equal opportunity command climate: final report

US Army Command and General Staff College Dean of Academics Fort Leavenworth, Kansas 66027

Equal Opportunity Command Climate

Final Report

April 2013

Prepared by: Quality Assurance Office US Army Command and General Staff College

June 2013

US Army Combined Arms Center

US Army Command and General Staff College Equal Opportunity Command Climate Survey, April 2013

Table of Contents Executive Summary ......................................................................................................... i

1. Purpose ................................................................................................................. i2. Demographics ....................................................................................................... i3. Summary of Quantitative Findings ......................................................................... i2. Summary of Qualitative Findings .......................................................................... ii

Quantitative Analysis ....................................................................................................... 11. Purpose ................................................................................................................ 12. Data Collection Plan ............................................................................................. 13. Demographics ...................................................................................................... 24. Quantitative Analysis and Tables ......................................................................... 35. Point of Contact for the Quantitative Analysis..................................................... 10

Qualitative Analysis. ...................................................................................................... 111. General Survey Data .......................................................................................... 112. Survey Open-Ended Response Analysis / Findings ........................................... 113. Points of Contact for the Qualitative Analysis ..................................................... 14

Appendices ................................................................................................................... 15Appendix A: CGSC 2013 EO Command Climate Survey .......................................... 17Appendix B: CGSC 2013 EO Command Climate Survey Bar Graphs ....................... 27Appendix C: CGSC 2013 EO Command Climate Survey Count and Percent ........... 55Appendix D: Supporting Analysis Tables ................................................................... 67Appendix E: Open-Ended Responses ....................................................................... 85

CGSC 2013 EO Command Climate Survey Report Executive Summary

CGSC QAO i 10 Jun 2013


Executive Summary 1. Purpose. This report presents the findings of the Command and General Staff College (CGSC) Equal Opportunities Command Climate (EOCC) Survey for Academic Year 2013 (AY2013). The CGSC Quality Assurance Office (QAO) conducted the survey from 22 Apr 2013 to 10 May 2013 at the request of the Deputy Commandant and analyzed the resulting data. QAO used a survey designed and approved by the Army Research Institute (ARI). As stated by ARI: The purpose of climate assessment is to provide the leadership a snapshot picture of a unit as it is perceived by members of the organization as it relates to race, gender, color, religion, national origin, and sexual harassment. In short, it determines if a unit's climate is both positive and healthy. 2. Demographics. The CGSC QAO invited the CGSC staff and faculty to respond to the AY2013 EOCC Survey. The total number of those asked to participate in the survey was 919. Of those surveyed, 40% (365 of 919) provided valid responses to at least part of the survey. An in depth analysis of the self reported demographics is at Section 3 of the following report. See Appendix A for the survey. 3. Summary of Quantitative Findings:

a. In general the respondents indicated that the work environment at CGSC is positive.

b. The work unit (where respondents perform the majority of their work) moral is generally high, is a good place to work and workers work hard.

c. The respondents indicated that overall work performance of the organization is excellent or very good.

d. Equal Opportunity Program Support.

(1) Respondents indicated that: their organization actively supports the EO / EEO Program; their organization actively discourages sexual harassment; they can file a complaint without fear of reprisal; and they are confident their organization would take appropriate actions if they filed a complaint.

(2) 24 respondents indicated that during the past 12 months they had been subjected to discrimination in their organization. For further analysis see section 4 f of the Quantitative Analysis.

(3) 1 respondent indicated they had been sexually harassed during the past

year.


CGSC QAO ii 10 Jun 2013

2. Summary of Qualitative Findings. There were three open-ended questions.

a. The first question asked, Is there anything else you wish to tell the Deputy Commandant (DC) about the Command and General Staff College (CGSC)? Three trends emerged: work environment, leadership and curriculum.

(1) Work Environment. Respondents made comments like: take an honest hard look at how the college spends money, in particular how the contract for phase I and phase II renovations of the CARL have gone; Enforce authorized parking in the disabled parking spaces; I have never seen morale so low in the faculty. For the most part, the civilian faculty works hard and is driven by a desire to do right by the Republic, yet none of that seems to matter; Faculty morale has taken a turn for the worse this year. Its deeper than sequestration and potential furloughs. Instructors find it difficult to prepare to teach at work because of various administrative requirements and feels increasingly taken advantage of; We understand there are serious fiscal problems facing the Army in general and CGSC in particular. Got it. Not leadership's fault; Start using the conference center for conferences; and traffic circle It negatively affected the morale of the organization.

(2) Leadership. Respondents made comments like: You role model what it means to be a professional in this organization; This organization requires a more consistent and systematic approach to providing updates to the faculty and staff from the LD&E and CGSC leadership; Certain senior civilians do not seem to trust managers and supervisors regarding what should be "standard" management decisions; comments from superiors about only being qualified for higher positions if that individual has served as a uniform member or if they are of the right gender for certain leadership positions within LD&E; the DC, Dean and the leadership have done a poor job. I deserve better; appreciate that the Deputy Commandant did not immediately leave the College when he was selected for promotion to Major General; and Recommend command climate survey for DDE.

(3) Curriculum. Respondents made comments like: The GSP is broken. Speaker

topics do not support curriculum and too many speakers are simply hawking their books; that the CGSOC core should be retained and that AOC should be scaled back to allow two 6 week elective terms; Adopt war-fighting centric curriculum based more on military art & theory with a much more rigorous academic assessment; find a way to continue the foreign exchange electives; Kill the second start as it is causing a reduction in the quality of instruction and requires much more time and money than a single class; officers should write orders; and Need to give students more time to reflect Too many long days hurt the reflection and learning process.

b. The second question asked respondents to list 3 things that were going well:

The responses fell into six categories listed in the order of most number of responses to least: Support to Teaching and Learning, Leadership, Faculty, Lewis and Clark, Personnel and Affective Domain.


CGSC QAO iii 10 Jun 2013

c. The final question asked respondent to list 3 things that needed improvement. The responses fell into eight categories listed in the order of the most number of responses to the least: Leadership, Faculty Support, Curriculum, Schedule, Parking, Technology, and Diversity. 3. Point of Contact for the Executive Summary is Rhoda Risner PhD, Director CGSC Quality Assurance Office, 913.684.2029.


CGSC QAO iv 10 Jun 2013

CGSC 2013 EO Command Climate Survey Report Quantitative Analysis

CGSC QAO 1 10 Jun 2013


Quantitative Analysis. 1. Purpose. This report presents the findings of the Command and General Staff College (CGSC) Equal Opportunities Command Climate (EOCC) Survey for Academic Year 2013 (AY2013). The CGSC Quality Assurance Office (QAO) conducted the survey from 22 Apr 2013 to 10 May 2013 at the request of the Deputy Commandant and analyzed the resulting data. QAO used a survey designed and approved by the Army Research Institute (ARI). As stated by ARI: The purpose of climate assessment is to provide the leadership a snapshot picture of a unit as it is perceived by members of the organization as it relates to race, gender, color, religion, national origin, and sexual harassment. In short, it determines if a unit's climate is both positive and healthy. 2. Data Collection Plan.

a. The CGSC QAO invited the CGSC staff and faculty to respond to the AY2013 EOCC Survey. The total number of those asked to participate in the survey was 919. Of those surveyed, 40% (365 of 919) provided valid responses to at least part of the survey.

b. The survey had sixty-three questions: six demographic questions; fifteen 4-point Likert scale questions (Strongly Agree (SA), Agree (A), Disagree (D), Strongly Disagree (SD)); twelve 5-point Likert scale questions (Strongly Agree (SA), Agree (A), Undecided (U), Disagree (D), Strongly Disagree (SD)); eleven questions that used a 5-point Likert scale involving the responses Very Great Extent, Great Extent, Moderate Extent, Slight Extent, Not At All; nine binary response scale questions (Yes, No, or variants thereof), including six conditional questions based on prior responses; seven questions using topic specific scales; and three that were open-ended. Three of the binary response questions provided opportunities for the respondents to elaborate. Detailed results of these questions are in Paragraphs 4-7 of this report. A copy of the survey is at Appendix A.

c. For analysis, the percentage of responses in each category was computed. For the 4- and 5-point Likert scale questions, a favorable response is defined as a response of Strongly Agree or Agree. For the questions using the response scale Very Great Extent, Great Extent, Moderate Extent, Slight Extent, Not At All, a favorable response is defined as a response of Very Great Extent or Great Extent. Because of the context, a favorable response for the binary response questions is defined as a response of No. No standard is used for analysis as with a curriculum survey as there is no standard to be met.

d. Because demographic distributions for the College staff and faculty are unavailable, it is difficult to say whether or not the survey respondents are reasonably representative of the whole. Assuming that this is the case and based on the target



population and the sample size, a conservative estimate of the margin of error for the aggregate sample percentages in paragraph 4 is 3% (=.05). A Met / Not Met standard is not presented

e. Due to standard mathematical rounding, percentages in the Quantitative Analysis tables (paragraph 4, below) and the Comparisons tables (Appendix xxx) may not total to exactly 100%. 3. Demographics. The self-reported demographics presented in this paragraph are used for the comparisons discussed in paragraph 4 (Quantitative Analysis). Not all respondents responded to all the demographic questions.

a. Tables 1 through 6, below, present respondent self-reported demographic information.

