Source · Select Committees · Public Accounts Committee
Recommendation 25
25
Accepted
Departmental moves aim to resolve AI accountability issues, but full impact unproven.
Recommendation
We questioned the departments on what benefits we would see from these departmental moves, and the Cabinet Office told us that the aim was, in part, to address the issues of accountability and complexity highlighted by the NAO report which it felt the changes had pretty comprehensively addressed.64 DSIT also explained how the changes were intended to bring together and align work on AI policy across the wider economy and AI adoption in the public sector (for example, by supporting the AI supplier market through public procurement, and setting public sector standards that can be adopted by the private sector on a voluntary basis).65 It is early days and we will be looking for more evidence that these changes will address the NAO’s concerns around complexity and accountability fully. 57 Q 8 58 Q 8 59 DSIT, A blueprint for modern digital government, January 2025, p 20 60 C&AG’s Report, para 10 and Figure 2 61 C&AG’s Report, para 9 62 DSIT press release, DSIT bolstered to better serve the British public through science and technology, 8 July 2024 63 Qq 1–2 64 Q 2 65 Qq 1–2, 4 17
Government Response Summary
The government is introducing a requirement for all executive committees to include digital leaders and for boards to appoint digital non-executive directors by 2026, refining the Government Digital and Data Pay Framework and Capability Framework, and developing talent pipelines through initiatives such as TechTrack, the AI Accelerator, and the Digital Secondments Programme.
Government Response
Accepted
HM Government
Accepted
The government agrees with the Committee’s recommendation. Target implementation date: March 2026 3.2 DSIT acknowledges the ongoing digital skills gaps across the public sector and is taking active steps to implement reforms that address this challenge. 3.3 To strengthen leadership and invest in talent, the government is introducing a requirement for all executive committees to include digital leaders and for boards to appoint digital non-executive directors by 2026. The role of the Government Chief Digital Officer has also been elevated to increase strategic influence over key decisions. 3.4 Further action to attract, retain, and develop digital and data talent is being taken through the refinement of the Government Digital and Data Pay Framework and Capability Framework. 3.5 To support long-term workforce planning, talent pipelines are being developed and cross-sector skills exchange encouraged through initiatives such as TechTrack, the AI Accelerator, and the Digital Secondments Programme. 3.6 The impact of these initiatives will be monitored and evaluated through the Workforce Commission’s bi-annual reporting, the Senior Civil Service Benchmarking Tool, and ongoing workforce data collection. Transparency will be maintained through public reporting, including updates on digital leadership appointments, publication of Workforce Commission outputs (where appropriate), and the launch of major programmes such as TechTrack. 3.7 Further detail on these measures will be set out in the forthcoming Government Digital and AI Roadmap.