Corporate report
Criminal Records Bureau staff survey results
Updated 25 January 2013
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| Autumn 2012 survey report for CRB |
|---|
| Returns 250 |
| Response rate 49% |
| Engagement Index results |
| Your engagement index is 61% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 +3% This is a statistically significant difference |
| Difference from CS High Performers -1% |
| The three elements of engagement are Say, Stay and Strive |
| Say is to speak positively of the organisation |
| B50. I am proud when I tell others I am part of the CRB % Positive 60% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +7% This is a statistically significant difference |
| B51. I would recommend the CRB as a great place to work % Positive 48% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +2% |
| Stay is being emotionally attached and committed to the organisation |
| B52. I feel a strong personal attachment to the CRB % Positive 50% |
| Difference from previous survey +5% |
| Difference from CS2012 +6% This is a statistically significant difference |
| Strive is being motivated to do the best for the organisation |
| B53. The CRB inspires me to do the best in my job % Positive 50% |
| Difference from previous survey +8% This is a statistically significant difference |
| Difference from CS2012 +9% This is a statistically significant difference |
| B54. The CRB motivates me to help it achieve its objectives % Positive 42% |
| Difference from previous survey +3% |
| Difference from CS2012 +4% |
| The results for the engagement questions are shown in more detail later on in this report |
| Drivers of engagement results |
| Employee engagement is shaped by experiences at work, as measured by nine themes in the survey |
| The following results show how you performed on each of these 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 53% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 +13% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| My work Strength of association with engagement 3 out of 4 |
| Theme score % positive 74% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 +1% |
| Difference from CS High Performers -3% |
| My line manager Strength of association with engagement 3 out of 4 |
| Theme score % positive 71% |
| Difference from previous survey +2% |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| Pay and benefits Strength of association with engagement 3 out of 4 |
| Theme score % positive 35% |
| Difference from previous survey +1% |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers 0% |
| Resources and workload Strength of association with engagement 2 out of 4 |
| Theme score % positive 83% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +10% 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 0 out of 4 |
| Theme score % positive 93% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +11% 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 0 out of 4 |
| Theme score % positive 82% |
| Difference from previous survey +3% |
| Difference from CS2012 +4% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| Learning and development Strength of association with engagement 0 out of 4 |
| Theme score % positive 39% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -13% This is a statistically significant difference |
| Inclusion and fair treatment Strength of association with engagement 0 out of 4 |
| Theme score % positive 81% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| Top three key driver themes in more detail |
| The three themes which have the strongest association with engagement are stated below |
| Questions are ranked by difference from the Civil Service 2012 benchmark |
| Leadership and managing change questions |
| B45. I feel that change is managed well in the CRB % Positive 52% |
| Difference from previous survey +16% This is a statistically significant difference |
| Difference from CS2012 +22% This is a statistically significant difference |
| B41. Senior managers in the CRB are sufficiently visible % Positive 70% |
| Difference from previous survey +10% This is a statistically significant difference |
| Difference from CS2012 +22% This is a statistically significant difference |
| B40. I feel that the CRB as a whole is managed well % Positive 60% |
| Difference from previous survey +14% This is a statistically significant difference |
| Difference from CS2012 +18% This is a statistically significant difference |
| B46. When changes are made in the CRB they are usually for the better % Positive 42% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 +17% This is a statistically significant difference |
| B44. Overall, I have confidence in the decisions made by the CRB's senior managers % Positive 51% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 +12% This is a statistically significant difference |
| B42. I believe the actions of senior managers are consistent with the CRB's values % Positive 54% |
