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pdfOMB CONTROL NUMBER: 0704-XXXX
OMB EXPIRATION DATE: 08/XX/2021
AGENCY DISCLOSURE NOTICE
The public reporting burden for this collection of information, 0704-XXXX, is
estimated to average 45 minutes per response, including the time for reviewing
instructions, searching existing data sources, gathering and maintaining the
data needed, and completing and reviewing the collection of information. Send
comments regarding the burden estimate or burden reduction suggestions to
the Department of Defense, Washington Headquarters Services, at [email protected]. Respondents should be
aware that notwithstanding any other provision of law, no person shall be
subject to any penalty for failing to comply with a collection of information if it
does not display a currently valid OMB control number.
Defense Logistics Agency Culture/Climate Survey
Dear DLA Colleague:
DLA’s success depends on its greatest resource…you! The DLA Strategic Plan 2018-2026 highlights
People and Culture as foundational, critical elements of everything we do. Our workforce must possess the
skills, tools, and supporting culture to meet DLA’s ever changing and challenging mission demands.
The DLA People and Culture Plan (P&CP) is a supplement to our strategic plan and establishes the DLA
Culture/Climate Survey as our instrument to measure workforce mission-readiness, leadership engagement,
and the supportive organizational culture to build and sustain the elements of the DLA Strategic Plan.
The DLA Culture/Climate Survey provides a private mechanism for employees to share feedback on their
work environment, resulting in opportunities for DLA employees and leaders to engage in thoughtful, datadriven discussions that lead to informed action and improve our collective performance.
I ask that you set aside time to participate in the 2018 DLA Culture/Climate Survey as part of DLA’s effort to
maintain a high performance culture. This is an opportunity for you to share your views of DLA’s
organizational culture and climate. Your responses will help us understand where we need to improve our
organizational culture and management practices in DLA. Your opinion counts!
Your participation in this survey is voluntary. Whether you receive the survey electronically or by paper, your
privacy is guaranteed throughout this process. Our survey contractor, Denison Consulting, will not provide
DLA with your name or any other individually identifying information.
On average, the survey will take about 30-45 minutes to complete and you will be provided duty time for its
completion. If you have any questions about the nature of this survey, please contact the DLA Culture Team
at [email protected]. If you need technical assistance with the survey or other questions, please contact:
[email protected].
Your input is extremely valuable, and input from previous surveys has led to positive steps toward improving
DLA’s organizational culture. Thank you for your participation and honest feedback.
Your Voice is Our Future!
Sincerely,
Brad Bunn
Director
DLA Human Resources
L: English
OMB CONTROL NUMBER: 0704-XXXX
OMB EXPIRATION DATE: 08/XX/2021
SECTION A: Work Units
Please indicate your work unit. The term “work unit” refers to your immediate work unit,
specifically, the unit that includes your first-line supervisor and the employees reporting to your
first-line supervisor. This work unit will be your perspective for completing Section B. Please mark
only one.
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SECTION B: Organizational Culture
This section of the survey presents a set of statements that describe different aspects of an
organization's culture. Organizational culture is the shared values, beliefs, assumptions, and
practices learned and reinforced over time...or the way things are done around here. As you
respond to the survey items, think about the ways in which you see work getting done in your work unit.
Work unit refers to your immediate work unit, specifically, the unit that includes your first-line
supervisor and the employees reporting to your first-line supervisor. We are looking to receive your
perspective on your day-to-day work life.
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), Strongly
Agree (5) or N/A (6) with each of the statements.
In my work unit (your first-line supervisor and the employees reporting to
your first-line supervisor)…
1
2
3
4
5
6
B1
Most employees are highly involved in their work.
B2
Decisions are usually made at the level where the best information is
available.
B3
Information is widely shared so that everyone can get the information
he or she needs when it's needed.
B4
Everyone believes that he or she can have a positive impact.
B5
Business planning is ongoing and involves everyone in the process
to some degree.
B6
Cooperation across different parts of the organization is actively
encouraged.
B7
People work like they are part of a team.
B8
Teamwork is used to get work done, rather than hierarchy.
B9
Teams are our primary building blocks.
B10
Work is organized so that each person can see the relationship
between his or her job and the goals of the organization.
B11
Authority is delegated so that people can act on their own.
B12
The "bench strength" (capability of people) is constantly improving.
B13
There is continuous investment in the skills of employees.
Daniel R. Denison, Ph.D. All rights reserved.
