| Returns : 247    | Response rate : 76%    | Civil Service People Survey 2018    |
|------------------|------------------------|-------------------------------------|

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             |            |
| 60                  |            |
| %                   |            |
| 83                  |            |
| %                   |            |
| 84                  |            |
| %                   |            |
| Difference from     |            |
| previous survey     |            |
| +3                  |            |
| -                   |            |
| Difference from     |            |
| previous survey     |            |
| +5                  |            |
| -                   |            |
| Difference from     |            |
| previous survey     |            |
| +3                  |            |
| Difference from     |            |
| CS2018              |            |
| -2                  |            |
| -                   |            |
| Difference from     |            |
| CS2018              |            |
| +7                  |            |
| -                   |            |
| Difference from     |            |
| CS2018              |            |
| +1                  |            |
| -6                  |            |
| -                   |            |
| +4                  |            |
| -                   |            |
| 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            |            |
| 62                  |            |
| %                   |            |
| 77                  |            |
| %                   |            |
| 75                  |            |
| %                   |            |
| Difference from     |            |
| previous survey     |            |
| +10                 |            |
| -                   |            |
| Difference from     |            |
| previous survey     |            |
| +5                  |            |
| -                   |            |
| Difference from     |            |
| previous survey     |            |
| +2                  |            |
| Difference from     |            |
| CS2018              |            |
| +8                  |            |
| -                   |            |
| Difference from     |            |
| CS2018              |            |
| -1                  |            |
| Difference from     |            |
| CS2018              |            |
| +2                  |            |
| +3                  |        -4  |
| -                   |            |
| Difference from CS  |            |
| High Performers     |            |
| Difference from CS  |            |
| High Performers     |            |
| Difference from CS  |            |
| High Performers     |            |

 
- Statistically significant difference from comparison 

| My manager         |   My team  |
|--------------------|------------|
| 72                 |            |
| %                  |            |
| 84                 |            |
| %                  |            |
| Difference from    |            |
| previous survey    |            |
| +5                 |            |
| -                  |            |
| Difference from    |            |
| previous survey    |            |
| +3                 |            |
| -                  |            |
| Difference from    |            |
| CS2018             |            |
| +2                 |            |
| Difference from    |            |
| CS2018             |            |
| +3                 |            |
| -                  |            |
| -4                 |            |
| -                  |            |
| -1                 |         0  |
| Difference from CS |            |
| High Performers    |            |
| Difference from CS |            |
| High Performers    |            |
| Pay and benefits   |            |
| Leadership and     |            |
| managing change    |            |
| 26                 |            |
| %                  |            |
| 51                 |            |
| %                  |            |
| Difference from    |            |
| previous survey    |            |
| +3                 |            |
| Difference from    |            |
| previous survey    |            |
| +6                 |            |
| -                  |            |
| Difference from    |            |
| CS2018             |            |
| -5                 |            |
| -                  |            |
| Difference from    |            |
| CS2018             |            |
| +4                 |            |
| -                  |            |
| -1                 |       -11  |
| -                  |            |
| -4                 |            |
| -                  |            |
| Difference from CS |            |
| High Performers    |            |
| Difference from CS |            |
| High Performers    |            |

Response rate : 76% 
Civil Service People Survey 2018 

## Civil Service People Survey 2009 To 2018: Employee Engagement And Theme Scores Over Time

The Civil Service People Survey has run in October each year since 2009, meaning that 2018 marks our 10 year anniversary. The table and charts below tell you how your average Employee Engagement Index and theme scores have changed over time, for each year your organisation has participated in the survey. 

