Administration Committee
Tuesday 7th July 2026
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10:09
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Speaker 2
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Speaker 2
Thank you both. Welcome, everybody. Uh, can you please introduce yourself?Uh, name which MP you work for?How long you've been in post and whether you've previously worked for other members. Um, if employed after the 24 election, how many weeks after the election were you employed?Please. Who wants to kick off?Let's try over here. Angus. Thank you.
10:11
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Speaker 6
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Speaker 6
Thank you. My name is Jamal. I work for Sam Carlin, MP for North West Cambridgeshire. Uh, I formally started 1st of September 2024. Um, previously I did a short stint working for two Labour MP John Woodcock and Alison McGovern in 2015. January to June. So pre and post the general election there. Um and I also worked for David Lammy this summer. He was elected. I was a student.
So it was a sort of a temporary role whilst his permanent office was being set up.
So it was a sort of a temporary role whilst his permanent office was being set up.
10:12
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Speaker 4
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Speaker 4
So, um, my name is Suzanne Brookfield and I work for Andrew Mishra, um, member of Parliament for Stockport. Um, I started work for him in January 2020. Um previous to that I worked for Laura Smith in Crewe and Nantwich from 2017, um immediately following her election in June, I think 2022, 2010. Yes. So a long time.
10:14
Speaker 9
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Speaker 9
Good morning. My name is Natasha Pantelic. I've worked for Labour MPs in and around Parliament for 20 years. I currently have the joy of working for Dame Diana Johnson as her senior parliamentary assistant and a wonderful team, and I started the role in November 2025. I'm also a founding member of the Labour Women's Parliamentary Staff Network, and I volunteer with five Fantastic Women to deliver events, training and support to women who work for Labour MPs and peers.
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Speaker 9
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Speaker 9
So I remember. So after the last general election, I was chief of staff to Lucy Rigby, and I was setting up her office. Um, and I remember receiving some really important, um, training around the behaviour code. Um, some refresher training that we were asked to do also, um around tabling questions. Um and various procedures in the house. Um there was also because I have obviously got years of experience, I've developed networks and people to talk to in the place.
So, um, I also made sure I was just up to date with where to go with any issues and things like that. But I think that's all I can remember from that time.
So, um, I also made sure I was just up to date with where to go with any issues and things like that. But I think that's all I can remember from that time.
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Speaker 4
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Speaker 4
Um, yes, I would say that I remember, um, much the same as what Natasha has just said, so I won't repeat it. Um, the only point I would make is that everything seemed to be Westminster based, and there was a lack of attention on the constituency office. From our point of view, we were a returning constituency office in 2024. So um, maybe that might explain that. Thank you.
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Speaker 8
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Speaker 8
Quite similar. I would say the, uh, in terms of down here, the, uh, the drop in hub thing at portcullis House that had literally like all the different services, like it's a digital support service as well. I thought that was quite useful as well because you could just show up essentially, uh, members and staff, which I thought was quite useful.
10:17
Speaker 7
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Speaker 7
Uh, as I said, I was new in 2024. Um, I did actually look back through my inbox and I found the initial email from the MST welcoming me to Parliament. Uh, there were various links in there to useful contacts across services, um, parliamentary digital security members, staff and support team. Um, there also links to regular forums, so the weekly managers meeting caseworker forum and various other bits. But much like my colleagues have already said, much of it seemed directly focused on Parliament and not actually the initial information that I might need as a new starter.
Um, so I think, like I said, I reviewed it last night before coming to this committee in the kind of thought process of with the knowledge I've got now, was everything there, and perhaps I overlooked it, but I don't think it was. I think there's an awful lot more that could be given in that initial pack to say, here's what you could potentially focus on. Here's a guide to X, Y, Z, and we'll go through that later on. Hopefully.
Um, so I think, like I said, I reviewed it last night before coming to this committee in the kind of thought process of with the knowledge I've got now, was everything there, and perhaps I overlooked it, but I don't think it was. I think there's an awful lot more that could be given in that initial pack to say, here's what you could potentially focus on. Here's a guide to X, Y, Z, and we'll go through that later on. Hopefully.
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Speaker 7
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Speaker 7
Yeah, I think there's a real gap in terms of how to set up and best prepare an office, a team and how to support a member of Parliament. So realistically, I was tasked with setting up a new member of Parliament constituency, recruiting a whole team, uh, with next to no guidance. And even now, two years in, I still regularly come across colleagues that say, where can I find this?Where's that?That shouldn't be the case. And I think actually reviewing that initial email back then, there was a guide to I think it was titled Welcome to Parliament or welcome to Parliament post-election.
The only reference to setting up your office was on page 24. It was a two page booklet on the left hand side. There was reference to your member will be allocated an office in Westminster through the whips office. No reference to constituency and on the right hand side it was split into two. The top half was about the heritage collection and how you might wish to get a painting for your office. And the bottom half was about House of Commons stationery and again reviewing that now, let alone back then, that was next to no use to me.
So there was an awful lot, and I have worked closely with House staff, and I think they're brilliant and they're continually improving, but there's so much more. I think that was missing from that. That could have been there on day one to say, here's what you need to focus on. And that's not to say that information wasn't useful, but it certainly wasn't the most useful information at that point.
The only reference to setting up your office was on page 24. It was a two page booklet on the left hand side. There was reference to your member will be allocated an office in Westminster through the whips office. No reference to constituency and on the right hand side it was split into two. The top half was about the heritage collection and how you might wish to get a painting for your office. And the bottom half was about House of Commons stationery and again reviewing that now, let alone back then, that was next to no use to me.
So there was an awful lot, and I have worked closely with House staff, and I think they're brilliant and they're continually improving, but there's so much more. I think that was missing from that. That could have been there on day one to say, here's what you need to focus on. And that's not to say that information wasn't useful, but it certainly wasn't the most useful information at that point.
10:19
Speaker 6
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Speaker 6
Yeah, that's really helpful actually, that I'm following on from that because I would like to echo everything that he said, but also to give a couple of sort of practical examples and consequences. Um, so I mean, I saw an office, a potential constituency office with Sam in August, but we didn't actually agree one and move into one until I think it was January, February the following year. Most of our team are either first job, second job out of university. So in terms of the constituency staff, we were having to ask them to essentially work from home.
There was one that, because he lives relatively close to me, I said to him, I gave him the option. I said, day one, do you want to come and work from my house?And, you know, we can do some stuff together in person, or would you prefer to do it online?Um, and he chose to come round with another member of the team. She lived a bit further away. So what I did was essentially have a whole sort of day's induction online because we had no constituency office that we could be in together.
Um, so it does take a lot of time and we were given sort of, it feels like no real advice and guidance on all of those practicalities of sourcing and setting up a constituency office. The other thing is, and I don't know if this is the right place to raise it, but it took one of the biggest frustrations, from my point of view, was access to a laptop and a network. Um, it took, I think a few weeks before I could get those. And I appreciate the challenge of Post-general election.
