Corporate report
UK Border Force staff survey results
Updated 25 January 2013
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| Autumn 2012 survey report for UK Border Force |
|---|
| Returns 1821 |
| Response rate 23% |
| Engagement Index results |
| Your engagement index is 36% |
| Difference from previous survey +2% This is a statistically significant difference |
| Difference from CS2012 -22% This is a statistically significant difference |
| Difference from CS High Performers -26% This is a statistically significant difference |
| 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 Border Force % Positive 24% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -29% This is a statistically significant difference |
| B51. I would recommend Border Force as a great place to work % Positive 15% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -31% This is a statistically significant difference |
| Stay is being emotionally attached and committed to the organisation |
| B52. I feel a strong personal attachment to Border Force % Positive 23% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -21% This is a statistically significant difference |
| Strive is being motivated to do the best for the organisation |
| B53. Border Force inspires me to do the best in my job % Positive 18% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| B54. Border Force motivates me to help it achieve its objectives % Positive 16% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| 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 17% |
| Difference from previous survey 0% |
| Difference from CS2012 -24% This is a statistically significant difference |
| Difference from CS High Performers -33% This is a statistically significant difference |
| My work Strength of association with engagement 3 out of 4 |
| Theme score % positive 55% |
| Difference from previous survey +3% This is a statistically significant difference |
| Difference from CS2012 -18% This is a statistically significant difference |
| Difference from CS High Performers -22% This is a statistically significant difference |
| My line manager Strength of association with engagement 2 out of 4 |
| Theme score % positive 52% |
| Difference from previous survey 0% |
| Difference from CS2012 -13% This is a statistically significant difference |
| Difference from CS High Performers -16% This is a statistically significant difference |
| Pay and benefits Strength of association with engagement 2 out of 4 |
| Theme score % positive 22% |
| Difference from previous survey +1% |
| Difference from CS2012 -8% This is a statistically significant difference |
| Difference from CS High Performers -13% This is a statistically significant difference |
| Organisational objectives and purpose Strength of association with engagement 2 out of 4 |
| Theme score % positive 61% |
| Difference from previous survey +1% |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -26% This is a statistically significant difference |
| Learning and development Strength of association with engagement 2 out of 4 |
| Theme score % positive 24% |
| Difference from previous survey +2% |
| Difference from CS2012 -20% This is a statistically significant difference |
| Difference from CS High Performers -28% This is a statistically significant difference |
| Resources and workload Strength of association with engagement 2 out of 4 |
| Theme score % positive 52% |
| Difference from previous survey +1% |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -24% This is a statistically significant difference |
| My team Strength of association with engagement 1 out of 4 |
| Theme score % positive 66% |
| Difference from previous survey +3% |
| Difference from CS2012 -12% This is a statistically significant difference |
| Difference from CS High Performers -15% This is a statistically significant difference |
| Inclusion and fair treatment Strength of association with engagement 1 out of 4 |
| Theme score % positive 55% |
| Difference from previous survey +1% |
| Difference from CS2012 -20% This is a statistically significant difference |
| Difference from CS High Performers -22% This is a statistically significant difference |
| 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 |
| B46. When changes are made in Border Force they are usually for the better % Positive 8% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -17% This is a statistically significant difference |
| B43. I believe that Senior Management has a clear vision for the future of Border Force % Positive 18% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -21% This is a statistically significant difference |
