Autumn 2013 survey report for HMRC
Returns 30725
Response rate 43%
Engagement Index results
Your engagement index is 44%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 -14% This is a statistically significant difference
Difference from CS High Performers -18% 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 HMRC % Positive 28%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -28% This is a statistically significant difference
B51. I would recommend HMRC as a great place to work % Positive 24%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -21% This is a statistically significant difference
Stay is being emotionally attached and committed to the organisation
B52. I feel a strong personal attachment to HMRC % Positive 31%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -14% This is a statistically significant difference
Strive is being motivated to do the best for the organisation
B53. HMRC inspires me to do the best in my job % Positive 26%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -17% This is a statistically significant difference
B54. HMRC motivates me to help it achieve its objectives % Positive 25%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -15% 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 29%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
Difference from CS High Performers -22% This is a statistically significant difference
My work Strength of association with engagement 3 out of 4
Theme score % positive 65%
Difference from previous survey +8% This is a statistically significant difference
Difference from CS2013 -9% This is a statistically significant difference
Difference from CS High Performers -13% This is a statistically significant difference
Pay and benefits Strength of association with engagement 3 out of 4
Theme score % positive 25%
Difference from previous survey 0%
Difference from CS2013 -5% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
My manager Strength of association with engagement 3 out of 4
Theme score % positive 66%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -1% This is a statistically significant difference
Difference from CS High Performers -4% This is a statistically significant difference
Learning and development Strength of association with engagement 2 out of 4
Theme score % positive 45%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
Resources and workload Strength of association with engagement 2 out of 4
Theme score % positive 70%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 -4% 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 2 out of 4
Theme score % positive 79%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
My team Strength of association with engagement 1 out of 4
Theme score % positive 82%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 +3% This is a statistically significant difference
Difference from CS High Performers +1% This is a statistically significant difference
Inclusion and fair treatment Strength of association with engagement 1 out of 4
Theme score % positive 71%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
Difference from CS High Performers -7% 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 2013 benchmark
Leadership and managing change questions
B49. I think it is safe to challenge the way things are done in HMRC % Positive 33%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -5% This is a statistically significant difference
B45. I feel that change is managed well in HMRC % Positive 20%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
B46. When changes are made in HMRC they are usually for the better % Positive 17%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -10% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me % Positive 25%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2013 -11% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with HMRC's values % Positive 32%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -11% This is a statistically significant difference
B41. Senior managers in HMRC are sufficiently visible % Positive 38%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
B43. I believe that ExCom has a clear vision for the future of HMRC % Positive 28%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
B47. HMRC keeps me informed about matters that affect me % Positive 45%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
B44. Overall, I have confidence in the decisions made by HMRC's senior managers % Positive 23%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -17% This is a statistically significant difference
B40. I feel that HMRC as a whole is managed well % Positive 26%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -17% This is a statistically significant difference
My work questions
B02. I am sufficiently challenged by my work % Positive 75%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
B01. I am interested in my work % Positive 82%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -7% This is a statistically significant difference
B04. I feel involved in the decisions that affect my work % Positive 46%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