2009 
2010 
2011 
2012 
2013 
2014 
2015 
2016 
2017 
2018 
Engagement Index 
51% 
54% 
53% 
52% 
56% 
61% 
63% 
61% 
57% 
60% 
My work 
77% 
79% 
77% 
78% 
84% 
87% 
86% 
83% 
79% 
83% 
Organisational objectives and purpose 
71% 
77% 
70% 
69% 
79% 
87% 
86% 
85% 
81% 
84% 
My manager 
67% 
70% 
67% 
67% 
69% 
73% 
73% 
73% 
67% 
72% 
My team 
79% 
84% 
81% 
83% 
81% 
86% 
87% 
84% 
81% 
84% 
Learning and development 
45% 
46% 
49% 
47% 
48% 
57% 
59% 
57% 
51% 
62% 
Inclusion and fair treatment 
69% 
72% 
70% 
74% 
77% 
79% 
83% 
80% 
73% 
77% 
Resources and workload 
69% 
74% 
71% 
70% 
76% 
78% 
76% 
77% 
74% 
75% 
Pay and benefits 
56% 
65% 
47% 
40% 
34% 
28% 
29% 
28% 
23% 
26% 
Leadership and managing change 
34% 
40% 
37% 
35% 
44% 
52% 
52% 
53% 
45% 
51% 
Response rate 
87% 
83% 
85% 
78% 
84% 
83% 
88% 
77% 
80% 
76% 

Engagement My work Organisational My manager My team Learning and Inclusion and fair Resources and Pay and benefits Leadership and 

| Index    |
|----------|
| purpose  |

efforts on the drivers of engagement you are more likely to improve it. 

Drivers of Engagement 

## Discrimination, Bullying And Harassment Response Rate : 76% Civil Service People Survey 2018

 
- Statistically significant difference from comparison 

## Wellbeing

| Returns : 247    | Response rate : 76%    | Civil Service People Survey 2018    |
|------------------|------------------------|-------------------------------------|

## Headline Scores

Highest positive scoring questions 
Highest neutral scoring questions 
for the better taken on the results of the last survey future of ORR 
Highest negative scoring questions 
organisations I feel my pay is reasonable 
us become 'A Brilliant Civil Service' 

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Difference 
My work 
83% 
+5 - from 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 
B01 I am interested in my work 
92% 
+2 
+3 —
0 
B02 I am sufficiently challenged by my work 
85% 
+7 —
+4 —
+2 
B03 My work gives me a sense of personal accomplishment 
82% 
+4 —
+5 —
+2 
B04 I feel involved in the decisions that affect my work 
70% 
+8 —
+12 —
+7 —
B05 I have a choice in deciding how I do my work 
87% 
+2 
+9 —
+6 —
Difference from 
Organisational objectives and purpose 
84% 
+3 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
B06 I have a clear understanding of ORR's objectives 
83% 
+2 
+2 
-3 —
B07 I understand how my work contributes to ORR's objectives 
84% 
+4 —
0 
-3 —

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Difference 
My manager 
72% 
+5 - from 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
B08 My manager motivates me to be more effective in my job 
78% 
+9 —
+7 —
+2 
B09 My manager is considerate of my life outside work 
92% 
+6 —
+6 —
+3 —
B10 My manager is open to my ideas 
90% 
+9 —
+7 —
+4 —
B11 My manager helps me to understand how I contribute to ORR's objectives 
72% 
+8 —
+5 —
0 
B12 Overall, I have confidence in the decisions made by my manager 
85% 
+7 —
+8 —
+4 —
B13 My manager recognises when I have done my job well 
80% 
+4 —
0 
-4 —
B14 I receive regular feedback on my performance 
68% 
+4 —
0 
-5 —
B15 The feedback I receive helps me to improve my performance 
61% 
+4 —
-3 
-7 —
B16 I think that my performance is evaluated fairly 
59% 
+3 
-8 —
-13 —
B17 Poor performance is dealt with effectively in my team 
38% 
0 
-2 
-6 —
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Difference 
My team 
84% 
+3 - from 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 
B18 The people in my team can be relied upon to help when things get difficult in my 
job 
87% 
+1 
+2 
0 
B19 The people in my team work together to find ways to improve the service we 
provide 
87% 
+4 —
+4 —
+2 
B20 The people in my team are encouraged to come up with new and better ways of 
doing things 
79% 
+5 —
+3 —
-1 
Difference from 
Learning and 
development 
62% 
+10 —
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
B21 I am able to access the right learning and development opportunities when I need 
to 
78% 
+12 —
+14 —
+10 —
B22 Learning and development activities I have completed in the past 12 months have 
helped to improve my performance 
68% 
+9 —
+15 —
+9 —
B23 There are opportunities for me to develop my career in ORR 
41% 
+8 —
-7 —
-15 —
B24 Learning and development activities I have completed while working for ORR are 
helping me to develop my career 
60% 
+12 —
+12 —
+7 —

