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Northern Territory Public Sector : People Matter Survey Report 2014



Northern Territory Public Sector : People Matter Survey Report 2014


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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04 | SUMMARY FINDINGS 27 0 4 | SU M M A R Y F IN D IN G S NORTHERN TERRITORY PUBLIC SECTOR PEOPLE MATTER SURVEY REPORT 2014 Management indices results indicate that employees generally held the view that there is a good standard of management throughout their Agency. There is a notable degree of consistency in management performance between the Workgroup, Immediate manager and Agency cohorts, however, Senior Managers scored substantially lower. Confidence in the positive attributes of Senior Managers (56 per cent) reflects a strong reliance within the survey instrument on questions relating to change management with limited exploration of other senior management qualities. From 2016, additional questions will be added to provide a more rounded and accurate assessment of capabilities demonstrated by senior managers. Views of management cohorts by demographic sub-groups Figure 4.7 shows how management cohorts are viewed by different cohorts. Apart from a universal low score for senior managers which shows some variability between cohorts (which is largely in accordance with their relative views on change management), there is a remarkable level of consistency in views across the demographic sub-groups with regard to managerial competencies in the NTPS. Views on Workgroup, Immediate Manager and Agency cohorts are consistently above 80 per cent. This score drops markedly for Senior Managers, which reflects the generally poor score for questions relating to change management. At 75 per cent, employees with a long-term disability have a less positive view of Agency-level management than their colleagues (whose assessments range from 80 85 per cent). This view is consistent with the profile of employees with a disability provided at Section 7. 96 percent of employees felt they make a contribution to achieving their agencys goals.