Compare US Bureau of Labor Statistics vs Analysis Group BETA

See how Analysis Group vs. US Bureau of Labor Statistics compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
3.7
(based on 129 reviews)
3.8
(based on 255 reviews)
Career Opportunities
3.1
3.8
Compensation & Benefits
3.7
4.6
Work-life balance
4.4
3.6
Senior Management
3.2
3.7
Culture & Values
3.4
4.0
CEO Approval
US Bureau of Labor Statistics Ceo Erica L. Groshen
98%Erica L. Groshen
Analysis Group Ceo Martha S. Samuelson
98%Martha S. Samuelson
% Recommend to a friend
69%
80%
Positive Business Outlook
48%
81%

Salaries

Salaries for similar jobs
Mathematical Statistician4 Salaries
$67,320/yr
Economist131 Salaries
$81,363/yr
Branch Chief4 Salaries
$113,217/yr
Analyst302 Salaries
$81,002/yr
Associate/Economist4 Salaries
$161,565/yr
Manager30 Salaries
$169,005/yr

What Employees Say

Pros
"Work life balance"(in 27 reviews)
"Work environment"(in 15 reviews)
"Smart people"(in 32 reviews)
"Work environment"(in 17 reviews)
Cons
"Bls"(in 13 reviews)
"Gs 12"(in 10 reviews)
"Work life balance"(in 46 reviews)
"Long hours"(in 30 reviews)
Featured Review
"Wonderful"Feb 15, 2019

Current Employee - Economist

I have been working at US Bureau of Labor Statistics full-time for more than 3 years

Pros

Career ladder, laid back, training provided

Cons

None. Best job I’ve ever had.

Advice to Management

Wonderful place to work.

Former Employee - Senior Analyst

I worked at Analysis Group full-time for more than 3 years

Pros

AG was an amazing place to start my career. I gained invaluable technical, communication, and problem-solving skills. I was challenged, trusted, and given the opportunity to grow. Perhaps most... importantly, I was surrounded by people who worked hard and thought critically, while also showing kindness and being supportive. Unless I find myself back at AG in the future, I think it’s unlikely I will ever work with a group of people who are as brilliant, hard working, and humble. While analysts are expected to work hard, AG treats analysts very well in return. The Boston office has an annual ski trip, summer party, and Christmas party. Additionally, AG compensates analysts well and provides all of the tech office perks: top of the line espresso machine, ping pong table, and café area. Also, every analyst has their own office, increasingly valuable in today’s world of open floor plans. To earn these perks, there is an implicit expectation that analysts will work long and, at times, unpredictable hours. Receiving an urgent request from counsel on Friday night is not unusual and you are expected to help. As cases get closer to filing, working late nights and weekends is common. However, those were some of the best experiences of my time at AG. For me, working long hours frequently led to increased camaraderie with analysts and managers, a growing appreciation of my teammates’ skills, and, introspectively, a growing awareness of my own capabilities.

Cons

Given the demanding clients and non-negotiable court deadlines, late nights and unexpected requests are inevitable. In most of my experience, AG had the optimal structure in place: a clear long-term... plan with strong direction from senior staff and helpful guidance from associates and experienced analysts. This led to a cohesive team that bought into the vision and functioned smoothly. In some instances, the team isn’t quite as cohesive and the late nights can be frustrating. At times, middle management add unnecessary steps and, on occasion, senior staff does not communicate effectively with the client. Fortunately, in my career those instances were vastly outnumbered by positive experiences.

Advice to Management

The review system is well intentioned, but could be modernized. There is frequently a delay between the end of a case and the review period. This impacts the reliability of feedback provided and... the effectiveness of suggestions for improvement. AG could conduct case-specific reviews at the end of each case and then check in for ongoing cases twice a year. Additionally, it doesn’t appear that necessary feedback is always passed along. For example, one case manager reached out to ask for ways to improve their case management because they had heard rumors analysts did not love their case management style, but it had never come up in their review. My suggestion is to require reviews of case managers from more analysts and place more emphasis on providing detailed feedback.

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