| B48. I have the opportunity to contribute my views before decisions are made that affect me % Positive 15% |
| Difference from previous survey -2% This is a statistically significant difference |
| Difference from CS2012 -21% This is a statistically significant difference |
| B45. I feel that change is managed well in Border Force % Positive 7% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -22% This is a statistically significant difference |
| B42. I believe the actions of senior managers are consistent with Border Force's values % Positive 20% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -22% This is a statistically significant difference |
| B41. Senior managers in Border Force are sufficiently visible % Positive 25% |
| Difference from previous survey +2% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| B49. I think it is safe to challenge the way things are done in Border Force % Positive 17% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| B47. Border Force keeps me informed about matters that affect me % Positive 31% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -25% This is a statistically significant difference |
| B44. Overall, I have confidence in the decisions made by Border Force's senior managers % Positive 14% |
| Difference from previous survey +2% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -26% This is a statistically significant difference |
| B40. I feel that Border Force as a whole is managed well % Positive 13% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -30% This is a statistically significant difference |
| My work questions |
| B01. I am interested in my work % Positive 82% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 -8% This is a statistically significant difference |
| B02. I am sufficiently challenged by my work % Positive 64% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 -12% This is a statistically significant difference |
| B03. My work gives me a sense of personal accomplishment % Positive 55% |
| Difference from previous survey +4% This is a statistically significant difference |
| Difference from CS2012 -17% This is a statistically significant difference |
| B04. I feel involved in the decisions that affect my work % Positive 29% |
| Difference from previous survey 0% |
| Difference from CS2012 -24% This is a statistically significant difference |
| B05. I have a choice in deciding how I do my work % Positive 42% |
| Difference from previous survey +2% |
| Difference from CS2012 -30% This is a statistically significant difference |
| My line manager questions |
| B18. Poor performance is dealt with effectively in my team % Positive 30% |
| 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 68% |
| Difference from previous survey -1% |
| Difference from CS2012 -9% This is a statistically significant difference |
| B11. My manager is open to my ideas % Positive 67% |
| Difference from previous survey +1% |
| Difference from CS2012 -11% This is a statistically significant difference |
| B17. I think that my performance is evaluated fairly % Positive 50% |
| Difference from previous survey -1% |
| Difference from CS2012 -12% This is a statistically significant difference |
| B15. I receive regular feedback on my performance % Positive 49% |
| Difference from previous survey -1% |
| Difference from CS2012 -14% This is a statistically significant difference |
| B10. My manager is considerate of my life outside work % Positive 66% |
| Difference from previous survey 0% |
| Difference from CS2012 -14% This is a statistically significant difference |
| B09. My manager motivates me to be more effective in my job % Positive 51% |
| Difference from previous survey +1% |
| Difference from CS2012 -15% This is a statistically significant difference |
| B13. Overall, I have confidence in the decisions made by my manager % Positive 56% |
| Difference from previous survey 0% |
| Difference from CS2012 -15% This is a statistically significant difference |
| B12. My manager helps me to understand how I contribute to Border Force's objectives % Positive 43% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -18% This is a statistically significant difference |
| B16. The feedback I receive helps me to improve my performance % Positive 42% |
| Difference from previous survey -1% |
| Difference from CS2012 -18% This is a statistically significant difference |
| Results of all questions in theme order |
| My work questions |
| B01. I am interested in my work |
| % strongly agree 36% |
| % agree 45% |
| % neither 10% |
| % disagree 6% |
| % strongly disagree 3% |
| % Positive 82% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 -8% This is a statistically significant difference |
