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# DLA Distribution workforce survey results shine light on areas of strengths, improvements 

By Thomas ZimmermanDLA Distribution Public Affairs

                NEW CUMBERLAND, Pa.  –              
The most important resource of any organization are its people. Each year the Defense Logistics Agency provides their workforce an opportunity to give them feedback on what’s working and what’s not working across the enterprise.

DLA recently released the results of the 2023 Federal Employee Viewpoint Survey and DLA Culture and Climate Survey and leaders at DLA Distribution have analyzed the data to gain a pulse of their workforce.

“These surveys are valuable instruments for DLA Distribution leadership to hear your comments and concerns about how things are going in your organization, whether we’re living up to our organizational values, and areas where the organization can better perform,” said Rear Adm. Grafton Chase, commander, DLA Distribution.

At DLA Distribution, survey data points to a well-rounded and balanced culture in terms of adaptability, mission alignment, consistency, and involvement for DLA Distribution. They also noted three strengths for the command, providing excellent customer service, building strong teams and relationships, and building a safe and positive culture.

For the culture survey, DLA Distribution saw positive increases in several surveyed areas, the highest were:
                              - Innovation and risk taking are encouraged and rewarded.
                              - There is a characteristic management style and a distinct set of management practices.
                              - We encourage direct contact with customers by our people.
                              - New and improved ways to do work are continually adopted.
                              - Information is widely shared so that everyone can get the information he or she needs when it's needed.

Across DLA Distribution, the highest scored responses agreed that:
                              - It is easy to coordinate projects across different parts of the organization.
                              - All members have a deep understanding of customer wants and needs.
                              - It is easy to reach consensus, even on difficult issues.
                              - The way things are done is very flexible and easy to change.
                              - Information is widely shared so that everyone can get the information he or she needs when it's needed.

The four most common themes employees identified areas of improvement were: senior leadership engagement; employee engagement in decision making and problem solving; stability and fairness in the telework policy; and hiring, training & retaining critical capabilities.

“We hear you,” said Perry Knight, deputy commander, DLA Distribution. “We are looking at aspects of the survey that focus on these issues to learn from your feedback, and actively improve in the areas that need our attention.”

For the FEVS survey, DLA Distribution had an increase on the Performance Confidence Index, which means employees are confident in the commands ability to serve customers’ needs through innovative practices. The Performance Confidence Index measures the extent to which employees believe their organization has an outstanding competitive future, based on innovative, high-quality products and services that are highly regarded by the marketplace.

Employees also continue to favorably rate Employee Engagement and Global Satisfaction. Employee engagement assesses the critical conditions conducive for employee engagement, including effective leadership, meaningful work, and the opportunity for employees to learn/grow on the job.  Global satisfaction addresses employees’ satisfaction on four aspects related to their work: the job, pay, organization, and whether they would recommend their organization as a good place to work.

Respondents to the survey also highly rated the command’s diversity, equity, inclusion and accessibility factors in the workplace and positive and supportive climate.

Knight encouraged employees to continue to provide feedback on ways DLA Distribution can continue to improve.

“While surveys like this provide a formal opportunity to submit feedback, we encourage employees and supervisors to have discussions about their experiences and identify ways to continue to make this organization one of the best places in the world to work,” he said.

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