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Staff surveys

Staff Surveys vary considerably between Departments because each is commissioned in the context of their individual change programmes to track progress on priority areas and help identify further areas for action. They vary in the research organisations used to conduct and analyse the survey; they vary in their frequency and timing: the reports here range from surveys conducted back in 2004 to those conducted in 2007; and they vary in presentation of results, with different degrees of analysis and breakdown of the results.

Last updated - 21st October 2009

Interpreting the Results

Main points to note in interpreting the results contained in these staff survey reports are:

  • Staff surveys should not be looked at in isolation to develop judgements about the performance of individual Departments: these results provide data on the perceptions of staff; these need to be set alongside other data on performance, including delivery against PSA targets, workforce data, external assessments (eg Investors in People) to form a rounded picture of performance;
  • A range of factors can influence staff survey results and change in results over time: factors such as what stage an organisation is at in its change programme and size and profile of the workforce will impact on the results and these contexts need to be taken into account in interpreting the results.
  • It is very difficult to make any meaningful comparisons between individual Departmental scores: staff surveys are carried out at different points in time in different contexts; they ask different questions (even small differences in wording can impact on the way people respond); they use different scales for responses.
  • When reporting results it is good practice to consider the full range of responses to particular questions (e.g. ‰ favourable scores include Strongly Agree and Agree responses).

Statistical guidance to interpret results

This guidance has been provided to help interpret the data in a credible and meaningful way following statistical good practice.

Devolved Administrations

Cabinet Office People Survey

In February 2009 The Cabinet Office took part in a pilot for the service wide engagement survey to be held during October and November 2009.

The response rate for the February 2009 of 87% and the Cabinet Office Employee Engagement Index was 58%, unchanged from the 2007 survey.