Chief of staff survey results show force improvement - Airman's World

Airman, August, 2002

WASHINGTON (AFPN) -- More than 279,000 active duty airmen and civilians spoke their minds on issues affecting their day-to-day work in the 2002 chief of staff organization climate survey.

Gen. John Jumper, Air Force chief of staff, received results of the survey -- conducted Jan. 22 to March 8 -- in May.

"This survey provides me and leaders at all levels in the chain of command critical information on how we are doing in our organizations," Jumper said. "We plan to use these results to make our working environments better for all Air Force people."

Commanders received survey results May 24. Now it's up to them to share results with troops through feedback sessions and translate the information into action, said Lori Marcum, survey team leader.

Marcum said a primary goal of the survey was to make sure commanders at all levels receive the necessary tools to take advantage of survey findings.

Survey officials took great care to protect the anonymity of respondents and said this led to the highest response rate to date. More than 65 percent of Air Force people participated, almost double the response rates of the 1997 and 1999 surveys.

Overall, this year's survey results increased in almost all areas compared to 1999. Participants rated questions from "strongly disagreed" to "strongly agreed."

The highest-rated area was unit performance outcomes. Ninety-three percent of the people agreed they're getting the mission done and are doing it well. Jobs were second highest, at 91 percent, which indicates people find their jobs motivating, important, interesting and challenging, officials said.

But only 72 percent agreed about the adequacy of resources. Officials believe this indicates respondents are working hard, but think they don't have enough people to get the mission done.

Resources and unit recognition are areas where, historically, the Air Force hasn't fared well. But there's an upward trend when this year's results are compared with previous surveys.

While resources received a low rating, when asked the question, "Do I have enough time?" the rating is up from prior surveys -- an indication work processes are improving. As for recognition, 72 percent agreed their chain of command is recognizing them -- officially or unofficially -- for exceptional performance.

In the unit leadership section, 78 percent agreed leadership in their chain of command influenced the direction, people and culture. Officials say this shows trust in commanders.

Supervision was evaluated in two ways: Managing resources and taking care of people. Most people felt their supervisors looked out for their best interests. In fact, 82 percent agreed their supervisors were proficient in skills planning, organizing, leading and providing feedback.

In the general satisfaction section area, 75 percent agreed they receive a sense of accomplishment and personal fulfillment from their work and from their environment.

Survey responses showed little difference between home station and deployed units in areas such as unit performance perceptions, general satisfaction and characteristics which motivate people to go above and beyond the job without official rewards and recognition.

The historical section asked respondents at the same unit for the release of the 1999 survey results if their leaders used the results in a positive way. Forty-one percent agreed they did. But 43 percent did not know, and 16 percent said they were not.

Further analysis showed higher ratings for units in which leaders provided feedback to their people.

However, providing feedback alone does not create higher results, officials said. Data indicated leaders who listened and implemented ideas and suggestions tended to have higher performing units, more satisfied people and people willing to go above and beyond the job without official rewards and recognition.