Civil Service People Survey 2017 report for HM Revenue & Customs Returns 45441 Response rate 67% 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 50% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -11% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference My work % Positive theme score is 68% Strength of association with engagement 3 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -8% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference Organisational objectives and purpose % Positive theme score is 82% Strength of association with engagement 1 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 0% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference My manager % Positive theme score is 70% Strength of association with engagement 3 out of 4 Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 0% Difference from CS High Performers -3% This is a statistically significant difference My team % Positive theme score is 84% Strength of association with engagement 1 out of 4 Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +4% This is a statistically significant difference Difference from CS High Performers 0% This is a statistically significant difference Learning and development % Positive theme score is 55% Strength of association with engagement 3 out of 4 Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 +2% 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 74% Strength of association with engagement 1 out of 4 Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -3% This is a statistically significant difference Difference from CS High Performers -6% 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 CS2017 -4% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference Pay and benefits % Positive theme score is 22% Strength of association with engagement 3 out of 4 Difference from previous survey -2% This is a statistically significant difference Difference from CS2017 -8% 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 39% Strength of association with engagement 4 out of 4 Difference from previous survey +5% This is a statistically significant difference Difference from CS2017 -7% This is a statistically significant difference Difference from CS High Performers -12% 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 39% Difference from previous survey +5% This is a statistically significant difference Difference from CS2017 -7% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference My work Strength of association with engagement 3 out of 4 Theme score % positive is 68% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -8% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference My manager Strength of association with engagement 3 out of 4 Theme score % positive is 70% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 0% Difference from CS High Performers -3% This is a statistically significant difference Pay and benefits Strength of association with engagement 3 out of 4 Theme score % positive is 22% Difference from previous survey -2% This is a statistically significant difference Difference from CS2017 -8% 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 3 out of 4 Theme score % positive is 55% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 +2% 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 CS2017 -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 1 out of 4 Theme score % positive is 82% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 0% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference My team Strength of association with engagement 1 out of 4 Theme score % positive is 84% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +4% This is a statistically significant difference Difference from CS High Performers 0% This is a statistically significant difference Inclusion and fair treatment Strength of association with engagement 1 out of 4 Theme score % positive is 74% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -3% This is a statistically significant difference Difference from CS High Performers -6% 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 66% 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 12% I want to leave HMRC within the next 12 months 10% I want to stay working for HMRC for at least the next year 21% I want to stay working for HMRC for at least the next three years 57% Headline scores Top 5 highest positive scoring questions B18 The people in my team can be relied upon to help when things get difficult in my job % Positive 88% B26 I am treated with respect by the people I work with % Positive 87% B54 I am trusted to carry out my job effectively % Positive 86% B19 The people in my team work together to find ways to improve the service we provide % Positive 86% B01 I am interested in my work % Positive 84% Top 5 highest neutral scoring questions B40 I believe that ExCom has a clear vision for the future of HMRC % Neutral 36% B59 Senior managers in HMRC actively role model the behaviours set out in the Civil Service Leadership Statement % Neutral 34% B17 Poor performance is dealt with effectively in my team % Neutral 33% B53 Where I work, I think effective action has been taken on the results of the last survey % Neutral 31% B50 HMRC inspires me to do the best in my job % Neutral 28% Top 5 highest negative scoring questions B35 I feel that my pay adequately reflects my performance % Negative 68% B37 Compared to people doing a similar job in other organisations I feel my pay is reasonable % Negative 67% B36 I am satisfied with the total benefits package % Negative 57% B42 I feel that change is managed well in HMRC % Negative 53% B45 I have