Table 1: CGSC 2013 EO Command Climate Survey Respondent Gender Demographic

I am: Count Percent Male 303 85% Female 55 15%

Table 2: CGSC 2013 EO Command Climate Survey Respondent Primary Duties Demographic

My primary duties are: Count PercentStaff 129 36% Faculty 230 64%

Table 3: CGSC 2013 EO Command Climate Survey Respondent Employee Type Demographic

I am a: Civilian Federal Employee Military Contractor Other (Please Specify) Count 234 113 12 3 Percent 65% 31% 3% 1%

2 Other respondents indicated Title X

Table 4: CGSC 2013 EO Command Climate Survey Respondent Position Demographic

I am a: Non-supervisory employee Team Leader Supervisor Count 270 23 69 Percent 75% 6% 19%

Table 5: CGSC 2013 EO Command Climate Survey Respondent Ethnicity Demographic

Chicano, Cuban, Mexican,

Mexican American, or Puerto Rican

Other Spanish / Hispanic / Latino

ethnicity. Black (African

American) White

(Caucasian)

Other (Please Specify) (e.g., American Indian or Alaska Native,

Asian, Native Hawaiian or other Pacific Islander)

Count 6 1 12 312 20 Percent 2% 0% 3% 89% 6%



Table 6: CGSC 2013 EO Command Climate Survey Respondent Pay Grade / Rank Demographic

My current civilian grade or military rank is:

GS/WG/NA 8 or below / NF 3 or

below GS/WG/NA 9-12 / NF 4

GS/WG/NA 13-15 / SES / NF 5-6

SGT-SSG(E5 - E6)

SFC CSM(E7 - E9)

WO1 -CW5

MAJ COL (O4 - O6)

Contractor Does not Apply

Count 19 96 59 1 2 2 99 10 Percent 7% 33% 20%



(3) Table 7, below, presents the analysis of these questions. Table 7: CGSC 2013 EO Command Climate Survey General Work Environment Question Analysis

Please select your agreement with the following statements regarding your job and workplace. Favorable

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

I am performing the type of work I should be doing, according to my civilian job classification or military AOC/MOS.

Count 310 168 142 28 18 9

Percent 85% 46% 39% 8% 5% 2%

I know what is expected of me on the job. Count 325 167 158 22 14 7 Percent 88% 45% 43% 6% 4% 2%

I have the proper equipment and materials I need to perform my job well.

Count 310 141 169 34 16 10 Percent 84% 38% 46% 9% 4% 3%

The physical conditions of my workplace (for example, noise level, temperature, lighting, cleanliness) allow me to perform my job well.

Count 305 148 157 39 22 4

Percent 82% 40% 42% 11% 6% 1%

I have too much work to do my job properly.Count 84 32 52 106 148 30 Percent 23% 9% 14% 29% 40% 8%

My work provides me with a sense of personal accomplishment/pride.

Count 295 147 148 48 19 7 Percent 80% 40% 40% 13% 5% 2%

I feel my office/work unit procedures and rules help me to complete work efficiently and on time.

Count 244 74 170 79 35 11

Percent 66% 20% 46% 21% 9% 3%

I feel my work performance is evaluated fairly.

Count 249 86 163 75 31 15 Percent 67% 23% 44% 20% 8% 4%

I receive the training I need to perform my job properly (for example, on-the-job training, classroom instruction, conferences, workshops).

Count 246 76 170 65 37 22

Percent 66% 21% 46% 18% 10% 6%

I have enough training and other developmental opportunities to advance in my career.

Count 205 69 136 85 52 27

Percent 56% 19% 37% 23% 14% 7%

All in all, I am satisfied with my job. Count 283 117 166 43 29 14 Percent 77% 32% 45% 12% 8% 4%

c. Work or Work Unit. The next set of questions asked about the respondents

work or work unit. The survey defined this as where respondents performed the majority of their work; this included persons assigned to their unit with whom they regularly worked.

(1) 52% of the respondents indicated the morale in their work unit is Very High or High; 34% indicated it was moderate and 14% indicated it was Low or Very Low.

(2) In general respondents indicated that they are Very Satisfied or Satisfied with their work group / work unit.

(3) In general, respondents indicated that:

x Work productivity in their work group/work unit is not hurt by a lack of planning.



x There are not too few people in their work group/work unit to get the work done.

x Compared to other work units, their work group/work unit is a good place to work.

x People in their work group/work unit are working hard. x In terms of work habits and on-the-job behavior, supervisors in their

work group/work unit set a good example by their actions during the work day.

x The overall organization of their work group/work unit is appropriate for getting the work done.

x Persons in their work group/work unit work effectively as a team. x The people they work with do a good job. x Customers are satisfied with the products/services their work

group/work unit provides.

(4) A smaller majority indicated that:

x When awards are given in my work group/work unit, they go to the people who earned them. (52%)

x The workload is distributed effectively among members of my work group/work unit. (62%)

x Products and services in my work group/work unit are improved based on customer input. (65%)

(5) Tables 8, 9 and 10, below present the analysis of these questions

Table 8: CGSC 2013 EO Command Climate Survey Respondent Indicators of Work Group / Work Unit Moral.

What is the level of morale in your work group/work unit? Favorable Very High High Moderate Low Very LowCount 186 44 142 123 28 20 Percent 52% 12% 40% 34% 8% 6%

Table 9: CGSC 2013 EO Command Climate Survey Respondent Satisfaction with Work Group / Work Unit.

Overall, how satisfied are you with your work group/work unit? Favorable

Very Satisfied Satisfied

Somewhat Satisfied Dissatisfied

Very Dissatisfied

Count 268 107 161 55 21 10 Percent 76% 30% 45% 16% 6% 3%



Table 10: CGSC 2013 EO Command Climate Survey Work Environment Question Analysis

Please select the answer that best reflects your agreement with the following statements. Favorable



Strongly Disagree

When awards are given in my work group/work unit, they go to the people who earned them.

Count 190 58 132 115 37 22

Percent 52% 16% 36% 32% 10% 6%

Work productivity in my work group/work unit is hurt by a lack of planning.

Count 108 17 91 85 147 28

Percent 29% 5% 25% 23% 40% 8%

There are too few people in my work group/work unit to get the work done.

Count 92 29 63 83 170 21 Percent 25% 8% 17% 23% 46% 6%

Compared to other work units, my work group/work unit is a good place to work.

Count 296 112 184 49 18 4 Percent 81% 31% 50% 13% 5% 1%

People in my work group/work unit are working hard.

Count 314 115 199 36 11 7 Percent 85% 31% 54% 10% 3% 2%

In terms of work habits and on-the-job behavior, supervisors in my work group/work unit set a good example by their actions during the work day.

Count 285 123 162 44 25 13

Percent 78% 34% 44% 12% 7% 4%

The overall organization of my work group/work unit is appropriate for getting the work done.

Count 285 98 187 47 26 10

Percent 77% 27% 51% 13% 7% 3%

Persons in my work group/work unit work effectively as a team.

