## Orr 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 ORR
42%
+1
-11
B51. I would recommend ORR as a great place to work
41%
-3
-2
Stay: emotionally attached and committed to the organisation...
B52. I feel a strong personal attachment to ORR
38%
+1
-8
Strive: motivated to do the best for the organisation...
B53. ORR inspires me to do the best in my job
37%
+1
-1
B54. ORR motivates me to help it achieve its objectives
35%
-1
0
= Statistically significant difference from comparison
The results for the engagement questions are shown in detail on page 8

## Drivers Of Engagement

Employee engagement is shaped by experiences at work, as measured by nine themes in the survey. The table below shows how you performed on each of these themes, ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details.

Strength of
association with 
engagement
Theme score
% positive
Leadership and managing change
36%
-3
-2
-11
My line manager
67%
-2
+3
0
My work
77%
-2
+6
+1
Learning and development
49%
+3
+6
-2
Pay and benefits
47%
-18
+15
+7
Resources and workload
72%
-3
0
-3
Inclusion and fair treatment
70%
-2
-3
-7
My team
81%
-3
+4
+1
Organisational objectives and purpose
73%
-4
-8
-13
Returns: 238
Response rate: 85%
Difference from 
previous
survey
Difference from 
CS2011
Difference from 
previous
survey
Difference from 
CS2011
Difference from 
CS High 
Performers
= 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:
B41. Directors and deputies in ORR are sufficiently visible
54%
-2
+9
B48. I have the opportunity to contribute my views before decisions are made that affect me
43%
-3
+7
B47. ORR keeps me informed about matters that affect me
59%
-3
+4
B46. When changes are made in ORR they are usually for the better
24%
-1
+2
B44. Overall, I have confidence in the decisions made by ORR's directors and deputies
36%
-5
0
B42. I believe the actions of directors and deputies are consistent with ORR's values
35%
-6
-4
B49. I think it is safe to challenge the way things are done in ORR
34%
-3
-4
B45. I feel that change is managed well in ORR
20%
-1
-8
B40. I feel that ORR as a whole is managed well
29%
-4
-11
B43. I believe that the board has a clear vision for the future of ORR
24%
-5
-15
My line manager
Strength of association with engagement:
B09. My manager motivates me to be more effective in my job
70%
+3
+7
B11. My manager is open to my ideas
85%
+1
+6
B15. I receive regular feedback on my performance
66%
-2
+6
B13. Overall, I have confidence in the decisions made by my manager
74%
-2
+3
B14. My manager recognises when I have done my job well
79%
-2
+3
B16. The feedback I receive helps me to improve my performance
61%
-2
+3
B10. My manager is considerate of my life outside work
81%
-2
+2
B12. My manager helps me to understand how I contribute to ORR's objectives
59%
-4
+1
B17. I think that my performance is evaluated fairly
62%
-5
0
B18. Poor performance is dealt with effectively in my team
36%
-7
-1
My work
Strength of association with engagement:
B05. I have a choice in deciding how I do my work
81%
-3
+10
B04. I feel involved in the decisions that affect my work
59%
+1
+10
B02. I am sufficiently challenged by my work
81%
-2
+6
B03. My work gives me a sense of personal accomplishment
77%
-4
+5
B01. I am interested in my work
89%
-1
0

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
81%
-2
+6
+2
B03. My work gives me a sense of personal accomplishment
77%
-4
+5
0
B04. I feel involved in the decisions that affect my work
59%
+1
+10
0
B05. I have a choice in deciding how I do my work
81%
-3
+10
+4

## Organisational Objectives And Purpose

:Strength of association with engagement
B06. I have a clear understanding of ORR's purpose
80%
-1
-4
-10
B07. I have a clear understanding of ORR's objectives
66%
-8
-12
-18
B08. I understand how my work contributes to ORR's objectives
74%
-5
-7
-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    |

