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 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 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 7 core public sector values guide the ethics and behaviour of everyone who works in the public sector.
There’s a strong link between workplace culture and how staff perceive their organisation lives the public sector values.
Read more about the values in the code of conduct.
The key findings are for the Victorian public sector.
The lowest levels of positive agreement were results for leadership and integrity.
This is consistent with previous surveys and reflects low confidence in:
Positive views of:
Positive views of:
A commitment to responsiveness can help build trust and lead to better outcomes.
This graph shows the percentage of respondents who agree their workgroup seeks to deliver timely and quality advice and services.
The results combine agree and strongly agree to 'my workgroup provides high-quality advice and services".
It measures integrity as:
The Victorian community needs high trust in how everyone in the public sector works and what they do.
This graph shows the percentage of respondents who agree their organisation, managers and workgroup act with integrity.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their organisation and workgroup make objective and fair decisions:
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree that they and their workgroup:
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree that their manager and workgroup show respect for their colleagues, other public officials and members of the Victorian community by:
The results combine agree and strongly agree answers to these statements:
Leading by example is important to developing a positive workplace culture and helps build trust with the Victorian community.
This graph shows the percentage of respondents who agree their leaders apply and promote the Victorian public sector values.
The results combine agree and strongly agree answers to these statements:
Under the Victorian Charter of Human Rights and Responsibilities, organisations must consider human rights in how they work and act.
This graph shows the percentage of respondents who agree that human rights are understood and applied in their organisation.
The results combine agree and strongly agree answers to these statements:
This .CSV file has the data for each survey question on this page.