4.10 4.10 4.06 3.96
4.09 3.83 4.15 4.26 4.02 3.97 4.03 4.28 3.99 3.87 3.93
3.85 3.39 3.86 3.45 4.02 3.35 3.61 3.98 3.89 3.91 3.72
3.88 3.32 3.74 3.14 3.94 3.17 3.31 3.74 3.82 3.84 3.66
3.63 3.22 3.71 3.27 3.84 3.16 3.43 3.84 3.74 3.85 3.603.67 3.07 3.74 3.44 3.98 2.94 3.48 4.15 3.82 3.75 3.564.24 3.98 4.26 3.95 4.29 4.11 4.23 4.21 4.19 4.25 4.113.84 3.33 3.88 3.38 4.12 3.26 3.54 3.93 3.86 3.96 3.80
4.19 4.10 4.13 4.21 4.21 3.90 4.22 4.30 4.24 4.19 4.06
4.09 3.98 4.08 4.10 4.17 3.72 4.12 4.21 4.17 4.08 3.97
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?SC SU SA SD SF SJ SE SI SL TPWFO-
Admin
4.36 4.25 4.30 4.36 4.41 4.11 4.29 4.54 4.39 4.32 4.20
4.21 4.19 4.14 4.27 4.17 3.96 4.31 4.26 4.27 4.25 4.13
4.12 4.02 4.01 4.15 4.12 3.81 4.17 4.18 4.13 4.12 3.97
3.87 3.59 3.86 3.50 4.02 3.42 3.75 3.98 3.86 3.97 3.69
4.07 3.72 4.01 3.75 4.15 3.68 3.89 4.09 3.97 4.10 3.87
3.75 3.58 3.90 3.39 3.95 3.34 3.72 3.92 3.84 3.94 3.74
3.79 3.46 3.71 3.37 3.98 3.29 3.61 3.91 3.81 3.95 3.57
3.55 3.25 3.59 3.28 3.72 3.10 3.37 3.76 3.70 3.71 3.49
3.46 3.29 3.51 3.32 3.60 3.07 3.32 3.63 3.61 3.59 3.52
3.59 3.18 3.57 3.23 3.75 3.06 3.34 3.61 3.71 3.67 3.483.63 3.31 3.67 3.30 3.92 3.12 3.46 3.99 3.79 3.89 3.50
4.07 3.94 4.07 3.99 4.14 3.75 4.06 4.08 4.14 4.06 3.90
3.95 3.98 4.00 3.91 4.00 3.68 3.99 4.03 4.09 3.96 3.87
4.06 3.84 4.08 3.96 4.16 3.68 4.04 4.06 4.08 4.09 3.844.19 4.09 4.08 4.12 4.19 3.96 4.17 4.18 4.24 4.10 4.044.08 3.86 4.13 3.98 4.20 3.68 4.06 4.06 4.19 4.12 3.90
3.09 2.87 3.00 2.83 3.06 2.74 2.87 3.18 3.00 2.97 3.29
3.02 2.98 3.13 2.90 3.06 2.94 2.94 3.17 2.95 2.89 3.49
2.96 2.70 2.88 2.73 2.82 2.56 2.73 3.10 2.78 2.74 3.21
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsSC SU SA SD SF SJ SE SI SL TPWFO-
Admin
3.16 2.85 2.94 2.79 3.14 2.61 2.82 3.20 3.09 3.11 3.17
3.41 3.22 3.39 3.33 3.44 3.22 3.31 3.49 3.51 3.46 3.52
3.29 2.97 3.15 3.12 3.25 2.81 3.06 3.27 3.33 3.30 3.35
3.86 3.89 3.94 4.01 4.03 3.73 3.97 4.02 4.08 4.05 4.02
3.66 3.39 3.70 3.48 3.73 3.41 3.44 3.80 3.73 3.77 3.713.31 3.00 3.09 3.09 3.21 2.86 3.07 3.24 3.19 3.20 3.283.39 3.07 3.33 3.27 3.41 3.09 3.31 3.54 3.48 3.46 3.463.41 3.21 3.32 3.32 3.46 3.12 3.18 3.46 3.60 3.39 3.52
3.24 3.00 3.15 3.12 3.23 2.95 3.10 3.25 3.26 3.14 3.28
3.68 3.75 3.81 3.88 3.88 3.67 3.81 3.91 3.98 3.95 4.02
2.58 2.56 2.76 2.53 2.55 2.73 2.51 2.77 2.80 2.59 3.04
3.65 3.47 3.57 3.53 3.63 3.39 3.54 3.67 3.69 3.63 3.59
3.54 3.37 3.47 3.46 3.54 3.21 3.38 3.57 3.63 3.53 3.58
3.39 3.20 3.37 3.24 3.34 3.03 3.27 3.50 3.58 3.42 3.47
3.59 3.27 3.47 3.42 3.56 3.21 3.42 3.62 3.58 3.54 3.53
4.00 4.08 3.87 3.97 4.04 3.81 4.01 4.01 4.03 4.05 3.82
3.75 3.57 3.74 3.61 3.71 3.53 3.61 3.79 3.79 3.76 3.62
3.72 3.46 3.63 3.52 3.68 3.51 3.59 3.74 3.72 3.68 3.47
3.53 3.41 3.54 3.39 3.46 3.21 3.32 3.70 3.56 3.61 3.623.92 3.81 3.97 3.91 3.95 3.76 3.87 3.96 4.06 4.00 3.77
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesSC SU SA SD SF SJ SE SI SL TPWFO-
Admin
3.98 3.88 4.01 3.98 4.04 3.90 3.88 4.00 4.06 4.03 4.02
4.12 3.95 4.13 4.04 4.15 4.11 3.96 4.13 4.18 4.13 3.98
3.78 3.54 3.77 3.73 3.84 3.39 3.57 3.73 3.88 3.73 3.68
