FBI Field Office and Headquarters Climate Survey Results (2014) (Final)

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2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
FBI Leadership 3.76 3.95 3.82 4.03 3.81 4.03 3.63 3.97 3.92 3.88 4.05 4.10 3.99 3.97
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)3.70 3.85 3.93 4.15 3.80 3.98 3.62 3.99 4.03 4.01 4.05 4.10 4.00 4.02
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy3.68 4.05 3.71 3.95 3.71 4.09 3.45 4.01 3.78 3.73 4.05 4.08 3.85 3.82
(O)The FBIs senior executives maintain high 
standards of honesty and integrity3.75 3.89 3.82 4.09 3.87 4.00 3.85 3.99 4.04 3.99 4.10 4.13 4.17 4.11
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)3.49 3.80 3.63 3.76 3.43 3.83 3.27 3.82 3.55 3.57 3.69 3.91 3.63 3.75
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)4.12 4.19 4.05 4.30 4.21 4.33 4.02 4.11 4.23 4.23 4.29 4.30 4.19 4.25
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI3.84 3.97 3.78 3.97 3.87 4.01 3.66 4.00 4.01 3.96 4.07 4.10 4.05 4.04
Division Leadershi p 3.56 3.15 3.83 3.83 3.80 3.81 3.67 4.15 4.01 3.91 3.82 4.32 3.96 3.99
Division leadership empowers and supports 
supervisors to perform their jobs3.54 2.91 3.84 3.83 3.75 3.79 3.61 4.15 3.95 3.93 3.79 4.29 3.95 3.89
My Division leadership generates high levels of 
motivation and commitment in the workforce3.32 2.82 3.79 3.61 3.57 3.54 3.46 4.17 3.78 3.76 3.68 4.27 3.77 3.81
Division leadership is held accountable for the 
decisions they make3.64 2.93 3.59 3.61 3.67 3.71 3.39 3.99 3.82 3.76 3.60 4.14 3.83 3.75
My Division leadership works together as a team3.71 2.96 3.82 3.90 3.65 3.84 3.48 4.08 3.93 3.87 3.69 4.36 3.90 3.92
How satisfied are you with the decisions and 
policies of your Divisions leadership?3.58 2.96 3.92 3.75 3.60 3.72 3.58 4.05 3.84 3.75 3.60 4.19 3.94 3.86
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain3.70 3.51 3.65 3.85 4.01 3.90 3.74 3.99 3.96 4.07 3.87 4.12 3.87 4.12
Employee morale is important to my Division 
leadership3.42 3.00 4.03 3.70 3.35 3.62 3.37 4.31 3.73 3.64 3.67 4.29 3.85 3.83
Results are important to my Division leadership4.17 4.03 4.03 4.20 4.37 4.48 4.17 4.34 4.45 4.35 4.29 4.53 4.35 4.38
Our Division has the reputation of being a high 
performer3.20 3.22 3.61 4.00 4.27 3.86 4.17 4.24 4.65 4.36 4.12 4.60 4.38 4.47
Division leadership has a positive impact on our 
Division performance3.54 2.95 4.08 3.92 3.84 3.72 3.73 4.31 4.17 3.98 3.88 4.46 4.01 4.02
Supervisor Leadershi p 4.05 4.07 3.85 4.07 4.18 4.18 4.32 4.24 4.26 4.24 4.01 4.34 4.42 4.30
Supervisorsteam leaders in my work unit 
support employee development3.96 4.01 3.95 4.11 4.05 4.13 4.13 4.19 4.13 4.12 3.94 4.28 4.36 4.24
My supervisor supports my need to balance 
work and other life issues4.32 4.34 4.21 4.38 4.35 4.41 4.53 4.45 4.47 4.42 4.26 4.56 4.61 4.46
Overall, how good a job do you feel is being 
done by your immediate supervisorteam leader?4.17 4.17 3.74 4.06 4.29 4.32 4.40 4.26 4.32 4.30 4.05 4.34 4.49 4.35
I have trust and confidence in my supervisor as 
a leader4.00 4.07 3.70 3.88 4.12 4.09 4.32 4.16 4.22 4.23 3.92 4.24 4.38 4.23
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
Supervisorsteam leaders in my work unit have 
trust and confidence in employees3.79 3.80 3.78 3.97 4.11 3.94 4.20 4.13 4.24 4.14 3.94 4.30 4.28 4.16
Communication Disseminatio n 3.86 3.26 3.90 3.88 3.84 4.00 3.73 4.06 3.98 3.83 3.88 4.24 4.07 3.91
Division leadership communicates strategic 
objectives and threat priorities4.09 3.56 4.03 4.04 4.10 4.18 3.89 4.20 4.18 4.03 4.02 4.30 4.25 4.13
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives3.81 3.03 3.84 3.86 3.78 4.01 3.69 4.10 3.99 3.80 3.81 4.23 3.99 3.84
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?3.75 3.31 3.82 3.78 3.76 3.98 3.61 4.02 3.90 3.71 3.90 4.19 4.07 3.89
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."3.85 3.12 3.97 3.88 3.84 3.87 3.80 3.99 3.96 3.90 3.80 4.28 4.05 3.84
Communication Voic e 3.46 2.99 3.89 3.61 3.45 3.61 3.44 3.97 3.83 3.57 3.63 4.07 3.86 3.67
Leaders in my Division act upon employees 
ideas and input3.47 2.94 3.94 3.62 3.47 3.63 3.45 3.98 3.88 3.57 3.65 4.04 3.88 3.73
Leaders in my Division encourage and consider 
alternative points of view and recommendations3.53 3.03 3.95 3.81 3.50 3.64 3.51 4.06 3.92 3.62 3.71 4.14 3.93 3.68
How satisfied are you with your involvement in 
decisions that affect your work?3.42 3.04 3.55 3.47 3.42 3.70 3.39 3.86 3.58 3.57 3.45 3.90 3.77 3.67
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies3.48 2.92 4.03 3.59 3.35 3.59 3.33 3.97 3.96 3.52 3.74 4.09 3.90 3.64
Division leadership is receptive to negative 
information and bad news3.47 2.77 3.90 3.63 3.48 3.45 3.39 3.93 3.88 3.59 3.67 4.05 3.88 3.63
Leaders in my Division listen to what employees 
have to say3.55 3.07 4.05 3.81 3.49 3.62 3.56 4.13 3.99 3.69 3.77 4.25 3.95 3.74
Formal Performance Managemen t 3.38 3.31 3.26 3.42 3.44 3.60 3.38 3.56 3.63 3.51 3.48 3.65 3.73 3.59
Personnel policies (e.g., performance appraisal, 
promotion, rewards) are applied consistently 
across employees3.15 3.02 3.12 3.18 3.19 3.46 3.13 3.35 3.42 3.38 3.27 3.50 3.58 3.40
(O)My performance appraisal is a fair reflection 
of my performance3.99 3.98 3.58 3.96 4.18 4.14 4.12 4.08 4.24 4.07 3.98 4.21 4.33 4.06
Discussions about performance are seen as 
important and worthwhile3.56 3.31 3.54 3.69 3.65 3.83 3.54 3.93 3.92 3.76 3.69 4.00 3.83 3.91
Promotions in my work unit are based on merit3.27 2.93 3.07 3.25 3.04 3.49 3.11 3.42 3.34 3.28 3.40 3.53 3.55 3.39
In my work unit, differences in performance are 
recognized in a meaningful way3.22 3.02 3.23 3.23 3.22 3.34 3.13 3.45 3.45 3.31 3.23 3.57 3.73 3.50
Awards in my unitsquad depend on how well 
employees perform their jobs3.23 3.11 3.25 3.33 3.36 3.52 3.32 3.40 3.55 3.47 3.35 3.72 3.69 3.66
In my work unit, steps are taken to deal with a 
poor performer who cannot or will not improve2.89 2.88 3.14 3.20 3.07 3.25 3.03 3.12 3.36 3.19 3.25 3.24 3.28 3.36
(O)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycle3.95 3.92 3.58 4.01 4.09 4.07 3.94 4.06 4.12 4.02 3.91 4.17 4.27 4.09
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)3.95 3.92 3.67 3.99 4.09 4.02 4.00 4.04 4.26 3.98 3.89 4.13 4.32 4.05
(O)Pay raises depend on how well employees 
perform their jobs2.51 2.61 2.39 2.49 2.38 2.90 2.27 2.60 2.63 2.49 2.69 2.41 2.78 2.69
Informal Performance Managemen t 3.43 3.27 3.44 3.54 3.41 3.67 3.50 3.69 3.62 3.57 3.49 3.76 3.62 3.62
(O)Employees are recognized for providing high 
quality products and services to customers3.37 3.34 3.38 3.44 3.48 3.69 3.43 3.57 3.65 3.57 3.54 3.76 3.68 3.64
(O)Creativity and innovation are rewarded 3.21 3.10 3.21 3.33 3.20 3.50 3.18 3.46 3.36 3.38 3.38 3.66 3.60 3.46
I have recently received recognition or praise for 
doing good work3.67 3.43 3.56 3.74 3.60 3.82 3.80 3.89 3.85 3.74 3.62 3.90 3.56 3.78
How satisfied are you with the recognition you 
receive for doing a good job?3.33 3.19 3.45 3.50 3.38 3.68 3.46 3.74 3.54 3.51 3.39 3.72 3.70 3.59
Career Development 3.50 3.35 3.56 3.75 3.60 3.78 3.53 3.87 3.43 3.57 3.64 3.90 3.90 3.76
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI3.63 3.40 3.75 3.83 3.69 3.78 3.56 3.96 3.48 3.63 3.76 3.99 4.07 3.84
How satisfied are you with your career 
opportunities at the FBI?3.39 3.31 3.38 3.65 3.49 3.79 3.48 3.79 3.39 3.50 3.53 3.82 3.73 3.68
Training and Developmen t 3.74 3.61 3.63 3.77 3.77 3.84 3.72 3.94 3.75 3.78 3.74 4.01 4.08 3.88
(O)My training needs are assessed 3.56 3.25 3.38 3.54 3.53 3.56 3.32 3.65 3.44 3.49 3.53 3.69 3.68 3.56
I am given a real opportunity to improve my 
skills3.81 3.77 3.73 3.90 3.88 3.90 3.81 4.11 3.83 3.91 3.86 4.19 4.30 3.99
My supervisorteam leader provides me with 
opportunities to develop my leadership skills3.81 3.81 3.64 3.84 3.86 4.02 3.90 4.06 3.88 3.89 3.80 4.14 4.22 4.04
Job Characteristics 3.74 3.83 3.77 3.99 3.93 4.00 3.89 4.03 3.91 4.02 4.00 4.08 4.12 4.10
Considering everything, how satisfied are you 
with your job?3.76 3.91 3.77 4.12 3.98 4.12 3.96 4.12 3.84 4.06 4.13 4.18 4.22 4.20
Employees have a feeling of personal 
empowerment with respect to work3.37 3.33 3.49 3.70 3.64 3.66 3.58 3.87 3.65 3.74 3.63 3.94 3.82 3.82
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI3.48 3.47 3.48 3.71 3.60 3.70 3.57 3.73 3.51 3.76 3.66 3.75 3.70 3.81
The work I do makes a difference 4.02 4.21 3.97 4.32 4.20 4.22 4.22 4.31 4.18 4.24 4.26 4.29 4.34 4.34
I am held accountable for achieving results 4.22 4.20 4.12 4.22 4.26 4.38 4.16 4.32 4.37 4.30 4.33 4.33 4.45 4.39
Employees in other jobs or positions value the 
work I do3.74 3.89 3.94 4.10 4.00 4.04 3.91 3.98 3.96 4.04 4.06 4.11 4.14 4.16
(O)I feel encouraged to come up with new and 
better ways of doing things3.61 3.67 3.52 3.69 3.84 3.85 3.75 3.94 3.92 3.88 3.81 3.98 4.15 3.98
Role Clarit y 3.92 3.80 3.92 3.99 3.93 3.92 3.90 4.00 3.95 3.98 3.87 4.09 4.15 4.04
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality3.38 3.09 3.63 3.42 3.42 3.43 3.46 3.60 3.52 3.51 3.39 3.70 3.76 3.49
I know how my work relates to the FBIs strategic 
objectives and threat priorities4.27 4.13 4.13 4.24 4.25 4.24 4.18 4.28 4.26 4.25 4.16 4.30 4.39 4.31
My workload is reasonable 3.88 3.66 3.82 3.93 3.68 3.75 3.70 3.85 3.62 3.85 3.73 3.95 3.94 3.94
I am clear on what is expected of me on a daily 
basis4.13 4.30 4.12 4.34 4.33 4.22 4.27 4.28 4.39 4.30 4.25 4.38 4.49 4.41
Competence and Professionalis m 3.66 3.71 3.95 3.89 3.92 3.96 3.92 3.99 3.95 3.98 3.94 4.13 4.09 4.10
The employees here are competent and know 
how to get the job done3.73 3.75 4.19 3.89 3.93 4.00 4.02 4.01 4.05 4.04 4.01 4.20 4.11 4.15
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
My work unit is able to retain people with the 
right skills3.44 3.47 3.69 3.68 3.73 3.78 3.66 3.84 3.73 3.80 3.65 4.04 3.91 3.92
My talents are used well in the workplace 3.47 3.62 3.71 3.85 3.86 3.82 3.78 3.97 3.72 3.85 3.85 3.97 4.01 4.00
The people in my Division conduct themselves 
in a professional manner3.69 3.67 4.14 3.96 4.01 4.02 3.96 4.07 4.13 4.07 4.11 4.21 4.08 4.15
(O)Employees in my work unit share job 
knowledge with each other3.97 4.02 4.07 4.10 4.14 4.17 4.27 4.17 4.19 4.21 4.05 4.27 4.36 4.29
Cooperational and Collaboration 3.40 3.47 3.89 3.75 3.78 3.76 3.75 3.76 3.84 3.85 3.67 3.97 3.95 3.88
This is a friendly and cooperative place to work3.49 3.75 4.20 3.94 3.97 3.93 4.02 3.95 3.99 4.08 3.88 4.24 4.15 4.13
The people in my Division treat each other with 
respect and consideration3.55 3.50 4.18 3.99 3.98 3.99 3.93 3.97 4.00 4.07 3.87 4.18 4.03 4.11
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations2.53 2.40 2.84 2.76 2.83 2.85 2.76 2.84 3.03 2.90 2.71 3.00 3.16 2.85
Employees in my work unit help each other out4.01 4.18 4.34 4.20 4.27 4.21 4.27 4.24 4.35 4.28 4.20 4.40 4.40 4.36
Fairness 3.91 3.79 4.15 4.16 4.09 4.00 4.06 4.10 4.11 4.14 4.07 4.26 4.18 4.15
I am treated respectfully without regard to my 
race, gender, age, disability status, sexual 
orientation, or cultural background4.26 4.19 4.36 4.33 4.34 4.16 4.37 4.32 4.38 4.34 4.41 4.42 4.38 4.34
People in my Division are treated in a fair and 
consistent manner3.64 3.37 3.95 3.95 3.87 3.78 3.77 3.96 3.89 3.91 3.76 4.14 3.94 3.94
Leaders work well with employees of different 
backgrounds3.90 3.82 4.14 4.19 4.06 4.07 4.08 4.11 4.09 4.18 4.05 4.28 4.23 4.19
Integrit y 4.04 4.06 4.20 4.21 4.17 4.21 4.17 4.37 4.37 4.23 4.36 4.47 4.40 4.31
Following the law is just as important as 
accomplishing the mission4.36 4.48 4.55 4.57 4.52 4.46 4.58 4.64 4.63 4.54 4.59 4.69 4.60 4.57
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies3.84 3.84 3.86 3.93 3.78 4.04 3.80 4.03 4.11 4.01 4.09 4.16 4.18 4.12
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority3.96 3.78 4.16 4.12 4.16 4.15 4.10 4.40 4.31 4.12 4.34 4.50 4.39 4.26
Mission and Organization Engagemen t 4.22 4.27 4.31 4.45 4.35 4.42 4.34 4.48 4.49 4.45 4.43 4.54 4.54 4.47
I feel a sense of commitment to the FBI 4.28 4.39 4.40 4.51 4.41 4.46 4.46 4.55 4.55 4.51 4.49 4.60 4.57 4.53
I am proud to work for the FBI 4.41 4.48 4.51 4.65 4.54 4.58 4.54 4.67 4.62 4.59 4.58 4.71 4.67 4.63
(Reverse - higher is better) I am cynical about 
the FBI3.73 3.63 3.86 3.98 3.85 3.98 3.82 4.05 4.08 4.05 4.04 4.09 4.17 4.02
I believe in the mission of the FBI 4.47 4.58 4.52 4.65 4.59 4.64 4.58 4.67 4.69 4.64 4.61 4.74 4.74 4.71
Workplace Engagemen t 3.47 3.47 3.68 3.81 3.70 3.86 3.72 3.92 3.70 3.87 3.67 3.99 4.02 3.96
My morale at work is good 3.63 3.52 3.89 3.88 3.81 3.97 3.81 4.10 3.80 3.96 3.74 4.10 4.12 4.07
(Reverse - higher is better) I feel frustrated at 
work3.13 3.15 3.29 3.51 3.46 3.61 3.45 3.62 3.45 3.62 3.45 3.77 3.82 3.70
I look forward to going to work 3.58 3.73 3.86 4.03 3.88 3.98 3.91 4.08 3.88 4.02 3.81 4.13 4.16 4.14
Work Engagemen t 3.86 3.96 3.89 4.19 3.98 4.12 4.07 4.22 3.96 4.16 4.08 4.18 4.27 4.24
My work gives me a feeling of personal 
accomplishment3.96 4.16 3.97 4.35 4.14 4.26 4.22 4.34 4.06 4.24 4.24 4.32 4.34 4.40
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
I like the kind of work I do 3.96 4.20 4.08 4.38 4.22 4.31 4.26 4.42 4.17 4.36 4.28 4.33 4.44 4.43
(Reverse - higher is better) I feel burned out 
from the work that I do3.67 3.52 3.65 3.83 3.63 3.78 3.76 3.92 3.69 3.89 3.71 3.93 4.03 3.90
HQ/FO Collaboration 4.19 4.08 3.99 4.26 4.14 4.14 4.02 4.15 4.24 4.10 4.17 4.12 4.32 4.18
I am able to work effectively with Headquarters 
