Public sector recruitment costs
Lack of common cost-per-hire metrics and transparent reporting on recruitment costs across government departments.
9 items
1 source
4 inquiries
Source spread
Where this theme appears
Public sector recruitment costs has been flagged across 1 independent accountability source:
9 inquiry recs
This theme has been identified in one data source. As more data is added, cross-references may emerge.
Browse by source
Source-grouped records are useful for tracing where a concern came from. Large sections show the 50 strongest matches for that source; counts still show the full theme total.
Inquiry Recommendations (9)
WATE-(30) — Conduct national review of pay and career for residential child care staff
Recommendation: There should be a national review of the pay, status and career development of residential child care staff and field social workers to ensure as far as possible that there is a sufficient supply of candidates for such posts of …
Unknown
RHI-8 — Job-Specific Recruitment
Recommendation: A fundamental shift is needed in the approach used within the Northern Ireland Civil Service with regard to recruitment and selection for government jobs. This must involve an up-front assessment of the skills that are required to fulfil the specific …
Words of: Northern Ireland Executive, Executive Response to the RHI Inquiry Report Recommendations and Action Plan, Annex A, 7 October 2021
Gov response: These recommendations can be accepted in full. They have been addressed through work to date, including: • job-specific appointments within the NICS generalist grades; • the piloting of Cabinet Office’s “Commercial Skills Assessment and Development …
Accepted
No update 2+ yrs
ETI-3 — Staffing Guidance
Recommendation: The guidance mentioned in the first recommendation should include: advice concerning the circumstances in which civil servants in the inquiry team may properly transfer to posts, other than promoted posts, within other government departments or agencies; which positions within the …
Words of: Màiri McAllan, Cabinet Secretary for Transport, Net Zero and Just Transition, statement to the Scottish Parliament, 2 November 2023 (text as published by the Scottish Government)
Gov response: We are working through all of these recommendations, but I can report that additional guidance similar to that suggested is already in development with reference to the efficient establishment and delivery of public inquiries and …
Response Unclear
BRIS-51 — Establish NHS Appointments Commission for non-executive director appointments
Recommendation: As recommended in ‘The NHS Plan’, there should be an NHS Appointments Commission responsible for the appointment of non-executive directors of NHS trusts, health authorities and primary care trusts.
Unknown
BRIS-49 — Implement transparent, ability-based selection criteria for trust executive directors
Recommendation: The criteria and process for selection of the executive directors of a trust board must be open and transparent. Appointments should be made on the basis of ability and not on the basis of seniority.
Unknown
In progress
BRIS-53 — Develop a standard NHS job description for non-executive directors
Recommendation: A standard job description should be developed by the NHS for non-executive directors, as proposed in ‘The NHS Plan’.
Unknown
In progress
BRIS-52 — Implement induction programme for new non-executive directors via Leadership Centre
Recommendation: Newly appointed non-executive directors of trusts, health authorities and primary care trusts should receive a programme of induction: this should refer to the principles and values of the NHS and their duties and responsibilities with regard to the quality of …
Unknown
In progress
BRIS-50 — Create training and support for clinicians seeking executive director roles
Recommendation: The NHS Leadership Centre, in conjunction with trusts, should develop programmes of training and support for clinicians and others who seek to become executive directors.
Unknown
In progress
BRIS-48 — Ensure equal security of tenure for trust senior managers and NHS professionals
Recommendation: The security of tenure of the chief executive and senior managers of trusts should be on a par with that of other senior professionals in the NHS.
Unknown