IBC Culture

At the Interior Business Center, we believe employees are our greatest asset. This is a belief we take great pride in, and carry out each and every day. 

To illustrate the importance of our employees, you'll have to look no further than the Interior Business Center's Strategic Framework One of our four Strategic Perspectives focuses solely on our employees: Workforce. Within this perspective, we look to create a climate of employee engagement, learning and growth. The Interior Business Center understands how important our employees are to our overall success and continually recognize our employees, and their excellence, in a variety of ways.

Read below to learn more about the Interior Business Center's culture.

Employee Development

At the Interior Business Center, we realize employee development is a vital tool for improving individual performance and opportunities, as well as the performance of the Interior Business Center and the Department of the Interior. The Interior Business Center continually looks for ways to enhance our employee's proficiency in both the areas of leadership and technical skills. Some of the employee development activities the Interior Business Center offers include:

  • Mentor Program- The Interior Business Center’s Mentor Program is designed to help develop Interior Business Center's future leaders. The program gives participants an opportunity to gain increased self-awareness, self-esteem, skill and competency, and greater confidence. Goals and objectives are developed for each participant to allow for a tailored approach based on each individual's unique interests.
  • Career Paths- We have identified competency models for almost the entire Interior Business Center workforce. These models provide clarity to employees and managers in terms of career development, career progression options, and transparency into available career paths at the Interior Business Center.
  • Online Training- all Interior Business Center employees have access to an online library of over 3,000 courses, covering topics from project management and budget/financial management, to IT applications and leadership skills. Many of the courses provide opportunities to earn college credits, Continuing Educational Units (CEUs), Professional Development Units (PDUs), Project Management Institute Units (PMIs), and Continuing Professional Education Units (CPEs).

Employee Awards and Recognition

Here at the Interior Business Center, we have a robust employee rewards and recognition program that has been enormously successful and that is continually enhanced. Some of the highlights include:

  • Annual employee appreciation events in our major Interior Business Center locations each summer. This is a wonderful opportunity to escape from the office, relax with our colleagues, and it gives the Director the opportunity to present the Interior Business Center Award for Excellence, the highest honor award in the Interior Business Center.
  • Our annual awards ceremony, held each winter, recognizes the IBC Employee of the Year, IBC Supervisor of the Year, and the IBC Outstanding New Employee. The ceremony provides an opportunity to acknowledge a small group of truly exceptional employees by presenting them with this prestigious honor and a corresponding award. The IBC Employee of the Year and IBC Outstanding New Employee are selected by the leadership team; the IBC Supervisor of the Year is selected by a panel of employees.
  • Our compensation program includes various cash rewards given throughout the year such as project-based and "special thanks" awards as well as annual performance-based awards.


At the Interior Business Center, diversity is not a defined or prescribed concept, but is a belief that is interwoven into the Interior Business Center culture. We believe in diversity in every sense of the word- from employing people from a wide variety of backgrounds and cultures, to cultivating an environment where people feel free and comfortable sharing their perspectives and opinions.

The Interior Business Center regularly hosts celebrations to support and promote diversity programs such as National Black History Month, National Asian/Pacific American Heritage Month, National Hispanic Heritage Month, Women's History Month, Gay and Lesbian Pride Month, Disability Employment Awareness Month, and National American Indian Heritage Month.

Social Responsibility

Part of the Department of the Interior's mission is to protect and manage the Nation's natural resources, so it only seems natural for Interior Business Center to take proactive measures in our offices to reduce, reuse and recycle as often as possible. Below is a sample of some of the environmental initiatives we have implemented.

  • Designed and installed Green Roof projects on the Main Interior Building in Washington, D.C., to reduce storm water run-off.
  • On-going recycling and waste audit projects to determine ways to reduce/reuse/recycle.
  • Established a "Green Room" to collect usable office supplies no longer needed.
  • On-going modernization of the Washington, DC Main Interior Building to upgrade the infrastructure to improve safety and health standards, including mechanical, electrical, plumbing, and life safety upgrades for occupants.
  • Working towards achieving Leadership in Energy and Environmental Design (LEED) certification for the Main Interior Building.
    • Café and child care center are already LEED certified.
  • Developing an Environmental Management System to identify and monitor environmental impacts of activity.

Giving Back

At the Interior Business Center, we continually find ways to partner with both internal and external organizations to assist and volunteer in a variety of ways. One of the biggest and most successful endeavors our employees participate in is the annual Combined Federal Campaign (CFC). The CFC is the world's largest and most successful annual workplace charity campaign. The money raised goes towards supporting eligible non-profit organizations that provide health and human service benefits throughout the world. In 201​6, Interior Business Center employees generously pledged more than $3​0,000!

We also help various organizations throughout the year by donating toys, clothes, and other supplies. We support Toys for Tots© by providing new toys to children in need during the holiday season. Our employees have also participated in the Pajama Program©, by donating new pajamas and books to children in need around the world. We have participated in programs to support our troops by sending boxes to Iraq which included notes from area school children, food, toiletries, and even toys for the troops to give the children in Iraq.

The Interior Business Center has hosted and participated in a "Socks for Troops" campaign where our employees donated specific military boots socks and physical training socks for our troops overseas. In just one month, we were able to pack 10 huge moving boxes, filled to the rim, and ship them to our troops in Afghanistan.

As part of an overall sustainability effort, the Department of the Interior built an organic garden in our Washington, DC, location and now donates produce from the garden to the Capital Area Food Bank and to the Department's cafeteria for daily meals.

Interior Business Center Employee Council

In 2010, the Interior Business Center instituted an Employee Council to work with our management and identify issues and challenges across the organization. This group of employees is located all over the country in various IBC locations and helps address a variety of issues, such as workforce concerns, cross-cutting performance issues, and employee quality of work life. The Employee Council is sponsored by the Interior Business Center's Chief of Human Capital Strategy and meets regularly with the IBC Senior Leadership Team.

Federal Employee Viewpoint Survey (FEVS)

Understanding how our employees feel and what they think of working for the Interior Business Center is important to our senior leadership. Each year we participate in the Federal Employee Viewpoint Survey (FEVS), a survey that measures our employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in our organization.

Over the past few years we have seen positive results and trends in several key areas. The results indicate our employees feel a sense of accomplishment in their jobs, they have a very strong understanding of how their work relates to the agency's mission and goals, and they truly enjoy the people with whom they work. The results also tell us areas that employees feel need further improvement. We look closely at both the positive and negative aspects and are committed to implementing initiatives to continue what we are doing well, and help fix areas where we need improvement.

Click here to see a snapshot of our results from the 2015 Federal Employee Viewpoint Survey.