The results of a survey of Civil Service customers were published on 6 May, 2015. The purpose of the survey was to ascertain satisfaction levels with services received, as well as more general perceptions of, and attitudes to, the Civil Service. The survey was carried out to meet a commitment in the Government’s Public Service Reform Plan 2014-2016 to “commission, deliver and disseminate the results of a Civil Service customer satisfaction survey”. The survey also delivers on a commitment in the Civil Service Renewal Plan to “run regular surveys of Civil Service customers to more fully understand user experiences, expectations and requirements”. The survey was undertaken by Ipsos MRBI on behalf of the Department of Public Expenditure and Reform.

Annual data on Civil Service employment in the UK, including gender, ethnicity, disability status, earnings and location of the Civil Service workforce.

This dataset has now been transferred to the Cabinet Office.

The Civil Service People Survey (CSPS) is an annual survey open to all Civil Servants and those that work for Civil Service organisations. In 2013 270,793 Civil Servants across 97 organisations participated.

The CSPS provides consistent and robust metrics which help us understand how we can improve levels of engagement across the Civil Service. The 2013 survey was carried out in October 2013; see the temporal details below for the start and end of fieldwork.

The linked files provide for each of the 98 participating organisations their employee engagement Index, theme scores, and % positive scores for each of the core attitudinal questions asked to all respondents. Results for the benchmark scores over time, the SCS scores over time, and 2013 Civil Service level results by demographic group are also provided. Both formatted (XLSX) and un-formatted (CSV) versions are available.

The Civil Service People Survey (CSPS) is an annual survey open to all Civil Servants and those that work for Civil Service organisations. In 2010 325,000 Civil Servants across 103 organisations participated.

The CSPS is delivered through a single procurement exercise that replaces over 100 separate exercises cutting the cost of staff surveys in the Civil Service by over 40% since 2008.

It provides consistent and robust metrics which help us understand how we can improve levels of engagement across the Civil Service.

The 2010 survey was carried out between mid-September 2010 and the end of October 2010; see the temporal details below for the start and end of fieldwork.

The linked files provide for each of the 103 participating organisations their Employee Engagement Index, theme % positive scores, and % positive (strongly agree or agree) scores for each of the core attitudinal questions asked to all respondents. A formatted (XLS) and unformatted (CSV) version is available.

Průzkum mezi zaměstnanci veřejné služby (CSPS) je každoroční průzkum otevřený všem zaměstnancům veřejné služby a těm, kteří pracují pro organizace veřejné služby. V roce 2011 se jí zúčastnilo 299 410 státních zaměstnanců z 97 organizací.
CSPS poskytuje konzistentní a robustní metriky, které nám pomáhají pochopit, jak můžeme zlepšit úroveň zapojení napříč veřejnou službou. Průzkum v roce 2011 probíhal od poloviny září 2011 do konce října 2011; Začátek a konec práce v terénu naleznete v časových podrobnostech níže.

Propojené soubory poskytují pro každou z 97 zúčastněných organizací jejich index zapojení zaměstnanců, bodové hodnocení tématu a % kladné bodové hodnocení pro každou z hlavních postojových otázek položených všem respondentům. K dispozici je formátovaná (XLS) a neformátovaná (CSV) verze.

Demographics of civil service for the survey conducted on 2019.

Abstract

The Romania Public Administration Employee Survey was conducted to provide a quantitative diagnostic of the de facto experiences of workers in the public administration, and to establish baseline metrics against which the impact of reforms can be assessed. The survey was conducted in 81 central, territorial and local public institutions across the country.

Survey modules broadly followed the main HRM reform priorities of the Romanian Government, such as recruitment, promotion, performance management, compensation, as well as employees’ attitudes and perceptions of these HRM practices and their general work environment. The survey design also incorporated innovative methodological approaches to reduce potential social desirability bias in responses – providing answers that would be expected by management, instead of honest views. The survey was implemented through two modalities, face-to-face interviews and an online questionnaire. The sampling frame was designed to provide a representative picture of the Romanian public administration at the central, territorial and local levels. The sample included both civil servants and contract-based staff across all the surveyed institutions. Around 14% of survey respondents were contract-based, while the rest were civil servants.

