The Civil Service People Survey (CSPS) is an annual survey open to all Civil Servants and those that work for Civil Service organisations. In 2014 274,080 Civil Servants across 101 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 2014; see the temporal details below for the start and end of fieldwork. The linked files provide for each of the 101 participating organisations: the employee engagement Index, theme scores, and % positive scores for each of the core attitudinal questions asked to all respondents. Results for the Civil Service benchmark scores over time are also published . 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 2014 274,080 Civil Servants across 101 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 2014; see the temporal details below for the start and end of fieldwork.

The linked files provide for each of the 101 participating organisations: the employee engagement Index, theme scores, and % positive scores for each of the core attitudinal questions asked to all respondents. Results for the Civil Service benchmark scores over time are also published . Both formatted (XLSX) and un-formatted (CSV) versions are available.

People survey results showing HMRC’s employee engagement index.

The 2013 survey is HMRC’s fifth annual Civil Service People Survey. HMRC’s engagement index has increased by a rounded 3% (from 41.47%) to reach 44% (43.92%). This result is a positive move in the right direction, and HMRC has moved closer to the Civil Service engagement benchmark which has remained static at 58% – but we recognise we have still some work to do.

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.

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%.

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%.

In 2010, Ofsted participated in the Civil Service People Survey.

The Civil Service People Survey ran during September and October 2010 and is the largest of its kind in Britain, involving nearly 400,000 staff from across the Civil Service.

2010 is the second year of the annual Civil Service People Survey and the first time that Ofsted has taken part.

Abstract

The goal of this study was to understand the service delivery chain of youth health services in Lithuania and, more generally, the needs of and challenges faced by public servants. This survey aims to better identify the management, work environment, and attitudinal factors that influence service delivery, and to identify actionable reforms that could be undertaken in the next one to three years at relatively low cost. The findings of this study is used to design and implement measures to make the civil service and youth health policies in Lithuania are better managed, and more effective in achieving its goals. It also informs research on how civil services work around the world and how the challenges civil servants face can be best overcome.

Geographic coverage

956 public servants across ministries and agencies.

Analysis unit

Public servants

Kind of data

Aggregate data [agg]

Sampling procedure

For the survey, 3 ministries were selected based on the research topics as ministries whose work is closely related to the provision of mental health services to young people i.e. the focus of the project and their work in the field of educational assistance. Other ministries were selected at random from the other remaining ministries to interview employees not directly involved in mental health.

The selection of employees was done using Stata. In each selected ministry and agency, we select 40 employees to sample. First, we randomly select 5 units. Then we pick a manager and up to 10 employees from each unit. If this overfills the sample, we drop the corresponding number of employees from the largest unit. In case of a tie, we drop from lower rank units (i.e. if unit 3 and unit 4 are tied, we drop from unit 4). If this does not fill the intended sample, we select random employees from other departments to fill the sample. We assign any left-over employees in picked units to the back-up sample. If this does not fill the back-up sample, we pick back-ups from other units, until we have at least 5 managerial level employees and 35 regular employees in the back up sample.

We also selected 40 out of 60 municipalities from Lithuania for the survey. According to municipality size, we sample 12 to 22 employees. First, we pick one random education unit in each municipality and sample its’ manager and up to 7 employees. Then, we pick one random non-education unit in each municipality. We again sample its’ manager and up to 7 employees. If this overfills the sample, we drop from the corresponding number of employees from the largest unit. In case of a tie, we drop from the non-education unit.

We also selected 40 out of 48 public health offices from all over Lithuania for the survey. Aside from one public health office that was selected for its importance in public health, the remaining 39 of the 47 public health offices were selected at random. In each public health office, we selected all employees to participate in the survey, except for specialists who directly provide public health services in schools.

