RICHMOND, VA –
The Defense Logistics Agency’s Culture/Climate Survey begins Oct. 9 and runs through Nov. 13. The survey was originally scheduled for March, but was rescheduled due to the COVID-19 pandemic.
The survey, which began in 2003, measures employee perceptions of agency culture and uses the results to guide efforts in making DLA’s high performing culture even better. The theme for this year’s survey is “Your Voice is Our Future.”
DLA’s definition of organizational culture is a pattern of shared values, beliefs, assumptions and practices that the group learned as it solved its problems and reinforced over time.
The survey, which is offered to employees on a voluntary basis, is open to all DLA civilians, military and reservists who have been with the agency since June 30, 2020.
The survey contains 60 items that employees assess, in addition to a section for written feedback, and assesses four key traits: mission, adaptability, involvement and consistency. All assessment information, as well as written feedback is anonymous.
Employee survey and feedback information is anonymous. Conducting the survey in this manner allows for candid feedback help’s identify effectiveness of the organization.
Survey feedback is used to help improve workforce culture. Over the years, many positive changes in the DLA Aviation workforce have resulted from survey feedback.
One example is the implementation of DLA Aviation Policy Statement No. 30, Hiring Process and Use of Interview Panels. Employee feedback on the hiring process on the survey resulted in the use of mandatory interview panels when evaluating candidates for non-bargaining/supervisory general schedule positions of 13 and above.
“Your feedback provides a good picture of our teams strengths, identifies challenges and helps improve our organization’s effectiveness and performance,” said DLA Aviation Deputy Commander Charlie Lilli. From your input and feedback, we will develop action plans to improve on areas of concern and to help us continually work to better our workforce culture within DLA Aviation.”
This year’s agency goal is to have 65% employee participation in the survey. The more participation we have, the more feedback is given, which helps influence positive changes within the organization.
“We need an honest assessment of how you see things here,” said Lilli. “We need to know what’s working and what’s not. What you like and what gives you cause for concern. One sure fire way to provide it is through participation in the survey.”