Autumn 2012 survey report for UK Border Force
Returns 1821
Response rate 23%
Engagement Index results
Your engagement index is 36%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2012 -22% This is a statistically significant difference
Difference from CS High Performers -26% 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 Border Force % Positive 24%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -29% This is a statistically significant difference
B51. I would recommend Border Force as a great place to work % Positive 15%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -31% This is a statistically significant difference
Stay is being emotionally attached and committed to the organisation
B52. I feel a strong personal attachment to Border Force % Positive 23%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -21% This is a statistically significant difference
Strive is being motivated to do the best for the organisation
B53. Border Force inspires me to do the best in my job % Positive 18%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
B54. Border Force motivates me to help it achieve its objectives % Positive 16%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% 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 17%
Difference from previous survey 0%
Difference from CS2012 -24% This is a statistically significant difference
Difference from CS High Performers -33% This is a statistically significant difference
My work Strength of association with engagement 3 out of 4
Theme score % positive 55%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2012 -18% This is a statistically significant difference
Difference from CS High Performers -22% This is a statistically significant difference
My line manager Strength of association with engagement 2 out of 4
Theme score % positive 52%
Difference from previous survey 0%
Difference from CS2012 -13% This is a statistically significant difference
Difference from CS High Performers -16% This is a statistically significant difference
Pay and benefits Strength of association with engagement 2 out of 4
Theme score % positive 22%
Difference from previous survey +1%
Difference from CS2012 -8% This is a statistically significant difference
Difference from CS High Performers -13% This is a statistically significant difference
Organisational objectives and purpose Strength of association with engagement 2 out of 4
Theme score % positive 61%
Difference from previous survey +1%
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -26% This is a statistically significant difference
Learning and development Strength of association with engagement 2 out of 4
Theme score % positive 24%
Difference from previous survey +2%
Difference from CS2012 -20% This is a statistically significant difference
Difference from CS High Performers -28% This is a statistically significant difference
Resources and workload Strength of association with engagement 2 out of 4
Theme score % positive 52%
Difference from previous survey +1%
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -24% This is a statistically significant difference
My team Strength of association with engagement 1 out of 4
Theme score % positive 66%
Difference from previous survey +3%
Difference from CS2012 -12% This is a statistically significant difference
Difference from CS High Performers -15% This is a statistically significant difference
Inclusion and fair treatment Strength of association with engagement 1 out of 4
Theme score % positive 55%
Difference from previous survey +1%
Difference from CS2012 -20% This is a statistically significant difference
Difference from CS High Performers -22% 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
B46. When changes are made in Border Force they are usually for the better % Positive 8%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -17% This is a statistically significant difference
B43. I believe that Senior Management has a clear vision for the future of Border Force % Positive 18%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -21% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me % Positive 15%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -21% This is a statistically significant difference
B45. I feel that change is managed well in Border Force % Positive 7%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -22% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with Border Force's values % Positive 20%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -22% This is a statistically significant difference
B41. Senior managers in Border Force are sufficiently visible % Positive 25%
Difference from previous survey +2%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
B49. I think it is safe to challenge the way things are done in Border Force % Positive 17%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
B47. Border Force keeps me informed about matters that affect me % Positive 31%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -25% This is a statistically significant difference
"B44. Overall, I have confidence in the decisions made by Border Force's senior managers % Positive 14%"
Difference from previous survey +2%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -26% This is a statistically significant difference
B40. I feel that Border Force as a whole is managed well % Positive 13%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -30% This is a statistically significant difference
