Recommendations & Conclusions
12 items
2
Recommendation
Thirty-second Report - Specialist Skill…
Accepted
The civil service struggles to attract and retain specialist staff. Since 2010 the civil service has been subject to pay restrictions, which have limited its ability to offer progressive pay packages to staff. Areas such as Digital and Commercial have struggled to recruit and retain specialists because there is strong …
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The civil service struggles to attract and retain specialist staff. Since 2010 the civil service has been subject to pay restrictions, which have limited its ability to offer progressive pay packages to staff. Areas such as Digital and Commercial have struggled to recruit and retain specialists because there is strong external competition for these skills. Functions have introduced their own pay flexibility measures to attract external talent and increase skills retention. However, pay flexibility creates pay disparities between departments and an internal market for specialists which risks some government departments and projects missing out on the skills they need. Some functions, such as Digital, have introduced measures to ensure that pay is consistent for similar roles across all departments. Recommendation: The Cabinet Office, HM Treasury and functions should outline in the Treasury Minute response how, and by when, they will review pay exception case processes across the functions to address current pay disparities and avoid creating an internal market for specialists. 6 Specialist Skills in the civil service
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Government response AI summary
The government agrees with the recommendation but outlines existing mechanisms, such as annual reviews of SCS pay and exceptions, promotion of Pivotal Role Allowances, and sharing allowance data to encourage pay coherence, rather than committing to a new review of these processes.
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HM Treasury
3
Recommendation
Thirty-second Report - Specialist Skill…
Accepted
There is still a long way to go to ensure the civil service retains and promotes those from different backgrounds. The more diverse an organisation, the better decisions it makes. The civil service has made a commitment to be more diverse at all levels across both departments and functions. To …
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There is still a long way to go to ensure the civil service retains and promotes those from different backgrounds. The more diverse an organisation, the better decisions it makes. The civil service has made a commitment to be more diverse at all levels across both departments and functions. To achieve this the Cabinet Office says it has made its recruitment processes fairer. This includes changes to how and where jobs are advertised, and to how interviews and selections are conducted. Functions are also now setting clear standards in relation to recruitment in order to try and address inconsistencies in the process. The Cabinet Office believes these changes will help to ensure that people from different backgrounds are encouraged into the civil service. Alongside this, the Cabinet Office is aware of the need to improve the retention and progression of minority groups. Whilst we welcome the Cabinet Office’s commitment to diversifying the civil service, more needs to be done to improve the intake and retention of minority groups and those with different socio-economic backgrounds. Recommendation: The Cabinet Office should write to us within three months setting out detailed and broken-down information on the retention and progression of staff from different backgrounds and its plans for further reform in this area.
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Government response AI summary
The government accepts the recommendation, committing to continue publishing detailed diversity statistics, developing a new Civil Service Inclusion strategy, and launching the Government Recruitment Information Database (GRID) by April 2022 to improve data-driven decision making and recruitment diversity.
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HM Treasury
4
Recommendation
Thirty-second Report - Specialist Skill…
Accepted
Departmental data is not good enough to support functions’ development of comprehensive workforce plans. The Cabinet Office acknowledges it does not have the data it needs across all functions to accurately assess what skills the civil service has and where these should be deployed to maximise impact. Departments each have …
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Departmental data is not good enough to support functions’ development of comprehensive workforce plans. The Cabinet Office acknowledges it does not have the data it needs across all functions to accurately assess what skills the civil service has and where these should be deployed to maximise impact. Departments each have their own systems for collecting data on their staff, and as a result departmental workforce data quality and content vary. Some functions have undertaken their own data collection exercises with departments to get around the problem of workforce data quality. Dealing with dynamic challenges such as EU Exit and covid-19 has forced the Cabinet Office to improve its workforce planning and improve the quality of data available to functions. This exercise would see even greater improvement if the Cabinet Office had access to more granular workforce data. Recommendation: The Cabinet Office should set out how it will work with departments to make sure workforce data is collected at the right level, to better address skills gaps and shortages.
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Government response AI summary
The government accepts the recommendation and is taking steps to improve annual workforce projections, align data standards across functions, improve consistency and transparency of workforce data through process convergence, and collect more effective functional data via the ACSES for 2021.
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HM Treasury
7
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The Cabinet Office recognised that rules introduced in 2010 on civil service pay make it difficult to attract and retain skilled specialists in some areas.15 Some skills, such as the ability to lead large projects, are particularly scarce. The Cabinet Office told us the areas which experience the highest levels …
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The Cabinet Office recognised that rules introduced in 2010 on civil service pay make it difficult to attract and retain skilled specialists in some areas.15 Some skills, such as the ability to lead large projects, are particularly scarce. The Cabinet Office told us the areas which experience the highest levels of turnover are those with a strong external market, such as Commercial and Digital. These functions can often find themselves bidding against external competitors who can offer more money.16
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Government response AI summary
The government agrees with the Committee's observation regarding challenges in attracting and retaining specialists due to civil service pay rules, outlining existing measures such as departmental pay delegation, pay exception processes, SCS pay reviews via the SSRB, and the use of Pivotal Role Allowances.
