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.
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.
Overall work-related wellbeing was similar in 2022 compared to 2021.
Respondents who experienced high to severe stress:
How work made respondents feel often, very often or always:
Respondents who feel their organisation and leaders support their psychological and physical safety at work was 56% in 2021 and 2022.
Employee engagement fell to 68 index points from 70 in 2021.
Work-related stress describes an employee's stress response to work-related factors.
These responses may be physical, mental, emotional or behavioural, such as:
Lower work-related stress is linked to positive organisational outcomes, such as job retention and performance.
In this graph, respondents who experienced stress reported on what work-related factors contributed to their stress.
The results may add up to more than 100% because respondents could choose more than one answer.
Emotional effects of work are the positive and negative feelings respondents experienced in the 3 months before the survey.
Positive feelings may lead to higher wellbeing and job satisfaction and a lower chance of burnout.
This graph shows the percentage of respondents whose work made them feel enthusiastic.
The results combine the answers of often, very often or always.
This graph shows the percentage of respondents whose work made them feel happy.
The results combine the answers of often, very often or always.
This graph shows the percentage of respondents whose work made them feel miserable.
The results combine the answers of often, very often or always.
This graph shows the percentage of respondents whose work made them feel worried.
The results combine the answers of often, very often or always.
A safe workplace is a key outcome of Leading the way and the Victorian public sector mental health and wellbeing charter.
This graph shows the percentage of respondents who feel their organisation supports their safety at work.
The results combine agree and strongly agree answers to these statements:
A high employee engagement rating indicates employees are enthusiastic and energetic about their work.
The employee engagement index is a score out of 100.
The engagement statements are:
The weightings for each engagement response are:
The index is the average of these scores.
This graph shows how engaged respondents are with their organisation because of the work they do.
This .CSV file has the data for each survey question on this page.