Staff Survey
May 2010
Summary
Consultation was carried out with staff by means of an anonymously returned email survey in May 2010. The purpose of the survey was to understand staff attitudes and feelings about working for the Constabulary and to ascertain whether there had been any changes in these since the surveys carried out quarterly over the last year. 3533 surveys were returned representing a response rate of 51.7%. This is the highest response rate to date. The following table shows the levels of agreement with each statement compared to previous surveys carried out. Detailed findings are contained in the body of the report:
Percentage agreement by BCU/ department / May 2010 / Previous*Good performance is recognised & rewarded / 43.6% / 35.3%
My opinions are valued and taken into account / 45.5% / 40.3%
My BCU/ Dept is a good place to work / 67.3% / 64.7%
There is a positive atmosphere amongst people I work with / 55.1% / 51.1%
Training & development is provided according to need / 48.9% / 42.6%
I have regular and meaningful contact with my line manager / 71.1% / 65.7%
I am managed well and motivated by my manager / 61.2% / N/A
Managers give mixed messages about what our values are / 32.2% / 44.5%
Senior managers are out of touch with what’s happening on the front line / 49.4% / 57.0%
There are good lines of communication between different parts of the organisation / 22.4% / 18.5%
The Constabulary does a good job of keeping me informed / 43.1% / 40.8%
I know how to find out what is happening in other parts of the organisation / 46.9% / 36.8%
Different parts of the organisation don’t tend to work well together / 48.3% / 64.9%
The Force acts fairly re career progression and promotion / 20.9% / 19.7%
If I contacted this Force as a member of public I am confident of receiving a good service / 52.2% / 39.8%
Overall D&CC is a good place to work / 68.1% / 59.2%
*Results from Staff Survey March 09 or Cultural Analysis Oct/Nov ’09
There has been a significant improvement on every measure with the exception of “The Force acts fairly with regard to career progression and promotion”. Agreement for this statement has remained low since surveying began in March 2008. However many of the other measures are at their highest.
Whilst many of the other measures are at their highest since surveying began it is important to note that less than half of staff give a positive response to the following questions:
- Good performance is recognised and rewarded
- My opinions are valued and taken into account
- Training and development is provided according to need
- Managers give mixed messages about what our values are
- Senior managers are out of touch with what’s happening on the front line
- There are good lines of communication between different parts of the organisation
- The Constabulary does a good job keeping me informed
- I know how to find out what is happening in other parts of the organisation
- Different parts of the organisation don’t tend to work well together
- The Force acts fairly with regard to career progression and promotion
Whilst staff attitudes to the organisation and their managers have increased significantly there is still much room for improvement.
Levels of agreement are generally higher amongst PCSOs, Chief Inspectors and above, members of the Special Constabulary and people working in COG Support, Performance and Analysis and Plymouth West and Devonport LPA. However, they are generally lower for Police Constables, Patrol Police Officers, Station Enquiry Officers, people working in Firearms & Explosives Licensing, C&IOS BCU and East & Mid Devon LPA and people from black and minority ethnic backgrounds. Increases in the level of agreement are most noticeable within the ICT, Criminal Justice Department and Northern Devon LPA.
Areas for attention
This survey can only identify where issues exist, further investigation or consultation would be required to identify factors that may explain these perceptions. The following are potential areas for such work:
- Recognition and reward for good performance
- Practices relating to career progression and promotion - The consultation unit intends to carry out additional qualitative consultation in relation to this question
- Appropriate provision of training and development
- Communication
- Valuing staff opinions
- General morale of Police Constables, Patrol Police Officers, Station Enquiry Officers, people working in Firearms and Explosives Licensing, CIOS BCU and East and Mid Devon LPA and people from Black and Minority Ethnic Communities.
Introduction
Consultation was carried out with staff by means of an anonymously returned email survey in May 2010. The purpose of the survey was to understand staff attitudes and feelings about working for the Constabulary in order that leaders can understand and respond to issues of concern to staff. The results from this survey have been compared to results from the mini staff survey, March 2009 and the cultural analysis survey October/ November 2009. Further surveys will be carried out in autumn 2010 (Cultural Analysis) and Spring 2011 (mini staff survey). The survey is deliberately kept short in order that it is quick and easy to complete and that results can be analysed and released within a relatively short time scale.