4.19 4.12 4.25 4.27 4.24 4.20 4.19 4.21 4.27 4.27 4.344.00 3.87 4.09 4.09 4.08 4.03 3.94 4.02 4.04 4.06 4.123.72 3.70 3.70 3.75 3.74 3.58 3.59 3.83 3.87 3.87 3.924.30 4.20 4.31 4.26 4.30 4.24 4.17 4.28 4.28 4.30 4.273.78 3.76 3.82 3.75 3.91 3.70 3.71 3.82 3.90 3.86 3.86
3.78 3.67 3.79 3.74 3.83 3.54 3.75 3.85 3.80 3.81 3.65
4.30 4.13 4.31 4.27 4.40 4.07 4.25 4.28 4.39 4.35 4.12
3.87 3.56 3.92 3.69 4.03 3.35 3.75 3.92 3.86 3.93 3.77
4.08 3.95 4.12 4.07 4.21 3.69 4.03 4.06 4.10 4.10 3.93
4.01 3.96 4.03 4.02 4.02 3.82 4.09 4.07 4.09 3.98 4.01
3.88 3.81 3.98 3.86 3.91 3.76 3.80 3.98 4.03 3.97 3.81
2.44 2.45 2.38 2.49 2.39 2.35 2.46 2.67 2.39 2.49 2.32
3.96 3.85 4.02 3.94 3.97 3.68 3.95 4.05 4.01 4.01 3.94
4.42 4.21 4.42 4.34 4.44 4.00 4.38 4.52 4.49 4.41 4.20
4.56 4.43 4.58 4.60 4.56 4.30 4.56 4.67 4.62 4.55 4.38
4.27 4.01 4.25 4.08 4.33 3.72 4.21 4.36 4.34 4.27 4.04
3.87 3.75 3.90 3.76 3.91 3.58 3.87 4.02 4.00 3.86 3.76
3.80 3.63 3.78 3.64 3.83 3.46 3.72 3.98 3.83 3.75 3.70
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneSC SU SA SD SF SJ SE SI SL TPWFO-
Admin
3.87 3.70 3.85 3.74 3.95 3.52 3.87 4.00 3.97 3.87 3.63
3.94 3.88 4.04 3.84 3.94 3.68 3.94 4.08 4.14 3.93 3.87
3.79 3.67 3.76 3.75 3.70 3.63 3.85 3.57 3.75 3.81 3.50
3.92 3.83 3.94 3.84 3.80 3.75 3.93 3.66 3.93 3.95 3.87
4.23 4.18 4.21 4.27 4.25 4.10 4.40 4.25 4.21 4.19 4.064.13 4.00 4.05 4.06 4.06 3.87 4.18 3.95 4.00 4.08 3.83
4.11 4.00 4.09 4.09 4.10 3.99 4.13 4.02 4.07 4.15 3.87
3.59 3.44 3.55 3.49 3.40 3.35 3.50 3.33 3.44 3.66 3.57
2.76 2.66 2.78 2.86 2.65 2.63 2.81 2.52 2.81 2.99 2.39
4.11 3.77 3.98 4.05 4.09 3.83 4.01 3.84 3.94 4.05 4.06
3.97 3.41 3.81 3.84 3.94 3.66 3.77 3.60 3.66 3.85 3.92
4.22 4.05 4.13 4.19 4.17 3.96 4.20 4.05 4.16 4.21 4.12
3.33 3.43 3.44 3.43 3.33 3.10 3.11 3.49 3.71 3.62 3.76
3.26 3.40 3.45 3.41 3.41 3.01 3.19 3.56 3.75 3.68 3.72
3.40 3.46 3.42 3.43 3.25 3.15 3.03 3.43 3.67 3.56 3.81
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsSC SU SA SD SF SJ SE SI SL TPWFO-
Admin
3.86 3.96 4.09 4.09 3.89 3.24 3.97 4.05 4.14 4.12 3.92
3.70 3.86 4.02 4.03 3.74 3.03 3.84 3.85 4.01 4.13 3.86
4.05 4.12 4.16 4.14 4.06 3.45 4.10 4.22 4.31 4.14 4.01
3.44 3.14 3.28 3.24 3.41 3.44 2.96 3.41 3.44 3.35 3.74
3.63 3.72 3.70 3.63 3.37 3.81 3.69 3.75 3.69 3.77 3.60
3.70 3.41 3.45 3.43 3.49 3.62 3.67 3.73 3.51 3.29 3.35
3.81 3.90 3.95 4.14 3.78 2.61 3.54 4.16 3.71 3.57 3.82
4.22 4.09 4.36 4.35 4.27 4.42 4.24 4.47 4.23 4.17 4.17
4.05 3.90 3.95 3.86 3.97 3.69 3.97 4.07 4.08 3.98 3.85
3.98 3.84 3.95 3.88 3.97 3.72 3.85 4.16 4.02 4.01 3.80
3.73 3.52 3.71 3.54 3.54 3.60 3.36 3.80 3.87 3.85 3.72
3.80 3.80 3.87 3.74 3.89 3.64 3.82 3.76 3.97 3.82 3.794.16 3.91 4.24 4.13 4.15 4.13 3.93 4.13 4.22 4.19 4.14
3.77 3.65 3.74 3.68 3.83 3.64 3.69 3.86 3.86 3.82 3.82
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentCJIS INSD SecD FD CT IOD Cyber RMD OTD DI TD
4.35 4.43 4.20 4.30 4.39 4.44 4.25 4.31 4.30 4.27 4.20
4.51 4.67 4.39 4.52 4.65 4.69 4.56 4.49 4.52 4.52 4.45
4.14 4.08 3.91 4.10 4.00 4.00 3.89 4.09 3.99 3.91 3.804.53 4.71 4.46 4.62 4.71 4.77 4.62 4.58 4.61 4.62 4.60