Divisions when required by my job4.11 3.91 3.72 4.18 3.99 3.98 3.81 3.97 4.06 3.89 3.96 3.86 4.15 4.02
I am able to work effectively with Field Divisions 
when required by my job4.29 4.26 4.21 4.32 4.28 4.30 4.24 4.33 4.42 4.28 4.34 4.34 4.49 4.32
Intelligence Community Collaboratio n 3.60 3.63 3.82 3.82 3.91 3.80 3.71 3.83 3.62 3.74 3.68 3.74 3.76 3.84
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community3.59 3.59 3.70 3.85 3.87 3.84 3.62 3.88 3.83 3.80 3.65 3.74 3.74 3.83
Our mission depends on Intelligence Communit y
agencies and components sharing knowledge 
and collaborating4.14 4.11 4.18 4.31 4.24 4.23 4.04 4.29 4.16 4.15 4.22 4.17 4.20 4.20
I have the opportunity to work directly with 
members of other Intelligence Community 
agencies or components when necessary3.91 3.67 3.88 4.09 4.12 4.05 3.88 4.08 3.74 3.95 4.06 3.93 3.95 4.08
My work products are improved when I can 
collaborate with colleagues from other 
Intelligence Community agencies or 
components3.85 3.80 3.95 4.10 4.04 4.00 3.88 4.01 3.95 3.99 3.95 3.96 3.98 4.02
My supervisor emphasizes collaboration and 
information sharing with other Intelligence 
Community agencies or components3.92 3.86 3.91 3.92 4.17 4.10 4.13 4.17 4.15 4.14 4.02 4.15 4.32 4.20
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?3.55 3.44 3.39 3.65 3.67 3.56 3.40 3.47 3.50 3.56 3.45 3.46 3.62 3.63
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?2.37 2.45 2.83 2.91 2.95 2.83 2.73 2.86 2.43 2.64 2.60 2.60 2.59 2.74
LEO Collaboration 4.20 4.32 4.28 4.39 4.27 4.25 4.24 4.37 4.34 4.28 4.37 4.33 4.39 4.37
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating4.32 4.47 4.55 4.48 4.40 4.38 4.31 4.47 4.44 4.40 4.47 4.49 4.48 4.48
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary4.24 4.36 4.18 4.43 4.30 4.28 4.35 4.40 4.41 4.30 4.40 4.37 4.45 4.43
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components4.05 4.10 4.16 4.27 4.13 4.11 4.06 4.22 4.18 4.13 4.17 4.14 4.20 4.19
Collaboration with other Federal Agencies3.58 3.91 3.75 3.88 3.94 3.88 3.71 3.93 4.18 3.97 3.98 4.06 4.22 4.15
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
Employees in my Division are able to work 
effectively with the US Attorneys office as 
needed by the job3.04 3.86 3.36 3.55 3.80 3.68 3.29 3.63 4.09 3.84 3.82 3.93 4.13 4.10
Employees in my Division are able to work 
effectively with other Federal Agencies as 
needed by the job4.01 3.94 4.03 4.11 4.05 4.07 4.06 4.18 4.26 4.11 4.12 4.18 4.32 4.18
Administrative Workloa d 3.41 3.41 3.37 3.51 3.35 3.41 3.36 3.40 3.44 3.47 3.42 3.47 3.69 3.63
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment3.23 3.19 3.17 3.31 3.11 3.14 3.18 3.10 3.24 3.23 3.22 3.22 3.40 3.41
I have the tools needed to execute my 
administrative and reporting requirements3.57 3.62 3.59 3.71 3.55 3.69 3.52 3.66 3.63 3.70 3.59 3.72 3.97 3.83
Tools, Technology, and Resources 3.35 3.29 3.20 3.23 3.41 3.38 3.16 3.60 3.22 3.56 3.34 3.69 3.68 3.63
I have sufficient resources (e.g., people, budget) 
to get my job done3.43 3.38 3.23 3.32 3.43 3.39 3.18 3.62 3.22 3.62 3.37 3.84 3.65 3.72
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done3.30 3.20 3.17 3.14 3.39 3.39 3.12 3.61 3.23 3.52 3.30 3.55 3.70 3.55
Compliance 3.63 3.74 3.71 3.95 3.84 3.89 3.93 3.93 3.93 3.85 3.94 3.96 3.96 3.89
Employees report misconduct to the appropriate 
authorities3.55 3.62 3.72 3.84 3.76 3.82 3.87 3.85 4.02 3.81 3.84 3.92 3.97 3.87
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal3.74 3.79 3.69 4.02 3.90 3.93 3.98 4.01 3.94 3.90 4.04 4.04 3.96 3.94
Counterproductive Work Behavio r 2.83 2.66 3.15 3.14 3.07 3.34 2.98 3.15 3.22 3.13 3.14 3.15 3.43 3.24
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?2.97 2.71 3.09 3.31 3.10 3.34 2.96 3.20 3.18 3.17 3.15 3.20 3.43 3.34
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?2.75 2.72 3.33 3.32 3.24 3.47 3.08 3.22 3.40 3.25 3.19 3.14 3.59 3.37
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?2.70 2.55 3.12 2.86 2.90 3.26 2.83 3.01 3.06 2.94 3.12 2.93 3.27 3.19
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated2.94 2.56 2.90 3.02 3.01 3.23 2.94 3.17 3.25 3.09 3.06 3.31 3.42 3.11
Risk Managemen t 3.93 4.01 3.94 4.03 4.04 4.06 4.01 4.03 4.12 4.03 4.04 4.14 4.19 4.12
Access to information systems and confidential 
information is adequately controlled3.95 4.08 4.06 4.00 4.08 4.10 3.99 4.03 4.14 4.07 4.10 4.13 4.25 4.17
I am able to identify and communicate key risks 
within my area of responsibility4.04 4.02 3.93 4.13 4.05 4.13 4.09 4.05 4.16 4.07 4.07 4.18 4.24 4.13
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad3.83 3.90 3.79 3.98 3.98 3.98 3.96 4.03 4.10 4.00 3.96 4.10 4.14 4.07
Work Environmen t 4.06 4.07 3.77 4.01 3.97 4.19 3.57 3.82 4.15 4.18 4.22 4.20 4.18 4.26
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
Physical conditions (e.g., noise level, 
temperature, lighting, cleanliness in the 
workplace) allow employees to perform their 
jobs well3.92 4.01 3.41 3.90 3.90 4.20 3.27 3.71 4.09 4.16 4.18 4.13 4.06 4.24
Employees are protected from health and safety 
hazards on the job4.21 4.12 4.14 4.13 4.04 4.17 3.91 3.92 4.20 4.22 4.25 4.29 4.30 4.29
Pay and Benefits 3.28 3.58 3.30 3.46 3.31 3.50 3.21 3.61 3.28 3.41 3.44 3.61 3.61 3.47
Considering everything, how satisfied are you 
with your pay?3.58 3.95 3.75 3.81 3.58 3.83 3.57 3.96 3.61 3.79 3.83 4.01 3.96 3.84
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?3.61 3.83 3.66 3.77 3.57 3.89 3.54 3.91 3.58 3.77 3.71 3.96 3.85 3.74
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is2.55 2.88 2.49 2.74 2.52 2.67 2.40 2.84 2.50 2.53 2.61 2.80 2.87 2.59
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives4.08 3.86 4.03 4.02 4.07 4.23 3.88 4.06 4.22 4.11 4.10 4.25 4.32 4.19
I recommend the FBI as a good place to work3.87 3.99 3.89 4.22 4.14 4.18 4.09 4.19 4.20 4.25 4.15 4.34 4.32 4.29
Considering everything, how satisfied are you 
with the FBI?3.85 3.78 3.95 4.05 4.04 4.09 3.91 4.18 4.03 4.12 4.14 4.25 4.17 4.17
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society3.91 4.01 3.69 4.05 4.11 4.07 4.10 4.03 4.16 4.08 3.88 4.15 4.31 4.12
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)3.86 3.81 3.71 3.83 3.92 3.84 3.93 3.93 3.90 3.98 3.81 4.04 4.03 3.96
My organization has prepared employees for 
potential security threats4.11 4.14 3.89 4.09 4.14 4.19 4.04 4.14 4.24 4.24 4.18 4.33 4.32 4.28
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels2.74 2.61 2.60 2.69 2.81 2.79 2.77 2.97 2.99 2.90 2.86 2.77 3.10 2.89
(O)The skill level in my work unit has improved 
in the past year3.69 3.71 3.91 3.76 3.88 3.84 3.82 3.95 3.94 3.89 3.76 3.93 3.93 3.97
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work3.39 3.33 3.55 3.54 3.31 3.80 3.32 3.26 3.50 3.37 3.14 3.67 3.95 3.52
(O)The FBI is able to recruit people with the 
right skills3.61 3.52 3.61 3.74 3.69 3.81 3.68 3.80 3.79 3.79 3.82 3.98 3.77 3.85
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake3.41 3.24 3.37 3.47 3.42 3.38 3.53 3.49 3.49 3.63 3.38 3.63 3.61 3.34
Sometimes it is necessary to work around 
people in order to get the job done3.69 3.85 3.74 3.76 3.77 3.56 3.50 3.64 3.52 3.60 3.59 3.63 3.58 3.65
I would like my work to be more interesting and 
challenging3.56 3.38 3.56 3.39 3.25 3.29 3.29 3.17 3.50 3.29 3.37 3.24 3.22 3.28
2014 FO/HQ Climate AL AQ AN AT BA BH BS BU CE CG CI CV CO DL
I've seen or heard the results from last year's 
survey3.04 3.55 4.02 3.38 3.21 3.83 3.00 3.26 3.90 2.50 3.71 4.17 3.64 3.61
I'm interested in seeing or hearing the results 
from this year's survey4.20 4.33 4.26 4.18 4.05 4.30 4.14 4.23 4.27 4.11 4.11 4.16 4.27 4.20
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)3.01 3.66 3.38 3.53 3.47 3.18 3.21 3.37 3.20 3.34 3.29 3.20 3.15 3.61
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader2.82 2.79 2.90 3.15 2.94 3.12 2.80 3.18 3.41 3.17 3.18 3.28 3.37 3.24
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI3.73 3.75 3.71 3.83 3.91 3.87 3.64 3.91 3.98 4.01 3.87 4.01 3.91 4.03
I understand the strategy of the FBI 4.15 4.18 3.94 4.30 4.25 4.21 4.16 4.28 4.32 4.24 4.22 4.33 4.43 4.35
I am an active participant in my own 
development4.33 4.38 4.38 4.33 4.33 4.38 4.32 4.36 4.43 4.42 4.34 4.49 4.51 4.44
I have sufficient information regarding changes 
taking place at work3.83 3.40 3.53 3.78 3.76 3.85 3.65 3.80 3.87 3.78 3.67 3.96 4.04 3.88
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do2.49 2.43 2.36 2.39 2.46 2.78 2.49 2.87 2.65 2.48 2.58 2.62 2.66 2.45
The FBI is like a family with high standards 3.27 3.21 3.46 3.60 3.55 3.51 3.59 3.63 3.70 3.72 3.71 3.91 3.61 3.70
People who want to be leaders in this 
organization are doing it for the right reasons2.80 2.64 2.84 3.01 2.95 3.05 2.81 2.98 3.16 3.05 2.97 3.20 3.11 3.09
Employees have a responsibility when it comes 
to morale4.40 4.35 4.46 4.39 4.30 4.36 4.31 4.45 4.48 4.38 4.36 4.53 4.60 4.46
I want to be (or continue to be) a formal leader 
in this organization3.53 3.50 3.42 3.71 3.52 3.64 3.40 3.76 3.50 3.63 3.62 3.61 3.53 3.75
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here2.52 2.53 2.59 2.89 2.71 2.93 2.62 2.96 2.81 2.88 2.78 3.04 3.44 3.06
The American public has a positive view of the 
FBI3.96 4.13 3.86 4.16 4.05 4.16 3.81 4.15 4.20 4.19 4.19 4.28 4.13 4.19
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
3.74 3.69 3.93 3.67 3.97 3.89 3.96 3.91 4.04 4.14 3.85 3.92 4.05 3.91
3.72 3.79 3.92 3.71 4.01 3.93 3.93 4.04 4.03 4.20 3.95 3.99 4.18 3.85
3.54 3.56 4.12 3.49 4.01 3.77 4.07 3.79 4.24 4.27 3.80 3.81 4.16 4.05
3.95 3.72 3.93 3.75 3.78 3.93 4.16 4.02 3.91 4.17 3.77 3.87 4.06 3.83
3.40 3.34 3.70 3.36 3.74 3.55 3.60 3.61 3.89 4.01 3.56 3.68 3.83 3.70
4.05 4.06 4.10 3.97 4.26 4.24 4.22 4.12 4.22 4.30 4.13 4.28 4.27 4.17
3.85 3.74 3.87 3.71 4.03 3.86 3.99 3.95 4.05 4.02 3.86 3.97 4.08 3.83
3.59 3.66 3.93 3.29 3.52 3.93 3.70 3.56 3.55 4.09 3.57 3.93 3.82 3.77
3.54 3.55 3.91 3.45 3.37 3.78 3.83 3.52 3.40 4.09 3.46 3.86 3.71 3.67
3.43 3.46 3.75 3.01 3.15 3.78 3.43 3.35 3.12 4.01 3.35 3.78 3.66 3.55
3.34 3.32 3.68 3.13 3.22 3.69 3.54 3.36 3.40 3.91 3.39 3.70 3.67 3.48
3.29 3.49 3.98 3.17 3.30 3.78 3.65 3.45 3.53 4.03 3.55 3.86 3.85 3.813.45 3.54 3.95 3.21 3.31 3.59 3.53 3.42 3.29 3.99 3.48 3.76 3.60 3.55
3.75 3.79 3.79 3.40 3.85 3.96 3.86 3.89 3.64 3.96 3.77 3.97 4.01 3.84
3.50 3.46 3.89 3.21 3.13 3.68 3.41 3.56 3.20 4.14 3.36 3.70 3.80 3.48
4.10 4.13 4.25 3.95 4.14 4.39 4.32 3.96 4.25 4.38 4.06 4.42 4.12 4.163.84 4.08 4.23 2.81 4.11 4.60 3.91 3.73 4.32 4.16 3.84 4.43 4.15 4.323.51 3.65 3.99 3.24 3.43 4.04 3.86 3.57 3.47 4.21 3.58 3.91 3.94 3.76
4.03 4.10 4.10 3.93 4.10 3.92 4.05 3.99 4.26 4.05 4.17 4.34 4.12 4.09
3.87 4.06 4.00 3.81 4.08 3.89 3.95 3.94 4.15 4.02 3.99 4.29 4.07 4.13
4.30 4.35 4.36 4.23 4.37 4.15 4.30 4.25 4.48 4.25 4.38 4.56 4.43 4.39
4.18 4.15 4.15 3.95 4.15 3.99 4.11 4.01 4.33 4.04 4.28 4.37 4.15 4.07
3.99 4.02 3.99 3.90 4.03 3.78 3.99 3.95 4.21 3.99 4.12 4.22 4.14 3.91
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
3.86 3.94 4.01 3.73 3.95 3.75 3.94 3.88 4.14 4.00 4.06 4.26 4.04 4.00
3.71 3.56 4.07 3.46 3.53 3.88 3.77 3.68 3.68 4.14 3.75 3.95 3.70 3.72
3.85 3.82 4.23 3.76 3.82 4.04 3.96 3.87 4.11 4.23 4.05 4.09 3.85 3.97
3.66 3.50 4.06 3.31 3.47 3.80 3.60 3.57 3.61 4.09 3.65 3.83 3.78 3.73
3.66 3.53 4.13 3.46 3.52 3.86 3.71 3.63 3.55 4.14 3.79 3.94 3.65 3.613.68 3.46 3.91 3.31 3.29 3.77 3.90 3.69 3.56 4.09 3.44 3.99 3.73 3.57
3.36 3.36 3.73 3.23 3.24 3.49 3.39 3.27 3.22 3.86 3.30 3.62 3.52 3.46
3.39 3.35 3.78 3.29 3.22 3.53 3.49 3.17 3.26 3.92 3.34 3.66 3.51 3.47
3.40 3.38 3.83 3.24 3.26 3.53 3.52 3.30 3.23 3.93 3.35 3.58 3.63 3.57
3.33 3.29 3.66 3.15 3.28 3.33 3.35 3.23 3.20 3.54 3.18 3.67 3.42 3.37
3.36 3.33 3.75 3.15 3.22 3.39 3.36 3.26 3.23 3.91 3.23 3.60 3.55 3.39
3.27 3.27 3.70 3.14 3.08 3.54 3.40 3.23 3.13 3.85 3.34 3.46 3.51 3.44
3.44 3.45 3.82 3.30 3.33 3.63 3.50 3.44 3.25 4.09 3.38 3.66 3.67 3.53
3.30 3.30 3.46 3.41 3.38 3.43 3.33 3.42 3.39 3.48 3.33 3.65 3.44 3.27
3.06 3.07 3.12 3.02 3.09 3.17 3.08 3.20 3.08 3.26 3.06 3.47 3.23 3.21
3.97 4.00 3.88 4.05 3.97 3.83 4.10 3.96 4.16 4.05 3.92 4.10 4.02 3.99
3.49 3.52 3.73 3.47 3.54 3.71 3.59 3.51 3.62 3.83 3.47 3.86 3.70 3.543.06 3.00 3.11 3.15 3.07 3.06 3.11 3.07 3.14 3.25 3.06 3.52 3.21 2.803.08 3.03 3.34 3.22 3.23 3.22 3.15 3.17 3.11 3.40 3.13 3.53 3.27 2.943.14 3.17 3.47 3.32 3.41 3.42 3.19 3.32 3.25 3.43 3.27 3.60 3.27 3.16
2.89 2.81 3.10 2.99 2.96 3.06 2.78 3.27 3.02 3.12 3.02 3.36 2.92 2.74
3.89 3.92 4.01 3.90 3.97 3.77 3.90 3.95 4.09 3.98 3.93 4.21 3.81 3.98
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
3.90 3.90 3.95 4.07 3.91 3.90 3.93 3.94 4.01 3.94 3.88 4.00 3.97 3.87
2.39 2.52 2.80 2.75 2.61 2.72 2.54 2.70 2.46 2.50 2.36 2.80 2.92 2.24
3.25 3.36 3.51 3.43 3.48 3.48 3.51 3.37 3.46 3.57 3.36 3.65 3.43 3.38
3.26 3.28 3.37 3.45 3.47 3.47 3.49 3.40 3.48 3.57 3.33 3.59 3.39 3.26
3.05 3.16 3.29 3.15 3.36 3.38 3.30 3.22 3.21 3.47 3.15 3.48 3.25 2.96
3.47 3.64 3.74 3.66 3.57 3.58 3.78 3.53 3.71 3.65 3.61 3.90 3.63 3.81
3.21 3.32 3.64 3.42 3.43 3.36 3.49 3.28 3.38 3.58 3.29 3.59 3.28 3.38
3.32 3.60 3.66 3.58 3.62 3.57 3.53 3.46 3.49 3.65 3.46 3.82 3.63 3.62
3.39 3.64 3.65 3.67 3.74 3.59 3.53 3.55 3.61 3.64 3.41 3.96 3.73 3.62
3.27 3.55 3.67 3.47 3.51 3.54 3.52 3.37 3.37 3.64 3.50 3.71 3.51 3.60
3.57 3.67 3.71 3.65 3.79 3.71 3.71 3.57 3.68 3.74 3.59 4.04 3.71 3.75
3.11 3.25 3.38 3.34 3.53 3.44 3.48 3.29 3.38 3.48 3.24 3.85 3.40 3.32
3.75 3.80 3.84 3.80 3.91 3.80 3.74 3.68 3.77 3.88 3.68 4.14 3.81 3.85
3.76 3.86 3.87 3.78 3.88 3.73 3.82 3.68 3.85 3.81 3.78 4.08 3.76 3.99
