Civil Service People Survey 2014 report for BIS Returns 2003 Response rate 81% Employee engagement is shaped by experience at work, as measured by nine themes in the survey (which follow after the engagement index) Engagement Index is 56% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference My work % Positive theme score is 79% Strength of association with engagement 3 out of 4 Difference from previous survey +1% Difference from CS2014 +4% This is a statistically significant difference Difference from CS High Performers 0% Organisational objectives and purpose % Positive theme score is 83% Strength of association with engagement 2 out of 4 Difference from previous survey 0% Difference from CS2014 0% Difference from CS High Performers -5% This is a statistically significant difference My manager % Positive theme score is 68% Strength of association with engagement 3 out of 4 Difference from previous survey 0% Difference from CS2014 0% Difference from CS High Performers -4% This is a statistically significant difference My team % Positive theme score is 81% Strength of association with engagement 1 out of 4 Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference Learning and development % Positive theme score is 55% Strength of association with engagement 2 out of 4 Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +6% This is a statistically significant difference Difference from CS High Performers 0% Inclusion and fair treatment % Positive theme score is 75% Strength of association with engagement 1 out of 4 Difference from previous survey -1% This is a statistically significant difference Difference from CS2014 0% Difference from CS High Performers -3% This is a statistically significant difference Resources and workload % Positive theme score is 71% Strength of association with engagement 3 out of 4 Difference from previous survey +1% Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference Pay and benefits % Positive theme score is 26% Strength of association with engagement 2 out of 4 Difference from previous survey -3% This is a statistically significant difference Difference from CS2014 -2% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference Leadership and Managing Change % Positive theme score is 45% Strength of association with engagement 4 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference The following results show how you performed on each of the nine 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 is 45% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference My work Strength of association with engagement 3 out of 4 Theme score % positive is 79% Difference from previous survey +1% Difference from CS2014 +4% This is a statistically significant difference Difference from CS High Performers 0% My manager Strength of association with engagement 3 out of 4 Theme score % positive is 68% Difference from previous survey 0% Difference from CS2014 0% Difference from CS High Performers -4% This is a statistically significant difference Resources and workload Strength of association with engagement 3 out of 4 Theme score % positive is 71% Difference from previous survey +1% Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference Pay and benefits Strength of association with engagement 2 out of 4 Theme score % positive is 26% Difference from previous survey -3% This is a statistically significant difference Difference from CS2014 -2% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference Learning and development Strength of association with engagement 2 out of 4 Theme score % positive is 55% Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +6% This is a statistically significant difference Difference from CS High Performers 0% Organisational objectives and purpose Strength of association with engagement 2 out of 4 Theme score % positive is 83% Difference from previous survey 0% Difference from CS2014 0% Difference from CS High Performers -5% This is a statistically significant difference Inclusion and fair treatment Strength of association with engagement 1 out of 4 Theme score % positive is 75% Difference from previous survey -1% This is a statistically significant difference Difference from CS2014 0% Difference from CS High Performers -3% This is a statistically significant difference My team Strength of association with engagement 1 out of 4 Theme score % positive is 81% Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference Wellbeing Overall, how satisfied are you with your life nowadays? % positive 62% Overall, to what extent do you feel that the things you do in your life are worthwhile? % positive 68% Overall, how happy did you feel yesterday? % positive 58% No or low anxiety yesterday % positive 44% Discrimination, bullying and harassment During the past 12 months have you personally experienced discrimination at work? % Yes 9% During the past 12 months have you personally experienced bullying or harassment at work? % Yes 7% Your plans for the future I want to leave BIS as soon as possible 7% I want to leave BIS within the next 12 months 16% I want to stay working for BIS for at least the next year 39% I want to stay working for BIS for at least the next three years 37% Results of