the opportunity to contribute my views before decisions are made that affect me % Negative 49% Results of all questions in theme order My work Theme score % positive is 68% Difference from previous survey +2% 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 31% % agree 53% % neither 8% % disagree 6% % strongly disagree 2% % Positive 84% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 -6% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B02 I am sufficiently challenged by my work % strongly agree 32% % agree 46% % neither 9% % disagree 9% % strongly disagree 3% % Positive 78% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 -2% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B03 My work gives me a sense of personal accomplishment % strongly agree 23% % agree 47% % neither 13% % disagree 13% % strongly disagree 5% % Positive 69% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -7% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference B04 I feel involved in the decisions that affect my work % strongly agree 13% % agree 36% % neither 16% % disagree 23% % strongly disagree 12% % Positive 48% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -9% 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 18% % agree 42% % neither 13% % disagree 17% % strongly disagree 10% % Positive 60% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -16% This is a statistically significant difference Difference from CS High Performers -20% This is a statistically significant difference Organisational objectives and purpose Theme score % positive is 82% This theme score is based on one fewer question in this year's survey Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison Difference from previous survey +2% This is a statistically significant difference Strength of association with engagement 1 out of 4 Organisational objectives and purpose questions B06 I have a clear understanding of HMRC's objectives % strongly agree 21% % agree 59% % neither 11% % disagree 6% % strongly disagree 2% % Positive 80% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 0% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B07 I understand how my work contributes to HMRC's objectives % strongly agree 25% % agree 58% % neither 10% % disagree 5% % strongly disagree 2% % Positive 83% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 0% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference My manager Theme score % positive is 70% Difference from previous survey +3% This is a statistically significant difference Strength of association with engagement 3 out of 4 My manager questions B08 My manager motivates me to be more effective in my job % strongly agree 25% % agree 45% % neither 15% % disagree 11% % strongly disagree 5% % Positive 70% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 0% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B09 My manager is considerate of my life outside work % strongly agree 39% % agree 43% % neither 10% % disagree 5% % strongly disagree 3% % Positive 82% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B10 My manager is open to my ideas % strongly agree 33% % agree 47% % neither 12% % disagree 6% % strongly disagree 3% % Positive 80% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -2% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B11 My manager helps me to understand how I contribute to HMRC's objectives % strongly agree 22% % agree 46% % neither 20% % disagree 9% % strongly disagree 4% % Positive 68% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 +2% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference B12 Overall, I have confidence in the decisions made by my manager % strongly agree 29% % agree 44% % neither 14% % disagree 9% % strongly disagree 5% % Positive 72% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -2% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B13 My manager recognises when I have done my job well % strongly agree 32% % agree 47% % neither 10% % disagree 7% % strongly disagree 3% % Positive 79% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 0% Difference from CS High Performers -3% This is a statistically significant difference B14 I receive regular feedback on my performance % strongly agree 25% % agree 48% % neither 12% % disagree 11% % strongly disagree 4% % Positive 73% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 +5% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference B15 The feedback I receive helps me to improve my performance % strongly agree 22% % agree 42% % neither 19% % disagree 12% % strongly disagree 4% % Positive 65% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 +1% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference B16 I think that my performance is evaluated fairly % strongly agree 21% % agree 44% % neither 17% % disagree 12% % strongly disagree 6% % Positive 65% Difference from previous survey +5% This is a statistically significant difference Difference from CS2017 -1% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B17 Poor performance is dealt with effectively in my team % strongly agree 12% % agree 33% % neither 33% % disagree 14% % strongly disagree 8% % Positive 45% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 +6% This is a statistically significant difference Difference from CS High Performers +2% This is a statistically significant difference My team Theme score % positive is 84% Difference from previous survey +1% This is a statistically significant difference Strength of association with engagement 1 out of 4 My team questions B18 The people in my team can be relied upon to help when things get difficult in my