Employee Opinion Survey - Executive Summary
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Context
There was a good response to the survey, with 69 per cent of staff across the department taking part, ensuring the results are representative of the organisation. This also means action plans addressing the issues raised will have a positive impact on the organisation.
When looking at the DIMA survey results, it is important to note the survey was undertaken during a period of change.
ISR notes that organisations undergoing change show typical patterns of employee opinion. During change employee opinion surveys typically find less favourable results across all areas of the organisation. However, higher level aspects such as leadership, values and communication are those most affected. The department's results tend to reflect these patterns.
Results
Survey questions were grouped in three categories to capture employees' views about the organisation as a whole and their role in carrying out the work of the department.
1. Goals and Objectives
A high per centage of positive responses, 78 per cent, indicates employees are aware of, and supportive of, the department's goals and objectives of establishing a client focused, high performing organisation. This result is within five per cent of the Australian National Average Benchmark.
However, only 21 per cent of respondents recorded a positive response to the department's image. This is understandable as the survey was conducted following a difficult time with a high level of negative media interest and public criticism.
2. Work Life Balance
The positive response rate of 70 per cent in the work life balance category indicates that employees are willing to put in extra effort. They are relatively satisfied with the level of flexibility in their work environment, including access to parental leave and support in managing childcare responsibilities.
3. Employee Engagement
Results for employee engagement indicate that 61 per cent of employees are engaged with the organisation (36 per cent actively engaged, 50 per cent ‘wait and see') and 14 per cent are actively disengaged. These results are 13 per cent below the benchmark which is not surprising in an environment of change.
Important indicators
Employees appreciate the Secretary's leadership, his commitment to reform and his regular all staff communication.
The introduction of new senior management has also met with approval, as have visits to State and Territory Offices by managers from National Office.
Staff expressed concerns about communication, leadership, recruitment, training and development, client focus, strategic planning and the relationship between National Office and the states and territories. These areas will be the focus of action plans.
Key survey results
- There is a great deal of concern about the negative public image that has been reported in the media.
- Staff are seeking better and more capable leadership.
- They want improved line management and support.
- They want better recognition for their effort.
- Staff want stronger performance management practice.
Survey consultant recommendations
The survey results show typical patterns of employee opinion during periods of considerable organisational change and uncertainty.
Critical areas for focus include building capacity at line management level, building and leading by example on ethics and values across the organisation and providing senior and middle management with a clear focus and direction to provide the best client service.
Attention needs to be paid to issues impacting on employee engagement including developmental training and measures to improve job satisfaction.
The department's response
The survey results have been considered by the department's Executive and senior managers and were released to all staff on April 13. Staff will work with management to formulate and implement action plans specifically targeted to their work areas.
2006 Survey
It is anticipated that a staff survey will be held towards the end of 2006. This will enable the department to gauge the effectiveness of the action plans and progress towards its goals.