A Comprehensive Introduction to the UCA Administrator Functions

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A Comprehensive Introduction to the UCA
Administrator Functions

• Mark A. DallaireTraining and Development
  ManagerHuman Resources Technologies, Inc.

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ANG Admin Training Sitehttps//www.famnetcr.org/
uca_ang/admin/index.cfmANG Admin Official
Sitehttps//www.famnetuca.net/ANG/admin/index.cf
m ARNG Admin Training Sitehttps//www.famnetcr.
org/uca_ng/admin/index.cfm ARNG Admin Official
Sitehttps//www.arnguca.net/admin/index.cfm
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Admin Accounts created for each Wing managed by
Wing MEO Officers
Admin Accounts created at the State level managed
by Human Resources Officers
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Admin Options
Future Options
Request Data File
Sample LDQ Listing
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ARNG
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05/27/2003   SUBJECT AIR NATIONAL GUARD EQUAL
OPPORTUNITY CLIMATE ASSESSMENT PROGRAM   TO
NGB-EO Training Conference Personnel   Message
from Lt Col Cory Lyman   Thank you in advance for
participating in this assessment of the human
relations climate within our unit. This
assessment provides you an opportunity to express
your thoughts, opinions, and feelings regarding
our organization. This assessment is being
conducted by the Wing Military Equal Opportunity
Office and will address morale communications
between unit members and their supervisors
attitudes and perceptions of assigned personnel
of different ranks, races, ethnic backgrounds,
and sexes and overall organizational
health.   To properly assess our unit's climate,
I am requesting you complete a survey that will
begin 05/27/03 and end 08/15/03. The survey will
ask you to provide demographic information such
as your rank, race, and sex. The demographic
information you provide will be used to ensure we
have a proper representation of participants. To
further protect your anonymity, when there are
less than six respondents within a demographic
area, individual responses will be included
however, will not be visible to me in the report
generated by the Wing Military Equal Opportunity
Office.   To begin the survey you must connect to
the Internet. The survey can be found at URL  
http//www.famnetcr.org/uca_ang/user
/index.cfm   An ACCESS CODE is required to gain
access to the survey. This case-sensitive code
was randomly generated and is not associated with
your name or any other personal identifying
source. The code ensures anonymity and that each
individual selected completes only one survey.
Utilize the following survey access code
NAS352781JXuDbB   Where feasible, I plan to use
the results to improve the human relations
climate and to better the working environment
within the organization. In turn, I look forward
to sharing the results of the assessment with the
members of our organization in the near
future.   If you have additional questions
concerning the assessment or the survey you are
being asked to complete, my point of contact is
Mr. Dallaire, HRT, Inc., DSN 854-2538.
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UCA Survey Sites (Password Protected)
https//www.famnetuca.net/ANG/user/index.cfm
http//www.arnguca.net/
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Activate Your Admin Account
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Mark A. Dallaire

• Human Resources Technologies, Inc.
• Defense Equal Opportunity Management Institute
• Patrick AFB, FL 32925-3399
• [phone]/DSN 854-2538/FAX 4116
• 24 -7 [phone]
• mark.dallaire_at_patrick.af.mil
• 6416 Grovedale Drive, Suite 302B
• Alexandria, VA 22210
• [phone]

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A Comprehensive Introduction to the UCA Survey
Analysis Report

• Mark A. DallaireTraining and Development
  ManagerHuman Resources Technologies, Inc.

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Survey Response Chart for Random Sample
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• Check your response rate by demographic prior to
  requesting your
• Survey Analysis Report
• Instructions
• Enter Administrator
• Select Survey Response Counter
• Click on the EOCA ID
• Review the survey responses by demographic

