1. Organizational Assessment
EOA Program
06/09/2009
Organizational Assessment 1

2. Shared Ideal Practices
Increase survey participation!
Use a barcode on your DEOCS access letter!
Click “Create”
Type respective DEOCS link
Scan code created & linked to survey
Copy barcode and paste onto letter!
Use incentives (IAW JAG!)
Early Release, BBQ/Burger Burn,
Pie in the face, the options are limitless…(as long as legal)

3. Shared Ideal Practices
Educate and Market the DEOCS - What is your “Brand”
Explain why DEOCS is useful – The “WIIFM” – What’s In It For me?
EO assist command in “selling” impact and value added of max participation
Assist command in survey presentation & timely survey results out-brief to their unit
Diffuse the fear of taking survey – reiterate and ensure anonymity
Insist survey is voluntary to ensure honest “prevailing perceptions” captured
Remind commanders and TAG to complete – Their voice important too
Survey tells only a part of the story – Peel the onion
Utilize Sensing and Focus Groups
Mitigate Survey Fatigue – Planning and Command Oversight is Key
Deliberate coordination and DEOCS scheduling
Command’s emphasis on DEOCS priority, importance, and value
Ask your command: “Would you like to have your members spend 25 minutes on completing a survey to timely recognize, address, & resolve issues, or would you prefer to spend countless of hours, weeks, even months completing an EO or IG complaint…?”

4. NDAA FY13
SEC. 572
(3) A requirement that the commander of each military command and other units specified by the Secretary of Defense for purposes of the policy shall conduct, within 120 days after the commander assumes command and at least annually thereafter while retaining command, a climate assessment of the command or unit for purposes of preventing and responding to sexual assaults…

5. SECDEF SECDEF Memo -- 6 May 2013
Enhancing Commander Accountability: To enhance accountability and improve insight into subordinate command climate, the USD (P&R) shall require that the results of FY13 National Defense Authorization Act-mandated annual command climate surveys will now also be provided to the next level up in the chain of command. Implement this provision not later than July 31 , 2013.

6. NDAA FY14 TITLE XVII – SAPR & RELATED REFORMS
Inform a commander's commander when a command climate assessment has been activated
Notify a commander and their commander when a command climate assessment report has been generated/completed
Provide a mechanism for the Service Component HQ EO Office to track completion of command climate by UIC for their respective service

7. Enabling Learning Objectives
Recall the foundational objectives of an organizational assessment survey
Identify the planning, preparation, and administration associated with the DEOCS
Recall factors and items associated with the DEOCS
Identify key aspects of the DEOCS report

8. Foundational Objectives
A Climate (Organizational) Assessment is determining the "health" and functioning effectiveness of an organization by examining such factors as morale, teamwork, and communication. This is accomplished through some or all of the following: group/individual interviews, observations, surveys, and reviews of records and reports. - DoDD , August 18, 1995

9. Foundational Objectives
The climate of an organization directly relates to retention, performance, satisfaction, stress, and commitment by employees and managers alike. It provides both positive and negative insight into the command climate.

10. Foundational Objectives
Organizational Assessment not only fulfills the DoD and NDAA requirements, it helps provide Commanders a “snapshot” of an organization (unit). It presents information on the perceptions members have in areas like; Organization Effectiveness (OE), EO/EEO & Fair Treatment, and Sexual Assault Prevention and Response (SAPR).

11. Foundational Objectives
Purpose:
The main purpose of conducting an organizational assessment is to gather information on an organization to assist managers (Commanders, etc.) in clarifying the positive and negative views of an organization by its members.
These findings are used to formulate action plans to improve the organization’s climate.

12. Foundational Objectives
The DEOCS will:
Assist commanders at all levels in assessing the command's EO climate
Provide commanders insight into other personnel issues that may impact unit effectiveness.
Identify positive and negative factors that may affect mission readiness

13. Foundational Objectives
Factors:
Organizational Effectiveness
EO/EEO/Fair Treatment
Perceptions of Sexual Harassment/Discrimination
Sexual Assault Prevention & Response
Note: These topic areas breakdown into more specific areas (factors) that address a variety of interpersonal and human relations areas that impact mission readiness

14. Foundational Objectives
Command Climate Factors
Mission Readiness (Effectiveness)
Workplace Relations (Climate Assessment)
A key component of high performing organizations is the ability to retain committed and engaged employees. To accomplish this, organizations must understand what matters most to their employees, and support their needs. Employees who are satisfied with their work environment tend to be more motivated, creative, and productive.

