BEIS: Civil Service people survey 2019
Published 26 March 2020
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Survey report of employee engagement at the Department for Business, Energy and Industrial Strategy (BEIS) for 2019.
Returns: 4,116
Response rate: 92%
Key
‘*’ indicates statistically significant difference from comparison
‘^’ indicates a variation in question wording from the previous survey
Summary
Engagement index
62% positive
Difference from previous survey: 0
Difference from CS2019: -1*
Difference from CS High Performers: -5*
My work
78% positive
Difference from previous survey: -2*
Difference from CS2019: 0
Difference from CS High Performers: -2*
Organisational objectives and purpose
80% positive
Difference from previous survey: 0
Difference from CS2019: -3*
Difference from CS High Performers: -7*
My manager
73% positive
Difference from previous survey: 0
Difference from CS2019: +2*
Difference from CS High Performers: -1*
My team
85% positive
Difference from previous survey: +1*
Difference from CS2019: +3*
Difference from CS High Performers: 0
Learning and development
64% positive
Difference from previous survey: 0
Difference from CS2019: +9*
Difference from CS High Performers: +4*
Inclusion and fair treatment
83% positive
Difference from previous survey: 0
Difference from CS2019: +5*
Difference from CS High Performers: +2*
Resources and workload
75% positive
Difference from previous survey: +2*
Difference from CS2019: +1*
Difference from CS High Performers: -2*
Pay and benefits
39% positive
Difference from previous survey: +2*
Difference from CS2019: +5*
Difference from CS High Performers: -3*
Leadership and managing change
57% positive
Difference from previous survey: 0
Difference from CS2019: +8*
Difference from CS High Performers: -1*
Headline scores
Taking action
B52. I believe that Senior Civil Servants (SCS) in BEIS will take action on the results from this survey
62% positive
B53. Where I work, I think effective action has been taken on the results of the last survey
48% positive
Discrimination, bullying and harassment
E01. Have you been discriminated against at work, in the past 12 months?
11% responding yes
E03. Have you been bullied or harassed at work, in the past 12 months?
10% responding yes
Wellbeing
W01. Overall, how satisfied are you with your life nowadays?
68% positive
W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?
72% positive
W03. Overall, how happy did you feel yesterday?
63% positive
W04. Overall, how anxious did you feel yesterday?
33% negative
Proxy Stress Index and PERMA Index
Proxy Stress Index
26%
PERMA Index
74%
Your plans for the future
| Option | % |
|---|---|
| I want to leave BEIS as soon as possible | 7% |
| I want to leave BEIS within the next 12 months | 23% |
| I want to stay working for BEIS for at least the next year | 50% |
| I want to stay working for BEIS for at least the next 3 years | 21% |
Highest positive scoring questions
| Question | % Positive |
|---|---|
| B09. My manager is considerate of my life outside work | 90% |
| B54. I am trusted to carry out my job effectively | 90% |
| B01. I am interested in my work | 89% |
| B26. I am treated with respect by the people I work with | 89% |
| B31. I have the skills I need to do my job effectively | 89% |
Highest neutral scoring questions
| Question | % Neutral |
|---|---|
| B43. When changes are made in BEIS they are usually for the better | 45% |
| B17. Poor performance is dealt with effectively in my team | 44% |
| B53. Where I work, I think effective action has been taken on the results of the last survey | 38% |
| B50. BEIS inspires me to do the best in my job | 35% |
| B51. BEIS motivates me to help it achieve its objectives | 35% |
Highest negative scoring questions
| Question | % Negative |
|---|---|
| B37. Compared to people doing a similar job in other organisations I feel my pay is reasonable | 43% |
| B35. I feel that my pay adequately reflects my performance | 39% |
| B36. I am satisfied with the total benefits package | 35% |
| B49. I feel a strong personal attachment to BEIS | 27% |
| B45. I have the opportunity to contribute my views before decisions are made that affect me | 24% |
(Please note that only questions B01-B60 are included in the above rankings).
