Engagement Survey
Updated: 24 April 2008
Download engagement survey documents:
New Zealand Police CIB 2007 Engagement Survey Results (PDF 110KB)
Overall Satisfaction at New Zealand Police by District (PDF 17KB)
New Zealand Police 2007 Engagement Survey Results Presentation (PDF 406KB)
Methodology
A random sample of 6700 police employees were invited to participate in the initial survey with 4880 staff members, both sworn and non-sworn, returning the questionnaire.
The audit consisted of 23 scaled questions. Of these, one was on overall satisfaction with the New Zealand police as a place to work, 12 were standard Gallup questions scientifically researched to measure employee engagement and satisfaction, eight were specific New Zealand police questions to monitor issues relevant to the COI recommendation and two were open ended questions to give staff the chance to express their views about working within the police.
In the CIB survey, 988 of the 1143 staff participated, an 86 percent response rate. Staff responded to a subset of 13 questions. This separate survey arose out of a separate process to the COI recommendations and will not be repeated but will continue to be a part of the survey as the results of CIB staff can be extracted from the main findings.
The priority areas for CIB are defined as materials and equipment, recognition and staff having the opportunity to do their best every day.
The next survey which will be for all employees will be in August 2008.
Results
The overall engagement, the degree to which individuals are involved and enthusiastic in their work, had a mean of 3.40 putting police in the 17th percentile of respondents. In order to be world class the police would need to have a mean of 4.21 or more.
In overall satisfaction, which is used as a measure of the general impression of an organisation, the mean was 3.49 ranking police in the 23rd percentile.
The survey identified many areas of strength for police: staff are clear of what is expected of them; respect the professionalism and quality of their work colleagues; have a strong sense of camaraderie and collegial support; see their colleagues as ethical and acting with integrity; are treated with respect from their leaders; and are slightly more positive if female or from an ethnic minority
There were also areas identified as needing improvement these include: staff have comparatively low perceptions of the police as a place to work; staff do not believe they are equipped to do their work well; are not receiving recognition and praise for doing good work; hold little trust in the organisation to provide an environment of fairness for employees; and are not optimistic about the future of the police as portrayed by the leadership of the organisation.
Why was Gallup chosen?
Gallup was chosen for its independent expertise and reputation in the area of assessing organisational health. Gallup has been conducting organisational health surveys for many years. In the last three years alone, Gallup has audited over 455 organisations, 538 working groups, surveying 5.16 million respondents representing 15 major industry types, collected in 124 countries using 45 different languages.
Commission of Inquiry recommendation 51 specifies: The Commissioner of Police should invite the State Services Commissioner to carry out an independent annual 'health of the organisation' audit of the police culture (in particular, whether the organisation provides a safe work environment for female staff and staff from minority groups). The need for the audit should be reviewed after 10 years.
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