FSA Federal Leadership Employee Reviews
What do you like best about the leadership team?
They have experience working for the agencies and actually care about their team. They are able to speak with the agency leadership and get them on board because of their experience. They also don't have an issue offering team members or agency leadership critical feedback.
"Open-door" policy, eager to help/answer all questions or concerns.
They communicate well and always on top for every update/new things for the company.
Mr. Douglas’ leadership and professionalism have been the main inspirations for a great and effective team. Our great
The team is professional and personal.
Very helpful. They maintain an open door policy for any questions and concerns.
They actually care about employees
Always available and willing to assist.
They do care about me perosnally.
Communication and sharing our strategy and logistics
They seem to be responsive and committed to keeping employees informed
They are professional and effective
They are willing to teach you and help you grow.
I really appreciate how they make an effort to come all the way to our office to celebrate our achievements with us in person. It really shows they care.
It's flexibility towards the culture of all employees
Sharing and concern for employees!
I like that they try to keep us in the loop about changes
FSA has a great staff of people, but sometimes when I reach out I don't get a response from HR or benefits department.
They are supportive, clear and focused on helping everyone grow.
being transparent and available and a wealth of knowledge
What does the leadership team need to get better at?
Leadership should be fair, respectful, and employee-focused. Pay employees when company closures—not employee choices—cause missed work. Improve he
Training, leadership, paying a better wage and better PTO. There's no room to grow. No bonuses offered in the last two years, not even a cost of living increase. Training is almost non existent. When I ask my supervisor for help, I've been told to wing it.
The pay needs to be competitive.
FSA doesn't always stick up to the client and adhere to our issues and concerns
Less Micromanaging and more autonomy
Advocating for their employees to the customer
keeping their employees happy, making sure work environments' are good and they are being treated fairly from the clients
They need to pay supervisors more. Paying them 2% over what the highest paid employee makes is not enough.
Leadership does not engage with the majority of employees except in the most shallow and performative ways. Those fulfilling the contracts are clearly seen as a commodity to be sold, not part of the "real" company.
they need to have some balls and give the hourly worker more better raise if they want to keep employee from leaving this company
I have been forced to do work outside the scope of my employment in order to keep my employment. I would have thought that FSA would do something to change that, however, i have been working two positions my entire time at FSA.
When complaints are lodged, follow up on them. If there is a high turn over rate, follow up and try and figure out why.
Literally everything. Managing people, providing feedback, training, ever aspect of the job. There is no leadership.
take the time to fully engage in it's personnel and when promotions or career advancements are made, to fully reward those that are striving for success day in and day out and are doing the job, performing the tasks at hand, homegrown talent, not be so quick to reward promotions to outsiders.
I don't feel like the leadership team is as engaged with their subordinates as they professed to be. Communication is never clear especially when it comes to operational matters (i.e. timekeeping, timesheets, time, payroll, etc.)
Promotion potential, it feels like there is nowhere else to go but my current position.
I was relatiated against for something my supervisor did. Also, I was blamed for something my supervisor did and have been told I can no longer work overtime when I had to take on more work.
Work toward better wages who have longevity
Spend more than just an hour or so visiting offices to see what work the employee is actually doing. Performance evaluations should not rely 100% on the customer's comments.
Need better living wage been here 3 yrs and only got $1 raise so this does not make me want to stay in this company, fsa need to know The operation we go, the travel we do to HQ, and the people we meet, the info we have just knowing we r getting 23 per hrs is ridicules