4.22 4.28 4.02 3.97 4.21 4.29 3.96 4.08 4.08 4.02 3.95
3.69 3.71 3.50 3.50 3.84 3.90 3.44 3.23 3.58 3.55 3.43
3.83 3.86 3.61 3.66 3.96 4.05 3.59 3.33 3.67 3.67 3.43
3.54 3.50 3.32 3.23 3.64 3.62 3.14 3.08 3.37 3.33 3.263.69 3.78 3.58 3.61 3.93 4.02 3.60 3.26 3.71 3.64 3.62
3.97 3.97 3.80 3.84 4.04 4.11 3.77 3.61 4.00 3.83 4.08
4.07 4.08 3.87 4.06 4.16 4.33 3.90 3.73 4.18 3.89 4.16
4.14 4.11 4.02 4.06 4.20 4.37 3.95 3.79 4.22 4.02 4.273.71 3.73 3.51 3.39 3.76 3.64 3.47 3.32 3.59 3.58 3.84
3.99 4.06 3.90 4.10 4.08 4.13 4.05 3.97 3.79 3.92 3.82
4.21 4.21 4.06 4.29 4.25 4.29 4.20 4.27 3.93 4.07 4.03
3.97 3.97 3.80 4.04 4.05 4.04 4.00 3.98 3.91 3.89 3.78
3.80 3.97 3.81 3.96 3.94 4.07 3.94 3.76 3.59 3.82 3.63
3.77 3.81 3.44 3.76 3.89 3.75 3.64 3.45 3.41 3.56 2.91
3.71 3.75 3.38 3.58 3.80 3.54 3.39 3.30 3.18 3.45 2.95
3.65 3.57 3.31 3.57 3.68 3.56 3.40 3.26 3.23 3.39 2.703.57 3.50 3.26 3.60 3.67 3.62 3.49 3.14 3.10 3.40 2.514.12 4.41 3.90 4.33 4.39 4.22 4.37 4.23 4.07 4.08 3.663.86 3.78 3.38 3.74 3.94 3.80 3.58 3.32 3.43 3.44 2.69
4.13 3.98 3.88 3.94 4.26 4.13 3.88 3.84 4.05 3.96 4.04
4.01 3.83 3.74 4.00 4.16 4.01 3.88 3.78 3.91 3.93 3.95
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?CJIS INSD SecD FD CT IOD Cyber RMD OTD DI TD
4.29 4.04 4.05 4.07 4.41 4.27 4.04 3.97 4.30 4.15 4.17
4.19 4.09 3.95 3.93 4.30 4.20 3.86 3.92 4.05 3.98 4.13
4.04 3.95 3.78 3.80 4.19 4.09 3.75 3.69 3.97 3.78 3.95
3.69 3.70 3.50 3.73 3.91 3.79 3.69 3.56 3.42 3.61 3.15
3.88 3.89 3.75 3.92 4.10 3.89 3.97 3.86 3.50 3.80 3.51
3.73 3.65 3.51 3.77 3.81 3.73 3.65 3.60 3.28 3.62 3.07
3.51 3.56 3.24 3.48 3.83 3.78 3.52 3.24 3.47 3.43 2.90
3.51 3.47 3.20 3.50 3.55 3.46 3.26 3.09 3.12 3.28 2.70
3.44 3.38 3.17 3.42 3.44 3.36 3.16 3.03 3.20 3.16 2.81
3.53 3.48 3.19 3.41 3.51 3.46 3.11 3.03 2.99 3.21 2.603.58 3.58 3.27 3.66 3.70 3.60 3.51 3.18 3.13 3.44 2.62
3.88 3.96 3.73 3.78 4.14 4.08 3.96 3.65 3.90 3.89 3.88
3.89 3.89 3.67 3.75 4.07 3.98 3.91 3.69 3.97 3.83 3.90
3.77 4.06 3.66 3.86 4.15 4.07 4.05 3.57 3.91 3.86 3.834.03 4.10 3.88 3.87 4.22 4.20 4.01 3.91 3.93 4.06 4.083.87 3.83 3.70 3.66 4.13 4.09 3.88 3.46 3.78 3.81 3.67
2.88 2.89 2.90 2.80 3.00 3.07 2.86 2.81 2.82 2.81 2.92
2.86 3.01 3.05 2.73 3.04 3.15 2.97 2.79 2.86 2.94 2.93
2.76 3.06 2.82 2.82 2.93 3.16 2.82 2.88 2.70 2.79 2.89
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsCJIS INSD SecD FD CT IOD Cyber RMD OTD DI TD
2.93 2.74 2.78 2.83 2.94 2.93 2.69 2.69 2.83 2.63 2.84
3.41 3.42 3.27 3.37 3.45 3.41 3.33 3.23 3.27 3.37 3.33
3.18 3.03 3.02 3.07 3.28 3.40 3.19 2.91 3.13 3.13 3.08
3.90 3.95 3.83 3.76 4.02 3.88 4.05 3.65 3.91 3.90 3.88
3.68 3.76 3.46 3.66 3.68 3.59 3.47 3.52 3.42 3.49 3.283.18 3.51 2.98 3.26 3.21 3.39 3.08 2.94 3.12 3.18 3.173.38 3.32 3.21 3.35 3.44 3.34 3.22 3.06 3.10 3.22 3.233.35 3.39 3.09 3.24 3.43 3.41 3.39 3.16 3.25 3.44 3.27
3.13 3.08 3.11 3.21 3.25 3.28 3.00 3.03 2.89 3.07 3.10
3.85 3.73 3.81 3.60 3.87 3.84 3.76 3.66 3.72 3.84 3.79
2.94 2.87 2.74 3.03 2.61 2.62 2.67 3.01 2.72 2.78 2.87
3.54 3.64 3.29 3.49 3.62 3.55 3.52 3.32 3.45 3.52 3.40
