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
q25a. I have a clear understanding of how my workgroup's role contributes to my agency's strategic direction
q25b. The people in my workgroup are honest, open and transparent in their dealings
q25c. The people in my workgroup cooperate to get the job done
q25d. The people in my workgroup are committed to workplace safety
q25e. The people in my workgroup behave in an accepting manner towards people from diverse backgrounds
q25f. The people in my workgroup treat each other with respect
q26a. My supervisor actively supports people from diverse backgrounds
q26b. My supervisor treats people with respect
q26c. My supervisor communicates effectively
q26d. My supervisor encourages me to contribute ideas
q26e. My supervisor helps to develop my capability
q26f. My supervisor invites a range of views, including those different to their own
q26g. My supervisor displays resilience when faced with difficulties or failures
q26h. My supervisor maintains composure under pressure
q26i. I have a good immediate supervisor
q26j. My supervisor gives me responsibility and holds me to account for what I deliver
q26k. My supervisor challenges me to consider new ways of doing things
q26l. My supervisor actively supports the use of flexible work arrangements by all staff, regardless of gender
q29a. My SES manager is of a high quality
q29b. My SES manager is sufficiently visible (e.g. can be seen in action)
q29c. My SES manager communicates effectively
q29d. My SES manager engages with staff on how to respond to future challenges
q29e. My SES manager gives their time to identify and develop talented people
q29f. My SES manager ensures that work effort contributes to the strategic direction of the agency and the APS
q29g. My SES manager effectively leads and manages change
q29h. My SES manager actively contributes to the work of our area
q29i. My SES manager encourages innovation and creativity
q29j. My SES manager actively supports people of diverse backgrounds
q29k. My SES manager actively supports opportunities for women to access leadership roles
q29l. My SES manager actively supports the use of flexible work arrangements by all staff, regardless of gender
q29m. My SES manager leads regular staff meetings (e.g. in person, via video conference)
q29n. My SES manager clearly articulates the direction and priorities for our area
q31a. In my agency, the SES are sufficiently visible (e.g. can be seen in action)
q31b. In my agency, communication between the SES and other employees is effective
q31c. In my agency, the SES set a clear strategic direction for the agency
q31d. In my agency, the SES actively contribute to the work of our agency
q31e. In my agency, the SES are of a high quality
q31f. In my agency, the SES supports and provides opportunities for new ways of working in a digital environment
q31g. In my agency, the SES work as a team
q31h. In my agency, the SES clearly articulate the direction and priorities for our agency
q32a. I feel a strong personal attachment to my agency
q32b. I am proud to work in my agency
q32c. Change is managed well in my agency
q32d. Internal communication within my agency is effective
q32e. My workplace provides access to effective learning and development (e.g. formal training, learning on the job, e-learning, secondments)
q32f. I am satisfied with the opportunities for career progression in my agency
q32g. I would recommend my agency as a good place to work
q32h. My agency actively encourages ethical behaviour by all of its employees
q32i. My agency is committed to creating a diverse workforce (e.g. gender, age, cultural and linguistic background, disability, Indigenous, LGBTI+)
q32j. I believe strongly in the purpose and objectives of my agency
q32k. Internal communication within my agency is regular
q32l. My agency supports and actively promotes an inclusive workplace culture
q32m. In general, the workforce in my agency is managed well (e.g. filling vacancies, finding the right person for the right job)
q32n. I work beyond what is required in my job to help my agency achieve its objectives
q32o. When someone praises the accomplishments of my agency, it feels like a personal compliment to me
q32p. In general, employees in my agency feel they are valued for their contribution
q32q. I feel committed to my agency's goals
q32r. My agency really inspires me to do my best work every day
q32s. In general, employees in my agency are encouraged to make suggestions
q33. Considering your work and life priorities, how satisfied are you with the work-life balance in your current job?
q34. Are you currently using flexible working arrangements, such as changes to your work location, work hours or pattern of work?
