BEIS: Civil Service people survey 2019
Source: data.gov.uk (2020-03-27)

BEIS: Civil Service people survey. The survey shows overall staff engagement index and responses by the following themes:
my work
organisational objectives and purpose
my manager
my team
learning and development
inclusion and fair treatment
resources and workload
pay and benefits
leadership and managing change

Department for Business, Energy and Industrial Strategy
Civil Service People Survey 2019
Returns : 4,116
Response rate : 92%
² Statistically significant difference from comparison
Engagement Index
62%
Difference from 
previous survey
0
Difference from 
CS2019
-1 ²
Difference from CS 
High Performers
-5 ²
My work
78%
Difference from 
previous survey
-2 ²
Difference from 
CS2019
0
Difference from CS 
High Performers
-2 ²
Organisational 
objectives and 
purpose
80%
Difference from 
previous survey
0
Difference from 
CS2019
-3 ²
Difference from CS 
High Performers
-7 ²
My manager
73%
Difference from 
previous survey
0
Difference from 
CS2019
+2 ²
Difference from CS 
High Performers
-1 ²
My team
85%
Difference from 
previous survey
+1 ²
Difference from 
CS2019
+3 ²
Difference from CS 
High Performers
0
Learning and 
development
64%
Difference from 
previous survey
0
Difference from 
CS2019
+9 ²
Difference from CS 
High Performers
+4 ²
Inclusion and fair 
treatment
83%
Difference from 
previous survey
0
Difference from 
CS2019
+5 ²
Difference from CS 
High Performers
+2 ²
Resources and 
workload
75%
Difference from 
previous survey
+2 ²
Difference from 
CS2019
+1 ²
Difference from CS 
High Performers
-2 ²
Pay and benefits
39%
Difference from 
previous survey
+2 ²
Difference from 
CS2019
+5 ²
Difference from CS 
High Performers
-3 ²
Leadership and 
managing change
57%
Difference from 
previous survey
0
Difference from 
CS2019
+8 ²
Difference from CS 
High Performers
-1 ²

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
% responding positively 
% responding neutrally 
% responding negatively 
Taking action 
B52. I believe that Senior Civil Servants (SCS) in 
BEIS will take action on the results from this 
survey 
62% 
B53. Where I work, I think effective action has 
been taken on the results of the last survey 
48% 
Discrimination, bullying and harassment 
% responding Yes 
% responding No 
% responding Prefer not to say 
E01. Have you been discriminated against at 
work, in the past 12 months? 
11% 
E03. Have you been bullied or harassed at work, 
in the past 12 months? 
10% 
Wellbeing 
% responding positively to W01 - W03 
% responding negatively to W04 
W01. Overall, how 
satisfied are you with 
your life nowadays? 
68% 
W02. Overall, to what 
extent do you feel that 
the things you do in 
your life are 
worthwhile? 
72% 
W03. Overall, how 
happy did you feel 
yesterday? 
63% 
W04. Overall, how 
anxious did you feel 
yesterday? 