| Difference from CS High Performers -10% This is a statistically significant difference |
| B02. I am sufficiently challenged by my work |
| % strongly agree 23% |
| % agree 41% |
| % neither 17% |
| % disagree 13% |
| % strongly disagree 6% |
| % Positive 64% |
| Difference from previous survey +5% This is a statistically significant difference |
| Difference from CS2012 -12% This is a statistically significant difference |
| Difference from CS High Performers -16% This is a statistically significant difference |
| B03. My work gives me a sense of personal accomplishment |
| % strongly agree 18% |
| % agree 38% |
| % neither 17% |
| % disagree 17% |
| % strongly disagree 11% |
| % Positive 55% |
| Difference from previous survey +4% This is a statistically significant difference |
| Difference from CS2012 -17% This is a statistically significant difference |
| Difference from CS High Performers -22% This is a statistically significant difference |
| B04. I feel involved in the decisions that affect my work |
| % strongly agree 7% |
| % agree 22% |
| % neither 17% |
| % disagree 24% |
| % strongly disagree 29% |
| % Positive 29% |
| Difference from previous survey 0% |
| Difference from CS2012 -24% This is a statistically significant difference |
| Difference from CS High Performers -30% This is a statistically significant difference |
| B05. I have a choice in deciding how I do my work |
| % strongly agree 10% |
| % agree 32% |
| % neither 18% |
| % disagree 18% |
| % strongly disagree 22% |
| % Positive 42% |
| Difference from previous survey +2% |
| Difference from CS2012 -30% This is a statistically significant difference |
| Difference from CS High Performers -35% This is a statistically significant difference |
| Organisational objectives and purpose questions |
| B06. I have a clear understanding of Border Force's purpose |
| % strongly agree 19% |
| % agree 45% |
| % neither 16% |
| % disagree 12% |
| % strongly disagree 8% |
| % Positive 64% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -20% This is a statistically significant difference |
| Difference from CS High Performers -26% This is a statistically significant difference |
| B07. I have a clear understanding of Border Force's objectives |
| % strongly agree 15% |
| % agree 44% |
| % neither 19% |
| % disagree 13% |
| % strongly disagree 8% |
| % Positive 59% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -20% This is a statistically significant difference |
| Difference from CS High Performers -26% This is a statistically significant difference |
| B08. I understand how my work contributes to Border Force's objectives |
| % strongly agree 17% |
| % agree 43% |
| % neither 20% |
| % disagree 11% |
| % strongly disagree 8% |
| % Positive 61% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -26% This is a statistically significant difference |
| My line manager questions |
| B09. My manager motivates me to be more effective in my job |
| % strongly agree 14% |
| % agree 37% |
| % neither 23% |
| % disagree 15% |
| % strongly disagree 12% |
| % Positive 51% |
| Difference from previous survey +1% |
| Difference from CS2012 -15% This is a statistically significant difference |
| Difference from CS High Performers -18% This is a statistically significant difference |
| B10. My manager is considerate of my life outside work |
| % strongly agree 25% |
| % agree 41% |
| % neither 18% |
| % disagree 8% |
| % strongly disagree 8% |
| % Positive 66% |
| Difference from previous survey 0% |
| Difference from CS2012 -14% This is a statistically significant difference |
| Difference from CS High Performers -17% This is a statistically significant difference |
| B11. My manager is open to my ideas |
| % strongly agree 22% |
| % agree 46% |
| % neither 17% |
| % disagree 9% |
| % strongly disagree 7% |
| % Positive 67% |
| Difference from previous survey +1% |
| Difference from CS2012 -11% This is a statistically significant difference |
| Difference from CS High Performers -15% This is a statistically significant difference |
| B12. My manager helps me to understand how I contribute to Border Force's objectives |
| % strongly agree 11% |
| % agree 32% |
| % neither 32% |
| % disagree 14% |
| % strongly disagree 10% |
| % Positive 43% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -18% This is a statistically significant difference |
| Difference from CS High Performers -23% This is a statistically significant difference |
| B13. Overall, I have confidence in the decisions made by my manager |
| % strongly agree 17% |
| % agree 40% |
| % neither 20% |
| % disagree 11% |
| % strongly disagree 12% |
| % Positive 56% |