3.79 3.88 4.04 3.90 3.95 3.74 3.92 3.88 3.95 3.95 3.82 4.08 3.87 3.923.87 4.00 4.15 4.06 4.07 3.80 4.03 3.96 4.08 4.09 3.86 4.14 3.83 4.03
3.45 3.54 3.74 3.42 3.58 3.40 3.55 3.37 3.55 3.75 3.52 3.95 3.59 3.593.47 3.61 3.91 3.66 3.67 3.35 3.58 3.63 3.55 3.59 3.58 3.83 3.39 3.73
4.07 4.16 4.29 4.18 4.23 4.03 4.24 4.16 4.29 4.22 4.08 4.32 4.20 4.14
4.20 4.16 4.20 4.26 4.20 4.16 4.25 4.19 4.34 4.34 4.11 4.40 4.28 4.14
3.87 3.92 4.08 3.99 4.06 3.69 4.00 4.08 4.07 3.94 3.85 4.06 4.01 3.98
3.58 3.75 3.91 3.60 3.80 3.64 3.84 3.72 3.80 3.81 3.69 3.85 3.77 3.76
3.83 3.85 3.91 3.74 3.95 3.78 3.96 3.92 3.85 3.93 3.87 4.10 3.94 3.81
3.27 3.29 3.31 2.94 3.32 3.15 3.55 3.45 3.07 3.47 3.22 3.68 3.67 3.02
4.15 4.15 4.26 4.22 4.24 4.16 4.14 4.17 4.19 4.23 4.25 4.38 4.24 4.19
3.72 3.75 3.84 3.60 3.89 3.60 3.84 3.84 3.81 3.72 3.76 3.98 3.71 3.784.20 4.21 4.24 4.17 4.33 4.20 4.31 4.20 4.29 4.28 4.20 4.36 4.26 4.22
3.75 3.76 3.90 3.78 3.87 3.91 3.76 3.81 3.95 3.93 3.81 4.16 3.73 3.84
3.79 3.86 3.91 3.82 4.00 4.14 3.79 3.92 4.01 4.04 3.84 4.29 3.79 3.86
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
3.58 3.51 3.76 3.41 3.64 3.51 3.53 3.47 3.80 3.85 3.53 4.04 3.53 3.52
3.50 3.57 3.90 3.79 3.74 3.70 3.61 3.68 3.79 3.83 3.73 3.89 3.68 3.683.82 3.83 3.99 3.78 3.86 4.08 3.94 3.94 3.96 3.91 3.85 4.30 3.83 4.08
4.14 4.07 3.96 4.10 4.16 4.10 3.95 4.11 4.20 4.05 4.15 4.31 3.84 4.10
3.57 3.57 3.68 3.58 3.65 3.70 3.67 3.67 3.72 3.63 3.57 4.03 3.64 3.73
3.74 3.77 3.94 3.91 3.88 3.91 3.92 3.92 4.07 3.90 3.86 4.28 3.87 4.12
3.69 3.78 3.84 3.81 3.84 3.78 3.82 3.86 3.94 3.72 3.79 4.15 3.86 4.01
2.63 2.55 2.86 2.32 2.59 2.86 2.79 2.68 2.55 2.65 2.53 3.22 2.76 2.51
4.12 4.13 4.05 4.18 4.20 4.21 4.12 4.12 4.29 4.21 4.14 4.41 3.97 4.22
3.87 3.86 4.02 3.88 3.89 4.04 3.96 3.97 4.03 4.06 3.96 4.17 4.02 4.12
4.13 4.18 4.20 4.17 4.21 4.22 4.16 4.23 4.40 4.26 4.25 4.40 4.25 4.35
3.60 3.53 3.78 3.65 3.58 3.86 3.76 3.70 3.68 3.78 3.68 3.94 3.85 3.93
3.95 3.90 4.10 3.82 3.93 3.99 3.99 3.97 4.03 4.12 3.97 4.20 4.04 4.09
3.98 4.00 4.21 4.11 4.01 4.24 4.28 4.13 4.18 4.39 4.16 4.27 4.12 4.15
4.35 4.42 4.58 4.58 4.46 4.57 4.67 4.41 4.58 4.62 4.48 4.66 4.34 4.50
3.71 3.73 3.94 3.85 3.88 3.99 3.88 3.97 3.97 4.10 3.89 3.92 4.03 3.84
3.87 3.82 4.17 3.88 3.67 4.11 4.19 4.05 4.00 4.41 4.09 4.17 4.01 4.08
4.23 4.37 4.35 4.33 4.42 4.38 4.40 4.41 4.39 4.45 4.37 4.42 4.44 4.38
4.29 4.45 4.40 4.41 4.48 4.40 4.44 4.44 4.50 4.52 4.47 4.50 4.47 4.45
4.38 4.58 4.54 4.49 4.62 4.57 4.55 4.58 4.62 4.64 4.56 4.61 4.55 4.65
3.71 3.79 3.91 3.88 3.93 3.95 4.04 4.02 3.79 3.99 3.84 3.97 4.15 3.734.53 4.62 4.54 4.54 4.65 4.59 4.58 4.60 4.63 4.61 4.62 4.65 4.59 4.67
3.52 3.70 3.84 3.54 3.78 3.58 3.66 3.65 3.58 3.77 3.56 3.92 3.76 3.72
3.61 3.85 3.89 3.60 3.83 3.70 3.76 3.73 3.76 3.99 3.63 4.03 3.80 3.81
3.24 3.33 3.62 3.35 3.58 3.37 3.46 3.43 3.18 3.41 3.31 3.72 3.53 3.353.70 3.95 4.05 3.69 3.95 3.68 3.88 3.79 3.85 3.94 3.73 4.03 3.95 4.00
3.86 4.06 4.18 3.99 4.05 3.82 4.02 4.04 4.13 4.07 3.95 4.26 3.98 4.03
3.93 4.20 4.26 4.14 4.19 3.93 4.16 4.15 4.31 4.22 4.01 4.37 4.11 4.16
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
4.09 4.27 4.37 4.25 4.22 4.00 4.17 4.24 4.39 4.26 4.20 4.47 4.12 4.22
3.56 3.71 3.95 3.58 3.74 3.53 3.79 3.79 3.73 3.76 3.70 3.94 3.71 3.73
3.92 4.07 4.11 4.20 4.20 4.14 4.29 4.15 4.17 4.10 4.03 4.29 4.04 4.03
3.71 3.89 3.90 4.05 4.10 4.04 4.21 3.96 3.97 3.92 3.80 4.17 3.92 3.83
4.12 4.23 4.29 4.35 4.29 4.25 4.40 4.32 4.35 4.27 4.26 4.40 4.16 4.24
3.56 3.63 3.73 3.79 3.80 3.65 3.72 3.66 3.57 3.73 3.62 3.79 3.60 3.85
3.53 3.60 3.64 3.81 3.85 3.53 3.77 3.74 3.62 3.67 3.50 3.86 3.87 3.85
4.09 4.09 4.07 4.20 4.24 4.07 4.20 4.10 3.97 4.08 4.13 4.11 4.17 4.473.79 3.85 3.90 4.01 3.97 3.65 3.91 3.80 3.79 4.00 3.88 3.99 3.69 4.22
3.91 3.86 3.95 4.11 4.05 3.79 4.10 3.82 3.68 3.75 3.83 4.04 3.70 4.11
3.91 3.97 4.19 4.00 4.04 3.98 4.15 4.08 4.06 4.04 4.09 4.03 3.67 4.203.36 3.25 3.45 3.65 3.54 3.21 3.49 3.43 3.42 3.47 3.23 3.43 3.80 3.35
2.67 2.61 2.85 2.97 2.64 2.40 2.66 2.60 2.50 2.54 2.44 2.66 2.13 2.97
4.25 4.26 4.26 4.29 4.29 4.23 4.38 4.27 4.27 4.28 4.22 4.35 4.15 4.29
4.41 4.44 4.38 4.39 4.42 4.33 4.55 4.37 4.43 4.41 4.42 4.34 4.36 4.40
4.29 4.26 4.33 4.33 4.26 4.31 4.33 4.29 4.34 4.39 4.25 4.43 4.07 4.324.08 4.04 4.08 4.10 4.14 4.03 4.26 4.16 4.10 3.94 3.99 4.23 3.89 4.14
3.64 4.01 3.75 3.97 3.89 3.95 3.81 3.80 4.15 4.01 3.84 4.32 4.05 3.94
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
3.18 3.86 3.46 3.77 3.47 3.85 3.47 3.50 4.08 3.87 3.60 4.27 3.88 3.90
3.97 4.11 3.94 4.13 4.17 4.03 4.11 4.06 4.22 4.16 4.04 4.34 4.14 3.98
3.16 3.28 3.53 3.24 3.61 3.50 3.58 3.31 3.30 3.29 3.47 3.47 3.76 3.142.96 3.02 3.23 3.04 3.38 3.27 3.34 3.12 3.12 3.02 3.28 3.14 3.68 2.81
3.36 3.52 3.82 3.40 3.81 3.71 3.82 3.51 3.49 3.54 3.63 3.72 3.85 3.42
3.26 3.27 3.52 3.39 3.63 3.39 3.56 3.51 3.14 3.58 3.17 3.75 3.55 3.133.34 3.31 3.51 3.42 3.67 3.53 3.59 3.47 3.36 3.63 3.15 3.77 3.54 3.19
3.18 3.22 3.53 3.37 3.61 3.26 3.52 3.56 2.93 3.52 3.19 3.71 3.54 3.06
3.81 3.69 3.80 3.70 3.70 3.74 3.66 3.93 3.74 3.86 3.90 3.97 3.61 3.84
3.61 3.68 3.69 3.68 3.72 3.66 3.62 3.96 3.66 3.86 3.82 3.95 3.62 3.81
3.92 3.71 3.87 3.66 3.70 3.77 3.69 3.92 3.84 3.89 3.97 3.97 3.60 3.89
2.83 2.85 3.01 2.73 2.87 3.23 3.08 3.12 2.89 3.17 3.00 3.48 2.89 2.822.79 2.89 3.12 2.95 2.94 3.23 3.07 3.20 2.92 3.27 3.07 3.48 2.83 2.90
2.76 2.90 3.03 2.92 2.97 3.31 3.04 3.35 3.04 3.22 3.11 3.68 2.81 3.012.71 2.76 2.80 2.57 2.72 3.21 2.78 2.93 2.78 3.10 2.90 3.47 2.76 2.48
2.80 2.77 3.01 2.62 2.78 3.08 3.22 3.02 2.80 3.10 2.89 3.37 2.97 2.84
3.91 3.97 4.01 4.02 4.04 4.02 4.09 4.08 4.02 4.14 3.94 4.09 4.00 3.88
3.95 3.99 4.05 4.09 4.09 4.09 4.10 4.13 4.01 4.15 4.01 4.10 4.01 3.90
3.94 3.98 4.08 4.05 4.05 4.07 4.21 4.05 4.07 4.12 3.98 4.14 4.04 3.98
3.85 3.94 3.89 3.96 4.01 3.86 3.99 4.04 3.97 4.08 3.83 4.07 3.94 3.80
4.03 3.79 4.10 4.21 4.02 4.15 4.11 4.07 3.83 4.08 3.92 4.12 3.78 3.91
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
4.02 3.66 4.01 4.23 3.89 4.08 4.05 3.99 3.52 3.92 3.90 4.00 3.72 3.79
4.06 3.92 4.19 4.20 4.14 4.23 4.22 4.17 4.17 4.23 3.92 4.23 3.88 4.06
3.41 3.58 3.54 3.45 3.60 3.63 3.63 3.53 3.45 3.49 3.21 3.62 3.34 3.14
3.75 3.90 3.83 3.84 3.96 4.01 3.95 3.82 3.78 3.88 3.62 3.95 3.50 3.59
3.71 3.89 3.89 3.79 3.90 3.87 4.00 3.83 3.71 3.86 3.54 3.90 3.62 3.48
2.57 2.86 2.83 2.59 2.80 2.85 2.97 2.83 2.74 2.67 2.35 2.91 2.84 2.19
3.94 3.85 4.11 3.89 3.95 4.12 4.11 3.89 4.07 4.19 3.99 4.14 3.80 3.98
3.87 4.09 4.13 4.07 4.16 4.11 4.27 4.24 4.13 4.31 4.11 4.25 4.20 4.09
3.86 3.96 4.13 3.88 4.09 4.07 4.06 3.99 4.02 4.17 3.94 4.12 4.11 4.01
3.99 3.84 4.13 4.02 4.05 3.96 4.05 3.99 4.13 3.99 4.00 4.15 3.89 4.14
3.68 3.78 3.97 3.80 3.95 4.02 3.94 3.95 3.93 3.99 3.83 4.05 3.84 3.93
4.04 4.00 4.07 4.11 4.15 3.99 4.21 4.05 4.13 4.22 4.14 4.26 4.01 4.02
2.68 2.68 2.92 2.53 2.89 2.95 2.82 2.89 2.66 2.87 2.67 3.13 3.21 2.52
3.61 3.68 3.83 3.85 3.76 3.80 3.70 3.45 3.80 3.78 3.76 3.85 3.71 3.84
3.37 3.30 3.38 2.82 3.34 3.36 3.71 3.39 3.46 3.58 3.39 3.37 3.35 3.18
3.42 3.49 3.60 3.59 3.74 3.64 3.74 3.71 3.61 3.79 3.58 3.98 3.58 3.56
3.46 3.37 3.29 3.38 3.50 3.41 3.54 3.55 3.30 3.50 3.46 3.45 3.55 3.303.74 3.66 3.57 3.80 3.63 3.56 3.90 3.61 3.60 3.56 3.52 3.60 3.44 3.813.58 3.45 3.26 3.57 3.48 3.33 3.52 3.45 3.29 3.40 3.41 3.24 3.54 3.52
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBIDN DE EP HN HO IP JN JK KC KX LV LRLA-
AdminLA-
CI/Cyber
3.34 3.25 3.46 3.92 3.66 3.35 2.66 3.64 4.14 4.26 3.01 3.52 3.25 3.44
4.24 4.23 4.20 4.45 4.18 4.35 4.33 4.39 4.37 4.27 4.31 4.11 4.09 4.33
3.35 3.42 3.38 3.67 3.55 3.01 3.15 3.18 3.33 3.26 3.68 3.56 3.57 3.35
2.78 2.97 3.11 2.94 3.09 3.36 3.09 2.96 3.00 3.21 3.18 3.21 3.57 2.71
3.74 3.70 3.80 3.70 3.88 3.95 3.94 3.74 3.62 3.82 3.73 3.94 3.91 3.78
4.22 4.14 4.16 4.04 4.31 4.27 4.24 4.25 4.14 4.18 4.22 4.28 4.27 4.194.24 4.38 4.37 4.39 4.34 4.26 4.48 4.29 4.39 4.30 4.39 4.37 4.43 4.31
3.64 3.51 3.96 3.50 3.67 3.76 3.50 3.55 3.60 3.82 3.61 3.99 3.70 3.60
2.53 2.35 2.47 2.23 2.52 2.56 2.45 2.62 2.54 2.77 2.59 2.64 2.42 2.21
3.39 3.47 3.49 3.37 3.56 3.58 3.43 3.49 3.49 3.67 3.51 3.67 3.79 3.44
2.93 2.83 2.94 2.79 2.95 3.04 2.88 2.88 2.85 3.04 2.86 2.92 3.27 2.64
4.31 4.36 4.33 4.39 4.34 4.25 4.52 4.35 4.48 4.48 4.36 4.55 4.28 4.35
3.58 3.38 3.56 3.59 3.53 3.61 3.76 3.71 3.48 3.60 3.50 3.39 3.80 3.65
2.57 2.59 3.10 2.45 2.90 2.85 2.91 2.69 2.60 2.79 2.61 3.15 2.88 2.30
4.03 3.97 4.21 3.96 4.14 4.09 4.28 4.13 4.13 4.18 4.08 4.15 4.14 4.10
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
3.89 3.83 4.11 3.93 3.70 4.07 3.83 3.63 3.67 3.87 4.20 3.93 3.80 3.64
3.74 3.82 4.20 3.85 3.70 4.22 3.88 3.63 3.64 3.98 4.15 3.95 3.91 3.67
3.97 3.92 4.08 3.96 3.64 3.93 3.78 3.68 3.61 3.67 4.31 3.95 3.87 3.59
3.92 3.77 4.00 3.91 3.71 4.15 3.84 3.59 3.74 3.89 3.98 4.06 3.76 3.80
3.68 3.62 3.92 3.60 3.34 3.86 3.55 3.23 3.42 3.66 4.16 3.67 3.42 3.21
4.17 4.03 4.40 4.26 4.09 4.19 4.08 3.93 3.98 4.09 4.35 4.04 4.04 4.02
3.90 3.77 4.13 3.97 3.75 4.09 3.91 3.64 3.75 3.95 4.21 3.89 3.85 3.75
3.90 3.67 4.11 3.68 3.66 3.88 3.64 3.47 3.40 3.76 4.09 3.96 3.53 3.64
3.88 3.57 4.16 3.64 3.75 3.92 3.60 3.54 3.31 3.65 4.11 3.95 3.45 3.54
3.75 3.46 4.19 3.49 3.36 3.78 3.44 3.25 3.19 3.51 4.06 3.79 3.40 3.31
3.70 3.37 4.08 3.41 3.50 3.72 3.33 3.22 3.05 3.77 3.91 3.74 3.36 3.40
3.94 3.60 4.12 3.62 3.71 3.82 3.32 3.49 2.81 3.81 4.02 4.05 3.42 3.553.85 3.47 3.76 3.46 3.54 3.81 3.56 3.47 3.34 3.57 4.06 3.69 3.38 3.51
3.89 3.68 4.33 3.88 3.83 4.02 3.89 3.45 3.57 3.65 4.15 3.96 3.85 3.68
3.82 3.60 4.31 3.59 3.63 3.83 3.39 3.26 3.20 3.70 4.32 4.02 3.31 3.28
4.31 4.15 4.50 4.26 4.10 4.29 4.09 3.96 4.00 4.16 4.44 4.26 3.94 4.244.22 4.14 4.42 4.13 3.64 4.02 4.13 3.73 4.20 4.17 3.76 4.04 4.03 4.153.90 3.74 4.19 3.73 3.62 3.88 3.61 3.37 3.29 3.74 4.14 4.02 3.59 3.68
4.31 4.21 4.19 3.92 4.21 4.22 4.17 3.95 4.11 4.23 4.15 4.24 3.85 4.01
4.16 4.13 4.19 3.79 4.19 4.20 4.05 3.90 4.08 4.17 4.10 4.19 3.76 3.94
4.46 4.41 4.62 4.36 4.47 4.44 4.36 4.23 4.31 4.48 4.46 4.49 4.10 4.25
4.49 4.26 4.12 3.94 4.15 4.26 4.29 3.97 4.16 4.32 4.13 4.28 3.96 4.10
4.31 4.14 4.20 3.80 4.11 4.17 4.13 3.84 4.01 4.12 4.01 4.13 3.76 3.92
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
4.19 4.09 4.31 3.69 4.12 4.08 4.01 3.77 4.03 4.12 4.08 4.12 3.71 3.91
3.93 3.72 4.02 3.63 3.58 3.96 3.77 3.71 3.45 3.74 4.11 3.94 3.39 3.72
4.15 3.99 4.04 3.91 3.75 4.17 4.01 4.02 3.59 4.01 4.30 4.16 3.51 4.01
3.81 3.64 4.00 3.52 3.48 3.97 3.70 3.64 3.25 3.72 4.13 4.02 3.39 3.74
3.87 3.51 3.78 3.48 3.48 4.00 3.81 3.57 3.43 3.70 4.03 3.92 3.38 3.553.95 3.80 4.43 3.62 3.64 3.83 3.55 3.61 3.53 3.62 4.02 3.81 3.43 3.58
3.70 3.40 3.75 3.27 3.50 3.73 3.38 3.35 3.22 3.64 3.91 3.73 3.19 3.37
3.69 3.39 3.74 3.33 3.53 3.76 3.35 3.29 3.22 3.71 3.91 3.70 3.23 3.36
3.74 3.44 3.69 3.31 3.58 3.78 3.40 3.37 3.19 3.64 4.02 3.77 3.24 3.47
3.63 3.35 3.65 3.23 3.43 3.61 3.44 3.40 3.33 3.56 3.72 3.44 3.24 3.37
3.64 3.40 3.87 3.23 3.38 3.70 3.37 3.06 3.16 3.70 3.97 3.71 3.13 3.30
3.78 3.40 3.79 3.23 3.44 3.76 3.29 3.26 3.10 3.48 3.87 3.84 3.18 3.30
3.84 3.46 4.00 3.34 3.63 3.84 3.46 3.42 3.21 3.74 4.13 3.89 3.23 3.43
3.51 3.38 3.62 3.27 3.45 3.66 3.50 3.44 3.24 3.56 3.43 3.57 3.38 3.38
3.42 3.25 3.58 2.92 3.09 3.27 3.33 3.41 3.07 3.60 3.32 3.43 3.30 3.37
4.19 4.15 4.15 4.00 4.07 4.08 4.02 3.96 4.09 4.29 3.89 4.18 3.85 4.10
3.65 3.56 3.81 3.53 3.44 3.83 3.63 3.66 3.36 3.79 3.73 3.72 3.61 3.513.17 3.04 3.50 2.91 3.23 3.39 3.29 3.16 3.01 3.34 3.12 3.39 3.18 2.923.31 3.12 3.50 2.93 3.45 3.51 3.37 3.19 2.99 3.40 3.20 3.48 3.23 3.143.48 3.27 3.84 3.03 3.41 3.67 3.50 3.47 2.95 3.36 3.34 3.59 3.33 3.29
3.18 2.96 3.24 2.72 3.10 3.28 3.22 3.05 2.75 3.18 3.12 3.23 3.15 2.99
4.13 4.06 3.84 3.88 3.94 4.07 4.05 3.85 3.86 4.09 3.93 4.06 3.77 4.09
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
4.06 4.08 4.15 3.86 4.15 4.13 3.94 3.97 3.97 4.27 3.83 4.08 3.86 4.08
2.43 2.22 2.95 2.49 2.47 2.88 2.68 2.56 2.36 2.77 2.63 2.55 2.36 2.25
3.55 3.40 3.87 3.28 3.57 3.58 3.56 3.45 3.40 3.67 3.59 3.64 3.33 3.46
3.43 3.27 4.00 3.29 3.45 3.55 3.54 3.50 3.39 3.59 3.58 3.63 3.27 3.48
3.30 3.07 3.74 3.07 3.27 3.40 3.35 3.28 3.21 3.55 3.44 3.29 3.12 3.30
3.87 3.74 4.07 3.60 3.92 3.65 3.72 3.56 3.68 3.81 3.77 3.91 3.55 3.72
3.62 3.43 3.81 3.19 3.55 3.63 3.54 3.39 3.33 3.60 3.58 3.66 3.36 3.42
3.86 3.63 3.89 3.32 3.74 3.87 3.71 3.66 3.40 3.84 3.60 3.57 3.34 3.33
3.86 3.55 4.04 3.36 3.84 3.98 3.77 3.79 3.33 3.82 3.57 3.58 3.44 3.48
3.86 3.72 3.85 3.28 3.64 3.75 3.67 3.52 3.45 3.88 3.63 3.55 3.28 3.19
3.78 3.66 3.88 3.53 3.80 3.85 3.81 3.75 3.54 3.91 3.66 3.67 3.48 3.62
3.31 3.26 3.68 3.12 3.44 3.47 3.55 3.54 3.18 3.56 3.43 3.30 3.30 3.17
3.93 3.77 4.00 3.73 3.90 4.00 3.90 3.84 3.64 4.01 3.75 3.84 3.55 3.80
3.99 3.83 3.96 3.66 4.02 4.01 3.91 3.84 3.74 4.08 3.73 3.79 3.48 3.81
4.01 4.01 4.07 3.82 3.81 4.07 4.03 3.83 3.79 4.09 3.94 3.91 3.77 3.814.08 4.20 4.07 3.83 3.90 4.18 4.15 3.86 3.95 4.16 4.02 4.12 3.75 3.91
3.75 3.65 3.80 3.34 3.51 3.79 3.64 3.44 3.51 3.83 3.73 3.58 3.39 3.463.90 3.99 3.81 3.47 3.39 3.78 3.89 3.42 3.29 3.76 3.61 3.44 3.30 3.46
4.16 4.30 4.37 4.16 4.10 4.34 4.30 4.10 4.10 4.33 4.21 4.22 4.06 4.11
4.18 4.17 4.31 4.20 4.18 4.39 4.28 4.07 4.11 4.30 4.23 4.22 4.17 4.18
4.07 4.08 4.22 3.98 3.84 4.13 4.09 4.05 3.80 4.18 3.96 3.93 4.03 3.81
3.81 3.66 3.95 3.73 3.76 3.87 3.81 3.85 3.75 4.11 3.78 3.81 3.63 3.68
3.99 3.84 4.15 3.80 3.81 4.09 3.99 3.86 3.77 4.03 3.96 3.96 3.93 3.84
3.34 3.27 4.13 2.95 3.28 3.57 3.41 3.52 3.18 3.70 3.57 3.35 3.52 3.02
4.27 4.15 4.30 4.33 4.14 4.37 4.27 4.13 4.11 4.25 4.30 4.23 4.17 4.19