Count 296 110 186 42 19 10 Percent 81% 30% 51% 11% 5% 3%

The people I work with do a good job. Count 331 130 201 27 9 1 Percent 90% 35% 55% 7% 2% 0%

The workload is distributed effectively among members of my work group/work unit.

Count 227 54 173 58 63 20

Percent 62% 15% 47% 16% 17% 5%

Products and services in my work group/work unit are improved based on customer input.

Count 238 73 165 92 25 12

Percent 65% 20% 45% 25% 7% 3%

Customers are satisfied with the products/services my work group/work unit provides.

Count 301 90 211 56 8 1

Percent 82% 25% 58% 15% 2% 0%

d. Organization. The next set of questions asked about relationships in the respondents organization. The survey defined the organization thus: Usually, Your Organization is (at least) the next higher level in your organization/command. You may be working in a branch or division, but your working rules may be set at the next higher level - your Organization.

(1) 66% of the respondents indicated the overall work performance of their organization is Excellent or Very Good. 26% indicated it was good and 8% indicated it was Fair or Poor.

(2) Respondents indicated in general that to a Very Great or Great Extent:

x Their organization has a good reputation with those who use its products/services;

x Supervisors in their organization treat them with respect;



x Employees treated fairly with regard to discipline in their organization;

x Persons of different racial/ethnic groups get along well in their organization;

x Males and females get along well in their organization; x Military and civilian employees get along well in their organization;

and x Military/civilians and contractors get along in their organization.

(b) A smaller majority indicated that to a Very Great or Great Extent:

x Their organization tries to resolve conflicts and differences instead of

ignoring or working around them (53%); and x Their organization encourages creative solutions to work problems

(54%).

(c) A minority indicated that to a Very Great or Great Extent:

x work units within their organization coordinate their work actions/efforts, when appropriate (47%); and

x they are satisfied with the amount of involvement they have in decisions that affect their work (45%).

(3) Tables 11 and 12, below, present the analysis of these questions.

Table 11: CGSC 2013 EO Command Climate Survey Organization Work Performance Question Analysis

The overall work performance of my organization is: Favorable Excellent Very Good Good Fair PoorCount 215 88 127 84 20 5 Percent 66% 27% 39% 26% 6% 2%

Table 12: CGSC 2013 EO Command Climate Survey Organization Question Analysis

To what extent... Favorable Very Great Extent Great Extent

Moderate Extent

Slight Extent

Not At All

do work units within your Organization coordinate their work actions/efforts, when appropriate?

Count 170 37 133 133 57 4 Percent 47% 10% 37% 37% 16% 1%

does your Organization have a good reputation with those who use its products/services?

Count 262 90 172 69 19 9 Percent 73% 25% 48% 19% 5% 3%

does your Organization try to resolve conflicts and differences instead of ignoring or working around them?

Count 193 58 135 98 45 27

Percent 53% 16% 37% 27% 12% 7%

does your Organization encourage creative solutions to work problems?

Count 195 69 126 90 52 26 Percent 54% 19% 35% 25% 14% 7%

are you satisfied with the amount of involvement you have in decisions that affect your work?

Count 165 61 104 99 66 33 Percent 45% 17% 29% 27% 18% 9%



Table 13: CGSC 2013 EO Command Climate Survey Organization Question Analysis (cont)

To what extent... Favorable Very Great Extent Great Extent

Moderate Extent

Slight Extent

Not At All

do supervisors in your Organization treat you with respect?

Count 268 133 135 54 24 17 Percent 74% 37% 37% 15% 7% 5%

are employees treated fairly with regard to discipline in your Organization?

Count 247 97 150 66 25 22 Percent 69% 27% 42% 18% 7% 6%

do persons of different racial/ethnic groups get along well in your Organization?

Count 325 160 165 31 4 1 Percent 90% 44% 46% 9% 1% 0%

do males and females get along well in your Organization?

Count 314 150 164 39 8 2 Percent 87% 41% 45% 11% 2% 1%

do military and civilian employees get along well in your Organization?

Count 304 147 157 44 12 0 Percent 84% 41% 44% 12% 3% 0%

do military/civilians and contractors get along in your Organization?

Count 285 122 163 58 9 4 Percent 80% 34% 46% 16% 3% 1%

e. Equal Opportunity Program Support.

(1) Respondents indicated that: their organization actively supports the EO /

EEO Program; their organization actively discourages sexual harassment; they can file a complaint without fear of reprisal; and they are confident their organization would take appropriate actions if they filed a complaint. Table 14: CGSC 2013 EO Command Climate Survey EO / EEO Program Support

Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree

The Equal Opportunity (EO)/Equal Employment Opportunity (EEO) Program is actively supported in my Organization.

Count 258 112 146 85 13 6

Percent 71% 31% 40% 23% 4% 2%

Sexual harassment is actively discouraged in my Organization.

Count 317 159 158 40 5 0 Percent 88% 44% 44% 11% 1% 0%

I can make/file a complaint without fear of reprisal.

Count 277 144 133 54 17 15 Percent 76% 40% 37% 15% 5% 4%

I am confident that appropriate actions would be taken in my Organization if I filed a complaint

Count 271 140 131 56 17 15

Percent 75% 39% 36% 16% 5% 4%

f. Discrimination.

(1) 24 respondents indicated that during the past 12 months they had been

subjected to discrimination in their organization. 22 respondents indicated discrimination on the April 2012 Command Climate Survey. 22 respondents indicated discrimination on the April 2010 Command Climate Survey.

(2) 2 of those 24 indicated they reported it. 17 of the 24 indicated management took no action. 7 indicated they did not know. No respondents indicated management took action.



(3) Discrimination by Respondent Type. The demographic analysis below is based on respondent self-reported demographics

(a) 18 Male and 6 Female respondents indicated they had been subjected to

discrimination in the past year.

(b) 6 Staff and 17 Faculty indicated they had been subjected to discrimination in the past year. 4 Male and 2 Female Staff, and 14 Male and 3 Female Faculty indicated they had been subjected to discrimination in the past year.

(c) 17 Civilian Employees, 5 Military, 1 Contractor and 1 Other indicated

they had been subjected to discrimination.

i 12 Male Civilian Employees and 5 Female Civilian Employees indicated they had been subjected to discrimination.

ii 4 Male Military and 1 Female Military indicated they had been subjected to discrimination.

iii 1 Male Contractor and 1 Male Other indicated they had been subjected

to discrimination.

(4) The 24 respondents indicated they had experienced discrimination in these areas: 10 Gender (sex); 5 Age; 4 Racial; 4 Physical / Mental Disability; 3 Religious; 1 Nation Origin; and 7 Other (Civilian in a military organization, different rules for different people, grade, MOS, not retired O5 or O6, Rand, and Position).

(5) The 24 respondents indicated the discrimination affected them in these areas: 18 Work Environment; 13 Job / Project Assignments; 11 Promotions; 7 Awards; 7 Performance Rating; 3 Training; and 3 Other (Continuance and Retention).

(6) Supporting analysis tables are in Appendix (xxx)

g. Sexual Harassment.

(1) 1 respondent indicated they had been sexually harassed during the past

year. 4 respondents indicated they had been sexually harassed on the April 2012 Command Climate Survey. 2 respondents indicated they had been sexually harassed on the April 2010 Command Climate Survey.

(2) The respondent indicated the harassment took the form of: Sexual teasing, jokes, remarks, or questions; and Sexual looks, staring, or gestures.

(3) The respondent did not indicate in which area(s) the sexual harassment took

effect.



(4) The respondent did not report the harassment, hence did not reply to the question about management taking action.

(5) Supporting analysis tables are in Appendix (xxx)

h. Sexual Assault. The survey contained no reported incidents of sexual assault.

No respondents indicated incidents of sexual assault on either the April 2012 or April 2010 Command Climate Surveys. 5. Point of Contact for the Quantitative Analysis: Ralph P. Reed, CGSC QAO, 913-684-4759.

CGSC 2013 EO Command Climate Survey Report Qualitative Analysis



Qualitative Analysis. 1. General Survey Data.

a. The CGSC QAO invited 919 CGSC staff and faculty to respond to the AY2012 EOCC Survey. Of those surveyed, 40% (365 of 919) provided valid responses to all or at least part of the survey. This resulted in a margin of error 3% (=.05).

b. The survey asked three open-ended questions:

(1) Is there anything else you wish to tell the Deputy Commandant (DC) about the Command and General Staff College (CGSC)?

