**************** UNCLASSIFIED// ****************One of our leaders at the pointy end offered some commentary that is simply spot on.
Subject: PERSONAL FOR - COMMAND CLIMATE ASSESSMENTS//
Originator: CNO WASHINGTON DC(UC)
DTG: 291415Z Jul 10
DAC: Personal For
To: AL NAVADMIN(UC), NAVADMIN
FM CNO WASHINGTON//DC//N09//
PERSONAL FOR FLAG OFFICERS, COMMANDERS, COMMANDING OFFICERS, AND OFFICERS-IN-CHARGE FROM ADMIRAL GREENERT//
MSGID/GENADMIN/CNO WASHINGTON DC/N09/JUL//
SUBJ/PERSONAL FOR - COMMAND CLIMATE ASSESSMENTS//
AMPN/NAVY EQUAL OPPORTUNITY POLICY INSTRUCTION.//
RMKS/1. SERVING IN COMMAND IS A UNIQUE PRIVILEGE AND CHALLENGE. A CHARACTERISTIC OF SUCCESS IN COMMAND IS UNDERSTANDING COMMAND CLIMATE. ACCORDINGLY, WE NEED TO HELP YOU UNDERSTAND YOUR COMMAND CLIMATE, AND DEVELOP AND SUSTAIN A HEALTHY COMMAND CLIMATE.
2. A TOOL DESIGNED TO SUPPORT YOU IN THIS ENDEAVOR IS THE DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE (DEOMI) EQUAL OPPORTUNITY CLIMATE SURVEY (DEOCS). REF A PROVIDES DETAILS. ISICS WILL ENSURE SUBORDINATE COMMANDS COMPLETE THESE SURVEYS WITHIN 90 DAYS OF ASSUMING COMMAND AND ANNUALLY THEREAFTER. THE SURVEYS ARE DESIGNED TO HELP IDENTIFY STRONG AND WEAK AREAS, AND APPROPRIATE COURSES OF ACTION.
3. YOUR ISIC IS YOUR MENTOR. THEY WILL PROVIDE FEEDBACK AND HELP REGARDING COMMAND CLIMATE STRENGTHS AND AREAS OF CONCERN. THE GOAL IS TO HELP YOU SUCCEED IN COMMAND. YOUR ISIC'S EXPERIENCE AND PERSPECTIVE ARE VALUABLE IN DEVELOPING A TANGIBLE AND MEASURABLE PLAN FOLLOWING A COMMAND CLIMATE ASSESSMENT.
4. EFFECTIVE IMMEDIATELY, TO INSTIGATE DIALOGUE BETWEEN ISICS AND COMMANDERS/COMMANDING OFFICERS/OICS ON COMMAND CLIMATE, COMMANDERS/COMMANDING OFFICERS/OICS WILL PROVIDE AN EXECUTIVE SUMMARY OF SURVEY RESULTS AND INTENDED ACTIONS (IF ANY) TO THEIR ISIC WITHIN 60 DAYS OF COMPLETION OF A COMMAND CLIMATE ASSESSMENT (DEOCS). DEOMI WILL CONTINUE TO PROVIDE FULL SURVEY RESULTS EXCLUSIVELY TO THE UNIT COMMANDERS.
5. VICE CHIEF SENDS.//
This is another step backwards. Command climate is an organic thing, ebbing and flowing with OPTEMPO shifts, morale, workload, personalities of leadership, and many other components to numerous to catalogue here. I'm not saying it doesn't matter -- it does. But I resent the encroachment on my authority.Yep'r.
I intentionally timed a Command Assessment Survey (CAS), spearheaded by my CMEO and the Command Assessment Team, towards the tail end of an arduous deployment. Reason: I didn't want sugarcoated results masked by recharged batteries after POM leave, home reunions, etc. I wanted the guys tired and pi$$ed, so I would get the most accurate (and negative) snapshot possible. Why? So I could validate and fix what I thought needed fixing.
I chose to share pertinent results with my command in Captain's Call discussions with each individual paygrade, protecting the anonymity of the contributing comments. Made for great two-way discussions, and the Sailors felt like they got feedback for their efforts. Most commands make you take the computer assessment and you never hear about it again. I wanted them to know they spent their time doing the CAS for a reason.
I also chose to share the results with my leadership, to build trust and show progress on some significant climate issues. I'm not afraid of the truth.
The PERSFOR simply makes sharing the results not a choice, but a requirement. And leaders without moral courage will game the system now, time the survey to their best advantage. The Command Assessment process is now in danger of being used as another report card on the command. Battle E input? There are better ways to save the world from the Holly Grafs than this. Bad COs will study for this "test", and gouge up their commands on the "right" answers.
I respect VCNO, but this one wasn't well thought out.