Civil Service People Survey 2018 report for HM Revenue & Customs Returns 40864 Response rate 64% Employee engagement is shaped by experience at work, as measured by nine themes in the survey (which follow after the engagement index) Engagement Index is 49% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -13% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference My work % Positive theme score is 67% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference Organisational objectives and purpose % Positive theme score is 80% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -2% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference My manager % Positive theme score is 69% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference My team % Positive theme score is 82% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 +1% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference Learning and development % Positive theme score is 54% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 0% Difference from CS High Performers -6% This is a statistically significant difference Inclusion and fair treatment % Positive theme score is 73% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Resources and workload % Positive theme score is 68% Difference from previous survey 0% Difference from CS2018 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Pay and benefits % Positive theme score is 22% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference Leadership and managing change % Positive theme score is 38% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -8% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference Civil Service People Survey 2009 to 2018 Employee engagement and theme scores over time The Civil Service People Survey has run in October each year since 2009, meaning that 2018 marks our 10 year anniversary The following tells you how your average Employee Engagement Index and theme scores have changed over time, for each year your organisation has participated in the survey The Engagement Index in 2009 is 36% The Engagement Index in 2010 is 34% The Engagement Index in 2011 is 40% The Engagement Index in 2012 is 41% The Engagement Index in 2013 is 44% The Engagement Index in 2014 is 43% The Engagement Index in 2015 is 45% The Engagement Index in 2016 is 47% The Engagement Index in 2017 is 50% The Engagement Index in 2018 is 49% The My work theme % positive in 2009 is 51% The My work theme % positive in 2010 is 49% The My work theme % positive in 2011 is 54% The My work theme % positive in 2012 is 57% The My work theme % positive in 2013 is 65% The My work theme % positive in 2014 is 64% The My work theme % positive in 2015 is 65% The My work theme % positive in 2016 is 65% The My work theme % positive in 2017 is 68% The My work theme % positive in 2018 is 67% The Organisational objectives and purpose theme % positive in 2009 is 62% The Organisational objectives and purpose theme % positive in 2010 is 63% The Organisational objectives and purpose theme % positive in 2011 is 71% The Organisational objectives and purpose theme % positive in 2012 is 73% The Organisational objectives and purpose theme % positive in 2013 is 79% The Organisational objectives and purpose theme % positive in 2014 is 77% The Organisational objectives and purpose theme % positive in 2015 is 78% The Organisational objectives and purpose theme % positive in 2016 is 80% The Organisational objectives and purpose theme % positive in 2017 is 82% The Organisational objectives and purpose theme % positive in 2018 is 80% The My manager theme % positive in 2009 is 56% The My manager theme % positive in 2010 is 57% The My manager theme % positive in 2011 is 61% The My manager theme % positive in 2012 is 62% The My manager theme % positive in 2013 is 66% The My manager theme % positive in 2014 is 64% The My manager theme % positive in 2015 is 65% The My manager theme % positive in 2016 is 67% The My manager theme % positive in 2017 is 70% The My manager theme % positive in 2018 is 69% The My team theme % positive in 2009 is 71% The My team theme % positive in 2010 is 74% The My team theme % positive in 2011 is 77% The My team theme % positive in 2012 is 78% The My team theme % positive in 2013 is 82% The My team theme % positive in 2014 is 81% The My team theme % positive in 2015 is 83% The My team theme % positive in 2016 is 83% The My team theme % positive in 2017 is 84% The My team theme % positive in 2018 is 82% The Learning and development theme % positive in 2009 is 32% The Learning and development theme % positive in 2010 is 27% The Learning and development theme % positive in 2011 is 36% The Learning and development theme % positive in 2012 is 41% The Learning and development theme % positive in 2013 is 45% The Learning and development theme % positive in 2014 is 46% The Learning and development theme % positive in 2015 is 50% The Learning and development theme % positive in 2016 is 53% The Learning and development theme % positive in 2017 is 55% The Learning and development theme % positive in 2018 is 54% The Inclusion and fair treatment theme % positive in 2009 is 62% The Inclusion and fair treatment theme % positive in 2010 is 62% The Inclusion and fair treatment theme % positive in 2011 is 67% The Inclusion and fair treatment theme % positive in 2012 is 69% The Inclusion and fair treatment theme % positive in 2013 is 71% The Inclusion and fair treatment theme % positive in 2014 is 69% The Inclusion and fair treatment theme % positive in 2015 is 70% The Inclusion and fair treatment theme % positive in 2016 is 71% The Inclusion and fair treatment theme % positive in 2017 is 74% The Inclusion and fair treatment theme % positive in 2018 is 73% The Resources and workload theme % positive in 2009 is 58% The Resources and workload theme % positive in 2010 is 59% The Resources and workload theme % positive in 2011 is 65% The Resources and workload theme % positive in 2012 is 66% The Resources and workload theme % positive in 2013 is 68% The Resources and workload theme % positive in 2014 is 63% The Resources and workload theme % positive in 2015 is 64% The Resources and workload theme % positive in 2016 is 66% The Resources and workload theme % positive in 2017 is 68% The Resources and workload theme % positive in 2018 is 68% The Pay and benefits theme % positive in 2009 is 24% The Pay and benefits theme % positive in 2010 is 24% The Pay and benefits theme % positive in 2011 is 24% The Pay and benefits theme % positive in 2012 is 24% The Pay and benefits theme % positive in 2013 is 25% The Pay and benefits theme % positive in 2014 is 20% The Pay and benefits theme % positive in 2015 is 21% The Pay and benefits theme % positive in 2016 is 24% The Pay and benefits theme % positive in 2017 is 22% The Pay and benefits theme % positive in 2018 is 22% The Leadership and managing change theme % positive in 2009 is 18% The Leadership and managing change theme % positive in 2010 is 17% The Leadership and managing change theme % positive in 2011 is 23% The Leadership and managing change theme % positive in 2012 is 25% The Leadership and managing change theme % positive in 2013 is 29% The Leadership and managing change theme % positive in 2014 is 28% The Leadership and managing change theme % positive in 2015 is 31% The Leadership and managing change theme % positive in 2016 is 35% The Leadership and managing change theme % positive in 2017 is 39% The Leadership and managing change theme % positive in 2018 is 38% The response rate in 2009 is 64% The response rate in 2010 is 69% The response rate in 2011 is 52% The response rate in 2012 is 60% The response rate in 2013 is 43% The response rate in 2014 is 53% The response rate in 2015 is 65% The response rate in 2016 is 69% The response rate in 2017 is 67% The response rate in 2018 is 64% Drivers of Engagement Statistical analysis has been used to explore the questions that have the strongest impact on engagement By concentrating efforts on the drivers of engagement you are more likely to improve it Rank 1 F01 I would recommend my Customer Group as a great place to work % Positive 51% Difference from previous survey +3% This is a statistically significant difference This question has no comparisons Rank 2 F03 I feel that HMRC as a whole is managed well % Positive 38% Difference from previous survey +1% This is a statistically significant difference This question has no comparisons Rank 3 B03 My work gives me a sense of personal accomplishment % Positive 68% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference Rank 4 B01 I am interested in my work % Positive 82% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -7% This is a statistically significant difference Difference from CS High Performers -10% This is a statistically significant difference Rank 5 B52 I believe that senior managers in HMRC will take action on the results from this survey % Positive 40% Difference from previous survey 0% Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -19% This is a statistically significant difference Wellbeing For questions W01, W02 and W03 the percent positive is the proportion answering 7, 8, 9 or 10 to each question For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10 to the question W01 Overall, how satisfied are you with your life nowadays? % positive 61% W02 Overall, to what extent do you feel that the things you do in your life are worthwhile? % positive 66% W03 Overall, how happy did you feel yesterday? % positive 58% W04 Overall, how anxious did you feel yesterday? % negative 33% Discrimination, bullying and harassment During the past 12 months have you personally experienced discrimination at work? % Yes 16% During the past 12 months have you personally experienced discrimination at work? % No 76% During the past 12 months have you personally experienced discrimination at work? % Prefer not to say 8% During the past 12 months have you personally experienced bullying or harassment at work? % Yes 14% During the past 12 months have you personally experienced bullying or harassment at work? % No 79% During the past 12 months have you personally experienced bullying or harassment at work? % Prefer not to say 8% Proxy Stress Index and PERMA Index Proxy Stress Index 33% PERMA Index 70% For further information about these indices, please refer to later in this report Your plans for the future I want to leave HMRC as soon as possible 13% I want to leave HMRC within the next 12 months 11% I want to stay working for HMRC for at least the next year 23% I want to stay working for HMRC for at least the next three years 53% Headline scores Top 5 highest positive scoring questions F10 I am aware of the HMRC Values % Positive 88% B18 The people in my team can be relied upon to help when things get difficult in my job % Positive 87% F14 My team places a high value on dealing with work in a professional way % Positive 86% B54 I am trusted to carry out my job effectively % Positive 85% B26 I am treated with respect by the people I work with % Positive 85% Top 5 highest neutral scoring questions F20 In the last 12 months, I believe that ExCom members' behaviour has been consistent with HMRC's Values % Neutral 50% F19 I feel I have had enough opportunities to be heard by ExCom members % Neutral 38% F18 In the last 12 months, I feel there has been enough communication from ExCom % Neutral 37% F17 HMRC has achieved a positive change in its culture in the last 12 months % Neutral 37% B40 I believe that ExCom has a clear vision for the future of HMRC % Neutral 36% Top 5 highest negative scoring questions B37 Compared to people doing a similar job in other organisations I feel my pay is reasonable % Negative 69% B35 I feel that my pay adequately reflects my performance % Negative 69% B36 I am satisfied with the total benefits package % Negative 58% B42 I feel that change is managed well in HMRC % Negative 54% B45 I have the opportunity to contribute my views before decisions are made that affect me % Negative 51% Results of all questions in theme order My work Theme score % positive is 67% Difference from previous