| Difference from previous survey +4% |
| Difference from CS2012 +12% This is a statistically significant difference |
| B47. The CRB keeps me informed about matters that affect me % Positive 67% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +11% This is a statistically significant difference |
| B49. I think it is safe to challenge the way things are done in the CRB % Positive 48% |
| Difference from previous survey +2% |
| Difference from CS2012 +8% This is a statistically significant difference |
| B43. I believe that the Executive Team has a clear vision for the future of the CRB % Positive 47% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +8% This is a statistically significant difference |
| B48. I have the opportunity to contribute my views before decisions are made that affect me % Positive 43% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +7% This is a statistically significant difference |
| My work questions |
| B04. I feel involved in the decisions that affect my work % Positive 60% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 +7% This is a statistically significant difference |
| B05. I have a choice in deciding how I do my work % Positive 75% |
| Difference from previous survey +10% This is a statistically significant difference |
| Difference from CS2012 +3% |
| B01. I am interested in my work % Positive 90% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 0% |
| B03. My work gives me a sense of personal accomplishment % Positive 72% |
| Difference from previous survey +5% |
| Difference from CS2012 -1% |
| B02. I am sufficiently challenged by my work % Positive 71% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 -5% This is a statistically significant difference |
| My line manager questions |
| B18. Poor performance is dealt with effectively in my team % Positive 46% |
| Difference from previous survey -2% |
| Difference from CS2012 +9% This is a statistically significant difference |
| B17. I think that my performance is evaluated fairly % Positive 71% |
| Difference from previous survey +2% |
| Difference from CS2012 +8% This is a statistically significant difference |
| B15. I receive regular feedback on my performance % Positive 71% |
| Difference from previous survey 0% |
| Difference from CS2012 +7% This is a statistically significant difference |
| B13. Overall, I have confidence in the decisions made by my manager % Positive 78% |
| Difference from previous survey +4% |
| Difference from CS2012 +7% This is a statistically significant difference |
| B12. My manager helps me to understand how I contribute to the CRB's objectives % Positive 67% |
| Difference from previous survey +1% |
| Difference from CS2012 +7% This is a statistically significant difference |
| B14. My manager recognises when I have done my job well % Positive 83% |
| Difference from previous survey +4% |
| Difference from CS2012 +6% This is a statistically significant difference |
| B09. My manager motivates me to be more effective in my job % Positive 71% |
| Difference from previous survey +3% |
| Difference from CS2012 +5% This is a statistically significant difference |
| B11. My manager is open to my ideas % Positive 83% |
| Difference from previous survey +4% |
| Difference from CS2012 +4% This is a statistically significant difference |
| B16. The feedback I receive helps me to improve my performance % Positive 62% |
| Difference from previous survey 0% |
| Difference from CS2012 +3% |
| B10. My manager is considerate of my life outside work % Positive 82% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 +1% |
| Results of all questions in theme order |
| My work questions |
| B01. I am interested in my work |
| % strongly agree 32% |
| % agree 57% |
| % neither 7% |
| % disagree 3% |
| % strongly disagree 0% |
| % Positive 90% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 0% |
| Difference from CS High Performers -2% |
| B02. I am sufficiently challenged by my work |
| % strongly agree 25% |
| % agree 46% |
| % neither 15% |
| % disagree 12% |
| % strongly disagree 2% |
| % Positive 71% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -10% This is a statistically significant difference |
| B03. My work gives me a sense of personal accomplishment |
| % strongly agree 22% |
| % agree 50% |
| % neither 17% |
| % disagree 10% |
| % strongly disagree 2% |
| % Positive 72% |
| Difference from previous survey +5% |
| Difference from CS2012 -1% |
| Difference from CS High Performers -6% This is a statistically significant difference |
| B04. I feel involved in the decisions that affect my work |
| % strongly agree 20% |
| % agree 41% |
| % neither 20% |
| % disagree 15% |
| % strongly disagree 4% |
| % Positive 60% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B05. I have a choice in deciding how I do my work |
| % strongly agree 29% |
| % agree 46% |
| % neither 17% |
| % disagree 7% |
