Civil Service People Survey 2016 report for HM Revenue & Customs Returns 45259 Response rate 69% 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 47% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -12% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference My work % Positive theme score is 65% Strength of association with engagement 3 out of 4 Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -10% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference Organisational objectives and purpose % Positive theme score is 80% Strength of association with engagement 2 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -2% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference My manager % Positive theme score is 67% Strength of association with engagement 3 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference My team % Positive theme score is 83% Strength of association with engagement 1 out of 4 Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +4% This is a statistically significant difference Difference from CS High Performers 0% Learning and development % Positive theme score is 53% Strength of association with engagement 2 out of 4 Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 +3% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference Inclusion and fair treatment % Positive theme score is 71% Strength of association with engagement 1 out of 4 Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Resources and workload % Positive theme score is 68% Strength of association with engagement 2 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Pay and benefits % Positive theme score is 24% Strength of association with engagement 3 out of 4 Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -7% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference Leadership and managing change % Positive theme score is 34% Strength of association with engagement 4 out of 4 Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -9% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference Drivers of Engagement 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 34% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -9% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference My work Strength of association with engagement 3 out of 4 Theme score % positive is 65% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -10% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference My manager Strength of association with engagement 3 out of 4 Theme score % positive is 67% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference Pay and benefits Strength of association with engagement 3 out of 4 Theme score % positive is 24% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -7% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference Learning and development Strength of association with engagement 2 out of 4 Theme score % positive is 53% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 +3% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference Resources and workload Strength of association with engagement 2 out of 4 Theme score % positive is 68% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Organisational objectives and purpose Strength of association with engagement 2 out of 4 Theme score % positive is 80% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -2% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference My team Strength of association with engagement 1 out of 4 Theme score % positive is 83% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +4% This is a statistically significant difference Difference from CS High Performers 0% Inclusion and fair treatment Strength of association with engagement 1 out of 4 Theme score % positive is 71% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Wellbeing 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? % positive 61% W02 Overall, to what extent do you feel that the things you do in your life are worthwhile? % positive 67% W03 Overall, how happy did you feel yesterday? % positive 58% W04 Overall, how anxious did you feel yesterday? % positive 48% Discrimination, bullying and harassment During the past 12 months have you personally experienced discrimination at work? % Yes 15% During the past 12 months have you personally experienced bullying or harassment at work? % Yes 12% Your plans for the future I want to leave HMRC as soon as possible 13% I want to leave HMRC within the next 12 months 10% I want to stay working for HMRC for at least the next year 19% I want to stay working for HMRC for at least the next three years 58% Results of all questions in theme order My work Theme score % positive is 65% Difference from previous survey +1% This is a statistically significant difference Strength of association with engagement 3 out of 4 My work questions B01 I am interested in my work % strongly agree 30% % agree 53% % neither 9% % disagree 7% % strongly disagree 2% % Positive 82% Difference from previous survey 0% Difference from CS2016 -8% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference B02 I am sufficiently challenged by my work % strongly agree 31% % agree 47% % neither 10% % disagree 10% % strongly disagree 3% % Positive 77% Difference from previous survey 0% Difference from CS2016 -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 47% % neither 14% % disagree 14% % strongly disagree 5% % Positive 67% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -8% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B04 I feel involved in the decisions that affect my work % strongly agree 11% % agree 34% % neither 17% % disagree 25% % strongly disagree 14% % Positive 44% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -12% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B05 I have a choice in deciding how I do my work % strongly agree 15% % agree 41% % neither 14% % disagree 19% % strongly disagree 11% % Positive 56% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -18% This is a statistically significant difference Difference from CS High Performers -23% This is a statistically significant difference Organisational objectives and purpose Theme score % positive is 80% Difference from previous survey +2% This is a statistically significant