People (don’t) Matter Survey Results - Public Service Association

People (don’t) Matter Survey Results

The NSW Police Force 2023 People Matter Employee Survey (PMES) results have been released. If you haven’t already viewed the results, you can do so HERE.

The survey results paint a sobering picture for the NSWPF. A number of results show a significant negative difference for NSWPF compared to the portfolio of related agencies, as well as the wider public sector.

Some lowlights are:

  • 39% of respondents would recommend the NSWPF as a great place to work, down 7% from last year. This is a whopping 24% lower than the wider Public Sector.
  • Only 41% believe they are paid fairly for the work they do, down 11% from last year, and 4% lower than the Sector.
  • 35% believe the NSWPF motivates them to achieve their goals, down 5% from last year, and 20% lower than the Sector.
  • 35% believe the NSWPF inspires them to do the best in their job, down 4% from last year, and 21% lower than the Sector.
  • 34% are applying for roles in the private sector, 15% higher than the wider Sector.
  • 38% believe that Senior Leadership is of a poor quality, 14% higher than the Sector.
  • Only 57% are satisfied with their job, 11% lower than the wider Sector.
  • Only 43% are satisfied with current workplace practices to help them manage their wellbeing, 16% lower than the Sector.
  • 52% feel they have the tools and technology to do their job well, 16% lower than the wider Public Sector
  • Only 31% believe the NSWPF is making improvements to meet future challenges, down 9% from last year, and 24% lower than the Sector.
  • Only 33% of respondents believe Senior managers support the career advancement of all employees, 12% lower than the Sector.
  • Only 31% felt Senior Management listen to employees, 15% lower than the Sector.
  • Only 50% would feel comfortable raising a grievance at work, 14% lower than the Sector.
  • Only 55% feel confident work health and safety issues will be addressed promptly, down 10% from last year, and 14% lower than the Sector.
  • Only 25% believe the NSWPF makes fair recruitment decisions, a whopping 20% lower than the wider Sector.
  • Only 32% believe the NSWPF is committed to developing its employees, 21% lower than the Sector.
  • Only 36% believe they receive adequate recognition for their contributions, 17% lower than the Sector.
  • Only 42% have a performance and development plan that sets out their individual goals, a massive 32% lower than the Sector.
  • Only 20% felt that change is managed well in the NSWPF, 19% lower than the wider Sector.

These results undoubtedly point to issues that the NSWPF needs to address urgently. However, what truly worries the PSA, and our members, is the consistent decline from last year’s already poor results. Only 24% of respondents felt confident the NSWPF will act on the results of this survey, 19% lower than the wider Public Sector.  It is up to NSWPF to prove otherwise.

Fair remuneration for fair work value

It is clear that NSWPF employees feel burnt out, unsupported, unsatisfied and underappreciated.  Is it any wonder, as NSWPF continues to oppose any efforts to improve remuneration for any category of employees, currently resisting fair remuneration for Special Constables in the Industrial Relations Commission.

Rather than examining ways they could amend and improve Industrial Instruments to reflect changes to work value, NSWPF have instead preferred to engage costly Legal Counsel in a case requiring 11 days of hearings over the last 3 months.

Urgent Action required

The NSW Government made a number of commitments in regard to strengthening the Public Sector prior to their election in March 2023.  The results from this survey show that the current Senior Management of NSWPF are failing to deliver those commitments.

The PMES Survey results will be listed for discussion at the upcoming Joint Consultative Committee on Tuesday 28th November 2023. The PSA will continue raising these concerns at the most senior level of both the NSWPF and the NSW Government as a matter of urgency.

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