Corporate report

HM Land Registry people survey 2019

Published 26 March 2020

Applies to England and Wales

Summary

3,931 returns

70% response rate

Key

‘ **’ indicates statistically significant difference from comparison
‘^’ indicates a variation in question wording from the previous survey

Engagement index

63% positive

Difference from previous survey: +2 **
Difference from CS2019: 0
Difference from CS High Performers: -4 **

My work

67% positive

Difference from previous survey: +1 **
Difference from CS2019: -10 **
Difference from CS High Performers: -13 **

Organisational objectives and purpose

80% positive

Difference from previous survey: -1
Difference from CS2019: -3 **
Difference from CS High Performers: -7 **

My manager

67% positive

Difference from previous survey: +2 **
Difference from CS2019: -3 **
Difference from CS High Performers: -6 **

My team

80% positive

Difference from previous survey: 0
Difference from CS2019: -2 **
Difference from CS High Performers: -5 **

Learning and development

54% positive

Difference from previous survey: +5 **
Difference from CS2019: -1 **
Difference from CS High Performers: -6 **

Inclusion and fair treatment

78% positive

Difference from previous survey: +2 **
Difference from CS2019: 0
Difference from CS High Performers: -3 **

Resources and workload

76% positive

Difference from previous survey: +1 **
Difference from CS2019: +2 **
Difference from CS High Performers: -1 **

Pay and benefits

38% positive

Difference from previous survey: +1
Difference from CS2019: +3 **
Difference from CS High Performers: -4 **

Leadership and managing change

48% positive

Difference from previous survey: +3 **
Difference from CS2019: -1 **
Difference from CS High Performers: -10 **

Taking action

B52. I believe that senior managers in HM Land Registry will take action on the results from this survey

47% responded positively

B53. Where I work, I think effective action has been taken on the results of the last survey

39% responded positively

Discrimination, bullying and harassment

E01. Have you been discriminated against at work, in the past 12 months?

9% responded positively

E03. Have you been bullied or harassed at work, in the past 12 months?

9% responded positively

Wellbeing

W01. Overall, how satisfied are you with your life nowadays?

66% responded positively

W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?

68% responded positively

W03. Overall, how happy did you feel yesterday?

61% responded positively

W04. Overall, how anxious did you feel yesterday?

33% responded negatively

Proxy stress index

30%

PERMA Index

71%

Your plans for the future

Option	%
I want to leave HM Land Registry as soon as possible	6%
I want to leave HM Land Registry within the next 12 months	8 %
I want to stay working for HM Land Registry for at least the next year	22%
I want to stay working for HM Land Registry	63%

Headline scores

Highest positive scoring questions

Question	Positive percentage
B54. I am trusted to carry out my job effectively	89% positive
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	87 %
B09. My manager is considerate of my life outside work	85%
B31. I have the skills I need to do my job effectively	83%

{Please note: only questions B01 to B60 are included in the rankings.)

Highest neutral scoring questions

Question	Neutral percentage
B17. Poor performance is dealt with effectively in my team	41%
B53. Where I work, I think effective action has been taken on the results of the last survey	38%
B43. When changes are made in HM Land Registry they are usually for the better	37%
B51. HM Land Registry motivates me to help it achieve its objectives	34%
B50. HM Land Registry inspires me to do the best in my job	34%

Highest negative scoring questions

Question	Negative percentage
B35. I feel that my pay adequately reflects my performance	45%
B37. Compared to people doing a similar job in other organisations I feel my pay is reasonable	42%
B45. I have the opportunity to contribute my views before decisions are made that affect me	36%
B42. I feel that change is managed well in HM Land Registry	34%
B43. When changes are made in HM Land Registry they are usually for the better	31%

All questions by theme

My work

67% positive

Difference from previous survey: +1

B01. I am interested in my work

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	Positive %
B01. I am interested in my work	26	56	11	5	2	82% positive

Difference from previous survey: 0
Difference from CS2019: -8 **
Difference from CS High Performers: -10 **

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	28	51	11	8	2	79% positive

Difference from previous survey: +2 **
Difference from CS2019: -1 **
Difference from CS High Performers: -4 **

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	20	50	17	10	3	70% positive

Difference from previous survey: -1 **
Difference from CS2019: -8 **
Difference from CS High Performers: -11 **