15. Planning, Preparation & Administration
Control Factors:
Time
Personnel
Current OPTEMPO
Unit Location
Automation Capabilities
Survey Team Size
Other factors

16. Planning, Preparation & Administration
Preparing for the DEOCS:
Survey dates
Sub-breakouts
Passwords
Locally Developed / Short Answer Questions
Paper survey

17. Planning, Preparation & Administration
o Unit Identification Code (UIC) (USN, USMC, & USA Only)
o Personal Accounting Symbol (PAS) (USAF Only)
o Operational Facilities (OPFAC) (USCG Only)
o Mailing address for organization
o Branch of service
o Service component
o Name/rank/grade/ of Survey Administrator
o DSN & Commercial phone number of Survey Administrator
o Name/rank/grade/ of Commander/Director
o Name/rank/grade/ of Commander’s Supervisor
o Number and type of Passwords required to take online survey
o Ten Locally Developed Questions (LDQ) selected (OPTIONAL)
o Five Short Answer Questions (SAQ) selected (OPTIONAL)

18. Planning, Preparation & Administration
Making the DEOCS request:
Gather all needed information
Upon submission of your request, the DEOCS Support Team reviews and either contacts the Administrator for corrections or approves the request. This will happen within 72 hours

19. Planning, Preparation & Administration
Survey Administrator Assistance System (SAAS):
Purpose
Account Login
Account /Report closure
Functionality
Survey Password
Completion Rate
Request Report

20. Factors & Survey Items Four primary areas:
Organizational Effectiveness (OE)
EO/EEO/Fair Treatment
Sexual Assault Prevention & Response
Perceptions of Discrimination/Sexual Harassment

21. Factors & Survey Items Organizational Effectiveness
Organizational Commitment
Trust in Leadership
Organizational Performance
Organizational Cohesion
Leadership Cohesion
Job Satisfaction
Diversity Management
Organizational Processes
Help Seeking Behaviors
Exhaustion/Burnout

22. Factors & Survey Items EO/EEO/Fair Treatment Hazing
Demeaning Behaviors
Favoritism
Racial Discrimination
Sex Discrimination
Religious Discrimination
Sexual harassment
Racist Behavior
Sexist Behaviors
Age Discrimination (Civilian only)
Disability Discrimination (Civilian only)

23. Factors & Survey Items Sexual Assault Prevention & Response
Perceptions of Safety
Chain of Command Support
Publicity of SAPR Information
Unit Reporting Climate
Barriers to Reporting Sexual Assault
Unit Prevention Climate
Restricted Reporting Knowledge

24. Factors & Survey Items
Perceptions of Discrimination & Sexual Harassment
Within the past 12 months, I have personally experienced an incident of discrimination or sexual harassment within my current organization (Mark all that apply):
Actions Taken Following Incident of Discrimination
How satisfied are you with how your issue was (or is being) resolved?
Perceived Barriers to Reporting Discrimination

25. Factors & Survey Items Taking the Survey Survey Login
Internet connection
Must complete in one sitting
Must be within survey date ranges

26. Factors & Survey Items DEOCS Demographics Sex Hispanic Declaration
Race
Reside (on/off base)
Deployed
Employment Status (mil/civ/other)
Rank/Grade
Service
Component

27. Factors & Survey Items DEOCS Anonymity Power point presentation
Declined to respond
“Other” category
Fewer than five
Computer generated password
Power point presentation

28. Factors & Survey Items DEOCS Structure OA (37 total items)
Displayed on one page
OE comments area
EO/EEO/Fair Treatment (30 total items)
Civilian items only
EO comments area

29. Factors & Survey Items DEOCS Structure SAPR (7 sub factors)
20 total items
Perceptions of Discrimination/SH (1 overall item)
3 to 6 sub items/questions
SAPR/Perceptions comments area
Additional comments area
Locally Developed / Short Answer Questions
Up to 10 LDQ
Up to 5 SAQ

30. Key Aspects of the DEOCS Report
The DEOCS is one of the tools EOAs use to collect data from commands to help provide the Commander with essential information regarding their command climate. The DEOCS is typical the first step in the data gathering process. The responses that are provided within the DEOCS, both standard scale responses, as well as written comments, provide a picture of the climate and help determine what focus groups questions and groupings may be needed to validate DEOCS results.

31. Key Aspects of the DEOCS Report
Demographics (Section II)

33. Key Aspects of the DEOCS Report
Perceptions (Section III)

34. Key Aspects of the DEOCS Report
Perceptions (Section III)
If a respondent answers “Yes” to any of the categories of discrimination, then this section has additional breakdowns:
1) EXPERIENCED DISCRIMINATION BASED ON RACE/NATIONAL ORIGIN/COLOR - Majority/Minority
2) EXPERIENCED DISCRIMINATION BASED ON GENDER (SEX)
- Men/Women

35. Key Aspects of the DEOCS Report
Perceptions (Section III)
3) ACTIONS TAKEN FOLLOWING INCIDENT OF DISCRIMINATION:
- Filed formal complaint
- Reported incident to EO/EEO
- Reported to supervisor
- Confronted individual
- Did not report
4) HOW SATISFIED ARE YOU WITH HOW YOUR ISSUE WAS OR IS BEING RESOLVED?
- Very satisfied; very dissatisfied scale

36. Key Aspects of the DEOCS Report
Perceptions (Section III)
5) IF YOU DID NOT REPORT THE INCIDENT TO ANYONE IN YOUR CHAIN OF COMMAND, PLEASE INDICATE YOUR PERSONAL REASONS WHY.
- The incident would not be taken seriously
- The incident would not be believed
- Lack of privacy/confidentiality
- Fear of reprisal
- Lack of support from chain of command
- Other
- N/A
Note: If a respondent answers “yes” to the sexual harassment category, they are asked the same series of questions.

