1. QPSC Overall KDA Agency Engagement

2. Contents  Introduction  What is Key Driver Analysis?  Methodology  Factor Analysis Solution  Results

3. Introduction  Key Driver Analysis is a statistical method used to describe the relationship between questions in a survey and a 'key driver' question, such as overall satisfaction, loyalty or engagement  The derived importance scores for each survey attribute is plotted along with standard survey performance scores on a quadrant plot. Where the attribute is located on the quadrant plot is used to determine if it is a "driver" of the dependent (variable) measure. The quadrant plot is accompanied by an impact bar chart so that the relative importance of the survey attributes can be more easily compared  Impact on Engagement: In order to see the biggest change in employee engagement, action should be focused on improving the issues that have the greatest impact on engagement.  About this report: Please refer to the spec and Excel tool for this project for the client specific methodology. The plots in this report have been created by exporting outputs from the Excel tool. To recreate any plots go to the Excel tool and export the models

4. What is Key Driver Analysis? Key Driver Analysis (KDA) is a statistical approach to identifying the factors most strongly linked to employee engagement, and hence which aspects should be targeted for improvement Step 1 Review the questionnaire to identify which questions can be used in the analysis Calculate the engagement index, followed by factor analysis and regression analysis Graphical output that illustrates the relative importance of the key drivers compared with their performance Step 2Step 3 Low Impact Strong Performance Maintain and Support High Impact Strong Performance Promote Low Impact Low Performance Area to Monitor High Impact Poor Performance Need to improve Impact on Engagement Performance STRENGTHS IMPROVEMONITOR MAINTAIN

5. Methodology  The statistical techniques used in Key Driver Analysis are fundamental in the area of multivariate analysis and consist of factor analysis and multiple regression analysis. Each technique is described below Factor Analysis: is used to identify patterns in batteries of attitude questions, allowing one to assess whether the attitude questions are measuring the same underlying characteristic or, to discover whether amongst the range of responses there are any particular patterns. The use of factor analysis is based on the view that responses to particular questions are caused or affected by underlying factors. The assumption is that, if this is the case, such questions will be answered similarly and hence will correlate with each other Regression analysis: used to identify attributes most likely to influence and drive employee engagement. This is achieved by constructing a statistical model which assigns importance weights to the attributes that have been measured. These weights can then be used to identify which attributes have an impact on engagement Engagement=Line manager +Learning & development +Senior manager +Reward & recognition +Job role Outcome variable (also known as the dependant variable) Is made up of One or more input variables (also known as independent or predictor variables)

6. Factor Analysis Solution (1/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

7. Factor Analysis Solution (2/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

8. Factor Analysis Solution (3/3) Factor analysis was conducted to help to identify the employee engagement index and group the other survey questions into underlying factors (themes) that are measured across the questionnaire. The Key Driver Analysis follows the structure provided by the factor analysis to build a series of statistical models to help determine which factors drive employee engagement and then which questions are the "key drivers". The table below illustrates the employee engagement index and the factors confirmed by the factor analysis for this organisation

9. Results Overview  The Overall model shows the significant factors only  For each significant factor a question level is shown  The scale for the impact axis is set at the minimum of zero  For the performance axis a relative scale is used and this may vary for each plot  Please refer to the excel tool for information on the R-squared and Base size for each model 9

10. Quad Plot: Overall Model: EEI Agency engagement (Positive Scores)

11. Bar Chart: Overall Model: EEI Agency engagement (Positive Scores) Relative Impact Percent

12. Question\ Attribute Key: Overall Model: EEI Agency engagement (Positive Scores) QIDQuestion Text f1Leadership f6Learning and development f4Role clarity and goal alignment f9Job empowerment f8Workload and health f13Innovation f5Anti-discrimination f7Workplace change f15Decision making f11Collaboration

13. Quad Plot: f1 Leadership: EEI Agency engagement (Positive Scores)

14. Bar Chart: f1 Leadership: EEI Agency engagement (Positive Scores) Relative Impact Percent

15. Question\ Attribute Key: f1 Leadership: EEI Agency engagement (Positive Scores) QIDQuestion Text q33gMy organisation is well managed q33aIn my organisation, the leadership is of high quality