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OMB CONTROL NUMBER: 0704-XXXX
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In my work unit (your first-line supervisor and the employees reporting to
your first-line supervisor)…
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2
3
4
5
6
B14
The capabilities of people are viewed as an important source of
competitive advantage.
B15
Problems often arise because we do not have the skills necessary
to do the job.
B16
Leaders and managers "practice what they preach."
B17
There is a characteristic management style and a distinct set of
management practices.
B18
There is a clear and consistent set of values that governs the
way we do business.
B19
Ignoring core values will get you in trouble.
B20
There is an ethical code that guides our behavior and tells us
right from wrong.
B21
When disagreements occur, we work hard to achieve "win-win"
solutions.
B22
There is a "strong" culture.
B23
It is easy to reach consensus, even on difficult issues.
B24
We often have trouble reaching agreement on key issues.
B25
There is a clear agreement about the right way and the wrong
way to do things.
B26
Our approach to doing business is very consistent and
predictable.
B27
People from different parts of the organization share a common
perspective.
B28
It is easy to coordinate projects across different parts of the
organization.
B29
Working with someone from another part of this organization is
like working with someone from a different organization.
B30
There is good alignment of goals across levels.
B31
The way things are done is very flexible and easy to change.
Daniel R. Denison, Ph.D. All rights reserved.
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OMB CONTROL NUMBER: 0704-XXXX
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In my work unit (your first-line supervisor and the employees reporting to
your first-line supervisor)…
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2
3
4
5
6
B32
We respond well to competitors and other changes in the
business environment.
B33
New and improved ways to do work are continually adopted.
B34
Attempts to create change are usually met with resistance.
B35
Different parts of the organization often cooperate to create
change.
B36
Customer comments and recommendations often lead to
changes.
B37
Customer input directly influences our decisions.
B38
All members have a deep understanding of customer wants and
needs.
B39
The interests of the customer often get ignored in our decisions.
B40
We encourage direct contact with customers by our people.
B41
We view failure as an opportunity for learning and improvement.
B42
Innovation and risk taking are encouraged and rewarded.
B43
Lots of things "fall between the cracks."
B44
Learning is an important objective in our day-to-day work.
B45
We make certain that the "right hand knows what the left hand is
doing."
B46
There is a long-term purpose and direction.
B47
Our strategy leads other agencies to change the way they
compete in the industry.
B48
There is a clear mission that gives meaning and direction to our
work.
B49
There is a clear strategy for the future.
B50
Our strategic direction is unclear to me.
Daniel R. Denison, Ph.D. All rights reserved.
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OMB CONTROL NUMBER: 0704-XXXX
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In my work unit (your first-line supervisor and the employees reporting to
your first-line supervisor)…
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2
3
4
5
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B51
There is widespread agreement about goals.
B52
Leaders set goals that are ambitious, but realistic.
B53
The leadership has "gone on record" about the objectives we are
trying to meet.
B54
We continuously track our progress against our stated goals.
B55
People understand what needs to be done for us to succeed in
the long run.
B56
We have a shared vision of what the organization will be like in
the future.
B57
Leaders have a long-term viewpoint.
B58
Short-term thinking often compromises our long-term vision.
B59
Our vision creates excitement and motivation for our employees.
B60
We are able to meet short-term demands without compromising
our long-term vision.
Daniel R. Denison, Ph.D. All rights reserved.
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OMB CONTROL NUMBER: 0704-XXXX
OMB EXPIRATION DATE: 08/XX/2021
SECTION C: DLA Climate
This section of the survey presents a set of statements that describe different aspects of the DLA
climate. Organizational climate is the work environment perceived directly and indirectly by
employees that shapes the organizational culture. The following provides definitions of some
commonly used terms in the climate section of the survey.
