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Federal Employee Viewpoint Survey (FEVS) - Index Results by Agency
Ratings are based on percent positive scores of the survey items that make up each index. The ratings provide a reliable assessment of where agencies rank on the Employee Engagement Index, Global Satisfaction Index, and Performance Confidence Index. A review of results on the various items that comprise each index provides agencies with a richer understanding of aspects of the workplace (e.g., management practices) that employees perceive as effective versus those which should be developed and improved. Subindex scores are calculated by averaging the unrounded percent positive of each of the items in the subindex. To view index ratings, select from the options below.
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2017 USITC FEVS Results Report
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This data reports on the results of the 2017 Federal Employee Viewpoint Survey for the USITC.
2018 USITC FEVS Results Report
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This data reports on the results of the 2018 Federal Employee Viewpoint Survey for the USITC.
2015 USITC FEVS Results Report
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This data reports on the results of the 2015 Federal Employee Viewpoint Survey for the USITC.
2014 USITC FEVS Results Report
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This data reports on the results of the 2014 Federal Employee Viewpoint Survey for the USITC.
2016 USITC FEVS Results Report
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This data reports on the results of the 2016 Federal Employee Viewpoint Survey for the USITC.
2019 USITC FEVS Results Report
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This data reports on the results of the 2019 Federal Employee Viewpoint Survey for the USITC.
AES 2019 FEVS Percents
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VA All Employee Survey (AES) items also on Federal Employee Viewpoint Survey, reported as percents as required per Federal statute.
Organization specific predictors of job satisfaction: findings from a Canadian multi-site quality of work life cross-sectional survey
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Background Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. Methods 5,486 full, part and causal time (non-physician) staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency) located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. Results Depending on the organization, between 15 and 30 (of the 40 potential predictor) variables were found to be statistically associated with job satisfaction (univariate analyses). Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. Conclusions The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific.
AES 2020 FEVS Percents
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VA All Employee Survey (AES) items also on Federal Employee Viewpoint Survey, reported as percents as required per Federal statute.
AES 2024 FEVS Percents
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VA All Employee Survey (AES) items also on Federal Employee Viewpoint Survey, reported as percents as required per Federal statute.
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