all questions in theme order My work Theme score % positive is 79% Difference from previous survey +1% Strength of association with engagement 3 out of 4 My work questions B01. I am interested in my work % strongly agree 41% % agree 50% % neither 6% % disagree 3% % strongly disagree 0% % Positive 91% Difference from previous survey 0% Difference from CS2014 +1% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B02. I am sufficiently challenged by my work % strongly agree 38% % agree 45% % neither 10% % disagree 6% % strongly disagree 1% % Positive 83% Difference from previous survey 0% Difference from CS2014 +4% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference B03. My work gives me a sense of personal accomplishment % strongly agree 27% % agree 50% % neither 15% % disagree 6% % strongly disagree 2% % Positive 77% Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference B04. I feel involved in the decisions that affect my work % strongly agree 16% % agree 47% % neither 18% % disagree 15% % strongly disagree 4% % Positive 63% Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +7% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference B05. I have a choice in deciding how I do my work % strongly agree 27% % agree 53% % neither 12% % disagree 6% % strongly disagree 2% % Positive 80% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +5% This is a statistically significant difference Difference from CS High Performers 0% Organisational objectives and purpose Theme score % positive is 83% Difference from previous survey 0% Strength of association with engagement 2 out of 4 Organisational objectives and purpose questions B06. I have a clear understanding of the Department's purpose % strongly agree 23% % agree 62% % neither 11% % disagree 3% % strongly disagree 1% % Positive 86% Difference from previous survey +1% Difference from CS2014 0% Difference from CS High Performers -5% This is a statistically significant difference B07. I have a clear understanding of the Department's objectives % strongly agree 19% % agree 60% % neither 16% % disagree 4% % strongly disagree 1% % Positive 79% Difference from previous survey 0% Difference from CS2014 -1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B08. I understand how my work contributes to the Department's objectives % strongly agree 25% % agree 58% % neither 11% % disagree 4% % strongly disagree 1% % Positive 84% Difference from previous survey 0% Difference from CS2014 0% Difference from CS High Performers -4% This is a statistically significant difference My manager Theme score % positive is 68% Difference from previous survey 0% Strength of association with engagement 3 out of 4 My manager questions B09. My manager motivates me to be more effective in my job % strongly agree 24% % agree 47% % neither 16% % disagree 9% % strongly disagree 4% % Positive 71% Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -1% B10. My manager is considerate of my life outside work % strongly agree 40% % agree 44% % neither 11% % disagree 4% % strongly disagree 2% % Positive 84% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B11. My manager is open to my ideas % strongly agree 36% % agree 47% % neither 11% % disagree 4% % strongly disagree 2% % Positive 83% Difference from previous survey 0% Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference B12. My manager helps me to understand how I contribute to the Department's objectives % strongly agree 18% % agree 45% % neither 26% % disagree 9% % strongly disagree 2% % Positive 63% Difference from previous survey 0% Difference from CS2014 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B13. Overall, I have confidence in the decisions made by my manager % strongly agree 28% % agree 47% % neither 15% % disagree 6% % strongly disagree 3% % Positive 75% Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B14. My manager recognises when I have done my job well % strongly agree 31% % agree 49% % neither 13% % disagree 5% % strongly disagree 2% % Positive 79% Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B15. I receive regular feedback on my performance % strongly agree 19% % agree 46% % neither 19% % disagree 14% % strongly disagree 3% % Positive 64% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 -1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference B16. The feedback I receive helps me to improve my performance % strongly agree 18% % agree 45% % neither 25% % disagree 9% % strongly disagree 3% % Positive 62% Difference from previous survey +1% Difference from CS2014 +1% 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 42% % neither 24% % disagree 11% % strongly disagree 7% % Positive 57% Difference from previous survey -3% This is a statistically significant difference Difference from CS2014 -6% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference B18. Poor performance is dealt with effectively in my team % strongly agree 8% % agree 29% % neither 45% % disagree 13% % strongly disagree 6% % Positive 37% Difference from previous survey -2% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference My team Theme score % positive is 81% Difference from previous survey 0% Strength of association with engagement 1 out