| Returns : 231   | Response rate : 83%   | Civil Service People Survey 2014   |
|-----------------|-----------------------|------------------------------------|

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            |           |
| 61                 |           |
| %                  |           |
| 87                 |           |
| %                  |           |
| 88                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| +4                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +3                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +6                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +2                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +12                |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +4                 |           |
| -                  |           |
| -3                 |           |
| -                  |           |
| +9                 |           |
| -                  |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |
| Learning and       |           |
| development        |           |
| Inclusion and fair |           |
| treatment          |           |
| Resources and      |           |
| workload           |           |
| 57                 |           |
| %                  |           |
| 79                 |           |
| %                  |           |
| 79                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| +10                |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +3                 |           |
| Difference from    |           |
| previous survey    |           |
| +2                 |           |
| Difference from    |           |
| CS2014             |           |
| +8                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +4                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +5                 |           |
| -                  |           |
| +2                 |        +1 |
| 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 |
|--------------------|-----------|
| 73                 |           |
| %                  |           |
| 86                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| +4                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +5                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +6                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| +7                 |           |
| -                  |           |
| 0                  |        +2 |
| -                  |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |
| Pay and benefits   |           |
| Leadership and     |           |
| Managing Change    |           |
| 28                 |           |
| %                  |           |
| 52                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| -6                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +8                 |           |
| -                  |           |
| Difference from    |           |
| CS2014             |           |
| 0                  |           |
| Difference from    |           |
| CS2014             |           |
| +9                 |           |
| -                  |           |
| +2                 |        -7 |
| -                  |           |
| +2                 |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |

## Returns : 231 Response Rate : 83% Wellbeing

Strength of 
association 
with 
engagement
Difference 
from 
previous 
survey
Difference 
from 
CS2014
Difference 
from CS 
High 
Performers
Theme 
score % 
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
52%
+8—
+9 —
+2
My work
87%
+3—
+12 —
+9—
My manager
73%
+4—
+6 —
+2
in your life are worthwhile?
Learning and development
57%
+10—
+8 —
+2

## Discrimination, Bullying And Harassment

Resources and workload
79%
+2
+5 —
+2
Pay and benefits
28%
-6—
0
-7—
personally experienced discrimination at work?
personally experienced 
Organisational objectives and purpose
88%
+6—
+4 —
0
My team
86%
+5—
+7 —
+4—
Inclusion and fair treatment
79%
+3
+4 —
+1

Returns : 231
Response rate : 83%

My work
87% +3
Difference 
from previous survey
Strength of association with engagement
B01 I am interested in my work
96%
+2
+7 —
+4 —
B02 I am sufficiently challenged by my work
87%
+1
+8 —
+4 —
B03 My work gives me a sense of personal accomplishment
87%
+5 —
+12 —
+9 —
B04 I feel involved in the decisions that affect my work
74%
+3
+17 —
+12 —
B05 I have a choice in deciding how I do my work
92%
+5 —
+17 —
+12 —
Organisational objectives and purpose
88% +6
Difference from previous survey
Strength of association with engagement
B06 I have a clear understanding of ORR's purpose
88%
+2
+2 —
-3 —
B07 I have a clear understanding of ORR's objectives
86%
+8 —
+5 —
0
B08 I understand how my work contributes to ORR's objectives
89%
+9 —
+6 —
+1

- 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 CS2014
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

## Returns : 231 Response Rate : 83% All Questions By Theme

My manager
73% +4
Difference 
from previous survey
Strength of association with engagement
B09 My manager motivates me to be more effective in my job
73%
+1
+5 —
+1
B10 My manager is considerate of my life outside work
87%
+2
+6 —
+2 —
B11 My manager is open to my ideas
90%
+4 —
+10 —
+6 —
B12 My manager helps me to understand how I contribute to ORR's objectives
70%
+7 —
+6 —
+1
B13 Overall, I have confidence in the decisions made by my manager
79%
0
+6 —
+2
B14 My manager recognises when I have done my job well
86%
+7 —
+8 —
+5 —
B15 I receive regular feedback on my performance
75%
+6 —
+10 —
+6 —
B16 The feedback I receive helps me to improve my performance
66%
+5 —
+5 —
+1
B17 I think that my performance is evaluated fairly
65%
+5 —
+2
-2
B18 Poor performance is dealt with effectively in my team
43%
+2
+4 —
0
My team
86% +5
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
90%
+4 —
+6 —
+3 —
B20 The people in my team work together to find ways to improve the service we 
provide
87%
+5 —
+6 —
+3 —
B21 The people in my team are encouraged to come up with new and better ways of 
doing things
83%
+6 —
+9 —
+5 —