| % strongly disagree 0% |
| % Positive 75% |
| Difference from previous survey +10% This is a statistically significant difference |
| Difference from CS2012 +3% |
| Difference from CS High Performers -2% |
| Organisational objectives and purpose questions |
| B06. I have a clear understanding of the CRB's purpose |
| % strongly agree 39% |
| % agree 55% |
| % neither 4% |
| % disagree 1% |
| % strongly disagree 0% |
| % Positive 94% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 +10% This is a statistically significant difference |
| Difference from CS High Performers +4% This is a statistically significant difference |
| B07. I have a clear understanding of the CRB's objectives |
| % strongly agree 36% |
| % agree 57% |
| % neither 6% |
| % disagree 1% |
| % strongly disagree 0% |
| % Positive 92% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 +14% This is a statistically significant difference |
| Difference from CS High Performers +7% This is a statistically significant difference |
| B08. I understand how my work contributes to the CRB's objectives |
| % strongly agree 37% |
| % agree 54% |
| % neither 7% |
| % disagree 1% |
| % strongly disagree 0% |
| % Positive 92% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +10% This is a statistically significant difference |
| Difference from CS High Performers +5% This is a statistically significant difference |
| My line manager questions |
| B09. My manager motivates me to be more effective in my job |
| % strongly agree 27% |
| % agree 44% |
| % neither 20% |
| % disagree 7% |
| % strongly disagree 2% |
| % Positive 71% |
| Difference from previous survey +3% |
| Difference from CS2012 +5% This is a statistically significant difference |
| Difference from CS High Performers +2% |
| B10. My manager is considerate of my life outside work |
| % strongly agree 42% |
| % agree 40% |
| % neither 13% |
| % disagree 4% |
| % strongly disagree 1% |
| % Positive 82% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 +1% |
| Difference from CS High Performers -1% |
| B11. My manager is open to my ideas |
| % strongly agree 36% |
| % agree 47% |
| % neither 12% |
| % disagree 3% |
| % strongly disagree 2% |
| % Positive 83% |
| Difference from previous survey +4% |
| Difference from CS2012 +4% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B12. My manager helps me to understand how I contribute to the CRB's objectives |
| % strongly agree 21% |
| % agree 47% |
| % neither 26% |
| % disagree 6% |
| % strongly disagree 1% |
| % Positive 67% |
| Difference from previous survey +1% |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B13. Overall, I have confidence in the decisions made by my manager |
| % strongly agree 33% |
| % agree 45% |
| % neither 14% |
| % disagree 6% |
| % strongly disagree 2% |
| % Positive 78% |
| Difference from previous survey +4% |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| B14. My manager recognises when I have done my job well |
| % strongly agree 33% |
| % agree 50% |
| % neither 12% |
| % disagree 4% |
| % strongly disagree 2% |
| % Positive 83% |
| Difference from previous survey +4% |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| B15. I receive regular feedback on my performance |
| % strongly agree 26% |
| % agree 45% |
| % neither 19% |
| % disagree 8% |
| % strongly disagree 2% |
| % Positive 71% |
| Difference from previous survey 0% |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| B16. The feedback I receive helps me to improve my performance |
| % strongly agree 22% |
| % agree 40% |
| % neither 27% |
| % disagree 8% |
| % strongly disagree 2% |
| % Positive 62% |
| Difference from previous survey 0% |
| Difference from CS2012 +3% |
| Difference from CS High Performers -1% |
| B17. I think that my performance is evaluated fairly |
| % strongly agree 25% |
| % agree 46% |
| % neither 20% |
| % disagree 6% |
| % strongly disagree 2% |
| % Positive 71% |
| Difference from previous survey +2% |
| Difference from CS2012 +8% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| B18. Poor performance is dealt with effectively in my team |
| % strongly agree 11% |
| % agree 36% |
| % neither 34% |
| % disagree 10% |
| % strongly disagree 9% |
| % Positive 46% |
| Difference from previous survey -2% |
| Difference from CS2012 +9% This is a statistically significant difference |
| Difference from CS High Performers +5% This is a statistically significant difference |
| My team questions |
| B19. The people in my team can be relied upon to help when things get difficult in my job |
| % strongly agree 42% |
| % agree 45% |
| % neither 9% |
| % disagree 3% |
| % strongly disagree 1% |
| % Positive 87% |
| Difference from previous survey 0% |
| Difference from CS2012 +4% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B20. The people in my team work together to find ways to improve the service we provide |
| % strongly agree 38% |
| % agree 44% |
| % neither 12% |