3.98 3.63 3.96 3.70 3.62 4.03 3.91 3.67 3.51 3.83 3.70 3.95 3.81 3.934.35 4.30 4.19 4.21 4.18 4.39 4.35 4.16 4.23 4.30 4.26 4.31 4.24 4.23
3.98 3.99 4.16 3.82 3.89 3.94 3.87 3.82 3.80 3.99 3.97 3.85 3.68 3.80
4.06 4.03 4.23 3.94 3.85 3.99 3.92 3.95 3.91 4.05 4.08 3.86 3.85 3.96
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
3.84 3.70 4.08 3.43 3.89 3.80 3.67 3.40 3.56 3.87 3.70 3.75 3.36 3.33
3.79 3.94 4.27 3.74 3.76 3.82 3.91 3.65 3.74 3.96 3.82 3.73 3.46 3.584.10 4.04 4.16 3.85 3.94 3.96 3.81 3.97 3.83 3.92 4.13 3.71 3.78 4.17
4.20 4.28 4.25 4.17 4.08 4.17 4.11 4.18 3.97 4.33 4.11 4.24 4.03 4.01
3.87 3.82 3.96 3.54 3.67 3.71 3.58 3.64 3.52 3.75 3.78 3.62 3.54 3.83
4.25 4.15 4.08 3.74 3.96 3.91 3.74 3.89 3.76 3.93 4.05 3.91 3.66 4.08
4.10 4.07 4.33 3.83 3.89 3.88 3.77 3.81 3.72 3.96 4.04 3.77 3.69 4.17
2.79 2.62 3.30 2.37 2.58 2.96 2.59 2.69 2.48 2.85 2.88 2.46 2.72 2.70
4.32 4.35 4.32 4.15 4.26 4.14 4.19 4.03 4.06 4.28 4.16 4.32 4.08 4.24
4.29 4.16 4.19 3.91 3.91 4.04 3.97 3.93 3.92 4.06 4.14 4.08 3.84 4.12
4.50 4.37 4.46 4.17 4.21 4.23 4.31 4.24 4.31 4.35 4.37 4.31 4.12 4.33
4.13 3.96 4.11 3.70 3.58 3.80 3.58 3.67 3.58 3.85 3.94 3.84 3.59 3.97
4.26 4.17 4.12 3.91 3.99 4.08 4.01 3.91 3.93 4.22 4.13 4.09 3.86 4.07
4.24 4.13 4.28 4.07 4.04 4.30 4.12 3.94 4.06 4.30 4.32 4.34 3.93 4.09
4.63 4.57 4.44 4.49 4.46 4.53 4.45 4.58 4.54 4.62 4.59 4.61 4.25 4.46
3.82 3.72 4.04 3.73 3.77 4.09 3.93 3.54 3.70 4.07 4.01 4.01 3.79 3.80
4.21 4.02 4.30 3.95 3.94 4.26 3.95 3.67 3.86 4.23 4.32 4.41 3.69 3.97
4.43 4.46 4.56 4.42 4.31 4.51 4.45 4.25 4.29 4.37 4.42 4.39 4.39 4.40
4.52 4.56 4.63 4.55 4.38 4.56 4.48 4.28 4.38 4.49 4.48 4.51 4.40 4.51
4.59 4.68 4.70 4.64 4.54 4.65 4.60 4.48 4.51 4.56 4.59 4.62 4.48 4.60
3.90 3.93 4.24 3.80 3.68 4.13 4.04 3.75 3.64 3.98 3.99 3.73 4.01 3.834.67 4.69 4.67 4.66 4.60 4.70 4.66 4.50 4.60 4.59 4.61 4.68 4.64 4.68
3.97 3.90 4.01 3.62 3.63 3.90 3.91 3.61 3.55 3.78 3.89 3.80 3.67 3.64
4.07 4.06 4.28 3.66 3.72 3.99 4.01 3.80 3.69 3.87 4.01 4.02 3.76 3.64
3.64 3.47 3.72 3.35 3.29 3.64 3.64 3.32 3.09 3.52 3.60 3.39 3.45 3.394.22 4.17 4.15 3.83 3.88 4.10 4.06 3.75 3.84 3.96 4.05 3.98 3.83 3.91
4.06 4.20 4.17 4.07 4.03 4.14 4.20 3.99 4.00 4.14 4.04 4.17 3.92 3.94
4.15 4.39 4.22 4.20 4.20 4.26 4.33 4.13 4.18 4.25 4.18 4.25 3.95 4.03
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
4.21 4.45 4.30 4.29 4.22 4.31 4.34 4.20 4.31 4.27 4.19 4.35 4.01 4.10
3.79 3.76 4.08 3.68 3.67 3.89 3.94 3.65 3.50 3.89 3.76 3.91 3.83 3.70
4.09 4.04 4.28 4.04 3.99 4.24 4.13 4.13 4.04 4.14 4.11 4.17 4.15 4.12
3.87 3.86 4.17 3.78 3.76 4.05 4.02 3.98 3.79 3.97 3.98 3.99 4.13 4.04
4.32 4.20 4.41 4.28 4.20 4.41 4.23 4.28 4.26 4.29 4.26 4.35 4.20 4.20
3.96 3.56 3.74 3.67 3.56 3.83 3.78 3.88 3.70 3.75 3.64 3.63 3.59 3.86
3.95 3.58 4.06 3.73 3.60 3.81 3.87 3.89 3.73 3.70 3.69 3.52 3.78 3.86
4.38 3.79 4.31 4.45 4.18 4.15 4.14 4.34 4.26 4.18 4.09 4.04 4.07 4.284.29 3.69 4.29 3.84 3.71 3.94 4.01 4.01 3.84 3.78 3.87 3.88 3.70 4.20
4.24 3.67 4.38 4.25 4.00 3.97 3.96 4.10 3.95 3.87 3.81 3.81 3.82 4.06
4.30 4.07 3.88 3.76 4.08 4.16 4.11 3.97 3.96 4.06 4.07 4.06 3.84 4.173.50 3.30 4.50 3.14 3.38 3.24 3.52 3.56 3.34 3.52 3.49 3.36 3.50 3.51
3.08 2.21 2.44 2.70 2.40 2.59 2.58 3.00 2.61 2.43 2.58 2.53 2.00 3.09
4.46 4.34 4.46 4.22 4.34 4.38 4.29 4.27 4.25 4.30 4.30 4.24 4.02 4.08
4.52 4.38 4.57 4.39 4.47 4.53 4.36 4.45 4.37 4.44 4.44 4.30 4.24 4.24
4.51 4.45 4.53 4.12 4.35 4.43 4.36 4.21 4.31 4.29 4.30 4.33 3.88 4.034.42 4.20 4.38 4.02 4.21 4.16 4.16 4.11 4.07 4.11 4.14 4.05 3.82 3.94
3.72 3.68 4.39 3.84 3.63 4.05 3.99 4.14 3.85 4.06 4.09 3.53 4.08 4.03
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
3.29 3.34 4.14 3.53 3.30 3.83 3.80 4.04 3.46 3.98 4.08 2.83 3.95 3.88
4.10 4.01 4.50 4.01 3.92 4.22 4.14 4.22 4.12 4.10 4.09 4.10 4.13 4.09
3.27 2.97 3.84 3.53 3.43 3.59 3.53 3.24 3.31 3.50 3.55 3.26 3.85 3.333.03 2.68 3.76 3.42 3.27 3.39 3.31 2.93 3.11 3.38 3.31 2.96 3.87 3.06
3.49 3.21 3.96 3.64 3.59 3.80 3.73 3.55 3.47 3.62 3.76 3.54 3.88 3.56
3.33 2.85 3.69 3.24 3.41 3.45 3.46 3.37 3.22 3.28 3.49 3.31 3.55 3.353.46 2.90 3.72 3.26 3.42 3.53 3.52 3.39 3.25 3.32 3.50 3.49 3.58 3.47
3.18 2.80 3.65 3.21 3.41 3.36 3.39 3.35 3.20 3.24 3.48 3.14 3.53 3.25
3.77 3.75 4.00 3.69 3.79 3.92 3.73 3.83 3.73 3.92 3.86 3.65 3.60 3.79
3.75 3.68 3.95 3.69 3.79 3.89 3.70 3.78 3.54 3.94 3.78 3.55 3.66 3.69
3.85 3.81 4.04 3.68 3.82 4.01 3.75 3.87 3.79 3.93 3.93 3.77 3.57 3.87
3.11 2.87 3.08 2.79 2.88 3.08 3.00 3.12 2.62 3.27 3.25 3.03 3.14 3.123.24 2.99 3.08 2.87 2.92 3.10 3.09 3.24 2.73 3.44 3.24 3.08 3.27 3.15
3.29 3.01 2.91 2.89 2.99 3.13 3.09 3.23 2.77 3.44 3.33 3.10 3.29 3.292.73 2.69 2.71 2.59 2.78 2.85 2.93 3.08 2.46 3.10 3.22 2.77 3.11 2.93
3.17 2.86 3.54 2.72 2.80 3.18 2.86 2.95 2.51 3.15 3.17 3.10 2.94 3.00
3.98 3.87 4.08 4.03 3.98 4.11 4.01 3.99 3.97 4.15 3.97 4.02 3.92 3.96
3.93 3.92 4.19 4.06 3.98 4.16 4.04 3.99 4.06 4.18 4.02 4.01 4.00 3.93
4.04 3.85 4.15 4.13 4.01 4.12 4.03 4.11 3.99 4.16 3.99 4.10 4.02 3.99
4.01 3.82 3.88 3.92 3.95 4.06 3.98 3.94 3.85 4.14 3.89 3.96 3.87 3.99
4.08 3.83 3.85 3.72 4.14 3.93 3.66 4.05 4.06 4.17 4.00 4.26 3.75 3.76
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingLA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
4.02 3.71 3.71 3.73 4.08 3.72 3.45 4.00 3.96 4.11 3.87 4.22 3.70 3.71
4.14 3.96 4.00 3.68 4.24 4.15 3.87 4.12 4.14 4.27 4.14 4.30 3.79 3.82
3.35 3.34 3.53 3.41 3.56 3.55 3.53 3.56 3.46 3.59 3.23 3.35 2.96 2.98
3.74 3.76 3.93 3.79 3.83 3.93 3.85 3.92 3.71 3.85 3.64 3.77 3.25 3.33
3.68 3.58 3.77 3.82 3.81 3.88 3.81 3.98 3.66 3.74 3.51 3.73 3.18 3.25
2.47 2.44 2.71 2.50 2.91 2.64 2.75 2.73 2.86 2.86 2.42 2.46 2.18 2.13
4.05 3.91 3.92 3.96 3.96 4.14 3.93 3.98 3.76 4.15 4.15 4.15 3.76 3.93
4.25 4.14 4.37 4.03 4.11 4.28 4.20 3.89 4.08 4.18 4.14 4.02 4.01 4.01
4.13 4.05 4.22 3.95 3.90 4.28 4.13 3.90 3.96 4.17 4.05 3.98 3.92 3.95
4.10 4.08 4.47 4.09 4.01 4.04 4.00 4.05 3.91 4.28 3.97 4.07 3.89 3.91
3.97 3.90 4.22 3.93 3.91 3.95 3.90 3.88 3.80 4.10 4.05 3.82 3.91 3.76
4.10 4.03 4.08 3.98 4.19 4.04 4.01 4.23 4.16 4.24 4.06 4.22 4.03 3.96
2.55 2.57 3.57 2.62 2.62 3.15 2.89 2.67 2.67 3.01 3.13 2.71 3.09 2.78
3.91 3.81 4.11 3.65 3.79 3.75 3.85 3.82 3.63 3.96 3.80 3.68 3.69 3.78
3.27 3.19 3.52 3.00 3.04 3.53 3.24 2.60 2.84 3.27 3.73 3.49 3.31 2.56
3.75 3.69 3.83 3.46 3.65 3.78 3.77 3.61 3.66 3.94 3.67 3.66 3.61 3.65
3.44 3.22 4.22 3.15 3.46 3.59 3.40 3.18 3.27 3.37 3.64 3.30 3.73 3.383.78 3.61 3.77 3.66 3.70 3.62 3.68 3.56 3.85 3.52 3.47 3.75 3.79 3.763.40 3.12 3.83 3.43 3.30 3.40 3.33 3.40 3.23 3.26 3.32 3.32 3.82 3.50
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBILA-CT LA-CID LA-Other LA-Intel LS ME MM MW MP MO NH NONY-
AdminNY-CI
3.15 3.19 3.22 3.20 2.81 3.88 3.55 2.33 3.75 3.34 3.15 3.80 2.75 2.98
4.36 4.20 4.19 4.33 4.37 4.27 4.17 4.32 4.26 4.09 4.45 4.34 4.33 4.24
3.28 3.14 3.64 3.18 3.20 3.41 3.51 3.59 2.81 3.27 3.79 3.19 3.62 3.53
2.67 2.76 3.62 2.91 2.93 3.31 3.08 2.80 2.77 3.26 3.11 2.79 3.35 2.86
3.86 3.66 4.16 3.78 3.76 4.01 3.89 3.61 3.76 3.98 3.90 3.71 3.84 3.79
4.27 4.12 4.19 4.29 4.18 4.42 4.27 4.09 4.06 4.28 4.26 4.21 4.28 4.234.45 4.37 4.30 4.36 4.39 4.53 4.38 4.38 4.38 4.39 4.39 4.35 4.28 4.27
3.95 3.73 3.89 3.59 3.58 3.98 3.78 3.55 3.45 3.89 3.87 3.71 3.61 3.72
2.35 2.26 2.60 2.43 2.55 2.49 2.32 2.40 2.37 2.76 2.66 2.67 2.32 2.41
3.43 3.55 3.73 3.39 3.39 3.69 3.54 3.30 3.32 3.76 3.61 3.49 3.38 3.39
2.73 2.69 3.44 2.68 2.95 3.12 3.00 2.73 2.59 3.08 2.98 2.71 3.20 2.79
4.41 4.45 4.37 4.31 4.41 4.47 4.39 4.45 4.27 4.41 4.40 4.46 4.19 4.23
3.70 3.55 4.08 3.67 3.60 3.78 3.70 3.44 3.27 3.68 3.53 3.42 3.78 3.51
2.40 2.24 3.54 2.57 2.49 2.90 2.82 2.75 2.57 2.88 3.02 2.70 2.98 2.46
4.11 4.20 4.04 4.14 4.03 4.22 4.25 4.07 4.03 3.97 4.06 4.03 3.98 4.04
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
3.72 3.80 4.14 3.84 3.73 3.88 3.75 4.08 3.88 3.68 3.85 3.76 3.72 3.92
3.63 3.84 4.15 3.79 3.70 3.93 3.77 4.02 3.84 3.75 3.87 3.80 3.72 3.94
3.74 3.82 4.28 3.99 3.78 3.74 3.86 4.28 3.99 3.53 3.77 3.78 3.56 3.96
3.75 3.74 3.81 3.81 3.82 3.99 3.88 3.95 3.94 3.85 3.89 3.82 3.93 3.92
3.38 3.45 4.05 3.43 3.39 3.63 3.39 3.82 3.58 3.35 3.54 3.47 3.43 3.57
4.02 4.13 4.25 4.15 4.02 4.08 3.98 4.32 3.98 3.95 4.18 4.04 4.00 4.24
3.79 3.81 4.20 3.85 3.79 3.91 3.91 4.08 3.86 3.70 3.93 3.84 3.76 3.94
3.72 3.72 3.70 3.48 3.62 3.81 3.10 3.89 3.85 3.95 3.69 3.79 3.93 3.81
3.60 3.57 3.90 3.25 3.42 3.79 2.97 3.87 3.94 3.97 3.63 3.74 4.04 3.85
3.36 3.52 3.60 3.09 3.30 3.58 2.71 3.80 3.74 3.86 3.46 3.56 3.85 3.66
3.41 3.41 3.55 3.26 3.43 3.65 3.11 3.70 3.58 3.67 3.32 3.69 3.80 3.47
3.85 3.62 3.70 3.26 3.47 3.75 3.08 3.93 3.80 4.06 3.37 3.83 4.00 4.143.62 3.48 3.42 3.28 3.30 3.66 2.91 3.65 3.87 3.84 3.48 3.65 3.81 3.63
3.81 3.87 3.80 3.59 3.85 3.96 3.23 3.84 3.47 3.89 3.85 3.80 3.78 3.79
3.33 3.50 3.40 3.17 3.26 3.53 2.85 3.78 3.91 3.91 3.36 3.61 3.82 3.68
4.14 4.14 3.90 4.17 4.06 4.12 4.12 4.23 4.19 4.28 4.19 4.22 4.27 4.254.50 4.47 4.10 4.13 4.42 4.30 3.16 4.31 3.90 4.18 4.42 4.13 4.32 4.003.68 3.77 3.53 3.35 3.66 3.76 2.90 3.94 4.05 4.06 3.69 3.86 4.05 3.97
4.05 4.40 3.94 4.11 3.97 4.25 3.95 4.21 4.17 4.16 4.01 4.11 4.21 4.23
3.92 4.23 3.85 4.11 3.92 4.14 3.78 4.09 4.10 4.07 4.00 4.05 4.17 4.13
4.25 4.57 4.05 4.36 4.14 4.39 4.34 4.43 4.39 4.33 4.26 4.40 4.38 4.44
4.15 4.56 4.15 4.17 4.05 4.33 4.03 4.28 4.16 4.18 4.00 4.22 4.27 4.27
3.97 4.37 3.80 3.97 3.87 4.21 3.91 4.14 4.04 4.13 3.88 4.02 4.14 4.21
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
3.98 4.27 3.85 3.96 3.89 4.21 3.62 4.15 4.11 4.09 3.93 3.91 4.12 4.17
3.54 3.53 3.73 3.55 3.43 3.74 3.27 3.80 4.07 3.85 3.64 3.76 3.93 3.87
3.67 3.71 3.80 3.79 3.63 3.90 3.51 4.01 4.09 3.98 3.80 3.90 4.11 4.10
3.45 3.49 3.65 3.38 3.40 3.70 3.04 3.72 4.00 3.79 3.54 3.62 3.91 3.79
3.47 3.38 3.58 3.45 3.36 3.70 3.16 3.71 4.00 3.79 3.67 3.74 3.86 3.673.60 3.64 3.88 3.56 3.38 3.76 3.38 3.82 4.20 3.91 3.59 3.83 3.97 4.11
3.36 3.39 3.40 3.16 3.28 3.54 2.87 3.63 3.85 3.71 3.42 3.48 3.67 3.57
3.36 3.41 3.35 3.20 3.30 3.56 2.83 3.67 3.90 3.80 3.42 3.51 3.72 3.58
3.41 3.41 3.45 3.27 3.32 3.61 2.94 3.66 3.86 3.82 3.50 3.54 3.71 3.67
3.43 3.32 3.68 2.95 3.30 3.57 2.90 3.57 3.72 3.58 3.40 3.50 3.60 3.48
3.29 3.34 3.30 3.18 3.25 3.50 2.70 3.51 3.78 3.78 3.31 3.43 3.66 3.49
3.42 3.41 3.10 3.13 3.23 3.56 2.92 3.63 3.85 3.73 3.34 3.46 3.70 3.76
3.41 3.47 3.50 3.28 3.29 3.58 2.90 3.77 3.95 3.84 3.50 3.54 3.87 3.67
3.31 3.44 3.47 3.32 3.44 3.56 3.19 3.54 3.50 3.49 3.29 3.55 3.47 3.43
3.17 3.36 3.47 2.95 3.27 3.38 2.99 3.47 3.28 3.32 2.97 3.24 3.23 3.03
4.01 4.08 3.76 4.02 4.18 4.16 3.77 4.16 4.14 4.01 3.99 4.10 4.00 4.28
3.47 3.58 3.74 3.48 3.59 3.75 3.25 3.71 3.65 3.64 3.59 3.78 3.77 3.623.03 3.16 3.21 2.90 3.11 3.34 2.97 3.36 3.15 3.31 2.94 3.31 3.19 3.213.18 3.24 3.37 3.07 3.34 3.39 2.98 3.31 3.26 3.43 3.09 3.37 3.36 3.293.32 3.52 3.32 3.22 3.36 3.56 3.10 3.48 3.45 3.63 3.26 3.46 3.45 3.45
2.95 3.03 3.32 2.97 2.99 3.29 2.75 3.11 3.10 3.22 2.84 3.22 3.08 3.18
3.82 4.05 3.94 4.00 3.97 4.07 3.76 3.94 3.96 3.95 3.80 4.02 3.99 4.03
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
3.89 4.07 3.94 3.97 4.08 4.09 3.78 3.98 4.14 3.97 3.96 4.19 3.95 4.12
2.02 2.23 2.65 2.52 2.52 2.49 2.42 2.61 2.59 2.46 2.38 2.60 2.49 2.44
3.46 3.55 3.72 3.39 3.43 3.54 3.20 3.56 3.61 3.68 3.38 3.48 3.54 3.46
3.24 3.41 3.88 3.34 3.34 3.51 3.19 3.49 3.52 3.67 3.41 3.46 3.58 3.42
3.10 3.29 3.63 3.11 3.22 3.38 2.94 3.29 3.43 3.40 3.19 3.26 3.29 3.22
3.57 3.84 3.76 3.66 3.66 3.73 3.45 3.78 3.78 3.95 3.48 3.59 3.72 3.76
3.53 3.55 3.72 3.24 3.47 3.53 3.15 3.56 3.59 3.65 3.34 3.46 3.58 3.53
3.68 3.53 3.48 3.32 3.46 3.73 3.31 3.69 3.70 3.61 3.49 3.67 3.55 3.62
3.73 3.54 3.47 3.45 3.61 3.83 3.38 3.77 3.75 3.63 3.58 3.72 3.62 3.68
3.62 3.54 3.40 3.19 3.28 3.64 3.26 3.58 3.66 3.60 3.41 3.62 3.48 3.58
3.64 3.75 3.61 3.65 3.65 3.82 3.51 3.83 3.80 3.66 3.63 3.79 3.71 3.70
3.11 3.25 3.41 3.25 3.39 3.49 3.31 3.43 3.58 3.41 3.32 3.51 3.50 3.25
3.80 3.90 3.68 3.70 3.82 3.92 3.62 3.98 3.88 3.80 3.76 3.90 3.76 3.94
3.79 4.00 3.68 3.93 3.70 3.99 3.55 3.97 3.88 3.75 3.71 3.87 3.88 3.93
3.99 4.08 3.93 3.79 3.95 3.99 3.59 4.05 3.95 3.94 3.93 4.00 3.96 3.964.08 4.12 4.00 3.89 3.98 4.07 3.69 4.21 4.02 4.07 4.05 4.15 4.04 4.10
3.64 3.79 3.78 3.49 3.50 3.75 2.95 3.73 3.71 3.67 3.56 3.65 3.72 3.684.03 4.03 3.47 3.31 3.73 3.83 3.10 3.77 3.71 3.62 3.53 3.70 3.59 3.65
4.24 4.46 4.21 3.97 4.29 4.18 3.97 4.35 4.19 4.19 4.29 4.27 4.16 4.15
4.16 4.18 4.16 4.27 4.14 4.15 4.03 4.28 4.26 4.22 4.21 4.30 4.27 4.29
4.03 4.13 4.05 3.78 4.13 4.06 3.78 4.15 3.84 3.98 4.08 4.09 4.00 3.98
3.62 3.81 3.89 3.83 3.78 3.85 3.49 3.76 3.85 3.81 3.74 3.78 3.89 3.87
3.90 3.92 4.20 3.77 3.91 3.95 3.61 4.00 4.01 3.99 3.92 3.94 3.95 3.97
3.17 3.42 3.94 2.89 3.09 3.43 2.61 3.40 3.68 3.60 3.36 3.42 3.65 3.54
4.12 4.17 4.26 4.22 4.28 4.22 4.08 4.32 4.27 4.22 4.24 4.28 4.18 4.19
3.99 3.78 4.21 3.74 3.87 3.85 3.63 3.94 3.73 3.82 3.80 3.73 3.63 3.814.30 4.31 4.37 4.22 4.32 4.31 4.10 4.35 4.35 4.32 4.26 4.30 4.31 4.30
3.87 4.03 3.82 3.76 3.81 3.99 3.69 4.05 3.96 3.94 3.93 3.95 3.93 3.87
4.07 4.09 4.05 3.82 3.98 4.06 3.76 4.09 3.99 3.94 4.03 3.97 4.00 3.92
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
3.56 3.83 3.28 3.29 3.30 3.82 3.50 3.79 3.79 3.80 3.67 3.76 3.66 3.69
3.57 3.96 3.63 3.50 3.79 3.89 3.50 3.98 3.85 3.87 3.88 3.83 3.78 3.674.10 4.11 4.16 3.93 3.96 4.04 3.82 4.17 4.09 3.93 3.98 3.99 4.12 3.93
4.05 4.20 4.00 4.22 4.02 4.17 3.97 4.22 4.10 4.17 4.12 4.24 4.17 4.21
3.79 3.85 3.81 3.68 3.68 3.86 3.46 3.92 3.74 3.77 3.70 3.75 3.84 3.78
4.11 4.12 4.00 3.92 3.93 4.06 3.64 4.24 4.01 3.98 3.96 3.99 4.08 4.05
