Territory Stories

Northern Territory Public Sector Employee Survey Report 2011

Details:

Title

Northern Territory Public Sector Employee Survey Report 2011

Collection

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

Date

2011

Description

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

Language

English

Subject

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

Publisher name

Office of the Commissioner for Public Employment

Place of publication

Darwin

Copyright owner

Check within Publication or with content Publisher.

Parent handle

https://hdl.handle.net/10070/259020

Citation address

https://hdl.handle.net/10070/499898

Page content

63 Northern Territory Public Sector Employee Survey Report 2011 Figure 19.6 Gap analysis plotting percentage agreement against importance for overall evaluations Figure 19.7 shows an alternative approach to estimating priorities for action. A statistical method of regression analysis is applied here (sometimes referred to as a key driver analysis). Employees overall evaluation of the principles being upheld was most strongly predicted by the four principles. In the order of strength of the drivers, they are discrimination-free and diversity recognised, apolitical, impartial and ethical, safe workplace, and employment based on merit. For a limited resource contribution, the data suggests that investing in the above four principles are likely going to generate the biggest return on overall evaluation. Taking both sets of analyses together, employment based on merit emerged as the highest priority for action. This is consistent with the outcome of the 2009 survey. Secondary priorities include discrimination-free and diversity recognised, apolitical, impartial and ethical, and safe workplace. These emerged as key drivers, and should therefore continue to be promoted within the NTPS. Other secondary priorities from the gap analysis include fair internal review system, managing performance, quality leadership, and employee consultation and input encouraged. Once again, these statistical outcomes should be considered in the context of other initiatives, plans, and activities within the NTPS. Therefore, these results should be used as a guide, rather than necessarily prescriptive of future plans. pe rf or m an ce Importancelower lo w er h ig h er higher Application For Employment Open to All Accountable For Actions & Performance Flexible Workplace Rewarding Workplace Safe Workplace Quality Leadership Managing Performance Fair Internal Review SystemEmployment Based On Merit Employee Consultation & Input Encouraged Discrimination-Free & Diversity Recognised Apolitical, Impartial & Ethical Equity in Employment Community Service & Fairness promote prioritiselimit maintain


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