My work questions
B01. I am interested in my work % Positive 82%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 -8% This is a statistically significant difference
B02. I am sufficiently challenged by my work % Positive 64%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 -12% This is a statistically significant difference
B03. My work gives me a sense of personal accomplishment % Positive 55%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2012 -17% This is a statistically significant difference
B04. I feel involved in the decisions that affect my work % Positive 29%
Difference from previous survey 0%
Difference from CS2012 -24% This is a statistically significant difference
B05. I have a choice in deciding how I do my work % Positive 42%
Difference from previous survey +2%
Difference from CS2012 -30% This is a statistically significant difference
My line manager questions
B18. Poor performance is dealt with effectively in my team % Positive 30%
Difference from previous survey -1%
Difference from CS2012 -7% This is a statistically significant difference
B14. My manager recognises when I have done my job well % Positive 68%
Difference from previous survey -1%
Difference from CS2012 -9% This is a statistically significant difference
B11. My manager is open to my ideas % Positive 67%
Difference from previous survey +1%
Difference from CS2012 -11% This is a statistically significant difference
B17. I think that my performance is evaluated fairly % Positive 50%
Difference from previous survey -1%
Difference from CS2012 -12% This is a statistically significant difference
B15. I receive regular feedback on my performance % Positive 49%
Difference from previous survey -1%
Difference from CS2012 -14% This is a statistically significant difference
B10. My manager is considerate of my life outside work % Positive 66%
Difference from previous survey 0%
Difference from CS2012 -14% This is a statistically significant difference
B09. My manager motivates me to be more effective in my job % Positive 51%
Difference from previous survey +1%
Difference from CS2012 -15% This is a statistically significant difference
"B13. Overall, I have confidence in the decisions made by my manager % Positive 56%"
Difference from previous survey 0%
Difference from CS2012 -15% This is a statistically significant difference
B12. My manager helps me to understand how I contribute to Border Force's objectives % Positive 43%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -18% This is a statistically significant difference
B16. The feedback I receive helps me to improve my performance % Positive 42%
Difference from previous survey -1%
Difference from CS2012 -18% 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 36%
% agree 45%
% neither 10%
% disagree 6%
% strongly disagree 3%
% Positive 82%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 -8% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
B02. I am sufficiently challenged by my work
% strongly agree 23%
% agree 41%
% neither 17%
% disagree 13%
% strongly disagree 6%
% Positive 64%
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 -16% This is a statistically significant difference
B03. My work gives me a sense of personal accomplishment
% strongly agree 18%
% agree 38%
% neither 17%
% disagree 17%
% strongly disagree 11%
% Positive 55%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2012 -17% This is a statistically significant difference
Difference from CS High Performers -22% This is a statistically significant difference
B04. I feel involved in the decisions that affect my work
% strongly agree 7%
% agree 22%
% neither 17%
% disagree 24%
% strongly disagree 29%
% Positive 29%
Difference from previous survey 0%
Difference from CS2012 -24% This is a statistically significant difference
Difference from CS High Performers -30% This is a statistically significant difference
B05. I have a choice in deciding how I do my work
% strongly agree 10%
% agree 32%
% neither 18%
% disagree 18%
% strongly disagree 22%
% Positive 42%
Difference from previous survey +2%
Difference from CS2012 -30% This is a statistically significant difference
Difference from CS High Performers -35% This is a statistically significant difference
Organisational objectives and purpose questions
B06. I have a clear understanding of Border Force's purpose
% strongly agree 19%
% agree 45%
% neither 16%
% disagree 12%
% strongly disagree 8%
% Positive 64%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -20% This is a statistically significant difference
Difference from CS High Performers -26% This is a statistically significant difference
B07. I have a clear understanding of Border Force's objectives
% strongly agree 15%
% agree 44%
% neither 19%
% disagree 13%
% strongly disagree 8%
% Positive 59%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -20% This is a statistically significant difference
Difference from CS High Performers -26% This is a statistically significant difference
B08. I understand how my work contributes to Border Force's objectives
% strongly agree 17%
% agree 43%
% neither 20%
% disagree 11%
% strongly disagree 8%
% Positive 61%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -26% This is a statistically significant difference
My line manager questions
B09. My manager motivates me to be more effective in my job
% strongly agree 14%
% agree 37%
% neither 23%
% disagree 15%
% strongly disagree 12%
% Positive 51%
Difference from previous survey +1%