16. Quad Plot: f4 Role clarity and goal alignment: EEI Agency engagement (Positive Scores)

17. Bar Chart: f4 Role clarity and goal alignment: EEI Agency engagement (Positive Scores) Relative Impact Percent

18. Question\ Attribute Key: f4 Role clarity and goal alignment: EEI Agency engagement (Positive Scores) QIDQuestion Text q21dI am committed to my organisation s goals q21fI feel I make a contribution to achieving the organisation q21bI understand what is expected of me to do well in my job

19. Quad Plot: f5 Anti-discrimination: EEI Agency engagement (Positive Scores)

20. Bar Chart: f5 Anti-discrimination: EEI Agency engagement (Positive Scores) Relative Impact Percent

21. Question\ Attribute Key: f5 Anti-discrimination: EEI Agency engagement (Positive Scores) QIDQuestion Text q34eAge is not a barrier to success in my organisation q34dGender is not a barrier to success in my organisation q34fCultural background is not a barrier to success in my organisation q34hDisability is not a barrier to success in my organisation

22. Quad Plot: f6 Learning and development: EEI Agency engagement (Positive Scores)

23. Bar Chart: f6 Learning and development: EEI Agency engagement (Positive Scores) Relative Impact Percent

24. Question\ Attribute Key: f6 Learning and development: EEI Agency engagement (Positive Scores) QIDQuestion Text q33cMy organisation is committed to developing its employees q28gI am satisfied with the opportunities available for career development q28dIn my organisation, there are opportunities for me to develop my skills and knowledge q28f Learning and development activities I have completed in the past 12 months have helped to improve my performance

25. Quad Plot: f7 Workplace change: EEI Agency engagement (Positive Scores)

26. Bar Chart: f7 Workplace change: EEI Agency engagement (Positive Scores) Relative Impact Percent

27. Question\ Attribute Key: f7 Workplace change: EEI Agency engagement (Positive Scores) QIDQuestion Text q26cChanges implemented in my workplace have been managed well in the past 12 months q26a I have received timely and relevant communication about workplace change in the past 12 months

28. Quad Plot: f8 Workload and health: EEI Agency engagement (Positive Scores)

29. Bar Chart: f8 Workload and health: EEI Agency engagement (Positive Scores) Relative Impact Percent

30. Question\ Attribute Key: f8 Workload and health: EEI Agency engagement (Positive Scores) QIDQuestion Text q23hMy work has a negative impact on my health q23bI feel burned out by my work

31. Quad Plot: f9 Job empowerment: EEI Agency engagement (Positive Scores)

32. Bar Chart: f9 Job empowerment: EEI Agency engagement (Positive Scores) Relative Impact Percent

33. Question\ Attribute Key: f9 Job empowerment: EEI Agency engagement (Positive Scores) QIDQuestion Text q36bYour ability to work on your own initiative q22eMy job gives me opportunities to utilise my skills q22cI get the information I need to do my job well q22dI have the authority necessary to do my job effectively q22bI have the tools I need to do my job effectively q22aI have a choice in deciding how I do my work

34. Quad Plot: f11 Collaboration: EEI Agency engagement (Positive Scores)

35. Bar Chart: f11 Collaboration: EEI Agency engagement (Positive Scores) Relative Impact Percent

36. Question\ Attribute Key: f11 Collaboration: EEI Agency engagement (Positive Scores) QIDQuestion Text q24j People in my workgroup work effectively with other workgroups in my organisation to deliver services to our customers q24k People in my workgroup work effectively with other Queensland Government organisations to deliver services to our customers

37. Quad Plot: f13 Innovation: EEI Agency engagement (Positive Scores)

38. Bar Chart: f13 Innovation: EEI Agency engagement (Positive Scores) Relative Impact Percent

39. Question\ Attribute Key: f13 Innovation: EEI Agency engagement (Positive Scores) QIDQuestion Text q27fMy organisation is open to new ideas q27cManagement is willing to act on suggestions to improve how things are done q27aI get the opportunity to develop new and better ways of doing my job q27eMy workgroup always tries to improve its performance q27dMy workgroup uses research and expertise to identify better practice q27bI am encouraged to make suggestions about improving work processes and/or services

40. Quad Plot: f15 Decision making: EEI Agency engagement (Positive Scores)

41. Bar Chart: f15 Decision making: EEI Agency engagement (Positive Scores) Relative Impact Percent

42. Question\ Attribute Key: f15 Decision making: EEI Agency engagement (Positive Scores) QIDQuestion Text q25b Important decisions at my workplace are made by the people best placed to understand the issues q25aImportant decisions at my workplace are based on a sound understanding of issues