The State election will be held on Saturday 26 November 2022. During the caretaker period (commencing 6.00 pm on Tuesday 1 November 2022) content will only be added to this website in line with the caretaker conventions.
Job satisfaction
How respondents feel about their job and their intention to stay.
This data only represents the 87,178 Victorian public sector employees who voluntarily responded to the People matter survey 2022.
For most visuals, we’ve included data from previous years. Some visuals only show data from 2022.
This is because the questions are new or can’t be compared to earlier releases.
We don’t show the data from 2020 as some organisations couldn’t take part in the 2020 survey as they were responding to the impacts of the coronavirus (COVID-19). Therefore, the 2020 data isn’t a true representation of the public sector.
We’ve broken down the data in 3 ways:
Victorian Public Service (VPS) – the 9 departments, Victoria Police and 46 authorities and offices defined to be public service employers under the Public Administration Act 2004
Whole of Public Sector – the VPS combined with all other public sector bodies outside of the VPS that have a public function
Demographic – Aboriginal and/or Torres Strait Islander identity, age, disability, gender, cultural identity or religion.
The key findings are for the Victorian public sector.
Positive views of respondents show:
55% of respondents feel they have an appropriate workload and have enough time to do their job
59% of respondents feel their organisation supports them to learn and grow in their careers
84% of respondents feel they understand their role, how their role fits in the organisation and if they’re fulfilling their capacity in their role
89% of respondents feel their work contributions are worthwhile and important
66% of respondents feel satisfied with their jobs, work-life balance and career development.
44% of respondents plan to continue working at their current organisation for 5 years or more.
Workload
Workload and time pressure are the most prominent causes of work-related stress.
This graph shows the percentage of respondents who agree they have an appropriate workload and have enough time to do their job.
Workload – survey questions
The results combine agree and strongly agree answers to these statements:
The workload I have is appropriate for the job that I do
I have enough time to do my job effectively.
Learning and development
Good learning and career development can build engagement, efficiency and capability in organisations. It may also help with succession and employee retention.
This graph shows the percentage of respondents who agree their organisation supports them to learn and grow in their careers.
Learning and development – survey questions
The results combine agree and strongly agree answers to these statements:
My organisation places a high priority on the learning and development of staff
I am satisfied with the way my learning and development needs have been addressed in the last 12 months
I am developing and learning in my role
I am satisfied with the opportunities to progress in my organisation.
Job enrichment
Job enrichment measures if an employee’s work expectations are being met. It’s an important driver of employee engagement and workplace wellbeing.
This graph shows the percentage of respondents who agree they understand:
their role
how their role fits in the organisation
if they’re fulfilling their capacity in their role.
Job enrichment – survey questions
The results combine agree and strongly agree answers to these statements:
I can use my skills and knowledge in my job
I understand how my job helps my organisation achieve it’s goals
I have the authority to do my job effectively
I have a say in how I do my work
I clearly understand what I am expected to do in this job.
Meaningful work
Meaningful work supports employee engagement, satisfaction and wellbeing.
Employees who feel their work is meaningful can help achieve individual, team and organisational outcomes.
This graph shows the percentage of respondents who agree their work contributions are worthwhile and important.
Meaningful work – survey questions
The results combine agree and strongly agree answers to these statements:
I can make a worthwhile contribution at work
I achieve something important through my work
I get a sense of accomplishment from my work.
Career intentions
This graph shows how long respondents intend to stay at their current organisation.
An intention to stay in the organisation or the public sector may indicate satisfaction and engagement.
Satisfaction
High satisfaction may lead to improved engagement, wellbeing, performance and lower absences and turnover.
This graph shows the percentage of respondents who feel satisfied with their jobs, work-life balance and career development.
Satisfaction – survey questions
The results combine satisfied and very satisfied answers to these statements:
How satisfied are you with your career development within your current organisation?
How satisfied are you with the work/life balance in your current job?
Considering everything, how satisfied are you with your current job?
Data set
This .CSV file has the data for each survey question on this page.
