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Shore-side Support Survey

Thank you for your voluntary participation in this survey - we value your time and appreciate your commitment to helping us improve our organization!

PURPOSE:
This survey is designed to give employees the opportunity to provide anonymous feedback to OMAO leadership at all levels. This process helps us track progress on initiatives, collect feedback on successes, and identify opportunities for growth. To guide where efforts should be focused in the coming year, summary reports and analysis will be provided to leadership for review.

SURVEY INSTRUCTIONS:

ALL survey items must be answered.
For the purposes of this survey, the following definitions should be used: “work group” = your shore-side branch, and “organization” = OMAO.
Once all survey items are completed, click on the Submit button at the bottom of the page.
When you have submitted the survey, a "Thank You" note will appear.

OUR COMMITMENT TO ANONYMITY:
Every effort will be made to preserve anonymity. Only the survey provider will be able to connect demographic data to responses: this information will only be shared with OMAO leadership if there are admissions of criminal activity or if statements indicate threats exist to the respondent or others. Additionally, in recognition of the relatively small size of the OMAO vessel crews, each ship has an established threshold at which the results are accepted as valid - if this threshold is not met, a report will not be generated for that ship.

If you previously saved an incomplete survey and have your PIN, enter it here:

7-Digit PIN:

My organizational location within the OMAO is:

My position in the organization is best described as:

Civilian (CAPS / GS / WG)

Contractor

NOAA Corps Officer

USPHS Officer

I choose not to answer

Time employed with OMAO:

< 1 year

1-5 years

6-10 years

> 10 years

I choose not to answer

ORGANIZATIONAL PROCESSES

Organizational goals and objectives are clear to me.

Characters remaining: 400 Enter any comment here:

Lessons learned are incorporated into organizational processes when applicable.

Characters remaining: 400 Enter any comment here:

Members of my unit know where to access organizational policies, processes, and Standard Operating Procedures (SOPs).

Characters remaining: 400 Enter any comment here:

Organizational policies and processes are followed by my work group.

Characters remaining: 400 Enter any comment here:

Effective communication exists within my work group.

Characters remaining: 400 Enter any comment here:

Effective communication flow exists within my organization.

Characters remaining: 400 Enter any comment here:

My work group keeps me well informed regarding important safety information.

Characters remaining: 400 Enter any comment here:

Our safety representatives effectively promote safety.

Characters remaining: 400 Enter any comment here:

ORGANIZATIONAL CLIMATE

Members of my work group work well together.

Characters remaining: 400 Enter any comment here:

Work group members do not cut corners to accomplish their job/mission.

Characters remaining: 400 Enter any comment here:

I am provided the opportunity to get sufficient rest/down time.

Characters remaining: 400 Enter any comment here:

Individuals in my work group are comfortable reporting safety violations, unsafe behaviors, or hazardous conditions.

Characters remaining: 400 Enter any comment here:

Coworkers allow each other to express their opinions.

Characters remaining: 400 Enter any comment here:

Members of my work group are encouraged to offer ideas on how to improve operations.

Characters remaining: 400 Enter any comment here:

I am comfortable being myself in my work group

Characters remaining: 400 Enter any comment here:

People’s differences are respected in my work group.

Characters remaining: 400 Enter any comment here:

People’s ideas are judged based on their quality in my work group

Characters remaining: 400 Enter any comment here:

My work group is accepting of individuals with diverse backgrounds.

Characters remaining: 400 Enter any comment here:

The process for determining who gets developmental opportunities in my work group is fair.

Characters remaining: 400 Enter any comment here:

My work group encourages me to share about myself.

Characters remaining: 400 Enter any comment here:

My work group makes me feel like I belong.

Characters remaining: 400 Enter any comment here:

My work environment is free from unprofessional behavior.

Characters remaining: 400 Enter any comment here:

My unit leadership fosters a psychologically safe environment for employees to share concerns, admit mistakes, offer ideas, and try new approaches.

Characters remaining: 400 Enter any comment here:

Morale is high in my work group.

Characters remaining: 400 Enter any comment here:

RESOURCES

My work group has enough experienced personnel to perform its current tasks.

Characters remaining: 400 Enter any comment here:

My work group has adequate resources (e.g., tools, equipment, publications, funding, etc.) to perform its current tasks.

Characters remaining: 400 Enter any comment here:

Professional development training is available to me.

Characters remaining: 400 Enter any comment here:

Employee support resources (SASH, EEO, EAP, Medical, etc.) are advertised and readily available.

Characters remaining: 400 Enter any comment here:

SASH, EEO, and Respectful Workplace training have resulted in positive changes in these areas in my unit.

Characters remaining: 400 Enter any comment here:

LEADERSHIP/SUPERVISION

Leaders/Supervisors in my work group set a good example by following standards.

Characters remaining: 400 Enter any comment here:

Leaders/Supervisors in my work group provide the necessary counseling and coaching.

Characters remaining: 400 Enter any comment here:

Leaders/Supervisors in my work group care about my quality of life.

Characters remaining: 400 Enter any comment here:

Leaders/Supervisors clearly define expectations for performance and conduct.

Characters remaining: 400 Enter any comment here:

Leaders/Supervisors take action to address incidents or allegations of workplace harassment.

Characters remaining: 400 Enter any comment here:

Leaders/Supervisors take action to address incidents or allegations of workplace discrimination.

Characters remaining: 400 Enter any comment here:

OPEN-ENDED ITEMS

The most significant action(s) my organization can take to improve retention is (are):

No Response My Response Is

Characters remaining: 400

What is my work group doing right and why?

No Response My Response Is

Characters remaining: 400

What could your work group leadership do to improve safety climate, workplace morale, and team effectiveness?

No Response My Response Is

Characters remaining: 400

Use this space to provide any concern that you would like to comment upon.

No Response My Response Is

Characters remaining: 400