| Returns : 3,588   | Response rate : 61%   | Civil Service People Survey 2015   |
|-------------------|-----------------------|------------------------------------|

Employee engagement is shaped by experience at work, as measured by nine themes in the survey shown below.

| Engagement Index   | My work            |
|--------------------|--------------------|
| Organisational     |                    |
| objectives and     |                    |
| purpose            |                    |
| 54                 |                    |
| %                  |                    |
| 68                 |                    |
| %                  |                    |
| 83                 |                    |
| %                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +1                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +1                 |                    |
| Difference from    |                    |
| previous survey    |                    |
| 0                  |                    |
| Difference from    |                    |
| CS2015             |                    |
| -5                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2015             |                    |
| -6                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2015             |                    |
| 0                  |                    |
| -9                 |                    |
| -                  |                    |
| -10                |                    |
| -                  |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Learning and       | Inclusion and fair |
| development        | treatment          |
| 43                 |                    |
| %                  |                    |
| 67                 |                    |
| %                  |                    |
| 64                 |                    |
| %                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +4                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +2                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +2                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2015             |                    |
| -6                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2015             |                    |
| -7                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2015             |                    |
| -9                 |                    |
| -                  |                    |
| -13                |                    |
| -                  |                    |
| -11                |                    |
| -                  |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Difference from CS |                    |
| High Performers    |                    |

Strength of association with engagement
- Statistically significant difference from comparison

| My manager         |   My team |
|--------------------|-----------|
| 60                 |           |
| %                  |           |
| 71                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| +1                 |           |
| Difference from    |           |
| previous survey    |           |
| +1                 |           |
| Difference from    |           |
| CS2015             |           |
| -8                 |           |
| -                  |           |
| Difference from    |           |
| CS2015             |           |
| -9                 |           |
| -                  |           |
| -4                 |           |
| -                  |           |
| -11                |           |
| -                  |           |
| -12                |           |
| -                  |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |
| Leadership and     |           |
| Pay and benefits   |           |
| managing change    |           |
| 36                 |           |
| %                  |           |
| 33                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| +2                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +1                 |           |
| Difference from    |           |
| CS2015             |           |
| +6                 |           |
| -                  |           |
| Difference from    |           |
| CS2015             |           |
| -10                |           |
| -                  |           |
| -13                |           |
| -                  |           |
| -1                 |       -18 |
| -                  |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |

Returns : 3,588
Response rate : 61%
Strength of association with engagement
- Statistically significant difference from comparison

Difference 
Difference 

## Wellbeing

Theme 
from 
Difference 
from CS 
Strength of 
association 
score % 
previous 
from 
High 
with 
engagement
survey
CS2015
Performers
Positive

The table below shows how you performed on each of the nine themes ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details.

Drivers of Engagement

Leadership and managing change
33%
+1
-10 —
-18—
My work
68%
+1
-6 —
-10—
Overall, how satisfied are you with your life nowadays?
Overall, how happy did you feel yesterday?
Overall, how anxious did you feel yesterday?
My manager
60%
+1
-8 —
-11—
Overall, to what extent do you feel that the things you do in your life are worthwhile?
Resources and workload
64%
+2—
-9 —
-13—

## Discrimination, Bullying And Harassment

Pay and benefits
36%
+2—
+6 —
-1
Learning and development
43%
+4—
-6 —
-13—
During the past 12 months have you personally experienced discrimination at work?
During the past 12 months have you personally experienced bullying or harassment at work?
Organisational objectives and purpose
83%
0
0
-4—
Inclusion and fair treatment
67%
+2—
-7 —
-11—
My team
71%
+1
-9 —
-12—

Returns : 3,588
Response rate : 61%

My work
68% +1
Difference 
from previous survey
Strength of association with engagement
B01 I am interested in my work
89%
0
0
-2 —
B02 I am sufficiently challenged by my work
79%
+1
0
-4 —
B03 My work gives me a sense of personal accomplishment
75%
+2 —
0
-3 —
B04 I feel involved in the decisions that affect my work
45%
+2 —
-11 —
-19 —
B05 I have a choice in deciding how I do my work
54%
+2 —
-20 —
-25 —
Organisational objectives and purpose
83%
0
Difference from previous survey
Strength of association with engagement
B06 I have a clear understanding of the CPS purpose
85%
0
0
-4 —
B07 I have a clear understanding of the CPS objectives
81%
0
+2 —
-3 —
B08 I understand how my work contributes to the CPS objectives
82%
-1
-1
-5 —

- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 3,588
Response rate : 61%

My manager
60% +1
Difference 
from previous survey
Strength of association with engagement
B09 My manager motivates me to be more effective in my job
60%
+1
-8 —
-12 —
B10 My manager is considerate of my life outside work
72%
+1
-10 —
-13 —
B11 My manager is open to my ideas
68%
-1
-12 —
-16 —
B12 My manager helps me to understand how I contribute to the CPS objectives
59%
+1
-4 —
-9 —
B13 Overall, I have confidence in the decisions made by my manager
64%
+1
-8 —
-13 —
B14 My manager recognises when I have done my job well
71%
0
-8 —
-10 —
B15 I receive regular feedback on my performance
59%
+1
-7 —
-11 —
B16 The feedback I receive helps me to improve my performance
55%
+1
-7 —
-10 —
B17 I think that my performance is evaluated fairly
59%
+3 —
-3 —
-9 —
B18 Poor performance is dealt with effectively in my team
34%
+1
-5 —
-10 —
My team
71% +1
Difference from previous survey
Strength of association with engagement
B19 The people in my team can be relied upon to help when things get difficult in my 
job
80%
+2 —
-4 —
-7 —
B20 The people in my team work together to find ways to improve the service we 
provide
75%
+2 —
-5 —
-9 —
B21 The people in my team are encouraged to come up with new and better ways of 
doing things
58%
-1
-16 —
-20 —

- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 3,588
Response rate : 61%
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
Learning and 
development
43% +4
Difference 
from previous survey
Strength of association with engagement
% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
B22 I am able to access the right learning and development opportunities when I need 
to
58%
+6 —
-5 —
-9 —
B23
Learning and development activities I have completed in the past 12 months have helped to improve my performance
48%
+5 —
-4 —
-10 —
B24 There are opportunities for me to develop my career in the CPS
30%
+1
-11 —
-19 —
B25
Learning and development activities I have completed while working for the CPS are 
helping me to develop my career
36%
+3 —
-8 —
-14 —
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
Inclusion and fair treatment
67% +2
Difference from previous survey
Strength of association with engagement
B26 I am treated fairly at work
70%
+3 —
-8 —
-11 —
B27 I am treated with respect by the people I work with
80%
+2 —
-4 —
-7 —
B28 I feel valued for the work I do
54%
+2 —
-10 —
-15 —
B29
I think that the CPS respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
65%
+2 —
-7 —
-13 —

## Returns : 3,588 Response Rate : 61% All Questions By Theme Resources And Workload 64% +2

Difference 
from previous survey
Strength of association with engagement
B30 In my job, I am clear what is expected of me
82%
0
-1 —
-4 —
B31 I get the information I need to do my job well
57%
+2 —
-12 —
-16 —
B32 I have clear work objectives
74%
+2 —
-1 —
-6 —
B33 I have the skills I need to do my job effectively
85%
0
-3 —
-5 —
B34 I have the tools I need to do my job effectively
54%
+3 —
-15 —
-20 —
B35 I have an acceptable workload
44%
+3 —
-15 —
-20 —
B36 I achieve a good balance between my work life and my private life
51%
+2 —
-16 —
-21 —

## Pay And Benefits 36% +2

Difference from previous survey
Strength of association with engagement
B37 I feel that my pay adequately reflects my performance
33%
+2 —
+2 —
-4 —
B38 I am satisfied with the total benefits package
39%
+2 —
+6 —
0
B39 Compared to people doing a similar job in other organisations I feel my pay is 
reasonable
34%
+1 —
+9 —
+2 —

- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 3,588
Response rate : 61%
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

| Agree    |
|----------|
| disagree |

## Leadership And Managing Change

% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
B40 I feel that the CPS as a whole is managed well
32%
0
-13 —
-24 —
B41
Senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) in the CPS are sufficiently visible
44%
+1
-9 —
-22 —
B42
I believe the actions of senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) are consistent with the CPS values
41%
0
-4 —
-15 —
B43 I believe that the CPS Board has a clear vision for the future of the CPS
31%
-2 —
-11 —
-23 —
B44
Overall, I have confidence in the decisions made by the CPS senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs)
31%
0
-10 —
-20 —
B45 I feel that change is managed well in the CPS
23%
-1
-7 —
-16 —
B46 When changes are made in the CPS they are usually for the better
21%
+1 —
-6 —
-14 —
B47 The CPS keeps me informed about matters that affect me
44%
+2 —
-12 —
-20 —
B48 I have the opportunity to contribute my views before decisions are made that 
affect me
33%
+5 —
-3 —
-11 —
B49 I think it is safe to challenge the way things are done in the CPS
32%
0
-9 —
-18 —