job % strongly agree 42% % agree 46% % neither 6% % disagree 4% % strongly disagree 1% % Positive 88% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +3% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference B19 The people in my team work together to find ways to improve the service we provide % strongly agree 39% % agree 47% % neither 8% % disagree 4% % strongly disagree 1% % Positive 86% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +3% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference B20 The people in my team are encouraged to come up with new and better ways of doing things % strongly agree 33% % agree 46% % neither 12% % disagree 7% % strongly disagree 3% % Positive 79% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +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 55% Difference from previous survey +2% This is a statistically significant difference Strength of association with engagement 3 out of 4 Learning and development questions B21 I am able to access the right learning and development opportunities when I need to % strongly agree 13% % agree 50% % neither 17% % disagree 16% % strongly disagree 5% % Positive 63% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 0% Difference from CS High Performers -6% This is a statistically significant difference B22 Learning and development activities I have completed in the past 12 months have helped to improve my performance % strongly agree 13% % agree 41% % neither 23% % disagree 18% % strongly disagree 6% % Positive 54% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 +2% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference B23 There are opportunities for me to develop my career in HMRC % strongly agree 15% % agree 43% % neither 19% % disagree 15% % strongly disagree 9% % Positive 58% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +11% This is a statistically significant difference Difference from CS High Performers +3% This is a statistically significant difference B24 Learning and development activities I have completed while working for HMRC are helping me to develop my career % strongly agree 11% % agree 34% % neither 26% % disagree 20% % strongly disagree 9% % Positive 45% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference Inclusion and fair treatment Theme score % positive is 74% Difference from previous survey +3% This is a statistically significant difference Strength of association with engagement 1 out of 4 Inclusion and fair treatment questions B25 I am treated fairly at work % strongly agree 24% % agree 54% % neither 10% % disagree 8% % strongly disagree 4% % Positive 77% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B26 I am treated with respect by the people I work with % strongly agree 30% % agree 56% % neither 7% % disagree 4% % strongly disagree 2% % Positive 87% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +2% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference B27 I feel valued for the work I do % strongly agree 18% % agree 41% % neither 16% % disagree 16% % strongly disagree 9% % Positive 59% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -7% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference B28 I think that HMRC respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) % strongly agree 23% % agree 50% % neither 14% % disagree 8% % strongly disagree 5% % Positive 73% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference Resources and workload Theme score % positive is 68% This theme score is based on one fewer question in this year's survey Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison Difference from previous survey +2% This is a statistically significant difference Strength of association with engagement 2 out of 4 Resources and workload questions B29 I get the information I need to do my job well % strongly agree 10% % agree 52% % neither 16% % disagree 17% % strongly disagree 5% % Positive 62% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -8% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B30 I have clear work objectives % strongly agree 15% % agree 60% % neither 13% % disagree 9% % strongly disagree 3% % Positive 75% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 0% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B31 I have the skills I need to do my job effectively % strongly agree 19% % agree 60% % neither 11% % disagree 8% % strongly disagree 2% % Positive 79% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 -9% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B32 I have the tools I need to do my job effectively % strongly agree 12% % agree 49% % neither 15% % disagree 18% % strongly disagree 6% % Positive 61% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -9% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B33 I have an acceptable workload % strongly agree 10% % agree 54% % neither 15% % disagree 15% % strongly disagree 6% % Positive 64% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 +3% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference B34 I achieve a good balance between my work life and my private life % strongly agree 17% % agree 52% % neither 13% % disagree 12% % strongly disagree 5% % Positive 70% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 +1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference Pay and benefits Theme score % positive is 22% Difference from previous survey -2% This is a statistically significant difference Strength of association with engagement 3 out of 4 Pay and benefits questions B35 I feel that my pay adequately reflects my performance % strongly agree 3% % agree 18% % neither 11% % disagree 