## Hmrc 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 HMRC
28%
+5
-28
B51. I would recommend HMRC as a great place to work
24%
+3
-21
Stay: emotionally attached and committed to the organisation...
B52. I feel a strong personal attachment to HMRC
31%
+4
-14
Strive: motivated to do the best for the organisation...
B53. HMRC inspires me to do the best in my job
26%
+5
-17
B54. HMRC motivates me to help it achieve its objectives
25%
+5
-15

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
Leadership and managing change
29%
+5
-13
-22
My work
65%
+8
-9
-13
Pay and benefits
25%
0
-5
-10
My manager
66%
+4
-1
-4
Learning and development
45%
+5
-2
-9
Resources and workload
70%
+2
-4
-7
Organisational objectives and purpose
79%
+5
-3
-8
My team
82%
+4
+3
+1
Inclusion and fair treatment
71%
+2
-3
-7
Returns: 30,725
Response rate: 43%

See the appendix for further details

Difference from
previous
Difference from
survey
CS2013

= Statistically significant difference from comparison

|                                                        | Difference from   | Difference from    |
|--------------------------------------------------------|-------------------|--------------------|
| previous                                               | Difference from   | CS High            |
| survey                                                 | CS2013            | Performers         |
| % positive                                             |                   |                    |
| = 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 CS2013.

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

Diff. from previous 
CS2013
survey
% Positive
Leadership and managing change
Strength of association with engagement:
B49. I think it is safe to challenge the way things are done in HMRC
33%
+4
-5
B45. I feel that change is managed well in HMRC
20%
+4
-8
B46. When changes are made in HMRC they are usually for the better
17%
+3
-10
B48. I have the opportunity to contribute my views before decisions are made that affect me
25%
+6
-11
B42. I believe the actions of senior managers are consistent with HMRC's values
32%
+5
-11
B41. Senior managers in HMRC are sufficiently visible
38%
+5
-13
B43. I believe that ExCom has a clear vision for the future of HMRC
28%
+5
-13
B47. HMRC keeps me informed about matters that affect me
45%
+5
-13
B44. Overall, I have confidence in the decisions made by HMRC's senior managers
23%
+5
-17
B40. I feel that HMRC as a whole is managed well
26%
+5
-17
My work
Strength of association with engagement:
B02. I am sufficiently challenged by my work
75%
+9
-3
B01. I am interested in my work
82%
+5
-7
B04. I feel involved in the decisions that affect my work
46%
+10
-8
B03. My work gives me a sense of personal accomplishment
66%
+9
-9
B05. I have a choice in deciding how I do my work
55%
+8
-18
Pay and benefits
Strength of association with engagement:
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable
23%
0
-2
B37. I feel that my pay adequately reflects my performance
25%
+1
-4
B38. I am satisfied with the total benefits package
26%
0
-7

 ^  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
%
3 1
%
5 1
%
1 0
%
B01. I am interested in my work
2
%
82%
+5
-7
-10
2 9
%
4 6
%
1 1
%
1 0
%
B02. I am sufficiently challenged by my work
4
%
75%
+9
-3
-6
2 0
%
4 6
%
1 6
%
1 3
%
B03. My work gives me a sense of personal accomplishment
5
%
66%
+9
-9
-13
1 0
%
3 5
%
1 9
%
2 3
%
B04. I feel involved in the decisions that affect my work
1 2
%
46%
+10
-8
-15
1 4
%
4 0
%
1 6
%
1 9
%
B05. I have a choice in deciding how I do my work
1 1
%
55%
+8
-18
-22

## Organisational Objectives And Purpose

:Strength of association with engagement
5
%
2 0
%
6 0
%
1 2
%
B06. I have a clear understanding of HMRC's purpose
2
%
80%
+5
-5
-9
6
%
1 9
%
5 9
%
1 4
%
B07. I have a clear understanding of HMRC's objectives
3
%
77%
+5
-2
-8
5
%
2 1
%
5 9
%
1 2
%
B08. I understand how my work contributes to HMRC's objectives
2
%
80%
+6
-2
-6
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