33% 
Proxy Stress Index 
PERMA Index 
26% 
74% 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 2 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
Headline scores 
Highest positive scoring 
questions 
% Positive 
My manager is considerate of my life outside 
B09 work 
90% 
B54 I am trusted to carry out my job effectively 
90% 
B01 I am interested in my work 
89% 
I am treated with respect by the people I work 
B26 with 
89% 
B31 I have the skills I need to do my job effectively 
89% 
Highest neutral scoring 
questions 
% Neutral
When changes are made in BEIS they are 
B43 usually for the better 
45% 
Poor performance is dealt with effectively in my 
B17 team 
44% 
Where I work, I think effective action has been 
B53 taken on the results of the last survey 
38% 
B50 BEIS inspires me to do the best in my job 
35% 
BEIS motivates me to help it achieve its 
B51 objectives 
35% 
Highest negative scoring 
questions 
% Negative 
Compared to people doing a similar job in other 
B37 organisations I feel my pay is reasonable 
43% 
I feel that my pay adequately reflects my 
B35 performance 
39% 
B36 I am satisfied with the total benefits package 
35% 
B49 I feel a strong personal attachment to BEIS 
27% 
I have the opportunity to contribute my views 
B45 before decisions are made that affect me 
24% 
Please note that only questions B01-B60 are included in the above rankings 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 3 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² indicates statistically significant difference from comparison
All questions by theme 
^ indicates a variation in question wording from your previous survey 
My work 
78% 
Difference 
from 
previous 
survey 
-2 ²
Organisational 
objectives and purpose 
80% 
Difference 
from 
previous 
survey 
0 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
B01 I am interested in my work 
89% 
-1 ²
-1 ²
-3 ²
B02 I am sufficiently challenged by my work 
78% 
-4 ²
-2 ²
-5 ²
B03 My work gives me a sense of personal accomplishment 
75% 
-3 ²
-3 ²
-5 ²
B04 I feel involved in the decisions that affect my work 
63% 
-2 ²
+4 ²
-1 ²
B05 I have a choice in deciding how I do my work 
82% 
-1 ²
+4 ²
0 
B06 I have a clear understanding of BEIS's objectives 
79% 
0 
-3 ²
-7 ²
B07 I understand how my work contributes to BEIS's objectives 
81% 
-1 ²
-3 ²
-7 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 4 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² indicates statistically significant difference from comparison
All questions by theme 
^ indicates a variation in question wording from your previous survey 
My manager 
73% 
Difference 
from 
previous 
survey 
0 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
B08 My manager motivates me to be more effective in my job 
76% 
0 
+4 ²
0 
B09 My manager is considerate of my life outside work 
90% 
+1 ²
+3 ²
+1 ²
B10 My manager is open to my ideas 
87% 
0 ²
+4 ²
+1 ²
B11 My manager helps me to understand how I contribute to BEIS's objectives 
64% 
-1 ²
-3 ²
-7 ²
B12 Overall, I have confidence in the decisions made by my manager 
80% 
0 
+4 ²
0 
B13 My manager recognises when I have done my job well 
84% 
+1 ²
+4 ²
+1 ²
B14 I receive regular feedback on my performance 
69% 
0 
+1 ²
-3 ²
B15 The feedback I receive helps me to improve my performance 
66% 
-1 ²
+2 ²
-2 ²
B16 I think that my performance is evaluated fairly 
71% 
+2 ²
+3 ²
0 
B17 Poor performance is dealt with effectively in my team 
38% 
0 
-2 ²
-5 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 5 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² indicates statistically significant difference from comparison
All questions by theme 
^ indicates a variation in question wording from your previous survey 
My team 
85% 
Difference 
from 
previous 
survey 
+1 ²
Learning and 
development 
64% 
Difference 
from 
previous 
survey 
0 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
B18 The people in my team can be relied upon to help when things get difficult in my 
job 
88% 
+1 ²
+2 ²
0 ²
B19 The people in my team work together to find ways to improve the service we 
provide 
86% 
+1 ²
+3 ²
-1 ²
B20 The people in my team are encouraged to come up with new and better ways of 
doing things 
80% 
-1 ²
+3 ²
0 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
B21 I am able to access the right learning and development opportunities when I need 
to 
73% 
+1 ²
+8 ²
+2 ²
B22 Learning and development activities I have completed in the past 12 months have 
helped to improve my performance 
61% 
-1 ²
+7 ²
+2 ²
B23 There are opportunities for me to develop my career in BEIS 
65% 
0 
+15 ²
+8 ²
B24 Learning and development activities I have completed while working for BEIS are 
helping me to develop my career 
57% 
+1 ²
+7 ²
+2 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 6 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² indicates statistically significant difference from comparison
All questions by theme 
^ indicates a variation in question wording from your previous survey 
Inclusion and fair 
treatment 
83% 
Difference
from 
previous 
survey 
0 
Resources and 
workload 
75% 
Difference 
from 
previous 
survey 
+2 ²
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
B25 I am treated fairly at work 
86% 
0 
+5 ²
+2 ²
B26 I am treated with respect by the people I work with 
89% 
0 
+3 ²
+1 ²
B27 I feel valued for the work I do 
76% 
+1 ²
+8 ²
+3 ²
B28 I think that BEIS respects individual differences (e.g. cultures, working styles, 
backgrounds, ideas, etc.) 
