1. DEOC
SURVEYS

2. Overview Purpose Breakdown Ordering Points of Contact
Steps in using the DEOCS

3. Purpose Assess EO climate of unit Identify possible issues or trends
The results belong to the commander
Not a report card
EORC

4. Breakdown DEOCs consists of 68 Questions 1-13 addresses demographics
Approximately half of items address EO/EEO
Remaining measures perceptions of OE
10 locally developed questions
5 short answer questions

5. Breakdown Cont. Measures 7 EO factors SH/Sexual Discrimination
Differential Command Behavior
Positive EO Behavior
Racist Behavior
Age Discrimination
Religious Discrimination
Disability Discrimination
1-13 addresses demographics
Approximately half of items address EO/EEO
Remaining measures perceptions of OE
10 locally developed questions
5 short answer questions

6. Breakdown Cont. Measures 6 OE factors Organizational Commitment
Trust in the Organization
Work Group Effectiveness
Leadership Cohesion
Job Satisfaction
Measures 2 Sexual Assault factors
SAPR & Bystander Climate Intervention
1-13 addresses demographics
Approximately half of items address EO/EEO
Remaining measures perceptions of OE
10 locally developed questions
5 short answer questions

7. Breakdown Cont. Subgroup Comparisons Minority vs. Majority
Women vs. Men
Officer vs. Enlisted
Military vs. Civilian
US Military vs. Other Military
Measures 2 Sexual Assault factors
Gov. Civilian vs. Non-Gov. Civilian

8. Ordering a Survey
To order surveys go to:
EORC

9. DEOMI

10. DEOCS

11. DEOCS • You must have a minimum of 16 respondents in
order to request a
survey.
• If a race,
ethnicity, or
gender category
has less than 5
respondents their
data will not be
represented in the
DEOCS roll up.

12. DEOCS

13. DEOCS

14. DEOCS

15. DEOCS

16. DEOCS

17. DEOCS

18. DEOCS ID Information
Your request for a DEOCS survey has been approved.
Your DEOCS ID is:
Please go to and login using the following:
User Name: M
Password: Ravenscroft
Once you login you will be able to:
DEOCS ID Information
1. Download your passwords, if you are administering online. NOTE: Passwords will only work once the
survey has reached its start date (Eastern Standard Time).
2. Download your survey, if administering via paper. If you are administering via paper, your SCANTRON
response forms are in the mail.
It is essential that you maintain and safeguard your Username and Password as you will use it numerous
times to enter the Survey Administrator Assistance System (SAAS) to access information and monitor
activities.
Questions and feedback concerning the DEOCS request process can be directed to or

19. DEOCS Help
DEOMI Climate Survey (DEOCS)
(321) /4217

20. Steps in using the DEOCS
ASSESS
Share the results with your organization
Validate the results through other sources
Plan and Implement
Establish an action team
Evaluate
Conduct a follow-up DEOCS in 6-12 months
Share the results with the members of your organization. They provided the
information and you can expect them to be curious. If you don't share the results (through
briefings, summaries, etc.) they will not be motivated to provide future feedback and will
probably assume the worst about the results (i.e., "They don't want us to know because the
results were so bad."). You also will not be giving them the opportunity to provide their
insights on why the results came out the way they did.
Validate the results of the survey using other sources. The survey provides a good
overview of the organizational climate, but it is a "broad-brush" approach. The survey
may raise as many questions as it answers, and for many of these questions you may need
to dig further to find the answers. For example, if DEOCS highlights a problem with
sexual harassment, you may need to conduct random interviews to see what form the
problem takes and where it occurs in the organization. Perhaps you have reports of
incidents, or there are other documents that bear on the problem. Maybe there are
inspection results that can shed some light on the issue. What do the other leaders in the
organization have to say? Perhaps "town hall" meetings or sensing sessions are needed to
allow people to express their views in an open, non-threatening setting (these could be
conducted at various levels in the organization and a summary of findings passed up the
chain of command). By exploring these sources, either directly or by using staff members
as your eyes and ears, you'll be able to validate the results of the survey and acquire useful
information for action plans.
Establish an action team to develop and implement a plan for organizational
improvement. Unless you use the DEOCS results as a springboard for action, the effort is
wasted. After all, you probably conducted the survey because you want to be proactive
and prevent big problems by dealing with small problems before they escalate. Taking
action shows your organization you are serious about matters of equal opportunity,
organizational effectiveness, and readiness. Put your best people on it and give them the
power they need to get the job done.
Do another DEOCS survey in about 6-12 months to see if the actions have been
effective. It is important to evaluate the effectiveness of your action plan by seeing
whether any changes occur in the organizational climate. If there is no change in the
climate, maybe a different approach is needed. A second DEOCS can give you a snapshot
of your organization after your intervention. When compared with the "before" picture,
this "after" picture can be quite revealing.

21. Summary Purpose Breakdown Ordering Points of Contact
Steps in using the DEOCS