3.48 3.63 3.28 3.43 3.67 3.52 3.56 3.23 3.44 3.53 3.25
3.39 3.56 3.06 3.45 3.47 3.49 3.37 3.05 3.25 3.29 3.20
3.43 3.58 3.17 3.22 3.50 3.46 3.41 3.15 3.33 3.37 3.19
3.90 3.79 3.64 3.88 3.85 3.83 3.70 3.72 3.72 3.88 3.93
3.57 3.54 3.38 3.56 3.52 3.55 3.49 3.40 3.46 3.38 3.40
3.39 3.50 3.17 3.40 3.30 3.67 3.37 3.31 3.30 3.15 3.40
3.59 3.24 3.38 3.42 3.31 3.13 3.26 3.31 3.27 3.29 3.143.76 3.84 3.58 3.82 3.90 3.80 3.78 3.50 3.77 3.69 3.59
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesCJIS INSD SecD FD CT IOD Cyber RMD OTD DI TD
3.89 3.94 3.66 3.76 3.98 3.96 3.66 3.57 3.87 3.78 3.83
3.92 4.00 3.62 3.68 3.99 4.06 3.76 3.63 3.91 3.78 3.89
3.55 3.49 3.30 3.50 3.79 3.77 3.42 3.07 3.53 3.38 3.25
4.26 4.33 4.04 4.25 4.26 4.39 3.98 4.03 4.27 4.14 4.243.89 4.04 3.63 3.94 4.11 4.14 3.91 3.60 4.12 3.80 3.943.79 3.74 3.50 3.29 3.82 3.26 3.32 3.25 3.49 3.68 3.604.19 4.16 4.08 4.09 4.17 4.23 3.75 4.09 4.09 4.13 4.133.61 3.85 3.46 3.62 3.73 3.87 3.49 3.29 3.70 3.53 3.67
3.68 3.65 3.52 3.63 3.78 3.77 3.71 3.46 3.67 3.56 3.56
4.22 4.20 4.01 4.10 4.32 4.30 4.32 3.94 4.28 4.04 4.10
3.66 3.58 3.45 3.49 3.91 3.88 3.79 3.21 3.65 3.49 3.32
3.96 3.98 3.77 3.92 4.17 4.15 3.97 3.67 3.94 3.85 3.80
3.95 4.01 3.76 3.98 4.04 4.02 3.99 3.78 3.89 3.90 3.98
3.94 3.78 3.68 3.86 3.88 3.77 3.87 3.76 3.80 3.81 3.83
2.39 2.25 2.39 2.49 2.32 2.37 2.28 2.42 2.44 2.24 2.49
3.81 3.81 3.63 3.78 3.95 4.00 3.89 3.59 3.85 3.75 3.70
4.15 4.23 3.96 4.09 4.41 4.29 4.23 4.03 4.19 4.23 3.97
4.35 4.46 4.22 4.30 4.57 4.49 4.46 4.32 4.45 4.48 4.39
3.94 4.01 3.67 3.89 4.24 4.10 4.00 3.75 3.94 3.96 3.59
3.92 3.83 3.66 3.80 3.83 3.92 3.79 3.69 3.73 3.74 3.67
3.73 3.86 3.58 3.59 3.75 3.86 3.69 3.62 3.63 3.68 3.58
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneCJIS INSD SecD FD CT IOD Cyber RMD OTD DI TD
3.75 3.75 3.54 3.62 3.86 3.93 3.77 3.63 3.70 3.66 3.62
4.21 3.90 3.82 4.04 3.90 3.98 3.87 3.80 3.85 3.85 3.80
3.59 3.82 3.38 3.40 4.09 4.16 4.05 3.43 3.65 3.65 3.47
3.87 4.26 3.59 3.72 4.06 4.07 4.13 3.64 3.94 3.87 4.01
4.12 4.33 3.93 4.10 4.54 4.46 4.51 4.03 4.17 4.26 4.243.75 4.22 3.62 3.80 4.39 4.46 4.33 3.61 4.04 3.93 4.03
3.93 4.22 3.85 3.86 4.30 4.34 4.29 3.81 4.07 4.12 4.16
3.50 3.70 3.34 3.44 3.71 3.80 3.72 3.32 3.45 3.34 3.42
2.66 2.43 2.29 2.27 3.69 3.80 3.55 2.46 2.50 2.61 2.07
4.01 4.20 3.87 4.11 4.20 4.21 4.13 3.93 4.10 3.98 3.97
3.82 4.08 3.72 4.01 4.02 4.01 4.06 3.84 3.96 3.82 3.71
4.09 4.25 3.93 4.15 4.29 4.27 4.15 3.95 4.13 4.03 4.02
3.80 3.59 3.18 3.28 3.38 2.91 3.05 3.46 3.37 3.31 3.24
3.76 3.61 3.10 3.16 3.40 3.01 2.97 3.44 3.17 3.27 3.14
3.84 3.57 3.26 3.39 3.37 2.79 3.13 3.47 3.55 3.37 3.33
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsCJIS INSD SecD FD CT IOD Cyber RMD OTD DI TD
3.73 3.83 3.69 3.77 3.97 3.74 3.82 3.27 3.81 3.48 3.38
3.55 3.81 3.57 3.56 3.85 3.58 3.65 3.07 3.66 3.37 3.22
3.94 3.89 3.80 3.99 4.11 3.93 4.04 3.47 3.96 3.62 3.57
3.79 3.82 3.64 3.62 3.60 3.35 3.36 3.68 3.54 3.69 3.63
3.76 4.03 3.22 3.68 3.81 3.82 3.75 4.16 3.88 3.92 4.07
3.72 3.93 3.55 3.95 3.89 3.89 4.16 3.76 3.47 3.97 4.04
