Skip to Content
Department of Premier and Cabinet

People Matter Survey 2015 - Whole-of-Service Results

People Matter Survey 2015 - whole of service results

People Matter Survey 2015 - the Results

The People Matter Survey (the Survey) provides Tasmanian State Service (TSS) employees and officers the opportunity to contribute their views about a range of matters including change management; employee engagement; workplace health, safety and wellbeing; job satisfaction; and team work. In 2015, the Survey was open to employees from 11 to 29 May.

Responses to the Survey were collected and analysed to ensure confidentiality, as required under the State Service Act 2000 and the Personal Information Protection Act 2004.

All agencies and authorities have now received their results reports. The results will be used by these organisations to inform their workforce management practices and activities. Heads of Agencies and Heads of Authority determine how their organisation will release their results. 

Whole-of-Service Results

The State Service Management Office (SSMO) has collated the whole-of-service Survey results. These results are presented below, including information about the 2015 participation rate, demographic information about the employees who responded, and the results of the Survey questions. The results have been organised into the Survey themes.

SSMO will use the results to inform their business activities over the next year, such as working with agencies and authorities to improve agency-level and whole-of-service workforce management practices. SSMO will also use the results to support whole-of-service employment reporting, as required under the State Service Act 2000.

Survey participation

In 2015, 8 380 employees and officers completed the Survey, providing a whole-of-service response rate of 30.6 per cent. A response rate of 30 per cent is considered to be representative and statistically valid.

All organisations achieved the minimum required response rate to receive reports.

Survey demographics

The Survey collected information about employees and officers' demographic characteristics. This information is only reported at a high-level for the whole-of-service reports and organisation-level reports.

This information was collected and reported for workforce planning and data validation purposes, and the collection methods protected the confidentiality of employees (for example, demographic information collected in the Survey was separated from other responses once participants submit the Survey, and held in a separate database).

Gender - 67 per cent of respondents identified as female, 31.22 per cent identified as male, and 1.73 per cent chose not to disclose their gender. The results align with State Service workforce data (70.01 per cent of employees and officers are female in the TSS).

Employment category - 88.85 per cent of respondents considered themselves to be permanent employees, 7.85 per cent identifying as fixed-term employees, 0.93 per cent as senior executive officers, 2.06 per cent as casual or sessional employees, and 0.31 per cent were unsure about which employment category they belonged to.

Employment type – 32.77 per cent of respondents identified as part-time employees, with the other 67.23 per cent as full-time employees.

Age – The following table shows the percentage of each age group’s participation in the Survey (which is similar to the representation in state service workforce data).

Age group 15-24 25-34 35-44 45-54 55-64 65-74 +75










  • 3.2 per cent of respondents indicated that they had an ongoing disability/disabilities, and 79.1 per cent of these employees had disclosed their disability/disabilities to their organisation;
  • 65.57 per cent of the respondents who indicated that they had a disability/disabilities stated that they required a workplace adjustment or other accommodation:
    • 20.34 per cent indicated that they required altered working arrangements;
    • 14.95 per cent indicated that they required adjustment to their work furniture;
    • 3.19 per cent required software; and
    • the remainder indicated that they required other adjustments.
  • The majority of respondents requiring a workplace adjustment or accommodation indicated that the adjustments they required had been made and that the process was satisfactory.

Aboriginal and Torres Strait Islander people – 2.49 per cent of respondents indicated that they identified as an Aboriginal or Torres Strait Islander. A further 1.72 per cent chose the response ‘prefer not to say’.

Language – 2.83 per cent of respondents indicated that they spoke a language other than English.

Birth place – 9.21 per cent of respondents indicated that they were born in an overseas country where English was the primary language, and 3.53 per cent of respondents indicated that they were born in a non-English speaking country.

Work Location – 21.8 per cent of respondents worked in the North of Tasmania, 17.2 per cent of respondents worked in the North-West, and 4.1 per cent worked in the South-East. The remainder of respondents worked in the South or West of Tasmania. A very small number of respondents worked outside of Tasmania.

Length of Service – The following table shows respondents’ length of service in their current organisation, and their length of service in the TSS as a percentage:

Length of service 2 years or less 3-5 years 6-10 years 11-20 years 21 years or more
Organisation 16.03 16.67 25.92 23.90 17.47
State Service 9.79 12.03 23.63 28.41 26.15

Caring responsibilities – 50.3 per cent of respondents had primary or daily caring responsibilities of a child or children, elderly or other person.

