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About Us


In 2014, the U.S. Office of Personnel Management (OPM), in partnership with several other Federal agencies, developed addresses the need to unlock the talent of today’s workforce and build the workforce needed for the future. is an interactive tool designed to help agency leaders and practitioners make data-driven decisions and design initiatives to create a culture of engagement and excellence within their agency.

Since 2015, has been a tool that both the public and agency employees can use. contains data from both the Federal Employee Viewpoint Survey (FEVS) and the Enterprise Human Resources Integration (EHRI) database, which contains a variety of workforce demographic information. Agencies are encouraged to use to better understand their workforce through data, in order to create the most effective workforce for their employees. The dashboard provides agencies insight into their workforce, allowing them the ability to forecast the short-and long-term needs of their employees to enhance decision making and improve the organization.

How to Register

If you are a Federal employee with a valid government email address, you may gain access to by completing the registration form. An email will be sent to your government email address for validation that contains additional log in information.

If you already have login information for, you will be asked to complete information regarding the agency and component (if applicable) where you are employed. This information is used to ensure that you are given access to the correct agency.

Because is a dashboard for government employees, the only information available to the general public are the overall employee engagement and global satisfaction scores for each agency that participates in the FEVS. As a registered user, you will be able to see the Employee Engagement Index scores and Global Satisfaction Index scores for each component with more than ten responses, as well as overall agency scores. You will also have access to the Agency Indicators page and Community of Practice page. The Community of Practice page provides information to help agencies remain current with research and best practices and allow for proactive responses to changes.

Data Overview

The information used to populate comes from the Enterprise Human Resources Integration (EHRI) data warehouse and the Federal Employee Viewpoint Survey (FEVS).

The EHRI data warehouse is a centralized warehouse for the storage of human resources, payroll, and training information for the Executive Branch civilian workforce. This data is used as the foundation for OPM's public data tool FedScope. It also provides the basis for OPM's official reporting source - the EHRI Statistical Data Mart (SDM), and is the administrative data and population frame used to select the sample for the FEVS.

The FEVS is a tool that measures employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in their agencies. These employees include both full and part-time workers, relatively new hires to long-time employees, and the vast array of occupations that make up our Federal workforce. Survey results provide valuable insight into the challenges agency leaders face in ensuring the Federal Government has an effective civilian workforce and how well they are responding. For more information about the FEVS visit

Agency Indicators Page

The Federal workforce plays an important role in executing the missions of Federal agencies. Therefore, Federal agencies must integrate the Strategic Human Capital Management processes used to support and manage the workforce into agency planning and management processes, remain current with research and best practices, allow for proactive responses to changes, and seek to maximize the efficiency and effectiveness of Human Resource (HR) service delivery continuously. This will allow agency leadership to make the most out of the Federal workforce to achieve results. Strategic human capital management systems, standards, and focus areas are defined within the Human Capital Framework (HCF). The four systems that make up the HCF provide definitions and standards for human capital planning, implementation, and evaluation. The HCF systems and standards are:

Strategic planning and alignment. A system that ensures agency human capital programs are aligned with agency mission, goals, and objectives through analysis, planning, investment, and measurement. The standards for the strategic planning and alignment system require an agency to ensure their human capital management strategies, plans, and practices

  1. Integrate strategic plans, annual performance plans and goals, and other relevant budget, finance, and acquisition plans;
  2. Contain measurable and observable performance targets; and
  3. Communicate in an open and transparent manner to facilitate cross-agency collaboration to achieve mission objectives.

Talent management. A system that promotes a high-performing workforce, identifies and closes skill gaps, and implements and maintains programs to attract, acquire, develop, promote, and retain quality and diverse talent. The standards for the talent management system require an agency to:

  1. Plan for and manage current and future workforce needs;
  2. Design, develop, and implement proven strategies and techniques and practices to attract, hire, develop, and retain talent; and
  3. Make progress toward closing any knowledge, skill, and competency gaps throughout the agency.