(2) List 3 things that are good or going well.

(3) List 3 things needing improvement.

c. Qualitative Data Analysis Methodology.

(1) For data reporting purposes of this survey, open ended questions are first qualitatively categorized then quantitatively computed to identify trends. Where applicable, Salient categories are formed when 5% or more of the survey respondents respond similarly to a question. A trend is formed when 15% or more respond similarly to the same question.

(2) The first question above was analyzed in this manner. The remaining two, 3 things going well and 3 things needing improvement, were not. Aggregate responses to all three questions are in Appendix XXX.

2. Survey Open-Ended Response Analysis / Findings.

a. The first question asked, Is there anything else you wish to tell the Deputy Commandant (DC) about the Command and General Staff College (CGSC)?

(1) 154 survey respondents elected to respond to this question with more than 154 comments as some elected to comment on more than one item. For this question 8 or more comments constituted a salient category and 23 or more comments constituted a trend.

(2) Four salient categories developed: Work Environment; Leadership;

Curriculum; and Downsizing / Sequester.

(3) Three trends emerged:



(a) Work Environment. Respondents made comments like: take an honest hard look at how the college spends money, in particular how the contract for phase I and phase II renovations of the CARL have gone; Enforce authorized parking in the disabled parking spaces; I have never seen morale so low in the faculty. For the most part, the civilian faculty works hard and is driven by a desire to do right by the Republic, yet none of that seems to matter; Faculty morale has taken a turn for the worse this year. Its deeper than sequestration and potential furloughs. Instructors find it difficult to prepare to teach at work because of various administrative requirements and feels increasingly taken advantage of; We understand there are serious fiscal problems facing the Army in general and CGSC in particular. Got it. Not leadership's fault; Start using the conference center for conferences; and traffic circle It negatively affected the morale of the organization (7 comments).

(b) Leadership. Respondents made comments like: You role model what it means to be a professional in this organization; This organization requires a more consistent and systematic approach to providing updates to the faculty and staff from the LD&E and CGSC leadership; Certain senior civilians do not seem to trust managers and supervisors regarding what should be "standard" management decisions; comments from superiors about only being qualified for higher positions if that individual has served as a uniform member or if they are of the right gender for certain leadership positions within LD&E; the DC, Dean and the leadership have done a poor job. I deserve better; appreciate that the Deputy Commandant did not immediately leave the College when he was selected for promotion to Major General; and Recommend command climate survey for DDE.

(c) Curriculum. Respondents made comments like: The GSP is broken.

Speaker topics do not support curriculum and too many speakers are simply hawking their books; that the CGSOC core should be retained and that AOC should be scaled back to allow two 6 week elective terms; Adopt war-fighting centric curriculum based more on military art & theory with a much more rigorous academic assessment; find a way to continue the foreign exchange electives; Kill the second start as it is causing a reduction in the quality of instruction and requires much more time and money than a single class; officers should write orders; and Need to give students more time to reflect Too many long days hurt the reflection and learning process.

b. The next question asked respondents to list 3 things that were good or going

well.

(1) 215 respondents elected to comment on this question with more than 215 comments as the number of comments varied from 1 to 3.

(2) The responses fell into six categories listed in the order of most number of responses to least: Support to Teaching and Learning, Leadership, Faculty, Lewis and Clark, Personnel and Affective Domain.



(a) The category Support to Teaching and Learning includes such response groups (again from the most to the least number of responses), as: the curriculum and its development process, Esprit de Corps, Faculty Development, Faculty autonomy, staff support, student services, technology, and the library.

(b) The category Leadership includes the response groups: Leadership in general, Departmental, Team, Communication and the Deputy Commandant.

(c) The category Faculty included such responses quality, high performers, effective, and good colleagues.

(d) The category Lewis and Clark included such responses as great work environment, well maintained and parking has improved.

(e) The category of personnel included such responses as highly professional workforce, motivated people and helpful staff and administrators.

(f) The category of Affective Domain included responses about loving the job, good morale, great working conditions.

c. The next question asked respondents to list three things that needed

improvement.

(1) 232 respondents elected to comment on this question with more than 232 comments as the number of comments per respondent varied from 1 to 3.

(2) The responses fell into eight categories listed in the order of the most number of responses to the least: Leadership, Faculty Support, Curriculum, Schedule, Parking, Technology, and Diversity.

(a) The category Leadership includes such response groups (from the most to the least) as: poor/lack of communication, situationally unaware leadership, departmental leadership, unsupportive leadership staff, patronizing messages, and the budget.

(b) The category Faculty Support includes such response groups as: reappointment and awards, lack of developmental opportunities, and respect for teaching.

(c) The category Curriculum includes such response groups as: Unrelated

Guest Speakers, Academic Rigor, and constant curriculum changes.

(d) The category Schedule includes such response groups as: too much contact time/no reflection time, Strawman constant change, too many Guest Speakers and too much mandatory training.



(e) The category Parking includes the response groups as: parking, new Abrams Loop requirements, Truesdale, and guest parking.

(f) The category technology includes responses about everything from

Sharepoint to Blackboard.

(g) And finally the category Diversity includes responses about non-representation of diverse groups in the College.

3. Points of Contact for the Qualitative Analysis.

a. Rhoda Risner, PhD, Director, CGSC QAO, 913-684-2029.

b. Ralph P. Reed, CGSC QAO, 913-684-4759.



Appendices

CGSC 2013 EO Command Climate Survey Appendix A: Survey


Appendix A: CGSC 2013 EO Command Climate Survey Header at the top of every page

US Army Command and General Staff College

Equal Opportunity Command Climate Survey April 2013 (Page 1) Periodically we seek to inform the Deputy Commandant of the CGSC command climate. The information you provide may guide his focus toward areas for improvement. Your participation is voluntary and your responses are confidential. This survey DOES NOT ask for unique information by which you can be identified. Only group statistics are reported. If you have questions or comments about this survey, please contact Ralph P. Reed, CGSC Quality Assurance Office, 913-684-4759.

Thank you for your time and comments.

Use the navigation bar at the bottom of the page to move through the survey. Select "Next" to begin

Approved by CGSC Institutional Research

Survey Control number is 13-04-066 April 2013



(Page 2) My Job and Workplace Please select your agreement with the following statements regarding your job and workplace.



Strongly Disagree


I know what is expected of me on the job. I have the proper equipment and materials I need to perform my job well.


I have too much work to do my job properly. My work provides me with a sense of personal accomplishment/pride.


I feel my work performance is evaluated fairly. I receive the training I need to perform my job properly (for example, on-the-job training, classroom instruction, conferences, workshops).


All in all, I am satisfied with my job.



Page 3

Your Work Group/Work Unit Your "work group" or "work unit" is where you perform the majority of your work.

It includes the persons assigned to your unit with whom you regularly work. Please select the answer that best reflects your agreement with the following statements.



Strongly Disagree





People in my work group/work unit are working hard. In terms of work habits and on-the-job behavior, supervisors in my work group/work unit set a good example by their actions during the work day.


Persons in my work group/work unit work effectively as a team. The people I work with do a good job. The workload is distributed effectively among members of my work group/work unit.



What is the level of morale in your work group/work unit? Very High High Moderate Low Very Low Overall, how satisfied are you with your work group/work unit? Very Satisfied Satisfied Somewhat Satisfied Dissatisfied

Very Dissatisfied



Page 4

Your Organization Usually, "Your Organization" is (at least) the next higher level in your

organization/command. You may be working in a branch or division, but your working rules may be set at the next higher level - your "Organization."

The overall work performance of my organization is: Excellent Very Good Good Fair Poor To what extent...

Very Great Extent

Great Extent

Moderate Extent

Slight Extent Not At All

do work units within your Organization coordinate their work actions/efforts, when appropriate?

does your Organization have a good reputation with those who use its products/services?

does your Organization try to resolve conflicts and differences instead of ignoring or working around them?

does your Organization encourage creative solutions to work problems?

are you satisfied with the amount of involvement you have in decisions that affect your work?

do supervisors in your Organization treat you with respect? are employees treated fairly with regard to discipline in your Organization?

do persons of different racial/ethnic groups get along well in your Organization?

do males and females get along well in your Organization? do military and civilian employees get along well in your Organization?

do military/civilians and contractors get along in your Organization?