| Difference from previous survey 0% |
| Difference from CS2012 -15% This is a statistically significant difference |
| Difference from CS High Performers -19% This is a statistically significant difference |
| B14. My manager recognises when I have done my job well |
| % strongly agree 23% |
| % agree 45% |
| % neither 17% |
| % disagree 9% |
| % strongly disagree 6% |
| % Positive 68% |
| Difference from previous survey -1% |
| Difference from CS2012 -9% This is a statistically significant difference |
| Difference from CS High Performers -11% This is a statistically significant difference |
| B15. I receive regular feedback on my performance |
| % strongly agree 13% |
| % agree 36% |
| % neither 21% |
| % disagree 19% |
| % strongly disagree 10% |
| % Positive 49% |
| Difference from previous survey -1% |
| Difference from CS2012 -14% This is a statistically significant difference |
| Difference from CS High Performers -19% This is a statistically significant difference |
| B16. The feedback I receive helps me to improve my performance |
| % strongly agree 12% |
| % agree 30% |
| % neither 32% |
| % disagree 16% |
| % strongly disagree 10% |
| % Positive 42% |
| Difference from previous survey -1% |
| Difference from CS2012 -18% This is a statistically significant difference |
| Difference from CS High Performers -21% This is a statistically significant difference |
| B17. I think that my performance is evaluated fairly |
| % strongly agree 12% |
| % agree 38% |
| % neither 26% |
| % disagree 13% |
| % strongly disagree 11% |
| % Positive 50% |
| Difference from previous survey -1% |
| Difference from CS2012 -12% This is a statistically significant difference |
| Difference from CS High Performers -17% This is a statistically significant difference |
| B18. Poor performance is dealt with effectively in my team |
| % strongly agree 6% |
| % agree 24% |
| % neither 32% |
| % disagree 18% |
| % strongly disagree 19% |
| % Positive 30% |
| Difference from previous survey -1% |
| Difference from CS2012 -7% This is a statistically significant difference |
| Difference from CS High Performers -11% 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 30% |
| % agree 48% |
| % neither 12% |
| % disagree 7% |
| % strongly disagree 3% |
| % Positive 78% |
| Difference from previous survey +2% |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -8% This is a statistically significant difference |
| B20. The people in my team work together to find ways to improve the service we provide |
| % strongly agree 22% |
| % agree 45% |
| % neither 19% |
| % disagree 9% |
| % strongly disagree 5% |
| % Positive 67% |
| Difference from previous survey +3% This is a statistically significant difference |
| Difference from CS2012 -12% This is a statistically significant difference |
| Difference from CS High Performers -15% This is a statistically significant difference |
| B21. The people in my team are encouraged to come up with new and better ways of doing things |
| % strongly agree 16% |
| % agree 37% |
| % neither 23% |
| % disagree 15% |
| % strongly disagree 10% |
| % Positive 53% |
| Difference from previous survey +2% |
| Difference from CS2012 -18% This is a statistically significant difference |
| Difference from CS High Performers -23% This is a statistically significant difference |
| Learning and development questions |
| B22. I am able to access the right learning and development opportunities when I need to |
| % strongly agree 4% |
| % agree 31% |
| % neither 28% |
| % disagree 24% |
| % strongly disagree 13% |
| % Positive 35% |
| Difference from previous survey +1% |
| Difference from CS2012 -23% This is a statistically significant difference |
| Difference from CS High Performers -30% 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 3% |
| % agree 22% |
| % neither 34% |
| % disagree 25% |
| % strongly disagree 16% |
| % Positive 25% |
| Difference from previous survey 0% |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -27% This is a statistically significant difference |
| B24. There are opportunities for me to develop my career in Border Force |
| % strongly agree 2% |
| % agree 17% |
| % neither 23% |
| % disagree 24% |
| % strongly disagree 33% |
| % Positive 20% |
| Difference from previous survey +7% This is a statistically significant difference |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -16% This is a statistically significant difference |
| Difference from CS High Performers -23% This is a statistically significant difference |
| B25. Learning and development activities I have completed while working for Border Force are helping me to develop my career |
| % strongly agree 3% |
| % agree 14% |