| % disagree 5% |
| % strongly disagree 1% |
| % Positive 82% |
| Difference from previous survey 0% |
| Difference from CS2012 +3% |
| Difference from CS High Performers 0% |
| B21. The people in my team are encouraged to come up with new and better ways of doing things |
| % strongly agree 31% |
| % agree 45% |
| % neither 16% |
| % disagree 5% |
| % strongly disagree 2% |
| % Positive 76% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| Learning and development questions |
| B22. I am able to access the right learning and development opportunities when I need to |
| % strongly agree 11% |
| % agree 44% |
| % neither 26% |
| % disagree 13% |
| % strongly disagree 6% |
| % Positive 55% |
| Difference from previous survey +4% |
| Difference from CS2012 -3% |
| Difference from CS High Performers -9% 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 7% |
| % agree 29% |
| % neither 42% |
| % disagree 15% |
| % strongly disagree 7% |
| % Positive 36% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 -10% This is a statistically significant difference |
| Difference from CS High Performers -16% This is a statistically significant difference |
| B24. There are opportunities for me to develop my career in the CRB |
| % strongly agree 4% |
| % agree 24% |
| % neither 24% |
| % disagree 30% |
| % strongly disagree 17% |
| % Positive 29% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 -7% This is a statistically significant difference |
| Difference from CS High Performers -14% This is a statistically significant difference |
| B25. Learning and development activities I have completed while working for the CRB are helping me to develop my career |
| % strongly agree 8% |
| % agree 27% |
| % neither 36% |
| % disagree 18% |
| % strongly disagree 11% |
| % Positive 35% |
| Difference from previous survey +9% This is a statistically significant difference |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -11% This is a statistically significant difference |
| Inclusion and fair treatment questions |
| B26. I am treated fairly at work |
| % strongly agree 26% |
| % agree 57% |
| % neither 9% |
| % disagree 5% |
| % strongly disagree 2% |
| % Positive 84% |
| Difference from previous survey +2% |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers +3% |
| B27. I am treated with respect by the people I work with |
| % strongly agree 29% |
| % agree 59% |
| % neither 6% |
| % disagree 4% |
| % strongly disagree 1% |
| % Positive 88% |
| Difference from previous survey +4% |
| Difference from CS2012 +4% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B28. I feel valued for the work I do |
| % strongly agree 19% |
| % agree 49% |
| % neither 21% |
| % disagree 9% |
| % strongly disagree 2% |
| % Positive 68% |
| Difference from previous survey +10% This is a statistically significant difference |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B29. I think that the CRB respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) |
| % strongly agree 24% |
| % agree 57% |
| % neither 13% |
| % disagree 3% |
| % strongly disagree 2% |
| % Positive 82% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +10% This is a statistically significant difference |
| Difference from CS High Performers +4% |
| Resources and workload questions |
| B30. In my job, I am clear what is expected of me |
| % strongly agree 29% |
| % agree 60% |
| % neither 8% |
| % disagree 3% |
| % strongly disagree 0% |
| % Positive 88% |
| Difference from previous survey +3% |
| Difference from CS2012 +5% This is a statistically significant difference |
| Difference from CS High Performers +2% |
| B31. I get the information I need to do my job well |
| % strongly agree 20% |
| % agree 59% |
| % neither 14% |
| % disagree 7% |
| % strongly disagree 0% |
| % Positive 79% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +11% This is a statistically significant difference |
| Difference from CS High Performers +6% This is a statistically significant difference |
| B32. I have clear work objectives |
| % strongly agree 21% |
| % agree 63% |
| % neither 11% |
| % disagree 4% |
| % strongly disagree 0% |
| % Positive 84% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +9% This is a statistically significant difference |
| Difference from CS High Performers +5% This is a statistically significant difference |
| B33. I have the skills I need to do my job effectively |
| % strongly agree 27% |
| % agree 61% |
| % neither 9% |
| % disagree 2% |
| % strongly disagree 0% |
| % Positive 88% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 -1% |
| Difference from CS High Performers -3% This is a statistically significant difference |
| B34. I have the tools I need to do my job effectively |
| % strongly agree 21% |
| % agree 60% |
| % neither 13% |
| % disagree 6% |
| % strongly disagree 0% |
| % Positive 81% |
| Difference from previous survey +12% This is a statistically significant difference |
