Corporate report

Home Office Headquarters staff survey results

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Autumn 2012 survey report for HQ
Returns 2402
Response rate 79%
Engagement Index results
Your engagement index is 57%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 -1% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
The three elements of engagement are Say, Stay and Strive
Say is to speak positively of the organisation
B50. I am proud when I tell others I am part of the Home Office % Positive 57%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
B51. I would recommend the Home Office as a great place to work % Positive 44%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -3% This is a statistically significant difference
Stay is being emotionally attached and committed to the organisation
B52. I feel a strong personal attachment to the Home Office % Positive 43%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1% This is a statistically significant difference
Strive is being motivated to do the best for the organisation
B53. The Home Office inspires me to do the best in my job % Positive 39%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
B54. The Home Office motivates me to help it achieve its objectives % Positive 37%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
The results for the engagement questions are shown in more detail later on in this report
Drivers of engagement results
Employee engagement is shaped by experiences at work, as measured by nine themes in the survey
The following results show how you performed on each of these themes, ranked by the strength of association with engagement
The themes which have the strongest association with engagement should be the focus for action
Leadership and managing change Strength of association with engagement 4 out of 4
Theme score % positive 36%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
My work Strength of association with engagement 3 out of 4
Theme score % positive 74%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +1% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
My line manager Strength of association with engagement 3 out of 4
Theme score % positive 66%
Difference from previous survey -1%
Difference from CS2012 0%
Difference from CS High Performers -3% This is a statistically significant difference
Organisational objectives and purpose Strength of association with engagement 2 out of 4
Theme score % positive 82%
Difference from previous survey -1%
Difference from CS2012 0%
Difference from CS High Performers -6% This is a statistically significant difference
Pay and benefits Strength of association with engagement 2 out of 4
Theme score % positive 37%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +2% This is a statistically significant difference
Learning and development Strength of association with engagement 2 out of 4
Theme score % positive 50%
Difference from previous survey 0%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
Resources and workload Strength of association with engagement 2 out of 4
Theme score % positive 71%
Difference from previous survey 0%
Difference from CS2012 -3% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
Inclusion and fair treatment Strength of association with engagement 1 out of 4
Theme score % positive 75%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -3% This is a statistically significant difference
My team Strength of association with engagement 1 out of 4
Theme score % positive 78%
Difference from previous survey -1%
Difference from CS2012 0%
Difference from CS High Performers -3% This is a statistically significant difference
Top three key driver themes in more detail
The three themes which have the strongest association with engagement are stated below
Questions are ranked by difference from the Civil Service 2012 benchmark
Leadership and managing change questions
B47. The Home Office keeps me informed about matters that affect me % Positive 60%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
B41. Senior managers in the Home Office are sufficiently visible % Positive 48%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 0%
B42. I believe the actions of senior managers are consistent with Home Office values % Positive 40%
Difference from previous survey -4% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me % Positive 33%
Difference from previous survey -4% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
B49. I think it is safe to challenge the way things are done in the Home Office % Positive 38%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 -3% This is a statistically significant difference
B40. I feel that the Home Office as a whole is managed well % Positive 39%
Difference from previous survey -5% This is a statistically significant difference
Difference from CS2012 -3% This is a statistically significant difference
B44. Overall, I have confidence in the decisions made by Home Office senior managers % Positive 35%
Difference from previous survey -5% This is a statistically significant difference
Difference from CS2012 -4% This is a statistically significant difference
B45. I feel that change is managed well in the Home Office % Positive 23%
Difference from previous survey -1%
Difference from CS2012 -6% This is a statistically significant difference
B46. When changes are made in the Home Office they are usually for the better % Positive 18%
Difference from previous survey -4% This is a statistically significant difference
Difference from CS2012 -7% This is a statistically significant difference
