Workforce Insights from Central Governments

Annex B. Questionnaire

Section 1: About me

Qa. My gender is:

• Male

• Female

• Other

• Prefer not to respond

Qb. My age group is:

• 24 years and under

• 25 to 35 years

• 36 to 45 years

• 46 to 55 years

• 56 to 65 years

• 66 and over

• Prefer not to respond

Qc. My highest educational qualification is:

• Upper secondary education (Stronger specialisation than at lower secondary level. Programmes offered are differentiated by orientation: general or vocational. Typical duration is three years-ISCED 3 category).

• Post-secondary non-tertiary education (Serves to broaden rather than deepen the knowledge, skills and competencies gained in upper secondary level. Programmes may be designed to increase options for participants in the labour market, for further studies at tertiary level or both. Programmes at this level are usually vocationally oriented ISCED 4 category).

• Short-cycle tertiary education (Often designed to provide participants with professional knowledge, skills and competencies. Typically, they are practically based, occupation-specific and prepare students to enter the labour market directly. They may also provide a pathway to other tertiary education programmes (ISCED levels 6 or 7). The minimum duration is two years- ISCED category 5).

• Bachelor’s or equivalent level (Designed to provide participants with intermediate academic and/or professional knowledge, skills and competencies, leading to a first degree or equivalent qualification. Typical duration: three to four years full-time study. This level is referred to as “bachelor’s” in the publication. ISCED category 6).

• Master’s or equivalent level (Stronger specialisation and more complex content than bachelor’s level. Designed to provide participants with advanced academic and/or professional knowledge. May have a substantial research component. Programmes of at least five years’ duration preparing for a long-first degree/qualification are included at this level if they are equivalent to a master’s level programme in terms of their complexity and content. This level is referred to as “master’s” in the publication. ISCED category 7).

• Doctoral or equivalent level (Designed to lead to an advanced research qualification. Programmes at this level are devoted to advanced study and original research, and exist in both academic and professional fields. This level is referred as “doctoral” in the publication. ISCED category 8).

• Prefer not to respond

Qd. My employment status is:

• Trainee/intern/apprentice

• Entry-level civil service graduate scheme

• Civil servant status

• Employee of public institution (non-civil servant contract)

• Other

• Prefer not to respond

Qe. My contract type is:

• Permanent

• Temporary

• Other

• Prefer not to respond

Qf. My working pattern is:

• Full-time

• Part-time (90% or less)

• Prefer not to respond

Qg. I manage other employees in my organisation:

• Yes, between 1-4 employees

• Yes, between 5-10 employees

• Yes, 11 or more employees

• No, I do not manage any employees

• Prefer not to respond

Qh. The organisation where I currently work is: (drop-down list provided by AG members of organisations, including ‘prefer not to respond’ option)

Qi. The main responsibilities of my organisation are mostly:

• Policy design/regulatory drafting

• Inspections/oversight (audit)/evaluation

• Service delivery with users/executive organisations

• Other

• Prefer not to respond

OPTIONAL FOR COUNTRIES:

Q01. The best description of my work function is:

• Accounting and finance

• Administrative support

• Audit and compliance

• Communications and marketing

• Contracting and procurement

• Data science/statistics and evaluation

• Human resources

• Information and communications technology and digital solutions and/or knowledge management

• Legal

• Policy design and portfolio, program and project management

• Science and research

• Senior management

• Other

• Prefer not to respond

Qj. In my work, I am regularly in direct contact with citizens (by e-mail, mail, phone or in person):

• Yes

• No

• Prefer not to respond

Randomisation: Please note that from here on out, the Sections (2, 3, 4) will be randomised in order in terms of how they appear to the respondent. The subsections within the sections will also be randomised within their same sections (i.e. section 4.2 will not appear along with 2.2). The sequencing of the individual questions in the tables/matrices however will not be randomised, but rather appear in the same order shown here.

Section 2: About my personal work experience

2.1 My pay and employment conditions

 

	1: ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q1. I am satisfied with my salary.
Q2. I am satisfied with my benefits package (monetary and non-monetary benefits).
Q3. Compared to people doing a similar job in the private sector, I feel that I am fairly compensated.
Q4. I am satisfied with the security of my employment.
Q5. I have the tools and resources I need to do my job well.