All questions by theme
My work
78% positive
Difference from previous survey: -2*
B01. I am interested in my work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B01. I am interested in my work | 41 | 48 | 6 | 3 | 1 | 89% positive |
Difference from previous survey: -1*
Difference from CS2019: -1*
Difference from CS High Performers: -3*
B02. I am sufficiently challenged by my work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B02. I am sufficiently challenged by my work | 33 | 45 | 10 | 9 | 3 | 78% positive |
Difference from previous survey: -4*
Difference from CS2019: -2*
Difference from CS High Performers: -5*
B03. My work gives me a sense of personal accomplishment
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B03. My work gives me a sense of personal accomplishment | 26 | 48 | 14 | 8 | 3 | 75% positive |
Difference from previous survey: -3*
Difference from CS2019: -3*
Difference from CS High Performers: -5*
B04. I feel involved in the decisions that affect my work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B04. I feel involved in the decisions that affect my work | 20 | 44 | 17 | 14 | 5 | 63% positive |
Difference from previous survey: -2*
Difference from CS2019: +4*
Difference from CS High Performers: -1*
B05. I have a choice in deciding how I do my work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B05. I have a choice in deciding how I do my work | 34 | 48 | 10 | 5 | 2 | 82% positive |
Difference from previous survey: -1*
Difference from CS2019: +4*
Difference from CS High Performers: 0
Organisational objectives and purpose
80% positive
Difference from previous survey: 0
B06. I have a clear understanding of BEIS’s objectives
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B06. I have a clear understanding of BEIS’s objectives | 22 | 57 | 13 | 7 | 1 | 79% positive |
Difference from previous survey: 0
Difference from CS2019: -3*
Difference from CS High Performers: -7*
B07. I understand how my work contributes to BEIS’s objectives
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B07. I understand how my work contributes to BEIS’s objectives | 27 | 53 | 12 | 6 | 1 | 81% positive |
Difference from previous survey: -1*
Difference from CS2019: -3*
Difference from CS High Performers: -7*
My manager
73% positive
Difference from previous survey: 0
B08. My manager motivates me to be more effective in my job
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B08. My manager motivates me to be more effective in my job | 31 | 45 | 13 | 8 | 3 | 76% positive |
Difference from previous survey: 0
Difference from CS2019: +4*
Difference from CS High Performers: 0
B09. My manager is considerate of my life outside work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B09. My manager is considerate of my life outside work | 54 | 36 | 6 | 2 | 2 | 90% positive |
Difference from previous survey: +1*
Difference from CS2019: +3*
Difference from CS High Performers: +1*
B10. My manager is open to my ideas
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B10. My manager is open to my ideas | 47 | 40 | 8 | 4 | 2 | 87% positive |
Difference from previous survey: 0*
Difference from CS2019: +4*
Difference from CS High Performers: +1*
B11. My manager helps me to understand how I contribute to BEIS’s objectives
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B11. My manager helps me to understand how I contribute to BEIS’s objectives | 23 | 41 | 24 | 9 | 3 | 64% positive |
Difference from previous survey: -1*
Difference from CS2019: -3*
Difference from CS High Performers: -7*
B12. Overall, I have confidence in the decisions made by my manager
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B12. Overall, I have confidence in the decisions made by my manager | 38 | 43 | 11 | 5 | 3 | 80% positive |
Difference from previous survey: 0
Difference from CS2019: +4*
Difference from CS High Performers: 0
B13. My manager recognises when I have done my job well
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B13. My manager recognises when I have done my job well | 42 | 43 | 9 | 4 | 2 | 84% positive |
Difference from previous survey: +1*
Difference from CS2019: +4*
Difference from CS High Performers: +1*
B14. I receive regular feedback on my performance
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B14. I receive regular feedback on my performance | 26 | 44 | 16 | 11 | 4 | 69% positive |
Difference from previous survey: 0
Difference from CS2019: +1*
Difference from CS High Performers: -3*
B15. The feedback I receive helps me to improve my performance
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B15. The feedback I receive helps me to improve my performance | 24 | 42 | 22 | 9 | 3 | 66% positive |
Difference from previous survey: -1*
Difference from CS2019: +2*
Difference from CS High Performers: -2*
B16. I think that my performance is evaluated fairly
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B16. I think that my performance is evaluated fairly | 26 | 46 | 20 | 6 | 3 | 71% positive |
Difference from previous survey: +2*
Difference from CS2019: +3*
Difference from CS High Performers: 0
B17. Poor performance is dealt with effectively in my team
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B17. Poor performance is dealt with effectively in my team | 10 | 28 | 44 | 12 | 6 | 38% positive |
Difference from previous survey: 0
Difference from CS2019: -2*
Difference from CS High Performers: -5*
My team
85% positive
Difference from previous survey: +1*
B18. The people in my team can be relied upon to help when things get difficult in my job
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B18. The people in my team can be relied upon to help when things get difficult in my job | 44 | 44 | 7 | 3 | 1 | 88% positive |
Difference from previous survey: +1*
Difference from CS2019: +2*
Difference from CS High Performers: 0*
B19. The people in my team work together to find ways to improve the service we provide
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B19. The people in my team work together to find ways to improve the service we provide | 37 | 48 | 10 | 4 | 1 | 86% positive |
Difference from previous survey: +1*
Difference from CS2019: +3*
Difference from CS High Performers: -1*
B20. The people in my team are encouraged to come up with new and better ways of doing things
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B20. The people in my team are encouraged to come up with new and better ways of doing things | 34 | 46 | 13 | 5 | 1 | 80% positive |
Difference from previous survey: -1*
Difference from CS2019: +3*
Difference from CS High Performers: 0
Learning and development
64% positive
Difference from previous survey: 0
B21. I am able to access the right learning and development opportunities when I need to