survey -1% This is a statistically significant difference My work questions B01 I am interested in my work % strongly agree 31% % agree 52% % neither 8% % disagree 7% % strongly disagree 3% % Positive 82% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -7% 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 31% % agree 45% % neither 9% % disagree 11% % strongly disagree 4% % Positive 76% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -5% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B03 My work gives me a sense of personal accomplishment % strongly agree 22% % agree 45% % neither 13% % disagree 13% % strongly disagree 6% % Positive 68% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B04 I feel involved in the decisions that affect my work % strongly agree 13% % agree 34% % neither 15% % disagree 24% % strongly disagree 15% % Positive 47% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -12% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B05 I have a choice in deciding how I do my work % strongly agree 19% % agree 41% % neither 12% % disagree 16% % strongly disagree 11% % Positive 60% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 -17% This is a statistically significant difference Difference from CS High Performers -21% This is a statistically significant difference Organisational objectives and purpose Theme score % positive is 80% Difference from previous survey -1% This is a statistically significant difference Organisational objectives and purpose questions B06 I have a clear understanding of HMRC's objectives % strongly agree 21% % agree 58% % neither 11% % disagree 7% % strongly disagree 3% % Positive 79% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B07 I understand how my work contributes to HMRC's objectives % strongly agree 24% % agree 57% % neither 10% % disagree 6% % strongly disagree 3% % Positive 82% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference My manager Theme score % positive is 69% Difference from previous survey -1% This is a statistically significant difference My manager questions B08 My manager motivates me to be more effective in my job % strongly agree 24% % agree 44% % neither 15% % disagree 11% % strongly disagree 5% % Positive 69% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -2% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B09 My manager is considerate of my life outside work % strongly agree 41% % agree 42% % neither 9% % disagree 5% % strongly disagree 3% % Positive 83% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B10 My manager is open to my ideas % strongly agree 33% % agree 46% % neither 12% % disagree 6% % strongly disagree 3% % Positive 79% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B11 My manager helps me to understand how I contribute to HMRC's objectives % strongly agree 22% % agree 44% % neither 20% % disagree 10% % strongly disagree 4% % Positive 66% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B12 Overall, I have confidence in the decisions made by my manager % strongly agree 29% % agree 43% % neither 14% % disagree 9% % strongly disagree 5% % Positive 72% Difference from previous survey 0% Difference from CS2018 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B13 My manager recognises when I have done my job well % strongly agree 31% % agree 46% % neither 11% % disagree 8% % strongly disagree 4% % Positive 77% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B14 I receive regular feedback on my performance % strongly agree 25% % agree 46% % neither 12% % disagree 12% % strongly disagree 5% % Positive 71% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 +3% This is a statistically significant difference Difference from CS High Performers -2% This is a statistically significant difference B15 The feedback I receive helps me to improve my performance % strongly agree 22% % agree 41% % neither 20% % disagree 12% % strongly disagree 5% % Positive 63% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B16 I think that my performance is evaluated fairly % strongly agree 21% % agree 45% % neither 18% % disagree 11% % strongly disagree 6% % Positive 66% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B17 Poor performance is dealt with effectively in my team % strongly agree 12% % agree 31% % neither 32% % disagree 15% % strongly disagree 9% % Positive 44% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 +4% This is a statistically significant difference Difference from CS High Performers 0% My team Theme score % positive is 82% Difference from previous survey -2% This is a statistically significant difference My team questions B18 The people in my team can be relied upon to help when things get difficult in my job % strongly agree 42% % agree 45% % neither 7% % disagree 4% % strongly disagree 2% % Positive 87% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 +2% This is a statistically significant difference Difference from CS High Performers 0% B19 The people in my team work together to find ways to improve the service we provide % strongly agree 38% % agree 46% % neither 9% % disagree 5% % strongly disagree 2% % Positive 84% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 +2% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference B20 The people in my team are encouraged to come up with new and better ways of doing things % strongly agree 32% % agree 44% % neither 13% % disagree 8% % strongly disagree 3% % Positive 76% Difference from previous survey -3% This is a statistically significant difference Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference Learning and development Theme score % positive is 54% Difference from previous survey -1% This is a statistically significant difference Learning and development questions B21 I am able to access the right learning and development opportunities when I need to % strongly agree 13% % agree 50% % neither 16% % disagree 15% % strongly disagree 5% % Positive 63% Difference from previous survey 0% Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B22 Learning and