Returns : 3,588
Response rate : 61%
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

## All Questions By Theme Engagement Strongly

agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
B50 I am proud when I tell others I am part of the CPS
48%
0
-9 —
-18 —
B51 I would recommend the CPS as a great place to work
31%
0
-16 —
-27 —
B52 I feel a strong personal attachment to the CPS
53%
+2 —
+6 —
-1
B53 The CPS inspires me to do the best in my job
38%
+1
-6 —
-13 —
B54 The CPS motivates me to help it achieve its objectives
36%
+1
-6 —
-13 —

## Taking Action Strongly

agree
Agree
Neither
Disagree
Strongly 
disagree
B55
I believe that senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) in the CPS will take action on the results from this survey
37%
+2 —
-6 —
-18 —
B56 I believe that managers where I work will take action on the results from this 
survey
45%
+2 —
-10 —
-17 —
B57 Where I work, I think effective action has been taken on the results of the last 
survey
32%
+3 —
-1 —
-10 —

Returns : 3,588
Response rate : 61%

## All Questions By Theme Organisational Culture Strongly

B58 I am trusted to carry out my job effectively
83%
+2 —
-5 —
-7 —
B59 I believe I would be supported if I try a new idea, even if it may not work
52%
+2 —
-16 —
-20 —
B60 My performance is evaluated based on whether I get things done, rather than 
solely follow processes
49%
+1
-16 —
-21 —
B61 When I talk about the CPS I say "we" rather than "they"
64%
+2 —
-6 —
-14 —
B62 I have some really good friendships at work
81%
+1
+6 —
+2 —

## Leadership Statement Strongly

B63 My manager inspires my team to do our best
60%
--
-7 —
-11 —
B64
Senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) inspire people across the CPS to do their best
33%
--
-4 —
-13 —
B65 My manager leads our team with confidence
61%
--
-9 —
-15 —
B66
Senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) lead the CPS with confidence
39%
--
-8 —
-18 —
B67 My manager empowers me to do my job effectively
57%
--
-15 —
-19 —
B68
The CPS senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) empower teams to deliver
31%
--
-9 —
-17 —
B69
Senior managers (DPP, Chief Executive, HQ Directors/Deputies, CCPs, DCCPs, ABMs, BCDMs) in the CPS actively role model the behaviours set out in the Civil Service Leadership Statement
32%
--
-4 —
-12 —
B70 My manager actively role models the behaviours set out in the Civil Service 
Leadership Statement
50%
--
-7 —
-12 —

- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers
agree
Agree
Neither
Disagree
Strongly 
disagree

## Returns : 3,588 Response Rate : 61%

- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

## All Questions By Theme Wellbeing

% Positive
Difference 
from previous 
survey
Difference 
from CS2015
Difference 
from CS High 
Performers

Unlike the questions B01-B70 which ask people to rate their agreement from strongly agree to strongly disagree, the four wellbeing questions use a 11-point scale. The scale ranges from 0 to 10 for each question, where 0 is equivalent to 'not at all' (e.g. 'not at all satisfied' or 'not at all worthwhile') and where 10 is equivalent to 'completely' (e.g. '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?
57%
+1
-8 —
-11 —
W02 Overall, to what extent do you feel that the things you do in your life are 
worthwhile?
67%
+1 —
-4 —
-7 —
W03 Overall, how happy did you feel yesterday?
56%
+2 —
-6 —
-9 —
For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.
W04 Overall, how anxious did you feel yesterday?
42%
0
-8 —
-10 —

Returns : 3,588
Response rate : 61%

## All Questions By Theme Your Plans For The Future

C01. Which of the following statements most reflects your current thoughts about working for the CPS?

I want to leave the CPS as soon as possible
12%
-1
+3 —
0
I want to leave the CPS within the next 12 months
13%
+3 —
-2 —
-6 —
I want to stay working for the CPS for at least the next year
24%
0
-8 —
-14 —
I want to stay working for the CPS for at least the next three years
51%
-2
+8 —
0

## The Civil Service Code

Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code?
90%
+2 —
-1 —
-5 —
D02. Are you aware of how to raise a concern under the Civil Service Code?
64%
+4 —
-2 —
-8 —
D03. Are you confident that if you raised a concern under the Civil Service Code in the CPS it would be investigated properly?
58%
+2 —
-10 —
-15 —

- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Difference from 
previous survey
Difference from 
CS2015
Difference from 
CS High 
Performers
% Yes
%
No
% Yes
Difference from 
previous survey
Difference from 
CS2015
Difference from 
CS High 
Performers

## Returns : 3,588 Response Rate : 61% All Questions By Theme Discrimination, Harassment And Bullying

E01. During the past 12 months, have you personally experienced discrimination at work?

