## Orr Your Engagement Index

The three elements of engagement and their component questions are:

   
 Say: speaks positively of the organisation... 
% Positive 
B50. I am proud when I tell others I am part of ORR 
43% 
+2 
-10 
B51. I would recommend ORR as a great place to work 
37% 
-4 
-9 
Stay: emotionally attached and committed to the organisation... 
B52. I feel a strong personal attachment to ORR 
34% 
-3 
-10 
Strive: motivated to do the best for the organisation... 
B53. ORR inspires me to do the best in my job 
36% 
-1 
-5 
B54. ORR motivates me to help it achieve its objectives 
34% 
-1 
-4 

The results for the engagement questions are shown in detail on page 8 

## Drivers Of Engagement

Employee engagement is shaped by experiences at work, as measured by nine themes in the survey. The table below shows how you performed on each of these themes, ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details. 

Strength of 
association with 
engagement 
Theme score 
% positive 
Leadership and managing change 
35% 
-1 
-6 
-15 
My work 
78% 
+1 
+6 
+2 
Resources and workload 
73% 
0 
-1 
-4 
Pay and benefits 
40% 
-6 
+10 
+5 
My line manager 
67% 
0 
+1 
-2 
Learning and development 
47% 
-1 
+3 
-5 
Organisational objectives and purpose 
71% 
-2 
-11 
-16 
My team 
83% 
+2 
+5 
+2 
Inclusion and fair treatment 
74% 
+4 
-1 
-3 
Returns: 223 
Response rate: 78% 

See the appendix for further details 

Difference from 
previous 
survey 
Difference from 
CS2012 

= Statistically significant difference from comparison 

Difference from 
previous 
survey 
Difference from 
CS High 
Performers 
Difference from 
CS2012 

= Statistically significant difference from comparison 

## Top Three Key Driver Themes In More Detail The Three Themes Which Have The Strongest Association With Engagement Are Shown Below. Questions Are Ranked By Difference From Cs2012.

^ indicates a variation in question wording from your previous survey
Diff. from
indicates statistically significant difference from comparison 
previous 
Difference from 
% Positive 
survey 
CS2012  
Leadership and managing change 
Strength of association with engagement:  
B48. I have the opportunity to contribute my views before decisions are made that affect me 
-2 
+5
41% 
B44. Overall, I have confidence in the decisions made by ORR's Directors and deputies 
38% 
+2 
-1 
B41. Directors and deputies in ORR are sufficiently visible 
46% 
-8 
-2 
B49. I think it is safe to challenge the way things are done in ORR 
38% 
+4 
-2 
B46. When changes are made in ORR they are usually for the better 
21% 
-4 
-4 
B47. ORR keeps me informed about matters that affect me 
52% 
-7 
-5 
B42. I believe the actions of Directors and deputies are consistent with ORR's values 
36% 
+1 
-6 
B43. I believe that the Board has a clear vision for the future of ORR 
30% 
+6 
-9 
B45. I feel that change is managed well in ORR 
16% 
-4 
-13 
B40. I feel that ORR as a whole is managed well 
29% 
0 
-14 
My work 
Strength of association with engagement: 
B05. I have a choice in deciding how I do my work 
85% 
+4 
+13 
B04. I feel involved in the decisions that affect my work 
59% 
-1 
+6 
B02. I am sufficiently challenged by my work 
82% 
+1 
+6 
B03. My work gives me a sense of personal accomplishment 
77% 
0 
+4 
B01. I am interested in my work 
90% 
+1 
0 
Resources and workload 
Strength of association with engagement: 
B33. I have the skills I need to do my job effectively 
93% 
+3 
+4 
B30. In my job, I am clear what is expected of me 
86% 
+5 
+2 
B35. I have an acceptable workload 
62% 
-1 
+2 
B36. I achieve a good balance between my work life and my private life 
67% 
0 
-1 
B34. I have the tools I need to do my job effectively 
68% 
+1 
-3 
B31. I get the information I need to do my job well 
64% 
+5 
-4 
B32. I have clear work objectives 
68% 
-10 
-7 

