The 2011 People Survey was the third annual Civil Service-wide survey of our staff’s attitudes and experiences of work. In 2011, almost 300,000 took part making it the largest staff attitude survey in the UK. The 2012 survey ran from 1 October to 31 October 2012, results are available here
The results for the 2011 Civil Service People Survey are now available:
- Civil Service People Survey 2011 – summary of findings (pdf)
- Civil Service People Survey 2011 – Civil Service benchmark results (pdf)
- Civil Service People Survey 2011 – summary of organisation results (xls)
- Civil Service People Survey 2011 – summary of organisation results (csv)
- The benchmark Civil Service engagement index is 56%, unchanged from 2010 despite the challenging period the Civil Service is facing.
- Similarly, the benchmark score for most of the other themes in the survey has remained unchanged, although there are small positive increases in the leadership and managing change theme. Only one theme, pay and benefits, has seen a decrease in the benchmark score.
- The results for individual questions show that nine in ten Civil Servants are interested in their work and more than three-quarters work with their team to find ways to improve the service they provide.
The 2010 Civil Service results are provided below, and are also available on data.gov.uk.
The Cabinet Office based Employee Engagement Team has successfully delivered the Civil Service People Survey for the past three years, with the first survey in October 2009. The 2011 survey was delivered in partnership with 97 government organisations and was open to just under half a million Civil Servants, making it the largest employee attitude survey in the UK.
The survey provides consistent measures of employee engagement and staff attitudes across the Civil Service, and reports are produced for over 8,000 management units across 97 organisations. The results of the survey give our leaders and managers high quality information on not only their engagement the key drivers of engagement in their teams, so that they can build upon their strengths and tackle their weaknesses.
The survey allows our staff the opportunity to voice their opinions on a number of important issues including: their work; their understanding of their organisation’s objectives and purpose; their manager; experiences of learning and career development; inclusion and fair treatment; resources and workload; pay and benefits; and, leadership and managing change.
The engagement index is based on the respondents’ level of agreement with the following five statements using a five point strongly agree to strongly disagree scale:
- I feel proud when I tell others I am part of [my organisation]
- I would recommend [my organisation] a great place to work
- I feel a strong personal attachment to [my organisation]
- [My organisation] inspires me to do the best in my job
- [My organisation] motivates me to help it achieve its objectives
For each respondent we calculate an engagement score which ranges from 0 to 100, each of the statements and each of the response options is equally weighted, so that 0 is equivalent to saying “strongly disagree” to all five statements and 100 is equivalent to saying “strongly agree” to all five statements. For organisations, teams and other groupings of staff (e.g. those working in the North East, those under 25, etc) their engagement index is the average engagement score of the respondents of that group.