OPTIONAL for countries:

Q02. When I am in the office, my workspace is usually the following:

• My own office

• Shared office

• Open space setting

• Cubicle in open space setting

• Other

• Prefer not to respond

QO3. I am satisfied with the physical conditions at my workplace, such as:

 

	1: ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q03a. Office equipment (computers, laptops, screens, printers, etc.)
Q03b. Ergonomic working station (lighting, adjustable desks and chairs, additional screens, etc.)
Q03c. Cleanliness of the working spaces
QO3d. Noise levels
QO3e. Breakrooms/eating areas and facilities

2.2 My working arrangements

Q6. How many days a week do you work remotely (i.e. from home or from another approved location?)

• More than five days a week

• 5 days a week

• 3-4 days a week

• 1-2 days a week

• Less than one day a week

• Very infrequently, on an unscheduled or short-term basis

• Never

• Prefer not to respond

Q7-Q10 below are conditional on not answering ‘never’ above

 

	1 ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q7. I have the conditions I need to work effectively from home or remotely (i.e., space, equipment, digital tools, etc.).
Q8. Home and remote work positively enhance my work/life balance.
Q9. Home and remote work allow me to be more effective in my job.
Q10. My manager trusts me to do my job effectively, even when I am working from home or remotely.

Q11 below is conditional on having answered iii (1-2 days a week), iv (less than one day a week), ‘Never’ (vi) or ‘I telework (v)very infrequently, on an unscheduled or short-term basis in Q6 above.

Q11. Why do you not work remotely more frequently? Please select all that apply.

• I prefer working at the office

• I am more productive in the office than at home or other remote location

• I have to be physically present at the office to do my job

• My organisation does not permit remote work

• I did not receive approval to do so, even though I have the type of job where I can work remotely or at home

• There are technical issues (e.g., connectivity, inadequate equipment) that prevent me from working remotely or at home

• I am concerned that I will miss out on career opportunities if I am not at the office as often as others

• Other reason

• Prefer not to respond

Q12. If I could choose freely, I would work from home or from another approved location….

• More frequently than I currently do

• Less frequently than I currently do

• As much as I currently do/no change desired

• Prefer not to respond

2.3 My well-being

 

	1 ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q13. I achieve a good balance between my work life and my private life.
Q14. I have clear responsibilities and know what is expected of me.
Q15. I can usually handle my workload well.
Q16. I feel burned out.
Q17. I often feel exhausted at the end of the working day.
Q18. I sometimes work despite feeling sick.
Q19. I would feel comfortable sharing concerns about my physical or mental health with my immediate supervisor.
Q20. I feel I am able to support employees in my work unit who are experiencing mental health issues.

Q21. During the last 6 months, how many sick leave days have you taken? Please select all applicable options, including periods of both short and long-term leave

• None, 0

• 1-3 days

• 4-5 days

• 6-10 days

• More than 10 days

• A period of long-term (approved) sick leave

• Prefer not to respond

2.4 My learning and development opportunities

Q22. In the last 12 months, how many hours of training or learning courses (in relation to your job) have you undertaken?

• None, 0 hours

• 1-10 hours

• 11-20 hours

• 21-30 hours

• 31-40 hours

• 41 or above hours

• Prefer not to respond

 

	1 ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Conditional on more than 0 in question on training hours in Q22 above. Also if they answered preferred not to respond. This question appears.
Q23. The learning activities I have completed in the last 12 months have helped me improve my performance.
Q24. I am able to access the right learning opportunities when I need to.
Q25. At my work I feel that I am growing professionally.
Q26. My organisation supports mobility (temporary assignments, transfers or secondments) to help develop my career.

Q27. In my organisation, poor performers usually….

• Stay and improve their performance over time

• Stay and continue to underperform

• Leave because they are removed or transferred

• Leave because they quit

• There are no poor performers

• Prefer not to respond

Q28. Are there currently skills or capacities missing within your immediate work unit or team? If yes, which are the most important skills missing?

Please select up to 5 answer choices.

• No, no skills or capacities are missing

• Written and/or oral communication

• Collaboration

• Digital/IT

• Cybersecurity

• Service design

• Data analysis and statistics

• Monitoring and evaluation skills

• Change management

• Risk management

• Leadership/managerial skills

• Human resources management

• Project management

• Stakeholder engagement

• Creativity and innovation

• Contracting

• Budgeting/financial management

• Sustainability

• International relations

• EU regulations and directives

• Interpersonal skills (empathy, compassion, managing conflict, etc.)

