all_chart_data = FileAttachment("/assets/json_data/2024_HSCMLG.json").json()
summary_plot = function(theme, w, h) {
const chart_data = all_chart_data.filter((el) => {
return el.uid_qm_txt == theme
}).map(({year, value}) => ({
year: new Date(year, 0, 1),
value: value
}));
return Plot.plot({
height: h,
width: w,
style: {fontFamily: "IBM Plex Sans Condensed", fontSize: 12, color: "#525252"},
marks: [
Plot.axisX({
ticks: d3.extent(chart_data, (d) => d.year),
tickSize: 0,
tickPadding: 15,
label: null
}),
Plot.axisY({
ticks: d3.extent(chart_data, (d) => d.value),
tickSize: 0,
tickPadding: 15,
tickFormat: (d) => Math.floor(d),
label: null
}),
Plot.line(
chart_data,
{x: "year", y: "value", curve: "catmull-rom", stroke: "#1192e8"}
),
Plot.dot(
chart_data,
{x: "year", y: "value", stroke: "#1192e8", fill: "#1192e8"}
),
Plot.tip(
chart_data,
Plot.pointerX({
x: "year",
y: "value",
title: (d) => d.year.getFullYear() + ": " + d.value + "%",
fontSize: 14,
fontWeight: 500,
fill: "#f4f4f4",
stroke: "#c6c6c6"
})
)
]
})
};Headline results
The People Survey’s headline results focus on measuring employee engagement and it’s key drivers. The employee engagement index is based on five questions that measure civil servants’ levels of advocacy for, attachment to and motivation towards the civil service organisation they currently work for.
Engagement index
TipEngagement index calculation
The engagement index is calculated as a weighted average of the five questions that make up the index. An index score of 0% represents all respondents answering strongly disagree to all five questions while a index score of 100% represents all respondents answering strongly agree to all five questions.
Drivers of engagement
The People Survey measures nine ‘themes’ that are drivers of employee engagement. The summary cards below show the overall score for each theme, the difference from last year and the long-term trend from 2009 to 2024.
All themes have an influence on levels of employee engagement, but some have stronger associations with levels of employee engagement than others. Next to the name of each theme is a small signal-bar icon indicating the strength of association between that theme and the engagement index.
TipTheme score calculation, driver analysis and the signal-bar symbols
The strength of association is derived from a combination of factor analysis and regression modelling of the published results, that models the relationship between the survey’s nine driver themes and employee engagement. Read the guide or the in-depth article for more details.
| Icon | Description |
|---|---|
| Strong association: if scores in these themes are low then prioritise action in these areas to improve employee engagement. | |
| Moderate association: while not as strong as the first three drivers these themes still have a important role in maintaining high levels of employee engagement. | |
| Weak association: these themes have a background influence on levels of employee engagement, keep a watch to make sure they don’t drop. |
Headline results table
| Measure | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| Employee engagement index | 62% | 64% | +2 | ±0 | -4 |
| My work theme score | 79% | 76% | -2 | -1 | -4 |
| Organisational objectives and purpose theme score | 78% | 76% | -2 | -7 | -12 |
| My manager theme score | 81% | 80% | -1 | +2 | -1 |
| My team theme score | 85% | 86% | ±0 | +2 | ±0 |
| Learning and development theme score | 61% | 61% | -1 | +5 | ±0 |
| Inclusion and fair treatment theme score | 84% | 84% | ±0 | +3 | ±0 |
| Resources and workload theme score | 76% | 76% | +1 | +1 | -2 |
| Pay and benefits theme score | 26% | 31% | +5 | -3 | -14 |
| Leadership and managing change theme score | 55% | 56% | +1 | +4 | -3 |
| Experienced discrimination (% yes) | 7% | 7% | ±0 | ±0 | |
| Experienced discrimination (% yes) | 7% | 7% | ±0 | ±0 |
Question results: overview
The engagement index and theme scores are headline scores that provide a quick overview of the People Survey results, these scores are derived from the results of individual questions. The rest of this report provides an overview of the results of each question in the survey, grouped by survey section and theme. Overall the survey results are divided into four broad sections:
- Employee engagement and core themes
- Future intentions
- Discrimination, bullying and harassment
- Wellbeing
- Other questions
Unless otherwise stated results are the percentage responding ‘strongly agree’ or ‘agree’ to the statement/question.
Biggest changes between 2023 and 2024
The table(s) below show the biggest increases and biggest decreases in score between the 2023 and 2024 People Survey results.