4.17 4.13 3.83 3.95 3.92 4.08 3.64 4.17 3.93 3.95 3.97 3.98 4.05 4.08
2.61 2.76 3.18 2.53 2.70 2.95 2.36 2.81 2.64 2.84 2.57 2.82 2.91 2.67
4.20 4.33 4.00 4.21 4.14 4.30 4.09 4.36 4.31 4.27 4.22 4.22 4.24 4.30
4.12 4.18 3.93 4.01 4.07 4.13 3.88 4.18 4.20 4.08 3.98 4.11 4.12 4.10
4.28 4.35 4.00 4.30 4.36 4.30 4.22 4.40 4.43 4.30 4.22 4.32 4.34 4.44
3.99 4.02 3.78 3.67 3.79 3.93 3.44 3.95 3.92 3.86 3.69 3.88 3.87 3.81
4.10 4.18 3.95 4.05 4.08 4.15 3.99 4.22 4.25 4.09 4.01 4.13 4.16 4.13
4.12 4.07 3.93 4.09 4.07 4.18 4.04 4.28 4.27 4.20 4.15 4.21 4.21 4.25
4.55 4.53 4.20 4.51 4.45 4.49 4.38 4.59 4.57 4.53 4.56 4.52 4.52 4.59
3.72 3.67 3.95 3.80 3.80 3.94 3.75 4.04 3.85 3.86 3.89 3.91 3.81 3.91
4.09 3.93 3.65 3.85 3.95 4.08 3.88 4.16 4.32 4.14 3.97 4.13 4.24 4.27
4.45 4.38 4.48 4.37 4.28 4.40 4.20 4.43 4.33 4.40 4.42 4.43 4.41 4.46
4.64 4.51 4.47 4.47 4.37 4.47 4.28 4.52 4.39 4.48 4.56 4.50 4.45 4.54
4.70 4.60 4.63 4.55 4.50 4.56 4.37 4.61 4.55 4.60 4.64 4.65 4.54 4.65
3.69 3.80 4.11 3.80 3.71 3.98 3.54 4.00 3.82 3.90 3.79 3.99 3.98 3.974.76 4.60 4.58 4.66 4.55 4.58 4.55 4.62 4.58 4.60 4.68 4.61 4.64 4.65
3.73 3.89 3.95 3.52 3.68 3.87 3.22 3.84 3.72 3.79 3.69 3.85 3.86 3.77
3.79 3.97 4.00 3.53 3.73 3.95 3.28 3.96 3.77 3.90 3.79 3.99 3.98 3.88
3.29 3.51 3.89 3.31 3.37 3.63 2.90 3.56 3.41 3.51 3.34 3.55 3.58 3.414.08 4.18 4.00 3.72 3.93 4.05 3.49 4.01 3.96 4.01 3.93 4.01 4.01 4.02
4.11 4.20 4.34 4.02 4.14 4.15 3.89 4.26 4.09 4.12 4.11 4.19 4.06 4.13
4.18 4.35 4.44 4.07 4.28 4.26 3.99 4.42 4.20 4.24 4.30 4.34 4.15 4.22
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
4.28 4.39 4.42 4.23 4.38 4.33 4.18 4.51 4.27 4.33 4.33 4.41 4.27 4.32
3.86 3.88 4.15 3.75 3.76 3.88 3.46 3.85 3.78 3.82 3.71 3.82 3.76 3.86
4.07 4.09 4.16 4.12 3.99 4.14 3.98 4.23 4.11 4.10 4.12 4.20 3.96 4.18
3.88 3.97 4.00 3.98 3.78 4.04 3.81 4.09 3.94 3.94 3.96 4.09 3.70 4.00
4.25 4.19 4.26 4.29 4.18 4.23 4.14 4.40 4.27 4.24 4.29 4.32 4.21 4.39
3.99 3.49 3.78 3.74 3.60 3.70 3.58 3.75 3.75 3.75 3.78 3.78 3.71 3.78
3.82 3.31 3.94 3.81 3.75 3.72 3.51 3.71 3.67 3.67 3.76 3.73 3.78 3.62
4.49 3.74 4.28 4.36 4.27 4.04 4.09 4.21 4.09 4.15 4.26 4.17 4.17 4.204.38 3.56 3.94 4.01 3.78 3.90 3.81 3.93 3.90 3.88 4.00 3.87 3.85 3.89
4.19 3.67 4.13 4.10 3.94 3.89 3.81 3.99 4.00 3.89 4.02 3.93 3.80 4.02
4.18 4.09 3.81 4.26 3.91 4.08 3.99 4.15 4.22 4.05 4.05 4.03 3.97 4.233.45 3.23 3.00 3.17 3.11 3.40 3.34 3.36 3.51 3.41 3.52 3.44 3.46 3.19
3.32 2.26 2.40 2.76 2.21 2.57 2.67 2.60 2.55 2.68 2.84 2.48 2.47 2.65
4.38 4.19 4.28 4.17 4.12 4.24 4.30 4.39 4.44 4.35 4.30 4.27 4.24 4.39
4.50 4.23 4.53 4.41 4.33 4.32 4.43 4.49 4.44 4.45 4.47 4.40 4.36 4.48
4.50 4.26 4.11 4.20 4.02 4.29 4.39 4.44 4.53 4.36 4.34 4.30 4.30 4.454.16 4.07 4.11 4.01 3.97 4.07 4.10 4.25 4.34 4.22 4.09 4.07 4.03 4.27
4.20 3.97 4.32 4.12 4.11 3.75 3.89 4.00 4.09 3.91 3.77 4.13 4.03 4.12
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
4.17 3.89 4.28 4.14 4.09 3.33 3.76 3.77 4.01 3.72 3.40 4.01 3.93 3.98
4.25 4.06 4.32 4.15 4.14 4.10 4.01 4.21 4.12 4.07 4.05 4.25 4.11 4.22
3.19 3.08 3.63 3.53 3.38 3.45 3.08 3.39 3.42 3.31 3.49 3.51 3.49 3.212.86 2.81 3.68 3.30 3.20 3.22 2.88 3.15 3.15 3.13 3.21 3.29 3.31 2.91
3.50 3.33 3.58 3.70 3.53 3.67 3.28 3.62 3.68 3.50 3.74 3.71 3.63 3.50
3.24 3.02 3.21 3.24 3.12 3.43 3.09 3.34 3.38 3.22 3.45 3.64 3.45 3.393.22 3.10 3.32 3.33 3.15 3.44 3.15 3.39 3.38 3.34 3.43 3.62 3.47 3.41
3.26 2.92 3.11 3.16 3.05 3.42 3.02 3.28 3.37 3.12 3.48 3.67 3.44 3.38
3.73 3.84 3.83 3.75 3.71 3.76 3.68 3.90 3.97 3.82 3.83 3.80 3.97 4.04
3.70 3.80 3.78 3.66 3.72 3.75 3.60 3.92 3.92 3.79 3.78 3.84 3.95 3.91
3.75 3.89 3.88 3.83 3.72 3.79 3.74 3.95 3.99 3.85 3.87 3.79 4.01 4.15
2.92 3.12 3.28 2.92 2.99 3.16 2.72 3.28 3.03 3.15 2.79 3.09 3.29 3.063.04 3.23 3.29 2.90 3.09 3.19 2.85 3.41 3.03 3.21 2.85 3.13 3.36 3.16
3.15 3.30 3.35 2.97 3.20 3.27 2.83 3.50 2.96 3.31 2.89 3.29 3.42 3.162.66 2.90 3.39 2.92 2.91 2.92 2.55 3.13 2.80 2.96 2.72 2.91 3.21 2.77
2.80 3.03 3.10 2.81 2.88 3.19 2.67 3.09 3.08 3.11 2.63 3.12 3.27 3.01
3.93 3.94 3.93 3.92 4.03 4.04 3.89 4.00 4.13 4.01 4.04 4.07 4.09 3.97
3.89 3.93 4.05 3.94 4.03 4.07 3.84 4.00 4.14 4.00 4.07 4.13 4.08 3.96
3.99 4.01 4.05 3.99 4.10 4.06 3.97 4.04 4.14 4.04 4.09 4.08 4.16 4.13
3.97 3.94 3.68 3.90 4.02 4.01 3.85 3.98 4.10 3.98 3.95 4.01 4.05 3.94
4.02 3.52 3.39 3.67 3.60 4.05 4.10 4.08 4.21 3.75 4.11 3.89 4.08 4.12
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingNY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
3.93 3.29 3.32 3.56 3.55 3.98 4.01 4.03 4.19 3.56 4.07 3.76 3.93 4.02
4.11 3.76 3.47 3.82 3.67 4.13 4.20 4.13 4.23 3.95 4.18 4.05 4.22 4.21
2.92 2.87 2.77 3.16 2.82 3.17 3.34 3.55 3.30 3.35 3.39 3.48 3.46 3.50
3.37 3.28 3.42 3.54 3.11 3.56 3.73 3.89 3.68 3.73 3.74 3.77 3.75 3.79
3.22 3.21 3.28 3.52 3.08 3.44 3.68 3.95 3.60 3.60 3.65 3.69 3.75 3.85
1.95 1.98 1.78 2.14 2.07 2.31 2.49 2.65 2.44 2.55 2.56 2.80 2.69 2.80
3.86 3.87 3.84 3.89 3.72 3.97 3.97 4.02 4.11 3.98 3.94 4.03 4.20 4.05
4.20 4.16 4.11 4.07 4.02 4.19 3.86 4.27 4.06 4.17 4.25 4.22 4.22 4.11
3.92 4.05 4.15 3.91 3.94 4.07 3.70 4.09 3.91 4.02 4.06 4.11 4.07 4.00
4.04 4.13 3.82 3.98 4.07 4.12 3.93 4.07 4.00 3.99 3.91 4.14 4.04 4.21
3.96 3.85 3.88 3.93 3.92 3.98 3.65 3.97 3.90 3.89 3.86 3.94 4.01 4.00
4.07 4.03 3.95 4.01 3.95 4.11 4.02 4.13 4.25 4.09 4.21 4.27 4.25 4.21
2.53 2.53 3.37 2.59 2.77 3.06 2.28 2.88 2.87 2.73 2.52 2.92 2.99 2.62
3.66 3.87 3.94 3.82 3.82 3.87 3.68 3.80 3.84 3.85 3.70 3.72 3.77 3.87
2.61 2.84 3.44 2.82 2.84 3.27 2.44 3.63 3.69 3.37 3.23 3.38 3.52 2.51
3.64 3.74 3.71 3.51 3.24 3.77 3.43 3.70 3.62 3.64 3.71 3.71 3.62 3.73
3.37 3.47 3.95 3.39 3.40 3.58 3.42 3.51 3.64 3.45 3.34 3.46 3.53 3.513.94 3.78 3.74 3.63 3.65 3.58 3.91 3.48 3.57 3.68 3.69 3.64 3.50 3.763.53 3.24 3.68 3.56 3.50 3.36 3.48 3.29 3.36 3.31 3.40 3.27 3.50 3.29
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBINY-CT NY-CIDNY-Front 
officeNY-Intel NY-SO NK NO OC OM PH PX PG PO RH
2.46 2.88 3.37 2.68 2.98 2.98 3.91 2.72 2.34 3.07 4.04 3.76 2.43 2.83
4.36 4.26 4.32 4.31 4.19 4.20 4.36 4.32 4.39 4.26 4.28 4.19 4.13 4.35
3.38 3.31 3.76 3.50 3.37 3.45 3.36 3.01 3.23 3.44 3.46 3.27 3.40 3.45
2.83 2.80 3.37 2.78 3.08 3.30 2.55 3.21 3.00 2.97 3.02 3.23 3.07 3.08
3.82 3.67 4.00 3.74 3.81 3.84 3.48 3.87 3.71 3.79 3.85 3.96 3.75 3.67
4.09 4.13 4.42 4.22 4.17 4.20 3.95 4.30 4.18 4.20 4.27 4.26 4.23 4.164.30 4.38 4.28 4.35 4.41 4.31 4.25 4.40 4.38 4.37 4.39 4.40 4.32 4.44
3.59 3.62 3.63 3.70 3.57 3.84 3.29 3.78 3.82 3.75 3.72 3.83 3.73 3.63
1.99 2.35 2.39 2.30 2.22 2.45 2.44 2.53 2.53 2.44 2.22 2.47 2.57 2.44
3.50 3.61 3.61 3.24 3.39 3.68 3.04 3.70 3.35 3.47 3.58 3.57 3.69 3.47
2.74 2.84 3.12 2.77 2.87 3.23 2.42 3.04 2.90 2.98 2.84 2.96 3.10 2.85
4.50 4.33 4.35 4.28 4.29 4.33 4.24 4.50 4.39 4.38 4.39 4.34 4.39 4.44
3.95 3.67 3.94 3.54 3.91 3.67 3.33 3.56 3.58 3.70 3.60 3.59 3.53 3.39
2.30 2.41 3.16 2.48 2.70 2.97 2.17 2.82 2.95 2.73 2.70 2.90 2.89 2.67
4.21 4.18 3.89 4.00 4.04 4.18 4.00 4.11 4.06 4.12 4.06 4.05 4.02 4.06
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
4.12 3.59 3.87 3.79 3.97 3.94 3.73 3.68 3.71 3.87 3.87 3.77
4.09 3.60 3.92 3.76 3.92 4.02 3.79 3.75 3.76 3.92 3.94 3.77
4.16 3.41 3.81 3.82 4.07 3.81 3.65 3.75 3.51 3.74 3.90 3.80
4.06 3.74 3.86 3.75 4.01 3.99 3.62 3.68 3.83 3.93 3.85 3.74
3.94 3.32 3.58 3.59 3.68 3.67 3.36 3.46 3.45 3.57 3.54 3.43
4.36 3.85 4.19 4.09 4.17 4.32 4.24 3.87 3.94 4.14 4.12 4.08
4.11 3.61 3.89 3.78 3.96 3.94 3.70 3.62 3.74 3.93 3.88 3.78
3.82 3.66 3.69 3.38 4.06 3.41 3.22 2.96 3.67 3.94 3.71 3.56
3.71 3.58 3.56 3.35 4.05 3.25 3.18 2.79 3.66 3.94 3.68 3.46
3.60 3.42 3.38 3.06 4.01 3.14 2.96 2.75 3.50 3.86 3.51 3.34
3.72 3.46 3.58 3.22 3.85 3.28 3.05 2.85 3.58 3.70 3.59 3.37
3.88 3.70 3.41 3.09 4.00 3.10 3.07 2.97 3.63 3.93 3.63 3.503.64 3.57 3.55 3.13 3.87 3.25 3.06 2.84 3.59 3.90 3.66 3.41
3.93 3.53 3.78 3.68 4.01 3.54 3.41 3.05 3.55 3.89 3.90 3.60
3.69 3.53 3.32 3.34 3.99 3.09 2.96 2.78 3.63 3.87 3.41 3.33
4.37 4.09 4.20 3.98 4.37 4.28 4.05 3.55 4.04 4.25 4.19 4.034.10 3.92 4.34 3.69 4.41 3.84 3.18 3.07 3.94 4.17 4.01 3.983.88 3.75 3.69 3.25 4.17 3.33 3.11 2.86 3.67 4.07 3.73 3.57
4.25 4.13 4.07 4.13 4.15 3.80 4.06 3.98 4.10 4.16 4.01 4.00
4.09 4.11 4.00 4.01 4.15 3.76 3.97 3.89 4.05 4.05 3.89 3.82
4.49 4.28 4.31 4.36 4.33 4.10 4.31 4.24 4.40 4.35 4.26 4.21
4.32 4.20 4.07 4.22 4.13 3.88 4.09 4.06 4.09 4.24 4.13 4.11
4.25 4.01 4.00 4.10 4.07 3.66 4.00 3.93 3.94 4.08 3.96 3.98
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
4.13 4.03 3.99 3.97 4.08 3.66 3.91 3.83 4.02 4.11 3.87 3.85
3.93 3.73 3.70 3.35 3.92 3.50 3.25 3.24 3.75 3.95 3.67 3.57
4.18 3.83 3.96 3.68 4.08 3.78 3.51 3.66 3.90 4.08 3.69 3.77
3.85 3.67 3.68 3.29 3.86 3.44 3.07 3.16 3.72 3.89 3.59 3.45
3.85 3.67 3.68 3.25 3.86 3.53 3.18 3.13 3.73 3.95 3.71 3.563.90 3.79 3.50 3.17 4.00 3.33 3.23 3.04 3.73 3.94 3.76 3.53
3.58 3.46 3.40 3.26 3.66 3.11 2.96 2.92 3.59 3.76 3.45 3.29
3.60 3.40 3.40 3.31 3.66 3.11 2.92 2.89 3.62 3.76 3.35 3.32
3.63 3.47 3.43 3.33 3.78 3.07 3.01 2.93 3.66 3.82 3.45 3.30
3.46 3.38 3.47 3.12 3.57 3.19 3.07 3.07 3.59 3.61 3.46 3.30
3.53 3.43 3.35 3.26 3.70 2.98 2.85 2.96 3.57 3.81 3.36 3.21
3.64 3.48 3.34 3.23 3.70 3.04 2.81 2.65 3.55 3.76 3.37 3.30
3.69 3.55 3.44 3.40 3.84 3.14 3.00 2.99 3.70 3.87 3.55 3.33
3.47 3.39 3.42 3.34 3.43 3.23 3.21 3.18 3.43 3.51 3.48 3.36
3.39 3.09 3.20 3.00 3.27 2.81 2.94 2.76 3.27 3.29 3.26 3.15
3.85 3.98 3.84 3.97 4.04 3.98 3.98 3.82 4.05 4.09 4.14 3.99
3.63 3.69 3.64 3.42 3.70 3.42 3.28 3.30 3.60 3.83 3.64 3.543.32 3.19 3.25 3.04 3.15 3.03 2.97 2.83 3.14 3.19 3.15 2.993.37 3.17 3.25 3.17 3.24 3.04 2.98 2.91 3.19 3.22 3.29 3.113.49 3.20 3.50 3.32 3.51 3.14 3.09 3.09 3.38 3.42 3.46 3.35
3.12 3.13 3.18 3.03 3.11 2.74 2.81 2.90 3.05 3.09 3.23 3.09
4.01 4.00 3.86 3.97 3.95 3.83 3.85 3.82 3.88 4.03 3.89 3.96
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
3.80 3.87 3.77 3.87 3.87 3.81 3.84 3.85 3.99 4.16 4.07 3.95
2.63 2.59 2.59 2.41 2.47 2.74 2.38 2.34 2.35 2.73 2.79 2.38
3.51 3.35 3.43 3.37 3.51 3.24 3.32 3.22 3.49 3.54 3.43 3.44
3.45 3.35 3.49 3.35 3.47 3.37 3.34 3.20 3.39 3.52 3.45 3.39
3.26 3.21 3.34 3.19 3.32 3.07 2.94 3.00 3.29 3.36 3.24 3.14
3.71 3.54 3.47 3.62 3.68 3.28 3.75 3.39 3.63 3.66 3.60 3.66
3.51 3.34 3.38 3.29 3.55 3.17 3.12 3.24 3.50 3.48 3.42 3.37
3.65 3.61 3.49 3.47 3.59 3.48 3.26 3.44 3.63 3.62 3.45 3.43
3.74 3.59 3.49 3.58 3.63 3.40 3.23 3.52 3.59 3.71 3.59 3.53
3.58 3.60 3.49 3.35 3.55 3.59 3.31 3.37 3.65 3.54 3.33 3.34
3.72 3.67 3.64 3.65 3.71 3.46 3.42 3.58 3.69 3.72 3.59 3.61
3.30 3.33 3.43 3.24 3.31 3.06 3.03 3.44 3.44 3.45 3.51 3.24
3.86 3.79 3.76 3.80 3.88 3.67 3.55 3.64 3.84 3.83 3.64 3.72
3.93 3.83 3.71 3.88 3.89 3.53 3.74 3.66 3.77 3.82 3.64 3.78
3.99 3.87 3.95 3.87 3.97 3.89 3.73 3.71 3.93 3.99 3.83 3.884.08 3.97 4.18 3.97 4.09 3.99 3.76 3.75 4.03 4.11 3.87 3.84
3.70 3.58 3.61 3.49 3.68 3.27 3.24 3.24 3.69 3.69 3.60 3.513.68 3.48 3.66 3.57 3.72 3.84 3.30 3.35 3.69 3.74 3.20 3.68
4.27 4.16 4.23 4.15 4.27 4.17 4.13 4.07 4.09 4.25 4.24 4.22
4.29 4.17 4.28 4.24 4.23 4.26 4.09 4.16 4.15 4.20 4.24 4.15
4.11 3.92 3.94 3.98 4.06 3.91 3.93 3.89 4.02 4.05 3.93 3.97
3.74 3.79 3.68 3.74 3.74 3.59 3.60 3.53 3.82 3.82 3.72 3.66
3.92 3.80 3.75 3.86 3.95 3.68 3.63 3.76 3.89 3.92 3.97 3.93
3.45 3.33 3.02 3.12 3.52 2.84 2.96 3.20 3.49 3.31 3.67 3.34
4.28 4.09 4.14 4.20 4.25 4.18 4.01 4.14 4.02 4.28 4.25 4.22
3.62 3.61 3.61 3.77 3.76 3.43 3.40 3.58 3.84 3.79 3.76 3.824.30 4.22 4.26 4.31 4.30 4.28 4.18 4.13 4.19 4.30 4.24 4.28
3.93 3.96 3.94 3.87 3.94 3.49 3.79 3.72 3.97 3.95 3.75 3.78
4.04 4.02 4.11 3.92 4.01 3.49 3.93 3.81 4.04 3.98 3.81 3.92
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
3.65 3.76 3.71 3.67 3.67 3.12 3.52 3.27 3.83 3.80 3.54 3.33
3.75 3.89 3.75 3.76 3.84 3.56 3.62 3.49 3.89 3.86 3.66 3.704.06 4.06 4.04 3.87 4.10 3.44 3.76 3.82 3.96 4.05 3.84 3.93
4.18 4.13 4.12 4.17 4.15 3.85 4.20 4.27 4.13 4.07 3.98 4.00
3.85 3.65 3.76 3.62 3.89 3.22 3.50 3.56 3.74 3.78 3.70 3.67
4.05 3.92 4.04 3.87 4.12 3.30 3.64 3.62 3.97 4.04 3.83 3.92
4.07 3.90 4.03 3.82 4.13 3.36 3.70 3.75 3.88 4.06 3.81 3.82
2.88 2.61 2.59 2.51 2.92 2.38 2.44 2.65 2.81 2.86 2.94 2.72
4.33 4.18 4.29 4.26 4.35 3.70 4.17 4.18 4.22 4.09 4.14 4.08
4.18 3.93 4.09 3.92 4.19 3.50 3.79 3.70 4.05 4.09 3.89 3.98
4.39 4.09 4.33 4.30 4.39 3.85 4.06 4.20 4.34 4.28 4.11 4.19
3.98 3.74 3.86 3.53 4.01 3.24 3.39 3.35 3.80 3.95 3.69 3.78
4.19 4.00 4.08 4.00 4.17 3.47 3.93 3.64 4.03 4.04 3.87 3.98
4.31 4.08 4.15 3.95 4.23 3.91 3.93 3.91 4.15 4.24 3.99 4.03
4.59 4.44 4.54 4.46 4.52 4.21 4.40 4.39 4.40 4.50 4.28 4.46
4.04 3.71 3.86 3.74 3.93 3.93 3.64 3.72 3.87 3.97 3.78 3.68
4.22 4.10 3.98 3.71 4.27 3.65 3.73 3.61 4.12 4.21 3.91 3.90
4.45 4.24 4.48 4.40 4.44 4.45 4.20 4.26 4.35 4.37 4.39 4.38
4.50 4.36 4.57 4.49 4.50 4.42 4.32 4.35 4.44 4.43 4.38 4.45
4.61 4.45 4.67 4.61 4.59 4.62 4.41 4.43 4.52 4.56 4.48 4.56
4.07 3.67 3.93 3.76 4.02 4.04 3.55 3.69 3.92 3.94 4.09 3.834.63 4.54 4.73 4.73 4.66 4.71 4.49 4.53 4.54 4.60 4.58 4.66
3.85 3.62 3.77 3.60 3.87 3.62 3.41 3.32 3.82 3.81 3.80 3.69
3.96 3.73 3.86 3.70 3.98 3.57 3.44 3.28 3.90 3.99 3.86 3.72
3.56 3.30 3.43 3.25 3.61 3.50 3.15 3.04 3.58 3.46 3.68 3.454.00 3.83 4.03 3.84 4.04 3.78 3.64 3.65 3.99 4.00 3.86 3.90
4.17 4.00 4.11 4.09 4.13 4.10 3.89 3.90 4.08 4.12 4.02 4.02
4.30 4.17 4.27 4.23 4.26 4.30 4.06 4.02 4.20 4.26 4.06 4.08
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
4.37 4.22 4.34 4.37 4.34 4.42 4.06 4.12 4.23 4.31 4.14 4.23
3.83 3.61 3.73 3.69 3.80 3.57 3.55 3.60 3.80 3.80 3.87 3.78
4.12 4.02 4.15 4.09 4.10 4.28 3.94 4.00 4.11 4.13 4.18 4.03
