PublicEye 01/13

PublicEyEProspect members in public service

www.prospect.org.uk • Issue 1, March 2013

Alt reformOne year on from the publication of the government’s plan for civil service reform, Prospect is to mark the anniversary with its own assessment of how government plans have fared.

The union wants to assess: ● cuts to spending and jobs since

2010 ● the impact of changes on the

effective operation of government.Deputy general secretary Leslie

Manasseh said: “Until government recognises the essential role of professionals, it will not have a civil service that can deliver value for money. Since 2010, thousands of specialist civil servants have lost their jobs. That means government has lost the leading edge of expertise it needs to tackle the challenges it faces every day: from flood defences, plant and animal disease to nuclear regulation and defence procurement.”

Although the union published its own alternative proposals for civil service reform: Government That Can – needs people who know how. It wants to bolster its arguments with an update to the case studies of members – on the practical impact of the loss of skills and government capability. If you want to volunteer as a case study then please get in touch at [email protected].

Prospect says ● government must raise standards

of professionalism ● value the skills of specialists ● recognise the importance of

government’s role as an intelligent customer

● work with Prospect to reform pay, conditions of service and careers to make them fit for purpose.

Prospect • PublicEye – March 2013

ProsPect negotiators across civil service bargaining areas must be innovative, creative and vigilant in the forthcoming pay round.

However, the continuing pay cap, a recruitment freeze and pension contribution increases make the current environment as difficult as any in recent years says deputy general secretary, Leslie Manasseh.

With inflation is rising by more than three per cent and government policy limiting the pay bill increase to an average of one per cent, many Prospect members are likely to experience yet another fall in their take-home pay this year.

this is made worse by the government’s decision to increase pension contributions by an average of 1.3 per cent.

Prospect remains opposed to arbitrary pay caps, and members are understandably angry and frustrated with a situation where they are suffering a decline in real earnings. this is particularly so given that the burden of the government’s austerity programme is not being fairly shared across society.

the pay cap also undermines genuine negotiations between Prospect and the various civil service employers. in many organisations where specialist expertise is vital to service delivery, employers are unable to exercise any flexibility within pay systems to address pressing shortages

■■ Manasseh■–■Little■change■from■last■year

Specialist pickle needs a creative, Prospect solution

of skilled staff. elsewhere, restricting

pay growth is used as a blunt instrument – alongside indiscriminate cuts in staff numbers – to reduce departmental spending.

Little surprise that for the fourth year running

the civil service people survey has shown a decline

in satisfaction with pay and benefits across the civil service.

Manasseh said: “the sector executive committee is clear that solving the many problems associated with specialist and professional pay will take more than one year.

“our approach is based on a multi-faceted strategy over the next few years. our principal aim is to deal with pay on the basis of objective evidence about skills, value and responsibility for delivering specialist services in an increasingly complex world.

“the treasury has not yet issued the pay guidance remit for 2013-14, but there is likely to be little change from last year.”

‘The sector executive committee is clear

that solving the many problems associated with specialists and

professionals pay will take more than one year’

recruit A memberThe more members we have – the stonger our voice. Ask your colleagues to join us at www.prospect.org.uk/join or call 020 7902 6600 for more details.

ProsPect Has welcomed a call by rushanara ali MP to keep a treasured sculpture in public hands and place it at the Museum of London Docklands.

the sculpture, ‘old Flo’ by Henry Moore is one of many pieces of art that cash-strapped local authorities are resigned to selling off, most likely to private collectors.

negotiator Dave allen said: “Henry Moore and his family wanted this much-loved sculpture to be

displayed in London, for the benefit of Londoners, not tucked away in a private collection. the curators at the Museum of London Docklands are the ideal people to protect and preserve ‘old Flo’, so we welcome this eDM. By ensuring our arts remain in public view we will also be giving our museums a welcome boost that they need in tough times.”

oPinionLeslie

Manasseh deputy general

secretary

IT’S an unfortunate but undeniable fact that the current horse meat crisis highlights many of the key issues facing Prospect:

● It demonstrates the need for effective government based on standards, regulation and enforcement;

● It demonstrates the need for specialist expertise to help manage an increasingly complex society;

● It exposes how a sensible debate about the future role of the civil service and the value of civil servants has been hijacked by the battle for tabloid headlines.

How many backbenchers thought about the potential risks to public health when they were demanding a bonfire of quangos and regulation? How far away from the caricature of feather-bedded bureaucrats are Prospect members in the Food Standards Agency, now drastically reduced in number and battling to bring the crisis under control? In short, how partial, inaccurate and simplistic has the debate about the role of public services become? And how serious might the consequences be?