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B21. I am able to access the right learning and development opportunities when I need to | 22 | 51 | 17 | 8 | 2 | 73% positive |
Difference from previous survey: +1*
Difference from CS2019: +8*
Difference from CS High Performers: +2*
B22. Learning and development activities I have completed in the past 12 months have helped to improve my performance
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B22. Learning and development activities I have completed in the past 12 months have helped to improve my performance | 18 | 43 | 28 | 8 | 2 | 61% positive |
Difference from previous survey: -1*
Difference from CS2019: +7*
Difference from CS High Performers: +2*
B23. There are opportunities for me to develop my career in BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B23. There are opportunities for me to develop my career in BEIS | 21 | 44 | 20 | 9 | 5 | 65% positive |
Difference from previous survey: 0
Difference from CS2019: +15*
Difference from CS High Performers: +8*
B24. Learning and development activities I have completed while working for BEIS are helping me to develop my career
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B24. Learning and development activities I have completed while working for BEIS are helping me to develop my career | 17 | 41 | 29 | 10 | 3 | 57% positive |
Difference from previous survey: +1*
Difference from CS2019: +7*
Difference from CS High Performers: +2*
Inclusion and fair treatment
83% positive
Difference from previous survey: 0
B25. I am treated fairly at work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B25. I am treated fairly at work | 39 | 47 | 7 | 4 | 2 | 86% positive |
Difference from previous survey: 0
Difference from CS2019: +5*
Difference from CS High Performers: +2*
B26. I am treated with respect by the people I work with
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B26. I am treated with respect by the people I work with | 44 | 45 | 7 | 3 | 2 | 89% positive |
Difference from previous survey: 0
Difference from CS2019: +3*
Difference from CS High Performers: +1*
B27. I feel valued for the work I do
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B27. I feel valued for the work I do | 31 | 45 | 13 | 8 | 3 | 76% positive |
Difference from previous survey: +1*
Difference from CS2019: +8*
Difference from CS High Performers: +3*
B28 I think that BEIS respects individual differences (such as cultures, working styles, backgrounds, ideas)
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B28 I think that BEIS respects individual differences (such as cultures, working styles, backgrounds, ideas) | 36 | 46 | 11 | 5 | 2 | 82% positive |
Difference from previous survey: -1*
Difference from CS2019: +4*
Difference from CS High Performers: 0*
Resources and workload
75% positive
Difference from previous survey: +2*
B29. I get the information I need to do my job well
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B29. I get the information I need to do my job well | 16 | 57 | 15 | 9 | 2 | 74% positive |
Difference from previous survey: +2*
Difference from CS2019: +3*
Difference from CS High Performers: -2*
B30. I have clear work objectives
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B30. I have clear work objectives | 19 | 52 | 15 | 11 | 3 | 71% positive |
Difference from previous survey: -2*
Difference from CS2019: -4*
Difference from CS High Performers: -8*
B31. I have the skills I need to do my job effectively
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B31. I have the skills I need to do my job effectively | 29 | 60 | 8 | 3 | 0 | 89% positive |
Difference from previous survey: +1*
Difference from CS2019: 0
Difference from CS High Performers: -3*
B32. I have the tools I need to do my job effectively
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B32. I have the tools I need to do my job effectively | 21 | 58 | 13 | 6 | 1 | 79% positive |
Difference from previous survey: +3*
Difference from CS2019: +7*
Difference from CS High Performers: +1*
B33. I have an acceptable workload
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B33. I have an acceptable workload | 14 | 51 | 16 | 14 | 5 | 66% positive |
Difference from previous survey: +4*
Difference from CS2019: +2*
Difference from CS High Performers: -2*
B34. I achieve a good balance between my work life and my private life
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B34. I achieve a good balance between my work life and my private life | 24 | 48 | 14 | 10 | 3 | 72% positive |
Difference from previous survey: +3*
Difference from CS2019: +1*
Difference from CS High Performers: -4*
Pay and benefits
39% positive
Difference from previous survey: +2*
B35. I feel that my pay adequately reflects my performance
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B35. I feel that my pay adequately reflects my performance | 7 | 34 | 20 | 24 | 14 | 41% positive |
Difference from previous survey: +2*
Difference from CS2019: +7*
Difference from CS High Performers: 0*
B36. I am satisfied with the total benefits package
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B36. I am satisfied with the total benefits package | 7 | 35 | 24 | 23 | 12 | 42% positive |
Difference from previous survey: +3*
Difference from CS2019: +3*
Difference from CS High Performers: -7*
B37. Compared to people doing a similar job in other organisations I feel my pay is reasonable
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B37. Compared to people doing a similar job in other organisations I feel my pay is reasonable | 7 | 28 | 22 | 25 | 18 | 35% positive |
Difference from previous survey: +3*
Difference from CS2019: +7*
Difference from CS High Performers: -1*
Leadership and managing change
57% positive
Difference from previous survey: 0
B38. Senior Civil Servants (SCS) in BEIS are sufficiently visible
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B38. Senior Civil Servants (SCS) in BEIS are sufficiently visible | 21 | 53 | 14 | 9 | 3 | 74% positive |
Difference from previous survey: 0*
Difference from CS2019: +11*
Difference from CS High Performers: +1*
B39. I believe the actions of Senior Civil Servants (SCS) are consistent with BEIS’s values
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B39. I believe the actions of Senior Civil Servants (SCS) are consistent with BEIS’s values | 17 | 48 | 26 | 6 | 3 | 65% positive |
Difference from previous survey: +1*
Difference from CS2019: +10*
Difference from CS High Performers: +1*
B40. I believe that the Permanent Secretary and directors general have a clear vision for the future of BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B40. I believe that the Permanent Secretary and directors general have a clear vision for the future of BEIS | 14 | 41 | 34 | 9 | 3 | 55% positive |
Difference from previous survey: 0
Difference from CS2019: +5*
Difference from CS High Performers: -6*