Findings can be accessed here: https://www.worldbank.org/en/events/2021/12/01/catalyzing-public-administration-reform-through-surveys-lessons-from-romania-and-uruguay

Geographic coverage

The survey was conducted in 81 central, territorial and local public institutions across Romania.

Analysis unit

Public servants

Universe

The survey was conducted in 81 central, territorial and local public institutions across Romania.

Kind of data

Aggregate data [agg]

Sampling procedure

The sampling frame was designed to provide a representative picture of the Romanian public administration at both the central and the local levels. To achieve this, 19 central-level institutions were chosen as part of the sampling frame, including 12 ministries and five randomly selected specialized agencies, the NACS and the Court of Accounts (where the World Bank is supporting another project). For data collection in local and territorial level institutions, 14 of Romania’s 41 counties were selected. From each of Romania’s seven development regions two counties were selected randomly. Overall, 19 central-level and 84 local and territorial level institutions formed the institutional sampling frame.

The sample of individual respondents was drawn from the census of employees (civil servants and contract-based staff) within each of the institutions. Given the uneven distribution of employees across institutions, to provide a representative picture, the sample was drawn as a proportion of each category of staff. To ensure a reasonable number of observations within each institution, minimum and maximum constraints were also imposed on the sample size within each category of staff. The final sampling frame included 6,057 staff across 102 institutions. This was evenly split between central (51%) and local-level employees (49%); and weighted towards civil servants (81%) relative to contract-based staff (19%), reflecting the population distribution of civil servants (86%) relative to contract-based staff.

Mode of data collection

Computer Assisted Personal Interview [capi]

Research instrument

Questionnaires for the online and in-person surveys in Romanian and English are downloadable as related resources.

The results of a survey of Civil Service general public customers were published on 5 April 2017. The survey was undertaken by Ipsos MRBI on behalf of the Department of Public Expenditure Reform following an open tender process. The purpose of the survey was to ascertain satisfaction levels with services received, as well as more general perceptions of, and attitudes to, the Civil Service.

Surveys of general public customers are carried out every two years which meets a commitment in the Government’s Public Service Reform Plan 2014-2016 to “commission, deliver and disseminate the results of a Civil Service customer satisfaction survey”. There is also a commitment in the Civil Service Renewal Plan to “run regular surveys of Civil Service customers to more fully understand user experiences, expectations and requirements”. The results of the last survey were published on 6 May, 2015.

Civil Service Business Customer Survey Results 2016. Published by Department of Public Expenditure Infrastructure Public Service Reform and Digitalisation. Available under the license cc-by (CC-BY-4.0).The results of a survey of business customers of the Civil Service was published in January 2017. The purpose of the survey was to assess the levels of satisfaction with, and perceptions of, the services provided by Civil Service Departments and major Offices (not including the wider Public Service). The survey was carried out to meet a commitment in the Government’s Public Service Reform Plan 2014-2016 to “run regular surveys of civil service customers to more fully understand user experiences, expectations and requirements”. It also demonstrates the Civil Service’s commitment to improving the quality of service delivery to business customers at a central level (Departments and Offices are still expected to conduct their own customer consultation processes/surveys). The survey was undertaken by Perceptive Insight on behalf of the Department of Public Expenditure & Reform....

Staff survey providers for Civil Service: Staff submit their own personal data (some of which is sensitive) for the staff survey which ORC process on our behalf.

Abstract

To better understand these issues and identify ideas for reform, a joint research team composed of Civil Servants and academic research staff conducted interviews with over 2,762 senior-level officers in 45 Ministries, Departments, and Agencies in Ghana’s Civil Service. In 2018, the research team went back to the same MDAs and collaborated with new organizations and departments created since 2015, interviewing 3,003 officials in 58 ministries and departments.

In order to rigorously measure the quality of management practices, the Ghana Civil Servants Survey adapted the framework of the World Management Survey, an internationally recognized tool for benchmarking management quality, to measure management in the Civil Service. The survey asked questions on six topics of strategic importance to the civil service: the setting of targets, monitoring performance, the definition of roles, flexibility in implementation, the provision of incentives, and effective staffing practice.

