This data only represents the 87,178 Victorian public sector employees who voluntarily responded to the People matter survey 2022.
For most visuals, we’ve included data from previous years. Some visuals only show data from 2022.
This is because the questions are new or can’t be compared to earlier releases.
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 2022.
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 2022.
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:
44% of respondents plan to continue working at their current organisation for 5 years or more.
Workload and time pressure are the most prominent causes of work-related stress.
This graph shows the percentage of respondents who agree they have an appropriate workload and have enough time to do their job.
The results combine agree and strongly agree answers to these statements:
Good learning and career development can build engagement, efficiency and capability in organisations. It may also help with succession and employee retention.
This graph shows the percentage of respondents who agree their organisation supports them to learn and grow in their careers.
The results combine agree and strongly agree answers to these statements:
Job enrichment measures if an employee’s work expectations are being met. It’s an important driver of employee engagement and workplace wellbeing.
This graph shows the percentage of respondents who agree they understand:
The results combine agree and strongly agree answers to these statements:
Meaningful work supports employee engagement, satisfaction and wellbeing.
Employees who feel their work is meaningful can help achieve individual, team and organisational outcomes.
This graph shows the percentage of respondents who agree their work contributions are worthwhile and important.
The results combine agree and strongly agree answers to these statements:
This graph shows how long respondents intend to stay at their current organisation.
An intention to stay in the organisation or the public sector may indicate satisfaction and engagement.
High satisfaction may lead to improved engagement, wellbeing, performance and lower absences and turnover.
This graph shows the percentage of respondents who feel satisfied with their jobs, work-life balance and career development.
The results combine satisfied and very satisfied answers to these statements:
This .CSV file has the data for each survey question on this page.