Public sector recruitment costs
Lack of common cost-per-hire metrics and transparent reporting on recruitment costs across government departments.
369 items
7 sources
4 inquiries
Source spread
Where this theme appears
Public sector recruitment costs has been flagged across 7 independent accountability sources:
9 inquiry recs
286 committee recs
6 HMICFRS recs
15 NAO recs
43 IMB recs
2 detention investigation recs
8 LGO/SPSO decisions
When the same issue appears across inquiries, coroner reports, and regulators independently, it indicates a recurring issue across the public record.
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 …
Gov response: [Note: The NI Executive responded to recommendations 8-18, 24, 26-28, 32b, 34-36 together as a group under the 'Professional Skills, Resourcing, Record Keeping and Raising Concerns' themes.] NI Executive Response (October 2021): These recommendations can …
Accepted
No update 2+ yrs
ETI-3 — Staffing Guidance
Recommendation: Guidance should address: circumstances for civil servant transfers within government; which positions may use agency staff; and whether temporary contracts suit positions unfillable by permanent staff.
Gov response: The Scottish Government stated that guidance similar to that suggested is already in development. Source: Transport Secretary Statement, 2 November 2023.
Accepted in Part
No update 2+ yrs
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
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
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
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
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
Committee Recommendations (286) — showing 50 strongest matches
#20 — Progress reported on recruitment for Pathways to Planning and capacity building programmes
Recommendation: The Department subsequently wrote to us with additional information on this topic. It explained that: • Since it began funding the Pathways to Planning programme in 2023, two cohorts of graduates had been placed into LPAs, both of which started …
Gov response: 4. PAC conclusion: We are unconvinced that the Department is adequately addressing staffing capacity and capability issues within local planning authorities. 4. PAC recommendation: Alongside the Treasury Minute, the Department should write to the Committee …
Accepted
#19 — Department introducing funding and fee reforms to address local planning authority staffing issues
Recommendation: We challenged the Department on what it was doing to tackle the root causes of LPAs’ staffing problems. It explained that several initiatives were under way, and that it would provide direct funding of around £12 million for the recruitment …
Gov response: 4. PAC conclusion: We are unconvinced that the Department is adequately addressing staffing capacity and capability issues within local planning authorities. 4. PAC recommendation: Alongside the Treasury Minute, the Department should write to the Committee …
Accepted
#18 — Significant capacity and skills imbalance exists between public and private planning sectors
Recommendation: There is an imbalance in capacity and capability between the public and private sector. Larger developers are generally better resourced with people who have specialist skills for negotiation.25 In its written evidence, the Chartered Institute of Housing expressed concern that …
Gov response: 4.1 The government agrees with the Committee’s recommendation. Target implementation date: March 2026 4.2 The department is committed to strengthening planning capacity and capability across local authorities through the Planning Capacity and Capability (C&C) Programme. …
Accepted
#17 — Local planning authorities face severe staffing problems and planner exodus to private sector
Recommendation: Research from the sector suggests that staffing in local planning authorities (LPAs) is a serious problem. The Royal Town Planning Institute’s 2023 State of the Profession report found that, in the period 2013–2020, around a quarter of planners left the …
Gov response: 4.1 The government agrees with the Committee’s recommendation. Target implementation date: March 2026 4.2 The department is committed to strengthening planning capacity and capability across local authorities through the Planning Capacity and Capability (C&C) Programme. …
Accepted
#4 — Set out how the Capacity and Capability Programme will improve and retain planners for LPAs.
