Transparency data
Civil Service People Survey 2015: results by demographic groups
Updated 8 November 2016
| This table shows the overall results to the Civil Service People Survey 2015 by demographic groups - covering job and personal characteristics. These results are different to the benchmark publication in that they are affected by the relative number of responses from different participating organisations (i.e. responses from DWP, HMRC, MOD and NOMS account for 50% of these results). The Civil Service benchmark is the median score of all participating organisations and therefore is not influenced by the relative number of respondents. |
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| Civil Service People Survey 2015: results by demographic group1 |
| Employee engagement index 2 |
| My work |
| Organisational objectives and purpose |
| My manager |
| My team |
| Learning and development |
| Inclusion and fair treatment |
| Resources and workload |
| Pay and benefits |
| Leadership and managing change |
| My work |
| B01. I am interested in my work |
| B02. I am sufficiently challenged by my work |
| B03. My work gives me a sense of personal accomplishment |
| B04. I feel involved in the decisions that affect my work |
| B05. I have a choice in deciding how I do my work |
| Organisational objectives and purpose |
| B06. I have a clear understanding of [my organisation's] purpose 3 |
| B07. I have a clear understanding of [my organisation's] objectives |
| B08. I understand how my work contributes to [my organisation's] objectives |
| My manager |
| B09. My manager motivates me to be more effective in my job |
| B10. My manager is considerate of my life outside work |
| B11. My manager is open to my ideas |
| B12. My manager helps me to understand how I contribute to [my organisation's] objectives |
| B13. Overall, I have confidence in the decisions made by my manager |
| B14. My manager recognises when I have done my job well |
| B15. I receive regular feedback on my performance |
| B16. The feedback I receive helps me to improve my performance |
| B17. I think that my performance is evaluated fairly |
| B18. Poor performance is dealt with effectively in my team |
| My team |
| B19. The people in my team can be relied upon to help when things get difficult in my job |
| B20. The people in my team work together to find ways to improve the service we provide |
| B21. The people in my team are encouraged to come up with new and better ways of doing things |
| Learning and development |
| B22. I am able to access the right learning and development opportunities when I need to |
| B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance |
| B24. There are opportunities for me to develop my career in [my organisation] |
| B25. Learning and development activities I have completed while working for [my organisation] are helping me to develop my career |
| Inclusion and fair treatment |
| B26. I am treated fairly at work |
| B27. I am treated with respect by the people I work with |
| B28. I feel valued for the work I do |
| B29. I think that [my organisation] respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) |
| Resources and workload |
| B30. In my job, I am clear what is expected of me |
| B31. I get the information I need to do my job well |
| B32. I have clear work objectives |
| B33. I have the skills I need to do my job effectively |
| B34. I have the tools I need to do my job effectively |
| B35. I have an acceptable workload |
| B36. I achieve a good balance between my work life and my private life |
| Pay and benefits |
| B37. I feel that my pay adequately reflects my performance |
| B38. I am satisfied with the total benefits package |
| B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable |
| Leadership and managing change |
| B40. I feel that [my organisation] as a whole is managed well |
| B41. [Senior managers] in [my organisation] are sufficiently visible |
| B42. I believe the actions of [senior managers] are consistent with [my organisation's] values |
| B43. I believe that [the board has] a clear vision for the future of [my organisation] |
| B44. Overall, I have confidence in the decisions made by [my organisation's senior managers] |
| B45. I feel that change is managed well in [my organisation] |
| B46. When changes are made in [my organisation] they are usually for the better |
| B47. [My organisation] keeps me informed about matters that affect me |
| B48. I have the opportunity to contribute my views before decisions are made that affect me |
| B49. I think it is safe to challenge the way things are done in [my organisation] |
