| Returns : 237   | Response rate : 77%   | Civil Service People Survey 2016   |
|-----------------|-----------------------|------------------------------------|

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                 |           |
| %                  |           |
| 83                 |           |
| %                  |           |
| 86                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| -2                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| -2                 |           |
| Difference from    |           |
| previous survey    |           |
| -2                 |           |
| Difference from    |           |
| CS2016             |           |
| +2                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +8                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +3                 |           |
| -                  |           |
| -2                 |           |
| -                  |           |
| +5                 |           |
| -                  |           |
| 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                 |           |
| %                  |           |
| 80                 |           |
| %                  |           |
| 78                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| -2                 |           |
| Difference from    |           |
| previous survey    |           |
| -3                 |           |
| -                  |           |
| Difference from    |           |
| previous survey    |           |
| +1                 |           |
| Difference from    |           |
| CS2016             |           |
| +7                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +4                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +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                 |           |
| %                  |           |
| 84                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| 0                  |           |
| Difference from    |           |
| previous survey    |           |
| -2                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +5                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +4                 |           |
| -                  |           |
| -2                 |        +2 |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |
| Pay and benefits   |           |
| Leadership and     |           |
| managing change    |           |
| 28                 |           |
| %                  |           |
| 54                 |           |
| %                  |           |
| Difference from    |           |
| previous survey    |           |
| -1                 |           |
| Difference from    |           |
| previous survey    |           |
| +1                 |           |
| Difference from    |           |
| CS2016             |           |
| -3                 |           |
| -                  |           |
| Difference from    |           |
| CS2016             |           |
| +11                |           |
| -                  |           |
| +2                 |       -10 |
| -                  |           |
| +2                 |           |
| Difference from CS |           |
| High Performers    |           |
| Difference from CS |           |
| High Performers    |           |

## Returns : 237 Wellbeing

Strength of 
association 
with 
engagement
Difference 
from 
previous 
survey
Difference 
from 
CS2016
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
54%
+1
+11 —
+2
My work
83%
-2
+8 —
+5—
Resources and workload
78%
+1
+5 —
+2
in your life are worthwhile?
My manager
73%
0
+5 —
+2

## Discrimination, Bullying And Harassment

Pay and benefits
28%
-1
-3 —
-10—
Organisational objectives and purpose
86%
-2
+3 —
-2
Learning and development
57%
-2
+7 —
+2
My team
84%
-2—
+4 —
+1
Inclusion and fair treatment
80%
-3—
+4 —
+1

Returns : 237
Response rate : 77%

My work
83%
-2
Difference 
from previous survey
Strength of association with engagement
B01 I am interested in my work
94%
-2 —
+4 —
+2 —
B02 I am sufficiently challenged by my work
81%
-7 —
+1
-1
B03 My work gives me a sense of personal accomplishment
84%
-1
+9 —
+5 —
B04 I feel involved in the decisions that affect my work
66%
-5 —
+10 —
+5 —
B05 I have a choice in deciding how I do my work
91%
+3 —
+17 —
+12 —
Organisational objectives and purpose
86%
-2
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
84%
-2
+4 —
-1
B08 I understand how my work contributes to ORR's objectives
86%
-2
+3 —
-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 CS2016
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 237
Response rate : 77%

My manager
73%
0
Difference 
from previous survey
Strength of association with engagement
B09 My manager motivates me to be more effective in my job
74%
0
+5 —
+1
B10 My manager is considerate of my life outside work
91%
+1
+8 —
+5 —
B11 My manager is open to my ideas
86%
-2
+5 —
+2
B12 My manager helps me to understand how I contribute to ORR's objectives
73%
+1
+8 —
+3 —
B13 Overall, I have confidence in the decisions made by my manager
82%
+2
+9 —
+4 —
B14 My manager recognises when I have done my job well
82%
0
+4 —
+1
B15 I receive regular feedback on my performance
70%
-1
+4 —
+1
B16 The feedback I receive helps me to improve my performance
66%
-2
+4 —
0
B17 I think that my performance is evaluated fairly
67%
-1
+3 —
-1
B18 Poor performance is dealt with effectively in my team
37%
-1
-2
-6 —