How many people are starting all at the same time?But it made what was a challenging time sort of even more difficult.
There was one that, because he lives relatively close to me, I said to him, I gave him the option. I said, day one, do you want to come and work from my house?And, you know, we can do some stuff together in person, or would you prefer to do it online?Um, and he chose to come round with another member of the team. She lived a bit further away. So what I did was essentially have a whole sort of day's induction online because we had no constituency office that we could be in together.
Um, so it does take a lot of time and we were given sort of, it feels like no real advice and guidance on all of those practicalities of sourcing and setting up a constituency office. The other thing is, and I don't know if this is the right place to raise it, but it took one of the biggest frustrations, from my point of view, was access to a laptop and a network. Um, it took, I think a few weeks before I could get those. And I appreciate the challenge of Post-general election.
How many people are starting all at the same time?But it made what was a challenging time sort of even more difficult.
10:21
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Speaker 5
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Speaker 5
Um, I started obviously in September and I don't have any responsibilities as office manager. I'm only a parliamentary assistant. But what I did find very useful was things around the digital aspect actually, and sort of slightly contrary. It did take me a while to get my laptop, but I was working from my own for maybe a month or so, but there were sort of fairly regular sort of digital security seminars and webinars that I could attend. And I found those particularly helpful.
I think, especially because there's a lot of pressure on modern political offices, online. And I think we saw that when we were warned yet again very recently. Um, so the digital security thing, they were well up to date. And I found those perhaps the most informative official seminars I went to, um, the House administration helped that I thought was the best was actually the experience of the staff themselves that you got sort of informally. There are a few people in various offices around the, the palace and in the vote office and table office who were invaluable to helping sort of not only with the geography, but just sort of different procedures as a parliamentary assistant.
I think, especially because there's a lot of pressure on modern political offices, online. And I think we saw that when we were warned yet again very recently. Um, so the digital security thing, they were well up to date. And I found those perhaps the most informative official seminars I went to, um, the House administration helped that I thought was the best was actually the experience of the staff themselves that you got sort of informally. There are a few people in various offices around the, the palace and in the vote office and table office who were invaluable to helping sort of not only with the geography, but just sort of different procedures as a parliamentary assistant.
10:22
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Speaker 2
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Speaker 2
It just occurred to me if we go up and down, the person at the end has to answer questions two in a row might be tough on them. Do people want to answer?Do you want to do it that way, or do people want to answer about Ipsa as occurs to them?Who's got something to say about Ipsa?They want to get off their chest. Natasha, you've got.
10:23
Speaker 9
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Speaker 9
Your hand up. I just wanted to say how fantastic the support was from Ipsa. Um, as I was setting up Lucy's office and, um, from what I recall, um, when I was recruited in the August, we set everything up by the Christmas time for sure. And the support from the account manager was fantastic. Um, I remember, um, doing some introduction modules, the online support pages were really useful. Um, I also particularly liked when recruiting staff the online contracts that you can sign online.
So it's much more efficient compared to what it was, you know, 15, even 20 years ago. Um, I also want to echo what a great resource the members hub in portcullis House is so you can pop in at any point. Members and staff to ask any questions. And they're always very, very friendly. And also the office managers call on a Wednesday morning is really valuable. Um, I think the only tricky thing I found was just getting your head around setting up the constituency office and all the sort of administration that goes around that.
But again, I was able just to pick up the phone and talk to someone at Ipsa if I needed some support and guidance. So for me, it was a very positive experience.
So it's much more efficient compared to what it was, you know, 15, even 20 years ago. Um, I also want to echo what a great resource the members hub in portcullis House is so you can pop in at any point. Members and staff to ask any questions. And they're always very, very friendly. And also the office managers call on a Wednesday morning is really valuable. Um, I think the only tricky thing I found was just getting your head around setting up the constituency office and all the sort of administration that goes around that.
But again, I was able just to pick up the phone and talk to someone at Ipsa if I needed some support and guidance. So for me, it was a very positive experience.
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Speaker 4
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Speaker 4
Sure whether it's a burning desire, but I just wanted to make the note that Ipsa has evolved over the ten years that I've been working in Parliament. Ipsa are evolving the the really trying to become a more standardised service across the offices, which I welcome. Um, from the point of view when we return to Parliament in July 2024, um as an existing office that was just basically reopening the doors again. Um, I recall Ipsa sending a special bulletin out to returning members, which did provide some important information, um, clearly stating that obviously their resources would be spent supporting new members, um, boundary changes and things like that.
So, um, that was a welcome bulletin. It was useful insofar as telling us about the changes to equipment and things like that. So I just wanted to say thank you. It wasn't, it was very useful for me as an office manager at that time. Yeah.
So, um, that was a welcome bulletin. It was useful insofar as telling us about the changes to equipment and things like that. So I just wanted to say thank you. It wasn't, it was very useful for me as an office manager at that time. Yeah.
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Speaker 7
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Speaker 7
The only thing I would add is, um, I'm a regular caller to Ipswich's contact phone number. And there's a pre played message saying you'll find most of the answers you're looking for on our website. Nine times out of ten that isn't the case. And almost every time I've gone through and asked my question, they've said, actually, you're right, there either isn't guidance or it needs updating or it is there. And I say, I've put in X term and they say, no, you'll find it under Y.
And that's my experience as a new starter that if all of the information was there, I would happily use it to free up Ipswich's time and my own. Um, but I certainly not found that I found them very receptive. And I can't fault Ipsa staff. When you get through. Always supportive, always friendly. But the idea that everything is there, the website and guidance, I don't particularly find user friendly and I certainly won't go into today about Ipswich online, but I'm sure all of you and your teams are well aware of the difficulties many staff have with using Ipswich online to actually manage an office and staff.
And that's my experience as a new starter that if all of the information was there, I would happily use it to free up Ipswich's time and my own. Um, but I certainly not found that I found them very receptive. And I can't fault Ipsa staff. When you get through. Always supportive, always friendly. But the idea that everything is there, the website and guidance, I don't particularly find user friendly and I certainly won't go into today about Ipswich online, but I'm sure all of you and your teams are well aware of the difficulties many staff have with using Ipswich online to actually manage an office and staff.
10:27
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Speaker 6
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Speaker 6
Very briefly say that um we have a great account manager and she's always been really helpful when we've gotten to know her. Um one of the challenges I think that we've all found speaking to our peers is that sometimes one person will be told one thing and another MP office will be told something else, and that inconsistency, I think, can be a challenge.
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Speaker 5
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Speaker 5
Shall I start?Um, when I started the role, I had a vague recollection from conversations I've had with friends who had done the role previously, obviously sort of learned through the grapevine. I've a parliamentary assistant would be and what it would involve, hence why I applied and was quite excited for the opportunity. Um, one of the biggest things I think learning coming in was just how much you have to learn. Sort of very fast paced. I think it was actually very helpful for some of my colleagues that they started during the summer recess after the election.
