Autumn 2012 survey report for: Education Scotland Returns: 250 Response rate: 79% Your engagement index 55% Difference from previous survey Difference from CS2012 Difference from CS High Performers 0 -3 -8 See the appendix for further details The three elements of engagement and their component questions are: Say: speaks positively of the organisation... % Positive Difference from previous Difference from survey CS2012 B50. I am proud when I tell others I am part of Education Scotland 47% +1 -6 B51. I would recommend Education Scotland as a great place to work 39% -1 -8 43% +8 -2 B53. Education Scotland inspires me to do the best in my job 40% +2 -1 B54. Education Scotland motivates me to help it achieve its objectives 37% +1 -1 Stay: emotionally attached and committed to the organisation... B52. I feel a strong personal attachment to Education Scotland Strive: motivated to do the best for the organisation... = Statistically significant difference from comparison The results for the engagement questions are shown in detail on page 8 Drivers of engagement Employee engagement is shaped by experiences at work, as measured by nine themes in the survey. The table below shows how you performed on each of these themes, ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details. Strength of association with engagement Theme score % positive Difference from Difference from previous Difference from CS High survey CS2012 Performers Leadership and managing change 34% 0 -7 -16 My work 73% -3 0 -3 My line manager 56% -8 -10 -12 Pay and benefits 33% +1 +3 -3 Organisational objectives and purpose 79% +14 -3 -8 Inclusion and fair treatment 66% -6 -9 -11 My team 81% -2 +3 0 Resources and workload 70% -2 -3 -6 Learning and development 41% -1 -3 -11 = Statistically significant difference from comparison -1- Top three key driver themes in more detail The three themes which have the strongest association with engagement are shown below. Questions are ranked by difference from CS2012. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive Leadership and managing change Diff. from previous survey Difference from CS2012 Strength of association with engagement: I believe that the Corporate Management Group has a clear vision for the future of Education Scotland 40% +3 0 B48. I have the opportunity to contribute my views before decisions are made that affect me 34% +1 -1 B46. When changes are made in Education Scotland they are usually for the better 23% +2 -2 B40. I feel that Education Scotland as a whole is managed well 40% +3 -3 38% 0 -4 B45. I feel that change is managed well in Education Scotland 23% -3 -6 B44. Overall, I have confidence in the decisions made by the Corporate Management Group 33% -1 -6 B47. Education Scotland keeps me informed about matters that affect me 50% -1 -7 B49. I think it is safe to challenge the way things are done in Education Scotland 29% -1 -11 B41. The Corporate Management Group in Education Scotland are sufficiently visible 34% -4 -14 B43. B42. I believe the actions of the Corporate Management Group are consistent with Education Scotland's values My work Strength of association with engagement: B03. My work gives me a sense of personal accomplishment 78% -6 +5 B02. I am sufficiently challenged by my work 79% -2 +2 B01. I am interested in my work 91% -3 +2 B05. I have a choice in deciding how I do my work 72% -3 0 B04. I feel involved in the decisions that affect my work 47% -2 -6 My line manager Strength of association with engagement: B18. Poor performance is dealt with effectively in my team 32% -8 -5 B12. My manager helps me to understand how I contribute to Education Scotland's objectives 55% 0 -6 B11. My manager is open to my ideas 72% -8 -7 B09. My manager motivates me to be more effective in my job 57% -10 -8 B13. Overall, I have confidence in the decisions made by my manager 63% -6 -8 B10. My manager is considerate of my life outside work 70% -6 -10 B14. My manager recognises when I have done my job well 67% -6 -10 B17. I think that my performance is evaluated fairly 52% -13 -11 B16. The feedback I receive helps me to improve my performance 47% -12 -13 B15. I receive regular feedback on my performance 48% -14 -15 ORC International -2- Education Scotland 2012 % % % Neither Disagree Strongly disagree Difference from CS High Performers % Agree Difference from CS2012 % Strongly agree Difference from previous survey This section shows the results for each question in the survey, by theme. