Levels of employee engagement at the Office of the Scottish Charity Regulator remain on a par with the rest of the civil service, despite a marked decline in the proportion of staff saying they are treated fairly and with respect, new figures show.
The Civil Service People Survey 2014, which was completed in the autumn by 51 of the regulator’s 53 staff, gives the OSCR an engagement score of 59 per cent, the same as the median score across the UK civil service. It compares with the OSCR’s score of 60 per cent last year.
The score is calculated from answers to questions in nine "drivers of engagement" areas – staff are asked to what extent they agree with statements about such factors as their workload, management, pay and wellbeing.
The area in which the OSCR’s result has changed most since last year is "inclusion and fair treatment", with its score dropping from 76 per cent in 2013 to 65 per cent this year. Within this area, the proportion of people agreeing that they are treated fairly at work fell from 82 per cent to 65 per cent, and those saying they are treated with respect by the people they work with fell from 85 per cent to 73 per cent.
The area showing the second greatest change was "my manager": the OSCR’s score has risen from 57 per cent to 66 per cent. This is buoyed by substantial rises in the number of staff reporting that they receive regular, positive and helpful feedback, and the proportion of people agreeing with the statement "My manager motivates me to be more effective in my job" going from 60 per cent to 71 per cent.
The survey says 86 per cent of OSCR staff agree they are interested in their work – this is a rise of six percentage points since last year but lower than the civil service-wide median of 89 per cent. Nine out of 10 respondents say they understand how their work contributes to the OSCR's objectives. This is also up on last year, and is above the civil service median of 83 per cent.
David Robb, chief executive of the OSCR, said the survey helped the regulator identify its strengths and areas for improvement.
"We have seen increased scores in a number of areas, and where there are opportunities for improvement we will take the evidence from the survey results into account as we refine and roll out our organisational development plans," he said.