B03. My work gives me a sense of personal accomplishment % Positive 66%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2013 -9% This is a statistically significant difference
B05. I have a choice in deciding how I do my work % Positive 55%
Difference from previous survey +8% This is a statistically significant difference
Difference from CS2013 -18% This is a statistically significant difference
Pay and benefits questions
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable % Positive 23%
Difference from previous survey 0%
Difference from CS2013 -2% This is a statistically significant difference
B37. I feel that my pay adequately reflects my performance % Positive 25%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -4% This is a statistically significant difference
B38. I am satisfied with the total benefits package % Positive 26%
Difference from previous survey 0%
Difference from CS2013 -7% 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 31%
% agree 51%
% neither 10%
% disagree 6%
% strongly disagree 2%
% Positive 82%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -7% 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 29%
% agree 46%
% neither 11%
% disagree 10%
% strongly disagree 4%
% Positive 75%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
B03. My work gives me a sense of personal accomplishment
% strongly agree 20%
% agree 46%
% neither 16%
% disagree 13%
% strongly disagree 5%
% Positive 66%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2013 -9% This is a statistically significant difference
Difference from CS High Performers -13% This is a statistically significant difference
B04. I feel involved in the decisions that affect my work
% strongly agree 10%
% agree 35%
% neither 19%
% disagree 23%
% strongly disagree 12%
% Positive 46%
Difference from previous survey +10% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
Difference from CS High Performers -15% This is a statistically significant difference
B05. I have a choice in deciding how I do my work
% strongly agree 14%
% agree 40%
% neither 16%
% disagree 19%
% strongly disagree 11%
% Positive 55%
Difference from previous survey +8% This is a statistically significant difference
Difference from CS2013 -18% This is a statistically significant difference
Difference from CS High Performers -22% This is a statistically significant difference
Organisational objectives and purpose questions
B06. I have a clear understanding of HMRC's purpose
% strongly agree 20%
% agree 60%
% neither 12%
% disagree 5%
% strongly disagree 2%
% Positive 80%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -5% This is a statistically significant difference
Difference from CS High Performers -9% This is a statistically significant difference
B07. I have a clear understanding of HMRC's objectives
% strongly agree 19%
% agree 59%
% neither 14%
% disagree 6%
% strongly disagree 3%
% Positive 77%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B08. I understand how my work contributes to HMRC's objectives
% strongly agree 21%
% agree 59%
% neither 12%
% disagree 5%
% strongly disagree 2%
% Positive 80%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
My manager questions
B09. My manager motivates me to be more effective in my job
% strongly agree 18%
% agree 46%
% neither 19%
% disagree 12%
% strongly disagree 5%
% Positive 65%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -1% This is a statistically significant difference
Difference from CS High Performers -5% This is a statistically significant difference
B10. My manager is considerate of my life outside work
% strongly agree 29%
% agree 47%
% neither 15%
% disagree 6%
% strongly disagree 3%
% Positive 76%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -4% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B11. My manager is open to my ideas
% strongly agree 26%
% agree 51%
% neither 14%
% disagree 6%
% strongly disagree 3%
% Positive 77%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
B12. My manager helps me to understand how I contribute to HMRC's objectives
% strongly agree 16%
% agree 48%
% neither 23%
% disagree 9%
% strongly disagree 3%
% Positive 65%
Difference from previous survey +8% This is a statistically significant difference
Difference from CS2013 +3% This is a statistically significant difference
Difference from CS High Performers -2% This is a statistically significant difference
B13. Overall, I have confidence in the decisions made by my manager
% strongly agree 22%
% agree 46%
% neither 18%
% disagree 9%
% strongly disagree 5%
% Positive 68%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B14. My manager recognises when I have done my job well
% strongly agree 26%
% agree 51%
% neither 13%
% disagree 7%
% strongly disagree 3%
% Positive 77%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 0%
Difference from CS High Performers -3% This is a statistically significant difference
B15. I receive regular feedback on my performance
% strongly agree 20%
% agree 50%
% neither 15%
% disagree 12%
% strongly disagree 4%
% Positive 70%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2013 +6% This is a statistically significant difference
Difference from CS High Performers +2% This is a statistically significant difference
