1
Results from the 2021 Federal Employee Benefits Survey
Contents
Executive Summary ...................................................................................................................................... 3
Survey Overview ....................................................................................................................................... 3
Key Results ................................................................................................................................................ 3
I. Views of Core Benefit Programs ................................................................................................................ 5
Enrollment Results .................................................................................................................................... 5
Reasons for Not Enrolling in Benefit Programs ..................................................................................... 5
Importance of the availability of benefit programs to employees ........................................................... 6
Impact of Benefit Programs on Recruitment and Retention .................................................................... 7
Value and Adequacy Ratings for FEHB and TSP ........................................................................................ 8
Value Ratings ......................................................................................................................................... 8
Adequacy Ratings .................................................................................................................................. 8
Employee Feedback on the Federal Employee Paid Leave Act (FEPLA) ................................................... 8
Impact on Retention ............................................................................................................................. 9
Core Benefit Programs - Key Results and Takeaways ............................................................................... 9
II. Accessing Health Services ......................................................................................................................... 9
Mental and Behavioral Health .................................................................................................................. 9
Equitable Treatment ............................................................................................................................... 10
COVID-19 ................................................................................................................................................. 11
Telehealth ............................................................................................................................................... 12
Accessing Services - Key Results and Takeaways .................................................................................... 13
III. Perceptions of FEHB ............................................................................................................................... 13
Changing FEHB Plans ............................................................................................................................... 14
Choosing a Plan ....................................................................................................................................... 15
OPM’s Plan Comparison Tool .................................................................................................................. 16
Health Plan Education and Understanding ............................................................................................. 17
FEHB - Key Results and Takeaways ......................................................................................................... 19
Appendix I – FEBS Survey Instrument ......................................................................................................... 20
Federal Employees Health Benefits (FEHB) Program.............................................................................. 21
Accessing Health Services ....................................................................................................................... 25
Thrift Savings Plan (TSP) .......................................................................................................................... 28
2
Retirement .............................................................................................................................................. 29
Other Benefits ......................................................................................................................................... 30
Paid Parental Leave ................................................................................................................................. 35
Demographics ......................................................................................................................................... 36
3
Executive Summary
Survey Overview
The Federal Employee Benefits Survey (FEBS) is designed to gather employee feedback on the
importance, adequacy, and perceived value of the benefits available to Federal employees. The insights
gained from the FEBS help to shape benefit program design and policy development. The U.S. Office of
Personnel Management (OPM) first administered the survey in 2004 and again in 2006. In 2011, OPM
expanded the FEBS beyond traditional benefit program ratings to capture information about other
health topics such as tobacco use and cessation and health status demographics. Since 2011, the survey
has been conducted every other year with new content added each administration to explore emerging
topics of interest.
Survey Sample: The 2021 FEBS was administered to a random sample of approximately 50,000
permanent employees across the Federal Government.
Survey Mode: A link to the web survey was sent out electronically via email invitation.
Survey Field Period: Administration of the FEBS began on October 6, 2021, and continued through
November 5, 2021.
Response Rate: The 2021 FEBS had an overall response rate of 27 percent. The data are weighted to
ensure the feedback from survey respondents is representative of the Federal workforce.
Key Results
• The Thrift Savings Plan, Federal Employees Health Benefits, and retirement benefits are the most
important benefits to employees. 90 percent or more of participants rated the availability of TSP,
FEHB, retiree health benefits and retirement annuity as “extremely important” or “important,”
regardless of whether they were enrolled
• These retirement and health benefits have a high impact on recruitment. - Over 70 percent of
participants reported the availability of FEHB, TSP and a retirement annuity influenced their decision
to take a job with the Federal Government to a “great” or “moderate” extent, suggesting employees
place a great deal of value on these programs when considering their career paths and planning
(results in table below)
• These retirement and health benefits have an even higher impact on employee retention. The same is
true when looking at the impact of these 3 programs on retaining current employees, with an even
higher percentage of participants (over three-quarters) reporting FEHB, TSP and a retirement annuity
influenced them to remain in a job with the Federal Government to a “great” or “moderate” extent.
• The availability of telehealth became invaluable to enrollees during the COVID-19 pandemic.
o When participants were asked to report whether their use of telehealth services increased
during the pandemic, the majority reported their utilization increased greatly.
o Reported use of video appointments with providers rose from 2 percent in 2019 to 43
percent in 2021.
o Use of telehealth was greater among those who reported seeking treatment for
emotional/mental/behavioral health services.
• The COVID-19 pandemic did inhibit access to care for federal employees.
4
o 43 percent of all respondents reported delaying or skipping their annual physical due to the
pandemic.
o Women were more likely than men in all age groups to report they skipped or delayed
preventive screenings because of the pandemic.
• The Federal Employee Paid Leave Act (FEPLA) appears to be having a significant impact on employee
retention. 55 percent of participants 40 years old or younger reported the FEPLA benefit influenced
their decision to remain in a job with the Federal Government to a “great” or “moderate” extent.
• Access to and cost of health services are concerns of some federal employees, consistent with
national trends.
o The most cited reason for not seeking mental/behavioral health care when there was a need
to do so was “difficulty finding an in-network provider.”
o 50 percent of participants who considered changing their FEHB plan reported wanting a plan
with a lower monthly premium as their top reason for considering a plan change. 40 percent
wanted a plan with lower copayments or coinsurance.
o The perceived importance of the (pre-tax) Flexible Spending Account for health care jumped
4 percent between 2019 and 2021.
• As with the rest of the US population, race remains a pervasive issue for federal employees
interacting with the health system. Participants who identified as white were more likely to report
“never” feeling as if they had been treated with less respect (57%), followed by participants who
identified as black or African American (50%). All other race groups reported “never” feeling as if
they had been treated with less respect when seeking health services between 43 and 46 percent of
the time.
• Federal employees want more refined information to make health plan selection easier.
o Of the participants who reported it was “challenging” last time they had to choose a health
plan, 40 percent reported a lack of understanding of the total out of pocket costs
(deductibles, premiums, copays, etc.) that might be incurred as the reason it was a
challenging decision to make.
o The majority of participants who indicated use of OPM’s Plan Comparison Tool felt that
information related to quality and provider availability was somewhat useful or not useful in
helping them select a health plan.
5
I. Views of Core Benefit Programs
The benefit programs discussed in this report include the following:
• Thrift Savings Plan (TSP)
• Federal Employees Health Benefits (FEHB) Program
• Federal Employees’ Group Life Insurance (FEGLI)
• Federal Employees Dental and Vision Insurance Program (FEDVIP)- Dental
• Federal Employees Dental and Vision Insurance Program (FEDVIP)- Vision
• Health Care Flexible Spending Account (HCFSA) through FSAFEDS
• Federal Long Term Care Insurance Program (FLTCIP)
• Dependent Care Flexible Spending Account (DCFSA) through FSAFEDS
• Federal Employee Paid Leave Act (FEPLA)
Enrollment Results
As in prior versions of the survey, the 2021 FEBS included items asking participants to identify which
benefit programs they were enrolled in. Reported enrollment was consistent between 2021 and the last
administration of the survey in 2019, with only slight increases (three or fewer percentage points) in
several programs. The greatest change between enrollment results in 2019 and 2021 was a five-
percentage point increase in reported enrollment in Federal Employees Dental and Vision Insurance
Program (FEDVIP) Vision. Enrollment results for all programs from the 2021 FEBS are displayed in Table
1.