Recommendation: We are unconvinced that the Department is adequately addressing staffing capacity and capability issues within local planning authorities. Research from the sector suggests staffing in LPAs is a serious problem. The Royal Town Planning Institute’s 2023 State of the Profession …
Gov response: The government agrees with the Committee’s recommendation. local authorities through the Planning Capacity and Capability (C&C) Programme. This programme provides targeted support to build a resilient, skilled, and diverse workforce able to meet housing and …
Accepted
#17 —
Recommendation: There has been high turnover among staff working on EU Exit, particularly at senior levels. DExEU has had three Permanent Secretaries, the Border Delivery Group has had three Director-Generals, and there have been changes at Permanent Secretary grade in key …
Gov response: 4: PAC conclusion: EU Exit preparations involved more than 22,000 civil servants at the peak and have cost at least £4.4 billion. 4: PAC recommendation: The Cabinet Office should conduct a formal review, including seeking …
Not Addressed
#16 —
Recommendation: At the peak, more than 22,000 civil servants worked on EU Exit, and at present the Cabinet Office reports that the number is around 15,000.43 The civil service responded to this demand by moving staff between departments. In particular two …
Gov response: 4: PAC conclusion: EU Exit preparations involved more than 22,000 civil servants at the peak and have cost at least £4.4 billion. 4: PAC recommendation: The Cabinet Office should conduct a formal review, including seeking …
Not Addressed
#3 —
Recommendation: Government continues to spend too much on consultants to undertake work that could be better done by civil servants, and does not do enough to utilise or develop skills and experience in-house. At the peak, more than 22,000 civil servants …
Gov response: 3. 1 The government disagrees with this recommendation. 3.2 Please refer to the department’s response to recommendation 4. 3.3 The government agrees with this recommendation. Target implementation date: March 2021 3.4 The government has established …
Not Addressed
#2 —
Recommendation: The civil service struggles to attract and retain specialist staff. Since 2010 the civil service has been subject to pay restrictions, which have limited its ability to offer progressive pay packages to staff. Areas such as Digital and Commercial have …
Gov response: 2.1 The government agrees with the Committee’s recommendation. Target implementation date: Summer 2021 2.2 The Cabinet Office confirms that all matters related to pay for grades below the Senior Civil Service (SCS) are delegated to …
Not Addressed
#16 —
Recommendation: The Department acknowledged that it has faced strong competition for people with the scarce technical skills required to deliver the programme, including from other government departments. The Department has now designed framework contracts with outside suppliers so that it is …
Gov response: 4: PAC conclusion: The Department has struggled to deliver the core technical components of the Digital Services at the Border programme. 4a: PAC recommendation: The Department should set out what it has done to resolve …
Under Consideration
#29 —
Recommendation: Sir Tony Redmond highlighted that his review found that the lack of career prospects and opportunities produced a real challenge for trainee accountants when considering whether to go into public sector accounting and auditing. He believed that audit firms needed …
Gov response: 4.2 The government agrees that a ready availability of skilled and appropriately trained auditors is crucial to ensuring both the long-term sustainability of the local audit market and good quality, timely audit. As Sir Tony …
Not Addressed
#28 —
Recommendation: PSAA highlighted that the age profile of key audit partners was a factor likely to increase the challenge which audit firms faced, in having sufficient staff.80 EY confirmed that it was facing a retirement issue for its key audit partners, …
Gov response: 4.2 The government agrees that a ready availability of skilled and appropriately trained auditors is crucial to ensuring both the long-term sustainability of the local audit market and good quality, timely audit. As Sir Tony …
Not Addressed
#27 —
Recommendation: We challenged the Department on the sustainability of firms auditing £100 billion a year of spending by local government while relying on only a few hundred auditors with the requisite skills. The Department and PSAA recognised the challenge which audit …
Gov response: 4.2 The government agrees that a ready availability of skilled and appropriately trained auditors is crucial to ensuring both the long-term sustainability of the local audit market and good quality, timely audit. As Sir Tony …
Not Addressed
#4 —
Recommendation: The rapidly diminishing pool of suitably qualified and experienced staff increases the risks to the timely completion of quality audits. There are serious shortfalls in the number of specialists which audit firms rely on to carry out audits of local …
Gov response: 4.1 The government agrees with the Committee’s recommendation. Target implementation date: by end of 2021 4.2 The government agrees that a ready availability of skilled and appropriately trained auditors is crucial to ensuring both the …
Not Addressed
#17 —
Recommendation: We asked the Cabinet Office whether it intends to reduce departments’ spending on consultants, which has been high and increasing following Brexit and COVID-19. The Cabinet Office told us it has a strong programme to try and cut the external …
Not Addressed
#8 —
Recommendation: HMRC told us it was planning to recruit more than 1,000 debt management staff in 2021–22, but it was starting with a staffing shortfall. At September 2021, HMRC’s debt management team had 300 fewer FTE staff than it had planned. …
Gov response: 2: PAC conclusion: HMRC is not being ambitious enough in bringing down debt levels and securing the resources this will require. 2: PAC recommendation: There is a clear value for money case to increase debt …
Accepted
#23 —
Recommendation: We asked the Cabinet Office when it expects to publish the new strategic workforce plan. It told us that there is no confirmed publication date at present, but it hoped the government would be able to release the plan within …
Response Pending
#39 — DHSC's future plans contradict reducing consultant reliance, projecting £842 million spend by 2031.
Recommendation: However, DHSC’s actual plans seem to contradict this, indicating an ongoing reliance on external delivery partners to provide professional and technical skills and for specific assignments. It estimates that it will spend £842 million on consultancy services between 2023–24 and …
Gov response: 7.1 The government agrees with the Committee’s recommendation. Target implementation date: March 2024 7.2 The NHP is a highly complex infrastructure project that requires significant technical expertise. External professional and technical expertise is a regular …
Partially Accepted
#7 — Develop strategy for attracting and retaining civil service skills for hospital construction.
Recommendation: The Programme is over-reliant on consultancy services. NHP has depended heavily on external consultants since its creation, with 62% of posts filled using consultancy services in February 2023. DHSC estimates it will spend a further £842 million on consultancy services …
Gov response: The government agrees with the Committee’s recommendation. expertise. External professional and technical expertise is a regular part of large construction programmes, and the NHP’s approach is in line with other major government programmes at this …
Accepted
#10 — Most departments lack comprehensive recruitment cost data, hindering efficiency understanding and comparison.