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EQUAL OPPORTUNITY CLIMATE ASSESSMENT SURVEY
ANALYSIS REPORT   FOR XXX0404 UNIT 04/05/04
04/22/04 DATE
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INDEX   SECTION   I INTRODUCTION   II
DEMOGRAPHICS   III ANALYSIS/COMMENTS   IV
EXECUTIVE SUMMARY   V COMPOSITE COMPARISON
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I. INTRODUCTION The purpose of the survey
analysis report is to assist you in identifying
positive and negative human relations factors
that may affect your organization's mission
accomplishment. The information in this report
is reliable and factual in its representation and
is based on the perceptions of those personnel
participating in the survey process. Survey
respondents were asked to respond to 40 questions
that make up the core survey and as many as 10
questions that were developed locally. They
responded based on a seven-point scale beginning
with Strongly Agree and ending with Strongly
Disagree. These responses were then grouped
into six human relations composites (i.e., job
environment, motivation/pride/recognition, peer
relationships, unit leadership, perception of
freedom to address concerns, and fair
treatment/discrimination/sexual harassment. An
additional composite titled Locally Developed
Questions may have been added as well. Section
II provides demographic information regarding
your total unit strength in comparison with who
responded to the survey. This information is
broken down based on rank/grade, race/ethnicity,
and sex. Unit demographic data reflects what is
currently in the official service personnel
system. Survey respondents select their
individual demographic data therefore,
demographic percentages may vary. The confidence
level of the survey analysis report is based on
surveying an adequate number of people across the
demographic strata of the unit. Section III
titled Analysis/Comments provides a response
breakdown of each question based on identifiable
demographic areas. When there are less than six
respondents within a specific demographic area,
an asterisk () will be provided in place of the
actual response indicator. All responses will be
included in the total response count. This
provides a level of anonymity for individuals
identifying with small demographic areas.
Comments are provided directly after each human
relations composite. Section IV consists of an
Executive Summary. The summary displays each
question and provides the number and percentage
of favorable, neutral, and unfavorable responses.

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Survey Response Scale Using the scale below
indicate the extent to which you agree or
disagree with the following statements. Select
ONE response for each statement. Strongly
Agree7 Agree6 Slightly Agree5 Neither
Agree or Disagree4 Slightly
Disagree3 Disagree2 Strongly Disagree1
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• Six Human Relations Composites
• - Job Environment
• - Motivation/Pride/Recognition
• - Peer Relationships
• Unit Leadership
• - Perception of Freedom to Address Concerns
• - Fair Treatment/Discrimination/Sexual Harassment

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Sample of Section II-Demographics
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Sample of Section III-Single Question
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• Topics to Consider
• You are responsible for reviewing and analyzing
  the data prior to presenting it to the requesting
  commander.
• Do not brief the data as fact. The information
  reflects the opinions, feelings, and perceptions
  of only those who responded.
• Do not center only on overall averages as they
  can be misleading.
• When reviewing comments look for those comments
  that center on a particular issue.
• Present data in a balanced objective manner.

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Sample of Section III-Composite
Calculation R x Q Total
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Sample of Section III-Composite Comments
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Sample of Section IV-Executive Summary
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• V. Composite Comparison Feature
• Display
• Current UCA
• Previous UCA (If Available)
• Related Type UCA
• Service Total
• Areas
• -Job Environment
• -Motivation/Pride/Recognition
• -Peer Relationships
• -Unit Leadership
• -Perception of Freedom to Address Concerns
• -Fair Treatment/Discrimination/Sexual Harassment

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COMPOSITE COMPARISON The information provided
to you compares the overall response values from
the previous climate assessment (if available),
with the most current response values. Also
provided are the response values of assessments
conducted within the recent annual reporting
cycle on similar type units (if available), and
the service as a whole. Your current data has
not been included in the comparison data
provided. When comparing response values a rise
or decline in any one area does not necessarily
indicate a strength or weakness. The higher the
numerical response factor, the more positive
responses there were regarding the area.  
Current Previous Org Type Service A.
Job Environment 4.9 0.0 3.8
3.3 B. Positive Motivation 4.9 0.0
5.1 5.1 C. Peer Relationships 4.7
0.0 3.3 3.3 D. Unit Leadership
6.0 0.0 5.5 5.5 E. Freedom to
Complain 6.0 0.0 6.0 6.0 F.
Fair Treatment/Disc 4.5 0.0 4.5
4.4
High 7 6 5 4 3
2 1 Low Strongly Agree7 Agree6
Slightly Agree5 Neither Agree or Disagree4
Slightly Disagree3 Disagree2 Strongly
Disagree1
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Survey Analysis Report
INDEX   SECTION   I INTRODUCTION   II
DEMOGRAPHICS   III ANALYSIS/COMMENTS   IV
EXECUTIVE SUMMARY   V COMPOSITE COMPARISON
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Mark A. Dallaire

• Human Resources Technologies, Inc.
• Defense Equal Opportunity Management Institute
• Patrick AFB, FL 32925-3399
• [phone]/DSN 854-2538/FAX 4116
• 24 -7 [phone]
• mark.dallaire_at_patrick.af.mil
• 6416 Grovedale Drive, Suite 302B
• Alexandria, VA 22210
• [phone]