31% % strongly disagree 37% % Positive 21% Difference from previous survey -3% This is a statistically significant difference Difference from CS2017 -10% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B36 I am satisfied with the total benefits package % strongly agree 4% % agree 22% % neither 17% % disagree 28% % strongly disagree 29% % Positive 26% Difference from previous survey 0% This is a statistically significant difference Difference from CS2017 -8% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference B37 Compared to people doing a similar job in other organisations I feel my pay is reasonable % strongly agree 3% % agree 16% % neither 14% % disagree 30% % strongly disagree 37% % Positive 20% Difference from previous survey -3% This is a statistically significant difference Difference from CS2017 -6% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference Leadership and managing change Theme score % positive is 39% This theme score is based on one fewer question in this year's survey Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison Difference from previous survey +5% This is a statistically significant difference Strength of association with engagement 4 out of 4 Leadership and managing change questions B38 Senior managers in HMRC are sufficiently visible % strongly agree 12% % agree 44% % neither 15% % disagree 18% % strongly disagree 10% % Positive 56% Difference from previous survey +11% This is a statistically significant difference Difference from CS2017 -4% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B39 I believe the actions of senior managers are consistent with HMRC's values % strongly agree 9% % agree 38% % neither 27% % disagree 16% % strongly disagree 10% % Positive 48% Difference from previous survey +8% This is a statistically significant difference Difference from CS2017 -6% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B40 I believe that ExCom has a clear vision for the future of HMRC % strongly agree 7% % agree 31% % neither 36% % disagree 15% % strongly disagree 11% % Positive 38% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -10% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B41 Overall, I have confidence in the decisions made by HMRC's senior managers % strongly agree 7% % agree 30% % neither 26% % disagree 22% % strongly disagree 16% % Positive 36% Difference from previous survey +6% This is a statistically significant difference Difference from CS2017 -12% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B42 I feel that change is managed well in HMRC % strongly agree 4% % agree 24% % neither 19% % disagree 35% % strongly disagree 19% % Positive 27% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -6% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference B43 When changes are made in HMRC they are usually for the better % strongly agree 4% % agree 23% % neither 26% % disagree 31% % strongly disagree 17% % Positive 26% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -7% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference B44 HMRC keeps me informed about matters that affect me % strongly agree 6% % agree 45% % neither 21% % disagree 18% % strongly disagree 10% % Positive 52% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -6% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference B45 I have the opportunity to contribute my views before decisions are made that affect me % strongly agree 5% % agree 25% % neither 21% % disagree 30% % strongly disagree 19% % Positive 30% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -9% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B46 I think it is safe to challenge the way things are done in HMRC % strongly agree 6% % agree 34% % neither 22% % disagree 22% % strongly disagree 16% % Positive 40% Difference from previous survey +5% This is a statistically significant difference Difference from CS2017 -6% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference Engagement questions B47 I am proud when I tell others I am part of HMRC % strongly agree 11% % agree 31% % neither 27% % disagree 20% % strongly disagree 12% % Positive 41% Difference from previous survey +6% This is a statistically significant difference Difference from CS2017 -20% This is a statistically significant difference Difference from CS High Performers -28% This is a statistically significant difference B48 I would recommend HMRC as a great place to work % strongly agree 10% % agree 29% % neither 24% % disagree 22% % strongly disagree 14% % Positive 39% Difference from previous survey +5% This is a statistically significant difference Difference from CS2017 -16% This is a statistically significant difference Difference from CS High Performers -24% This is a statistically significant difference B49 I feel a strong personal attachment to HMRC % strongly agree 11% % agree 28% % neither 25% % disagree 23% % strongly disagree 13% % Positive 39% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -10% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B50 HMRC inspires me to do the best in my job % strongly agree 9% % agree 29% % neither 28% % disagree 22% % strongly disagree 12% % Positive 38% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -10% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B51 HMRC motivates me to help it achieve its objectives % strongly agree 8% % agree 28% % neither 28% % disagree 23% % strongly disagree 13% % Positive 37% Difference from previous survey +4% This is a statistically significant difference Difference from CS2017 -9% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference Taking action questions B52 I believe that