^ indicates a variation in question wording from your previous survey

Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2014
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 231
Response rate : 83%

Learning and 
development
57% +10
Difference 
from previous survey
Strength of association with engagement
B22 I am able to access the right learning and development opportunities when I need 
to
69%
+7 —
+7 —
+2
B23 Learning and development activities I have completed in the past 12 months have 
helped to improve my performance
65%
+11 —
+14 —
+8 —
B24 There are opportunities for me to develop my career in ORR
42%
+11 —
+1
-7 —
B25 Learning and development activities I have completed while working for ORR are 
helping me to develop my career
52%
+10 —
+9 —
+3 —
Inclusion and fair treatment
79% +3
Difference from previous survey
Strength of association with engagement
B26 I am treated fairly at work
79%
+1
0
-3 —
B27 I am treated with respect by the people I work with
91%
+3 —
+7 —
+5 —
B28 I feel valued for the work I do
71%
+2
+7 —
+2
B29 I think that ORR respects individual differences (e.g. cultures, working styles, 
backgrounds, ideas, etc)
76%
+5 —
+2
-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 CS2014
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 231
Response rate : 83%

## All Questions By Theme Resources And Workload 79% +2

Difference 
from previous survey
Strength of association with engagement
B30 In my job, I am clear what is expected of me
88%
+1
+4 —
+1
B31 I get the information I need to do my job well
73%
-1
+3 —
-1
B32 I have clear work objectives
82%
+1
+7 —
+3 —
B33 I have the skills I need to do my job effectively
92%
+1
+3 —
0
B34 I have the tools I need to do my job effectively
78%
+2
+7 —
+3 —
B35 I have an acceptable workload
67%
+5 —
+8 —
+1
B36 I achieve a good balance between my work life and my private life
73%
+3 —
+7 —
-1
Pay and benefits
28%
-6
Difference from previous survey
Strength of association with engagement
B37 I feel that my pay adequately reflects my performance
31%
-3
+2
-5 —
B38 I am satisfied with the total benefits package
27%
-6 —
-5 —
-13 —
B39 Compared to people doing a similar job in other organisations I feel my pay is 
reasonable
26%
-10 —
+2
-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 CS2014
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 231
Response rate : 83%
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
Leadership and 
Managing Change
52% +8
Difference 
previous survey
Strength of association with engagement
% Positive
Difference 
from previous 
survey
Difference 
from CS2014
Difference 
from CS High 
Performers
B40 I feel that ORR as a whole is managed well
57%
+13 —
+12 —
+1
B41 Directors and deputies in ORR are sufficiently visible
66%
+15 —
+13 —
+3 —
B42 I believe the actions of Directors and deputies are consistent with ORR's values
56%
+12 —
+9 —
0
B43 I believe that the Board has a clear vision for the future of ORR
44%
+5 —
-1
-9 —
B44 Overall, I have confidence in the decisions made by ORR's Directors and 
deputies
57%
+11 —
+13 —
+5 —
B45 I feel that change is managed well in ORR
37%
+8 —
+5 —
-2
B46 When changes are made in ORR they are usually for the better
35%
+6 —
+5 —
-2
B47 ORR keeps me informed about matters that affect me
71%
+5 —
+13 —
+7 —
B48 I have the opportunity to contribute my views before decisions are made that 
affect me
48%
+2
+12 —
+5 —
B49 I think it is safe to challenge the way things are done in ORR
53%
+5 —
+12 —
+5 —

