Additional Question Bank

(Likert Scale: 1–5 Strongly Disagree → Strongly Agree)

All questions below follow the same response format:
To what extent do you agree with the above statement

1 = Strongly disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly agree

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1. Measuring control effectiveness

Use when a new system, process, structure, or initiative has been introduced.

• The new project management system enables us to work efficiently.
• The recent changes have improved how work is coordinated across teams.
• The new processes introduced are clear and easy to follow.
• The changes implemented have reduced unnecessary administrative burden.
• I understand why these changes were introduced.
• The changes have had a positive impact on my ability to perform my role.

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2. Psychological safety

Use to assess whether staff feel safe to raise concerns or speak openly.

• I feel safe to speak up if something at work is not right.
• If I raise a concern, I believe it will be taken seriously.
• I can admit mistakes without fear of negative consequences.
• Different perspectives are genuinely valued in my team.
• I feel comfortable challenging decisions respectfully when needed.

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3. Leadership & communication

Use to test clarity, consistency, and confidence in leadership direction.

• Leadership communicates decisions clearly and consistently.
• I understand the priorities of the organisation.
• I receive timely updates about changes that affect my work.
• There is consistency in how leaders communicate across the organisation.
• Leaders demonstrate genuine concern for employee wellbeing.

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4. Workload & resourcing

Use to drill into job demands and sustainability.

• My workload is manageable within normal working hours.
• Expectations placed on me are realistic.
• I have sufficient resources to do my job effectively.
• Competing priorities are managed effectively.
• I have enough time to complete my work to a good standard.

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5. Role clarity & accountability

Use when there are concerns about ambiguity or duplication.

• I have clear expectations about what is required in my role.
• I understand how my role contributes to broader organisational goals.
• Responsibilities are clearly defined within my team.
• Decision-making authority is clear in my area of work.

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6. Support & escalation processes

Useful where incidents, complaints, or risk issues are present.

• I know how to report inappropriate or unsafe behaviour.
• There are clear processes for managing workplace issues.
• I am confident that workplace concerns are handled appropriately.
• I feel supported if I experience a challenging situation at work.

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7. Engagement & commitment

Optional broader organisational health indicators.

• I feel motivated to do my best work.
• I would recommend this organisation as a good place to work.
• I intend to remain working here for the next 12 months.
• I feel valued for the work I do.

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Brief Guide to Interpreting the Data

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1. Look for patterns, not isolated scores

• Focus on items with <65% agreement (Agree + Strongly Agree).
• Pay close attention where ≥25% disagree (Disagree + Strongly Disagree).
• One low item alone matters less than clustered themes across related questions.

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Example above: 'The new process is clear' has 50% agreement compared to 'I receive adequate support' which has 71% agreement.

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2. Pay attention to neutral

• High neutral responses often indicate:
  • Lack of clarity
  • Lack of awareness
  • Low confidence to respond
• Neutral is not positive - it often signals ambiguity.

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3. Compare to strain / risk Indicators

• If psychological safety scores are low and strain is high → barrier to risk reduction.
• If workload scores are low and strain is high → likely job demand issue.
• If leadership clarity is low and frustration themes appear → communication risk.

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4. Look at variability between groups

• Differences between departments are often more insightful than overall averages.
• One high-risk area can be masked by stronger teams.

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5. Track movement over time

• Improvement of 65% agreement to 75% agreement is meaningful.
• Stagnation after intervention suggests controls are ineffective.
• Decline following change indicates implementation risk.

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6. Control effectiveness logic

When assessing a new initiative:

• High agreement → control likely working.
• Mixed results → inconsistent implementation.
• Low agreement → control ineffective or poorly communicated.

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Always link back to:
What action will this data inform?
If no action is possible, do not ask the question.

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How to Create These Questions on Skodel

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Getting there

1. Login to Skodel
2. Click manage organisation on the left hand side bar
3. Navigate to question library

Creating the questions

1. Click 'create'
2. Use 'select one' question type
3. Fill in the form like below and click create. You can preview it before using the button on the modal