Recommendation: Most departments—14 out of the 16 main civil service departments in 2022—do not collect full information on their recruitment costs and therefore do not understand how much it costs them to hire staff. The Ministry of Justice told us that, …
Gov response: 3.1 The government agrees with the Committee’s recommendation. Target implementation date: November 2024 3.2 The Cabinet Office has implemented a set of consistent and comparable Civil Service recruitment measures for the 17 Whitehall departments, one …
Accepted
#3 — Define common cost-per-hire measure, require regular reporting, and share efficient recruitment examples
Recommendation: Most departments do not know how much it costs to recruit staff, or how they could be more efficient. 14 of the 16 main departments cannot provide full recruitment cost data. Only one department, HM Revenue & Customs, understands its …
Gov response: The government agrees with the Committee’s recommendation. is provided to drive the required improvements. An additional three months (maximum) is needed to complete the recommendation. The Cabinet Office will set benchmarks and identify areas of …
Accepted
#5 —
Recommendation: The Government should support universities to address the financial challenges caused by the requirement for some universities to offer membership of the Teachers’ Pension Scheme. The current situation is imposing a high cost on providers in the scheme, whilst incentivising …
Response Pending
#25 —
Recommendation: The Department told us that while there had been a slight pause in recruitment, the programme was not currently under a recruitment freeze for key roles and it did not currently see resourcing as a concern.55 We challenged the Department …
Response Pending
#24 —
Recommendation: In 2023 the previous Committee reported that the programme had struggled to recruit staff and had relied too heavily on external consultants.51 As of November 2025, the programme had a vacancy rate of 39%, resolution of which was being hampered …
Response Pending
#5 —
Recommendation: The Department has been slow to develop the capacity and capability it needs to deliver such a complex programme. The Department’s central programme team for the New Hospital Programme will require significant technical expertise to deliver successfully. Prior to the …
Response Pending
#19 —
Recommendation: Government has made extensive use of consultants to support preparations for EU Exit, and is also doing so on Covid-19. This Committee has raised concerns in the past about government’s increasing spend on consultants, and on the gap between the …
Gov response: 3. 1 The government disagrees with this recommendation. 3.2 Please refer to the department’s response to recommendation 4. 3.3 The government agrees with this recommendation. Target implementation date: March 2021 3.4 The government has established …
Not Addressed
#7 —
Recommendation: The Cabinet Office recognised that rules introduced in 2010 on civil service pay make it difficult to attract and retain skilled specialists in some areas.15 Some skills, such as the ability to lead large projects, are particularly scarce. The Cabinet …
Gov response: 2.1 The government agrees with the Committee’s recommendation. Target implementation date: Summer 2021 2.2 The Cabinet Office confirms that all matters related to pay for grades below the Senior Civil Service (SCS) are delegated to …
Not Addressed
#8 —
Recommendation: In regard to the time Mr Jenkins has available for his role on the PRC, Mr Jenkins said to us that he had been told that the role would require a commitment of one to two days a week. However, …
Response Pending
#13 —
Recommendation: The response to a parliamentary question confirmed that, at the beginning of November 2020, there were 2,300 consultants and contractors working for 73 different suppliers in NHST&T, with a total consultancy cost of approximately £375 million up to that point.43 …
Gov response: 3.1 The government agrees with the Committee’s recommendation. Recommendation implemented 3.2 Consultants offer quick access to expertise that may otherwise be difficult to recruit – either quickly or indeed at all. They will always have …
Under Consideration
#3 —
Recommendation: Although it had to act quickly to scale up the service, NHST&T is still overly reliant on expensive contractors and temporary staff. To scale up the test and trace service rapidly, the Department and NHST&T worked with a wide range …
Gov response: 3.1 The government agrees with the Committee’s recommendation. Recommendation implemented 3.2 Consultants offer quick access to expertise that may otherwise be difficult to recruit – either quickly or indeed at all. They will always have …
Under Consideration
#3 —
Recommendation: The commercial attractiveness to audit firms of auditing local authorities has declined. Audit firms bid for the current contracts to audit local authorities in 2017, but the work involved has increased significantly in response to well-publicised problems in the corporate …
Gov response: 3.1 The government agrees with both the Committee’s recommendations. Target implementation date: September 2021 3.2 The government agrees a decision by firms to withdraw from local audit could pose a risk to the future sustainability …
Not Addressed
#23 —
Recommendation: Senior responsible owners (SROs) have responsibility for ensuring a programme meets its objectives. SROs oversee governance of programmes and steer them through key decision points, assisted by a delivery team. The NAO’s analysis showed that the median time in post …
Gov response: The government agrees with the Committee’s recommendation. Target implementation date: Spring 2022 5.2 The department acknowledges that the there is a highly competitive UK market for project delivery skills ranging from experienced project managers, project …
Not Addressed
#22 —