82% 
-1 ²
+4 ²
0 ²
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
B29 I get the information I need to do my job well 
74% 
+2 ²
+3 ²
-2 ²
B30 I have clear work objectives 
71% 
-2 ²
-4 ²
-8 ²
B31 I have the skills I need to do my job effectively 
89% 
+1 ²
0 
-3 ²
B32 I have the tools I need to do my job effectively 
79% 
+3 ²
+7 ²
+1 ²
B33 I have an acceptable workload 
66% 
+4 ²
+2 ²
-2 ²
B34 I achieve a good balance between my work life and my private life 
72% 
+3 ²
+1 ²
-4 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 7 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² indicates statistically significant difference from comparison
All questions by theme 
^ indicates a variation in question wording from your previous survey 
Pay and benefits 
39% 
Difference 
from 
previous 
survey 
+2 ²
Leadership and 
managing change 
57% 
Difference 
from 
previous 
survey 
0 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
B35 I feel that my pay adequately reflects my performance 
41% 
+2 ²
+7 ²
0 ²
B36 I am satisfied with the total benefits package 
42% 
+3 ²
+3 ²
-7 ²
B37 Compared to people doing a similar job in other organisations I feel my pay is 
reasonable 
35% 
+3 ²
+7 ²
-1 ²
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
B38 Senior Civil Servants (SCS) in BEIS are sufficiently visible 
74% 
0 ²
+11 ²
+1 ²
B39 I believe the actions of Senior Civil Servants (SCS) are consistent with BEIS's 
values 
65% 
+1 ²
+10 ²
+1 ²
B40 I believe that the Permanent Secretary and Directors General have a clear vision 
for the future of BEIS 
55% 
0 
+5 ²
-6 ²
B41 Overall, I have confidence in the decisions made by BEIS's Senior Civil Servants 
(SCS) 
62% 
+1 ²
+11 ²
0 
B42 I feel that change is managed well in BEIS 
45% 
+1 ²
+10 ²
0 
B43 When changes are made in BEIS they are usually for the better 
40% 
-4 ²
+4 ²
-4 ²
B44 BEIS keeps me informed about matters that affect me 
69% 
-1 ²
+9 ²
+1 ²
B45 I have the opportunity to contribute my views before decisions are made that 
affect me 
44% 
-2 ²
+4 ²
-6 ²
B46 I think it is safe to challenge the way things are done in BEIS 
57% 
+2 ²
+8 ²
+1 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 8 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
All questions by theme 
² indicates statistically significant difference from comparison 
^ 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 
create your Employee Engagement Index score. 
% Positive
Difference
from previous
survey 
Difference
from CS2019
Difference
from CS High
Performers 
Strongly 
agree 
Agree 
Neither 
Disagree 
Strongly 
disagree 
B47 I am proud when I tell others I am part of BEIS 
62% 
0 
-4 ²
-10 ²
B48 I would recommend BEIS as a great place to work 
70% 
+4 ²
+9 ²
0 
B49 I feel a strong personal attachment to BEIS 
40% 
0 
-13 ²
-19 ²
B50 BEIS inspires me to do the best in my job 
49% 
0 
-3 ²
-11 ²
B51 BEIS motivates me to help it achieve its objectives 
48% 
+1 ²
-2 ²
-8 ²
Taking action 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
B52 I believe that Senior Civil Servants (SCS) in BEIS will take action on the results 
from this survey 
62% 
+1 ²
+11 ²
+2 ²
B53 Where I work, I think effective action has been taken on the results of the last 
survey 
48% 
+2 ²
+10 ²
+4 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 9 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
All questions by theme 
² indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey 
Organisational culture 
Civil Service vision 
Leadership statement 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
B54 I am trusted to carry out my job effectively 
90% 
-1 ²
0 ²
-2 ²
B55 I believe I would be supported if I try a new idea, even if it may not work 
79% 
+1 ²
+6 ²
+2 ²
B56 In BEIS, people are encouraged to speak up when they identify a serious policy 
or delivery risk 
73% 
+1 ²
+3 ²
-2 ²
B57 I feel able to challenge inappropriate behaviour in the workplace 
70% 
-1 ²
+3 ²
0 
B58 BEIS is committed to creating a diverse and inclusive workplace 
82% 
0 
+6 ²
+2 ²
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
B59 I am aware of the Civil Service vision for 'A Brilliant Civil Service' 
69% 
+4 ²
+11 ²
0 
Always 
Most of 
Some-
Rarely 
Never 
the time 
times 
B60 Managers in my Area/Directorate/Division actively role model the behaviours set 
out in the Civil Service Leadership Statement^ 
75% 
New 
+9 ²
+3 ²
The % positive for this question is the proportion who selected either "Always" or "Most of the time". 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 10 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² 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. 
