Autumn 2012 survey report for CRB
Returns 250
Response rate 49%
Engagement Index results
Your engagement index is 61%
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 -1%
"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 CRB % Positive 60%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
B51. I would recommend the CRB as a great place to work % Positive 48%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +2%
Stay is being emotionally attached and committed to the organisation
B52. I feel a strong personal attachment to the CRB % Positive 50%
Difference from previous survey +5%
Difference from CS2012 +6% This is a statistically significant difference
Strive is being motivated to do the best for the organisation
B53. The CRB inspires me to do the best in my job % Positive 50%
Difference from previous survey +8% This is a statistically significant difference
Difference from CS2012 +9% This is a statistically significant difference
B54. The CRB motivates me to help it achieve its objectives % Positive 42%
Difference from previous survey +3%
Difference from CS2012 +4%
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 53%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 +13% This is a statistically significant difference
Difference from CS High Performers +3%
My work Strength of association with engagement 3 out of 4
Theme score % positive 74%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 +1%
Difference from CS High Performers -3%
My line manager Strength of association with engagement 3 out of 4
Theme score % positive 71%
Difference from previous survey +2%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +3%
Pay and benefits Strength of association with engagement 3 out of 4
Theme score % positive 35%
Difference from previous survey +1%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers 0%
Resources and workload Strength of association with engagement 2 out of 4
Theme score % positive 83%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +10% This is a statistically significant difference
Difference from CS High Performers +7% This is a statistically significant difference
Organisational objectives and purpose Strength of association with engagement 0 out of 4
Theme score % positive 93%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +11% This is a statistically significant difference
Difference from CS High Performers +5% This is a statistically significant difference
My team Strength of association with engagement 0 out of 4
Theme score % positive 82%
Difference from previous survey +3%
Difference from CS2012 +4% This is a statistically significant difference
Difference from CS High Performers +1%
Learning and development Strength of association with engagement 0 out of 4
Theme score % positive 39%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -13% This is a statistically significant difference
Inclusion and fair treatment Strength of association with engagement 0 out of 4
Theme score % positive 81%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +3%
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
B45. I feel that change is managed well in the CRB % Positive 52%
Difference from previous survey +16% This is a statistically significant difference
Difference from CS2012 +22% This is a statistically significant difference
B41. Senior managers in the CRB are sufficiently visible % Positive 70%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2012 +22% This is a statistically significant difference
B40. I feel that the CRB as a whole is managed well % Positive 60%
Difference from previous survey +14% This is a statistically significant difference
Difference from CS2012 +18% This is a statistically significant difference
B46. When changes are made in the CRB they are usually for the better % Positive 42%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 +17% This is a statistically significant difference
"B44. Overall, I have confidence in the decisions made by the CRB's senior managers % Positive 51%"
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 +12% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with the CRB's values % Positive 54%
Difference from previous survey +4%
Difference from CS2012 +12% This is a statistically significant difference
B47. The CRB keeps me informed about matters that affect me % Positive 67%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +11% This is a statistically significant difference
B49. I think it is safe to challenge the way things are done in the CRB % Positive 48%
Difference from previous survey +2%
Difference from CS2012 +8% This is a statistically significant difference
B43. I believe that the Executive Team has a clear vision for the future of the CRB % Positive 47%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +8% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me % Positive 43%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