Mode of data collection

Computer Assisted Personal Interview [capi]

Research instrument

The survey questionnaire comprises following modules: 1- Organization/ individual identifiers 2- Email information 3- Demographics 4- Stigma 5- Mental health budgeting 6- National mental health 7- Co-production 8- Selection 9- Performance management 10- Advancement 11- Rewards 12- Dismissals 13- Attitude and motivation 14- Incentives 15- Teamwork 16- Bottlenecks and capacity building 17- Adapting to the post-COVID-19 era 18- Management practices ask respondents according to specification 19- Targeting 20- Incentives/ monitoring 21- Autonomy: roles, flexibility 22- Staff involvement/ contribution 23- Incentives/ monitoring: performance incentives 24- Staffing 25- Conclusion

Questionnaire in English is attached.

Response rate

Response rate was 82%.

PDF staff survey results from the Charity Commission for England and Wales, carried out by Civil Service People Surveys

Autumn survey reports for BIS. Surveys carried out as part of the 2010, 2011, 2012 and 2013 Civil Service People Survey, managed by the Cabinet Office on behalf of all the participating organisations.

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.

The purpose of the study: to explore the attitudes of civil service leaders towards the development of European identity and citizenship in the context of EU change and enlargement. Major investigated questions: respondents were asked how often they had come into contact with people from the EU institutions, organisations and companies, as well as with contributors and institutions from the EU's Eastern Partnership countries in their professional activities over the last 6 months. Given the list of various institutions and contributors (EU institutions; leaders of parliamentary majority political parties - 12 choices in total), the survey analysed their power in influencing changes in Lithuania. Next, people were asked to assess the influence of different individuals concerning important national issues (ordinary citizen; member of the European Parliament - 11 choices in total). Respondents had the opportunity to assess the importance of European unification and whether it is more important to grow a competitive European economy within global markets or to ensure better social protection for all its citizens. Respondents were asked to reveal the extent to which they associate themselves with their region, their country or Europe (EU). Given the block of questions, they were asked what it means to be Lithuanian (to be Christian; to follow Lithuanian cultural traditions - 8 choices in total). Given the list of threats, they were asked to rate the risk those threats pose to the EU (non-EU immigrants; EU expansion by including Turkey - 6 choices in total). Respondents had the opportunity to assess European unification and share viewpoints on how much of the €100 that an EU citizen pays in taxes should be redistributed at local, national and EU levels. Given the block of statements, respondents were asked to indicate what it means to be European (being a Christian; following European cultural traditions - 8 choices in total). Then, trust in the EU and in the ability of Lithuanian institutions to take the right decisions was assessed. The aim was to find out whether respondents felt that decision-makers at the EU level did not take Lithuania's interests into account sufficiently, and whether the interests of some EU Member States were given too much weight. The survey went on to analyse whether different policy areas should be dealt with at the national level or EU level (fight against unemployment; immigration policy [from non-EU countries] - 8 choices in total). Given the next set of questions, respondents were asked what the EU will look like in 10 years (unified EU tax system; mutual social security system - 4 choices in total). Next, they were asked how satisfied they are with the way democracy works in the EU and Lithuania. The survey went on to analyse whether the European Commission should be politically accountable to the European Parliament. Given another block of statements, respondents were asked whether or not different EU policies pose a risk to Lithuania (5 choices in total). Next, the survey went on to assess whether the redistribution of resources between EU Member States to protect the single currency is fair. Respondents were asked whether there should be a mutual EU army or whether each EU Member State should have its national army, and which institution is best suited to take care of Europe's security. Respondents were asked whether they were personally content with the introduction of the euro in Lithuania in 2015 and to describe their political views on a left-right scale. While having the future of the EU in mind, respondents were asked what the EU economy, the economic disparities between EU member states, the social disparities between EU citizens, the importance of the EU as a geopolitical power in the world and what the EU politically will be like in 10 years. The survey went on to analyse whether or not Lithuania has benefited from EU membership. Respondents were asked whether politicians in the Seimas and the Government should have the right to replace public officials and senior civil servants once the governing majority in Lithuania changes. The survey went further on to assess the social guarantees and legal status of civil servants in Lithuania in comparison with the corresponding guarantees for civil servants in Western Europe. The survey was concluded by asking respondents to share their viewpoints towards the relationship with the electorate, as well as their understanding of what is the most important function of elections in the political system. Socio-demographic characteristics: county, civil servant status.