development activities I have completed in the past 12 months have helped to improve my performance % strongly agree 12% % agree 39% % neither 23% % disagree 19% % strongly disagree 7% % Positive 51% Difference from previous survey -3% This is a statistically significant difference Difference from CS2018 -2% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B23 There are opportunities for me to develop my career in HMRC % strongly agree 14% % agree 42% % neither 18% % disagree 16% % strongly disagree 10% % Positive 56% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 +8% This is a statistically significant difference Difference from CS High Performers 0% This is a statistically significant difference B24 Learning and development activities I have completed while working for HMRC are helping me to develop my career % strongly agree 11% % agree 33% % neither 25% % disagree 21% % strongly disagree 10% % Positive 44% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference Inclusion and fair treatment Theme score % positive is 73% Difference from previous survey -1% This is a statistically significant difference Inclusion and fair treatment questions B25 I am treated fairly at work % strongly agree 24% % agree 53% % neither 10% % disagree 8% % strongly disagree 5% % Positive 76% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -4% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference B26 I am treated with respect by the people I work with % strongly agree 30% % agree 56% % neither 8% % disagree 4% % strongly disagree 3% % Positive 85% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 0% Difference from CS High Performers -3% This is a statistically significant difference B27 I feel valued for the work I do % strongly agree 18% % agree 39% % neither 16% % disagree 17% % strongly disagree 10% % Positive 57% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -11% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B28 I think that HMRC respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc.) % strongly agree 23% % agree 49% % neither 15% % disagree 8% % strongly disagree 6% % Positive 72% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference Resources and workload Theme score % positive is 68% Difference from previous survey 0% Resources and workload questions B29 I get the information I need to do my job well % strongly agree 11% % agree 51% % neither 16% % disagree 17% % strongly disagree 5% % Positive 62% Difference from previous survey 0% Difference from CS2018 -9% This is a statistically significant difference Difference from CS High Performers -13% This is a statistically significant difference B30 I have clear work objectives % strongly agree 15% % agree 58% % neither 13% % disagree 10% % strongly disagree 4% % Positive 73% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -2% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference B31 I have the skills I need to do my job effectively % strongly agree 20% % agree 59% % neither 11% % disagree 7% % strongly disagree 3% % Positive 79% Difference from previous survey 0% This is a statistically significant difference Difference from CS2018 -9% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B32 I have the tools I need to do my job effectively % strongly agree 12% % agree 49% % neither 14% % disagree 18% % strongly disagree 6% % Positive 62% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference B33 I have an acceptable workload % strongly agree 10% % agree 53% % neither 15% % disagree 15% % strongly disagree 7% % Positive 63% Difference from previous survey 0% Difference from CS2018 +3% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference B34 I achieve a good balance between my work life and my private life % strongly agree 18% % agree 52% % neither 13% % disagree 11% % strongly disagree 6% % Positive 70% Difference from previous survey 0% This is a statistically significant difference Difference from CS2018 +1% This is a statistically significant difference Difference from CS High Performers -4% This is a statistically significant difference Pay and benefits Theme score % positive is 22% Difference from previous survey -1% This is a statistically significant difference Pay and benefits questions B35 I feel that my pay adequately reflects my performance % strongly agree 3% % agree 17% % neither 11% % disagree 29% % strongly disagree 40% % Positive 21% Difference from previous survey 0% Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B36 I am satisfied with the total benefits package % strongly agree 4% % agree 22% % neither 16% % disagree 27% % strongly disagree 31% % Positive 25% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -18% This is a statistically significant difference B37 Compared to people doing a similar job in other organisations I feel my pay is reasonable % strongly agree 3% % agree 15% % neither 13% % disagree 29% % strongly disagree 40% % Positive 19% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -8% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference Leadership and managing change Theme score % positive is 38% Difference from previous survey -1% This is a statistically significant difference Leadership and managing change questions B38 Senior managers in HMRC are sufficiently visible % strongly agree 12% % agree 43% % neither 16% % disagree 18% % strongly disagree 11% % Positive 55% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -7% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B39 I believe the actions of senior managers are consistent with HMRC's values % strongly agree 9% % agree 37% % neither 27% % disagree 16% % strongly disagree 11% % Positive 46% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -7% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B40 I believe that ExCom has a clear vision for the future of HMRC % strongly agree 7% % agree 31% % neither 36% % disagree 15% % strongly disagree 12% % Positive 37% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -19% This is a statistically significant difference B41 