INFORMATION YOU NEED TO KNOW BEFORE YOU REQUEST A FEOCS ASSESSMENT
1. What is a FEOCS?
The DEOMI Federal Organizational Climate Survey (FEOCS) is a confidential, management-requested organization driven development survey focusing on issues of equal employment opportunity and organizational effectiveness.
2. Who administers the FEOCS?
The FEOCS is administered by the requesting federal agency. The Defense Equal Opportunity Management Institute (www.deomi.org) Directorate of Research provides, as a vendor, the FEOCS to be administered by federal agencies. DEOMI neither conducts nor sponsors the collection of information.
3. Is there a cost associated with administering the FEOCS?
There is a cost associated with administering the FEOCS. This is necessary to cover the expense of providing the assessment program on-line. The cost is primarily associated with the number of passwords used to complete the survey.
A common misunderstanding is that the cost is based on the number of passwords requested at the beginning of the assessment. This is not the case. The cost is determined at the conclusion of the assessment and is based on the number of completed surveys. It is at this time that a payment transaction is made.
Most organizations want every employee to have an opportunity to participate and complete a survey. It is recommended when making the request for assessment to request the same number of passwords as you have assigned personnel. Once again, the cost associated with the FEOCS is not based on the number of passwords requested at the beginning of the assessment but based on the number of passwords used to complete a survey.
To identify a maximum cost, place the number of employees you would like to complete a survey and select (SUBMIT). The calculated cost is based on a one-hundred percent return rate which, dependent upon the assigned number of personnel, is highly unlikely.
Number of employees to be surveyed: (Number Only)Calculate
4. What are the steps we need to take in processing payment for the FEOCS?
When making your request for FEOCS you will be asked to provide contact information for the individual who will be processing payment. An email will be sent providing additional information regarding payment. A payment transaction is not required until the FEOCS report(s) have been processed.
5. Do I need to pay for the FEOCS prior to getting started?
No. Your FEOCS request will be approved as long as you have completed all required information on the request form. You can begin and complete your assessment. Since the payment amount is based on the number of completed surveys, payment is not required until the FEOCS report(s) have been processed. Payment must be made to receive the FEOCS report(s).
6. What does the FEOCS Survey look like?
The core survey contains 61 items. Approximately half the items address equal employment opportunity (EEO) issues; the remainder address organizational effectiveness and demographic areas. Through a statistical technique known as factor analysis, items that measure the same perceptual domain are combined into factors. In all, the FEOCS measures 13 climate factors: 7 EEO and 6 OE factors. These are all measured on a five-point scale. A sample of the survey is available for download from this site. Directors/Supervisors can also elect to add up to ten (10) locally developed questions (LDQs) and up to five (5) short answer questions.
The factors included in your FEOCS report are:
Factors 1-7 measure perceptions of equal employment opportunity (EEO). 1. Unlawful Discrimination/Sexual Harassment. Perceptions of how extensively sexual harassment and discrimination (such as gender insensitive language, sexist jokes, or sexually suggestive language) are thought to occur. 2. Differential Command Behavior. Perceptions of differential treatment on the basis of race/ethnicity. 3. Positive Equal Opportunity Behaviors. Estimates of how well majority and minority members get along in the unit and are integrated in the unit's functioning. 4. Racist Behaviors. Perceptions of traditional overt racist behaviors, such as name calling and telling racist jokes. 5. Age Discrimination. Perceptions of whether people are discriminated against because of their age. 6. Religious Discrimination. Perceptions of whether people are discriminated against because of their religion. 7. Disability Discrimination. Perceptions of whether people are discriminated against because of their disabilities or handicaps.
Factors 8-13 measure perceptions of organizational effectiveness (OE). 8. Organizational Commitment. Measures “bonding” to the organization. 9. Trust in the Organization. An indicator of how people perceive the organization as a place where people trust and care for each other. 10. Perceived Work Group Effectiveness. This factor reflects the degree to which the respondent's work center is perceived to be productive and effective in accomplishing its mission. 11. Work Group Cohesion. A measure of how work groups work well together, pull together on projects, and care for and trust each other. 12. Leadership Cohesion. This measure is similar to Work Group Cohesion; however, focuses on how members perceive leaders above them working well together. 13. Job Satisfaction. Indicates the degree of satisfaction the respondent has with his or her current job.