3.76 3.73 2.86 3.37 2.85 3.29 3.53 3.74 3.59 3.71 3.74
3.99 4.49 4.20 4.32 4.30 4.38 4.43 4.20 4.09 4.36 4.44
3.81 3.91 3.57 3.81 4.06 3.97 3.96 3.52 3.72 3.83 3.70
3.85 3.93 3.58 3.75 3.89 3.82 3.68 3.83 3.54 3.75 3.65
3.60 3.72 3.44 3.36 3.67 3.82 3.11 3.65 3.27 3.53 3.52
3.72 3.86 3.47 3.72 3.82 3.76 3.77 3.57 3.58 3.76 3.644.15 4.18 3.94 3.99 4.14 4.17 3.96 4.11 4.04 4.06 3.95
3.72 3.92 3.57 3.77 3.89 3.90 3.72 3.38 3.76 3.66 3.67
2015 FO/HQ Climate
Mission and Organization Engagement
I am proud to work for the FBI
(Reverse) I am cynical about the FBI
I believe in the mission of the FBI
I recommend the FBI as a good place to work
Workplace Engagemen t
My morale at work is good
(Reverse) I feel frustrated at work
I look forward to going to work
Work Engagement
My work gives me a feeling of personal
accomplishment
I like the kind of work I do
(Reverse) I feel burned out from the work that I
do
FBI Leadership
I have a high level of respect for the FBIs senior
executives (ie, Director, DD, ADD, EADs)
(O)The FBIs senior executives maintain high
standards of honesty and integrity
Employee morale is important to the FBIs senior
executives (ie, Director, DD, ADD, EADs)
Division Leadership
My Division leadership works together as a team
How satisfied are you with the decisions and
policies of your Divisions leadership?
Employee morale is important to my Division
leadership
Results are important to my Division leadership
Division leadership has a positive impact on our
Division performance
Supervisory Leadershi p
Supervisorsteam leaders in my work unit support
employee developmentIT-
InfrastructureFLSD CIRG WMD IT-CRM ITADD HRD CI CID LAB
4.37 4.39 4.39 4.27 4.33 4.43 4.31 4.35 4.34 4.31
4.53 4.58 4.57 4.53 4.48 4.66 4.48 4.60 4.59 4.53
4.20 4.13 4.07 3.86 4.12 4.09 4.05 4.00 3.97 4.024.60 4.64 4.66 4.63 4.59 4.76 4.59 4.70 4.66 4.63
4.18 4.20 4.25 4.05 4.11 4.18 4.13 4.12 4.16 4.05
3.80 3.61 3.83 3.70 3.49 3.39 3.61 3.76 3.73 3.50
3.92 3.70 3.88 3.86 3.65 3.57 3.75 3.88 3.88 3.57
3.60 3.41 3.64 3.47 3.24 3.08 3.41 3.51 3.49 3.293.88 3.70 3.97 3.79 3.55 3.54 3.67 3.91 3.81 3.64
4.10 4.08 4.17 3.90 3.69 3.71 3.94 4.11 4.01 4.02
4.21 4.20 4.25 3.95 3.71 3.91 4.11 4.23 4.09 4.15
4.27 4.31 4.36 4.09 3.74 3.95 4.10 4.29 4.19 4.273.82 3.71 3.91 3.67 3.61 3.28 3.61 3.81 3.76 3.64
3.84 4.10 4.01 4.02 3.97 3.81 4.02 4.05 4.04 3.97
4.05 4.29 4.11 4.20 4.15 3.91 4.25 4.19 4.16 4.14
3.81 4.06 4.04 4.01 3.91 3.95 3.91 3.99 4.03 4.03
3.69 3.96 3.91 3.87 3.82 3.64 3.92 3.99 3.96 3.78
3.55 3.56 3.76 3.92 3.73 3.55 3.69 3.85 3.74 3.52
3.51 3.48 3.64 3.74 3.54 3.55 3.66 3.69 3.64 3.43
3.40 3.36 3.56 3.79 3.60 3.35 3.46 3.61 3.57 3.253.34 3.38 3.54 3.84 3.66 3.40 3.50 3.77 3.56 3.283.96 3.96 4.25 4.31 4.10 3.98 4.24 4.31 4.19 4.163.52 3.62 3.85 3.93 3.71 3.46 3.64 3.88 3.73 3.47
4.09 3.75 4.06 4.17 4.08 3.96 4.02 4.20 4.08 4.07
3.98 3.64 3.93 4.20 4.06 3.98 4.00 4.17 4.04 3.99
2015 FO/HQ Climate
My supervisor supports my need to balance
work and other life issues
Overall, how good a job do you feel is being
done by your immediate supervisorteam leader?