B43. I believe that the Executive Management Board has a clear vision for the future of the Home Office % Positive 28%
Difference from previous survey -5% This is a statistically significant difference
Difference from CS2012 -12% This is a statistically significant difference
My work questions
B04. I feel involved in the decisions that affect my work % Positive 59%
Difference from previous survey -1%
Difference from CS2012 +6% This is a statistically significant difference
B05. I have a choice in deciding how I do my work % Positive 75%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
B01. I am interested in my work % Positive 90%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 0%
B02. I am sufficiently challenged by my work % Positive 76%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 0%
B03. My work gives me a sense of personal accomplishment % Positive 71%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
My line manager questions
B18. Poor performance is dealt with effectively in my team % Positive 40%
Difference from previous survey +1%
Difference from CS2012 +3% This is a statistically significant difference
B14. My manager recognises when I have done my job well % Positive 79%
Difference from previous survey 0%
Difference from CS2012 +1% This is a statistically significant difference
B17. I think that my performance is evaluated fairly % Positive 64%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +1% This is a statistically significant difference
B11. My manager is open to my ideas % Positive 80%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +1% This is a statistically significant difference
B10. My manager is considerate of my life outside work % Positive 81%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 0%
B09. My manager motivates me to be more effective in my job % Positive 66%
Difference from previous survey -1%
Difference from CS2012 0%
B16. The feedback I receive helps me to improve my performance % Positive 60%
Difference from previous survey -1%
Difference from CS2012 0%
B15. I receive regular feedback on my performance % Positive 63%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1%
B13. Overall, I have confidence in the decisions made by my manager % Positive 71%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1%
B12. My manager helps me to understand how I contribute to Home Office objectives % Positive 57%
Difference from previous survey 0%
Difference from CS2012 -3% This is a statistically significant difference
Results of all questions in theme order
My work questions
B01. I am interested in my work
% strongly agree 42%
% agree 48%
% neither 6%
% disagree 3%
% strongly disagree 1%
% Positive 90%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -2% This is a statistically significant difference
B02. I am sufficiently challenged by my work
% strongly agree 32%
% agree 44%
% neither 13%
% disagree 9%
% strongly disagree 2%
% Positive 76%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -4% This is a statistically significant difference
B03. My work gives me a sense of personal accomplishment
% strongly agree 25%
% agree 46%
% neither 16%
% disagree 10%
% strongly disagree 3%
% Positive 71%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -7% This is a statistically significant difference
B04. I feel involved in the decisions that affect my work
% strongly agree 16%
% agree 43%
% neither 19%
% disagree 15%
% strongly disagree 7%
% Positive 59%
Difference from previous survey -1%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers 0%
B05. I have a choice in deciding how I do my work
% strongly agree 26%
% agree 49%
% neither 13%
% disagree 9%
% strongly disagree 3%
% Positive 75%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
Organisational objectives and purpose questions
B06. I have a clear understanding of Home Office purpose
% strongly agree 25%
% agree 59%
% neither 11%
% disagree 4%
% strongly disagree 1%
% Positive 84%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -6% This is a statistically significant difference
B07. I have a clear understanding of Home Office objectives
% strongly agree 22%
% agree 58%
% neither 14%
% disagree 5%
% strongly disagree 1%
% Positive 80%
Difference from previous survey -1%
Difference from CS2012 +1% This is a statistically significant difference
Difference from CS High Performers -5% This is a statistically significant difference
B08. I understand how my work contributes to Home Office objectives
% strongly agree 25%
% agree 56%
% neither 13%
% disagree 4%
% strongly disagree 1%
% Positive 81%
Difference from previous survey 0%
Difference from CS2012 0%
Difference from CS High Performers -5% This is a statistically significant difference
My line manager questions
B09. My manager motivates me to be more effective in my job
% strongly agree 22%
% agree 44%
% neither 18%
% disagree 10%
% strongly disagree 6%
% Positive 66%
Difference from previous survey -1%
Difference from CS2012 0%
Difference from CS High Performers -3% This is a statistically significant difference
B10. My manager is considerate of my life outside work
% strongly agree 39%
% agree 42%
% neither 12%
% disagree 5%
% strongly disagree 3%
% Positive 81%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -2% This is a statistically significant difference
B11. My manager is open to my ideas
% strongly agree 34%
% agree 45%
% neither 12%
% disagree 6%
% strongly disagree 3%
% Positive 80%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +1% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
B12. My manager helps me to understand how I contribute to Home Office objectives
