Coast Guard Workplace Climate

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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

5 comments on “Coast Guard Workplace Climate”

  1. Thanks for the look into some of the results Ms. Braesch. You wouldn’t by chance know when the Coast Guard is going to put these out for the public to view, as in the past, do you?

    Looking forward to seeing the rest of how we’re feeling.

    ~Ryan @ CGBlog.org

  2. Hi Ryan. Sorry I didn’t get back to you sooner, but I am trying to find out when the information will be posted on the Internet.

    I will get back to you when I know.

    CBraesch

  3. I am currently the SPAWAR HQ Equal Opportunity Advisor. I’m looking for information regaurding the DEOCS. Specifically using it for civilian employees in place of OPM.

  4. I am not the Coast Guard point of contact to DEOMI but I can provide some information and a contact at DEOMI for the DEOCS. Yes it can be used with civilians. I also have experience in administering and using results from U.S. OPM’s Organizational Assessment Survey (OAS). I understand parts of SPAWAR have used the OAS.

    I will be glad to share what we have learned. I will email you directly.

    Paul Redmond
    Coast Guard Human Resources Measurement

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