Overall, I have confidence in the decisions made by HMRC's senior managers % strongly agree 7% % agree 29% % neither 26% % disagree 22% % strongly disagree 17% % Positive 36% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -13% This is a statistically significant difference Difference from CS High Performers -23% This is a statistically significant difference B42 I feel that change is managed well in HMRC % strongly agree 4% % agree 23% % neither 19% % disagree 34% % strongly disagree 20% % Positive 26% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -7% This is a statistically significant difference Difference from CS High Performers -16% This is a statistically significant difference B43 When changes are made in HMRC they are usually for the better % strongly agree 4% % agree 21% % neither 26% % disagree 31% % strongly disagree 18% % Positive 25% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference B44 HMRC keeps me informed about matters that affect me % strongly agree 6% % agree 44% % neither 21% % disagree 18% % strongly disagree 11% % Positive 50% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -9% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference B45 I have the opportunity to contribute my views before decisions are made that affect me % strongly agree 4% % agree 24% % neither 20% % disagree 30% % strongly disagree 21% % Positive 29% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -12% This is a statistically significant difference Difference from CS High Performers -20% This is a statistically significant difference B46 I think it is safe to challenge the way things are done in HMRC % strongly agree 6% % agree 33% % neither 22% % disagree 22% % strongly disagree 17% % Positive 39% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -8% This is a statistically significant difference Difference from CS High Performers -14% This is a statistically significant difference Engagement questions B47 I am proud when I tell others I am part of HMRC % strongly agree 10% % agree 30% % neither 27% % disagree 20% % strongly disagree 13% % Positive 40% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -25% This is a statistically significant difference Difference from CS High Performers -30% This is a statistically significant difference B48 I would recommend HMRC as a great place to work % strongly agree 9% % agree 30% % neither 24% % disagree 22% % strongly disagree 15% % Positive 39% Difference from previous survey 0% This is a statistically significant difference Difference from CS2018 -19% This is a statistically significant difference Difference from CS High Performers -27% This is a statistically significant difference B49 I feel a strong personal attachment to HMRC % strongly agree 11% % agree 28% % neither 24% % disagree 23% % strongly disagree 14% % Positive 39% Difference from previous survey 0% Difference from CS2018 -13% This is a statistically significant difference Difference from CS High Performers -19% This is a statistically significant difference B50 HMRC inspires me to do the best in my job % strongly agree 8% % agree 28% % neither 29% % disagree 22% % strongly disagree 13% % Positive 36% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -14% This is a statistically significant difference Difference from CS High Performers -21% This is a statistically significant difference B51 HMRC motivates me to help it achieve its objectives % strongly agree 8% % agree 27% % neither 28% % disagree 23% % strongly disagree 14% % Positive 35% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -13% This is a statistically significant difference Difference from CS High Performers -19% This is a statistically significant difference Taking action questions B52 I believe that senior managers in HMRC will take action on the results from this survey % strongly agree 9% % agree 31% % neither 19% % disagree 21% % strongly disagree 20% % Positive 40% Difference from previous survey 0% Difference from CS2018 -10% This is a statistically significant difference Difference from CS High Performers -19% This is a statistically significant difference B53 Where I work, I think effective action has been taken on the results of the last survey % strongly agree 10% % agree 27% % neither 27% % disagree 20% % strongly disagree 17% % Positive 36% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 0% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference Organisational culture questions B54 I am trusted to carry out my job effectively % strongly agree 27% % agree 58% % neither 7% % disagree 5% % strongly disagree 3% % Positive 85% Difference from previous survey 0% This is a statistically significant difference Difference from CS2018 -4% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference B55 I believe I would be supported if I try a new idea, even if it may not work % strongly agree 18% % agree 46% % neither 18% % disagree 13% % strongly disagree 5% % Positive 64% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -8% This is a statistically significant difference Difference from CS High Performers -12% This is a statistically significant difference B56 In HMRC, people are encouraged to speak up when they identify a serious policy or delivery risk % strongly agree 16% % agree 49% % neither 17% % disagree 12% % strongly disagree 7% % Positive 65% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -9% This is a statistically significant difference B57 I feel able to challenge inappropriate behaviour in the workplace % strongly agree 14% % agree 48% % neither 16% % disagree 14% % strongly disagree 7% % Positive 62% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B58 HMRC is committed to creating a diverse and inclusive workplace % strongly agree 21% % agree 53% % neither 16% % disagree 6% % strongly disagree 5% % Positive 73% Difference from previous survey 0% This is a statistically significant difference Difference from CS2018 -1% This is a statistically significant difference Difference from CS High Performers -6% This is a statistically