This section shows the results for each question in the survey, by theme. ^  indicates a variation in question wording from your previous survey
     indicates statistically significant difference from comparison

| %        |
|----------|
| %        |
| %        |
| Strongly |
| agree    |

## My Work

:Strength of association with engagement
6
%
4
%
4 4
%
4 6
%
B01. I am interested in my work
0
%
90%
+1
0
-2
8
%
8
%
3 7
%
4 5
%
B02. I am sufficiently challenged by my work
2
%
82%
+1
+6
+2
9
%
3 2
%
4 5
%
1 1
%
B03. My work gives me a sense of personal accomplishment
3
%
77%
0
+4
-1
1 4
%
4 5
%
1 9
%
1 8
%
B04. I feel involved in the decisions that affect my work
5
%
59%
-1
+6
-1
7
%
6
%
2 7
%
5 8
%
B05. I have a choice in deciding how I do my work
2
%
85%
+4
+13
+8

## Organisational Objectives And Purpose

:Strength of association with engagement
8
%
2 4
%
5 2
%
1 3
%
B06. I have a clear understanding of ORR's purpose
3
%
76%
-4
-8
-14
1 6
%
5 0
%
1 9
%
1 2
%
B07. I have a clear understanding of ORR's objectives
4
%
66%
0
-13
-19
7
%
1 9
%
5 3
%
1 8
%
B08. I understand how my work contributes to ORR's objectives
2
%
72%
-2
-9
-14
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2012          |
| Difference from |
| CS High         |
| Performers      |

This section shows the results for each question in the survey, by theme. ^  indicates a variation in question wording from your previous survey
     indicates statistically significant difference from comparison

| %        |
|----------|
| %        |
| %        |
| Strongly |
| agree    |

## My Line Manager

:Strength of association with engagement
2 3
%
4 3
%
2 2
%
1 0
%
B09. My manager motivates me to be more effective in my job
3
%
66%
-4
0
-3
1
%
3 5
%
5 1
%
1 0
%
B10. My manager is considerate of my life outside work
2
%
86%
+5
+5
+3
3
%
3 6
%
4 8
%
1 0
%
B11. My manager is open to my ideas
2
%
85%
0
+6
+2
1 4
%
4 6
%
2 7
%
1 0
%
2
%
61%
+2
0
-5
B12. My manager helps me to understand how I contribute to ORR's 
objectives
6
%
3 0
%
4 3
%
1 8
%
B13. Overall, I have confidence in the decisions made by my manager
3
%
73%
-1
+2
-2
5
%
2 8
%
5 2
%
1 2
%
B14. My manager recognises when I have done my job well
2
%
80%
+1
+3
+1
2 1
%
4 5
%
1 8
%
1 4
%
B15. I receive regular feedback on my performance
2
%
66%
0
+3
-2
2 1
%
3 7
%
2 7
%
1 1
%
B16. The feedback I receive helps me to improve my performance
4
%
59%
-2
-1
-4
1 6
%
4 0
%
2 3
%
1 5
%
B17. I think that my performance is evaluated fairly
5
%
57%
-5
-6
-11
9
%
7
%
2 8
%
4 9
%
B18. Poor performance is dealt with effectively in my team
6
%
38%
+2
+1
-4

## My Team

:Strength of association with engagement
9
%
2
%
3 5
%
5 2
%
1
%
87%
+3
+4
+1
B19. The people in my team can be relied upon to help when things get difficult in my job
3
%
2 9
%
5 4
%
1 3
%
2
%
82%
+3
+3
+1
B20. The people in my team work together to find ways to improve the service 
we provide

B21. The people in my team are encouraged to come up with new and better ways of doing things

| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2012          |
| Difference from |
| CS High         |
| Performers      |

This section shows the results for each question in the survey, by theme. ^  indicates a variation in question wording from your previous survey
     indicates statistically significant difference from comparison

| %        |
|----------|
| %        |
| %        |
| Strongly |
| agree    |

## Learning And Development

:Strength of association with engagement
1 2
%
4 9
%
2 6
%
1 1
%
2
%
61%
-1
+3
-4
B22. I am able to access the right learning and development opportunities when I need to
1 0
%
4 6
%
3 1
%
1 1
%
2
%
56%
-5
+10
+4
B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance
6
%
2 6
%
3 0
%
2 4
%
B24. There are opportunities for me to develop my career in ORR
1 4
%
32%
+1
-4
-11
7
%
3 3
%
3 8
%
1 6
%
6
%
40%
-1
+1
-6
B25. Learning and development activities I have completed while working for 
ORR are helping me to develop my career