3.91 3.82 4.00 3.89 3.92 4.23 3.71 3.81 3.94 3.93 4.08 3.80
4.31 4.22 4.31 4.29 4.25 4.31 4.19 4.22 4.29 4.31 4.28 4.23
3.76 3.65 3.78 3.71 3.68 3.56 3.74 3.44 3.78 3.85 3.55 3.67
3.75 3.59 3.87 3.70 3.72 3.64 3.78 3.34 3.74 3.96 3.77 3.82
4.29 4.04 4.25 4.12 4.28 4.06 4.18 3.93 4.14 4.29 4.18 4.333.97 3.76 3.92 4.01 3.93 3.62 3.82 3.66 3.94 3.99 3.58 4.04
3.99 3.85 4.10 3.98 4.00 3.88 3.94 3.68 3.96 4.10 3.83 4.06
4.10 3.98 4.04 4.09 4.05 3.84 4.01 3.94 4.04 4.12 3.78 3.973.44 3.30 3.43 3.54 3.30 3.25 3.47 3.13 3.56 3.54 3.44 3.25
2.56 2.54 2.80 2.94 2.55 2.31 2.69 2.58 2.67 2.77 2.38 2.82
4.39 4.27 4.40 4.34 4.27 4.21 4.31 4.22 4.29 4.31 3.96 4.04
4.50 4.34 4.50 4.42 4.43 4.36 4.51 4.39 4.40 4.41 4.19 4.29
4.46 4.29 4.39 4.44 4.27 4.18 4.30 4.27 4.30 4.36 3.75 3.914.21 4.16 4.30 4.15 4.12 4.04 4.15 4.04 4.18 4.23 3.80 3.91
4.11 3.82 3.91 3.96 4.02 3.77 3.81 3.87 3.79 4.05 4.02 4.08
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
4.01 3.53 3.68 3.74 3.86 3.60 3.57 3.57 3.37 3.93 3.80 3.88
4.18 4.06 4.08 4.13 4.15 3.92 4.01 4.13 4.14 4.14 4.10 4.18
3.45 3.27 3.35 3.28 3.37 3.43 3.20 3.33 3.41 3.49 3.79 3.423.25 3.00 3.15 3.02 3.13 3.35 2.99 3.02 3.14 3.27 3.67 3.32
3.63 3.52 3.56 3.52 3.57 3.50 3.37 3.64 3.68 3.71 3.87 3.51
3.33 3.35 3.38 3.41 3.29 3.09 3.20 3.37 3.60 3.51 3.69 3.343.31 3.38 3.39 3.46 3.47 2.75 3.21 3.42 3.73 3.51 3.72 3.45
3.35 3.32 3.36 3.37 3.13 3.39 3.17 3.32 3.49 3.51 3.68 3.24
3.91 3.74 3.85 3.68 3.86 3.36 3.65 3.82 3.73 3.82 3.64 3.78
3.84 3.68 3.83 3.70 3.76 3.35 3.72 3.79 3.71 3.80 3.67 3.76
3.97 3.78 3.86 3.69 3.95 3.36 3.64 3.82 3.78 3.82 3.60 3.76
3.15 3.02 3.07 2.90 3.07 2.72 2.76 2.95 3.06 3.15 3.24 3.103.17 3.04 3.08 2.97 3.08 2.88 2.82 3.04 3.15 3.16 3.28 3.18
3.16 3.05 3.18 3.01 3.16 2.98 2.98 3.12 3.12 3.24 3.37 3.273.00 2.89 2.99 2.86 2.84 2.40 2.70 2.87 3.08 2.98 3.21 3.05
3.13 2.97 2.92 2.76 3.10 2.55 2.59 2.76 2.89 3.12 3.04 2.88
4.07 3.94 4.06 3.94 3.94 3.93 3.81 4.00 3.99 4.09 4.03 3.89
4.11 4.00 4.10 3.98 3.93 4.01 3.97 4.04 4.10 4.13 4.08 3.86
4.08 4.02 4.10 4.03 4.07 3.98 3.84 4.08 4.00 4.11 4.09 3.99
4.02 3.84 3.99 3.82 3.87 3.87 3.65 3.88 3.88 4.01 3.96 3.82
3.99 4.05 4.13 4.10 3.91 3.38 3.98 4.00 4.11 4.16 3.94 3.90
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingSC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
3.82 4.03 4.10 4.18 3.75 3.18 3.97 3.88 4.04 4.15 3.86 3.92
4.15 4.08 4.16 4.05 4.10 3.56 4.03 4.14 4.20 4.18 4.01 3.88
3.30 3.39 3.44 3.40 3.18 3.69 3.22 3.42 3.49 3.43 3.27 3.26
3.63 3.78 3.79 3.78 3.57 4.12 3.56 3.76 3.83 3.76 3.54 3.62
3.66 3.66 3.77 3.75 3.53 3.88 3.56 3.74 3.75 3.65 3.55 3.48
2.47 2.63 2.71 2.59 2.34 2.99 2.40 2.58 2.79 2.69 2.58 2.45
4.08 3.97 4.06 3.84 3.99 3.95 3.69 3.84 3.97 4.07 3.92 3.86
4.21 3.98 4.26 4.01 4.20 4.13 3.79 3.94 4.06 4.25 4.24 4.10
4.09 3.84 4.19 3.95 4.11 4.03 3.66 3.69 4.04 4.16 4.12 3.99
4.03 3.87 4.03 3.93 4.00 3.75 3.92 3.84 4.01 4.12 4.07 3.90
3.91 3.67 3.93 3.83 3.89 3.93 3.77 3.74 3.77 3.95 3.83 3.87
4.07 4.06 4.13 3.82 4.11 3.86 3.98 4.07 4.21 4.12 4.00 3.99
2.88 2.69 2.63 2.62 2.80 2.97 2.46 2.66 2.77 2.89 3.13 2.73
3.87 3.71 3.84 3.75 3.78 3.63 3.67 3.65 3.79 3.78 3.88 3.77
3.48 3.19 3.33 3.36 3.48 3.23 3.30 3.06 3.19 3.78 3.40 2.90
3.68 3.66 3.78 3.60 3.65 3.53 3.27 3.57 3.64 3.83 3.79 3.71
3.39 3.15 3.36 3.34 3.59 3.18 3.11 3.04 3.40 3.51 3.61 3.343.69 3.53 3.57 3.72 3.58 3.82 3.60 3.51 3.53 3.67 3.76 3.843.36 3.32 3.42 3.24 3.48 3.27 3.45 3.43 3.46 3.46 3.66 3.43
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBISC SU SA SD SF SJ SE SU SL TPWA-
AdminWFO-CI
3.50 3.19 3.31 4.00 3.45 2.47 3.99 2.08 3.11 3.48 3.09 2.81
4.28 4.07 4.48 4.48 4.29 4.52 4.38 4.34 4.15 4.20 4.13 4.24
3.44 3.52 3.53 3.73 3.46 3.61 3.64 3.36 3.18 3.41 3.40 3.46
3.10 2.88 3.15 2.69 2.99 3.23 2.57 2.61 3.06 3.24 3.35 3.05
3.87 3.66 3.85 3.68 3.83 3.62 3.59 3.33 3.61 3.96 3.95 3.86
4.27 4.06 4.21 4.19 4.21 4.13 3.90 3.90 4.02 4.27 4.24 4.244.40 4.31 4.36 4.37 4.40 4.31 4.26 4.26 4.32 4.42 4.29 4.36
3.77 3.63 3.76 3.45 3.82 3.66 3.38 3.39 3.67 3.91 3.62 3.56
2.61 2.55 2.39 2.39 2.53 2.35 2.44 2.64 2.48 2.45 2.40 2.16
3.65 3.36 3.61 3.36 3.65 3.49 3.08 3.18 3.66 3.66 3.59 3.42
2.94 2.75 2.90 2.73 2.95 2.76 2.62 2.37 2.98 3.20 3.17 2.90
4.44 4.37 4.37 4.41 4.42 4.22 4.25 4.28 4.38 4.38 4.33 4.26
3.63 3.39 3.70 3.54 3.52 4.04 3.53 3.23 3.57 3.64 3.79 3.77
2.82 2.64 2.79 2.60 2.76 2.27 2.54 2.43 2.85 2.88 3.11 2.59
4.19 3.97 4.18 4.06 4.07 4.32 3.81 4.04 4.01 4.19 4.08 4.05
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
3.75 3.80 3.61 3.77 3.87
3.69 3.64 3.64 3.79 3.88
3.81 3.88 3.68 3.75 3.85
3.70 3.70 3.48 3.60 3.88
3.37 3.53 3.24 3.35 3.58
4.12 4.13 3.85 4.19 4.14
3.83 3.87 3.74 3.83 3.89
3.69 3.91 3.27 3.31 3.71
3.62 3.88 3.36 3.10 3.67
3.53 3.71 3.00 3.00 3.51
3.35 3.48 3.18 2.94 3.51
3.70 3.90 3.00 3.06 3.653.58 3.71 3.29 3.04 3.57
3.65 3.98 3.67 3.63 3.79
3.50 3.76 3.15 3.09 3.56
4.08 4.29 3.85 4.03 4.194.28 4.43 3.44 3.76 4.053.77 3.87 3.12 3.19 3.73
4.16 4.41 3.69 3.98 4.12
3.99 4.31 3.70 3.79 4.04
4.33 4.54 4.12 4.31 4.36
4.29 4.51 3.73 4.05 4.17
4.16 4.42 3.64 3.89 4.04
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
4.01 4.32 3.61 3.92 4.00
3.63 3.74 3.30 3.30 3.74
3.75 3.88 3.32 3.61 3.93
3.53 3.65 3.12 3.20 3.67
3.54 3.73 3.40 3.22 3.683.83 3.74 3.26 3.18 3.71
3.43 3.68 3.03 3.04 3.47
3.57 3.65 3.05 3.01 3.49
3.55 3.69 3.20 3.04 3.53
3.29 3.68 2.71 2.94 3.42
3.42 3.65 2.90 3.03 3.44
3.38 3.67 3.15 2.93 3.45
3.60 3.74 3.20 3.11 3.58
3.37 3.57 3.06 3.17 3.42
3.23 3.33 2.65 2.96 3.21
4.01 4.18 3.80 3.92 4.03
3.51 3.74 3.09 3.30 3.622.95 3.28 2.75 2.81 3.163.30 3.41 2.88 2.96 3.243.53 3.64 3.08 3.02 3.37
2.97 3.38 2.97 2.77 3.07
3.86 4.13 3.59 3.85 3.96
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
3.83 4.01 3.61 3.93 3.98
2.35 2.39 2.34 2.26 2.53
3.54 3.73 3.29 3.09 3.48
3.43 3.69 3.32 3.07 3.46
3.27 3.48 3.13 2.86 3.27
3.73 3.98 3.57 3.46 3.68
3.53 3.70 3.02 2.97 3.45
3.51 3.84 3.05 3.13 3.57
3.58 3.86 3.12 3.33 3.64
3.43 3.83 3.02 2.92 3.52
3.68 3.90 3.29 3.43 3.70
3.22 3.47 3.12 2.95 3.39
3.80 4.07 3.29 3.51 3.82
3.87 4.06 3.42 3.74 3.84
3.88 4.15 3.48 3.69 3.923.95 4.22 3.46 3.67 4.00
3.67 3.98 3.05 3.30 3.593.68 4.03 2.89 3.32 3.61
4.04 4.36 4.12 4.05 4.20
4.21 4.28 3.98 4.10 4.22
3.86 4.17 3.57 3.82 3.99
3.69 4.00 3.32 3.54 3.77
3.81 3.96 3.81 3.63 3.91
3.41 3.45 3.42 2.66 3.37
4.04 4.22 4.05 4.19 4.21
3.59 3.78 3.87 3.61 3.774.13 4.37 3.96 4.06 4.26
3.86 4.13 3.44 3.62 3.88
4.05 4.17 3.53 3.71 3.96
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
3.59 3.95 2.95 3.00 3.63
3.54 3.97 3.27 3.45 3.764.07 4.24 3.50 3.83 3.97
4.11 4.33 4.15 4.20 4.13
3.85 3.94 3.34 3.60 3.71
4.12 4.19 3.53 3.79 3.94
4.15 4.24 3.49 3.80 3.92
2.79 2.85 2.52 2.57 2.73
4.28 4.42 3.71 4.15 4.20
4.13 4.22 3.69 3.90 4.03
4.31 4.37 3.98 4.18 4.28
3.97 4.08 3.39 3.64 3.78
4.13 4.21 3.67 3.90 4.04
4.12 4.17 3.72 3.92 4.15
4.53 4.61 4.20 4.38 4.50
3.76 3.70 3.34 3.58 3.87
4.08 4.09 3.56 3.78 4.05
4.39 4.41 4.25 4.29 4.39
4.46 4.54 4.22 4.36 4.46
4.60 4.59 4.38 4.51 4.57
3.86 3.84 3.88 3.61 3.904.68 4.65 4.51 4.67 4.62
3.73 3.95 3.44 3.35 3.73
3.89 4.09 3.57 3.37 3.82
3.28 3.64 3.23 3.03 3.444.02 4.13 3.49 3.63 3.92
3.96 4.18 3.79 3.87 4.07
4.10 4.36 3.80 4.06 4.19
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
4.18 4.41 3.95 4.16 4.27
3.62 3.76 3.60 3.40 3.76
4.00 4.15 4.13 3.91 4.12
3.71 3.96 4.02 3.63 3.94
4.24 4.32 4.20 4.15 4.28
3.99 3.68 3.52 3.48 3.71
3.93 3.68 3.58 3.65 3.73
4.49 3.96 3.92 4.26 4.174.23 3.84 3.50 3.74 3.91
4.25 3.86 3.53 3.98 3.95
4.31 4.18 3.64 3.81 4.043.56 3.38 3.24 3.05 3.43
3.24 2.34 2.50 2.51 2.63
4.44 4.31 3.87 3.99 4.27
4.50 4.40 4.14 4.29 4.41
4.46 4.42 3.55 3.77 4.294.33 4.13 3.67 3.79 4.11
4.18 3.95 3.88 3.98 3.96
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
4.09 3.79 3.84 3.87 3.76
4.23 4.10 3.87 4.05 4.12
3.35 3.21 3.77 3.37 3.413.17 2.91 3.72 3.19 3.20
3.52 3.48 3.83 3.52 3.61
3.27 3.36 3.39 3.02 3.373.22 3.51 3.45 3.01 3.41
3.34 3.22 3.40 3.02 3.33
3.72 3.81 3.57 3.75 3.80
3.72 3.76 3.54 3.69 3.76
3.76 3.82 3.63 3.80 3.84
3.12 3.21 2.90 2.84 3.043.23 3.34 2.98 3.00 3.10
3.38 3.41 3.07 3.10 3.162.98 3.18 2.92 2.65 2.90
2.90 2.94 2.67 2.64 2.97
3.91 4.01 3.93 3.95 4.01
3.96 4.02 3.89 3.96 4.04
4.01 4.03 4.12 3.99 4.06
3.78 3.96 3.76 3.90 3.94
4.12 4.13 3.79 3.89 3.97
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
4.06 4.08 3.73 3.85 3.88
4.18 4.19 3.86 3.93 4.07
3.35 3.30 2.82 3.09 3.36
3.73 3.67 3.07 3.51 3.72
3.66 3.66 3.05 3.44 3.67
2.52 2.36 2.17 2.18 2.56
3.74 3.95 3.52 3.73 3.98
4.08 4.20 3.98 3.91 4.13
3.97 4.11 3.83 3.80 4.02
4.01 4.14 3.70 4.07 4.02
3.85 3.96 3.69 3.88 3.90
3.95 4.09 3.69 3.94 4.09
2.51 2.66 2.77 2.45 2.79
3.77 3.91 3.64 3.59 3.79
2.46 3.03 3.03 2.54 3.26
3.75 3.86 3.33 3.36 3.67
3.26 3.30 3.43 3.26 3.433.88 3.77 3.80 3.72 3.673.57 2.96 4.05 3.64 3.41
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBIWFO-CTWFO-
CIDWFO-
Front 
OfficeWFO-
IntelFO 
Average
2.61 2.85 2.89 2.79 3.26
4.26 4.20 4.07 4.29 4.26
3.44 3.26 3.53 3.60 3.39
2.85 2.86 3.17 2.88 3.04
3.86 3.84 3.81 3.69 3.81
4.13 4.17 4.33 4.18 4.204.42 4.42 4.14 4.34 4.36
3.58 3.79 3.45 3.34 3.69
2.18 2.35 2.57 2.37 2.46
3.36 3.59 3.27 3.28 3.51
2.83 2.83 2.95 2.84 2.91
4.42 4.47 4.16 4.22 4.37
3.91 3.60 3.91 3.63 3.62
2.49 2.48 2.65 2.31 2.73
4.02 4.12 4.12 3.96 4.09
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderCI CT CID CJIS CIRG CYBER DICCRSB-
front 
officeITB-front 
officeNSB-
front 
officeOCA EEOA OIC OPR
3.76 3.92 3.95 3.86 3.85 4.05 3.99 4.27 4.14 3.89 4.28 4.14 4.28 4.38
3.72 3.95 4.01 4.01 3.87 3.99 4.07 4.33 4.17 3.91 4.27 4.06 4.38 4.47
3.86 3.90 3.97 3.91 3.71 4.14 4.09 4.44 4.04 4.00 4.43 4.16 4.23 4.47
3.63 3.78 3.95 3.89 3.85 3.77 3.92 4.10 4.20 3.89 4.09 4.14 4.44 4.42
3.35 3.47 3.65 3.44 3.55 3.88 3.61 4.30 3.87 3.36 4.14 4.00 3.92 4.21
4.16 4.35 4.23 4.12 4.20 4.34 4.27 4.50 4.17 4.12 4.40 4.39 4.46 4.47
3.84 4.05 3.96 3.97 3.91 4.10 4.08 4.30 4.43 4.00 4.43 4.21 4.46 4.53
3.37 3.63 3.74 3.67 3.83 3.38 3.29 4.16 3.77 3.56 3.60 3.67 4.35 4.25
3.18 3.39 3.64 3.56 3.73 3.02 3.25 4.10 3.67 3.48 3.69 3.68 4.30 4.33
3.06 3.29 3.59 3.43 3.61 3.03 3.06 4.10 3.50 3.38 3.57 3.47 4.00 4.21
3.10 3.47 3.59 3.52 3.59 3.18 3.21 4.00 3.71 3.48 3.69 3.56 4.40 4.20
3.35 3.53 3.58 3.59 3.70 2.69 3.23 4.20 3.52 3.63 3.50 3.53 4.27 4.272.99 3.32 3.56 3.45 3.61 3.04 3.13 4.25 3.87 3.30 3.46 3.58 4.54 4.06
3.63 3.94 3.83 3.93 3.91 3.90 3.56 4.10 3.90 3.97 4.15 3.83 4.27 4.27
3.11 3.13 3.53 3.27 3.63 3.38 3.18 4.00 3.59 3.19 3.57 3.53 4.09 4.15
4.13 4.38 4.23 4.10 4.29 4.26 4.01 4.70 4.22 3.78 3.93 4.26 4.45 4.633.95 4.30 4.08 4.23 4.37 3.88 3.06 4.30 3.78 3.87 2.92 3.47 4.45 4.573.34 3.61 3.86 3.79 3.87 3.24 3.30 4.10 3.95 3.38 3.29 3.50 4.50 4.25
3.96 4.02 3.98 4.11 4.09 4.09 3.93 4.65 4.26 3.99 4.01 3.76 4.49 4.16
3.97 4.00 3.99 4.05 3.98 4.05 3.93 4.64 4.41 3.82 4.00 3.95 4.38 4.13
4.24 4.24 4.22 4.25 4.35 4.31 4.20 4.73 4.39 4.32 4.29 3.74 4.42 4.13
3.95 4.00 3.97 4.20 4.08 4.08 3.88 4.73 4.22 3.88 4.08 3.84 4.83 4.31
3.85 3.90 3.87 4.07 4.05 4.02 3.76 4.55 4.13 3.94 4.23 3.74 4.50 4.13
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleCI CT CID CJIS CIRG CYBER DICCRSB-
front 
officeITB-front 
officeNSB-
front 
officeOCA EEOA OIC OPR
3.84 4.01 3.91 4.00 4.00 4.00 3.86 4.64 4.22 3.91 3.71 3.44 4.38 4.13
3.34 3.49 3.66 3.58 3.74 3.44 3.49 3.91 4.01 3.43 3.58 3.85 4.54 4.02
3.61 3.76 3.86 3.78 3.95 3.74 3.78 3.70 4.09 3.39 3.47 3.88 4.42 4.14
3.19 3.37 3.62 3.61 3.68 3.27 3.49 4.10 4.09 3.30 3.54 3.67 4.42 4.00
3.21 3.31 3.56 3.63 3.65 3.52 3.38 4.00 4.04 3.38 3.53 3.79 4.69 4.003.35 3.51 3.63 3.40 3.69 3.23 3.28 3.91 3.91 3.52 3.85 3.89 4.75 4.00
3.00 3.15 3.43 3.37 3.40 3.14 3.12 4.11 3.78 3.35 3.43 3.58 4.29 3.96
3.00 3.20 3.46 3.40 3.44 3.19 3.13 4.10 3.86 3.28 3.43 3.44 4.25 4.00
3.02 3.18 3.47 3.43 3.44 3.09 3.16 4.10 3.73 3.55 3.43 3.50 4.25 3.94
2.96 3.10 3.32 3.37 3.38 3.09 2.95 4.33 3.74 3.29 3.47 3.42 4.62 3.87
3.03 3.10 3.44 3.38 3.39 3.36 3.16 3.90 3.81 3.26 3.14 3.47 4.33 4.00
2.93 3.07 3.36 3.39 3.42 2.83 3.14 4.10 3.76 3.32 3.50 3.61 4.17 4.00
3.03 3.19 3.47 3.38 3.46 3.22 3.20 4.20 3.83 3.30 3.43 3.67 4.25 3.93
3.31 3.25 3.40 3.48 3.39 3.41 3.34 4.03 3.60 3.32 3.29 3.26 4.09 3.76
3.08 2.98 3.23 3.26 3.20 3.34 3.05 4.00 3.39 3.14 3.17 3.11 4.18 3.92
3.97 3.94 3.94 3.99 4.04 4.12 3.88 4.30 3.94 3.64 4.00 3.86 4.78 4.23
3.29 3.47 3.62 3.72 3.60 3.40 3.45 4.00 3.73 3.39 3.53 3.37 4.17 4.383.21 3.00 3.27 3.20 3.16 3.20 3.09 4.44 3.28 3.36 3.00 3.13 4.11 3.833.09 3.02 3.27 3.30 3.13 3.21 3.11 4.44 3.52 3.13 3.07 2.88 3.91 4.003.24 3.22 3.44 3.39 3.32 3.34 3.38 4.14 3.62 3.33 3.09 3.06 4.23 4.23
3.04 2.89 3.06 3.11 3.00 2.93 3.03 3.43 3.55 3.13 2.54 3.31 3.29 3.46
3.60 3.62 3.71 3.97 3.81 3.83 3.70 4.11 3.89 3.21 3.92 3.43 4.67 4.27
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneCI CT CID CJIS CIRG CYBER DICCRSB-
front 
officeITB-front 
officeNSB-
front 
officeOCA EEOA OIC OPR
3.81 3.82 3.87 3.97 3.95 3.95 3.87 4.50 3.84 3.54 3.85 3.57 4.56 4.08
2.63 2.34 2.63 2.93 2.59 2.55 2.74 3.40 3.25 2.60 2.75 3.31 3.56 2.77
3.30 3.39 3.51 3.48 3.42 3.46 3.36 4.03 3.57 3.15 3.16 3.49 4.08 3.88
3.27 3.46 3.52 3.49 3.41 3.58 3.46 4.00 3.75 3.21 3.25 3.87 4.56 4.27
3.00 3.14 3.33 3.39 3.30 3.22 3.20 4.00 3.83 3.04 3.33 3.53 4.33 3.90
3.55 3.68 3.67 3.63 3.51 3.67 3.61 4.30 3.84 3.00 3.00 3.53 3.92 3.85
3.31 3.22 3.44 3.38 3.42 3.31 3.17 4.08 3.22 3.18 3.29 3.32 4.15 3.93
3.27 3.08 3.45 3.54 3.64 3.60 3.06 4.17 3.26 3.09 3.73 3.39 4.04 3.69
3.30 3.29 3.54 3.72 3.65 3.90 3.25 4.00 3.32 3.13 3.57 3.37 4.31 3.73