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	10	36	24	22	8	46% positive

Difference from previous survey: +2 **
Difference from CS2019: -14 **
Difference from CS High Performers: -18 **

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	17	43	18	16	6	60% positive

Difference from previous survey: +4 **
Difference from CS2019: -18 **
Difference from CS High Performers: -22 **

Organisational objectives and purpose

80% positive

Difference from previous survey: -1

B06. I have a clear understanding of HM Land Registry’s objectives

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B06. I have a clear understanding of HM Land Registry’s objectives	18	61	15	5	1	79% positive

Difference from previous survey: -1
Difference from CS2019: -4 **
Difference from CS High Performers: -8 **

B07. I understand how my work contributes to HM Land Registry’s objectives

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B07. I understand how my work contributes to HM Land Registry’s objectives	21	60	13	4	1	82% positive

Difference from previous survey: -1
Difference from CS2019: -2 **
Difference from CS High Performers: -6 **

My manager

67% positive

Difference from previous survey: +2

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	22	44	20	10	4	66% positive

Difference from previous survey: +2 **
Difference from CS2019: -6 **
Difference from CS High Performers: -9 **

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	44	41	10	3	2	85% positive

Difference from previous survey: +2 **
Difference from CS2019: -1 **
Difference from CS High Performers: -4 **

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	30	47	16	4	2	77% positive

Difference from previous survey: +1 **
Difference from CS2019: -6 **
Difference from CS High Performers: -9 **

B11. My manager helps me to understand how I contribute to HM Land Registry’s objectives

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B11. My manager helps me to understand how I contribute to HM Land Registry’s objectives	21	47	24	6	2	67% positive

Difference from previous survey: +1 **
Difference from CS2019: +1
Difference from CS High Performers: -4 **

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	28	44	17	6	3	74% positive

Difference from previous survey: +3 **
Difference from CS2019: -3 **
Difference from CS High Performers: -6 **

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	29	45	15	7	3	75% positive

Difference from previous survey: 0
Difference from CS2019: -6 **
Difference from CS High Performers: -9 **

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	22	45	17	12	4	67% positive

Difference from previous survey: +2 **
Difference from CS2019: -1 **
Difference from CS High Performers: -5 **

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	20	40	26	10	4	60% positive

Difference from previous survey: +3 **
Difference from CS2019: -5 **
Difference from CS High Performers: -8 **

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	21	46	22	8	4	66% positive

Difference from previous survey: +3 **
Difference from CS2019: -2 **
Difference from CS High Performers: -6 **

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	8	27	41	15	8	35% positive

Difference from previous survey: +2 **
Difference from CS2019: -5 **
Difference from CS High Performers: -8 **

My team

80% positive

Difference from previous survey: 0

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	39	49	8	3	1	88% positive

Difference from previous survey: +1 **
Difference from CS2019: +2 **
Difference from CS High Performers: -1 **

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	33	48	12	5	1	82% positive

Difference from previous survey: 0
Difference from CS2019: -1 **
Difference from CS High Performers: -4 **

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	26	45	19	8	2	70% positive

Difference from previous survey: -1
Difference from CS2019: -6 **
Difference from CS High Performers: -10 **

Learning and development

54% positive

Difference from previous survey: +5 **

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	11	51	24	11	3	62% positive

Difference from previous survey: +5 **
Difference from CS2019: -2 **
Difference from CS High Performers: -9 **

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	14	41	31	10	4	54% positive

Difference from previous survey: +4 **
Difference from CS2019: 0
Difference from CS High Performers: -5 **

B23. There are opportunities for me to develop my career in HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B23. There are opportunities for me to develop my career in HM Land Registry	12	42	24	14	8	54% positive

Difference from previous survey: +6 **
Difference from CS2019: +3 **
Difference from CS High Performers: -4 **

B24. Learning and development activities I have completed while working for HM Land Registry 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 HM Land Registry are helping me to develop my career	10	34	33	15	7	44% positive

Difference from previous survey: +5 **
Difference from CS2019: -6 **
Difference from CS High Performers: -12 **

Inclusion and fair treatment

78% positive

Difference from previous survey: +2 **

B25. I am treated fairly at work

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B25. I am treated fairly at work	26	55	11	4	2	82% positive

Difference from previous survey: +1
Difference from CS2019: 0
Difference from CS High Performers: -3 **

