CLASSIFICATION: UNCLASSIFIED//
ROUTINE
R 211740Z MAY 24 MID600117456630U
FM SECNAV WASHINGTON DC
TO ALNAV
INFO SECNAV WASHINGTON DC
CNO WASHINGTON DC
CMC WASHINGTON DC
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ALNAV 045/24

MSGID/GENADMIN/SECNAV WASHINGTON DC/MAY//

SUBJ/OPERATIONALIZING FEDERAL EMPLOYEE VIEWPOINT SURVEY RESULTS//

REF/A/SECNAV MEMO/09AUG23//
REF/B/SECNAV MEMO/21MAY24//

NARR/REF A SECNAV MEMO, TWO-YEAR REVIEW.
REF B IS SECNAV MEMO, OPERATIONALIZING FEDERAL EMPLOYEE VIEWPOINT SURVEY 
RESULTS.//

RMKS/1.  My three enduring priorities strengthening maritime dominance, 
building a culture of warfighting excellence, and enhancing strategic 
partnerships require total integration between Sailors, Marines, and the 
Department of the Navy's (DON) civilian workforce.  As enforced in reference 
(a), the DON's civilian workforce plays a critical role in the mission to 
develop a more ready, modern, and capable Navy and Marine Corps team.  Review 
of the 2023 Office of Personnel Management Federal Employee Viewpoint Survey 
(FEVS) results reflect the opportunity to enhance DON readiness through a 
more engaged civilian workforce.  To that end, I am initiating project Even 
Keel, reference (b), to ensure civilian personnel have access to FEVS data 
and the opportunity to provide leadership with recommendations on ways to 
enhance workforce engagement, workplace efficiency, and FEVS participation.  
The project is being chaired by the Assistant Secretary of the Navy for 
Manpower and Reserve Affairs (ASN (M&RA)), Honorable Franklin Parker.

2.  Project Even Keel consists of four phases; Phase I is underway and is 
focused on identifying ready and relevant data.  ASN (M&RA) designated Deputy 
Assistant Secretary, Civilian Personnel (DASN (CP)) and Director, Manpower 
Analytics and Human Resources (MAHRS) to prepare and publish DON FEVS results 
briefing material in furtherance of this initiative.  DASN (CP) and MAHRS 
provided this information to Budget Submitting Offices (BSO) in March 2024.  
BSOs are determining the echelon level at which to brief 2023 FEVS data, 
providing commands with time to supplement the DON data with command-specific 
FEVS results.  BSOs that briefed 2023 FEVS results to the workforce before 1 
April 2024 will not be required to conduct a new Even Keel brief.

3. Additional Phases
   a.  Phase II requires BSO action.  Specifically, BSOs will ensure that 
2023 FEVS results provided by DASN (CP) and MAHRS are briefed to all 
activities that include members of the civilian appropriated fund workforce.  
All BSOs, including those who briefed 2023 FEVS data prior to 1 April 2024, 
must create employee engagement groups (EEG) after briefing 2023 FEVS data.  
Phase II briefs and stand up of EEGs must be complete as soon as possible.  
BSOs must report initiation of EEGs to DASN (CP) and MAHRS.
   b.  Phase III requires EEG action.  EEG volunteers will consider 2023 FEVS 
data and develop recommendations on how to enhance their respective work 
environment, improve employee engagement, and increase 2024 FEVS 
participation.  Recommendations must be provided to activity leaders BY 24 
May 2024 but not later than (NLT) 31 May 2024.  BSOs will report completion 
of Phase III to DASN (CP) and MAHRS.
   c. Phase IV requires activity and BSO action.  Leadership will consider 
EEG recommendations and identify initiatives approved for action.  BSOs and 
activities will develop their own plans of action for approved items.  BSOs 
will provide a list of approved action items to DASN (CP) and MAHRS by 7 June 
but NLT 14 June 2024.

4.  After Action.  DASN (CP) and MAHRS will collect and assess BSO approved 
action items, identifying trends and potential best practices.  DASN (CP) and 
MAHRS will assess project Even Keel action items and brief BSOs/Commands and 
ASN (M&RA) NLT 31 August 2024.  ASN (M&RA) will provide me with a 2024 Even 
Keel after action report (AAR) within 60 days following the DON's receipt of
2024 FEVS results; the AAR will include a 2025 Even Keel engagement plan.

5.  More than 215,000 civilian members of our Navy and Marine Corps team play 
an instrumental role in supporting the Sailors and Marines who comprise our 
combat -ready forces.  Attracting, hiring, and retaining our talented 
civilian workforce is essential to achieving each of our enduring strategic 
priorities.  We owe it to our civilian workforce to reflect upon their FEVS 
inputs and consider their feedback on how we can enhance our work environment 
and continue to show respect for their valuable contributions.  We will be a 
stronger Navy and Marine Corps team by focusing on our ability to maintain an 
Even Keel in the face of the challenging seas we navigate as the world's 
finest Navy and Marine Corps.  ASN (M&RA), DASN (CP), and MAHRS will provide 
additional guidance on this matter moving forward.

6.  Released by the Honorable Carlos Del Toro, Secretary of the Navy//

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CLASSIFICATION: UNCLASSIFIED//