Table 1: Benefit Program Enrollment Results from 2021 FEBS
1
Benefit Program Percent Enrolled
Thrift Savings Plan (TSP) 98%
Federal Employees Health Benefits (FEHB) Program 84%
Federal Employees’ Group Life Insurance (FEGLI) 80%
Federal Employees Dental and Vision Insurance Program (FEDVIP)- Dental 74%
Federal Employees Dental and Vision Insurance Program (FEDVIP)- Vision 62%
Health Care Flexible Spending Account (HCFSA) through FSAFEDS 33%
Federal Long Term Care Insurance Program (FLTCIP) 12%
Dependent Care Flexible Spending Account (DCFSA) through FSAFEDS 7%
Reasons for Not Enrolling in Benefit Programs
Participants who reported they did NOT enroll in each benefit program were asked to report the primary
reason for not enrolling, providing insight into what factors may be driving decision-making and how
they may vary between programs. Overall results were generally consistent with previous
administrations of the survey. Reasons for not enrolling in programs with high uptake tend to stay
1
Enrollment results were produced using unweighted data.
6
consistent over time. For example, most employees not enrolled in FEHB reported “I am covered by
TRICARE” or “I have health insurance through someone else’s employment or retirement annuity,” and
most not enrolled in TSP reported, “I cannot afford to contribute money to the TSP.”
Analyzing these results for programs with lower enrollment can help identify barriers to enrollment and
opportunities to improve employee uptake. DCFSA through FSAFEDS had the lowest reported
enrollment in 2021 (7%); however, the program is not applicable to employees who are not responsible
for dependent care expenses. The FEBS results are consistent with that logic, with 35 percent of those
not enrolled in DCFSA reporting they did not enroll because the program is not applicable to them. The
most frequently reported reason for not enrolling in FLTCIP and FEDVIP-Vision programs was employees
reporting they did not think the programs are a good value, which could be an area for program
improvement and/or better communication efforts to employees. The most frequently selected primary
reasons for not enrolling in each benefit program are listed in Table 2 below.
Table 2: Reasons for Not Enrolling in Benefit Programs
Benefit Program
Most Frequently Selected Primary Reason for
Not Enrolling
Percent
Selected
Thrift Savings Plan (TSP) I cannot afford to contribute money to the TSP 30%
Federal Employees Health Benefits
(FEHB) Program
I am covered by TRICARE 58%
Federal Employees’ Group Life
Insurance (FEGLI)
I have life insurance outside of FEGLI 37%
Federal Employees Dental and
Vision Insurance Program (FEDVIP)-
Dental
I am enrolled in a dental insurance program
outside of FEDVIP
34%
Federal Employees Dental and
Vision Insurance Program (FEDVIP)-
Vision
I do not think it is a good value 21%
Health Care Flexible Spending
Account (HCFSA) through FSAFEDS
I do not wish to participate 23%
Federal Long Term Care Insurance
Program (FLTCIP)
I do not think it is a good value 38%
Dependent Care Flexible Spending
Account (DCFSA) through FSAFEDS
This program is not applicable to me (do not
have an eligible dependent)
35%
Importance of the availability of benefit programs to employees
In addition to questions about enrollment and decision-making related to enrollment, the FEBS included
questions about the importance of the availability of each benefit program. All participants, regardless
of whether they were enrolled, were asked, “How important is the availability of [the benefit program]
to you?”. Results from the top two rating categories, “extremely important” and “important,” were
combined and are displayed in Table 3 below, along with the ratings from the 2019 FEBS for comparison.
Importance ratings were very similar to the 2019 FEBS, except for the results for FSAFEDS programs,
which increased by four percentage points (HCFSA) and five percentage points (DCFSA) in 2021. Overall,
all programs except DCFSA were rated highly in terms of importance by over 40 percent of participants,
regardless of whether they were enrolled. These results for DCFSA are not surprising, given the fact that
7
eligibility for the program is limited. The importance ratings suggest that while enrollment in some
programs may seem low, employees value the option to enroll in many of the available benefit
programs.
Looking closer at participants who rated the availability of FLTCIP as “extremely important,” nearly half
(47%) were in the 41-56 age group, or “Generation X.” These results suggest a potential opportunity to
engage with employees who may be interested in learning more about the program, especially when
taking into consideration how Generation X participants responded to the question asking why they did
not enroll in FLTCIP. Of the participants who reported the primary reason they did not enroll in FLTCIP as
“I do not have enough information about the program/not aware of the program,” 46 percent were in
the Generation X age group. The FEBS results suggest employees in this age group may be interested in
the program, but many may not have enough information about it to consider enrolling.
Employer-sponsored long term care insurance enrollment in the public and private sectors has remained
low, even after concerted education campaigns, due to costs increasing faster than expected.
2
This
suggests that the reasons for perceived low value may be more complex and require more extensive
consumer research prior to launching education efforts.
Table 3: Importance Ratings of Benefit Programs
Benefit Program
2019 Extremely
Important/Important
2021 Extremely
Important/Important
Thrift Savings Plan (TSP) 96% 96%
Retirement Annuity 95% 95%
Retiree Health Benefits 92% 93%
Federal Employees Health Benefits (FEHB)
Program
90% 90%
Federal Employees Dental and Vision Insurance
Program (FEDVIP)- Dental
82% 81%
Federal Employees Dental and Vision Insurance
Program (FEDVIP)- Vision
70% 71%
Federal Employees’ Group Life Insurance (FEGLI) 70% 70%
Health Care Flexible Spending Account (HCFSA)
through FSAFEDS
39% 43%
Federal Long Term Care Insurance Program
(FLTCIP)
42% 41%
Dependent Care Flexible Spending Account
(DCFSA) through FSAFEDS
22% 27%
Impact of Benefit Programs on Recruitment and Retention
The FEBS also assesses the potential impact of FEHB, the TSP and a retirement annuity on recruiting and
retaining Federal employees. Over 70 percent of participants reported the availability of all three
2
RTI International and Washington University, 2015. “Long-Term Care Awareness and Planning: What Do
Americans Want?” ASPE Policy Forum, https://aspe.hhs.gov/report/long-term-care-awareness-and-planning-what-
do-americans-want
8
programs influenced their decision to take a job with the Federal Government to a “great” or
“moderate” extent, suggesting employees place a great deal of value on these programs when
considering their career paths and planning. The same is true when looking at the impact of these
programs on retaining current employees, with an even higher percentage of participants (over three-
quarters) reporting FEHB, TSP and a retirement annuity influenced them to remain in a job with the
Federal Government to a “great” or “moderate” extent. Table 4 below displays the specific results for
each program and the reported impact on recruitment and retention.
Table 4: Impact of FEHB, TSP, Retirement Annuity on Recruitment and Retention
Benefit Program
Percent reported the availability
of benefit influenced decision to
take a job with the Federal
Government to a great or
moderate extent
Percent reported the availability of
benefit influenced decision to
remain in a job with the Federal
Government to a great or
moderate extent
Federal Employees Health
Benefits (FEHB) Program
72% 79%
Thrift Savings Plan (TSP) 71% 81%
Retirement Annuity 78% 88%
Value and Adequacy Ratings for FEHB and TSP
Participants enrolled in FEHB and TSP were asked to rate the value (benefits they receive for the money)
and adequacy (extent to which the benefit is meeting their needs) of the programs. Results overall were
positive and consistent with previous administrations of the FEBS.
Value Ratings
• 73% of FEHB enrollees reported the program was an excellent or good value
• 87% of TSP enrollees reported the program was an excellent or good value
Adequacy Ratings
• 95% of FEHB enrollees reported the program meets their needs to a great or moderate extent
• 93% of TSP enrollees reported the program meeting their needs to a great or moderate extent
Employee Feedback on the Federal Employee Paid Leave Act (FEPLA)
3
The content of the 2021 FEBS was expanded to include questions about FEPLA. To assess general
awareness of the program, participants were asked if they were aware of the benefit prior to being
asked about it on the survey. Most employees seem to be aware of the benefit, with 67 percent
reporting awareness prior to reading about it on the survey. Focusing on those in the 40-years-old and
under category, the age group most likely to use the benefit, a higher percentage of participants (76%)
reported being aware of the benefit.