Recommendation: The Department is also reliant on contractors on some of its maritime programmes, where between one sixth and one third of staff working on the Spearfish, Type 31e frigate and Fleet Solid Support programme teams are contractors. The Department puts …
Gov response: The government agrees with the Committee’s recommendation. Target implementation date: Spring 2022 5.2 The department acknowledges that the there is a highly competitive UK market for project delivery skills ranging from experienced project managers, project …
Not Addressed
#21 —
Recommendation: Having the right people in place to manage suppliers is essential to ensure programme progress and to hold suppliers to account. However, many of the Department’s programmes were reliant on temporary contractors to fill these roles, especially in the Department’s …
Gov response: The government agrees with the Committee’s recommendation. Target implementation date: Spring 2022 5.2 The department acknowledges that the there is a highly competitive UK market for project delivery skills ranging from experienced project managers, project …
Not Addressed
#5 —
Recommendation: The Department will not secure a step change in performance until it can recruit and retain the highly skilled staff that it requires. The Department continues to suffer from skills shortages in key areas critical to effective contract and programme …
Gov response: 5.1 The government agrees with the Committee’s recommendation. Target implementation date: Spring 2022 5.2 The department acknowledges that the there is a highly competitive UK market for project delivery skills ranging from experienced project managers, …
Not Addressed
#14 —
Recommendation: The Cabinet Office has overall responsibility for capability within the civil service and should ensure departments have the capability required to achieve planned efficiency programmes.33 Capability shortfalls have led to problems on numerous occasions, such as in the InterCity West …
Gov response: 4. PAC conclusion: Skills shortages in the civil service could compromise departments’ ability to achieve efficiency savings. 4: PAC recommendation: HM Treasury needs to work with departments to understand the skills and capability required to …
Not Addressed
#4 —
Recommendation: Skills shortages in the civil service could compromise departments’ ability to achieve efficiency savings. A lack of skills and leadership capability has caused delays, inefficiencies, and increased costs in several previous government projects. For example, the InterCity West Coast franchise …
Gov response: The government agrees with the Committee’s recommendation. Declaration on Government Reform, made a number of commitments, a number of which have already been delivered, including: • The creation of a new curriculum and campus for …
Accepted
#10 —
Recommendation: In the past HMRC has been successful in securing additional funds from HM Treasury for time-limited recruitment, for example the additional funding secured at Budget 2020. But HMRC acknowledged that it had to make the case to HM Treasury every …
Gov response: 2: PAC conclusion: HMRC is not being ambitious enough in bringing down debt levels and securing the resources this will require. 2: PAC recommendation: There is a clear value for money case to increase debt …
Accepted
#7 —
Recommendation: HMRC acknowledges that debts become harder to collect the longer you wait to collect them.16 We are concerned that HMRC does not have the level of staffing it needs to deal with its increased workload in a timely manner, and …
Gov response: 2: PAC conclusion: HMRC is not being ambitious enough in bringing down debt levels and securing the resources this will require. 2: PAC recommendation: There is a clear value for money case to increase debt …
Accepted
#26 —
Recommendation: The Treasury told us that at this stage the challenge of how best to achieve these reductions is in the hands of individual departments. It explained that each department is itself best placed to understand the resourcing requirements needed to …
Gov response: 6.1 The government disagrees with the Committee’s recommendation. 6.2 The Prime Minister has confirmed that, rather than a top-down headcount reduction target, department should look for the most effective ways to secure value and maximise …
Not Accepted
#25 —
Recommendation: This scale of these proposed cuts has the potential to bring about significant consequences for service delivery, both in regard to the quality and efficiency of delivery and the range of services it will be possible to provide. At the …
Gov response: 6.1 The government disagrees with the Committee’s recommendation. 6.2 The Prime Minister has confirmed that, rather than a top-down headcount reduction target, department should look for the most effective ways to secure value and maximise …
Not Accepted
#24 —
Recommendation: Staff cuts will inevitably involve a quantity of associated costs, including redundancy costs, that the government will have to pay out. We questioned the Treasury as to what the total cost of these payments was likely to be, and although …
Gov response: 6. PAC conclusion: Government has not yet set out the consequences of announced Civil Service staffing reductions. 6. PAC recommendation: HM Treasury and the Cabinet Office should prepare a clearly articulated and costed plan based …
Not Accepted
#23 —
Recommendation: In May 2022, the government announced its intention to cut 91,000 jobs from the civil service over the next three years, with the aim of returning to 2016 staffing levels.70 The 2021 Spending Review had already confirmed the need for …
Gov response: 6. PAC conclusion: Government has not yet set out the consequences of announced Civil Service staffing reductions. 6. PAC recommendation: HM Treasury and the Cabinet Office should prepare a clearly articulated and costed plan based …
Not Accepted
#6 —