My work questions
B04. I feel involved in the decisions that affect my work % Positive 60%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
B05. I have a choice in deciding how I do my work % Positive 75%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2012 +3%
B01. I am interested in my work % Positive 90%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 0%
B03. My work gives me a sense of personal accomplishment % Positive 72%
Difference from previous survey +5%
Difference from CS2012 -1%
B02. I am sufficiently challenged by my work % Positive 71%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 -5% This is a statistically significant difference
My line manager questions
B18. Poor performance is dealt with effectively in my team % Positive 46%
Difference from previous survey -2%
Difference from CS2012 +9% This is a statistically significant difference
B17. I think that my performance is evaluated fairly % Positive 71%
Difference from previous survey +2%
Difference from CS2012 +8% This is a statistically significant difference
B15. I receive regular feedback on my performance % Positive 71%
Difference from previous survey 0%
Difference from CS2012 +7% This is a statistically significant difference
"B13. Overall, I have confidence in the decisions made by my manager % Positive 78%"
Difference from previous survey +4%
Difference from CS2012 +7% This is a statistically significant difference
B12. My manager helps me to understand how I contribute to the CRB's objectives % Positive 67%
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 83%
Difference from previous survey +4%
Difference from CS2012 +6% This is a statistically significant difference
B09. My manager motivates me to be more effective in my job % Positive 71%
Difference from previous survey +3%
Difference from CS2012 +5% This is a statistically significant difference
B11. My manager is open to my ideas % Positive 83%
Difference from previous survey +4%
Difference from CS2012 +4% This is a statistically significant difference
B16. The feedback I receive helps me to improve my performance % Positive 62%
Difference from previous survey 0%
Difference from CS2012 +3%
B10. My manager is considerate of my life outside work % Positive 82%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 +1%
Results of all questions in theme order
My work questions
B01. I am interested in my work
% strongly agree 32%
% agree 57%
% neither 7%
% disagree 3%
% strongly disagree 0%
% Positive 90%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 0%
Difference from CS High Performers -2%
B02. I am sufficiently challenged by my work
% strongly agree 25%
% agree 46%
% neither 15%
% disagree 12%
% strongly disagree 2%
% Positive 71%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
B03. My work gives me a sense of personal accomplishment
% strongly agree 22%
% agree 50%
% neither 17%
% disagree 10%
% strongly disagree 2%
% Positive 72%
Difference from previous survey +5%
Difference from CS2012 -1%
Difference from CS High Performers -6% This is a statistically significant difference
B04. I feel involved in the decisions that affect my work
% strongly agree 20%
% agree 41%
% neither 20%
% disagree 15%
% strongly disagree 4%
% Positive 60%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +1%
B05. I have a choice in deciding how I do my work
% strongly agree 29%
% agree 46%
% neither 17%
% disagree 7%
% strongly disagree 0%
% Positive 75%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2012 +3%
Difference from CS High Performers -2%
Organisational objectives and purpose questions
B06. I have a clear understanding of the CRB's purpose
% strongly agree 39%
% agree 55%
% neither 4%
% disagree 1%
% strongly disagree 0%
% Positive 94%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 +10% This is a statistically significant difference
Difference from CS High Performers +4% This is a statistically significant difference
B07. I have a clear understanding of the CRB's objectives
% strongly agree 36%
% agree 57%
% neither 6%
% disagree 1%
% strongly disagree 0%
% Positive 92%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 +14% This is a statistically significant difference
Difference from CS High Performers +7% This is a statistically significant difference
B08. I understand how my work contributes to the CRB's objectives
% strongly agree 37%
% agree 54%
% neither 7%
% disagree 1%
% strongly disagree 0%
% Positive 92%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +10% This is a statistically significant difference
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 27%
% agree 44%
% neither 20%
% disagree 7%
% strongly disagree 2%
% Positive 71%
Difference from previous survey +3%