Survey Term Definitions
MSC – Major Subordinate Command. DLA field organizations executing the core supply chain and
materiel logistics functions of DLA, providing direct support to the Services, Combatant Commands,
and other supported organizations. MSCs are located CONUS and OCONUS. The MSCs are:
‒ DLA Aviation
‒ DLA Energy
‒ DLA Land and Maritime
‒ DLA Troop Support
‒ DLA Disposition Services
‒ DLA Distribution (includes all depots)
J Code – DLA staff and mission support organizations performing policy, oversight, and common
support services to the DLA enterprise and other organizations. J codes are located CONUS and
OCONUS. The J codes are:
‒ J-1: DLA Human Resources [Includes DLA Human Resources Services (DHRS)]
‒ J-3: DLA Logistics Operations (includes DLA Central, DLA Europe and Africa, and DLA
Pacific)
‒ J-6: DLA Information Operations
‒ J-7: DLA Acquisition [includes DLA Contracting Services Office (DCSO) and DLA
Strategic Materials]
‒ J-8: DLA Finance
‒ J-9: DLA Joint Reserve Force
D Code – DLA Headquarters organizations performing staff and certain operational functions in support
of the DLA enterprise. D codes are located CONUS and OCONUS. The D codes are:
‒ DLA Director’s Immediate Staff
‒ DB: DLA Small Business Programs
‒ DG: DLA General Counsel
‒ DH: DLA Office of the Chaplain
‒ DI: DLA Intelligence
‒ DL: DLA Legislative Affairs
‒ DO: DLA Equal Employment Opportunity
‒ DP: DLA Public Affairs
‒ DT: DLA Transformation
‒ OIG: DLA Office of the Inspector General
‒ DF: DLA Installation Operations
‒ DM: DLA Installation Management
‒ CoS BMO: DLA Chief of Staff Business Management Office
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DLA Strategic Plan 2018-2026
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
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2
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5
C1
I am aware of the DLA Strategic Plan 2018-2026.
C2
I have read the DLA Strategic Plan 2018-2026.
C3
The DLA Strategic Plan 2018-2026 identifies the most critical DLA priorities.
C4
My supervisor aligns my work unit’s mission to the DLA Strategic Plan 20182026.
C5
I know how my work relates to DLA’s goals and priorities.
People and Culture
Attract and hire mission-focused people, further develop their competencies and
resilience, and cultivate and retain the next generation of diverse leaders and workforce
to meet current and future mission demands.
DLA Culture/Climate Survey
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C6
I believe the DLA Culture/Climate Survey makes a difference.
C7
Actions are taken to continuously improve our culture.
Resiliency
Resiliency - dealing effectively with pressure, ambiguous and emerging conditions, and
multiple tasks; remaining optimistic and persistent, even under adversity or uncertainty;
recovering quickly from setbacks.
Resiliency Resources – examples include the Employee Assistance Program (EAP), Fitness
& Wellness Program, Alternative Dispute Resolution (ADR), fitness centers, flexible work
schedules, etc.
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
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5
C8
I know how to access DLA resiliency resources.
C9
A wide range of resiliency resources are available at my location.
C10 DLA resiliency resources meet my needs.
C11 I consider myself to be resilient.
DLA Fitness and Wellness Program
C12 I take part in fitness and/or wellness activities under the DLA Fitness and Wellness Program.
① Yes; [Please answer questions C13 – C18]
② No; I was not aware of this Program. [Please skip questions C13 – C18]
③ No; I was approved for the Program, but have not used it yet. [Please skip questions C13 – C18]
④ No; I was not approved to participate in the Program. [Please skip questions C13 – C18]
⑤ No; I do not want to participate in the Program. [Please skip questions C13 – C18]
C13 How frequently do you participate in the DLA Fitness and Wellness Program?
① Three hours per week
② Two hours per week
③ One hour per week
④ Varies based on workload
C14 I have used fewer sick leave hours as a result of taking part in the DLA Fitness and Wellness
Program.
① Yes
② No
C15 I believe taking part in the DLA Fitness and Wellness Program has improved my performance
at work.
① Yes
② No
C16 I would factor my participation in the DLA Fitness and Wellness Program into a decision to
remain employed by DLA.
① Yes
② No
DLA Fitness and Wellness Program Questions for Supervisors
C17 Please select the option that best describes your supervisory view of the DLA Fitness and
Wellness Program’s impact on your employees’ performance as a whole.
① N/A; I am not a supervisor.
② I do not supervise any employees that participate in the Fitness and Wellness Program.
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③ My participating employees’ performance has generally improved.
④ There has been no overall change in my participating employees’ performance.
⑤ My participating employees’ performance has generally declined.
C18 Please select the option that best describes your supervisory view of the DLA Fitness and
Wellness Program’s impact on your work unit’s mission.
① N/A; I am not a supervisor.
② I do not supervise any employees that participate in the Fitness and Wellness Program.
③ Very positive impact on the work unit’s mission
④ Somewhat positive impact on the work unit’s mission
⑤ No impact on the work unit’s mission.
⑥ Somewhat negative impact on the work unit’s mission.
⑦ Very negative impact on the work unit’s mission
Telework
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
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2
3
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5
C19 My MSC, J code, or D code promotes telework.
