DTIC ADA441225: Navy-wide Personnel Survey (NPS) 2003: Tabulated Results

4.5 MB·English

by  Defense Technical Information Center

Navy Personnel Research, Studies, and Technology Division
Bureau of Naval Personnel (NPRST/PERS-1)

Millington, TN 38055-1000 NPRST-TN-06-3 January 2006
Navy-wide Personnel Survey
(NPS) 2003:
Tabulated Results

Kimberly P. Whittam, Ph.D. · Jessica B. Janega, Ph.D.
Navy Personnel Research, Studies, and Technology
Approved for public release; distribution is unlimited.
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31 Jan 2006 Final 1/1/05 - 9/30/05
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Navy-wide Personnel Survey (NPS) 2003: Tabulated Results
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Kimberly P. Whittam, Jessica B. Janega
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Navy Personnel Research, Studies, and Technology (NPRST/PERS-1)
Bureau of Naval Personnel NPRST-TN-06-3
5720 Integrity Dr.
Millington, TN 38055-1000
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Chief of Naval Personnel N1
2 Navy Annex
Washington, DC 20370 (cid:0)(cid:0)(cid:2)(cid:3)(cid:17)(cid:6)(cid:7)(cid:16)(cid:17)(cid:7)(cid:4)!(cid:23)(cid:7)(cid:16)(cid:14)(cid:8)(cid:7)(cid:4)$(cid:17)(cid:3)(cid:4)(cid:5)(cid:6)(cid:7)(cid:4)(cid:8)(cid:3)
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A - Approved for public release; distribution is unlimited.
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The 2003 Navy-wide Personnel Survey (NPS) was administered to a random sample of 16,372 active duty officer and enlisted Sailors between
March and June 2003. The NPS focuses on work-related topics, such as job satisfaction, career intentions, organizational commitment, leadership,
career development, detailing, and advancement/promotion. Results were statistically weighted to allow for generalization of results to the entire
Navy population. Responses to the survey for officer and enlisted Sailors are presented in statistical tables, which are reported by paygrade, race,
and gender.
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Navy-wide Personnel Survey, NPS, job satisfaction, career development, leadership satisfaction, work-life, detailing,
organizational commitment, work life
(cid:0)(cid:24)(cid:2)(cid:3)(cid:17)(cid:5)(cid:22)(cid:18)(cid:4)(cid:14)(cid:8)(cid:12)(cid:3)(cid:22)(cid:15)(cid:10)(cid:17)(cid:17)(cid:14)(cid:29)(cid:14)(cid:22)(cid:10)(cid:8)(cid:14)(cid:7)(cid:16)(cid:3)(cid:7)(cid:29)4 (cid:0)(cid:28)(cid:2)(cid:3)(cid:15)(cid:14)(cid:23)(cid:14)(cid:8)(cid:10)(cid:8)(cid:14)(cid:7)(cid:16)(cid:3)(cid:7)(cid:29) (cid:0)"(cid:2)(cid:3)(cid:16)(cid:18)(cid:23)(cid:19)(cid:5)(cid:4) (cid:0) (cid:21)(cid:2)(cid:3)(cid:16)(cid:10)(cid:23)(cid:5)(cid:3)(cid:7)(cid:29)(cid:3)(cid:4)(cid:5)(cid:17)(cid:6)(cid:7)(cid:16)(cid:17)(cid:14)(cid:19)(cid:15)(cid:5)(cid:3)(cid:6)(cid:5)(cid:4)(cid:17)(cid:7)(cid:16)(cid:3)
(cid:3)(cid:3)(cid:21)(cid:2)(cid:3)(cid:3)(cid:4)(cid:5)(cid:6)(cid:7)(cid:4)(cid:8) ((cid:2)(cid:3)(cid:10)(cid:19)(cid:17)(cid:8)(cid:4)(cid:10)(cid:22)(cid:8) )(cid:2)(cid:3)(cid:8)(cid:25)(cid:14)(cid:17)(cid:3)(cid:6)(cid:10)(cid:30)(cid:5) (cid:3)(cid:3)(cid:3)(cid:3)(cid:3)(cid:3)(cid:10)(cid:19)(cid:17)(cid:8)(cid:4)(cid:10)(cid:22)(cid:8) (cid:3)(cid:3)(cid:3)(cid:3)(cid:3)(cid:3)(cid:7)(cid:29)(cid:3) Genni Arledge
(cid:3)(cid:3)(cid:3)(cid:3)(cid:3)(cid:3)(cid:6)(cid:10)(cid:30)(cid:5)(cid:17)
UNCLASS (cid:0) ((cid:2)(cid:3)(cid:8)(cid:5)(cid:15)(cid:5)(cid:6)(cid:25)(cid:7)(cid:16)(cid:5)(cid:3)(cid:16)(cid:18)(cid:23)(cid:19)(cid:5)(cid:4)(cid:3)(cid:0)(cid:2)(cid:3)(cid:4)(cid:5)(cid:6)(cid:7)(cid:8)(cid:9)(cid:10)(cid:11)(cid:8)(cid:10)(cid:9)(cid:4)(cid:12)(cid:7)(cid:8)(cid:13)
UNCLASS UNCLASS UNCLASS 766
901-874-2115 (882)
(cid:17)*(cid:21)+,(cid:21)-,(cid:3)(cid:29).-/(cid:3)(cid:11) "(cid:3)(cid:0)(cid:2)(cid:3)(cid:4)(cid:5)(cid:6)(cid:7)(cid:8)(cid:9)(cid:7)(cid:10)
(cid:0)(cid:2)(cid:3)(cid:4)(cid:5)(cid:2)(cid:6)(cid:7)(cid:3)(cid:8)(cid:9)(cid:7)(cid:10)(cid:9)(cid:11)(cid:12)(cid:13)(cid:14)(cid:9)(cid:13)(cid:15)(cid:8)(cid:16)(cid:9)(cid:17)(cid:18)(cid:19)(cid:16)(cid:20)(cid:21)
NPRST-TN-06-3
January 2006
Navy-wide Personnel Survey (NPS) 2003:
Tabulated Results

Kimberly P, Whittam, Ph.D.
Jessica B. Janega, Ph.D.

Reviewed by
Paul Rosenfeld, Ph.D.
Acting Director, Institute for Organizational Assessment
Approved and released by
David L. Alderton, Ph.D.
Director
Approved for public release; distribution is unlimited.

Navy Personnel Research, Studies, and Technology
Bureau of Naval Personnel
5720 Integrity Drive
Millington, TN 38055-1400
www.nprst.navy.mil
Foreword
Administered on an annual or biennial basis since 1990, the Navy-wide Personnel
Survey (NPS), is a major product of the Navy Personnel Survey System (NPSS) at the
Navy Personnel Research, Studies, and Technology (NPRST) Division of the Bureau of
Naval Personnel. The NPS focuses on such topics as Sailor demographics,
training/education needs, leadership satisfaction, financial status, detailing,
assignment, PERSTEMPO (i.e., work-related time away from home), job characteristics,
job satisfaction, organizational commitment, morale, career development, career
intentions, gender integration, availability of resources, and overall satisfaction with
Navy life. This information is of value to senior leadership and program managers in
evaluation of Navy quality of service, and in the assessment of current Navy personnel
policies and programs.
The 20031 NPS was conducted under the sponsorship of the Chief of Naval
Personnel (N-1) within the NPSS funding line. Data collection concluded in May 2003,
and the results of the survey were briefed to the Commander, Navy Personnel Command
and staff in March 2004 and sent to the Chief of Naval Personnel and his staff in June
2004.
This report contains statistical tables of survey responses from officers and enlisted
Sailors by paygrade, race, and gender. Further documentation of the 2003 NPS findings
can be found in additional reports, which provides detailed summaries of the survey
content, administration, and results (Whittam, Janega, & Olmsted, 2005; Janega, Uriell,
Whittam, 2005). Any questions regarding this report should be directed to the NPS
Project Director, Dr. Kimberly Whittam, [email protected], [phone]
or DSN 882-2321.

DAVID L. ALDERTON, Ph.D.
Director

1 The Navy-wide Personnel Survey was administered between December 2002 and May 2003. Since data
collection was complete in 2003 and analyses were conducted in 2003, the survey is referred to as the
2003 Navy-wide Personnel Survey.
v
Summary
The 2003 Navy-wide Personnel Survey (NPS) was conducted between December
2002 and May 2003. The NPS was administered to a random sample of 13,960 active-
duty officers and enlisted Sailors on paper forms (66%) and via the Internet (33%).
Overall, the adjusted response rate of the survey was 28 percent. The NPS is an omnibus
survey that focuses on such topic areas as Sailor demographics, training/education
needs, leadership satisfaction, financial status, detailing, assignment, PERSTEMPO (i.e.,
time away from home), job characteristics, job satisfaction, career development, career
intentions, availability of resources, morale, gender integration, and overall satisfaction
with Navy life. Results were statistically weighted to allow for generalization of the
survey results to the entire Navy population.