TipCalculation of biggest changes
The biggest changes are only computed for questions which use the ‘strongly agree’ to ‘strongly disagree’ or a ‘yes’/‘no’ scale are included, in both cases the differences are calculated only on the percent responding ‘strongly agree’ or ‘agree’ or responding ‘yes’.
Increases since 2023
Overall, 27 questions saw an increase in score from 2023. The table below shows the 7 questions with the largest increases.
| Question | 2023 | 2024 | Difference 2023 to 2024 |
|---|---|---|---|
| Did you feel like you were punished for reporting the incident? | 20% | 30% | +10 |
| I am proud when I tell others I am part of [my organisation] | 56% | 64% | +8 |
| I feel that my pay adequately reflects my performance | 27% | 33% | +6 |
| Compared to people doing a similar job in other organisations I feel my pay is reasonable | 21% | 25% | +5 |
| I am satisfied with the total benefits package (e.g. base pay, benefits and pension) | 31% | 36% | +5 |
| I feel that change is managed well in [my organisation] | 38% | 44% | +5 |
| I have an acceptable workload | 64% | 69% | +5 |
Decreases since 2024
Overall, 30 questions saw an decrease in score from 2023. The table below shows the 9 questions with the largest decreases in score.
| Question | 2023 | 2024 | Difference 2023 to 2024 |
|---|---|---|---|
| I have clear work objectives | 76% | 73% | -3 |
| I understand how my work contributes to [my organisation]’s objectives | 81% | 79% | -3 |
| My work gives me a sense of personal accomplishment | 77% | 74% | -3 |
| Efficiency is pursued as a priority in [my organisation] | 48% | 44% | -4 |
| Was appropriate action taken to address the behaviour you experienced? | 35% | 31% | -4 |
| Where I work, I think effective action has been taken on the results of the last survey | 42% | 38% | -4 |
| I am sufficiently challenged by my work | 82% | 77% | -5 |
| I have a choice in deciding where I do my work (usual workplace or base, another workplace, home) | 87% | 80% | -7 |
| Has the bullying and harassment stopped? | 50% | 41% | -9 |
Question results: Employee engagement and core themes
The main focus of the People Survey is measuring levels of employee engagement and its drivers. This section highlights the key results for each of the driver themes and the engagement index.
My work
This theme has a strong association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I am interested in my work | 90% | 88% | -2 | -2 | -4 |
| I am sufficiently challenged by my work | 82% | 77% | -5 | -5 | -8 |
| My work gives me a sense of personal accomplishment | 77% | 74% | -3 | -4 | -6 |
| I feel involved in the decisions that affect my work | 63% | 61% | -2 | +1 | -4 |
| I have a choice in deciding how I do my work | 84% | 83% | -1 | +2 | -2 |
Organisations objectives and purposes
This theme has a moderate association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I have a clear understanding of [my organisation]’s objectives | 75% | 74% | -1 | -7 | -13 |
| I understand how my work contributes to [my organisation]’s objectives | 81% | 79% | -3 | -6 | -11 |
My manager
This theme has a strong association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| My manager motivates me to be more effective in my job | 80% | 79% | -2 | +3 | ±0 |
| My manager is considerate of my life outside work | 92% | 92% | ±0 | +2 | +1 |
| My manager is open to my ideas | 90% | 88% | -2 | +2 | ±0 |
| My manager helps me to understand how I contribute to [my organisation]’s objectives | 68% | 68% | ±0 | -3 | -8 |
| Overall, I have confidence in the decisions made by my manager | 85% | 83% | -2 | +2 | ±0 |
| My manager recognises when I have done my job well | 87% | 86% | ±0 | +3 | ±0 |
| I receive regular feedback on my performance | 77% | 76% | -1 | +2 | -2 |
| The feedback I receive helps me to improve my performance | 71% | 70% | -1 | +1 | -2 |
| I think that my performance is evaluated fairly | 78% | 78% | +1 | +5 | +2 |
| Have you heard of the Civil Service line management standards? | 64% | +15 | +6 |
TipQuestionnaire changes
The question ‘Have you heard of the Civil Service line management standards’ is new for 2024 and does not contribute towards the calculation of the ‘My manager’ theme score.