Difference from CS2012 -15% This is a statistically significant difference
Difference from CS High Performers -18% This is a statistically significant difference
B10. My manager is considerate of my life outside work
% strongly agree 25%
% agree 41%
% neither 18%
% disagree 8%
% strongly disagree 8%
% Positive 66%
Difference from previous survey 0%
Difference from CS2012 -14% This is a statistically significant difference
Difference from CS High Performers -17% This is a statistically significant difference
B11. My manager is open to my ideas
% strongly agree 22%
% agree 46%
% neither 17%
% disagree 9%
% strongly disagree 7%
% Positive 67%
Difference from previous survey +1%
Difference from CS2012 -11% This is a statistically significant difference
Difference from CS High Performers -15% This is a statistically significant difference
B12. My manager helps me to understand how I contribute to Border Force's objectives
% strongly agree 11%
% agree 32%
% neither 32%
% disagree 14%
% strongly disagree 10%
% Positive 43%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -18% This is a statistically significant difference
Difference from CS High Performers -23% This is a statistically significant difference
"B13. Overall, I have confidence in the decisions made by my manager"
% strongly agree 17%
% agree 40%
% neither 20%
% disagree 11%
% strongly disagree 12%
% Positive 56%
Difference from previous survey 0%
Difference from CS2012 -15% This is a statistically significant difference
Difference from CS High Performers -19% This is a statistically significant difference
B14. My manager recognises when I have done my job well
% strongly agree 23%
% agree 45%
% neither 17%
% disagree 9%
% strongly disagree 6%
% Positive 68%
Difference from previous survey -1%
Difference from CS2012 -9% This is a statistically significant difference
Difference from CS High Performers -11% This is a statistically significant difference
B15. I receive regular feedback on my performance
% strongly agree 13%
% agree 36%
% neither 21%
% disagree 19%
% strongly disagree 10%
% Positive 49%
Difference from previous survey -1%
Difference from CS2012 -14% This is a statistically significant difference
Difference from CS High Performers -19% This is a statistically significant difference
B16. The feedback I receive helps me to improve my performance
% strongly agree 12%
% agree 30%
% neither 32%
% disagree 16%
% strongly disagree 10%
% Positive 42%
Difference from previous survey -1%
Difference from CS2012 -18% This is a statistically significant difference
Difference from CS High Performers -21% This is a statistically significant difference
B17. I think that my performance is evaluated fairly
% strongly agree 12%
% agree 38%
% neither 26%
% disagree 13%
% strongly disagree 11%
% Positive 50%
Difference from previous survey -1%
Difference from CS2012 -12% This is a statistically significant difference
Difference from CS High Performers -17% This is a statistically significant difference
B18. Poor performance is dealt with effectively in my team
% strongly agree 6%
% agree 24%
% neither 32%
% disagree 18%
% strongly disagree 19%
% Positive 30%
Difference from previous survey -1%
Difference from CS2012 -7% This is a statistically significant difference
Difference from CS High Performers -11% 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 30%
% agree 48%
% neither 12%
% disagree 7%
% strongly disagree 3%
% Positive 78%
Difference from previous survey +2%
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -8% 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 22%
% agree 45%
% neither 19%
% disagree 9%
% strongly disagree 5%
% Positive 67%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2012 -12% This is a statistically significant difference
Difference from CS High Performers -15% 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 16%
% agree 37%
% neither 23%
% disagree 15%
% strongly disagree 10%
% Positive 53%
Difference from previous survey +2%
Difference from CS2012 -18% This is a statistically significant difference
Difference from CS High Performers -23% 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 4%
% agree 31%
% neither 28%
% disagree 24%
% strongly disagree 13%
% Positive 35%
Difference from previous survey +1%
Difference from CS2012 -23% This is a statistically significant difference
Difference from CS High Performers -30% 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 3%
% agree 22%
% neither 34%
% disagree 25%
% strongly disagree 16%
% Positive 25%
Difference from previous survey 0%
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -27% This is a statistically significant difference
B24. There are opportunities for me to develop my career in Border Force
% strongly agree 2%
% agree 17%
% neither 23%
% disagree 24%
% strongly disagree 33%
% Positive 20%
Difference from previous survey +7% This is a statistically significant difference
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -16% This is a statistically significant difference
Difference from CS High Performers -23% This is a statistically significant difference
B25. Learning and development activities I have completed while working for Border Force are helping me to develop my career
% strongly agree 3%
% agree 14%
% neither 29%
% disagree 26%
% strongly disagree 28%
% Positive 17%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -22% This is a statistically significant difference
