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NAVADMIN 152/24
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INFO CNO WASHINGTON DC//N1//
SUBJ/CY24 COMMAND CLIMATE ASSESSMENTS//
REF/A/MSG/11MAR24//
REF/B/DOC/DOD/20DEC22//
REF/C/DOC/CNO WASHINGTON DC/26JUN18//
REF/D/SECNAV/16SEP90//
NARR/REF A IS NAVADMIN 051/24, CULTURE OF EXCELLENCE 2.0.
REF B IS DODI 6400.11, DEPARTMENT OF DEFENSE INTEGRATED PRIMARY PREVENTION
POLICY FOR PREVENTION WORKFORCE AND LEADERS.
REF C IS THE COMMAND RESILIENCE TEAM GUIDE.
REF D IS U.S. NAVY REGULATIONS, 1990.//
RMKS/1. To best implement Culture of Excellence (COE) 2.0, in line
with reference (a), and build Great People, Leaders, and Teams
across our Navy, this NAVADMIN provides revisions to the Command
Climate Assessment (CCA) process outlined in references (b) and (c)
to include responsibilities for Commanders, Commanding Officers
(CO), Officers-in-Charge, civilian equivalents (collectively
referred to as Commanders in this NAVADMIN) and Immediate Superiors
in Command (ISIC).
2. COE 2.0 is dependent on high-quality CCAs that are thoroughly
debriefed to their command and ISIC. The back of the COE 2.0
placemat includes the CCA as part of "Listening and Acting" and is
now part of the CCA Executive Summary. The COE 2.0 Playbook, page
24, includes key actions for high performing commands. For Calendar
Year 24, in addition to the virtual CO's suggestion box provided
with the COE 2.0 rollout, commands have additional survey capability
as contained in paragraph eleven of this NAVADMIN.
3. Per reference (d), section 0820, COs must "use all proper means
to foster high morale, and to develop and strengthen the morale and
spiritual well-being of the personnel under his or her command."
The CCA gives leaders data-driven feedback about the climate and
culture at their command. Leveraging the Defense Organizational
Climate Survey (DEOCS) and other sources of information, the CCA
process provides Commanders with actionable insight about protective
factors like connectedness and inclusion, and risk factors common to
many Navy commands, such as moderate/high stress, hostile work
environments, racial and sexual harassment.
4. CCA (roles, responsibilities).
a. Commanders. Commanders are responsible for executing in
accordance with this NAVADMIN, to include consideration of the best
practices contained in paragraph nine.
b. ISIC (Echelon 4 or higher). In addition to executing their
own CCA, ISICs are responsible for ensuring subordinate Commanders
conduct a debrief of their CCA. Doing so enables ISICs to assess,
document, and mentor the performance of Commanders based on their
ability to build great culture. ISICs may adjust the timing of
subordinate CCAs based on operational requirements, with any waivers
documented in writing and provided to their Echelon 3 Commander.
c. Echelon 3. Echelon 3 Commanders who execute a Health of
Community brief to the Chief of Naval Operations will now include
information about subordinate command CCAs in the Health of the
Community briefing (trends and actionable items).
d. Echelon 2. Annually, by 31 March, each Echelon 2 must
report annual CCA completion and ISIC debrief status to the Navy
Culture and Force Resilience Office (OPNAV N17), to include commands
that have requested a waiver or are incomplete.
e. Integrated Primary Prevention Workforce (IPPW) Personnel.
IPPW personnel consist of full-time, dedicated primary prevention
professionals in the roles of deployable Embedded Integrated
Prevention Coordinators (EIPCs) and shore-based Integrated
Prevention Coordinators (IPCs). In 2022, Navy began hiring EIPCs to
assist with CCA execution onboard aircraft carriers and big-deck
amphibious assault ships. In 2023, Navy began hiring IPCs to serve
at the Fleet, Type Commander, Region, and installation levels in
support of tenant command CCA execution, and in 2024, to serve at
and support Reserve commands. IPPW personnel, if available, must be
consulted and leveraged as part of the CCA process.
f. Command Climate Specialists (CCS). CCSs, located at select
Echelon 2 and 3 staffs, and assigned to aircraft carriers and big-
deck amphibious assault ships, will track and monitor the completion
of the CCA and face-to-face debrief within their enterprise. The
CCS will collaborate and coordinate with the Command Resilience Team
(CRT) and IPPW to provide advice and guidance to the Commander on
all matters and issues that may affect the command's climate.
g. CRTs. The CRT is accountable to the CO for administering
the CCA, leveraging reference (c).
