| Civil Service People Survey 2017   | Returns : 3,969   | Response rate : 68%   |
|------------------------------------|-------------------|-----------------------|

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                 |                    |
| %                  |                    |
| 75                 |                    |
| %                  |                    |
| 87                 |                    |
| %                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +3                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +3                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +2                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2017             |                    |
| 0                  |                    |
| Difference from    |                    |
| CS2017             |                    |
| -1                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2017             |                    |
| +5                 |                    |
| -                  |                    |
| -4                 |                    |
| -                  |                    |
| -4                 |                    |
| -                  |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Difference from CS |                    |
| High Performers    |                    |
| Learning and       | Inclusion and fair |
| development        | treatment          |
| 53                 |                    |
| %                  |                    |
| 75                 |                    |
| %                  |                    |
| 70                 |                    |
| %                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +7                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +3                 |                    |
| -                  |                    |
| Difference from    |                    |
| previous survey    |                    |
| +6                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2017             |                    |
| 0                  |                    |
| Difference from    |                    |
| CS2017             |                    |
| -2                 |                    |
| -                  |                    |
| Difference from    |                    |
| CS2017             |                    |
| -2                 |                    |
| -                  |                    |
| -5                 |                    |
| -                  |                    |
| -5                 |                    |
| -                  |                    |
| 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
69%
75%
Difference from previous survey
+4 —
Difference from previous survey
+2 —
Difference from CS2017
-1 —
Difference from CS2017
-5 —
0
-4 —
-8 —
Difference from CS High Performers
Difference from CS High Performers
Leadership and 
Pay and benefits
managing change
33%
46%
Difference from previous survey
-3 —
Difference from previous survey
+3 —
Difference from CS2017
+3 —
Difference from CS2017
0
-5 —
-4 —
-5 —
Difference from CS High Performers
Difference from CS High Performers

## Returns : 3,969 Response Rate : 68% Wellbeing

| Difference    |
|---------------|
| Theme         |
| from        | Difference    | from CS    |
|-------------|---------------|------------|
| Strength of |               |            |
| association |               |            |
| score %     |               |            |
| previous    | from          | High       |
| with        |               |            |
| engagement  |               |            |
| survey      | CS2017        | Performers |
| 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
46%
+3—
0
-5—
My manager
69%
+4—
-1 —
-4—
My work
75%
+3—
-1 —
-4—
worthwhile?
Resources and workload
70%
+6—
-2 —
-5—

## Discrimination, Bullying And Harassment

Learning and development
53%
+7—
0
-5—
Pay and benefits
33%
-3—
+3 —
-4—
Organisational objectives and purpose
87%
+2—
+5 —
0
My team
75%
+2—
-5 —
-8—
Inclusion and fair treatment
75%
+3—
-2 —
-5—
| Civil Service People Survey 2017   |
|------------------------------------|
| Headline scores                    |
Highest positive scoring questions
Highest neutral scoring questions
for the future of the CPS
in the CPS actively role model the behaviours set out 
taken on the results of the last survey
Overall, I have confidence in the decisions made by the DPP, Chief Executive and Directors of Legal, Business and Corporate Services
Highest negative scoring questions
performance
organisations I feel my pay is reasonable

## Returns : 3,969 Response Rate : 68% All Questions By Theme

My work
75%
+3 —
Difference 
from previous survey
Strength of 
association with engagement
B01 I am interested in my work
92%
+1 —
+2 —
0
B02 I am sufficiently challenged by my work
83%
+2 —
+2 —
0
B03 My work gives me a sense of personal accomplishment
82%
+3 —
+5 —
+2 —
B04 I feel involved in the decisions that affect my work
54%
+5 —
-4 —
-10 —
B05 I have a choice in deciding how I do my work
64%
+6 —
-12 —
-16 —