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Difference
Inclusion and fair 
from
77% 
+5 - 
Strongly 
Agree 
Neither 
Disagree 
Strongly
treatment 
previous 
agree 
disagree 
survey 
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 
B25 I am treated fairly at work 
79% 
+4 —
-2 
-5 —
B26 I am treated with respect by the people I work with 
86% 
+3 
+1 
-2 —
B27 I feel valued for the work I do 
70% 
+7 —
+2 
-3 —
B28 I think that ORR respects individual differences (e.g. cultures, working styles, 
backgrounds, ideas, etc.) 
75% 
+5 —
-1 
-5 —
Difference from 
Resources and workload 
75% 
+2 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
B29 I get the information I need to do my job well 
73% 
+6 —
+3 —
-2 
B30 I have clear work objectives 
79% 
+3 
+3 —
-1 
B31 I have the skills I need to do my job effectively 
93% 
+1 
+4 —
+1 
B32 I have the tools I need to do my job effectively 
69% 
+3 
-2 
-8 —
B33 I have an acceptable workload 
66% 
-1 
+6 —
0 
B34 I achieve a good balance between my work life and my private life 
72% 
-1 
+3 —
-2 

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Difference 
Pay and benefits 
26% 
+3 
from 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
B35 I feel that my pay adequately reflects my performance 
30% 
+5 —
-1 
-8 —
B36 I am satisfied with the total benefits package 
27% 
+4 —
-9 —
-17 —
B37 Compared to people doing a similar job in other organisations I feel my pay is 
reasonable 
23% 
0 
-4 —
-10 —
Difference from 
Leadership and 
managing change 
51% 
+6 —
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 
B38 Directors and deputies in ORR are sufficiently visible 
74% 
+10 —
+12 —
+3 —
B39 I believe the actions of directors and deputies are consistent with ORR's values 
66% 
+10 —
+14 —
+4 —
B40 I believe that the Board has a clear vision for the future of ORR 
47% 
+4 
-1 
-10 —
B41 Overall, I have confidence in the decisions made by ORR's Directors and 
deputies 
62% 
+7 —
+13 —
+4 —
B42 I feel that change is managed well in ORR 
27% 
+4 —
-6 —
-15 —
B43 When changes are made in ORR they are usually for the better 
32% 
+4 —
-3 —
-10 —
B44 ORR keeps me informed about matters that affect me 
54% 
0 
-5 —
-12 —
B45 I have the opportunity to contribute my views before decisions are made that 
affect me 
43% 
+8 —
+2 
-6 —
B46 I think it is safe to challenge the way things are done in ORR 
54% 
+10 —
+7 —
+1 
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Engagement 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 
B47 I am proud when I tell others I am part of ORR 
58% 
+6 —
-7 —
-12 —
B48 I would recommend ORR as a great place to work 
61% 
+8 —
+3 —
-4 —
B49 I feel a strong personal attachment to ORR 
39% 
0 
-12 —
-18 —
B50 ORR inspires me to do the best in my job 
47% 
+9 —
-3 
-10 —
B51 ORR motivates me to help it achieve its objectives 
50% 
+13 —
+2 
-5 —
Taking action 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
B52 I believe that directors and deputies in ORR will take action on the results from 
this survey 
58% 
+16 —
+8 —
-1 
B53 Where I work, I think effective action has been taken on the results of the last 
survey 
35% 
+9 —
-1 
-9 —