## Inclusion And Fair Treatment

:Strength of association with engagement
6
%
2 4
%
5 5
%
1 3
%
B26. I am treated fairly at work
2
%
78%
+7
0
-3
8
%
3
%
2 8
%
6 0
%
B27. I am treated with respect by the people I work with
1
%
88%
+2
+4
+2
8
%
1 5
%
4 9
%
2 2
%
B28. I feel valued for the work I do
6
%
64%
-2
+2
-3
9
%
1 6
%
5 0
%
2 1
%
5
%
65%
+9
-6
-13
B29. I think that ORR respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2012          |
| Difference from |
| CS High         |
| Performers      |

This section shows the results for each question in the survey, by theme. ^  indicates a variation in question wording from your previous survey
     indicates statistically significant difference from comparison

| %        |
|----------|
| %        |
| %        |
| Strongly |
| agree    |

## Resources And Workload

:Strength of association with engagement
8
%
4
%
1 9
%
6 7
%
B30. In my job, I am clear what is expected of me
2
%
86%
+5
+2
-1
1 0
%
5 4
%
2 0
%
1 2
%
B31. I get the information I need to do my job well
3
%
64%
+5
-4
-8
1 3
%
5 5
%
2 0
%
1 0
%
B32. I have clear work objectives
3
%
68%
-10
-7
-11
5
%
2
%
3 2
%
6 1
%
B33. I have the skills I need to do my job effectively
0
%
93%
+3
+4
+2
1 7
%
5 2
%
2 0
%
1 0
%
B34. I have the tools I need to do my job effectively
2
%
68%
+1
-3
-7
9
%
5 3
%
1 6
%
1 7
%
B35. I have an acceptable workload
5
%
62%
-1
+2
-4
1 3
%
5 4
%
1 8
%
1 2
%
B36. I achieve a good balance between my work life and my private life
3
%
67%
0
-1
-6

## Pay And Benefits

:Strength of association with engagement
3
%
4 1
%
2 6
%
2 0
%
B37. I feel that my pay adequately reflects my performance
1 1
%
44%
-3
+13
+7
3
%
3 5
%
2 7
%
2 6
%
B38. I am satisfied with the total benefits package
9
%
38%
-10
+5
-1
5
%
3 5
%
2 9
%
1 9
%
1 3
%
39%
-5
+14
+7
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2012          |
| Difference from |
| CS High         |
| Performers      |

This section shows the results for each question in the survey, by theme. ^  indicates a variation in question wording from your previous survey
     indicates statistically significant difference from comparison

| %        |
|----------|
| %        |
| %        |
| Strongly |
| agree    |

## Leadership And Managing Change

:Strength of association with engagement
4
%
2 5
%
3 0
%
3 0
%
B40. I feel that ORR as a whole is managed well
1 0
%
29%
0
-14
-28
6
%
4 1
%
2 7
%
2 2
%
B41. Directors and deputies in ORR are sufficiently visible
5
%
46%
-8
-2
-14
5
%
3 1
%
4 0
%
1 7
%
7
%
36%
+1
-6
-18
B42. I believe the actions of Directors and deputies are consistent with ORR's values
2
%
2 8
%
3 6
%
2 2
%
B43. I believe that the Board has a clear vision for the future of ORR
1 2
%
30%
+6
-9
-21
5
%
3 3
%
3 6
%
1 9
%
6
%
38%
+2
-1
-13
B44. Overall, I have confidence in the decisions made by ORR's Directors and deputies
1
%
1 5
%
3 6
%
3 3
%
B45. I feel that change is managed well in ORR
1 4
%
16%
-4
-13
-23
2
%
1 9
%
4 2
%
2 9
%
B46. When changes are made in ORR they are usually for the better
8
%
21%
-4
-4
-15
4
%
4 8
%
2 8
%
1 5
%
B47. ORR keeps me informed about matters that affect me
6
%
52%
-7
-5
-12
3
%
3 8
%
3 1
%
2 1
%
8
%
41%
-2
+5
-1
B48. I have the opportunity to contribute my views before decisions are made that affect me
4
%
3 5
%
2 6
%
2 4
%
B49. I think it is safe to challenge the way things are done in ORR
1 1
%
38%
+4
-2
-8
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2012          |
| Difference from |
| CS High         |
| Performers      |

