Source · Select Committees · Public Accounts Committee
Recommendation 20
20
The Cabinet Office accepted that government still has a capability problem and is not as...
Conclusion
The Cabinet Office accepted that government still has a capability problem and is not as sophisticated as it needs to be.52 There are not yet enough people with the depth 41 Qq 12, 73 42 Q 4, 73 43 Qq 4, 46, 63 44 Q 4 45 Q 48 46 Qq 43–44, 62, 65–66, 73 47 Q 7 48 Q 12 49 Committee of Public Accounts, Supporting Primary Care Services: NHS England’s contract with Capita, Fifty- Seventh Report of Session 2017–19, HC 698, 25 July 2018; C&AG’s Report, figure 8 50 C&AG’s Report, The National Law Enforcement Data Programme, Session 2021–22, HC 663, 10 September 2021, Para 2.15 51 C&AG’s Report, The challenges in implementing digital change, Session 2021–22, HC 575, 21 July 2021, para 2.11 52 Qq 21, 73 Challenges in implementing digital change 13 of experience needed to deliver across the breadth of the governments digital portfolio.53 Government is trying to build its internal skills and capabilities at a time when the external recruitment market is challenging.54 The Cabinet Office agreed that the supply of digital skills is not enough to match the demand in the public and private sectors. This leads to shortages of key skills, such as digital architects and software developers.55 Government also faces challenges in building capability beyond those faced by the private sector. Government digital and technology leaders surveyed by the National Audit Office identified the amount departments can pay specialists and civil service recruitment processes as the biggest barriers to recruitment and retention.56 53 Q 73 54 C&AG’s Report, para 3.4 55 Q 7 56 C&AG’s Report, figure 13 14 Challenges in implementing digital change
Government Response
Not Addressed
HM Government
Not Addressed
6: PAC conclusion: There is a large gap between the demand for and supply of the digital specialists that government needs, and it is hard to get the right balance of in-house and outsourced skills. 6: PAC recommendation: The Central Digital and Data Office should write to us, within 6 months, setting out how it intends to measure progress against its capability strategy, and annually thereafter to report what progress it has made against those metrics. 6.1 The government agrees with the Committee’s recommendation. Target implementation date: Summer 2022, and annually thereafter 6.2 The government will measure progress against the DDaT Capability strategy through key benefit metrics and associated success indicators. These will include, but will not be limited to, the ratio of permanent to temporary staff and numbers of apprentices. A report detailing agreed metrics will be shared with the Committee within 6 months. Subsequently, assessment against these metrics will be conducted at departmental level via Quarterly Business Reviews, co-chaired by the CDDO and HM Treasury, leveraging data provided through the CDDO’s Digital Dashboard process. 6.3 The CDDO will support departments in optimising workforce configuration through a series of central interventions which complement existing resources, for example, the Consultancy Playbook regarding intelligent outsourcing. 6.4 Creating a ‘single front door’ for DDaT recruitment is a key intervention. This approach will see a consistent, streamlined process through which government will identify, assess, onboard and deploy DDaT talent. This will maximise opportunities to promote the Civil Service as an employer and support efforts to reduce internal competition for talent. The CDDO will continue to align departments to the DDaT Capability Framework and associated remuneration offer to further support recruitment and retention. 6.5 A new training academy will be established in conjunction with the Government Skills and Curriculum Unit to facilitate an enhanced digital training offer to the Civil Service. The academy will focus on re-training existing civil servants outside of the DDaT profession. It will also provide the central hub for early talent initiatives including the Civil Service DDaT Fast Stream, digital apprenticeship and diversity internship schemes.