Page 5

Human Relations The U.S. Army will provide EO and fair treatment for military personnel and family

members without regard to race, color, gender, religion, national origin, and provide an environment free of unlawful discrimination and offensive behavior

(AR 600-20). During the last 12 months, I have been subjected to discrimination in my Organization. Yes No (If Yes, then the following questions appear) I reported the discrimination incident. Yes No I experienced this type(s) of discrimination in my Organization? (select all that apply) Racial Gender (sex) Religious National Origin Physical /mental disability Age Other (Please Specify) The discrimination I experienced impacted me in this/these area(s). (choose all that apply) Promotions Job/project assignments Awards Performance rating Training Work environment Other (Please Specify) Management took action. (e.g., management spoke to the offending person)? Yes No Dont Know



Page 6 Sexual Harassment

Sexual harassment is a form of gender discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical

conduct of a sexual nature between the same or opposite genders (AR 600-20). During the last 12 months, I have been sexually harassed by someone in my Organization? Yes No (If Yes, the following questions appear.) I reported the sexual harassment incident. Yes No I experienced this/these type(s) of sexual harassment from someone in my Organization? (check all that apply)

x Sexual teasing, jokes, remarks, or questions x Sexual looks, staring, or gestures x Letters, phone calls, or materials of a sexual nature x Pressure for dates x Deliberate touching, leaning over, cornering, or pinching x Pressure for sexual favors x Stalking or invasion of personal residence x Other (Please Specify)

The sexual harassment I experienced impacted me in this/these area(s). (Choose all that apply)

x Promotions x Job/project assignments x Awards x Performance rating x Training x Work environment x Other (Please Specify)

I reported the sexual harassment incident. Yes No Management took action. (e.g., spoke to the offending person) Yes No Dont Know



Page 7

Sexual Assault refers to offenses of a sexual nature committed without the lawful consent of the

victim. Sexual assault includes rape, forcible sodomy, indecent assault, and carnal knowledge as defined by Articles 120, 125, and 134 of the Uniform Code of Military Justice (UCMJ). Attempts to commit any of the aforementioned offenses

under Article 80 are also considered sexual assault (AR 600-20). During the last 12 months, I was sexually assaulted (attempted or completed) by someone in my Organization?

Yes No (If yes, the following appear.) I reported the sexual assault incident.

Yes No Management took action.

Yes No Don't Know Page 8 EO/EEO Program Please select the response best reflecting your opinion. Strongly

Agree Agree Neither Agree nor Disagree Disagree

Strongly Disagree

The Equal Opportunity (EO)/Equal Employment Opportunity (EEO) Program is actively supported in my Organization.

Sexual harassment is actively discouraged in my Organization. I can make/file a complaint without fear of reprisal. I am confident that appropriate actions would be taken in my Organization if I filed a complaint



Page 9 As with the rest of the survey, your responses to the following demographic questions are voluntary and confidential. Data is reported in such a manner that you cannot be identified. My primary duties are: Staff Faculty I am a: Non-supervisory employee Team Leader Supervisor I am: Male Female I am: Civilian Federal Employee Military Contractor

Other (Please Specify) I am:

x Chicano, Cuban, Mexican, Mexican American, or Puerto Rican x Other Spanish / Hispanic / Latino ethnicity. x Black (African American) x White (Caucasian) x Other (Please Specify) (e.g., American Indian or Alaska Native, Asian, Native

Hawaiian or other Pacific Islander) My current civilian grade or military rank is:

x GS/WG/NA 8 or below / NF 3 or below x GS/WG/NA 9-12 / NF 4 x GS/WG/NA 13-15 / SES / NF 5-6 x PV1-CPL/SPC (E1 - E4) x SGT-SSG (E5 - E6) x SFC - CSM (E7 - E9) x WO1 - CW5 x 2LT - CPT (O1 - O3) x MAJ - COL (O4 - O6) x BG - LTG (O7 - O9) x Contractor, Does not Apply



Page 10 (Open-ended responses)

x Please list THREE things that are good or going well at the CGSC.

x Please list THREE things needing improvement at CGSC.

x Is there anything else you wish to tell the Deputy Commandant about the Command and General Staff College?

Page 11 (Submit page)

Thank you for your participation.

If you have any questions about this survey, contact Ralph P. Reed, CGSC QAO (913-684-4759).

Please click "Finish" to submit your responses.

Page 12 (Exit page close the browser)

Your Responses have been submitted.

Please close your browser to exit to survey.

CGSC QAO 27 14 May 2013

Appendix B: CGSC 2013 EO Command Climate Survey Bar Graphs Figure 1: I am performing the type of work I should be doing, according to my civilian job classification or military AOC/MOS.

Figure 2: I know what is expected of me on the job.

CGSC 2012 EO Command Climate Survey Appendix B: Bar Graphs


Figure 3: I have the proper equipment and materials I need to perform my job well.

Figure 4: The physical conditions of my workplace (for example, noise level, temperature, lighting, cleanliness) allow me to perform my job well.



Figure 5: I have too much work to do my job properly.

Figure 6: My work provides me with a sense of personal accomplishment/pride.



Figure 7: I feel my office/work unit procedures and rules help me to complete work efficiently and on time.

Figure 8: I feel my work performance is evaluated fairly.



Figure 9: I receive the training I need to perform my job properly (for example, on-the-job training, classroom instruction, conferences, workshops).

Figure 10: I have enough training and other developmental opportunities to advance in my career.



Figure 11: All in all, I am satisfied with my job.

Figure 12: When awards are given in my work group/work unit, they go to the people who earned them.



Figure 13: Work productivity in my work group/work unit is hurt by a lack of planning.

Figure 14: There are too few people in my work group/work unit to get the work done.



Figure 15: Compared to other work units, my work group/work unit is a good place to work.

Figure 16: People in my work group/work unit are working hard.



Figure 17: In terms of work habits and on-the-job behavior, supervisors in my work group/work unit set a good example by their actions during the work day.

Figure 18: The overall organization of my work group/work unit is appropriate for getting the work done.



Figure 19: Persons in my work group/work unit work effectively as a team.

Figure 20: The people I work with do a good job.



Figure 21: The workload is distributed effectively among members of my work group/work unit.

Figure 22: Products and services in my work group/work unit are improved based on customer input.



Figure 23: Customers are satisfied with the products/services my work group/work unit provides.

Figure 24: What is the level of morale in your work group/work unit?



Figure 25: Overall, how satisfied are you with your work group/work unit?

Figure 26: To what extent do work units within your Organization coordinate their work actions/efforts, when appropriate?



Figure 27: To what extent does your Organization have a good reputation with those who use its products/services?

Figure 28: To what extent does your Organization try to resolve conflicts and differences instead of ignoring or working around them?



Figure 29: To what extent does your Organization encourage creative solutions to work problems?

Figure 30: To what extent are you satisfied with the amount of involvement you have in decisions that affect your work?



Figure 31: To what extent do supervisors in your Organization treat you with respect?

Figure 32: To what extent are employees treated fairly with regard to discipline in your Organization?



Figure 33: To what extent do persons of different racial/ethnic groups get along well in your Organization?

Figure 34: To what extent do males and females get along well in your Organization?



Figure 35: To what extent do military and civilian employees get along well in your Organization?

Figure 36: To what extent do military/civilians and contractors get along in your Organization?



Figure 37: The overall work performance of my organization is:

Figure 38: During the last 12 months, I have been subjected to discrimination in my Organization.



Figure 39: I reported the discrimination incident.

Figure 40: I experienced this type(s) of discrimination in my Organization? (select all that apply)



Figure 41: The discrimination I experienced impacted me in this/these area(s). (choose all that apply)

Figure 42: Management took action. (e.g., management spoke to the offending person)?



Figure 43: During the last 12 months, I have been sexually harassed by someone in my Organization?

Figure 44: I experienced this/these type(s) of sexual harassment from someone in my Organization? (check all that apply)



Figure 45: I reported the sexual harassment incident.

Figure 46: During the last 12 months, I was sexually assaulted (attempted or completed) by someone in my Organization?



