ARC Employee Census 2021

CONTENT

Highlights Report ARC

Page

2 3 4 6 7

Exploring your results

Employee Engagement: Say, Stay, Strive

Leadership

Communication and Change

Workplace Conditions

10

Inclusion

11

Enabling Innovation

12 13 15 17 19

Wellbeing Policies and Support

Wellbeing

Performance

Retention

Unacceptable Behaviour

22 24 25 26 27

Demographics Agency Position

Suggested Questions to Focus On

Time to Take Action Guide to this Report

RESPONSES: 116 of 146 RESPONSE RATE: 79%

EXPLORING YOUR RESULTS

Take time to understand your report. Consider your response rate to determine how representative your results are of the views of your colleagues.

Most questions in this report have information about the proportion of colleagues responding positively, neutrally or negatively.

Identify the areas where you are performing well. These will tend to be high results which are notably above any comparative results. Celebrate these results.

Identify areas that need improvement. These will be the lower results, and/or those which are scoring notably below your comparators.

Generally a difference of -/+ 5 percentage points is worthy of attention, but the size of the group is important. Changes in small groups can be unreliable.

2021 APS employee census

PAGE 02.

EMPLOYEE ENGAGEMENT: SAY, STAY, STRIVE

YOUR EMPLOYEE ENGAGEMENT SCORE

76

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

%

-1

+3

+1

+2

HOW ENGAGED IS YOUR TEAM?

80 %

-5 

+7 

+5 

+6 

Overall, I am satisfied with my job

80 %

0 +4

-4

0

I am proud to work in my agency

84 %

I would recommend my agency as a good place to work

-1

+16 

+12 

+14 

EMPLOYEE ENGAGEMENT SCORES AREN ’ T JUST ABOUT HOW MUCH PEOPLE LIKE WORKING FOR AN AGENCY. IT IS A MEASURE OF THE EMOTIONAL CONNECTION AND COMMITMENT EMPLOYEES HAVE TO WORKING FOR THE AGENCY.

86 %

I believe strongly in the purpose and objectives of my agency

0 +3

-1

0

70 %

-2

+6 

-2

+1

I feel a strong personal attachment to my agency

80 %

-1

-2

-5 

-4

I feel committed to my agency ’ s goals

88 %

-4

+3

+1

0

I suggest ideas to improve our way of doing things

96 %

I am happy to go the ‘ extra mile ’ at work when required

+1

+4

+4

+3

87 %

I work beyond what is required in my job to help my agency achieve its objectives

+4 +4

+3

+2

63 %

My agency really inspires me to do my best work every day

+1

+7 

+4

+5 

Positive Neutral Negative

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 03.

LEADERSHIP

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

IMMEDIATE SUPERVISOR

RESPONSE SCALE

80 % -2

+1

+1

+4

My supervisor engages with staff on how to respond to future challenges

76 % -1

-2

-2

+1

My supervisor can deliver difficult advice whilst maintaining relationships

81 %

+1

0 +3

-

My supervisor invites a range of views, including those different to their own

77 % -6 

-3

-2

-1

My supervisor encourages my team to regularly review and improve our work

74 % -2

0

+1

+5 

My supervisor is invested in my development

78 % 0 +2

+2

+4

My immediate supervisor encourages me

83 % -3

-3

-3

-1

My supervisor ensures that my workgroup delivers on what we are responsible for

73 %

-1

0 +3

-

My supervisor provides me with helpful feedback to improve my performance

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 04.

LEADERSHIP

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

IMMEDIATE SES MANAGER

RESPONSE SCALE

68 % -8 

+1

+2

+5 

My SES manager clearly articulates the direction and priorities for our area

68 %

My SES manager presents convincing arguments and persuades others towards an outcome

+8 

+7 

+6 

-

72 % -3

+6 

+6 

+6 

My SES manager promotes cooperation within and between agencies

71 %

+6 

+7 

+8 

-

My SES manager encourages innovation and creativity

72 %

+10 

+10 

+11 

-

My SES manager creates an environment that enables us to deliver our best

83 % -1

My SES manager ensures that work effort contributes to the strategic direction of the agency and the APS

+10 

+8 

+11 

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

ALL SES

RESPONSE SCALE

50 % -10 

-2

-2

-1

In my agency, the SES work as a team

59 % -5 

-1

+1

+4

In my agency, the SES clearly articulate the direction and priorities for our agency

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 05.