% strongly agree 15%
% agree 42%
% neither 28%
% disagree 11%
% strongly disagree 4%
% Positive 57%
Difference from previous survey 0%
Difference from CS2012 -3% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
B13. Overall, I have confidence in the decisions made by my manager
% strongly agree 27%
% agree 44%
% neither 17%
% disagree 7%
% strongly disagree 5%
% Positive 71%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1%
Difference from CS High Performers -5% This is a statistically significant difference
B14. My manager recognises when I have done my job well
% strongly agree 32%
% agree 47%
% neither 13%
% disagree 6%
% strongly disagree 3%
% Positive 79%
Difference from previous survey 0%
Difference from CS2012 +1% This is a statistically significant difference
Difference from CS High Performers -1% This is a statistically significant difference
B15. I receive regular feedback on my performance
% strongly agree 19%
% agree 44%
% neither 19%
% disagree 13%
% strongly disagree 5%
% Positive 63%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1%
Difference from CS High Performers -5% This is a statistically significant difference
B16. The feedback I receive helps me to improve my performance
% strongly agree 18%
% agree 42%
% neither 25%
% disagree 10%
% strongly disagree 5%
% Positive 60%
Difference from previous survey -1%
Difference from CS2012 0%
Difference from CS High Performers -3% This is a statistically significant difference
B17. I think that my performance is evaluated fairly
% strongly agree 18%
% agree 46%
% neither 23%
% disagree 8%
% strongly disagree 5%
% Positive 64%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +1% This is a statistically significant difference
Difference from CS High Performers -4% This is a statistically significant difference
B18. Poor performance is dealt with effectively in my team
% strongly agree 8%
% agree 32%
% neither 38%
% disagree 14%
% strongly disagree 9%
% Positive 40%
Difference from previous survey +1%
Difference from CS2012 +3% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
My team questions
B19. The people in my team can be relied upon to help when things get difficult in my job
% strongly agree 34%
% agree 48%
% neither 11%
% disagree 6%
% strongly disagree 1%
% Positive 82%
Difference from previous survey 0%
Difference from CS2012 -1% This is a statistically significant difference
Difference from CS High Performers -4% This is a statistically significant difference
B20. The people in my team work together to find ways to improve the service we provide
% strongly agree 29%
% agree 50%
% neither 13%
% disagree 6%
% strongly disagree 2%
% Positive 79%
Difference from previous survey 0%
Difference from CS2012 0%
Difference from CS High Performers -2% This is a statistically significant difference
B21. The people in my team are encouraged to come up with new and better ways of doing things
% strongly agree 26%
% agree 47%
% neither 16%
% disagree 8%
% strongly disagree 3%
% Positive 73%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +2% This is a statistically significant difference
Difference from CS High Performers -3% This is a statistically significant difference
Learning and development questions
B22. I am able to access the right learning and development opportunities when I need to
% strongly agree 11%
% agree 48%
% neither 24%
% disagree 14%
% strongly disagree 4%
% Positive 59%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +1% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance
% strongly agree 10%
% agree 39%
% neither 36%
% disagree 11%
% strongly disagree 4%
% Positive 49%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
Difference from CS High Performers -3% This is a statistically significant difference
B24. There are opportunities for me to develop my career in the Home Office
% strongly agree 9%
% agree 35%
% neither 26%
% disagree 19%
% strongly disagree 12%
% Positive 44%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +8% This is a statistically significant difference
Difference from CS High Performers +1% This is a statistically significant difference
B25. Learning and development activities I have completed while working for the Home Office are helping me to develop my career
% strongly agree 10%
% agree 38%
% neither 31%
% disagree 14%
% strongly disagree 7%
% Positive 48%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 +8% This is a statistically significant difference
Difference from CS High Performers +2% This is a statistically significant difference
Inclusion and fair treatment questions
B26. I am treated fairly at work
% strongly agree 24%
% agree 54%
% neither 12%
% disagree 7%
% strongly disagree 3%
% Positive 78%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -3% This is a statistically significant difference
B27. I am treated with respect by the people I work with
% strongly agree 28%
% agree 54%
% neither 11%
% disagree 4%
% strongly disagree 2%
% Positive 83%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1% This is a statistically significant difference
Difference from CS High Performers -4% This is a statistically significant difference
B28. I feel valued for the work I do
% strongly agree 18%
% agree 46%
% neither 18%
% disagree 12%
% strongly disagree 6%
% Positive 64%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +2% This is a statistically significant difference
Difference from CS High Performers -3% This is a statistically significant difference
B29. I think that the Home Office respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
