The presentation summarizes the background of India's first State of Civil services Survey and gives a snapshot of the key findings

1. STATE OF CIVIL SERVICES SURVEY
Nayana RenuKumar,
Centre for Good Governance, Hyderabad

2. An initiative to
 measure and benchmark
 the state of people management
 in public service
Survey of  capture perspectives of
employees on the public service
public
service Contributes to
 public service reforms
employees  and thereby, excellence in
people management
Undertaken in
 most developed countries : UK,
US, Australia, Canada
 some developing countries :
Romania, India

3. Civil Service Surveys: International Experience
Response in
Country Frequency Pattern
latest survey
Australia Stratified
Annual 66
State of the Services Survey Random Sample
Canada Census
Triennial 66
Public Service Employees’ Survey Paper
USA Sample
Biennial 51
Federal Human Capital Survey On line
UK Sample 67
Biennial
Senior Civil Servants’ Survey On line / Paper

4. State of the Services Survey : Australia
 Published by Australian Public Service Commission on annual basis
since 1997-98
 Survey mandated by Section 44 of Australian Public Service Act 1999
 Main data sources
 Survey of agencies
 Survey of employees
 State of the Service Report 2008–09
 Details activities and HRM practices of APS agencies during the year
 Outlines key achievements and contributions of agencies
 Measures employee satisfaction with work and work environment
 Evaluates organizational effectiveness in engaging with community

5. State of the Services Survey : Australia
14 Dimensions of APSC survey 2008-09
About you (demographic particulars) Improving citizen access to
Government Services
General Impressions Individual Performance Management
Job Satisfaction Increasing Personal Productivity
Work-Life balance Learning and Development
Attraction and selection Leadership
Interaction with Government Record Keeping
Working with External Stakeholders Agency (Organization) Culture

6. State of the Services Survey : Key Results
85% - Motivated to do 72% - Agency has highHave good
56% - level of
81% - Overall 82% - Proud to work in opportunities for learning &
integrity
their best possible work the APS
satisfaction with job 78% - Manager development honesty
demonstrates
97% - Willing to63% in Have good work-
put - and integrity
extra effort to get the 73% - Proud to work in 67% - Performance feedback
job done
life balance respective agency- People in the agency manage deliver
71% enables employees to
required results
conflicts of interest effectively
Learning &
Learning &
Job
Job Pride of
Pride of Ethics and
Ethics and
Motivation
Motivation Career
Career
satisfaction
satisfaction association
association integrity
integrity Development
Development

7. Public Services Employees’ Survey: Canada
 Published by Canada Public Service Agency (CPSA) since 1999
 Aims to gather views of Canadian Public Service employees about workplace
 Results enables managers and employees to initiate tangible actions in their
department or agency, and across the Public Service
 Latest survey in 2008 . Responses from 170,000 out of 258,000 employees;
response rate (66%)
Dimensions of PSES 2008
My Job World My Organization
My Skills and Career My Work Unit
Labour Management Relations Retention
Communication with Immediate Supervisor Staffing
Harassment and Discrimination General Information

8. Public Services Employees’ Survey: Key Results
67% - Get training needed to
70% - Immediate supervisors keep do the job well
employees informed Satisfied with current job
74% - on important - Receive useful-feedbackprocess -is fair and
70% issues 63% Staffing from Have opportunities to
64%
53% - Have confidence in seniorwork-lifeon job performance develop and apply skills
79% - Have good supervisor balance
transparent
management 40% - Satisfied with career
progression
Learning &
Learning &
Job
Job Performance
Performance Ethics and
Ethics and
Leadership
Leadership Career
Career
satisfaction
satisfaction feedback
feedback integrity
integrity Development
Development

9. Federal Human Capital Survey: USA
 Published by US Office of Personnel Management (US OPM) since 2002
 Aims to
 Gauge impressions of its civil servants,
 Identify areas where agencies are doing well, and where improvement is needed
 Fourth FHCS survey, 2008 gathered responses from 212,223 Federal
employees ; response rate of 51%
Dimensions of FHCS survey
Demographics Leadership
Personal Work Experience Performance Culture
Recruitment, Development and Retention Job Satisfaction
Learning (Knowledge Management) Benefits

