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State of civil services survey 2010
The document presents a comprehensive survey on the state of civil services, covering various countries including Australia, Canada, the USA, and India. It highlights key findings such as job satisfaction levels, motivations, recruitment and retention concerns, work-life balance, and public perception of civil service roles. The results indicate systemic issues and areas for improvement within civil service organizations, particularly emphasizing the need for better training, fair performance appraisals, and support for work-life balance.
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State of civil services survey 2010
- 1. STATE OF CIVILSERVICES SURVEY Nayana RenuKumar, Centre for Good Governance, Hyderabad
- 2. An initiative to measure and benchmark the state of people management in public service Survey of capture perspectives of employees on the public service public service Contributes to public service reforms employees and thereby, excellence in people management Undertaken in most developed countries : UK, US, Australia, Canada some developing countries : Romania, India
- 3. Civil Service Surveys:International Experience Response in Country Frequency Pattern latest survey Australia Stratified Annual 66 State of the Services Survey Random Sample Canada Census Triennial 66 Public Service Employees’ Survey Paper USA Sample Biennial 51 Federal Human Capital Survey On line UK Sample 67 Biennial Senior Civil Servants’ Survey On line / Paper
- 4. State of theServices Survey : Australia Published by Australian Public Service Commission on annual basis since 1997-98 Survey mandated by Section 44 of Australian Public Service Act 1999 Main data sources Survey of agencies Survey of employees State of the Service Report 2008–09 Details activities and HRM practices of APS agencies during the year Outlines key achievements and contributions of agencies Measures employee satisfaction with work and work environment Evaluates organizational effectiveness in engaging with community
- 5. State of theServices Survey : Australia 14 Dimensions of APSC survey 2008-09 About you (demographic particulars) Improving citizen access to Government Services General Impressions Individual Performance Management Job Satisfaction Increasing Personal Productivity Work-Life balance Learning and Development Attraction and selection Leadership Interaction with Government Record Keeping Working with External Stakeholders Agency (Organization) Culture
- 6. State of theServices Survey : Key Results 85% - Motivated to do 72% - Agency has highHave good 56% - level of 81% - Overall 82% - Proud to work in opportunities for learning & integrity their best possible work the APS satisfaction with job 78% - Manager development honesty demonstrates 97% - Willing to63% in Have good work- put - and integrity extra effort to get the 73% - Proud to work in 67% - Performance feedback job done life balance respective agency- People in the agency manage deliver 71% enables employees to required results conflicts of interest effectively Learning & Learning & Job Job Pride of Pride of Ethics and Ethics and Motivation Motivation Career Career satisfaction satisfaction association association integrity integrity Development Development
- 7. Public Services Employees’Survey: Canada Published by Canada Public Service Agency (CPSA) since 1999 Aims to gather views of Canadian Public Service employees about workplace Results enables managers and employees to initiate tangible actions in their department or agency, and across the Public Service Latest survey in 2008 . Responses from 170,000 out of 258,000 employees; response rate (66%) Dimensions of PSES 2008 My Job World My Organization My Skills and Career My Work Unit Labour Management Relations Retention Communication with Immediate Supervisor Staffing Harassment and Discrimination General Information
- 8. Public Services Employees’Survey: Key Results 67% - Get training needed to 70% - Immediate supervisors keep do the job well employees informed Satisfied with current job 74% - on important - Receive useful-feedbackprocess -is fair and 70% issues 63% Staffing from Have opportunities to 64% 53% - Have confidence in seniorwork-lifeon job performance develop and apply skills 79% - Have good supervisor balance transparent management 40% - Satisfied with career progression Learning & Learning & Job Job Performance Performance Ethics and Ethics and Leadership Leadership Career Career satisfaction satisfaction feedback feedback integrity integrity Development Development
- 9. Federal Human CapitalSurvey: USA Published by US Office of Personnel Management (US OPM) since 2002 Aims to Gauge impressions of its civil servants, Identify areas where agencies are doing well, and where improvement is needed Fourth FHCS survey, 2008 gathered responses from 212,223 Federal employees ; response rate of 51% Dimensions of FHCS survey Demographics Leadership Personal Work Experience Performance Culture Recruitment, Development and Retention Job Satisfaction Learning (Knowledge Management) Benefits
- 10. FHCS Survey: KeyResults 68% - Satisfied with jobs - Performance appraisal is a - Have opportunities to 70% 64% fair reflection of my performance improve skills 91% - Believe their workais important 75% - Get sense of personal 49.5 % - My organization’s leaders accomplishment relates - Employees are accountable forof honesty used from82% work maintain high standards 62% - Talents are well 84% - Know how their work achieving results 60% - Workload is reasonable to the agency’s goals and integrity in workplace 26% - Link exists between performance 75% - Have good work-life balance and pay raises 55% - Satisfied with training Learning & Learning & Capacity & Capacity & Job Job Performance Performance Ethics and Ethics and Career Career commitment commitment satisfaction satisfaction feedback feedback integrity integrity Development Development
