Source · Select Committees · Defence Committee
Recommendation 127
127
Accepted in Part
Previous report recommended earlier MOD industry engagement, workforce development, multi-year funding, and spiral development.
Conclusion
In our Report on DE&S we recommended that: • The MOD should engage with industry at an earlier stage, particularly on future requirements and their feasibility; • The MOD should consider the implications of the shortage of skilled and experienced workers and draw up a plan to help develop and foster the defence workforce over the next 10 years; • The MOD and the Treasury should provide a clearer definition of social value in defence contracting, specifying how the criteria will be applied in procurement competitions; • The Front Line Commands and DE&S should aim for a ‘spiral development’ model as default rather than over-specifying requirements; • The procurement system should place more emphasis on the value of time in relation to the delivery of capabilities; • The MOD should explore with HM Treasury whether there could be greater flexibility around budgetary cycles, moving from fixed one-year funding to multi-year funding of procurement programmes.260
Government Response Summary
The government committed to earlier engagement with industry and accepted all Haythornthwaite Review recommendations for the workforce, with a formal response detailing implementation to be published in 2024.
Government Response
Accepted in Part
HM Government
Accepted in Part
Through commitments made in DCP23, Defence is prioritising the things that will make those capabilities more lethal and ready, such as stockpiles, munitions, and enablers including storage facilities and our transformed partnership with industry, where we will engage much earlier in strategic conversations to create a more resilient, reliable, and adaptable industrial base. This will not only bolster UK industry and diplomatic influence, but also helps sustain Ukraine in the fight in 2024 and develops its economy beyond. As a Government, we recognise the responsibility to ensure our Armed Forces have the right people in the right place with the right skills, both now and in the future. This is never more pressing as we face global challenges not seen since the middle of the twentieth century. Despite an ever-increasing technological landscape, we know that people continue to be a critical factor in Defence. We are also committed to our Armed Forces remaining a career of choice for new generations. They should be attracted by modern and flexible offers which seek to reflect contemporary motivators and expectations and encourage them to remain in or contribute directly to defence throughout their military careers and beyond. Defence recognise that we must compete in a challenging labour market where there is huge demand for many of the key skills the Armed Forces needs to recruit and retain. This same challenge is faced by Armed Forces globally. We must address complex levers of retention; both positive and negative, to ensure that the best appropriate offer is available to everyone. The Armed Forces, both regular and reserve service, has been a driver of social mobility throughout history, and it is our responsibility to build on the opportunities offered to help people achieve their potential. The Haythornthwaite Review’s 67 recommendations were all accepted in the Defence Command Paper refresh in 2023 and a formal HMG response to each one of the recommendations will be published during 2024. The formal Govt. response will outline next steps for delivery and implementation for each recommendation, reflecting a broad roadmap for recruitment and retention for the short and the longer term. Key indicators will be captured regularly and reported to all stakeholders to measure progress. It will set out clear progress already made in priority areas and demonstrates how Defence is working fast to speed up recruitment, support the retention of the people we have, and build a people system that is aligned to and evolves with society. The work we are already undertaking will transform how we approach recruitment and retention, moving away from a base-fed model and one-size-fits-all culture to one based on the agility and autonomy of a mission-command approach.