3.24 2.87 3.35 3.36 3.63 3.32 2.86 4.17 3.22 3.03 3.86 3.42 3.77 3.63
3.40 3.40 3.64 3.79 3.74 3.75 3.41 3.92 3.65 3.21 3.44 3.60 4.28 3.79
3.10 2.95 3.36 3.68 3.51 3.46 3.16 3.60 3.58 3.00 3.45 3.50 4.33 3.92
3.53 3.52 3.73 3.82 3.89 3.89 3.44 4.10 3.70 3.33 3.53 3.68 4.31 3.80
3.53 3.65 3.72 3.85 3.77 3.89 3.58 4.27 3.78 3.27 3.53 3.74 4.31 3.85
3.76 3.77 3.86 3.89 4.04 3.81 3.59 4.42 4.11 3.73 3.82 3.66 4.29 4.003.72 3.66 3.82 3.98 4.07 3.83 3.55 4.42 4.09 3.48 4.29 3.63 4.31 4.06
3.30 3.35 3.53 3.55 3.63 3.35 3.11 4.18 3.74 3.19 3.57 3.37 4.33 3.793.49 3.47 3.64 3.47 3.94 3.51 3.01 4.33 3.78 3.52 3.43 3.00 3.75 3.55
3.96 4.05 4.01 4.23 4.33 3.94 3.96 4.67 4.57 4.03 3.86 4.05 4.38 4.25
4.18 4.19 4.17 4.24 4.24 4.24 4.25 4.45 4.39 4.09 4.13 4.37 4.85 4.44
4.05 3.97 3.99 3.91 4.24 3.96 3.72 4.42 4.26 3.94 3.67 3.50 4.08 4.21
3.63 3.66 3.85 3.79 3.89 3.74 3.45 4.60 3.90 3.79 3.77 3.73 4.56 3.92
3.70 3.82 3.80 3.90 4.01 3.68 3.79 4.31 4.08 3.98 4.09 3.43 4.42 4.31
3.06 3.36 3.33 3.31 3.88 3.29 3.14 4.25 3.96 3.84 4.00 3.58 4.42 4.44
4.13 4.15 4.07 4.14 4.27 4.01 4.13 4.42 4.43 4.03 4.13 3.58 4.46 4.31
3.63 3.69 3.71 3.94 3.71 3.56 3.71 3.92 3.57 3.85 4.21 2.63 4.31 4.133.97 4.09 4.09 4.24 4.21 3.86 4.20 4.67 4.35 4.18 4.00 3.95 4.54 4.38
3.69 3.69 3.79 3.83 3.92 3.73 3.60 4.38 3.96 3.64 3.54 3.55 4.24 4.30
3.83 3.96 3.94 4.00 4.16 3.90 3.88 4.25 4.09 3.59 3.43 3.84 4.38 4.27
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentCI CT CID CJIS CIRG CYBER DICCRSB-
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3.32 3.04 3.39 3.68 3.53 3.18 2.97 4.33 3.70 3.36 3.36 3.24 4.00 4.13
3.47 3.40 3.54 3.60 3.88 3.56 3.23 4.42 3.78 3.24 3.53 3.37 3.92 4.133.85 3.96 4.02 3.82 4.05 3.92 3.79 4.42 4.13 3.97 3.60 3.53 4.54 4.50
4.04 4.11 4.14 4.09 4.05 4.10 4.12 4.70 4.15 4.14 3.75 3.87 4.67 4.62
3.54 3.62 3.72 3.66 3.68 3.52 3.53 4.25 3.84 3.71 3.57 3.38 4.44 4.24
3.77 3.86 3.91 3.85 3.89 3.69 3.67 4.58 4.04 3.74 3.86 3.32 4.46 4.38
3.78 3.79 3.92 3.73 3.93 3.65 3.69 4.33 4.13 3.88 3.77 3.37 4.54 4.40
2.42 2.55 2.77 2.74 2.80 2.43 2.49 3.55 2.86 2.87 2.71 3.00 4.17 3.69
4.15 4.25 4.23 4.24 4.12 4.18 4.13 4.50 4.26 4.29 3.87 3.78 4.62 4.56
3.90 3.92 3.95 3.96 4.07 3.91 3.80 4.39 4.32 3.87 4.11 3.74 4.56 4.23
4.17 4.19 4.17 4.26 4.34 4.32 4.16 4.58 4.43 4.06 4.53 4.06 4.50 4.38
3.63 3.55 3.78 3.65 3.85 3.47 3.49 4.18 4.22 3.74 3.79 3.47 4.64 4.13
3.90 4.02 3.90 4.00 4.03 3.93 3.80 4.33 4.30 3.84 4.00 3.78 4.54 4.25
3.96 4.11 4.19 4.02 4.14 3.98 4.10 4.33 4.28 4.09 4.13 4.18 4.51 4.35
4.43 4.54 4.49 4.30 4.48 4.37 4.45 4.60 4.43 4.36 4.33 4.37 4.69 4.40
3.66 3.88 4.04 3.89 3.87 3.81 3.93 4.18 4.09 3.78 4.00 4.00 4.23 4.21
3.78 3.90 4.05 3.86 4.06 3.77 3.89 4.30 4.36 4.07 4.07 4.16 4.62 4.63
4.28 4.35 4.34 4.38 4.39 4.46 4.34 4.52 4.63 4.32 4.55 4.39 4.67 4.58
4.36 4.42 4.40 4.38 4.44 4.51 4.39 4.67 4.65 4.29 4.50 4.42 4.54 4.63
4.47 4.55 4.51 4.51 4.55 4.66 4.51 4.67 4.78 4.44 4.71 4.47 4.69 4.63
3.64 3.72 3.80 4.08 3.94 3.90 3.83 4.09 4.23 3.88 4.27 4.05 4.62 4.314.65 4.68 4.64 4.55 4.67 4.74 4.67 4.67 4.83 4.62 4.64 4.63 4.85 4.75
3.40 3.42 3.56 3.66 3.70 3.41 3.24 4.42 3.96 3.48 3.91 3.46 4.05 4.27
3.46 3.52 3.69 3.77 3.82 3.50 3.30 4.67 4.13 3.65 4.00 3.53 4.23 4.25
3.09 3.11 3.29 3.48 3.43 3.11 3.04 3.92 3.65 3.32 3.80 3.37 4.08 4.193.63 3.64 3.69 3.73 3.88 3.61 3.41 4.67 4.09 3.47 3.87 3.47 3.85 4.40
3.86 3.83 3.90 4.00 4.16 3.81 3.58 4.50 4.12 3.79 4.22 3.75 4.13 4.35
3.97 3.99 4.02 4.11 4.29 3.93 3.70 4.67 4.22 3.85 4.14 3.89 4.08 4.31
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesCI CT CID CJIS CIRG CYBER DICCRSB-
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4.08 4.00 4.08 4.18 4.41 3.97 3.69 4.67 4.30 4.06 4.36 4.11 4.08 4.50
3.53 3.51 3.62 3.69 3.79 3.52 3.38 4.17 3.83 3.42 4.07 3.26 4.23 4.25
4.18 4.20 4.18 4.00 4.30 4.22 4.08 4.33 4.39 4.03 4.37 4.00 4.79 4.43
4.19 4.17 4.10 3.93 4.21 4.15 4.02 4.33 4.38 4.03 4.36 3.94 4.73 4.43
4.19 4.22 4.25 4.10 4.39 4.26 4.18 4.33 4.35 4.07 4.43 4.06 4.83 4.43
3.97 4.00 3.67 3.58 3.78 4.03 3.47 4.00 3.70 3.92 4.04 3.69 2.97 3.29
3.94 3.95 3.61 3.89 3.81 3.98 3.66 4.13 4.07 4.19 4.14 3.50 4.00 3.83
4.47 4.48 4.02 4.15 4.20 4.48 4.28 4.30 4.50 4.53 4.33 3.87 4.40 4.144.26 4.25 3.95 3.70 4.12 4.35 3.53 3.78 4.21 4.40 4.36 3.77 3.00 3.60
4.28 4.24 3.97 3.86 4.13 4.31 4.05 4.00 4.21 4.24 4.36 3.64 3.50 3.50
4.13 4.07 3.99 3.90 4.13 4.33 3.72 4.22 3.87 3.93 4.15 3.55 4.33 3.503.55 3.67 3.39 3.61 3.61 3.70 3.09 3.20 3.57 3.81 3.71 3.75 4.00 3.67
3.42 3.52 2.76 2.26 2.57 3.47 2.39 2.60 2.76 3.00 3.36 2.36 1.20 1.25
4.15 4.24 4.28 4.20 4.34 4.24 3.90 4.27 4.17 4.19 4.31 3.78 4.61 4.00
4.33 4.46 4.43 4.40 4.47 4.38 4.30 4.45 4.37 4.38 4.47 3.82 4.40 4.20
4.12 4.14 4.26 4.04 4.35 4.24 3.38 3.78 3.93 3.95 3.92 3.64 4.33 3.294.00 4.13 4.16 4.05 4.19 4.17 3.89 4.13 4.00 3.86 4.40 3.40 4.33 3.80
4.11 4.16 4.03 4.06 4.32 4.14 4.06 3.95 4.26 3.93 4.35 3.78 4.31 4.27
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tCI CT CID CJIS CIRG CYBER DICCRSB-
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4.01 4.02 4.00 3.88 4.08 4.04 4.09 3.71 4.20 3.80 4.13 3.60 4.00 4.20
4.15 4.23 4.05 4.11 4.40 4.16 4.08 4.00 4.29 3.97 4.38 3.94 4.38 4.30
3.65 3.67 3.60 3.87 3.72 3.60 3.81 3.91 3.78 3.65 3.93 3.76 4.08 4.303.49 3.51 3.47 3.79 3.53 3.47 3.74 3.82 3.64 3.45 3.93 3.63 4.08 4.31
3.80 3.84 3.71 3.96 3.90 3.73 3.88 4.00 3.91 3.80 3.93 3.89 4.08 4.33
3.36 3.24 3.36 3.80 3.35 3.30 3.52 3.86 3.76 3.59 3.50 3.00 3.73 4.383.33 3.21 3.39 3.80 3.34 3.24 3.45 3.73 3.43 3.57 3.60 2.84 3.54 4.38
3.39 3.28 3.34 3.81 3.35 3.38 3.59 4.00 4.09 3.66 3.40 3.16 3.92 4.38
3.77 3.72 3.77 3.73 3.76 3.93 3.74 3.72 3.86 3.61 3.96 4.05 4.00 4.07
3.77 3.68 3.71 3.73 3.75 3.91 3.74 3.89 3.76 3.63 3.85 4.12 3.92 4.33
3.82 3.76 3.80 3.73 3.77 3.95 3.74 3.56 4.00 3.57 4.07 4.00 4.08 4.13
2.89 2.87 3.04 2.95 3.12 2.86 2.84 3.00 3.48 3.17 3.11 3.16 4.17 4.083.04 2.90 3.18 2.97 3.11 2.88 2.91 3.11 3.53 3.22 3.23 3.28 4.38 4.19
3.11 3.08 3.25 3.00 3.28 2.93 2.96 3.22 3.53 3.36 3.00 3.17 4.29 4.062.90 2.88 2.99 2.86 3.18 2.94 2.83 3.11 3.58 3.32 2.71 3.44 4.63 4.13
2.54 2.59 2.75 2.91 2.92 2.60 2.60 2.91 3.28 2.81 3.38 2.89 3.91 3.85
3.90 3.95 3.99 4.05 4.08 3.99 4.00 4.20 4.26 3.95 4.07 4.02 4.23 4.42
3.89 4.05 4.04 4.10 4.15 4.09 4.05 4.10 4.13 4.03 4.13 4.06 4.00 4.44
3.98 4.03 4.03 4.06 4.10 4.06 4.08 4.45 4.35 3.86 4.13 4.13 4.31 4.38
3.80 3.78 3.88 4.01 3.99 3.83 3.89 4.00 4.30 3.86 3.93 3.94 4.38 4.47
3.81 4.01 4.00 3.70 3.97 4.08 3.55 4.45 4.11 3.79 4.00 3.74 4.31 4.31
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingCI CT CID CJIS CIRG CYBER DICCRSB-
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3.67 3.91 3.88 3.54 3.90 3.97 3.47 4.36 3.91 3.67 3.93 3.53 4.38 4.19
3.98 4.13 4.11 3.87 4.04 4.22 3.61 4.60 4.32 3.97 4.07 3.94 4.23 4.44
3.56 3.40 3.49 3.57 3.60 3.45 3.56 3.83 3.22 3.41 3.39 3.56 3.44 3.52
3.93 3.80 3.90 3.80 4.00 3.95 3.94 4.08 3.70 3.73 3.71 3.79 4.00 3.94
3.89 3.74 3.85 3.75 3.86 3.85 3.88 4.08 3.81 3.47 3.80 3.81 3.67 4.00
2.72 2.48 2.56 3.05 2.74 2.41 2.71 3.27 2.00 2.71 2.31 3.06 2.20 2.31
3.68 3.75 3.87 3.99 3.92 3.87 3.89 4.20 4.09 3.61 4.08 4.06 4.46 4.60
3.98 4.01 4.06 4.22 4.18 4.08 3.98 4.64 4.39 3.85 4.33 4.00 4.15 4.40
3.83 3.86 3.96 4.12 4.08 4.06 3.91 4.50 4.22 3.82 4.33 4.16 4.38 4.25
3.82 3.84 3.92 3.95 3.92 4.08 3.82 4.67 4.56 3.76 4.18 4.07 4.67 4.18
3.77 3.82 3.86 3.96 3.80 3.95 3.86 4.33 4.24 3.64 3.92 4.07 4.44 4.17
3.98 4.04 4.08 4.13 4.18 4.12 4.06 4.36 4.30 3.97 4.21 4.11 4.23 4.44
2.49 2.59 2.65 3.05 2.63 2.54 2.56 2.75 2.61 2.32 2.86 3.00 3.58 3.55
3.57 3.52 3.72 3.78 3.78 3.89 3.67 4.11 3.74 3.59 3.56 3.62 4.33 4.60
2.60 2.72 2.93 3.30 3.37 2.79 3.10 3.09 3.43 2.56 4.13 3.82 4.70 4.60
3.43 3.45 3.66 3.62 3.72 3.31 3.62 4.00 3.94 3.78 3.67 3.86 4.44 4.33
3.33 3.43 3.41 3.57 3.53 3.44 3.37 3.50 3.45 3.31 3.73 3.47 3.75 3.923.81 3.71 3.86 3.59 3.76 3.72 3.65 3.73 3.96 3.85 3.29 3.78 2.69 3.293.52 3.73 3.57 3.52 3.31 3.64 3.96 3.83 3.26 3.50 3.27 3.53 3.46 3.00
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBICI CT CID CJIS CIRG CYBER DICCRSB-
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3.34 2.59 3.18 3.68 3.45 3.94 3.52 3.82 4.18 3.19 4.00 3.78 4.23 2.62
4.44 4.36 4.29 4.05 4.19 4.56 4.41 4.45 4.45 4.45 4.33 4.72 4.23 4.27
3.89 3.52 4.06 3.71 3.84 4.32 3.72 4.42 3.91 3.59 3.00 3.44 2.46 2.36
2.81 2.96 3.11 3.60 3.16 3.10 3.12 3.55 3.77 3.27 3.20 3.28 3.42 3.94
3.61 3.81 3.72 4.00 3.90 3.90 3.84 4.00 4.15 3.81 3.92 4.07 4.56 4.45
4.15 4.25 4.18 4.19 4.22 4.18 4.17 4.33 4.43 4.25 4.27 3.89 4.54 4.314.24 4.39 4.33 4.30 4.34 4.37 4.36 4.64 4.30 4.29 4.00 3.84 4.42 4.31
3.36 3.37 3.51 3.64 3.65 3.33 3.28 4.42 4.09 3.70 3.79 3.68 4.31 3.80
2.14 2.14 2.23 2.45 2.31 2.39 2.28 1.83 2.62 1.88 3.00 2.56 3.58 3.29
3.15 3.39 3.44 3.57 3.44 3.46 3.31 4.18 3.91 3.38 3.64 3.21 3.50 4.00
2.69 2.85 2.90 3.22 2.97 2.72 2.92 3.73 3.52 3.27 3.00 3.06 3.67 3.79
4.27 4.32 4.32 4.20 4.40 4.35 4.33 4.67 4.30 4.21 4.38 3.95 4.62 4.44
3.83 4.02 3.82 3.61 3.94 3.89 3.97 4.36 4.04 3.81 3.83 3.76 3.92 4.15
2.39 2.61 2.55 2.97 2.89 2.53 2.62 2.91 2.61 2.44 2.86 2.53 3.75 3.80
4.01 4.08 4.08 3.85 4.05 4.15 4.09 4.09 4.50 4.19 4.07 3.95 4.23 4.00
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
4.22 4.32 4.01 3.96 4.00 3.79 3.91 3.96 3.86 4.03 4.00 4.09 3.85 4.01
4.34 4.43 4.14 4.02 4.06 3.73 3.89 3.96 4.00 4.06 4.00 4.10 3.75 4.13
4.34 4.31 4.03 3.84 4.13 3.75 4.11 4.04 4.00 4.13 4.00 4.07 3.89 4.08
4.13 4.27 4.13 3.94 3.83 3.76 3.76 3.94 3.48 3.88 3.91 3.83 3.94 4.01
4.00 3.93 3.73 3.62 3.58 3.53 3.53 3.56 3.51 3.69 3.68 3.98 3.56 3.57
4.21 4.59 4.11 4.28 4.37 4.16 4.18 4.25 4.16 4.38 4.31 4.39 4.16 4.27
4.14 4.37 4.11 4.08 4.11 3.78 3.96 4.09 3.94 4.11 4.05 4.12 3.87 4.13
3.39 4.05 3.48 3.66 3.83 3.21 3.33 3.56 2.61 3.43 3.47 3.43 3.59 3.43
3.32 3.79 3.48 3.52 3.78 3.17 3.35 3.56 2.42 3.30 3.30 3.13 3.46 3.31
3.25 3.68 3.32 3.53 3.75 3.04 3.12 3.37 2.17 3.18 3.06 3.08 3.33 3.12
3.28 4.12 3.38 3.50 3.68 3.18 3.34 3.39 2.55 3.10 3.16 3.01 3.33 3.37
3.32 4.04 3.29 3.35 3.85 2.97 3.18 3.49 2.32 2.96 3.35 3.00 3.46 3.313.21 3.66 3.45 3.47 3.69 2.97 3.17 3.26 2.15 3.19 3.20 3.21 3.36 3.31
3.79 4.20 3.77 4.06 3.96 3.55 3.64 3.95 3.47 3.82 3.75 3.69 3.70 3.78
3.03 3.59 3.31 3.41 3.68 3.18 3.18 3.35 1.94 3.02 3.22 3.60 3.30 3.04
3.59 4.73 3.88 4.29 4.29 3.84 3.99 4.11 3.63 4.23 4.19 4.16 4.10 4.244.04 4.58 3.52 3.95 3.85 3.07 3.10 3.71 3.43 4.02 3.88 3.71 4.23 3.513.48 4.09 3.61 3.68 3.88 3.11 3.39 3.61 2.40 3.42 3.40 3.24 3.65 3.33
3.30 4.17 3.77 3.91 4.10 3.90 3.78 4.06 3.36 3.99 3.84 3.82 4.04 3.80
3.13 4.08 3.80 3.84 3.99 3.82 3.81 4.09 3.27 3.90 3.80 3.67 3.94 3.79
3.93 4.23 4.00 4.11 4.33 4.11 4.00 4.16 3.31 4.13 4.33 4.24 4.37 4.02
3.28 4.18 3.80 3.95 4.19 4.01 3.83 4.06 3.50 4.02 3.79 3.85 4.06 3.90
3.03 4.08 3.63 3.86 4.04 3.78 3.72 4.04 3.28 3.92 3.70 3.71 3.98 3.72
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during the 
performance cycleOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
3.18 4.21 3.68 3.82 4.03 3.76 3.53 4.04 3.23 4.00 3.57 3.80 3.89 3.61
3.40 4.04 3.57 3.64 3.81 3.09 3.26 3.54 2.59 3.50 3.29 3.32 3.53 3.51
3.50 4.37 3.65 3.90 3.95 3.13 3.44 3.77 2.66 3.85 3.46 3.43 3.60 3.77
3.38 4.00 3.51 3.69 3.84 3.04 3.28 3.50 2.33 3.44 3.16 3.32 3.46 3.45
3.34 3.84 3.51 3.56 3.87 3.03 3.19 3.40 2.58 3.47 3.25 3.38 3.47 3.553.31 3.96 3.68 3.51 3.67 3.18 3.24 3.57 2.70 3.32 3.30 3.15 3.68 3.30
3.24 3.60 3.36 3.37 3.59 3.06 3.13 3.35 2.27 3.02 3.07 3.26 3.37 3.20
3.21 3.67 3.35 3.38 3.56 3.06 3.21 3.34 2.15 3.16 3.06 3.24 3.33 3.23
3.41 3.67 3.43 3.40 3.67 3.11 3.19 3.48 2.24 3.07 3.13 3.38 3.39 3.22
3.14 3.51 3.45 3.36 3.55 3.01 2.97 3.25 2.25 2.98 3.02 2.99 3.37 3.14
3.29 3.64 3.31 3.43 3.61 2.99 3.03 3.31 2.23 3.05 3.01 3.30 3.31 3.26
3.07 3.47 3.28 3.26 3.60 3.07 3.13 3.32 2.30 2.79 3.05 3.23 3.35 3.09
3.32 3.64 3.38 3.40 3.65 3.14 3.29 3.40 2.31 3.10 3.19 3.45 3.39 3.23
2.94 3.76 3.44 3.36 3.56 3.27 3.33 3.55 2.95 3.30 3.22 3.05 3.37 3.31
2.81 3.70 3.31 2.89 3.39 3.01 3.00 3.45 2.69 3.11 2.98 2.58 3.16 2.98
4.00 4.12 3.85 3.83 4.08 3.82 3.68 3.92 3.60 3.76 3.88 3.90 3.90 3.70
2.97 3.84 3.56 3.56 3.75 3.30 3.33 3.61 2.94 3.35 3.47 3.26 3.48 3.552.61 3.78 3.21 3.33 3.62 3.34 3.32 3.53 2.73 3.31 3.05 2.76 3.26 3.102.68 3.42 3.34 3.02 3.38 3.04 3.17 3.38 2.71 3.09 2.93 2.55 3.17 3.102.80 3.81 3.38 3.32 3.38 3.19 3.30 3.48 2.57 3.37 3.22 2.77 3.28 3.25
2.15 3.60 3.14 2.94 3.32 3.06 3.14 3.22 2.82 3.10 2.79 2.59 3.03 3.04
2.96 3.92 3.60 3.57 3.88 3.48 3.53 3.77 3.28 3.36 3.51 3.50 3.78 3.69
2014 FO/HQ Climate
(O)In my most recent performance appraisal, I 
understood what I had to do to be rated at 
different performance levels (e.g., Fully 
Successful, Outstanding)
(O)Pay raises depend on how well employees 
perform their jobs
Informal Performance Managemen t
(O)Employees are recognized for providing high 
quality products and services to customers
(O)Creativity and innovation are rewarded
I have recently received recognition or praise for 
doing good work
How satisfied are you with the recognition you 
receive for doing a good job?
Career Development
I have the opportunity to receive training that wil  
enhance my ability to move to other positions 
within the FBI
How satisfied are you with your career 
opportunities at the FBI?
Training and Developmen t
(O)My training needs are assessed
I am given a real opportunity to improve my 
skills
My supervisorteam leader provides me with 
opportunities to develop my leadership skills
Job Characteristics
Considering everything, how satisfied are you 
with your job?
