Officer and Staff Experience Survey 2010

Direction of Travel, Key Messages & Next Steps Presentation to HR Committee, Friday 10th December 2010

leading the way

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Contents

Summary of the sample obtained in 2010

Summary of the ‘Direction of Travel’ since 2008

Summary of the key messages

The Positives

The Manageable

The Continued Challenges

Summary of available information and next steps

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The sample:A representative sample obtained

Reply rate of 41% (1679 replies)

Representative samples for:

Hertfordshire Constabulary as a whole

Police Officers and Police Staff

Males and Females

Local Policing Command

Much better demographic details for most groups than in 2006

and 2008

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The ‘Direction of Travel’: Of 37 key comparisons to 2008, 27 have improved

Of those, 6 show marked improvements

(up more than ten percentage points)

Of the remainder, 6 show generally modest declines, except

for career opportunities and development

(down ten percentage points, or more)

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The ‘Direction of Travel’:The most marked improvements

%Agree / Satisfied / Confident

%2008

% 2010 CHANGE

Considering my duties and responsibilities, I am fairly paid

51 70 19

Satisfied that my individual needs are taken into account while at work

46 61 15

I can express my views about the development of Hertfordshire Constabulary

41 54 13

I can express my views about the development of the units and teams I work with

55 66 11

I think there is effective communication across the units and teams I work with

46 57 11

I am confident in the decisions taken by: Our Chief Officers

46 57 11

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The ‘Direction of Travel’:All ‘benchmark’ measures that have declined

%Agree

%2008

% 2010 CHANGE

I have good career opportunities 46 33 13

I have good opportunities for development 53 43 10

I would currently rate my morale as high 50 47 3

My senior management team give me a clear sense of direction

55 53 2

The Chief Officers give a strategic direction for Hertfordshire Constabulary, which I can relate to

54 53 1

I am able to keep track of the developments which affect my role

62 61 1

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Key messages:The positives

Notable improvements in several ‘benchmark’ measures of:

Hertfordshire Constabulary as a place to work

Ensuring fairness at work

Confidence in decisions taken by managers - Has increased,

most notably for Chief Officers

Delivering on Our Purpose - Around two-thirds of colleagues

agree that we have improved in the six strands of Our Purpose

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Key messages:The positives – A good place to work

HC ASA PLACE

TO WORK

I am fairly paid

70%, from 51%

Satisfactionwith HC as

an employer67%, from 58%

I enjoy myworking life79%, from

74%

Satisfactionwith HC as

a place to work64%, from 61%

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Key messages:The positives – Improving fairness at work

FAIRNESSAT WORK

I feelcomfortableto be myself

80%, from 73%

All are treatedwith respect and dignity

74%, from 65%

I am treatedfairly by

colleagues81%, from 78%

HC genuinelyvalues diversity82%, from 77%

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Key messages:The positives – Improving confidence in managers

CONFIDENCEIN

DECISIONSTAKEN

By ourChief Officers

57%, from 46%

By my Senior

ManagementTeam

66%, from 62%

By myFirst LineManager

82%, from 797%

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Key message:The manageable

The need for more information about change - Most

‘stakeholder’ groups would like more information about changes

implemented and proposed

The need for more sense of direction – Many ‘stakeholder’

groups want more of a sense of direction for Hertfordshire

Constabulary:

Our Chief Officers provide a strategic direction for Hertfordshire Constabulary, which I can relate to (53%)

My senior management team give me a sense of direction (53%)

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Key message:The continued challenges

Keeping track of change - Opportunities to express views have

improved, but feeling able to keep track of change (’61%) is at the

lowest level since 2006

Reducing the levels of unfair treatment from colleagues –

The levels of Discrimination, Bullying and Harassment by colleagues have yet to decline notably

For some minority groups, in particular, the levels remain notably above average

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The personal experience of unfair treatmentSome levels of unfair treatment arenotably above the force average

ENGAGE enABLE KEYSTONE HBAPA

% Force average 2010 (1679)

All Female (833)

All with a disability

(142)

All Lesbian, Gay, Bisexual, Transgender

(79)

All BME (66)

I have personally experienced, DISCRIMINATION

13 14 31 27 35

I have personally experienced,BULLYING

14 17 30 20 20

I have personally experienced, HARASSMENT

7 9 14 11 6

Taupe shading indicates levels notably above the average

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Available information:

Bespoke highlights reports - for major portfolios and support

groups

Detailed visual summaries - revealing patterns of response

‘Areas For Attention’

The detail for over 70 ‘stakeholder’ groups

Bespoke analysis

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Available information:Bespoke highlights reports for

The Local Policing Command (LPC)

Beds & Herts Protective Services

Herts Internal Protective Services

Citizen Focus

Criminal Justice

Human Resources

Federation

Several support groups

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Available information:Detailed visual summaries can

reveal patterns of response

Three colour-coded ‘visual summaries’ in Excel compare the responses for over 70 groups to the 2010 average:

Core groups (x 27)

The Local Policing Command (x 18)

Portfolios, Protective Services & Departments (x 29)

Patterns notably below average can suggest ‘areas for attention’

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Available information:Screen-shot from a detailed visual summary

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Available information:Example of a possible ‘area for attention’

High-level observation 2010 Groups requiring attention

The ability to keep track of

developments which affect my role

has gradually declined since the

2006 survey

The level has fallen from 65% in 2006

to 61% in 2010

Colleagues working part-time hours

Colleagues with a disability

Colleagues who describe self as LGBT

Broxbourne CSP

Community Safety (LPC)

CIT Case Investigation

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Available information:The details for over 70 different groups of colleagues

Individual Excel files with the detail for every numeric question,

including the demographic details

Can include more detailed comparisons to 2008 and 2006, to see

patterns over time for specific groups

The verbatim free-text views of each group can also be included

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Next steps:Managing Staff Board will

Use results to inform the development of:

Change programmes and the communication of change

Leadership development programmes

Review and, where necessary, support actions taken by individual

management teams and support groups

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Officer and Staff Experience Survey 2010:Contact

Bob Williams

Community Engagement Department

Citizen Focus