Difference from CS2012 +5% This is a statistically significant difference
Difference from CS High Performers +2%
B10. My manager is considerate of my life outside work
% strongly agree 42%
% agree 40%
% neither 13%
% disagree 4%
% strongly disagree 1%
% Positive 82%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 +1%
Difference from CS High Performers -1%
B11. My manager is open to my ideas
% strongly agree 36%
% agree 47%
% neither 12%
% disagree 3%
% strongly disagree 2%
% Positive 83%
Difference from previous survey +4%
Difference from CS2012 +4% This is a statistically significant difference
Difference from CS High Performers +1%
B12. My manager helps me to understand how I contribute to the CRB's objectives
% strongly agree 21%
% agree 47%
% neither 26%
% disagree 6%
% strongly disagree 1%
% Positive 67%
Difference from previous survey +1%
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +1%
"B13. Overall, I have confidence in the decisions made by my manager"
% strongly agree 33%
% agree 45%
% neither 14%
% disagree 6%
% strongly disagree 2%
% Positive 78%
Difference from previous survey +4%
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +3%
B14. My manager recognises when I have done my job well
% strongly agree 33%
% agree 50%
% neither 12%
% disagree 4%
% strongly disagree 2%
% Positive 83%
Difference from previous survey +4%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +3%
B15. I receive regular feedback on my performance
% strongly agree 26%
% agree 45%
% neither 19%
% disagree 8%
% strongly disagree 2%
% Positive 71%
Difference from previous survey 0%
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +3%
B16. The feedback I receive helps me to improve my performance
% strongly agree 22%
% agree 40%
% neither 27%
% disagree 8%
% strongly disagree 2%
% Positive 62%
Difference from previous survey 0%
Difference from CS2012 +3%
Difference from CS High Performers -1%
B17. I think that my performance is evaluated fairly
% strongly agree 25%
% agree 46%
% neither 20%
% disagree 6%
% strongly disagree 2%
% Positive 71%
Difference from previous survey +2%
Difference from CS2012 +8% This is a statistically significant difference
Difference from CS High Performers +3%
B18. Poor performance is dealt with effectively in my team
% strongly agree 11%
% agree 36%
% neither 34%
% disagree 10%
% strongly disagree 9%
% Positive 46%
Difference from previous survey -2%
Difference from CS2012 +9% This is a statistically significant difference
Difference from CS High Performers +5% 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 42%
% agree 45%
% neither 9%
% disagree 3%
% strongly disagree 1%
% Positive 87%
Difference from previous survey 0%
Difference from CS2012 +4% This is a statistically significant difference
Difference from CS High Performers +1%
B20. The people in my team work together to find ways to improve the service we provide
% strongly agree 38%
% agree 44%
% neither 12%
% disagree 5%
% strongly disagree 1%
% Positive 82%
Difference from previous survey 0%
Difference from CS2012 +3%
Difference from CS High Performers 0%
B21. The people in my team are encouraged to come up with new and better ways of doing things
% strongly agree 31%
% agree 45%
% neither 16%
% disagree 5%
% strongly disagree 2%
% Positive 76%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +1%
Learning and development questions
B22. I am able to access the right learning and development opportunities when I need to
% strongly agree 11%
% agree 44%
% neither 26%
% disagree 13%
% strongly disagree 6%
% Positive 55%
Difference from previous survey +4%
Difference from CS2012 -3%
Difference from CS High Performers -9% 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 7%
% agree 29%
% neither 42%
% disagree 15%
% strongly disagree 7%
% Positive 36%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 -10% This is a statistically significant difference
Difference from CS High Performers -16% This is a statistically significant difference
B24. There are opportunities for me to develop my career in the CRB
% strongly agree 4%
% agree 24%
% neither 24%
% disagree 30%
% strongly disagree 17%
% Positive 29%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 -7% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
B25. Learning and development activities I have completed while working for the CRB are helping me to develop my career
% strongly agree 8%
% agree 27%
% neither 36%
% disagree 18%
% strongly disagree 11%
% Positive 35%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -11% This is a statistically significant difference
Inclusion and fair treatment questions
B26. I am treated fairly at work
% strongly agree 26%
% agree 57%
% neither 9%
% disagree 5%
% strongly disagree 2%
% Positive 84%