| Employee engagement |
| B50. I am proud when I tell others I am part of [my organisation] |
| B51. I would recommend [my organisation] as a great place to work |
| B52. I feel a strong personal attachment to [my organisation] |
| B53. [My organisation] inspires me to do the best in my job |
| B54. [My organisation] motivates me to help it achieve its objectives |
| Taking action |
| B55. I believe that [senior managers] in [my organisation] will take action on the results from this survey |
| B56. I believe that managers where I work will take action on the results from this survey |
| B57. Where I work, I think effective action has been taken on the results of the last survey |
| Organisational culture |
| B58. I am trusted to carry out my job effectively |
| B59. I believe I would be supported if I try a new idea, even if it may not work |
| B60. My performance is evaluated based on whether I get things done, rather than solely follow process |
| B61. When I talk about [my organisation] I say "we" rather than "they鈥� |
| B62. I have some really good friendships at work |
| Leadership statement 4 |
| B63 My manager inspires my team to do our best |
| B64 [Senior managers] inspire people across [my organisation] to do their best |
| B65 My manager leads our team with confidence |
| B66 [Senior managers] lead [my organisation] with confidence |
| B67 My manager empowers me to do my job effectively |
| B68 [My organisation's senior managers] empower teams to deliver |
| B69 [Senior managers] in [my organisation] actively role model the behaviours set out in the Civil Service Leadership Statement |
| B70 My manager actively role models the behaviours set out in the Civil Service Leadership Statement |
| Future intentions |
| C01. Which of the following statements most reflects your current thoughts about working for [your organisation]? |
| I want to leave [my organisation] as soon as possible |
| I want to leave [my organisation] within the next 12 months |
| I want to stay working for [my organisation] for at least the next year |
| I want to stay working for [my organisation] for at least the next three years |
| Civil Service Code |
| D01. Are you aware of the Civil Service Code? |
| D02. Are you aware of how to raise a concern under the Civil Service Code? |
| D03. Are you confident that if you raise a concern under the Civil Service Code in [your organisation] it would be investigated properly? |
| Wellbeing 5 |
| W01. Overall, how satisfied are you with your life nowadays? (% 7-10) (0=not at all satisfied, 10=completely satisfied) |
| W02. Overall, to what extent do you think the things you do in your life are worthwhile? (% 7-10) (0=not at all worthwhile, 10=completely worthwhile) |
| W03. Overall, how happy did you feel yesterday? (% 7-10) (0=not at all happy, 10=completely happy) |
| W04. Overall, how anxious did you feel yesterday? (% 0-3) (0=not at all anxious, 10=completely anxious) |
| Discrimination, bullying and harassment |
| E01. During the past 12 months have you personally experienced discrimination at work? |
| E03. During the past 12 months have you personally experienced bullying or harassment at work? |
| Notes |
| 1.Except for the engagement index (see note 2) the result for each of the headline themes is calculated as the percentage of 鈥渟trongly agree鈥� or 鈥渁gree鈥� responses to all questions in that theme. The scores for questions B01-B70 are based on the proportion responding 鈥渟trongly agree鈥� or 鈥渁gree鈥�. For questions D01-D03, E01 and E03 the score is based on the proportion responding 鈥測es鈥�. |
| 2.The employee engagement index is calculated as a weighted average of the responses to the five employee engagement questions (B50-B54) and ranges from 0% to 100%. A score of 0% represents all respondents giving a rating of 鈥渟trongly disagree鈥� to all five questions. A score of 100% represents all respondents giving a rating of 鈥渟trongly agree鈥� to all five questions. |
| 3.Phrases in square brackets (e.g. [my organisation]) are used in the core questionnaire to indicate where participating organisations use the relevant local terms (e.g. 'the Cabinet Office' in place of [my/your organisation] or 'Senior Civil Servants' in place of [senior managers]). |
| 4.Questions on the Leadership Statement were added to the Civil Service People Survey in 2015. |
| 5.Following a pilot in 2011, the 2012 Civil Service People Survey questionnaire also included the four subjective wellbeing questions asked by the ONS in the Annual Population Survey as part of their Measuring National Wellbeing programme. |