10. FHCS Survey: Key Results
68% - Satisfied with jobs - Performance appraisal is a - Have opportunities to
70% 64% fair
reflection of my performance improve skills
91% - Believe their workais important
75% - Get sense of personal 49.5 % - My organization’s leaders
accomplishment relates - Employees are accountable forof honesty used
from82%
work maintain high standards
62% - Talents are well
84% - Know how their work achieving results
60% - Workload is reasonable
to the agency’s goals and integrity in workplace
26% - Link exists between performance
75% - Have good work-life balance
and pay raises 55% - Satisfied with training
Learning &
Learning &
Capacity &
Capacity & Job
Job Performance
Performance Ethics and
Ethics and Career
Career
commitment
commitment satisfaction
satisfaction feedback
feedback integrity
integrity Development
Development

11. Senior Civil Service Survey: UK
 Published by Cabinet Office, U.K
 Aims to find out
 What senior leaders in the Civil Service think about leadership in the Senior
Civil Service, working in the Senior Civil Service
 What improvements are needed
 Census of employees in the Senior Civil Service of UK comprising 4000 persons
 Last SCS survey in 2006; Responses from 2985 officers; response rate of 67%
Dimensions of SCS survey 2006
Leadership and Management
Performance and career Management
overall
Your Job
Leadership
(satisfaction with job and work-life balance)
Overall perceptions of your Department and
Learning and Development
the Civil Service

12. Senior Civil Service Survey: Key Results
46% - Appraisal system is fair, based on
individual merit 98% - Committed to seeing the
90% work for the Civil ServiceDepartment succeed
- Satisfied with the job
81% - Proud to
50% - Receive regular and constructive - Satisfied with learning &
80%
48% - Work-life belonging to 91% - Willing to put in a great deal of
67% - Feel a strong sense of balance exists
feedback on performance development opportunities
the Civil Service effort beyond what is normally
12% - Poor performance is dealt with dept. succeed
expected to help the
effectively
Learning &
Learning &
Pride of
Pride of Job
Job Performance
Performance Commitment
Commitment Career
Career
Association
Association satisfaction
satisfaction feedback
feedback Development
Development

13. STATE OF CIVIL SERVICES SURVEY
2010, INDIA

14. State of Civil Services Survey 2010, India
 Objectives of the Civil Services Survey
 Assess enabling factors w.r.t personnel policies, work environment
etc. in meeting respective service objectives
 Capture patterns and trends to identify systemic and process related
deficiencies, if any
 Make available data and analysis on the structural and personnel
aspects (secondary data and the perception of the members of the
respective services)
 Specify procedures and develop templates so that the study may be
carried out periodically in the future

15. State of Civil Services Survey 2010, India
 Scope of the survey :
 Three All India Services
 Seven Group- A Central Services
Cadre Net Cadre
Cadre strength Probationers
Strength(Actual) Strength
1 IAS 4572 150 4422
2 IRS(IT) 3382 310 3072
3 IPS 3232 82 3150
4 IFoS 2664 3 2661
5 IRS (C&CE) 2378 0 2378
6 IRTS 822 30 792
7 IA&AS 634 12 622
8 IFS 573 19 554
9 IPoS 443 5 438
10 IRPS 350 7 343
Total 19050 618 18432

16. Dimensions of the Survey
Personal
Recruitment
Overall Profile
& Retention
perception
Harassment & Work
Discrimination environment
Working with
Job satisfaction
external
Indian Civil
Indian Civil & motivation
stakeholders
Services
Services
Commitment Postings &
& Integrity transfers
Leadership & Work life
Management balance
Performance
Learning &
appraisal &
Development
Promotions