Figure 47: The Equal Opportunity (EO)/Equal Employment Opportunity (EEO) Program is actively supported in my Organization.

Figure 48: Sexual harassment is actively discouraged in my Organization.



Figure 49: I can make/file a complaint without fear of reprisal.

Figure 50: I am confident that appropriate actions would be taken in my Organization if I filed a complaint.



Figure 51: My primary duties are:

Figure 52: Supervisor / Team Leader / Non-Supervisory



Figure 53: Respondent Gender

Figure 54: Civilian Federal Employee / Military / Contractor



Figure 55: Respondent Ethnicity

Figure 56: My current civilian grade or military rank is:

Options were GS/WG/NA 8 or below / NF 3 or below GS/WG/NA 9-12 / NF 4 GS/WG/NA 13-15 / SES / NF 5-6 PV1-CPL/SPC (E1 - E4) SGT-SSG (E5 - E6) SFC - CSM (E7 - E9) WO1 - CW5 2LT - CPT (O1 - O3) MAJ - BG (O4 - O7) Contractor Does not Apply

CGSC 2013 EO Command Climate Survey Appendix C: Count and Percent


Appendix C: CGSC 2013 EO Command Climate Survey Count and Percent Count Percent I am performing the type of work I should be doing, according to my civilian job classification or military AOC/MOS. Strongly Agree 168 46.03 % Agree 142 38.90 % Neither Agree nor Disagree 28 7.67 % Disagree 18 4.93 % Strongly Disagree 9 2.47 % Total Responses 365 100.00 % I know what is expected of me on the job. Strongly Agree 167 45.38 % Agree 158 42.93 % Neither Agree nor Disagree 22 5.98 % Disagree 14 3.80 % Strongly Disagree 7 1.90 % Total Responses 368 100.00 % I have the proper equipment and materials I need to perform my job well. Strongly Agree 141 38.11 % Agree 169 45.68 % Neither Agree nor Disagree 34 9.19 % Disagree 16 4.32 % Strongly Disagree 10 2.70 % Total Responses 370 100.00 % The physical conditions of my workplace (for example, noise level, temperature, lighting, cleanliness) allow me to perform my job well. Strongly Agree 148 40.00 % Agree 157 42.43 % Neither Agree nor Disagree 39 10.54 % Disagree 22 5.95 % Strongly Disagree 4 1.08 % Total Responses 370 100.00 % I have too much work to do my job properly. Strongly Agree 32 8.70 % Agree 52 14.13 % Neither Agree nor Disagree 106 28.80 % Disagree 148 40.22 % Strongly Disagree 30 8.15 % Total Responses 368 100.00 %



Count Percent My work provides me with a sense of personal accomplishment/pride. Strongly Agree 147 39.84 % Agree 148 40.11 % Neither Agree nor Disagree 48 13.01 % Disagree 19 5.15 % Strongly Disagree 7 1.90 % Total Responses 369 100.00 % I feel my office/work unit procedures and rules help me to complete work efficiently and on time. Strongly Agree 74 20.05 % Agree 170 46.07 % Neither Agree nor Disagree 79 21.41 % Disagree 35 9.49 % Strongly Disagree 11 2.98 % Total Responses 369 100.00 % I feel my work performance is evaluated fairly. Strongly Agree 86 23.24 % Agree 163 44.05 % Neither Agree nor Disagree 75 20.27 % Disagree 31 8.38 % Strongly Disagree 15 4.05 % Total Responses 370 100.00 % I receive the training I need to perform my job properly (for example, on-the-job training, classroom instruction, conferences, workshops). Strongly Agree 76 20.54 % Agree 170 45.95 % Neither Agree nor Disagree 65 17.57 % Disagree 37 10.00 % Strongly Disagree 22 5.95 % Total Responses 370 100.00 % I have enough training and other developmental opportunities to advance in my career. Strongly Agree 69 18.70 % Agree 136 36.86 % Neither Agree nor Disagree 85 23.04 % Disagree 52 14.09 % Strongly Disagree 27 7.32 % Total Responses 369 100.00 %



Count Percent All in all, I am satisfied with my job. Strongly Agree 117 31.71 % Agree 166 44.99 % Neither Agree nor Disagree 43 11.65 % Disagree 29 7.86 % Strongly Disagree 14 3.79 % Total Responses 369 100.00 % When awards are given in my work group/work unit, they go to the people who earned them. Strongly Agree 58 15.93 % Agree 132 36.26 % Neither Agree nor Disagree 115 31.59 % Disagree 37 10.16 % Strongly Disagree 22 6.04 % Total Responses 364 100.00 % Work productivity in my work group/work unit is hurt by a lack of planning. Strongly Agree 17 4.62 % Agree 91 24.73 % Neither Agree nor Disagree 85 23.10 % Disagree 147 39.95 % Strongly Disagree 28 7.61 % Total Responses 368 100.00 % There are too few people in my work group/work unit to get the work done. Strongly Agree 29 7.92 % Agree 63 17.21 % Neither Agree nor Disagree 83 22.68 % Disagree 170 46.45 % Strongly Disagree 21 5.74 % Total Responses 366 100.00 % Compared to other work units, my work group/work unit is a good place to work. Strongly Agree 112 30.52 % Agree 184 50.14 % Neither Agree nor Disagree 49 13.35 % Disagree 18 4.90 % Strongly Disagree 4 1.09 % Total Responses 367 100.00 %



Count Percent People in my work group/work unit are working hard. Strongly Agree 115 31.25 % Agree 199 54.08 % Neither Agree nor Disagree 36 9.78 % Disagree 11 2.99 % Strongly Disagree 7 1.90 % Total Responses 368 100.00 % In terms of work habits and on-the-job behavior, supervisors in my work group/work unit set a good example by their actions during the work day. Strongly Agree 123 33.51 % Agree 162 44.14 % Neither Agree nor Disagree 44 11.99 % Disagree 25 6.81 % Strongly Disagree 13 3.54 % Total Responses 367 100.00 % The overall organization of my work group/work unit is appropriate for getting the work done. Strongly Agree 98 26.63 % Agree 187 50.82 % Neither Agree nor Disagree 47 12.77 % Disagree 26 7.07 % Strongly Disagree 10 2.72 % Total Responses 368 100.00 % Persons in my work group/work unit work effectively as a team. Strongly Agree 110 29.97 % Agree 186 50.68 % Neither Agree nor Disagree 42 11.44 % Disagree 19 5.18 % Strongly Disagree 10 2.72 % Total Responses 367 100.00 % The people I work with do a good job. Strongly Agree 130 35.33 % Agree 201 54.62 % Neither Agree nor Disagree 27 7.34 % Disagree 9 2.45 % Strongly Disagree 1 0.27 % Total Responses 368 100.00 %



Count Percent The workload is distributed effectively among members of my work group/work unit. Strongly Agree 54 14.67 % Agree 173 47.01 % Neither Agree nor Disagree 58 15.76 % Disagree 63 17.12 % Strongly Disagree 20 5.43 % Total Responses 368 100.00 % Products and services in my work group/work unit are improved based on customer input. Strongly Agree 73 19.89 % Agree 165 44.96 % Neither Agree nor Disagree 92 25.07 % Disagree 25 6.81 % Strongly Disagree 12 3.27 % Total Responses 367 100.00 % Customers are satisfied with the products/services my work group/work unit provides. Strongly Agree 90 24.59 % Agree 211 57.65 % Neither Agree nor Disagree 56 15.30 % Disagree 8 2.19 % Strongly Disagree 1 0.27 % Total Responses 366 100.00 % What is the level of morale in your work group/work unit? Very High 44 12.32 % High 142 39.78 % Moderate 123 34.45 % Low 28 7.84 % Very Low 20 5.60 % Total Responses 357 100.00 % Overall, how satisfied are you with your work group/work unit? Very Satisfied 107 30.23 % Satisfied 161 45.48 % Somewhat Satisfied 55 15.54 % Dissatisfied 21 5.93 % Very Dissatisfied 10 2.82 % Total Responses 354 100.00 %