B16. The feedback I receive helps me to improve my performance
% strongly agree 17%
% agree 44%
% neither 23%
% disagree 11%
% strongly disagree 4%
% Positive 62%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2013 +2% This is a statistically significant difference
Difference from CS High Performers -3% This is a statistically significant difference
B17. I think that my performance is evaluated fairly
% strongly agree 15%
% agree 46%
% neither 21%
% disagree 12%
% strongly disagree 6%
% Positive 61%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
B18. Poor performance is dealt with effectively in my team
% strongly agree 9%
% agree 32%
% neither 36%
% disagree 14%
% strongly disagree 8%
% Positive 42%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 +3% This is a statistically significant difference
Difference from CS High Performers 0%
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 51%
% neither 9%
% disagree 4%
% strongly disagree 1%
% Positive 86%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 +2% This is a statistically significant difference
Difference from CS High Performers 0%
B20. The people in my team work together to find ways to improve the service we provide
% strongly agree 32%
% agree 51%
% neither 11%
% disagree 5%
% strongly disagree 1%
% Positive 83%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 +3% This is a statistically significant difference
Difference from CS High Performers +1% 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 27%
% agree 50%
% neither 15%
% disagree 6%
% strongly disagree 2%
% Positive 77%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2013 +4% This is a statistically significant difference
Difference from CS High Performers 0% 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 10%
% agree 52%
% neither 20%
% disagree 14%
% strongly disagree 4%
% Positive 62%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 +1% This is a statistically significant difference
Difference from CS High Performers -3% 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 9%
% agree 37%
% neither 30%
% disagree 18%
% strongly disagree 6%
% Positive 46%
Difference from previous survey +7% This is a statistically significant difference
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
B24. There are opportunities for me to develop my career in HMRC
% strongly agree 7%
% agree 33%
% neither 26%
% disagree 21%
% strongly disagree 13%
% Positive 40%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 +2% This is a statistically significant difference
Difference from CS High Performers -7% This is a statistically significant difference
B25. Learning and development activities I have completed while working for HMRC are helping me to develop my career
% strongly agree 7%
% agree 27%
% neither 31%
% disagree 23%
% strongly disagree 11%
% Positive 34%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
Inclusion and fair treatment questions
B26. I am treated fairly at work
% strongly agree 18%
% agree 57%
% neither 14%
% disagree 7%
% strongly disagree 4%
% Positive 75%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
B27. I am treated with respect by the people I work with
% strongly agree 24%
% agree 61%
% neither 10%
% disagree 3%
% strongly disagree 2%
% Positive 85%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 +1% This is a statistically significant difference
Difference from CS High Performers -1% This is a statistically significant difference
B28. I feel valued for the work I do
% strongly agree 13%
% agree 41%
% neither 21%
% disagree 17%
% strongly disagree 8%
% Positive 54%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2013 -9% This is a statistically significant difference
Difference from CS High Performers -14% This is a statistically significant difference
B29. I think that HMRC respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
% strongly agree 17%
% agree 51%
% neither 19%
% disagree 8%
% strongly disagree 5%
% Positive 69%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -4% This is a statistically significant difference
Difference from CS High Performers -9% 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 64%
% neither 9%
% disagree 5%
% strongly disagree 2%
% Positive 84%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 0%
Difference from CS High Performers -3% This is a statistically significant difference
B31. I get the information I need to do my job well
% strongly agree 10%
% agree 51%
% neither 20%
% disagree 15%
% strongly disagree 4%
% Positive 61%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
Difference from CS High Performers -12% This is a statistically significant difference
B32. I have clear work objectives
% strongly agree 15%
% agree 61%
% neither 15%
% disagree 8%
% strongly disagree 3%
% Positive 75%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 0%
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 19%
% agree 61%
% neither 12%
% disagree 6%
% strongly disagree 2%
% Positive 80%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
B34. I have the tools I need to do my job effectively
% strongly agree 11%
% agree 52%
% neither 17%
% disagree 15%