Difference from previous survey +2%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +3%
B27. I am treated with respect by the people I work with
% strongly agree 29%
% agree 59%
% neither 6%
% disagree 4%
% strongly disagree 1%
% Positive 88%
Difference from previous survey +4%
Difference from CS2012 +4% This is a statistically significant difference
Difference from CS High Performers +1%
B28. I feel valued for the work I do
% strongly agree 19%
% agree 49%
% neither 21%
% disagree 9%
% strongly disagree 2%
% Positive 68%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers +1%
"B29. I think that the CRB respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)"
% strongly agree 24%
% agree 57%
% neither 13%
% disagree 3%
% strongly disagree 2%
% Positive 82%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +10% This is a statistically significant difference
Difference from CS High Performers +4%
Resources and workload questions
"B30. In my job, I am clear what is expected of me"
% strongly agree 29%
% agree 60%
% neither 8%
% disagree 3%
% strongly disagree 0%
% Positive 88%
Difference from previous survey +3%
Difference from CS2012 +5% This is a statistically significant difference
Difference from CS High Performers +2%
B31. I get the information I need to do my job well
% strongly agree 20%
% agree 59%
% neither 14%
% disagree 7%
% strongly disagree 0%
% Positive 79%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +11% 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 21%
% agree 63%
% neither 11%
% disagree 4%
% strongly disagree 0%
% Positive 84%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +9% This is a statistically significant difference
Difference from CS High Performers +5% This is a statistically significant difference
B33. I have the skills I need to do my job effectively
% strongly agree 27%
% agree 61%
% neither 9%
% disagree 2%
% strongly disagree 0%
% Positive 88%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 -1%
Difference from CS High Performers -3% This is a statistically significant difference
B34. I have the tools I need to do my job effectively
% strongly agree 21%
% agree 60%
% neither 13%
% disagree 6%
% strongly disagree 0%
% Positive 81%
Difference from previous survey +12% This is a statistically significant difference
Difference from CS2012 +9% This is a statistically significant difference
Difference from CS High Performers +6% This is a statistically significant difference
B35. I have an acceptable workload
% strongly agree 15%
% agree 64%
% neither 14%
% disagree 5%
% strongly disagree 2%
% Positive 79%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +19% This is a statistically significant difference
Difference from CS High Performers +14% This is a statistically significant difference
B36. I achieve a good balance between my work life and my private life
% strongly agree 24%
% agree 60%
% neither 11%
% disagree 3%
% strongly disagree 2%
% Positive 84%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2012 +17% This is a statistically significant difference
Difference from CS High Performers +11% This is a statistically significant difference
Pay and benefits questions
B37. I feel that my pay adequately reflects my performance
% strongly agree 6%
% agree 31%
% neither 19%
% disagree 27%
% strongly disagree 16%
% Positive 37%
Difference from previous survey +4%
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +1%
B38. I am satisfied with the total benefits package
% strongly agree 6%
% agree 30%
% neither 29%
% disagree 20%
% strongly disagree 16%
% Positive 36%
Difference from previous survey -1%
Difference from CS2012 +3%
Difference from CS High Performers -4%
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable
% strongly agree 6%
% agree 27%
% neither 23%
% disagree 24%
% strongly disagree 19%
% Positive 33%
Difference from previous survey -1%
Difference from CS2012 +8% This is a statistically significant difference
Difference from CS High Performers +1%
Leadership and managing change questions
B40. I feel that the CRB as a whole is managed well
% strongly agree 8%
% agree 52%
% neither 26%
% disagree 12%
% strongly disagree 2%
% Positive 60%
Difference from previous survey +14% This is a statistically significant difference
Difference from CS2012 +18% This is a statistically significant difference
Difference from CS High Performers +4%
B41. Senior managers in the CRB are sufficiently visible
% strongly agree 16%
% agree 54%
% neither 20%
% disagree 6%
% strongly disagree 4%
% Positive 70%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2012 +22% This is a statistically significant difference
Difference from CS High Performers +10% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with the CRB's values
% strongly agree 11%
% agree 43%
% neither 31%
% disagree 13%
% strongly disagree 2%
% Positive 54%