• Other

• Prefer not to respond

2.5 My work experience

 

	1 ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q29. Overall, I am satisfied with my job.
Q30. At my work I feel full of energy.
Q31. The work I do gives me a sense of accomplishment.
Q32. I am enthusiastic about my job.
Q33. I am immersed in my work.
Q34. I am willing to do extra work for my job beyond what is expected of me.
Q35. It is important to me that my work contribute to the common good.
Q36. I identify with the mission of my organisation.
Q37. I would recommend my organisation as a good place to work.
Q38. I am proud to work for this organisation.

Q39. I have worked at my current organisation for:

• Less than 1 year

• 1-5 years

• 6-10 years

• 11-15 years

• 16-20 years

• 21-25 years

• 26 years or more

• Prefer not to respond

Q40. I have worked in the central government public administration:

• Less than 1 year

• 1-5 years

• 6-10 years

• 11-15 years

• 16-20 years

• 21-25 years

• 26 years or more

• Prefer not to respond

Q41. I want to leave my organisation within the next 12 months.

• Yes

• No

• Prefer not to respond

Q42. Conditional on answering yes above in Q41. If they answer prefer not to respond above, they should NOT be asked Q42.

Why do you want to leave the organisation within the next 12 months? Please select all that apply

• A promotion or career progression within the civil service

• A promotion or career progression outside of the civil service

• For a better pay and benefit package

• For more interesting work

• Due to unmanageable workload

• For a better work-life balance

• Lack of inclusion and fair treatment

• I don’t like the working environment

• Due to poor management

• Due to poor work relationships

• Due to lack of meaningful work

• Personal circumstances

• Retiring

• I just want a change

• Other

• Prefer not to respond

Q43. Having carefully read the below definition of harassment, have you been the victim of harassment on the job in the past 12 months?

ILO definition of harassment: A range of unacceptable behaviours and practices, or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm, and includes gender-based violence (Convention ILO, 2019)

• Yes

• No

• Prefer not to respond

Q44. Having carefully read the definition of discrimination, have you been the victim of discrimination on the job in the past 12 months?

ILO definition of discrimination: any distinction, exclusion or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation. (Convention ILO, 1958)

• Yes

• No

• Prefer not to respond

Section 3. About my management and senior leadership

3.1 My immediate line manager or supervisor

The following questions should be answered in relation to your immediate line manager or supervisor. Typically, immediate line managers or supervisors are responsible for setting your objectives, for your performance appraisal, for approving leave, and/or for overseeing your team/individual tasks and progress.

My line manager/supervisor……

 

	1: ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q45. … plans the work well.
Q46. … shares important information with me.
Q47. ….trusts my judgement.
Q48. ….lets me be reasonably autonomous (i.e. does not micro-manage).
Q49. …treats me with respect.
Q50. … is good at resolving conflicts.
Q51. … can be counted on to help me with my work if I need support.
Q52. … encourages me to come up with new or better ways of doing things.
Q53. … provides me with helpful feedback to improve my performance.
Q54. ….recognises and rewards good performance.
Q55… provides opportunities fairly to all employees in my work unit or team (e.g., promotions, work assignments, training, etc.).
Q56. ...makes decisions based on evidence and facts
Q57. … maintains high standards of honesty and integrity

Q58. Overall, how good a job, do you feel is being done by your line manager?

• Very poor

• Poor

• Fair

• Good

• Very good

• Prefer not to respond

3.2 My senior leadership

The following questions should be answered in relation to the senior leadership of your organisation. Senior leaders are defined here as those at the top/highest ranking civil servant(s) of the organisation, as well as those leading departments/DGs/agencies within the organisation, or major workstreams or functional areas of the organisation, and are generally responsible for directing the strategy, priorities, and policies of the organisation.

The senior leaders of my organisation …

 

	1 ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q59. … clearly articulate the direction and priorities of the organisation.
Q60…are aware of global events and how they might impact the organisation.
Q61. … generally manage the organisation well.
Q62. …. effectively communicate essential information to staff.
Q63. … are effectively leading change in the organisation .
Q64. …promote co-operation within the organisation .
Q65. … recognise and appreciate our work.
Q66. ...trust the judgement of their employees.
Q67. …uphold and defend public service values (e.g. honesty, integrity, impartiality, etc.)
Q68. … maintain high standards of honesty and integrity.
Q69. …provide evidence-based advice to political leaders, even if this advice goes against the political position.

Q70. Overall, how good a job do you feel is being done by the senior leadership in your organisation?