q35.1. My agency does not have a flexible working arrangement policy
q35.2. My agency's culture is not conducive to flexible working arrangements
q35.3. Lack of technical support (e.g. remote access)
q35.4. Absence of necessary hardware (e.g. phone, computer, internet)
q35.5. The operational requirements of my role (e.g. rostered or otherwise scheduled work environment such as shift work)
q35.6. Management discretion
q35.7. Resources and staffing limits
q35.8. Potential impact on my career
q35.9. Personal/financial reasons
q35.10. I would be letting my workgroup down
q35.11. I do not need to
q38a. I have unrealistic time pressures
q38b. I have a choice in deciding how I do my work
q38c. My immediate supervisor encourages me
q38d. I receive the respect I deserve from my colleagues at work
q38e. Relationships at work are strained
q38f. I am clear what my duties and responsibilities are
q38g. Staff are consulted about change at work
q39a. I am satisfied with the policies/practices in place to help me manage my health and wellbeing
q39b. My agency does a good job of communicating what it can offer me in terms of health and wellbeing
q39c. My agency does a good job of promoting health and wellbeing
q39d. I think my agency cares about my health and wellbeing
q39e. I believe my immediate supervisor cares about my health and wellbeing
q39f. I am supported with resources to be able to manage health and wellbeing in the workplace
q39g. I am comfortable approaching my immediate supervisor about personal circumstances that may impact on work
q39h. I am comfortable approaching my immediate supervisor about working-relationship issues
q40.1. Yes, outside the APS
q40.2. Yes, in my agency
q40.3. Yes, in another APS agency
q40.4. No
q41. Which of the following statements best reflects your current thoughts about working for your agency?
q42. What is the primary reason behind your desire to leave your agency?
q43a. My agency provides opportunities for mobility within my agency (e.g. temporary transfers)
q43b. My agency provides opportunities for mobility outside my agency (e.g. secondments and temporary transfers)
q43c. My immediate supervisor actively supports opportunities for mobility
q44.1. Long term career progression
q44.2. Type of work offered
q44.3. Employment conditions
q44.4. Security and stability
q44.5. Service to the general public
q44.6. The work aligned with my job skills/experience
q44.7. Geographical location
q44.8. Remuneration
q44.9. Other
q45. Would you consider leaving the APS for other job opportunities?
q46.1. I would not enjoy the work
q46.2. My values are more aligned with the work of the APS
q46.3. My current pay and conditions would not be met
q46.4. Impact on superannuation
q46.5. Would require relocating
q46.6. I don't know how to find out about specific opportunities
q46.7. I am nearing retirement
q46.8. Nothing would prevent me
q46.9. Other
q47a. Received regular and timely feedback from your supervisor
q47b. Received constructive feedback from your supervisor
q47c. Your supervisor has checked in regularly with you to see how you are progressing
q48. 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?
q49. In the past 12 months, did your supervisor recognise when your job performance changed for any reason?
q50. To what extent do you agree that in the past 12 months, the performance expectations of your job were clear and unambiguous?
q51. How satisfied are you with your supervisor in managing your performance?
q52. To what extent do you agree that the support by your supervisor has helped to improve your performance?
q53a. My overall experience of performance management in my agency has been useful for my development
q53b. My supervisor openly demonstrates commitment to performance management
q53c. I received recognition when I last accomplished something significant at work
q53d. I can identify a clear connection between my job and my agency's purpose
q54. Do you know where to locate your agency's guidance on managing underperformance?
q55. Are you familiar with your agency's guidance on managing underperformance?
q56.1. I managed someone for underperformance
q57. Did you experience any challenges or difficulties in managing this underperformance?
q58.1. Lack of support from my immediate supervisor
q58.2. Lack of support from my agency's HR area
q58.3. Managing the impact of the underperformer on team members and/or colleagues
q58.4. Dealing with confidentiality issues
q58.5. The complexity of processes required to manage the underperformance
q58.6. Unwillingness on the part of the underperformer to try and improve
q58.7. Other
q59. Did you find anything particularly beneficial or helpful while managing this underperformance?