Count Percent To what extent do work units within your Organization coordinate their work actions/efforts, when appropriate? Very Great Extent 37 10.16 % Great Extent 133 36.54 % Moderate Extent 133 36.54 % Slight Extent 57 15.66 % Not At All 4 1.10 % Total Responses 364 100.00 % To what extent does your Organization have a good reputation with those who use its products/services? Very Great Extent 90 25.07 % Great Extent 172 47.91 % Moderate Extent 69 19.22 % Slight Extent 19 5.29 % Not At All 9 2.51 % Total Responses 359 100.00 % To what extent does your Organization try to resolve conflicts and differences instead of ignoring or working around them? Very Great Extent 58 15.98 % Great Extent 135 37.19 % Moderate Extent 98 27.00 % Slight Extent 45 12.40 % Not At All 27 7.44 % Total Responses 363 100.00 % To what extent does your Organization encourage creative solutions to work problems? Very Great Extent 69 19.01 % Great Extent 126 34.71 % Moderate Extent 90 24.79 % Slight Extent 52 14.33 % Not At All 26 7.16 % Total Responses 363 100.00 % To what extent are you satisfied with the amount of involvement you have in decisions that affect your work? Very Great Extent 61 16.80 % Great Extent 104 28.65 % Moderate Extent 99 27.27 % Slight Extent 66 18.18 % Not At All 33 9.09 % Total Responses 363 100.00 %



Count Percent To what extent do supervisors in your Organization treat you with respect? Very Great Extent 133 36.64 % Great Extent 135 37.19 % Moderate Extent 54 14.88 % Slight Extent 24 6.61 % Not At All 17 4.68 % Total Responses 363 100.00 % To what extent are employees treated fairly with regard to discipline in your Organization? Very Great Extent 97 26.94 % Great Extent 150 41.67 % Moderate Extent 66 18.33 % Slight Extent 25 6.94 % Not At All 22 6.11 % Total Responses 360 100.00 % To what extent do persons of different racial/ethnic groups get along well in your Organization? Very Great Extent 160 44.32 % Great Extent 165 45.71 % Moderate Extent 31 8.59 % Slight Extent 4 1.11 % Not At All 1 0.28 % Total Responses 361 100.00 % To what extent do males and females get along well in your Organization? Very Great Extent 150 41.32 % Great Extent 164 45.18 % Moderate Extent 39 10.74 % Slight Extent 8 2.20 % Not At All 2 0.55 % Total Responses 363 100.00 % To what extent do military and civilian employees get along well in your Organization? Very Great Extent 147 40.83 % Great Extent 157 43.61 % Moderate Extent 44 12.22 % Slight Extent 12 3.33 % Total Responses 360 100.00 %



Count Percent To what extent do military/civilians and contractors get along in your Organization? Very Great Extent 122 34.27 % Great Extent 163 45.79 % Moderate Extent 58 16.29 % Slight Extent 9 2.53 % Not At All 4 1.12 % Total Responses 356 100.00 % The overall work performance of my organization is: Excellent 88 27.16 % Very Good 127 39.20 % Good 84 25.93 % Fair 20 6.17 % Poor 5 1.54 % Total Responses 324 100.00 % During the last 12 months, I have been subjected to discrimination in my Organization. Yes 24 6.58 % No 341 93.42 % Total Responses 365 100.00 % I reported the discrimination incident. Yes 2 8.33 % No 22 91.67 % Total Responses 24 100.00 % I experienced this type(s) of discrimination in my Organization? (select all that apply) Racial 4 11.76 % Gender (sex) 10 29.41 % Religious 3 8.82 % National origin 1 2.94 % Physical/mental disability 4 11.76 % Age 5 14.71 % Other (Please Specify) 7 20.59 % Total Responses 34 100.00 %



Count Percent The discrimination I experienced impacted me in this/these area(s). (choose all that apply) Promotions 11 18.33 % Job/project assignments 13 21.67 % Awards 7 11.67 % Performance rating 7 11.67 % Training 3 5.00 % Work environment 16 26.67 % Other (Please Specify) 3 5.00 % Total Responses 60 100.00 % Management took action. (e.g., management spoke to the offending person)? No 17 70.83 % Don't Know 7 29.17 % Total Responses 24 100.00 % During the last 12 months, I have been sexually harassed by someone in my Organization? Yes 1 0.27 % No 363 99.73 % Total Responses 364 100.00 % I experienced this/these type(s) of sexual harassment from someone in my Organization? (check all that apply) Sexual teasing, jokes, remarks, or questions 1 50.00 % Sexual looks, staring, or gestures 1 50.00 % Total Responses 2 100.00 % I reported the sexual harassment incident. No 1 100.00 % Total Responses 1 100.00 % During the last 12 months, I was sexually assaulted (attempted or completed) by someone in my Organization? No 363 100.00 % Total Responses 363 100.00 % The Equal Opportunity (EO)/Equal Employment Opportunity (EEO) Program is actively supported in my Organization. Strongly Agree 112 30.94 % Agree 146 40.33 % Neither Agree nor Disagree 85 23.48 % Disagree 13 3.59 % Strongly Disagree 6 1.66 % Total Responses 362 100.00 %



Count Percent Sexual harassment is actively discouraged in my Organization. Strongly Agree 159 43.92 % Agree 158 43.65 % Neither Agree nor Disagree 40 11.05 % Disagree 5 1.38 % Total Responses 362 100.00 % I can make/file a complaint without fear of reprisal. Strongly Agree 144 39.67 % Agree 133 36.64 % Neither Agree nor Disagree 54 14.88 % Disagree 17 4.68 % Strongly Disagree 15 4.13 % Total Responses 363 100.00 % I am confident that appropriate actions would be taken in my Organization if I filed a complaint Strongly Agree 140 39.00 % Agree 131 36.49 % Neither Agree nor Disagree 56 15.60 % Disagree 17 4.74 % Strongly Disagree 15 4.18 % Total Responses 359 100.00 % My primary duties are: Staff 129 35.93 % Faculty 230 64.07 % Total Responses 359 100.00 % I am a: Non-supervisory employee 270 74.59 % Team Leader 23 6.35 % Supervisor 69 19.06 % Total Responses 362 100.00 % I am: Male 303 84.64 % Female 55 15.36 % Total Responses 358 100.00 %



Count Percent I am: Civilian Federal Employee 234 64.64 % Military 113 31.22 % Contractor 12 3.31 % Other (Please Specify) 3 0.83 % Total Responses 362 100.00 % I am: Chicano, Cuban, Mexican, Mexican American, or Puerto 6 1.71 % Rican Other Spanish / Hispanic / Latino ethnicity. 1 0.28 % Black (African American) 12 3.42 % White (Caucasian) 312 88.89 % Other (Please Specify) (e.g., American Indian or Alaska 20 5.70 % Native, Asian, Native Hawaiian or other Pacific Islander) Total Responses 351 100.00 % My current civilian grade or military rank is: GS/WG/NA 8 or below / NF 3 or below 19 6.60 % GS/WG/NA 9-12 / NF 4 96 33.33 % GS/WG/NA 13-15 / SES / NF 5-6 59 20.49 % SGT-SSG (E5 - E6) 1 0.35 % SFC - CSM (E7 - E9) 2 0.69 % WO1 - CW5 2 0.69 % MAJ - COL (O4 - O6) 99 34.38 % Contractor Does not Apply 10 3.47 % Total Responses 288 100.00 %

CGSC 2013 EO Command Climate Survey Appendix D: Supporting Analysis Tables


Appendix D: Supporting Analysis Tables Demographics Table 15: CGSC 2013 EO Command Climate Survey Respondent Primary Duties

My primary duties are: Count Percent Staff 129 36% Faculty 230 64%

Table 16: CGSC 2013 EO Command Climate Survey Respondent Duty Position

Count Percent Non-supervisory employee 270 75% Team Leader 23 6% Supervisor 69 19%

Table 17: CGSC 2013 EO Command Climate Survey Respondent Employment Status

Count Percent Civilian Federal Employee 234 65% Military 113 31% Contractor 12 3% Other (Please Specify) 3 1%