7. Tell me more about the ten (10) locally developed questions and the five (5) short answer questions.
You can select Locally Developed Questions and/or Short Answer Questions from our sample “Locally Developed Question” and “Short Answer Questions" option - or you can create your own. The short answer questions have a response limit of 250 characters, so be sure to keep this in mind when drafting your questions. The locally developed questions are presented in a way that a person can respond to them using a five point response scale. The scale used for locally developed questions is:
Totally Agree
Moderately Agree
Neither Agree Nor Disagree
Moderately Disagree
Totally Disagree
8. How are Locally Developed Questions added to the survey?
They are added during the request process - so be sure you are ready with the questions you want to add to your survey prior to making your FEOCS request.
9. Are the Locally Developed Questions and Short Answer Questions reviewed by a competent authority before being included on the survey?
Yes, all requests for FEOCS will be reviewed by qualified members of the FEOCS Support Team. All Locally Developed Questions and Short Answer Questions are reviewed in detail.
10. Who will receive a report? What will the report look like?
The person who requests the FEOCS is normally the Survey Administrator and will receive an electronic copy of the report. The person who is cited as the Director/Manager of the organization will be informed by email when the report is available for their review. The Survey Administrator will be responsible for downloading the report and providing it to the Director/Manager. A sample of a FEOCS report is available for review at this site.
11. Who can request a FEOCS?
The survey is available to all United States Federal Agencies & Commissions. The survey is administered by request of a Director/Manager, and feedback concerning results is provided to the same person. Directors/Managers can authorize a responsible member to make the request on their behalf. This authorization is handled through the "Director/Manager Consent Verification" process that is completed when making a request for FEOCS.
12. What is the "Director/Supervisor Consent Verification" and, why is it required?
While it is possible for a Director/Supervisor to request a FEOCS directly, it is more common for a director/supervisor to request a FEOCS be conducted through a responsible agent. Because the FEOCS is an assessment for a director/supervisor, it is necessary for the requestor to acknowledge he/she has: (1) obtained consent by the respective Director/Supervisor to request the assessment, and (2) obtained consent by the Director/Supervisor to receive the FEOCS report.
13. Is it possible to request a FEOCS without obtaining the Director’s/Supervisor’s consent?
No. The director/supervisor of the organization/section requesting the FEOCS must be aware of the request.
14. Can the Director/Supervisor request the report be provided directly to them without it being available to the Survey Administrator?
Yes. Once a request for FEOCS is made the Director/Supervisor receives email notification. The email serves to acknowledge the request and the name of the requestor. The Director/Supervisor can contact the FEOCS Support Team by telephone or email indicating they want to receive the report directly. If this request is not made the report will be available to the Survey Administrator who in turn will provide it to the Director/Supervisor.
15. How many people do I need to have assigned to my organization to conduct a FEOCS?
A minimum of 16 assigned personnel is required to conduct a FEOCS assessment. Requests for FEOCS with less than 16 assigned personnel will not be processed. If you have less than 16 assigned personnel, then an alternative method such as interviews or focus groups should be used.
16. What information will I need to have available when I make a FEOCS request?
You will need the following information to complete the FEOCS request form:
Title of Agency/Commission
Mailing Address
Name/Title of Survey Administrator (The Survey Administrator is the individual making the FEOCS request on behalf of the Director/Supervisor)
Email of Survey Administrator
DSN Phone Number of Survey Administrator
Commercial Phone Number of Survey Administrator
Name of Director/Supervisor
Email of Director/Supervisor
Number of Passwords Required to take online survey
Number of Sub-Reports Desired by Title
Payment Process Information
17. What is a Survey Administrator?
The Survey Administrator is the requestor of the FEOCS assessment. The Survey Administrator is someone who has been tasked by the Director/Supervisor to request the FEOCS assessment. Anyone directed by a Director/Supervisor can serve as the Survey Administrator. The Survey Administrator is responsible for overseeing the assessment process to include requesting, receiving, and delivering online survey password letters, monitoring the survey response progress, and briefing the director/supervisor on the final report if desired. Upon approval of a FEOCS request, the Survey Administrator will receive an email with additional information. They will also be give access to a website developed specifically to assist them with their assessment from beginning to end.