B26. I am treated with respect by the people

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B26. I am treated with respect by the people I work with	30	56	9	3	2	87% positive

Difference from previous survey: +1
Difference from CS2019: +1 **
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	19	45	20	11	5	64% positive

Difference from previous survey: +4 **
Difference from CS2019: -4 **
Difference from CS High Performers: -9 **

B28. I think that HM Land Registry respects individual differences

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B28. I think that HM Land Registry respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc.)	30	52	12	4	3	81% positive

Difference from previous survey: +2 **
Difference from CS2019: +4 **
Difference from CS High Performers: 0

Resources and workload

76% positive

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	12	59	18	8	2	72% positive

Difference from previous survey: +1 **
Difference from CS2019: +1
Difference from CS High Performers: -4 **

B30. I have clear work objectives

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B30. I have clear work objectives	16	62	14	5	2	78% positive

Difference from previous survey: +1
Difference from CS2019: +3 **
Difference from CS High Performers: -1 **

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	19	64	12	4	1	83% positive

Difference from previous survey: 0
Difference from CS2019: -6 **
Difference from CS High Performers: -9 **

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	15	62	15	7	2	77% positive

Difference from previous survey: +2 **
Difference from CS2019: +5 **
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	12	57	17	11	3	68% positive

Difference from previous survey: +1
Difference from CS2019: +5 **
Difference from CS High Performers: 0

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	23	55	13	6	2	79%

Difference from previous survey: +2 **
Difference from CS2019: +7 **
Difference from CS High Performers: +3 **

Pay and benefits

38% positive

Difference from previous survey: +1

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	5	29	21	28	17	34% positive

Difference from previous survey: 0
Difference from CS2019: 0
Difference from CS High Performers: -7 **

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	37	26	20	10	44% positive

Difference from previous survey: +2 **
Difference from CS2019: +6 **
Difference from CS High Performers: -4 **

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	6	28	24	26	16	34% positive

Difference from previous survey: 0
Difference from CS2019: +6 **
Difference from CS High Performers: -1 **

Leadership and managing change

48% positive

Difference from previous survey: +3 **

B38. Senior managers in HM Land Registry are sufficiently visible

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B38. Senior managers in HM Land Registry are sufficiently visible	11	50	21	14	5	60% positive

Difference from previous survey: +2 **
Difference from CS2019: -2 **
Difference from CS High Performers: -12 **

B39. I believe the actions of senior managers are consistent with HM Land Registry’s values

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B39. I believe the actions of senior managers are consistent with HM Land Registry’s values	8	46	30	10	5	54% positive

Difference from previous survey: +3 **
Difference from CS2019: 0
Difference from CS High Performers: -10 **

B40. I believe that the HM Land Registry Executive Board has a clear vision for the future of HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B40. I believe that the HM Land Registry Executive Board has a clear vision for the future of HM Land Registry	10	49	28	8	5	59% positive

Difference from previous survey: 0
Difference from CS2019: +9 **
Difference from CS High Performers: -1 **

B41. Overall, I have confidence in the decisions made by HM Land Registry’s senior managers

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B41. Overall, I have confidence in the decisions made by HM Land Registry’s senior managers	8	39	31	15	7	47% positive

Difference from previous survey: +4 **
Difference from CS2019: -4 **
Difference from CS High Performers: -15 **

B42. I feel that change is managed well in HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B42. I feel that change is managed well in HM Land Registry	5	33	29	25	8	37% positive

Difference from previous survey: +6 **
Difference from CS2019: +2 **
Difference from CS High Performers: -8 **

B43. When changes are made in HM Land Registry they are usually for the better

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B43. When changes are made in HM Land Registry they are usually for the better	4	27	37	23	8	31% positive

Difference from previous survey: +2 **
Difference from CS2019: -4 **
Difference from CS High Performers: -13 **

B44. HM Land Registry keeps me informed about matters that affect me

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B44. HM Land Registry keeps me informed about matters that affect me	7	53	24	12	4	60% positive

Difference from previous survey: +2 **
Difference from CS2019: 0
Difference from CS High Performers: -8 **

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	5	31	28	26	10	35% positive

Difference from previous survey: +5 **
Difference from CS2019: -5 **
Difference from CS High Performers: -15 **

