WEBVTT 00:09.869 --> 00:12.091 The next phase of the work . The action 00:12.091 --> 00:14.313 planning process allows us to conduct a 00:14.313 --> 00:16.670 deeper dive into the survey results and 00:16.680 --> 00:19.049 identify solutions to implement change . 00:19.760 --> 00:21.871 Your culture champions have been hard 00:21.871 --> 00:23.927 at work reviewing the survey results 00:23.927 --> 00:26.038 and developing plans to make concrete 00:26.038 --> 00:28.093 improvements based on the findings , 00:28.139 --> 00:29.972 the action planning process will 00:29.972 --> 00:31.750 include focus groups within the 00:31.750 --> 00:33.939 workforce to get your ideas on what 00:33.950 --> 00:36.819 steps we can take to improve . Every 00:36.830 --> 00:38.819 employee is encouraged to take an 00:38.830 --> 00:41.139 active role in shaping our workplace . 00:41.450 --> 00:43.029 Your voice matters and your 00:43.040 --> 00:45.150 participation in focus groups and 00:45.159 --> 00:47.639 listening sessions along with employee 00:47.650 --> 00:49.770 advisory groups or employee resource 00:49.779 --> 00:51.869 groups and direct recommendations to 00:51.880 --> 00:55.240 your leaders will drive change , focus 00:55.250 --> 00:57.361 groups and listening sessions are not 00:57.361 --> 00:59.194 just about identifying areas for 00:59.194 --> 01:01.279 improvement . They're also about 01:01.290 --> 01:03.369 highlighting what's working . Your 01:03.380 --> 01:05.158 feedback helps bolster positive 01:05.158 --> 01:07.324 behaviors and diminish negative ones . 01:07.569 --> 01:09.680 While voicing concerns is important , 01:09.769 --> 01:11.800 celebrating successes is equally 01:11.809 --> 01:13.879 crucial . If we don't hear about the 01:13.889 --> 01:15.919 positive changes , you value , they 01:15.930 --> 01:17.763 might be overshadowed by the few 01:17.763 --> 01:20.489 naysayers in the crowd . Remember real 01:20.500 --> 01:22.720 change begins with honest feedback and 01:22.730 --> 01:25.269 active participation . Your input 01:25.279 --> 01:27.446 through these activities is not just a 01:27.446 --> 01:29.610 check box , it's the mechanism for 01:29.620 --> 01:31.842 creating the workplace . You want to be 01:31.842 --> 01:33.842 a part of together , we can build a 01:33.842 --> 01:35.787 culture that reflects our values , 01:35.787 --> 01:37.731 supports our mission and fosters a 01:37.731 --> 01:39.731 positive work environment for all . 01:39.731 --> 01:41.569 Please stay tuned as we work on 01:41.580 --> 01:43.750 developing a SharePoint site that will 01:43.760 --> 01:46.019 allow all employees to easily search 01:46.029 --> 01:48.085 for their organization's action plan 01:48.199 --> 01:50.220 and identify specific areas for 01:50.230 --> 01:52.599 improvement . This site will also 01:52.610 --> 01:54.940 include information on key stakeholders 01:54.949 --> 01:57.790 within each organization . Looking 01:57.800 --> 01:59.522 ahead we are preparing for the 01:59.522 --> 02:01.610 inaugural di survey in October , 02:01.760 --> 02:03.790 followed by the DL A culture and 02:03.800 --> 02:06.230 climate survey in January and the 02:06.239 --> 02:08.309 Federal employee viewpoint survey in 02:08.320 --> 02:11.350 May 2025 . These surveys are your 02:11.360 --> 02:13.360 opportunity to speak of , shape our 02:13.360 --> 02:15.770 future and drive meaningful change . 02:16.080 --> 02:17.969 They represent some of the formal 02:17.969 --> 02:20.059 platforms to speak out but employees 02:20.070 --> 02:21.960 are encouraged to provide ongoing 02:21.970 --> 02:24.169 feedback to their supervisors and the 02:24.179 --> 02:26.350 chain of command . Thank you for your 02:26.360 --> 02:28.429 dedication and commitment to DL A 02:28.679 --> 02:30.846 together . We will continue to build a 02:30.846 --> 02:32.790 culture that reflects our values , 02:32.790 --> 02:34.735 supports our mission and fosters a 02:34.735 --> 02:37.012 positive work environment for everyone . 02:37.012 --> 02:38.589 War fighter always .