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

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

## My Manager

:Strength of association with engagement
1 8
%
4 6
%
1 9
%
1 2
%
B09. My manager motivates me to be more effective in my job
5
%
65%
+5
-1
-5
6
%
2 9
%
4 7
%
1 5
%
B10. My manager is considerate of my life outside work
3
%
76%
+1
-4
-8
6
%
2 6
%
5 1
%
1 4
%
B11. My manager is open to my ideas
3
%
77%
+4
-2
-6
9
%
1 6
%
4 8
%
2 3
%
3
%
65%
+8
+3
-2
B12. My manager helps me to understand how I contribute to HMRC's 
objectives
9
%
2 2
%
4 6
%
1 8
%
B13. Overall, I have confidence in the decisions made by my manager
5
%
68%
+3
-3
-8
7
%
2 6
%
5 1
%
1 3
%
B14. My manager recognises when I have done my job well
3
%
77%
+3
0
-3
2 0
%
5 0
%
1 5
%
1 2
%
B15. I receive regular feedback on my performance
4
%
70%
+7
+6
+2
1 7
%
4 4
%
2 3
%
1 1
%
B16. The feedback I receive helps me to improve my performance
4
%
62%
+7
+2
-3
1 5
%
4 6
%
2 1
%
1 2
%
B17. I think that my performance is evaluated fairly
6
%
61%
+1
-2
-6
9
%
3 2
%
3 6
%
1 4
%
B18. Poor performance is dealt with effectively in my team
8
%
42%
+5
+3
0

## My Team

:Strength of association with engagement
9
%
4
%
3 4
%
5 1
%
1
%
86%
+2
+2
0
B19. The people in my team can be relied upon to help when things get difficult in my job
5
%
3 2
%
5 1
%
1 1
%
1
%
83%
+4
+3
+1
B20. The people in my team work together to find ways to improve the service we provide
77%
+7
+4
0
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 |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

 ^  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 0
%
5 2
%
2 0
%
1 4
%
4
%
62%
+4
+1
-3
B22. I am able to access the right learning and development opportunities when I need to
9
%
3 7
%
3 0
%
1 8
%
6
%
46%
+7
-2
-8
B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance
7
%
3 3
%
2 6
%
2 1
%
B24. There are opportunities for me to develop my career in HMRC
1 3
%
40%
+4
+2
-7
7
%
2 7
%
3 1
%
2 3
%
1 1
%
34%
+5
-8
-14
B25. Learning and development activities I have completed while working for 
HMRC are helping me to develop my career

## Inclusion And Fair Treatment

:Strength of association with engagement
7
%
1 8
%
5 7
%
1 4
%
B26. I am treated fairly at work
4
%
75%
+1
-3
-6
3
%
2 4
%
6 1
%
1 0
%
B27. I am treated with respect by the people I work with
2
%
85%
+1
+1
-1
1 3
%
4 1
%
2 1
%
1 7
%
B28. I feel valued for the work I do
8
%
54%
+6
-9
-14
8
%
1 7
%
5 1
%
1 9
%
5
%
69%
+1
-4
-9
B29. I think that HMRC respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

 ^  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
9
%
5
%
2 0
%
6 4
%
B30. In my job, I am clear what is expected of me
2
%
84%
+1
0
-3
1 0
%
5 1
%
2 0
%
1 5
%
B31. I get the information I need to do my job well
4
%
61%
+6
-8
-12
8
%
1 5
%
6 1
%
1 5
%
B32. I have clear work objectives
3
%
75%
+4
0
-5
6
%
1 9
%
6 1
%
1 2
%
B33. I have the skills I need to do my job effectively
2
%
80%
+2
-8
-10
1 1
%
5 2
%
1 7
%
1 5
%
B34. I have the tools I need to do my job effectively
6
%
62%
+3
-9
-13
8
%
5 2
%
1 8
%
1 6
%
B35. I have an acceptable workload
7
%
60%
-2
0
-6
1 4
%
5 4
%
1 6
%
1 1
%
B36. I achieve a good balance between my work life and my private life
5
%
68%
-3
0
-5

## Pay And Benefits

:Strength of association with engagement
3
%
2 2
%
1 7
%
3 3
%
B37. I feel that my pay adequately reflects my performance
2 6
%
25%
+1
-4
-10
3
%
2 3
%
2 3
%
2 9
%
B38. I am satisfied with the total benefits package
2 2
%
26%
0
-7
-12
3
%
2 0
%
1 9
%
3 1
%
2 7
%
23%
0
-2
-8
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 |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

