Agency size
q1. What is your gender?
q2. How old were you at your last birthday?
q7. What is your current, actual classification level?
q24a. My job gives me opportunities to utilise my skills
q24b. My job gives me a feeling of personal accomplishment
q24c. I am satisfied with the recognition I receive for doing a good job
q24d. I am fairly remunerated (e.g. salary, superannuation) for the work that I do
q24e. I am satisfied with my non-monetary employment conditions (e.g. leave, flexible work arrangements, other benefits)
q24f. I am satisfied with the stability and security of my current job
q24g. I suggest ideas to improve our way of doing things
q24h. I am happy to go the ‘extra mile' at work when required
q24i. Considering everything, I am satisfied with my job
q24j. I believe strongly in the purpose and objectives of the APS
q24k. I understand how my role contributes to achieving an outcome for the Australian public
q25. If asked to choose, which would you primarily consider yourself to be?[Please select one category only]
q26a. The people in my workgroup are honest, open and transparent in their dealings
q26b. The people in my workgroup cooperate to get the job done
q26c. The people in my workgroup are committed to workplace safety
q26d. The people in my workgroup behave in an accepting manner towards people from diverse backgrounds
q26e. In general, the workforce in my workgroup is managed well (e.g. filling vacancies, finding the right person for the right job)
q27a. My supervisor actively supports people from diverse backgrounds
q27b. My supervisor treats people with respect
q27c. My supervisor communicates effectively
q27d. My supervisor encourages me to contribute ideas
q27e. My supervisor invites a range of views, including those different to their own
q27f. My supervisor displays resilience when faced with difficulties or failures
q27g. My supervisor maintains composure under pressure
q27h. I have a good immediate supervisor
q27i. My supervisor gives me responsibility and holds me to account for what I deliver
q27j. My supervisor challenges me to consider new ways of doing things
q27k. My supervisor actively supports the use of flexible work arrangements by all staff, regardless of gender
q30a. My SES manager is of a high quality
q30b. My SES manager is sufficiently visible (e.g. can be seen in action)
q30c. My SES manager communicates effectively
q30d. My SES manager engages with staff on how to respond to future challenges
q30e. My SES manager gives their time to identify and develop talented people
q30f. My SES manager ensures that work effort contributes to the strategic direction of the agency and the APS
q30g. My SES manager effectively leads and manages change
q30h. My SES manager encourages innovation and creativity
q30i. My SES manager actively supports people of diverse backgrounds
q30j. My SES manager actively supports opportunities for women to access leadership roles
q30k. My SES manager actively supports the use of flexible work arrangements by all staff, regardless of gender
q30l. My SES manager clearly articulates the direction and priorities for our area
q30m. My SES manager regularly engages with staff about decisions and priorities of the workgroup
q32a. In my agency, the SES are sufficiently visible (e.g. can be seen in action)
q32b. In my agency, communication between the SES and other employees is effective
q32c. In my agency, the SES actively contribute to the work of our agency
q32d. In my agency, the SES are of a high quality
q32e. In my agency, the SES supports and provides opportunities for new ways of working in a digital environment
q32f. In my agency, the SES work as a team
q32g. In my agency, the SES clearly articulate the direction and priorities for our agency
q33a. I feel a strong personal attachment to my agency
q33b. I am proud to work in my agency
q33c. Change is managed well in my agency
q33d. Internal communication within my agency is effective
q33e. My workplace provides access to effective learning and development (e.g. formal training, learning on the job, e-learning, secondments)
q33f. I am satisfied with the opportunities for career progression in my agency
q33g. I would recommend my agency as a good place to work
q33h. My agency actively encourages ethical behaviour by all of its employees
q33i. My agency is committed to creating a diverse workforce (e.g. gender, age, cultural and linguistic background, disability, Indigenous, LGBTI+)
q33j. I believe strongly in the purpose and objectives of my agency
q33k. Internal communication within my agency is regular
q33l. My agency supports and actively promotes an inclusive workplace culture
q33m. I work beyond what is required in my job to help my agency achieve its objectives
q33n. When someone praises the accomplishments of my agency, it feels like a personal compliment to me
q33o. In general, employees in my agency feel they are valued for their contribution
q33p. I feel committed to my agency's goals
q33q. My agency really inspires me to do my best work every day
q34a. My supervisor coaches me as part of my development
q34b. My supervisor provides time for me to attend learning programs
q34c. My supervisor shares links, readings and information
q34d. My supervisor discusses my career plans
q34e. My supervisor provides me with opportunities to develop relevant capabilities for my career
q34f. My supervisor provides me with opportunities to work on tasks outside of my day-to-day work (e.g. a cross-team project)
q34g. My supervisor encourages me to try new things even if they don't always work out
q34h. My supervisor gives me the opportunity to apply what I learn in my day-to-day work
q34i. My supervisor encourages me to share my learnings and experiences with others
q35a. I access learning and development solutions to meet my needs
q35b. I have a clear understanding of my development needs
q35c. I spend time out of working hours building my capability
q35d. I seek out opportunities to apply what I learn in my day-to-day work
q36. Are there current skills or capability gaps within your immediate workgroup?