senior managers in HMRC will take action on the results from this survey % strongly agree 9% % agree 31% % neither 20% % disagree 21% % strongly disagree 19% % Positive 40% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -10% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B53 Where I work, I think effective action has been taken on the results of the last survey % strongly agree 9% % agree 26% % neither 31% % disagree 19% % strongly disagree 15% % Positive 35% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -1% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference Organisational culture questions B54 I am trusted to carry out my job effectively % strongly agree 26% % agree 59% % neither 7% % disagree 5% % strongly disagree 2% % Positive 86% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -3% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B55 I believe I would be supported if I try a new idea, even if it may not work % strongly agree 17% % agree 48% % neither 18% % disagree 12% % strongly disagree 4% % Positive 65% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -5% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference B56 In HMRC, people are encouraged to speak up when they identify a serious policy or delivery risk % strongly agree 16% % agree 50% % neither 17% % disagree 11% % strongly disagree 6% % Positive 66% Difference from previous survey is not available Difference from CS2017 0% Difference from CS High Performers -5% This is a statistically significant difference B57 I feel able to challenge inappropriate behaviour in the workplace % strongly agree 14% % agree 50% % neither 17% % disagree 13% % strongly disagree 6% % Positive 64% Difference from previous survey is not available Difference from CS2017 0% Difference from CS High Performers -4% This is a statistically significant difference B58 HMRC is committed to creating a diverse and inclusive workplace % strongly agree 20% % agree 54% % neither 17% % disagree 5% % strongly disagree 4% % Positive 74% Difference from previous survey is not available Difference from CS2017 0% Difference from CS High Performers -4% This is a statistically significant difference Leadership statement questions B59 Senior managers in HMRC actively role model the behaviours set out in the Civil Service Leadership Statement % strongly agree 8% % agree 36% % neither 34% % disagree 14% % strongly disagree 8% % Positive 44% Difference from previous survey +7% This is a statistically significant difference Difference from CS2017 -2% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference B60 My manager actively role models the behaviours set out in the Civil Service Leadership Statement % strongly agree 20% % agree 48% % neither 20% % disagree 7% % strongly disagree 5% % Positive 68% Difference from previous survey +5% This is a statistically significant difference Difference from CS2017 +2% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference Civil Service vision questions B61 I am aware of the Civil Service vision for 'A Brilliant Civil Service' % strongly agree 8% % agree 44% % neither 17% % disagree 23% % strongly disagree 7% % Positive 52% Difference from previous survey is not available Difference from CS2017 +9% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference B62 I understand how my work contributes to helping us become 'A Brilliant Civil Service' % strongly agree 8% % agree 37% % neither 24% % disagree 23% % strongly disagree 8% % Positive 45% Difference from previous survey is not available Difference from CS2017 +8% 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 W01 Overall, how satisfied are you with your life nowadays? % 0 to 4 17% % 5 to 6 22% % 7 to 8 46% % 9 to 10 15% % Positive 61% Difference from previous survey 0% This is a statistically significant difference Difference from CS2017 -5% 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 20% % 7 to 8 45% % 9 to 10 21% % Positive 66% Difference from previous survey -1% This is a statistically significant difference Difference from CS2017 -5% 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 39% % 9 to 10 19% % Positive 58% Difference from previous survey 0% Difference from CS2017 -5% This is a statistically significant difference Difference from CS High Performers -7% 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 19% % 6 to 10 32% % Positive 48% Difference from previous survey 0% Difference from CS2017 0% This is a statistically significant difference 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 -1% This is a statistically significant difference Difference from CS2017 +4% This is a statistically significant difference Difference from CS High Performers 0% This is a statistically significant difference I want to leave HMRC within the next 12 months 10% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference I want to stay working for HMRC for at least the next year 21% Difference from previous survey +2% This is a statistically significant difference Difference from CS2017 -13% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference I want to stay working for HMRC for at least the next three years 57% Difference from previous survey -1% This is a statistically significant difference Difference from CS2017 +13% This is a statistically significant difference Difference from CS High Performers +4% This is a statistically significant difference The Civil Service Code questions Differences are based on % Yes score D01 Are you aware of the Civil Service Code? % Yes 92% % No 8% Difference from previous survey -1% This is a statistically significant difference Difference from CS2017 0% 