B46. I think it is safe to challenge the way things are done in HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B46. I think it is safe to challenge the way things are done in HM Land Registry	7	38	29	17	8	45% positive

Difference from previous survey: +2 **
Difference from CS2019: -4 **
Difference from CS High Performers: -11 **

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 HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B47. I am proud when I tell others I am part of HM Land Registry	19	42	29	7	3	61% positive

Difference from previous survey: +3 **
Difference from CS2019: -6 **
Difference from CS High Performers: -12 **

B48. I would recommend HM Land Registry as a great place to work

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B48. I would recommend HM Land Registry as a great place to work	20	43	25	8	3	64% positive

Difference from previous survey: +5 **
Difference from CS2019: +3 **
Difference from CS High Performers: -6 **

B49. I feel a strong personal attachment to HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B49. I feel a strong personal attachment to HM Land Registry	17	38	28	12	5	55% positive

Difference from previous survey: +2 **
Difference from CS2019: +3 **
Difference from CS High Performers: -3 **

B50. HM Land Registry inspires me to do the best in my job

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B50. HM Land Registry inspires me to do the best in my job	11	38	34	12	5	49% positive

Difference from previous survey: +4 **
Difference from CS2019: -3 **
Difference from CS High Performers: -10 **

B51. HM Land Registry motivates me to help it achieve its objectives

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B51. HM Land Registry motivates me to help it achieve its objectives	10	37	34	13	5	47% positive

Difference from previous survey: +5 **
Difference from CS2019: -3 **
Difference from CS High Performers: -9 **

Taking action

B52. I believe that senior managers in HM Land Registry will take action on the results from this survey

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B52. I believe that senior managers in HM Land Registry will take action on the results from this survey	8	39	28	15	9	47% positive

Difference from previous survey: +3 **
Difference from CS2019: -4 **
Difference from CS High Performers: -12 **

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	8	31	38	14	8	39% positive

Difference from previous survey: +5 **
Difference from CS2019: +1 **
Difference from CS High Performers: -6 **

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	27	62	7	3	1	89% 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	15	48	24	11	3	63%

Difference from previous survey: +3 **
Difference from CS2019: -10 **
Difference from CS High Performers: -13 **

B56. In HM Land Registry, 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 HM Land Registry, people are encouraged to speak up when they identify a serious policy or delivery risk	16	52	20	8	4	69% positive

Difference from previous survey: +3 **
Difference from CS2019: -1 **
Difference from CS High Performers: -6 **

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	11	46	23	14	5	57% positive

Difference from previous survey: 0
Difference from CS2019: -9 **
Difference from CS High Performers: -13 **

B58. HM Land Registry is committed to creating a diverse and inclusive workplace

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B58. HM Land Registry is committed to creating a diverse and inclusive workplace	24	56	15	3	2	80% positive

Difference from previous survey: +1 **
Difference from CS2019: +4 **
Difference from CS High Performers: 0

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’	11	50	20	15	4	80% positive

Difference from previous survey: +11 **
Difference from CS2019: +3 **
Difference from CS High Performers: -8 **

Leadership statement

B60. Managers in my Area/Directorate/Division actively role model the behaviours set out in the Civil Service Leadership Statement

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
B60. Managers in my Area/Directorate/Division actively role model the behaviours set out in the Civil Service Leadership Statement	19	44	29	6	2	63% positive

Difference from previous survey: New **
Difference from CS2019: -3 **
Difference from CS High Performers: -10 **

(The % positive for this question is the proportion who selected either ‘Always’ or ‘Most of the time’.)

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?	13	21	50	16	66% positive

Difference from previous survey: +1 **
Difference from CS2019: -1 **
Difference from CS High Performers: -5 **

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?	12	20	48	20	68% positive

Difference from previous survey: +1
Difference from CS2019: -3 **
Difference from CS High Performers: -6 **

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?	17	22	42	19	61% positive

Difference from previous survey: 0
Difference from CS2019: -1 **
Difference from CS High Performers: -4 **

(For questions W01, W02 and W03 the percent positive is the proportion answering 7, 8, 9 or 10 to each question.)

W04. Overall, how anxious did you feel yesterday?