% strongly disagree 6%
% Positive 62%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -9% This is a statistically significant difference
Difference from CS High Performers -13% This is a statistically significant difference
B35. I have an acceptable workload
% strongly agree 8%
% agree 52%
% neither 18%
% disagree 16%
% strongly disagree 7%
% Positive 60%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2013 0%
Difference from CS High Performers -6% This is a statistically significant difference
B36. I achieve a good balance between my work life and my private life
% strongly agree 14%
% agree 54%
% neither 16%
% disagree 11%
% strongly disagree 5%
% Positive 68%
Difference from previous survey -3% This is a statistically significant difference
Difference from CS2013 0%
Difference from CS High Performers -5% This is a statistically significant difference
Pay and benefits questions
B37. I feel that my pay adequately reflects my performance
% strongly agree 3%
% agree 22%
% neither 17%
% disagree 33%
% strongly disagree 26%
% Positive 25%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -4% 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 3%
% agree 23%
% neither 23%
% disagree 29%
% strongly disagree 22%
% Positive 26%
Difference from previous survey 0%
Difference from CS2013 -7% This is a statistically significant difference
Difference from CS High Performers -12% 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 3%
% agree 20%
% neither 19%
% disagree 31%
% strongly disagree 27%
% Positive 23%
Difference from previous survey 0%
Difference from CS2013 -2% This is a statistically significant difference
Difference from CS High Performers -8% This is a statistically significant difference
Leadership and managing change questions
B40. I feel that HMRC as a whole is managed well
% strongly agree 2%
% agree 24%
% neither 25%
% disagree 30%
% strongly disagree 20%
% Positive 26%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -17% This is a statistically significant difference
Difference from CS High Performers -31% This is a statistically significant difference
B41. Senior managers in HMRC are sufficiently visible
% strongly agree 5%
% agree 34%
% neither 23%
% disagree 24%
% strongly disagree 15%
% Positive 38%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
Difference from CS High Performers -23% This is a statistically significant difference
B42. I believe the actions of senior managers are consistent with HMRC's values
% strongly agree 4%
% agree 29%
% neither 35%
% disagree 19%
% strongly disagree 14%
% Positive 32%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -11% This is a statistically significant difference
Difference from CS High Performers -23% This is a statistically significant difference
B43. I believe that ExCom has a clear vision for the future of HMRC
% strongly agree 3%
% agree 25%
% neither 41%
% disagree 16%
% strongly disagree 14%
% Positive 28%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
Difference from CS High Performers -27% This is a statistically significant difference
B44. Overall, I have confidence in the decisions made by HMRC's senior managers
% strongly agree 3%
% agree 21%
% neither 30%
% disagree 26%
% strongly disagree 21%
% Positive 23%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -17% This is a statistically significant difference
Difference from CS High Performers -27% This is a statistically significant difference
B45. I feel that change is managed well in HMRC
% strongly agree 2%
% agree 18%
% neither 23%
% disagree 36%
% strongly disagree 21%
% Positive 20%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -8% This is a statistically significant difference
Difference from CS High Performers -19% This is a statistically significant difference
B46. When changes are made in HMRC they are usually for the better
% strongly agree 1%
% agree 16%
% neither 28%
% disagree 34%
% strongly disagree 20%
% Positive 17%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -10% This is a statistically significant difference
Difference from CS High Performers -18% This is a statistically significant difference
B47. HMRC keeps me informed about matters that affect me
% strongly agree 3%
% agree 41%
% neither 28%
% disagree 18%
% strongly disagree 10%
% Positive 45%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
Difference from CS High Performers -20% This is a statistically significant difference
B48. I have the opportunity to contribute my views before decisions are made that affect me
% strongly agree 3%
% agree 23%
% neither 24%
% disagree 32%
% strongly disagree 19%
% Positive 25%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2013 -11% This is a statistically significant difference
Difference from CS High Performers -18% This is a statistically significant difference
B49. I think it is safe to challenge the way things are done in HMRC
% strongly agree 4%
% agree 29%
% neither 25%
% disagree 25%
% strongly disagree 17%
% Positive 33%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -5% This is a statistically significant difference
Difference from CS High Performers -15% This is a statistically significant difference
Engagement questions