But I started, uh, just at the start of September. So the September term right into Christmas. So it was a really fast learning curve. Um, but really what helped me there was sort of the more experienced members of the house staff. Um, there's, I don't know if I'm allowed to name names, but there's some very good people in the vote office who've been here for 20 odd years or so. The table office, much the same. Who going to see them physically in person and having that kind of 30 minute conversation not only helped me with the geography of the building, um, and not getting lost as much, but really helped me sort of triage who I'm actually meant to speak to.
And then being able to find their phone numbers on the net and through the contacts book, and just being able to have those proper conversations with them, rather than emailing a random email address, getting a ping back, saying they've received it, and then not hearing back because you've emailed the wrong person, which I think is the big risk. So being able to see them in person was really important to me and how I was learning, and I think that's part of the time pressure as well, of just being a parliamentary assistant.
I think there is a few things with the inductions. They're quite long form. Um, so they often last for maybe two hours. The house inductions, which can be quite tight during term time to actually fit in. But I appreciate I started during term time. So that's a sort of not a me problem, but a, but a problem unique to my situation. Um, but also I think those are quite good because it avoids you getting half the story, as is very often the case as sort of you pick up bits and pieces from your colleagues and whatnot, and you kind of only get sort of half the competencies of an office or sort of half of what you can ask them to do.
For example, the library I thought was just a place you could look up things. Turns out you can request information as well, and they're very helpful. So it's that kind of learning that I think the long form webinars are very good for. But if they were more focused on recess time and really packed into recess time, so parliamentary assistants can access them better, that would be ideal.
But I started, uh, just at the start of September. So the September term right into Christmas. So it was a really fast learning curve. Um, but really what helped me there was sort of the more experienced members of the house staff. Um, there's, I don't know if I'm allowed to name names, but there's some very good people in the vote office who've been here for 20 odd years or so. The table office, much the same. Who going to see them physically in person and having that kind of 30 minute conversation not only helped me with the geography of the building, um, and not getting lost as much, but really helped me sort of triage who I'm actually meant to speak to.
And then being able to find their phone numbers on the net and through the contacts book, and just being able to have those proper conversations with them, rather than emailing a random email address, getting a ping back, saying they've received it, and then not hearing back because you've emailed the wrong person, which I think is the big risk. So being able to see them in person was really important to me and how I was learning, and I think that's part of the time pressure as well, of just being a parliamentary assistant.
I think there is a few things with the inductions. They're quite long form. Um, so they often last for maybe two hours. The house inductions, which can be quite tight during term time to actually fit in. But I appreciate I started during term time. So that's a sort of not a me problem, but a, but a problem unique to my situation. Um, but also I think those are quite good because it avoids you getting half the story, as is very often the case as sort of you pick up bits and pieces from your colleagues and whatnot, and you kind of only get sort of half the competencies of an office or sort of half of what you can ask them to do.
For example, the library I thought was just a place you could look up things. Turns out you can request information as well, and they're very helpful. So it's that kind of learning that I think the long form webinars are very good for. But if they were more focused on recess time and really packed into recess time, so parliamentary assistants can access them better, that would be ideal.
10:31
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Speaker 9
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Speaker 9
Yeah. So can I just say what a privilege it is to work for a member of Parliament?Um, there's never a dull moment. There are challenges, but it is an incredibly rewarding job. And if you're someone like me that really cares deeply about public service, um, it's a really great job to get into. And anyone who's watching, who's interested in politics. Do you consider doing that?Um, and also I want to praise the House of Commons library staff and all the staff that support MPs and staff.
So my first role working for an MP was back in 2007 for the wonderful Andrew Smith in Oxford East. And at that time I recall that I was heavily reliant on the staff in his office for a lot of the information that I received. And then fast forward many years later, I think year on year from about 2019, the support, um, and the networks and existence year on year has got better. I think one of the things that, um, the house services could do an MP better is just signpost staff to the staff networks that are out there in parliament.
So, um, the Labour women's parliamentary staff network, there's the wellness working group, there's the members and peers staff Association, there's the unions, GMB and unite. Um, so there's lots of things already there and I don't think we need to reinvent the wheel almost in order to provide that support, to staff. So I'll just make that, that point.
So my first role working for an MP was back in 2007 for the wonderful Andrew Smith in Oxford East. And at that time I recall that I was heavily reliant on the staff in his office for a lot of the information that I received. And then fast forward many years later, I think year on year from about 2019, the support, um, and the networks and existence year on year has got better. I think one of the things that, um, the house services could do an MP better is just signpost staff to the staff networks that are out there in parliament.
So, um, the Labour women's parliamentary staff network, there's the wellness working group, there's the members and peers staff Association, there's the unions, GMB and unite. Um, so there's lots of things already there and I don't think we need to reinvent the wheel almost in order to provide that support, to staff. So I'll just make that, that point.
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Speaker 7
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Speaker 7
Excuse me. Sorry not to drag it out. Back to the original question. I thought I understood the job role. Looking back now, I think I was probably quite naive. Um, I also don't think the formal job descriptions, uh, that encompass our roles really do. Um, I think there's a significant gap around the understanding of the realities of what MPs staff do, what they're expected to do, and their remit. Ips's latest report, I can't remember the title of it, but where it recommended that there's potential need for a leadership post within MPs offices, I think most of my colleagues in the same position that I am, recognise that that already exists, that we already provide that leadership.
We already provide the management, the one to ones, etc. that's not recognised within the job descriptions or the pay bands, and the fact that Ipsa have only just recognised that. And as far as I'm aware, there hasn't been any progress on that. Demonstrates how slow the house and Ipsa can be to respond to the needs of MPs and their teams.
We already provide the management, the one to ones, etc. that's not recognised within the job descriptions or the pay bands, and the fact that Ipsa have only just recognised that. And as far as I'm aware, there hasn't been any progress on that. Demonstrates how slow the house and Ipsa can be to respond to the needs of MPs and their teams.
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10:35
Speaker 6
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Speaker 6
I'll jump in. I'm. I think that act is a great portal. Um, it provides lots of options in terms of variety. I've attended a variety of courses myself, including sort of some of the parliamentary courses. Obviously the compulsory behaviour code. Because of my background, I've also attended some of the data courses and modules that have been provided, grant funding and so on. So I think and also as office, as head of office, I'm familiar with all of the different pathways that they suggest for different role types.
So sort of I do have one eye on that when thinking about members of the team and what training they might go on.
So sort of I do have one eye on that when thinking about members of the team and what training they might go on.