of 4 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 50% % neither 10% % disagree 5% % strongly disagree 1% % Positive 84% Difference from previous survey 0% Difference from CS2014 0% Difference from CS High Performers -2% This is a statistically significant difference B20. The people in my team work together to find ways to improve the service we provide % strongly agree 29% % agree 54% % neither 11% % disagree 4% % strongly disagree 1% % Positive 83% Difference from previous survey +1% Difference from CS2014 +3% This is a statistically significant difference 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 26% % agree 51% % neither 16% % disagree 6% % strongly disagree 2% % Positive 77% Difference from previous survey 0% Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference Learning and development Theme score % positive is 55% Difference from previous survey +3% This is a statistically significant difference Strength of association with engagement 2 out of 4 Learning and development questions B22. I am able to access the right learning and development opportunities when I need to % strongly agree 15% % agree 52% % neither 20% % disagree 10% % strongly disagree 3% % Positive 67% Difference from previous survey +4% This is a statistically significant difference Difference from CS2014 +4% This is a statistically significant difference Difference from CS High Performers 0% B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance % strongly agree 13% % agree 45% % neither 31% % disagree 9% % strongly disagree 2% % Positive 58% Difference from previous survey +6% This is a statistically significant difference Difference from CS2014 +7% This is a statistically significant difference Difference from CS High Performers +2% This is a statistically significant difference B24. There are opportunities for me to develop my career in BIS % strongly agree 10% % agree 36% % neither 30% % disagree 17% % strongly disagree 7% % Positive 47% Difference from previous survey -1% Difference from CS2014 +5% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B25. Learning and development activities I have completed while working for BIS are helping me to develop my career % strongly agree 10% % agree 38% % neither 34% % disagree 14% % strongly disagree 4% % Positive 48% Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +5% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference Inclusion and fair treatment Theme score % positive is 75% Difference from previous survey -1% This is a statistically significant difference Strength of association with engagement 1 out of 4 Inclusion and fair treatment questions B26. I am treated fairly at work % strongly agree 24% % agree 53% % neither 13% % disagree 6% % strongly disagree 3% % Positive 78% Difference from previous survey -3% This is a statistically significant difference Difference from CS2014 -1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference B27. I am treated with respect by the people I work with % strongly agree 30% % agree 55% % neither 9% % disagree 3% % strongly disagree 2% % Positive 86% Difference from previous survey -1% Difference from CS2014 +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 20% % agree 47% % neither 18% % disagree 11% % strongly disagree 4% % Positive 67% Difference from previous survey 0% Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B29. I think that BIS respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) % strongly agree 21% % agree 49% % neither 18% % disagree 8% % strongly disagree 3% % Positive 70% Difference from previous survey -2% This is a statistically significant difference Difference from CS2014 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Resources and workload Theme score % positive is 71% Difference from previous survey +1% Strength of association with engagement 3 out of 4 Resources and workload questions B30. In my job, I am clear what is expected of me % strongly agree 22% % agree 59% % neither 11% % disagree 6% % strongly disagree 1% % Positive 81% Difference from previous survey -2% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B31. I get the information I need to do my job well % strongly agree 15% % agree 57% % neither 18% % disagree 9% % strongly disagree 2% % Positive 71% Difference from previous survey 0% Difference from CS2014 +1% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B32. I have clear work objectives % strongly agree 19% % agree 59% % neither 13% % disagree 7% % strongly disagree 2% % Positive 78% Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference B33. I have the skills I need to do my job effectively % strongly agree 25% % agree 62% % neither 10% % disagree 3% % strongly disagree 0% % Positive 87% Difference from previous survey -1% This is a statistically significant difference Difference from CS2014 -2% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference B34. I have the tools I need to do my job effectively % strongly agree 13% % agree 51% % neither 19% % disagree 13% % strongly disagree 4% % Positive 64% Difference from previous survey +8% This is a statistically significant difference Difference from CS2014 -8% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B35. I