- 11. Senior Civil ServiceSurvey: UK Published by Cabinet Office, U.K Aims to find out What senior leaders in the Civil Service think about leadership in the Senior Civil Service, working in the Senior Civil Service What improvements are needed Census of employees in the Senior Civil Service of UK comprising 4000 persons Last SCS survey in 2006; Responses from 2985 officers; response rate of 67% Dimensions of SCS survey 2006 Leadership and Management Performance and career Management overall Your Job Leadership (satisfaction with job and work-life balance) Overall perceptions of your Department and Learning and Development the Civil Service
- 12. Senior Civil ServiceSurvey: Key Results 46% - Appraisal system is fair, based on individual merit 98% - Committed to seeing the 90% work for the Civil ServiceDepartment succeed - Satisfied with the job 81% - Proud to 50% - Receive regular and constructive - Satisfied with learning & 80% 48% - Work-life belonging to 91% - Willing to put in a great deal of 67% - Feel a strong sense of balance exists feedback on performance development opportunities the Civil Service effort beyond what is normally 12% - Poor performance is dealt with dept. succeed expected to help the effectively Learning & Learning & Pride of Pride of Job Job Performance Performance Commitment Commitment Career Career Association Association satisfaction satisfaction feedback feedback Development Development
- 13. STATE OF CIVILSERVICES SURVEY 2010, INDIA
- 14. State of CivilServices Survey 2010, India Objectives of the Civil Services Survey Assess enabling factors w.r.t personnel policies, work environment etc. in meeting respective service objectives Capture patterns and trends to identify systemic and process related deficiencies, if any Make available data and analysis on the structural and personnel aspects (secondary data and the perception of the members of the respective services) Specify procedures and develop templates so that the study may be carried out periodically in the future
- 15. State of CivilServices Survey 2010, India Scope of the survey : Three All India Services Seven Group- A Central Services Cadre Net Cadre Cadre strength Probationers Strength(Actual) Strength 1 IAS 4572 150 4422 2 IRS(IT) 3382 310 3072 3 IPS 3232 82 3150 4 IFoS 2664 3 2661 5 IRS (C&CE) 2378 0 2378 6 IRTS 822 30 792 7 IA&AS 634 12 622 8 IFS 573 19 554 9 IPoS 443 5 438 10 IRPS 350 7 343 Total 19050 618 18432
- 16. Dimensions of theSurvey Personal Recruitment Overall Profile & Retention perception Harassment & Work Discrimination environment Working with Job satisfaction external Indian Civil Indian Civil & motivation stakeholders Services Services Commitment Postings & & Integrity transfers Leadership & Work life Management balance Performance Learning & appraisal & Development Promotions
- 17. Survey Methodology Survey covered 18432 officers belonging to the ten select services Identity of respondents has been kept confidential Questions - objective- type with provision for additional comments 4808 officers responded to the survey, 26% of the total universe S No Service Cadre Response % of total % of cadre strength received response strength 1 IAS 4422 900 18.7 20.4 2 IA 622 359 7.5 57.7 3 IRS 2378 807 16.8 33.9 4 IFS 554 232 4.8 41.9 5 IFoS 2661 731 15.2 27.5 6 IPS 3150 741 15.4 23.5 7 IPoS 438 163 3.4 37.2 8 IRPS 343 110 2.3 32.1 9 IRTS 792 189 3.9 23.9 10 IRS 3072 570 11.9 18.6 11 Service (NA) - 6 0.2 - Total 18432 4808 100 26.1
- 18. Profile of Respondents IAS constitute largest respondents (19%) followed by IRS (17%), IPS (15%) Female respondents account for just over 10% of the total respondent base 48% respondents are officers in the age group of 50 years or older
- 19. KEY RESULTS OFTHE SURVEY
- 20. 1. Recruitment andPlacement Attributes determining choice of civil services Attributes determining choice of civil services Very S.No Determinant Important Important 1 Opportunity to make a difference to society 72.8 23.6 2 Job security 51.7 41.8 Prestige and social status associated with civil 3 56 37.8 service 4 Future career opportunities in civil service 45.6 42 5 Pay & Perquisites 25.2 57.4 6 Visible symbols of power 17.8 44.5 Opportunity to take advantage of one’s position 7 - - for personal benefits
- 21. 1. Recruitment andPlacement 67% officers agreed that the maximum age of entry should be lowered 82% officers support post-selection counseling 54% agree with idea of lateral entry 83% want senior positions to be open to all civil services Level of agreement with Proposed Recruitment Reforms Level of agreement with Proposed Recruitment Reforms
- 22. 1. Recruitment andPlacement 33% officers have considered resignation from civil services at some point of their career Better opportunities outside government cited as a major reason (45%) Reasons for considering Resignation/ Retirement from Civil Service Reasons for considering Resignation/ Retirement from Civil Service
- 23. 2. Work Environment 50% officers feel they have adequate financial resources to accomplish their work efficiently and effectively Only 29% feel that there is pressure owing to undue outside interference
- 24. 2. Work Environment 65% confident of speaking their mind or challenging things without fear 45% officers opine that they have support of competent staff 45% feel that existing administrative policies and procedures are not helpful in dealing with indiscipline in the office