| % neither 29% |
| % disagree 26% |
| % strongly disagree 28% |
| % Positive 17% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -22% This is a statistically significant difference |
| Difference from CS High Performers -29% This is a statistically significant difference |
| Inclusion and fair treatment questions |
| B26. I am treated fairly at work |
| % strongly agree 12% |
| % agree 48% |
| % neither 19% |
| % disagree 11% |
| % strongly disagree 9% |
| % Positive 60% |
| Difference from previous survey +1% |
| Difference from CS2012 -18% This is a statistically significant difference |
| Difference from CS High Performers -21% This is a statistically significant difference |
| B27. I am treated with respect by the people I work with |
| % strongly agree 16% |
| % agree 57% |
| % neither 16% |
| % disagree 7% |
| % strongly disagree 5% |
| % Positive 73% |
| Difference from previous survey 0% |
| Difference from CS2012 -11% This is a statistically significant difference |
| Difference from CS High Performers -14% This is a statistically significant difference |
| B28. I feel valued for the work I do |
| % strongly agree 8% |
| % agree 29% |
| % neither 24% |
| % disagree 19% |
| % strongly disagree 19% |
| % Positive 38% |
| Difference from previous survey +2% |
| Difference from CS2012 -24% This is a statistically significant difference |
| Difference from CS High Performers -29% This is a statistically significant difference |
| B29. I think that Border Force respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) |
| % strongly agree 10% |
| % agree 39% |
| % neither 27% |
| % disagree 12% |
| % strongly disagree 11% |
| % Positive 49% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -22% This is a statistically significant difference |
| Difference from CS High Performers -29% This is a statistically significant difference |
| Resources and workload questions |
| B30. In my job, I am clear what is expected of me |
| % strongly agree 13% |
| % agree 55% |
| % neither 15% |
| % disagree 12% |
| % strongly disagree 5% |
| % Positive 68% |
| Difference from previous survey 0% |
| Difference from CS2012 -16% This is a statistically significant difference |
| Difference from CS High Performers -19% This is a statistically significant difference |
| B31. I get the information I need to do my job well |
| % strongly agree 6% |
| % agree 37% |
| % neither 25% |
| % disagree 22% |
| % strongly disagree 10% |
| % Positive 44% |
| Difference from previous survey 0% |
| Difference from CS2012 -25% This is a statistically significant difference |
| Difference from CS High Performers -29% This is a statistically significant difference |
| B32. I have clear work objectives |
| % strongly agree 8% |
| % agree 45% |
| % neither 23% |
| % disagree 15% |
| % strongly disagree 9% |
| % Positive 53% |
| Difference from previous survey -2% |
| Difference from CS2012 -22% This is a statistically significant difference |
| Difference from CS High Performers -26% This is a statistically significant difference |
| B33. I have the skills I need to do my job effectively |
| % strongly agree 18% |
| % agree 54% |
| % neither 16% |
| % disagree 8% |
| % strongly disagree 4% |
| % Positive 72% |
| Difference from previous survey +1% |
| Difference from CS2012 -16% This is a statistically significant difference |
| Difference from CS High Performers -19% This is a statistically significant difference |
| B34. I have the tools I need to do my job effectively |
| % strongly agree 7% |
| % agree 34% |
| % neither 21% |
| % disagree 23% |
| % strongly disagree 14% |
| % Positive 41% |
| Difference from previous survey +2% |
| Difference from CS2012 -30% This is a statistically significant difference |
| Difference from CS High Performers -34% This is a statistically significant difference |
| B35. I have an acceptable workload |
| % strongly agree 5% |
| % agree 41% |
| % neither 25% |
| % disagree 17% |
| % strongly disagree 12% |
| % Positive 45% |
| Difference from previous survey +1% |
| Difference from CS2012 -15% This is a statistically significant difference |
| Difference from CS High Performers -20% This is a statistically significant difference |
| B36. I achieve a good balance between my work life and my private life |
| % strongly agree 6% |
| % agree 37% |
| % neither 22% |
| % disagree 19% |
| % strongly disagree 16% |
| % Positive 44% |
| Difference from previous survey +2% |
| Difference from CS2012 -24% This is a statistically significant difference |
| Difference from CS High Performers -30% This is a statistically significant difference |
| Pay and benefits questions |
| B37. I feel that my pay adequately reflects my performance |