Employees have a feeling of personal 
empowerment with respect to work
My job is considered to be a "prestigious" or 
"favorable" job here at the FBI
The work I do makes a difference
I am held accountable for achieving results
Employees in other jobs or positions value the 
work I do
(O)I feel encouraged to come up with new and 
better ways of doing things
Role Clarit y
(Reverse - higher is better) In regards to my 
work, quantity is valued more than quality
I know how my work relates to the FBIs strategic 
objectives and threat priorities
My workload is reasonable
I am clear on what is expected of me on a daily 
basis
Competence and Professionalis m
The employees here are competent and know 
how to get the job doneOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
3.59 4.17 3.87 3.78 3.93 3.69 3.60 3.87 3.55 3.65 3.71 3.61 3.85 3.63
2.60 3.25 2.89 3.02 3.04 2.65 3.00 3.06 2.64 2.49 2.57 2.52 2.74 3.02
3.29 3.78 3.50 3.34 3.50 3.21 3.34 3.36 2.96 3.37 3.26 3.18 3.38 3.26
2.92 3.74 3.55 3.34 3.51 3.26 3.62 3.41 2.83 3.49 3.33 3.17 3.43 3.29
2.68 3.48 3.38 3.22 3.33 3.06 3.25 3.38 2.84 3.20 3.10 2.93 3.19 3.12
3.86 4.20 3.55 3.56 3.76 3.23 3.46 3.42 3.04 3.64 3.41 3.58 3.49 3.43
3.31 3.68 3.48 3.19 3.39 3.16 3.07 3.22 2.78 3.15 3.15 2.95 3.32 3.11
2.90 3.23 3.60 3.45 3.49 3.19 3.25 3.40 3.17 3.45 3.20 2.84 3.38 3.18
2.73 3.45 3.67 3.57 3.53 3.42 3.43 3.28 2.94 3.47 3.21 2.92 3.42 3.19
3.07 3.01 3.54 3.32 3.45 2.97 3.05 3.49 3.35 3.45 3.17 2.72 3.34 3.16
2.91 3.71 3.73 3.55 3.67 3.33 3.62 3.60 3.08 3.41 3.47 3.19 3.61 3.45
2.59 3.30 3.48 3.30 3.37 3.03 3.33 3.30 2.69 2.98 3.26 2.93 3.17 3.32
3.10 3.87 3.84 3.69 3.78 3.51 3.79 3.79 3.31 3.54 3.59 3.40 3.83 3.45
3.00 3.89 3.80 3.61 3.78 3.40 3.68 3.60 3.18 3.55 3.49 3.18 3.72 3.50
3.80 3.90 3.91 3.74 3.97 3.67 3.57 3.90 3.62 4.03 3.77 3.77 3.94 3.614.13 3.58 3.94 3.57 3.94 3.59 3.44 3.98 3.80 3.99 3.74 3.64 3.95 3.67
3.07 3.72 3.47 3.44 3.68 3.24 3.33 3.50 2.77 3.44 3.20 3.21 3.57 3.184.00 3.45 3.59 3.26 3.50 3.30 2.97 3.36 3.30 4.10 3.46 3.49 3.59 2.94
4.00 4.07 4.22 4.06 4.26 4.09 3.82 4.27 3.91 4.41 4.23 4.17 4.36 4.05
3.93 4.49 4.25 4.32 4.39 3.93 4.08 4.21 4.22 4.33 4.14 4.21 4.19 4.30
4.00 4.14 4.09 3.93 4.14 3.88 3.65 4.19 3.79 4.19 3.96 4.14 4.14 3.63
3.26 3.87 3.80 3.64 3.90 3.51 3.73 3.75 3.31 3.60 3.62 3.49 3.79 3.38
4.04 3.82 3.91 3.73 3.90 3.67 3.85 3.87 3.53 3.75 3.80 3.77 3.90 3.60
3.77 3.72 3.73 3.47 3.59 3.47 3.66 3.56 3.35 3.26 3.52 3.56 3.67 2.75
4.36 4.14 4.17 4.07 4.20 3.88 3.89 4.11 3.90 4.39 4.05 4.12 4.27 3.98
3.73 3.18 3.61 3.30 3.54 3.55 3.75 3.63 3.11 3.12 3.60 3.41 3.56 3.524.30 4.22 4.15 4.17 4.25 3.74 4.07 4.14 3.68 4.23 4.02 4.03 4.15 4.14
3.50 3.93 3.77 3.63 3.86 3.63 3.52 3.84 3.63 3.81 3.68 3.70 3.76 3.50
3.54 4.17 3.94 3.69 4.03 3.81 3.51 3.99 3.96 3.93 3.92 3.93 3.92 3.71
2014 FO/HQ Climate
My work unit is able to retain people with the 
right skills
My talents are used well in the workplace
The people in my Division conduct themselves 
in a professional manner
(O)Employees in my work unit share job 
knowledge with each other
Cooperational and Collaboration
This is a friendly and cooperative place to work
The people in my Division treat each other with 
respect and consideration
(Reverse - higher is better) In my Division, some 
employees protect their own interests above 
other considerations
Employees in my work unit help each other out
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
Integrit y
Following the law is just as important as 
accomplishing the mission
I believe FBI executives (section chiefs, DADs, 
SACs, ADs, EADs, and above) set a positive 
example for the organization by adhering to 
applicable rules, regulations, and policies
The leadership in my Division demonstrates that 
a commitment to ethics, integrity, and 
compliance is an institutional priority
Mission and Organization Engagemen t
I feel a sense of commitment to the FBI
I am proud to work for the FBI
(Reverse - higher is better) I am cynical about 
the FBI
I believe in the mission of the FBI
Workplace Engagemen t
My morale at work is good
(Reverse - higher is better) I feel frustrated at 
work
I look forward to going to work
Work Engagemen t
My work gives me a feeling of personal 
accomplishmentOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
3.17 3.36 3.35 3.24 3.65 3.34 3.07 3.52 2.79 3.54 3.22 3.22 3.36 3.12
3.57 3.67 3.65 3.53 3.80 3.32 3.35 3.74 3.44 3.59 3.55 3.49 3.73 3.233.73 4.20 3.88 3.74 3.85 3.86 3.77 3.97 3.81 3.92 3.85 3.75 3.89 3.50
3.41 4.28 4.11 3.90 4.10 3.84 3.84 4.00 4.08 4.10 3.83 4.16 3.89 3.96
3.26 3.97 3.66 3.46 3.72 3.49 3.46 3.71 3.19 3.66 3.46 3.41 3.57 3.30
3.40 4.14 3.79 3.64 3.90 3.67 3.53 3.98 3.42 3.77 3.59 3.50 3.78 3.41
3.53 4.18 3.79 3.51 3.85 3.74 3.70 3.81 3.08 3.88 3.63 3.47 3.77 3.39
2.38 3.19 2.98 2.60 2.82 2.52 2.43 2.80 2.12 2.68 2.57 2.40 2.63 2.45
3.77 4.36 4.11 4.02 4.24 3.95 3.95 4.23 4.13 4.29 4.02 4.11 4.06 3.92
3.73 4.16 3.86 3.79 3.98 3.86 3.62 3.98 3.38 3.87 3.78 3.65 3.98 3.59
4.21 4.38 4.13 4.08 4.18 4.19 3.68 4.24 3.96 4.21 4.15 4.09 4.28 3.92
3.30 3.91 3.66 3.44 3.76 3.64 3.46 3.71 2.62 3.50 3.45 3.05 3.75 3.19
3.75 4.17 3.83 3.84 4.07 3.85 3.68 4.00 3.51 3.91 3.74 3.80 3.95 3.66
4.10 4.37 4.05 4.00 4.03 3.80 3.87 4.17 3.34 3.93 4.11 3.96 4.11 4.06
4.32 4.60 4.33 4.32 4.26 4.12 4.19 4.51 4.02 4.42 4.49 4.44 4.47 4.37
4.00 4.23 3.93 3.82 3.86 3.54 3.65 3.98 3.35 3.82 3.93 3.69 3.91 3.97
4.03 4.37 3.86 3.83 3.94 3.65 3.75 4.05 2.84 3.59 3.93 3.70 3.99 3.85
4.49 4.54 4.46 4.39 4.37 4.41 4.26 4.43 4.35 4.50 4.35 4.42 4.46 4.38
4.57 4.54 4.46 4.38 4.38 4.44 4.26 4.37 4.31 4.55 4.41 4.51 4.48 4.36
4.67 4.72 4.59 4.53 4.48 4.60 4.38 4.60 4.53 4.68 4.50 4.63 4.58 4.56
4.00 4.13 4.18 4.06 4.01 3.86 3.93 4.07 3.96 4.01 3.84 3.83 4.05 3.984.73 4.76 4.60 4.67 4.59 4.72 4.53 4.67 4.65 4.79 4.64 4.70 4.72 4.61
3.64 3.36 3.72 3.35 3.71 3.31 3.30 3.69 2.97 3.59 3.31 3.18 3.62 3.34
3.60 3.53 3.83 3.46 3.86 3.44 3.57 3.78 2.96 3.76 3.41 3.17 3.67 3.47
3.30 3.08 3.48 3.17 3.43 2.97 2.91 3.49 2.83 3.21 3.06 3.01 3.39 3.154.03 3.49 3.84 3.41 3.86 3.51 3.41 3.78 3.15 3.76 3.45 3.38 3.79 3.44
4.30 3.59 4.09 3.73 4.00 3.77 3.52 4.02 3.76 4.01 3.98 3.80 4.05 3.64
4.43 3.86 4.22 3.88 4.12 3.91 3.58 4.15 3.98 4.25 4.17 3.98 4.23 3.77
2014 FO/HQ Climate
I like the kind of work I do
(Reverse - higher is better) I feel burned out 
from the work that I do
HQ/FO Collaboration
I am able to work effectively with Headquarters 
Divisions when required by my job
I am able to work effectively with Field Divisions 
when required by my job
Intelligence Community Collaboratio n
I feel a sense of community (i.e., shared mission 
and values) with other employees across the 
Intelligence Community
Our mission depends on Intelligence Communit y
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
My supervisor emphasizes collaboration and 
information sharing with 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?
LEO Collaboration
Our mission depends on Law Enforcement 
agencies and components sharing knowledge 
and collaborating
I have the opportunity to work directly with 
members of other Law Enforcement agencies or 
components as necessary
My work products are improved when I can 
collaborate with colleagues from other Law 
Enforcement agencies or components
Collaboration with other Federal AgenciesOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
4.53 3.80 4.26 4.00 4.19 4.05 3.69 4.18 4.00 4.33 4.28 4.06 4.28 3.76
3.93 3.11 3.77 3.36 3.66 3.41 3.26 3.75 3.31 3.43 3.50 3.40 3.66 3.38
4.32 4.31 4.15 4.28 4.39 4.01 4.04 4.22 4.14 4.37 4.12 4.36 4.15 4.14
4.27 4.27 4.17 4.28 4.38 3.83 4.01 4.17 4.11 4.35 3.99 4.33 3.99 4.11
4.38 4.35 4.12 4.32 4.42 4.28 4.10 4.34 4.18 4.41 4.27 4.37 4.31 4.20
3.73 3.29 3.44 3.47 3.60 3.68 3.50 3.20 3.37 4.00 3.55 3.64 3.75 3.55
4.06 3.46 3.78 3.63 3.70 3.87 3.84 3.52 3.47 3.95 3.62 3.73 3.92 3.77
4.36 4.43 4.05 4.14 4.13 4.33 4.40 4.02 3.82 4.46 4.07 4.22 4.08 4.153.89 3.37 3.80 3.81 3.80 3.89 3.51 3.29 3.32 4.20 3.79 3.93 4.03 3.60
4.00 3.81 3.84 3.91 3.85 4.25 3.90 3.61 3.67 4.19 3.97 3.93 4.07 3.87
3.40 3.69 3.63 3.57 3.90 3.89 3.84 3.42 3.28 4.08 3.76 3.69 4.05 3.673.42 3.08 3.58 3.18 3.85 3.45 3.30 3.17 3.56 3.67 3.32 3.44 3.51 3.49
2.07 1.65 2.14 2.42 2.13 2.38 2.08 1.77 2.05 3.27 2.36 2.91 2.67 2.41
4.34 3.96 3.99 4.11 3.99 3.93 3.87 3.91 3.92 4.37 4.21 4.15 4.11 3.89
4.55 4.45 4.14 4.32 4.22 4.28 4.29 4.19 4.12 4.55 4.40 4.40 4.24 4.20
4.16 3.33 3.75 3.95 3.81 3.42 3.36 3.57 3.74 4.29 4.06 4.08 4.08 3.514.06 3.74 3.75 3.93 3.82 4.04 3.77 3.68 3.77 4.26 4.20 3.93 4.02 3.80
4.29 4.03 3.98 4.18 4.23 3.97 3.91 4.10 3.99 4.26 4.13 4.15 4.17 4.07
2014 FO/HQ Climate
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
Administrative Workloa d
The administrativereporting requirements of my 
job are commensurate with their importance to 
mission accomplishment
I have the tools needed to execute my 
administrative and reporting requirements
Tools, Technology, and Resources
I have sufficient resources (e.g., people, budget) 
to get my job done
I have the technology needed (e.g. software, 
hardware, etc.) to get my job done
Compliance
Employees report misconduct to the appropriate 
authorities
I can disclose a suspected violation of any law, 
rule, or regulation without fear of reprisal
Counterproductive Work Behavio r
(Reverse - higher is better) In your Division, to 
what extent are arrogant or negative attitudes 
tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who instigate conflict 
or with whom it is difficult to work tolerated?
(Reverse - higher is better) In your Division, to 
what extent are employees who put little effort 
into their work tolerated?
(Reverse - higher is better) Arbitrary action and 
personal favoritism are tolerated
Risk Managemen t
Access to information systems and confidential 
information is adequately controlled
I am able to identify and communicate key risks 
within my area of responsibility
The importance of risk management and control 
has been communicated to me through specific 
training, supervisor communications, andor 
policies and practices in my unitsquad
Work Environmen tOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
4.07 3.63 3.73 4.10 4.05 3.77 3.83 3.91 3.83 4.24 4.06 4.12 3.99 3.96
4.38 4.07 4.01 4.22 4.27 4.02 3.95 4.12 4.05 4.29 4.16 4.19 4.23 4.12
3.54 4.01 3.76 3.71 3.85 3.62 3.76 3.71 3.55 3.51 3.67 3.30 3.61 3.733.37 3.91 3.66 3.66 3.84 3.59 3.63 3.62 3.41 3.46 3.58 3.19 3.43 3.66
3.81 4.10 3.85 3.78 3.84 3.66 3.86 3.78 3.65 3.58 3.76 3.39 3.79 3.80
3.19 3.23 3.58 3.35 3.44 3.38 3.76 3.42 3.25 3.02 3.34 2.98 3.31 3.433.14 3.05 3.51 3.17 3.34 3.19 3.59 3.22 3.19 2.79 3.35 2.83 3.08 3.46
3.24 3.37 3.62 3.50 3.56 3.57 3.93 3.62 3.26 3.25 3.34 3.10 3.54 3.41
3.71 4.10 3.65 3.70 3.60 3.74 3.82 3.90 3.61 3.65 3.58 3.43 3.79 3.59
3.52 4.05 3.59 3.72 3.69 3.59 3.79 3.89 3.74 3.64 3.52 3.44 3.71 3.62
3.92 4.16 3.71 3.70 3.54 3.83 3.88 3.91 3.48 3.67 3.63 3.41 3.83 3.58
2.42 3.32 3.34 2.85 3.17 2.96 3.00 3.28 2.63 2.95 2.73 2.74 2.92 2.882.62 3.29 3.38 2.82 3.33 3.13 3.15 3.33 2.83 3.18 2.75 2.72 2.96 2.91
2.36 3.56 3.42 2.89 3.38 3.16 3.06 3.44 2.85 3.10 2.72 2.70 3.02 2.952.11 3.45 3.31 2.89 3.16 2.82 2.90 3.28 2.85 3.06 2.63 2.88 2.83 2.91
2.47 2.92 3.30 2.71 2.89 2.69 2.81 3.02 2.12 2.60 2.71 2.55 2.86 2.71
3.87 4.02 4.01 4.03 4.02 4.01 3.90 4.04 3.74 3.97 3.92 3.87 4.01 3.96
3.92 3.99 4.05 4.08 4.02 4.09 4.00 4.18 3.77 4.06 4.04 3.86 4.05 4.04
4.04 4.23 4.14 4.14 4.09 4.13 3.99 4.08 3.69 4.11 4.01 3.99 4.10 4.02
3.58 3.85 3.82 3.90 3.98 3.89 3.81 3.89 3.73 3.73 3.72 3.74 3.89 3.83
3.20 3.93 4.01 3.89 3.85 4.03 3.99 3.79 3.96 3.75 3.90 3.63 3.94 3.30
2014 FO/HQ Climate
Physical conditions (e.g., 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
Pay and Benefits
Considering everything, how satisfied are you 
with your pay?
(O)Considering everything, how satisfied are 
you with your total compensation (salary, bonus, 
benefits, etc.)?
(O)In comparison with people in similar jobs in 
the private sector, I feel my total compensation 
(salary, bonus, benefits, etc.) is
Miscellaneou s
Leaders review and evaluate the organizations 
progress toward meeting its goals and 
objectives
I recommend the FBI as a good place to work
Considering everything, how satisfied are you 
with the FBI?
(O)My supervisorteam leader is committed to a 
workforce representative of all segments of 
society
(O)Policies and programs promote diversity in 
the workplace (e.g., recruiting minorities and 
women, training in awareness of diversity 
issues, mentoring)
My organization has prepared employees for 
potential security threats
(Reverse - higher is better) It is easier to get 
things done at the FBI through informal 
channels rather than through formal channels
(O)The skill level in my work unit has improved 
in the past year
(Reverse - higher is better) The rotational nature 
of leadership in my Division is detrimental to my 
work
(O)The FBI is able to recruit people with the 
right skills
(Reverse - higher is better) In the FBI, it is 
difficult to recover from a mistake
Sometimes it is necessary to work around 
people in order to get the job done
I would like my work to be more interesting and 
challengingOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
2.83 3.72 3.98 3.69 3.74 3.93 3.93 3.72 4.02 3.66 3.64 3.50 3.86 3.11
3.55 4.14 4.03 4.08 3.97 4.16 4.07 3.88 3.91 3.83 4.16 3.79 4.05 3.50
3.62 3.05 3.54 3.35 3.68 3.05 3.53 3.64 3.57 3.49 3.62 3.10 3.50 3.95
4.03 3.47 3.93 3.75 3.99 3.55 3.85 4.02 4.02 4.04 3.99 3.57 3.87 4.19
4.04 3.48 3.82 3.71 4.00 3.49 3.90 3.93 3.92 3.78 3.91 3.52 3.83 4.14
2.79 2.08 2.76 2.51 2.93 2.12 2.66 2.81 2.63 2.43 2.88 2.07 2.58 3.41
3.22 4.34 3.86 3.89 3.97 3.59 3.84 3.73 3.63 3.58 3.77 3.60 3.80 3.94
4.20 4.29 4.32 3.96 4.16 3.95 4.05 4.20 4.15 4.19 3.98 3.97 4.17 4.12
4.27 4.04 4.21 3.93 4.07 3.85 3.96 4.19 4.00 4.18 3.97 3.94 4.06 4.14
3.60 3.90 3.66 3.91 4.06 3.84 3.77 4.10 3.62 3.91 3.81 3.72 3.98 3.78
3.76 3.93 3.78 3.77 3.75 3.71 3.73 3.98 3.64 3.83 3.82 3.61 3.85 3.80
3.87 4.25 4.11 4.17 4.13 4.07 4.14 4.07 3.96 4.22 4.03 4.06 4.04 3.99
2.29 2.20 3.22 2.78 2.91 2.38 2.49 2.67 2.32 2.42 2.75 2.66 2.74 2.89
3.19 3.78 3.55 3.58 3.80 3.50 3.58 3.78 3.31 3.72 3.51 3.27 3.63 3.70
3.88 4.04 3.81 3.70 3.48 2.75 2.86 3.24 2.88 3.13 3.67 3.41 3.05 3.44
3.48 3.40 3.67 3.64 3.72 3.20 3.40 3.55 3.49 3.69 3.44 3.39 3.21 3.67
3.60 3.63 3.78 3.53 3.49 3.44 3.33 3.67 2.94 3.21 3.24 3.25 3.47 3.284.03 3.96 3.64 3.66 3.81 3.94 3.67 3.71 3.76 3.92 3.49 3.60 3.60 3.563.54 3.88 3.58 3.65 3.52 3.88 4.15 3.53 3.35 3.43 3.38 3.28 3.38 3.67
2014 FO/HQ Climate
I've seen or heard the results from last year's 
survey
I'm interested in seeing or hearing the results 
from this year's survey
Ive experienced significant change at work in 
the last year (e.g., reorganization, changes to 
job role)
When someone is selected for a leadership 
position at the FBI, I assume they are a high 
quality leader
(O)The strategic direction of the FBI aligns with 
and supports the mission of the FBI
I understand the strategy of the FBI
I am an active participant in my own 
development
I have sufficient information regarding changes 
taking place at work
(Reverse - higher is better) Who you know is 
more important than what you know or what you 
can do
The FBI is like a family with high standards
People who want to be leaders in this 
organization are doing it for the right reasons
Employees have a responsibility when it comes 
to morale
I want to be (or continue to be) a formal leader 
in this organization
(Reverse - higher is better) It takes more effort 
than necessary to get stuff done around here
The American public has a positive view of the 
FBIOPA RPO FLSD FD HRD ITE ITM ITD INSD IOD LAB OGC OTD RMD
2.11 4.56 3.06 3.13 3.40 3.10 3.40 3.03 3.00 2.81 2.67 4.34 3.65 3.68
4.45 4.42 4.36 4.35 4.38 4.50 4.35 4.32 4.50 4.41 4.37 4.52 4.23 4.27
3.14 3.37 3.65 3.80 4.02 4.39 4.24 4.14 4.00 3.66 3.50 3.42 3.54 3.60
2.93 3.39 3.56 3.37 3.39 3.36 3.15 3.45 2.80 3.06 3.12 3.02 3.22 3.41
3.96 4.06 3.97 4.04 3.93 3.77 3.79 3.97 3.89 3.88 3.86 3.81 3.83 4.04
4.25 4.43 4.27 4.24 4.26 3.95 4.11 4.18 4.13 4.39 4.12 4.19 4.12 4.284.53 4.53 4.23 4.31 4.44 4.32 4.36 4.37 4.31 4.51 4.34 4.27 4.37 4.34
3.23 3.83 3.58 3.57 3.78 3.04 3.19 3.37 2.91 3.59 3.22 3.27 3.55 3.45
2.33 2.05 2.59 2.28 2.26 2.15 2.16 2.54 2.18 2.17 2.52 2.55 2.47 2.48
3.47 3.76 3.54 3.53 3.52 3.30 3.55 3.74 3.19 3.33 3.38 3.29 3.48 3.52
2.83 3.42 3.26 3.28 3.12 2.93 3.06 3.13 2.69 2.88 2.93 2.92 3.00 3.14
4.57 4.39 4.33 4.38 4.29 4.29 4.27 4.31 4.15 4.46 4.33 4.42 4.40 4.22
4.21 4.25 3.99 4.05 3.94 4.00 4.04 4.00 3.98 4.05 3.75 3.52 3.83 4.01
2.37 2.45 2.90 2.54 2.92 2.25 2.44 2.67 2.40 2.39 2.51 2.48 2.61 2.71
4.18 4.39 4.17 4.16 4.12 4.27 4.28 4.09 4.08 4.26 4.05 4.01 4.02 4.01
2014 FO/HQ Climate
FBI Leadership
I have a high level of respect for the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Direct communication (e.g., Town Hall meetings
office visits) from the Director and high level 
executives helps me understand the FBI 
mission and strategy
(O)The FBIs senior executives maintain high 
standards of honesty and integrity
Employee morale is important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
Results are important to the FBIs senior 
executives (i.e., Director, DD, ADD, EADs)
The Director and senior executives (i.e., DD, 
ADD, EADs) make decisions in the best interest 
of the FBI
Division Leadershi p
Division leadership empowers and supports 
supervisors to perform their jobs
My Division leadership generates high levels of 
motivation and commitment in the workforce
Division leadership is held accountable for the 
decisions they make
My Division leadership works together as a team
How satisfied are you with the decisions and 
policies of your Divisions leadership?
My Division leadership has the latitude to make 
the necessary decisions to meet the challenges 
(and threats) within our domain
Employee morale is important to my Division 
leadership
Results are important to my Division leadership
Our Division has the reputation of being a high 
performer
Division leadership has a positive impact on our 
Division performance
Supervisor Leadershi p
Supervisorsteam leaders in my work unit 
support employee development
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 leaderSecD TSC TD WMDAll HQ
Average
3.80 4.14 3.58 4.00 4.01
3.93 4.19 3.45 4.07 4.05
3.84 4.12 3.77 3.91 4.05
3.76 3.99 3.55 3.95 3.94
3.39 3.85 3.00 3.73 3.69
4.06 4.41 3.90 4.28 4.27
3.87 4.20 3.71 4.07 4.09
3.18 3.73 2.71 3.74 3.57
3.10 3.62 2.55 3.76 3.47
2.94 3.46 2.35 3.70 3.34
3.06 3.68 2.57 3.63 3.44
3.07 3.58 2.55 3.57 3.413.05 3.46 2.59 3.52 3.38
3.53 4.03 3.21 3.81 3.84
2.86 3.66 2.31 3.82 3.34
3.81 4.38 3.74 4.35 4.153.04 3.81 2.54 3.57 3.773.07 3.67 2.55 3.81 3.54
3.87 3.95 3.59 4.02 3.96
3.76 3.90 3.62 3.96 3.92
4.08 4.19 3.97 4.27 4.17
3.97 3.94 3.54 3.99 4.00
3.82 3.91 3.41 3.93 3.88
2014 FO/HQ Climate
Supervisorsteam leaders in my work unit have 
trust and confidence in employees
Communication Disseminatio n
Division leadership communicates strategic 
objectives and threat priorities
My Division leadership communicates context 
and explanations regarding decisions and 
initiatives
How satisfied are you with the information you 
receive from your Division leadership on what is 
going on in the FBI?
(Reverse - higher is better) My Division 
leadership often distorts information or doesnt 
tell "the whole story."
Communication Voic e
Leaders in my Division act upon employees 
ideas and input
Leaders in my Division encourage and consider 
alternative points of view and recommendations
How satisfied are you with your involvement in 
decisions that affect your work?
Leaders in my Division engage employees, 
solicit and incorporate employees input into 
decisions and policies
Division leadership is receptive to negative 
information and bad news
Leaders in my Division listen to what employees 
have to say
Formal Performance Managemen t
Personnel policies (e.g., 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)My supervisor sets and revises my 
performance objectives as needed during th
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