Recommendation: Government has not yet set out the consequences of announced Civil Service staffing reductions. In May 2022, the government announced that it intends to cut 91,000 jobs from the civil service over the next three years. The 2021 Spending Review …
Gov response: The government disagrees with the Committee’s recommendation. The Prime Minister has confirmed that, rather than a top-down headcount reduction target, department should look for the most effective ways to secure value and maximise efficiency within …
Not Accepted
#33 —
Recommendation: We asked the Department about progress it has made on the Government’s request to draw up plans to reduce staff numbers and how the Weybridge redevelopment programme would be accommodated within these plans. The Department stated that it is in …
Gov response: 6. PAC conclusion: There is a risk that the Weybridge redevelopment programme will not have sufficient staff capability and capacity to manage the Programme effectively. 6. PAC recommendation: The Department needs to ensure that it …
Accepted
#32 —
Recommendation: The Department stated that the Weybridge redevelopment programme is very high on its risk register and is part of its major programmes portfolio. As a result, it sees the programme as a priority area for staffing.59 The National Audit Office …
Gov response: 6. PAC conclusion: There is a risk that the Weybridge redevelopment programme will not have sufficient staff capability and capacity to manage the Programme effectively. 6. PAC recommendation: The Department needs to ensure that it …
Accepted
#6 —
Recommendation: There is a risk that the Weybridge redevelopment programme will not have sufficient staff capability and capacity to manage the Programme effectively. The Weybridge site is nationally important in the UK’s defence against animal diseases. The Department confirmed that the …
Gov response: The government agrees with the Committee’s recommendation. through to 2024-25. The department is currently reviewing capacity and capability requirements for the full lifecycle of the programme and continues to use all available levers to secure …
Accepted
#18 —
Recommendation: Looking to the future, departments face several challenges which may lead to significant changes to their programmes.54 We have seen estimates of a reduction in the size of the civil service of between 5% and 25%.55 The IPA told us …
Gov response: 5. PAC conclusion: Government major programmes are experiencing significant challenges, such as skills gaps and inflation, which will impact on their feasibility and value for money. 5. PAC recommendation: HM Treasury and IPA should outline …
Accepted
#12 —
Recommendation: We asked how the Department intends to perform better than the market, which it needs to do if it is to overcome the lack of supply of digital specialists. The Department told us that it has focused heavily on its …
Gov response: 3. PAC conclusion: The department faces a considerable challenge to recruit the specialist digital skills that its strategy relies on. 3. PAC recommendation: In its update to us in six months, the department should also …
Accepted
#11 —
Recommendation: However, the National Audit Office reported that the Department finds it difficult to recruit and retain digital specialist talent.31 We were interested in what is stopping the Department from getting the skills it needs; for example, its ability to pay …
Gov response: 3. PAC conclusion: The department faces a considerable challenge to recruit the specialist digital skills that its strategy relies on. 3. PAC recommendation: In its update to us in six months, the department should also …
Accepted
HMICFRS Recommendations (6)
PEEL 2018-19 CoC Recommendations: West Mercia Police
Cause of concern: The force does not have suitable arrangements in place to make sure it can maintain the full range of public services when its alliance with Warwickshire Police ends. There are gaps in its workforce skills assessment, and …
Recommendation
PEEL 2018-19 CoC Recommendations: Warwickshire Police
Cause of concern: The force does not have suitable arrangements in place to make sure it can maintain the full range of public services when its alliance with West Mercia Police ends. There are gaps in its workforce skills assessment …
Recommendation
PEEL 2021-22 CoC Recommendations: Gloucestershire Constabulary
Cause of concern: The force does not have adequate financial plans in place and is not managing its resources effectively. Recommendation: Gloucestershire Constabulary should develop a sustainable and affordable medium-term financial plan, that will enable it to provide policing services …
Recommendation
PEEL 2018-19 CoC Recommendations: Cleveland Police
Cause of concern: Cleveland Police doesn’t adequately understand the demand it faces. A thorough understanding of demand is required to underpin all strategic planning. This failure means it doesn’t have coherent workforce and financial plans to meet demand and deliver …
Recommendation
PEEL 2018-19 CoC Recommendations: Cleveland Police
Cause of concern: Cleveland Police doesn’t adequately understand the demand it faces. A thorough understanding of demand is required to underpin all strategic planning. This failure means it doesn’t have coherent workforce and financial plans to meet demand and deliver …
Recommendation
PEEL 2021-22 CoC Recommendations: Cleveland Police
Cause of concern: The force hasn’t fully addressed the cause of concern relating to strategic planning, organisational management and value for money identified in its 2019 PEEL inspection.#10267"Cleveland Police doesn’t adequately understand the demand it faces. A thorough understanding of …
Recommendation
NAO Audit Recommendations (15)
Civil service workforce: Recruitment, pay and performance management
By June 2024, the Cabinet Office should require departments to report fully and regularly against the recruitment metrics it has developed, particularly those on recruitment costs, so that both departments and the Cabinet Office can monitor and benchmark recruitment performance.