3533 surveys were returned representing a response rate of 51.7%. This is the highest response rate to date. A response of this level means that we can be reasonably certain that the findings represent the views of all staff within approximately 2 percentage points (that is if the survey shows that 56% agree, it is likely that the result for all staff would lie between 54% and 58%. The level of response from Special Constables remains low (16.7%).
This report gives details of findings at Constabulary level. Throughout the report, differences between the findings at Constabulary level and those for specific LPAs/ Departments, roles or ranks/ grades and gender or ethnic group are only reported on where they are statistically significant. As a rule of thumb the higher the number of respondents in any one group, the lower the percentage difference needs to be to be statistically significant and vice versa. For example, in terms of rank/grade, the level of difference required for significant difference ranges from 3% for police constables (1330 responses) to 24% for staff graded PSMG (17 responses). Statistically significant difference does not in itself mean that the difference is large.
Appendix 1 gives details of the findings at LPA/ Department level and indicates where these are significantly different from the findings at Force level. Appendix 2 compares the findings at LPA / Department level with those found in March/ autumn 2009. Appendix 3 gives details of the response from each department/ LPA.
Detailed Findings
Recognition and Reward for good performance
Only 4 out of 10 people (43.6%) agree that good performance is recognised and rewarded within their BCU/ Department whilst a little under a third (32.2%) say this does not happen. However the level of agreement has risen significantly from 35.3% in March 2009.
Differences by Rank/Scale: Special Constables (66.7%), Sergeants (51.5%), Inspectors (69.6%), Chief Inspectors and above (90.5%) and staff graded M1-M3 (57.9%) and PSMG (88.2%) are significantly more likely to agree with this statement. Constables (38.1%) and staff graded Scale 1-3 (33.3%) are significantly less likely to agree with this statement.
Differences by role: PCSOs (50.0%), Resources Deployment Officers (51.3%), Station Enquiry Officers (53.2%) and Special Constabulary members (71.1%) are significantly more likely to agree with this statement. Call Handler/CDIB (40.9%) are significantly less likely to agree with this statement.
Differences by Dept/LPA: People working in COG Support (73.4%), Learning & Development (74.1%), Performance (81.2%), Estates and Buildings (68.4%), Plymouth West and Devonport (65.8%), Plymouth BCU (50.3%) and Northern Devon (63.8%)are significantly more likely to agree with this statement. People working in CM&C East (22.5%), CM&C West (33.4%), CJD (34.2%), East Cornwall LPA (32.8%), Mid Cornwall LPA (36.1%), CIOS BCU ‘other’ (36.0%) and CIOS BCU (38.5%) are significantly less likely to agree with this statement.
Having opinions taken into account
Less than half of people (45.5%) agree that their opinions are valued and taken into account within their BCU/ Department, with almost 3 in 10 (29.5%) saying that this done not happen. However the level of agreement shows a significant increase since March 2009 (40.3%) and is at its highest since surveying began.
Differences by Rank/Scale: Special Constables (59.0%), Sergeants 54.8%, Inspectors 75.0%, Chief Inspectors and above 95.2% and staff graded M1-M3 74.7% and PSMG 94.1% are significantly more likely to agree with this statement than people at other ranks/ grades. Police Constables (35.4%) and staff graded scale 1- 3 (39.6%) are significantly less likely to agree with this statement than people at other ranks/ grades.
Differences by role: PCSOs (51.0%), Resource Deployment Officers (65.4%), Station Enquiry Officers (51.6%) ‘Other’ Police Staff (53.3%), Special Constabulary members (63.6%) and ‘Other’ Police Officers (52.8%) are significantly more likely to agree with this statement. Patrol Police Officers (39.7%) and Call Handler/CDIB (31.8%), are significantly less likely to agree with this statement.
Differences by Dept/LPA: People working in Business Change (65.7%), Corporate Communications (64.5%), COG Support (93.3%), ICT (64.0%), Estates & Buildings (79.0%), Human Resources (64.6%), Learning & Development (85.2%), Performance Dept. (78.1%) and Procurement Services (64.0%), Plymouth West and Devonport LPA (58.3%) and ‘other’ Devon BCU (60.0%) are significantly more likely to agree with this statement. People working in CM&C East (20.0%) and CM&C West (31.2%), East Cornwall LPA (34.1%), Mid Cornwall LPA (38.6%), ‘other’ CIOS BCU (38.1%), CIOS BCU (39.8%), Plymouth North and East LPA (35.7%), East and Mid Devon LPA (37.7%), Exeter LPA (35.3%), Teignbridge LPA (33.8%), Torbay LPA (36.5%), South Hams and West Devon LPA (38.9%) and Devon BCU (40.5%) are significantly less likely to agree with this statement.