significant difference Leadership statement questions B59 Senior managers in HMRC actively role model the behaviours set out in the Civil Service Leadership Statement % strongly agree 8% % agree 34% % neither 34% % disagree 14% % strongly disagree 10% % Positive 42% Difference from previous survey -2% This is a statistically significant difference Difference from CS2018 -7% This is a statistically significant difference Difference from CS High Performers -15% This is a statistically significant difference B60 My manager actively role models the behaviours set out in the Civil Service Leadership Statement % strongly agree 21% % agree 47% % neither 20% % disagree 7% % strongly disagree 5% % Positive 68% Difference from previous survey 0% This is a statistically significant difference Difference from CS2018 0% Difference from CS High Performers -5% This is a statistically significant difference Civil Service vision questions B61 I am aware of the Civil Service vision for 'A Brilliant Civil Service' % strongly agree 10% % agree 49% % neither 16% % disagree 19% % strongly disagree 6% % Positive 59% Difference from previous survey +6% This is a statistically significant difference Difference from CS2018 +8% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference B62 I understand how my work contributes to helping us become 'A Brilliant Civil Service' % strongly agree 8% % agree 39% % neither 24% % disagree 21% % strongly disagree 8% % Positive 47% Difference from previous survey +2% This is a statistically significant difference Difference from CS2018 +5% This is a statistically significant difference Difference from CS High Performers -3% This is a statistically significant difference Wellbeing questions Unlike the questions B01 to B62 which ask people to rate their agreement from strongly agree to strongly disagree the four wellbeing questions use a 11 point scale This scale ranges from 0 to 10 for each question where 0 is equivalent to not at all for example not all at satisfied or not at all worthwhile and where 10 is equivalent to completely for example completely satisfied or completely anxious For questions W01 W02 and W03 the percent positive is the proportion answering 7 8 9 or 10 to each question W01 Overall, how satisfied are you with your life nowadays? % 0 to 4 17% % 5 to 6 22% % 7 to 8 46% % 9 to 10 15% % Positive 61% Difference from previous survey 0% Difference from CS2018 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference W02 Overall, to what extent do you feel that the things you do in your life are worthwhile? % 0 to 4 13% % 5 to 6 20% % 7 to 8 45% % 9 to 10 22% % Positive 66% Difference from previous survey 0% Difference from CS2018 -5% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference W03 Overall, how happy did you feel yesterday? % 0 to 4 20% % 5 to 6 22% % 7 to 8 39% % 9 to 10 19% % Positive 58% Difference from previous survey 0% Difference from CS2018 -4% This is a statistically significant difference Difference from CS High Performers -7% This is a statistically significant difference For question W04 the percent negative is the proportion answering 6 7 8 9 or 10 to the question W04 Overall, how anxious did you feel yesterday? % 0 to 1 22% % 2 to 3 26% % 4 to 5 20% % 6 to 10 33% % Negative 33% Difference from previous survey 0% Difference from CS2018 0% Difference from CS High Performers +3% This is a statistically significant difference Your plans for the future questions C01 Which of the following statements most reflects your current thoughts about working for HMRC? I want to leave HMRC as soon as possible 13% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 +5% This is a statistically significant difference Difference from CS High Performers +1% This is a statistically significant difference I want to leave HMRC within the next 12 months 11% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 -3% This is a statistically significant difference Difference from CS High Performers -8% This is a statistically significant difference I want to stay working for HMRC for at least the next year 23% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 -12% This is a statistically significant difference Difference from CS High Performers -17% This is a statistically significant difference I want to stay working for HMRC for at least the next three years 53% Difference from previous survey -3% This is a statistically significant difference Difference from CS2018 +10% This is a statistically significant difference Difference from CS High Performers +1% 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 93% % No 7% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 +1% This is a statistically significant difference Difference from CS High Performers -1% This is a statistically significant difference D02 Are you aware of how to raise a concern under the Civil Service Code? % Yes 73% % No 27% Difference from previous survey +2% This is a statistically significant difference Difference from CS2018 +6% This is a statistically significant difference Difference from CS High Performers 0% D03 Are you confident that if you raised a concern under the Civil Service Code in HMRC it would be investigated properly? % Yes 65% % No 35% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -6% This is a statistically significant difference Difference from CS High Performers -11% This is a statistically significant difference Discrimination, harassment and bullying questions E01 During the past 12 months, have you personally experienced discrimination at work 2018 scores % Yes 16% % No 76% % Prefer not to say 8% 2017 scores % Yes 15% % No 77% % Prefer not to say 9% CS2018 scores % Yes 12% % No 81% % Prefer not to say 8% E02 is for respondents who selected Yes to question E01 E02 On which of the following grounds have you personally experienced discrimination at work in the past 12 months Multiple selection Counts of fewer than ten responses are not reported Age 1248 responses Caring responsibilities 845 responses Disability 1171 responses Ethnic background 