I have trust and confidence in my supervisor as
a leader
Communication- Dissemination
Division leadership communicates strategic
objectives and threat priorities
My Division leadership communicates context
and explanations regarding decisions and
initiatives
(Reverse) My Division leadership often distorts
information or doesnt tell "the whole story"
Communication - Voice
How satisfied are you with your involvement in
decisions that affect your work?
Division leadership is receptive to negative
information and bad news
Leaders in my Division listen to what employees
have to say
Colleagues - Competence, Collaboration, and
Professionalism
The employees here are competent and know
how to get the job done
The people in my Division conduct themselves in
a professional manner
(O) Employees in my work unit share job
knowledge with each other
This is a friendly and cooperative place to work
Counterproductive Work Behavior s
(Reverse) In your Division, to what extent are
employees who instigate conflict or with whom it
is difficult to work tolerated?
(Reverse) In your Division, to what extent are
employees who put little effort into their work
tolerated?IT-
InfrastructureFLSD CIRG WMD IT-CRM ITADD HRD CI CID LAB
4.21 3.88 4.23 4.34 4.29 4.12 4.28 4.32 4.25 4.33
4.18 3.83 4.11 4.13 4.07 3.97 4.03 4.23 4.11 4.06
4.00 3.63 3.98 4.06 3.91 3.80 3.86 4.13 3.95 3.92
3.46 3.50 3.75 3.87 3.79 3.62 3.69 3.84 3.69 3.36
3.56 3.69 3.88 4.15 3.77 3.77 3.81 4.04 3.82 3.55
3.41 3.60 3.65 3.79 3.80 3.50 3.68 3.79 3.60 3.26
3.41 3.37 3.75 3.68 3.83 3.58 3.61 3.71 3.68 3.25
3.30 3.39 3.45 3.58 3.54 3.35 3.39 3.57 3.42 3.23
3.24 3.29 3.38 3.49 3.38 3.19 3.30 3.50 3.38 3.14
3.26 3.35 3.43 3.56 3.59 3.35 3.43 3.51 3.41 3.203.39 3.52 3.53 3.70 3.75 3.50 3.48 3.72 3.53 3.32
3.95 3.81 4.09 3.93 3.79 3.92 3.93 4.04 4.02 3.90
3.90 3.82 4.17 3.80 3.63 3.88 3.92 3.97 3.91 3.95
3.95 3.83 4.08 3.96 3.86 3.94 3.85 4.07 4.03 3.894.10 3.87 4.09 3.91 3.81 4.08 4.16 4.15 4.17 3.973.90 3.71 4.03 4.01 3.86 3.80 3.86 4.00 3.98 3.78
3.09 2.99 3.00 2.77 3.03 2.91 3.01 2.99 2.92 2.82
3.17 3.03 3.05 2.75 3.26 2.95 3.16 3.16 3.02 2.78
3.01 2.96 2.97 2.54 2.97 2.71 2.98 3.02 2.85 2.75
2015 FO/HQ Climate
(Reverse) Arbitrary action and personal
favoritism are tolerated
Formal Performance Managemen t
Personnel policies (eg, performance appraisal,
promotion, rewards) are applied consistently
across employees
(O) My performance appraisal is a fair reflection
of my performance
Discussions about performance are seen as
important and worthwhile
Promotions in my work unit are based on merit
In my work unit, differences in performance are
recognized in a meaningful way
Awards in my unitsquad depend on how well
employees perform their jobs
In my work unit, steps are taken to deal with a
poor performer who cannot or will not improve
(O) In my most recent performance appraisal, I
understood what I had to do to be rated at
different performance levels (eg, Fully
Successful, Outstanding)
(O) Pay raises depend on how well employees
perform their jobs
Informal Performance Manangemen t
(O) Employees are recognized for providing high
quality products and services to customers
(O) Creativity and innovation are rewarded
How satisfied are you with the recognition you
receive for doing a good job?
In the last six months, my supervisor has talked
with me about my performance
Training and Career Developmen t
How satisfied are you with your career
opportunities at the FBI?
