Facts, figures and visuals on survey respondents feelings on support and flexible work

Go to:


How to read the data on this page

Don’t use this data to represent the whole public sector.

Some organisations weren’t able to take part in the 2020 survey as they were responding to the impacts of the coronavirus (COVID-19).

These were:

  • 16 metropolitan and large regional health services
  • 10 other hospitals
  • Department of Justice and Community Safety
  • Victoria Police

With some results, some numbers may add up to more than 100% as respondents could select more than one answer.

Read more about the 2020 survey

Who took part in the 2020 survey


↑ Select Get the data to download as a .CSV

Due to the varied representation of some industry groups in the 2020 survey, there may be bias in the results.

The under-represented industry groups in the 2020 survey are:

  • Police and emergency services
  • Public health care

The over-represented industry groups in the 2020 survey are:

  • TAFE and other education
  • Victorian Public Service
  • Water and land management

The 2020 survey results may not be a reliable indicator of employee opinions or experiences compared to surveys in other years.

The data for % of public sector workforce comes from our annual workforce data collection.

Go back to top


Employee Support

This is a summary of the positive responses by respondents for questions that relate to employee support.

Higher scores mean respondents feel more supported by their organisation. This may lead to healthier, happier and more productive employees.

What this table shows

Each label represents a group of questions in the survey about employee support.​ The results are the average percentage of positive responses to questions in each group.

This is what each label means:

  • Job enrichment is how respondents feel about the purpose of their role and work they do at their organisation
  • Workgroup effectiveness and support is how well respondents feel people work together in their organisation
  • Manager relationship and involvement is how supported respondents feel by their managers
  • Senior leadership is how supported respondents feel by senior leaders in their organisation and how well they believe senior leaders communicate
  • Workload appropriateness is how much work respondents feel they have as part of their job and the time they feel they have to do it


↑ Select Get the data to download as a .CSV

How we work out the average percentage agreement

To find the average agreement for each of these we:

    • find out what percentage of respondents either agreed or strongly agreed with each individual question
    • add these together and divide them by the number of questions e.g. if there were 2 questions in a measure, 20% of respondents may have agreed or strongly agreed with the first question, and 40% of respondents may have agreed or strongly agreed with the second question.
    • add these numbers together and divide them by the number of questions, e.g. 20 + 40 / 2 = 30)
  • come to the average e.g. 30% of respondents agreed or strongly agreed with the questions in this measure

Go back to top


Flexible Work

Flexible work requests

Flexible work requests are how respondents feel their manager would respond if they requested flexible work.

Comparing how respondents feel about flexible work requests to their organisation’s policies can show if they’re working or not.


↑ Select Get the data to download as a .CSV

Flexible work use

Flexible work use is how many respondents said they used some form of flexible work.

↑ Select Get the data to download as a .CSV

Types of flexible work respondents asked for


↑ Select Get the data to download as a .CSV

In 2020, 34% of respondents reported they work part-time but only 20% reported using part-time work as a flexible work option.

This is consistent with part-time work not being considered a flexible work option for many people who work part-time

Go back to top