This section shows the results for each question in the survey, by theme. ^  indicates a variation in question wording from your previous survey
     indicates statistically significant difference from comparison

| %        |
|----------|
| %        |
| %        |
| Strongly |
| agree    |

## Engagement

5
%
3 8
%
3 7
%
1 6
%
B50. I am proud when I tell others I am part of ORR
4
%
43%
+2
-10
-21
6
%
3 1
%
4 0
%
1 8
%
B51. I would recommend ORR as a great place to work
5
%
37%
-4
-9
-21
7
%
2 7
%
3 4
%
2 2
%
B52. I feel a strong personal attachment to ORR
1 0
%
34%
-3
-10
-18
5
%
3 1
%
3 6
%
2 2
%
B53. ORR inspires me to do the best in my job
7
%
36%
-1
-5
-14
3
%
3 1
%
3 3
%
2 4
%
B54. ORR motivates me to help it achieve its objectives
9
%
34%
-1
-4
-13

## Taking Action

5
%
4 6
%
2 8
%
1 6
%
5
%
51%
+6
+8
-3
B55. I believe that Directors and deputies in ORR will take action on the results from this survey
1 0
%
4 9
%
2 4
%
1 4
%
3
%
59%
0
+7
-1
B56. I believe that managers where I work will take action on the results from this survey
6
%
2 1
%
4 7
%
1 9
%
7
%
26%
-8
-5
-13
B57. Where I work, I think effective action has been taken on the results of the last survey
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2012          |
| Difference from |
| CS High         |
| Performers      |

## All Questions By Theme Your Plans For The Future C01. Which Of The Following Statements Most Reflects Your Current Thoughts About Working For Orr?

I want to leave ORR as soon as possible 
10% 
0 
+2 
0 
I want to leave ORR within the next 12 months 
17% 
-1 
+5 
0 
I want to stay working for ORR for at least the next year 
43% 
+5 
+14 
+9 
I want to stay working for ORR for at least the next three years 
31% 
-4 
-21 
-29 

## The Civil Service Code Differences Are Based On '% Yes' Score

D01. Are you aware of the Civil Service Code? 
88% 
-2 
0 
-5 
D02. Are you aware of how to raise a concern under the Civil Service Code? 
67% 
+5 
+4 
-3 
66% 
+7 
-1 
-5
D03. Are you confident that if you raised a concern under the Civil Service Code in ORR it would be investigated properly? 

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

Difference from
previous survey
Difference from
CS2012
Difference from
CS High
Performers 
% Yes 
% No 
% Yes
Difference from
previous survey
Difference from
CS2012
Difference from
CS High
Performers

## Discrimination, Harassment And Bullying

Please note: Counts of fewer than ten responses are suppressed and replaced with '--'
Please note: Counts of fewer than ten responses are suppressed and replaced with '--'

## Appendix Glossary Of Key Terms

The proportion who selected either "agree" or "strongly agree" for a question (or all questions within a theme in the
% positive 
case of **Theme score % positive**). 
Comparisons to the previous survey relate to the results from the 2011 Civil Service People Survey. Where a 
Previous survey 
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 CS2012 benchmark is the median percent positive across all organisations that participated in the 2012 Civil
CS2012 
Service People Survey. 
CS High 
For each question, this is the upper quartile score across all organisations that have taken part in the 2012 Civil 
Performers 
Service People Survey. 

## Rounding

Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy. 

## Statistical Significance:

Statistical testing has been carried out on the comparisons between this year's results and your previous survey, CS2012 results and CS High Performers results to identify differences that are statistically significant. You can therefore be confident that the difference represents a real difference in opinion between the results. 

## The Employee Engagement Index

The survey includes five questions that make up the engagement index (B50-B54). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions 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 show below. Themes with a full 4-bar icon have the strongest association with engagement. 

## Strength Of Association With Engagement

the analysis has not identified a significant association with engagement 

## Confidentiality

This survey was carried out as part of the 2012 Civil Service People Survey, which 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.