Contrary to popular belief, the federal government is not a monolithic mass. Rather, federal organizations — even agencies and offices within the same department — may offer varied work environments and resources almost as much as do private ones.
Because of such variations, the advantages of a new job or detail assignment offered to you may be partially offset by some disadvantages. Here are some work environment factors to help you analyze potential trade-offs:
- The organization’s mission and history, which help shape its culture and help determine its challenges.
- The degree of hierarchy, bureaucracy and formality built into the organization’s structure and culture, which may determine the red tape involved in even standard operations, such as hiring; the willingness to adopt new approaches; teleworking policies; the ability to promote teamwork; and addressing morale issues and systemic management problems.
- The size and stability of the organization’s budget, which probably impact salaries, bonuses, promotion potential, the possibility of RIFs and the availability of administrative support, training and needed equipment, including IT resources.
- Office design, whether sleek and spacious to aging and cramped.
Research your potential employers by networking via personal contacts, LinkedIn and govloop.com, and by reviewing its website and social media platforms, relevant congressional hearings — including appropriations hearings — and media coverage.
But your opinion depends on its own vagaries — your interests, personal preferences, as well as personality — so you may find career-boosting opportunities, a top-notch boss and team-friendly colleagues in an agency with poor employee satisfaction scores. Alternatively, you may be dissatisfied in a highly rated agency.
Use a target job’s interviewer’s personality, information they provide, questions they ask and your treatment during the selection process to glean insight into organization management. Also, tactfully ask about culture.