For me, coming recently to the role, these questions help shape my agenda and priorities.

Above all we must seek to decouple the discussions about the future role of the civil service and the pay and conditions of civil servants from the short-term and toxic world of political skirmishes.

On pay we need negotiations based on objective evidence of the sort developed by a review body, rather than politically-driven pay restraint.

On civil service reform, we need a debate based on a thorough and joint assessment of how an effective service should look and operate, and the skills and resources that are required to deliver it.

Prospect is willing to have that debate. Let’s hope the government is too.


2 NeWS

Early day motion plea to keep Moore sculpture in London

rPij on thE cardSTHe national Statistician announced in January the outcome of the consultation into the formula used to calculate the Retail Prices Index.

The RPI will be retained unchanged but a new inflation index, RPIJ, will be published. This uses the same formula used to calculate the CPI. As a result, the RPIJ will produce a lower inflation figure than the RPI and much closer to the headline CPI figure.

The national Statistician found that the arithmetic averages used to calculate price rises at the elementary aggregate level in the RPI do not meet international standards.

A new RPI-based index will be published from March 2013 using a geometric average.

If the formula used to calculate RPI had been changed it would have been subject to consultation with both the Bank of england and the Chancellor of the exchequer to consider

whether it would have a materially detrimental impact on the interests of holders of relevant index-linked gilts.

However, as a result of the national Statistician’s recommendation RPI will not be affected. This also means that private sector pension schemes that are linked to RPI will continue to be uprated by RPI.

In the medium/long term it is likely that RPIJ will become the main alternative inflation measure to CPI.

This change will have implications for wage bargaining in future because of the pressure to move from RPI to RPIJ as the reference point for wage indexation.

In the immediate future, Prospect negotiators should argue to stick with RPI, especially where pay increases have been indexed to RPI. But in the longer term, we want to see a credible inflation measure that is appropriate for uprating wages and is part of the RPI family of indices.

CAROLIne MARDOn / Rex FeATUReS

the full wording of Early day Motion 1028 is:eDM: Henry Moore sculpture ‘Draped seated Woman’This House notes with concern that due to excessive central government cuts to local authority funding, councils are under severe pressure and many nationally treasured works of art are being prepared for sale in order to try and balance the books; this House is concerned by the decision of the Mayor of Tower Hamlets to sell on the open market the Henry Moore Sculpture affectionately known as ‘Old Flo’ contrary to the wishes of many local councillors and people; this House notes with concern that there is ambiguity over the title to this sculpture; this House recalls the wishes of Henry Moore and his family that this sculpture should

be displayed for the benefit of the people of London and the intentions of the London County Council on purchasing this sculpture that it should remain in public ownership in perpetuity; furthermore this House welcomes the interest of the Museum of London in housing the Sculpture at the Museum of London Docklands in Tower Hamlets, where it could be displayed for free and with the support of professional skilled curators; this House believes that ‘Old Flo’ and other internationally important works of art could soon be lost, taking with them an important part of the nation’s heritage, due to the irresponsible cuts to local authority budgets.

■■ Henry■Moore■at■his■studio■in■Perrygreen,■Muchhadam,■Hertfordshire,■circa■1975

■■ Allen■–■EDM■welcomed


3NeWS

a MytH is taking hold – encouraged through some parts of the media – that the civil service is one of the least reformed parts of the British state. so it may be timely to recall that less than nine months ago the government launched its blueprint for civil service reform, and promised more detail about how this would be implemented by the end of 2012.

For many civil servants, 2012 was characterised by uncertainty. Jobs continued to disappear, sometimes along with entire organisations, such as the Forensic science service. specialist skills have been hollowed out in many areas. More cuts and a prolonged period of pay restraint are to follow.

at the same time, we are witnessing increasingly vocal criticism by ministers and their advisers of alleged curmudgeonly behaviour by civil servants.

is the government’s reforming zeal running into the sand, just as many previous such plans have done? it seems instead to be resorting to a concerted campaign of civil servant bashing, playing on stereotypes that bear only passing resemblance to the work done by the majority, who never come near Whitehall.

if the government is serious about reforming the civil service, there are several actions it could take immediately to show it means what it says:

the first step would be to drive a concerted effort to improve the labour market information available to government employers and use it for workforce planning purposes, in the way that good private sector employers and sector skills councils already do.

