HR processes in the Federal Government are unique in many ways. Systems must be designed for federal use, in compliance with FedRAMP requirements for the specific agency in which they will be used, section 508 compliant to meet accessibility requirements, and flexible enough to connect with and sync data from financial centers to keep data up to date.
The annual Federal Employee Viewpoint Survey (FEVS) has many useful metrics for federal agencies to monitor. And, since it is a government-wide assessment, it enables apples-to-apples comparisons between agencies. Agencies can also compare their scores to previous iterations of the FEVS survey, tracking changes across time. While analyzing your FEVS scores in this manner is a good start, agency leaders should be more strategic with their employee engagement plans. Instead of focusing on whether a metric fluctuates up or down, leaders should be looking to understand the underlying insights. Every federal agency has a specific set of issues that affect their human capital—behind each score there is a story, and leaders should focus on understanding those stories.
The annual Federal Employee Viewpoint Survey (FEVS) is a valuable measure for making comparisons between federal agencies, departments and even year-over-year assessments. However, government organizations need to do more than just compare themselves to static benchmarks—they need to delve deeper into the results to learn their unique story. The story comprises the underlying issues that support employee satisfaction or deter it from thriving. These factors are different and unique for every office, agency and department.