Difference from previous survey +4%
Difference from CS2012 +12% This is a statistically significant difference
Difference from CS High Performers 0%
B43. I believe that the Executive Team has a clear vision for the future of the CRB
% strongly agree 10%
% agree 38%
% neither 35%
% disagree 11%
% strongly disagree 7%
% Positive 47%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +8% This is a statistically significant difference
Difference from CS High Performers -4%
"B44. Overall, I have confidence in the decisions made by the CRB's senior managers"
% strongly agree 10%
% agree 41%
% neither 32%
% disagree 12%
% strongly disagree 5%
% Positive 51%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 +12% This is a statistically significant difference
Difference from CS High Performers 0%
B45. I feel that change is managed well in the CRB
% strongly agree 10%
% agree 42%
% neither 30%
% disagree 13%
% strongly disagree 5%
% Positive 52%
Difference from previous survey +16% This is a statistically significant difference
Difference from CS2012 +22% This is a statistically significant difference
Difference from CS High Performers +13% This is a statistically significant difference
B46. When changes are made in the CRB they are usually for the better
% strongly agree 7%
% agree 35%
% neither 38%
% disagree 16%
% strongly disagree 4%
% Positive 42%
Difference from previous survey +11% This is a statistically significant difference
Difference from CS2012 +17% This is a statistically significant difference
Difference from CS High Performers +7% This is a statistically significant difference
B47. The CRB keeps me informed about matters that affect me
% strongly agree 11%
% agree 57%
% neither 17%
% disagree 11%
% strongly disagree 4%
% Positive 67%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +11% This is a statistically significant difference
Difference from CS High Performers +4%
B48. I have the opportunity to contribute my views before decisions are made that affect me
% strongly agree 9%
% agree 34%
% neither 26%
% disagree 22%
% strongly disagree 8%
% Positive 43%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers +1%
B49. I think it is safe to challenge the way things are done in the CRB
% strongly agree 10%
% agree 38%
% neither 31%
% disagree 14%
% strongly disagree 6%
% Positive 48%
Difference from previous survey +2%
Difference from CS2012 +8% This is a statistically significant difference
Difference from CS High Performers +2%
Engagement questions
B50. I am proud when I tell others I am part of the CRB
% strongly agree 17%
% agree 43%
% neither 30%
% disagree 10%
% strongly disagree 0%
% Positive 60%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 +7% This is a statistically significant difference
Difference from CS High Performers -4%
B51. I would recommend the CRB as a great place to work
% strongly agree 12%
% agree 36%
% neither 33%
% disagree 16%
% strongly disagree 3%
% Positive 48%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 +2%
Difference from CS High Performers -9% This is a statistically significant difference
B52. I feel a strong personal attachment to the CRB
% strongly agree 14%
% agree 36%
% neither 29%
% disagree 17%
% strongly disagree 3%
% Positive 50%
Difference from previous survey +5%
Difference from CS2012 +6% This is a statistically significant difference
Difference from CS High Performers -2%
B53. The CRB inspires me to do the best in my job
% strongly agree 11%
% agree 38%
% neither 34%
% disagree 14%
% strongly disagree 2%
% Positive 50%
Difference from previous survey +8% This is a statistically significant difference
Difference from CS2012 +9% This is a statistically significant difference
Difference from CS High Performers 0%
B54. The CRB motivates me to help it achieve its objectives
% strongly agree 11%
% agree 31%
% neither 42%
% disagree 12%
% strongly disagree 4%
% Positive 42%
Difference from previous survey +3%
Difference from CS2012 +4%
Difference from CS High Performers -5% This is a statistically significant difference
Taking action questions
B55. I believe that senior managers in the CRB will take action on the results from this survey
% strongly agree 15%
% agree 47%
% neither 20%
% disagree 13%
% strongly disagree 5%
% Positive 62%
Difference from previous survey +14% This is a statistically significant difference
Difference from CS2012 +19% This is a statistically significant difference
Difference from CS High Performers +8% 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 25%
% agree 42%
% neither 18%
% disagree 11%
% strongly disagree 4%
% Positive 67%
Difference from previous survey +12% This is a statistically significant difference
Difference from CS2012 +15% This is a statistically significant difference
Difference from CS High Performers +8% 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 24%