(O) My training needs are assessed
I am given a real opportunity to improve my skillsIT-
InfrastructureFLSD CIRG WMD IT-CRM ITADD HRD CI CID LAB
3.03 2.98 2.93 2.91 2.94 2.92 2.90 2.80 2.85 2.82
3.53 3.29 3.37 3.43 3.45 3.29 3.50 3.52 3.40 3.35
3.47 3.07 3.14 3.31 3.29 3.23 3.39 3.41 3.31 3.16
3.99 3.81 4.05 3.96 3.93 3.88 4.08 4.07 4.00 3.93
3.61 3.63 3.67 3.65 3.53 3.51 3.66 3.68 3.59 3.563.35 3.13 3.14 3.24 3.41 3.24 3.45 3.41 3.24 3.183.44 3.22 3.33 3.42 3.30 3.15 3.34 3.49 3.31 3.193.49 3.19 3.31 3.39 3.45 3.18 3.47 3.66 3.40 3.35
3.32 3.08 3.02 3.07 3.21 2.98 3.24 3.27 3.15 3.00
3.95 3.67 3.95 3.92 3.84 3.66 3.94 3.88 3.82 3.77
3.02 2.91 2.71 2.69 2.96 2.69 3.00 2.73 2.64 2.79
3.50 3.41 3.60 3.60 3.53 3.43 3.40 3.64 3.56 3.56
3.46 3.43 3.59 3.60 3.58 3.48 3.50 3.65 3.55 3.49
3.36 3.26 3.44 3.29 3.34 3.24 3.32 3.46 3.39 3.40
3.39 3.26 3.52 3.53 3.38 3.15 3.28 3.59 3.48 3.40
3.77 3.74 3.83 3.95 3.79 3.78 3.64 3.88 3.82 3.91
3.55 3.50 3.69 3.48 3.55 3.52 3.56 3.63 3.61 3.54
3.56 3.40 3.63 3.25 3.20 3.28 3.42 3.52 3.56 3.29
3.31 3.45 3.52 3.27 3.62 3.50 3.31 3.35 3.34 3.483.73 3.63 3.93 3.84 3.80 3.72 3.85 3.96 3.85 3.80
2015 FO/HQ Climate
Job and Role Characteristics
Considering everything, how satisfied are you
with your job?
Employees have a feeling of personal
empowerment with respect to work
The work I do makes a difference
Employees in other jobs or positions value the
work I do
My workload is reasonable
I am clear on what is expected of me on a daily
basis
My talents are used well in the workplace
Inclusion and Fairness
I am treated respectfully without regard to my
race, gender, age, disability status, sexual
orientation, or cultural background
People in my Division are treated in a fair and
consistent manner
Leaders work well with employees of different
backgrounds
(O) My supervisorteam leader is committed to a
workforce representative of all segments of
society
(O) Policies and programs promote diversity in
the workplace (eg, recruiting minorities and
women, training in awareness of diversity issues,
mentoring)
(Reverse) Who you know is more important than
what you know what you can do
Prohibited personnel practices are not tolerated
Integrity
Following the law is just as important as
accomplishing the mission
The leadership in my Division demonstrates that
a commitment to ethics, integrity, and
compliance is an institutional priority
Compliance
Employees report misconduct to the appropriate
authoritiesIT-
InfrastructureFLSD CIRG WMD IT-CRM ITADD HRD CI CID LAB
3.91 3.85 4.02 3.86 3.65 3.78 3.88 3.95 3.91 3.87
4.05 3.91 4.08 3.79 3.47 3.65 3.87 4.01 3.97 3.84
3.53 3.38 3.76 3.67 3.43 3.48 3.50 3.75 3.66 3.52
4.21 4.21 4.33 4.11 3.87 4.12 4.26 4.22 4.17 4.274.07 4.17 4.18 3.97 3.74 4.00 4.08 4.10 4.01 4.053.69 3.49 3.74 3.77 3.54 3.49 3.45 3.75 3.80 3.654.03 4.13 4.19 4.10 4.11 4.09 4.16 4.14 4.05 4.083.80 3.66 3.89 3.63 3.46 3.62 3.79 3.79 3.70 3.68
3.70 3.54 3.76 3.71 3.59 3.70 3.65 3.76 3.69 3.70
4.25 3.99 4.34 4.27 4.02 4.16 4.15 4.31 4.19 4.24
3.86 3.56 3.92 3.86 3.67 3.80 3.66 3.92 3.84 3.63
3.98 3.71 4.06 4.05 3.87 3.90 3.92 4.10 3.95 4.02
3.86 3.71 3.98 3.99 3.94 3.92 4.06 4.08 3.92 3.92
3.82 3.69 3.85 3.79 3.74 3.88 3.90 3.90 3.80 3.90
2.44 2.51 2.41 2.24 2.23 2.43 2.26 2.18 2.27 2.46
3.76 3.77 3.91 3.80 3.90 3.93 3.81 3.94 3.96 3.88
4.15 4.06 4.29 4.26 4.18 4.25 4.05 4.40 4.36 4.25
4.36 4.27 4.48 4.46 4.28 4.47 4.28 4.58 4.56 4.54
3.92 3.86 4.10 4.11 4.08 4.03 3.80 4.21 4.15 3.97
3.80 3.75 3.87 3.80 3.81 3.82 3.77 3.81 3.84 3.77
3.69 3.61 3.72 3.69 3.64 3.71 3.64 3.75 3.72 3.67
2015 FO/HQ Climate
I can disclose a suspected violation of any law,
rule, or regulation without fear of reprisal
My organization has prepared employees for
potential security threats
Intelligence Community Collaboration
I feel a sense of community (ie, shared mission
and values) with other employees across the
Intelligence Community
Our mission depends on Intelligence Community
agencies and components sharing knowledge
and collaborating
I have the opportunity to work directly with
members of other Intelligence Community
agencies or components when necessary
My work products are improved when I can
collaborate with colleagues from other
Intelligence Community agencies or components
How easy or difficult is it for you to share
knowledge and collaborate on work-related
matters with members of the IC who are outside
your own IC agency or component?
