Liverpool Passport Office

George Howarth Excerpts

Thursday 30th June 2011 Commons Chamber

[Mrs Ellman]

I thank my hon. Friend for her comments and certainly agree. Indeed, she provides an example of the human cost of what has happened in Liverpool.

It has been said that the decision to dismiss the 14 employees was taken on the basis of “legal advice”, and it has even been claimed that to maintain their employment would have been “illegal”. I challenge that. I have seen no evidence that any formal legal advice was sought or obtained, and Paul Luffman’s letter seeking such advice was never sent.

Telephone conversations and personal discussions, which I am told took place, do not constitute formal legal advice; nor is there any record of the questions to which any verbal advice responded. The suggestion of “illegality” in allowing those employees to continue with the permanent status that they were awarded is grossly misleading and an attempt to divert attention from what has happened and from the culpability of those who are responsible.

[Mr George Howarth (Knowsley) (Lab)]

I congratulate my hon. Friend on securing this important debate about a running grievance that affects a number of our constituents. Does she agree that, regardless of the recruitment method and whatever flaws it had, there is no real evidence that it would be illegal to rectify the situation, so the Department and, by extension, Ministers have a real opportunity to redress a terrible example of bad faith on the part of the Department?

[Mrs Ellman]

I thank my right hon. Friend for his contribution and certainly agree. During the course of my contribution, I will suggest what I think needs to be done to redress the situation.

It is possible that, given the circumstances in which the permanent employment status was awarded, continuing with it was contrary to an interpretation of current departmental rules, but that is a very different proposition from any notion that it was illegal. We are, indeed, discussing a unique situation, and it required an imaginative and flexible approach. In any case, advisers advise, Ministers and their staff are responsible for decisions and the advice itself is influenced by the question posed. Where is the instruction from the Civil Service Commission to dismiss the 14 staff? Does such written instruction exist? If so, will the Minister publish both question and answer?

Correspondence from the then Liverpool regional manager in June 2010 refers to advice that the Civil Service Commission could make an exception to permit these employees to be made permanent staff. Annexe E of the internal review quotes the human resources business partner as stating:

“The Civil Service Commissioners recruitment principles do allow for some exceptions—I believe there could be a small opportunity to attempt these”.

--- Later in debate ---

[Damian Green]

The hon. Gentleman invites me to take a legal decision, but a legal process is in action under the tribunal, and what he calls hiding behind legal niceties I would call obeying the law, which it is a good idea for Ministers to do.

[Mr George Howarth]

The Minister will know that, while a tribunal is pending, it is open to any employer to review the situation, decide that it is not worth proceeding to a tribunal and try to rectify the situation by their own actions. If he wanted to be bold, he could overrule what his officials are telling him and say, “Look, there is a moral case here.” It has been put effectively by my hon. Friend the Member for Liverpool, Riverside (Mrs Ellman), and in the light of what she said, I think that we should resolve this situation before the tribunal.

[Damian Green]

I am conscious of the strong feelings involved, and as I said, I would be delighted to look at the new information that she has revealed to the House this afternoon.

The hon. Lady made a number of other legal points. As she will be aware, the civil service rules do not permit exceptions to enable permanent appointment under this type of system, although they can enable the extension of fixed-term contracts up to a maximum period of two years. She mentioned the letter from Paul Luffman, which was indeed a draft letter that was never sent. It was not sent to the commissioners because the Home Office human resources team were dealing directly with the commissioners, not the IPS.

I want to put on record what happened. The core of the problem sits with an error made by the Liverpool passport office in September 2008 in preparation for the peak demand period starting in March 2009. At that time, the Liverpool office ran a recruitment exercise using friends and families as a candidate-attraction method. The IPS issues more than 5 million passports each year and demand is subject to seasonal peaks. It manages the seasonal variations through the use of flexible employee deployment and through a variety of employee contracts. These contracts include full-time, part-time and part-year appointments and will occasionally include the appointment of staff on fixed-term or casual contracts.

For a number of years, the IPS has, in areas of the country where there are challenges for the permanent recruitment and retention of lower graded staff, used a localised process for the recruitment of fixed-term appointment or casual staff. In this case, short-term opportunities were advertised through the existing network of IPS staff. The recruitment process is closed, which means that the job opportunities are not advertised publicly and therefore other potential candidates are not given access to information about the opportunities available. However, those candidates given the information are selected fairly and are required to demonstrate appropriate levels of competence and behaviours through an application and interview. They are also subject to normal referencing procedures.

Posts advertised under the friends and family scheme should be clearly described as either casual or fixed-term appointments. By definition, friends and family schemes are not fair and open campaigns and, under the civil service Order in Council, cannot result in a permanent appointment to the civil service. Posts advertised and appointed in this way can result only in fixed-term or casual appointments for a maximum of two years. IPS works to defined policies for deploying and recruiting staff. Since 2005, the management and administration of IPS recruitment has been overseen by the IPS central resourcing team in human resources at its headquarters in London. The error made by Liverpool passport office in 2008 and 2009 was that it employed those 14 staff on a permanent basis. The recruitment had not been authorised by IPS’s head of resourcing and the Liverpool office had not described the scheme as falling under the friends and family provisions. This resulted in a list of candidates being subsequently employed on permanent civil service contracts by mistake.

In March 2010, the IPS central resourcing team carried out a routine audit of IPS external recruitment. The audit identified concern about the friends and family recruitment scheme that was adopted at the Liverpool office in 2008 to employ staff in 2009. The concern primarily arose from the fact that staff had been permanently recruited without any open competition or advertisement of the vacancies. IPS considered that the civil service Order in Council had been contravened on the grounds that permanent contracts had been agreed through a process that was not subject to open competition. In view of the contravention, IPS looked to withdraw the permanent contracts and place the individuals involved on fixed-term contracts.

The following month, April 2010, IPS notified the civil service commissioners that a total of 14 permanent contracts were being withdrawn and replaced by fixed-term appointments of under two years. However, that action was not taken immediately. Instead, IPS explored whether alternative approaches existed that could alleviate the potential impact on the staff employed. That process was protracted but IPS was unable to find new evidence to support any other approach. It was not until February 2011 that the final decision was taken to cease the permanent contracts. Having reached that decision, IPS briefed the local senior management team and national trade union representatives from the Public and Commercial Services Union. The PCS local branch was briefed on 16 March 2011 to allow employee representatives time to prepare and consider an appropriate response. On 21 March 2011, the decision to dismiss the affected staff was carried out. The 14 staff affected, still in employment, had their permanent employment contracts terminated immediately and four of those staff, who had already completed two years’ service, by exception were offered a five-week paid notice period. The remaining 10 staff were offered and accepted fixed-term contracts of up to two years, including time already served. Of those 10 fixed-term contracts, three were scheduled to end on 14 June 2011, two on 31 August 2011 and five on 30 September 2011.