Difference from CS High Performers -29% This is a statistically significant difference
Inclusion and fair treatment questions
B26. I am treated fairly at work
% strongly agree 12%
% agree 48%
% neither 19%
% disagree 11%
% strongly disagree 9%
% Positive 60%
Difference from previous survey +1%
Difference from CS2012 -18% This is a statistically significant difference
Difference from CS High Performers -21% This is a statistically significant difference
B27. I am treated with respect by the people I work with
% strongly agree 16%
% agree 57%
% neither 16%
% disagree 7%
% strongly disagree 5%
% Positive 73%
Difference from previous survey 0%
Difference from CS2012 -11% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
B28. I feel valued for the work I do
% strongly agree 8%
% agree 29%
% neither 24%
% disagree 19%
% strongly disagree 19%
% Positive 38%
Difference from previous survey +2%
Difference from CS2012 -24% This is a statistically significant difference
Difference from CS High Performers -29% This is a statistically significant difference
"B29. I think that Border Force respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)"
% strongly agree 10%
% agree 39%
% neither 27%
% disagree 12%
% strongly disagree 11%
% Positive 49%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -22% This is a statistically significant difference
Difference from CS High Performers -29% This is a statistically significant difference
Resources and workload questions
"B30. In my job, I am clear what is expected of me"
% strongly agree 13%
% agree 55%
% neither 15%
% disagree 12%
% strongly disagree 5%
% Positive 68%
Difference from previous survey 0%
Difference from CS2012 -16% This is a statistically significant difference
Difference from CS High Performers -19% This is a statistically significant difference
B31. I get the information I need to do my job well
% strongly agree 6%
% agree 37%
% neither 25%
% disagree 22%
% strongly disagree 10%
% Positive 44%
Difference from previous survey 0%
Difference from CS2012 -25% This is a statistically significant difference
Difference from CS High Performers -29% This is a statistically significant difference
B32. I have clear work objectives
% strongly agree 8%
% agree 45%
% neither 23%
% disagree 15%
% strongly disagree 9%
% Positive 53%
Difference from previous survey -2%
Difference from CS2012 -22% This is a statistically significant difference
Difference from CS High Performers -26% This is a statistically significant difference
B33. I have the skills I need to do my job effectively
% strongly agree 18%
% agree 54%
% neither 16%
% disagree 8%
% strongly disagree 4%
% Positive 72%
Difference from previous survey +1%
Difference from CS2012 -16% This is a statistically significant difference
Difference from CS High Performers -19% This is a statistically significant difference
B34. I have the tools I need to do my job effectively
% strongly agree 7%
% agree 34%
% neither 21%
% disagree 23%
% strongly disagree 14%
% Positive 41%
Difference from previous survey +2%
Difference from CS2012 -30% This is a statistically significant difference
Difference from CS High Performers -34% This is a statistically significant difference
B35. I have an acceptable workload
% strongly agree 5%
% agree 41%
% neither 25%
% disagree 17%
% strongly disagree 12%
% Positive 45%
Difference from previous survey +1%
Difference from CS2012 -15% This is a statistically significant difference
Difference from CS High Performers -20% This is a statistically significant difference
B36. I achieve a good balance between my work life and my private life
% strongly agree 6%
% agree 37%
% neither 22%
% disagree 19%
% strongly disagree 16%
% Positive 44%
Difference from previous survey +2%
Difference from CS2012 -24% This is a statistically significant difference
Difference from CS High Performers -30% This is a statistically significant difference
Pay and benefits questions
B37. I feel that my pay adequately reflects my performance
% strongly agree 2%
% agree 24%
% neither 21%
% disagree 29%
% strongly disagree 24%
% Positive 26%
Difference from previous survey +2%
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
B38. I am satisfied with the total benefits package
% strongly agree 1%
% agree 18%
% neither 24%
% disagree 30%
% strongly disagree 26%
% Positive 20%
Difference from previous survey +2%
Difference from CS2012 -13% This is a statistically significant difference
Difference from CS High Performers -20% 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 2%
% agree 19%
% neither 24%
% disagree 29%
% strongly disagree 26%
% Positive 21%
Difference from previous survey 0%
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -12% This is a statistically significant difference
Leadership and managing change questions
B40. I feel that Border Force as a whole is managed well
% strongly agree 1%
% agree 11%
% neither 20%
% disagree 28%
% strongly disagree 39%
% Positive 13%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -30% This is a statistically significant difference
Difference from CS High Performers -44% This is a statistically significant difference
B41. Senior managers in Border Force are sufficiently visible
% strongly agree 3%
% agree 22%
% neither 21%
% disagree 24%
% strongly disagree 30%
% Positive 25%
Difference from previous survey +2%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
Difference from CS High Performers -35% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with Border Force's values