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10:36
Speaker 5
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Speaker 5
Yes. Um, if I may. Um Christine sits on on this committee and on the Scottish Affairs Select Committee. Um when it was confirmed that she'd be on the Scottish Affairs Select Committee, I got one of the staff inductions on the select committee work, which was again, not to reiterate the point too much, but in the middle of the week, during a very busy week and therefore quite difficult to sort of both take in and understand the information and have time to learn it and do my sort of regular duties, I understand, obviously, where select committees start after the election obviously is during term time, but it was sort of very inconveniently placed on a sort of I think it was Tuesday, midday, noon.
And, um, it just wasn't ideal. So I felt like I had one eye on the webinar and one eye sort of on the rest of my job that I had to keep doing.
And, um, it just wasn't ideal. So I felt like I had one eye on the webinar and one eye sort of on the rest of my job that I had to keep doing.
10:36
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10:37
Speaker 8
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Speaker 8
So when I previously worked for Richard as a caseworker, I did the, uh, the new starter induction. That was all online. Uh, but when I moved down here, I wasn't aware of any, like in-person inductions at all. I like, I checked my emails from like around the time I started and there was like, I was, there might have been stuff down here, but I was just unaware of anything. Like if there were any, like, um, essentially like, uh, new starters being shown around where stuff was, um, like on my first day, it was the MP that did all that.
They showed me where all the most important stuff was. But yeah, I was just, I was mostly unaware of anything specifically for new starters in here. Specifically.
They showed me where all the most important stuff was. But yeah, I was just, I was mostly unaware of anything specifically for new starters in here. Specifically.
10:37
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Speaker 8
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Speaker 8
Yeah, which is so for me, it was all right because Graham's worked in MPs offices previously, but, um, Seamus hasn't. So if I was only working for Seamus um it would, you know, he would still be learning a lot about this. And then I think more would have, might have been missed just purely because when he was shown around, he probably would have been shown things that are of more importance to members than maybe specifically staff. So I think, uh, yeah, uh, maybe more just specifically staff stuff, I guess might be better.
10:38
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Speaker 8
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Speaker 8
Yeah, I think, I think I would have personally benefit a lot from that. Uh, there's a lot of places that I was unaware existed. I didn't know there was a third floor like in the palace because the lift I used only goes to the second, but there's a journal office and stuff. I didn't know that they were on the third floor, but yeah, uh, just more embarrassing stuff would have been, uh, good, I think.
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Speaker 9
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Speaker 9
So I'm happy to go first. Um, so after the 24 election, I was part of a pool of experienced staff, um, that the parliamentary Labour Party office brought in to help, um, onboard new Labour MPs. Um and can I also say how fantastic the team are there and the whole um agenda sort of worked, I thought very, very well. Um in those initial days as uh members came into Parliament, I think there are three things um, for me here. The first I think is really supporting members to, um, set up their teams and manage their staff.
So a lot of members have come in and they haven't had that experience. Right. Human beings. Um, and I think some more support around that would be really good. So that they have those inclusive, uh, effective and really, um, you know, dynamic teams to do a really good job. I think that's the foundation, right, of, um, serving your constituents really well. I think the second thing is around etiquette in the chamber. Um, so there was initially training around that, but I think that needs to be repeated.
Um, you know, some months down the line, even depending on what the member's needs are, it's just that observing the chamber, you sometimes, um, you know, have one of the deputy speakers. The speaker Um, pulling people up on using you, for example. And when you're making a really good speech, you don't want to be pulled up on little things like that. And also staffers are there, particularly if obviously you guys feed back, particularly if you're new, you need to really have that core knowledge to help your member do the best that they can when they're making speeches and other commitments.
And the third thing I think, which, you know, may seem like a, I don't know, nice to have, but I think it's actually essential is having a few more sessions for members and staff to think about self-care. I think the job is relentless for members, and it can be for staff. And it's important to take a step back and build that in often, um, to actually reflect on what you're doing while you're doing it, but also to give yourself a little bit of a break. Um, and again, if you're, uh, well, all of us are really passionate and want to do our best in what we're doing.
And sometimes we forget to actually, you know, take your leave, take that break during the day. It could be really simple things like that. But I think self-care is really important. So, um, support with setting up and managing a team, um, etiquette and like the basics of, you know, how to do the job well. And also can I add, um, things like, you know, what happens in a bill committee?Um, because, you know, the majority of your job as a member, of course, is to scrutinise legislation and you're working often on a cross-party basis and that's okay.
And to actually show that you can disagree agreeably and get things done together. And Carolyn, of course, is an exemplar of doing that really, really well. And then the self-care element, which I think is really important, you get those three things right. You're flying as a member or a staffer.
So a lot of members have come in and they haven't had that experience. Right. Human beings. Um, and I think some more support around that would be really good. So that they have those inclusive, uh, effective and really, um, you know, dynamic teams to do a really good job. I think that's the foundation, right, of, um, serving your constituents really well. I think the second thing is around etiquette in the chamber. Um, so there was initially training around that, but I think that needs to be repeated.
Um, you know, some months down the line, even depending on what the member's needs are, it's just that observing the chamber, you sometimes, um, you know, have one of the deputy speakers. The speaker Um, pulling people up on using you, for example. And when you're making a really good speech, you don't want to be pulled up on little things like that. And also staffers are there, particularly if obviously you guys feed back, particularly if you're new, you need to really have that core knowledge to help your member do the best that they can when they're making speeches and other commitments.
And the third thing I think, which, you know, may seem like a, I don't know, nice to have, but I think it's actually essential is having a few more sessions for members and staff to think about self-care. I think the job is relentless for members, and it can be for staff. And it's important to take a step back and build that in often, um, to actually reflect on what you're doing while you're doing it, but also to give yourself a little bit of a break. Um, and again, if you're, uh, well, all of us are really passionate and want to do our best in what we're doing.
And sometimes we forget to actually, you know, take your leave, take that break during the day. It could be really simple things like that. But I think self-care is really important. So, um, support with setting up and managing a team, um, etiquette and like the basics of, you know, how to do the job well. And also can I add, um, things like, you know, what happens in a bill committee?Um, because, you know, the majority of your job as a member, of course, is to scrutinise legislation and you're working often on a cross-party basis and that's okay.
And to actually show that you can disagree agreeably and get things done together. And Carolyn, of course, is an exemplar of doing that really, really well. And then the self-care element, which I think is really important, you get those three things right. You're flying as a member or a staffer.
10:42
10:42
Speaker 12
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Speaker 12
Janice, have you had a very you had the youngest MP. You had to work for Sam. And obviously Sam got a lot of media attention because he was the youngest MP, I think he was 23 when he got elected. Uh, did that throw up some challenges at the party or the House administration could have done more to support?
10:42
Speaker 6
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Speaker 6
Uh, yeah, he was actually 22 when he was just turned. His birthday is in April, so he was he wasn't long into being 22. Um, yes, he did have a lot of media attention on him. Um, and some of, some of what he got was unpleasant. Um, some of it was just sort of dismissive in terms of some of the media attention that he had, sort of essentially, what can this 22 year old, you know, really bring to the job?Um, which I think was, was very unfair.