B41. Overall, I have confidence in the decisions made by BEIS’s Senior Civil Servants (SCS)
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B41. Overall, I have confidence in the decisions made by BEIS’s Senior Civil Servants (SCS) | 15 | 48 | 28 | 7 | 3 | 62% positive |
Difference from previous survey: +1*
Difference from CS2019: +11*
Difference from CS High Performers: 0
B42. I feel that change is managed well in BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B42. I feel that change is managed well in BEIS | 7 | 38 | 34 | 17 | 5 | 45% positive |
Difference from previous survey: +1*
Difference from CS2019: +10*
Difference from CS High Performers: 0
B43. When changes are made in BEIS they are usually for the better
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B43. When changes are made in BEIS they are usually for the better | 6 | 33 | 45 | 12 | 3 | 40% positive |
Difference from previous survey: -4*
Difference from CS2019: +4*
Difference from CS High Performers: -4*
B44. BEIS keeps me informed about matters that affect me
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B44. BEIS keeps me informed about matters that affect me | 12 | 57 | 21 | 8 | 2 | 69% positive |
Difference from previous survey: -1*
Difference from CS2019: +9*
Difference from CS High Performers: +1*
B45. I have the opportunity to contribute my views before decisions are made that affect me
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B45. I have the opportunity to contribute my views before decisions are made that affect me | 8 | 36 | 32 | 18 | 6 | 44% positive |
Difference from previous survey: -2*
Difference from CS2019: +4*
Difference from CS High Performers: -6*
B46. I think it is safe to challenge the way things are done in BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B46. I think it is safe to challenge the way things are done in BEIS | 11 | 46 | 26 | 11 | 5 | 57% positive |
Difference from previous survey: +2*
Difference from CS2019: +8*
Difference from CS High Performers: +1*
Engagement
The following 5 questions, measuring pride, advocacy, attachment, inspiration and motivation, are used to create your Employee Engagement Index score.
B47. I am proud when I tell others I am part of BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B47. I am proud when I tell others I am part of BEIS | 18 | 45 | 28 | 8 | 2 | 62% positive |
Difference from previous survey: 0
Difference from CS2019: -4*
Difference from CS High Performers: -10*
B48. I would recommend BEIS as a great place to work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B48. I would recommend BEIS as a great place to work | 21 | 49 | 22 | 6 | 2 | 70% positive |
Difference from previous survey: +4*
Difference from CS2019: +9*
Difference from CS High Performers: 0
B49. I feel a strong personal attachment to BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B49. I feel a strong personal attachment to BEIS | 12 | 28 | 34 | 21 | 5 | 40% positive |
Difference from previous survey: 0
Difference from CS2019: -13*
Difference from CS High Performers: -19*
B50. BEIS inspires me to do the best in my job
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B50. BEIS inspires me to do the best in my job | 12 | 37 | 35 | 13 | 3 | 49% positive |
Difference from previous survey: 0
Difference from CS2019: -3*
Difference from CS High Performers: -11*
B51. BEIS motivates me to help it achieve its objectives
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B51. BEIS motivates me to help it achieve its objectives | 11 | 37 | 35 | 14 | 4 | 48% positive |
Difference from previous survey: +1*
Difference from CS2019: -2*
Difference from CS High Performers: -8*
Taking action
B52. I believe that Senior Civil Servants (SCS) in BEIS will take action on the results from this survey
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B52. I believe that Senior Civil Servants (SCS) in BEIS will take action on the results from this survey | 16 | 46 | 23 | 10 | 5 | 62% positive |
Difference from previous survey: +1*
Difference from CS2019: +11*
Difference from CS High Performers: +2*
B53. Where I work, I think effective action has been taken on the results of the last survey
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B53. Where I work, I think effective action has been taken on the results of the last survey | 14 | 34 | 38 | 9 | 4 | 48% positive |
Difference from previous survey: +2*
Difference from CS2019: +10*
Difference from CS High Performers: +4*
Organisational culture
B54. I am trusted to carry out my job effectively
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B54. I am trusted to carry out my job effectively | 36 | 53 | 6 | 3 | 1 | 90% positive |
Difference from previous survey: -1*
Difference from CS2019: 0*
Difference from CS High Performers: -2*
B55. I believe I would be supported if I try a new idea, even if it may not work
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B55. I believe I would be supported if I try a new idea, even if it may not work | 25 | 54 | 13 | 6 | 2 | 79% positive |
Difference from previous survey: +1*
Difference from CS2019: +6*
Difference from CS High Performers: +2*
B56. In BEIS, people are encouraged to speak up when they identify a serious policy or delivery risk
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B56. In BEIS, people are encouraged to speak up when they identify a serious policy or delivery risk | 22 | 51 | 18 | 6 | 2 | 73% positive |
Difference from previous survey: +1*
Difference from CS2019: +3*
Difference from CS High Performers: -2*
B57. I feel able to challenge inappropriate behaviour in the workplace
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B57. I feel able to challenge inappropriate behaviour in the workplace | 19 | 51 | 18 | 8 | 3 | 70% positive |
Difference from previous survey: -1*
Difference from CS2019: +3*
Difference from CS High Performers: 0
B58. BEIS is committed to creating a diverse and inclusive workplace
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B58. BEIS is committed to creating a diverse and inclusive workplace | 30 | 52 | 12 | 4 | 2 | 82% positive |
Difference from previous survey: 0
Difference from CS2019: +6*
Difference from CS High Performers: +2*
Civil Service vision
B59. I am aware of the Civil Service vision for ‘A Brilliant Civil Service’
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| B59. I am aware of the Civil Service vision for ‘A Brilliant Civil Service’ | 18 | 51 | 14 | 14 | 3 | 69% positive |
Difference from previous survey: +4*
Difference from CS2019: +11*
Difference from CS High Performers: 0
Leadership statement
B60. Managers in my area/directorate/division actively role model the behaviours set out in the Civil Service Leadership Statement^
The question text has changed since the previous survey so please exercise caution when comparing the results.