Question	Low (0-4)	Medium (5-6)	High (7-8)	Very High (9-10)	% Positive
W04. Overall, how anxious did you feel yesterday?	21	26	20	33	33% positive

Difference from previous survey: +1
Difference from CS2019: 0
Difference from CS High Performers: +2 **

(For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10.)

Your plans for the future

C01. Which of the following statements most reflects your current thoughts about working for HM Land Registry?

Option	%	Difference from previous survey	Difference from CS2019
I want to leave HM Land Registry as soon as possible	6%	0	-1 **
I want to leave HM Land Registry within the next 12 months	8%	+1	-6 **
I want to stay working for HM Land Registry for at least the next year	22%	+2 **	-11 **
I want to stay working for HM Land Registry for at least the next 3 years	63%	-3 **	+20 **

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?	99	12	88% yes

Difference from previous survey: -1
Difference from CS2019: -3 **
Difference from CS High Performers: -6 **

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: -2 **
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 HM Land Registry 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 HM Land Registry it would be investigated properly??	74	26	74% yes

Difference from previous survey: +2 **
Difference from CS2019: +3 **
Difference from CS High Performers: -2 **

Discrimination

E01. Have you been discriminated against at work, in the past 12 months?

Option	%	Difference from previous survey	Difference from CS2019
Yes	9%	0	-2 **
No	82%	0	+1 **
Prefer not to say	9%	0	+1 **

(Of those who said they had experienced discrimination at work in the last 12 months, 87% said it occurred in HM Land Registry while 13% 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.

Option	Response count
Age	82
Caring responsibilities	31
Disability	60
Ethnic background	22
Gender	46
Gender reassignment or perceived gender	–
Grade or responsibility level	71
Main spoken/ written language or language ability	–
Marital status or civil partnership	–
Mental health	61
Pay	27
Pregnancy, maternity or paternity	–
Religion or belief	11
Sex	20
Sexual orientation	–
Social or educational background	14
Working location	16
Working pattern	52
Any other grounds	50
Prefer not to say	43

(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?

Option	%	Difference from previous survey	Difference from CS2019
Yes	9%	0	-3 **
No	83%	-1	+1 **
Prefer not to say	8%	+1 **	+1 **

E03A. How would you describe the nature of the bullying and/or harassment you experienced? (multiple selection)

For respondents who selected ‘Yes’ to E03.

Option	Response count
Comments about my personal appearance	42
Sexual harassment (e.g. sexual comments or jokes, unwelcome sexual advances, touching or assault)	20
Spreading gossip or making false accusations about me	112
Intimidation or verbal aggression (e.g. shouting, swearing, making threats)	74
Physical assault (e.g. object thrown at me, pushed, hit)	–
Humiliated in front of team or others	150
Negative Micromanagement (e.g. excessive control; made to feel incompetent)	158
Removal of job responsibilities, unconstructive criticism, or impossible/changing expectations	85
Treated less favourably to others	124
Ignored, excluded, marginalised	125
Undermining or taking credit for my work	91
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	39
Something else not listed here	44
Prefer not to say	18

(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.

Option	Response count
A colleague in my Area/Directorate/Division	148
A colleague in a different Area/Directorate/ Division of BEIS	37
My manager	97
Another senior member of staff in BEIS	70
Someone I manage	13
Someone working in a different Civil Service organisation	–
Someone working for a non-Civil Service organisation	16
A contractor	12
A service user (e.g. customer, claimant, offender)	–
A member of the public	–
Someone else not listed here	–
Prefer not to say	44

(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.

Option	%	Difference from previous survey	Difference from CS2019
Yes	55%	+16 **	+4%
No	37%	-8 **	-5 **
Prefer not to say	8%	-8 **	+1

E06. How would you describe your situation now?

For respondents who selected ‘Yes’ to E03.

Appropriate action was taken to address the behaviour I experienced:

Option	%	Difference from CS2019
Yes	18%	+2
No	59%	-4 **
Prefer not to say	24%	+2

The bullying and/or harassment has stopped:

Option	%	Difference from CS2019
Yes	42%	+4 **
No	31%	-6 **
Prefer not to say	27%	+3 **

The culture in my area allows this kind of behaviour to continue:

Option	%	Difference from CS2019
Yes	53%	-3
No	30%	+5 **
Prefer not to say	18%	-1

I felt like I was punished for reporting the incident:

Option	%	Difference from CS2019
Yes	21%	+4 **
No	52%	-3
Prefer not to say	27%	0

I moved to another team or role to avoid the behaviour:

Option	%	Difference from CS2019
Yes	30%	+9 **
No	56%	-5 **
Prefer not to say	14%	-2

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.)

