The goal of this study was to understand the service delivery chain of youth health services in Lithuania and, more generally, the needs of and challenges faced by public servants. This survey aims to better identify the management, work environment, and attitudinal factors that influence service delivery, and to identify actionable reforms that could be undertaken in the next one to three years at relatively low cost. The findings of this study is used to design and implement measures to make the civil service and youth health policies in Lithuania are better managed, and more effective in achieving its goals. It also informs research on how civil services work around the world and how the challenges civil servants face can be best overcome.
Kind of Data
Aggregate data [agg]
Unit of Analysis
Version 01: Anonymized and aggregated dataset for public distribution
The study covered the following topics:
- Pre-survey: interview meta-data, organization/individual identifiers
- Email information
- Mental health: stigma, mental health budgeting, national mental health,
- Selection (public administration)
- Performance management: advancement, rewards
- Dismissals (public administration)
- Attitude and motivation
- Bottlenecks and capacity building
- Adapting to the post-COVID-19 era
- Management practices
- Adapted world management survey: targeting, incentives/monitoring, autonomy (roles and flexibility), staff involvement/contribution, staffing
956 public servants across ministries and agencies.
Producers and sponsors
Daniel Oliver Rogger
The World Bank
For the survey, 3 ministries were selected based on the research topics as ministries whose work is closely related to the provision of mental health services to young people i.e. the focus of the project and their work in the field of educational assistance. Other ministries were selected at random from the other remaining ministries to interview employees not directly involved in mental health.
The selection of employees was done using Stata. In each selected ministry and agency, we select 40 employees to sample. First, we randomly select 5 units. Then we pick a manager and up to 10 employees from each unit. If this overfills the sample, we drop the corresponding number of employees from the largest unit. In case of a tie, we drop from lower rank units (i.e. if unit 3 and unit 4 are tied, we drop from unit 4). If this does not fill the intended sample, we select random employees from other departments to fill the sample. We assign any left-over employees in picked units to the back-up sample. If this does not fill the back-up sample, we pick back-ups from other units, until we have at least 5 managerial level employees and 35 regular employees in the back up sample.
We also selected 40 out of 60 municipalities from Lithuania for the survey. According to municipality size, we sample 12 to 22 employees. First, we pick one random education unit in each municipality and sample its’ manager and up to 7 employees. Then, we pick one random non-education unit in each municipality. We again sample its’ manager and up to 7 employees. If this overfills the sample, we drop from the corresponding number of employees from the largest unit. In case of a tie, we drop from the non-education unit.
We also selected 40 out of 48 public health offices from all over Lithuania for the survey. Aside from one public health office that was selected for its importance in public health, the remaining 39 of the 47 public health offices were selected at random. In each public health office, we selected all employees to participate in the survey, except for specialists who directly provide public health services in schools.
Response rate was 82%.
Dates of Data Collection
Data Collection Mode
Computer Assisted Personal Interview [capi]
Data Collection Notes
In-person (via video call) conducted by an enumerator on CAPI
The survey questionnaire comprises following modules:
1- Organization/ individual identifiers
2- Email information
5- Mental health budgeting
6- National mental health
9- Performance management
13- Attitude and motivation
16- Bottlenecks and capacity building
17- Adapting to the post-COVID-19 era
18- Management practices ask respondents according to specification
20- Incentives/ monitoring
21- Autonomy: roles, flexibility
22- Staff involvement/ contribution
23- Incentives/ monitoring: performance incentives
Questionnaire in English is attached.
Daniel Oliver Rogger
The World Bank
The use of the datasets must be acknowledged using a citation which would include:
- the identification of the Primary Investigator (including country name);
- the full title of the survey and its acronym (when available), and the year(s) of implementation;
- the survey reference number;
- the source and date of download (for datasets disseminated online).
Disclaimer and copyrights
The user of the data acknowledges that the original collector of the data, the authorized distributor of the data, and the relevant funding agency bear no responsibility for use of the data or for interpretations or inferences based upon such uses.