585 responses Gender 759 responses Gender reassignment or perceived gender 17 responses Grade, pay band or responsibility level 1673 responses Main spoken/written language or language ability 195 responses Religion or belief 323 responses Sexual orientation 169 responses Social or educational background 288 responses Working location 799 responses Working pattern 1554 responses Any other grounds 1568 responses Prefer not to say 577 responses Marital status 105 responses Pregnancy, maternity or paternity 104 responses E03 During the past 12 months, have you personally experienced bullying or harassment at work 2018 scores % Yes 14% % No 79% % Prefer not to say 8% 2017 scores % Yes 12% % No 80% % Prefer not to say 8% CS2018 scores % Yes 11% % No 82% % Prefer not to say 7% E04 is for respondents who selected Yes to question E03 E04 Who were you bullied or harassed by at work in the past 12 months Multiple selection Counts of fewer than ten responses are not reported A colleague 1925 responses Your manager 1759 responses Another manager in my part of HMRC 1726 responses Someone you manage 258 responses Someone who works for another part of HMRC 388 responses A member of the public 135 responses Someone else 140 responses Prefer not to say 651 responses E05 is for respondents who selected Yes to question E03 E05 Did you report the bullying and harassment you experienced? 2018 scores % Yes 37% % No 50% % Prefer not to say 12% 2017 scores % Yes 37% % No 49% % Prefer not to say 14% CS2018 scores % Yes 40% % No 46% % Prefer not to say 14% E06 is for respondents who selected Yes to question E03 E06 In your opinion, has this issue been resolved? 2018 scores % Yes 20% % No 63% % Prefer not to say 17% 2017 scores % Yes 22% % No 61% % Prefer not to say 18% CS2018 scores % Yes 20% % No 61% % Prefer not to say 18% HM Revenue & Customs questions F01 I would recommend my Customer Group as a great place to work % strongly agree 13% % agree 38% % neither 22% % disagree 18% % strongly disagree 9% % Positive 51% Difference from previous survey +3% This is a statistically significant difference F02 I am confident I have the digital skills I need to do my job effectively % strongly agree 17% % agree 53% % neither 13% % disagree 13% % strongly disagree 4% % Positive 71% Difference from previous survey +3% This is a statistically significant difference F03 I feel that HMRC as a whole is managed well % strongly agree 6% % agree 33% % neither 24% % disagree 24% % strongly disagree 14% % Positive 38% Difference from previous survey +1% This is a statistically significant difference F04 I believe that managers where I work will take action on the results of this survey % strongly agree 13% % agree 38% % neither 19% % disagree 17% % strongly disagree 13% % Positive 51% Difference from previous survey -1% This is a statistically significant difference F05 I feel that HMRC is focussed on the needs of its external customers % strongly agree 12% % agree 48% % neither 18% % disagree 14% % strongly disagree 8% % Positive 61% Difference from previous survey +4% This is a statistically significant difference F06 I have the opportunity to speak to senior leaders about matters that affect me % strongly agree 12% % agree 42% % neither 18% % disagree 18% % strongly disagree 11% % Positive 53% Difference from previous survey is not available F07 I believe senior leaders act on feedback from staff % strongly agree 9% % agree 32% % neither 23% % disagree 21% % strongly disagree 14% % Positive 41% Difference from previous survey is not available F08 I feel involved in building a community in my region % strongly agree 7% % agree 26% % neither 27% % disagree 26% % strongly disagree 14% % Positive 34% Difference from previous survey is not available F09 I have the opportunity to influence changes in HMRC % strongly agree 6% % agree 26% % neither 23% % disagree 28% % strongly disagree 17% % Positive 32% Difference from previous survey is not available F10 I am aware of the HMRC Values % strongly agree 17% % agree 70% % neither 8% % disagree 2% % strongly disagree 2% % Positive 88% Difference from previous survey is not available F11 Innovation is valued in my team % strongly agree 17% % agree 49% % neither 21% % disagree 9% % strongly disagree 5% % Positive 65% Difference from previous survey is not available F12 I always feel respected in my team % strongly agree 24% % agree 54% % neither 12% % disagree 7% % strongly disagree 3% % Positive 78% Difference from previous survey is not available F13 My team places a high value on acting with integrity % strongly agree 25% % agree 54% % neither 14% % disagree 4% % strongly disagree 3% % Positive 79% Difference from previous survey is not available F14 My team places a high value on dealing with work in a professional way % strongly agree 29% % agree 57% % neither 9% % disagree 3% % strongly disagree 2% % Positive 86% Difference from previous survey is not available F15 My manager demonstrates the HMRC Values in day-to-day work % strongly agree 23% % agree 52% % neither 15% % disagree 6% % strongly disagree 4% % Positive 75% Difference from previous survey is not available F16 In the past 12 months, HMRC has built on its values of being professional, showing integrity and respect and demonstrating innovation % strongly agree 9% % agree 36% % neither 35% % disagree 13% % strongly disagree 7% % Positive 45% Difference from previous survey is not available F17 HMRC has achieved a positive change in its culture in the last 12 months % strongly agree 7% % agree 27% % neither 37% % disagree 19% % strongly disagree 10% % Positive 34% Difference from previous survey is not available F18 In the last 12 months, I feel there has been enough communication from ExCom % strongly agree 5% % agree 26% % neither 37% % disagree 20% % strongly disagree 11% % Positive 32% Difference from previous survey is not available F19 I feel I have had enough opportunities to be heard by ExCom members % strongly agree 4% % agree 20% % neither 38% % disagree 24% % strongly disagree 14% % Positive 24% Difference