## Organisational Objectives And Purpose* 87% +2 —

Difference from previous survey
Strength of association with engagement
B06 I have a clear understanding of the CPS objectives
87%
+2 —
+6 —
+1 —
B07 I understand how my work contributes to the CPS objectives
88%
+2 —
+4 —
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 CS2017
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree *This theme score is based on one fewer question in this year's 
survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison

## Returns : 3,969 Response Rate : 68% All Questions By Theme

My manager
69%
+4 —
Difference 
from previous survey
Strength of 
association with engagement
B08 My manager motivates me to be more effective in my job
70%
+5 —
0
-5 —
B09 My manager is considerate of my life outside work
82%
+5 —
-2 —
-5 —
B10 My manager is open to my ideas
78%
+5 —
-4 —
-7 —
B11 My manager helps me to understand how I contribute to the CPS objectives
68%
+4 —
+2 —
-3 —
B12 Overall, I have confidence in the decisions made by my manager
75%
+5 —
+1
-4 —
B13 My manager recognises when I have done my job well
78%
+3 —
-1 —
-4 —
B14 I receive regular feedback on my performance
66%
+3 —
-2 —
-7 —
B15 The feedback I receive helps me to improve my performance
63%
+4 —
0
-4 —
B16 I think that my performance is evaluated fairly
69%
+5 —
+3 —
-1 —
B17 Poor performance is dealt with effectively in my team
39%
+2 —
0
-4 —

- 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 CS2017
Difference 
from CS High 
Performers
| Civil Service People Survey 2017   | Returns : 3,969   | Response rate : 68%   |
|------------------------------------|-------------------|-----------------------|

## All Questions By Theme

My team
75%
+2 —
Difference 
from previous survey
Strength of 
association with engagement
B18 The people in my team can be relied upon to help when things get difficult in my 
job
83%
+1
-2 —
-4 —
B19 The people in my team work together to find ways to improve the service we 
provide
77%
+2 —
-5 —
-7 —
B20 The people in my team are encouraged to come up with new and better ways of 
doing things
65%
+5 —
-10 —
-14 —
Learning and 
development
53%
+7 —
Difference from previous survey
Strength of association with engagement
B21 I am able to access the right learning and development opportunities when I need 
to
67%
+7 —
+3 —
-2 —
B22 Learning and development activities I have completed in the past 12 months have 
helped to improve my performance
57%
+6 —
+5 —
-1 —
B23 There are opportunities for me to develop my career in the CPS
44%
+7 —
-3 —
-11 —
B24 Learning and development activities I have completed while working for the CPS 
are helping me to develop my career
44%
+6 —
-3 —
-8 —

- 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 CS2017
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree
| Civil Service People Survey 2017   | Returns : 3,969   | Response rate : 68%   |
|------------------------------------|-------------------|-----------------------|

## All Questions By Theme

Inclusion and fair 
treatment
75%
+3 —
Difference 
from previous survey
Strength of 
association with engagement
B25 I am treated fairly at work
78%
+3 —
-2 —
-5 —
B26 I am treated with respect by the people I work with
84%
+2 —
0
-3 —
B27 I feel valued for the work I do
64%
+5 —
-2 —
-8 —
B28 I think that the CPS respects individual differences (e.g. cultures, working styles, 
backgrounds, ideas, etc)
73%
+4 —
-2 —
-6 —
Resources and workload*
70%
+6 —
Difference from previous survey
Strength of association with engagement
B29 I get the information I need to do my job well
67%
+6 —
-2 —
-7 —
B30 I have clear work objectives
80%
+4 —
+5 —
0
B31 I have the skills I need to do my job effectively
90%
+3 —
+1 —
-1 —
B32 I have the tools I need to do my job effectively
66%
+9 —
-4 —
-11 —
B33 I have an acceptable workload
56%
+6 —
-5 —
-11 —
B34 I achieve a good balance between my work life and my private life
62%
+6 —
-6 —
-12 —

