State of civil services survey 2010


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The presentation summarizes the background of India's first State of Civil services Survey and gives a snapshot of the key findings

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  • 1: US OPM 2 : IDS
  • State of civil services survey 2010

    1. 1. STATE OF CIVIL SERVICES SURVEY Nayana RenuKumar, Centre for Good Governance, Hyderabad
    2. 2. An initiative to  measure and benchmark  the state of people management  in public serviceSurvey of  capture perspectives of employees on the public servicepublicservice Contributes to  public service reformsemployees  and thereby, excellence in people management Undertaken in  most developed countries : UK, US, Australia, Canada  some developing countries : Romania, India
    3. 3. Civil Service Surveys: International Experience Response inCountry Frequency Pattern latest surveyAustralia Stratified Annual 66State of the Services Survey Random SampleCanada Census Triennial 66Public Service Employees’ Survey PaperUSA Sample Biennial 51Federal Human Capital Survey On lineUK Sample 67 BiennialSenior Civil Servants’ Survey On line / Paper
    4. 4. State of the Services 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. 5. State of the Services Survey : Australia 14 Dimensions of APSC survey 2008-09About you (demographic particulars) Improving citizen access to Government ServicesGeneral Impressions Individual Performance ManagementJob Satisfaction Increasing Personal ProductivityWork-Life balance Learning and DevelopmentAttraction and selection LeadershipInteraction with Government Record KeepingWorking with External Stakeholders Agency (Organization) Culture
    6. 6. State of the Services Survey : Key Results85% - Motivated to do 72% - Agency has highHave good 56% - level of 81% - Overall 82% - Proud to work in opportunities for learning & integritytheir best possible work the APS satisfaction with job 78% - Manager development honesty demonstrates97% - Willing to63% in Have good work- put - and integrityextra effort to get the 73% - Proud to work in 67% - Performance feedbackjob 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. 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. 8. Public Services Employees’ Survey: Key Results 67% - Get training needed to70% - Immediate supervisors keep do the job wellemployees 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 transparentmanagement 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. 9. Federal Human Capital Survey: 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. 10. FHCS Survey: Key Results 68% - Satisfied with jobs - Performance appraisal is a - Have opportunities to 70% 64% fair reflection of my performance improve skills91% - 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 well84% - Know how their work achieving results 60% - Workload is reasonableto 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. 11. Senior Civil Service Survey: 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 2006Leadership and Management Performance and career Managementoverall Your JobLeadership (satisfaction with job and work-life balance) Overall perceptions of your Department andLearning and Development the Civil Service
    12. 12. Senior Civil Service Survey: 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 job81% - Proud to 50% - Receive regular and constructive - Satisfied with learning & 80% 48% - Work-life belonging to 91% - Willing to put in a great deal of67% - Feel a strong sense of balance exists feedback on performance development opportunitiesthe 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
    14. 14. State of Civil Services 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. 15. State of Civil Services 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. 16. Dimensions of the Survey Personal Recruitment Overall Profile & Retention perception Harassment & Work Discrimination environmentWorking with Job satisfaction external Indian Civil Indian Civil & motivationstakeholders Services Services Commitment Postings & & Integrity transfers Leadership & Work life Management balance Performance Learning & appraisal & Development Promotions
    17. 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. 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
    20. 20. 1. Recruitment and PlacementAttributes determining choice of civil servicesAttributes determining choice of civil services VeryS.No Determinant Important Important1 Opportunity to make a difference to society 72.8 23.62 Job security 51.7 41.8 Prestige and social status associated with civil3 56 37.8 service4 Future career opportunities in civil service 45.6 425 Pay & Perquisites 25.2 57.46 Visible symbols of power 17.8 44.5 Opportunity to take advantage of one’s position7 - - for personal benefits
    21. 21. 1. Recruitment and Placement 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. 22. 1. Recruitment and Placement 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 ServiceReasons for considering Resignation/ Retirement from Civil Service
    23. 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. 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. 25. 3. Job Satisfaction and 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. 26. 3. Job Satisfaction and Motivation Reasons for lack of job satisfaction Reasons for lack of job satisfaction % (of those whoS.No Reasons for dissatisfaction No. responded) Lack of opportunity to make a useful1 457 46.8 contribution Inadequate level of authority and2 450 46.1 autonomy in one’s job Lack of opportunities to utilize and3 373 38.2 develop one’s skills4 Absence of congenial work environment 327 33.5 Lack of regular feedback/ recognition of6 324 33.2 effort5 Lack of challenging opportunities at work 313 32.17 No Response 11 1.1  Base (those who reported dissatisfaction) 976  
    27. 27. 4. Postings and Transfers: 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. 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. 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 StronglyStatement Agree/Agree)Training programs are too general; do not match the 65%specific needs of job or serviceEven in cases where training is relevant, the post- 85%training posting does not take into account thisThere is no objective and rational basis for selection of 75%officers for training
    30. 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. 31. 7. Performance appraisal and 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. 32. 8. Leadership and Management 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. 33. 9. Commitment and Integrity 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. 34. 9. Commitment and Integrity 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. 35. 10. Working with External 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. 36. 11. Harassment and Discrimination 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. 37. 12. Overall perception about 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. 38. Comparative pictureAttributes Australia Canada UK US IndiaJob satisfaction 81 % 74% 90% 68% 73%Have good work-life balance 63% 79% 48% 75% 45%Learning and development 56% 64% 80% 64% -opportunities existsPerformance appraisal is 67% 70% 46% 63% 43%fair and transparentOverall perception – Pridein belonging to the civil 82% - 81% - 85%service
    39. 39. Thank you
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