5. CCA (information and requirements).
a. DEOCS (confidentiality): DEOCS comments are unable to be
linked back to an individual and are therefore completely
confidential.
b. DEOCS (contact information): Valid ISIC, IPPW personnel (if
available), and next higher-level CCS contact information must be
included in DEOCS request, which allows those individuals to
directly access the DEOCS results.
6. Navy Comprehensive Integrated Primary Prevention (N-CIPP) plan.
a. To implement guidance in reference (b), every command that completes
a CCA is required to create an N-CIPP plan and upload it into the Defense
Climate Portal.
b. The N-CIPP plan is the roadmap for units to describe their current
climate and needs, most at-risk populations, planned research-based
prevention activities, and evaluation plans.
The N-CIPP plan is comprised of the Executive Summary and POA&M combined into
a single, PDF document. The approved N-CIPP plan template can be found on
MyNavyHR under the Primary Prevention page at
https://www.mynavyhr.navy.mil/Support-Services/Culture-Resilience/Primary-
Prevention/.
c. Must be uploaded as a single PDF to the Defense Climate Portal
at https://www.prevention.mil/Climate-Portal/ annually by January 31. IPPW
personnel are responsible for uploading N-CIPP plans to the Defense Climate
Portal. In the absence of assigned IPPW personnel, the Command Managed Equal
Opportunity Manager will upload the N-CIPP plan.
d. Must be updated annually by July 31 via the Defense Climate Portal,
describing implementation progress and new information (e.g., findings from
new change of command CCAs, new DOCP surveys, research, and evaluations).
7. CCA administrators, IPPW personnel, and any other personnel administering
or consulting on CCAs are required to receive training on how to conduct a
CCA and administer the DEOCS through the Joint Knowledge Online (JKO) course
PREV-004 "How to Conduct a Command Climate Assessment and Administer the
Defense Organizational Climate Survey." IPPW personnel are required to
receive training on CIPP plan development through JKO course PREV-005,
"Development of a Comprehensive Integrated Primary Prevention Plan." These
courses are available on JKO at
https://jkodirect.jten.mil/Atlas2/page/login/Login.jsf
8. Requisite DEOCS, DOCP surveys, and Navy CIPP plans are managed via the
Defense Climate Portal (DCP). Information on the DCP, including the
registration form and login, is available at
https://www.prevention.mil/Climate-Portal/. Questions about the CCA process
can be forwarded to the appropriate Echelon 2 CCS, the Integrated Primary
Prevention Program mailbox, OPNAV_IPP.fct@navy.mil, or Navy Harassment and
Military Equal Opportunity Advice Line, MILL_Navy_EO_Advice@navy.mil.
Questions about IPPW assignments and availability to support units can be
directed to the Regional Integrated Prevention Coordinators listed at the
following link:
https://ffr.cnic.navy.mil/Portals/76/Family_Readiness/Documents/RIPC%20Contac
t%20Info.pdf?ver=jzL3B9rtBjRleiuc78LT-w%3d%3d.
9. CCA (timeline and process).
a. Annual CCA:
(1) Must start no earlier than 1 August and conclude by 30 November
(the CCA fielding window).
(2) Must initiate the DEOCS no later than 31 October.
(3) Must include administration of a DEOCS and consideration of
multiple sources of information gathered by the CRT such as administrative
records review, reports, interview data, focus groups, or other existing
data, the current and previous DEOCS and any Defense Organizational Climate
Pulse (DOCP) Survey results.