q60.1. Support from my immediate supervisor
q60.2. Support from my agency's HR area
q60.3. Support from a mentor or coach
q60.4. Access to resources to support the process
q60.5. Access to external assistance/advice
q60.6. Other
q61. To what extent do you agree that your agency deals with underperformance effectively?
q62.1. I don't see change in the performance of the employee/s
q62.2. I don't see or hear any action being taken to address underperformance
q62.3. Managers are not confident in addressing underperformance
q62.4. Managers are reluctant to have difficult conversations
q62.5. Managers don't have time and resources to address underperformance
q62.6. Managers are not supported to address underperformance
q62.7. Managers are concerned about the repercussions (e.g. unfair dismissal claims and bullying complaints) of managing underperformance
q62.8. My agency simply moves underperforming employees to other workgroups
q62.9. My agency has a culture of accepting poor performance
q62.10. My agency does not have appropriate procedures and guidance for managing underperformance
q62.11. Other
q63a. My immediate supervisor coaches me as part of my development
q63b. My immediate supervisor provides time for me to attend learning programs
q63c. My immediate supervisor shares links, readings and information
q63d. My immediate supervisor discusses my career plans
q63e. My immediate supervisor provides me with opportunities to develop relevant capabilities for my career
q63f. My immediate supervisor encourages me to try new things even if they don't always work out
q63g. My immediate supervisor gives me the opportunity to apply what I learn in my day-to-day work
q64a. I am able to access learning and development solutions to meet my needs
q64b. I have a clear understanding of my development needs
q64c. I spend time out of working hours building my capability
q64d. I seek out opportunities to apply what I learn in my day-to-day work
q65. How frequently do you work with data in your current role?
q66.1. Business and finance metrics (e.g. budgeting, key performance indicators, remuneration)
q66.2. Workforce metrics (e.g. engagement and separation data, FTE/ASL figures, absence rates)
q66.3. Attitude and opinion data (e.g. employee surveys)
q66.4. Client data (e.g. Medicare, tax records)
q66.5. Personal and health data (e.g. eHealth records)
q66.6. Scientific data (e.g. geological, meteorological, ecological data)
q66.7. Economic data (e.g. economic indicators, labour force statistics)
q66.8. Geographic or geospatial data
q66.9. Statistics (e.g. average, percentage)
q66.10. Other
q67.2. Vocational qualification
q67.3. University degree
q67.4. Short course (online or in person)
q67.5. On-the-job training
q67.6. No formal training
q67.7. Other
q68a. My agency supports employees to escalate risk-related issues with managers
q68b. Risk management concerns are discussed openly and honestly in my agency
q68c. Employees in my agency have the right skills to manage risk effectively
q68d. Employees in my agency are encouraged to consider opportunities when managing risk
q68e. Appropriate risk taking is rewarded in my agency
q68f. In my agency, the benefits of risk management match the time required to complete risk management activities
q68g. Senior leaders in my agency demonstrate and discuss the importance of managing risk appropriately
q68h. When things go wrong, my agency uses this as an opportunity to review, learn, and improve the management of similar risks
q69. In the last 12 months, has your workgroup implemented any innovations?
q70. 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?
q71. What was the main impact of this most significant innovation?
q72. Are there barriers to implementing innovations in your agency?