vii
Contents
Introduction.................................................................................................... 1
Background and Purpose.................................................................................................1
Methods........................................................................................................... 2
Approach to Sampling and Weighting...........................................................................2
How to Read Statistical Tables.......................................................................................3
Organization of Report...................................................................................................4
Appendix A: Survey and Notification Materials............................................A-0
Appendix B: Sampling and Weighting..........................................................B-0
Appendix C: All Officer Tables ......................................................................C-0
Appendix D: All Enlisted Tables....................................................................D-0

ix
Introduction
Current Navy-wide personnel survey efforts such as the Navy-wide Personnel Survey
(NPS) and the Navy Quality of Life Survey (NQOL) focus on assessing issues related to
Quality of Service (Quality of Work and Quality of Life) to provide a systematic method
of collecting data on the attitudes and opinions of Sailors throughout the Fleet. These
surveys augment other sources of corporate data maintained by the Navy (i.e., Enlisted
and Officer Master Files) enabling Navy leadership to set priorities and target policy
initiatives to the needs and concerns of Sailors based on an accurate data-based portrait
of the Fleet. Together, these sources provide information that can assist senior Navy
leadership in recruiting, training, developing, and retaining the highest-quality Sailors
as part the Sea Warrior transformation.
Background and Purpose
In 1989, Navy senior leadership created the Navy Personnel Survey System (NPSS)
as a way of collecting accurate information regarding the attitudes, opinions, and needs
of Sailors. The NPSS was developed with three primary objectives: (1) to conduct an
annual omnibus (i.e., general issues) Navy-wide personnel survey, (2) to coordinate all
personnel surveys administered to a Navy-wide population, and (3) to conduct research
focused on improving the quality and efficiency of Navy personnel surveys.
The first of these objectives was realized through the development and
administration of the Navy-wide Personnel Survey (NPS), The NPS began in 1990 as the
first survey product of the NPSS. The purpose of the NPS was to measure the attitudes
and opinions of Sailors regarding a variety of issues important to Navy leadership. The
NPS is administered to a representative cross-section of the Navy and creates a data-
based “portrait” of Sailors through the collection and analysis of scientifically-gathered
survey data and demographic information. The NPS also provides a vehicle for Navy
leadership to assess major policies, programs, and current issues affecting Sailors’
satisfaction with the Navy. In 2000, the NPS was further refined to focus specifically on
the most relevant personnel issues to Navy leadership including topics such as job
satisfaction, leadership, morale, career development and intentions, performance
evaluation, organizational commitment, and detailing (i.e., distribution of Navy
personnel).
The 2003 NPS continues the work of the 2000 NPS and prior surveys in assessing
core issues affecting the Navy’s active-duty force. The 2003 NPS addresses several
major areas of Sailor life, including general demographics, satisfaction with leadership,
Sailor financial status, detailing, TEMPO (i.e., time spent away from home), job
characteristics, job satisfaction, career development and intentions, morale,
organizational commitment, gender integration, and overall satisfaction with Navy life.
1
Methods
Approach to Sampling and Weighting
The 2003 Navy-wide Personnel Survey (NPS) was distributed to a stratified random
sample of 13,960 active-duty officers and enlisted Sailors in the beginning of December
2002 (for a copy of the survey and other contact materials, see Appendix A). Completed
questionnaires were accepted through May 5, 2003.
The sample for the survey was drawn during October 2002 from a sampling frame
(n = 341,046). The sampling frame represented a total of 90 percent of the available
active-duty personnel in the Navy during the last quarter of the calendar year 2002. This
sample represents individuals in the Navy, in stable locations who were accessible for
data collection. The sampling represented approximately 3 percent of the total enlisted
population and 6 percent of the total officer population (see Table B-1). Reminder letters
were mailed to the entire sample in January 2003, approximately six weeks after the
surveys were distributed. A total of 3,471 useable surveys were returned, resulting in an
adjusted return rate of 28 percent (see Appendix B). Of the surveys returned, 66 percent
were completed on paper and 33 percent were completed over the Internet.
Sailors with a paygrade of E-1 were excluded from the sample due to the fact that this
designation is typically only used when Sailors are in their basic training at the Naval
Recruit Training Center Great Lakes. Their lack of experience regarding Navy personnel
issues and the difficulty in reaching adequate numbers of these most junior Sailors were
the reasons for this exclusion. This exclusion of E-1s is typical of other large-scale Navy-
wide personnel surveys.
Sailors were sampled randomly in proportion to the size of their group within the
population for each level of paygrade (E-2 to E-3, E-4 to E-6, E-7 to E-9, W-2 to W-4, O-
1 to O-3, and O-4 to O-7), gender (male, female), and minority status (White, Black,
Other; see Table B-2). The sample was drawn taking into account previous response
rates, desired margin of error, and shared characteristics across the sample subgroups
to arrive at an optimized sample using the Sample Planning Tool (Kavee & Mason,
2001).
To ensure that the survey results accurately reflect the opinions of Sailors
throughout the Navy, the data were weighted to be reflective of the larger Navy
population. Weighting is commonly used in professional survey research and practice as
a means of increasing the accuracy of estimates of target population attitudes and
opinions by adjusting the overall proportions to match known population
characteristics. Some categories with smaller populations are overrepresented in the
sample, while others are underrepresented. Weighting adjusts for these fluctuations in
the sample so that the weighted sample accurately estimates the views of the entire Navy
population as well as key demographic subgroups. (e.g, officer-enlisted; male-female)
Additional consideration in weighting the responses was given to the differential
response rate by paygrades (i.e., juniors typically have lower response rates than more
senior Sailors do).
2
The characteristics used in weighting included paygrade, minority status, and
gender. This combination of variables created a total of 36 weight classes (see Table B-
2). Weights were calculated using the product of a base weight formula and a non-
response weight formula. The base weight formula consists of dividing the total number
of units within the strata of the population frame by the number of units sampled from
the same strata. The non-response weight formula consists of the number of units
sampled from the strata in the population frame divided by the number of valid
returned surveys within the same strata. For example, if 29,257 individuals exist in the
sampling frame for the strata consisting of E-2 to E-3, male, white Sailors, and 1,875
individuals are sampled from that strata, the base weight is 29,257/1,875 = 15.604. If
only 91 valid surveys are returned for that strata, the non-response weight is 1,875/91 =
20.604. The product of the base weight and non-response weight provides the combined
weight for use in weighting the sample: 15.604 * 20.604 = 321.505. As a check, the
combined weight (321.505) multiplied by the number of returned valid surveys (91),
should provide the correct total sample frame number (29,257). The combined weights
were entered into the survey data file and applied to all analyses using the WEIGHT
function in SPSS version 10.
How to Read Statistical Tables
The information contained in each statistical table is described in Figure 1. The key
provided below provides further clarification:
1. Title of table (survey question by demographic group)
2. Survey question
3. Category of question response options
4. Demographic group by which responses are reported
5. Cell frequency
6. Percentage of column respondents selecting question option
7. Column total
8. Total number of respondents selecting that question option
9. Percentage of total respondents selecting that question option
10. Total number of responses for survey question
3
1