My team
This theme has a moderate association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| The people in my team can be relied upon to help when things get difficult in my job | 88% | 88% | ±0 | ±0 | -1 |
| The people in my team work together to find ways to improve the service we provide | 86% | 87% | +1 | +1 | -1 |
| The people in my team are encouraged to come up with new and better ways of doing things | 82% | 82% | ±0 | +3 | ±0 |
Learning and development
This theme has a moderate association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I am able to access the right learning and development opportunities when I need to | 70% | 69% | -1 | +2 | -3 |
| Learning and development activities I have completed in the past 12 months have helped to improve my performance | 57% | 57% | ±0 | +4 | -2 |
| There are opportunities for me to develop my career in [my organisation] | 63% | 61% | -2 | +9 | +4 |
| Learning and development activities I have completed while working for [my organisation] are helping me to develop my career | 55% | 54% | ±0 | +3 | -1 |
Inclusion and fair treatment
This theme has a moderate association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I am treated fairly at work | 88% | 88% | ±0 | +4 | +1 |
| I am treated with respect by the people I work with | 90% | 90% | ±0 | +2 | ±0 |
| I feel valued for the work I do | 76% | 76% | ±0 | +4 | ±0 |
| I think that [my organisation] respects individual differences (for example, cultures, working styles, backgrounds, ideas, etc.) | 81% | 81% | +1 | +2 | -3 |
Resources and workload
This theme has a moderate association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I get the information I need to do my job well | 72% | 71% | -1 | ±0 | -5 |
| I have clear work objectives | 76% | 73% | -3 | -5 | -9 |
| I have the skills I need to do my job effectively | 88% | 88% | ±0 | -2 | -4 |
| I have the tools I need to do my job effectively | 78% | 79% | +1 | +3 | -2 |
| I have an acceptable workload | 64% | 69% | +5 | +3 | -2 |
| I achieve a good balance between my work life and my private life | 76% | 79% | +3 | +3 | -1 |
Pay and benefits
This theme has a weak association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I feel that my pay adequately reflects my performance | 27% | 33% | +6 | -2 | -13 |
| I am satisfied with the total benefits package (e.g. base pay, benefits and pension) | 31% | 36% | +5 | -4 | -17 |
| Compared to people doing a similar job in other organisations I feel my pay is reasonable | 21% | 25% | +5 | -2 | -13 |
| I am fully aware of the benefits available in [my organisation], in addition to pay | 61% | 62% | +2 | -8 | -14 |
| Over the last 12 months money worries have affected my ability to do my job (% responding ‘seldom’ or ‘never’) | 51% | 58% | +6 | -4 | -11 |
TipQuestionnaire changes
The questions ‘I am fully aware of the benefits available in [my organisation], in addition to pay’ and ‘Over the last 12 months money worries have affected my ability to do my job’ were first introduced in 2023 and doe not contribute towards the calculation of the ‘Pay and benefits’ theme score.
Leadership and managing change
This theme has a strong association with higher levels of employee engagement.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| Senior managers in [my organisation] are sufficiently visible | 78% | 80% | +2 | +7 | +2 |
| I believe the actions of senior managers are consistent with [my organisation]’s values | 70% | 71% | +1 | +5 | -1 |
| I believe that [my organisation]’s senior leaders have a clear vision for the future of [my organisation] | 52% | 52% | ±0 | -2 | -10 |
| Overall, I have confidence in the decisions made by [my organisation]’s senior managers | 63% | 63% | ±0 | +7 | -1 |
| I feel that change is managed well in [my organisation] | 38% | 44% | +5 | +11 | +1 |
| When changes are made in [my organisation] they are usually for the better | 33% | 36% | +3 | +2 | -9 |
| [My organisation] keeps me informed about matters that affect me | 67% | 66% | -1 | +2 | -4 |
| I have the opportunity to contribute my views before decisions are made that affect me | 39% | 41% | +2 | +2 | -7 |
| I think it is safe to challenge the way things are done in [my organisation] | 55% | 55% | +1 | +4 | -4 |
Employee engagement
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I am proud when I tell others I am part of [my organisation] | 56% | 64% | +8 | -2 | -9 |
| I would recommend [my organisation] as a great place to work | 69% | 72% | +3 | +9 | +1 |
| I feel a strong personal attachment to [my organisation] | 44% | 45% | +2 | -5 | -13 |
| [My organisation] inspires me to do the best in my job | 51% | 53% | +2 | -2 | -9 |
| [My organisation] motivates me to help it achieve its objectives | 48% | 51% | +3 | -2 | -9 |
Taking action
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I believe that senior managers in [my organisation] will take action on the results from this survey | 57% | 56% | -2 | +4 | -3 |
| Where I work, I think effective action has been taken on the results of the last survey | 42% | 38% | -4 | +1 | -6 |
Future intentions
| Response | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark |
|---|---|---|---|---|
| I want to leave [my organisation] as soon as possible | 8% | 8% | ±0 | +2 |
| I want to leave [my organisation] within the next 12 months | 21% | 20% | -1 | +7 |
| I want to stay working for [my organisation] for at least the next year | 48% | 46% | -2 | +10 |
| I want to stay working for [my organisation] for at least the next three years | 24% | 26% | +2 | -19 |
Question results: Discrimination, bullying and harassment
The People Survey asks civil servants if they have experienced either discrimination, or bullying or harassment in the past 12 months. For those that say they have the survey goes on to ask some follow-up questions to better understand the nature of their experiences.