q73.1. I have insufficient time to develop and implement innovations
q73.2. My workplace culture does not support innovation
q73.3. Leaders within my agency don't support or value innovation
q73.4. I don't have the skills required to develop and implement innovations
q73.5. My agency's strategy for innovation is unclear
q73.6. I don't have the resources needed to develop and implement innovations
q73.7. My workgroup does not have the money needed to develop and implement innovations
q73.8. My workgroup does not have the right employees needed to develop and implement innovations
q73.9. Other
q74a. I believe that one of my responsibilities is to continually look for new ways to improve the way we work
q74b. My immediate supervisor encourages me to come up with new or better ways of doing things
q74c. People are recognised for coming up with new and innovative ways of working
q74d. My agency inspires me to come up with new or better ways of doing things
q74e. My agency recognises and supports the notion that failure is a part of innovation
q75. In the last month, please rate your workgroup's overall performance on a scale of 1 to 10
q76. In the last month, please rate your agency's success in meeting its goals and objective on a scale of 1 to 10
q77a. I have the appropriate skills, capabilities, and knowledge to do my job
q77b. My workgroup has the tools and resources we need to perform well
q77c. The work processes we have in place allow me to be as productive as possible
q77d. The people in my workgroup complete work to a high standard
q77e. My supervisor ensures that my workgroup delivers on what we are responsible for
q78. In my opinion, the work I am given is:
q79. In my opinion, the decision-making authority I have is:
q80. Please assess the level of action being taken by your agency to reduce red tape (red tape is defined as unnecessary, burdensome administrative rules and procedures that have negative effects on the agency's performance).
q81a. Do colleagues in your immediate workgroup act in accordance with the APS Values in their everyday work?
q81b. Does your supervisor act in accordance with the APS Values in his or her everyday work?
q81c. Do senior leaders (i.e. the SES) in your agency act in accordance with the APS Values?
q82. 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
q83. Did this discrimination occur in your current agency?
q84.1. Gender
q84.2. Race
q84.3. Disability
q84.4. Caring responsibilities
q84.5. Age
q84.6. Sexual orientation
q84.7. Identification as an Aboriginal and/or Torres Strait Islander person
q84.8. Other
q85. During the last 12 months, have you been subjected to harassment or bullying in your current workplace?
q86.1. Physical behaviour
q86.2. Sexual harassment
q86.3. Cyberbullying (e.g. harassment via IT, or the spreading of gossip/materials intended to defame or humiliate)
q86.4. Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming)
q86.5. 'Initiations' or pranks
q86.6. Interference with your personal property or work equipment
q86.7. Interference with work tasks (i.e. withholding needed information, undermining or sabotage)
q86.8. Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development)
q86.9. Other
q87.1. Your current supervisor
q87.2. A previous supervisor
q87.3. Someone more senior (other than your supervisor)
q87.4. Co-worker
q87.5. Contractor
q87.6. Someone more junior than you
q87.7. Client, customer or stakeholder
q87.8. Consultant/service provider
q87.9. Representative of another APS agency
q87.10. Minister or ministerial adviser
q87.11. Unknown
q88. Did you report the harassment or bullying?
q89. 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?
q90.1. Bribery, domestic and foreign - obtaining, offering or soliciting secret commissions, kickbacks or gratuities
q90.2. Fraud, forgery or embezzlement
q90.3. Theft or misappropriation of official assets
q90.4. Nepotism - preferential treatment of family members
q90.5. Cronyism - preferential treatment of friends
q90.6. Acting (or failing to act) in the presence of an undisclosed conflict of interest
q90.7. Unlawful disclosure of government information
q90.8. Blackmail
q90.9. Perverting the course of justice
q90.10. Colluding, conspiring with or harbouring, criminals
q90.11. Insider trading
q90.12. Green-lighting
q90.13. Other
q91. Did you report the potentially corrupt behaviour?
q92.1. I did not want to upset relationships in the workplace
q92.2. I did not have enough evidence
q92.3. It could affect my career
q92.4. I did not think action would be taken
q92.5. The matter was resolved informally
q92.6. I did not think the corruption was serious enough
q92.7. Managers accepted the behaviour
q92.8. I did not think it was worth the hassle of going through the report process
q92.9. I did not know how to report it
q92.10. Other
q93a. My workplace operates in a high corruption-risk environment (e.g. it holds information, assets or decision making powers of value to others)
q93b. My agency has procedures in place to manage corruption
q93c. It would be hard to get away with corruption in my workplace
q93d. I have a good understanding of the policies and procedures my agency has in place to deal with corruption
q93e. I am confident that colleagues in my workplace would report corruption