Posted on Jun 19, 2015
What are the possible consequences for a battalion that hasn't conducted a command and climate survey?
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There is no battalion command presence, focus is elsewhere, and mission demand outweighs soldier morale by far. This is the climate that I live in right now. I've seen some of my best soldiers preparing to ETS now, all because command climate is suffering, they hate the unit, and feel as if though the command could care less about them. There has been no initial DEOCS for the battalion initiated, and it's been well over 1 year. I am only a Company EOL, but this concerns me seeing as to how my soldiers and peers view the organization or lack thereof, all because of further internal issues. How would not having a battalion command and climate survey affect the battalion command team, and is it too late to initiate one? What steps should I take to avoid any form of reprisal?
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Command Climate
Posted 9 y ago
Responses: 21
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Your BDE EOA should be all over this to get it on the BDE CDR radar. You have options:
- ask for an open door with the BN CDR or CCSM
- ask the company leadership to bring the subject up (based on concerns), while keeping you anonymous
- address it at the command & staff, in the open so that it is out there (recommend addressing it on an open door meeting first)
- go through the BDE EOA (with the assurance you remain anonymous), get him/her to pressure the unit leadership to get win compliance
- you also have your local IG....
- ask for an open door with the BN CDR or CCSM
- ask the company leadership to bring the subject up (based on concerns), while keeping you anonymous
- address it at the command & staff, in the open so that it is out there (recommend addressing it on an open door meeting first)
- go through the BDE EOA (with the assurance you remain anonymous), get him/her to pressure the unit leadership to get win compliance
- you also have your local IG....
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As a Noncommissioned Officer, what are you doing at your level, for your Soldiers, to foster a positive climate? As a Staff Sergeant, you have the responsibility to your Soldiers to FOSTER a positive command presence. You are at the SQUAD level. You cannot control what happens at the battalion level. If you are assigned as a PSG, then you need to address your issues with your 1SG. Throwing the entire battalion command team under the bus, is not going to look good. EVER.
You say your Soldiers feel like the command could care less about them. Do you mean because your battalion goes to the field for training more than other battalions? Or do you mean your battalion / company works later than others? You left a lot of substantial information from your post.
A command climate survey will only work if the command puts the 'perceived' shortcomings into action and tries to address them with positive outcome. Otherwise, it's up to the NCOs in your unit to right the wrong.
Do you have any idea how the Inspector General works? I.G. will call your 1SG/CSM and CDR / BN CDR and tell they received a call from a Soldier / Soldiers spouse from your unit. The company / BN leadership will tell I.G. thanks for the call and they will look into it. The Company / BN leadership must send I.G. a response within 14 days as to the action takin for addressing the original complaint. In most cases, the issue is addressed and fixed the same day.
Handle what you can at your level. Remember, you are the backbone of the Army, and you lead by example.
You say your Soldiers feel like the command could care less about them. Do you mean because your battalion goes to the field for training more than other battalions? Or do you mean your battalion / company works later than others? You left a lot of substantial information from your post.
A command climate survey will only work if the command puts the 'perceived' shortcomings into action and tries to address them with positive outcome. Otherwise, it's up to the NCOs in your unit to right the wrong.
Do you have any idea how the Inspector General works? I.G. will call your 1SG/CSM and CDR / BN CDR and tell they received a call from a Soldier / Soldiers spouse from your unit. The company / BN leadership will tell I.G. thanks for the call and they will look into it. The Company / BN leadership must send I.G. a response within 14 days as to the action takin for addressing the original complaint. In most cases, the issue is addressed and fixed the same day.
Handle what you can at your level. Remember, you are the backbone of the Army, and you lead by example.
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Talk to the inspector generals office. Tell them your concerns and ask what the best way to bring this up to your chain of command is. If enough Soldiers lodge complaints, the IG's office can recommend to the commander that he conduct a survey.
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SFC (Join to see)
I've already initiated a plan of action. As an EOL, I spoke with my EOA about the matter, and he has been helping me. But thank you CSM, I appreciate the advice
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SGT(P) (Join to see)
I have always had problems sending any soldier of mine to IG, always seems like they are supportive of the chain of command regardless the fault. And IG will use your name when they talk to the unit even if you demand anonymity.
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CSM James Winslow
I think you are misunderstanding the role and function of the IG. The IG is not to give the Soldier an alternative solution or a better deal. He is there to ensure that the regulations and policies specific to the Soldiers’ problem were applied correctly. It is up to you, SGT (Promotable), to explain to the Soldier how and why the decision was made. I suggest you look into AR 20-1, Para 1-4 to see just what it is the IG does. As for the alleged breach of confidentiality, I do not believe the whole story is being told here. There must have been something else going on. There is an entire section in the same AR (Para 1-12) and extending over several pages that deals with IG confidentiality. IMHO, before you start lambasting the IG and claiming they don’t support the Soldier you check yourself and see if you are supporting your chain of command. I am of the opinion that if mid-grade leaders such as yourself would take more time explaining to Soldiers how the Army works and how these decisions are made rather than letting someone else do it, a large number of IG visits would not be necessary.