Um, I think probably more what I wouldn't want to do is single him out in terms of from an age perspective, what I would probably do is say that all MPs need to have sort of some good media training from the get go. Um, we did, um, we did, once I was settled and we got the team settled, we did sort out some media training. Um, but I found as somebody who was sort of came into this with more experience and having had media training myself in other jobs, I was really quite proud of how he was handling it.
Um, but he shouldn't have had to have essentially, I think, handled it with as little support as he did. Um, and the other thing that I would probably add in here is the impact of, and I would broaden this out to, to MPs generally, but family members, the impact of that kind of press attention on sort of family members, you know, if somebody, you know, spouses, children, if there are children. Um, so I think we all need to be mindful of that and think about sort of what support should be in place for them.
Um, I think probably more what I wouldn't want to do is single him out in terms of from an age perspective, what I would probably do is say that all MPs need to have sort of some good media training from the get go. Um, we did, um, we did, once I was settled and we got the team settled, we did sort out some media training. Um, but I found as somebody who was sort of came into this with more experience and having had media training myself in other jobs, I was really quite proud of how he was handling it.
Um, but he shouldn't have had to have essentially, I think, handled it with as little support as he did. Um, and the other thing that I would probably add in here is the impact of, and I would broaden this out to, to MPs generally, but family members, the impact of that kind of press attention on sort of family members, you know, if somebody, you know, spouses, children, if there are children. Um, so I think we all need to be mindful of that and think about sort of what support should be in place for them.
10:44
Speaker 12
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Speaker 12
From the members of staff, from other political parties other than Labour. I just wondered if they had any input as to the support that they got from their political parties, for their members of staff, because obviously, party had a big influx of MPs, and it would have been different for some of the parties with fewer MPs.
10:44
Speaker 8
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Speaker 8
Yeah. So I'd say that, um, the, in terms of like a smaller party, it was quite um. It was quite difficult to just know where to go essentially. And uh, it felt like with every like query I had, I would have to go to like somebody, um, in the party first rather than somebody that is like in the house administration, which is fine. But if like, if you work for like an independent MP, it's like, that would be like, where would they go?Like there was like, I felt like, like from the house.
It was like a lot more could have been done, especially like awareness of all the different departments within the house. Like I wasn't aware there was like a photographer that does the pmq photos, right?Uh, I didn't know about like whereabouts the education like centre was and that you could actually like, uh, I had like correspondence with them and I had to check like, can I get here from the estate or do I have to like leave and like, enter like, normally, like, how do I actually get there?And it was just like stuff like that.
Um, I just think like greater awareness of the different departments within the house as well. Yeah.
It was like a lot more could have been done, especially like awareness of all the different departments within the house. Like I wasn't aware there was like a photographer that does the pmq photos, right?Uh, I didn't know about like whereabouts the education like centre was and that you could actually like, uh, I had like correspondence with them and I had to check like, can I get here from the estate or do I have to like leave and like, enter like, normally, like, how do I actually get there?And it was just like stuff like that.
Um, I just think like greater awareness of the different departments within the house as well. Yeah.
10:45
10:45
Speaker 7
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Speaker 7
A couple of quick things I'd add to that. Their proxies have access to, uh, best practice guides. Um, I really think the majority of MP. S and those setting up offices would benefit from a practical guide, including practical information, realistic timelines in those initial days and weeks, um, things like recruitment, vetting, security, getting staff inducted, all of those things. Because if we are serious about professionalizing the role of MP staff, then we need to ensure that all members and their teams have access to a well structured induction program.
And that really is not the case when you're trying to do everything from scratch. From day one, you're trying to find an office, trying to find staff, trying to create a new culture, trying to deal with media inquiries, trying to deal with a million events all at once, and the ever growing inbox. So I do think that's a real quick win to be able to create a best practice, cross-party and say these are the types of things that you should probably consider in your first six months, but really prioritise.
And along with that, I would probably say a mini project plan. And even if that can't be done, just a bare bones to do list because they exist in different formats in terms of what you need from HR, what you might need from Ipsa. But nowhere am I aware of there being a fundamental. This is what you've got to achieve in your first four weeks and almost a priority list. And again, that's where I'd say I don't think training has necessarily kept pace with the role of MPs and their offices in terms of what staff need.
I've been advocating for project management, project management training, because I think as a bare essential, MPs and their staff need to understand the fundamentals of project management. Um, and that's where I would welcome the change from Ipsa having a dedicated training budget because I, I'm really grateful to the MP that I work for Richard Quigley because he does prioritise and value staff development, but I can't say that's the same for all of my colleagues. So the fact that we do now have that dedicated budget for training, I think that will be invaluable to develop staff and hopefully ensure that they stay around for longer and contribute to the community.
And that really is not the case when you're trying to do everything from scratch. From day one, you're trying to find an office, trying to find staff, trying to create a new culture, trying to deal with media inquiries, trying to deal with a million events all at once, and the ever growing inbox. So I do think that's a real quick win to be able to create a best practice, cross-party and say these are the types of things that you should probably consider in your first six months, but really prioritise.
And along with that, I would probably say a mini project plan. And even if that can't be done, just a bare bones to do list because they exist in different formats in terms of what you need from HR, what you might need from Ipsa. But nowhere am I aware of there being a fundamental. This is what you've got to achieve in your first four weeks and almost a priority list. And again, that's where I'd say I don't think training has necessarily kept pace with the role of MPs and their offices in terms of what staff need.
I've been advocating for project management, project management training, because I think as a bare essential, MPs and their staff need to understand the fundamentals of project management. Um, and that's where I would welcome the change from Ipsa having a dedicated training budget because I, I'm really grateful to the MP that I work for Richard Quigley because he does prioritise and value staff development, but I can't say that's the same for all of my colleagues. So the fact that we do now have that dedicated budget for training, I think that will be invaluable to develop staff and hopefully ensure that they stay around for longer and contribute to the community.
10:47
10:47
Speaker 9
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Speaker 9
Yeah, I just wanted to, um, say I. I do, and by the way, all my comments are based on the 20 years looking back and right now, right. And I'm thinking of new, I'm thinking of the next election and what happens after. But I do wonder if a little bit more should be done during the selection process before a member actually gets elected. Um, just in terms of, um, you know, so they come in fully aware of what sort of expected when you, when you come into the chamber, that probably might be quite difficult because it's so sort of fast paced than whatever during an election.
But I do wonder if anything more could be done. I mean, just as an example, in the Labour Party, the Labour Women's Network do fantastic work to prepare women for selection and election. Um, and I just wonder if there's something to add on to that. Um that's sort of put out there and you know, let's see what happens. But for each of the political parties, I just wonder, you know, if there is something more that could be done.
But I do wonder if anything more could be done. I mean, just as an example, in the Labour Party, the Labour Women's Network do fantastic work to prepare women for selection and election. Um, and I just wonder if there's something to add on to that. Um that's sort of put out there and you know, let's see what happens. But for each of the political parties, I just wonder, you know, if there is something more that could be done.