I am prepared to use telework to maintain productivity in the event of an
C20 emergency.
I communicate with virtual co-workers (team members not physically
C21 located at my work location) as much as co-workers in the office.
C22 Have you teleworked during the past year?
① Yes [Please answer questions C23 – C26]
②No; Must be physically present - My position is not eligible for telework because one or more
of the following is required: face-to-face contact with co-workers or customers; access to
material or equipment that cannot be moved from the office or worksite; and/or access to
classified or sensitive information or facilities. [Please skip questions C23 – C26]
③No; Technical issues - My work requires access to information systems that are unavailable,
unreliable, or perform too slowly in a telework environment to effectively accomplish the
mission. [Please skip questions C23 – C26]
④No; Choose not to telework - My position is eligible for telework, but I choose not to telework.
[Please skip questions C23 – C26]
⑤ No; Not allowed to telework - My position is eligible for telework, but I am not allowed to
telework even on a situational basis. [Please skip questions C23 – C26]
C23 How frequently do you telework?
① I telework on a situational basis.
②II regularly telework 1 day per week.
③ I regularly telework 2 days per week.
④ I regularly telework 3 days per week.
⑤ I regularly telework 4 or more days per week.
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Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C24 DLA technology allows me to telework effectively.
When teleworking, I am at least as productive as I am when working in the
C25 office.
The availability of telework contributes to my decision to remain employed by
C26 DLA.
Sexual Assault Prevention and Response (SAPR)
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C27 I feel safe from inappropriate sexual behavior in the workplace.
C28 DLA publicizes resources for SAPR.
C29 I was provided training on SAPR.
C30 My supervisor creates a supportive environment for reporting an incident.
C31 I know how to contact my Sexual Assault Response Coordinator (SARC).
C32 I know the difference between sexual harassment and sexual assault.
Mission Ready Workforce
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
In my work unit (your first-line supervisor and the employees reporting to your
first-line supervisor)…
1
2
3
4
5
C33 My work unit is able to recruit people with the right skills.
C34 The skill level in my work unit has improved in the past year.
My work unit has the relevant knowledge and skills necessary to accomplish
C35 its mission and goals.
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Immediate Supervisor (Work Unit)
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
In my work unit (your first-line supervisor and the employees reporting to your
first-line supervisor)…
1
2
3
4
5
C36 I have trust and confidence in my supervisor.
C37 My supervisor interacts with me regularly.
C38 My supervisor asks for feedback about his or her performance from me.
My supervisor has the knowledge, skills, and ability to be an effective
C39 supervisor.
Defense Performance Management and Appraisal Program (DPMAP)
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
In my work unit (your first-line supervisor and the employees reporting to your
first-line supervisor)…
1
2
3
4
5
C40 I know what is expected of me on the job.
C41 I am held accountable for achieving results.
Employees are recognized for providing high quality products and services to
C42 customers.
Performance awards in my work unit depend upon how well employees
C43 perform their jobs.
C44 My supervisor has talked to me about my performance plan.
C45 I understand the DPMAP performance rating levels.
C46 DPMAP contributes to a performance-based culture.
Please rate your level of satisfaction with the feedback (both formal and informal) that you receive
from your immediate supervisor.
Fill in the circle to indicate if you are Very Dissatisfied (1), Dissatisfied (2), Neither Satisfied nor
Dissatisfied (3), Satisfied (4), Very Satisfied (5), or Received No Feedback from Supervisor (6).
In my work unit (your first-line supervisor and the employees reporting to
your first-line supervisor)…
1
2
3
4
5
6
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C47 Frequency of feedback
C48 Constructive feedback
C49 Candid feedback
C50 Timely feedback
Senior Leaders (MSC, J code, or D code)
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C51 Senior leaders communicate the goals and objectives of the organization.
C52 Senior leaders communicate regularly with the workforce.
C53 Senior leaders maintain high standards of honesty and integrity.
C54 Senior leaders promote collaboration across work units.
Senior leaders generate high levels of motivation and commitment in the
C55 workforce.
Diversity & Inclusion
Diversity - individual attributes that together help agencies pursue organizational objectives
efficiently and effectively. These include, but are not limited to, characteristics such as national
origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation,
gender identity, socioeconomic status, veteran status, and family structures.
Inclusion - set of behaviors that encourages employees to feel valued for their unique
qualities and experience a sense of belonging.
