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Office of Human Resources Management (OHRM)

 

Federal Employee Viewpoint Survey Results

Federal Employee Viewpoint Survey (FEVS) results

 

2015

2014

2013

The Federal Employee Viewpoint Survey (FEVS) is a tool that measures employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in their agencies. Approximately 89,000 VA employees were included in the stratified random sample and over 32,000 responded resulting in a 36% response rate. While scores on all survey questions showed little change between 2014 and 2015, VA employees responded slightly more favorably on several items.

Areas of improvement between 2014 and 2015 include:

  • My performance appraisal is a fair reflection of my performance.
  • My supervisor treats me with respect.
  • I have trust and confidence in my supervisor.
  • In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels.

Areas with small declines include:

  • I have sufficient resources (for example, people, materials, budget) to get my job done.
  • My work unit is able to recruit people with the right skills.
  • In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.
  • How satisfied are you with the training you receive for your present job?

2015 Federal Employee Viewpoint Survey Results

The Veterans Affairs 2014 Federal Employee Viewpoint Survey (FEVS) results are based on over 27,500 respondents (a 33% response rate). The items below highlight the top 10 strengths that identify the best aspects of the VA organizational environment:

  • When needed I am willing to put in the extra effort to get a job done.
  • The work I do is important.
  • I am constantly looking for ways to do my job better.
  • I like the kind of work I do.
  • I know how my work relates to the agency's goals and priorities.
  • I am held accountable for achieving results.
  • How would you rate the overall quality of work done by your work unit?
  • I know what is expected of me on the job.
  • My supervisor treats me with respect.
  • In the last six months, my supervisor has talked with me about my performance.

The items below highlight the 10 biggest challenges that identify areas of improvement in the VA organizational environment:

  • Pay raises depend on how well employees perform their jobs.
  • In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.
  • In my work unit, differences in performance are recognized in a meaningful way.
  • Promotions in my work unit are based on merit.
  • In my organization, senior leaders generate high levels of motivation and commitment in the workforce.
  • Creativity and innovation are rewarded.
  • I have sufficient resources to get my job done.
  • How satisfied are you with your opportunity to get a better job in your organization?
  • Awards in my work unit depend on how well employees perform their jobs.
  • Employees are recognized for providing high quality products and services.

2014 Federal Employee Viewpoint Survey

The results of the 2013 Federal Employee Viewpoint Survey (FEVS) are back. Employees across the Federal government took the survey last spring to measure workplace satisfaction, employee engagement, leadership and knowledge management, talent management, and results-oriented performance culture. This year, the percentage of VA employees completing the survey rose from 31% to 38% (29,800 respondents). When the responses were tallied, they showed that VA employees reported high, positive scores on employee job satisfaction. While scores on all survey questions showed very little change between 2012 and 2013, VA employees generally responded slightly more favorably on most items.

Areas of improvement between 2012 and 2013 include:

  • In the last six months, my supervisor/team leader has talked with me about my performance;
  • Satisfaction with Telework; and
  • In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (for example, Fully Successful, Outstanding)

Areas with small declines include:

  • I believe the results of this survey will be used to make my agency a better place to work; and
  • My organization has prepared employees for potential security threats.

2013 Federal Employee Viewpoint Survey Results

 

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