Work area/work type – Respondents were asked to indicate their work type or work area. The chart below provides their responses as a percentage:

A graph showing what percentage of respondents identified as working under different job areas 

Educational levels – The following table shows how respondents answered the question relating to the educational achievement/level:

Educational level Percentage
Doctoral Degree 1.77
Master Degree 9.74
Graduate Diploma/ Graduate Certificate 16.34
Bachelor Degree (including honours) 31.65
Advanced Diploma/ Diploma 12.63
Certificate (including trade) 13.25
Year 12 or equivalent (VCE/Leaving certificate) 6.05
Less than year 12 or equivalent 8.59

Future career – Respondents were asked about their future career/employment options. More than 70 per cent of respondents foresaw that they would continue in the State Service; 5.7 per cent indicated that they would probably be ‘outside employment’ (ie retiring, returning to study, or for personal reasons), 3.7 per cent indicated that they were considering working in the private sector or community/non-government sectors, and the remainder selected ‘don’t know’.

Overview of Survey results


This section includes information on how employees answered questions on topics such as responsiveness, integrity, leadership, fair and reasonable treatment, wellbeing and commitment to working in the Service.

The table below presents the percentage of employees who responded 'strongly agree' or 'agree' to the statement questions in the Survey (and outlined below) on these topics.

Survey Section - Values
Question group Question Text Percentage agreement


My workgroup strives to achieve customer satisfaction.


My manager is committed to ensuring customers receive a high standard of service.


My organisation provides high quality services to the Tasmanian community.


In my workgroup, work is undertaken using best practice approaches.



People in my workgroup are honest, open and transparent in their dealings.


In my organisation, there are procedures and systems in place to assist employees in avoiding conflicts of interest.


In my organisation, there are procedures and systems designed to prevent employees engaging in improper conduct.


My manager encourages employees to avoid conflicts of interest.


I am confident that I would be protected from reprisal for reporting improper conduct.


In my organisation, earning and sustaining a high level of public trust is seen as important.



In my organisation there are procedures and systems that promote objective decision-making.


My manager demonstrates objectivity in decision-making.


Government policies and programs affecting the community are implemented equitably by my organisation.


People in my workgroup do not show bias in their decision-making.



My workgroup always tries to improve its performance.


I actively seek feedback about my performance at work.


Senior managers provide clear strategy and direction.


People in my workgroup use their time and resources efficiently.



People in my workgroup treat each other with respect.


Bullying is not tolerated in my organisation.


My manager listens to what I have to say.


My manager keeps me informed about what's going on.



Senior managers demonstrate effective leadership.


My manager encourages people in my workgroup to monitor and improve the quality of what we do.


My manager actively demonstrates a high standard of ethical behaviour.


My manager actively expects a high standard of ethical behaviour.


My manager translates organisational messages in a way that is meaningful to me.


Senior managers keep us informed about how we are tracking against our priorities.


Survey Section - Employment Principles
Question group Question Text Percentage agreement


My organisation has policies that require recruitment of employees on the basis of merit.


In my workgroup, decisions about access to development opportunities are made on the basis of merit.


My performance is assessed against clear criteria.


Fair and reasonable treatment

My manager involves me in decisions about my work.


In my organisation, there are opportunities for me to develop my skills and knowledge.


My manager treats employees with dignity and respect.


In my organisation, employment arrangements are available to help employees achieve a work-life balance.


Equal employment opportunity

Gender is not a barrier to success in my organisation.


Disability is not a barrier to success in my organisation.


Age is not a barrier to success in my organisation.


Cultural background is not a barrier to success in my organisation.


My organisation is committed to creating a diverse workforce (e.g. age, gender, cultural background).


Avenues of redress

In my organisation there are clear procedures and processes for resolving grievances.


I would be confident in approaching my manager to discuss concerns and grievances.


I am confident that if I lodge a grievance in my organisation, it would be investigated in a thorough and objective manner.


Development of a career Public Service is fostered

I am proud to work in the Tasmanian State Service.


I am committed to working in the Tasmanian State Service for much of my career.


I would recommend the Tasmanian State Service as a good place to work.


Survey Section - Work Environment
Question group Question Text Percentage agreement

Workplace wellbeing

I receive help and support from other people in my workgroup.


I provide help and support to other people in my workgroup.


I feel I make a contribution to achieving the organisation's objectives.


I am provided with the opportunity to work to my full potential.


There is a good team spirit in my workgroup.


I am encouraged to report health and safety incidents and injuries.


I am recognised for the contribution I make.


I am able to effectively manage my workload.


My manager takes a positive interest in my wellbeing.


My organisation is committed to employee wellbeing.


In my job, I am clear what is expected of me.


I feel that workplace stress does not have a negative impact on my wellbeing.


Employee safety is discussed at regular workgroup meetings.