- 25. 3. Job Satisfactionand Motivation 73% respondents reported satisfaction in their current assignment Key motivating factors 60% officers find all six factors listed as very important Chance to make a useful contribution (73%) and autonomy in job (71%) ranked higher than other four factors Key motivating factors at work Key motivating factors at work
- 26. 3. Job Satisfactionand Motivation Reasons for lack of job satisfaction Reasons for lack of job satisfaction % (of those who S.No Reasons for dissatisfaction No. responded) Lack of opportunity to make a useful 1 457 46.8 contribution Inadequate level of authority and 2 450 46.1 autonomy in one’s job Lack of opportunities to utilize and 3 373 38.2 develop one’s skills 4 Absence of congenial work environment 327 33.5 Lack of regular feedback/ recognition of 6 324 33.2 effort 5 Lack of challenging opportunities at work 313 32.1 7 No Response 11 1.1 Base (those who reported dissatisfaction) 976
- 27. 4. Postings andTransfers: Tenure policy 64% officers satisfied with postings as well as tenures given in those postings 52% believe postings to important posts and locations not decided on merit 58% officers feel that transfer orders are not issued keeping in mind the specific needs of the concerned Reasons for dissatisfaction with place of posting Reasons for dissatisfaction with place of posting
- 28. 5. Work-Life Balance 45% officers feel they have control over their time to a great extent; 50% have control over time to some extent Women officers feel less in control of their time (40%) than male officers (45%) Main factors affecting time management Lack of adequate support staff in terms of numbers and competence - 74 % Heavy work load - 57% Too many meetings - 52%
- 29. 6. Learning &Development 77% officers agree that civil servants need to specialize in one or more subjects Perception about Training Programs Perception about Training Programs Rating (% of Strongly Statement Agree/Agree) Training programs are too general; do not match the 65% specific needs of job or service Even in cases where training is relevant, the post- 85% training posting does not take into account this There is no objective and rational basis for selection of 75% officers for training
- 30. 6. Learning &Development Two knowledge sources which benefit civil servants to a great extent : On the job training (81%) ; Self development/self study (71%) Other sources of learning ‘very often’ depended on Other sources of learning ‘very often’ depended on 58% --Newspapers 58% Newspapers 35% --Internet 35% Internet 18% --Books 18% Books 14% --Magazines 14% Magazines
- 31. 7. Performance appraisaland promotions 43% officers agree that performance appraisal system is fair, objective and transparent 73% feel that short-term goals are valued more in appraisals Opinion on performance appraisal issues Opinion on performance appraisal issues
- 32. 8. Leadership andManagement 32% officers feel that senior officers do not take time to mentor juniors 40% feel that senior officers are incapable of taking tough decisions 44% opine that seniors are impartial and fair in dealing with subordinates Perception about Senior Officers Perception about Senior Officers
- 33. 9. Commitment andIntegrity 70% agree that majority of officers do not approach influential people or use other means to get good postings etc Officers uphold ethics, rules etc. in spite of personal risks involved 42% majority of officers do so 23% such officers are few or very few Approach influential people and use Uphold ethics in spite of personal risks other means to get good postings, etc.
- 34. 9. Commitment andIntegrity Perception of prevalence of unethical practices in their services Highest among IAS and IPS Lowest among IA&AS, IFS and IRS (C&CE) 81% feel that political corruption takes place because there are always some civil servants willing to collaborate Majority of respondents felt that Corrupt officers get away without being punished. Corrupt officers are able to get the most sought after postings Honest officials are harassed through baseless complaints and investigations
- 35. 10. Working withExternal Stakeholders & Improving Service Delivery Civil servants have a positive image of themselves regarding their relationship with external stakeholders 41% - civil servants consider external stakeholders as equals 59% - civil servants are concerned about quality of services Large number of neutral responses Responses regarding interaction with external stakeholders Responses regarding interaction with external stakeholders
- 36. 11. Harassment andDiscrimination Harassment Are there enough avenues 36% have been a victim of harassment in for redress of grievances ? their service Proportion marginally higher among the male officers (36%) than females (34%) Source of harassment Individuals with authority over them (86%) Political representatives (40%) Discrimination 20% officers has faced discrimination 20% officers has faced discrimination Reasons : : Reasons Community (53%) Community (53%) Sex (18%) Sex (18%)
- 37. 12. Overall perceptionabout civil services 85 % have enjoyed their work in the civil service Higher level of satisfaction among the senior officers 85 % are proud of being members of the service Feeling equal among male and female officers Feeling highest amongst AIS officers (IAS,IPS,IFS) Only 50% would recommend civil services as a career for their children Overall perception about civil services Overall perception about civil services
- 38. Comparative picture Attributes Australia Canada UK US India Job satisfaction 81 % 74% 90% 68% 73% Have good work-life balance 63% 79% 48% 75% 45% Learning and development 56% 64% 80% 64% - opportunities exists Performance appraisal is 67% 70% 46% 63% 43% fair and transparent Overall perception – Pride in belonging to the civil 82% - 81% - 85% service
- 39.
Editor's Notes
- #15 1: US OPM 2 : IDS