| Question | Always | Most of the time | Sometimes | Rarely | Never | % Positive |
|---|---|---|---|---|---|---|
| B60. Managers in my area/directorate/division actively role model the behaviours set out in the Civil Service Leadership Statement | 26 | 50 | 19 | 4 | 1 | 75% positive |
(The % positive for this question is the proportion who selected either ‘Always’ or ‘Most of the time’ transformation).
Difference from previous survey:Not available
Difference from CS2019: +9*
Difference from CS High Performers: +3*
Wellbeing
The 4 wellbeing questions use a 11-point scale.
The scale ranges from 0 to 10 for each question, where 0 is equivalent to ‘not at all’ (for example ‘not at all satisfied’ or ‘not at all worthwhile’) and where 10 is equivalent to ‘completely’ (for example ‘completely satisfied’ or ‘completely anxious’).
W01. Overall, how satisfied are you with your life nowadays?
| Question | Low (0-4) | Medium (5-6) | High (7-8) | Very High (9-10) | % Positive |
|---|---|---|---|---|---|
| W01. Overall, how satisfied are you with your life nowadays? | 10 | 22 | 55 | 13 | 68% positive |
(For question W01 the percent positive is the proportion answering 7, 8, 9 or 10).
Difference from previous survey: +1
Difference from CS2019: +1*
Difference from CS High Performers: -2*
W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?
| Question | Low (0-4) | Medium (5-6) | High (7-8) | Very High (9-10) | % Positive |
|---|---|---|---|---|---|
| W02. Overall, to what extent do you feel that the things you do in your life are worthwhile? | 8 | 20 | 52 | 20 | 72% positive |
(For question W02 the percent positive is the proportion answering 7, 8, 9 or 10).
Difference from previous survey: 0
Difference from CS2019: 0
Difference from CS High Performers: -2*
W03. Overall, how happy did you feel yesterday?
| Question | Low (0-4) | Medium (5-6) | High (7-8) | Very High (9-10) | % Positive |
|---|---|---|---|---|---|
| W03. Overall, how happy did you feel yesterday? | 13 | 23 | 47 | 16 | 63% positive |
(For question W03 the percent positive is the proportion answering 7, 8, 9 or 10).
Difference from previous survey: 0
Difference from CS2019: +1*
Difference from CS High Performers: -1*
W04. Overall, how anxious did you feel yesterday?
| Question | Very Low (0-1) | Low (2-3) | Medium (4-5) | High (6-10) | % Negative |
|---|---|---|---|---|---|
| W04. Overall, how anxious did you feel yesterday? | 16 | 29 | 22 | 33 | 33% negative |
(For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10).
Difference from previous survey: -3*
Difference from CS2019: +1*
Difference from CS High Performers: +2*
Your plans for the future
C01. Which of the following statements most reflects your current thoughts about working for BEIS?
| Option | % | Difference from previous survey | Difference from CS2019 |
|---|---|---|---|
| I want to leave BEIS as soon as possible | 7% | +1 | 0* |
| I want to leave BEIS within the next 12 months | 23% | +3* | +8* |
| I want to stay working for BEIS for at least the next year | 50% | -2* | +17* |
| I want to stay working for BEIS for at least the next 3 years | 21% | -2* | -23* |
The Civil Service Code
(Differences are based on ‘% Yes’ score).
D01. Are you aware of the Civil Service Code?
| Question | Yes | No | % Yes |
|---|---|---|---|
| D01. Are you aware of the Civil Service Code? | 98 | 2 | 98% yes |
Difference from previous survey: +1*
Difference from CS2019: +6*
Difference from CS High Performers: +3*
D02. Are you aware of how to raise a concern under the Civil Service Code?
| Question | Yes | No | % Yes |
|---|---|---|---|
| D02. Are you aware of how to raise a concern under the Civil Service Code? | 61 | 39 | 61% yes |
Difference from previous survey: 0
Difference from CS2019: -5*
Difference from CS High Performers: -11*
D03. Are you confident that if you raised a concern under the Civil Service Code in BEIS it would be investigated properly?
| Question | Yes | No | % Yes |
|---|---|---|---|
| D03. Are you confident that if you raised a concern under the Civil Service Code in BEIS it would be investigated properly? | 76 | 24 | 76% yes |
Difference from previous survey: +1*
Difference from CS2019: +5*
Difference from CS High Performers: 0*
Discrimination
E01. Have you been discriminated against at work, in the past 12 months?^
The question text has changed since the previous survey so please exercise caution when comparing the results.
| Option | % | Difference from previous survey | Difference from CS2019 |
|---|---|---|---|
| Yes | 11% | +2* | 0 |
| No | 84% | -2* | +2* |
| Prefer not to say | 5% | 0 | -3* |
(Of those who said they had experienced discrimination at work in the last 12 months, 78% said it occurred in BEIS while 22% said it occurred in another organisation).