17. Survey Methodology
 Survey covered 18432 officers belonging to the ten select services
 Identity of respondents has been kept confidential
 Questions - objective- type with provision for additional comments
 4808 officers responded to the survey, 26% of the total universe
S No Service Cadre Response % of total % of cadre
strength received response strength
1 IAS 4422 900 18.7 20.4
2 IA 622 359 7.5 57.7
3 IRS 2378 807 16.8 33.9
4 IFS 554 232 4.8 41.9
5 IFoS 2661 731 15.2 27.5
6 IPS 3150 741 15.4 23.5
7 IPoS 438 163 3.4 37.2
8 IRPS 343 110 2.3 32.1
9 IRTS 792 189 3.9 23.9
10 IRS 3072 570 11.9 18.6
11 Service (NA) - 6 0.2 -
Total 18432 4808 100 26.1

18. Profile of Respondents
 IAS constitute largest respondents (19%) followed by IRS (17%), IPS (15%)
 Female respondents account for just over 10% of the total respondent base
 48% respondents are officers in the age group of 50 years or older

19. KEY RESULTS OF THE SURVEY

20. 1. Recruitment and Placement
Attributes determining choice of civil services
Attributes determining choice of civil services
Very
S.No Determinant Important
Important
1 Opportunity to make a difference to society 72.8 23.6
2 Job security 51.7 41.8
Prestige and social status associated with civil
3 56 37.8
service
4 Future career opportunities in civil service 45.6 42
5 Pay & Perquisites 25.2 57.4
6 Visible symbols of power 17.8 44.5
Opportunity to take advantage of one’s position
7 - -
for personal benefits

21. 1. Recruitment and Placement
 67% officers agreed that the maximum age of entry should be lowered
 82% officers support post-selection counseling
 54% agree with idea of lateral entry
 83% want senior positions to be open to all civil services
Level of agreement with Proposed Recruitment Reforms
Level of agreement with Proposed Recruitment Reforms

22. 1. Recruitment and Placement
 33% officers have considered resignation from civil services at some point
of their career
 Better opportunities outside government cited as a major reason (45%)
Reasons for considering Resignation/ Retirement from Civil Service
Reasons for considering Resignation/ Retirement from Civil Service

23. 2. Work Environment
 50% officers feel they have adequate financial resources to accomplish
their work efficiently and effectively
 Only 29% feel that there is pressure owing to undue outside interference

24. 2. Work Environment
 65% confident of speaking their mind or challenging things without fear
 45% officers opine that they have support of competent staff
 45% feel that existing administrative policies and procedures are not
helpful in dealing with indiscipline in the office

25. 3. Job Satisfaction and Motivation
 73% respondents reported satisfaction in their current assignment
 Key motivating factors
 60% officers find all six factors listed as very important
 Chance to make a useful contribution (73%) and autonomy in job (71%)
ranked higher than other four factors
Key motivating factors at work
Key motivating factors at work

26. 3. Job Satisfaction and Motivation
Reasons for lack of job satisfaction
Reasons for lack of job satisfaction
% (of those who
S.No Reasons for dissatisfaction No.
responded)
Lack of opportunity to make a useful
1 457 46.8
contribution
Inadequate level of authority and
2 450 46.1
autonomy in one’s job
Lack of opportunities to utilize and
3 373 38.2
develop one’s skills
4 Absence of congenial work environment 327 33.5
Lack of regular feedback/ recognition of
6 324 33.2
effort
5 Lack of challenging opportunities at work 313 32.1
7 No Response 11 1.1
Base (those who reported dissatisfaction) 976

27. 4. Postings and Transfers: Tenure policy
 64% officers satisfied with postings as well as tenures given in those postings
 52% believe postings to important posts and locations not decided on merit
 58% officers feel that transfer orders are not issued keeping in mind the
specific needs of the concerned
Reasons for dissatisfaction with place of posting
Reasons for dissatisfaction with place of posting