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Organisational culture 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 
B54 I am trusted to carry out my job effectively 
94% 
+2 
+5 —
+3 —
B55 I believe I would be supported if I try a new idea, even if it may not work 
81% 
+8 —
+10 —
+5 —
B56 In ORR, people are encouraged to speak up when they identify a serious policy 
or delivery risk 
70% 
+5 —
+3 —
-3 —
B57 I feel able to challenge inappropriate behaviour in the workplace 
66% 
+4 —
+1 
-3 —
B58 ORR is committed to creating a diverse and inclusive workplace 
64% 
+4 —
-10 —
-15 —
Leadership statement 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
B59 Directors and deputies in ORR actively role model the behaviours set out in the 
Civil Service Leadership Statement 
54% 
+9 —
+5 —
-3 —
B60 My manager actively role models the behaviours set out in the Civil Service 
Leadership Statement 
72% 
+9 —
+5 —
-1 
Civil Service vision 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
B61 I am aware of the Civil Service vision for 'A Brilliant Civil Service' 
47% 
+20 —
-3 —
-18 —
B62 I understand how my work contributes to helping us become 'A Brilliant Civil 
Service' 
31% 
+10 —
-11 —
-19 —

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

## 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. 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. 

0-4 
9-10 

% Positive
Difference
from previous
survey
Difference
from CS2018
Difference
from CS High
Performers 
W01 Overall, how satisfied are you with your life nowadays? 
67% 
-5 —
+1 
-2 
W02 Overall, to what extent do you feel that the things you do in your life are 
worthwhile? 
75% 
-1 
+3 —
+1 
W03 Overall, how happy did you feel yesterday? 
65% 
-3 
+2 
-1 
For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10 to the question. 
% Negative 
W04 Overall, how anxious did you feel yesterday? 
25% 
-3 
-7 —
-5 —

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

## 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 
13% 
+6 —
+5 
+1 
I want to leave ORR within the next 12 months 
17% 
-5 
+2 —
-2 
I want to stay working for ORR for at least the next year 
41% 
-5 
+7 —
+2 
I want to stay working for ORR for at least the next three years 
29% 
+4 
-15 —
-24 —

## The Civil Service Code

Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code? 
93% 
+3 —
+1 
-2 —
D02. Are you aware of how to raise a concern under the Civil Service Code? 
63% 
+1 
-4 —
-10 —
D03. Are you confident that if you raised a concern under the Civil Service Code in ORR it would be investigated properly? 
71% 
+6 —
0 
-5 —
Difference from
% Yes 
% No 
% Yes
Difference from 
previous survey previous survey 
Difference from 
Difference from
CS2018 CS2018 
Difference from 
Difference from
CS High CS High 
Performers Performers 

Response rate : 76% 
Civil Service People Survey 2018 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

## Discrimination, Harassment And Bullying

For respondents who selected 'Yes' to question E01.

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

E02. On which of the following grounds have you personally experienced discrimination at work in the past 12 months? (multiple selection)

2018 2017 CS2018 

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

2018 2017 CS2018 

For respondents who selected 'Yes' to question E03. E05. Did you report the bullying and harassment you experienced? 

| %                   | No    |
|---------------------|-------|
| % Prefer not to say |       |
| Yes                 | %     |
| 2018                |       |

For respondents who selected 'Yes' to question E03. E06. In your opinion, has this issue been resolved? 

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) 
Response Count 
Age 
--
Caring responsibilities 
--
Disability 
--
Ethnic background 
--
Gender 
--
Gender reassignment or perceived gender 
--
Grade, pay band or responsibility level 
Main spoken/written language or language ability 
--
Marital status 
--
Pregnancy, maternity or paternity 
--
Religion or belief 
--
Sexual orientation 
--
Social or educational background 
--
Working location 
--
Working pattern 
--
Any other grounds 
--
Prefer not to say 
--
A colleague 
--
Your manager 
--
Another manager in my part of ORR 
--
Someone you manage 
--
Someone who works for another part of ORR 
--
A member of the public 
--
Someone else 
--
Prefer not to say 
--

Please note: Counts of fewer than ten responses are suppressed and replaced with '--' 
^ indicates a variation in question wording from your previous survey 

## Proxy Stress Index And Perma Index Proxy Stress Index Perma Index

 
This index aligns to the Health and Safety Executive's stress management tool, using the 8 
questions from the People Survey shown below. We calculate it in the same way as the Employee Engagement Index. 