3
FEPLA went into effect October 1, 2020, and provides for up to 12 weeks of paid time off for the birth of an
employee’s child, or the placement of a child with an employee for adoption or foster care.
9
Impact on Retention
Participants were also asked whether FEPLA influences their decision to remain in a job with the Federal
Government. Over a quarter of participants (27%) reported the program influenced their decision to
remain in a job with the Federal Government to a “great” or “moderate” extent, which is noteworthy
considering the program is not applicable to a large subgroup of employees. Looking more closely again
at participants 40 years old or younger, 55 percent reported the benefit influenced their decision to
remain in a job with the Federal Government to a “great” or “moderate” extent. Looking at these results
with a focus on employees 40 years old or younger suggests the benefit has more of an impact in this
age group, which makes sense given this age group is more likely to use the benefit.
Core Benefit Programs - Key Results and Takeaways
• FEHB and TSP were highly rated in terms of value and adequacy, which is consistent with
previous administrations of the FEBS.
• Retirement and health benefit programs greatly influenced federal employees to take a job and,
to an even greater extent, influenced federal employees’ interest in staying with the federal
government.
• Enrollment in TSP, FEHB and FEGLI remains high over time, with over 80 percent of participants
reporting they were enrolled. Enrollment in FLTCIP remains low over time, but importance
ratings were high despite low enrollment.
• Employees seem to be aware of FEPLA, especially those 40 years old or younger. In that same
age group, there is a notable impact of the benefit on retention.
II. Accessing Health Services
Employee attitudes and experiences with respect to accessing health services using federal benefits are
described from the following dimensions:
• Mental health and behavioral health
• Equitable treatment
• COVID-19
• Telehealth
Mental and Behavioral Health
OPM continues to emphasize the importance of making behavioral and mental health care readily
available, without barriers, to the Federal workforce and collected information via the FEBS to gain a
better understanding of employees’ experience when seeking care.
To gauge the overall need for mental/behavioral healthcare in the Federal workforce, participants were
first asked whether there was a need for care for themselves or for a family member within the 12
months prior to completing the survey. The results were consistent with 2019 FEBS results- 28 percent
of participants responded “yes”, 66 percent responded “no”, and six percent responded “no, but there
was a need for treatment.”
For the six percent of participants who indicated that treatment was necessary but that it had not been
obtained, a follow up question was asked to better understand what barriers Federal employees may be
encountering when attempting to seek care. The results are displayed in Table 1.
10
Table 1: Barriers Encountered When Attempting to Seek Mental or Behavioral Health Treatment
Reason for Not Seeking Care Percent Selected
Difficulty finding an in-network provider 33%
Difficulty finding providers accepting new patients 30%
Didn’t get around to it 28%
Felt embarrassed seeking treatment 25%
Concerns about exposure to COVID-19 24%
Could not afford treatment costs 23%
Unable to find a provider you were comfortable talking to 22%
Difficulty finding in-person appointments 18%
Difficulty finding virtual appointments 12%
Other 1%
Looking at these results by age group, participants 40 years old and younger were more likely to report
that they or a family member had received mental/behavioral care in the last 12 months (32%)
compared to those 57 years of age or older (19%).
Equitable Treatment
Even though equitable care is consistently cited as a goal of providers, insurers, employers, and health
care facilities, the reality is that different demographic groups may continue to receive different levels of
care and experience different health outcomes. Many factors contribute to equity issues in health care,
and for many groups discrimination of all types is recognized as intertwined with social, political, and
economic societal structures. For many minority groups, the result is unequal access to services such as
education, health care, affordable housing, etc.
4
In health care specifically, a 2020 study published in
JAMA found that 21 percent of adults indicated that they had experienced discrimination in the health
care system, and 72 percent of those who had experienced discrimination reported experiencing it more
than once
5
.
Since health equity continues to be important for OPM and is a top priority of the Biden-Harris
administration, the 2021 FEBS asked participants for feedback to get a high-level pulse on their
experience as Federal employees. Participants were asked, “How often have you felt like you have been
treated with less respect than others when seeking health procedures/services?” Responses from all
participants are provided in Table 2.
4
https://www.health.harvard.edu/blog/racism-discrimination-health-care-providers-patients-2017011611015
5
https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2774166
11
Table 2: How Often Participants Reported Being Treated with Less Respect than Others When Seeking
Health Procedures/Services
Response Percent Selected
Never 53%
Seldom 21%
Sometimes 14%
Don’t know/not sure 7%
Often 4%
Always 2%
Results for the question “How often have you felt like you have been treated with less respect than
others when seeking health procedures/services?” were also analyzed by racial category. Participants
who identified as white were more likely to report “never” feeling as if they had been treated with less
respect (57%), followed by participants who identified as black or African American (50%). All other race
groups reported “never” feeling as if they had been treated with less respect when seeking health
services between 43 and 46 percent of the time.
COVID-19
Throughout the COVID-19 pandemic, many people have avoided or delayed both routine and
emergency medical care. According to the Centers for Disease Control and Prevention, by June 30, 2020,
because of concerns about COVID-19, an estimated 41 percent of U.S. adults had delayed or avoided
medical care including urgent or emergency care (12%) and routine care (32%). Avoidance of urgent or
emergency care was more prevalent among unpaid caregivers for adults, persons with underlying
medical conditions, Black adults, Hispanic adults, young adults, and persons with disabilities
6
. Since
delayed/skipped care can have a negative impact on health outcomes and can impact morbidity and
mortality associated with chronic conditions, the FEBS asked participants about care they skipped or
delayed by choice since the beginning of the pandemic. The results are displayed in Table 3.
Table 3: Health Care Skipped or Delayed by Choice as a Result of the COVID-19 Pandemic
Type of Care Percent Selected
Routine physical/check up 43%
Dental care 40%
N/A- I did not make the choice to skip or delay any of my health care 37%
Preventive screening 24%
Doctor visit for new/non-routine symptom or condition 22%
6
https://www.cdc.gov/mmwr/volumes/69/wr/mm6936a4.htm
12
Type of Care Percent Selected
Doctor visit for chronic/existing condition 17%
Mental health care 9%
Physical therapy or rehabilitative care 8%
Urgent/emergency care 7%
Surgical procedure 6%
Results were also analyzed by gender, which highlighted a significant difference between men and
women and preventive screening. Women were more likely than men in all age groups to report they
skipped or delayed preventive screenings because of the pandemic.
Telehealth
Another healthcare-related impact of the COVID-19 pandemic has been an increase in the availability
and utilization of telehealth services to access care. McKinsey reports that as of July 2021, telehealth
utilization has stabilized at levels 38 times higher than before the pandemic
7
. OPM has seen widespread
increases in telehealth utilization reported by FEHB Carriers and the FEBS gathered information from the
employee perspective. Table 4 shows the percentage of participants who reported telehealth utilization
for each listed service in the 12 months prior to taking the survey, as well as results from the 2019 FEBS
for comparison.
