DLA Culture/Climate Survey

OMB CONTROL NUMBER: 0704-0575

OMB EXPIRATION DATE: xx/xx/xxxx

AGENCY DISCLOSURE NOTICE

The public reporting burden for this collection of information, 0704-0575, is estimated to average 30-45 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.

2020 Defense Logistics Agency Culture/Climate Survey

(Draft as of 01/02/20)

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 confidential mechanism for employees to share feedback on their work environment, resulting in opportunities for DLA employees and leaders to engage in thoughtful, data-driven discussions that lead to informed action and improve our collective performance.

I ask that you set aside time to participate in the 2020 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 and confidentiality are guaranteed throughout this process. Our survey contractor, Denison Consulting, will hold your identity confidential and 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

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.

DLA Installation Support
	DLA Installation Operations Richmond, Family & Morale, Welfare, & Recreation Division (DF-FRQ)
	DLA Installation Operations Susquehanna, Family & Morale, Welfare, & Recreation Division (DF-FS)
DLA Troop Support
	DLA Troop Support, Embroidery Team (HERALDICS IST TA FQDD)
DLA Joint Reserve Force (J9)
	DLA Joint Reserve Force (J-9)

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.						
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.						
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.						
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.

SECTION C: DLA Climate

Organizational climate is the work environment perceived directly and indirectly by employees that shapes the organizational culture. This section of the survey presents a set of statements that describe different aspects of the DLA climate. It includes questions that are tailored to DLA’s strategic initiatives in addition to write-in comment opportunities. The climate questions vary from survey to survey with the exception of a few standard items.

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 both in the Continental United States (CONUS) and Outside the Continental United States (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

DLA Strategic Plan 2018-2026 (Amended April, 2019)

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
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 2018-2026.					
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.

		1	2	3	4	5
C8	I know how to access DLA resiliency resources.					
C9	A wide range of resiliency resources are available at my location.					

DLA Fitness and Wellness Program

C10. 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]

C11. I have used fewer sick leave hours as a result of taking part in the DLA Fitness and Wellness Program.

① Yes

② No

C12. I believe taking part in the DLA Fitness and Wellness Program has improved my performance at work.

① Yes

② No

C13. 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

C14. 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.

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.

C15. 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.

		1	2	3	4	5
C16	My MSC, J code, or D code promotes telework.					
C17	I am prepared to use telework to maintain productivity in the event of an emergency.					
C18	I communicate with virtual co-workers (team members not physically located at my work location) as much as co-workers in the office.					

C19. Have you teleworked during the past year?

① Yes [Please answer questions C20 – C23]

② No; 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 C20 – C23]

③ No; 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 C20 – C23]

④ No; Choose not to telework – My position is eligible for telework, but I choose not to telework. [Please skip questions C20 – C23]

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 C20 – C23]

C20. How frequently do you telework?

① I telework on a situational basis.

② I 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.

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
C21	DLA technology allows me to telework effectively.					
C22	When teleworking, I am at least as productive as I am when working in the office.					
C23	The availability of telework contributes to my decision to stay with 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
C24	I feel safe from inappropriate sexual behavior in the workplace.					
C25	DLA publicizes resources for SAPR.					
C26	I was provided training on SAPR.					
C27	My supervisor creates a supportive environment for reporting an incident.					
C28	I know how to contact my Sexual Assault Response Coordinator (SARC).					
C29	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
C30	My work unit is able to recruit people with the right skills.					
C31	The skill level in my work unit has improved in the past year.					
C32	My work unit has the relevant knowledge and skills necessary to accomplish its mission and goals.					

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
C33	I have trust and confidence in my supervisor.					
C34	My supervisor interacts with me regularly.					
C35	My supervisor has the knowledge, skills, and ability to be an effective 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
C36	I know what is expected of me on the job.					
C37	I am held accountable for achieving results.					
C38	Employees are recognized for providing high quality products and services to customers.					
C39	Performance awards in my work unit depend upon how well employees perform their jobs.					
C40	My supervisor has talked to me about my performance plan.					
C41	I understand the DPMAP performance rating levels.					
C42	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
C43	Frequency of feedback						
C44	Constructive feedback						
C45	Candid feedback						
C46	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
C47	Senior leaders communicate the goals and objectives of the organization.					
C48	Senior leaders communicate regularly with the workforce.					
C49	Senior leaders maintain high standards of honesty and integrity.					
C50	Senior leaders promote collaboration across work units.					
C51	Senior leaders generate high levels of motivation and commitment in the workforce.					

