R 121600Z MAR 24
MARADMIN 125/24
MSGID/GENADMIN/CMC WASHINGTON DC MRA MP//
SUBJ/GUIDANCE ON THE IMPLEMENTATION OF THE DEPARTMENT OF THE NAVY POLICY FOR THE DON EXIT SURVEY//
REF/A/DON EXIT SURVEY MEMORANDUM/02OCT23//
REF/B/MCO 5300.18//
REF/C/MCO 5210.11F//
REF/D/SECNAVINST 5211.5F//
NARR/REF A IS THE DEPARTMENT OF THE NAVY EXIT SURVEY MEMORANDUM. REF B IS THE MARINE CORPS SURVEY PROGRAM. REF C IS THE MARINE CORPS RECORDS MANAGEMENT PROGRAM. REF D IS THE DEPARTMENT OF THE NAVY PRIVACY PROGRAM.//
POC/Jim Hilton/CIV/MRA (MPC)/TEL: 703-784-9970/TEL: DSN 278-9070/EMAIL: JAMES.HILTON@USMC.MIL//
GENTEXT/RMKS/1. Purpose. This MARADMIN announces guidance on the implementation of the Department of the Navy (DON) Policy for the DON Exit Survey as directed in reference (a).
2. Background. The DON implemented the civilian Exit Survey on 1 October 2023, to gain insights and identify patterns or trends to determine how to reduce turnover and increase retention.
2.a. DON commands will administer the DON civilan Exit Survey to all Apprporiated Fund (APF) and Non-Appropriated Fund (NAF) civilians serving: (1) On a permanent appointment who voluntarily resign, transfer to another agency, or separate from their Unit Identification Code (UIC); or (2) On a term/temporary appointment (including seasonal, interns, and remployed annuitants) that are voluntarily departing from their UIC prior to their not-to-exceed (NTE) date.  Active duty military members, contractors, civilian empolyees terminated for cause, and civilian employees that depart at the time of their NTE date are excluded from this survey.
3. Situation. The Marine Corps is committed to recognizing that employees are the assets that drive organizational success.  The Marine Corps will not tolerate law or policy violations and will investigate issues that are brought to attention because of an employee’s response when it is legally required.  The Marine Corps must learn from their employees why they stay, why they leave, and how the organization needs to change.  The Exit Survey can catalyze leaders’ listening skills, reveal what does or does not work inside the organization, and highlight hidden challenges and opportunities.  It can promote engagement and enhance retention by signaling to employees that their views matter, and it can turn departing employees into ambassadors.
4. Execution
4.a. Commanding generals, commanders, commanding officers, and Headquarters United States Marine Corps staff agencies are responsible for establishing local guidance and resources as necessary for conducting a civilian Exit Survey that is in compliance with this message.
4.b. Provide the framework for a model workplace, free of harassment, discrimination, or reprisal.
4.c. Promote a climate of professionalism and civility where employees can openly respond without fear of reprisal.
4.d. Appoint an Exit Survey coordinator to receive Exit Survey results.
4.e. Employees shall be afforded the opportunity and resources to complete an Exit Survey in accordance with reference (a) and with the Marine Corps' Talent Management goals.
4.f. The Human Resource office will contact the employee in writing, inviting him/her to participate in the Exit Survey. To ensure anonymity, the survey will be conducted electronically.  Departing employees should be given the opportunity to complete the Exit Survey prior to their departure.
4.g. Reporting, Management, Investigation, and Resolution.  Commands are required to address concerns or opportunities that help improve civilian retention through the Exit Survey feedback.  Although the Exit Survey is focused on employee retention, certain responses may trigger additional reporting requirements. The survey results may potentially highlight allegations of regulatory, compliance, ethical, or legal issues warranting command attention.  Therefore, commanders shall treat any mention of harassment, discrimination, or fraud, waste and abuse in the survey results as they would any similar complaint made by a command current employee.  Failing to investigate the allegations could invite risk.
5. This MARADMIN does not supersede or replace established Department of Defense, DON, or Marine Corps guidance or requirements that are more restrictive or prescriptive in nature.
5.a. This message is applicable to all APF and NAF civilian employees, below the executive level, to the extent permitted by law and policy.
6. The Exit Survey administered under this MARADMIN must be consistent with merit system principles.  Identification and selection of employees for the Exit Survey must be done fairly and equitably without regard to political affiliation, race, color, religion, national origin, sex, marital status, sexual orientation, age, or disability.
7. Release authorized by Brigadier General David R. Everly, Director, Manpower Plans and Policy Division.//