Reasonable Accommodation - any change in the work environment or in the way things are
customarily done that enables an individual with a disability to enjoy equal employment
opportunities. Examples of reasonable accommodations include providing interpreters,
readers, or other personal assistance; modifying job duties; restructuring work sites; providing
flexible work schedules or telework, and providing accessible technology or other workplace
adaptive equipment.
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
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2
3
4
5
C56 DLA values workforce diversity.
C57 My supervisor works well with employees of different backgrounds.
C58 Efforts are made to make everyone feel like a part of the team.
C59 I know how to request a reasonable accomodation if needed.
C60 DLA fosters a supportive environment for individuals with disabilities.
Ethics
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C61
I can disclose a suspected violation of any law, rule, or regulation without fear
of reprisal.
C62
I know how to contact an ethics official for assistance in applying the
government ethics rules.
Information Technology (IT)
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C63
I have the skills to use IT systems effectively and efficiently.
C64
My MSC, J code, or D code supports IT training to improve my capabilties.
Safety
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C65
Employees are protected from health and safety hazards on the job.
C66
My supervisor promotes safety in the workplace.
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Communication
C67 Please select the option that best describes your primary source of information for agencywide news, initatives, and other DLA information.
①DLA Today (intranet website)
②DLA.mil (public website)
③DLA Facebook
④DLA Twitter
⑤DLA YouTube
⑥DLA Loglines
⑦Supervisors (town halls, all hands, staff meetings, etc.)
⑧Co-workers
⑨Email
⑩Other
General Satisfaction
Fill in the circle to indicate if you are Very Dissatisfied (1), Dissatisfied (2), Neither Satisfied nor Dissatisfied
(3), Satisfied (4), Very Satisfied (5)
1
2
3
4
5
C68 I am proud to work for DLA.
C69 I would recommend DLA as a great place to work.
C70 Considering everything, how satisfied are you with your job?
C71 Considering everything, how satisfied are you with your organization?
Global Posture
Prepared for Immediate Action
Performance Based Logistics
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
C72 I understand the concept of Performance Based Logistics.
2
3
4
5
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My MSC, J code, or D code encourages the use of Performance Based
C73 Logistics.
Always Accountable
Assured Supply Chain, Financial and Process Excellence
Audit Advancement - shift from audit sustainment to maintaining ongoing clean financial
statement audit opinions.
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C74 I understand how I support Audit Advancement.
I am aware of the DLA strategy to receive clean financial statement audit
C75 opinions.
I understand how operational improvements help DLA achieve clean financial
C76 statement audit opinions.
Process Excellence - encourages simplification, improves performance, and helps DLA
better achieve the outcomes Warfighters expect.
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
C77 I am aware of the steps I can take to initiate a process change in DLA.
I am aware of my work unit’s efforts to implement Enterprise Process
C78 Management.
My supervisor encourages me to find continuous process improvement
C79 opportunities.
C80 I know which end-to-end processes my work impacts.
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SECTION D: Write-In Comments
Please note write-in comments are limited to 1500 characters including spaces and punctuation. Please do
not include Personally Identifying Information (PII) in your comments.
D1 The single thing we do best is:
D2 The single thing we could most improve is:
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SECTION E: Demographic Information
E1
Please select the category that best describes your status:
① Supervisor or Manager
② Team Leader
③ Team Member (non-supervisor/non-manager/non-team leader)
E2
E3
How long have you been with DLA?
① Less than 1 year
② 1 to 3 years
③ 4 to 5 years
④ 6 to 10 years
⑤ 11 to 14 years
⑥ 15 to 20 years
⑦ 21 to 25 years
⑧ 26 to 30 years
⑨ 31 years or more
Are you considering leaving DLA within the next year, and if so, why?
① No
② Yes, to retire
③ Yes, to take another job within the Federal Government
④ Yes, to take another job outside the Federal Government
⑤ Yes, other
E4
I am planning to retire.
① Within one year
② Between one and three years
③ Between three and five years
④ Five or more years
E5
Please indicate the highest level of education completed:
① Less than high school graduate
② High school graduate or equivalent
③ Some college or technical training
④ Associate’s Degree or Equivalent
⑤ Bachelor’s Degree
⑥ Advanced Degree
E6
Gender
① Female
② Male
③ Prefer not to answer
E7
Ethnicity – Are you Spanish/Hispanic/Latino?