difference Strength of association with engagement 2 out of 4 Organisational objectives and purpose questions B06 I have a clear understanding of HMRC's purpose % strongly agree 23% % agree 58% % neither 10% % disagree 6% % strongly disagree 3% % Positive 81% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -4% 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 21% % agree 57% % neither 12% % disagree 7% % strongly disagree 3% % Positive 78% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -2% 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 HMRC's objectives % strongly agree 24% % agree 58% % neither 11% % disagree 6% % strongly disagree 3% % Positive 81% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference My manager Theme score % positive is 67% Difference from previous survey +2% This is a statistically significant difference 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 22% % agree 45% % neither 16% % disagree 12% % strongly disagree 6% % Positive 67% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B10 My manager is considerate of my life outside work % strongly agree 34% % agree 45% % neither 12% % disagree 6% % strongly disagree 4% % Positive 78% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B11 My manager is open to my ideas % strongly agree 29% % agree 48% % neither 13% % disagree 6% % strongly disagree 3% % Positive 77% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -3% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B12 My manager helps me to understand how I contribute to HMRC's objectives % strongly agree 19% % agree 46% % neither 21% % disagree 10% % strongly disagree 4% % Positive 65% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 +1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference B13 Overall, I have confidence in the decisions made by my manager % strongly agree 25% % agree 44% % neither 16% % disagree 10% % strongly disagree 6% % Positive 69% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference B14 My manager recognises when I have done my job well % strongly agree 28% % agree 48% % neither 12% % disagree 8% % strongly disagree 4% % Positive 77% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -1% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B15 I receive regular feedback on my performance % strongly agree 22% % agree 49% % neither 13% % disagree 12% % strongly disagree 4% % Positive 71% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +5% 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 20% % agree 42% % neither 21% % disagree 13% % strongly disagree 5% % Positive 61% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -1% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B17 I think that my performance is evaluated fairly % strongly agree 17% % agree 43% % neither 18% % disagree 14% % strongly disagree 8% % Positive 60% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B18 Poor performance is dealt with effectively in my team % strongly agree 11% % agree 32% % neither 34% % disagree 15% % strongly disagree 9% % Positive 43% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 +4% This is a statistically significant difference Difference from CS High Performers 0% My team Theme score % positive is 83% Difference from previous survey +1% This is a statistically significant difference 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 40% % agree 48% % neither 7% % disagree 4% % strongly disagree 1% % Positive 87% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +3% This is a statistically significant difference Difference from CS High Performers 0% 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 36% % agree 48% % neither 9% % disagree 5% % strongly disagree 1% % Positive 85% Difference from previous survey 0% This is a statistically significant difference Difference from CS2016 +3% This is a statistically significant difference Difference from CS High Performers 0% 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 30% % agree 48% % neither 13% % disagree 6% % strongly disagree 3% % Positive 78% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +4% 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 53% 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 11% % agree 50% % neither 18% % disagree 16% % strongly disagree 5% % Positive 62% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B23 Learning and development activities I have completed in the past 12 months have helped to improve my performance % strongly agree 11% % agree 40% % neither 24% % disagree 19% % strongly disagree 6% % Positive 51% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 +1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B24 There are opportunities for me to develop my career in HMRC % strongly agree 13% % agree 43% % neither 19% % disagree 14% % strongly disagree 10% % Positive 56% Difference from previous survey +7% This is a statistically significant difference Difference from CS2016 +13% This is a statistically significant difference Difference from CS High Performers +5% 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 10% % agree 32% % neither 27% % disagree 21% % strongly disagree 10% % Positive 42% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -1% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference Inclusion and fair treatment Theme score % positive is 71% 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 20% % agree 55% % neither 12% % disagree 9% % strongly disagree 5% % Positive 75% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B27 I am treated with respect by the people I work with % strongly agree 27% % agree 59% % neither 8% % disagree 4% % strongly disagree 2% % Positive 86% Difference from previous survey 0% Difference from CS2016 +1% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B28 I feel valued for the work I do % strongly agree 15% % agree 39% % neither 18% % disagree 18% % strongly disagree 10% % Positive 54% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -10% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B29 I think that HMRC respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) % strongly agree 20% % agree 49% % neither 17% % disagree 9% % strongly disagree 6% % Positive 69% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference Resources and workload Theme score % positive is 68% Difference from previous survey +2% This is a statistically significant difference Strength of association with engagement 2 out of 4 Resources and workload questions B30 In my job, I am clear what is expected of me % strongly agree 20% % agree 62% % neither 9% % disagree 7% % strongly disagree 2% % Positive 82% Difference from previous survey 0% This is a statistically significant difference Difference from CS2016 0% Difference from CS High Performers -4% This is a statistically significant difference B31 I get the information I need to do my job well % strongly agree 11% % agree 48% % neither 18% % disagree 18% % strongly disagree 5% % Positive 59% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -10% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference B32 I have clear work objectives % strongly agree 15% % agree 58% % neither 14% % disagree 9% % strongly disagree 3% % Positive 73% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B33 I have the skills I need to do my job effectively % strongly agree 19% % agree 59% % neither 12% % disagree 8% % strongly disagree 3% % Positive 78% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -11% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference B34 I have the tools I need to do my job effectively % strongly agree 11% % agree 48% % neither 16% % disagree 19% % strongly disagree 7% % Positive 59% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -11% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B35 I have an acceptable workload % strongly agree 9% % agree 51% % neither 16% % disagree 17% % strongly disagree 7% % Positive 60% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 +1% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B36 I achieve a good balance between my work life and my private life % strongly agree 15% % agree 52% % neither 15% % disagree 12% % strongly disagree 6% % Positive 67% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 0% Difference from CS High Performers -5% This is a statistically significant difference Pay and benefits Theme score % positive is 24% Difference from previous survey +3% This is a statistically significant difference Strength of association with engagement 3 out of 4 Pay and benefits questions B37 I feel that my pay adequately reflects my performance % strongly agree 3% % agree 21% % neither 13% % disagree 31% % strongly disagree 32% % Positive 24% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -8% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference B38 I am satisfied with the total benefits package % strongly agree 3% % agree 22% % neither 18% % disagree 29% % strongly disagree 28% % Positive 26% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -8% This is a statistically significant difference Difference from CS High Performers -15% 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 4% % agree 19% % neither 15% % disagree 30% % strongly disagree 33% % Positive 22% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference Leadership and managing change Theme score % positive is 34% Difference from previous survey +4% This is a statistically significant difference Strength of association with engagement 4 out of 4 Leadership and managing change questions B40 I feel that HMRC as a whole is managed well % strongly agree 4% % agree 28% % neither 22% % disagree 28% % strongly disagree 18% % Positive 32% Difference from previous survey +5% This is a statistically significant difference Difference from CS2016 -15% This is a statistically significant difference Difference from CS High Performers -26% This is a statistically significant difference B41 Senior managers in HMRC are sufficiently visible % strongly agree 8% % agree 37% % neither 19% % disagree 22% % strongly disagree 14% % Positive 46% Difference from previous survey +5% This is a statistically significant difference Difference from CS2016 -9% This is a statistically significant difference Difference from CS High Performers -20% This is a statistically significant difference B42 I believe the actions of senior managers are consistent with HMRC's values % strongly agree 6% % agree 33% % neither 30% % disagree 18% % strongly disagree 13% % Positive 39% Difference from previous survey +5% This is a statistically significant difference Difference from CS2016 -9% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B43 I believe that ExCom has a clear vision for the future of HMRC % strongly agree 6% % agree 31% % neither 35% % disagree 15% % strongly disagree 13% % Positive 37% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -6% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B44 Overall, I have confidence in the decisions made by HMRC's senior managers % strongly agree 5% % agree 26% % neither 26% % disagree 25% % strongly disagree 19% % Positive 30% Difference from previous survey +5% This is a statistically significant difference Difference from CS2016 -14% This is a statistically significant difference Difference from CS High Performers -24% This is a statistically significant difference B45 I feel that change is managed well in HMRC % strongly agree 3% % agree 22% % neither 19% % disagree 34% % strongly disagree 21% % Positive 25% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B46 When changes are made in HMRC they are usually for the better % strongly agree 3% % agree 21% % neither 26% % disagree 30% % strongly disagree 20% % Positive 24% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -6% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference B47 HMRC keeps me informed about matters that affect me % strongly agree 6% % agree 44% % neither 22% % disagree 18% % strongly disagree 11% % Positive 50% Difference from previous survey +7% This is a statistically significant difference Difference from CS2016 -6% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference B48 I have the opportunity to contribute my views before decisions are made that affect me % strongly agree 4% % agree 23% % neither 21% % disagree 32% % strongly disagree 21% % Positive 26% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -11% This is a statistically significant difference Difference