Know the climate of your organization before it becomes a problem.
DOCA is a confidential, research-based survey that measures the factors most closely tied to readiness and retention — cohesion, leadership, fairness, prevention climate, and well-being. Results come back to leaders as a unit report they can act on within days of the window closing.
What the assessment measures
Each section maps to a climate factor with an established link to unit performance. Factors are scored independently so leaders can see exactly where a unit is strong and where it is drifting.
- Organizational Commitment & EngagementPride in the organization, job satisfaction, and stated intent to remain.
- Unit Cohesion & TeamworkTrust between members, shared workload, and confidence in the unit's ability to perform.
- Leadership & SupervisionClarity of expectations, quality of feedback, fairness, and the presence of passive or corrosive leadership behavior.
- Communication, Resources & WorkloadWhether people have the information, manning, equipment, and time the mission requires.
- Fairness, Inclusion & Equal OpportunityDistribution of assignments and recognition, perceived favoritism, and sense of belonging.
- Harassment & Misconduct Prevention ClimateWhether standards are enforced, training is credible, and members would intervene.
- Reporting Climate & RetaliationConfidence that a report would be handled properly and without professional cost.
- Well-Being, Stress & ReadinessWork-life balance, exhaustion, help-seeking stigma, and safety follow-through.
How it works
From request to report in under two weeks, with no local survey administration burden.
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A leader registers the organization
The commander, director, or a designated administrator defines the roster boundary and the survey window, and the window is registered with the survey portal.
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Members are invited to the survey portal
Personnel go to the survey portal, enter their work email address, and are sent their own survey link. Responses are anonymous and can be completed on any device.
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The window closes and results are aggregated
Responses are rolled up to the unit level. No subgroup with fewer than five respondents is reported separately.
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The leader receives the report
Factor scores, favorable-response percentages, comparison against prior cycles, written comments, and a recommended action list.
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Findings are briefed and an action plan is set
Guidance and a briefing template are provided so results reach the people who took the survey — the step most often skipped.
Built around confidentiality
People answer honestly only when they are certain the answers cannot be traced back to them. Three controls make that credible.
No identifiers in the results
Climate results carry no name, employee number, or contact information. Your invitation identifies your unit so responses land in the right report — never the individual who sent them.
Small-group suppression
Any demographic breakout with fewer than five respondents is suppressed and rolled into a larger category before a report is generated.
Comments are screened
Written responses are reviewed and any text that would identify a specific person is redacted before the report reaches leadership.
The survey is not a reporting channel
Because responses are anonymous, a survey answer cannot start an investigation or trigger a response to an individual situation. If something needs action, use one of the channels listed on the Resources page.
Your unit's window may be open now
The survey is administered on the DEOCS survey portal. Enter your work email address there and the portal will send you your survey link.
Go to the survey portal