Differences by ethnicity: Staff from BME backgrounds (39.5%) were significantly less likely to agree with this statement.
Working for the BCU/ Department
More than 6 out of 10 people (67.3%) agree that overall their BCU/ Department is a good place to work with less than 2 in 10 (13.6%) disagreeing with this. The level of agreement has increased significantly from 64,7% in March 09 and is at its highest since surveying began.
Although there is a strong association between people’s level of agreement with all the other statements in the survey and the level of agreement that their BCU/ Department is a good place to work, this association is at its strongest for the following: 89.2% of those who think that ‘Good performance is recognised and rewarded’, 91.8% of those who feel that their opinions are valued and taken into account, 89.1% of those who feel there is a ‘positive atmosphere amongst people they work with’, 86.0% of those who think ‘there are good lines of communication between different parts of the organisation’, 87.0% of those that think the Force acts fairly with regard to career progression and promotion’, It is therefore likely that increases in the number of people who agree with these five statements will increase agreement that the BCU/ Department is a good place to work.
Differences by Rank/Scale: Special Constables (81.6%), Sergeants (74.9%), Inspectors 82.8%, Chief Inspectors and above (92.9%) and staff graded M1-M3 (77.9%) and PSMG (94.1%) are significantly more likely to agree with this statement. Constables (63.5%) are significantly less likely to agree with this statement
Differences by role: Special Constabulary members (85.7%) and ‘Other’ Police Officers (73.1%) are significantly more likely to agree with this statement. Patrol Police Officers (61.6%), Resources Deployment Officers (41.6%) and Station Enquiry Officers (46.7%) are significantly less likely to agree with this statement
Differences by Dept/LPA: People working in COG Support (100%), Corporate Comms 87.1%), Operations (73.3%), Equality and Diversity (46.7%), Plymouth West and Devonport LPA (80.4%), Northern Devon LPA (74.3%) and ‘other’ Devon LPA (78.4%) are significantly more likely to agree with this statement. People working in CM&C East (43.8%), CM&C West (60.6%), Firearms and Explosives Licensing (33.3%), Plymouth North and East LPA (61.0%), East and Mid Devon LPA (45.7%) and Torbay LPA (57.2%) are significantly less likely to agree with this statement.
Differences by ethnicity: People from black and minority ethnic groups (58.9%) are significantly less likely to agree with this statement.
Atmosphere in workplace
More than half of staff (55.1%) agrees that there is a positive atmosphere amongst the people they work with, whilst just over 1 in 4 people (27.4%) do not agree. Agreement has increased significantly from 51.1% in autumn 2009.
Differences by Rank/Scale: Special Constables (76.0%), Sergeants (68.7%), Inspectors (75.6%), Chief Inspectors and above (85.7%) and staff graded M1-M3 (71.6%) and PSMG (94.1%) are significantly more likely to agree with this statement. Staff graded scale 1-3 (42.9%) are significantly less likely to agree with this statement.
Differences by role: Special Constabulary members (75.8%), Station Enquiry Officers (58.5%) and ‘Other’ Police Officers (64.0%) aresignificantly more likely to agree with this statement. Resources Deployment Officers (47.4%) are significantly less likely to agree with this statement.
Differences by Dept/LPA: People working in COG Support (93.3%), Performance (71.0%), Estates and Buildings (84.2%), Transport Services (75.1%), Plymouth West and Devonport LPA (75.7%), ‘other’ Plymouth BCU (66.7%) and Plymouth BCU (61.4%) are significantly more likely to agree with this statement. People working in CM&C East (35.0%), Mid Cornwall LPA (48.7%), ‘other’ CIOS BCU (46.4%), Plymouth North and East LPA (48.6%), East and Mid Devon LPA (45.7%) Exeter LPA (42.4%) and Devon BCU (51.8%) are significantly less likely to agree with this statement.
Differences by gender: Men (57.4%) are significantly more likely to agree with this statement.
Provision of Training and Development
Just under half of people (48.9%) agree that training and development is provided according to need within their BCU/ Department, whilst a little over a quarter (25.9%) disagree with this. However, there has been a significant increase from 42.6% since March 2009 and agreement is at its highest since surveying began.
