Coast Guard Workplace Climate

According to the results of an internal Coast Guard survey, employee satisfaction is consistently good and is consistently getting better. Seems that the over 41,000 active duty, 7,900 reservists and 7,400 civilian employees think the Coast Guard is a pretty darn good place to work (not that I am biased or anything). 

2002-2008 Organizational Assessment Survey results of 18 dimensions scored as Strongly Agree or Agree.  Each dimension contains several questions related to that topic.

2002-2008 Organizational Assessment Survey results of 18 dimensions scored as Strongly Agree or Agree. Each dimension contains several questions related to that topic.

As you can see in this chart, the workplace climate is pretty high across the board and is getting better year after year. Sure, there is always room for improvement and that is where the biennial Organizational Assessment Survey comes into play.

Coast Guard leadership is always gathering feedback about our organizational climate and looking for ways to improve our internal processes. From the Career Intentions survey to the Federal Human Capital Survey and even surveys with our external partners, we strive to gain a better understanding of the issues and concerns affecting the Coast Guard, its members and its civilian employees.

2002-2008 CG-OAS Response Rates

2002-2008 CG-OAS Response Rates

Every other year, members and employees are encouraged to anonymously participate in the Coast Guard specific Organizational Assessment Survey (OAS) and provide honest responses to the 154 questions about employee satisfaction.  Response rate has historically been high for survey research, greatly contributing to the value of the results.

The OAS results are used to provide information to Coast Guard leadership about the overall health of the workforce and to illustrate to field commands the work climate at their units.

The true value of the OAS comes from the actions taken by Coast Guard leadership at all levels. The results are not used as a direct assessment of each individual unit but rather are meant to generate discussion among leadership and to provide input to the ongoing performance improvement initiatives. At the local level, leaders and employees use the results to evaluate processes and practices, drive attention to areas that need improvement and produce a healthier work environment. To aid field commanders in integrating OAS results into unit performance management, the Coast Guard maintains a staff of Organizational Performance Consultants.

The next OAS will be administered in 2010.

Stay tuned for future posts illustrating examples of how the OAS results are being used to improve the workplace environment.

CBraesch

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