COMMUNICATION AND CHANGE

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

85 % +1

+3

+3

+5 

My supervisor communicates effectively

75 % -5 

+6 

+6 

+8 

My SES manager communicates effectively

52 % -15 

+1

+4

+4

In my agency, communication between SES and other employees is effective

69 % -8 

+12 

+11 

+13 

Internal communication within my agency is effective

66 % -12 

0

-2

0

When changes occur, the impacts are communicated well within my workgroup

37 % -19 

-8 

-7 

-6 

Staff are consulted about change at work

41 % -22 

-2

0

+1

Change is managed well in my agency

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 06.

WORKPLACE CONDITIONS

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

91 % +1

+6 

+3

+5 

My job gives me opportunities to utilise my skills

76 % +2

+14 

+3

+3

I have a choice in deciding how I do my work

76 %

+8 

+4

+7 

-

Where appropriate, I am able to take part in decisions that affect my job

82 % -4

+4

+4

+5 

I am clear what my duties and responsibilities are

68 % -12 

+2

-1

+1

I am satisfied with the recognition I receive for doing a good job

59 % -12 

-6 

-4

-6 

I am fairly remunerated (e.g. salary, superannuation) for the work that I do

90 % -3

I am satisfied with my non-monetary employment conditions (e.g. leave, flexible work arrangements, other benefits)

+13 

+9 

+11 

87 % -4

+7 

+11 

+12 

I am satisfied with the stability and security of my job

89 %

I am confident that if I requested a flexible work arrangement, my request would be given reasonable consideration

+13 

+8 

+11 

-

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 07.

WORKPLACE CONDITIONS

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

56 % -5 

-7 

-1

0

I feel a strong personal attachment to the APS

90 % -1

I understand how my role contributes to achieving an outcome for the Australian public

-1

-2

+1

79 % -8 

-3

-1

-1

I believe strongly in the purpose and objectives of the APS

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 08.

WORKPLACE CONDITIONS

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

What best describes your current workload?

22 % +10  39 % -6  35 % +3 4 % -5 

-2

-4

-3

Well above capacity – too much work

-2

-4

-3

Slightly above capacity – lots of work to do

+7 

+9 

+9 

At capacity – about the right amount of work to do

-2

-1

-2

Slightly below capacity – available for more work

1 % -2

0

0

0

Well below capacity – not enough work

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 09.

INCLUSION

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

89 % -4

+9 

+8 

+12 

My agency supports and actively promotes an inclusive workplace culture

84 %

+4

+5 

+8 

-

My supervisor actively supports people from diverse backgrounds

79 % +2

-1

0

+1

I receive the respect I deserve from my colleagues at work

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 10.

ENABLING INNOVATION

YOUR INNOVATION

66

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

%

INDEX SCORE

0

0

+1

-

ENABLING INNOVATION

I believe that one of my responsibilities is to continually look for new ways to improve the way we work

86 %

-1

-

-3

-2

74 %

My immediate supervisor encourages me to come up with new or better ways of doing things

0

-

-2

+1

THE INNOVATION SCORE ASSESSES BOTH WHETHER EMPLOYEES FEEL WILLING AND ABLE TO BE INNOVATIVE, AND WHETHER THEIR AGENCY HAS A CULTURE WHICH ENABLES THEM TO BE SO.

63 %

People are recognised for coming up with new and innovative ways of working

+1

-

+2

+5 

44 %

My agency inspires me to come up with new or better ways of doing things

-17 

-4

-4

-3

28 %

My agency recognises and supports the notion that failure is a part of innovation

-9 

-

-7 

-3

Positive Neutral Negative

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 11.

WELLBEING POLICIES AND SUPPORT

YOUR WELLBEING

73

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

%

INDEX SCORE

-3

+5 

+2

+3

WELLBEING

76 %

I am satisfied with the policies/practices in place to help me manage my health and wellbeing

-4 +9 

+6 

+8 

69 %

My agency does a good job of communicating what it can offer me in terms of health and wellbeing

-11 

+4

0

0

THE WELLBEING SCORE PROVIDES A MEASURE OF THE PRACTICAL AND CULTURAL ELEMENTS THAT ALLOW FOR A SUSTAINABLE AND HEALTHY WORKING ENVIRONMENT.