| % strongly agree 2% |
| % agree 24% |
| % neither 21% |
| % disagree 29% |
| % strongly disagree 24% |
| % Positive 26% |
| Difference from previous survey +2% |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -10% This is a statistically significant difference |
| B38. I am satisfied with the total benefits package |
| % strongly agree 1% |
| % agree 18% |
| % neither 24% |
| % disagree 30% |
| % strongly disagree 26% |
| % Positive 20% |
| Difference from previous survey +2% |
| Difference from CS2012 -13% This is a statistically significant difference |
| Difference from CS High Performers -20% This is a statistically significant difference |
| B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable |
| % strongly agree 2% |
| % agree 19% |
| % neither 24% |
| % disagree 29% |
| % strongly disagree 26% |
| % Positive 21% |
| Difference from previous survey 0% |
| Difference from CS2012 -5% This is a statistically significant difference |
| Difference from CS High Performers -12% This is a statistically significant difference |
| Leadership and managing change questions |
| B40. I feel that Border Force as a whole is managed well |
| % strongly agree 1% |
| % agree 11% |
| % neither 20% |
| % disagree 28% |
| % strongly disagree 39% |
| % Positive 13% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -30% This is a statistically significant difference |
| Difference from CS High Performers -44% This is a statistically significant difference |
| B41. Senior managers in Border Force are sufficiently visible |
| % strongly agree 3% |
| % agree 22% |
| % neither 21% |
| % disagree 24% |
| % strongly disagree 30% |
| % Positive 25% |
| Difference from previous survey +2% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| Difference from CS High Performers -35% This is a statistically significant difference |
| B42. I believe the actions of senior managers are consistent with Border Force's values |
| % strongly agree 3% |
| % agree 17% |
| % neither 34% |
| % disagree 19% |
| % strongly disagree 26% |
| % Positive 20% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -22% This is a statistically significant difference |
| Difference from CS High Performers -34% This is a statistically significant difference |
| B43. I believe that Senior Management has a clear vision for the future of Border Force |
| % strongly agree 3% |
| % agree 15% |
| % neither 27% |
| % disagree 21% |
| % strongly disagree 34% |
| % Positive 18% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -33% This is a statistically significant difference |
| B44. Overall, I have confidence in the decisions made by Border Force's senior managers |
| % strongly agree 2% |
| % agree 11% |
| % neither 24% |
| % disagree 24% |
| % strongly disagree 38% |
| % Positive 14% |
| Difference from previous survey +2% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -26% This is a statistically significant difference |
| Difference from CS High Performers -38% This is a statistically significant difference |
| B45. I feel that change is managed well in Border Force |
| % strongly agree 1% |
| % agree 6% |
| % neither 21% |
| % disagree 33% |
| % strongly disagree 39% |
| % Positive 7% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -22% This is a statistically significant difference |
| Difference from CS High Performers -31% This is a statistically significant difference |
| B46. When changes are made in Border Force they are usually for the better |
| % strongly agree 1% |
| % agree 7% |
| % neither 22% |
| % disagree 31% |
| % strongly disagree 38% |
| % Positive 8% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -17% This is a statistically significant difference |
| Difference from CS High Performers -28% This is a statistically significant difference |
| B47. Border Force keeps me informed about matters that affect me |
| % strongly agree 2% |
| % agree 30% |
| % neither 32% |
| % disagree 18% |
| % strongly disagree 18% |
| % Positive 31% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -25% This is a statistically significant difference |
| Difference from CS High Performers -32% This is a statistically significant difference |
| B48. I have the opportunity to contribute my views before decisions are made that affect me |
| % strongly agree 1% |
| % agree 13% |
| % neither 22% |
| % disagree 28% |
| % strongly disagree 35% |
| % Positive 15% |
| Difference from previous survey -2% This is a statistically significant difference |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -28% This is a statistically significant difference |
| B49. I think it is safe to challenge the way things are done in Border Force |