Accepted
Civil service workforce: Recruitment, pay and performance management
By the end of 2025, the Cabinet Office should review how recruitment is delivered across the civil service to assess the efficiency of different approaches, including services delivered by the Government Recruitment Service. This should include benchmarking performance both within …
Accepted
Civil service workforce: Recruitment, pay and performance management
The Cabinet Office should report on civil service pay differentials across departments, starting from 2024-25, and work with departments to address pay differentials where this would be beneficial (for example, to minimise the undesirable effects of departmental pay competition for …
Accepted
Progress with trade negotiations
DIT should work with other departments, including Defra, FCDO and BEIS, to further embed across government the trade negotiating capacity and capability that it has built over the past few years. For example, to improve staff retention, DIT should continue …
Accepted
Improving the performance of major equipment contracts
d) The Department should work with the Cabinet Office and HM Treasury to address shortfalls in vital contract and programme management skills. Differing levels of remuneration and terms of employment between different parts of the Department, between the Department and …
Accepted
The administrative cost of the tax system
HMRC should Increase levels of compliance yield per case worker with the aim to return to pre-pandemic levels of performance as soon as possible. Experienced caseworkers should be expected to generate yield levels closer to historic levels more quickly. HMRC …
Partially accepted
NHS Supply Chain and efficiencies in procurement
As far as they are able to do so, NHSE and DHSC should speed up the appointment processes for Supply Chain?s recruitment of senior staff.
Accepted
Financial services regulation: Adapting to change
By September 2024, building on the FCA?s current work to develop its strategic workforce planning, develop and maintain a long-term plan for workforce needs. The nature of the FCA?s work means that the areas of its operations which are under …
Accepted
The Digital Strategy for Defence: A review of early implementation
We recommend the Department should immediately create a clear delivery plan for the digital strategy which: ? identifies what people, skills and funding it will need to deliver these;
Accepted
Implementing employment support schemes in response to the COVID-19 pandemic
e) review whether a faster programme of recruitment and training can be provided for grant compliance staff, recognising that the activity may differ to tax compliance work; and
Accepted
The Equipment Plan 2019 to 2029
The Department should now focus on filling the gaps in key financial positions across TLBs. Improving financial capabilities across the Department is fundamental to achieving the required improvements to processes and methodology for producing the Plan.
Accepted
Managing the BBC’s pay-bill
d) ensure it has full central oversight and challenge of key data, including the costs and benefits of its terms and conditions reforms, to track the ongoing value for money of its staff pay-bill.
Accepted
Managing the BBC’s pay-bill
c) keep all pay targets under review to ensure they are stretching, but realistic and that they keep the BBC in a strong position compared to the public sector and other media organisations; and
Accepted
Managing the BBC’s pay-bill
b) ensure that senior management reforms in commercial subsidiaries are timely, as well as keeping comparisons between PSB and commercial subsidiaries under active review, to ensure its aim that individuals can easily move between the two is not hindered by …
Accepted
School funding in England
c) Make clear, in communicating information about funding to the school system, Parliament and the public, that local flexibilities mean that it cannot guarantee the amount of schools block funding that each school receives. In particular, the Department should be …
Accepted
IMB Recommendations (43)
Five Wells (2025)
What steps will the Minister take to improve the poor recruitment record for IMB members?
Ministry of Justice
Five Wells (2025)
What steps will the Minister take to improve the poor recruitment record for IMB members?
Other
Dungavel House IRC (2021)
Recruitment of members is a serious problem for the IMB. Dungavel IRC is remote, with negligible public transport links. There were three applicants in 2021 and they were interviewed in the summer. Two were recommended by the interviewers. By the end of 2021 neither had reached the stage of being able to visit the centre. We would recommend that the …
Home Office
Onley (2023)
What further assistance can be given to recruitment in an area where employment levels are high and salaries are slightly above the national average, to address staff shortages that have an impact on all areas of the establishment and the daily life of the prisoners?
Other
High Down (2023)
The lack of prison probation workers in OMU resulted in enormous workloads for remaining probation staff. Recruitment directives, prioritising community probation workers, makes recruitment more difficult. What does the Minister intend to do about the probation staffing issues within prisons?
Other
Durham (2025)
What will be done to speed up the process of getting staff into HMP Durham, including the third-party providers, for the time scale between appointment and starting work?
Ministry of Justice
Durham (2025)
What will be done to speed up the process of getting staff into HMP Durham, including the third-party providers, for the time scale between appointment and starting work?
Other
Winchester (2020)
A pay supplement for prison administrative staff would ease recruitment difficulties. Can this be considered (see section 5.9)?
HMPPS
Onley (2020)
The current salary offered to instructors does not compete favourably with that of outside employers in this area, with the result that the prison constantly struggles to recruit instructors with the necessary skills.
Ministry of Justice
Isis (2020)
revise the centralised recruitment process for prison officers, to ensure that the supply of new staff aligns with the predicted future requirements of the prison (see section 5.3)
HMPPS
Gartree (2021)
Can the Prison Service share with the Board how it will ensure the recruitment of staff to Gartree when salaries in the public sector compared to private prisons appear lower? For example, HMP Five Wells in Wellingborough has recently been recruiting for officers with a starting salary of £25,164 p.a. versus Gartree at £23,144 p.a. (Source: Indeed.co.uk).