71 %

My agency does a good job of promoting health and wellbeing

-9 

+8 

+5 

+5 

75 %

I think my agency cares about my health and wellbeing

0 +17 

+10 

+10 

82 %

I believe my immediate supervisor cares about my health and wellbeing

-3

-1

-4

-2

Positive Neutral Negative

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 12.

WELLBEING

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

How often do you find your work stressful?

2 %

-4

-3

-3

-

Always

22 % 51 % 24 %

-7 

-4

-6 

-

Often

+3

+1

+3

-

Sometimes

+8 

+6 

+7 

-

Rarely

1 %

-1

-1

-1

-

Never

To what extent is your work emotionally demanding?

3 % -2 16 % -3

-6 

-3

-4

To a very large extent

-8 

-4

-6 

To a large extent

40 % +11  34 % -1 7 % -6 

+1

0 +2

Somewhat

+12 

+9 

+10 

To a small extent

0

-2

-2

To a very small extent

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 13.

WELLBEING

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

I feel burned out by my work

6 % -1 21 % +1 31 % -7  37 % +7 

-4

-3

-4

Strongly agree

-4

-3

-2

Agree

0

+1

+2

Neither agree nor disagree

+9 

+7 

+7 

Disagree

6 % -1

-2

-2

-3

Strongly disagree

In general, would you say that your health is:

11 % 31 %

-1

-2

-3

-

Excellent

-4

-5 

-6 

-

Very good

40 %

+5 

+6 

+8 

-

Good

13 %

-1

-1

-1

-

Fair

5 %

+1

+2

+2

-

Poor

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 14.

PERFORMANCE

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

In the last month, please rate your workgroup ’ s overall performance:

32 % 55 % 12 %

+5 

+3

+2

-

Excellent

0

0 +3

-

Very good

-3

-1

-4

-

Average

1 %

-1

-1

-1

-

Below average

0 %

-1

-1

0

-

Well below average

In the last month, please rate your agency ’ s success in meeting its goals and objectives:

21 % 65 % 13 %

+5 

+3

+2

-

Excellent

+10 

+8 

+12 

-

Very good

-11 

-8 

-9 

-

Average

0 %

-3

-3

-4

-

Below average

1 %

-1

0

-1

-

Well below average

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 15.

PERFORMANCE

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

RESPONSE SCALE

85 % -7 

+5 

+2

+2

My workgroup has the appropriate skills, capabilities and knowledge to perform well

74 % -9 

+11 

+12 

+14 

My workgroup has the tools and resources we need to perform well

79 % -5 

+2

0

+1

The people in my workgroup use time and resources efficiently

84 % -9 

-2

-3

-2

My workgroup can readily adapt to new priorities and tasks

91 % -3

+3

+2

+3

The people in my workgroup cooperate to get the job done

Positive Neutral Negative

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

KEY

2021 APS employee census

PAGE 16.

RETENTION

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

Which of the following statements best reflects your current thoughts about working in your current position?

7 %

-3

-1

-1

-

I want to leave my position as soon as possible

EMPLOYEES WHO INDICATED THAT THEY WANTED TO LEAVE THEIR CURRENT POSITION AS SOON AS POSSIBLE OR WITHIN THE NEXT 12 MONTHS WERE ASKED WHAT THEIR PLANS WERE.

25 % 44 % 23 %

+3

+4

+3

-

I want to leave my position within the next 12 months

I want to stay working in my position for the next one to two years

+8 

+5 

+7 

-

I want to stay working in my position for at least the next three years

-9 

-8 

-9 

-

What best describes your plans involved with leaving your current position?

3 %

-3

-3

-2

-

I am planning to retire

37 % 46 %

-5 

+9 

+19 

-

I am pursuing another position within my agency

+21 

+13 

+1

-

I am pursuing a position in another agency

6 % 6 % 3 %

-6 

-10 

-12 

-

I am pursuing work outside the APS

It is the end of my non-ongoing, casual or contracted employment

+2

0 +2

-

-10 

-9 

-8 

-

Other

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 17.

