2022 Engagement Survey – High level results
Engagement
Score = 67%
2021 = 65%
Global Ave = 72%
Response
Rate =
90%
2021 = 93%
42 out of 59 questions have increased since 2021!
2022 Business Group Breakdown
21/22’ Focus Areas - Quantitative results
Career
L&D
Pay
Mental
Wellbeing
‘The EPA provides
‘My total
‘I feel the EPA
‘Overal , I feel
me with
compensation (base
contributes
that my career
opportunities for
salary + any
positively to
goals can be met
learning and
performance
looking after my
at EPA’
development’
payments + benefits)
mental health’
2022:
49%
2022:
81%
is fair compared to
2022:
76%
2021: 46%
2021: 70%
the market rate’
2021: 67%
2022:
29%
Global: 65%
Global: 71%
2021: 39%
Global: N/A
‘My manager
‘I have the
Global: 50%
helps me in my
training I need to
career
do my job
‘I am paid fairly for
development’
effectively’
the work I do’
2022:
65%
2022:
74%
2022:
43%
2021: 57%
2021: 66%
2021: 58%
Global: 70%
Global: 75%
Global: 55%
Key Drivers
What is most
likely to have
‘Overall, I feel that my
an impact on
career goals can be
met at the EPA’
engagement?
2022 Job
What is most
enablement
likely to have
score =
an impact on
2021 = 76%
80%
job
Global = 77%
enablement?
Intent to Stay
‘I rarely think about looking for a
new job with another company’
Greatest impact on
intent to stay:
‘My total compensation
(base salary + any
performance payments +
benefits) is fair compared to
the market rate’
Highs & Lows
Top 5 scores
Bottom 5 scores
Greatest changes
Largest increases
Largest decreases
‘The EPA provides me with the opportunity
for learning and development’
‘I am paid fairly for the work I do’
+11%
-15%
(70% -> 81%)
(58% -> 43%)
‘I am comfortable voicing my ideas and
‘My total compensation (base salary + any
opinions, even if they are different from
performance payments + benefits) is fair
others’
compared to the market rate’
+10%
-10%
(78% -> 88%)
(39% -> 29%)
‘EPA shows a commitment to ethical
‘I can see a clear link between my work and
business decisions and conduct’
the EPA's strategic objectives’
+10%
-7%
(71 -> 81%)
(79% -> 72%)
What are people talking most about?
‘What does the EPA do wel that helps
‘What could the EPA do better to help
you be successful?’
you be successful?’
Workload/resourcing
Supportive environment
Growth & Development
Flexible Working
Pay
Work-life balance/wel being
Col aboration/Cohesion
Flexible working
Flexible Working &
Pay
“Looks after its staff
Supportive environment
Workload/resourcing
“More competitive pay.
through its flexible
“The EPA has fostered a
“A lot depends on baseline
More meaningful
working approaches”
flexible working
funding, and how we can get
application of skillset”
environment. The EPA
more people in to help us with
generally has a positive
the ever increasing workloads”
Supportive
internal culture”
Career progression
environment &
Pay
“Clearer career
Flexible working
Workload/
“Adjust remuneration
progression pathways
“Empathetic
Work-life
Resourcing
to inflation and cost
that provide
management, WFH
balance
“Prioritise
of living”
incentive to
fits around other
“supports a
recruitment to
progress”
commitments”
healthy work-
replace people
life balance”
who have left and
Collaboration
ensure that there
“It would be nice if the work programmes of all teams
are enough
could be shared across the organisation. It would be
Wellbeing
resources to get
Supportive environment
interesting to see what types of work other teams are
“Provide
through high work
“Strong supportive culture”
doing (one EPA) and also be helpful to see if there is any
support in work
loads”
work done by other teams that is relevant (directly or
and wellbeing”
indirectly) to my role.”
Document Outline