## My Line Manager

:Strength of association with engagement
B09. My manager motivates me to be more effective in my job
70%
+3
+7
+3
B10. My manager is considerate of my life outside work
81%
-2
+2
-2
B11. My manager is open to my ideas
85%
+1
+6
+4
B12. My manager helps me to understand how I contribute to ORR's objectives
59%
-4
+1
-5
B13. Overall, I have confidence in the decisions made by my manager
74%
-2
+3
0
B14. My manager recognises when I have done my job well
79%
-2
+3
0
B15. I receive regular feedback on my performance
66%
-2
+6
0
B16. The feedback I receive helps me to improve my performance
61%
-2
+3
-1
B17. I think that my performance is evaluated fairly
62%
-5
0
-5
B18. Poor performance is dealt with effectively in my team
36%
-7
-1
-5

## 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
84%
-5
+2
-1
B20. The people in my team work together to find ways to improve the service 
we provide
79%
-5
+1
-3
B21. The people in my team are encouraged to come up with new and better ways of doing things
79%
0
+10
+5
| 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
62%
+3
+8
-2
B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance
61%
+2
+17
+9
B24. There are opportunities for me to develop my career in ORR
30%
+5
-1
-9
B25. Learning and development activities I have completed while working for 
ORR are helping me to develop my career
41%
0
+2
-4

## Inclusion And Fair Treatment

:Strength of association with engagement
B26. I am treated fairly at work
72%
-7
-6
-9
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
66%
-2
+6
-1
B29. I think that ORR respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc)
56%
-2
-14
-20
| 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
81%
0
-1
-5
B31. I get the information I need to do my job well
60%
-11
-8
-11
B32. I have clear work objectives
79%
+3
+5
+1
B33. I have the skills I need to do my job effectively
90%
+2
+2
0
B34. I have the tools I need to do my job effectively
68%
-3
-3
-8
B35. I have an acceptable workload
63%
-6
+3
-2
B36. I achieve a good balance between my work life and my private life
67%
-4
0
-6

## Pay And Benefits

:Strength of association with engagement
B37. I feel that my pay adequately reflects my performance
47%
-21
+15
+8
B38. I am satisfied with the total benefits package
48%
-17
+14
+8
B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable
44%
-18
+17
+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    |

## Leadership And Managing Change

:Strength of association with engagement
B40. I feel that ORR as a whole is managed well
29%
-4
-11
-25
B41. Directors and deputies in ORR are sufficiently visible
54%
-2
+9
-5
B42. I believe the actions of directors and deputies are consistent with ORR's values
35%
-6
-4
-16
B43. I believe that the board has a clear vision for the future of ORR
24%
-5
-15
-26
B44. Overall, I have confidence in the decisions made by ORR's directors and deputies
36%
-5
0
-12
B45. I feel that change is managed well in ORR
20%
-1
-8
-17
B46. When changes are made in ORR they are usually for the better
24%
-1
+2
-7
B47. ORR keeps me informed about matters that affect me
59%
-3
+4
-3
B48. I have the opportunity to contribute my views before decisions are made that affect me
43%
-3
+7
-1
B49. I think it is safe to challenge the way things are done in ORR
34%
-3
-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    |

## Engagement

B50. I am proud when I tell others I am part of ORR
42%
+1
-11
-24
B51. I would recommend ORR as a great place to work
41%
-3
-2
-14
B52. I feel a strong personal attachment to ORR
38%
+1
-8
-16
B53. ORR inspires me to do the best in my job
37%
+1
-1
-12
B54. ORR motivates me to help it achieve its objectives
35%
-1
0
-10

## Taking Action

B55. I believe that directors and deputies in ORR will take action on the results from this survey
45%
-8
+6
-5
B56. I believe that managers where I work will take action on the results from this survey
58%
-10
+10
+2
B57. Where I work, I think effective action has been taken on the results of the last survey
35%
-
+6
-2
| 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 Orr?

10%
-1
+2
0
18%
+5
+7
+3
38%
+3
+10
+3
35%
-7
-19
-26

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

D01. Are you aware of the Civil Service Code?
91%
+2
+5
-1
D02. Are you aware of how to raise a concern under the Civil Service Code?
62%
+12
+3
-4
D03. Are you confident that if you raised a concern under the Civil Service Code in ORR it would be investigated properly?
59%
-6
-5
-12

 ^  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.