Low 
Medium 
High 
Very High 
(0-4) 
(5-6) 
(7-8) 
(9-10) 
% Positive
Difference
from previous
survey
Difference
from CS2019
Difference
from CS High
Performers 
W01 Overall, how satisfied are you with your life nowadays? 
68% 
+1 
+1 ²
-2 ²
W02 Overall, to what extent do you feel that the things you do in your life are 
worthwhile? 
72% 
0 
0 
-2 ²
W03 Overall, how happy did you feel yesterday? 
63% 
0 
+1 ²
-1 ²
For question W04 the percent negative is the proportion answering 6, 7, 8, 9 or 10 to the question. 
Very Low 
Low 
Medium 
High 
(0-1) 
(2-3) 
(4-5) 
(6-10) 
W04 Overall, how anxious did you feel yesterday? 
33% 
% Negative 
-3 ²
+1 ²
+2 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 11 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² 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 BEIS? 
Difference
from previous
survey 
Difference
from CS2019 
I want to leave BEIS as soon as possible 
7% 
+1 
0 ²
I want to leave BEIS within the next 12 months 
23% 
+3 ²
+8 ²
I want to stay working for BEIS for at least the next year 
50% 
-2 ²
+17 ²
I want to stay working for BEIS for at least the next three years 
21% 
-2 ²
-23 ²
The Civil Service Code 
Differences are based on '% Yes' score 
% Yes
Difference from 
previous survey 
Difference from 
CS2019 
Difference from
CS High
Performers 
% Yes 
% No 
D01. Are you aware of the Civil Service Code? 
98% 
+1 ²
+6 ²
+3 ²
D02. Are you aware of how to raise a concern under the Civil Service Code? 
61% 
0 
-5 ²
-11 ²
D03. Are you confident that if you raised a concern under the Civil Service Code in 
BEIS it would be investigated properly? 
76% 
+1 ²
+5 ²
0 ²
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 12 

² indicates statistically significant difference from comparison
^ indicates a variation in question wording from your previous survey 
Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
All questions by theme 
Discrimination 
E01. Have you been discriminated against at work, 
in the past 12 months?^ 
Difference
from previous
survey
Difference
from CS2019 
Yes 
11% 
+2 ²
0 
No 
84% 
-2 ²
+2 ²
Prefer not to say 
5% 
0 
-3 ²
Of those who said they had experienced discrimination at work in the last 12 months, 78% 
said it occurred in BEIS while 22% said it occurred in another organisation. 
For respondents who selected 'Yes' to E01.
E02. On which of the following grounds were you discriminated against?^ 
(multiple selection) 
Age 
Response Count
116 
Caring responsibilities 
37 
Disability 
52 
Ethnic background 
89 
Gender 
91 
Gender reassignment or perceived gender 
--
Grade or responsibility level 
113 
Main spoken/ written language or language ability 
26 
Marital status or civil partnership 
--
Mental health 
57 
Pay 
36 
Pregnancy, maternity or paternity 
10 
Religion or belief 
12 
Sex 
25 
Sexual orientation 
19 
Social or educational background 
52 
Working location 
32 
Working pattern 
84 
Any other grounds 
39 
Prefer not to say 
45 
Please note: Counts of fewer than ten responses are suppressed and replaced with '--' 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 13 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² 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 
the past 12 months?^ 
Difference
from previous
survey
Difference
from CS2019 
Yes 
10% 
+2 ²
-1 ²
No 
85% 
-2 ²
+3 ²
Prefer not to say 
5% 
0 
-2 ²
Of those who said they had experienced bullying and/or harassment at work in the last 12 
months, 77% said it occurred in BEIS while 23% said it occurred in another organisation. 
