CLASSIFICATION: UNCLASSIFIED// ROUTINE R 012115Z AUG 24 MID120001315106U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 152/24 PASS TO OFFICE CODES: 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.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//