About PMES

1. What is the People Matter Employee Survey (PMES)?
The People Matter Employee Survey (PMES) is an annual survey coordinated by the Public Service Commission in collaboration with public sector departments and agencies. The survey provides almost 400,000 employees across the public sector with the opportunity to have a say about their workplace. Employees are asked questions about experiences with their own work and working with their team, managers and the organisation. The survey is optional and employees are asked to be thoughtful, honest and candid when completing the survey.


2. Why should I participate?
At Transport, we encourage all our employees to participate in the People Matter Employee Survey (PMES) each June. The stronger our response rate, the more accurate our results and the better equipped we are to drive real change. The survey helps us understand the culture at Transport and how engaged our employees are.


3. What are culture and engagement? How do they relate?
Employee engagement reflects how individuals think, feel and act based on their everyday experience at work. Through measuring employee engagement, we can understand how connected and committed employees feel to Transport and its achievements. There are key drivers of engagements that, when targeted, help increase and sustain engagement.

Organisational culture is the environment that enables engagement. We can see culture in behaviours displayed by members of an organisation, influenced by stated and unstated rules, beliefs, norms and values. Culture is created, learned and slow to change and is highly dependent on leadership actions, systems and processes. It is how we do things around Transport, how we work together and behave when no one is watching.

A culture which fits the mission and context of an organisation is a strong predictor of engagement and is the foundation of operational success (John Mattone, March 28, 2016 “Understanding the Differences between Employee Engagement and Culture").


4. What are the benefits of having high employee engagement?

Higher performance, productivity, job satisfaction and retention
Greater discretionary effort and career development
Increased well-being, better health and work life balance
Higher customer satisfaction and innovation
Decreased rates of absenteeism

1. What is the People Matter Employee Survey (PMES)?
The People Matter Employee Survey (PMES) is an annual survey coordinated by the Public Service Commission in collaboration with public sector departments and agencies. The survey provides almost 400,000 employees across the public sector with the opportunity to have a say about their workplace. Employees are asked questions about experiences with their own work and working with their team, managers and the organisation. The survey is optional and employees are asked to be thoughtful, honest and candid when completing the survey.


2. Why should I participate?
At Transport, we encourage all our employees to participate in the People Matter Employee Survey (PMES) each June. The stronger our response rate, the more accurate our results and the better equipped we are to drive real change. The survey helps us understand the culture at Transport and how engaged our employees are.


3. What are culture and engagement? How do they relate?
Employee engagement reflects how individuals think, feel and act based on their everyday experience at work. Through measuring employee engagement, we can understand how connected and committed employees feel to Transport and its achievements. There are key drivers of engagements that, when targeted, help increase and sustain engagement.

Organisational culture is the environment that enables engagement. We can see culture in behaviours displayed by members of an organisation, influenced by stated and unstated rules, beliefs, norms and values. Culture is created, learned and slow to change and is highly dependent on leadership actions, systems and processes. It is how we do things around Transport, how we work together and behave when no one is watching.

A culture which fits the mission and context of an organisation is a strong predictor of engagement and is the foundation of operational success (John Mattone, March 28, 2016 “Understanding the Differences between Employee Engagement and Culture").


4. What are the benefits of having high employee engagement?

Higher performance, productivity, job satisfaction and retention
Greater discretionary effort and career development
Increased well-being, better health and work life balance
Higher customer satisfaction and innovation
Decreased rates of absenteeism