10:48
10:48
Speaker 9
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Speaker 9
I mean, for members, but also, yeah, I mean, when, when staff start working, um, for members, I agree with all the comments that have been that have been made. I'm just thinking about from a member point of view to best prepare them. So it's not because I was watching the last session you had with MPs, and I'm just reflecting back around. So it's not so overwhelming for new members, and particularly if you've never been in politics before, etc., just something to make it a little bit more easier.
Um, I think for staff, just one final comment. Um, as with members who really valued the peer to peer support, I would also add advocate for that to happen with staffers. And again, using the existing networks that are around, um, certainly for the Labour Women's Parliamentary staff network, we continue to get questions all the time in our group forums and things, and we're able to answer those questions quite quickly. Um, so again, it's just about using what's already here, um, to reinforce what the house is providing, what the political party offices are providing and so on.
I think that could be all brought together a little bit better.
Um, I think for staff, just one final comment. Um, as with members who really valued the peer to peer support, I would also add advocate for that to happen with staffers. And again, using the existing networks that are around, um, certainly for the Labour Women's Parliamentary staff network, we continue to get questions all the time in our group forums and things, and we're able to answer those questions quite quickly. Um, so again, it's just about using what's already here, um, to reinforce what the house is providing, what the political party offices are providing and so on.
I think that could be all brought together a little bit better.
10:49
10:49
Speaker 10
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Speaker 10
Thank you. Thank you chair. Um, how soon after the last election were your offices and staff teams up and running?And what kind of support did you get from other MPs offices or political parties?And I say that as someone who's been a staffer and someone who's actually helped other MPs when they didn't have offices and allowed them to camp in mine and given them ideas of how they should set up their offices. So what kind of support did you get?
10:49
10:49
Speaker 6
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Speaker 6
I'm happy to go. So I, uh, so Sam had in place a parliamentary research by middle of August. Um, I started beginning of September, and then we recruited the other roles, a constituency support officer, comms officer, and a caseworker. Together, they were all in place by the beginning of November. Um, in terms of support from other um offices. That's where some informal networks really helped somebody that I knew put me in touch with my equivalent, who was absolutely amazing.
He sat down with me, I think, and probably did two, two hour, 1 to 1 sessions, took me through everything. Um, took me through example, budget sheets, HR templates, sort of interview questions, etc. um, and then sent me templates for everything, emails, standard types of emails that you might send out. Um, and I think he did that for a couple of offices and that was really, really invaluable.
He sat down with me, I think, and probably did two, two hour, 1 to 1 sessions, took me through everything. Um, took me through example, budget sheets, HR templates, sort of interview questions, etc. um, and then sent me templates for everything, emails, standard types of emails that you might send out. Um, and I think he did that for a couple of offices and that was really, really invaluable.
10:50
10:51
Speaker 7
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Speaker 7
I'd probably preface this by saying, I think the public probably assumed that you have the office and the staff ready to go from day one, and that's really not the case. And I think if anything from this, that if we can make that clearer to the public, then then we will start to restore trust. Um, but in terms of our particular timeline, I started end of August, I think we had an email on the 29th to say that Richard's Westminster office would be ready for the 4th of September.
Uh, bearing in mind the election was on the 4th of July. We got here on the 4th of September to find the previous occupants moving crates still in the office and personal possessions still in the drawers. Um, in terms of the constituency office, I might as well have taken a second job as being an estate agent. The amount of places that I viewed and looking at things, because that was a far harder task to try and find somewhere that was suitable for staff central to the constituency, but also accessible for the public.
Um, so we actually signed the lease or licence for that in December 24th. By the time we had the equipment, the phone lines and everything else and staff moved in. That was January 25th. Um, and there were still operational things, which I've mentioned, uh, to, to the committee, which didn't complete until Easter. Uh, and then there were knock on effects of that in terms of the things we were expected to have in the office in place before the public come in, which didn't take place until July 25th.
So essentially a year after the election that we were fully up and running.
Uh, bearing in mind the election was on the 4th of July. We got here on the 4th of September to find the previous occupants moving crates still in the office and personal possessions still in the drawers. Um, in terms of the constituency office, I might as well have taken a second job as being an estate agent. The amount of places that I viewed and looking at things, because that was a far harder task to try and find somewhere that was suitable for staff central to the constituency, but also accessible for the public.
Um, so we actually signed the lease or licence for that in December 24th. By the time we had the equipment, the phone lines and everything else and staff moved in. That was January 25th. Um, and there were still operational things, which I've mentioned, uh, to, to the committee, which didn't complete until Easter. Uh, and then there were knock on effects of that in terms of the things we were expected to have in the office in place before the public come in, which didn't take place until July 25th.
So essentially a year after the election that we were fully up and running.
10:52
10:52
10:52
10:52
Speaker 4
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Speaker 4
Um, we were an existing office in 2024, so we were able to support a couple of new MPs. Um, in terms of signposting where they go, um, what the procedures are, but most importantly, interviewing for their staff, helping the MP interview for their staff members. So that was our contribution. Um, obviously when we came into office in 2020, um, Covid hit almost immediately after um that general election. So we had probably eight months before we had the office in Stockport. Um, but I think the buddy system that the MPs had could be formalised for staffers, um, in terms of providing, you know, an existing office as a buddy to a new office, that may work.
I'm not sure. Yeah.
I'm not sure. Yeah.
10:53
10:54
10:54
Speaker 5
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Speaker 5
Um, if I may start, um, I'll just say that I think this session wasn't helped by some very big ticket items that started, for example, the assisted dying bill naturally made the influx of emails so much higher than I think it would have been otherwise. Um, so everyone was trying to find a way to manage. I don't think I spoke to a single staffer in that sort of six month period when I first started, who wasn't overwhelmed with policy casework. And I think the most time consuming part is verifying constituents.
Now, I know some software allows you to cross-check against the electoral register, but if they're not there, but very often constituents don't know to include their postcode and you have to go back and, and get it from them. And then that email gets lost in a chain. It would be a real benefit if there could be some sort of, I don't know, lots of websites now have forums where you can submit and you must include your name, your postcode and then your query. If there could be some sort of system that automatically marshals the information and ensures that the constituent can't send the query without their postcode and ensuring that it goes to the correct MP as well.
Now, I know some software allows you to cross-check against the electoral register, but if they're not there, but very often constituents don't know to include their postcode and you have to go back and, and get it from them. And then that email gets lost in a chain. It would be a real benefit if there could be some sort of, I don't know, lots of websites now have forums where you can submit and you must include your name, your postcode and then your query. If there could be some sort of system that automatically marshals the information and ensures that the constituent can't send the query without their postcode and ensuring that it goes to the correct MP as well.