have an acceptable workload % strongly agree 7% % agree 48% % neither 20% % disagree 18% % strongly disagree 7% % Positive 55% Difference from previous survey +1% Difference from CS2014 -4% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference B36. I achieve a good balance between my work life and my private life % strongly agree 13% % agree 50% % neither 18% % disagree 14% % strongly disagree 5% % Positive 63% Difference from previous survey 0% Difference from CS2014 -4% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference Pay and benefits Theme score % positive is 26% Difference from previous survey -3% This is a statistically significant difference Strength of association with engagement 2 out of 4 Pay and benefits questions B37. I feel that my pay adequately reflects my performance % strongly agree 3% % agree 24% % neither 24% % disagree 30% % strongly disagree 19% % Positive 27% Difference from previous survey -4% This is a statistically significant difference Difference from CS2014 -2% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference B38. I am satisfied with the total benefits package % strongly agree 3% % agree 26% % neither 25% % disagree 30% % strongly disagree 16% % Positive 29% Difference from previous survey -3% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -11% 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 18% % neither 25% % disagree 31% % strongly disagree 22% % Positive 22% Difference from previous survey -3% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference Leadership and Managing Change Theme score % positive is 45% Difference from previous survey +2% This is a statistically significant difference Strength of association with engagement 4 out of 4 Leadership and Managing Change questions B40. I feel that BIS as a whole is managed well % strongly agree 5% % agree 44% % neither 32% % disagree 14% % strongly disagree 5% % Positive 48% Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B41. Senior managers in BIS are sufficiently visible % strongly agree 11% % agree 50% % neither 22% % disagree 14% % strongly disagree 4% % Positive 60% Difference from previous survey +5% This is a statistically significant difference Difference from CS2014 +7% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B42. I believe the actions of senior managers are consistent with the Department's values % strongly agree 7% % agree 43% % neither 33% % disagree 12% % strongly disagree 5% % Positive 50% Difference from previous survey +6% This is a statistically significant difference Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B43. I believe that the Permanent Secretary and Director Generals have a clear vision for the future of BIS % strongly agree 7% % agree 45% % neither 37% % disagree 7% % strongly disagree 4% % Positive 52% Difference from previous survey +4% 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 CS2014 +7% This is a statistically significant difference Difference from CS High Performers -1% B44. Overall, I have confidence in the decisions made by the Department's senior managers % strongly agree 6% % agree 40% % neither 36% % disagree 14% % strongly disagree 5% % Positive 46% Difference from previous survey +4% This is a statistically significant difference Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B45. I feel that change is managed well in BIS % strongly agree 3% % agree 25% % neither 32% % disagree 30% % strongly disagree 11% % Positive 27% Difference from previous survey -1% This is a statistically significant difference Difference from CS2014 -4% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference B46. When changes are made in BIS they are usually for the better % strongly agree 3% % agree 24% % neither 43% % disagree 22% % strongly disagree 7% % Positive 27% Difference from previous survey +4% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference B47. BIS keeps me informed about matters that affect me % strongly agree 7% % agree 57% % neither 24% % disagree 8% % strongly disagree 3% % Positive 64% Difference from previous survey -1% Difference from CS2014 +6% This is a statistically significant difference Difference from CS High Performers 0% B48. I have the opportunity to contribute my views before decisions are made that affect me % strongly agree 5% % agree 30% % neither 35% % disagree 23% % strongly disagree 7% % Positive 34% Difference from previous survey -4% This is a statistically significant difference Difference from CS2014 -1% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B49. I think it is safe to challenge the way things are done in BIS % strongly agree 6% % agree 35% % neither 31% % disagree 18% % strongly disagree 9% % Positive 42% Difference from previous survey +1% This is a statistically significant difference Difference from CS2014 0% Difference from CS High Performers -6% This is a statistically significant difference Engagement questions B50. I am proud when I tell others I am part of BIS % strongly agree 10% % agree 40% % neither 36% % disagree 10% % strongly disagree 3% % Positive 50% Difference from previous survey +4% This is a statistically significant difference Difference from CS2014 -9% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B51. I