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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




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

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07 | EMPLOYEE-GROUP RESPONSE PROFILES 61 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 DISABILITY FIGURE 7.3: Values, principles, work environment, job satisfaction and engagement by disability Four per cent of the response sample identified as having a disability. This compares with only one per cent of employees who formally identified as having disability in their employment record. As in previous years, this highlights that there is clearly a substantial undercount of employees formally identifying as having a disability. This is likely to mean that around 600 employees across the NTPS are not accessing available support. Thirty one per cent of employees with disability reported having been bullied in the past 12 months (compared to 21 per cent for those without a disability). The rate at which employees with a disability made a formal complaint (22 per cent) was only marginally higher than for those without disability (20 per cent), however, with an agreement rate of nine per cent, this demographic sub-group was the least satisfied with the outcome of their complaint. In terms of employee engagement and job satisfaction, those respondents who identified as having disability reported significantly less positive opinions than did those respondents without disability. This is consistent with previous years results and demonstrates an ongoing need to improve disability confidence across the sector. Other notable areas in which those with disability scored lower than those without include; resolving issues fairly, the application of the merit principle, and the level that diversity is upheld as a value across the sector. There were fewer employees with disability who agreed their workplaces were impartial, and a similar disparity with regards to views on leadership. Work will commence on the 2017-2020 Disability Employment Strategy; survey results will influence its design and assist in the formation of key areas for development. Disability No disability 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 84.4% 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 87.4% 81.7% 85.7% 80.9% 87.4% 77.9% 81.4% 81.2% 85.5% 79% 84% 65.3% 71.3% 80.6% 85.3% 62.9% 70.1% 59.6% 70.2% 80.9% 87.4% 88.6% 90.7% 70.1% 76.2% 74.5% 80.3% 49.2% 61.3% 60.4% 67.5% 59.9% 63.9%