RETENTION

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

What is the primary reason behind your desire to leave your current position? (3 highest responses):

35 % - 13 % - 10 % -

-

-

-

There is a lack of future career opportunities in my agency

EMPLOYEES WHO WANTED TO LEAVE WERE ASKED FOR THE PRIMARY REASON BEHIND THEIR DESIRE TO LEAVE AND COULD SELECT ONE RESPONSE FROM A LIST OF ITEMS. ONLY THE THREE REASONS FOR LEAVING WITH THE HIGHEST PROPORTION OF RESPONSES ARE PRESENTED HERE. THESE MAY VARY BETWEEN AGENCIES, WORK UNITS AND WITH RESULTS FOR THE APS OVERALL.

I want to try a different type of work or I ’ m seeking a career change

-

-

-

-

-

-

I have achieved all I can in my current position

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 18.

UNACCEPTABLE BEHAVIOUR

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

DISCRIMINATION

VARIANCE FROM 2020

RESPONSE SCALE

%

During the last 12 months and in the course of your employment, have you experienced discrimination on the basis of your background or a personal characteristic?

7 % -3 93 % +3

-4

-2

-3

Yes

EMPLOYEES WHO HAD PERCEIVED DISCRIMINATION IN THE LAST 12 MONTHS IN THE COURSE OF THEIR EMPLOYMENT WERE ASKED WHAT THE BASIS WAS FOR THE DISCRIMINATION. EMPLOYEES COULD SELECT ONE OR MORE RESPONSES FROM A LIST OF ITEMS. ONLY THE THREE TYPES OF DISCRIMINATION WITH THE HIGHEST PROPORTION OF RESPONSES ARE PRESENTED HERE. THESE MAY VARY BETWEEN AGENCIES, WORK UNITS AND WITH RESULTS FOR THE APS OVERALL.

+4

+2

+3

No

Did this discrimination occur in your current agency?

100 % 0 +6 

+8 

+7 

Yes

0 % 0

-6 

-8 

-7 

No

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 19.

UNACCEPTABLE BEHAVIOUR

HARASSMENT AND BULLYING

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

During the last 12 months, have you been subjected to harassment or bullying in your current workplace?

12 % +2

0 +3

0

Yes

EMPLOYEES WHO PERCEIVED HARASSMENT OR BULLYING IN THE LAST 12 MONTHS WERE ASKED WHAT TYPE OF HARASSMENT OR BULLYING THEY EXPERIENCED. EMPLOYEES COULD SELECT ONE OR MORE RESPONSES FROM A LIST OF ITEMS. ONLY THE THREE TYPES OF HARASSMENT OR BULLYING WITH THE HIGHEST PROPORTION OF RESPONSES ARE PRESENTED HERE. THESE MAY VARY BETWEEN AGENCIES, WORK UNITS AND WITH RESULTS FOR THE APS OVERALL.

84 % 0 +3

-1

+2

No

4 % -2

-3

-2

-2

Not sure

Types of harassment or bullying experienced (3 highest responses):

69 % - 46 % - 46 % -

Interference with work tasks (e.g. withholding needed information, undermining or sabotage)

-

-

-

Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming) Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development)

-

-

-

-

-

-

Did you report the harassment or bullying?

38 % 15 % 46 %

I reported the behaviour in accordance with my agency ’ s policies and procedures

+5 

+8 

+2

-

+8 

+9 

+10 

-

It was reported by someone else

-13 

-18 

-12 

-

I did not report the behaviour

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 20.

UNACCEPTABLE BEHAVIOUR

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

CORRUPTION

VARIANCE FROM 2020

RESPONSE SCALE

%

Excluding behaviour reported to you as part of your duties, in the last 12 months have you witnessed another APS employee in your agency engaging in behaviour that you consider may be serious enough to be viewed as corruption?

4 % +2 93 % +1 3 % -2 1 % -1

0

0

-1

Yes

EMPLOYEES WHO INDICATED THAT THEY HAD WITNESSED POTENTIAL CORRUPT BEHAVIOUR WERE ASKED TO DESCRIBE THE BEHAVIOUR. EMPLOYEES COULD SELECT ONE OR MORE RESPONSES FROM A LIST OF ITEMS. ONLY THE THREE TYPES OF CORRUPT BEHAVIOURS WITH THE HIGHEST PROPORTION OF RESPONSES ARE PRESENTED HERE. THESE MAY VARY BETWEEN AGENCIES AND WITH RESULTS FOR THE APS OVERALL.

+3

+3

+5 

No

-2

-2

-2

Not sure

-1

-1

-2

Would prefer not to answer

Did you report the potentially corrupt behaviour?