Differences by Rank/Scale: Chief Inspectors and above (81.0%) and staff graded Scales 4 - 6 (53.2%) and PSMG (94.1%) are significantly more likely to agree with this statement. Police Constables (42.2%) are significantly less likely to agree with this statement.
Differences by role: PCSOs (59.2%), Call Handler/CDIB (61.4%) are significantly more likely to agree with this statement. Neighbourhood Police Officers (45.5%), Patrol Police Officers (38.5%), and CID Police Officers (42.5%) are significantly less likely to agree with this statement
Differences by Dept/LPA: People working in COG Support (86.7%), Corporate Comms (67.8%), ICT (76.0%), Performance (81.3%), Crime (53.3%), Operations (61.5%), Information Management (88.0%), Procurement (72.0%), CJD (59.5%) and Human Resources (63.1%)are significantly more likely to agree with this statement. People working in Business Change (32.2%), East Cornwall LPA (40.4%), West Cornwall LPA (40.2%), CIOS BCU 42.1%, Plymouth South and Central LPA (41.5%), Plymouth BCU (44.9%), East and Mid Devon LPA (36.1%), Exeter LPA (41.2%), South Hams and West Devon LPA (42.9%) and Devon BCU (43.4%) are significantly less likely to agree with this statement.
Differences by gender: Women (55.9%) are significantly more likely to agree with this statement.
Contact with line manager
More than two-thirds of staff (71.1%) agrees that they have regular and meaningful contact with their line manager, whilst just over 1 in 6 (15.1%) disagree with this. Results show a significant increase in agreement from 65.7% since March 2009 and are at their highest since surveying began.
Differences by Rank/Scale: All staff graded PSMG agree with this statement. Staff graded Scale 1 – 3 (63.0%) and SO1/2 (59.2%) are significantly less likely to agree with this statement.
Differences by role: Neighbourhood Police Officers (80.6%), Patrol Police Officers (75.9%), PCSOs (75.0%) are significantly more likely to agree with this statement. ‘Other’ Police Staff (66.2%), Detention Officers (55.0%) and Station Enquiry Officers (47.3%) are significantly less likely to agree with this statement.
Differences by Dept/LPA: People working in COG Support (93.3%), CM&C West (77.9%), Finance and Resources (82.9%), Plymouth West and Devonport (86.9%), Plymouth BCU (67.7%) and South Hams and West Devon LPA (80.0%) are significantly more likely to agree with this statement. People working in Business Change (40.7%), Territorial Policing (59.4%), Firearms and Explosives Licensing (46.2%), Equality and Diversity (50.0%), Mid Cornwall LPA (64.3%), ‘other’ Plymouth BCU (58.6%), Exeter LPA (63.0%) and ‘other’ Devon BCU (55.0%) are significantly less likely to agree with this statement.
Differences by ethnicity: People from black and minority ethnic groups (63.2%) are significantly less likely to agree with this statement.
Managed and Motivated
Almost two thirds of people (61.2%) agree that they are managed well and motivated by their line manager whilst a little less than 1 in 5 (18.9%) disagrees with this. Since this is a new question there is not yet any comparison data.
Differences by Rank/Scale: Staff graded PSMG 93.8 % are significantly more likely to agree with this statement. Staff graded scale 1-3 (52.8%) and SO1/2 (51.0%) are significantly less likely to agree with this statement.
Differences by role: Patrol Police Officers (66.9%), are significantly more likely to agree with this statement. ‘Other’ Police Staff (56.8%), Detention Officers (37.5%), Resources Deployment Officers (46.2%) and Station Enquiry Officers (39.8%) are significantly less likely to agree with this statement.
Differences by Dept/LPA: People who work in COG Support (93.4%), Performance (81.3%), Procurement (79.2%), West Cornwall LPA (66.6%), North and East Plymouth LPA (67.2%), Plymouth South and Central LPA (69.2%), Plymouth West and Devonport LPA (83.2%), Plymouth BCU (67.7%), East and Mid Devon LPA (68.8%) and South Hams and West Devon LPA (76.2%) are significantly more likely to agree with this statement. People working in Business Change (28.1%), CM&C East (44.3%), Firearms and Explosives Licensing (30.8%), Equality and Diversity (40.0%), ‘other’ Plymouth BCU (47.5%) and Exeter LPA (48.6%), are significantly less likely to agree with this statement.