 ^  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
2
%
2 4
%
2 5
%
3 0
%
B40. I feel that HMRC as a whole is managed well
2 0
%
26%
+5
-17
-31
5
%
3 4
%
2 3
%
2 4
%
B41. Senior managers in HMRC are sufficiently visible
1 5
%
38%
+5
-13
-23
4
%
2 9
%
3 5
%
1 9
%
1 4
%
32%
+5
-11
-23
B42. I believe the actions of senior managers are consistent with HMRC's values
3
%
2 5
%
4 1
%
1 6
%
B43. I believe that ExCom has a clear vision for the future of HMRC
1 4
%
28%
+5
-13
-27
3
%
2 1
%
3 0
%
2 6
%
2 1
%
23%
+5
-17
-27
B44. Overall, I have confidence in the decisions made by HMRC's senior managers
2
%
1 8
%
2 3
%
3 6
%
B45. I feel that change is managed well in HMRC
2 1
%
20%
+4
-8
-19
1
%
1 6
%
2 8
%
3 4
%
B46. When changes are made in HMRC they are usually for the better
2 0
%
17%
+3
-10
-18
3
%
4 1
%
2 8
%
1 8
%
B47. HMRC keeps me informed about matters that affect me
1 0
%
45%
+5
-13
-20
3
%
2 3
%
2 4
%
3 2
%
1 9
%
25%
+6
-11
-18
B48. I have the opportunity to contribute my views before decisions are made that affect me
4
%
2 9
%
2 5
%
2 5
%
B49. I think it is safe to challenge the way things are done in HMRC
1 7
%
33%
+4
-5
-15
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

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

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

## Engagement

5
%
2 3
%
3 2
%
2 5
%
B50. I am proud when I tell others I am part of HMRC
1 5
%
28%
+5
-28
-37
4
%
2 0
%
3 1
%
2 7
%
B51. I would recommend HMRC as a great place to work
1 8
%
24%
+3
-21
-32
7
%
2 5
%
2 9
%
2 4
%
B52. I feel a strong personal attachment to HMRC
1 5
%
31%
+4
-14
-21
4
%
2 2
%
3 5
%
2 5
%
B53. HMRC inspires me to do the best in my job
1 4
%
26%
+5
-17
-24
4
%
2 1
%
3 4
%
2 6
%
B54. HMRC motivates me to help it achieve its objectives
1 5
%
25%
+5
-15
-22

## Taking Action

5
%
2 6
%
2 4
%
2 4
%
2 0
%
31%
+3
-12
-21
B55. I believe that senior managers in HMRC will take action on the results from this survey
9
%
3 5
%
2 4
%
1 8
%
1 4
%
44%
+6
-9
-15
B56. I believe that managers where I work will take action on the results from this survey
6
%
2 2
%
3 4
%
2 2
%
1 7
%
27%
+4
-6
-12
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 |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

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

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

## Organisational Culture

9
%
5
%
2 2
%
6 1
%
B58. I am trusted to carry out my job effectively
2
%
83%
+3
-5
-7
1 3
%
4 8
%
2 3
%
1 2
%
B59. I believe I would be supported if I try a new idea, even if it may not work
4
%
61%
+9
-7
-10
9
%
4 3
%
2 5
%
1 6
%
8
%
52%
+5
-13
-18
B60. My performance is evaluated based on whether I get things done, rather than solely follow processes
1 1
%
4 1
%
2 5
%
1 5
%
B61. When I talk about HMRC I say "we" rather than "they"
7
%
52%
+5
-15
-24
4
%
2 9
%
5 0
%
1 5
%
B62. I have some really good friendships at work
1
%
79%
+2
+3
0

Please note these questions were not asked on paper surveys in 2012.

| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2013          |
| Difference from |
| CS High         |
| Performers      |

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

## Wellbeing

Unlike the questions B01-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' (e.g. 'not all at 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. For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.

worthwhile?

## Your Plans For The Future

about working for HMRC?

12%
0
+4
+2
-4

## The Civil Service Code

Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code?
94%
+5
+5
+1
D02. Are you aware of how to raise a concern under the Civil Service Code?
69%
+4
+5
-1
D03. Are you confident that if you raised a concern under the Civil Service Code in HMRC it would be investigated properly?
63%
+4
-4
-10

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

Difference from 
previous survey
Difference from 
CS2013
Difference from 
CS High 
Performers
% Yes
% No
% Yes
Difference from 
previous survey
Difference from 
CS2013
Difference from 
CS High 
Performers

## Discrimination, Harassment And Bullying 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 2012 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.
CS2013
The CS2013 benchmark is the median percent positive across all organisations that participated in the 2013 Civil Service People Survey.
CS High
For each question, this is the upper quartile score across all organisations that have taken part in the 2013 Civil Service People Survey.
Performers

## 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, CS2013 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.

the analysis has not identified a significant association with engagement

## Confidentiality

This survey was carried out as part of the 2013 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.