## My Team -2

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
89%
-2 —
+4 —
+2
B20 The people in my team work together to find ways to improve the service we 
provide
85%
-3 —
+4 —
+1
B21 The people in my team are encouraged to come up with new and better ways of 
doing things
79%
-2
+4 —
0
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2016
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 237
Response rate : 77%

Learning and 
development
57%
-2
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
72%
+1
+11 —
+5 —
B23 Learning and development activities I have completed in the past 12 months have 
helped to improve my performance
71%
+8 —
+21 —
+14 —
B24 There are opportunities for me to develop my career in ORR
30%
-15 —
-13 —
-21 —
B25 Learning and development activities I have completed while working for ORR are 
helping me to develop my career
54%
0
+11 —
+3 —
Inclusion and fair treatment
80%
-3
Difference from previous survey
Strength of association with engagement
B26 I am treated fairly at work
82%
-5 —
+3 —
-1
B27 I am treated with respect by the people I work with
89%
-4 —
+5 —
+2
B28 I feel valued for the work I do
72%
-4 —
+7 —
+2
B29 I think that ORR respects individual differences (e.g. cultures, working styles, 
backgrounds, ideas, etc)
78%
0
+5 —
0

- 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 CS2016
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 237
Response rate : 77%

## All Questions By Theme Resources And Workload 78% +1

Difference 
from previous survey
Strength of association with engagement
B30 In my job, I am clear what is expected of me
86%
0
+4 —
0
B31 I get the information I need to do my job well
77%
+8 —
+8 —
+3 —
B32 I have clear work objectives
78%
-3 —
+3 —
-2
B33 I have the skills I need to do my job effectively
93%
0
+5 —
+2 —
B34 I have the tools I need to do my job effectively
70%
+4 —
0
-5 —
B35 I have an acceptable workload
69%
+1
+11 —
+5 —
B36 I achieve a good balance between my work life and my private life
73%
-4 —
+6 —
+2

## Pay And Benefits 28% -1

Difference from previous survey
Strength of association with engagement
B37 I feel that my pay adequately reflects my performance
31%
-3
-1
-8 —
B38 I am satisfied with the total benefits package
27%
+1
-7 —
-14 —
B39 Compared to people doing a similar job in other organisations I feel my pay is 
reasonable
26%
-2
-1
-9 —

- 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 CS2016
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree

Returns : 237
Response rate : 77%
- 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
54% +1
Difference 
previous survey
Strength of association with engagement
% Positive
Difference 
from previous 
survey
Difference 
from CS2016
Difference 
from CS High 
Performers
B40 I feel that ORR as a whole is managed well
62%
0
+16 —
+4 —
B41 Directors and deputies in ORR are sufficiently visible
71%
+1
+16 —
+5 —
B42 I believe the actions of Directors and deputies are consistent with ORR's values
64%
+2
+15 —
+7 —
B43 I believe that the Board has a clear vision for the future of ORR
47%
+5 —
+4 —
-7 —
B44 Overall, I have confidence in the decisions made by ORR's Directors and 
deputies
60%
+2
+16 —
+5 —
B45 I feel that change is managed well in ORR
35%
-1
+5 —
-6 —
B46 When changes are made in ORR they are usually for the better
33%
+1
+3
-6 —
B47 ORR keeps me informed about matters that affect me
69%
0
+13 —
+5 —
B48 I have the opportunity to contribute my views before decisions are made that 
affect me
49%
-2
+11 —
+2
B49 I think it is safe to challenge the way things are done in ORR
52%
-1
+9 —
+3 —

