## 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 BIS
35%
-2
-17
B51. I would recommend BIS as a great place to work
30%
0
-13
Stay: emotionally attached and committed to the organisation...
B52. I feel a strong personal attachment to BIS
29%
-1
-17
Strive: motivated to do the best for the organisation...
B53. BIS inspires me to do the best in my job
26%
-1
-12
B54. BIS motivates me to help it achieve its objectives
24%
-2
-11

## 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
33%
-3
-5
-13
My work
74%
+3
+3
-2
My line manager
65%
-1
+1
-3
Resources and workload
68%
-3
-5
-8
Learning and development
43%
+1
+1
-7
Organisational objectives and purpose
74%
+1
-7
-12
Pay and benefits
27%
-2
-4
-12
My team
80%
+2
+3
0
Inclusion and fair treatment
74%
+1
+1
-3
Returns: 2,108
Response rate: 74%
Difference from 
previous
Difference from 
survey
CS2011
= Statistically significant difference from comparison
Difference from 
Difference from 
previous
Difference from 
CS High 
survey
CS2011
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 CS2011.

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

Diff. from previous 
CS2011
survey
% Positive
Leadership and managing change
Strength of association with engagement:
B47. BIS keeps me informed about matters that affect me
59%
+1
+4
B41. Senior Managers in BIS are sufficiently visible
46%
-3
+1
B45. I feel that change is managed well in BIS
24%
-7
-3
B48. I have the opportunity to contribute my views before decisions are made that affect me
32%
+4
-4
B42. I believe the actions of Senior Managers are consistent with the Department's values
34%
-6
-5
B46. When changes are made in BIS they are usually for the better
17%
0
-5
B49. I think it is safe to challenge the way things are done in BIS
33%
-2
-6
B44. Overall, I have confidence in the decisions made by the Department's Senior Managers
28%
-5
-9
B40. I feel that BIS as a whole is managed well
31%
-7
-10
B43. I believe that the Management Board has a clear vision for the future of BIS
29%
0
-10
My work
Strength of association with engagement:
B04. I feel involved in the decisions that affect my work
55%
+4
+5
B02. I am sufficiently challenged by my work
79%
+4
+4
B05. I have a choice in deciding how I do my work
75%
+2
+4
B03. My work gives me a sense of personal accomplishment
73%
+3
+1
B01. I am interested in my work
89%
+1
0
My line manager
Strength of association with engagement:
B13. Overall, I have confidence in the decisions made by my manager
75%
+2
+4
B09. My manager motivates me to be more effective in my job
66%
+1
+3
B14. My manager recognises when I have done my job well
78%
0
+2
B11. My manager is open to my ideas
80%
0
+1
B10. My manager is considerate of my life outside work
80%
-2
+1
B18. Poor performance is dealt with effectively in my team
38%
0
0
B16. The feedback I receive helps me to improve my performance
58%
-2
0
B12. My manager helps me to understand how I contribute to the Department's objectives
58%
+1
-1
B15. I receive regular feedback on my performance
59%
-2
-1
B17. I think that my performance is evaluated fairly
60%
-4
-2

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
B01. I am interested in my work
89%
+1
0
-3
B02. I am sufficiently challenged by my work
79%
+4
+4
0
B03. My work gives me a sense of personal accomplishment
73%
+3
+1
-4
B04. I feel involved in the decisions that affect my work
55%
+4
+5
-5
B05. I have a choice in deciding how I do my work
75%
+2
+4
-2

## Organisational Objectives And Purpose

:Strength of association with engagement
B06. I have a clear understanding of the Department's purpose
77%
+2
-7
-13
B07. I have a clear understanding of the Department's objectives
70%
+2
-9
-14
B08. I understand how my work contributes to the Department's objectives
75%
0
-6
-11
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2011          |
| 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
B09. My manager motivates me to be more effective in my job
66%
+1
+3
-1
B10. My manager is considerate of my life outside work
80%
-2
+1
-2
B11. My manager is open to my ideas
80%
0
+1
-1
B12. My manager helps me to understand how I contribute to the Department's 
objectives
58%
+1
-1
-6
B13. Overall, I have confidence in the decisions made by my manager
75%
+2
+4
0
B14. My manager recognises when I have done my job well
78%
0
+2
-2
B15. I receive regular feedback on my performance
59%
-2
-1
-7
B16. The feedback I receive helps me to improve my performance
58%
-2
0
-3
B17. I think that my performance is evaluated fairly
60%
-4
-2
-7
B18. Poor performance is dealt with effectively in my team
38%
0
0
-3

