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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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07 | EMPLOYEE-GROUP RESPONSE PROFILES 62 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 MANAGERIAL RESPONSIBILITY FIGURE 7.4: Values, principles, work environment, job satisfaction and engagement by management status Twenty eight per cent of the response sample identified as being managers. This is a significant reduction from the 2011 and 2009 surveys in which 33 per cent and 35 per cent of respondents, respectively, identified as managers. In all measures, managers were more positive than non-managers. This was significantly so in the areas of accountability, impartiality, resolving issues fairly, merit, performance and conduct, satisfaction and engagement. Further analysis would be required in order to explain this difference, however, a plausible account would likely consider that non-managers may not always have an awareness or understanding of the strategic intent underlying the decision making processes. Responses regarding change management certainly make apparent the shortcomings of communication processes in many agencies. OCPE is responding to these results through the delivery of learning and development programs that increase management and leadership capabilities across the sector, as well the delivery of consistent policy advice that recognises and encourages good management practice. 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 86.3% Not Manager Manager 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 89.5% 84.5% 88.2% 87% 87.6% 79.3% 86% 84.1% 88.3% 82.9% 86% 68.9% 76.3% 84.6% 86.3% 67.9% 74.6% 67.3% 75.5% 87% 87.6% 74.3% 80.2% 89.4% 93.7% 79.3% 82.1% 59.7% 63.5% 65.5% 71.7% 62.5% 66.9%