% strongly agree 23%
% agree 50%
% neither 16%
% disagree 7%
% strongly disagree 4%
% Positive 74%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 +2% This is a statistically significant difference
Difference from CS High Performers -5% This is a statistically significant difference
Resources and workload questions
B30. In my job, I am clear what is expected of me
% strongly agree 20%
% agree 58%
% neither 12%
% disagree 8%
% strongly disagree 2%
% Positive 78%
Difference from previous survey 0%
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B31. I get the information I need to do my job well
% strongly agree 14%
% agree 53%
% neither 19%
% disagree 11%
% strongly disagree 3%
% Positive 67%
Difference from previous survey -1%
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
B32. I have clear work objectives
% strongly agree 17%
% agree 54%
% neither 15%
% disagree 10%
% strongly disagree 3%
% Positive 71%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2012 -4% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B33. I have the skills I need to do my job effectively
% strongly agree 26%
% agree 61%
% neither 10%
% disagree 3%
% strongly disagree 1%
% Positive 87%
Difference from previous survey -1%
Difference from CS2012 -1% This is a statistically significant difference
Difference from CS High Performers -4% This is a statistically significant difference
B34. I have the tools I need to do my job effectively
% strongly agree 15%
% agree 55%
% neither 17%
% disagree 10%
% strongly disagree 3%
% Positive 70%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -5% This is a statistically significant difference
B35. I have an acceptable workload
% strongly agree 8%
% agree 50%
% neither 19%
% disagree 17%
% strongly disagree 6%
% Positive 58%
Difference from previous survey -1%
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B36. I achieve a good balance between my work life and my private life
% strongly agree 14%
% agree 50%
% neither 16%
% disagree 14%
% strongly disagree 5%
% Positive 64%
Difference from previous survey +1%
Difference from CS2012 -3% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
Pay and benefits questions
B37. I feel that my pay adequately reflects my performance
% strongly agree 5%
% agree 35%
% neither 22%
% disagree 26%
% strongly disagree 12%
% Positive 40%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 +9% This is a statistically significant difference
Difference from CS High Performers +3% This is a statistically significant difference
B38. I am satisfied with the total benefits package
% strongly agree 4%
% agree 34%
% neither 26%
% disagree 24%
% strongly disagree 12%
% Positive 38%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +5% This is a statistically significant difference
Difference from CS High Performers -1% This is a statistically significant difference
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable
% strongly agree 5%
% agree 28%
% neither 24%
% disagree 27%
% strongly disagree 17%
% Positive 33%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers 0%
Leadership and managing change questions
B40. I feel that the Home Office as a whole is managed well
% strongly agree 3%
% agree 37%
% neither 33%
% disagree 20%
% strongly disagree 7%
% Positive 39%
Difference from previous survey -5% This is a statistically significant difference
Difference from CS2012 -3% This is a statistically significant difference
Difference from CS High Performers -17% This is a statistically significant difference
B41. Senior managers in the Home Office are sufficiently visible
% strongly agree 7%
% agree 41%
% neither 24%
% disagree 20%
% strongly disagree 8%
% Positive 48%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -12% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with Home Office values
% strongly agree 5%
% agree 35%
% neither 37%
% disagree 15%
% strongly disagree 8%
% Positive 40%
Difference from previous survey -4% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
B43. I believe that the Executive Management Board has a clear vision for the future of the Home Office
% strongly agree 3%
% agree 25%
% neither 52%
% disagree 13%
% strongly disagree 6%
% Positive 28%
Difference from previous survey -5% This is a statistically significant difference
Difference from CS2012 -12% This is a statistically significant difference
Difference from CS High Performers -24% This is a statistically significant difference
B44. Overall, I have confidence in the decisions made by Home Office senior managers
% strongly agree 3%
% agree 32%
% neither 40%
% disagree 17%
% strongly disagree 8%
% Positive 35%
Difference from previous survey -5% This is a statistically significant difference
Difference from CS2012 -4% This is a statistically significant difference
Difference from CS High Performers -16% This is a statistically significant difference
B45. I feel that change is managed well in the Home Office
% strongly agree 2%
% agree 21%
% neither 35%
% disagree 31%
% strongly disagree 11%
% Positive 23%
Difference from previous survey -1%
Difference from CS2012 -6% This is a statistically significant difference
Difference from CS High Performers -16% This is a statistically significant difference
B46. When changes are made in the Home Office they are usually for the better
% strongly agree 2%
% agree 16%
% neither 47%
% disagree 27%
% strongly disagree 9%
% Positive 18%
Difference from previous survey -4% This is a statistically significant difference
Difference from CS2012 -7% This is a statistically significant difference