q37.1. Written communication
q37.2. Oral communication
q37.3. Information and communications technology (ICT)
q37.4. Data (including data analysis, data science, data management, data governance and related skills)
q37.5. Digital
q37.6. Strategic policy
q37.7. Change management
q37.8. Risk management
q37.9. People management and leadership
q37.10. Collaboration and stakeholder engagement
q37.11. Creativity and innovation
q37.12. Engineering
q37.13. Project and program management
q37.14. Economics
q37.15. Other
q38. Considering your work and life priorities, how satisfied are you with the work-life balance in your current job?
q39. Are you currently using flexible working arrangements, such as changes to your work location, work hours or pattern of work?
q40.1. I do not need to
q40.2. My agency does not have a flexible working arrangement policy
q40.3. My agency's culture is not conducive flexible working arrangements
q40.4. Lack of technical support (e.g. remote access)
q40.5. Absence of necessary hardware (e.g. phone, computer, internet)
q40.6. The operational requirements of my role (e.g. classified information, rostered or otherwise scheduled work environment such as shift work)
q40.7. Management discretion
q40.8. Resources and staffing constraints
q40.9. Potential impact on my career
q40.10. Personal/financial reasons
q40.11. I would be letting my workgroup down
q43a. I have unrealistic time pressures
q43b. I have a choice in deciding how I do my work
q43c. My immediate supervisor encourages me
q43d. I receive the respect I deserve from my colleagues at work
q43e. Relationships at work are strained
q43f. I am clear what my duties and responsibilities are
q43g. Staff are consulted about change at work
q44a. I am satisfied with the policies/practices in place to help me manage my health and wellbeing
q44b. My agency does a good job of communicating what it can offer me in terms of health and wellbeing
q44c. My agency does a good job of promoting health and wellbeing
q44d. I think my agency cares about my health and wellbeing
q44e. I believe my immediate supervisor cares about my health and wellbeing
q44f. I proactively take responsibility for my health and wellbeing at work
q44g. My immediate supervisor is committed to supporting my health and wellbeing at work
q44h. My immediate supervisor initiates early conversations to support my health and wellbeing
q45.1. Yes, outside the APS
q45.2. Yes, in my agency
q45.3. Yes, in another APS agency
q45.4. No
q46. Which of the following statements best reflects your current thoughts about working for your agency?
q47. What is the primary reason behind your desire to leave your agency?
q48. In the last 12 months, have you taken a mobility opportunity (e.g. taskforce, secondment, temporary or permanent transfer)?
q50. Would you consider a secondment or temporary transfer in the next 12 months?
q51. Are there barriers to you seeking a secondment or temporary transfer?
q52.1. I don't know how to find out about specific opportunities
q52.2. Opportunities are not communicated effectively in my agency
q52.3. My supervisor won't support it
q52.4. My current team can't replace my skills
q52.5. My current workplace has too many vacancies – hard to justify my release
q52.6. Concerns about how I'd be treated when I return (e.g. I'd be seen as disloyal)
q52.7. Concerns I would miss out on opportunities in my agency
q52.8. The limited opportunities in my current geographical location
q52.9. Other
q53a. My agency provides opportunities for mobility within my agency (e.g. temporary transfers)
q53b. My agency provides opportunities for mobility outside my agency (e.g. secondments and temporary transfers)
q53c. My immediate supervisor actively supports opportunities for mobility
q55a. Received regular and timely feedback from your supervisor
q55b. Received constructive feedback from your supervisor
q55c. Your supervisor has checked in regularly with you to see how you are progressing
q56. In the past 12 months, have you discussed with your supervisor your overall performance over the previous year and the performance expectations for the future year?
