Territory Stories

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

Publisher name

Office of the Commissioner for Public Employment

Place of publication




Copyright owner

Check within Publication or with content Publisher.

Parent handle


Citation address


Page content

07 | EMPLOYEE-GROUP RESPONSE PROFILES 64 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 CARING RESPONSIBILITY FIGURE 7.6: Values, principles, work environment, job satisfaction and engagement by caring responsibility Fifty five per cent of respondents identified as having caring responsibilities. This is a marked increase from 2011 and 2009 when only 42 per cent of employees identified as having caring responsibilities. Figure 7.6 demonstrates an apparently negligible difference in views between employees with caring responsibilities and those without, however, these results were skewed by the large number of respondents with children, who were greatest in number and held substantially more positive views than other types of carers, therefore raising the combined average. As Figure 7.7 shows, there are moderate differences between parents and other carers. Due to low response numbers for employees with certain types of caring responsibility, it is difficult to determine a meaningful priority order or trend in this data but it is clear that agencies should be mindful that employees with caring responsibilities may require additional support or consideration in the work place. OCPE will look to undertake further analysis of carer needs, with a view to assisting agencies to improve policies relating to carers. Va lu es Commitment to Service Ethical practice Diversity Accountability Respect Leadership Impartiality Administration Management Principle Human Resource Management Principle S5C[c] - Resolving issues fairly Human Resource Management Principle S5D - Merit Human Resource Management Principle S5E - Equal employment Human Resource Principle S5F - Performance and conduct Workplace wellbeing Employee commitment Change management Level of satisfaction 87% 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% Any caring responsibility No caring responsibility Engagement Index* 85% 86% 86% 89% 81% 82% 85% 86% 84% 84% 85% 86% 70% 72% 70% 71% 69% 71% 76% 77% 86% 89% 91% 90% 80% 80% 61% 60% 67% 67% 64% 64%