from previous survey is not available F20 In the last 12 months, I believe that ExCom members' behaviour has been consistent with HMRC's Values % strongly agree 5% % agree 24% % neither 50% % disagree 12% % strongly disagree 9% % Positive 29% Difference from previous survey is not available F21 I would feel confident to talk to my manager if I had a mental ill-health issue % strongly agree 29% % agree 47% % neither 9% % disagree 9% % strongly disagree 7% % Positive 76% Difference from previous survey is not available F22 I know what mental health support is available to me in HMRC % strongly agree 24% % agree 56% % neither 11% % disagree 7% % strongly disagree 3% % Positive 80% Difference from previous survey is not available F23 My 'performance and development' conversations as a whole motivate me to give my best % strongly agree 13% % agree 39% % neither 23% % disagree 15% % strongly disagree 9% % Positive 52% Difference from previous survey is not available F24 My development conversations make me believe that my personal development is important % strongly agree 14% % agree 40% % neither 23% % disagree 14% % strongly disagree 9% % Positive 54% Difference from previous survey is not available Proxy Stress Index and PERMA Index Proxy Stress Index 33% Difference from previous survey +1% This is a statistically significant difference Difference from CS2018 +4% This is a statistically significant difference Difference from CS High Performers +6% This is a statistically significant difference This index aligns to the Health and Safety Executive's stress management tool, using the following 8 questions from the People Survey We calculate it in the same way as the Employee Engagement Index We have 'inverted' the final index so that it is a measure of conditions which can add to stress rather than alleviate stress, i.e. a higher index score represents a more stressful environment B05 I have a choice in deciding how I do my work % Positive 60% B08 My manager motivates me to be more effective in my job % Positive 69% B18 The people in my team can be relied upon to help when things get difficult in my job % Positive 87% B26 I am treated with respect by the people I work with % Positive 85% B30 I have clear work objectives % Positive 73% B33 I have an acceptable workload % Positive 63% B45 I have the opportunity to contribute my views before decisions are made that affect me % Positive 29% E03 During the past 12 months have you personally experienced bullying or harassment at work? % Positive 79% PERMA Index 70% Difference from previous survey -1% This is a statistically significant difference Difference from CS2018 -4% This is a statistically significant difference Difference from CS High Performers -5% This is a statistically significant difference This index measures the extent to which employees are 'flourishing' in the workplace around the 5 dimensions Positive emotion, Engagement, Relationships, Meaning and Accomplishment The index is computed using the following questions from the People Survey and combining them in the same way as the Employee Engagement Index A high score represents a greater proportion of employees agreeing with the statements or rating the two well-being questions as high B01 I am interested in my work % Positive 82% B03 My work gives me a sense of personal accomplishment % Positive 68% B18 The people in my team can be relied upon to help when things get difficult in my job % Positive 87% W01 Overall, how satisfied are you with your life nowadays? % Positive 61% W02 Overall, to what extent do you feel that the things you do in your life are worthwhile? % Positive 66% 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 2017 Civil Service People Survey Where a question is flagged as changed since the last survey comparisons should be treated with caution as changes to wording may affect how people respond to the question The CS2018 benchmark is the median percent positive across all organisations that participated in the 2018 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 2018 Civil Service People Survey The 'CS High Performer' comparator for the Proxy Stress Index has been corrected (reissued 23/11/2018) Rounding Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy Therefore in some instances, the differences presented in this report will not match the rounded figures of the scores being compared For example, if your unrounded Engagement Index score is 75.43647583%, your organisation overall's score is 74.63572484% and the difference between the two is +0.800751%, in this report these scores would appear as 75%, 75% and +1 Statistical significance Statistical testing has been carried out to identify statistically significant differences between your results and a number of comparators You can therefore be confident that the difference represents a real difference in opinion between the results Note, there needs to be 30 responses at question level, 20 responses at theme level or 10 responses at index level for statistical testing to be carried out on the corresponding scores The employee engagement index The survey includes five questions that make up the engagement index (B47-B51) The index score represents the average level of engagement in that unit and ranges from 0 to 100 An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions a score of 100 represents all respondents saying they strongly agree to all five engagement questions The drivers of engagement While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement A statistical technique (a form of regression) is used to identify the extent to which each question in the survey has an association with engagement Questions identified as having an association are called 'Drivers of engagement' Confidentiality This survey was carried out as part of the 2018 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 ORC's Privacy Policy (www.orcinternational.co.uk/privacy) tells you how they keep personal data safe and who to contact to exercise your rights of control under the new GDPR regulations