E03. During the past 12 months, have you personally experienced bullying or harassment at work?

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)
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey Returns : 3,588
Response rate : 61%

## All Questions By Theme Crown Prosecution Service Questions Strongly

| F01                                                                                   | I demonstrate the CPS values through my actions                                  |
|---------------------------------------------------------------------------------------|----------------------------------------------------------------------------------|
| 85%                                                                                   |                                                                                  |
| +7                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F02                                                                                   | My direct line manager demonstrates the CPS values through their actions         |
| 71%                                                                                   |                                                                                  |
| +3                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F03                                                                                   | I believe that the CPS is committed to supporting my Health and Wellbeing        |
| 45%                                                                                   |                                                                                  |
| --                                                                                    |                                                                                  |
| F04                                                                                   | I believe the CPS works constructively with the Departmental Trade Unions        |
| 36%                                                                                   |                                                                                  |
| --                                                                                    |                                                                                  |
| F05                                                                                   | I am aware of sources of support that are available to me as a CPS employee      |
| 82%                                                                                   |                                                                                  |
| --                                                                                    |                                                                                  |
| F06                                                                                   | I believe that change is managed well in my Area/Directorate/Division            |
| 33%                                                                                   |                                                                                  |
| +2                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F07                                                                                   |                                                                                  |
| My local Senior Management Team is sufficiently visible (CCP and ABM/HQ               |                                                                                  |
| Director/Casework Director/Head of Division)                                          |                                                                                  |
| 52%                                                                                   |                                                                                  |
| 0                                                                                     |                                                                                  |
| F08                                                                                   |                                                                                  |
| I have arrangements in place to ensure I spend at least five days per year on my      |                                                                                  |
| personal development this year                                                        |                                                                                  |
| Yes: 38%          No: 62%                                                             |                                                                                  |
| 38%                                                                                   |                                                                                  |
| +3                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F09                                                                                   |                                                                                  |
| I am kept informed of local and national news through the use of Team Talk at regular |                                                                                  |
| team briefings/meetings^                                                              |                                                                                  |
| 60%                                                                                   |                                                                                  |
| -3                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F10                                                                                   | I believe the Digital Business Programme is supporting the CPS to work digitally |
| 50%                                                                                   |                                                                                  |
| --                                                                                    |                                                                                  |
| F11                                                                                   | My role contributes to providing a positive experience for Victims and Witnesses |
| 66%                                                                                   |                                                                                  |
| -2                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F12                                                                                   |                                                                                  |
| I have discussed my Individual Learning Account (ILA) with my line manager and agreed |                                                                                  |
| how that funding will be used to support my personal development^                     |                                                                                  |
| Yes: 61%          No: 39%                                                             |                                                                                  |
| 61%                                                                                   |                                                                                  |
| +6                                                                                    |                                                                                  |
| -                                                                                     |                                                                                  |
| F13                                                                                   | I am committed to the CPS purpose of delivering justice                          |
| 93%                                                                                   |                                                                                  |
| --                                                                                    |                                                                                  |
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey

Response rate : 61%

## All Questions By Theme Crown Prosecution Service Questions

F14
I believe that the CPS is committed to building and maintaining an inclusive workforce that treats all its employees fairly
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

| Civil Service People Survey 2015   | Returns : 3,588   | Response rate : 61%   |
|------------------------------------|-------------------|-----------------------|

## Appendix Glossary Of Key Terms

| % positive                                                                                                             | The proportion who selected either "agree" or "strongly agree" for a question (or all questions within a theme in the case of                             |
|------------------------------------------------------------------------------------------------------------------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------|
| Theme score % positive)                                                                                                |                                                                                                                                                           |
| .                                                                                                                      |                                                                                                                                                           |
| Previous survey                                                                                                        | Comparisons to the previous survey relate to the results from the 2014 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. |                                                                                                                                                           |
| CS2015                                                                                                                 | The CS2015 benchmark is the median percent positive across all organisations that participated in the 2015 Civil Service People Survey.                   |
| CS High Performers                                                                                                     | For each question, this is the upper quartile score across all organisations that have taken part in the 2015 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, CS2015 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 and 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 illustrated by a 4-bar icon, as shown below. Themes with a full 4-bar icon have the strongest association with engagement.

strength of association the analysis has not identified a

## Confidentiality

The survey was carried out as part of the 2015 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all 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.