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SFC (Join to see)
My 2 cents
Dig into the regs. Then approach the company command team... Yes the company... As that is your lane... With a non emotional presentation as to your concerns for the company and the battalion climate. Im not sure how effective the Bn or Bde NCO will be; however, discuss the preceived challenge with them and get their perspective. Their position/perspective could add emphasis to your position and could even result in a two pronged approach to deal with the challenge. After you talk to the company team ask the CO teams support in talking to the BN team. Here you will find out if the Company Team is worth its salt. If they are... Great.. if their not... No big deal. Use the open door policy. Remember... Do not make this personal. Keep it to the facts and the preceptions that the company survey has provided. If that fails to garner support and recognition... Talk to the IG.
Lastly. Your a SSG in the US Army. You are a leader. No one is more professional.... Take a stand and do the hard right over the easy wrong... And dont worry about reprisals... Simply be on guard for them.
Thats the best i have for you. Good Luck and take care of the soldiers.... Subordinate and seniors
My 2 cents
Dig into the regs. Then approach the company command team... Yes the company... As that is your lane... With a non emotional presentation as to your concerns for the company and the battalion climate. Im not sure how effective the Bn or Bde NCO will be; however, discuss the preceived challenge with them and get their perspective. Their position/perspective could add emphasis to your position and could even result in a two pronged approach to deal with the challenge. After you talk to the company team ask the CO teams support in talking to the BN team. Here you will find out if the Company Team is worth its salt. If they are... Great.. if their not... No big deal. Use the open door policy. Remember... Do not make this personal. Keep it to the facts and the preceptions that the company survey has provided. If that fails to garner support and recognition... Talk to the IG.
Lastly. Your a SSG in the US Army. You are a leader. No one is more professional.... Take a stand and do the hard right over the easy wrong... And dont worry about reprisals... Simply be on guard for them.
Thats the best i have for you. Good Luck and take care of the soldiers.... Subordinate and seniors
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File a anonymous IG complain, this will get the unit Command and HQ involved immediately. it will get the ball rolling and sit back and watch the changes happen.
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Morale is crap in broad sectors of the military. You have to look at what the front office strategy is. The strategy isn't how to improve morale, better the life of the soldier, sailor, etc. The strategy is what's necessary to not wind up in the bottom 30% on any climate survey so Flag attention is focused elsewhere. I've seen that play out in most DoD military and civilian organizations ever since these surveys came out 20 years or so ago. You get slightly less attention if the bottom third rates higher than other organizations.
The other indicator as to how bad it can get is denial of Flags to look at themselves in the mirror to see they are driving the problem, not helping solve it. I didn't chase Flag myself as I just wanted to get the job done while taking care of my people. That meant pushing back hard up line when being tossed mission requirements with inadequate force protection resources. Flags don't like being told they're not getting the big picture. I didn't get relieved, but also didn't get an invite to the Club.
The other indicator as to how bad it can get is denial of Flags to look at themselves in the mirror to see they are driving the problem, not helping solve it. I didn't chase Flag myself as I just wanted to get the job done while taking care of my people. That meant pushing back hard up line when being tossed mission requirements with inadequate force protection resources. Flags don't like being told they're not getting the big picture. I didn't get relieved, but also didn't get an invite to the Club.
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Aside from the fact that AR 600-20 requires you to conduct a command climate survey annual and within 90 days of taking command and its punishable under the UCMJ as such, including being relieved of command or responsibility, respectively, if required.? If the command is as bad as you say and the command, EOA, and chaplain are not aware of it they should all be relieved. The best thing you can do initially as the EOL is to talk to your Company Commander, EOA and BN chaplain. If you get no response there you can elevate it to the BDE level. Still no dice? Take it to the IG or DIV. As with anything the best thing to do is handle it at the lowest level.
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When a command climate is not conducted it continues to foster climate of favoritism and hostility as soldiers may see it. It can be a detriment to all leaders that are a part of the command because it does not allow those being led to voice their concerns about issues such as promotion, training schools and the overall unit atmosphere. It would make retention nearly impossible and continue to serve as a cesspool for toxic leadership in and out once those individuals PCS they go on to other units and military schools with a "that's how we did things at my last unit" mentality. In truth it is a requirement to the point not being an option, you can ill afford not to as a commander as the Quarterly Narrative Statistical Report will tell a different story especially if there have been reports from the command about certain issues that soldiers may think are problematic.
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I have been in three different units, and experienced numerous others during deployment/training. I think that the problem you are describing is army wide, based off of the leadership I have experienced. I don't think command climate surveys matter, because there doesn't ever seem to be a change. Just excuses, and quitely sweeping things under the table. I hope I'm just being a bitter, pessimistic person... But based on my experiences, that is not the case.
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Damn. Where's your 1SG? If the problem isn't obvious to him, s/he's either not fixing it OR is being shouted down by higher-ups.
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CPT Nik Webb
I was thinking the same thing about his Company Commander, 1SG. As the EOL for the company, you should be discussing these issues with your commander and helping him/her create a plan of action to resolve these issues. If your CO is not taking the complaints seriously, you probably have a much larger issue throughout your entire chain of command, which unfortunately happens entirely too frequently in our organization.
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