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Collection

Civil Service Employee Engagement Surveys

Published: 12 April 2019
From: Department of Public Expenditure and Reform

2017

Survey Findings

Key Messages

Press Release

2015

Survey Findings

Key Messages

Press Release

Civil Service Employee Engagement Survey- Further Research

Shaping the Future of Work in the Civil Service in Ireland: Enriching Involvement, Innovation, Performance, and Citizen Impact - Supplementary Grade Analysis

This report was completed by the DCU Business School in collaboration with the Department of Public Expenditure and Reform. It builds on the findings of the Civil Service Employee Engagement Surveys and provides further insights in to key areas including the most challenging results of the 2017 survey.

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Shaping the Future of Work in the Civil Service in Ireland: Enriching Involvement, Innovation, Performance, and Citizen Impact - Executive Summary

This document is a summary of the report completed by the DCU Business School in collaboration with the Department of Public Expenditure and Reform.

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What is the Civil Service Employee Engagement Survey?

Under Action 25 of the Civil Service Renewal Plan, the Civil Service committed to carrying out a series of 3 employee surveys, beginning in September 2015.

The surveys are developed and run by the Central Statistics Office. They ask civil servants for their views on working in the civil service, focusing on areas such as employee engagement, well-being, coping with change and commitment to the organisation.

As a result of the 2015 Survey various initiatives were implemented across the civil service, including:

  • increasing internal communications including lunch and learn sessions
  • further training and career development opportunities
  • improving organisational supports including new wellness initiatives
  • increasing staff engagement – for example, the introduction of grade fora in various departments and offices

The second Survey was carried out in September 2017 and was completed by over 21,000 civil servants (17% point increase on 2015) from across the civil service. The report below details these results and how they have changed since 2015. Departmental reports detailing the 2017 results at an individual organisational level were also provided by the Civil Service Renewal Programme Management Office to all 22 Civil Service Management Board (CSMB) bodies in June 2018 and to the 27 non-CSMB bodies in July 2018.

Each organisation has been asked by the CSMB to develop an action plan in consultation with staff, which should detail measurable actions in response to the feedback provided in the survey.

A working group has since been established at the request of the Civil Service Management Board. The purpose of the group is to highlight key strategic areas with particularly challenging results of the survey and identify common themes arising from survey Action Plans submitted by departments or offices.