Abstract: Organizational climate predicts individual and organizational outcomes. One established measure of organizational climate is the organizational climate measure (OCM) developed by Patterson et al. (2005). However, Patterson and colleagues argue that climate measures have little descriptive power and that respondents often are confused when answering climate questionnaires as to which target they should answer according to. To ensure the questionnaire’s descriptive power and applicability in the educational sector, Hoff (2010) adjusted the existing OCM resulting in 7 additional sub-dimensions that aimed to capture the uniqueness of the organizational structure and objectives (research, teaching, and societal gains). One new dimension that was related to team and teamwork was also added. This article investigates the validity of the NOCM_UH. A sample of 470 employees at 20 different institutes and departments within the education sector completed the questionnaire. Results from confirmatory factor analysis indicated good levels of fit, supporting both the adjustments implemented by Hoff (2010) and the 22-latent factor structure model. However, values of interrater agreement did not yield acceptable results, indicating that the current sample results should not be aggregated to the organizational level. However, as the confirmatory factor analysis achieved acceptable fit, it was concluded that the NOCM_UH is applicable in the Norwegian educational sector.