Increase Public sector pay by 10.5% to improve retention/recruitment
- 146 Signatures
(Estimated Final Signatures: 181 - 1 added in the past 24hrs)
Take the recommendation from the IPPR and increase public sector pay by 10.5% to improve recruitment and retention. The IPPR has said this would restore public sector pay to 2019/20 levels, and should only increase inflation by up to 0.14%.
Found: We believe there has been significant under investment in the public sector since 2008/9 financial crisis
Asked by: John Redwood (Conservative - Wokingham)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, whether there are controls on external recruitment of (a) new and (b) replacement (i) civil servants and (ii) other public sector administrators.
Answered by John Glen - Paymaster General and Minister for the Cabinet Office
There are specific statutory provisions in place that control all appointments to new and replacement Civil Service roles arising from external recruitment.
The Constitutional Reform and Governance Act 2010 requires that selection to the Civil Service must be on merit, on the basis of fair and open competition. The Civil Service Commission has a statutory duty to ensure that the merit requirement is upheld and is not being undermined. The Commission’s interpretation of this statutory requirement is outlined to Civil Service departments in the Civil Service Commission’s Recruitment Principles 2018.
The Aliens’ Employment Act 1955 outlines the eligibility for employment in the Civil Service on the grounds of nationality. The Cabinet Office has published the Civil Service Nationality Rules on Gov.uk to support departments in the interpretation of this statutory requirement.
The Civil Service Management Code delegates authority to individual departments to determine their recruitment approach within the scope of these statutory requirements. Additional policy provisions can be applied such as the Civil Service Recruitment Framework. Since January 2016, the Framework has been committed to opening up all Senior Civil Service (SCS) vacancies by advertising them externally to the public by default. In May 2022, this commitment was strengthened, requiring departments to obtain approval from the responsible minister when seeking to limit an SCS vacancy to existing civil servants only.
For other public administrators outside of the Civil Service, it would be down to their respective organisations to comment on whether they have such controls in place.
Written Evidence Apr. 26 2024
Inquiry: Disability employmentFound: would answer the question “What are the barriers to the employers (Civil Service/Public Sector)
Correspondence Apr. 03 2024
Committee: Health, Social Care and Sport CommitteeFound: sector food body for Scotland.
Written Evidence Mar. 12 2024
Committee: Environment, Food and Rural Affairs Committee (Department: Department for Environment, Food and Rural Affairs)Found: Food Standards Scotland Food Standards Scotland (“FSS”) was established on 1st April 2015 as the new public
Asked by: Lennon, Monica (Scottish Labour - Central Scotland)
Question
To ask the Scottish Government what action it is taking to help reduce the ethnicity pay gap.
Answered by Martin, Gillian - Minister for Energy and the Environment
The Scottish Government remains committed to addressing labour market inequalities for racialised minorities. Our Anti-Racist Employment Strategy published in December 2022 supports and encourages employers to address these inequalities. It provides guidance on improving data as well as recruitment, retention and progression practices to improve the representation and experience of racialised minority staff.
The strategy further sets out a series of actions for the Scottish Government, including developing an anti-racism workplace training framework; supporting employers in their use of positive action measures; and continuing to engage with public sector leadership on recruitment and representation, data and on understanding institutional racism.
The Scottish Government is also currently reviewing the operation of the Public Sector Equality Duty in Scotland with a view to improving the Scottish Specific Duties, including data reporting on ethnicity. We have consulted on proposals which include extending the existing gender pay gap reporting duty to ethnicity and disability, with listed public authorities required to make more evidence-based decisions on the information they publish.
Mar. 18 2024
Source Page: Three new Civil Service Commissioners appointedFound: new Civil Service Commissioners have been appointed to the Civil Service Commission, which regulates recruitment
Asked by: Janet Daby (Labour - Lewisham East)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, how many job vacancies there were in the Secure Youth Estate at 30 January 2024.
Answered by Edward Argar - Minister of State (Ministry of Justice)
The following table provides information relating to staff in the Youth Custody Service who are directly employed by H M Prison & Probation Service. This comprises operational and administrative staff at public sector young offender institutions, plus headquarters staff:
Target Staffing | Staff In Post | Vacancies | Vacancies (%) |
1879.28 | 1809.18 | 70.1 | 4 |
Staffing data for HMYOI Parc, Secure Training Centre and Secure Children’s Homes is not included in this data.
To boost retention levels and reduce vacancies, YCS continue to focus on staff recruitment and retention. Retention support is being provided at Feltham A and Cookham Wood to address attrition. As part of the HMPPS retention oversight process, all establishments have a Retention Action Plan in place. These plans focus improvement on areas identified by staff in exit interviews, when asked to explain their decision to leave the Youth Custody Service (YCS). Additionally, in response to exit interview data, the YCS has reviewed advertising and recruitment material, to increase attraction.
We have increased national recruitment of Prison Officers and Youth Justice staff through a dedicated national campaign and new marketing and are engaged in national campaigns to increase attraction to administrative roles.
To further increase retention levels and reduce vacancies, the YCS has commissioned a staffing resource review across all four public sector YOIs. This includes assessing the balance of management and frontline staff. Feltham A has been completed and a delivery plan will be implemented this Spring (impacts will be closely evaluated). Cookham Wood YOI will be the next site subject to review commencing in early 2024, followed by the remaining public YOIs.
Feb. 06 2024
Source Page: AI Fairness Innovation Challenge winners announcedFound: Four winning projects to support AI firms working in higher education, healthcare, finance, and recruitment
Feb. 29 2024
Source Page: Economic Evidence to the Pay Review Bodies: February 2024Found: Public sector regular pay growth does not yet fully capture the effect of all public sector pay awards