For respondents who selected 'Yes' to E03.
E03A. How would you describe the nature of the bullying and/or harassment you 
experienced?^ (multiple selection) 
Response Count
Comments about my personal appearance 
42 
Sexual harassment (e.g. sexual comments or jokes, 
unwelcome sexual advances, touching or assault) 
40 
Spreading gossip or making false accusations about me 
99 
Intimidation or verbal aggression (e.g. shouting, 
swearing, making threats) 
143 
Physical assault (e.g. object thrown at me, pushed, hit) 
--
Humiliated in front of team or others 
179 
Negative Micromanagement (e.g. excessive control; 
made to feel incompetent) 
218 
Removal of job responsibilities, unconstructive criticism, 
or impossible/changing expectations 
162 
Treated less favourably to others 
156 
Ignored, excluded, marginalised 
152 
Undermining or taking credit for my work 
149 
Denied time off for personal ill health 
--
Denied time off for family or caring responsibilities 
--
Disclosure of personal / sensitive information to 
colleagues without my consent 
40 
Something else not listed here 
47 
Prefer not to say 
17 
Please note: Counts of fewer than ten responses are suppressed and replaced with '--' 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 14 

² indicates statistically significant difference from comparison
All questions by theme 
^ indicates a variation in question wording from your previous survey 
Bullying and harassment 
Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
For respondents who selected 'Yes' to E03. 
E04. Who bullied and/or harassed you?^ (multiple selection) 
Response Count 
A colleague in my Area/Directorate/Division 
142 
A colleague in a different Area/Directorate/ Division of BEIS 
39 
My manager 
131 
Another senior member of staff in BEIS 
76 
Someone I manage 
20 
Someone working in a different Civil Service organisation 
43 
Someone working for a non-Civil Service organisation 
22 
A contractor 
12 
A service user (e.g. customer, claimant, offender) 
--
A member of the public 
--
Someone else not listed here 
11 
Prefer not to say 
48 
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?^ 
Difference
from previous
survey
Difference
from CS2019 
Yes 
56% 
+14 ²
+5 ²
No 
37% 
-8 ²
-5 ²
Prefer not to say 
7% 
-6 ²
+1 
For respondents who selected 'Yes' to E03. 
E06. How would you describe your situation now?^ 
Appropriate action was taken to address the behaviour I experienced 
Difference
from CS2019
Yes 
16% 
0 
No 
61% 
-2 ²
Prefer not to say 
23% 
+2 ²
The bullying and/or harassment has stopped 
Yes 
45% 
+8 ²
No 
32% 
-6 ²
Prefer not to say 
23% 
-1 
The culture in my area allows this kind of behaviour to continue 
Yes 
53% 
-2 ²
No 
29% 
+4 ²
Prefer not to say 
18% 
-1 
I felt like I was punished for reporting the incident 
Yes 
16% 
-1 ²
No 
59% 
+4 ²
Prefer not to say 
25% 
-2 ²
I moved to another team or role to avoid the behaviour 
Yes 
37% 
+15 ²
No 
48% 
-12 ²
Prefer not to say 
15% 
-1 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 15 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
•  
Additional questions selected by organisation 
Safe to Challenge 
Change Management 
Strongly 
Agree 
Neither 
Disagree 
Strongly
agree 
disagree 
* indicates negatively phrased question(s) where % positive is the proportion who selected "no" 
% Positive
Difference
from
benchmark 
75% 
LQB1 
In the last 12 months, I have seen someone else being bullied or treated 
unfairly in BEIS* 
Yes: 19%          No: 75% 
Prefer not to say: 5% 
+7 ²
LQB2 
I make a point of tackling bullying, harassment and other inappropriate 
behaviours when I see it happening around me 
67% 
-1 ²
LQB3 
I feel comfortable speaking to those more senior than me about their actions 
and impact 
56% 
+3 ²
LQB4 
I feel confident that if I challenged someone more senior than me in my 
Area/Directorate/Division they would be open to receiving the challenge 
49% 
+7 ²
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
LQC1 
I get to find out the reasons behind key changes that happen in BEIS 
48% 
+2 ²
LQC2 
I understand what support is available to me as I am affected by organisational 
change 
56% 
+4 ²
LQC3 
I feel that change is managed well in my Area/Directorate/Division 
54% 
+11 ²
LQC4 
I feel positive about the future of BEIS 
57% 
+2 ²
Please note that the benchmark for the questions on this page is the average score across the organisations that chose to include them in their survey, so it is not representative of the whole Civil Service. 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 16 

Department for Business, Energy and Industrial Strategy
Additional questions selected by organisation 
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
² indicates statistically significant difference from comparison 
Performance Management 
Continuous Learning 
LQH3a In general, how often do you discuss the following with your manager: How 
well I am meeting my work objectives? 