Table 4: Use of Telehealth Services in Past 12 Months from the 2021 FEBS and 2019 FEBS
Type of Service
Percent Selected
2021
Percent Selected
2019
8
Video appointment with provider 43 2
Telephone appointment with provider 32 22
Mobile health application 17 12
Communicated online with provider 26 21
None – I was not interested in using these services 26 42
None – don’t know if these services were available 9 --
None – services were available, but I was unable to access
them
2 --
The largest increase in utilization was seen in video appointments with providers, which aligns with how
care delivery shifted across the industry during the pandemic. When participants were asked for their
own take on how their use of telehealth services increased during the pandemic, the majority reported
their utilization increased greatly (23%) or somewhat (29%). Only three percent reported any level of
7
https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/telehealth-a-quarter-
trillion-dollar-post-covid-19-reality
8
“--” indicates unavailable data due to response options changing between survey administrations.
13
decrease in utilization and just under half (45%) said that the pandemic had no impact on their use of
telehealth services. An uptick in the utilization of some telehealth services is likely to continue in the
future, as approximately 47 percent of participants reported they are “extremely likely” or “likely” to
use telehealth services in the next 12 months.
If a participant indicated that telehealth services were available, but that they were unable to access
them, a follow up question was asked to gather more information about the barriers or challenges they
encountered. The results are displayed in Table 5.
Table 5: Barriers Encountered when Using Telehealth Services in Past 12 Months
Barrier/Challenge Percent Selected
Other 29%
Difficulty understanding insurance coverage for telehealth appointments 20%
Difficulty understanding website/app used by provider 20%
Delayed waiting times for telehealth appointments 20%
Lack of access to internet/broadband connection 18%
Lack of access to technology (computer, tablet, etc.) 15%
Those who reported they had received emotional/mental/behavioral health services treatment were
more likely to respond that they had used telehealth services compared to those who reported they had
not received treatment: Of the group of FEBS respondents who reported they/a family member had
received such treatment, 63% reported using live video appointments with providers compared to only
37% of those who reported not receiving such treatment.
Accessing Services - Key Results and Takeaways
• The most commonly cited reason for not seeking mental/behavioral health care when there was
a need was difficulty finding an in-network provider.
• In line with national trends, FEBS results suggest that Federal employees most often chose to
delay routine physicals and dental care during the COVID-19 pandemic.
• Whites were most likely to report never feeling disrespected by health care providers, followed
by blacks or African Americans, and then other races.
• Also in line with national and industry trends, FEBS results suggest that Federal employees
experienced increases in the use of telehealth during the COVID-19 pandemic and that use is
greater among those who report seeking treatment for emotional/mental/behavioral health
services.
III. Perceptions of FEHB
The Federal Employees Health Benefits Program (FEHB) is the largest employer-sponsored health
insurance program in the world, covering more than eight million Federal employees, retirees, former
employees, and their family members and continues to be an area of focus for the FEBS due to high
14
enrollment and benefit utilization. As the “Results from the 2021 FEBS: Core Benefit Ratings”
9
report
outlines, 84 percent of 2021 FEBS participants reported that they were enrolled in FEHB. This represents
the second highest enrollment of all benefit programs, second only to the Thrift Savings Plan (TSP).
In addition to enrollment, the report contains the overall core ratings for the FEHB program, including
ratings on importance, adequacy, and value. It also outlines the impact of FEHB on recruitment and
retention of employees. The results contained in this report focus on topics of interest related to
employees’ experience with FEHB and provide insight into how Federal employees approach health plan
choice and decisions around their care.
Changing FEHB Plans
To better understand how employees make decisions related to health plan choice and to better assess
how many employees may be evaluating FEHB plans each year during Open Season, FEHB Enrollee
participants were asked if they had considered changing their FEHB plan within the past five years. Over
one-third of participants (39%) reported they had considered changing their plan. Those who had
considered changing their plan were then asked to identify the reasons they were considered a change
in health plan. The results are displayed in Table 1 below, with the top three reasons relating to cost of
the plan. These results suggest cost plays a major role in how employees choose a health plan.
Table 1: Reasons Employees Considered Changing FEHB Plans
10
Reason for Considering Changing Plan
11
Percent Selected
I wanted a plan with a lower monthly premium 50%
I wanted a plan with lower copayments/coinsurance 40%
I wanted a plan with a lower deductible/no deductible 32%
I wanted a plan offering better quality health care 29%
I wanted specific benefit coverage that was not offered by my previous plan 23%
I had a qualifying life event (marriage, divorce, birth of a child, etc.) 18%
My preferred healthcare provider(s) was not covered by my previous plan 12%
Other 11%
I moved to a new location 8%
Looking further at the 39 percent of FEHB enrollees that reported they had considered changing their
plan, they were also asked to identify the resources they consulted for information about plan options.
This information provides insight into not only how many employees are likely to consider making a plan
change, but also identifies which resources they may be using to help them make decisions about which
FEHB plan is best for them. Table 2 displays the results, suggesting OPM’s Plan Comparison Tool may be
9
To view additional reports from the 2021 FEBS, please visit: https://www.opm.gov/policy-data-oversight/data-
analysis-documentation/employee-surveys/results/results-of-the-employee-benefits-survey/
10
Only participants who reported they had considered making a health plan change in the past five years were
asked to respond to this item.
11
Participants were able to select more than one response for this item, so responses do not add to 100%.
15
one of the more frequently accessed resources when considering a plan change, along with health plan
brochures.
Table 2: Resources Consulted When Considering Changing FEHB Plans
12
Resource
13
Percent Selected
OPM’s Plan Comparison Tool 54%
FEHB plan brochures 50%
Individual FEHB health insurance plan websites 46%
OPM’s website 36%
Word of mouth (friends, colleagues, etc.) 31%
Benefits fair 16%
Other 6%
Results related to plan changes and resources used were also analyzed by age group to highlight any
potential differences. Participants 40 years old and younger were far more likely (47%) to have
considered changing their FEHB plan within the past five years than those in the 57 years of age or older
category (30%). Another interesting and potentially related result was found when comparing age
groups and use of the FEHB Plan Comparison Tool. A higher percentage of participants age 40 or
younger (69%) reported using the tool compared to only 52 percent of those 57 years or older.
Choosing a Plan
The ability to choose from a wide variety of health plans has long been one of the hallmarks of the FEHB
Program based on the idea that a larger range of choice is beneficial to the consumer. However, when it
comes to choosing the right health plan the decision can be difficult for employees for a variety of
reasons: varying levels of health literacy, difficulty predicting future health care needs and costs, trouble
determining procedure/prescription costs, uncertainty over which providers are in network, and the list
goes on. Picking an ideal plan requires weighing several factors, many of which could be unknowns,
which makes it important to better understand employee behavior when choosing a plan. Over one-
third of FEBS participants (42%) reported it was challenging to choose between plans last time they
selected a health plan, and an additional six percent were unsure whether it was challenging. These
results suggest nearly half of employees may encounter some challenges when trying to choose
between health plans. Of those who reported it was challenging to select a plan, they were asked to
identify the most challenging aspect of the decision. Table 3 highlights the challenges participants
reported, with 40 percent reporting not understanding the total out of pocket costs as the biggest
challenge when selecting a health plan.
12
Only participants who reported they had considered making a health plan change in the past five years were
asked to respond to this item.
13
Participants were able to select more than one response for this item, so responses do not add to 100%.
16
Table 3: Top Challenges When Selecting a Health Plan
14
Most Challenging Part of Selecting Health Plan Percent Selected
I did not understand the total out of pocket costs (deductibles, premiums,
copays, etc.) I might incur
40%
I did not understand which benefits were covered 17%
I could not easily find out if doctors seen frequently were covered 15%
Other
14%
I did not have enough information about the health plans available 13%
OPM’s Plan Comparison Tool
Many resources, tools and services exist to help consumers select the “best” health plan for them. OPM
provides a Plan Comparison Tool on opm.gov that allows employees to look at features such as
premiums, deductibles and pharmacy costs for plans available in their geographic region. The 2021 FEBS
included several items to gather feedback about employee experience using OPM’s Plan Comparison
Tool (PCT) as a resource for selecting an FEHB plan. Overall, 61 percent of participants indicated they
have used the PCT
15
, seven percent were unsure if they had used it, and 32 percent reported they have
not used it.
