AF Climate Survey results reveal progress in most areas

  • Published
  • By Nicole Gamez
  • Air Force Climate Survey team
RANDOLPH AIR FORCE BASE, Texas (AFPN) --  The 2003 Air Force Climate Survey results have been analyzed, and final reports have been released to unit-level leaders for action.

The survey ran Oct. 1 to Nov. 23.

“As the leaders of the world’s greatest air and space force, we share a commitment to continually seek improvement. The survey results give our leaders targets for improvement from the people who know best -- our Airmen,” said Air Force Chief of Staff Gen. John P. Jumper. “For the survey to be a true success, leaders must now take this information and use it to focus their efforts within their organizations. I urge leaders to brief the results to their members and then translate that information into action.”

Previous surveys included active-duty Airmen and appropriated-fund civilians. To provide a clearer picture of the entire force, the 2003 survey included the Reserve, Guard and nonappropriated-fund civilians. More than 50 percent of the total force took the survey.

It addressed job characteristics, unit resources, core values, supervision, unit chain of command, training and development, and job enhancement. It also focused on teamwork, participation and involvement, recognition, unit flexibility, general satisfaction and unit performance outcomes.

The Air Force Manpower Agency’s survey team here worked with experts at the U.S. Air Force Academy’s department of management to ensure accurate analysis of the survey data.

Each question was answered on a six-point scale ranging from “strongly agree” to “strongly disagree.” The total percentage of “agree” responses are the sum of “strongly agree,” “agree” and “slightly agree” percentages.

Air Force-wide, unit performance outcomes, job characteristics and core values were the highest rated factors at 94-, 92-, and 87-percent agreement respectively. These results indicate that people believe they are meeting their missions’ goals, find their jobs important and challenging, and believe that their unit understands and demonstrates Air Force core values, officials said.

Eighty-six percent of the survey participants said that people in their work groups exercise teamwork and perform essential work that is considered above and beyond the call of duty. Eighty-five percent of respondents agreed that they have the required training to do their jobs, and that they have opportunities for professional growth.

Overall, supervision was rated at 84 percent, while 81 percent believed their chain of command positively influenced the direction, people and culture of their units.

Although active-duty Airmen and appropriated-fund civilian participants’ ratings increased from the 2002 survey, the results showed room for improvement in several areas. Seventy-eight percent of the respondents are generally satisfied with their jobs, are involved in their work place’s decisions and believe their units respond well to change.

Since the first survey in 1997, acknowledgment of exceptional performance and management of time, people and equipment areas continue to score low in the survey; however, both have continued to increase. Comments received in the recognition area indicate that a simple “thank you” for a job well done can be just as effective as a formal award, officials said.

Sixty-five percent of participants agree morale in their unit is high. This number has increased from 55 percent in 1997.

In comparison with other components, active-duty Airmen rate all factors lower than reservists, guardsmen and civilians. Officers consistently rate all factors higher than enlisted Airmen and civilians with the exception of the unit resources factor.

Since 2002, the number of active-duty Airmen (deployed and at home station) who intend to remain in the Air Force has decreased significantly.

Analysis by Air Force Academy officials revealed that the chain of command as a whole, rather than the commander or supervisor alone, drives performance, satisfaction, organizational commitment and one’s intent to remain in the Air Force. Further analysis revealed that of all the factors the survey addresses, an Airman’s career intentions are most affected by organizational commitment and satisfaction, not by work hours.

According to the survey results, ratings increased in units where leaders used the results positively. The 2003 factor ratings were compared against the question, “Did my leader use the results in a positive way?” The results showed leaders who shared results and used ideas and suggestions had higher positive responses in all factors. Leaders that took action on previous survey results also increased their units’ overall scores, officials said.