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# Survey results shape agency culture

By Connie BraeschDLA Energy Public Affairs

Expanded work-life programs, enhanced career development opportunities and improved agency-wide communication are a few of the impacts on Energy employees from the previous Defense Logistics Agency Culture/Climate Survey.

Since 2003, the Denison survey has assessed the culture of the DLA workforce. Beginning Oct. 9, employees will once again have the opportunity to participate and help shape the agency’s future.

“I’ve seen many positive impacts from the DLA culture and climate survey,” said Chad Carter, DLA Energy Operations Center Watch Officer. “I’m a big fan, especially how DLA responds. They are looking to improve just like we all are.”

Carter, a 13-year DLA Energy employee, and several other DLA employees volunteered to share their thoughts in a series of videos on why they believe all of team DLA should take the survey.

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John L. Phinisey III is a 12-year DLA Energy employee and previously held the deputy director position for both DLA Energy Europe & Africa and DLA Energy Americas West. He was selected for the DLA Executive Development Program and is currently a student at the Dwight D. Eisenhower School for National Security & Resource Strategy.

He said the ability to give feedback is a gift.

“The survey gives us a direct voice on how we feel about our organization and its culture,” he said. “As an empowered employee who is vested in the success of this organization, I believe it’s my duty to provide leadership with feedback when possible.”

The survey is confidential and administered by a private survey contractor. The contractor provides a report of results for all of DLA and for groups in the various organizational codes and activities, including DLA Energy.

“The survey takes only 30-45 minutes to complete,” said DLA Energy Culture Climate Champion Drake Utley. “Supervisors are instructed to allow employees time to complete the survey during the workday.”

Employees have options to write-in open-ended responses throughout the survey. These comments are provided to senior leaders in an Excel spreadsheet, with the comment, the “code/theme” that it was categorized into, and the large Major Subordinate Command or J code, but not individual work units. To protect employees’ privacy, demographic information or work unit identifiers are not provided with the survey results.

“It’s important that we all take time to provide feedback on how we feel about our organization and help define tangible objects for change,” Phinisey added.

Employees will receive the survey link in their email beginning Oct. 9 and have until Nov. 13 to complete it. Let your voice be heard to help make DLA an even better place to work!

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