Source · Select Committees · Public Accounts Committee
Recommendation 10
10
Accepted
We have reported previously that there is a large gap between the demand and supply...
Recommendation
We have reported previously that there is a large gap between the demand and supply of the digital specialists that government needs.24 We found that government is yet to make meaningful progress overcoming this long-standing challenge, which often leaves it reliant on contractors.25 We pressed the Department on this point and they concurred that the availability of technology skills continues to be a problem for the whole UK economy. We heard from the Department that its current digital workforce is a mixture of civilian, contractor, and military personnel and that it draws on a range of commercial and academic partners to supplement this.26 The Department also has the ability to draw on reservists, some of whom are digital specialists in civilian life and can provide those skills on a part-time basis.27 In its digital strategy, the Department notes that it has “fallen behind in accessing the specialist skills we need”.28 The Department identified that getting the further specialist skills it needs is a key factor affecting its likelihood of success in achieving the strategy’s goals by 2025.29 It told us these skills will include: architects; business analysts; cyber advisory risk specialists; data analysts; developers; delivery managers; infrastructure engineers; IT service managers; data science; experts in AI, robotics and cyber-security; and product managers.30
Government Response Summary
The department has established a dedicated talent acquisition team and intends to implement the Digital, Data and Technology (DDaT) and cyber pay framework to help attract and retain talent, and are expediting elements of the recruitment process.
Government Response
Accepted
HM Government
Accepted
3. PAC conclusion: The department faces a considerable challenge to recruit the specialist digital skills that its strategy relies on. 3. PAC recommendation: In its update to us in six months, the department should also set out how it has changed its approach to recruitment and what quantified effect this has had. 3.1 The government agrees with the Committee’s recommendation. Target implementation date: Summer 2023 3.2 The department has established a dedicated talent acquisition team to support digital recruitment. It intends to implement the Digital, Data and Technology (DDaT) and cyber pay framework which will help attract and retain talent - this offers enhanced pay ranges and 26 allowances, targeting skills gaps and enabling departments to compete more effectively in the labour market to attract new talent and improve retention. 3.3 Under Project ACCELERATE, the purpose of which is to improve digital processes and delivery (sponsored by the Second Permanent Secretary), the department is implementing the plan to expedite elements of the recruitment process that it controls. This includes new, innovative digital branded recruitment which was launched for the graduate recruitment campaign. The impact has been an 81.5% increase in applications (from 383 to 695), demonstrating the potential to improve the ability to attract applicants for digital vacancies. Consequently, the department intends to apply this approach to wider digital recruitments.