% agree 38%
% neither 23%
% disagree 12%
% strongly disagree 3%
% Positive 62%
Difference from previous survey +16% This is a statistically significant difference
Difference from CS2012 +30% This is a statistically significant difference
Difference from CS High Performers +22% 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 CRB
I want to leave the CRB as soon as possible 8%
Difference from previous survey -3%
Difference from CS2012 0%
Difference from CS High Performers -2%
I want to leave the CRB within the next 12 months 14%
Difference from previous survey +2%
Difference from CS2012 +1%
Difference from CS High Performers -3%
I want to stay working for the CRB for at least the next year 23%
Difference from previous survey -2%
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -11% This is a statistically significant difference
I want to stay working for the CRB for at least the next three years 55%
Difference from previous survey +3%
Difference from CS2012 +3%
Difference from CS High Performers -4% 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 83% % No 17%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2012 -5% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 59% % No 41%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 -4%
Difference from CS High Performers -10% This is a statistically significant difference
D03. Are you confident that if you raised a concern under the Civil Service Code in the CRB it would be investigated properly? % Yes 64% % No 36%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2012 -2%
Difference from CS High Performers -7% 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 10%
% No 82%
% Prefer not to say 8%
2011 scores % Yes 13%
% No 78%
% Prefer not to say 9%
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 data withheld due to anonymity
Caring responsibilities data withheld due to anonymity
Disability data withheld due to anonymity
Ethnic background data withheld due to anonymity
Gender data withheld due to anonymity
Gender reassignment or perceived gender data withheld due to anonymity
"Grade, pay band or responsibility level data withheld due to anonymity"
Main spoken/written language or language ability data withheld due to anonymity
Religion or belief data withheld due to anonymity
Sexual orientation data withheld due to anonymity
Social or educational background data withheld due to anonymity
Working location data withheld due to anonymity
Working pattern data withheld due to anonymity
Any other grounds data withheld due to anonymity
Prefer not to say data withheld due to anonymity
"E03. During the past 12 months, have you personally experienced bullying or harassment at work"
2012 scores % Yes 10%
% No 81%
% Prefer not to say 9%
2011 scores % Yes 9%
% No 82%
% Prefer not to say 9%
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 11 responses
Your manager data withheld due to anonymity
Another manager in my part of the CRB data withheld due to anonymity
Someone you manage data withheld due to anonymity
Someone who works for another part of the CRB data withheld due to anonymity
A member of the public data withheld due to anonymity
Someone else data withheld due to anonymity
Prefer not to say data withheld due to anonymity
CRB local questions
F01. Within the CRB opportunities for selection are fair
% strongly agree 8%
% agree 30%
% neither 30%
% disagree 22%
% strongly disagree 10%
% Positive 38%
Difference from previous survey +3%
F02. The CRB Executive Team is sufficiently visible
% strongly agree 10%
% agree 42%
% neither 25%
% disagree 17%
% strongly disagree 6%
% Positive 52%
Difference from previous survey +7% This is a statistically significant difference
F03. Senior managers where I work inspire staff with a positive vision
% strongly agree 12%
% agree 38%
% neither 35%
% disagree 11%
% strongly disagree 4%
% Positive 50%
Difference from previous survey +9% This is a statistically significant difference
"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 24%
% No 76%
% Positive 24%
Difference from previous survey -1%
F05. Have you seen or heard communications about the Home Office We Want To Be programme?
% Yes 78%
% No 22%
% Positive 78%
Difference from previous survey is not available
F06. Have you seen changes as a result of the Home Office We Want To Be programme?
% Yes 15%
% No 85%
% Positive 15%
Difference from previous survey is not available
F07. 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 84%
% No 16%
% Positive 84%
Difference from previous survey is not available
F08. I review my learning and development needs with my manager on a regular basis
% strongly agree 11%
% agree 48%
% neither 23%
% disagree 13%
% strongly disagree 5%
% Positive 59%
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