My organisation

LQA1. I am familiar with HM Land Registry’s values / purpose / mission

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQA1. I am familiar with HM Land Registry’s values / purpose / mission	18	67	11	2	1	86% positive

Difference from benchmark: -1 **

LQA2. I believe the process of filling vacancies within HM Land Registry is fair

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQA2. I believe the process of filling vacancies within HM Land Registry is fair	9	35	27	20	10	43% positive

Difference from benchmark: -7 **

LQA3. HM Land Registry provides good support for employees’ health, wellbeing and resilience

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQA3. HM Land Registry provides good support for employees’ health, wellbeing and resilience	20	55	16	6	2	76% positive

Difference from benchmark: +7 **

LQA4. I believe my Area/Directorate/Division is taking action to combat discrimination, bullying and/or harassment

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQA4. I believe my Area/Directorate/Division is taking action to combat discrimination, bullying and/or harassment	13	46	32	6	3	59% positive

Difference from benchmark: -1 **

Change management

LQC1. I get to find out the reasons behind key changes that happen in HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQC1. I get to find out the reasons behind key changes that happen in HM Land Registry	7	43	29	16	5	50% positive

Difference from benchmark: +4 **

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	8	46	29	14	3	54% positive

Difference from benchmark: +2 **

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	8	37	32	17	7	45% positive

Difference from benchmark: +1 **

LQC4. I feel positive about the future of HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQC4. I feel positive about the future of HM Land Registry	12	49	27	8	5	60% positive

Difference from benchmark: +6 **

Support for Managers

LQI1. I get to find out the reasons behind key changes that happen in HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQI1I. I get to find out the reasons behind key changes that happen in HM Land Registry	37	56	3	2	1	94% positive

Difference from benchmark: 0

LQI2. I understand what support is available to me as I am affected by organisational change

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQI2. I understand what support is available to me as I am affected by organisational change	28	54	10	6	3	81% positive

Difference from benchmark: +3 **

LQI3. I feel that change is managed well in my Area/Directorate/Division

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQI3. I feel that change is managed well in my Area/Directorate/Division	35	54	6	3	1	89% positive

Difference from benchmark: 0

LQI4. I feel positive about the future of HM Land Registry

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQI4. I feel positive about the future of HM Land Registry	29	54	9	6	2	83% positive

Difference from benchmark: +2 **

Customer Service

LQM1. I understand my customers’ / service users’ needs

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQM1I understand my customers’ / service users’ needs	18	70	10	1	1	88% positive

Difference from benchmark: -4 **

LQM2. My Area/Directorate/Division sets goals that are appropriately aligned to customer / service user requirements

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQM2. My Area/Directorate/Division sets goals that are appropriately aligned to customer / service user requirements	10	50	29	8	3	60% positive

Difference from benchmark: -9 **

LQM3. In HM Land Registry, ideas and innovation are increasingly driven by customer / service user experience

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQM3. In HM Land Registry, ideas and innovation are increasingly driven by customer / service user experience	10	48	31	8	3	58% positive

Difference from benchmark: +2 **

LQM4I. I feel supported when faced by unacceptable actions from customers / service users

Question	Strongly agree	Agree	Neither	Disagree	Strongly disagree	% Positive
LQM4I. I feel supported when faced by unacceptable actions from customers / service users	11	47	34	5	2	60% positive

Difference from benchmark: +6 **

Proxy Stress Index and PERMA Index

Proxy Stress Index

30%

Difference from previous survey: -1 **
Difference from CS2019: +1 **
Difference from CS High Performers: +4 **

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	60%
B08. My manager motivates me to be more effective in my job	66%
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	87%
B30. I have clear work objectives	78%
B33. I have an acceptable workload	68%
B45. I have the opportunity to contribute my views before decisions are made that affect me	35%
E03. Have you been bullied or harassed at work, in the past 12 months **?	83%

( ** 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: -3 **
Difference from CS High Performers: -4 **

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	82%
B03. My work gives me a sense of personal accomplishment	70%
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?	66%
W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?	68%

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. 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.