28. 5. Work-Life Balance
 45% officers feel they have control over their time to a great
extent; 50% have control over time to some extent
 Women officers feel less in control of their time (40%) than
male officers (45%)
 Main factors affecting time management
 Lack of adequate support staff in terms of numbers and
competence - 74 %
 Heavy work load - 57%
 Too many meetings - 52%

29. 6. Learning & Development
 77% officers agree that civil servants need to specialize in one
or more subjects
Perception about Training Programs
Perception about Training Programs
Rating (% of Strongly
Statement Agree/Agree)
Training programs are too general; do not match the
65%
specific needs of job or service
Even in cases where training is relevant, the post-
85%
training posting does not take into account this
There is no objective and rational basis for selection of
75%
officers for training

30. 6. Learning & Development
 Two knowledge sources which benefit civil servants to a great
extent : On the job training (81%) ; Self development/self study
(71%)
 Other sources of learning ‘very often’ depended on
Other sources of learning ‘very often’ depended on
  58% --Newspapers
58% Newspapers
  35% --Internet
35% Internet
  18% --Books
18% Books
  14% --Magazines
14% Magazines

31. 7. Performance appraisal and promotions
 43% officers agree that performance appraisal system is fair,
objective and transparent
 73% feel that short-term goals are valued more in appraisals
Opinion on performance appraisal issues
Opinion on performance appraisal issues

32. 8. Leadership and Management
 32% officers feel that senior officers do not take time to mentor juniors
 40% feel that senior officers are incapable of taking tough decisions
 44% opine that seniors are impartial and fair in dealing with subordinates
Perception about Senior Officers
Perception about Senior Officers

33. 9. Commitment and Integrity
 70% agree that majority of officers do not approach influential people or use
other means to get good postings etc
 Officers uphold ethics, rules etc. in spite of personal risks involved
 42% majority of officers do so
 23% such officers are few or very few
Approach influential people and use
Uphold ethics in spite of personal risks
other means to get good postings, etc.

34. 9. Commitment and Integrity
 Perception of prevalence of unethical practices in their services
 Highest among IAS and IPS
 Lowest among IA&AS, IFS and IRS (C&CE)
 81% feel that political corruption takes place because there are
always some civil servants willing to collaborate
 Majority of respondents felt that
 Corrupt officers get away without being punished.
 Corrupt officers are able to get the most sought after postings
 Honest officials are harassed through baseless complaints and
investigations

35. 10. Working with External Stakeholders & Improving Service
Delivery
 Civil servants have a positive image of themselves regarding their relationship
with external stakeholders
 41% - civil servants consider external stakeholders as equals
 59% - civil servants are concerned about quality of services
 Large number of neutral responses
Responses regarding interaction with external stakeholders
Responses regarding interaction with external stakeholders

36. 11. Harassment and Discrimination
Harassment Are there enough avenues
 36% have been a victim of harassment in for redress of grievances ?
their service
 Proportion marginally higher among the
male officers (36%) than females (34%)
 Source of harassment
 Individuals with authority over them (86%)
 Political representatives (40%)
Discrimination
 20% officers has faced discrimination
20% officers has faced discrimination
 Reasons : :
Reasons
 Community (53%)
Community (53%)
 Sex (18%)
Sex (18%)

37. 12. Overall perception about civil services
 85 % have enjoyed their work in the civil service
 Higher level of satisfaction among the senior officers
 85 % are proud of being members of the service
 Feeling equal among male and female officers
 Feeling highest amongst AIS officers (IAS,IPS,IFS)
 Only 50% would recommend civil services as a career for their children
Overall perception about civil services
Overall perception about civil services

38. Comparative picture
Attributes Australia Canada UK US India
Job satisfaction 81 % 74% 90% 68% 73%
Have good work-life balance 63% 79% 48% 75% 45%
Learning and development
56% 64% 80% 64% -
opportunities exists
Performance appraisal is
67% 70% 46% 63% 43%
fair and transparent
Overall perception – Pride
in belonging to the civil 82% - 81% - 85%
service

39. Thank you