| Difference from CS2012 +9% This is a statistically significant difference |
| Difference from CS High Performers +6% This is a statistically significant difference |
| B35. I have an acceptable workload |
| % strongly agree 15% |
| % agree 64% |
| % neither 14% |
| % disagree 5% |
| % strongly disagree 2% |
| % Positive 79% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +19% This is a statistically significant difference |
| Difference from CS High Performers +14% This is a statistically significant difference |
| B36. I achieve a good balance between my work life and my private life |
| % strongly agree 24% |
| % agree 60% |
| % neither 11% |
| % disagree 3% |
| % strongly disagree 2% |
| % Positive 84% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 +17% This is a statistically significant difference |
| Difference from CS High Performers +11% This is a statistically significant difference |
| Pay and benefits questions |
| B37. I feel that my pay adequately reflects my performance |
| % strongly agree 6% |
| % agree 31% |
| % neither 19% |
| % disagree 27% |
| % strongly disagree 16% |
| % Positive 37% |
| Difference from previous survey +4% |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B38. I am satisfied with the total benefits package |
| % strongly agree 6% |
| % agree 30% |
| % neither 29% |
| % disagree 20% |
| % strongly disagree 16% |
| % Positive 36% |
| Difference from previous survey -1% |
| Difference from CS2012 +3% |
| Difference from CS High Performers -4% |
| B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable |
| % strongly agree 6% |
| % agree 27% |
| % neither 23% |
| % disagree 24% |
| % strongly disagree 19% |
| % Positive 33% |
| Difference from previous survey -1% |
| Difference from CS2012 +8% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| Leadership and managing change questions |
| B40. I feel that the CRB as a whole is managed well |
| % strongly agree 8% |
| % agree 52% |
| % neither 26% |
| % disagree 12% |
| % strongly disagree 2% |
| % Positive 60% |
| Difference from previous survey +14% This is a statistically significant difference |
| Difference from CS2012 +18% This is a statistically significant difference |
| Difference from CS High Performers +4% |
| B41. Senior managers in the CRB are sufficiently visible |
| % strongly agree 16% |
| % agree 54% |
| % neither 20% |
| % disagree 6% |
| % strongly disagree 4% |
| % Positive 70% |
| Difference from previous survey +10% This is a statistically significant difference |
| Difference from CS2012 +22% This is a statistically significant difference |
| Difference from CS High Performers +10% This is a statistically significant difference |
| B42. I believe the actions of senior managers are consistent with the CRB's values |
| % strongly agree 11% |
| % agree 43% |
| % neither 31% |
| % disagree 13% |
| % strongly disagree 2% |
| % Positive 54% |
| Difference from previous survey +4% |
| Difference from CS2012 +12% This is a statistically significant difference |
| Difference from CS High Performers 0% |
| B43. I believe that the Executive Team has a clear vision for the future of the CRB |
| % strongly agree 10% |
| % agree 38% |
| % neither 35% |
| % disagree 11% |
| % strongly disagree 7% |
| % Positive 47% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +8% This is a statistically significant difference |
| Difference from CS High Performers -4% |
| B44. Overall, I have confidence in the decisions made by the CRB's senior managers |
| % strongly agree 10% |
| % agree 41% |
| % neither 32% |
| % disagree 12% |
| % strongly disagree 5% |
| % Positive 51% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 +12% This is a statistically significant difference |
| Difference from CS High Performers 0% |
| B45. I feel that change is managed well in the CRB |
| % strongly agree 10% |
| % agree 42% |
| % neither 30% |
| % disagree 13% |
| % strongly disagree 5% |
| % Positive 52% |
| Difference from previous survey +16% This is a statistically significant difference |
| Difference from CS2012 +22% This is a statistically significant difference |
| Difference from CS High Performers +13% This is a statistically significant difference |
| B46. When changes are made in the CRB they are usually for the better |
| % strongly agree 7% |
| % agree 35% |
| % neither 38% |
| % disagree 16% |
| % strongly disagree 4% |
| % Positive 42% |
| Difference from previous survey +11% This is a statistically significant difference |
| Difference from CS2012 +17% This is a statistically significant difference |
| Difference from CS High Performers +7% This is a statistically significant difference |
| B47. The CRB keeps me informed about matters that affect me |
| % strongly agree 11% |
| % agree 57% |
| % neither 17% |
| % disagree 11% |
| % strongly disagree 4% |
| % Positive 67% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +11% This is a statistically significant difference |