q57. In the past 12 months, did your supervisor recognise when your job performance changed for any reason?
q58. To what extent do you agree that in the past 12 months, the performance expectations of your job were clear and unambiguous?
q59. To what extent do you agree that the support by your supervisor has helped to improve your performance?
q60a. My overall experience of performance management in my agency has been useful for my development
q60b. My supervisor openly demonstrates commitment to performance management
q60c. I received recognition when I last accomplished something significant at work
q60d. I can identify a clear connection between my job and my agency's purpose
q61.1. I managed someone for underperformance
q62. Did you experience any challenges or difficulties in managing this underperformance?
q63.1. Lack of support from my immediate supervisor
q63.2. Lack of support from my agency's HR area
q63.3. Did not have the experience or skills to manage the underperformance
q63.4. Did not know where to locate agency's guidance on managing underperformance
q63.5. The previous manager did not address the underperformance
q63.6. Managing the impact of the underperformer on team members and/or colleagues
q63.7. Dealing with confidentiality issues
q63.8. The time required to manage the underperformance
q63.9. The complexity of processes required to manage the underperformance
q63.10. Inconsistencies in advice and guidance
q63.11. Unwillingness on the part of the underperformer to try and improve
q63.12. Other
q64. Did you find anything particularly beneficial or helpful while managing this underperformance?
q65.1. Support from my immediate supervisor
q65.2. Support from my agency's HR area
q65.3. Support from a mentor or coach
q65.4. Access to resources to support the process
q65.5. Access to external assistance/advice
q65.6. Other
q66. To what extent do you agree that your agency deals with underperformance effectively?
q67.1. I don't see change in the performance of the employee/s
q67.2. I don't see or hear any action being taken to address underperformance
q67.3. Managers are not confident in addressing underperformance
q67.4. Managers are reluctant to have difficult conversations
q67.5. Managers don't have time and resources to address underperformance
q67.6. Managers are not supported to address underperformance
q67.7. Managers are concerned about the repercussions (e.g. unfair dismissal claims and bullying complaints) of managing underperformance
q67.8. My agency simply moves underperforming employees to other workgroups
q67.9. My agency has a culture of accepting poor performance
q67.10. My agency does not have appropriate procedures and guidance for managing underperformance
q67.11. Other
q68. Does your manager encourage and support high performance?
q69.1. Opportunities for professional growth
q69.2. Opportunities to work on high profile / high priority projects
q69.3. Opportunities for learning and development
q69.4. Public recognition
q69.5. Access to accelerated pay points/progression within a classification
q69.6. Offer of an Individual Flexibility Agreement
q69.7. Increased decision making authority
q69.8. Other
q70. In the last month, please rate your workgroup's overall performance on a scale of 1 to 10
q71. In the last month, please rate your agency's success in meeting its goals and objective on a scale of 1 to 10
q72a. My workgroup has the appropriate skills, capabilities, and knowledge to perform well
q72b. My workgroup has the tools and resources we need to perform well
q72c. The work processes we have in place allow me to be as productive as possible
q72d. The people in my workgroup complete work to a high standard
q72e. The people in my work group use time and resources efficiently
q72f. My supervisor ensures that my workgroup delivers on what we are responsible for
q73. In my opinion, the work I am given is:
q74. In my opinion, the decision-making authority I have is:
q75a. Lack of clarity around my role and responsibilities
q75b. Lack of clarity around priorities
q75c. Too many competing priorities
q75d. Administrative processes within my agency
q75e. The technology within my agency
q75f. The internal communication within my agency
q75g. The behaviours and/or attitudes of others within my workgroup
q75h. Multiple layers of decision making within my agency
q75i. Delegations that are at a higher level than required
q75j. The appetite for risk within my agency
q76a. My agency supports employees to escalate risk-related issues with managers
q76b. Risk management concerns are discussed openly and honestly in my agency
q76c. My agency provides me with opportunities to develop and enhance my skills to manage risk effectively
q76d. Employees in my agency are encouraged to consider opportunities when managing risk
q76e. Appropriate risk taking is rewarded in my agency
q76f. In my agency, the benefits of risk management match the time required to complete risk management activities
q76g. SES in my agency demonstrate the importance of managing risk appropriately
q76h. When things go wrong, my agency uses this as an opportunity to learn
q76i. When appropriate risk taking results in failure, my immediate supervisor does not reprimand employees
q77a. I believe that one of my responsibilities is to continually look for new ways to improve the way we work
q77b. My immediate supervisor encourages me to come up with new or better ways of doing things
q77c. People are recognised for coming up with new and innovative ways of working
q77d. My agency inspires me to come up with new or better ways of doing things
q77e. My agency recognises and supports the notion that failure is a part of innovation
q78. In the last 12 months, has your workgroup implemented any innovations?