Table 18: CGSC 2013 EO Command Climate Survey Respondent Gender

Count Percent Male 303 85% Female 55 15%

Table 19: CGSC 2013 EO Command Climate Survey Respondent Ethnicity

Count Percent Chicano, Cuban, Mexican, Mexican American, or Puerto Rican 6 2% Other Spanish / Hispanic / Latino ethnicity. 1 0% Black (African American) 12 3% White (Caucasian) 312 89% Other (Please Specify) (e.g., American Indian or Alaska Native, Asian, Native Hawaiian or other Pacific Islander) 20 6%

Table 20: CGSC 2013 EO Command Climate Survey Respondent Current Rank / Pay Grade

My current civilian grade or military rank is: Count Percent GS/WG/NA 8 or below / NF 3 or below 19 7% GS/WG/NA 9-12 / NF 4 96 33% GS/WG/NA 13-15 / SES / NF 5-6 59 20% PV1-CPL/SPC (E1 - E4) 0 0% SGT-SSG (E5 - E6) 1 0% SFC - CSM (E7 - E9) 2 1% WO1 - CW5 2 1% 2LT - CPT (O1 - O3) 0 0% MAJ - COL (O4 - O6) 99 34% BG - LTG (O7 - O9) 0 0% Contractor Does not Apply 10 3%



Job and Workplace Table 21: CGSC 2013 EO Command Climate Survey General Work Environment Question Analysis

Please select your agreement with the following statements regarding your job and workplace. Favorable



Strongly Disagree


Count 310 168 142 28 18 9

Percent 85% 46% 39% 8% 5% 2%

I know what is expected of me on the job. Count 325 167 158 22 14 7 Percent 88% 45% 43% 6% 4% 2%

I have the proper equipment and materials I need to perform my job well.

Count 310 141 169 34 16 10 Percent 84% 38% 46% 9% 4% 3%


Count 305 148 157 39 22 4

Percent 82% 40% 42% 11% 6% 1%

I have too much work to do my job properly.Count 84 32 52 106 148 30 Percent 23% 9% 14% 29% 40% 8%

My work provides me with a sense of personal accomplishment/pride.

Count 295 147 148 48 19 7 Percent 80% 40% 40% 13% 5% 2%


Count 244 74 170 79 35 11

Percent 66% 20% 46% 21% 9% 3%

I feel my work performance is evaluated fairly.

Count 249 86 163 75 31 15 Percent 67% 23% 44% 20% 8% 4%

I receive the training I need to perform my job properly (for example, on-the-job training, classroom instruction, conferences, workshops).

Count 246 76 170 65 37 22

Percent 66% 21% 46% 18% 10% 6%


Count 205 69 136 85 52 27

Percent 56% 19% 37% 23% 14% 7%

All in all, I am satisfied with my job. Count 283 117 166 43 29 14 Percent 77% 32% 45% 12% 8% 4%



Table 22: CGSC 2013 EO Command Climate Survey General Work Environment Question Analysis (Male)

Male (n=303) (Count) Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree


261 147 114 22 12 4

I know what is expected of me on the job. 271 138 133 14 10 6 I have the proper equipment and materials I need to perform my job well. 260 119 141 22 13 7


260 129 131 29 11 2

I have too much work to do my job properly. 68 22 46 86 121 25 My work provides me with a sense of personal accomplishment/pride. 248 126 122 36 13 4

I feel my office/work unit procedures and rules help me to complete work efficiently and on time. 203 60 143 63 26 9

I feel my work performance is evaluated fairly. 204 71 133 61 24 13 I receive the training I need to perform my job properly (for example, on-the-job training, classroom instruction, conferences, workshops).

217 64 153 42 30 13

I have enough training and other developmental opportunities to advance in my career. 180 60 120 65 38 19

All in all, I am satisfied with my job. 241 98 143 29 22 9 Table 23: CGSC 2013 EO Command Climate Survey General Work Environment Question Analysis (Female)

Female (n=55) (Count) Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree


40 18 22 5 5 3



35 13 22 9 10 1




24 10 14 18 5 8


All in all, I am satisfied with my job. 34 15 19 12 5 4



Table 24: CGSC 2013 EO Command Climate Survey General Work Environment Question Analysis (Non-Caucasian Minority)

Non-Caucasian (n=39) (Count) Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree


30 13 17 5 1 3



32 14 18 7 0 0




26 10 16 6 3 4


All in all, I am satisfied with my job. 28 11 17 5 2 4



Work Group / Work Unit Table 25: CGSC 2013 EO Command Climate Survey Work Group / Work Unit Question Analysis

Please select the answer that best reflects your agreement with the following statements. Favorable



Strongly Disagree


Count 190 58 132 115 37 22 Percent 52% 16% 36% 32% 10% 6%


Count 108 17 91 85 147 28 Percent 29% 5% 25% 23% 40% 8%


Count 92 29 63 83 170 21 Percent 25% 8% 17% 23% 46% 6%


Count 296 112 184 49 18 4 Percent 81% 31% 50% 13% 5% 1%

People in my work group/work unit are working hard.

Count 314 115 199 36 11 7 Percent 85% 31% 54% 10% 3% 2%

In terms of work habits and on-the-job behavior, supervisors in my work group/work unit set a good example by their actions during the work day.

Count 285 123 162 44 25 13

Percent 78% 34% 44% 12% 7% 4%


Count 285 98 187 47 26 10 Percent 77% 27% 51% 13% 7% 3%

Persons in my work group/work unit work effectively as a team.

Count 296 110 186 42 19 10 Percent 81% 30% 51% 11% 5% 3%

The people I work with do a good job. Count 331 130 201 27 9 1 Percent 90% 35% 55% 7% 2% 0%

The workload is distributed effectively among members of my work group/work unit.

Count 227 54 173 58 63 20 Percent 62% 15% 47% 16% 17% 5%


Count 238 73 165 92 25 12 Percent 65% 20% 45% 25% 7% 3%


Count 301 90 211 56 8 1 Percent 82% 25% 58% 15% 2% 0%



Table 26: CGSC 2013 EO Command Climate Survey Work Group / Work Unit Question Analysis (Male)

Male (n=303) (Count) Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree

When awards are given in my work group/work unit, they go to the people who earned them. 159 49 110 91 32 17

Work productivity in my work group/work unit is hurt by a lack of planning. 90 14 76 67 125 20

There are too few people in my work group/work unit to get the work done. 72 19 53 65 147 18

Compared to other work units, my work group/work unit is a good place to work. 251 94 157 36 14 1

People in my work group/work unit are working hard. 262 97 165 26 9 5 In terms of work habits and on-the-job behavior, supervisors in my work group/work unit set a good example by their actions during the work day.

243 102 141 33 17 8

The overall organization of my work group/work unit is appropriate for getting the work done. 240 83 157 38 17 7

Persons in my work group/work unit work effectively as a team. 250 91 159 32 13 6

The people I work with do a good job. 282 111 171 16 4 0 The workload is distributed effectively among members of my work group/work unit. 195 45 150 44 48 15

Products and services in my work group/work unit are improved based on customer input. 197 58 139 71 24 9

Customers are satisfied with the products/services my work group/work unit provides. 247 69 178 44 8 1

Table 27: CGSC 2013 EO Command Climate Survey Work Group / Work Unit Question Analysis (Female)

Female (n=55) (Count) Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree






36 17 19 7 8 4








Table 28: CGSC 2013 EO Command Climate Survey Work Group / Work Unit Question Analysis (Non-Caucasian Minority)

Non-Caucasian (n = 39) (Count) Favorable Strongly Agree AgreeNeither Agree nor Disagree Disagree

Strongly Disagree






28 12 16 7 2 2






Table 29: CGSC 2013 EO Command Climate Survey Work Group / Work Unit Moral Level

Favorable Very High High Moderate Low Very Low

What is the level of morale in your work group/work unit?

Count 186 44 142 123 28 20 Percent 52% 12% 40% 34% 8% 6%

Table 30: CGSC 2013 EO Command Climate Survey Respondent Satisfaction with Work Group / Work Unit

Overall, how satisfied are you with your work group/work unit? Favorable

Very Satisfied Satisfied

Somewhat Satisfied Dissatisfied

Very Dissatisfied

Count 268 107 161 55 21 10 Percent 76% 30% 45% 16% 6% 3%



Table 31: CGSC 2013 EO Command Climate Survey Work Group / Work Unit Moral Level by Respond

equal opportunity command climate: final report

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