Reporting Culture: We report our concerns. In a Reporting Culture, everyone is encouraged to report safety concerns. An atmosphere of trust and environment of psychological safety exist between leadership and employees, with employees knowing that important information will be heard and acted upon appropriately. No one should ever be afraid to speak up; it could save a life.
Just Culture: We treat each other fairly. A Culture that is Just balances the need for action when warranted, with rewards when earned. People clearly understand acceptable and unacceptable behaviors. There’s a sense of fairness in how business is conducted for everyone. In a Just Culture, those in authority do not “shoot the messenger” for bringing up safety concerns.
Flexible Culture: We change to meet new demands. A Flexible Culture is one that builds in resilience from the beginning. It enables an organization to adapt to unforeseen developments and make changes based on incoming trend information. It also allows an organization to push past obstacles when something new or different happens. A lack of flexibility has the potential to introduce degraded communications and processes with respect to safety. In a Flexible Culture, operations aren’t disrupted by additional demands, but continues to operate in a steady state to successfully complete the mission.
Learning Culture: We learn from our successes and mistakes. In a Learning Culture, workers collect, assess and share information, both formally and informally, and participate in learning programs such as JPL’s continuing education programs. Failing to incorporate lessons learned from the past potentially degrades safety. It is important for workers to learn from their experiences and apply that knowledge to their jobs.
Engaged Culture: Everyone does their part. An Engaged Culture ties together the other four cultures. Regardless of status or occupation, all JPL workers actively participate in safely accomplishing the agency’s mission. The key is having engaged leaders and workers who demonstrate they value safety and get involved.
The following five addendum items relate to leadership's performance within your organization. For each question, please comment explaining what level of leadership you are rating (e.g., department, division, directorate, etc.).
We would like to take this opportunity to gather information from people who support specific projects/programs.
If you do support a project or program, please select "Project/Program" below then select the first letter of the project/program about which you would most like to provide feedback. A corresponding list of choices will be provided.
If you support multiple projects/programs within a division, please select the Division option then indicate which division you support.
If you support multiple divisions within a Mission Directorate, please select the Mission Directorate option then indicate which Mission Directorate you support.
If your project/program was not listed, please include the project/program name in the comment section of your responses.
Please answer the questions in relation to the last 2 Years.
Answer the following three survey items thinking about the program you've selected.
Answer the following three survey items thinking about the division/program you've selected.
Answer the following three survey items thinking about the Mission Directorate you've selected.
Aviation Safety Module
Safety Climate and Culture (SCC)