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Agency Performance Dashboard

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About

Agency Overview

Data Coverage
All Employees
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Senior Executive Service
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Ratio of Senior Executive Service to Non-Senior Executive Service Employees
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The Senior Executive Service is the federal government’s corps of executive-level agency leaders who serve in key positions just below top presidential appointees. Civil servant members of the Senior Executive Service—who are the vast majority of the corps and who are represented here—are a critical bridge between the career workforce and the political appointees who change from administration to administration. For details, see the Office of Personnel Management’s website.
Budgetary Resources (Fiscal Year 2024)
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According to USASpending.gov, an official website of the U.S. government that provides an interactive way to explore federal funding, an agency's budgetary resources indicate the amount of money an agency has the authority to spend in a fiscal year. The amount shown here may include funding that Congress mandates must be spent.

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Top 5 Employee Locations
Location not publicly available: For security reasons, FedScope tallies the number of federal law enforcement employees who work outside of the District of Columbia, Maryland, Virginia and West Virginia but does not identify their duty locations. FedScope, however, reports law enforcement personnel who work in these four locations as working in “the District of Columbia.” As a result, FedScope overstates law enforcement employment for the District of Columbia and understates it for other states.
Top 5 Occupations
Details about these federal occupations can be found in the Office of Personnel Management’s Handbook of Occupational Groups and Families.
Working Inside or Outside the Washington, D.C., Area
The Washington, D.C., area includes the District of Columbia, Maryland and Virginia. It excludes all other U.S. states and U.S. territories as well as federal employees living in foreign countries.

Workforce Demographics

Data Coverage
Age: Under 30
Under 30 includes ages 20-29.
Age: Over 55
Employees by Race
Agency
 
Government-Wide
Senior Executive Service by Race
Agency
Person of color includes people who indicated they were American Indian or Alaska Native, Asian, Black/African American, Native Hawaiian or Pacific Islander, More Than One Race, or Hispanic/Latino.
 
Government-Wide
Employees by Sex
Agency
 
Government-Wide
Senior Executive Service by Sex
Agency
 
Government-Wide
Employees with Disability
Disability refers to the physical or mental impairment that substantially limits one or more major life activities; the record of such impairment; or the perception of such impairment by others. Employees voluntarily self-identify as having a disability or health condition. The term disability includes a range of disabilities and health conditions. See The Office of Personnel Management’s SF-256 self-identification of disability form for more information.
Employees with Veteran Status
Education Background
Employees by Career Level
These levels reflect employees covered by the General Schedule classification and pay system:
  • Entry level includes GS-1 to GS-9.
  • Midlevel includes GS-10 to GS-12.
  • Senior level includes GS-13 to GS-15.
  • N/A are federal employees not covered by the General Schedule system.
See: The Office of Personnel Management’s General Schedule Overview

Employee Separation

Data Coverage
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Attrition Rate
Attrition is defined as the number of voluntary separations from federal civil service in fiscal 2023 as a share of the total number of civil servants employed at the beginning of the fiscal year. The individual agency attrition rate includes quits, retirements and individual transfers to another federal agency. The government-wide attrition calculation includes only quits and retirements from federal civil service; individual transfers between agencies are not included. Data Source: FY2023 FedScope

IT Employees
IT is defined as the 2210 – Information Technology Management occupational series in FedScope, which includes positions that manage, supervise, lead, administer, develop, deliver, and support information technology (IT) systems and services. For more information see the Office of Personnel Management’s Handbook of Occupational Groups and Families.
Are you considering leaving your organization within the next year and, if so, why?
Data Source: 2023 Federal Employee Viewpoint Survey

Confirmed Political Appointees

Data Coverage
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(Positions Confirmed Out of Total Positions Tracked)
Key leadership positions include presidential appointments such as Cabinet secretaries, deputy and assistant secretaries, and other full-time critical leadership positions that need Senate confirmation. The number of 'positions confirmed' may include appointees who have since resigned or otherwise left the position.

See: The Partnership for Public Service and Washington Post Political Appointee Tracker (ourpublicservice.org/political-appointee-tracker/)

The number of appointees listed here is confirmed or updated every week on Monday.

Employee Experience

Data Coverage
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out of agencies
Scores are out of 100. The scores are calculated using the Federal Employee Viewpoint Survey, an annual employee survey conducted by the Office of Personnel Management. Employee engagement and satisfaction is defined as employee satisfaction, commitment and willingness to put in discretionary effort.

In 2020, the Partnership changed how it calculates Best Places to Work scores. Therefore, the 2020 scores should not be compared with scores from previous years.
See: The Best Places to Work in the Federal Government® rankings (bestplacestowork.org)
In my work unit poor performers usually (select all that apply):
Data Source: 2023 Federal Employee Viewpoint Survey
Organizational Performance
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Performance Accountability
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Goal Clarity
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Performance Feedback
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The scores represent the average of the percentage of employees who responded favorably to the following FEVS questions:

Organizational Performance
My organization is successful at accomplishing its mission.

Performance Accountability
I am held accountable for the quality of work I produce.
My supervisor holds me accountable for achieving results.

Goal clarity
I know what is expected of me on the job.
I know how my work relates to the agency's goals.
I know what my work unit's goals are.
I have a good understanding of my organization's priorities.

Performance Feedback
I have a clear idea of how well I am doing my job.
My supervisor provides me with constructive suggestions to improve my job performance.
My supervisor provides me with performance feedback throughout the year.

Data Source: 2023 Federal Employee Viewpoint Survey

IT Modernization

Data Coverage
FITARA Grade
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The House Committee on Oversight and Reform issues report cards that grade each agency’s compliance with the Federal Information Technology Acquisition Reform Act. FITARA requires that the heads of federal departments and agencies ensure their respective CIO has a significant role in all information technology decisions including cybersecurity.

Data Source: fitara.meritalk.com
Footnotes
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Data Coverage
The data in this dashboard represents full-time, nonseasonal, permanent civilian employees of the executive branch as of February 2024. Unless otherwise noted, this includes the career members of the Senior Executive Service. The data does not include employees of the legislative or judicial branches, the intelligence community, the U.S. Postal Service, foreign service officers or locally employed staff within the State Department, or uniformed military personnel. Contractors also are not included. See: fedscope.opm.gov