Those who reported using the tool at some point in the past were asked several follow-up questions.
The majority of these participants reported the tool was very useful (46%) or somewhat useful (49%) in
helping them select a health plan. These participants also provided feedback on how useful each
information category available within the PCT was when selecting a health plan. The results are
displayed in Table 4.
Table 4: Usefulness Ratings for Sections of the Plan Comparison Tool
16
Section Very useful Somewhat useful Not very useful Not at all useful
Quality ratings
41%
47% 9% 3%
Annual deductible amounts 72% 25% 2% 1%
Catastrophic limits 52% 40% 7% 2%
Hospital inpatient charges 58% 36% 5% 1%
Cost of primary care doctor
office visits
69% 27% 3% 1%
Prescription drug costs 60% 32% 7% 2%
14
Only participants who reported it was challenging to choose between plans last time they selected a health plan
were asked to respond to this item
15
A link to OPM’s Plan Comparison Tool was included on the survey for participants to provide a reference and
assist in responding to items about the PCT.
16
Only participants who reported they had used the Plan Comparison Tool were asked to respond to this item.
17
Section Very useful Somewhat useful Not very useful Not at all useful
Availability of mail order
pharmacy benefit
32% 43% 19% 6%
Link to provider directories 47% 39% 11% 3%
Prescription cost
information
52% 37% 9% 2%
To gain a better understanding of why employees may not have used the PCT, participants who
reported they had not used the PCT were asked to report the reason(s) they had not used the tool in the
past. The results are listed in Table 5, with lack of awareness of the PCT being the most frequently
reported reason for not accessing it.
Table 5: Reasons for Not Using the Plan Comparison Tool
17
Reason for Not Using the PCT
18
Percent Selected
I didn’t know about the tool 68%
Other 11%
I did not have time 10%
I prefer to use other resources (e.g., plan
websites/brochures, HR staff, etc.)
10%
I do not understand how the tool works 9%
I could not find it on OPM’s website 2%
Health Plan Education and Understanding
In addition to navigating health plan choice, another important aspect of health literacy is how well an
individual feels they understand the structure and benefits of their plan. Varying levels of health
literacy/health plan understanding can have a large impact on the management of health conditions,
outcomes, status and costs. Higher levels of health literacy are tied to higher levels of self-reported
health status
19
, which is why the FEBS includes questions asking participants how well they understand
their health plan. When asked, “how well do you understand your health insurance benefits through
FEHB?” the majority of participants reported they have a “good” understanding of their health insurance
benefits. The results for this item are displayed in Table 6 below.
Table 6: Enrollees’ Reported Understanding of Health Insurance Benefits through FEHB
Understanding of Health Insurance Benefits Percent Selected
I have a good understanding 51%
I have a poor understanding 29%
17
Only participants who reported not using the PCT were asked to respond to this item.
18
Participants were able to select more than one response for this item, so responses do not add to 100%.
19
https://www.cdc.gov/healthliteracy/learn/Understanding.html
18
Understanding of Health Insurance Benefits Percent Selected
I have an excellent understanding 15%
I have a fair understanding 5%
Participants were then asked follow up questions about which resources they used, or would be most
likely to use, to learn about their benefits through FEHB. Those who reported they had a “good” or
“excellent” understanding of their benefits were asked the question “Which resource(s) did you use to
educate yourself about your health insurance benefits through the FEHB?”. The results show most
participants who reported they had a good grasp on their health benefits have used their plan website
and brochures to educate themselves. The results are displayed in Table 7.
Table 7: Resources Used by Enrollees with an Excellent/Good Understanding of Health Benefits
Resource Percent Selected
FEHB plan’s website 65%
FEHB plan’s brochure 45%
Education programs available through my health
plan
32%
OPM’s website 28%
Education programs available through my agency 16%
Other 8%
Agency’s HR department 6%
Education programs available through a third
party
4%
Participants who reported they had a “fair” or “poor” understanding of their health insurance benefits
were asked the question “Which resource(s) would you be most likely to access to learn more about
your health insurance benefits through the FEHB?”. These results are displayed in Table 8, and again
point to FEHB plan websites as a primary potential resource to be used when trying to learn more about
benefits.
Table 8: Resources Likely to be Used by Enrollees with a Fair/Poor Understanding of Health Benefits
Resource Percent Selected
FEHB plan’s website 52%
Education programs available through my agency 41%
Education programs available through my health
plan
36%
FEHB plan’s brochure 30%
OPM’s website 30%
19
Resource Percent Selected
Agency’s HR department 20%
Education programs available through a third
party
12%
Other 8%
N/A I am not interested in learning more about
my FEHB plan
4%
FEHB - Key Results and Takeaways
• The most frequently selected reason for considering a change in FEHB coverage was to find a
plan with a lower monthly premium.
• Health insurance plan brochures and OPM’s PCT were the two most frequently consulted
resources when participants considered changing their health plan.
• The most common reason for citing difficulty selecting a health plan is lack of understanding the
total out of pocket costs (deductibles, premiums, copays, etc.) that might be incurred.
• The majority of participants who indicated use of OPM’s PCT felt that information related to
costs was very useful, while information related to quality and provider availability was
somewhat useful or not useful in helping them select a health plan.
20
Appendix I – FEBS Survey Instrument
U.S. Office of Personnel Management (OPM)
2021 Federal Employee Benefits Survey
Welcome to the 2021 Federal Employee Benefits Survey, administered by OPM. You have been
randomly selected to be part of a government-wide sample of Federal employees who are being offered
the chance to provide feedback about the benefits available to employees. Your input is critical for OPM
to assess whether Federal employees believe that the benefits offered by the Federal Government meet
their needs.
Participation is voluntary and your responses are confidential.
• The survey should take approximately 15-20 minutes to complete, however, the time it takes
depends on your own unique experiences.
• We have made every effort to streamline the survey by allowing you to skip questions that may
not be applicable to you. By skipping questions that do not apply to you, please be aware that
question numbers may appear missing or out of order.
• As you complete the survey, a bar at the bottom of each page will indicate your progress.
• Descriptions of important terms are provided throughout the survey in the link at the bottom of
each page called "Key Terms and Descriptions."
• The possible responses to questions change throughout the survey. Please make sure you are
answering as you intend by carefully reading all answer options.
• When navigating through the survey, please use the buttons on the bottom of the survey pages
and not your browser's "Back" and "Forward" buttons.
• We strongly urge you to complete the survey in one session. However, if you cannot complete it
in a single, uninterrupted session, the “Save & Continue Later” button at the bottom of each
page will save your responses and allow you to return to complete the survey at a later time.
• If you have questions, please contact the OPM Survey Support Center at [email protected].
21
Federal Employees Health Benefits (FEHB) Program
The following questions ask for general feedback about the Federal Employees Health Benefits (FEHB)
Program, regardless of whether you are enrolled. “FEHB” refers to the medical, hospital, and
prescription coverage (excluding supplemental dental and vision coverage) available to you as a
Federal employee.
1. [All participants] How important is the availability of health insurance through FEHB to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
2. [All participants] To what extent did the availability of health insurance through FEHB influence
your decision to take a job with the Federal Government?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all
3. [All participants] To what extent does the availability of health insurance through FEHB influence
your decision to REMAIN in a job with the Federal Government?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all
The following questions ask for more specific feedback about the Federal Employees Health Benefits
(FEHB) Program. “FEHB” refers to the medical, hospital and prescription coverage (excluding
supplemental dental and vision coverage) available to you as a Federal employee. Depending on your
responses in this section, you may skip past some items.
