Territory Stories

Northern Territory Public Sector : People Matter Survey Report 2014

Details:

Title

Northern Territory Public Sector : People Matter Survey Report 2014

Collection

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

Date

2015

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

ISSN

2206-0235

Copyright owner

Check within Publication or with content Publisher.

Parent handle

https://hdl.handle.net/10070/259019

Citation address

https://hdl.handle.net/10070/499901

Page content

07 | EMPLOYEE-GROUP RESPONSE PROFILES 59 0 7 | E M P LO Y E E -G R O U P R E SP O N SE P R O F ILE S NORTHERN TERRITORY PUBLIC SECTOR PEOPLE MATTER SURVEY REPORT 2014 ABORIGINAL OR TORRES STRAIT ISLANDER STATUS FIGURE 7.2: Values, principles, work environment, job satisfaction and engagement by ATSI status Seven per cent of the response sample identified as ATSI and five per cent of the response sample preferred not to say. This compares with an actual ATSI workforce profile of nine per cent, as identified in the 2013-14 State of the Service Report. Following a similar pattern to that seen in the 2011 and 2009 surveys, in 2014 ATSI respondents tended to report lower agreement percentage scores than their non-ATSI counterparts. This was most notable within the areas of diversity and equal employment. On average, ATSI confidence in the NTPS Values was lower than that of non-ATSI employees. In particular, ATSI employees were more likely to perceive cultural diversity as a barrier to success in the workplace and to be less positive about their agencys committed to ethical practice and accountability Perceptions regarding practice of the PSEMA Values were also lower for ATSI employees than non-ATSI employees, however, the difference was less pronounced. Perceptions of equal employment opportunity were significantly lower but, perceptions around resolving issues were fractionally higher. Aboriginal or Torres Strait Islander Non ATSI Va lu es Commitment to Service Ethical practice Diversity Accountability Respect Leadership Impartiality Administration Management Principle Resolving issues fairly Merit Equal employment Performance and conduct Workplace wellbeing Employee commitment Change management Level of satisfaction Engagement 84.9% PS EM A Em pl oy m en t P ri nc ip le s W or k En vi ro nm en t Job Satisfaction and Engagement 88% 82% 86.4% 83.2% 88% 78.4% 82.2% 83.7% 85.9% 84.1% 84.4% 69.2% 72.3% 83.1% 85.8% 72.3% 70.7% 68.4% 71% 83.2% 88% 75.2% 76.8% 89.6% 91.1% 80.2% 80.6% 64.4% 61.4% 66.3% 68% 64.9% 64.2%