| D-2024-4074-D0DIEM-0001-0001.a |
No |
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Rec. 1.a: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the Office of the Deputy Chief of Staff, G-9, develop and implement a plan, including but not limited to updating guidance, to ensure compliance with the requirement that Brigade commanders perform historical comparisons of Defense Organizational Climate Survey results and command climate assessment action plans, to identify year-to-year trends with harassment risk factors.
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| D-2024-4074-D0DIEM-0001-0001.b |
No |
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Rec. 1.b: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the Office of the Deputy Chief of Staff, G-9, develop and implement a plan, including but not limited to updating guidance, to ensure compliance with the requirement that Brigade commanders include Defense Organizational Climate Survey response results from company and battalion Soldiers in their command climate assessments and command climate assessment action plans.
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| D-2024-4074-D0DIEM-0001-0001.c |
No |
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Rec. 1.c: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the Office of the Deputy Chief of Staff, G-9, develop and implement a plan, including but not limited to updating guidance, to ensure compliance with the requirement that Military Equal Opportunity officials maintain all command climate assessments and command climate assessment action plans for 5 years, and as a best practice, require those documents be maintained in accordance with Federal and DoD records management requirements, in a location accessible to brigade command teams.
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| D-2024-4074-D0DIEM-0001-0002 |
No |
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Rec. 2: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the Office of the Deputy Chief of Staff, G-9, develop and implement a plan to ensure that command climate assessment action plans include initiatives tied to specific objectives, goals, and milestones for completion; and list the individuals responsible for implementing those initiatives; and outline a follow up plan to determine whether those initiatives are addressing Soldier reported issues.
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| D-2024-4074-D0DIEM-0001-0003 |
No |
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Rec. 3: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the DoD Office of People Analytics, take actions sufficient to ensure that bullying and hazing questions are included on all Defense Organizational Climate Surveys.
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| D-2024-4074-D0DIEM-0002-0004.a |
No |
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Rec. 4.a: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the Office of the Deputy Chief of Staff, G-9, analyze the differences in sexual harassment complaints and Defense Organizational Climate Survey results to determine whether any barriers to Soldiers reporting sexual harassment complaints exist or confusion is present among Soldiers with reporting harassment complaints. If barriers exist, then the Assistant Secretary, in coordination with the Army G-9, should develop and implement a plan to address the causes of those barriers.
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| D-2024-4074-D0DIEM-0002-0004.b |
No |
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Rec. 4.b: The DoD OIG recommended that the Assistant Secretary of the Army (Manpower and Reserve Affairs), in coordination with the Office of the Deputy Chief of Staff, G-9, analyze the differences in sexual harassment complaints and Defense Organizational Climate Survey results to compare the results of their analysis to the Director of the Army Sexual Harassment/Assault Response Program's barrier assessment recommended by the Government Accountability Office to determine if systemic issues with the sexual harassment complaint process are present. If systemic issues exist, then the Assistant Secretary, in coordination with the Army G-9, should develop and implement a plan to address the systemic issues.
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