## My Team

:Strength of association with engagement
B19. The people in my team can be relied upon to help when things get difficult in my job
83%
0
+1
-2
B20. The people in my team work together to find ways to improve the service 
we provide
81%
+3
+3
-1
B21. The people in my team are encouraged to come up with new and better ways of doing things
76%
+4
+7
+2
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2011          |
| 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
B22. I am able to access the right learning and development opportunities when I need to
53%
+2
-1
-10
B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance
44%
-5
-1
-9
B24. There are opportunities for me to develop my career in BIS
37%
+8
+6
-1
B25. Learning and development activities I have completed while working for BIS 
are helping me to develop my career
39%
-2
0
-6

## Inclusion And Fair Treatment

:Strength of association with engagement
B26. I am treated fairly at work
80%
+1
+2
-1
B27. I am treated with respect by the people I work with
86%
+2
+2
0
B28. I feel valued for the work I do
63%
+1
+4
-3
B29. I think that BIS respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
68%
-2
-2
-9
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2011          |
| 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
B30. In my job, I am clear what is expected of me
79%
0
-3
-7
B31. I get the information I need to do my job well
66%
-1
-1
-5
B32. I have clear work objectives
72%
0
-1
-6
B33. I have the skills I need to do my job effectively
85%
-4
-4
-6
B34. I have the tools I need to do my job effectively
63%
-9
-7
-12
B35. I have an acceptable workload
51%
-6
-10
-14
B36. I achieve a good balance between my work life and my private life
59%
-5
-8
-14

## Pay And Benefits

:Strength of association with engagement
B37. I feel that my pay adequately reflects my performance
29%
-2
-3
-10
B38. I am satisfied with the total benefits package
29%
-1
-5
-12
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable
23%
-2
-4
-12
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2011          |
| 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
B40. I feel that BIS as a whole is managed well
31%
-7
-10
-24
B41. Senior Managers in BIS are sufficiently visible
46%
-3
+1
-13
B42. I believe the actions of Senior Managers are consistent with the Department's values
34%
-6
-5
-16
B43. I believe that the Management Board has a clear vision for the future of BIS
29%
0
-10
-22
B44. Overall, I have confidence in the decisions made by the Department's Senior Managers
28%
-5
-9
-20
B45. I feel that change is managed well in BIS
24%
-7
-3
-13
B46. When changes are made in BIS they are usually for the better
17%
0
-5
-14
B47. BIS keeps me informed about matters that affect me
59%
+1
+4
-3
B48. I have the opportunity to contribute my views before decisions are made that affect me
32%
+4
-4
-12
B49. I think it is safe to challenge the way things are done in BIS
33%
-2
-6
-13
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2011          |
| 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

B50. I am proud when I tell others I am part of BIS
35%
-2
-17
-30
B51. I would recommend BIS as a great place to work
30%
0
-13
-25
B52. I feel a strong personal attachment to BIS
29%
-1
-17
-25
B53. BIS inspires me to do the best in my job
26%
-1
-12
-23
B54. BIS motivates me to help it achieve its objectives
24%
-2
-11
-21

## Taking Action

B55. I believe that Senior Managers in BIS will take action on the results from this survey
33%
-2
-6
-17
B56. I believe that managers where I work will take action on the results from this survey
48%
+2
-1
-8
B57. Where I work, I think effective action has been taken on the results of the last survey
19%
-
-10
-18
| Agree           |
|-----------------|
| disagree        |
| % Positive      |
| Difference from |
| previous        |
| survey          |
| Difference from |
| CS2011          |
| Difference from |
| CS High         |
| Performers      |

## Your Plans For The Future C01. Which Of The Following Statements Most Reflects Your Current Thoughts About Working For Bis?

5%
-3
-2
-5
13%
-1
+2
-1
35%
+5
+8
0
46%
-1
-7
-14

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

D01. Are you aware of the Civil Service Code?
95%
0
+9
+3
D02. Are you aware of how to raise a concern under the Civil Service Code?
62%
+1
+3
-4
D03. Are you confident that if you raised a concern under the Civil Service Code in BIS it would be investigated properly?
68%
+1
+4
-3

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

Difference from 
previous survey
Difference from 
CS2011
Difference from 
CS High 
Performers
% Yes
% No
% Yes
Difference from 
previous survey
Difference from 
CS2011
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 2010 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.
CS2011
The CS2011 benchmark is the median percent positive across all organisations that participated in the 2011 Civil Service People Survey.
CS High
For each question, this is the upper quartile score across all organisations that have taken part in the 2011 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, CS2011 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 2011 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.