| Returns : 274      | Response rate : 84%    |
|--------------------|------------------------|
| Overal results     | My work                |
| Organisational     |                        |
| objectives and     |                        |
| purpose            |                        |
| 83                 |                        |
| %                  |                        |
| 84                 |                        |
| %                  |                        |
| Difference from    |                        |
| previous survey    |                        |
| 0                  |                        |
| Difference from    |                        |
| previous survey    |                        |
| 0                  |                        |
| Difference from    |                        |
| CS2019             |                        |
| +6                 |                        |
| ²                  |                        |
| Difference from    |                        |
| CS2019             |                        |
| +1                 |                        |
| +3                 |                        |
| ²                  |                        |
| Difference from CS |                        |
| High Performers    |                        |
| Difference from CS |                        |
| High Performers    |                        |
79% 
79% 
Difference from previous survey 
+2 
Difference from previous survey 
+4 ²
Difference from CS2019 
+1 
Difference from CS2019 
+5 ²
-2 ²
Difference from CS 
High Performers 
Difference from CS 
High Performers 

 ORR logo
² Statistically significant difference from comparison 

74% 
84% 
Difference from previous survey 
+2 
Difference from previous survey 
0 
Difference from CS2019 
+4 ²
Difference from CS2019 
+2 ²
-3 ²
+1 
-1 
Difference from CS High Performers 
Difference from CS High Performers 
Difference from previous survey 
+2 
Difference from previous survey 
+7 ²
Difference from CS2019 
-6 ²
Difference from CS2019 
+9 ²
+2 
-14 ²
0 
Difference from CS 
High Performers 
Difference from CS 
High Performers 

Response rate : 84% 
Civil Service People Survey 2019 

## Taking Action Wellbeing Discrimination, Bullying And Harassment

| Returns : 274    | Response rate : 84%    | Civil Service People Survey 2019    |
|------------------|------------------------|-------------------------------------|

## Headline Scores

| Returns : 274    | Response rate : 84%    | Civil Service People Survey 2019    |
|------------------|------------------------|-------------------------------------|

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

Difference 
My work 
83% 
0 
from 
Strongly 
Agree 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 

## My W Ork Questions

Difference from 
Strongly 
Neither 
Disagree 
Strongly
previous 
agree 
disagree 
survey 

## Orga Nisational Objectives And Purpose

% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
| Returns : 274    | Response rate : 84%    | Civil Service People Survey 2019    |
|------------------|------------------------|-------------------------------------|

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

My manager 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
| Returns : 274    | Response rate : 84%    | Civil Service People Survey 2019    |
|------------------|------------------------|-------------------------------------|

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

My team 
84% 
previous 
disagree 
survey 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
my t eam

## Lear Ning And Development

Response rate : 84% 
Civil Service People Survey 2019 

## All Questions By Theme ^ Indicates A Variation In Question Wording From Your Previous Survey Inclusion And Fair Treatment

Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
incl usion and fair treatment

## Reso Urces And Workload

| Returns : 274    | Response rate : 84%    | Civil Service People Survey 2019    |
|------------------|------------------------|-------------------------------------|

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

Pay and benefits 
28% 
previous survey 
pay and benefits
lead ership and managing change
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 

Response rate : 84% 
Civil Service People Survey 2019 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

Engagement 
The following five questions, measuring pride, advocacy, attachment, inspiration and motivation, are used to 
Neither 
Strongly
create your Employee Engagement Index score. 
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 

## Enga Gement Taking Action Taki Ng Action Response Rate : 84% Civil Service People Survey 2019 All Questions By Theme Organisational Culture

% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 

## Orga Nisation Culture Civil Service Vision Civi L Service Vision Leadership Statement Lead Ership Statement

The % positive for this question is the proportion who selected either "Always" or "Most of the time". 

Response rate : 84% 
Civil Service People Survey 2019 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

## Wellbeing

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. 

## Well Being

For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10 to the question. 

## Well Being

Response rate : 84% 
Civil Service People Survey 2019 
- 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? 

## Your Plans For The Future

Difference from
Performers 

## Response Rate : 84% Civil Service People Survey 2019

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

## Discrimination

E01. Have you been discriminated against at work, For respondents who selected 'Yes' to E01.

in the past 12 months?^ 
E02. On which of the following grounds were you discriminated against?^ (multiple selection) 
Of those who said they had experienced discrimination at work in the last 12 months, 100% said it occurred in ORR while 0% said it occurred in another organisation. 

Response rate : 84% 
Civil Service People Survey 2019 
- indicates statistically significant difference from comparison All questions by theme 
^ indicates a variation in question wording from your previous survey 

## Bullying And Harassment

E03. Have you been bullied or harassed at work, in For respondents who selected 'Yes' to E03.

the past 12 months?^ 
E03A. How would you describe the nature of the bullying and/or harassment you experienced?^ (multiple selection) 
Please note: Counts of fewer than ten responses are suppressed and replaced with '--' 

## Response Rate : 84% Civil Service People Survey 2019

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

## Bullying And Harassment

For respondents who selected 'Yes' to E03. 