4

Q66A I HAVE ADEQUATE ACCESS TO COLLEGE/GRADUATE EDUCATION AT MY COMMAND * PAYGRADE
Crosstabulation
PAYGRADE
Total
W-2 TO W-4 O-1 TO O-3 O-4 TO O-7
Count 291 6418 2067 8776 8
DISAGREE
% within PAYGRADE 18.0% 25.1% 9.8% 18.1% 9
Q66A I HAVE ADEQUATE
2 ACCESS TO Count 207 5424 4481 10112
NEITHER
COLLEGE/GRADUATE % within PAYGRADE 12.8% 21.2% 21.2% 20.9%
EDUCATION AT MY COMMAND
Count 1120 13773 14598 29491
AGREE
% within PAYGRADE 69.2% 53.8% 69.0% 61.0%
3
Count 1618 25615 21146 48379 10
Total
% within PAYGRADE 100.0% 100.0% 100.0% 100.0%

5 6 7

Note: The weighting procedure followed, of rounding to whole numbers, may sometimes produce
a zero frequency combined with a non-zero percentage for a cell. For all practical purposes, such
results may be ignored.

Figure 1. Statistical table for Question 66A “I have adequate access to
college/graduate education at my command” according to officer paygrade.
Organization of Report
The sequence of statistical tables in this report corresponds to the sequence of
questions in the 2003 NPS. Results for officers and enlisted Sailors are presented in the
CD that accompanies this report. Questions were broken out by paygrade, race, gender,
and in some instances, billet (i.e., Navy job).
Appendix A contains copies of the 2003 NPS survey cover letter and the survey
instrument, as well as the pre-notification and reminder postcards. The sequence of
each of these documents is provided above in the section titled “Approach.”
Appendix B contains a description of the sampling and weighting procedures used in
the survey. A discussion of the sampling and weighting methods as well as look-up
tables are provided for the reader explaining the procedures in more detail.
Appendix C contains the Officer tables and Appendix D contains the Enlisted Tables.
4