would recommend BIS as a great place to work % strongly agree 10% % agree 37% % neither 33% % disagree 15% % strongly disagree 5% % Positive 48% Difference from previous survey +6% This is a statistically significant difference Difference from CS2014 -1% Difference from CS High Performers -12% This is a statistically significant difference B52. I feel a strong personal attachment to BIS % strongly agree 8% % agree 28% % neither 35% % disagree 22% % strongly disagree 6% % Positive 36% Difference from previous survey +1% This is a statistically significant difference Difference from CS2014 -12% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B53. BIS inspires me to do the best in my job % strongly agree 7% % agree 31% % neither 40% % disagree 17% % strongly disagree 5% % Positive 38% Difference from previous survey +5% This is a statistically significant difference Difference from CS2014 -7% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference B54. BIS motivates me to help it achieve its objectives % strongly agree 6% % agree 32% % neither 38% % disagree 19% % strongly disagree 5% % Positive 38% Difference from previous survey +4% This is a statistically significant difference Difference from CS2014 -5% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference Taking action questions B55. I believe that senior managers in BIS will take action on the results from this survey % strongly agree 9% % agree 41% % neither 27% % disagree 15% % strongly disagree 8% % Positive 50% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +5% This is a statistically significant difference Difference from CS High Performers -4% 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 16% % agree 45% % neither 22% % disagree 11% % strongly disagree 6% % Positive 61% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +5% This is a statistically significant difference Difference from CS High Performers 0% B57. Where I work, I think effective action has been taken on the results of the last survey % strongly agree 9% % agree 29% % neither 40% % disagree 14% % strongly disagree 7% % Positive 38% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference Organisational Culture questions B58. I am trusted to carry out my job effectively % strongly agree 29% % agree 56% % neither 9% % disagree 4% % strongly disagree 1% % Positive 86% Difference from previous survey -1% This is a statistically significant difference Difference from CS2014 -3% This is a statistically significant difference Difference from CS High Performers -5% 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 18% % agree 52% % neither 19% % disagree 9% % strongly disagree 2% % Positive 70% Difference from previous survey -1% This is a statistically significant difference Difference from CS2014 +1% This is a statistically significant difference Difference from CS High Performers -3% 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 16% % agree 51% % neither 19% % disagree 9% % strongly disagree 4% % Positive 67% Difference from previous survey -2% This is a statistically significant difference Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference B61. When I talk about BIS I say "we" rather than "they" % strongly agree 19% % agree 53% % neither 20% % disagree 6% % strongly disagree 2% % Positive 72% Difference from previous survey +2% This is a statistically significant difference Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B62. I have some really good friendships at work % strongly agree 21% % agree 49% % neither 22% % disagree 6% % strongly disagree 1% % Positive 70% Difference from previous survey -2% This is a statistically significant difference Difference from CS2014 -5% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference 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 15% % 5 to 6 23% % 7 to 8 51% % 9 to 10 11% % Positive 62% Difference from previous survey -1% Difference from CS2014 -2% This is a statistically significant difference Difference from CS High Performers -4% 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 10% % 5 to 6 22% % 7 to 8 50% % 9 to 10 18% % Positive 68% Difference from previous survey 0% Difference from CS2014 -1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference W03. Overall, how happy did you feel yesterday? % 0 to 4 18% % 5 to 6 24% % 7 to 8 44% % 9 to 10 14% % Positive 58% Difference from previous survey +1% Difference from CS2014 -2% 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 16% % 2 to 3 28% % 4 to 5 22% % 6 to 10 34% % Positive 44% Difference from previous survey -1% Difference from CS2014 -6% This is a statistically significant difference Difference from CS High Performers -8% 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 BIS? I want to leave BIS as soon as possible 7% Difference from previous survey +1% Difference from CS2014 -1% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference I want to leave BIS within the next 12 months 16% Difference from previous survey +1% Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference I want to stay working for BIS for at least the next year 39% Difference from previous survey +3% This is a statistically significant