% strongly agree 3%
% agree 17%
% neither 34%
% disagree 19%
% strongly disagree 26%
% Positive 20%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -22% This is a statistically significant difference
Difference from CS High Performers -34% This is a statistically significant difference
B43. I believe that Senior Management has a clear vision for the future of Border Force
% strongly agree 3%
% agree 15%
% neither 27%
% disagree 21%
% strongly disagree 34%
% Positive 18%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -33% This is a statistically significant difference
"B44. Overall, I have confidence in the decisions made by Border Force's senior managers"
% strongly agree 2%
% agree 11%
% neither 24%
% disagree 24%
% strongly disagree 38%
% Positive 14%
Difference from previous survey +2%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -26% This is a statistically significant difference
Difference from CS High Performers -38% This is a statistically significant difference
B45. I feel that change is managed well in Border Force
% strongly agree 1%
% agree 6%
% neither 21%
% disagree 33%
% strongly disagree 39%
% Positive 7%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -22% This is a statistically significant difference
Difference from CS High Performers -31% This is a statistically significant difference
B46. When changes are made in Border Force they are usually for the better
% strongly agree 1%
% agree 7%
% neither 22%
% disagree 31%
% strongly disagree 38%
% Positive 8%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -17% This is a statistically significant difference
Difference from CS High Performers -28% This is a statistically significant difference
B47. Border Force keeps me informed about matters that affect me
% strongly agree 2%
% agree 30%
% neither 32%
% disagree 18%
% strongly disagree 18%
% Positive 31%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -25% This is a statistically significant difference
Difference from CS High Performers -32% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me
% strongly agree 1%
% agree 13%
% neither 22%
% disagree 28%
% strongly disagree 35%
% Positive 15%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -28% This is a statistically significant difference
B49. I think it is safe to challenge the way things are done in Border Force
% strongly agree 2%
% agree 15%
% neither 24%
% disagree 25%
% strongly disagree 34%
% Positive 17%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
Difference from CS High Performers -30% This is a statistically significant difference
Engagement questions
B50. I am proud when I tell others I am part of Border Force
% strongly agree 5%
% agree 20%
% neither 29%
% disagree 22%
% strongly disagree 25%
% Positive 24%
Difference from previous survey -1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -29% This is a statistically significant difference
Difference from CS High Performers -40% This is a statistically significant difference
B51. I would recommend Border Force as a great place to work
% strongly agree 3%
% agree 13%
% neither 27%
% disagree 28%
% strongly disagree 29%
% Positive 15%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -31% This is a statistically significant difference
Difference from CS High Performers -42% This is a statistically significant difference
B52. I feel a strong personal attachment to Border Force
% strongly agree 6%
% agree 18%
% neither 28%
% disagree 23%
% strongly disagree 26%
% Positive 23%
Difference from previous survey 0%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -21% This is a statistically significant difference
Difference from CS High Performers -29% This is a statistically significant difference
B53. Border Force inspires me to do the best in my job
% strongly agree 3%
% agree 15%
% neither 31%
% disagree 26%
% strongly disagree 25%
% Positive 18%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
Difference from CS High Performers -32% This is a statistically significant difference
B54. Border Force motivates me to help it achieve its objectives
% strongly agree 3%
% agree 13%
% neither 31%
% disagree 26%
% strongly disagree 28%
% Positive 16%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -23% This is a statistically significant difference
Difference from CS High Performers -31% This is a statistically significant difference
Taking action questions
B55. I believe that senior managers in Border Force will take action on the results from this survey
% strongly agree 3%
% agree 15%
% neither 22%
% disagree 24%
% strongly disagree 37%
% Positive 17%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -26% This is a statistically significant difference
Difference from CS High Performers -36% 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 4%
% agree 21%
% neither 25%
% disagree 20%
% strongly disagree 31%
% Positive 24%
Difference from previous survey -1%
Difference from CS2012 -28% This is a statistically significant difference
Difference from CS High Performers -35% 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 2%
% agree 10%
% neither 32%
% disagree 22%
% strongly disagree 35%
% Positive 12%
Difference from previous survey 0%
Difference from CS2012 -20% This is a statistically significant difference
Difference from CS High Performers -28% 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 Border Force
I want to leave Border Force as soon as possible 19%