• Very poor

• Poor

• Fair

• Good

• Very good

• Prefer not to respond

Q04. Optional for countries. To what extent do you trust the political leadership of your organisation?

Political leadership are senior leadership of the organisation which are politically appointed and are not generally civil servants.

• Strongly trust

• Trust

• Neither trust nor distrust

• Distrust

• Strongly distrust

• Prefer not to respond

Section 4: About my team and organisation

4.1 My organisation’s openness to innovation

My organisation…….

 

	1: ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q71. …..continually encourages me to look for new ways of improving the way things work.
Q72. …. supports the idea that failure is a part of innovation.
Q73. …. commits resources to develop new ideas and innovations (e.g., budget, staff, time, expert support).
Q74. …..ensures that teams have the necessary skills to implement innovation initiatives.
Q75. ….takes full advantage of technology to promote innovation and new ways of working.
Q76. …..has sufficiently flexible legislative and regulatory frameworks to incorporate new approaches and policy solutions .
Q77. ……learns from past problems and takes measures to prevent them from happening again.

For the purpose this question, an innovation is defined as a new or improved service or process that differs significantly from the way your work unit or team did things before. Please consider only innovations that were fully implemented in practice.

Q78. In the past two years I have participated in implementing a new…please select all that apply

• … service

• … process or way of doing things

• … policy or law

• I have not participated in any of the above

4.2 My organisation’s use of technology

My organisation…….

 

	1 ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q79. …. takes advantage of technology to improve its functioning and performance.
Q80. …..provides regular opportunities to improve the digital skills of employees.

Q81. How often do you use the following technologies for performing your work?

Please rate the following statements from never to always

 

	1 ‘Never’	2 ‘Rarely’	3 ‘Sometimes’	4 ‘Often’	5 ‘Always’	99. Prefer not to respond
Q81a. Tablet
Q81b. Smart phone
Q81c. Collaborative software programmes (i.e., Teams, Slack, Asana…)
Q81d. Sharepoint/shared drives
Q81e. Statistical analysis software
Q81f. Artificial intelligence and machine learning
Q81g. Social media (work related accounts)
Q81h. Blockchain technology

CONDITIONAL. If 4 or 5 to “Artificial Intelligence” option above Q81f.

Q82. How specifically have you used artificial intelligence in your work?

AI system: An AI system is a machine-based system that, for explicit or implicit objectives, infers, from the input it receives, how to generate outputs such as predictions, content, recommendations, or decisions that can influence physical or virtual environments. Different AI systems vary in their levels of autonomy and adaptiveness after deployment. (OECD Legal Instruments). Please select all that apply

• Research

• Drafting

• Translating

• Automated data processing

• Data analytics

• For audit, monitoring and fraud detection

• Virtual assistant (automatic notetaking, scheduling, etc.)

• For economic or budgeting modeling

• Customer service, such as chat-bots

• Other

• Prefer not to respond

4.3 My team’s performance

My team or work unit….

 

	1: ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q83…works well together.
Q84….. achieves our goals.
Q85….produces high-quality work.
Q86…..contributes positively to the organisation’s performance.

4.4 My organisation’s performance

My organisation….

 

	1: ‘Strongly disagree’	2 ‘Disagree’	3 ‘Neither agree nor disagree’	4 ‘Agree’	5 ‘Strongly agree’	99. Prefer not to respond
Q87. … is quick to respond when changes need to be made.
Q88. ….uses its resources efficiently.
Q89. ….has rules and procedures in place that make it difficult and complicated to work effectively and efficiently.
Q90..takes measuring and monitoring performance seriously.
Q91. ….dedicates sufficient attention to reducing its environmental footprint (saving energy, reducing waste, promoting sustainable travel, recycling, etc.)
Q92. ….. is open with the public (shares information publicly, engages with the public, etc.)
Q93. …..serves citizens and users well.
Q94. … makes decisions based on facts and evidence.
Q95. ….does not tolerate arbitrary action, personal favouritism and/or political coercion.
Q96. …..grants promotions and career development opportunities based on personal connections rather than on skills and abilities.
Q97…. Is successful in achieving its mission and goals.
Q98….. is ready and able to take on new and emerging challenges.

Non-randomised- final question for all:

Q99? I believe that my organisation’s leadership will take actions based on the results of this survey.

 

1: ‘Strongly disagree’

2 ‘Disagree’

3 ‘Neither agree nor disagree’

4 ‘Agree’

5 ‘Strongly agree’

Prefer not to respond