- 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 CS2017
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree *This theme score is based on one fewer question in this year's 
survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison

## Returns : 3,969 Response Rate : 68% All Questions By Theme

Pay and benefits
33%
-3 —
Difference 
from previous survey
Strength of 
association with engagement
B35 I feel that my pay adequately reflects my performance
30%
-3 —
0
-7 —
B36 I am satisfied with the total benefits package
37%
0
+3 —
-3 —
B37 Compared to people doing a similar job in other organisations I feel my pay is 
reasonable
31%
-4 —
+5 —
-2 —
Leadership and 
managing change*
46%
+3 —
Difference from previous survey
Strength of association with engagement
B38 My CCP, DCCP, ABM or Head of Directorate/Division in the CPS are sufficiently 
visible
60%
+4 —
0
-8 —
B39 I believe the actions of my CCP, DCCP, ABM or Head of Directorate/Division are 
consistent with the CPS values
62%
+4 —
+8 —
+2 —
B40 I believe that the CPS Board has a clear vision for the future of the CPS
48%
+3 —
0
-6 —
B41
Overall, I have confidence in the decisions made by the DPP, Chief Executive and Directors of Legal, Business and Corporate Services
47%
+3 —
-2 —
-7 —
B42 I feel that change is managed well in the CPS
34%
+5 —
+1 —
-6 —
B43 When changes are made in the CPS they are usually for the better
31%
+3 —
-2 —
-9 —
B44 The CPS keeps me informed about matters that affect me
55%
+5 —
-3 —
-10 —
B45 I have the opportunity to contribute my views before decisions are made that 
affect me
38%
-2 —
0
-9 —
B46 I think it is safe to challenge the way things are done in the CPS
41%
+3 —
-5 —
-12 —

- 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 CS2017
Difference 
from CS High 
Performers
Strongly 
agree
Agree
Neither
Disagree
Strongly 
disagree *This theme score is based on one fewer question in this year's 
survey. Previous survey scores have been recalculated on this basis, to allow for the theme trend comparison
| Civil Service People Survey 2017   | Returns : 3,969   | Response rate : 68%   |
|------------------------------------|-------------------|-----------------------|

## All Questions By Theme Engagement Strongly

B47 I am proud when I tell others I am part of the CPS
60%
+4 —
-2 —
-9 —
B48 I would recommend the CPS as a great place to work
47%
+6 —
-8 —
-16 —
B49 I feel a strong personal attachment to the CPS
59%
+3 —
+10 —
+2 —
B50 The CPS inspires me to do the best in my job
50%
+5 —
+2 —
-5 —
B51 The CPS motivates me to help it achieve its objectives
48%
+6 —
+2 —
-5 —

## Taking Action Strongly

| B52                                              | I believe that my CCP, DCCP, ABM or Head of Directorate/Division in the CPS      |
|--------------------------------------------------|----------------------------------------------------------------------------------|
| will take action on the results from this survey |                                                                                  |
| 52%                                              |                                                                                  |
| +3                                               |                                                                                  |
| -                                                |                                                                                  |
| +2                                               |                                                                                  |
| -                                                |                                                                                  |
| -6                                               |                                                                                  |
| -                                                |                                                                                  |
| B53                                              | Where I work, I think effective action has been taken on the results of the last |
| survey                                           |                                                                                  |
| 41%                                              |                                                                                  |
| +2                                               |                                                                                  |
| -                                                |                                                                                  |
| +4                                               |                                                                                  |
| -                                                |                                                                                  |
| -4                                               |                                                                                  |
| -                                                |                                                                                  |

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

agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2017
Difference 
from CS High 
Performers
agree
Agree
Neither
Disagree
Strongly 
disagree
| Civil Service People Survey 2017   | Returns : 3,969   | Response rate : 68%   |
|------------------------------------|-------------------|-----------------------|