10:55
Speaker 9
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Speaker 9
I. Think um casework is increasing year on year for members of Parliament. Um, so you've got the policy that are mainly obviously campaign focused on things like assisted dying bill or a particular issue that's raised in the media. And then you have the everyday casework around housing support and so on. And certainly in my current office, we've seen a big increase in that. And I think that's true for all members. Um, I would say again, drawing on the existing network and experienced staff, having just some sessions with those experienced staff to go through what to prioritise and what not to prioritise, which comes with experience, but um, is much quicker if you, if you have that support network around you.
Um and I just think, I mean, this is not for the committee, but um, you know, staffing budgets probably need to increase because you need to get a few more people in to help with, uh, responding to, to all the casework. Um, so I think for new members for next time, it would just be, you know, to get on with that recruitment process. So you've got the staff in place to respond as quickly as possible, but also having that understanding that you can't respond to everything straight away, right?Everything has to sort of be done in, in chunks in that initial period until your office is set up and stabilized.
And then you can work out a process for your team.
Um and I just think, I mean, this is not for the committee, but um, you know, staffing budgets probably need to increase because you need to get a few more people in to help with, uh, responding to, to all the casework. Um, so I think for new members for next time, it would just be, you know, to get on with that recruitment process. So you've got the staff in place to respond as quickly as possible, but also having that understanding that you can't respond to everything straight away, right?Everything has to sort of be done in, in chunks in that initial period until your office is set up and stabilized.
And then you can work out a process for your team.
10:56
10:56
10:56
Speaker 7
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Speaker 7
I would stress it's not just the volume that's overwhelming. It is the content. And I can't stress that enough. Um, people often contact their MP at their most vulnerable time in life. Um, and they do so because the MPs are often seen as a trusted figure. But as a result um staff are left dealing with incredibly vulnerable people upset sometimes aggressive, um um we deal with victims of domestic abuse and violence. Um and I'm aware in the last fortnight we had a gentleman phoned the constituency office who was suicidal.
And as a result of that, our office phoned the emergency services and they responded. The reason I stress that is it's not just the emails, it's the consequences that we're dealing with. And if you think about that, you're essentially and I know it's mentioned in the last session, there is a duty of care both by MPs and the staff to respond to that. And I don't think MP staff get enough initial support. And I think there's an awful lot more that can be done ongoing to ensure that actually they are supported in our own office.
We make sure that the casework has additional breaks and she does. She downed tools to focus on other things because it's the content. It's not just the volume, it's what we're actually dealing with.
And as a result of that, our office phoned the emergency services and they responded. The reason I stress that is it's not just the emails, it's the consequences that we're dealing with. And if you think about that, you're essentially and I know it's mentioned in the last session, there is a duty of care both by MPs and the staff to respond to that. And I don't think MP staff get enough initial support. And I think there's an awful lot more that can be done ongoing to ensure that actually they are supported in our own office.
We make sure that the casework has additional breaks and she does. She downed tools to focus on other things because it's the content. It's not just the volume, it's what we're actually dealing with.
10:58
10:58
Speaker 14
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Speaker 14
Thank you. And thank you, everyone for being here today. It's really helpful and really interesting listening to what you have to say. Um, it has been suggested a little bit nervous about saying this in front of you because it's been suggested an initial pool of staff to help members with administrative support when they're first elected and before recruitment of their own staff, which isn't any of your jobs at risk. I just want to say, um, might be beneficial. Um, excuse me, what are your thoughts on this and how do you think that might work?So how could a pool of staff be used and where could they be sought from?MM.
10:59
10:59
Speaker 4
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Speaker 4
I think by looking at this panel I'd be the oldest person on it by far. So I'm probably reaching to an end where, where I might be thinking of reducing my hours or going semi-retirement or things like that. So maybe or people that have left Parliament, maybe if there's a bank of staff like they do for teachers or nursing staff, have a bank of staff that MPs could call upon. Um, so if, if I, if I were to leave my role or Parliament, um, maybe agree to go on to a list of staffers and maintain my security vetting, um, renew it yearly or 18 months, possibly a system like that would help.
So those, all those staffers that have left Parliament choose to go on to this list, which then officers could call upon as and when they need, but particularly at a new parliamentary term, possibly.
So those, all those staffers that have left Parliament choose to go on to this list, which then officers could call upon as and when they need, but particularly at a new parliamentary term, possibly.
10:59
10:59
Speaker 6
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Speaker 6
Yeah. Um, so I was going to just if I, if I. Had a choice, I would probably suggest that a pool of caseworkers is actually more critical. Um, because I mean, what talk, you know, we were just talking about the volume of emails and casework that come in immediately after and how long we've talked about across this, this panel, how long it takes to get an office and a team in place. Um, and people just don't realize that and their expectations have never been higher.
11:00
Speaker 11
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Speaker 11
Has never been higher. Trust in politics and politicians has never been lower. So whilst all of these emails are coming in and building up, you're getting constituents on social media saying, where's my MP?I've been writing in and I'm not hearing anything. I think I mean, what I would like to see essentially is I think Institute for government, in their written evidence, suggested a firebreak of two weeks where actually emails are turned off. I would say, if we're going to do it, let's do this properly.
And let's say four weeks. If people are writing in with casework, because obviously MPs have a responsibility to their constituents that possibly we could redirect casework queries, um, that are dealt with by that central pool of caseworkers. So that constituent issues are still being dealt with. Um, and in terms of where they come from, there's various sources, we know that sort of MPs who are standing down or MPs who've just lost their, you know, lost their seats, staff will be looking for other opportunities, whether that's short term or longer term.
Um, and similarly, returning MPs, um, may be able to help support the ipsa. Ipsa recently introduced to staff support scheme across offices. It could be that that kind of scheme will also help to ease pressures whilst new MPs are settling in.
And let's say four weeks. If people are writing in with casework, because obviously MPs have a responsibility to their constituents that possibly we could redirect casework queries, um, that are dealt with by that central pool of caseworkers. So that constituent issues are still being dealt with. Um, and in terms of where they come from, there's various sources, we know that sort of MPs who are standing down or MPs who've just lost their, you know, lost their seats, staff will be looking for other opportunities, whether that's short term or longer term.
Um, and similarly, returning MPs, um, may be able to help support the ipsa. Ipsa recently introduced to staff support scheme across offices. It could be that that kind of scheme will also help to ease pressures whilst new MPs are settling in.
11:01
11:01
Speaker 14
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Speaker 14
I would yeah, just to add I. So I would agree in the casework point. I think in terms of priorities, casework is really important. I disagree on, uh, switching off emails because when you're elected, your job starts on day one and it's, you know, perfectly, um, proper for constituents to start contacting their members of Parliament. I think if there were a pool of staff, it should be done through the political party offices. Um, if they're not kind of case workers, um, uh.