Discrimination at work
Discrimination is when an employer treats an employee less favourably than someone else, or when a working condition, policy, procedure or rule disadvantages one group of people more than another.
Civil Service People Survey questionnaire (2013)
| Response | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark |
|---|---|---|---|---|
| Yes | 7% | 7% | ±0 | ±0 |
| No | 88% | 88% | -1 | +1 |
| Prefer not to say | 5% | 5% | +1 | -1 |
Bullying and harassment
Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient.
Harassment is unwanted actions or comments that are demeaning and unacceptable to the recipient. It may be related to any personal characteristic of the individual, and may be persistent or an isolated incident.
Civil Service People Survey questionnaire (2013)
| Response | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark |
|---|---|---|---|---|
| Yes | 7% | 7% | ±0 | ±0 |
| No | 89% | 89% | ±0 | +2 |
| Prefer not to say | 4% | 4% | ±0 | -2 |
Reporting bullying and harassment
| Response | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark |
|---|---|---|---|---|
| Yes | 41% | 40% | -1 | ±0 |
| No | 50% | 48% | -2 | +2 |
| Prefer not to say | 8% | 12% | +4 | -2 |
Outcome of the bullying and harassment experience
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark |
|---|---|---|---|---|
| Was appropriate action taken to address the behaviour you experienced? (% yes) | 35% | 31% | -4 | +2 |
| Has the bullying and harassment stopped? (% yes) | 50% | 41% | -9 | +2 |
| Does the culture where you work allow this kind of behaviour to continue? (% yes) | 57% | 59% | +2 | ±0 |
| Did you feel like you were punished for reporting the incident? (% yes) | 20% | 30% | +10 | ±0 |
Question results: Wellbeing
Alongside measures of employee engagement and other experiences of work the People Survey includes a number of questions about individual’s general wellbeing, some of the other non-wellbeing questions have also been used to calculate specific ‘wellbeing’ indexes’.
- Personal wellbeing: the ONS’s four questions measuring personal wellbeing
- Wellbeing indexes: existing core/non-wellbeing questions in the survey are used to calculate two wellbeing specific indexes (PERMA and Proxy Stress).
- Other wellbeing questions: the survey also asks respondents a few additional questions about mental and physical health.
Personal wellbeing
Alongside measures of employee engagement and other experiences of work, the People Survey also includes the ONS’s four questions that measure levels of personal wellbeing.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| Overall, how satisfied are you with your life nowadays? | 66% | 67% | +1 | -1 | -4 |
| Overall, to what extent do you feel that things you do in your life are worthwhile? | 70% | 70% | +1 | -1 | -3 |
| Overall, how happy did you feel yesterday? | 59% | 62% | +3 | -1 | -4 |
| Overall, how anxious did you feel yesterday? | 37% | 36% | -1 | +1 | -1 |
TipSubjective wellbeing scales
Respondents answer the four subjective wellbeing questions by giving a rating from 0 to 10 where 0 is equivalent to ‘not at all’ and 10 is ‘completely’, for example with the question on life satisfaction a score of 0 means ‘not at all satisfied’ while 10 means ‘completely satisfied’.
Based on the approach taken by the ONS to reporting these questions for the first three questions (life satisfaction, doing worthwhile things, and happiness yesterday) the headline figure is the percentage rating from 7 to 10, for the fourth question (anxiety yesterday) the headline figure is the percentage rating from 6 to 10.
