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Northern Territory Public Sector Employee Survey Report 2011



Northern Territory Public Sector Employee Survey Report 2011


Office of the Commissioner for Public Employment reports; Reports; PublicationNT




Made available via the Publications (Legal Deposit) Act 2004 (NT).




Northern Territory. Office of the Commissioner for Public Employment -- Periodicals; Civil service -- Northern Territory -- Personnel management -- Periodicals

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Office of the Commissioner for Public Employment

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3 Northern Territory Public Sector Employee Survey Report 2011 Commissioners foreword Since 2008, the Office of the Commissioner for Public Employment (OCPE), with the assistance of Northern Territory Government agencies, has been implementing a suite of initiatives aimed at reforming and revitalising the Northern Territory Public Sector (NTPS). One of the key initiatives under this agenda was the implementation of a biennial employee survey. The first Survey was conducted in August 2009 and the second survey between August and September 2011. 5817 employees responded to the 2011 survey, with an estimated overall response rate of just over 31 percent. This represents a 6 percent improvement in response rates since 2009. Since the 2009 survey, a number of actions and initiatives have been undertaken by the Commissioners Office and agencies to maintain or improve the quality of employment within the NTPS. These include: Amendments to the Public Sector Employment and Management Act (to commence January 2012). Drafting of new Employment Instructions around performance management and agency internal review systems. A capabilities and leadership framework was introduced to set expectations and standards of behaviour and accountability required at each level of employment within the NTPS. A web-based guide to flexible workplace practices has been developed. Agencies have been encouraged to promote internal employee consultation and input into substantial workplace changes. A range of awareness materials have been developed around recruitment and grievance reviews. Leaders and managers have participated in feedback programs. Indigenous leadership programs have been conducted. There has been increased uptake of training around recruitment and selection, managing employee performance, and resolving conflict. The 2011 survey differed from the 2009 survey in that it: contained additional questions about wellbeing and experiences at work to add depth to the data being collected allowed the larger agencies to interpret information at a divisional level (without compromising anonymity) was expanded to include the Northern Territory Police, Fire and Emergency Services Results from the 2011 survey will be used to inform policies and programs for NTPS employees as well as track changes and improvements through comparisons with the 2009 results. It is recognised that agencies are constantly looking to improve policies, procedures, standards and systems for their workforce. Individual agency reports have been produced from the survey data to inform agencies where improvement is required and to recognise and share best practice between agencies. Graham Symons NT COMMISSIONER FOR PUBLIC EMPLOYMENT

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