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 71% % No 29% Difference from previous survey +1% This is a statistically significant difference Difference from CS2017 +3% This is a statistically significant difference Difference from CS High Performers -3% 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 65% % No 35% Difference from previous survey +3% This is a statistically significant difference Difference from CS2017 -5% 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 2017 scores % Yes 15% % No 77% % Prefer not to say 9% 2016 scores % Yes 15% % No 76% % Prefer not to say 9% CS2017 scores % Yes 12% % No 80% % 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 at work in the past 12 months Multiple selection Counts of fewer than ten responses are not reported Age 1216 responses Caring responsibilities 825 responses Disability 1139 responses Ethnic background 591 responses Gender 767 responses Gender reassignment or perceived gender 23 responses Grade, pay band or responsibility level 1758 responses Main spoken/written language or language ability 262 responses Religion or belief 272 responses Sexual orientation 201 responses Social or educational background 342 responses Working location 814 responses Working pattern 1575 responses Any other grounds 1639 responses Prefer not to say 632 responses E03 During the past 12 months, have you personally experienced bullying or harassment at work 2017 scores % Yes 12% % No 80% % Prefer not to say 8% 2016 scores % Yes 12% % No 79% % Prefer not to say 8% CS2017 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 of fewer than ten responses are not reported A colleague 1901 responses Your manager 1713 responses Another manager in my part of HMRC 1699 responses Someone you manage 236 responses Someone who works for another part of HMRC 408 responses A member of the public 140 responses Someone else 150 responses Prefer not to say 687 responses E05 is for respondents who selected Yes to question E03 E05 Did you report the bullying and harassment you experienced? 2017 scores % Yes 37% % No 49% % Prefer not to say 14% 2016 scores % Yes 34% % No 52% % Prefer not to say 14% CS2017 scores % Yes 37% % No 49% % Prefer not to say 15% E06 is for respondents who selected Yes to question E03 E06 In your opinion, has this issue been resolved? 2017 scores % Yes 22% % No 61% % Prefer not to say 18% 2016 scores % Yes 21% % No 60% % Prefer not to say 19% CS2017 scores % Yes 19% % No 62% % Prefer not to say 19% HM Revenue & Customs questions F01 I have a clear understanding of HMRC's strategic direction as set out in Building our Future % strongly agree 12% % agree 55% % neither 17% % disagree 11% % strongly disagree 5% % Positive 67% Difference from previous survey 0% F02 I believe HMRC can deliver the department's future strategy as set out in Building our Future % strongly agree 7% % agree 35% % neither 26% % disagree 21% % strongly disagree 11% % Positive 42% Difference from previous survey +1% This is a statistically significant difference 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 35% % neither 29% % disagree 19% % strongly disagree 7% % Positive 44% Difference from previous survey +3% This is a statistically significant difference F04 I would recommend my Customer Group as a great place to work % strongly agree 12% % agree 35% % neither 26% % disagree 17% % strongly disagree 9% % Positive 47% 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 F05 I am confident I have the digital skills I need to do my job effectively % strongly agree 16% % agree 51% % neither 15% % disagree 13% % strongly disagree 4% % Positive 67% Difference from previous survey +5% This is a statistically significant difference F06 The current HMRC approach to managing performance is helping me to improve my performance % strongly agree 6% % agree 27% % neither 26% % disagree 25% % strongly disagree 15% % Positive 33% Difference from previous survey +12% This is a statistically significant difference The question text between these two surveys has changed slightly so please exercise caution when comparing the results F07 I feel that HMRC as a whole is managed well % strongly agree 5% % agree 32% % neither 24% % disagree 23% % strongly disagree 15% % Positive 37% Difference from previous survey +5% This is a statistically significant difference F08 I believe that managers where I work will take action on the results of this survey % strongly agree 13% % agree 39% % neither 20% % disagree 16% % strongly disagree 13% % Positive 52% Difference from previous survey 0% F09 I feel that HMRC is focussed on the needs of its external customers % strongly agree 12% % agree 46% % neither 20% % disagree 13% % strongly disagree 9% % Positive 57% 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 2016 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 CS2017 benchmark is the median percent positive across all organisations that participated in the 2017 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 2017 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 CS2017 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 (B47-B51) 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 Changes to theme scores in 2017 Small changes have been made to some of the headline themes in 2017 Three theme scores (Organisational objectives and purpose; Resources and workload; Leadership and managing change) are based on one fewer question in this year's survey Previous survey scores have been recalculated on this basis, to allow for theme trend comparisons Confidentiality This survey was carried out as part of the 2017 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