E02. On which of the following grounds were you discriminated against?^ (multiple selection)
For respondents who selected ‘Yes’ to E01.
The question text has changed since the previous survey so please exercise caution when comparing the results.
| Option | Response count |
|---|---|
| Age | 116 |
| Caring responsibilities | 37 |
| Disability | 52 |
| Ethnic background | 89 |
| Gender | 91 |
| Gender reassignment or perceived gender | – |
| Grade or responsibility level | 113 |
| Main spoken/ written language or language ability | 26 |
| Marital status or civil partnership | – |
| Mental health | 57 |
| Pay | 36 |
| Pregnancy, maternity or paternity | 10 |
| Religion or belief | 12 |
| Sex | 25 |
| Sexual orientation | 19 |
| Social or educational background | 52 |
| Working location | 32 |
| Working pattern | 84 |
| Any other grounds | 39 |
| Prefer not to say | 45 |
(Please note: Counts of fewer than 10 responses are suppressed and replaced with ‘–’).
Bullying and harassment
E03. Have you been bullied or harassed at work, in the past 12 months?^
The question text has changed since the previous survey so please exercise caution when comparing the results.
| Option | % | Difference from previous survey | Difference from CS2019 |
|---|---|---|---|
| Yes | 10% | +2* | -1% |
| No | 85% | -2* | +3* |
| Prefer not to say | 5% | 0 | -2* |
(Of those who said they had experienced bullying and/or harassment at work in the last 12 months, 77% said it occurred in BEIS while 23% said it occurred in another organisation).
E03A. How would you describe the nature of the bullying and/or harassment you experienced?^ (multiple selection)
For respondents who selected ‘Yes’ to E03.
The question text has changed since the previous survey so please exercise caution when comparing the results
| Option | Response count |
|---|---|
| Comments about my personal appearance | 42 |
| Sexual harassment (for example sexual comments or jokes, unwelcome sexual advances, touching or assault) | 40 |
| Spreading gossip or making false accusations about me | 99 |
| Intimidation or verbal aggression (for example shouting, swearing, making threats) | 143 |
| Physical assault (for example object thrown at me, pushed, hit) | – |
| Humiliated in front of team or others | 179 |
| Negative Micromanagement (for example excessive control; made to feel incompetent) | 218 |
| Removal of job responsibilities, unconstructive criticism, or impossible/changing expectations | 162 |
| Treated less favourably to others | 156 |
| Ignored, excluded, marginalised | 152 |
| Undermining or taking credit for my work | 149 |
| Denied time off for personal ill health | – |
| Denied time off for family or caring responsibilities | – |
| Disclosure of personal / sensitive information to colleagues without my consent | 40 |
| Something else not listed here | 47 |
| Prefer not to say | 17 |
(Please note: Counts of fewer than 10 responses are suppressed and replaced with ‘–’).
E04. Who bullied and/or harassed you?^ (multiple selection)
For respondents who selected ‘Yes’ to E03.
The question text has changed since the previous survey so please exercise caution when comparing the results.
| Option | Response count |
|---|---|
| A colleague in my area/directorate/division | 142 |
| A colleague in a different area/directorate/division of BEIS | 39 |
| My manager | 131 |
| Another senior member of staff in BEIS | 76 |
| Someone I manage | 20 |
| Someone working in a different Civil Service organisation | 43 |
| Someone working for a non-Civil Service organisation | 22 |
| A contractor | 12 |
| A service user (for example a customer, claimant, offender) | – |
| A member of the public | – |
| Someone else not listed here | 11 |
| Prefer not to say | 48 |
(Please note: Counts of fewer than 10 responses are suppressed and replaced with ‘–’).
E05. Did you report your experience of bullying and/or harassment?^
For respondents who selected ‘Yes’ to E03.
The question text has changed since the previous survey so please exercise caution when comparing the results.
| Option | % | Difference from previous survey | Difference from CS2019 |
|---|---|---|---|
| Yes | 56% | +14* | +5* |
| No | 37% | -8* | -5* |
| Prefer not to say | 7% | -6* | +1 |
E06. How would you describe your situation now?^
For respondents who selected ‘Yes’ to E03.
The question text has changed since the previous survey so please exercise caution when comparing the results.