50 %

I reported the behaviour in accordance with my agency ’ s policies and procedures

+30 

+36 

+29 

-

0 %

-15 

-9 

-16 

-

It was reported by someone else

50 %

-15 

-27 

-13 

-

I did not report the behaviour

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 21.

DEMOGRAPHICS

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

How do you describe your gender?

26 % +1

-11 

-16 

-11 

Man or male

70 % 0 +11 

+16 

+13 

Woman or female

0 %

0

-1

-1

-

Non-binary

1 %

+1

+1

0

-

I use a different term

3 % -1

0

0

-1

Prefer not to say

Do you identify as an Australian Aboriginal and/or Torres Strait Islander person?

4 % 0 96 % 0

+1

+2

+2

Yes

-1

-2

-2

No

Do you have an ongoing disability?

11 % +1 89 % -1

+2

+4

+4

Yes

-2

-4

-4

No

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 22.

DEMOGRAPHICS

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

VARIANCE FROM 2020

RESPONSE SCALE

%

Do you have carer responsibilities?

46 % +3 54 % -3

+7 

+7 

+7 

Yes

-7 

-7 

-7 

No

Do you identify as Lesbian, Gay, Bisexual, Transgender and/or gender diverse, Intersex, Queer, Questioning and/or Asexual (LGBTIQA+)?

12 % +8  88 % -8 

+5 

+4

+3

Yes

-5 

-4

-3

No

In which country were you born?

73 % 27 %

-4

-3

-3

-

Australia

+4

+3

+3

-

Other country

Do you speak a language other than English at home?

78 % 22 %

-2

-3

-6 

-

No, English only

+2

+3

+6 

-

Yes, other

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

KEY

2021 APS employee census

PAGE 23.

AGENCY POSITION

Engagement

Ranking : 29th of 101

ARC 

AGENCY POSITION

 APS

THESE GRAPHS DISPLAY THE OVERALL INDEX SCORE OF EACH AGENCY FOR THE EMPLOYEE ENGAGEMENT, WELLBEING AND INNOVATION INDICES. THESE ARE TO ASSIST YOU TO SEE WHERE YOUR AGENCY SITS IN COMPARISON TO THE OVERALL APS INDEX SCORE AND THE SCORES OF OTHER AGENCIES.

Wellbeing

Ranking : 30th of 101

ARC 

 APS

ALONG THE LINE (Y-AXIS) ARE THE INDEX SCORES. THE HEIGHT OF THE BAR (X-AXIS) IS HOW MANY AGENCIES HAVE THAT INDEX SCORE.

Innovation

Ranking : 54th of 101

ARC 

PLEASE NOTE, THE Y-AXIS VALUES ARE NOT CONSECUTIVE AS ONLY INDEX SCORES RECEIVED BY AN AGENCY ARE REPRESENTED.

 APS

2021 APS employee census

PAGE 24.

SUGGESTED QUESTIONS TO FOCUS ON

VARIANCE FROM SPECIALIST AGENCIES

VARIANCE FROM SMALL SIZED AGENCIES

VARIANCE FROM APS OVERALL

% POSITIVE

VARIANCE FROM 2020

 AT LEAST 5 PERCENTAGE POINTS GREATER THAN COMPARATOR

AT LEAST 5 PERCENTAGE POINTS LESS THAN COMPARATOR

.1 My agency supports and actively promotes an inclusive workplace culture .2 Where appropriate, I am able to take part in decisions that affect my job .3 I am confident that if I requested a flexible work arrangement, my request would be given reasonable consideration .4 People are recognised for coming up with new and innovative ways of working .5 I am satisfied with the recognition I receive for doing a good job .6 I think my agency cares about my health and wellbeing

89 % -4 +9  +8  +12 

WHAT TO FOCUS ON?

THESE KEY QUESTIONS HAVE BEEN IDENTIFIED AS BEING IMPORTANT TO EMPLOYEES IN YOUR AGENCY AND ASSOCIATED WITH EMPLOYEE ENGAGEMENT.

76 %

+8  +4 +7 

-

89

+13  +8  +11 

THEY ARE NOT NECESSARILY THE QUESTIONS WITH THE LOWEST SCORES.