## All Questions By Theme Organisational Culture Strongly

B54 I am trusted to carry out my job effectively
87%
+2 —
-1 —
-3 —
B55 I believe I would be supported if I try a new idea, even if it may not work
60%
+5 —
-11 —
-16 —
B56 In the CPS, people are encouraged to speak up when they identify a serious 
policy or delivery risk
59%
New
-7 —
-12 —
B57 I feel able to challenge inappropriate behaviour in the workplace
61%
New
-2 —
-7 —
B58 The CPS is committed to creating a diverse and inclusive workplace
74%
New
0
-4 —

## Leadership Statement Strongly

B59
My CCP, DCCP, ABM or Head of Directorate/Division in the CPS actively role model the behaviours set out in the Civil Service Leadership Statement
54%
+5 —
+7 —
-1 —
B60 My manager actively role models the behaviours set out in the Civil Service 
Leadership Statement
66%
+8 —
0
-6 —

## Civil Service Vision Strongly

B61 I am aware of the Civil Service vision for 'A Brilliant Civil Service'
39%
New
-4 —
-17 —
B62 I understand how my work contributes to helping us become 'A Brilliant Civil 
Service'
38%
New
+1 —
-7 —

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

agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
Difference 
from CS2017
Difference 
from CS High 
Performers
agree
Agree
Neither
Disagree
Strongly 
disagree
agree
Agree
Neither
Disagree
Strongly 
disagree

## Returns : 3,969 Response Rate : 68%

- 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 CS2017
Difference 
from CS High 
Performers

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.

W01 Overall, how satisfied are you with your life nowadays?
62%
+1
-4 —
-6 —
W02 Overall, to what extent do you feel that the things you do in your life are 
worthwhile?
70%
+1
-1
-3 —
W03 Overall, how happy did you feel yesterday?
61%
-1
-2 —
-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?
47%
-1
-1 —
-4 —

## All Questions By Theme Your Plans For The Future

C01. Which of the following statements most reflects your current thoughts about working for the CPS?

I want to leave the CPS as soon as possible
9%
-1 —
0
-3 —
I want to leave the CPS within the next 12 months
9%
-1 —
-5 —
-9 —
I want to stay working for the CPS for at least the next year
24%
0
-10 —
-15 —
I want to stay working for the CPS for at least the next three years
59%
+2 —
+15 —
+6 —

## The Civil Service Code

Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code?
89%
0
-3 —
-6 —
D02. Are you aware of how to raise a concern under the Civil Service Code?
65%
+2 —
-2 —
-8 —
D03. Are you confident that if you raised a concern under the Civil Service Code in the CPS it would be investigated properly?
65%
+3 —
-5 —
-11 —

^ indicates a variation in question wording from your previous survey

Difference from 
previous survey
Difference from 
CS2017
Difference from 
CS High 
Performers
% Yes
%
No
% Yes
Difference from 
previous survey
Difference from 
CS2017
Difference from 
CS High 
Performers

## Returns : 3,969 Response Rate : 68% 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)

| %                   |
|---------------------|
| % Prefer not to say |
| 2017                |
| 2016                |
| CS2017              |

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

2017 2016 CS2017

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

| %                   |
|---------------------|
| % Prefer not to say |
| 2017                |
| 2016                |
| CS2017              |

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?

2017 2016 CS2017

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

Response Count
Age
68
Caring responsibilities
68
Disability
89
Ethnic background
51
Gender
75
Gender reassignment or perceived gender
--
Grade, pay band or responsibility level
144
Main spoken/written language or language ability
15
Religion or belief
14
Sexual orientation
14
Social or educational background
27
Working location
88
Working pattern
158
Any other grounds
110
Prefer not to say
51
A colleague
148
Your manager
129
Another manager in my part of the CPS
137
Someone you manage
24
Someone who works for another part of the CPS
36
A member of the public
11
Someone else
27
Prefer not to say
59

Please note: Counts of fewer than ten responses are suppressed and replaced with '--'