Appropriate action was taken to address the behaviour I experienced:
| Option | % | Difference from CS2019 |
|---|---|---|
| Yes | 16% | 0 |
| No | 61% | -2* |
| Prefer not to say | 23% | +2* |
The bullying and/or harassment has stopped:
| Option | % | Difference from CS2019 |
|---|---|---|
| Yes | 45% | +8* |
| No | 32% | -6* |
| Prefer not to say | 23% | -1 |
The culture in my area allows this kind of behaviour to continue:
| Option | % | Difference from CS2019 |
|---|---|---|
| Yes | 53% | -2* |
| No | 29% | +4* |
| Prefer not to say | 18% | -1 |
I felt like I was punished for reporting the incident:
| Option | % | Difference from CS2019 |
|---|---|---|
| Yes | 16% | -1* |
| No | 59% | +4* |
| Prefer not to say | 25% | -2* |
I moved to another team or role to avoid the behaviour:
| Option | % | Difference from CS2019 |
|---|---|---|
| Yes | 37% | +15* |
| No | 48% | -12* |
| Prefer not to say | 15% | -1 |
Additional questions selected by organisation
Please note that the benchmark for the questions in this section is the average score across the organisations that chose to include them in their survey, so it is not representative of the whole Civil Service.
Safe to challenge
LQB1. In the last 12 months, I have seen someone else being bullied or treated unfairly in BEIS
| Question | Yes | No | Prefer not to say | % Positive |
|---|---|---|---|---|
| LQB1. In the last 12 months, I have seen someone else being bullied or treated unfairly in BEIS* | 19 | 75 | 5 | 75% positive |
Difference from benchmark: +7*
(% positive is the proportion who selected ‘no’).
LQB2. I make a point of tackling bullying, harassment and other inappropriate behaviours when I see it happening around me
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQB2. I make a point of tackling bullying, harassment and other inappropriate behaviours when I see it happening around me | 19 | 48 | 29 | 3 | 0 | 67% positive |
Difference from benchmark: -1*
LQB3. I feel comfortable speaking to those more senior than me about their actions and impact
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQB3. I feel comfortable speaking to those more senior than me about their actions and impact | 15 | 41 | 21 | 19 | 4 | 56% positive |
Difference from benchmark: +3*
LQB4. I feel confident that if I challenged someone more senior than me in my area/directorate/division they would be open to receiving the challenge
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQB4. I feel confident that if I challenged someone more senior than me in my area/directorate/division they would be open to receiving the challenge | 12 | 37 | 29 | 16 | 6 | 49% positive |
Difference from benchmark: +7*
Change management
LQC1. I get to find out the reasons behind key changes that happen in BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQC1. I get to find out the reasons behind key changes that happen in BEIS | 7 | 41 | 31 | 18 | 3 | 48% positive |
Difference from benchmark: +2*
LQC2. I understand what support is available to me as I am affected by organisational change
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQC2. I understand what support is available to me as I am affected by organisational change | 9 | 47 | 28 | 14 | 2 | 56% positive |
Difference from benchmark: +4*
LQC3. I feel that change is managed well in my area/directorate/division
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQC3. I feel that change is managed well in my area/directorate/division | 10 | 45 | 29 | 13 | 4 | 54% positive |
Difference from benchmark: +11*
LQC4. I feel positive about the future of BEIS
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQC4. I feel positive about the future of BEIS | 12 | 45 | 31 | 9 | 3 | 57% positive |
Difference from benchmark: +2*
Performance management
LQH1. I feel empowered by my manager to do my job
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQH1. I feel empowered by my manager to do my job | 35 | 46 | 9 | 7 | 3 | 82% positive |
Difference from benchmark: +5*
LQH2. The one-to-one conversations I have with my manager are helping me to achieve my full potential
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQH2. The one-to-one conversations I have with my manager are helping me to achieve my full potential | 27 | 42 | 18 | 9 | 5 | 69% positive |
Difference from benchmark: +6*
LQH3a. In general, how often do you discuss the following with your manager: How well I am meeting my work objectives?
| Question | Weekly | Monthly | Quarterly | Annually | Never | % Positive |
|---|---|---|---|---|---|---|
| LQH3a. In general, how often do you discuss the following with your manager: How well I am meeting my work objectives? | 27 | 32 | 33 | 4 | 4 | - |
LQH3b. In general, how often do you discuss the following with your manager: My development needs and career goals?
| Question | Weekly | Monthly | Quarterly | Annually | Never | % Positive |
|---|---|---|---|---|---|---|
| LQH3b. In general, how often do you discuss the following with your manager: My development needs and career goals? | 10 | 33 | 43 | 7 | 7 | - |
LQH3c. In general, how often do you discuss the following with your manager: My personal wellbeing and/or work-related stress?