Difference from CS High Performers -18% This is a statistically significant difference
B47. The Home Office keeps me informed about matters that affect me
% strongly agree 6%
% agree 54%
% neither 25%
% disagree 11%
% strongly disagree 4%
% Positive 60%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
Difference from CS High Performers -4% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me
% strongly agree 4%
% agree 29%
% neither 32%
% disagree 26%
% strongly disagree 9%
% Positive 33%
Difference from previous survey -4% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
B49. I think it is safe to challenge the way things are done in the Home Office
% strongly agree 5%
% agree 33%
% neither 32%
% disagree 20%
% strongly disagree 10%
% Positive 38%
Difference from previous survey -1% This is a statistically significant difference
Difference from CS2012 -3% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
Engagement questions
B50. I am proud when I tell others I am part of the Home Office
% strongly agree 13%
% agree 43%
% neither 30%
% disagree 10%
% strongly disagree 4%
% Positive 57%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +3% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B51. I would recommend the Home Office as a great place to work
% strongly agree 9%
% agree 35%
% neither 35%
% disagree 15%
% strongly disagree 6%
% Positive 44%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -3% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
B52. I feel a strong personal attachment to the Home Office
% strongly agree 11%
% agree 32%
% neither 32%
% disagree 19%
% strongly disagree 6%
% Positive 43%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -1% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
B53. The Home Office inspires me to do the best in my job
% strongly agree 8%
% agree 31%
% neither 38%
% disagree 17%
% strongly disagree 6%
% Positive 39%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
B54. The Home Office motivates me to help it achieve its objectives
% strongly agree 7%
% agree 30%
% neither 39%
% disagree 17%
% strongly disagree 7%
% Positive 37%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -2% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
Taking action questions
B55. I believe that senior managers in the Home Office will take action on the results from this survey
% strongly agree 7%
% agree 38%
% neither 28%
% disagree 18%
% strongly disagree 9%
% Positive 45%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 +2% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
B56. I believe that managers where I work will take action on the results from this survey
% strongly agree 14%
% agree 43%
% neither 21%
% disagree 13%
% strongly disagree 9%
% Positive 58%
Difference from previous survey 0%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
B57. Where I work, I think effective action has been taken on the results of the last survey
% strongly agree 9%
% agree 29%
% neither 37%
% disagree 16%
% strongly disagree 10%
% Positive 37%
Difference from previous survey 0%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers -3% This is a statistically significant difference
Your plans for the future questions
C01. Which of the following statements most reflects your current thoughts about working for the Home Office
I want to leave the Home Office as soon as possible 8%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -1% This is a statistically significant difference
I want to leave the Home Office within the next 12 months 18%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +1% This is a statistically significant difference
I want to stay working for the Home Office for at least the next year 36%
Difference from previous survey +1%
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +2% This is a statistically significant difference
I want to stay working for the Home Office for at least the next three years 38%
Difference from previous survey -6% This is a statistically significant difference
Difference from CS2012 -14% This is a statistically significant difference
Difference from CS High Performers -22% This is a statistically significant difference
The Civil Service Code questions
Differences are based on % Yes score
D01. Are you aware of the Civil Service Code? % Yes 92% % No 8%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2012 +4% This is a statistically significant difference
Difference from CS High Performers -1% This is a statistically significant difference
D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 63% % No 37%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -6% This is a statistically significant difference
D03. Are you confident that if you raised a concern under the Civil Service Code in the Home Office it would be investigated properly? % Yes 67% % No 33%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -4% This is a statistically significant difference
Discrimination, harassment and bullying questions
E01. During the past 12 months, have you personally experienced discrimination at work
2012 scores % Yes 11%
% No 81%
% Prefer not to say 8%
2011 scores % Yes 10%
% No 82%
% Prefer not to say 7%
CS 2012 scores % Yes 10%
% No 81%
% Prefer not to say 9%
E02 is for respondents who selected Yes to question E01
E02. On which of the following grounds have you personally experienced discrimination in the past 12 months
Counts fewer that ten responses are not reported
Age 31 responses
Caring responsibilities 21 responses
Disability 32 responses
Ethnic background 28 responses
Gender 24 responses
Gender reassignment or perceived gender data withheld due to anonymity
