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2010 Federal Employee Viewpoint (FEVS) Data Analysis—Demographics 2

Negative Factor 2: Questions that grouped together after factor analysis capturing 22.4% of total information in the survey results.

Question: Promotions in my work unit are based on merit

Graphic showing by area the precentage of promotions in my work unit based on merit
Graphic showing by supervisory status the precentage of promotions in my work unit based on merit
Graphic showing by age grouping the precentage of promotions in my work unit based on merit
Graphic showing by agency tenure the precentage of promotions in my work unit based on merit
Graphic showing by race the precentage of promotions in my work unit based on merit

Question: In my work unit, differences in performance are recognized in a meaningful way

Graphic showing by area the percentage saying in my work unit performance differences are recognized in a meaningful way
Graphic showing by supervisory status the percentage saying in my work unit performance differences are recognized in a meaningful way
Graphic showing by age grouping the percentage saying in my work unit performance differences are recognized in a meaningful way
Graphic showing by agency tenure the percentage saying in my work unit performance differences are recognized in a meaningful way
Graphic showing by race the percentage saying in my work unit performance differences are recognized in a meaningful way

Question: Pay raises depend on how well employees perform their jobs

Graphic showing percentages by area on responses about pay raises depend on how well employees perform their jobs
Graphic showing percentages by supervisory status on responses about pay raises depend on how well employees perform their jobs
Graphic showing percentages by age on responses about pay raises depend on how well employees perform their jobs
Graphic showing percentages by agency tenure on responses about pay raises depend on how well employees perform their jobs
Graphic showing percentages by race on responses about pay raises depend on how well employees perform their jobs

Question: In my work unit, steps are taken to deal with a poor performer who cannot or will not improve

Graphic showing percentage responses by area to steps are taken to deal wih a poor performer
Graphic showing percentage responses by supervisor status to steps are taken to deal wih a poor performer
Graphic showing percentage responses by age to steps are taken to deal wih a poor performer
Graphic showing percentage responses by agency tenure to steps are taken to deal wih a poor performer
Graphic showing percentage responses by race to steps are taken to deal wih a poor performer

Question: How satisfied are you with your opportunity to get a better job in your organization?

Graphic showing percentage of responses by area for how satisfied are you with you opportunity to get a better job in your organization
Graphic showing percentage of responses by supervisory status for how satisfied are you with you opportunity to get a better job in your organization
Graphic showing percentage of responses by age for how satisfied are you with you opportunity to get a better job in your organization
Graphic showing percentage of responses by agency tenure for how satisfied are you with you opportunity to get a better job in your organization
Graphic showing percentage of responses by race for how satisfied are you with you opportunity to get a better job in your organization


  2010 USGS and FEVS

bullet USGS FEVS Home
bullet Executive Summary
bullet Survey Results
bullet USGS Best Places
bullet Data Analysis
    —Demographics 1
    —Demographics 2
    —Demographics 3

Back to FEVS Home

  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
  Services provided:
  • Team Building and Development
  • Organization Assessment and Action
  • Planning Sessions (vision and mission clarity, strategic and operational)
  • Meeting Facilitation (effective and productive meetings)
  • Process Consultation (agenda design to maximize outcomes and engagement)
  • Creative Problem Solving
  • Interpersonal Communication
  For more information:

Please contact a member of the USGS OD Network:

Peggy Gardiner 703-648-6824
Pam Marsters 703-648-6703
Laura Rech 303-445-4684
Heather Robertson 703-648-6825

We help you have the conversations that really matter!


Conflict Management | Employee & Career Development | Human Resources |
Organization Development | Pay & Benefits | Performance & Conduct | Staffing & Workforce

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Page Last Modified: Friday, 28-Dec-2012 11:28:01 EST