| Question | Weekly | Monthly | Quarterly | Annually | Never | % Positive |
|---|---|---|---|---|---|---|
| LQH3c. In general, how often do you discuss the following with your manager: My personal wellbeing and/or work-related stress? | 40 | 30 | 16 | 3 | 11 | - |
Continuous learning
LQJ1. I think my current job makes the most of my skills and strengths
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQJ1. I think my current job makes the most of my skills and strengths | 15 | 44 | 17 | 18 | 6 | 59% positive |
Difference from benchmark: -2*
LQJ2. I am learning on a regular basis from working with my colleagues
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQJ2. I am learning on a regular basis from working with my colleagues | 26 | 53 | 12 | 7 | 2 | 79% positive |
Difference from benchmark: +1*
LQJ3. My manager coaches me regularly to support my continuous learning and to improve the services/work we deliver
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQJ3. My manager coaches me regularly to support my continuous learning and to improve the services/work we deliver | 16 | 40 | 24 | 16 | 5 | 56% positive |
Difference from benchmark: +1*
LQJ4. Investing time in learning and development activities is given priority in my area/directorate/division
| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive |
|---|---|---|---|---|---|---|
| LQJ4. Investing time in learning and development activities is given priority in my area/directorate/division | 18 | 43 | 23 | 12 | 4 | 61% positive |
Difference from benchmark: +9*
Proxy Stress Index and PERMA Index
Proxy Stress Index
26%
Difference from previous survey: 0
Difference from CS2019: -2*
Difference from CS High Performers: 0
This index aligns to the Health and Safety Executive’s stress management tool, using the 8 questions from the People Survey shown below. We calculate it in the same way as the Employee Engagement Index.
We have ‘inverted’ the final index so that it is a measure of conditions which can add to stress rather than alleviate stress, meaning a higher index score represents a more stressful environment.
| Question | % Positive |
|---|---|
| B05. I have a choice in deciding how I do my work | 82% |
| B08. My manager motivates me to be more effective in my job | 76% |
| B18. The people in my team can be relied upon to help when things get difficult in my job | 88% |
| B26. I am treated with respect by the people I work with | 89% |
| B30. I have clear work objectives | 71% |
| B33. I have an acceptable workload | 66% |
| B45. I have the opportunity to contribute my views before decisions are made that affect me | 44% |
| E03. Have you been bullied or harassed at work, in the past 12 months?** | 85% |
(** this is a negatively phrased question where % positive is the proportion who selected ‘no’).
PERMA Index
74%
Difference from previous survey: 0
Difference from CS2019: 0
Difference from CS High Performers: -1*
This index measures the extent to which employees are ‘flourishing’ in the workplace around the 5 dimensions:
- positive emotion
- engagement
- relationships
- meaning
- accomplishment
The index is computed using the questions from the People Survey shown below and combining them in the same way as the Employee Engagement Index.
A high score represents a greater proportion of employees agreeing with the statements below or rating the 2 wellbeing questions as high.
| Question | % Positive |
|---|---|
| B01. I am interested in my work | 89% |
| B03. My work gives me a sense of personal accomplishment | 75% |
| B18. The people in my team can be relied upon to help when things get difficult in my job | 88% |
| W01. Overall, how satisfied are you with your life nowadays? | 68% |
| W02. Overall, to what extent do you feel that the things you do in your life are worthwhile? | 72% |
Appendix
Glossary of key terms
% positive
The proportion who selected either ‘agree’ or ‘strongly agree’ for a question (or all questions within a theme in the case of Theme score % positive), unless otherwise indicated.
Previous survey
Comparisons to the previous survey relate to the results from the 2018 Civil Service People Survey. Where a question is flagged as changed since the last survey (^) comparisons should be treated with caution as changes to wording may affect how people respond to the question.
CS2019
The CS2019 benchmark is the median percent positive (unless otherwise indicated) across all Civil Service organisations that participated in the 2019 Civil Service People Survey, where data was not suppressed.
CS High Performers
For each question, unless otherwise indicated, this is the upper quartile score across all Civil Service organisations that took part in the 2019 Civil Service People Survey, where data was not suppressed. For question W04 and the Proxy Stress Index, we have used the lower quartile.
Difference from benchmark
For these questions, the benchmark is the median percent positive (unless otherwise indicated) across all Civil Service organisations that selected these questions for inclusion in their 2019 Civil Service People Survey, so it is not representative of the whole Civil Service.
Rounding
Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy. Therefore in some instances, the differences presented in this report will not match the rounded figures of the scores being compared. For example, if your unrounded Engagement Index score is 75.43647583%, your organisation overall’s score is 74.63572484% and the difference between the 2 is +0.800751%, in this report these scores would appear as 75%, 75% and +1.
Statistical significance ‘*’
Statistical testing has been carried out to identify statistically significant differences between your results and a number of comparators. You can therefore be confident that the difference represents a real difference in opinion between the results. Please note that there needs to be 30 responses at question level, 20 responses at theme level and 10 responses at index level for statistical testing to be carried out on the corresponding scores. If you received a lower number of responses, then statistical significance testing won’t have been conducted.
The employee engagement index
The survey includes 5 questions that make up the engagement index (B47-B51). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all 5 engagement questions and a score of 100 represents all respondents saying they strongly agree to all 5 engagement questions.
Confidentiality
The survey was carried out as part of the 2019 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all participating organisations. The Cabinet Office commissioned ENGINE Transformation to carry out the survey. ENGINE Transformation is a member of the Market Research Society, and is bound by their strict code of conduct and confidentiality rules. These rules do not allow for the breakdown of the results to the extent where the anonymity of individuals may be compromised. Groups of fewer than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results.
ENIGINE’s Privacy Policy tells you how they keep personal data safe and who to contact to exercise your rights of control under the new GDPR regulations.
The Civil Service People Survey Privacy Notice can be found on GOV.UK.