Secondly, a skills register needs drawing up to identify where expert capacity resides, either

so that it can be deployed across departments or, where there are gaps, work undertaken to develop such capacity. the emphasis should be on professional skills, not organisational silos.

thirdly, the government urgently needs a positive action programme to expand the proportion of senior civil servants with a technical professional background. this would help enhance the capacity to deal with the key challenges facing government, dilute entrenched cultures and hierarchies, and provide a visible wider signal that these

professional skills are valued and an asset to career progression.

For people starting out on their careers, government should invest in a civil service-wide science and engineering apprenticeship programme that includes higher-level apprentices.

Ministers must also break the mould of the annual treasury pay remit guidance and set out milestones for a longer-term pay strategy that will fairly reward and retain essential skills.

the government should celebrate the essential work that civil servants do well in order to build public awareness and positively influence the career choices of talented young people.

nobody would argue that the civil service is perfect. But it is easier to criticise it than to work constructively with the thousands of dedicated professionals in the service who, against the odds, retain a strong public service ethos.

there is a world of difference between a coherent and sustainable reform programme and a series of changes implemented piecemeal in response to political pressures of the day.

ProSPect recommeNdS A ‘YeS’ vote AS bAllot getS uNderWAYA crucial Prospect ballot opens this month and the union is urging members to vote ‘yes’.

By law, unions have to ballot their members every ten years on whether they want to retain their political fund.

Deputy general secretary Dai Hudd said: “We are proud to be a politically neutral union. We are also proud to be a highly effective

campaigning union, influencing across the political spectrum.

“A ‘yes’ vote will ensure that we maintain that influence in future. Make

March a month to back your union in the ballot.”

The political fund cannot be used to support individual MPs or parties. It is managed on a separate basis from general funds and governed by strict rules supervised by the Certification Officer.

But Prospect does use the fund to engage with ministers and politicians of all shades. It enables the union to argue, seek to influence, lobby and campaign on behalf of members, without fear of a legal challenge.

Any member can opt out without fear of disadvantage, but 99 per cent of members choose to contribute.

A letter with explanatory note, a leaflet and your ballot paper was posted out on 27 February. If you have not received a ballot paper by the time you read this, or if any of the documentation is missing, please email [email protected] or phone 020 8971 6000.

■■ Find■answers■to■all■your■questions■about■the■fund■at■http://bit.ly/political_ fund

Positive change or civil servant bashing?

Francis Maude should rise to the

challenge on reform says Sue Ferns, director

of communications and research

FSS

Politicising the civil service may attract

ministers in the short-term, but it won’t

strengthen it

PuBLic concern over health, the environment and security has been heightened by a number of crises in recent months. the Francis report into Mid staffs hospital has highlighted the need for an inspectorate that proactively examines the quality of care provided; the horsemeat scandal enveloping the food industry has underlined public concern over food safety and the outbreak of ash Dieback has shown how new diseases can devastate the natural environment.

What all of these crises have highlighted is the importance of government agencies in providing solutions to difficult and complicated problems. the challenges facing the public sector are greater today than they were 20 or 30 years ago.

Many government agencies are engaged in activities which may not be in the headlines every day but do provide a vital public service. Maintaining a balance between these services and the government’s austerity programme creates tensions, which sometimes only become apparent when a crisis breaks out.

the government’s austerity programme has been an economic failure but what is often overlooked is that it has also been a huge policy failure. Huge cuts in admin budgets and reductions in departmental spending reduce the capacity of government to deliver public services.

the range of government activities means that the risk of cuts affecting several different areas at once is increased. unfortunately it is easy to spot some of the more obvious areas where the government has got it wrong.

the risk of flooding was clearly understood prior to the atrocious weather that hit the uK last year; in 2007 floods cost the insurance industry over £3bn. However, as a result of the comprehensive spending review, the government


4 SPeNdiNg cutS

False economies

– how spending cuts

backfireProspect researcher Jonathan Green looks

at how public service specialists continue to operate in an era of austerity

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announced cuts in spending on flood defences. By 2015 the shortfall in funding is estimated be around

£800m based on the environment agency’s assessment of the funding needed to take account of climate change. this has now been partially offset by the government’s commitment to spend an extra £120m, but it does not make up the difference.

adjusting for inflationthe Department for Business innovation and skills has made some encouraging announcements in the last year linking science research to industrial growth. But government investment in science lags behind our major industrial competitors and in 2010-11 fell by 6.4% when adjusted for inflation. the cuts are even more severe in individual departments such as environment and rural affairs, transport and defence – overall spending on science in these departments has fallen by 7.6%.