37. Key Aspects of the DEOCS Report
SAPR (Section IV)
1) Perceptions of Safety
2) Chain of Command Support
3) Publicity of SAPR Information
4) Unit Reporting Climate
5) Perceived Barriers to Reporting Sexual Assault
6) Unit Prevention Climate
7) Restricted Reporting Knowledge

38. Key Aspects of the DEOCS Report
SAPR (Section IV)
The “Unit Summary” area within SAPR gives you a quick snapshot of how the command is doing in relations to your Service. This information is then followed up with addition (specific) information about each SAPR factor in the order the factors are listed in the unit summary area.

39. Key Aspects of the DEOCS Report
Color Coding Scheme for Overall Unit Summary
Lower 20%
Middle 60%
Upper 20%
Red (Below Service Average): At or below bottom 20% of Service averages
Blue (Near Service Average): Between bottom 20% and top 20% of Service averages
Green (Above Service Average): At or above top 20% of Service averages

40. Key Aspects of the DEOCS Report
SAPR (Section IV)

41. Key Aspects of the DEOCS Report

42. Key Aspects of the DEOCS Report
SAPR (Section IV)

43. Key Aspects of the DEOCS Report
Subgroup Comparison (Section V)
The climate factor subgroup comparison provides a demographic summary chart of the SAPR, OE, and EO/EEO Climate variables. Results display above average, average, and below average using a green, blue, and red coding scheme, respectively.
These three charts provide the organization with a snapshot of their results by all DEOCS factors and demographic category.
Once you can see what factors are scoring low and by what demographic, you can then go to the Section VII, DEOCS Summary of Survey Item Results and determine what specific questions have a high unfavorable score.
Note: In cases where fewer than five people in a subgroup complete the survey, you will not receive any data for that subgroup; this helps maintain respondent anonymity.

44. Key Aspects of the DEOCS Report

45. Key Aspects of the DEOCS Report

46. Key Aspects of the DEOCS Report

47. Key Aspects of the DEOCS Report
Survey Item Results (Section VII)
Section VII of the DEOCS report shows responses to the individual climate factor questions. It turns the four-point response scale into a two-point favorable/ unfavorable scale and displays the results using a percentage. Additionally, it provides the overall factor results using a percentage as well.
One key difference between this section and section V, Climate factor subgroup comparison. The comparison area determines a color code and average and presents that against your Service. Section VII is only the results of your organization responses…no comparison, just actual results.
Note: This is one of the reasons it is important for you to analyze the section V and compare it with section VII. You will be able to provide more specificity to your findings.

48. Key Aspects of the DEOCS Report

49. Key Aspects of the DEOCS Report

50. Key Aspects of the DEOCS Report
DEOCS Report LDQ & SAQ
Locally Developed Questions
Worded in a positive manner and as a comment
Strongly agree/disagree scale
Up to 10 LDQs on any one DEOCS
Sub breakouts will all use the same LDQs
Short Answer Questions
Opened ended questions
1,000 characters
Provided verbatim to Commander
No PII

51. Key Aspects of the DEOCS Report

52. Key Aspects of the DEOCS Report
DEOCS Report Comments
Written Comments
Provided after each topic area
1,000 characters
Provided verbatim to Commander
No PII

53. Summary
Recall the foundational objectives of an organizational assessment survey
Identify the planning, preparation, and administration associated with the DEOCS
Recall factors and items associated with the DEOCS
Identify key aspects of the DEOCS report

54. DEOCS Data Retrieval System (DRS)
EOA Program
06/09/2009
DEOCS Data Retrieval System (DRS) 54

55. Main Menu EOA Program 06/09/2009
The DRS offers users five specific options associated with DEOCS data and usage.

56. Report Builder EOA Program 06/09/2009
The “Report Builder” area offers three different report options

57. Report Type EOA Program 06/09/2009
The “Rollup, Comparison, & Historical” reports are only available for DEOCS version. DEOCS4 Rollup will provide a report that mirrors the current DEOCS report.
Report Builder can generate three different types of reports; Rollup, Comparison, and Historical. All reports require the user to compare or combine a minimum of three UICs/OPFAC/PAS Codes.

58. EOA Program
Report Type
06/09/2009
Rollup Report - combine multiple unit level DEOCS reports into one
Comparison Reports - compare data from one group or area to another
Historical Report - plots DEOCS factors using data points
Comparison Reports compare data from one group or area to another
(e.g. Amphibious & Surface Commands; Combat & Support Units; FY to FY).

59. Download Reports EOA Program 06/09/2009
Where to go to download available reports.

60. EOA Program
06/09/2009
Ability to search for completed DEOCS by Unit or commander’s last name

61. EOA Program
Contact Info
06/09/2009
DEOCS Support Team
DSN: /3260/4217
Comm: (321) /3260/4217