The report highlights the main findings of the PM&C Employee Census (the Census) results for 2023.
In 2023, the department saw the highest employee participation in the Census ever, with a 90% response rate providing valuable insights into employee sentiment. Overall, 2023 results remained consistent and continued to build on our strong positive results from 2022.
The Census results include 6 key indices that draw together responses to multiple questions into single themed measures. PM&C’s index scores remain stable and continue to track above the APS wide and other APS policy agency averages, as follows:
- Engagement: 78%
- Immediate Supervisor: 79%
- SES Manager: 76%
- Communication: 73%
- Innovation: 67%
- Wellbeing: 73%.
Some of our key strengths to celebrate and continually foster are:
- A highly engaged workforce. High levels of motivation, satisfaction and commitment from our employees were reflected in results. Ninety per cent of respondents report being proud to work in PM&C, 86% feel a strong commitment to PM&Cs goals, and 96% are happy to go the ‘extra mile’ at work when required.
- Providing an inclusive work culture. Our results show our commitment to providing an inclusive, respectful and safe work environment. Eighty eight per cent of respondents recognise that PM&C supports and actively promotes an inclusive workplace culture, and 87% feel they receive the respect they deserve.
- Effective and supportive supervisor leadership. Respondents rated their immediate supervisors very well, with 91% indicating their supervisor ensures that they deliver what they are responsible for, and 85% reporting their supervisor encourages their team to regularly improve and review their work. Eighty eight per cent said their immediate supervisor cares about their health and wellbeing.
Where to from here
A tailored agency Census Action Plan has been developed based on our results. The action plan recognises our priority areas and actions to demonstrate our commitment to continuous improvement.
This action plan is aligned to our existing focus efforts. PM&C continues to make great strides through a range of key workforce initiatives, many of which are driven by ongoing APS Reform priorities.
In particular, the PM&C Inclusion and Diversity Strategy 2023-2026 focuses on safe, respectful and inclusive workplace. We continue to put the wellbeing of our employees at the forefront by providing and increasing awareness of health, safety and wellbeing supports and resources. PM&C also acknowledges that managing change is integral to creating a productive and positive work environment. Building change management capability is an area for improvement.
Similar to previous years, there is variation in local-level results across work areas. PM&C recognises the importance of analysing results at the team level and promotes local, action-focussed planning throughout the Department that evaluates area-specific strengths and opportunities for improvement.
More detail
For more detail about interpreting, benchmarking and comparing the results, we recommend visiting the Australian Public Service Commission’s Census page and reading the explanatory guide for more technical information.