I have received instruction/training appropriate to my role to address WH&S hazards, incidents and injuries in accordance with my organisation’s policies.


I have both the opportunities and resources at work to support my health and wellbeing.


Employee commitment

I view my organisation as an employer of choice.


Change management

There is a clear consultation process when change in my organisation is proposed.


Communications about change from senior managers are timely and relevant.


In times of change, senior managers provide sufficient information about the purpose of the changes.


I am provided with the opportunity to influence changes in my organisation.


In times of change, I have an obligation to help my work colleagues understand and adapt to the new ways of working.


Job satisfaction / engagement

This group of questions concerned the level of satisfaction respondents perceived about their employment, and included topics such as opportunities for development, work-life balance and job security. The percentage agreement shows the number of responses for satisfied and very satisfied.

Question text Percentage agreement

Opportunities for development




Job security


Relationship with people in my workgroup


Relationship with manager


Ability to work on own initiative


Interesting/challenging work provided


Working environment


Work-life balance


Overall job satisfaction


Employee experiences and awareness of organisational policies and processes

This section includes information about how employees perceived their experiences regarding formal and informal feedback; performance management; their workplace wellbeing; whether they were aware of work opportunities in other agencies; and their awareness of their responsibilities under the State Service Act 2000.

Respondents were asked to indicate a 'yes', 'no' or 'don’t know' response to these questions. The following table outlines the 'yes’ responses.

Survey Section Question text Percentage agreement

Your experiences

I have received formal feedback on individual performance.


I have received informal feedback on individual performance.


The performance management process helps me to identify and understand my work priorities.


There is a strong link between the content of my performance plan and what I actually do/experience during the year.


I am aware of suitable opportunities for me available in other agencies within the Tasmanian State Service.


I believe I have the skills to work in another agency within the Tasmanian State Service.


Awareness of organisational policies and processes

I am aware of:

My responsibilities under the State Service  Act Code of Conduct.


My organisation's processes for reporting improper officer/employee conduct.


the State Service Principles with regards to my conduct and employment.


My organisation’s policy regarding the giving and receiving of gifts or benefits.


My organisation’s programs to support employee wellbeing (i.e. Employee Assistance Program or health and wellbeing initiatives).



This section includes information on how employees answered the five questions on engagement, and provides an 'engagement score' across the Service.

The table below details the whole-of-service percentage agreement for each question about engagement.

Survey Section Question Text Percentage agreement

Job Satisfaction and Engagement

I would recommend my organisation as a good place to work.


I am proud to tell others I work for my organisation.


I feel a strong personal attachment to my organisation.


My organisation motivates me to help achieve its objectives.


My organisation inspires me to do the best in my job.


Using statistical analysis of respondents’ answers on engagement, it was possible to determine that across the Service, there was an ‘employee engagement score’ of 66 per cent.

Workplace behaviour

This section provides an overview of how respondents answered the Survey questions about workplace bullying and workplace behaviour at the whole-of-service level.

An individual’s experience or perception of bullying is another key determinant of their job satisfaction and engagement with their work, colleagues and the organisation.

In response to the question: ‘Have you witnessed bullying (where bullying is persistent and repeated negative behaviour directed at an employee/s that creates a risk to health and safety) at work in the last 12 months’, 29 per cent of respondents across the Service answered 'yes'.

The response to the next question, ‘What action did you take’, is provided in the agency-level reports and it is not appropriate to summarise these results in this report as the results do not identify matters where an individual may have reported or not reported witnessing bullying on a single or on multiple occasions.

Responses to the question of whether participants had personally experienced bullying at work in the last 12 months resulted in an average ‘yes’ response of 19 per cent (across all agencies). The secondary questions to this are reported in each agency’s report and, as noted above, it is not appropriate to summarise these results at a whole-of-service level.

It is important to consider the questions on bullying in relation to the Survey findings about employees’ perception of work environment, work health, safety and wellbeing, engagement and job satisfaction. For example, 77.33 per cent of respondents agreed or strongly agreed with the statement 'Bullying is not tolerated in my organisation'. In addition, other questions about workplace behaviour received positive results, such as the statement 'people in my workgroup treat each other with respect' received 83.74 percentage agreement.

It is also important to consider the information above in light of other sources of information, such as the number of formal complaints made to agencies, as well as training and awareness on professional workplace conduct and behaviour that has been provided to employees and officers.

SSMO will continue to work at a whole-of-service level and with agencies to ensure that all workplaces are and continue to be free from discrimination, harassment and other forms of negative workplace behavior.

Further information 

If you have any questions about these whole-of-service results for the 2015 Survey, please contact