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2011 Best Places to Work
Graphic saying The Best Places to Work in the Federal Government

"The Partnership for Public Service and American University's Institute for the Study of Public Policy Implementation use data from the Office of Personnel Management's Federal Employee Viewpoint Survey to rank agencies and their subcomponents. Agencies and subcomponents are ranked according to a Best Places to Work index score, which measures overall employee satisfaction, an important part of employee engagement and, ultimately, a driver of organizational performance. The Best Places to Work score is calculated both for the organization as a whole and also for specific demographic groups."

Accessed from on April 22, 2011.

USGS Best Places to Work Summary

The Department of Interior is ranked 18 out of 33 large agencies, with an overall score of 62.9 (down from 65.4 in 2010).

For 2011, the USGS is ranked 64 out of 241 sub agencies, with an overall index score of 67.7. This ranking falls just short of the top twenty five percent. The ranking and score are lower than 2010 (50th out of 224 with score of 70.2). Despite a slight drop, employees responding to the 2011 survey are still more satisfied than employees who responded in 2009, 2007, 2005, and 2003.

Graph best places to workoverall satisfaction

The BPTW Overall Satisfaction Score is made up from the responses from three FEVS questions: "How satisfied are you with your job?" "How satisfied are you with your organization?" and "I recommend my organization as a good place to work". These items are tracked below and show an overall rise from 2002 to 2011.


Scores by Demographic BPTW Score 2010 to 2011 Change
Female 70.7 -0.1
Male 68.9 -2.9
40 and over 69.4 -1.4
Under 40 70.5 -5.2
White 70.7 -1.5

*Due to small sample sizes, no further demographic data was reported

The Best Places to Work also scores and ranks agencies and sub agencies on 14 categories of worker satisfaction:

Employee Skills/Mission Match: extent to which employees feel their skills and talents are used effectively; level to which employees get satisfaction from their work and understand how their jobs are relevant to the organizational mission,

  • Strategic Management: extent to which employees believe management ensure have necessary skills & abilities to do their jobs, is successful at hiring new employees with the necessary skills to help the organization, & works to achieve organizational goals with targeted personnel strategies & performance management
  • Teamwork: extent to which employees believe they communicate effectively both inside and outside of their team organizations, creating a friendly work atmosphere and producing high quality work products,
  • Effective Leadership: extent to which employees believe leadership at all levels of the organization generate motivation & commitment, encourages integrity, & manages people fairly, while promoting professional development, creativity, & empowerment of employees
    • Empowerment: extent to which employees feel empowered with respect to work processes & how satisfied they are with their involvement in decisions that affect their work,
    • Fairness: extent to which employees believe arbitrary action and personal favoritism is tolerated, and if employees feel comfortable reporting illegal activity without fear of reprisal,
    • Leaders: level of respect employees have for senior leaders, satisfaction with amount of information provided by management & perceptions about senior leaders' honesty, integrity, and ability to motivate employees,
    • Supervisors: employees' opinions about immediate supervisor's job performance, how well supervisors give employees opportunity to demonstrate leadership skills, and extent to which employees feel supervisors support employee development and provide worthwhile feedback about job performance,
  • Performance Based Rewards and Advancement: extent to which employees feel they are rewarded & promoted in fair & timely manner for performance & innovative contributions to workplace,
  • Training and Development: extent to which employees believe development needs are assessed and appropriate training is offered, allowing them to do their jobs effectively and improve their skills,
  • Support for Diversity: extent to which employees believe that actions & policies of leadership & management promote & respect diversity,
  • Family Friendly Culture and Benefits: extent to which employees believe family-friendly flexibilities are offered to them, including telecommuting & alternative work scheduling, along with personal support benefits like child care subsidies and wellness programs,
  • Pay: how satisfied employees are with pay
  • Work/Life Balance: extent to which employees consider their workloads reasonable and feasible, and managers support a balance between work and life

Category USGS Rank out of  DOI Subagencies BPTW Score BPTW Score 2010 to 2011 change
Performance Based Rewards and Advancement 47 of 229 52 -1.7
Effective Leadership - Fairness 56 of 229 58.9 1.9
Employee Skills/Mission Match 84 of 229 79.3 -1.9
Family Friendly Culture and Benefits 85 of 229 41.3 -2.1
Training and Development 87 of 229 62.1 -1.7
Effective Leadership - Supervisors 103 of 229 66.6 -0.8
Effective Leadership - Empowerment 120 of 229 50.1 -2.7
Pay 122 of 229 62.3 -5.8
Effective Leadership 134 of 229 55.2 -0.7
Support for Diversity 154 of 229 56.7 2.2
Teamwork 156 of 229 64 -1.6
Effective Leadership - Leaders 180 of 229 44.4 -1.2
Work/Life Balance 185 of 229 57.6 -3.5
Strategic Management 190 of 229 52.7 -1.5

  When to contact OD:
  • Process Challenges
  • Processing Customer or Stakeholder Feedback
  • Teambuilding
  • Discord Among Group Members
  • Lack of Clarity in Goals or Roles
  • Change Management
  • Communication Challenges
  For more information:

Please contact a member of the USGS OD Network:

Peggy Gardiner 703-648-6824
Aimee Cooper 703-648-7496

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Page Last Modified: Thursday, 01-May-2014 13:50:12 EDT