q79. Thinking of the most significant innovation that was implemented by your workgroup in the last 12 months, which parts of your work did it primarily affect?
q80. Did this most significant innovation have a positive impact?
q81. What was the main impact of this innovation?
q82. Are there barriers to implementing innovations in your agency?
q83.1a. Time - We have insufficient time to develop and implement innovations
q83.1b. Workplace culture - Our workplace culture does not support innovation
q83.1c. Leadership - Leaders within our agency don't support or value innovation
q83.1d. Skills - We don't have employees with the skills required to develop and implement innovations
q83.1e. Innovation strategy - Our agency's strategy for innovation is unclear
q83.1f. Resources - We don't have the resources needed to develop and implement innovations
q83.1g. Cost - My workgroup does not have the money needed to develop and implement innovations
q83.1h. ICT – Our agency's information and communications technology doesn't support innovation
q83.1i. Policy and legislation – Current policies and legislation prohibit innovation
q83.1j. Approval process – Approval processes don't enable timely innovations
q83.1k. Security – Security concerns prohibit innovation
q83.1l. Risk aversion – Our agency is not tolerant of the risks inherent to innovation
q83.1m. Other
q83.2. Most significant barrier to implementing innovation in your agency
q84. In the last 12 months, has your immediate workgroup been directly affected by any major workplace change (e.g. functional, geographical, staffing changes)?
q85.1a. Change in physical workplace (e.g. moved to a new building, existing workplace renovated)
q85.1b. Machinery of government change
q85.1c. Major policy change
q85.1d. Relocated to a new city or region
q85.1e. Structural change (e.g. change in division or branch structure)
q85.1f. Change in SES leadership (e.g. change of branch head)
q85.1g. Change in supervisor
q85.1h. Functional change (e.g. change in responsibilities or work processes)
q85.1i. Change in work priorities
q85.1j. Decrease in staffing numbers
q85.1k. Increase in staffing numbers
q85.1l. Change in business systems used to do my job
q85.1m. Other
q85. Most significant workplace change
q86a. The rationale for this change was communicated well
q86b. Most of my colleagues were in favour of this change
q86c. This change has had a positive impact for me
q86d. This change has improved my agency's overall efficiency
q86e. Staff were consulted about the change
q87a. I generally find organisational change to be a positive process
q87b. People in my team are happy to implement change when required
q87c. Organisational change tends to improve our agency's efficiency
q88. During the last 12 months, did you collaborate with people from other workgroups within your agency?
q89.1. Informal discussion / activity
q89.2. Formal project / working group
q89.3. Established taskforce
q89.4. Other
q90. During the last 12 months, did you collaborate with people from other APS or Commonwealth government agencies?
q91.1. Informal discussion / activity
q91.2. Formal project / working group
q91.3. Established taskforce
q91.4. Interdepartmental committee
q91.5. Other
q92. During the last 12 months, did you collaborate with people from other levels of government or other external stakeholders?
q93.1. Informal discussion / activity
q93.2. Formal project / working group
q93.3. Established taskforce
q93.4. Interdepartmental committee
q93.5. Cross jurisdictional working group
q93.6. Council of Australian Governments (COAG) working group
q93.7. Other
q95a. Do colleagues in your immediate workgroup act in accordance with the APS Values in their everyday work?