HMPPS
Stocken (2022)
The vetting process should be speeded up so that people appointed subject to vetting do not find another job while waiting to be vetted.
Ministry of Justice
Pentonville (2022)
Will you introduce more initiatives (like Graduates Unlocked) to help raise the calibre of people applying to be prison officers?
HMPPS
New Hall (2023)
Speedier security and background checks for new recruits to enable them to come into the prison within an appropriate time from initial offer.
HMPPS
Portland (2024)
What steps will the Minister take to ensure that the Prison Service is an attractive profession with competitive remuneration, training and professional development.
Ministry of Justice
Werrington (2025)
What immediate steps will the Minister take to address the delays in the vetting process, which are significantly impacting the timely commencement of staff and IMB members, and how will the system be reformed to prevent future backlogs?
Ministry of Justice
Littlehey (2025)
The Minister will wish to note the Board’s dismay at the refusal to extend a member’s tenure, condemning the Board to two members in 2026, against a complement of 16 in a prison with some 1,240 prisoners. This will make it impossible to deliver all our statutory requirements; by necessity, there will be periods when we are unable to provide …
Ministry of Justice
Brinsford (2023)
It is unfortunate that so many of the senior leadership team move from Brinsford. It is often for their own personal reasons, but it unsettles the team.
Governor / Director
Heathrow Immigration Removal Centre (2021)
Given ongoing recruitment challenges faced by the DET, consideration should be given to using alternative resources, such as the contractor, to provide some services currently the responsibility of DET but which they appear unable to deliver.
Ministry of Justice
Rochester (2022)
During the reporting year, the Rochester Board reduced to six active members from an establishment of 14. Consequently, it is finding it increasingly challenging to discharge its statutory duties. The minister is urged to assist with appointments to our Board without unnecessary delay.
Ministry of Justice
North and Midlands Short Term Holding Facilities (2022)
The Board intends to instigate a recruitment campaign Q4 or Q1 2022, and upon completion will be making recommendations for appointment. The Board seeks assurance from the minister that those recommended will be appointed without delay, otherwise the viability of the board will be compromised.
Home Office
Chelmsford (2022)
To look at simplifying the process of recruiting IMB members. Currently this process is, at best, difficult, at worst, onerous. Too much is demanded of people applying for a voluntary role and we urge the Secretariat to discuss with BDOs and make recommendations to the Minister.
Other
Chelmsford (2022)
To look at simplifying the process of recruiting IMB members. Currently this process is, at best, difficult, at worst, onerous. Too much is being demanded of people applying for a voluntary role and we urge the Minister to support efforts to find a better way.
Ministry of Justice
Werrington (2023)
Why has it taken so long to find a librarian to manage the long-closed library?
Other
Rochester (2023)
For the majority of the reporting year, the Rochester Board had just six active members from an establishment of 14. Consequently, the Board found it increasingly challenging to discharge its statutory duties. The minister is asked to note this issue, and assist by expediting delays which occur, such as with security clearances. (paragraph 8.1. refers)
Ministry of Justice
Cardiff (2023)
Ongoing staff vacancies in OMU and resettlement and the resulting pressures on staff and prisoners continue to be a concern. What efforts is the prison service/probation making to recruit to these posts?
HMPPS
Cardiff (2023)
The delay in obtaining vetting clearance has had a major impact on the ability to recruit and appoint staff, particularly in healthcare, OMU and resettlement, as well as in supporting agencies working in the prison. What can the Government do to hasten this process to ensure the necessary staffing complement can be achieved and maintained whilst security is not compromised?
Ministry of Justice
Send (2025)
The inconsistency in pay rates in different prisons, particularly between those in the private and public sector, is unfair and needs to be addressed (7.2).
HMPPS
Portland (2025)
The Minister should take steps to ensure that the Prison Service does not lose staff on work visas, given the change in the minimum salary visa requirements when the profession does not offer competitive remuneration.
Ministry of Justice
Onley (2025)
Delays in the vetting process are impacting on non-operational appointees taking up employment. The Minister should address these delays.
Ministry of Justice
Cardiff IMB (2025)
Pa gamau fydd y Gweinidog yn eu cymryd ar unwaith i fynd i'r afael â'r oedi yn y broses archwilio, sy'n rhwystr sylweddol wrth recriwtio staff carchardai ac aelodau'r Bwrdd Monitro Annibynnol?
Ministry of Justice
Cardiff (2025)
What immediate action will the Minister take to address the delays in the vetting process, which are a significant hindrance in the recruitment of prison staff and IMB members?
Ministry of Justice
Stafford (2020)
As in previous years, will HMPPS review: The budget available to the Governor for resident pay and ensure that it recognises that HMP Stafford, once again, achieved a high level of employment/education attendance amongst its population yet could not match the pay rates offered in private prisons
HMPPS
Wealstun (2022)
To consider ways to incentivise people to apply to work in prisons to alleviate the current shortage of staff, not only at HMP Wealstun but across the prison estate.