4. [All participants] Are you enrolled in health insurance through FEHB?
• Yes
• No
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = No]
5. Please indicate the primary reason you did not enroll in health insurance through FEHB:
• I have health insurance through someone else’s employment or retirement annuity (e.g.,
coverage through a spouse, dependent on a parent’s plan, etc.)
• I am covered by TRICARE
• I am not enrolled because health insurance through FEHB is too expensive
• I do not have health insurance because I do not think I need it
• I have health insurance through a Health Insurance Exchange or Marketplace (Obamacare)
• Other
22
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
6. To what extent does your health insurance through FEHB meet your needs?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all adequate
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
7. Considering the total amount you have to pay out-of-pocket (premiums, copays, coinsurance,
etc.), please rate the value (benefits you receive for your money) of your health insurance
through FEHB.
• Excellent value for the money
• Good value for the money
• Fair value for the money
• Poor value for the money
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
8. Have you considered changing your FEHB health insurance plan within the past five years?
• Yes
• No
• Don’t know
[Question conditionally shown if “Have you considered changing your health insurance plan within
the past five years” = Yes]
9. Why did you consider changing your FEHB health insurance plan? (select all that apply)
• I wanted a plan with a lower monthly premium
• I wanted a plan with a lower deductible/no deductible
• I wanted a plan with lower copayments/coinsurance
• I had a qualifying life event (marriage, divorce, birth of a child, etc.)
• I wanted specific benefit coverage that was not offered by my previous plan
• I moved to a new location
• My preferred healthcare provider(s) was not covered by my previous plan
• I wanted a plan offering better quality health care
• Other
[Question conditionally Shown if “Have you considered changing your health insurance plan within
the past five years?” = Yes]
10. When you considered changing your plan, where did you look for information about other plan
options? (select all that apply)
• Word of mouth (friends, colleagues, etc.)
• FEHB plan brochures
• OPM’s website
23
• OPM’s Plan Comparison Tool
• Individual FEHB health insurance plan websites
• Benefits fair
• Other (please specify)
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
11. Last time you selected a health plan, was it challenging to choose between plans?
• Yes
• No
• I am unsure
[Question conditionally shown if “Last time you selected a health plan, was it difficult or challenging
to choose between plans” = Yes]
12. What was the most challenging part of selecting your health plan?
• I did not have enough information about the health plans available to me
• I did not understand the total out of pocket costs (deductibles, premiums, copays, etc.) I
might incur
• I did not understand which benefits were covered
• I could not easily find out if the doctors I see most frequently were covered
• Other
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
13. Have you ever used the FEHB plan comparison tool on OPM’s website?
(It is found at:
https://www.opm.gov/healthcare-insurance/healthcare/plan-information/compare-
plans/ )
• Yes
• No
• I am unsure
[Question conditionally shown if “Have you ever used the health plan comparison tool on OPM’s
website?” = Yes]
14. How useful was OPM’s FEHB plan comparison tool in helping you select a health plan?
• Very useful
• Somewhat useful
• Not very useful
• Not at all useful
[Question conditionally shown if “Have you ever used the health plan comparison tool on OPM’s
website?” = Yes]
24
15. The OPM FEHB plan comparison tool includes many categories to help you compare plans and
choose the one that best meets your needs. Please rate the usefulness of the categories below
in helping you select a health plan:
Very useful Somewhat useful Not very useful Not at all useful
Quality ratings
Annual deductible
amounts
Catastrophic limits
Hospital inpatient
charges
Cost of primary
care doctor office
visits
Prescription drug
costs
Availability of mail
order pharmacy
benefit
Link to provider
directories
Prescription cost
information
[Question conditionally shown if “Have you ever used the health plan comparison tool on OPM’s
website?” = No]
16. Please indicate the reason(s) you have not used OPM’s FEHB plan comparison tool. (select all
that apply)
• I did not have time
• I didn’t know about the tool
• I could not find it on OPM’s website
• I do not understand how the tool works
• I prefer to use other resources (e.g., plan websites/brochures, HR staff, etc.)
• Other
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
17. How well do you understand your health insurance benefits through the FEHB?
• I have an excellent understanding of my health insurance benefits through the FEHB
• I have a good understanding of my health insurance benefits through the FEHB
• I have a fair understanding of my health insurance benefits through the FEHB
• I have a poor understanding of my health insurance benefits through the FEHB
[Question conditionally shown if “How well do you understand your health insurance benefits
through the FEHB” = I have an excellent understanding/I have a good understanding]
25
18. Which resource(s) did you use to educate yourself about your health insurance benefits through
the FEHB? (select all that apply)
• Education programs available through my agency
• Education programs available through my health plan
• Education programs available through a third party
• Office of Personnel Management’s website (https://www.opm.gov/healthcare-
insurance/healthcare/)
• My FEHB plan’s website
• My FEHB plan’s brochure
• My agency’s Human Resources department
• Other
[Question conditionally shown if “How well do you understand your health insurance benefits
through the FEHBP” = I have a fair understanding/I have a poor understanding]
19. Which resource(s) would you be most likely to access to learn more about your health insurance
benefits through the FEHB? (select all that apply)
• Education programs available through my agency
• Education programs available through my health plan
• Education programs available through a third party
• Office of Personnel Management’s website (https://www.opm.gov/healthcare-
insurance/healthcare/)
• My FEHB plan’s website
• My FEHB plan’s brochure
• My agency’s Human Resources department
• Other
• N/A- I am not interested in learning more about my health insurance benefits through the
FEHB
Accessing Health Services
OPM continues to value making behavioral and mental health care readily available, without barriers,
to the Federal workforce. The following questions ask about your experience (if applicable) seeking
out treatment for behavioral and mental health care.
20. [All participants] In the last 12 months, have either you or a family member received treatment
for a condition that was emotional, mental, or behavioral in nature?
• Yes
• No
• No, but there was a need.
[Question conditionally shown if “In the last 12 months, have either you or a family member
received healthcare treatment for a condition that was emotional, mental, or behavioral in nature?”
= No, but there was a need]
21. What was the reason(s) treatment was not received? (select all that apply)
• Difficulty finding providers accepting new patients
26
• Difficulty finding an in-network provider
• Difficulty finding in-person appointments
• Difficulty finding virtual appointments
• Unable to find a provider you felt comfortable talking to
• I/a family member felt embarrassed seeking treatment
• Didn’t get around to it
• Could not afford treatment costs
• Concerns about exposure to COVID-19
• Other (please specify)
[Telehealth questions conditionally shown if “Are you enrolled in health insurance through FEHB?” =
Yes]
22. [All participants] How often have you felt like you have been treated with less respect than
others when seeking health procedures/services?
• Always
• Often
• Sometimes
• Seldom
• Never
• Don’t know/not sure
23. [All participants] Thinking about your health care since the beginning of the pandemic, which of
the following did you choose to skip or delay as a result of the COVID-19 pandemic? (Select all
that apply)
• Routine physical/check-up
• Doctor visit for new/non-routine symptom or condition
• Doctor visit for chronic/existing condition
• Urgent/emergency care
• Preventive screening (i.e., mammogram, colonoscopy, etc.)
• Dental care
• Surgical procedure
• Mental health care
• Physical therapy or rehabilitative care
• N/A- I did not make the choice to skip or delay any of my health care
Items in this section ask about your experience using telehealth services in the past 12 months.
Telehealth services refer to care or communications from a provider that is conducted remotely, using
either the phone, video, or online messaging to replace an in-person visit.
