Survey of 11,000 Feds Underscores ‘Layer Cake of Trauma’

Why It Matters

A demoralized federal workforce threatens the effectiveness, safety, and credibility of government services, potentially eroding public trust and policy implementation. The findings pressure OPM and agency leaders to address leadership, culture, and retention challenges urgently.

Key Takeaways

• Federal employee engagement fell to 32/100 in 2025.
• 58% report declining engagement since 2024.
• Only 7.5% feel leaders inspire motivation.
• Confidence in reporting violations drops to 22.5%.
• HHS ranks near bottom with 20.4 engagement score.

Pulse Analysis

The abrupt termination of the federally mandated Federal Employees Viewpoint Survey left a data vacuum that the Partnership for Public Service sought to fill with its Public Service Viewpoint Survey. Modeled closely on the original instrument, the new survey captured over 10,000 responses despite a reduced sample size and limited demographic data, a consequence of recent anti‑diversity directives. By publishing these results, the Partnership not only restored a critical feedback loop but also highlighted the growing disconnect between federal employees and agency leadership.

Survey results paint a stark picture: overall engagement sits at a historic low of 32 out of 100, and more than half of respondents say their morale has deteriorated since the previous year. Leadership motivation scores are especially bleak, with merely 7.5% of workers believing political leaders inspire them. Moreover, confidence in whistle‑blower protections has slipped to 22.5%, underscoring a climate of fear and retaliation. Agency‑specific data reveal that even traditionally high‑performing departments, such as Health and Human Services, have tumbled to the bottom of the rankings, scoring just 20.4.

The implications extend beyond employee satisfaction. A disengaged civil service hampers policy execution, reduces operational efficiency, and can compromise national security and public health outcomes. Stakeholders—including OPM, congressional oversight committees, and agency heads—must confront these findings with concrete reforms: restoring robust, independent employee surveys, strengthening protection for whistle‑blowers, and rebuilding leadership credibility through transparent, inclusive practices. Failure to act risks a talent exodus that could further degrade the government’s capacity to serve the American people.