HMPPS
Isis (2022)
Support the Prison Service in the development and implementation of an effective workforce strategy by ensuring that the pay and conditions of prison officers are attractive when compared against similar professions.
Ministry of Justice
Swaleside (2023)
The Board remains concerned about the retention and recruitment of staff. 29 experienced officers from Swaleside were recruited directly by the Border Agency during the year and numbers were also lost to the police and civil service. These other agencies offer better employment terms than HMPPS for all levels and grades of staff. The result is that Swaleside has been …
Ministry of Justice
North West and Midlands STHF (2023)
The Board will be seeking new members during 2023 via the national IDE recruitment programme, and upon completion will be making recommendations for appointment. The Board seeks assurance from the Minister that those recommended will be appointed without delay, otherwise the viability of the Board will be compromised.
Ministry of Justice
Five Wells (2024)
Are there plans to address the Board’s concerns that progress towards making the IMB Secretariat a separate entity to the MoJ has not been given Parliamentary time, and that the current public appointment system does not serve the best interests of recruiting new members?
Other
Dartmoor (2024)
When will the future of HMP Dartmoor be decided and communicated?
HMPPS
Wealstun (2025)
When will the Minister recognise that the additional churn of prisoners impacts staffing across the whole prison and ensure an increase in budget to recruit staff to undertake this additional work?
Other
Doncaster (2025)
Given the significant backlog in the vetting system, which is causing lengthy delays for new officers and staff, what immediate steps will the Minister take to review and resolve this issue?
Other
Bristol (2025)
What action is the Minister taking to mitigate the impact of the Home Office’s proposed changes to the visa system that is likely to adversely affect the recruitment of new prison officers?
Ministry of Justice
North and Midlands STHF (2020)
The Board instigated a recruitment campaign, and upon completion has recommended six candidates for appointment. The Board seeks assurance from the minister that those recommended will be appointed without delay.
Ministry of Justice
Detention Investigations (2)
Investigation into the Disturbance and Fire at Yarl's Wood Removal … — Rec 55
relevant experience in either custodial management or contract management be a requirement for the post.
Immigration Detention
Investigation into the Disturbance and Fire at Yarl's Wood Removal … — Rec 54
IND arranges for the weight of each contract monitor post to be assessed to determine both the appropriate grade of the contract monitor and the level of support he/she should have.
Immigration Detention
LGO / SPSO Decisions (8)
25-005-247 — Cornwall Council
Summary: We will not investigate Ms X’s complaint about alleged bias in how the Council awards contracts for alternative educational provision. There is insufficient evidence of fault and an investigation would not lead to a different outcome.
LGO (Local Government & …
Education
Sep 2025
24-008-587 — Solihull Metropolitan Borough Council
Summary: We will not investigate this complaint about the Council allegedly breaching a contract by unlawfully taking and using confidential information and employing a former employee of Mr X’s organisation. The matters complained of are ones where it would be reasonable for Mr X to use his right to go …
LGO (Local Government & …
Education
Oct 2024
22-007-315 — London Borough of Waltham Forest
Summary: We will not investigate Mr X’s complaint about the Council charging for a planning application he submitted on behalf of one of his clients which he considers should have been free, and officers not replying to some of his correspondence on the matter. There is not enough evidence of …
LGO (Local Government & …
Planning
Sep 2022
22-001-903 — Nottingham City Council
Summary: Mr C complained the Council charged him the wrong fee for a licence to rent out a house in multiple occupation and then delayed in processing his licence application. We find the Council was at fault for the delay. But we do not consider this caused Mr C an …
LGO (Local Government & …
Environment And Regulation
Upheld
Oct 2022
24-023-126 — Transport for London
Summary: Mr X complained Transport for London delayed in renewing his private hire driver’s licence which left him unable to work. There is no fault in the way the Transport for London considered Mr X’s application to renew his private hire driver’s licence. It renewed his licence in line with …
LGO (Local Government & …
Environment And Regulation
Not Upheld
Nov 2025
21-010-789 — Kent County Council
Summary: We will not investigate this complaint about an invoice from the Council for an overpayment of a Personal Transport Budget. This is because there is not enough evidence of fault.
LGO (Local Government & …
Education
Jan 2022
21-015-119 — Mansfield District Council
Summary: We will not investigate this complaint about delays in completing the surrender and reassignment of a lease. The complaint does not meet the tests in our Assessment Code on how we decide which complaints to investigate. It is made too late.
LGO (Local Government & …
Other Categories
Feb 2022
24-010-152 — Barnsley Metropolitan Borough Council
Summary: We will not investigate this complaint about public procurement processes because there is not enough evidence of fault to warrant an investigation. There are also other bodies better placed to consider parts of Mrs X’s complaint. It would be reasonable to expect Mrs X to go to court if …
LGO (Local Government & …
Other Categories
Dec 2024