workforce reform - oecd5.9% 3.1% 0.8% 1.1% 1.5% 2.2% 2.5% 0.4% 0.8% £75+ £70 - £75 £65 - £70...
TRANSCRIPT
Workforce Reform Presentation to the OECD Public Employment and
Management Network
Liz McKeown
Deputy Director and Deputy Chief Economist, Cabinet Office
October 2011
October 2011 1 UNCLASSIFIED
Outline
The UK Context
Current Challenges
Policy Tools
Workforce management information
Next Generation HR
Talent Management across the Civil Service
Employee Engagement and the Civil Service People Survey
October 2011 2 UNCLASSIFIED
The UK Context
October 2011 3 UNCLASSIFIED
Today just over 1.5% of UK workers are Civil Servants.
October 2011 4
Civil
Service
(453 thousand)
UK Economy (29 million)
Public Sector (4,908 thousand)
Government
(529 thousand)
The Government (Civil Servants and employees in non-departmental public bodies) makes up approximately 2 percent of total UK employment and about 11 percent of public sector employment.
About 15 percent of people employed by the government work in non-crown NDPBs and are not classified as Civil Servants.
UNCLASSIFIED
Civil Service FTE employment is at its lowest level since
the Second World War.
1918: 221,000
1944: 1.16m (highest ever)
1977: 746,000 (highest in past 50 years)
2011 Q2: 453,000 (lowest since WWII)
2005 Q2: 536,000 (HM Courts Service transfer in)
1999 Q1: 478,000 (start of quarterly time-series)
October 2011 5 UNCLASSIFIED
Civil Service employment as proportion of public sector
employment is also at its lowest recorded level
The Civil Service’s share of total
employment has declined over the
period from 1971. This is due to a
combination of falls in Civil Service
employment (as shown on the
preceding chart) and increases in total
employment.
The Civil Service’s share of public
sector employment has fallen by
nearly three percentage points since
1993. Over this period public sector
employment has increased while Civil
Service employment has reduced.
The most recent drops in the Civil
Service’s share of public sector
employment have been due to the
reclassification of a number of financial
institutions from the private sector to
the public sector.
October 2011 6 UNCLASSIFIED
The grade composition of the Civil Service
Almost three-quarters of all Civil Servants work at
one of the four largest departments.
The changing grade composition over time reflects
the changing challenges that the Civil Service faces.
The Civil Service by department18
The majority of Civil Servants work on the front line, at a
relatively junior level, in one of the large delivery
departments...
DWP23.4%
HMRC15.7%
MOJ16.8%
MOD15.6%
OTHER DEPARTMENTS28.5%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
Pe
rce
nta
ge
SCS
G6&7
HEO/SEO
EO
AA/AO
UNCLASSIFIED
100
110
120
130
140
150
160
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Ea
rnin
gs I
nd
ex
(3 m
on
th a
ve
rag
e to
Ma
rch
2000 =
100)
Public sector
Private sector
Civil Service
…and most Civil Servants earn less than £25,000 per
annum.
The above chart compares salary developments in the Civil Service with other sectors in nominal terms since 2000.
Civil Service salary distribution Cumulative salary increases over time19
The Civil Service salary distribution is skewed towards the bottom end, with the majority earning less than £25,000 per annum.
Sala
ry b
an
d
(th
ou
san
ds)
20 15 10 5 0 5 10 15 20Percentage of Full-Time Civil Service staff in salary band
1.9%
29.5%
21.7%
17.8%
10.6%
5.9%
3.1%
0.8%
1.1%
1.5%
2.2%
2.5%
0.4%
0.8%
£75+
£70 - £75
£65 - £70
£60 - £65
£55 - £60
£50 - £55
£45 - £50
£40 - £45
£35 - £40
£30 - £35
£25 - £30
£20 - £25
£15 - £20
Up to £15
UNCLASSIFIED
Current Challenges
October 2011 9 UNCLASSIFIED
The world in which the Civil Service is operating is
changing and we face a number of challenges
October 2011 10 UNCLASSIFIED
Policy Responses
October 2011 11 UNCLASSIFIED
Policy tools (1) – Workforce management Information
October 2011 12
• Monthly Workforce
Management Information
•Quarterly Data Summary
•Workforce projections over the
spending review period
UNCLASSIFIED
Policy tools (2) - NGHR
Reorganising Civil Service HR through
the Next Generation HR programme to
be an enabler and help us achieve
savings in a way which ensures we are
effective as well as efficient in the
future
• NGHR is developing the infrastructure,
products and solutions to enable the
Civil Service HR function to work more
collaboratively, efficiently and effectively
• The Programme brings together
expertise from HR professionals across
the Civil Service
• The results – efficiency savings and
improved performance – will be realised
throughout the Civil Service
October 2011 13 UNCLASSIFIED
Policy tools (2) - NGHR
October 2011 14
Departmental HR Shared Services
Transactional services
Expert Services
Strategic Centre
Strategy and performance
Resourcing Civil Service
Learning
HR Directorate HR Business
Partners
Policy
UNCLASSIFIED
Policy Tools (3) – Talent Management
October 2011 15 UNCLASSIFIED
Policy Tools (4) – Employee Engagement and the Civil
Service People Survey
• Driving performance – the CSPS is a key operational tool providing
consistent metrics on the quality of leaders and their ability to manage
change in organisations.
• Transparency and benchmarking – the CSPS allow us to benchmark
performance internally and externally.
• Managed and coordinated approach to staff feedback – the results provide a
platform for team level action planning which can help to identify local and
global efficiencies.
• The Civil Service People Survey (CSPS) is an annual survey open to all Civil
Servants and those that work for Civil Service organisations. In 2010 325,000
Civil Servants across 103 organisations participated.
• The CSPS is delivered through a single procurement exercise that replaces
over 100 separate exercises cutting the cost of staff surveys in the Civil
Service by over 40% since 2008.
• It provides consistent and robust metrics which help us understand how we
can improve levels of engagement across the Civil Service.
What?
Why?
UNCLASSIFIED
Policy Tools (4) – Employee Engagement and the Civil
Service People Survey
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
20
10
En
gag
em
en
t In
de
x
Policy Regulatory Sepecialist Smaller delivery (<2,500) Larger delivery (2,500+) Organisational function:
Each dot represents an organisation’s
engagement index, the shape/colour of
the dot indicates its function.
Specialist
Organisations that deliver
specialist services tend to have a
higher engagement index than
other organisations.
Large operational organisations tend to
have a lower engagement index than
other organisations. However, small
delivery organisation appear across the
range.
Policy and regulatory organisations do
not appear to be clustered in any
particular part of the range of
engagement index scores.
UNCLASSIFIED
The size of the bubble shows the strength of the relationship between each of the nine survey themes
and employee engagement: the larger the bubble the stronger the relationship with engagement.
… but some local factors
have seen small increases
in the benchmark score
There has been a worrying decline
in the benchmark figure for learning
and development…
Policy Tools (4) – Employee Engagement and the Civil
Service People Survey
UNCLASSIFIED