Grade, pay band or responsibility level 103 responses
Main spoken/written language or language ability 16 responses
Religion or belief data withheld due to anonymity
Sexual orientation data withheld due to anonymity
Social or educational background 15 responses
Working location 35 responses
Working pattern 69 responses
Any other grounds 69 responses
Prefer not to say 30 responses
E03. During the past 12 months, have you personally experienced bullying or harassment at work
2012 scores % Yes 13%
% No 81%
% Prefer not to say 6%
2011 scores % Yes 12%
% No 81%
% Prefer not to say 7%
CS 2012 scores % Yes 10%
% No 83%
% Prefer not to say 7%
E04 is for respondents who selected Yes to question E03
E04. Who were you bullied or harassed by at work in the past 12 months
Counts fewer that ten responses are not reported
A colleague 64 responses
Your manager 106 responses
Another manager in my part of the Home Office 95 responses
Someone you manage 12 responses
Someone who works for another part of the Home Office 42 responses
A member of the public data withheld due to anonymity
Someone else 15 responses
Prefer not to say 38 responses
HQ local questions
F01. Within the Home Office opportunities for selection are fair
% strongly agree 5%
% agree 35%
% neither 28%
% disagree 23%
% strongly disagree 8%
% Positive 40%
Difference from previous survey +1%
F02. The Home Office Executive Management Board is sufficiently visible
% strongly agree 3%
% agree 22%
% neither 35%
% disagree 31%
% strongly disagree 9%
% Positive 25%
Difference from previous survey 0%
F03. Senior managers where I work inspire staff with a positive vision
% strongly agree 10%
% agree 38%
% neither 27%
% disagree 16%
% strongly disagree 9%
% Positive 48%
Difference from previous survey 0%
F04. If you answered yes to the question 'During the past 12 months, have you personally experienced bullying or harassment at work', did you report it?
% Yes 38%
% No 62%
% Positive 38%
Difference from previous survey +6% This is a statistically significant difference
F05. Have you taken part in any volunteering activity or given unpaid help to a club, group or organisation in the last 12 months?
% Yes 39%
% No 61%
% Positive 39%
Difference from previous survey +2% This is a statistically significant difference
F06. Have you taken any special leave from your job in the past 12 months to take part in volunteering activity or giving of unpaid help?
% Yes 8%
% No 92%
% Positive 8%
Difference from previous survey +1% This is a statistically significant difference
F07. Have you seen or heard communications about the Home Office We Want To Be programme?
% Yes 87%
% No 13%
% Positive 87%
Difference from previous survey is not available
F08. Have you seen changes as a result of the Home Office We Want To Be programme?
% Yes 24%
% No 76%
% Positive 24%
Difference from previous survey is not available
F09. I am aware that Civil Service Learning is the first place to go for learning and development opportunities that are open to all civil servants
% Yes 80%
% No 20%
% Positive 80%
Difference from previous survey is not available
F10. I review my learning and development needs with my manager on a regular basis
% strongly agree 9%
% agree 45%
% neither 24%
% disagree 17%
% strongly disagree 5%
% Positive 54%
Difference from previous survey is not available
Appendix
Glossary of key terms
% positive is the proportion who selected either "agree" or "strongly agree" for a question
or all questions within a theme in the case of the theme score % positive
Comparisons to the previous survey relate to the results from the 2011 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
The CS2012 benchmark is the median percent positive across all organisations that participated in the 2012 Civil Service People Survey
For each question, the CS High Performers is the upper quartile score across all organisations that have taken part in the 2012 Civil Service People Survey
Rounding
Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy
Statistical significance
Statistical testing has been carried out on the comparisons between this year's results and your previous survey
CS2012 results and CS High Performers results to identify differences that are statistically significant
You can therefore be confident that the difference represents a real difference in opinion between the results
The employee engagement index
The survey includes five questions that make up the engagement index (B50-B54)
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 five engagement questions
a score of 100 represents all respondents saying they strongly agree to all five engagement questions
The drivers of engagement
While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement
Nine themes have been included in the survey to measure employees experiences at work
A statistical technique, stepwise regression, is used to identify the extent to which each of these themes has an association with engagement
The themes identified as having an association are called the Drivers of engagement
The strength of association with engagement varies by theme and is rated out of 4
Themes rated 4 out of 4 have the strongest association with engagement
Confidentiality
This survey was carried out as part of the 2012 Civil Service People Survey
This is managed by the Cabinet Office on behalf of all the participating organisations
The Cabinet Office commissioned ORC International to carry out the survey
ORC International 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 less 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
End of report