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2011 FEVS Factor Analysis

Twelve items were highlighted in the 2010 factor analysis.

For the following charts, a ≥0.5%increase in percent positive or a ≥0.5% decrease in percent negative is denoted with a green arrow.

Similarly, a ≥0.5%decrease in percent positive or ≥0.5%increase in percent negative is marked with a red arrow

The raw data was not released in 2011 and thus we are unable to speak to the statistical significance of the following changes.

Of the 12 items highlighted, it does not appear that any improvement has occurred in four of the items, with both a drop in percent positive and rise in percent negative.

  2011 FEVS % Pos (+) 2010 FEVS % Pos (+) 2011 FEVS % Neg (-) 2010 FEVS % Neg (-)
I have sufficient resources to get my job done 41.2%
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47.5% 42.7% 34.9%
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My workload is reasonable 52.2%
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55.2% 26.2% 25.2%
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In my organization, leaders generate high levels of motivation and commitment in the workforce 38.9% 39.1% 32.4% 29.9%
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Pay raises depend on how well employees perform their jobs 30.4%
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34.8% 35.4% 34.1%
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For another five items, the percent positive decreased but so did the percent negative. This indicates some small change.

  2011 FEVS % Pos (+) 2010 FEVS % Pos (+) 2011 FEVS % Neg (-) 2010 FEVS % Neg (-)
Promotions in my work unit are based on merit 47.2% 47.6% 26.2% 26.5%
I have a high level of respect for my organization’s senior leaders 46.6% 47.0% 23.7% 24.9%
How satisfied are you with the information you receive from management on what’s going on in your organization? 43.7%
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46.6% 23.6%
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How satisfied are you with the policies and practices of your senior leaders? 35.1%
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37.8% 27.4%
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How satisfied are you with your opportunity to get a better job in your organization? 36.9%
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40.7% 26.5% 26.8%

The final 3 items show both an increase in positive responses and corresponding decrease in negative responses.

  2011 FEVS % Pos (+) 2010 FEVS % Pos (+) 2011 FEVS % Neg (-) 2010 FEVS % Neg (-)
In my work unit, steps are taken to deal with a poor performer who cannot or will not improve 31.8% 30.0%
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37. 1%
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In my work unit, differences in performance are recognized in a meaningful way 39.6% 39.1%
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Managers promote communication among different work units 49.5% 49.2% 23.2%
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Overall, the changes in percent negative responses paint a slightly better picture than the percent positive responses. We see a greater percentage of items with fewer negative responses in the 2011 FEVS than the 2010 FEVS, than DOI, and than government wide. When compared to DOI and government wide results, the 2011 USGS FEVS had 59 of 77 items (76.7%) with a smaller percentage of people responding negatively. Isolating USGS results alone, more than half (57.1%) of the items had fewer negative responses in 2011 than in 2010.

  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 13:49:53 EDT