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HM Treasury
9
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
Pay flexibilities can however lead to disparities in specialist pay, which can create an internal market between departments for those with specialist skills. To tackle this, the Cabinet Office explained how it is managing the issue. For senior civil service pay grades, pay exception processes have been put in place …
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Pay flexibilities can however lead to disparities in specialist pay, which can create an internal market between departments for those with specialist skills. To tackle this, the Cabinet Office explained how it is managing the issue. For senior civil service pay grades, pay exception processes have been put in place and the Heads of Functions now actively share and assess salary information across both functions and departments. The Cabinet Office told us it has also put in place restrictions to limit the ability of people to move 10 C&AG’s report, The cost of EU Exit preparations, HC 102, Session 2019–21, 6 March 2020 11 Qq 38–39 12 Qq 42–43 13 Q 92 14 Q 14 15 C&AG’s report, Central government staff costs, HC 79, Session 2015–16, 5 June 2015 16 Q 51 17 Q 51 10 Specialist Skills in the civil service between departments to jobs at the same level but for more money. For lower grades, the Cabinet Office explained that in the Digital function a framework of salary allowances has been put in place which allowed them to level pay across departments for the same type of job. It is also looking into the cohesion of pay across different geographical locations.18 Retaining and promoting a diverse workforce
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Government response AI summary
The government agrees with the observation and confirms it is already implementing measures, such as annual reviews of SCS pay and exceptions, and promoting Pivotal Role Allowances, with the next SCS pay exception review due in Summer 2021.
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HM Treasury
10
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The more diverse the people in an organisation, the better run it is and the better decisions it makes. As part of the Civil Service Diversity and Inclusion Strategy the civil service has committed to setting and working towards targets to increase the flow of ethnic minority and disabled staff …
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The more diverse the people in an organisation, the better run it is and the better decisions it makes. As part of the Civil Service Diversity and Inclusion Strategy the civil service has committed to setting and working towards targets to increase the flow of ethnic minority and disabled staff into the senior civil service. The Cabinet Office explained that the functions play an important role in improving diversity by setting clear standards for recruitment and career pathways. It also told us that it had made broader changes to how and where it advertises jobs to bring about a better balance of internal and external recruits, and that it had made changes to how it carried out interviews. The Cabinet Office said it has made particular changes to the processes in place for the civil service fast stream, such as making sure the mix of assessors for roles was more diverse.19
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Government response AI summary
The government is developing a new Civil Service Inclusion strategy to replace the 2017-2020 strategy, focusing on talent, fairness, and a broader view of diversity, with individual functions like Finance also launching their own diversity strategies.
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HM Treasury
11
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The Cabinet Office also recognised the importance of retention. One of its key aims is to look at how people progress within the civil service once they are in post. The Cabinet Office acknowledged it can take three to five years for someone to fully understand their role, and stated …
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The Cabinet Office also recognised the importance of retention. One of its key aims is to look at how people progress within the civil service once they are in post. The Cabinet Office acknowledged it can take three to five years for someone to fully understand their role, and stated that this is the minimum amount of time they would like to see individuals stay in a post if possible.20 The Cabinet Office told us that introducing pay flexibilities had greatly improved retention levels within the Commercial function.21 18 Q 52 19 Qq 65,89, 92 20 Q 51 21 Q 51 Specialist Skills in the civil service 11 2 Planning and data Departmental data and workforce plans
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Government response AI summary
The government outlined its existing policies and frameworks for pay and retention, confirming that pay matters for grades below SCS are delegated to departments, and detailing how SCS pay, pivotal role allowances, pay exceptions, and specialist pay frameworks like DDAT are managed across the Civil …
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HM Treasury
12
Recommendation
Thirty-second Report - Specialist Skill…
Accepted
Ideally, all functions would have access to workforce statistics from a consistent civil service-wide data set. However, functions are still largely reliant on departmental data on staffing, which is variable in quality and is not always detailed enough for functions to use.22 The Cabinet Office told us that while it …
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Ideally, all functions would have access to workforce statistics from a consistent civil service-wide data set. However, functions are still largely reliant on departmental data on staffing, which is variable in quality and is not always detailed enough for functions to use.22 The Cabinet Office told us that while it has more workforce data than ever before, it still has a way to go until the data available is granular enough to identify individual skills and shortages. It is keen to make sure that the functions are using standardised data, which is subject to the same definitions and approaches.23
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Government response AI summary
The government accepted the recommendation, agreeing to work towards a consistent Civil Service-wide dataset by May 2021. It is already improving annual workforce projections, aligning data standards across functions, and working to improve the consistency and transparency of workforce data and ACSES returns.
