It's important to note that survey results are not viewed in isolation. They serve as a starting point for further engagement with our employees, helping to spark meaningful conversations.
The survey results do not provide all the answers but shine a light on key areas that require further discussion and collaboration.
Employee surveys do not only help us identify what needs to change but also provide a route to share best practices across teams.
They enable us to
- benchmark our performance against other organisations,
- inform priorities in our People Strategy,
- and enhance the overall employee experience for everyone
By acting on the survey results, we can create a more engaged workforce, supporting our mission of working together for a better Cornwall.
Methodology
Frequency
Full employee surveys will be conducted every two years in September, with pulse surveys in between.
This timeline allows us to;
- analyse and share results,
- engage further with employees,
- and where possible, act on feedback to implement and embed changes
This approach ensures employees have the opportunity to experience the improvements made before the next full survey.
Response rate calculation
From 2024 response rates are calculated based on the total number of jobs (as employees with multiple roles can submit a survey for each role as they will have different experiences).
In 2022 headcount was used as the denominator for calculating response rates - this shift may result in slight differences between 2024 and 2022 rate comparisons.
Questions & themes
Some new questions were introduced, and others were removed or restructured.
Comparison between 2022 and 2024
Where questions remained identical or measure the same sentiment, results from 2022 were compared with 2024
Employee Engagement Index Score calculation
In 2024 we used the new set of six Local Government Employee Engagement Index (LGEEI) questions, replacing the previous five McLeod Employee Engagement Index questions. While some questions are similar, this change enables more accurate benchmarking with comparable local authorities moving forward.
Net Promoter Score (NPS)
A new NPS question was introduced in 2024 ‘How likely are you recommend Cornwall Council as a place to work’.
Response options range from 0 (not at all likely) to 10 (extremely likely).
This metric allows Cornwall Council to benchmark itself against other organisations as well as undertake pulse checks of engagement levels.
The NPS is calculated by %Promoters - % Detractors
Response rate
- This is calculated based on the total number of jobs:
2024 - 58.71% - 3481 respondents - This is up by 8.6% from:
2022 - 50.1% - 2765 respondents