18. Can there be more than one Survey Administrator for the same unit?
No. There can only be one "official" Survey Administrator for each FEOCS request made.
19. How is the survey completed?
The FEOCS is completed online from any computer that has an internet connection, so survey respondents may complete the survey at work, at home, or at any other convenient location.
20. Tell me more about how the online password process works?
The first thing you need to know is how many individuals you want to complete the survey. You need this number because this is the number of online survey password letters you will be asking for when you complete the FEOCS request form. If you want 100 of your personnel to take the survey then you should ask for 100 online survey password letters. Upon approval of your FEOCS request, a file with the number of password letters you requested will be made available to you. You can download, print, and hand them out. Each letter contains a different password along with instructions on where to go to take the survey. An online survey password can only be used by one person to complete a survey. Once it has been used it becomes invalid. It is very important that you never make a copy of an existing password letter. You will have the opportunity to request additional survey password letters any time you need to.
You will also need to establish the timeframe for this online survey. When making your FEOCS request you will be asked for the Start and Stop dates for your survey. Remember to give yourself enough time before the survey begins to receive the password letters, download and print them, and pass them out, as well as ample time for individuals to complete the survey. At a minimum your Start date should be no earlier than five workdays from the date of your request. You should normally establish a Stop date no earlier than 30 days from your established Start date. A smaller organization may want to establish a Stop date no earlier than 21 days from your established Start date. If circumstances change, you have the ability to modify your Stop date any time you need to.
21. The Director/Supervisor wants to break up the overall organization into different sections so he/she can receive a separate report for the different sections. How do we accomplish this?
It is very common for a Director/Supervisor to want a separate report for each unit, group, department, or section within the organization. You accomplish this by selecting "Yes" when asked the question, "Does your organization require individual breakout surveys and reports for units, groups, departments, sections, etc." on the request form. You will then indicate how many separate reports. On the request form you will then be asked to input the "Name/Title" of the unit, group, department, or section within the organization.
For example if the Director/Supervisor of the XYZ organization wanted to receive a separate report for the four departments that make up the XYZ organization you would select "Yes" when asked the question, "Does your organization require individual breakout surveys and reports for units, groups, departments, sections, etc.?" Next you would type in the number "4" when asked, "How many?" On the next page of the Request Form you will be asked to provide the "Title of Your Organization" and will provide "XYZ". You will then be asked to provide the title and last name of the Director/Supervisor who has requested the FEOCS for XYZ. Further down on the request form you will see "INDIVIDUAL BREAKOUT SURVEY INFORMATION" with the opportunity to enter the Name/Title you desire for each of the four departments you want to receive an individual report. The Name/Title you provide will be included on the cover page of the report.
22. Will a combined report of the four individual surveys be provided?
Yes. The four individual reports for the different divisions and one combined report for "XYZ" organization will automatically be generated and provided.
23. How do I get my final FEOCS report when we are finished with survey administration?
Once payment has been processed you will log in to your Survey Administrator Assistance System (SAAS) with the Username and Password provided to you when your FEOCS was initially approved and request your report(s).
24. How long will it take for me to get my final report?
Once you make your request through your SAAS, the report(s) will be ready for you to download within 24 hours.
25. Is the FEOCS the same as the DEOCS?
They are very similar in design. The DEOCS is designed to assess Department of Defense military organizations and has been doing so since 1999 while the FEOCS is designed to assess all Federal Agencies and Commissions in support of U.S. Equal Employment Opportunity Commission Management Directive 715, requiring all federal agencies to conduct a self-assessment on at least an annual basis to monitor progress and identify areas where barriers may operate to exclude certain groups.
26. What do I do if I still have questions?
Your FEOCS Support Team is only an email or phone call away. You can email any question at feocssupport@deomi.org or call DSN 854-2675/2538 or commercial at (321) 494-2675/2538. For after hours assistance contact (321) 536-1583.