Wellbeing indexes
The PERMA Index uses 5 questions from the People Survey to measure the extent to which employees are ‘flourishing’ in the workplace, it is inspired by Martin Seligman’s Flourish (2011).
The Proxy Stress Index uses 8 questions from the People Survey and aligns with the Health and Safety Executive’s Management Standards and Stress Indicator Tool.
| Index | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| PERMA index | 74% | 73% | -1 | -1 | -2 |
| Proxy stress index | 25% | 26% | ±0 | -1 | -3 |
Other wellbeing questions
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| In general, how would you rate your overall mental health now? (% responding ‘excellent’, ‘very good’ or ‘good’) | 70% | 72% | +2 | ±0 | -2 |
| In general, how would you rate your overall physical health now? (% responding ‘excellent’, ‘very good’ or ‘good’) | 75% | 74% | ±0 | +2 | -1 |
| [My organisation] provides good support for employee health, wellbeing and resilience | 60% | 62% | +2 | +2 | -6 |
| How often do you discuss your personal wellbeing and or work-related stress with your manager? (% responding ‘weekly’ or ‘monthly’) | 65% | 64% | -1 | +4 | -2 |
Question results: Other questions
Civil Service Code
The Civil Service Code sets out the standards of behaviour expected of civil servants, it is organised around the four core values of: integrity, honesty, objectivity, and impartiality.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| Are you aware of how to raise a concern under the Civil Service Code? | 71% | 72% | ±0 | +2 | -2 |
| Are you confident that if you raised a concern under the Civil Service Code in [my organisation] it would be investigated properly? | 77% | 79% | +2 | +2 | -1 |
| I understand the Civil Service Code and what it means for my conduct | 93% | 96% | +3 | +4 | +2 |
Topical questions
The People Survey is the largest and best responded-to cross-government survey of civil servants, as a result it is used to measure other key topics of interest, often related to the current/latest plans for reforming the civil service.
| Question | 2023 | 2024 | Difference 2023 to 2024 | Difference from benchmark | Difference from high performers |
|---|---|---|---|---|---|
| I am trusted to carry out my job effectively | 90% | 89% | -1 | -1 | -3 |
| I believe I would be supported if I try a new idea, even if it may not work | 79% | 78% | -1 | +3 | ±0 |
| In [my organisation], people are encouraged to speak up when they identify a serious policy or delivery risk | 73% | 71% | -1 | -2 | -7 |
| I feel able to challenge inappropriate behaviour in the workplace | 73% | 72% | -1 | +1 | -2 |
| [My organisation] is committed to creating a diverse and inclusive workplace | 76% | 77% | +1 | -1 | -4 |
| I am aware of the Civil Service vision for ‘A Modern Civil Service’ | 69% | 69% | ±0 | +9 | +1 |
| I understand how I can help achieve the vision for ‘A Modern Civil Service’ | 45% | 44% | ±0 | +1 | -4 |
| The technology provided by [my organisation] enables me to easily connect and collaborate with the colleagues that I need to for me to do my job effectively, from any location | 86% | 86% | ±0 | +7 | +2 |
| How often do you collaborate with civil servants in other government departments and agencies to achieve common goals? (% responding ‘often or always’ or ‘some of the time’) | 67% | 62% | -5 | +23 | +13 |
| I consider how my work impacts upon the public in the course of carrying out my duties (% responding ‘often or always’ or ‘some of the time’) | 89% | 89% | ±0 | +3 | ±0 |
| I have a choice in deciding where I do my work (usual workplace or base, another workplace, home) | 87% | 80% | -7 | +6 | -6 |
| My manager trusts me to do my job effectively, even if I am not working from the same location as them | 96% | 95% | -1 | +1 | ±0 |
| Over the last month, roughly how productive have you been? (% responding from ‘90 to 100% productive’) | 63% | 57% | -5 | -8 | -12 |
| Efficiency is pursued as a priority in [my organisation] | 48% | 44% | -4 | -9 | -17 |
| I know about the devolution of powers from uk government and parliament to the devolved governments and parliaments or legislatures in scotland, wales and northern ireland | 79% | +13 | +3 | ||
| I know where to access resources and training on devolution and intergovernmental working | 60% | +25 | +15 |
TipNew questions
The two questions relating to devolution policy (‘I know about the devolution of powers from uk government and parliament to the devolved governments and parliaments or legislatures in Scotland, Wales and Northern Ireland’ and ‘I know where to access resources and training on devolution and intergovernmental working’) were first asked in 2024.