(4) The CRT, or subgroup thereof, and IPPW personnel, if available,
must have a CCA review session with the Commander within 60 calendar days (or
by the next drill period) from close of the DEOCS. The CCA review sessions
must include a completed N-CIPP plan.
(5) Must be debriefed to the ISIC within 30 calendar days after the
CCA review session was completed. Email review and reply are not acceptable.
(6) Must be debriefed to the command by the Commander, to include key
items from the N-CIPP plan within 30 calendar days of the CCA review session.
b. Change of Command CCA:
(1) Must be completed within 90 days after assumption of command or
office.
(2) If the change of command occurs outside of the CCA fielding
window, the change of command CCA should not include a DEOCS if one has been
conducted in the last calendar year.
(3) If a change of command occurs during the CCA fielding window,
Commanders must conduct a single CCA that includes the administration of a
DEOCS.
(4) Must include a review of the most recent annual CCA, assessment
of the previous Commander's progress in implementing the relevant actions in
the N-CIPP plan, and consideration of administrative records, reports,
interview data, focus groups, and other data as available.
(5) The CRT, or subgroup thereof, and IPPW personnel, if available,
must have a CCA review session with the Commander within 120 calendar days
after assumption of command (or by the next drill period). The CCA review
sessions must include a completed N-CIPP plan.
(6) Must be debriefed to the ISIC within 30 calendar days after the
CCA review session was completed. Email review and reply are not acceptable.
(7) Must be debriefed to the command by the Commander, to include key
items from the N-CIPP plan within 30 calendar days of the CCA review session.
10. CCA Best Practices.
a. All Service Members and civilian employees in the command or
organization must have the opportunity to participate in the CCA. Contractor
personnel may not participate in the CCA, per reference (b).
b. Triads and CRTs should seek to maximize participation during working
hours through creative means, as part of morale-building events or all hands
training. The best way to encourage participation is yearly debriefs of CCA
results, and periodic debriefs of ongoing POA&M actions. Leadership should
reinforce the confidentiality of DEOCS as part of command messaging.
c. An active, sustained CRT remains a best-practice in high- performing
commands, so that relationships are established, actions are taken, and
trends can be assessed over the course of time.
d. Commanders should emphasize the importance of DEOCS participation,
but participation must remain voluntary in keeping with statute and
regulation, and to ensure results are not skewed.
Historically, the Navy has averaged about 40 percent DEOCS participation.
The higher the voluntary survey participation, the more confidence Commanders
can have that the results represent the views of their unit. Refer to the
CCA NAVADMIN Fact Sheet for information on survey participation levels and
resultant survey confidence factors.
11. CCA (voluntary and optional resources).
a. To assist commands in building Great People, Leaders, and Teams,
three additional tools are new for 2024.
(1) DOCP Survey. The Department of Defense now provides commands
with a pulse survey capability to augment DEOCS. The DOCP survey is a short,
customizable survey on organizational climate, consisting of relevant,
command-selected questions. The DOCP survey question bank is designed to
assess a wide variety of topics within a unit or organization and allow each
command to tailor the survey for their unique needs. The DOCP survey cannot
be administered more than once a year or administered within the 90 days
before or after a DEOCS. The DOCP is the only DoD approved survey tool to
measure command climate between CCAs. To build and use a DOCP survey,
commands should access through the Defense Climate Portal located at
https://www.prevention.mil/Climate-Portal/.
(2) Virtual CO's Suggestion Box. All commands have access to a
Virtual CO Suggestion Box. The suggestions are only viewable by the command
triad and are automatically deleted every 90 days.
To request a Virtual CO Suggestion Box, a member of the command triad can go
to the following link
https://usnavy.gov1.qualtrics.com/jfe/form/SV_cx3MPZ0dS6OX0V0
(3) DEOCS Combined Reports. To help ISICs determine trends for their
subordinate commands, the DEOCS combined report function allows users to
aggregate or roll-up data from two or more DEOCS.
The combined reports can be accessed through the DEOCS Interactive Action
Dashboard by select CCSs.
12. This NAVADMIN supersedes NAVADMIN 139/23.
13. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.//
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