-

%

63 %

+1

+2 +5 

-

SOME WILL BE AREAS TO IMPROVE UPON AND SOME WILL BE AREAS TO MAINTAIN.

68 % -12  +2 -1

+1

DEVELOP ACTIONS AND ACTIVITIES TO IMPROVE UPON THESE, WHERE POSSIBLE, TO DRIVE HIGHER LEVELS OF PERFORMANCE.

75 %

0 +17  +10  +10 

2021 APS employee census

PAGE 25.

TIME TO TAKE ACTION

INVESTIGATE FURTHER WITH OUR TEAMS

CELEBRATE

OPPORTUNITIES

What things do we do well?

Are there any other opportunities coming out of the results that we want to explore further?

Areas we need to focus on and turn into action plans:

THINK ABOUT HOW WE CAN BUILD ON OUR STRENGTHS AND LEARN FROM WHAT WE ARE GOOD AT.

HOW COULD WE INVESTIGATE? THROUGH LOOKING AT THE DATA IN MORE DETAIL OR THROUGH DISCUSSIONS WITH STAFF?

WHAT ARE THE KEY THINGS WE NEED TO IMPROVE TO MAKE WORKING HERE BETTER?

 USE THIS PAGE TO START YOUR LOCAL ACTION PLANS

PRIORITISE 3 AREAS FOR ACTION

RESOURCES REQUIRED

TARGET/SUCCESS MEASURE

TIMESCALES

OWNER

1

2

IDENTIFY AREAS TO CELEBRATE,

OPPORTUNITIES FOR IMPROVEMENT AND AREAS WHICH YOU NEED TO INVESTIGATE FURTHER.

3

PRIORITISE 3 AREAS TO TAKE FORWARD

2021 APS employee census

PAGE 26.

GUIDE TO THIS REPORT

% POSITIVE

ROUNDING

RESULTS ARE PRESENTED AS WHOLE NUMBERS FOR EASE OF READING, WITH ROUNDING PERFORMED AT THE LAST STAGE OF CALCULATION FOR MAXIMUM ACCURACY. VALUES FROM X.00 TO X.49 ARE ROUNDED DOWN AND VALUES FROM X.50 TO X.99 ARE ROUNDED UP. THEREFORE IN SOME INSTANCES, RESULTS MAY NOT TOTAL 100%.

WHERE RESULTS ARE SHOWN AS POSITIVE PERCENTAGES (% POSITIVE), THESE ARE CALCULATED BY ADDING TOGETHER POSITIVE RESPONSES ("STRONGLY AGREE" + "AGREE") AND DIVIDING BY THE NUMBER OF RESPONDENTS WHO ANSWERED THE QUESTION.

STRONGLY AGREE

AGREE NEITHER DISAGREE STRONGLY DISAGREE TOTAL

151

166

176

96

24

613

NUMBER OF RESPONSES

24.63% 27.08% 28.71% 15.66% 3.92% 100%

PERCENTAGE

25% 27% 29% 16% 4% 101%

ROUNDED PERCENTAGE

151 + 166 = 317

NUMBER OF POSITIVE

Strongly agree

Strongly disagree

317 ÷ 613 = 52%

Agree

Neither

Disagree

% POSITIVE

ANONYMITY

COMPARISONS WITH RESULTS FROM PREVIOUS YEARS THE METHOD OF ANALYSING AND REPORTING SPECIFIC RESULTS MAY BE PERIODICALLY REVIEWED AND REVISED. SUCH IMPROVEMENTS ARE APPLIED TO CURRENT DATA AND THAT OF PREVIOUS YEARS. FOR THIS REASON THE CURRENT REPORT IS ALWAYS THE MOST ACCURATE DATA SOURCE FOR APS EMPLOYEE CENSUS RESULTS, INCLUDING COMPARISONS WITH TIME SERIES DATA.

Neutral response

Negative response

POSITIVE RESPONSE

÷ number of respondents who answered the question = % POSITIVE

IT IS ENGINE'S PRACTICE NOT TO DISPLAY THE RESULTS OF GROUPS OF RESPONDENTS TO THE EXTENT WHERE THE ANONYMITY OF INDIVIDUALS MAY BE COMPROMISED. RESULTS WILL NOT BE SHOWN WHERE THERE ARE LESS THAN 10 RESPONDENTS IN A GROUP.

2021 APS employee census

PAGE 27.

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