q95b. Does your supervisor act in accordance with the APS Values in his or her everyday work?
q95c. Do senior leaders (i.e. the SES) in your agency act in accordance with the APS Values?
q95d. Do senior leaders (i.e. the SES) in your agency promote the APS Values?
q96. During the last 12 months and in the course of your employment, have you experienced discrimination on the basis of your background or a personal characteristic
q97. Did this discrimination occur in your current agency?
q98.1. Gender
q98.2. Race
q98.3. Disability (e.g, loss of hearing or sight, incomplete use of limbs or mental health issues)
q98.4. Caring responsibilities
q98.5. Age
q98.6. LGBTI+ (e.g., sexual orientation)
q98.7. Identification as an Aboriginal and/or Torres Strait Islander person
q98.8. Religion
q98.9. Other
q99. During the last 12 months, have you been subjected to harassment or bullying in your current workplace?
q100.1. Physical behaviour
q100.2. Sexual harassment
q100.3. Cyberbullying (e.g. harassment via IT, or the spreading of gossip/materials intended to defame or humiliate)
q100.4. Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming) (please provide non-identifying details)
q100.5. ‘Initiations' or pranks
q100.6. Interference with your personal property or work equipment
q100.7. Interference with work tasks (i.e. withholding needed information, undermining or sabotage (please provide non-identifying details)
q100.8. Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development)
q100.9. Other
q101.1. Your current supervisor
q101.2. A previous supervisor
q101.3. Someone more senior (other than your supervisor)
q101.4. Co-worker
q101.5. Contractor
q101.6. Someone more junior than you
q101.7. Client, customer or stakeholder
q101.8. Consultant/service provider
q101.9. Representative of another APS agency
q101.10. Minister or ministerial adviser
q101.11. Unknown
q102. Did you report the harassment or bullying?
q103. Excluding behaviour reported to you as part of your duties, in the last 12 months have you witnessed another APS employee in your agency engaging in behaviour that you consider may be serious enough to be viewed as corruption?
q104.1. Bribery, domestic and foreign—obtaining, offering or soliciting secret commissions, kickbacks or gratuities
q104.2. Fraud, forgery or embezzlement
q104.3. Theft or misappropriation of official assets
q104.4. Nepotism—preferential treatment of family members
q104.5. Cronyism—preferential treatment of friends
q104.6. Acting (or failing to act) in the presence of an undisclosed conflict of interest
q104.7. Unlawful disclosure of government information
q104.8. Blackmail
q104.9. Perverting the course of justice
q104.10. Colluding, conspiring with or harbouring, criminals
q104.11. Insider trading
q104.12. Green-lighting
q104.13. Other
q105.1. Recruitment and/or promotion decisions
q105.2. Acting, higher duties and other advancement opportunities
q105.3. Flexible working arrangements
q105.4. Travel engagements and opportunities
q105.5. Leave requests
q105.6. Working at home requests
q105.7. Allocation of work and/or projects
q105.8. Other
q106.1. Recruitment and/or promotion decisions
q106.2. Acting, higher duties and other advancement opportunities
q106.3. Flexible working arrangements
q106.4. Travel engagements and opportunities
q106.5. Leave requests
q106.6. Working at home requests
q106.7. Allocation of work and/or projects
q106.8. Other
q107. Did you report the potentially corrupt behaviour?
q108.1. I did not want to upset relationships in the workplace
q108.2. I did not have enough evidence
q108.3. It could affect my career
q108.4. I was concerned about adverse consequence beyond the effect on my career
q108.5. I did not think action would be taken
q108.6. The matter was resolved informally
q108.7. I did not think the corruption was serious enough
q108.8. Managers accepted the behaviour
q108.9. I did not think it was worth the hassle of going through the report process
q108.10. I did not know how to report it
q108.11. Other
q109a. My workplace operates in a high corruption-risk environment (e.g. it holds information, assets or decision making powers of value to others)
q109b. My agency has procedures in place to manage corruption
q109c. It would be hard to get away with corruption in my workplace
q109d. I have a good understanding of the policies and procedures my agency has in place to deal with corruption
q109e. I am confident that colleagues in my workplace would report corruption