the Ministry of Defence, by far the biggest-spending department for research and development, cut its budget by more than 13%, or £239m. these cuts will hamper the uK’s ability to keep pace with our economic competitors in cutting edge research and slow efforts to rebalance the economy away from finance towards more productive industries in the future.

the abolition of the regional Development agencies made a lot of sense to ministers when they came into office looking for easy cuts. they were seen as expensive quangos wasting taxpayers’ money with an annual budget of £2.2bn. But they performed an important role in attracting business and preparing areas for industrial development.

in their place the government has established Local economic Partnerships and enterprise Zones which are more fragmented and have access to less funding than rDas. the regional growth Fund, established by the government to create jobs in the regions, has not filled the gap. in the first year of the fund only £60m from the £1.4bn

initiative had reached projects to support enterprise and job creation. in some cases it has cost over £200,000 to create a single new post. if spending on rDas was considered to be a waste of money it is hard to see how this range of initiatives are an improvement.

Fast-track privatisationWhat these examples show is how government policies can unravel when confronted with the real world. Political retreats and u-turns have

often followed a crisis or campaigns of opposition to some of the more ludicrous proposals, but it would be better if bad policies could be avoided in the first place.

For example, the campaign to retain the Forestry commission in the public sector was an early success. there are still threats to the future of gB-wide functions, including forest research, but government proposals to fast track privatisation were shelved. More recently the decision to stop the forced merger of the British antarctic survey with the national oceanographic centre shows that targeted campaigns against government cuts can be successful.

■■ Keep■us■informed■about■campaigns■against■cuts■in■your■

organisation■and■how■they■may■end■up■costing■taxpayers■money.■It■should■not■take■a■crisis■to■highlight■the■vital■role■of■public■services.


5SPeNdiNg cutS

‘These cuts will hamper the UK’s ability to keep pace with our

economic competitors in cutting edge research and slow efforts to

rebalance the economy away from finance towards more productive

industries in the future’

■■ Prevention■is■better■than■cure■–■without■specialists■in■place,■it■will■be■even■harder■to■manage■floods,■diseases■and■monitor■the■effects■of■global■warming

FOReSTRy CO

MM

ISSIOn

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tapping the pool of Welsh talent

across tHe whole of Prospect’s membership areas, it has proved increasingly difficult to recruit graduates, largely because of the financial position of such staff.

evidence shows that the cost of union subscriptions, combined with accumulated student debt, are the key reasons these young people do not join a union.

anecdotally, branch negotiators and organisers tell us that an alternative, credibly reduced subscription rate for staff undertaking their probation periods is likely to influence their decision to join the union.

at the Wales audit office, Prospect has agreed to a subscription offer deployed successfully in the Met office, the intellectual Property office and the the Ministry of Defence’s

HoW tHe ScHeme WorkS for ProSPectreCruITIng younger workers is a challenge for all unions, not just Prospect, says organiser Chris Perry (right): “It is not only their lack of familiarity with unions that hinders us, but the concept of a regular subscription to a ‘club’ mainly inhabited by older colleagues with different career and pay aspirations. However, it is crucial that we engage younger members if we are to sustain Prospect as a viable trade union.

“reduced subs alone won’t guarantee membership. Schemes need to be supported by branches, organisers and reps.

However, MOD’s graduate trainee and local uKIPO reps all agree that recruitment would be more difficult without the reduced subs schemes.”

The following branches have successfully applied for reduced subscription schemes:

● MOD Defence Acquisition and Maritime South

● Foreign and Commonwealth Office

● Met Office ● Devonport royal Dockyard ● uK Intellectual property Office ● Wales Audit Office

At Devonport royal Dockyard, Met Office and uKIPO, Prospect has had an induction presence for the new entrants. In Devonport the branch secretary follows-up inductions by visiting graduates with a peer from a previous intake who is also a member.

A similar approach is taken in newport at the IPO where the union is fortunate enough to have

an active rep who is of a similar age to the trainees.

Graduates at the Wales Audit Office are the latest group of members to benefit from a scheme designed to tap into the pool of potential recruits

engineering and science group. Following completion of the two-

year training period, subscriptions will revert to the band appropriate to the member’s salary.

Wao currently operates a comprehensive and well-supported graduate training programme. after joining, the trainees enter an intensive, two-year training period, the first 12 months of which constitute a probation period.

Prospect’s national executive committee can set specific subscription rates to improve recruitment in clearly-identified areas.