24. In the past 12 months, which of the following telehealth services have you used? (select all that
apply)
• Live video appointment with a provider
• Telephone appointment with a provider
• Mobile health application (for example, used a program on a cell phone or tablet to access
health information or complete a health-related transaction)
27
• Communicated online (via a portal, website, etc.) with a provider
• None of the above- I do not know if these services were available to me
• None of the above – these services were available, but I was unable to access them
• None of the above- I was not interested in using these services
[Question conditionally shown if “In the past 12 months, which of the following telehealth services
have you used?” = “None of the above- these services were available, but I was unable to access
them”.]
25. Please indicate any barriers or challenges you encountered when using telehealth services in the
past 12 months: (select all that apply)
• Lack of access to technology (computer, tablet, etc.)
• Lack of access to internet/broadband connection
• Difficulty understanding the website/app used by provider
• Delayed waiting times for telehealth appointments
• Difficulty understanding insurance coverage for telehealth appointments
• Other: __________
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
26. During the COVID-19 pandemic, my use of telehealth services….
• …increased greatly
• …increased somewhat
• …decreased somewhat
• …decreased greatly
• N/A- the pandemic had no impact on my use of telehealth services
[Question conditionally shown if “Are you enrolled in health insurance through FEHB?” = Yes]
27. How likely are you to be interested in using telehealth services for health care in the next 12
months?
• Extremely likely
• Likely
• Neutral
• Unlikely
• Extremely unlikely
28. [All participants] Do you currently use any of the following products? (Select all that apply)
20
• Cigarettes
• Nicotine Vaping Devices
• Chewing tobacco/other tobacco products
• None of the above
20
The tobacco use item was included in prior administrations of the FEBS but has been modified significantly for
inclusion in the 2021 FEBS to account for vaping devices.
28
[Question conditionally shown if “Do you currently use any of the following products?” = “nicotine
vaping devices”.]
29. How frequently do you use nicotine vaping devices?
• Every day
• A few times a week
• Infrequently/socially
• Never
Thrift Savings Plan (TSP)
The following questions ask for general feedback about the Thrift Savings Plan (TSP), regardless of
whether you are enrolled. “TSP” refers to the defined contribution retirement savings plan for Federal
employees, similar to a 401k in the private sector.
30. [All participants] How important is the availability of the TSP to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
31. [All participants] To what extent did the availability of the TSP influence your decision to take a
job with the Federal Government?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all
32. [All participants] To what extent does the availability of the TSP influence your decision to
REMAIN in a job with the Federal Government?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all
The following questions ask for more specific feedback about the Thrift Savings Plan (TSP). “TSP” refers
to the defined contribution retirement savings plan for Federal employees, similar to a 401k in the
private sector. Depending on your responses in this section, you may skip past some items.
33. [All participants] Are you enrolled in the TSP?
• Yes
• No
[Question conditionally shown if “Are you enrolled in the TSP?” = No]
34. Please indicate the primary reason you did not enroll in the TSP:
• I do not feel as if I need to save for my retirement
29
• I do not have enough information about the program
• I do not think it is a good value
• I am enrolled in a retirement savings plan outside of the Federal Government
• I cannot afford to contribute money to the TSP
• I do not know what the TSP is
• I do not wish to participate
• Other
[Question conditionally shown if “Are you enrolled in the TSP?” = Yes]
35. To what extent does the TSP meet your needs?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all adequate
[Question conditionally shown if “Are you enrolled in the TSP?” = Yes]
36. Considering the amount you have to pay, please rate the value (benefits you receive for your
money) of the TSP.
• Excellent value for the money
• Good value for the money
• Fair value for the money
• Poor value for the money
Retirement
The following questions ask for general feedback about the programs and benefits available to
Federal employees upon retirement.
37. [All participants] How important is the availability of a retirement annuity to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
38. [All participants] How important is the availability of retiree health benefits to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
39. [All participants] To what extent did the availability of a retirement annuity influence your
decision to take a job with the Federal Government?
• To a great extent
30
• To a moderate extent
• To a slight extent
• Not at all
40. [All participants] To what extent does the availability of a retirement annuity influence your
decision to REMAIN in a job with the Federal Government?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all
Other Benefits
Life Insurance through Federal Employees' Group Life Insurance (FEGLI)
The following question asks for general feedback about Federal Employees’ Group Life Insurance
(FEGLI), regardless of whether you are enrolled. “FEGLI” refers to life insurance/financial protection
for your beneficiaries available to you as a Federal employee.
41. [All participants] How important is the availability of life insurance through FEGLI to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
The following questions ask for more specific feedback about Federal Employees’ Group Life Insurance
(FEGLI). “FEGLI” refers to life insurance/financial protection for your beneficiaries available to you as a
Federal employee. Depending on your responses in this section, you may skip past some items.
42. [All participants] Are you enrolled in life insurance through FEGLI?
• Yes
• No
[Question conditionally shown if “Are you enrolled in life insurance through FEGLI?” = No]
43. Please indicate the primary reason you are not enrolled in life insurance through FEGLI:
• I have life insurance outside of FEGLI
• I have not had the opportunity to enroll
• I was not aware of the program
• I do not think it is a good value
• I do not wish to participate
• Other
Dental Insurance through the Federal Employees Dental and Vision Insurance Program (FEDVIP)
The following question asks for general feedback about dental insurance through the Federal
Employees Dental and Vision Insurance Program (FEDVIP), regardless of whether you are enrolled.
31
44. [All participants] How important is the availability of dental insurance through FEDVIP to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
The following questions ask for more specific feedback about dental insurance through the Federal
Employees Dental and Vision Insurance Program (FEDVIP). Depending on your responses in this
section, you may skip past some items.
45. [All participants] Are you enrolled in dental insurance through FEDVIP?
• Yes
• No
[Question conditionally shown if “Are you enrolled in dental insurance through FEDVIP?” = No]
46. Please indicate the primary reason you did not enroll in dental insurance through FEDVIP:
• I do not have enough information about the program
• I do not think it is a good value
• The dental coverage provided by my health insurance is sufficient
• I am enrolled in a dental insurance program outside of FEDVIP
• I do not wish to participate
• Other
Vision Insurance through the Federal Employees Dental and Vision Insurance Program (FEDVIP)
The following question asks for general feedback about vision insurance through the Federal
Employees Dental and Vision Insurance Program (FEDVIP), regardless of whether you are enrolled.
47. [All participants] How important is the availability of vision insurance through FEDVIP to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
The following questions ask for more specific feedback about vision insurance through the Federal
Employees Dental and Vision Insurance Program (FEDVIP). Depending on your responses in this
section, you may skip past some items.
48. [All participants] Are you enrolled in vision insurance through FEDVIP?
• Yes
• No
[Question conditionally shown if “Are you enrolled in vision insurance through FEDVIP?” = No]
49. Please indicate the primary reason you did not enroll in vision insurance through FEDVIP:
32
• I do not have enough information about the program
• I do not think it is a good value
• The vision coverage provided by my health insurance is sufficient
• I am enrolled in a vision insurance program outside of FEDVIP
• I do not wish to participate
• I am not currently in need of vision care
• Other
Long Term Care Insurance through the Federal Long Term Care Insurance Program (FLTCIP)
The following question asks for general feedback about the Federal Long Term Care Insurance
Program (FLTCIP), regardless of whether or not you are enrolled.
50. [All participants] How important is the availability of long term care insurance through FLTCIP to
you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
The following questions ask for more specific feedback about the Federal Long Term Care Insurance
Program (FLTCIP). Depending on your responses in this section, you may skip past some items.
51. [All participants] Are you enrolled in long term care insurance through FLTCIP?