## Returns : 3,969 Response Rate : 68% All Questions By Theme Crown Prosecution Service Questions Strongly

| F01                                                                             | I am committed to the CPS purpose of delivering justice                   |
|---------------------------------------------------------------------------------|---------------------------------------------------------------------------|
| 94%                                                                             |                                                                           |
| 0                                                                               |                                                                           |
| F02                                                                             |                                                                           |
| CPS supports the success of its people by investing in their learning and       |                                                                           |
| development                                                                     |                                                                           |
| 62%                                                                             |                                                                           |
| New                                                                             |                                                                           |
| F03                                                                             |                                                                           |
| CPS ensures that the public have confidence in the decisions it makes by being  |                                                                           |
| open and transparent in delivering justice                                      |                                                                           |
| 73%                                                                             |                                                                           |
| New                                                                             |                                                                           |
| F04                                                                             | CPS delivers consistently high quality casework                           |
| 58%                                                                             |                                                                           |
| New                                                                             |                                                                           |
| F05                                                                             | CPS is continuously improving to digitise and modernise the way we work   |
| 79%                                                                             |                                                                           |
| New                                                                             |                                                                           |
| F06                                                                             | I demonstrate the CPS values through my actions                           |
| 91%                                                                             |                                                                           |
| +3                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F07                                                                             | My direct line manager demonstrates the CPS values through their actions  |
| 80%                                                                             |                                                                           |
| +5                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F08                                                                             |                                                                           |
| CPS is committed to building and maintaining an inclusive workforce that treats |                                                                           |
| all its employees fairly^                                                       |                                                                           |
| 68%                                                                             |                                                                           |
| +5                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F09                                                                             | CPS is committed to supporting my Health and Wellbeing^                   |
| 58%                                                                             |                                                                           |
| +5                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F10                                                                             | Change is managed well in my Area/Directorate/Division                    |
| 44%                                                                             |                                                                           |
| +5                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F11                                                                             | My local Senior Management Team is sufficiently visible^                  |
| 65%                                                                             |                                                                           |
| +9                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F12                                                                             |                                                                           |
| I am kept informed of local and national news through the use of Team Talk at   |                                                                           |
| regular team briefings/meetings                                                 |                                                                           |
| 67%                                                                             |                                                                           |
| +4                                                                              |                                                                           |
| -                                                                               |                                                                           |
| F13                                                                             | CPS Conversations feedback is taken into account when decisions are made^ |
| 43%                                                                             |                                                                           |
| -1                                                                              |                                                                           |
| -                                                                               |                                                                           |

^ indicates a variation in question wording from your previous survey

agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
| Civil Service People Survey 2017                               |
|----------------------------------------------------------------|
| -                                                              |
| indicates statistically significant difference from comparison |

## All Questions By Theme Crown Prosecution Service Questions Strongly

agree
Agree
Neither
Disagree
Strongly 
disagree
% Positive
Difference 
from previous 
survey
F14
CPS works meaningfully with the Departmental Trade Unions^
37%
0
F15
I am aware of opportunities for Smarter Working within my Area/Directorate/Division
Yes: 81%          No: 19%
81%
New
| Civil Service People Survey 2017   | Returns : 3,969   | Response rate : 68%   |
|------------------------------------|-------------------|-----------------------|

## 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 2016 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. |                                                                                                                                                           |
| CS2017                                                                                                                 | The CS2017 benchmark is the median percent positive across all organisations that participated in the 2017 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 2017 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, CS2017 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 (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. 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.

## Changes To Theme Scores In 2017

Small changes have been made to some of the headline themes in 2017. Three theme scores (Organisational objectives and purpose; Resources and workload; Leadership and managing change) are based on one fewer question in this year's survey. Previous survey scores have been recalculated on this basis, to allow for theme trend comparisons.

## Confidentiality

The survey was carried out as part of the 2017 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.