Branches intererested in the scheme should contact their organiser or full-time officer.

apprenticeship app launchedProsPect Has developed a free app to help would-be apprentices access advice and details of the largest selection of vacancies available via a mobile application.

the app offers information and guidance on everything related to apprenticeships, from finding out about a particular role to applying for a job, minimum rates of pay and what should be covered in an

apprenticeship contract.sue Ferns, director

of communications and research, said: “this new resource is aimed at those considering an apprenticeship, those already undertaking one and their parents or guardians and employers involved in managing, designing or operating a scheme in their workplaces.”

the app, available

initially for android phones, is currently being developed for the iPhone. it enables you to search for apprenticeship vacancies from the largest collection in the uK because it searches both the national apprenticeship service and not going to uni.

■■ Download■■the■App■at■■http://goo.gl/y40Or


6 recruitmeNt

‘Wales Audit Office operates a comprehensive and well-supported graduate training programme’

tHe tuc report, ‘Work and well-being,’ aims to promote healthier working and help union safety reps identify what makes staff ill within their workplaces.

every year, around 170m working days are lost because people are too poorly to go to work – 23m of these are down to work-related ill health and 4m as a result of injuries suffered at work. the best way of tackling ill-health is to stop workers from getting ill in the first place, says the guide.

Work and well-being says the best way to improve the general well-being of a workforce is to change the way work is organised and managed. For example, reducing workplace stress is far more useful than providing on-site massage for stressed workers.

the report also says that running exercise classes during lunch hours may prove popular with some employees, but employers need to ensure that workers have a proper lunch break in order to benefit. Lifestyle changes must be made available in a completely non-judgmental manner so that no-one feels that changes are being forced upon them.

Work and well-being suggests a number of ways that employers and unions might try to encourage a healthier attitude among employees, including:

● providing an on-site gym or subsidised membership of a local fitness centre; encouraging employees to cycle to work by providing a secure storage place for bikes; introducing schemes where staff can get discounted bikes and cycling accessories and having workplace shower facilities;

● offering healthy options in the canteen, encouraging staff not to eat lunch at their desks, or by providing a regular supply of free fruit to encourage employees to pick the occasional apple over their regular chocolate bar;

● giving staff the chance to access employee assistance

programmes which can help them cope with personal problems that could have an impact on their performance at work, offer advice on financial concerns, or on problems they may be having with colleagues.

tuc general secretary Frances o’grady said: “Healthier lifestyles are something we should all be aspiring to, and given the amount of time we spend at work, the workplace is a good place to start.

“Work can create a lot of health issues such as back problems. it can also be a cause of stress which is linked to the increased use of tobacco and alcohol. similarly, if employees are sitting down all day and only have access to junk food during their lunch break then they have more chance of developing heart disease or diabetes in later life.

“Far too many days a year are being lost through ill-health. sensible employers who are able to identify problems at an early stage, and who introduce changes to prevent ill-health and promote well-being will reduce sickness absence and increase productivity.”

employers who create healthy workplaces can reduce employee absence and boost productivity, says a new TUC guide


7HeAltH ANd SAfetY

tHe tuc has produced startling statistics in its Health and Safety, Time for change newsletter which show that for health and safety laws to be effective, employers must know that they could face prosecution if they do not obey the law.

in 1999/2000 the number of inspections made by the Health and safety executive (excluding major hazards) was 75,272. in 2008/2009 this had fallen to 23,004.

in inspection terms, this means that the average premises covered could expect to be visited by an inspector once every 38 years.

in March 2011, the government told the Hse to stop its proactive inspections regime across a wide

healthy office, happy office

inspection can change employers’ behaviour

■■ O’Grady■–■the■workplace■is■a■good■place■to■encourage■health■living

range of industries. this will reduce inspections by

11,000 per year.the tuc says there is much

evidence to show that an inspection, or the real possibility of one, does change employers’ behaviour.

Prospect’s health and safety officer, sarah Page said: “the reason for the government’s demand that safety regulators reduce proactive inspections is ideological.

they believe health and safety is a burden on business. it is not based on any kind of evidence about effectiveness.

“But only businesses that break the law have anything to fear from inspection.”

Page pointed out that this contradicts the Department of Work and Pensions’ view that the government is making rapid progress in restoring common sense to health and safety and saving businesses millions of pounds and considerable time every year.

DWP says a new report by Professor ragnar Lofstedt, looking at the progress in implementing the recommendations in his 2011 report, welcomes the fact that many of his proposals have already been put into place.

another new DWP report finds the government has already implemented 23 of the 35 recommendations in Lord young’s 2010 report Common Sense, Common Safety.

