Northern Territory Public Sector : People Matter Survey Report 2014
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07 0 2 | E X E C U T IV E SU M M A R Y NORTHERN TERRITORY PUBLIC SECTOR PEOPLE MATTER SURVEY REPORT 2014 02 | EXECUTIVE SUMMARY DIFFERENCES ACROSS GROUPS Section 6 provides some insight into the views of a number employee groups. Profiles have been included based on the following distinctions: - Gender1 - Aboriginal or Torres Strait Islander (ATSI) status - Disability - Managerial responsibility (manager/non-manager) - Employment type (permanent/temporary) - Caring responsibility - Age group The profiles make apparent any disparity between cohorts regarding their views on NTPS Values and PSEMA Principles in practice, as well as gauging views on aspects such as workplace wellbeing, employee commitment, change, management, job satisfaction, employee engagement and personal commitment. Generally, wherever an employee group was in the minority, they had a less positive view of their agency, as well as lower commitment, job satisfaction and engagement. The most dramatic range in views occurs between those employees with a disability and those without, with the gap being several times larger than for that of other minority groups. An exception to this was temporary employees who, although in the minority, had a higher opinion of their agencies adherence to the Values and Principles, as well as a more positive view of their workplace environment. Temporary employees also scored higher for commitment, job satisfaction and employee engagement. No attempt to explain these differences is made within this report; however, it is expected that observations will inform further work at both whole-of-sector and agency levels. Gender Consistent both with previous surveys and the 2014 State of the Service Report, the response rate for males (37 per cent) was markedly lower than for females (63 per cent). The NTPS 2014 People Matter Survey did not include an option for people to choose a gender other than female and male. In recognising that this conventional dichotomy omits a number of valid genders, from 2016 the NTPS People Matter Survey will include another category for those who do not identify as being either female or male. This not only signals the NTPS support of its employees but enables greater insight into the issues that may be affecting this segment of the workforce. Aboriginal and Torres Strait Islander employees The response rate for ATSI employees (seven per cent) is lower than that of the workforce (nine per cent) but not significantly so. Five per cent of respondents preferred not to identify whether they were ATSI or non-ATSI. Disability Again, in 2014, the number of employees identifying as having a disability that restricts the performance of everyday activities and is long-term (four per cent) was substantially greater than the rate of those who self-identify on PIPS (one per cent). It is not within the scope of this report to speculate on the reasons behind this under-reporting but the discrepency is an indicator that there is likely a substantial undercount in employees working with disability across the sector. OCPE will continue to work with agencies to encourage self-identification and promote the benefits to employees with disability. Scores for employees with a disability were most notable for being substantially and consistently lower than for those without disability to the degree that this cohort of employees is very clearly the least positive of any reviewed. Fixed-term employees (excluding Executive Contract Officers) The NTPS 2014 NTPS People Matter Survey was the first NTPS employee survey in which fixed-term, part-time and casual employees were enabled to participate online, without having to log-on at work or pick up and mail a form. This was enabled by the move away from paper-based survey questionnaires and the reinvestment of costs saved into more appropriate technological solutions. At 26 per cent of the response cohort, fixed-term employees are a substantial minority within the NTPS workforce. Unusually for a demographic minority, fixed-term employees were more positive than their colleagues when responding to the survey. 1 It is noted that the gender options did not accommodate employees who identify with a gender other than male or female. The 2016 survey will address this through the addition of an other category.