Difference from previous survey +1%
Difference from CS2012 +11% This is a statistically significant difference
Difference from CS High Performers +9% This is a statistically significant difference
I want to leave Border Force within the next 12 months 12%
Difference from previous survey 0%
Difference from CS2012 0%
Difference from CS High Performers -4% This is a statistically significant difference
I want to stay working for Border Force for at least the next year 21%
Difference from previous survey +1%
Difference from CS2012 -8% This is a statistically significant difference
Difference from CS High Performers -13% This is a statistically significant difference
I want to stay working for Border Force for at least the next three years 47%
Difference from previous survey -2%
Difference from CS2012 -4% This is a statistically significant difference
Difference from CS High Performers -12% 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 82% % No 18%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2012 -7% This is a statistically significant difference
Difference from CS High Performers -12% This is a statistically significant difference
D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 53% % No 47%
Difference from previous survey +1%
Difference from CS2012 -10% This is a statistically significant difference
Difference from CS High Performers -16% This is a statistically significant difference
D03. Are you confident that if you raised a concern under the Civil Service Code in Border Force it would be investigated properly? % Yes 40% % No 60%
Difference from previous survey +1%
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
Difference from CS2012 -26% This is a statistically significant difference
Difference from CS High Performers -31% 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 22%
% No 64%
% Prefer not to say 13%
2011 scores % Yes 23%
% No 64%
% Prefer not to say 13%
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 47 responses
Caring responsibilities 48 responses
Disability 55 responses
Ethnic background 29 responses
Gender 58 responses
Gender reassignment or perceived gender data withheld due to anonymity
"Grade, pay band or responsibility level 173 responses"
Main spoken/written language or language ability data withheld due to anonymity
Religion or belief 27 responses
Sexual orientation 11 responses
Social or educational background 15 responses
Working location 95 responses
Working pattern 138 responses
Any other grounds 100 responses
Prefer not to say 27 responses
"E03. During the past 12 months, have you personally experienced bullying or harassment at work"
2012 scores % Yes 19%
% No 70%
% Prefer not to say 11%
2011 scores % Yes 21%
% No 69%
% Prefer not to say 11%
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 85 responses
Your manager 87 responses
Another manager in my part of Border Force 118 responses
Someone you manage 28 responses
Someone who works for another part of Border Force 37 responses
A member of the public 40 responses
Someone else 24 responses
Prefer not to say 48 responses
UK Border Force local questions
F01. I am clear about the vision for Border Force as a professional 'law enforcement' command
% strongly agree 7%
% agree 33%
% neither 24%
% disagree 21%
% strongly disagree 15%
% Positive 40%
Difference from previous survey is not available
F02. I have a clear understanding of Border Force's priorities
% strongly agree 8%
% agree 42%
% neither 23%
% disagree 16%
% strongly disagree 12%
% Positive 50%
Difference from previous survey is not available
F03. Changes taking place in Border Force are explained properly and communicated effectively by my manager
% strongly agree 4%
% agree 27%
% neither 29%
% disagree 20%
% strongly disagree 20%
% Positive 31%
Difference from previous survey is not available
F04. I am briefed when I come on duty
% Yes 52%
% No 48%
% Positive 52%
Difference from previous survey is not available
"F05. If operational, I adhere to the operational standards required of behaviour and dress in Border Force. If non operational, I am aware of the required operational standards"
% Yes 93%
% No 7%
% Positive 93%
Difference from previous survey is not available
F06. Senior managers in Border Force inspire staff with a positive vision
% strongly agree 2%
% agree 13%
% neither 28%
% disagree 25%
% strongly disagree 32%
% Positive 15%
Difference from previous survey -6% This is a statistically significant difference
The question text between these two surveys has changed slightly so please exercise caution when comparing the results
F07. I understand that an integral part of my role is gathering intelligence
% strongly agree 16%
% agree 48%
% neither 23%
% disagree 8%
% strongly disagree 5%
% Positive 64%
Difference from previous survey is not available
"F08. My line manager does all that he/she can to ensure that I am sufficiently equipped, including tackling barriers or obstacles that prevent me doing my job effectively"
% strongly agree 11%
% agree 41%
% neither 26%
% disagree 13%
% strongly disagree 9%
% Positive 52%
Difference from previous survey is not available
F09. Have you seen or heard communications about the Home Office We Want To Be programme?
% Yes 67%
% No 33%
% Positive 67%
Difference from previous survey is not available
F10. Have you seen changes as a result of the Home Office We Want To Be programme?
% Yes 9%
% No 91%
% Positive 9%
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