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IIP40 standalone online survey report

Amgueddfa Cymru / National Museum Wales


Conducted by:                  Sarah Botterill


Project number:                WAL-17-00543
























Official IIP40 conducted by

Investors in People

157-197 Buckingham Palace Road,

London, SW1W 9SP

+44 (0) 300 303 3033

The Investors in People brand, trademarks, methodology and assets are owned by Investors in People Community Interest Company (registered in England and Wales with company registration number 10420361). The Investors in People Standard and associated products is delivered by Investors in People Community Interest Company.

©2017 The contents of this proposal, the Investors in People name, designs, mark and logo are protected by copyright and international trademark law. This report should be considered commercial in confidence. Investorsin People Community Interest Company is recognised as the Data Controller in the context of all data relating toInvestors in People.


Contents. 2

Summary and Context 3

Analysis. 5

Indicator 1:  Leading and Inspiring People. 9

Indicator 2:  Living the organisation’s values and behaviours. 11

Indicator 3:  Empowering and involving people. 13

Indicator 4:  Managing performance. 15

Indicator 5:  Recognising and rewarding high performance. 17

Indicator 6:  Structuring work. 19

Indicator 7:  Building capability. 21

Indicator 8:  Delivering continuous improvement 23

Indicator 9:  Creating sustainable success. 25

Recommendations and Next Steps. 28


Summary and Context

Investors in People (IIP) is the global standard for people management. Using the IIP40 online survey allows organisations the chance to hear employee views, and understand performance, including areas of strength and weakness. This online survey has been deployed to all the museums and sites, across Wales, of National Museum Wales.

National Museum Wales is a multi-sited organisation, headquartered in Cardiff, with museums across Wales and the National Collections Centre in Nantgarw:

·         National Museum Cardiff

·         St Fagan’s National Museum of History, Cardiff

·         National Waterfront Museum, Swansea

·         Big Pit National Coal Museum, Blaenafon

·         National Slate Museum, Llanberis

·         National Roman Legion Museum, Caerleon

·         National Wool Museum, Dre-fach Felindre


National Museum Wales employs over 700 people across a variety of specialist and customer-facing roles, as well as those delivering the professional services support functions. The organisation is led by the Director General and the executive Directors; governance is provided by the Board of Trustees.

National Museum Wales has undertaken the IIP40 online survey over the month of June 2018, in order to best understand the views of colleagues across the organisation. A significant amount of advisory work has also been undertaken, with workshops being held at various sites to explain the Investors in People Framework and to discuss the approach to be adopted. This survey will be used to guide ongoing continuous improvement activities, ahead of an Insights  assessment of all the museums merged together (historically, several of the museums had undertaken IIP assessment and accreditation independently).

The table below captures the timeline in which the online survey was completed:

Online survey start date

Online survey end date

Date of analysis report

4th June 2018

29th June 2018

16th July 2018


The table below captures the headline online assessment response statistics:

Total employee population

Online survey sample

Responses achieved

Response rate





To bank and carry forward the evidence from this online survey, the full assessment must be completed within 6 months of the online assessment date. The table below confirms the completion date for your organisation.


Online assessment end date

Evidence banked until (6 months)

29th June 2018

29th December 2018




Response rate data



The response rate of 69% is in excess of the average response rate of other organisations in this employee size band, which is a good indicator of colleague engagement.


In the indicator analysis below, agreement is considered to be ‘strongly agree’ and ‘agree’.



Summary overview



















Indicator 1:  Leading and Inspiring People









Indicator 2: Living the organisation’s values and behaviours










Indicator 3:  Empowering and involving people











Indicator 4:  Managing performance










Indicator 5:  Recognising and rewarding high performance













Indicator 6:  Structuring work












Indicator 7:  Building capability









Indicator 8:  Delivering continuous improvement








Indicator 9:  Creating sustainable success




Considering the groups selected, there are no large disagreements in positive sentiment between the groups. Equally, there is no one group that consistently records the lowest or highest positive sentiment across the 9 indicators.

Considering the positive sentiment expressed (‘strongly agree’ and ‘agree’), the indicators receiving the highest and lowest level of positive sentiment are as follows:


·         1st highest = indicator 6, structuring work (60.3% positive sentiment)

·         2nd highest = indicator 4, managing performance (56.8% positive sentiment)

·         3rd highest = indicator 8, delivering continuous performance (54.8% positive sentiment)


·         1st lowest = indicator 1, leading and inspiring people (27.8% positive sentiment)

·         2nd lowest = indicator 5, recognising and rewarding high performance (29.3% positive sentiment)

·         3rd lowest = indicator 7, building capability (37.5% positive sentiment)


The remaining 3 indicators scores as follows:

·         Indicator 3, empowering and involving people (50.3% positive sentiment

·         Indicator 9, creating sustainable success (46.1% positive sentiment)

·         Indicator 2, living the organisation’s values and behaviours (41.3% positive sentiment)


Considering the themes within each indicator, the lowest scoring themes (see graphic on page 7) should form the basis of ongoing improvement focus:

·         Developing leadership capability (indicator 1)

·         Creating transparency and trust (indicator 1)

·         Designing an approach to recognition and reward (indicator 5)

·         Recognising and rewarding people (indicator 5)

·         Deploying the right people at the right time (indicator 7)


On a more positive note, the statement ‘my organisation is a great place to work’ scored 55.6% positive sentiment.


Recommendations and Next Steps

National Museum Wales can be pleased at the response rate achieved for this IIP40 online survey, indicating engagement from colleagues who have taken the time and care to provide their responses.

The online survey provides quantitative data only which can help the Practitioner formulate a view on whether the Standard will be met at a full assessment. The interviews, focus groups, observations and desk top exercise are key to confirming the level of award and therefore this report must not be taken be taken as a guarantee of achieving a given award level. Therefore, this diagnostic can only be used as a barometer to inform the organisation of any preparatory work to be undertaken.

This IIP40 exercise has highlighted some areas of development which National Museum Wales should complete before undertaking their assessment.

Cleary this is quantitative data and a full picture and discussion can be obtained from an Insights assessment. This would be enhanced by comparison to this baseline data.

As previously noted, the lowest scoring themes (see graphic on page 7) should form the basis of ongoing improvement focus:

·         Developing leadership capability (indicator 1) – consideration might be given as to how everyone at National Museum Wales (including leaders at all levels throughout the organisation) can be clear about their expectations from leaders and that leaders have transparent guidance and support to execute their roles.

·         Creating transparency and trust (indicator 1) – consideration might be given to enhanced levels of engagement and communication, across all geographical locations of National Museum Wales. All leaders should ensure that the desired behaviours expected in the organisation are role-modelled at all times.

·         Designing an approach to recognition and reward (indicator 5) and recognising and rewarding people (indicator 5) – clearly there are financial restrictions in a publicly funded organisation, but consideration might be given to how non-financial recognition can be enhanced. Consulting with colleagues may bring new ideas around the remuneration area; for example, some organisations are now offering employees the option of swapping salary for enhanced leave entitlement.

·         Deploying the right people at the right time (indicator 7) – the survey indicates a perception that recruitment lacks transparency; consideration might be given to how a broader stakeholder involvement could contribute to recruitment activities.


Conducting the IIP40 online survey is a mechanism for taking on board feedback from all employees before the IIP action plan is fully implemented. Involving everyone in the implementation should lead to higher levels of engagement.