How often do you share knowledge and
collaborate on work-related matters with
members of the Intelligence Community (IC) who
are outside your own IC agency or component?
External Collaboration
Employees in my Division are able to work
effectively with the US Attorneys Office as
needed by the job
Employees in my Division are able to work
effectively with other Federal Agencies as
needed by the job
Tools, Technology, and Resources
I have sufficient resources (eg, people, budget)
to get my job done
I have the technology needed (e.g. software,
hardware, etc.) to get my job doneIT-
InfrastructureFLSD CIRG WMD IT-CRM ITADD HRD CI CID LAB
3.67 3.57 3.80 3.77 3.86 3.81 3.62 3.74 3.79 3.70
3.96 3.99 4.06 3.90 3.92 3.84 3.99 3.98 3.98 3.95
3.29 3.35 3.77 3.92 3.21 3.50 3.27 3.98 3.73 3.59
3.75 3.78 3.95 3.91 3.52 3.81 3.70 4.02 3.78 3.77
3.91 3.95 4.29 4.43 4.14 4.33 4.12 4.43 4.20 4.223.65 3.69 4.13 4.21 3.91 3.75 3.67 4.33 4.15 3.84
3.72 3.80 4.22 4.32 4.00 4.00 3.88 4.20 4.17 4.08
3.37 3.47 3.66 3.59 3.44 3.25 3.57 3.64 3.57 3.32
2.27 2.03 2.64 3.23 2.19 2.28 2.00 3.45 2.79 2.44
3.91 3.94 4.24 4.17 3.91 4.00 4.05 4.16 4.12 4.16
3.73 3.55 3.92 3.96 3.82 3.74 3.88 3.95 4.00 4.12
3.97 4.02 4.31 4.21 3.93 4.08 4.09 4.25 4.18 4.20
3.36 3.42 3.40 3.43 3.50 3.13 3.33 3.37 3.43 3.41
3.16 3.27 3.34 3.55 3.36 3.05 3.22 3.39 3.44 3.37
3.53 3.57 3.45 3.32 3.64 3.18 3.44 3.35 3.43 3.46
2015 FO/HQ Climate
Work Environmen t
Physical conditions (eg, noise level, temperature,
lighting, cleanliness in the workplace) allow
employees to perform their jobs well
Employees are protected from health and safety
hazards on the job
Adminitrative Workloa d
The administrativereporting requirements of my
job are commensurate with their importance to
mission accomplishment
Considering everything, how satisfied are you
with your pay?
Organizational Change
I've experienced significant change at work in
the last year (e.g. reorganization, changes to job
role)
I've seen or heard the results from last years
survey
I'm interested in seeing or hearing the results
from this years survey
Othe r
Leaders support collaboration across work units
to accomplish work objectives
Leaders review and evaluate the organizations
progress toward meeting its goals and objectives
(O) The FBI is able to recruit people with the
right skills
(O) The skill level in my work unit has improved
in the past year
Considering everything, how satisfied are you
with the FBI?
(O) I feel encouraged to come up with new and
better ways of doing thingsIT-
InfrastructureFLSD CIRG WMD IT-CRM ITADD HRD CI CID LAB
3.72 3.84 3.87 3.59 3.86 3.67 3.69 3.74 3.85 3.83
3.64 3.81 3.78 3.41 3.75 3.51 3.64 3.63 3.69 3.59
3.82 3.87 3.98 3.78 3.98 3.83 3.80 3.87 4.00 4.08
3.68 3.59 3.64 3.46 3.48 3.31 3.81 3.50 3.43 3.57
3.95 3.79 3.93 3.88 3.81 3.71 3.96 3.97 3.88 4.00
4.20 3.86 3.82 3.73 4.02 4.01 3.60 3.95 3.83 3.89
3.09 3.09 3.82 3.38 3.80 3.37 3.59 3.75 3.67 3.49
4.12 4.27 4.28 4.26 4.32 4.36 4.37 4.34 4.37 4.26
3.77 3.66 3.97 3.93 3.79 3.87 3.88 4.06 3.93 3.75
3.67 3.65 3.85 3.92 3.82 3.75 3.85 3.92 3.77 3.80
3.47 3.51 3.78 3.54 3.34 3.17 3.64 3.61 3.61 3.54
3.65 3.48 3.78 3.74 3.59 3.72 3.81 3.83 3.82 3.624.15 4.23 4.20 3.92 3.99 4.12 4.04 4.07 4.13 4.03
3.79 3.60 3.89 3.83 3.60 3.71 3.83 3.91 3.74 3.72