• Yes
• No
[Question conditionally shown if “Are you enrolled in long term care insurance through FLTCIP?” =
No]
52. Please indicate the primary reason you did not enroll in long term care insurance through
FLTCIP:
• I do not think I will need it
• I do not have enough information about the program/not aware of the program
• I do not think it is a good value
• I am enrolled in a long-term care insurance program outside of the Federal Government
• I am saving on my own for possible future long term care needs
• Other
Flexible Spending Accounts through the Federal Flexible Spending Accounts Program (FSAFEDS)
The following questions ask for general feedback about the Federal Flexible Spending Accounts
Program (FSAFEDS), regardless of whether you are enrolled in any account type. A Health Care
Flexible Spending Account (HCFSA) pays for the qualified medical expenses not covered or reimbursed
by your FEHB plan or any other type of insurance. The Dependent Care Flexible Spending Account
(DCFSA) pays for child care or adult dependent care expenses that are necessary to allow you or your
spouse to work or attend school full-time.
33
53. [All participants] How important is the availability of a Health Care Flexible Spending Account
(HCFSA) through FSAFEDS to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
54. [All participants] How important is the availability of a Dependent Care Flexible Spending
Account (DCFSA) through FSAFEDS to you?
• Extremely important
• Important
• Neutral
• Slightly important
• Not at all important
The following questions ask for information about your enrollment in the Federal Flexible Spending
Accounts Program (FSAFEDS). Depending on your responses, you may skip to the next section.
55. [All participants] Are you enrolled in a Health Care Flexible Spending Account (HCFSA) through
FSAFEDS?
• Yes
• No
[Question conditionally shown if “Are you enrolled in a Health Care Flexible Spending Account
(HCFSA) through FSAFEDS” = No]
56. Please indicate the primary reason you did not enroll in a Health Care Flexible Spending Account
(HCFSA) through FSAFEDS:
• I do not feel as if a Health Care Flexible Spending Account is beneficial to me
• I do not have enough information about the program
• I do not think it is a good value
• I am enrolled in a Health Care Flexible Spending Account outside of the Federal Government
• I am concerned that I will not spend the money during the benefit period and will have to
forfeit the remaining funds
• I do not know what a Health Care Flexible Spending Account is
• I do not wish to participate
• Other
57. [All participants] Are you enrolled in a Dependent Care Flexible Spending Account (DCFSA)
through FSAFEDS?
• Yes
• No
[Question conditionally shown if “Are you enrolled in a Dependent Care Flexible Spending Account
(DCFSA) through FSAFEDS” = No]
34
58. Please indicate the primary reason you did not enroll in a Dependent Care Flexible Spending
Account (DCFSA) through FSAFEDS:
• This program is not applicable to me (do not have an eligible dependent)
• I do not feel as if a Dependent Care Flexible Spending Account is beneficial to me
• I do not have enough information about the program
• I do not think it is a good value
• I am enrolled in a Dependent Care Flexible Spending Account outside of the Federal
Government
• I do not know what a Dependent Care Flexible Spending Account is
• I am concerned that I will not spend the money during the benefit period and will have to
forfeit the remaining funds
• I do not wish to participate
• Other
59. [All participants] In 2020 and 2021 OPM allowed employees mid-year changes related to their
FSAFEDS enrollments as a result of the COVID-19 pandemic. Before reading this, were you
aware that these changes were implemented and available to you as a Federal employee?
• Yes
• No
• Don’t know
[Question conditionally shown if “Before reading this, were you aware that these changes were
implemented and available to you as a Federal employee?” = “Yes”]
60. How did you hear about the option to make mid-year changes to your FSAFEDS (either HCFSA or
DCFSA) account?
• FSAFEDS
• Benefits officer
• Friend/word of mouth
• Other
[Question conditionally shown if “Before reading this, were you aware that these changes were
implemented and available to you as a Federal employee?” = “Yes”]
61. Did you make mid-year changes to your FSAFEDS (either HCFSA or DCFSA) account in 2020 or
2021?
• Yes – increased or decreased allotment
• Yes – became a new enrollee
• Yes - canceled enrollment
• No
• Don’t know
[Question conditionally shown if “Did you make mid-year changes to your FSAFEDS (either HCFSA or
DCFSA) account in 2020 or 2021?” = any “Yes” response]
35
62. To what extent did you understand the changes to your account(s) displayed on the FSAFEDS
website?
• I was able to clearly understand the changes to my account
• I was able to mostly understand the changes to my account
• I had some trouble understanding the changes to my account
• I did not understand at all the changes to my account
[Question conditionally shown if “Did you make mid-year changes to your FSAFEDS (either HCFSA or
DCFSA) account in 2020 or 2021?” = any “Yes” response]
63. How easy was the process of making changes to your FSAFEDS account(s)?
• Very easy
• Mostly easy
• Somewhat difficult
• Very difficult
• I don’t remember/don’t know
[Question conditionally shown if “Did you make mid-year changes to your FSAFEDS (either HCFSA or
DCFSA) account in 2020 or 2021?” = any “Yes” response]
64. If you had questions about the mid-year changes to your FSAFEDS account(s), who did you
contact for assistance?
• FSAFEDS/HealthEquity
• OPM
• Agency HR/Benefits Officer
• Other
• N/A – I did not know who to contact
• N/A- I did not have questions
[Question conditionally shown if “If you had questions about the mid-year (special?) changes to your
FSAFEDS account(s), who did you contact for assistance?” = any response except “N/A”]
65. How satisfied were you with the answers you received after contacting someone for assistance?
• Extremely satisfied
• Satisfied
• Neither satisfied nor dissatisfied
• Dissatisfied
• Extremely dissatisfied
• Do not remember/do not know
Paid Parental Leave
The next few items ask about the Paid Parental Leave benefit available to Federal employees. The
benefit provides up to 12 weeks of paid parental leave to covered Federal employees in connection with
the birth or placement (for adoption or foster care) of a child occurring on or after October 1, 2020.
66. [All participants] Before reading this, were you aware of the Paid Parental Leave benefit?
• Yes
36
• No
67. [All participants] To what extent does the availability of the Paid Parental Leave benefit
influence your decision to remain in a job with the Federal Government?
• To a great extent
• To a moderate extent
• To a slight extent
• Not at all/Not applicable to me
Demographics
The Federal Government is committed to promoting a diverse and inclusive workplace. The questions
below are meant to help us understand if we are meeting that goal. Your response is voluntary,
confidential, and will be used to enhance the federal government’s understanding of the diversity of
its workforce.
[All participants see all questions in this section]
68. How do you currently describe yourself? (select all that apply)
• Male
• Female
• Transgender
• Another gender identity
69. What sex were you assigned at birth, on your original birth certificate?
• Male
• Female
70. Which of the following best represents how you think of yourself?
• Lesbian or gay
• Straight, that is, not lesbian or gay
• Bisexual
• Something else
• I don’t know the answer
71. When were you born?
• 1997 or later
• 1981- 1996
• 1965-1980
• 1946-1964
• 1945 or earlier
72. What is your pay category/grade?
• Federal Wage System (for example, WB, WD, WG, WL, WM, WS, WY)
• GS 1-6
• GS 7-12
37
• GS 13-15
• Senior Executive Service
• Senior Level (SL) or Scientific or Professional (ST)
• Other
73. How long have you been with the Federal Government (excluding military service)?
• Less than 5 years
• 5 to 10 years
• 10 to 20 years
• More than 20 years
74. Please select the racial category or categories with which you most closely identify.
(select all that apply)
• American Indian or Alaska Native
• Asian
• Black or African American
• Native Hawaiian
• White
75. Are you of Hispanic, Latino, or Spanish origin?
• Yes
• No
76. Are you an individual with a disability?
• Yes
• No