| % strongly agree 2% |
| % agree 15% |
| % neither 24% |
| % disagree 25% |
| % strongly disagree 34% |
| % Positive 17% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| Difference from CS High Performers -30% This is a statistically significant difference |
| Engagement questions |
| B50. I am proud when I tell others I am part of Border Force |
| % strongly agree 5% |
| % agree 20% |
| % neither 29% |
| % disagree 22% |
| % strongly disagree 25% |
| % Positive 24% |
| Difference from previous survey -1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -29% This is a statistically significant difference |
| Difference from CS High Performers -40% This is a statistically significant difference |
| B51. I would recommend Border Force as a great place to work |
| % strongly agree 3% |
| % agree 13% |
| % neither 27% |
| % disagree 28% |
| % strongly disagree 29% |
| % Positive 15% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -31% This is a statistically significant difference |
| Difference from CS High Performers -42% This is a statistically significant difference |
| B52. I feel a strong personal attachment to Border Force |
| % strongly agree 6% |
| % agree 18% |
| % neither 28% |
| % disagree 23% |
| % strongly disagree 26% |
| % Positive 23% |
| Difference from previous survey 0% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -21% This is a statistically significant difference |
| Difference from CS High Performers -29% This is a statistically significant difference |
| B53. Border Force inspires me to do the best in my job |
| % strongly agree 3% |
| % agree 15% |
| % neither 31% |
| % disagree 26% |
| % strongly disagree 25% |
| % Positive 18% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| Difference from CS High Performers -32% This is a statistically significant difference |
| B54. Border Force motivates me to help it achieve its objectives |
| % strongly agree 3% |
| % agree 13% |
| % neither 31% |
| % disagree 26% |
| % strongly disagree 28% |
| % Positive 16% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -23% This is a statistically significant difference |
| Difference from CS High Performers -31% This is a statistically significant difference |
| Taking action questions |
| B55. I believe that senior managers in Border Force will take action on the results from this survey |
| % strongly agree 3% |
| % agree 15% |
| % neither 22% |
| % disagree 24% |
| % strongly disagree 37% |
| % Positive 17% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -26% This is a statistically significant difference |
| Difference from CS High Performers -36% 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 4% |
| % agree 21% |
| % neither 25% |
| % disagree 20% |
| % strongly disagree 31% |
| % Positive 24% |
| Difference from previous survey -1% |
| Difference from CS2012 -28% This is a statistically significant difference |
| Difference from CS High Performers -35% 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 2% |
| % agree 10% |
| % neither 32% |
| % disagree 22% |
| % strongly disagree 35% |
| % Positive 12% |
| Difference from previous survey 0% |
| Difference from CS2012 -20% This is a statistically significant difference |
| Difference from CS High Performers -28% 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 Border Force |
| I want to leave Border Force as soon as possible 19% |
| Difference from previous survey +1% |
| Difference from CS2012 +11% This is a statistically significant difference |
| Difference from CS High Performers +9% This is a statistically significant difference |
| I want to leave Border Force within the next 12 months 12% |
| Difference from previous survey 0% |
| Difference from CS2012 0% |
| Difference from CS High Performers -4% This is a statistically significant difference |
| I want to stay working for Border Force for at least the next year 21% |
| Difference from previous survey +1% |
| Difference from CS2012 -8% This is a statistically significant difference |
| Difference from CS High Performers -13% This is a statistically significant difference |
| I want to stay working for Border Force for at least the next three years 47% |
| Difference from previous survey -2% |
| Difference from CS2012 -4% This is a statistically significant difference |
| Difference from CS High Performers -12% 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 82% % No 18% |
| Difference from previous survey +3% This is a statistically significant difference |
| Difference from CS2012 -7% This is a statistically significant difference |
| Difference from CS High Performers -12% This is a statistically significant difference |