Returns : 231
Response rate : 83%

Engagement
Strongly 
agree
B50 I am proud when I tell others I am part of ORR
50%
+4
-8 —
-15 —
B51 I would recommend ORR as a great place to work
56%
+11 —
+7 —
-4 —
B52 I feel a strong personal attachment to ORR
42%
+6 —
-6 —
-12 —
B53 ORR inspires me to do the best in my job
50%
+13 —
+5 —
-1
B54 ORR motivates me to help it achieve its objectives
45%
+9 —
+3
-4 —
Taking action
Strongly 
agree
B55 I believe that Directors and deputies in ORR will take action on the results from 
this survey
53%
+1
+8 —
0
B56 I believe that managers where I work will take action on the results from this 
survey
61%
-3
+6 —
0
B57 Where I work, I think effective action has been taken on the results of the last 
survey
40%
+4 —
+5 —
0

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

| Agree         | Neither   | Disagree   | Strongly    |
|---------------|-----------|------------|-------------|
| disagree      |           |            |             |
| % Positive    |           |            |             |
| Difference    |           |            |             |
| from previous |           |            |             |
| survey        |           |            |             |
| Difference    |           |            |             |
| from CS2014   |           |            |             |
| Difference    |           |            |             |
| from CS High  |           |            |             |
| Performers    |           |            |             |
| Agree         | Neither   | Disagree   | Strongly    |
| disagree      |           |            |             |

Returns : 231
Response rate : 83%

Organisational Culture
Strongly 
agree
B58 I am trusted to carry out my job effectively
94%
+1
+6 —
+4 —
B59 I believe I would be supported if I try a new idea, even if it may not work
79%
+1
+10 —
+7 —
B60 My performance is evaluated based on whether I get things done, rather than 
solely follow processes
69%
+1
+4 —
-1
B61 When I talk about ORR I say "we" rather than "they"
81%
+6 —
+13 —
+3 —
B62 I have some really good friendships at work
71%
+5 —
-4 —
-8 —

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

| Agree         |
|---------------|
| disagree      |
| % Positive    |
| Difference    |
| from previous |
| survey        |
| Difference    |
| from CS2014   |
| Difference    |
| from CS High  |
| Performers    |

Returns : 231
Response rate : 83%
- 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 CS2014
Difference 
from CS High 
Performers

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. 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. For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.

W01 Overall, how satisfied are you with your life nowadays?
73%
+3
+10 —
+7 —
W02 Overall, to what extent do you feel that the things you do in your life are 
worthwhile?
77%
+1
+7 —
+4 —
W03 Overall, how happy did you feel yesterday?
70%
+3
+10 —
+7 —
W04 Overall, how anxious did you feel yesterday?
58%
+8 —
+7 —
+5 —

Response rate : 83%

## 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
6%
0
-2
-4
I want to leave ORR within the next 12 months
20%
0
+7 —
+3 —
I want to stay working for ORR for at least the next year
39%
-2
+8 —
+2
I want to stay working for ORR for at least the next three years
35%
+3
-12 —
-19 —

## The Civil Service Code

Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code?
90%
-1
0
-4 —
D02. Are you aware of how to raise a concern under the Civil Service Code?
61%
-4
-3 —
-10 —
D03. Are you confident that if you raised a concern under the Civil Service Code in ORR it would be investigated properly?
77%
+10 —
+9 —
+4 —

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

Difference from 
previous survey
Difference from 
CS2014
Difference from 
CS High 
Performers
% Yes
%
No
% Yes
Difference from 
previous survey
Difference from 
CS2014
Difference from 
CS High 
Performers

Returns : 231
Response rate : 83%

## 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 in the past 12 months? (multiple selection)
Please note: Counts of fewer than ten responses are suppressed and replaced with '--'
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)
Please note: Counts of fewer than ten responses are suppressed and replaced with '--'

| Civil Service People Survey 2014   | Returns : 231   | Response rate : 83%   |
|------------------------------------|-----------------|-----------------------|

## 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 2013 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. |                                                                                                                                                           |
| CS2014                                                                                                                 | The CS2014 benchmark is the median percent positive across all organisations that participated in the 2014 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 2014 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, CS2014 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.

## Confidentiality

The survey was carried out as part of the 2014 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.