Geographic coverage

45 MDAs targeted in 2015 and new organizations and departments created between 2015 and 2018 in 58 ministries and departments.

Analysis unit

Public officials

Universe

45 MDAs targeted in 2015 and new organizations and departments created between 2015 and 2018 in 58 ministries and departments.

Kind of data

Aggregate data [agg]

Sampling procedure

In 2015, a joint research team composed of Civil Servants and academic research staff conducted interviews with over 2,762 senior-level officers in 45 Ministries, Departments, and Agencies in Ghana’s Civil Service. In 2018, the research team went back to the same MDAs and collaborated with new organizations and departments created since 2015, interviewing 3,003 officials in 58 ministries and departments. All senior officials were eligible to be interviewed.

Mode of data collection

Computer Assisted Personal Interview [capi]

Research instrument

The survey questionnaire comprises following modules: 1- Cover page, 2- Management practices, 3- Job characteristics, tasks and responsibilities, 4- Ease of doing work, 5- Work history and individual characteristics, 6- Recruitment, promotion, and additional characteristics, 7- Corruption in the service, 8- Opportunity for open feedback on the service, and 9- Post-interview questions.

Response rate

Response rate was 92%.

Abstract

The survey was one of three components of a World Bank project implemented to provide information on the size and composition of the civil service, improve systems and control mechanisms, institutional capacity, and provide information on policy-formulation and decision-making processes. Other components included a census of Guatemalan civil servants and contractors, and the continuous updating and use of this information to strengthen checks and improve transparency, and a new policy framework aimed at strengthening the institutional capacity of the Guatemalan civil service.

The aim of the survey was to assess the characteristics and quality of human resource management in the public administration, as well as to capture the attitudes, motivations, and experiences of public officials. In particular, the survey focused on the priority areas for reform identified by the Government of Guatemala and the World Bank. The data collected was used to support the World Bank’s diagnostic of key problem areas in the human resource management of the public administration in Guatemala. It was used to inform the design of institution-level interventions, as well as the new public policy framework.

Geographic coverage

The target population were civil servants across 18 institutions in Guatemala at the central, and their respective departmental and municipal branches.

Analysis unit

Public servants (managers and non-managers) across 18 institutions in Guatemala at the central, and their respective departmental and municipal branches.

Kind of data

Aggregate data [agg]

Sampling procedure

The sample frame used comes from the frame used for the Human Resources National Census. It has the list of positions in all the units of the 18 institutions selected for this study. The sample size for the managerial level was calculated with a 95% confidence level and a 5% margin error for each institution. For the non-managers, it was calculated with the same confidence level and margin error. The sample sizes are adjusted so the sample would have an even number for each study domain for the experiment which will assign a different questionnaire to half of the respondents.

Mode of data collection

Computer Assisted Personal Interview [capi]

Research instrument

The survey questionnaire comprises following modules: 1- Pre-interview questions, 2- Demographic and work history information, 3- Management practices, 4- Performance evaluation, 5- perceptions about discrimination, 6- Human resources management practices, 7- Perceptions of the national office of the civil service, 8- Perception of acts of corruption, and 9- Review of surveys.

The questionnaire was prepared in English and Spanish.

Response rate

Response rate was 96%.

Legacy data compiled by the Open Research Compiler (ORC). This is staff anonymous data following a staff survey, conducted every year.

The 2020 Public Service Employee Survey (PSES) was administered by Advanis, on behalf of the Office of the Chief Human Resources Officer, Treasury Board of Canada. This comprehensive survey measured federal government employees’ opinions about their engagement, leadership, workforce, workplace, workplace well-being, compensation, diversity and inclusion, and the impacts of COVID-19. The 2020 Public Service Employee Survey was conducted from November 30, 2020 to January 29, 2021. A total of 188,786 employees in 87 federal departments and agencies responded to the 2020 Public Service Employee Survey, for a response rate of 61%. The 2020 Public Service Employee Survey datasets contain the results of the survey by year (2020, 2019 and 2018) for the Public Service and departments/agencies, and the results broken down by demographic characteristics (e.g., age, gender) and organizational units. Results for 2019 and 2018 are only provided for questions repeated in the 2020 Public Service Employee Survey.