| D02. Are you aware of how to raise a concern under the Civil Service Code? % Yes 53% % No 47% |
| Difference from previous survey +1% |
| Difference from CS2012 -10% This is a statistically significant difference |
| Difference from CS High Performers -16% This is a statistically significant difference |
| D03. Are you confident that if you raised a concern under the Civil Service Code in Border Force it would be investigated properly? % Yes 40% % No 60% |
| Difference from previous survey +1% |
| The question text between these two surveys has changed slightly so please exercise caution when comparing the results |
| Difference from CS2012 -26% This is a statistically significant difference |
| Difference from CS High Performers -31% 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 22% |
| % No 64% |
| % Prefer not to say 13% |
| 2011 scores % Yes 23% |
| % No 64% |
| % Prefer not to say 13% |
| 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 47 responses |
| Caring responsibilities 48 responses |
| Disability 55 responses |
| Ethnic background 29 responses |
| Gender 58 responses |
| Gender reassignment or perceived gender data withheld due to anonymity |
| Grade, pay band or responsibility level 173 responses |
| Main spoken/written language or language ability data withheld due to anonymity |
| Religion or belief 27 responses |
| Sexual orientation 11 responses |
| Social or educational background 15 responses |
| Working location 95 responses |
| Working pattern 138 responses |
| Any other grounds 100 responses |
| Prefer not to say 27 responses |
| E03. During the past 12 months, have you personally experienced bullying or harassment at work |
| 2012 scores % Yes 19% |
| % No 70% |
| % Prefer not to say 11% |
| 2011 scores % Yes 21% |
| % No 69% |
| % Prefer not to say 11% |
| 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 85 responses |
| Your manager 87 responses |
| Another manager in my part of Border Force 118 responses |
| Someone you manage 28 responses |
| Someone who works for another part of Border Force 37 responses |
| A member of the public 40 responses |
| Someone else 24 responses |
| Prefer not to say 48 responses |
| UK Border Force local questions |
| F01. I am clear about the vision for Border Force as a professional 'law enforcement' command |
| % strongly agree 7% |
| % agree 33% |
| % neither 24% |
| % disagree 21% |
| % strongly disagree 15% |
| % Positive 40% |
| Difference from previous survey is not available |
| F02. I have a clear understanding of Border Force's priorities |
| % strongly agree 8% |
| % agree 42% |
| % neither 23% |
| % disagree 16% |
| % strongly disagree 12% |
| % Positive 50% |
| Difference from previous survey is not available |
| F03. Changes taking place in Border Force are explained properly and communicated effectively by my manager |
| % strongly agree 4% |
| % agree 27% |
| % neither 29% |
| % disagree 20% |
| % strongly disagree 20% |
| % Positive 31% |
| Difference from previous survey is not available |
| F04. I am briefed when I come on duty |
| % Yes 52% |
| % No 48% |
| % Positive 52% |
| Difference from previous survey is not available |
| F05. If operational, I adhere to the operational standards required of behaviour and dress in Border Force. If non operational, I am aware of the required operational standards |
| % Yes 93% |
| % No 7% |
| % Positive 93% |
| Difference from previous survey is not available |
| F06. Senior managers in Border Force inspire staff with a positive vision |
| % strongly agree 2% |
| % agree 13% |
| % neither 28% |
| % disagree 25% |
| % strongly disagree 32% |
| % Positive 15% |
| Difference from previous survey -6% 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 understand that an integral part of my role is gathering intelligence |
| % strongly agree 16% |
| % agree 48% |
| % neither 23% |
| % disagree 8% |
| % strongly disagree 5% |
| % Positive 64% |
| Difference from previous survey is not available |
| F08. My line manager does all that he/she can to ensure that I am sufficiently equipped, including tackling barriers or obstacles that prevent me doing my job effectively |
| % strongly agree 11% |
| % agree 41% |
| % neither 26% |
| % disagree 13% |
| % strongly disagree 9% |
| % Positive 52% |
| Difference from previous survey is not available |
| F09. Have you seen or heard communications about the Home Office We Want To Be programme? |
| % Yes 67% |
| % No 33% |
| % Positive 67% |
| Difference from previous survey is not available |
| F10. Have you seen changes as a result of the Home Office We Want To Be programme? |
| % Yes 9% |
| % No 91% |
| % Positive 9% |
| 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 |