WEBVTT 00:15.840 --> 00:17.840 Hello , I'm DLA Director Lieutenant 00:17.840 --> 00:20.062 General Mark Summerly . Today I want to 00:20.062 --> 00:22.118 share some updates on how our agency 00:22.118 --> 00:24.173 evaluates organizational culture and 00:24.173 --> 00:26.799 climate . As you know , DLA completed 00:26.799 --> 00:28.743 his inaugural Defense Organization 00:28.743 --> 00:30.920 Climate survey , or DOCS in mid 00:30.920 --> 00:33.380 November . The survey was open for 6 00:33.380 --> 00:35.639 weeks , and we achieved a participation 00:35.639 --> 00:38.520 rate of 36% , surpassing our goal of 00:38.520 --> 00:41.590 32% . Thank you for taking the time to 00:41.590 --> 00:43.534 complete this survey . I recognize 00:43.534 --> 00:45.534 surveys like these take time out of 00:45.534 --> 00:47.646 your day . But I cannot overstate how 00:47.646 --> 00:49.646 important they are to the agency in 00:49.646 --> 00:51.201 understanding the important 00:51.201 --> 00:53.423 perspectives of our teammates . You may 00:53.423 --> 00:55.590 have noticed that the questions in the 00:55.590 --> 00:55.459 DOCs were different from what we 00:55.459 --> 00:57.626 normally see in the DLA culture survey 00:57.659 --> 00:59.715 or in the Federal Employee Viewpoint 00:59.715 --> 01:01.930 survey or FES . This is intentional . 01:02.380 --> 01:04.602 These three major surveys work together 01:04.602 --> 01:06.102 to give us a comprehensive 01:06.102 --> 01:08.102 understanding of our organization's 01:08.102 --> 01:10.269 health . Like 3 legs of a stool , each 01:10.269 --> 01:12.324 survey provides critical information 01:12.324 --> 01:14.380 that when combined helps support our 01:14.380 --> 01:16.459 entire workforce . Regarding the 01:16.459 --> 01:18.626 results from this deox , I was pleased 01:18.626 --> 01:20.737 to see high scores in connectedness , 01:20.860 --> 01:23.580 cohesion , and engagement . We have 01:23.580 --> 01:25.636 strong bonds within our work units . 01:25.819 --> 01:28.260 The DOs also showed opportunities for 01:28.260 --> 01:30.093 improvement , including morale , 01:30.319 --> 01:33.669 fairness , and stress . Surveys like 01:33.669 --> 01:35.502 the DOCs provide opportunity for 01:35.502 --> 01:37.725 feedback , but they are just a starting 01:37.725 --> 01:39.613 point . We use survey findings to 01:39.613 --> 01:41.836 empower leaders to create strategically 01:41.836 --> 01:44.058 crafted action plans that will make DAy 01:44.058 --> 01:46.400 a better place to work . In the coming 01:46.400 --> 01:48.456 weeks , your leaders will share your 01:48.456 --> 01:50.567 organization's DOC results with you , 01:50.567 --> 01:52.344 along with action plans they've 01:52.344 --> 01:54.344 identified to make improvements . I 01:54.344 --> 01:56.344 also want to promote the next delay 01:56.344 --> 01:58.456 culture survey , which will launch in 01:58.456 --> 02:00.400 February . During the last culture 02:00.400 --> 02:02.709 survey in 2023 , we achieved a 62% 02:02.709 --> 02:04.989 participation rate . I hope to exceed 02:04.989 --> 02:07.211 that benchmark and receive even more of 02:07.211 --> 02:09.378 your vital feedback this time around . 02:09.529 --> 02:11.807 Feedback is the breakfast of champions , 02:12.048 --> 02:14.270 and I encourage you to continue to make 02:14.270 --> 02:16.159 your voice heard . Together these 02:16.159 --> 02:18.381 surveys provide the insights that drive 02:18.381 --> 02:20.270 real measurable change across the 02:20.270 --> 02:22.492 organization . The information gathered 02:22.492 --> 02:24.604 is much more than just numbers , it's 02:24.604 --> 02:26.437 the pulse of our workforce and a 02:26.437 --> 02:28.659 catalyst for building a high performing 02:28.659 --> 02:30.826 culture that values and empowers every 02:30.826 --> 02:32.881 team member . Thank you , Warfighter 02:32.881 --> 02:32.649 always .