B50. I am proud when I tell others I am part of HMRC
% strongly agree 5%
% agree 23%
% neither 32%
% disagree 25%
% strongly disagree 15%
% Positive 28%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -28% This is a statistically significant difference
Difference from CS High Performers -37% This is a statistically significant difference
B51. I would recommend HMRC as a great place to work
% strongly agree 4%
% agree 20%
% neither 31%
% disagree 27%
% strongly disagree 18%
% Positive 24%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -21% This is a statistically significant difference
Difference from CS High Performers -32% This is a statistically significant difference
B52. I feel a strong personal attachment to HMRC
% strongly agree 7%
% agree 25%
% neither 29%
% disagree 24%
% strongly disagree 15%
% Positive 31%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -14% This is a statistically significant difference
Difference from CS High Performers -21% This is a statistically significant difference
B53. HMRC inspires me to do the best in my job
% strongly agree 4%
% agree 22%
% neither 35%
% disagree 25%
% strongly disagree 14%
% Positive 26%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -17% This is a statistically significant difference
Difference from CS High Performers -24% This is a statistically significant difference
B54. HMRC motivates me to help it achieve its objectives
% strongly agree 4%
% agree 21%
% neither 34%
% disagree 26%
% strongly disagree 15%
% Positive 25%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -15% This is a statistically significant difference
Difference from CS High Performers -22% This is a statistically significant difference
Taking action questions
B55. I believe that senior managers in HMRC will take action on the results from this survey
% strongly agree 5%
% agree 26%
% neither 24%
% disagree 24%
% strongly disagree 20%
% Positive 31%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -12% This is a statistically significant difference
Difference from CS High Performers -21% 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 9%
% agree 35%
% neither 24%
% disagree 18%
% strongly disagree 14%
% Positive 44%
Difference from previous survey +6% This is a statistically significant difference
Difference from CS2013 -9% This is a statistically significant difference
Difference from CS High Performers -15% 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 6%
% agree 22%
% neither 34%
% disagree 22%
% strongly disagree 17%
% Positive 27%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -6% This is a statistically significant difference
Difference from CS High Performers -12% This is a statistically significant difference
Organisational Culture questions
Please note these questions were not asked on paper surveys in 2012
B58. I am trusted to carry out my job effectively
% strongly agree 22%
% agree 61%
% neither 9%
% disagree 5%
% strongly disagree 2%
% Positive 83%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -5% This is a statistically significant difference
Difference from CS High Performers -7% This is a statistically significant difference
B59. I believe I would be supported if I try a new idea, even if it may not work
% strongly agree 13%
% agree 48%
% neither 23%
% disagree 12%
% strongly disagree 4%
% Positive 61%
Difference from previous survey +9% This is a statistically significant difference
Difference from CS2013 -7% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
B60. My performance is evaluated based on whether I get things done, rather than solely follow processes
% strongly agree 9%
% agree 43%
% neither 25%
% disagree 16%
% strongly disagree 8%
% Positive 52%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -13% This is a statistically significant difference
Difference from CS High Performers -18% This is a statistically significant difference
B61. When I talk about HMRC I say "we" rather than "they"
% strongly agree 11%
% agree 41%
% neither 25%
% disagree 15%
% strongly disagree 7%
% Positive 52%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 -15% This is a statistically significant difference
Difference from CS High Performers -24% This is a statistically significant difference
B62. I have some really good friendships at work
% strongly agree 29%
% agree 50%
% neither 15%
% disagree 4%
% strongly disagree 1%
% Positive 79%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 +3% This is a statistically significant difference
Difference from CS High Performers 0%
Wellbeing questions
Unlike the questions B01 to B62 which ask people to rate their agreement from strongly agree to strongly disagree
the four wellbeing questions use a 11 point scale
This scale ranges from 0 to 10 for each question
where 0 is equivalent to not at all for example not all at satisfied or not at all worthwhile
and where 10 is equivalent to completely for example completely satisfied or completely anxious
For questions W01 W02 and W03 the percent positive is the proportion answering 7 8 9 or 10 to each question
For question W04 the percent positive is the proportion answering 0 1 2 or 3 to the question
W01. Overall, how satisfied are you with your life nowadays?