Performance culture. A system that engages, develops, and inspires a diverse, high-performing workforce by creating, implementing, and maintaining effective performance management strategies, practices, and activities that support mission objectives. The standards for the performance culture system require an agency to have:

  1. Strategies and processes to foster a culture of engagement and collaboration;
  2. A diverse, results-oriented, high-performing workforce; and
  3. A performance management system that differentiates levels of performance of staff, provides regular feedback, and links individual performance to organizational goals.

Evaluation. A system that contributes to agency performance by monitoring and evaluating outcomes of its human capital management strategies, policies, programs, and activities by meeting the following standards:

  1. Ensuring compliance with merit system principles; and
  2. Identifying, implementing, and monitoring process improvements.

Using the HCF as a guide, the Agency Indicators page highlights data within each area that can contribute to a high performing organization and better align human capital activities with an agency’s mission and strategic goals. It allows agencies the ability to forecast the short- and long-term needs of their workforce to enhance decision-making and improve the overall health of the organization. This can increase employee engagement and overall satisfaction. Using the information on this page will help agencies prepare for the future, continue to strive for a diverse workforce, and create lasting sustainability.


The FEVS encompasses several index measures. Individual survey items provide very specific information on a particular subject. However, an index can provide more comprehensive information on a wider topic area; an index combines several items that refer to different facets of a broader area of consideration.

The advantage to using an index is that the results are more stable than results from a single item. A single item is sensitive to changes that affect the smaller area it measures. However, an index, because it is made up of several items, requires many respondents to change opinions on several items to yield a change in the overall index result. There are two indices displayed on the dashboard: the Employee Engagement Index and the Global Satisfaction Index.

The FEVS Employee Engagement Index is a measure of the engagement potential of an agency’s work environment – the conditions that lead to engagement. This index includes three subfactors: Leaders Lead, Supervisors, and Intrinsic Work Experience. Each of the subfactors reflects a different aspect of the engaged work environment.

The 15 items that make up the Employee Engagement index are:

Leaders Lead:
  • In my organization, senior leaders generate high levels of motivation and commitment in the workforce
  • My organization's senior leaders maintain high standards of honesty and integrity.
  • Managers communicate the goals and priorities of the organization.
  • Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?
  • I have a high level of respect for my organization's senior leaders.
  • Supervisors in my work unit support employee development.
  • My supervisor listens to what I have to say.
  • My supervisor treats me with respect.
  • I have trust and confidence in my supervisor.
  • Overall, how good a job do you feel is being done by your immediate supervisor?
Intrinsic Work Experience:
  • I feel encouraged to come up with new and better ways of doing things.
  • My work gives me a feeling of personal accomplishment.
  • I know what is expected of me on the job.
  • My talents are used well in the workplace.
  • I know how my work relates to the agency's goals and priorities.

The Global Satisfaction Index provides a more comprehensive indicator of employees’ overall work satisfaction. The index is a combination of employees’ satisfaction with their job, their pay, and their organization, plus their willingness to recommend their organization as a good place to work. The four items that make up the Global satisfaction Index are:

  • Considering everything, how satisfied are you with your job?
  • Considering everything, how satisfied are you with your pay?
  • Considering everything, how satisfied are you with your organization?
  • I recommend my organization as a good place to work.


All FEVS responses are confidential. OPM makes every effort to ensure any responses cannot be identified nor linked with any individual. When data is reported to the agencies it is provided in grouped or compiled format, so one person’s opinions cannot be ascertained. Data files released have data “masked,” meaning if too few people are in a certain category within an agency or subcomponent of an agency, OPM will hide data that could identify a person (tenure, demographic info) to ensure that no one’s opinions can be identified.

The routine uses of the FEVS include collecting information to study and report attitudes and perceptions about Human Capital programs and policies that will assist in the formulation of policies which may be needed to improve the working environment. The information provided through the survey questions will be analyzed and reported for the whole Federal workforce population and for certain subgroups.

In any public release of FEVS results, no data will be disclosed that could be used to identify specific individuals.

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