Team & Individual resilience is measured using the Predictive 6 Factor Resilience Scale (PR6).
Additional factors are measured through the JSECC assessment, which includes measures for Job Satisfaction, Engagement, Co-worker Connection Quality, and Work Context. This provides a more detailed insight into your current experience of your work environment, as well as psychosocial hazards that can be explored at a group level.
Workplaces today must not only support employee well-being but also comply with evolving psychosocial hazard legislation, such as the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice in Australia.
The Job Satisfaction, Engagement, Co-worker Connection Quality, and Work Context (JSECC) survey provides a comprehensive, all-in-one solution for organisations to:
Understand employee experiences of their work environment
Measure 25 sub-factors of workplace satisfaction, engagement, connection, and context
Assess 17 legislated psychosocial hazards, aligned with the latest standards
Provide both individual insights and group-level compliance reporting
A comprehensive, all-in-one work factors survey to get a detailed insight into how staff experience the work environment.
Explores how people feel about their role and organisation:
Job Enjoyment – Enjoyment of work overall, regardless of other factors
Leadership Views – Support for the organisation’s top leaders and their vision for the future
Management Views – Whether immediate managers or supervisors give the support needed to succeed
Development Opportunities – Perception of having sufficient chances to learn and grow at work
Recognition – Receiving appropriate appreciation and recognition for contributions
Commitment – Intention to stay with, or potentially leave, an organisation
Reviews the environment, safety, and impact of work:
Ergonomics – Whether the workspace is designed to be comfortable and adaptable to needs
Work Safety – How physically safe people are at work, including protection from injury or harm
Policies and Procedures – The clarity and fairness of rules that guide how work is done
Administrative Work – The degree to which paperwork and admin tasks are manageable or burdensome
Public Interactions – How challenging or easy interactions with the public are
Training Regimes – The quality and manageability of training provided
Work Mental Impact – The emotional and mental demands of the work
Work Social Impact – How well people can maintain a social life alongside work pressures
Work Relationship Impact – The impact of the work on the existence or quality of romantic relationships
Examines motivation and involvement in work:
Motivation – The drive and initiative brought into work tasks
Interest – The level of attention and involvement given to work
Productivity – How consistently tasks are completed and output is maintained
Involvement – The extent of contribution and participation with co-workers
Accomplishment – The sense of satisfaction and achievement felt when completing tasks
Assesses team dynamics and trust:
Association – The closeness of working relationships and friendships at work
Harmony – The degree to which conflict is low, or effectively resolved when it arises
Communication – How well co-workers share information, collaborate, and coordinate tasks
Trust – Confidence in co-workers to be reliable and open when discussing challenges