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OMB CONTROL NUMBER: 0704-XXXX
OMB EXPIRATION DATE: 08/XX/2021
① Yes, Mexican, Mexican-American, Chicano, Puerto Rican, Cuban, or other
Spanish/Hispanic/Latino
② No, not Spanish/Hispanic/Latino
E8
E9
Race – Please select the racial category or categories with which you most closely identify
(please select one or more):
① American Indian or Alaskan Native
② Asian (e.g., Asian, Indian, Chinese, Filipino, Japanese, Korean, or Vietnamese)
③ Black or African American
④ Native Hawaiian or Other Pacific Islander (e.g., Samoan, Guamanian, or Chamorro)
⑤ White
Age
① 25 and under
② 26-29
③ 30-39
④ 40-49
⑤ 50-59
⑥ 60 or older
⑦ Prefer not to answer
E10
E11
Please provide your four digit occupational job series (e.g., 0343, 6901)
What is your pay category/grade:
① GS 1-8
② GS 9-11
③ GS/GM 12-13
④ GS/GM 14-15+ and SES
⑤ WG 1-4
⑥ WG 5-8
⑦ WG 9+
⑧ WS 1-9
⑨ WS 10+
⑩ E 1-9
⑪ O1-O3
⑫ O4
⑬ O5+
⑭ Other: (write-in):
E12
My position is designated as “Acquisition coded” and requires Defense Acquisition
Workforce Improvement Act (DAWIA) certification. (See description below)
① Yes [Please answer questions E13 – E15]
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OMB CONTROL NUMBER: 0704-XXXX
OMB EXPIRATION DATE: 08/XX/2021
② No [Please skip questions E13 – E15]
Acquisition Technology and Logistics (AT&L) positions, commonly referred to as "Acquisition coded" positions, require the
performance of AT&L functions subject to the requirements of DoD Directive 5000.52, “Defense Acquisition, Technology, and
Logistics Workforce Education, Training, and Career Development Program,” dated January 12, 2005. The AT&L Workforce
or Acquisition Workforce is defined as those individuals who occupy AT&L positions in the Department of Defense. Most of
AT&L Positions are located in organizations having an acquisition mission. These positions require the incumbent to be
DAWIA certified in one of the AT&L career fields and at one of the three certification levels.
E13
If you are in an “Acquisition coded” position, please identify the career field for which you
are required to obtain DAIWA certification.
① U - Auditing
② P - Business - Cost Estimating
③ K - Business - Financial Management
④ C - Contracting
⑤ F - Facilities Engineering
⑥ D - Industrial and/or Contract Property Management
⑦ R - Information Technology
⑧ L - Life Cycle Logistics
⑨ A – Program Management
⑩ H - Production, Quality & Manufacturing
⑪ E - Purchasing
⑫ I - Science & Technology Manager
⑬ S - Engineering
⑭ T - Test & Evaluation
⑮ I - International
Acquistion Workforce
Fill in the circle that indicates if you Strongly Disagree (1), Disagree (2), Neutral (3), Agree (4), or Strongly
Agree (5) with each of the statements.
1
2
3
4
5
E14 I am empowered to make decisions to minimize cost and ensure quality.
E15 I understand how my acquisition career field supports the DLA mission.
E16
I have a disability.
① Yes
② No
③ Prefer not to answer
E17
Is your disability categorized as a targeted disability? (See description below)
① Yes
② No
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OMB CONTROL NUMBER: 0704-XXXX
OMB EXPIRATION DATE: 08/XX/2021
③ Prefer not to answer
TARGETED DISABILITIES include TOTAL DEAFNESS; INABILITY TO READ ORDINARY SIZE PRINT, NOT CORRECTABLE
BY GLASSES; BLIND IN BOTH EYES; MISSING EXTREMITIES (one arm, one leg, both hands or arms, both feet or legs, one
hand or arm and one foot or leg, one hand or arm and both feet or legs, both hands or arms and one foot or leg, both hands or
arms and both feet or legs); PARTIAL PARALYSIS (both hands, both legs (any part), both arms (any part), one side of body
(including one arm and one leg), three or more major parts of the body (arms and legs); COMPLETE PARALYSIS (one hand,
both hands, one arm, both arms, one leg, both legs, lower half of body (including legs), one side of body (including one arm and
one leg), three or more major parts of the body (arms and legs); CONVULSIVE DISORDER (e.g. epilepsy); MENTAL
RETARDATION; MENTAL OR EMOTIONAL ILLNESS; SEVERE DISTORTION OF LIMBS AND/OR SPINE.
Thank you for completing the DLA Culture/Climate Survey!
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| File Type | application/pdf |
| File Modified | 2018-08-10 |
| File Created | 2018-08-10 |