from CS High Performers -21% This is a statistically significant difference B49 I think it is safe to challenge the way things are done in HMRC % strongly agree 5% % agree 30% % neither 23% % disagree 24% % strongly disagree 18% % Positive 35% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -8% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference Engagement questions B50 I am proud when I tell others I am part of HMRC % strongly agree 9% % agree 27% % neither 27% % disagree 23% % strongly disagree 15% % Positive 36% Difference from previous survey +5% This is a statistically significant difference Difference from CS2016 -23% This is a statistically significant difference Difference from CS High Performers -31% This is a statistically significant difference B51 I would recommend HMRC as a great place to work % strongly agree 8% % agree 26% % neither 25% % disagree 24% % strongly disagree 18% % Positive 34% Difference from previous survey +6% This is a statistically significant difference Difference from CS2016 -17% This is a statistically significant difference Difference from CS High Performers -27% This is a statistically significant difference B52 I feel a strong personal attachment to HMRC % strongly agree 9% % agree 27% % neither 25% % disagree 24% % strongly disagree 15% % Positive 36% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -12% This is a statistically significant difference Difference from CS High Performers -20% This is a statistically significant difference B53 HMRC inspires me to do the best in my job % strongly agree 7% % agree 26% % neither 29% % disagree 24% % strongly disagree 14% % Positive 33% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -13% This is a statistically significant difference Difference from CS High Performers -20% This is a statistically significant difference B54 HMRC motivates me to help it achieve its objectives % strongly agree 7% % agree 26% % neither 28% % disagree 24% % strongly disagree 15% % Positive 32% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -11% This is a statistically significant difference Difference from CS High Performers -18% 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 7% % agree 30% % neither 21% % disagree 22% % strongly disagree 19% % Positive 38% Difference from previous survey +5% This is a statistically significant difference Difference from CS2016 -8% This is a statistically significant difference Difference from CS High Performers -17% 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 12% % agree 39% % neither 19% % disagree 16% % strongly disagree 13% % Positive 52% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -13% 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 8% % agree 25% % neither 32% % disagree 20% % strongly disagree 15% % Positive 34% Difference from previous survey +3% This is a statistically significant difference Difference from CS2016 -1% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Organisational culture questions B58 I am trusted to carry out my job effectively % strongly agree 24% % agree 60% % neither 8% % disagree 5% % strongly disagree 3% % Positive 84% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -6% 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 15% % agree 47% % neither 20% % disagree 13% % strongly disagree 5% % Positive 62% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -7% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference B60 When I talk about HMRC I say "we" rather than "they" % strongly agree 15% % agree 42% % neither 20% % disagree 15% % strongly disagree 8% % Positive 57% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 -14% This is a statistically significant difference Difference from CS High Performers -22% This is a statistically significant difference B61 I have some really good friendships at work % strongly agree 34% % agree 48% % neither 13% % disagree 4% % strongly disagree 1% % Positive 82% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 +5% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference Leadership statement questions B62 Senior managers in HMRC actively role model the behaviours set out in the Civil Service Leadership Statement % strongly agree 6% % agree 31% % neither 36% % disagree 16% % strongly disagree 11% % Positive 37% Difference from previous survey +9% This is a statistically significant difference Difference from CS2016 -6% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B63 My manager actively role models the behaviours set out in the Civil Service Leadership Statement % strongly agree 17% % agree 46% % neither 23% % disagree 8% % strongly disagree 6% % Positive 63% Difference from previous survey +4% This is a statistically significant difference Difference from CS2016 +1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference Wellbeing questions Unlike the questions B01 to B63 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 W01 Overall, how satisfied are you with your life nowadays? % 0 to 4 16% % 5 to 6 23% % 7 to 8 46% % 9 to 10 15% % Positive 61% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -6% This is a statistically significant difference Difference from CS High Performers -9% 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 20% % 7 to 8 46% % 9 to 10 22% % Positive 67% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -4% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference W03 Overall, how happy did you feel yesterday? % 0 to 4 20% % 5 to 6 22% % 7 to 8 38% % 9 to 10 20% % Positive 58% Difference from previous survey +1% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference For question W04 the percent positive is the proportion answering 0 1 2 or 3 to the question W04 Overall, how anxious did you feel yesterday? % 0 to 1 23% % 2 to 3 25% % 4 to 5 20% % 6 to 10 32% % Positive 48% Difference from previous survey 0% Difference from CS2016 -2% This is a statistically significant difference Difference from CS High Performers -5% 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 13% Difference from previous survey -1% This is a statistically significant difference Difference from CS2016 +5% 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 10% Difference from previous survey 0% Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference I want to stay working for HMRC for at least the next year 19% Difference from previous survey 0% Difference from CS2016 -13% This is a statistically significant difference Difference from CS High Performers -20% This is a statistically significant difference I want to stay working for HMRC for at least the next three years 58% Difference from previous survey 0% Difference from CS2016 +15% This is a statistically significant difference Difference from CS High Performers +7% 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 93% % No 7% Difference from previous survey 0% This is a statistically significant difference Difference from CS2016 +2% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 70% % No 30% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 +3% This is a statistically significant difference Difference from CS High Performers -4% 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 62% % No 38% Difference from previous survey +2% This is a statistically significant difference Difference from CS2016 -5% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference Discrimination, harassment and bullying questions E01. During the past 12 months, have you personally experienced discrimination at work 2016 scores % Yes 15% % No 76% % Prefer not to say 9% 2015 scores % Yes 14% % No 77% % Prefer not to say 9% CS2016 scores % Yes 12% % No 80% % 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 at work in the past 12 months Multiple selection Counts fewer that ten responses are not reported Age 1268 responses Caring responsibilities 911 responses Disability 1246 responses Ethnic background 516 responses Gender 709 responses Gender reassignment or perceived gender 20 responses Grade, pay band or responsibility level 1709 responses Main spoken/written language or language ability 254 responses Religion or belief 240 responses Sexual orientation 144 responses Social or educational background 342 responses Working location 828 responses Working pattern 1719 responses Any other grounds 1708 responses Prefer not to say 552 responses E03. During the past 12 months, have you personally experienced bullying or harassment at work 2016 scores % Yes 12% % No 79% % Prefer not to say 8% 2015 scores % Yes 12% % No 79% % Prefer not to say 8% CS2016 scores % Yes 11% % No 82% % 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 Multiple selection Counts fewer that ten responses are not reported A colleague 1710 responses Your manager 1875 responses Another manager in my part of HMRC 1655 responses Someone you manage 212 responses Someone who works for another part of HMRC 393 responses A member of the public 175 responses Someone else 141 responses Prefer not to say 723 responses E05 is for respondents who selected Yes to question E03 E05. Did you report the bullying and harassment you experienced? 2016 scores % Yes 34% % No 52% % Prefer not to say 14% CS2016 scores % Yes 34% % No 50% % Prefer not to say 16% E06 is for respondents who selected Yes to question E03 E06. In your opinion, has this issue been resolved? 2016 scores % Yes 21% % No 60% % Prefer not to say 19% CS2016 scores % Yes 20% % No 60% % Prefer not to say 20% HM Revenue & Customs questions F01 I have a clear understanding of HMRC's strategic direction as set out in Building our Future % strongly agree 13% % agree 55% % neither 17% % disagree 10% % strongly disagree 5% % Positive 67% Difference from previous survey is not available F02 I believe HMRC can deliver the department's future strategy as set out in Building our Future % strongly agree 7% % agree 34% % neither 27% % disagree 21% % strongly disagree 11% % Positive 41% Difference from previous survey is not available F03 I feel I have personally taken action to help HMRC deliver the department's future strategy as set out in Building our Future % strongly agree 9% % agree 32% % neither 31% % disagree 20% % strongly disagree 8% % Positive 41% Difference from previous survey is not available F04 I would recommend my Line of Business as a great place to work % strongly agree 12% % agree 32% % neither 23% % disagree 20% % strongly disagree 14% % Positive 43% Difference from previous survey is not available F05 Using PaceSetter helps involve me in improving my work % strongly agree 5% % agree 23% % neither 29% % disagree 25% % strongly disagree 18% % Positive 28% Difference from previous survey is not available F06 I have had the opportunity to take action on the last People Survey results % strongly agree 7% % agree 27% % neither 31% % disagree 23% % strongly disagree 12% % Positive 33% Difference from previous survey is not available F07 I believe that my local management manages change well % strongly agree 9% % agree 38% % neither 24% % disagree 19% % strongly disagree 10% % Positive 47% Difference from previous survey is not available F08 I see myself as part of a profession in HMRC % strongly agree 13% % agree 41% % neither 18% % disagree 17% % strongly disagree 10% % Positive 54% Difference from previous survey is not available F09 I am confident I have the digital skills I need to do my job effectively % strongly agree 15% % agree 48% % neither 17% % disagree 15% % strongly disagree 5% % Positive 63% Difference from previous survey is not available F10 The current HMRC approach to managing performance (introduced in April 2013) is helping me to improve my performance % strongly agree 4% % agree 17% % neither 24% % disagree 26% % strongly disagree 29% % Positive 21% Difference from previous survey +2% This is a statistically significant difference F11 The number of performance discussions I have had with my line manager, throughout the reporting year, was satisfactory % strongly agree 12% % agree 49% % neither 18% % disagree 12% % strongly disagree 9% % 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 2015 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 to the question The CS2016 benchmark is the median percent positive across all organisations that participated in the 2016 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 2016 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 CS2016 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 2016 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