This data only represents the 92,008 Victorian public sector employees who voluntarily responded to the People matter survey 2021.
For most visuals, we’ve included data from 2019 and 2021. Some visuals only show data from 2021.
This is because the questions are new or can’t be compared to earlier years.
We don’t show the data from 2020 as some organisations couldn’t take part in the 2020 survey as they were responding to the impacts of the coronavirus (COVID-19). Therefore, the 2020 data isn't a true representation of the public sector.
We’ve broken down the data in 3 ways:
Read more about the response rate to the People matter survey 2021.
For most questions, respondents were asked to choose either:
For the visuals, we combined the percentage of responses to agree and strongly agree.
Respondents who selected neither agree nor disagree may account for a significant number of responses where people have not agreed.
We included a ‘prefer not to say’ option for some demographic questions. Respondents may choose ‘prefer not to say’ for a range of reasons.
The Commission uses strict rules to protect the privacy and anonymity of respondents at every stage of the survey.
We don’t release employee opinion results for demographic groups where industries have less than 30 total responses.
Read our privacy policy.
Read more about the People matter survey 2021.
For data on the whole Victorian public sector workforce go to Workforce data facts and visuals.
The key findings are for the Victorian public sector.
Positive views of respondents show:
This graph shows the percentage of respondents who agree their direct manager demonstrates leadership and fosters an environment for engagement.
Great managers can act as role models for an organisation’s strategy and values.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who feel supported by their direct manager.
Supportive managers can give employees clarity, appreciation, positive feedback and coaching.
This can lead to higher satisfaction, performance and capacity to do work.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree they have an appropriate workload and have enough time to do their job.
Workload and time pressure are the most prominent causes of work-related stress.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their organisation supports them to learn and grow in their careers.
Good learning and career development can build engagement, efficiency and capability in organisations. It may also help with succession and employee retention.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree they understand:
Job enrichment measures if an employee’s work expectations are being met. It’s an important driver of employee engagement and workplace wellbeing.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their work contributions are worthwhile and important.
Meaningful work supports employee engagement, satisfaction and wellbeing.
Employees who feel their work is meaningful can help achieve individual, team and organisational outcomes.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who:
Organisations with psychologically safe cultures empower employees to:
The results combine agree and strongly agree answers to these statements:
The results combine disagree and strongly disagree answers to these statements: