Tag: #civilservice

ICAEW chart of the week: Civil service numbers

My chart for ICAEW this week illustrates how the civil service has grown by 92,000 or 23% to 496,000 FTEs over the past five years.

Step chart titled 'Civil service numbers' (First column) September 2018: 179,000 ministerial departments, 22,000 in Scottish and Welsh governments, and 203,000 in agencies and non-ministerial departments = 404,000 total number of civil servants. (Middle column) Change: +38,000 minisministerial departments, +10,000 Scottish and Welsh governments, +44,000 agencies and non-ministerial departments = +92,000 total change. September 2023: 217,000 ministerial departments, 32,000 Scottish and Welsh governments, 247,000 agencies and non-ministerial departments = 496,000 total number of civil servants.

The number of civil servants has increased by 92,000 or 23% from 404,000 full-time equivalents (FTEs) in September 2018 to 496,000 FTEs in September 2023, which may be surprising in the light of government rhetoric about cutting public spending.

As my chart for ICAEW this week illustrates, the size of the UK civil service has grown significantly over the past five years. FTEs in ministerial departments have grown by 38,000 or 21% from 179,000 to 217,000, in the Scottish and Welsh governments by 10,000 or 45% from 22,000 to 32,000, and in agencies and non-ministerial departments by 44,000 or 22% from 203,000 to 247,000.

The civil service is just one part of the public sector workforce, which has increased by 571,000 or 13% from 4,433,000 to 5,004,000 FTEs over the same period. 300,000 of the increase has been in the NHS (up 21% from 1,451,000 to 1,751,000 FTEs in September 2023), which after taking account of the 92,000 increase in the civil service means the rest of the public sector workforce (schools, police, army, local government and others) has grown by a relatively slower number of 179,000 or 7% from 2,578,000 to 2,757,000 over the same period.

The increases in the civil service reverse cuts in the austerity years that saw the civil service fall from 493,000 FTEs in September 2009 to 384,000 in June 2016, just before the Brexit referendum.

The UK’s departure from the EU Single Market and the EU Customs Union on 31 December 2020 has been a major driver in the increase, most prominently in the Home Office, which has grown by 15,000 from 29,000 to 44,000 FTEs. Machinery of government changes make it difficult to track the other impacts, but it is likely that another 20,000 of the increase is likely driven by Brexit, made up of small changes across Whitehall departments and individual agencies, such as the 80% increase in the size of the Rural Payments Agency (from 1,400 to 2,600), 

The individual agency with the largest increase is HM Prisons and Probation Service, up 15,000 from 49,000 to 64,000 as the outsourced probation was re-absorbed back into the civil service.

The pandemic also had a small impact on the civil service (as opposed to the NHS) with the Department of Health and Social Security more than doubling in size from just under 1,500 FTEs in September 2018 to almost 3,200 in September 2023.

Some increases are more difficult to attribute, such as the 30% increase in the size of the National Crime Agency from 4,200 to 5,500 or the 9% increase in the size of HM Revenue and Customs from 57,100 to 62,000. Brexit is likely to be part of the story following the reversion of responsibilities from Brussels to London, but the growth of cybercrime (for example) in the past few years will also have been a factor.

The civil service numbers reported by the Office for National Statistics exclude civil servants working for the Northern Ireland Executive and its agencies, but do include both the Scottish and Welsh governments. Most of the growth in numbers from 22,000 to 32,000 has been in Scotland as more powers have been devolved to its devolved administration, with the 16,800 FTEs in September 2018 growing by 9,700 or 58% to 26,500 in September 2023. The size of the civil service in Wales has gone up by a much more modest 700 or 13% from 5,200 to 5,900 in the same period.

One possible driver for some of the other increases is that cuts in the civil service made during the austerity years were never sustainable in the longer-term, with the demands that drove those numbers never having gone away. Another is that governments tend to want to “get things done” and there is therefore a need to find people to do them. 

Both of these factors may explain why both government departments and agencies have grown in size over the past half a decade.

While the civil service is less than 10% of the public sector workforce, it is often the first place that the government looks when it wants to find cost savings – and the current government is no different in seeking to cut the size of the civil service again. Whether those costs savings are sustainable in the long-term without more fundamental reform is another matter.

This chart was originally published by ICAEW.

Crown Consultancy gains traction as UK government spending soars

19 January 2021: Plans for an in-house government consultancy sound sensible, but will insourcing really deliver value for money for taxpayers?

The UK government spends hundreds of millions of pounds on consultants each year for services ranging from strategic advice to service delivery. While ministers and senior civil servants often comment they feel too much is spent on consultants, there continues to be a stream of new contracts awarded to the major professional service firms and consultancy practices.

This is a particularly high-profile issue in the context of the huge amounts of pandemic-related contracts awarded over the course of the last year.

Recent examples include bringing in procurement specialists and forensic accountants to sort out the audit trail for panic purchases of personal protective equipment or using a range of IT consultants to help rapidly design and build new border and customs systems following the UK’s exit from the EU Customs Union and Single Market.

In practice, there are many reasons why a government department – or any organisation for that matter – might want to engage external consultants. They can provide expertise not available in-house, as well as providing a flexible resource that can be mobilised quickly to achieve critical objectives. After more than a decade of tightening budgets in the public sector, it is unsurprising there is a limit to how many of the existing team can be diverted from day-to-day activities in order to (say) implement a major new IT system, transform the organisation or respond to a global crisis such as a pandemic.

Partly that is sensible human resource management. It does not make sense to employ hundreds, if not thousands, of staff across the civil service ‘just in case’ their expertise might be needed on a future project. At the same time, it also makes sense to bring in experience gained elsewhere from experts who know what works and what doesn’t.

Using external service providers also enables resources to be mobilised quickly and at scale. Again, a capability most organisations will not have – or normally need to have – internally. There are also other benefits, such as the ability to change team members at will, charge contractual penalties for non-performance or the ability to sue over poor service or bad advice: options generally not available when employing in-house teams.

However, those benefits come at a cost. Not only are salaries for consultants generally higher than those of staff in the public sector, but there is a premium on top to cover technical resources, overheads, insurance and margin that together mean than the per-hour rate can be a significant multiple of the cost of in-house staff, even when the civil services’ own overheads are factored in. 

Justifying this premium can be difficult, particularly in major projects involving very large teams of consultants. Another perceived issue can be where individual consultants are former civil servants apparently being re-employed at a much greater cost, even if that comes with technical and other resources not available when they were on the payroll.

A recent report by the Public Accounts Committee argues that the extensive use of consultants is driven by an underlying lack of skills in the civil service, with the development of fourteen cross-government functions (such as the Project Delivery Service and the Government Finance Function) not having had the desired effect of strengthening internal capabilities sufficiently to reduce the need to bring in external consultancy support.

One solution that has often been mooted (and is now being considered more actively) is to establish an in-house consultancy organisation. This would have the scale to be able to employ technical experts and experienced consultants to help deliver priorities across the whole of government, both centrally and locally.

Of course, this is not a new phenomenon and there are a range of consultancy services already in existence inside the government. Examples include the Government Legal Department (originally the Treasury Solicitor’s Department, founded in 1876), the Government Actuary’s Department (founded in 1919) and the consultancy arm of the Government Property Agency (founded 2018). These all provide expert advice and support that government departments and agencies can utilise as needed, with any profit that might be generated coming back to the exchequer to be reinvested in public services.

The proposals for a Crown Consultancy ‘firm’ within government would be different both in terms of scale and also in the range of activities it would cover. Such an organisation would have many benefits in being able to utilise existing expertise within the civil service more effectively, while also bringing in private sector expertise and experience to bear on difficult challenges. There would also be opportunities to provide a wider range and depth of experience for civil servants with secondments as part of their development, providing career opportunities not currently available, particularly in technical specialities.

There are a number of hurdles to be overcome in establishing a Crown Consultancy. One of the more significant will be how to address pay disparities that may make it difficult to recruit individuals with the skills and experience required. Another will be in replicating the tools, techniques and resources that private sector firms have spent decades creating and that enable them to mobilise quickly to meet client needs.

Plans remain at an early stage, but of course, there are a number of external consultants available that can help move them forward!

This article was originally published by ICAEW.

ICAEW chart of the week: public sector employment

25 September 2020: The #icaewchartoftheweek is on headcount in the public sector, which increased by 115,000 to 5,508,000 in the year to June 2020.

Chart showing change in headcount from June 2019 to 2020: NHS +88k, other health & social work -7k, education -9k, police +12k, forces +4k, civil service +11k, public admin +8k, other +8k = +115k.

Employment on a full-time equivalent (FTE) basis also increased over the last year, with an increase of 118,000 from 4,485,000 FTEs in June 2019 to 4,603,000 FTEs in June 2020.

The NHS workforce jumped by 55,000 in the first six months of 2020 and by 88,000 in the year to June as the coronavirus pandemic accelerated recruitment of health workers. The NHS is the one part of the public sector that has seen consistent headcount growth over the last decade, with 1,782,000 employees at June 2020 compared with 1,558,000 a decade ago. This has been partly offset by a fall in other health and social workers of 7,000 to 208,000 in the year to June, which is 191,000 lower than the 399,000 employed in June 2010.

Public employees working in education also fell by 9,000 to 1,487,000 in June 2020, bringing the total fall over the last decade to 198,000, driven by a combination of cuts in education funding and the reclassification of further education colleges to outside the public sector.

Police numbers (including civilian staff) have started to increase again, with a headcount of 261,000 in June 2020, up 12,000 over a year previously. However, this is still significantly below the 292,000 that were employed in June 2010. HM Forces numbers also started to increase again after a long period of decline, with the approximately 4,000 service personally added to reach 156,000 still substantially less than the 197,000 serving in June 2010.

Civil Service numbers increased by 11,000 over the year to 459,000, with Brexit being a major contributor to the increase from the low-point of 416,000 employed in June 2016, by still significantly below the 517,000 civil servants working in June 2010. Other public administration headcount increased by 8,000 to 614,000 in June 2020, down from 682,000 a decade previously.

The number of other public sector workers increased by 8,000 in the year to 541,000. This is substantially below the 1,105,000 employed in other categories in June 2010, principally because ten years ago the public sector included housing associations, Royal Mail, Direct Line, Lloyds Banking Group and Northern Rock all of which have since been reclassified to the private sector. (Royal Bank of Scotland and Bradford & Bingley remain in the public sector).

Adjusted for reclassifications, total public sector headcount is 215,000 lower than it was a decade ago, reflecting an increase of 224,000 in NHS employees and a net decline of 439,000 across the rest of the public sector.

With Brexit preparations accelerating and the NHS under severe pressure as we approach winter, it is likely public sector employment will continue to rise in the near future.

This chart was originally published on the ICAEW website.