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
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Education Scotland 2012