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive All questions by theme 91% -3 +2 -1 79% -2 +2 -2 78% -6 +5 0 47% -2 -6 -13 72% -3 0 -5 81% +13 -3 -9 79% +16 0 -6 78% +14 -3 -8 My work :Strength of association with engagement B01. I am interested in my work B02. I am sufficiently challenged by my work B03. My work gives me a sense of personal accomplishment B04. I feel involved in the decisions that affect my work B05. I have a choice in deciding how I do my work 5 8 % 3 3 % 5 % 2 % 2 % 3 8 % 4 0 % 1 1 % 7 % 3 % 3 3 % 4 5 % 1 1 % 7 % 4 % 1 3 % 3 4 % 2 3 % 1 9 % 1 1 % 2 5 % 4 7 % 1 4 % 9 % 5 % 2 9 % 5 2 % 1 3 % 5 % 1 % 2 7 % 5 1 % 1 7 % 4 % 1 % 2 7 % 5 1 % 1 4 % 4 % 3 % Organisational objectives and purpose :Strength of association with engagement B06. I have a clear understanding of Education Scotland's purpose B07. I have a clear understanding of Education Scotland's objectives B08. I understand how my work contributes to Education Scotland's objectives ORC International -3- Education Scotland 2012 % % % Neither Disagree Strongly disagree Difference from CS High Performers % Agree Difference from CS2012 % Strongly agree Difference from previous survey This section shows the results for each question in the survey, by theme. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive All questions by theme My line manager :Strength of association with engagement B09. My manager motivates me to be more effective in my job B10. My manager is considerate of my life outside work B11. My manager is open to my ideas B12. My manager helps me to understand how I contribute to Education Scotland's objectives B13. Overall, I have confidence in the decisions made by my manager B14. My manager recognises when I have done my job well B15. I receive regular feedback on my performance B16. The feedback I receive helps me to improve my performance B17. I think that my performance is evaluated fairly B18. Poor performance is dealt with effectively in my team 2 0 % 3 7 % 2 3 % 1 2 % 7 % 3 2 % 3 9 % 2 1 % 4 % 5 % 2 7 % 4 5 % 1 9 % 4 % 5 % 1 7 % 3 8 % 2 9 % 1 2 % 5 % 2 5 % 3 8 % 2 4 % 8 % 6 % 2 3 % 4 4 % 1 8 % 1 0 % 5 % 1 6 % 3 2 % 2 6 % 1 9 % 7 % 1 5 % 3 1 % 3 2 % 1 5 % 6 % 1 5 % 3 6 % 3 3 % 9 % 6 % 8 % 2 4 % 4 5 % 1 5 % 8 % 4 1 % 4 6 % 8 % 4 % 2 % 3 5 % 4 8 % 1 2 % 3 % 3 % 3 0 % 4 3 % 1 4 % 8 % 4 % 57% -10 -8 -11 70% -6 -10 -13 72% -8 -7 -10 55% 0 -6 -11 63% -6 -8 -12 67% -6 -10 -13 48% -14 -15 -20 47% -12 -13 -16 52% -13 -11 -16 32% -8 -5 -10 86% -2 +3 0 82% -2 +3 +1 74% 0 +3 -2 My team :Strength of association with engagement B19. The people in my team can be relied upon to help when things get difficult in my job B20. The people in my team work together to find ways to improve the service we provide B21. The people in my team are encouraged to come up with new and better ways of doing things ORC International -4- Education Scotland 2012 % % % Neither Disagree Strongly disagree Difference from CS High Performers % Agree Difference from CS2012 % Strongly agree Difference from previous survey This section shows the results for each question in the survey, by theme. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive All questions by theme 52% -1 -6 -12 48% -3 +2 -4 30% +5 -5 -12 35% -3 -5 -11 69% -9 -9 -12 78% -5 -6 -9 57% -6 -5 -10 60% -3 -11 -18 Learning and development :Strength of association with engagement B22. I am able to access the right learning and development opportunities when I need to B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance B24. There are opportunities for me to develop my career in Education Scotland B25. Learning and development activities I have completed while working for Education Scotland are helping me to develop my career 8 % 4 4 % 2 9 % 1 6 % 3 % 1 0 % 3 8 % 3 4 % 1 3 % 4 % 8 % 2 3 % 2 5 % 2 4 % 2 1 % 1 0 % 2 5 % 3 5 % 2 1 % 9 % 2 2 % 4 7 % 1 2 % 1 2 % 7 % 2 9 % 4 9 % 1 2 % 5 % 5 % 1 9 % 3 8 % 2 1 % 1 2 % 1 0 % 1 9 % 4 2 % 2 3 % 1 0 % 6 % Inclusion and fair treatment :Strength of association with engagement B26. I am treated fairly at work B27. I am treated with respect by the people I work with B28. I feel valued for the work I do B29. I think that Education Scotland respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) ORC International -5- Education Scotland 2012 % % % Neither Disagree Strongly disagree Difference from CS High Performers % Agree Difference from CS2012 % Strongly agree Difference from previous survey This section shows the results for each question in the survey, by theme. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive All questions by theme 76% -4 -8 -11 62% -4 -7 -11 70% -2 -5 -10 93% +1 +5 +3 69% 0 -2 -6 59% -2 -1 -6 63% -1 -4 -10 35% +2 +5 -1 33% 0 0 -6 29% +2 +4 -3 Resources and workload :Strength of association with engagement B30. In my job, I am clear what is expected of me B31. I get the information I need to do my job well B32. I have clear work objectives B33. I have the skills I need to do my job effectively B34. I have the tools I need to do my job effectively B35. I have an acceptable workload B36. I achieve a good balance between my work life and my private life 2 0 % 5 6 % 1 5 % 7 % 2 % 1 2 % 5 0 % 2 3 % 1 1 % 4 % 1 4 % 5 5 % 1 9 % 8 % 4 % 3 7 % 5 6 % 6 % 1 % 0 % 1 8 % 5 1 % 1 4 % 1 5 % 2 % 7 % 5 2 % 2 1 % 1 4 % 6 % 1 4 % 4 9 % 2 0 % 1 1 % 6 % 4 % 3 1 % 2 3 % 2 8 % 1 4 % 4 % 2 9 % 3 3 % 2 2 % 1 2 % 4 % 2 5 % 2 7 % 2 6 % 1 8 % Pay and benefits :Strength of association with engagement B37. I feel that my pay adequately reflects my performance B38. I am satisfied with the total benefits package B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable ORC International -6- Education Scotland 2012 % % % Neither Disagree Strongly disagree Difference from CS High Performers % Agree Difference from CS2012 % Strongly agree Difference from previous survey This section shows the results for each question in the survey, by theme. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive All questions by theme 40% +3 -3 -17 34% -4 -14 -26 38% 0 -4 -16 40% +3 0 -12 33% -1 -6 -18 23% -3 -6 -16 23% +2 -2 -12 50% -1 -7 -14 34% +1 -1 -8 29% -1 -11 -18 Leadership and managing change :Strength of association with engagement B40. I feel that Education Scotland as a whole is managed well B41. The Corporate Management Group in Education Scotland are sufficiently visible B42. I believe the actions of the Corporate Management Group are consistent with Education Scotland's values B43. I believe that the Corporate Management Group has a clear vision for the future of Education Scotland B44. Overall, I have confidence in the decisions made by the Corporate Management Group B45. I feel that change is managed well in Education Scotland B46. When changes are made in Education Scotland they are usually for the better B47. Education Scotland keeps me informed about matters that affect me B48. I have the opportunity to contribute my views before decisions are made that affect me B49. I think it is safe to challenge the way things are done in Education Scotland ORC International 6 % 3 4 % 2 9 % 2 4 % 7 % 5 % 2 9 % 3 1 % 2 4 % 1 1 % 7 % 3 0 % 4 3 % 1 2 % 8 % 8 % 3 1 % 4 4 % 1 1 % 6 % 8 % 2 5 % 4 3 % 1 5 % 9 % 3 % 2 0 % 3 0 % 3 4 % 1 3 % 4 % 1 9 % 4 7 % 2 1 % 9 % 6 % 4 3 % 2 7 % 1 7 % 7 % 6 % 2 8 % 2 9 % 2 7 % 1 0 % 4 % 2 5 % 3 8 % 2 0 % 1 3 % -7- Education Scotland 2012 % % % Neither Disagree Strongly disagree Difference from CS High Performers % Agree Difference from CS2012 % Strongly agree Difference from previous survey This section shows the results for each question in the survey, by theme. ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison % Positive All questions by theme 47% +1 -6 -17 39% -1 -8 -19 43% +8 -2 -9 40% +2 -1 -9 37% +1 -1 -10 55% +15 +12 +2 51% 0 -1 -9 37% +11 +6 -3 Engagement B50. I am proud when I tell others I am part of Education Scotland B51. I would recommend Education Scotland as a great place to work B52. I feel a strong personal attachment to Education Scotland B53. Education Scotland inspires me to do the best in my job B54. Education Scotland motivates me to help it achieve its objectives 1 2 % 3 5 % 3 6 % 1 3 % 4 % 9 % 3 0 % 3 4 % 2 1 % 6 % 9 % 3 3 % 3 1 % 1 8 % 8 % 9 % 3 2 % 3 6 % 1 6 % 8 % 7 % 3 0 % 3 8 % 1 6 % 9 % 1 3 % 4 2 % 2 8 % 1 0 % 7 % 1 1 % 4 0 % 3 0 % 1 3 % 6 % 1 0 % 2 8 % 4 1 % 1 3 % 8 % Taking action B55. I believe that the Corporate Management Group in Education Scotland will take action on the results from this survey B56. I believe that managers where I work will take action on the results from this survey B57. Where I work, I think effective action has been taken on the results of the last survey ORC International -8- Education Scotland 2012 All questions by theme Your plans for the future Difference from CS2012 I want to leave Education Scotland as soon as possible 9% +3 +1 -1 I want to leave Education Scotland within the next 12 months 16% +1 +4 0 I want to stay working for Education Scotland for at least the next year 35% -3 +7 +1 I want to stay working for Education Scotland for at least the next three years 40% -1 -12 -20 Difference from CS High Performers Difference from previous survey C01. Which of the following statements most reflects your current thoughts about working for Education Scotland? The Civil Service Code % Yes Difference from previous survey Difference from CS2012 Difference from CS High Performers Differences are based on '% Yes' score D01. Are you aware of the Civil Service Code? 88% -1 0 -5 D02. Are you aware of how to raise a concern under the Civil Service Code? 65% -5 +2 -4 D03. Are you confident that if you raised a concern under the Civil Service Code in Education Scotland it would be investigated properly? 