difference Difference from CS2014 +8% This is a statistically significant difference Difference from CS High Performers +2% This is a statistically significant difference I want to stay working for BIS for at least the next three years 37% Difference from previous survey -4% This is a statistically significant difference Difference from CS2014 -9% This is a statistically significant difference Difference from CS High Performers -16% 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 97% % No 3% Difference from previous survey +1% This is a statistically significant difference Difference from CS2014 +7% This is a statistically significant difference Difference from CS High Performers +3% This is a statistically significant difference D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 66% % No 34% Difference from previous survey 0% Difference from CS2014 +2% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference D03. Are you confident that if you raised a concern under the Civil Service Code in BIS it would be investigated properly? % Yes 71% % No 29% Difference from previous survey -1% Difference from CS2014 +3% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference Discrimination, harassment and bullying questions E01. During the past 12 months, have you personally experienced discrimination at work 2014 scores % Yes 9% % No 82% % Prefer not to say 9% 2013 scores % Yes 7% % No 85% % Prefer not to say 8% CS2014 scores % Yes 10% % No 82% % 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 39 responses Caring responsibilities 15 responses Disability 25 responses Ethnic background 16 responses Gender 25 responses Gender reassignment or perceived gender data withheld due to anonymity Grade, pay band or responsibility level 49 responses 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 11 responses Working location 35 responses Working pattern 43 responses Any other grounds 32 responses Prefer not to say 15 responses E03. During the past 12 months, have you personally experienced bullying or harassment at work 2014 scores % Yes 7% % No 85% % Prefer not to say 7% 2013 scores % Yes 8% % No 85% % Prefer not to say 6% CS2014 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 34 responses Your manager 52 responses Another manager in my part of BIS 31 responses Someone you manage data withheld due to anonymity Someone who works for another part of BIS 14 responses A member of the public data withheld due to anonymity Someone else data withheld due to anonymity Prefer not to say 24 responses BIS local questions F01. I understand the BIS values and behaviours % strongly agree 17% % agree 65% % neither 15% % disagree 3% % strongly disagree 0% % Positive 82% Difference from previous survey 0% F02. I believe the BIS values make the organisation a better place to work % strongly agree 9% % agree 39% % neither 38% % disagree 11% % strongly disagree 2% % Positive 49% Difference from previous survey +6% This is a statistically significant difference F03. My manager encourages me to make time for learning and development % strongly agree 20% % agree 54% % neither 18% % disagree 7% % strongly disagree 1% % Positive 74% Difference from previous survey +10% This is a statistically significant difference F04. I feel confident about holding Personal Development Plan (PDP) discussions with my staff (leave blank if you are not a manager) % strongly agree 21% % agree 55% % neither 19% % disagree 4% % strongly disagree 2% % Positive 76% Difference from previous survey is not available F05. BIS believes in the importance of effective people management % strongly agree 12% % agree 51% % neither 23% % disagree 10% % strongly disagree 4% % Positive 64% Difference from previous survey is not available F06. I believe BIS is committed to supporting managers to develop their management skills % strongly agree 12% % agree 48% % neither 27% % disagree 10% % strongly disagree 3% % Positive 60% Difference from previous survey is not available F07. My manager makes effective people management a key part of their job % strongly agree 17% % agree 47% % neither 22% % disagree 10% % strongly disagree 4% % Positive 64% Difference from previous survey is not available F08. I am aware of the Managers Charter % strongly agree 25% % agree 52% % neither 10% % disagree 10% % strongly disagree 3% % Positive 77% Difference from previous survey is not available F09. I believe my manager is demonstrating what is required under the Managers Charter % strongly agree 16% % agree 38% % neither 34% % disagree 8% % strongly disagree 4% % Positive 54% Difference from previous survey is not available F10. I have given my manager informal or formal feedback in the last 3 months % strongly agree 18% % agree 43% % neither 15% % disagree 19% % strongly disagree 5% % Positive 61% 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 2013 Civil Service People Survey The CS2014 benchmark is the median percent positive across all organisations that participated in the 2014 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 2014 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 CS2014 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 2014 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