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HM Treasury
13
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The Cabinet Office is looking to put in place measures that will allow it to identify what skills an individual has so that they can be best deployed to maximise impact. The Cabinet Office noted that the Project Delivery function is ahead of the other functions in this regard, as …
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The Cabinet Office is looking to put in place measures that will allow it to identify what skills an individual has so that they can be best deployed to maximise impact. The Cabinet Office noted that the Project Delivery function is ahead of the other functions in this regard, as it has introduced its own Project Delivery Capability Framework which includes an assessment tool for users to evaluate their skills. Some 7,000 individuals have recorded and assessed their skills against this framework. The Cabinet Office aims to replicate this model across the other 13 functions.24 It has also, for the first time, included functional membership as one of the questions in the Annual Civil Service Employment Survey in an attempt to understand functional data at an employee level.25
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Government response AI summary
The government agrees with the committee's observation, detailing ongoing steps to improve annual workforce projections, align data standards across functions, enhance workforce data consistency, and improve functional data collection via the ACSES for 2021.
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HM Treasury
14
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The Cabinet Office told us that the challenge of EU exit and EU transition, alongside the concurrent risk of the covid-19 pandemic, has sharpened its thinking about skills and has improved the effectiveness of strategic workforce planning across the civil service. The current situation has forced the Cabinet Office to …
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The Cabinet Office told us that the challenge of EU exit and EU transition, alongside the concurrent risk of the covid-19 pandemic, has sharpened its thinking about skills and has improved the effectiveness of strategic workforce planning across the civil service. The current situation has forced the Cabinet Office to introduce new ways of working, such as cross-civil service campaigns and hubs to move people between departments, and to explore more innovative ways of managing staffing needs.26 Alongside this the Cabinet Office said it had been building capacity and skills within the HR function to carry out better strategic workforce planning. It has drawn on examples from other organisations that already do this well, such as the military and the Metropolitan Police.27 Creating plans to help maximise impact
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Government response AI summary
The Cabinet Office is committed to addressing skills gaps and enhancing strategic workforce planning across the Civil Service by May 2021, having already established the Government Skills and Curriculum Unit and improved annual workforce projections.
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HM Treasury
18
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The Cabinet Office’s ‘blueprint’ exercise in 2018 set consistent expectations for functions and introduced more regularised reporting from functions on their performance, costs and benefits.32 The National Audit Office noted that data quality would be central to the success of these reporting initiatives but found cross-departmental data to be poor.33 …
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The Cabinet Office’s ‘blueprint’ exercise in 2018 set consistent expectations for functions and introduced more regularised reporting from functions on their performance, costs and benefits.32 The National Audit Office noted that data quality would be central to the success of these reporting initiatives but found cross-departmental data to be poor.33 We asked the Cabinet Office whether it agreed with the National Audit Office’s assessment that data on impacts was poor. The Cabinet Office told us it had a long way to go in this area before costs and benefits data is robust enough to support the value of the functions.34 It noted specific difficulties in measuring impact in functions such as HR which, unlike the Commercial function, does not have clear savings figures associated with it.
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Government response AI summary
The government agrees that data on impacts is poor and is taking specific steps, including a project that identified four key factors for assessing functional improvement and a widespread agenda of culture-change to ensure Green Book guidance on measuring costs and benefits is followed.
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HM Treasury
20
Conclusion
Thirty-second Report - Specialist Skill…
Accepted
The Cabinet Office told us that the Government Internal Audit Agency (GIAA) is in the process of developing a new project to allow comparison of impact assessments across the functions. As part of this, the GIAA has developed a standardised methodology and metric so that the functions are able to …
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The Cabinet Office told us that the Government Internal Audit Agency (GIAA) is in the process of developing a new project to allow comparison of impact assessments across the functions. As part of this, the GIAA has developed a standardised methodology and metric so that the functions are able to measure impact in the same way, so like-for-like comparisons can be made. The aim is for this work to be completed by Spring 2021.36 29 Qq 45, 69–71 30 Qq 69–70, 72, 74 31 Q 72 32 C&AG’s report HC 919, para 5 33 C&AG’s report HC 515, paras 5, 9 34 Qq 46–47 35 Qq 45, 47 36 Qq 48 Specialist Skills in the civil service 13
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Government response AI summary
The government agrees with the Committee's conclusion, stating a target implementation date of April 2021 for the project to measure the impact of government functions using four key factors, and outlines details of this work.
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HM Treasury