| Difference from CS High Performers +4% |
| B48. I have the opportunity to contribute my views before decisions are made that affect me |
| % strongly agree 9% |
| % agree 34% |
| % neither 26% |
| % disagree 22% |
| % strongly disagree 8% |
| % Positive 43% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers +1% |
| B49. I think it is safe to challenge the way things are done in the CRB |
| % strongly agree 10% |
| % agree 38% |
| % neither 31% |
| % disagree 14% |
| % strongly disagree 6% |
| % Positive 48% |
| Difference from previous survey +2% |
| Difference from CS2012 +8% This is a statistically significant difference |
| Difference from CS High Performers +2% |
| Engagement questions |
| B50. I am proud when I tell others I am part of the CRB |
| % strongly agree 17% |
| % agree 43% |
| % neither 30% |
| % disagree 10% |
| % strongly disagree 0% |
| % Positive 60% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 +7% This is a statistically significant difference |
| Difference from CS High Performers -4% |
| B51. I would recommend the CRB as a great place to work |
| % strongly agree 12% |
| % agree 36% |
| % neither 33% |
| % disagree 16% |
| % strongly disagree 3% |
| % Positive 48% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 +2% |
| Difference from CS High Performers -9% This is a statistically significant difference |
| B52. I feel a strong personal attachment to the CRB |
| % strongly agree 14% |
| % agree 36% |
| % neither 29% |
| % disagree 17% |
| % strongly disagree 3% |
| % Positive 50% |
| Difference from previous survey +5% |
| Difference from CS2012 +6% This is a statistically significant difference |
| Difference from CS High Performers -2% |
| B53. The CRB inspires me to do the best in my job |
| % strongly agree 11% |
| % agree 38% |
| % neither 34% |
| % disagree 14% |
| % strongly disagree 2% |
| % Positive 50% |
| Difference from previous survey +8% This is a statistically significant difference |
| Difference from CS2012 +9% This is a statistically significant difference |
| Difference from CS High Performers 0% |
| B54. The CRB motivates me to help it achieve its objectives |
| % strongly agree 11% |
| % agree 31% |
| % neither 42% |
| % disagree 12% |
| % strongly disagree 4% |
| % Positive 42% |
| Difference from previous survey +3% |
| Difference from CS2012 +4% |
| Difference from CS High Performers -5% This is a statistically significant difference |
| Taking action questions |
| B55. I believe that senior managers in the CRB will take action on the results from this survey |
| % strongly agree 15% |
| % agree 47% |
| % neither 20% |
| % disagree 13% |
| % strongly disagree 5% |
| % Positive 62% |
| Difference from previous survey +14% This is a statistically significant difference |
| Difference from CS2012 +19% This is a statistically significant difference |
| Difference from CS High Performers +8% 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 25% |
| % agree 42% |
| % neither 18% |
| % disagree 11% |
| % strongly disagree 4% |
| % Positive 67% |
| Difference from previous survey +12% This is a statistically significant difference |
| Difference from CS2012 +15% This is a statistically significant difference |
| Difference from CS High Performers +8% 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 24% |
| % agree 38% |
| % neither 23% |
| % disagree 12% |
| % strongly disagree 3% |
| % Positive 62% |
| Difference from previous survey +16% This is a statistically significant difference |
| Difference from CS2012 +30% This is a statistically significant difference |
| Difference from CS High Performers +22% 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 the CRB |
| I want to leave the CRB as soon as possible 8% |
| Difference from previous survey -3% |
| Difference from CS2012 0% |
| Difference from CS High Performers -2% |
| I want to leave the CRB within the next 12 months 14% |
| Difference from previous survey +2% |
| Difference from CS2012 +1% |
| Difference from CS High Performers -3% |
| I want to stay working for the CRB for at least the next year 23% |
| Difference from previous survey -2% |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -11% This is a statistically significant difference |
| I want to stay working for the CRB for at least the next three years 55% |
| Difference from previous survey +3% |
| Difference from CS2012 +3% |
| 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 83% % No 17% |
| Difference from previous survey +6% This is a statistically significant difference |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -10% This is a statistically significant difference |
| D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 59% % No 41% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 -4% |
| Difference from CS High Performers -10% This is a statistically significant difference |
| D03. Are you confident that if you raised a concern under the Civil Service Code in the CRB it would be investigated properly? % Yes 64% % No 36% |