76% -2 +9 +4 % Yes % No ^ indicates a variation in question wording from your previous survey indicates statistically significant difference from comparison ORC International -9- Education Scotland 2012 All questions by theme Discrimination, harassment and bullying E01. During the past 12 months, have you personally experienced discrimination at work? % Yes % No E03. During the past 12 months, have you personally experienced bullying or harassment at work? % Yes % Prefer not to say 2012 2011 CS2012 1 8 % 7 6 % 6 % 9 % 8 2 % 8 % 1 0 % 8 1 % 9 % % No % Prefer not to say 2012 2011 CS2012 For respondents who selected 'Yes' to question E01. E02. On which of the following grounds have you personally experienced discrimination in the past 12 months? (multiple selection) 5 % 1 0 % 8 2 % 8 % 1 0 % 8 3 % 7 % Response count ------22 -----13 18 -- Please note: Counts of fewer than ten responses are suppressed and replaced with '--' ORC International 8 0 % 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) Response count Age Caring responsibilities Disability Ethnic background Gender Gender reassignment or perceived gender Grade, pay band or responsibility level Main spoken/written language or language ability Religion or belief Sexual orientation Social or educational background Working location Working pattern Any other grounds Prefer not to say 1 5 % - 10 - A colleague 20 Your manager 12 Another manager in my part of Education Scotland -- Someone you manage -- Someone who works for another part of Education Scotland 12 A member of the public -- Someone else -- Prefer not to say -- Please note: Counts of fewer than ten responses are suppressed and replaced with '--' Education Scotland 2012 Appendix Glossary of key terms % positive Previous survey CS2012 CS High Performers 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). Comparisons to the previous survey relate to the results from the 2011 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. The CS2012 benchmark is the median percent positive across all organisations that participated in the 2012 Civil Service People Survey. For each question, this is the upper quartile score across all organisations that have taken part in the 2012 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, CS2012 results and CS High Performers results to identify differences that are statistically significant. You can therefore be confident that the difference represents a real difference in opinion between the results. The employee engagement index The survey includes five questions that make up the engagement index (B50-B54). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions and a score of 100 represents all respondents saying they strongly agree to all five engagement questions. The drivers of engagement While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement. Nine themes have been included in the survey to measure employees' experiences at work. A statistical technique, stepwise regression, is used to identify the extent to which each of these themes has an association with engagement. The themes identified as having an association are called the 'Drivers of engagement'. The strength of association with engagement varies by theme and is illustrated by a 4-bar icon, as show below. Themes with a full 4-bar icon have the strongest association with engagement. strength of association with engagement the analysis has not identified a significant association with engagement Confidentiality This survey was carried out as part of the 2012 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all the participating organisations. The Cabinet Office commissioned ORC International to carry out the survey. ORC International is a member of the Market Research Society, and is bound by their strict code of conduct and confidentiality rules. These rules do not allow for the breakdown of the results to the extent where the anonymity of individuals may be compromised. Groups of less than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results. ORC International - 11 - Education Scotland 2012