We have 'inverted' the final index so that it is a measure of conditions which can add to stress rather than alleviate stress, i.e. a higher index score represents a more stressful environment. 

This index measures the extent to which employees are 'flourishing' in the workplace around the 5 dimensions: Positive emotion, Engagement, Relationships, Meaning and Accomplishment. 

The index is computed using the questions from the People Survey shown below and combining them in the same way as the Employee Engagement Index. 

A high score represents a greater proportion of employees agreeing with the statements below or rating the two wellbeing questions as high. 

|                                                                             |     | % positive                                                  | % positive    |
|-----------------------------------------------------------------------------|-----|-------------------------------------------------------------|---------------|
| B05 I have a choice in deciding how I do my work                            | 87% | B01 I am interested in my work                              | 92%           |
| B08 My manager motivates me to be more effective in my job                  | 78% | B03 My work gives me a sense of personal accomplishment     | 82%           |
| The people in my team can be relied upon to help when things get            |     |                                                             |               |
| B18                                                                         | 87% |                                                             |               |
| difficult in my job                                                         |     |                                                             |               |
| The people in my team can be relied upon to help when things get            |     |                                                             |               |
| B18                                                                         | 87% |                                                             |               |
| difficult in my job                                                         |     |                                                             |               |
| B26 I am treated with respect by the people I work with                     | 86% | W01 Overall, how satisfied are you with your life nowadays? | 67%           |
| B30 I have clear work objectives                                            | 79% |                                                             |               |
| Overall, to what extent do you feel that the things you do in your life are |     |                                                             |               |
| W02                                                                         | 75% |                                                             |               |
| worthwhile?                                                                 |     |                                                             |               |
| B33 I have an acceptable workload                                           | 66% |                                                             |               |
| I have the opportunity to contribute my views before decisions are made     |     |                                                             |               |
| B45                                                                         | 43% |                                                             |               |
| that affect me                                                              |     |                                                             |               |
| During the past 12 months have you personally experienced bullying or       |     |                                                             |               |
| E03                                                                         | 85% |                                                             |               |
| harassment at work?                                                         |     |                                                             |               |
| Returns : 247    | Response rate : 76%    | Civil Service People Survey 2018    |
|------------------|------------------------|-------------------------------------|

## 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 2017 Civil Service People Survey. Where a question is flagged as changed since the last |
| survey comparisons should be treated with caution as changes to wording may affect how people respond to the question. |                                                                                                                                                           |
| CS2018                                                                                                                 | The CS2018 benchmark is the median percent positive across all organisations that participated in the 2018 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 2018 Civil Service People Survey.                |
| The 'CS High Performer' comparator for the Proxy Stress Index has been corrected (reissued 23/11/2018).                |                                                                                                                                                           |

## Rounding

Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy. Therefore in some instances, the differences presented in this report will not match the rounded figures of the scores being compared. For example, if your unrounded Engagement Index score is 75.43647583%, your organisation overall's score is 74.63572484% and the difference between the two is +0.800751%, in this report these scores would appear as 75%, 75% and +1. 

## Statistical Significance: •

Statistical testing has been carried out to identify statistically significant* differences between your results and a number of comparators. You can therefore be confident that the difference represents a real difference in opinion between the results. *Note, there needs to be 30 responses at question level, 20 responses at theme level or 10 responses at index level for statistical testing to be carried out on the corresponding scores. 

## The Employee Engagement Index

The survey includes five questions that make up the engagement index (B47-B51). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions 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. A statistical technique (a form of regression) is used to identify the extent to which each question in the survey has an association with engagement. Questions identified as having an association are called 'Drivers of engagement': page 3 of this report shows the questions that had the strongest association with engagement in this unit. 

## Confidentiality

The survey was carried out as part of the 2018 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 fewer than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results. ORC's Privacy Policy (www.orcinternational.co.uk/privacy) tells you how they keep personal data safe and who to contact to exercise your rights of control under the new GDPR regulations.