Diversity & Inclusion

Diversity – individual attributes and characteristics 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, by integrating each individual’s perspectives, ideas, and contributions into the way an organization functions and makes decisions.

Reasonable Accommodation – any change in the work environment or in the way the work is customarily performed that enables an individual with a disability to enjoy equal employment opportunities, perform a job, or have equal access to the workplace, and employee benefits. 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.

		1	2	3	4	5
C52	DLA values Diversity and Inclusion in the workforce.					
C53	My supervisor works well with employees of different backgrounds.					
C54	My supervisor makes everyone feel like part of the team.					
C55	I know how to request a reasonable accommodation if needed.					
C56	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
C57	I can disclose a suspected violation of any law, rule, or regulation without fear of reprisal.					
C58	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
C59	I have the skills to use IT systems effectively and efficiently.					
C60	My MSC, J code, or D code supports IT training to improve my capabilities.					

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
C61	DLA is committed to the health and safety of employees.					
C62	My supervisor demonstrates commitment to health and safety by leading by example.					

Communication

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 am well informed about agency-wide news and information.					

C64. Please select up to 3 options that best describe your primary source of information for agency-wide news, initiatives, and other DLA information.

① DLA Today (intranet website)

② DLA.mil (public website)

③ DLA Facebook

④ DLA Twitter

⑤ DLA YouTube

⑥ Supervisors (town halls, all hands, staff meetings, etc.)

⑦ Co-workers (e.g. “water cooler” conversations)

⑧ Email

⑨ Information posted in workplace common areas (e.g. break room, electronic virtual share drive, on- site bulletin board, etc.)

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
C65	I am proud to work for DLA.					
C66	I would recommend DLA as a great place to work.					
C67	Considering everything, how satisfied are you with your job?					
C68	Considering everything, how satisfied are you with your organization?					

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
C69	I know what Internal Control procedures impact my job.					
C70	I understand the business processes affecting DLAs finances that are part of my job.					

Joint Reserve Force

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
C71	I am aware that DLA has military Reservists available to provide operational support to my organization.					
C72	My organization encourages the integration of military Reservists with the civilian workforce to accomplish our mission.					

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
C73	I am empowered to make decisions to minimize cost and ensure quality.					
C74	I understand how my acquisition career field supports the DLA mission.					
C75	Our customers understand acquisition requirements development.					
C76	We adapt by soliciting our customers feedback and responding to their needs					
C77	Our acquisition tools are enablers that help us meet the needs of our customers.					

SECTION D: Write-In Comments

Please note write-in comments are limited to 1500 characters including spaces and punctuation.

D1. The single thing we do best is:

D2. The single thing we could most improve is:

SECTION E: Demographic Information

E1. Please select the category that best describes your status:

①Supervisor or Manager

②Team Leader

③Team Member (non-supervisor/non-manager/non-team leader)

④ Reservist with J9

E2. 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

E3. 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. Ethnicity

① Hispanic or Latino

② Not Hispanic or Latino

③ Prefer not to answer

E7. Race

① American Indian or Alaskan Native

② Asian

③ Black or African American

④ Native Hawaiian or Other Pacific Islander

⑤ White

⑥ Two or more races (not Hispanic or Latino)

⑦ Prefer not to answer

E8. Gender

① Female

② Male

③ Prefer not to answer

E9. 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. Please provide your four digit occupational job series (e.g., 0343, 6901)

E11. 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]

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

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

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); INTELLECTUAL DISABILITY; MENTAL OR EMOTIONAL ILLNESS; SEVERE DISTORTION OF LIMBS AND/OR SPINE.

Thank you for completing the DLA Culture/Climate Survey

L: English