■■ Download■the■TUC■maifesto■for■change■from■http://bit.ly/TUCchange

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Published by Prospect, new Prospect House,

8 Leake Street, London Se1 7nn

Publiceye editor: Graham Stewart e graham.stewart@

prospect.org.uk t 020 7902 6605

Printed by: College Hill Press

Government is not making the most of its scientists and engineers


8

fSA: keeping standards upPrOSPeCT says that in the wake of the horsemeat crisis the government must reconsider its approach to its specialist staff, learn to value their skills and ensure that civil service reform embeds them at the heart of policy-making.

The union says the government’s rush to dismantle organisations as part of its ‘bonfire of the quangos’ has not produced the benefits intended.

Deputy general secretary Leslie Manasseh said: “Of all the thousands of words written about the uK food supply chain, insufficient attention has been paid to the need for good regulation, consistently applied.

“Complexity and fragmentation of arrangements for responsibilities across departments and the public sector have added to the chaos.”

As the environment, Food and rural Affairs select sommittee commented in February: “The Food Standard Agency’s diminished role has led to a lack of clarity about where responsibility lies, and this has weakened the uK’s ability to identify and respond to food standards concerns.”

Manasseh said: “It is ironic that that after being vilified by some politicians and parts of the media, FSA staff now have an essential part to play in the resolution of the crisis. It is barely three months since we experienced the full force of the Ash Dieback outbreak, with government relying on similarly hard-pressed specialists to manage the consequences.

“The crisis illustrates very well the crucial role specialists must play in government.

“Far from the caricature of time-serving bureaucrats, they are the go-to people when there is a crisis. government must take them seriously.”

ScieNce

a neW report by Professor sir John Beddington, The future of the civil service: making the most of scientists and engineers should be required reading in the cabinet office, especially for those working on the civil service capability plan, says sue Ferns.

the report makes several important points about the current inefficient use of specialist skills. incredibly, there is still no easy way of identifying the expertise available.

in stark contrast to other sectors of the economy where employers are crying out for steM skills, many government scientists and engineers perceive that career progression is more likely if they keep quiet about their professional background. they could be right: just 69 out of a total of 3,118 senior civil service posts were occupied by scientists or engineers in 2012.

the report includes three proposals for improved management practice that Prospect strongly supports:

● standards for entry and performance should be measured against criteria that recognise the depth and application of professional expertise and not wholly or

GSE report recommendations THe report considered how the science and engineering professions must evolve to meet the needs of the future civil service:

● ProFESSionaLiSM Provide learning and development to help scientists and engineers understand the policy or operational context of their work; showcase excellence by setting up prizes for communicating science and engineering activities. With Prospect, organise a careers event for scientists and engineers to illustrate the

diverse career pathways. This will be held on May 16.

● aGiLity – Develop an online directory to make it easy to access specialist qualifications, experience and skills.

● LEadErShiP – ensure heads of profession are recognised within departments and develop a talent management development programme.

● oPEnnESS – Work with policy and analytical professions to share good practice, provide guidance for policy professionals and develop a programme of activities on

evidence and policy evaluation.The report points out what

is good about GSe: ● the civil service is a great

place for scientists and engineers to work;

● scientists and engineers in the civil service exemplify many of the principles of the civil service reform agenda.

● But it did say that scientists and engineers need to become more visible and better integrated in the day-to-day business of government.

■■ Download■the■full■report■from■http://bit.ly/GSEreport

mainly on the basis of a generic, civil service-wide competency framework

● better information on capabilities across the civil service, not just within departmental silos. Prospect says a skills audit would help put the focus on professions the government says it wants

● the importance of ‘domain’ knowledge – the need to combine relevant professional training with experience. it is nonsense to think that project management skills can be applied with equal success, for example, in a technical defence context and in an education setting. it is essential that the capabilities plan reflects the understanding that individual roles need a combination of relevant training and experience.

of all the reviews undertaken since the scientific civil service was formed in 1945, it is the Fulton report from 1968 that has stood the test of time.

Fulton noted that: “Many scientists, engineers and other professional specialists were not given the responsibility or authority they deserve” and recommended that “these specialists should be given more policy-making and management opportunities, and training to equip them for their new work.”

Forty-five years on, the gse report modernises this prescription and provides a timely opportunity for government to integrate these recommendations into its civil service capability plan.

■■ Beddington■–■the■civil■service:■a■great■place■for■scientists■and■engineers■to■work?

PublicEye 01/13

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