-
LQH3b In general, how often do you discuss the following with your manager: My 
development needs and career goals? 
-
LQH3c In general, how often do you discuss the following with your manager: My 
personal wellbeing and/or work-related stress? 
-
Strongly 
agree 
Agree 
Neither 
Disagree 
Strongly 
disagree 
Positive
% 
Difference
from 
benchmark
LQH1 
I feel empowered by my manager to do my job 
82% 
+5 ²
LQH2 
The one-to-one conversations I have with my manager are helping me to 
achieve my full potential 
69% 
+6 ²
Weekly 
Monthly 
Quarterly 
Annually 
Never 
Strongly 
Agree 
Neither 
Disagree 
Strongly 
agree 
disagree 
LQJ1 
I think my current job makes the most of my skills and strengths 
59% 
-2 ²
LQJ2 
I am learning on a regular basis from working with my colleagues 
79% 
+1 ²
LQJ3 
My manager coaches me regularly to support my continuous learning and to 
improve the services/work we deliver 
56% 
+1 ²
LQJ4 
Investing time in learning and development activities is given priority in my 
Area/Directorate/Division 
61% 
+9 ²
Please note that the benchmark for the questions on this page is the average score across the organisations that chose to include them in their survey, so it is not representative of the whole Civil Service. 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 17 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
Civil Service People Survey 2019 
Proxy Stress Index and PERMA Index 
Difference from previous 
survey 
0 
Difference from CS2019 
-2 ²
Difference from CS High 
Performers 
0
26% 
Proxy Stress 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. 
% positive 
B05 I have a choice in deciding how I do my work 
82% 
B08 My manager motivates me to be more effective in my job 
76% 
The people in my team can be relied upon to help when things get
difficult in my job 
B18 
88%
B26 I am treated with respect by the people I work with 
89% 
B30 I have clear work objectives 
71% 
B33 I have an acceptable workload 
66% 
I have the opportunity to contribute my views before decisions are made
that affect me 
B45 
44%
E03 Have you been bullied or harassed at work, in the past 12 months?** 
85% 
² indicates statistically significant difference from comparison 
** this is a negatively phrased question where % positive is the proportion who selected "no” 
Difference from previous 
survey 
0 
Difference from CS2019 
0 
74% 
Difference from CS High 
Performers 
-1 ²
PERMA Index 
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 
B01 I am interested in my work 
89% 
B03 My work gives me a sense of personal accomplishment 
75% 
The people in my team can be relied upon to help when things get
difficult in my job 
B18 
88%
W01 Overall, how satisfied are you with your life nowadays? 
68% 
Overall, to what extent do you feel that the things you do in your life are
worthwhile? 
W02 
72%
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 18 

Department for Business, Energy and Industrial Strategy
Returns : 4,116 
Response rate : 92% 
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: • 
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) 
transformation.enginegroup.com 
Department for Business, Energy and Industrial Strategy 2019 | Page 19