% 0 to 4 18%
% 5 to 6 22%
% 7 to 8 44%
% 9 to 10 15%
% Positive 59%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -4% This is a statistically significant difference
Difference from CS High Performers -7% This is a statistically significant difference
W02. Overall, to what extent do you feel that the things you do in your life are worthwhile?
% 0 to 4 13%
% 5 to 6 19%
% 7 to 8 45%
% 9 to 10 23%
% Positive 68%
Difference from previous survey +3% This is a statistically significant difference
Difference from CS2013 -1% This is a statistically significant difference
Difference from CS High Performers -5% This is a statistically significant difference
W03. Overall, how happy did you feel yesterday?
% 0 to 4 22%
% 5 to 6 21%
% 7 to 8 37%
% 9 to 10 20%
% Positive 57%
Difference from previous survey +2% This is a statistically significant difference
Difference from CS2013 -3% This is a statistically significant difference
Difference from CS High Performers -6% This is a statistically significant difference
W04. Overall, how anxious did you feel yesterday?
% 0 to 1 25%
% 2 to 3 25%
% 4 to 5 19%
% 6 to 10 31%
% Positive 50%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2013 0%
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 HMRC
I want to leave HMRC as soon as possible 12%
Difference from previous survey 0%
Difference from CS2013 +4% This is a statistically significant difference
Difference from CS High Performers +2% This is a statistically significant difference
I want to leave HMRC within the next 12 months 9%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -4% This is a statistically significant difference
Difference from CS High Performers -7% This is a statistically significant difference
I want to stay working for HMRC for at least the next year 18%
Difference from previous survey +1% This is a statistically significant difference
Difference from CS2013 -12% This is a statistically significant difference
Difference from CS High Performers -17% This is a statistically significant difference
I want to stay working for HMRC for at least the next three years 60%
Difference from previous survey -2% This is a statistically significant difference
Difference from CS2013 +12% This is a statistically significant difference
Difference from CS High Performers +2% 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 94% % No 6%
Difference from previous survey +5% This is a statistically significant difference
Difference from CS2013 +5% 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 69% % No 31%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 +5% This is a statistically significant difference
Difference from CS High Performers -1% This is a statistically significant difference
D03. Are you confident that if you raised a concern under the Civil Service Code in HMRC it would be investigated properly? % Yes 63% % No 37%
Difference from previous survey +4% This is a statistically significant difference
Difference from CS2013 -4% This is a statistically significant difference
Difference from CS High Performers -10% This is a statistically significant difference
Discrimination, harassment and bullying questions
E01. During the past 12 months, have you personally experienced discrimination at work
2013 scores % Yes 12%
% No 79%
% Prefer not to say 9%
2012 scores % Yes 12%
% No 79%
% Prefer not to say 9%
CS 2013 scores % Yes 10%
% No 81%
% Prefer not to say 8%
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 613 responses
Caring responsibilities 433 responses
Disability 496 responses
Ethnic background 233 responses
Gender 399 responses
Gender reassignment or perceived gender data withheld due to anonymity
Grade, pay band or responsibility level 895 responses
Main spoken/written language or language ability 92 responses
Religion or belief 121 responses
Sexual orientation 81 responses
Social or educational background 141 responses
Working location 355 responses
Working pattern 922 responses
Any other grounds 1027 responses
Prefer not to say 339 responses
E03. During the past 12 months, have you personally experienced bullying or harassment at work
2013 scores % Yes 11%
% No 81%
% Prefer not to say 8%
2012 scores % Yes 11%
% No 81%
% Prefer not to say 8%
CS 2013 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 1092 responses
Your manager 1055 responses
Another manager in my part of HMRC 888 responses
Someone you manage 154 responses
Someone who works for another part of HMRC 192 responses
A member of the public 98 responses
Someone else 79 responses
Prefer not to say 431 responses
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 2012 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 CS2013 benchmark is the median percent positive across all organisations that participated in the 2013 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 2013 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
CS2013 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 2013 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