| Difference from previous survey +7% This is a statistically significant difference |
| Difference from CS2012 -2% |
| Difference from CS High Performers -7% This is a statistically significant difference |
| Discrimination, harassment and bullying questions |
| E01. During the past 12 months, have you personally experienced discrimination at work |
| 2012 scores % Yes 10% |
| % No 82% |
| % Prefer not to say 8% |
| 2011 scores % Yes 13% |
| % No 78% |
| % Prefer not to say 9% |
| CS 2012 scores % Yes 10% |
| % No 81% |
| % Prefer not to say 9% |
| E02 is for respondents who selected Yes to question E01 |
| E02. On which of the following grounds have you personally experienced discrimination in the past 12 months |
| Counts fewer that ten responses are not reported |
| Age data withheld due to anonymity |
| Caring responsibilities data withheld due to anonymity |
| Disability data withheld due to anonymity |
| Ethnic background data withheld due to anonymity |
| Gender data withheld due to anonymity |
| Gender reassignment or perceived gender data withheld due to anonymity |
| Grade, pay band or responsibility level data withheld due to anonymity |
| Main spoken/written language or language ability data withheld due to anonymity |
| Religion or belief data withheld due to anonymity |
| Sexual orientation data withheld due to anonymity |
| Social or educational background data withheld due to anonymity |
| Working location data withheld due to anonymity |
| Working pattern data withheld due to anonymity |
| Any other grounds data withheld due to anonymity |
| Prefer not to say data withheld due to anonymity |
| E03. During the past 12 months, have you personally experienced bullying or harassment at work |
| 2012 scores % Yes 10% |
| % No 81% |
| % Prefer not to say 9% |
| 2011 scores % Yes 9% |
| % No 82% |
| % Prefer not to say 9% |
| CS 2012 scores % Yes 10% |
| % No 83% |
| % Prefer not to say 7% |
| E04 is for respondents who selected Yes to question E03 |
| E04. Who were you bullied or harassed by at work in the past 12 months |
| Counts fewer that ten responses are not reported |
| A colleague 11 responses |
| Your manager data withheld due to anonymity |
| Another manager in my part of the CRB data withheld due to anonymity |
| Someone you manage data withheld due to anonymity |
| Someone who works for another part of the CRB data withheld due to anonymity |
| A member of the public data withheld due to anonymity |
| Someone else data withheld due to anonymity |
| Prefer not to say data withheld due to anonymity |
| CRB local questions |
| F01. Within the CRB opportunities for selection are fair |
| % strongly agree 8% |
| % agree 30% |
| % neither 30% |
| % disagree 22% |
| % strongly disagree 10% |
| % Positive 38% |
| Difference from previous survey +3% |
| F02. The CRB Executive Team is sufficiently visible |
| % strongly agree 10% |
| % agree 42% |
| % neither 25% |
| % disagree 17% |
| % strongly disagree 6% |
| % Positive 52% |
| Difference from previous survey +7% This is a statistically significant difference |
| F03. Senior managers where I work inspire staff with a positive vision |
| % strongly agree 12% |
| % agree 38% |
| % neither 35% |
| % disagree 11% |
| % strongly disagree 4% |
| % Positive 50% |
| Difference from previous survey +9% This is a statistically significant difference |
| F04. If you answered yes to the question 'During the past 12 months, have you personally experienced bullying or harassment at work', did you report it? |
| % Yes 24% |
| % No 76% |
| % Positive 24% |
| Difference from previous survey -1% |
| F05. Have you seen or heard communications about the Home Office We Want To Be programme? |
| % Yes 78% |
| % No 22% |
| % Positive 78% |
| Difference from previous survey is not available |
| F06. Have you seen changes as a result of the Home Office We Want To Be programme? |
| % Yes 15% |
| % No 85% |
| % Positive 15% |
| Difference from previous survey is not available |
| F07. I am aware that Civil Service Learning is the first place to go for learning and development opportunities that are open to all civil servants |
| % Yes 84% |
| % No 16% |
| % Positive 84% |
| Difference from previous survey is not available |
| F08. I review my learning and development needs with my manager on a regular basis |
| % strongly agree 11% |
| % agree 48% |
| % neither 23% |
| % disagree 13% |
| % strongly disagree 5% |
| % Positive 59% |
| 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 2011 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 |
| The CS2012 benchmark is the median percent positive across all organisations that participated in the 2012 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 2012 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 |
| CS2012 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 2012 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 |