For respondents who selected 'Yes' to E03. 

E06. How would you describe your situation now?^ 
E04. Who bullied and/or harassed you?^ (multiple selection) 
Please note: Counts of fewer than ten responses are suppressed and replaced with '--' 
For respondents who selected 'Yes' to E03. E05. Did you report your experience of bullying and/or harassment?^ 
Response rate : 84% 
Civil Service People Survey 2019 
- indicates statistically significant difference from comparison Additional questions selected by organisation 

## Safe To Challenge

* indicates negatively phrased question(s) where % positive is the proportion who selected "no" 

## Smarter Working

Response rate : 84% 
Civil Service People Survey 2019 
- indicates statistically significant difference from comparison Additional questions selected by organisation 

## Wellbeing At Work * Indicates Negatively Phrased Question(S) Where % Positive Is The Proportion Who Selected Either

"disagree" or "strongly disagree" 

## Wellb Eing At Work Support For Managers Suppo Rt For Managers

Response rate : 84% 
Civil Service People Survey 2019 
- indicates statistically significant difference from comparison 
** this is a negatively phrased question where % positive is the proportion who selected "no" 

## 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                            | 88% | B01 I am interested in my work                              | 91%           |
| B08 My manager motivates me to be more effective in my job                  | 73% | B03 My work gives me a sense of personal accomplishment     | 81%           |
| The people in my team can be relied upon to help when things get            |     |                                                             |               |
| B18                                                                         | 88% |                                                             |               |
| difficult in my job                                                         |     |                                                             |               |
| The people in my team can be relied upon to help when things get            |     |                                                             |               |
| B18                                                                         | 88% |                                                             |               |
| difficult in my job                                                         |     |                                                             |               |
| B26 I am treated with respect by the people I work with                     | 87% | W01 Overall, how satisfied are you with your life nowadays? | 70%           |
| B30 I have clear work objectives                                            | 84% |                                                             |               |
| Overall, to what extent do you feel that the things you do in your life are |     |                                                             |               |
| W02                                                                         | 70% |                                                             |               |
| worthwhile?                                                                 |     |                                                             |               |
| B33 I have an acceptable workload                                           | 70% |                                                             |               |
| I have the opportunity to contribute my views before decisions are made     |     |                                                             |               |
| B45                                                                         | 55% |                                                             |               |
| that affect me                                                              |     |                                                             |               |
| E03 Have you been bullied or harassed at work, in the past 12 months?**     | 89% |                                                             |               |
| Returns : 274    | Response rate : 84%    | Civil Service People Survey 2019    |
|------------------|------------------------|-------------------------------------|

## 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                                                                                 |                                                                                                                                                                                      |
| ), unless otherwise indicated.                                                                         |                                                                                                                                                                                      |
| Previous survey                                                                                        | Comparisons to the previous survey relate to the results from the 2018 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.    |                                                                                                                                                                                      |
| CS2019                                                                                                 | The CS2019 benchmark is the median percent positive (unless otherwise indicated) across all Civil Service organisations that participated in the 2019 Civil Service People Survey,   |
| where data was not suppressed.                                                                         |                                                                                                                                                                                      |
| CS High Performers                                                                                     | For each question, unless otherwise indicated, this is the upper quartile score across all Civil Service organisations that took part in the 2019 Civil Service People Survey, where |
| data was not suppressed. For question W04 and the Proxy Stress Index, we have used the lower quartile. |                                                                                                                                                                                      |
| Difference from benchmark                                                                              | For these questions, the benchmark is the median percent positive (unless otherwise indicated) across all Civil Service organisations that selected these questions for inclusion in |
| their 2019 Civil Service People Survey, so it is not representative of the whole Civil Service.        |                                                                                                                                                                                      |

## 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: ²

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. Please note that there needs to be 30 responses at question level, 20 responses at theme level and 10 responses at index level for statistical testing to be carried out on the corresponding scores. If you received a lower number of responses, then statistical significance testing won't have been conducted. 

## 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. 

## Confidentiality

The survey was carried out as part of the 2019 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all participating organisations. The Cabinet Office commissioned ENGINE Transformation to carry out the survey. ENGINE Transformation 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. ENIGINE's Privacy Policy (https://transformation.enginegroup.com/privacy-notice) tells you how they keep personal data safe and who to contact to exercise your rights of control under the new GDPR regulations. 

The Civil Service People Survey Privacy Notice can be found on GOV.UK (https://www.gov.uk/government/publications/people-survey-privacy-information-notice/privacy-notice-civil-service-people-survey)