Returns : 237
Response rate : 77%
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Engagement
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2016
Difference 
from CS High 
Performers
B50 I am proud when I tell others I am part of ORR
53%
-3
-6 —
-13 —
B51 I would recommend ORR as a great place to work
60%
-2
+9 —
-1
B52 I feel a strong personal attachment to ORR
42%
-4 —
-6 —
-14 —
B53 ORR inspires me to do the best in my job
45%
-6 —
-1
-8 —
B54 ORR motivates me to help it achieve its objectives
43%
-7 —
-1
-7 —
Taking action
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
B55 I believe that Directors and deputies in ORR will take action on the results from 
this survey
50%
-8 —
+4 —
-4 —
B56 I believe that managers where I work will take action on the results from this 
survey
58%
-6 —
+3 —
-6 —
B57 Where I work, I think effective action has been taken on the results of the last 
survey
30%
-12 —
-4 —
-11 —

Returns : 237
Response rate : 77%
- indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey

Organisational culture
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2016
Difference 
from CS High 
Performers
B58 I am trusted to carry out my job effectively
94%
0
+6 —
+4 —
B59 I believe I would be supported if I try a new idea, even if it may not work
78%
-2
+10 —
+5 —
B60 When I talk about ORR I say "we" rather than "they"
82%
0
+11 —
+4 —
B61 I have some really good friendships at work
71%
+2
-6 —
-10 —
Leadership statement
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
B62 Directors and deputies in ORR actively role model the behaviours set out in the 
Civil Service Leadership Statement
48%
+3
+4 —
-1
B63 My manager actively role models the behaviours set out in the Civil Service 
Leadership Statement
66%
+6 —
+4 —
-1

Returns : 237
Response rate : 77%
- 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 CS2016
Difference 
from CS High 
Performers

Unlike the questions B01-B63 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.

W01 Overall, how satisfied are you with your life nowadays?
73%
-1
+7 —
+4 —
W02 Overall, to what extent do you feel that the things you do in your life are 
worthwhile?
78%
-2
+7 —
+4 —
W03 Overall, how happy did you feel yesterday?
70%
0
+7 —
+4 —
For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.
W04 Overall, how anxious did you feel yesterday?
59%
+1
+9 —
+6 —

## 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
8%
+4 —
0
-3
I want to leave ORR within the next 12 months
19%
+2
+4 —
0
I want to stay working for ORR for at least the next year
47%
+3
+15 —
+8 —
I want to stay working for ORR for at least the next three years
26%
-9 —
-17 —
-25 —

## The Civil Service Code

Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code?
91%
-2
0
-4 —
D02. Are you aware of how to raise a concern under the Civil Service Code?
67%
0
0
-7 —
D03. Are you confident that if you raised a concern under the Civil Service Code in ORR it would be investigated properly?
73%
-6 —
+5 —
-3 —
Difference from 
previous survey
Difference from 
CS2016
Difference from 
CS High 
Performers
% Yes
%
No
% Yes
Difference from 
previous survey
Difference from 
CS2016
Difference from 
CS High 
Performers

Response rate : 77%

## All Questions By Theme Discrimination, Harassment And Bullying

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

For respondents who selected 'Yes' to question E01. E02. On which of the following grounds have you personally experienced discrimination at work in the past 12 months? (multiple selection)
2016 2015 CS2016

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

2016 2015 CS2016
For respondents who selected 'Yes' to question E03. E05. Did you report the bullying and harassment you experienced?
%
Yes
%
% Prefer not to say
2016 CS2016
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)
For respondents who selected 'Yes' to question E03. E06. In your opinion, has this issue been resolved?
2016 CS2016

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

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
--
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 '--'

| Civil Service People Survey 2016   | Returns : 237   | Response rate : 77%   |
|------------------------------------|-----------------|-----------------------|

## 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 2015 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. |                                                                                                                                                           |
| CS2016                                                                                                                 | The CS2016 benchmark is the median percent positive across all organisations that participated in the 2016 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 2016 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, CS2016 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 2016 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.