Mainly because members are elected to represent political party, the whipping system for votes and so on. Start straight away, right?The work starts straight away. You need someone with a bit of political nous, but also as staff, we act as advisers to the member of Parliament. Right?They'll often want to bounce ideas around and so on. And so it's helpful if you have someone with that, um, sort of experience and some of that background to help the, the member out.
Um, I think it's, it's an interesting idea. And I think if anything were to happen, I would agree that the casework is the most important in those initial days. And also just from a sort of HR recruitment point of view, being really clear with that member of staff and in the contracts and so on, and privacy agreements and all of that, that it is a temporary contract and that the member will be recruiting permanent members of staff for which they could apply for potentially, and all those things just to to highlight those, you know, um, add many things you must be aware of.
Mainly because members are elected to represent political party, the whipping system for votes and so on. Start straight away, right?The work starts straight away. You need someone with a bit of political nous, but also as staff, we act as advisers to the member of Parliament. Right?They'll often want to bounce ideas around and so on. And so it's helpful if you have someone with that, um, sort of experience and some of that background to help the, the member out.
Um, I think it's, it's an interesting idea. And I think if anything were to happen, I would agree that the casework is the most important in those initial days. And also just from a sort of HR recruitment point of view, being really clear with that member of staff and in the contracts and so on, and privacy agreements and all of that, that it is a temporary contract and that the member will be recruiting permanent members of staff for which they could apply for potentially, and all those things just to to highlight those, you know, um, add many things you must be aware of.
11:03
11:03
Speaker 13
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Speaker 13
I'll be very, very quick. Uh, the two points I have would be you could potentially extend like break the winding up periods into two parts and make it a bit longer. And for staff who used to work for members who weren't returned, they could keep on as caseworkers for the new MP just on like a ad hoc basis, just because it's quite separate from party political stuff. It's housing, immigration stuff. It's stuff all MPs should be doing and helping with. And the second point would be in devolved administrations you also have MSPs and so on.
Who who could and often do help as well during election periods and stuff where it's like they can't really do anything. So that's, um, something else that could help as well.
Who who could and often do help as well during election periods and stuff where it's like they can't really do anything. So that's, um, something else that could help as well.
11:04
11:04
Speaker 12
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Speaker 12
Anything I quickly add is I think an awful lot of this could be minimised and far less pressure on staff in those initial teams put in place. If MPs and whoever's setting up were clear on what they had to do. And when. I spent an awful lot of my my first few weeks and months quite literally looking for forms, doing administrative tasks and, and so much of that could be simplified with a. Here's a best practice. This is literally the hyperlink.
This is what you need to do this week. On to week two, on to week three. Up and running by week four.
This is what you need to do this week. On to week two, on to week three. Up and running by week four.
11:05
11:05
11:05
Speaker 14
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Speaker 14
So I can't actually comment because I can't remember when I was last involved in dissolution process. However, speaking to members of staff and actually being here on the day when the general election was last called, they found the process. So one member of staff whose member was retiring, they started the process, you know, many weeks in advance, had their questions answered, had their boxes and all of that, all ready to sort of go for when the date was called. And, um, speaking to them before today's meeting, they said they found the process very helpful, but that's all I can offer the committee today.
11:06
11:06
Speaker 9
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Speaker 9
Um. Yes. I remember the flurry of emails about the dissolution. Um, and I thought it was helpful. Um, I think what you have to bear in mind as staff, as we often, um, are also. Advisers to our MPs and there's obviously campaigning as soon as the general election is called, the campaign intakes precedence quite rightly. Um but yes, I, I find it useful. I don't have anything bad to say about it. The guidance that we got from the house was thorough.
Yes.
Yes.
11:07
11:07
11:08
11:08
11:08
11:08
11:09
11:09
Speaker 9
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Speaker 9
Just one small point about the auto response that was put on after dissolution. Um, very useful. Um, but would there be an opportunity to slightly personalise that for MPs because MPs are individual employers, aren't they?And every single one of you is an individual. Um, maybe that could be personalised slightly. Obviously within the proper guidelines and constitution.
11:09
11:10
11:10
Speaker 9
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Speaker 9
Just, um, just very, very simply widen this support and help towards the constituency offices. Um, you know, they are a large part of MPs work. Um, and I don't think I've ever met an MP that doesn't believe that the constituency office is the sort of beating heart of why they're in parliament. So, um, I would widen that support and it's disappointing to note that some of the outreach support that was available is being curtailed. I mean, yeah, and that constituency, more support for the constituency offices please.
11:11
11:11
Speaker 14
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Speaker 14
Um, so while I highlighted many of the good things for working for a member of Parliament, there are there is one big downside, which is the amount of abuse members of Parliament actually get now online emails, all those things. Whereas 20 years ago as a letter through the post, now it's, you know, people can get to members much more easily. So I would suggest signposting members of staff to the support programme for staff, um, continuing to do that and the wellbeing services that are available. Um and making sure that particularly caseworkers and those in the constituency office, which are very on the, on the front line, um, know that that support is available and know sort of what to do when there are distressing cases and so on that are brought to the member of Parliament.
I just think it's important to keep flagging that to, to members of staff.
I just think it's important to keep flagging that to, to members of staff.
11:11
11:11
Speaker 11
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Speaker 11
Just following on from that, um, I also want to, um, have a bit of a shout out for the comms officers out there who are actually often the ones sort of responding to online comments. Um, but also actually the ones who respond to all the policy letters that are coming in, who see some of the written things that are perhaps a little bit more sort of distressing, shall we say. Um, and I think just overall, to sum up from me, I back a lot of the practical suggestions that Max has made, but I would also suggest that I think the single biggest helpful thing would be actually to try and help constituents to understand that MPs are not in a position to start dealing with all of the hundreds of emails that come in from day one.
Um, I think that would help to build the relationship between MPs and their constituents.
Um, I think that would help to build the relationship between MPs and their constituents.
11:12
11:12
Speaker 10
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Speaker 10
I can only really speak from the parliamentary side because that is all of my experience. But I think Damon touched on this very early on, and we haven't really gone back to it in person. Training would be so much better than a team's training or something like that. The most sort of helpful training sessions I went to were the ones put on by the party. Um, because they were in person and the vote office tours that they did. Faceless cameras off, you know, etc..
11:13
Speaker 13
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Speaker 13
I think that's a really valuable resource, but it's around it's just under 300 pages. And for me specifically, the book tells you how to do pretty much everything, but there's no examples. Like it's quite intuitive, but like is doing your first one is, uh, very nerve wracking, especially if you're in a smaller party, you can't really ask somebody for like a previous example they did that was successful or, and so on.
11:13
Speaker 12
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Speaker 12
Yeah. Um, I would also highlight, um, I think I've been a critical friend to some of the House staff as to what could be done, but I would actually say they're receptive to change. Had support from Ipsa and colleagues across the House. Talk to more House staff, set up working groups, use the experience and the time to reflect now before the next general election, and also look at new ways of working and practical tips and advice and tools that can be implemented before the next one is called.
11:13
11:13