Public Sector Productivity

Lord Wallace of Saltaire Excerpts

Wednesday 9th October 2024 Lords Chamber

[Lord Wallace of Saltaire (LD)]

My Lords, I want to talk about morale as an important part of improving the productivity of the Civil Service, about digital transformation and, above all, about training.

The noble Baroness, Lady Neville-Rolfe, talked about culture as important. One thing that I saw when I was in the coalition Government was the cultural problem of the relationship between Ministers and officials and the cultural assumption that some Ministers had—quite a lot of Ministers in the Conservative Party—that civil servants were lazy and inefficient and therefore were to be insulted. I recall vividly a meeting at which there were several Permanent Secretaries and a senior Conservative Minister who started by saying what he thought of the Civil Service and how useless they were. Then, afterwards, he was rather surprised that the Permanent Secretaries had not been particularly sympathetic to the criticisms and proposals that he was making.

When we have one of the two candidates left fighting for the leadership of the Conservative Party talking about 10% of the Civil Service needing to be put in prison, we are dealing with a culture in which you are unlikely to motivate civil servants to do things that you would like. I hope that this Government will treat the Civil Service with a great deal more respect.

I also hope that Ministers will stay in office for longer. The most depressing thing that I have heard in this context in the past few days is the suggestion that the Government might push through a ministerial reshuffle after six months. Civil servants whom I know— I used to teach people who then went into the Civil Service—spoke to me about how awful it is when you have a new Minister and then, nine months later, he or she is gone and another one comes in who is either too arrogant to bother to learn about the subject or too slow to want to learn. A number of the best officials whom I worked with in government have since left. Of course, another reason why they have left is that the gap between Civil Service pay and outside pay has grown too wide. That is one reason why it was right to increase the pay of senior civil servants. I speak with passion on this because a member of my family left the Civil Service two years ago and is now earning about 40% more than what she was earning as a senior civil servant. If you have that gap, as with teachers and with junior doctors, retention becomes a problem.

On the digital dimension, we have fallen a long way behind. That is, again, partly a failure of government. I was very sorry to see in the Times this morning the attack on Mike Bracken after he was appointed as a director at HMRC. I worked with him when he was head of the Government Digital Service and was attempting to drive a digital transformation earlier in Whitehall. That failed partly because he did not get the support of senior Ministers and because each department fought its own territory. We need people like him who will push forward a digital transformation in Whitehall—the sort of thing that gets rid of those who have to work with paper—and make databases link across Whitehall. It is not an area in which I am expert, but it is clear that there are substantial productivity gains to be made.

However, I really want to talk about training and the failure that we have seen on training in the last seven to 15 years. I declare an interest in that my wife trained civil servants in the early years of the Civil Service College. I too worked some 25 years ago on the top management course, which was a wonderful team-building course for senior civil servants. One of the things that happened in 2010—I regret that the Liberal Democrats failed to stop it—was that the National School of Government was abolished and Sunningdale sold off. Civil Service Learning was left online—indeed, an online campus was developed. I heard very critical remarks from my former students about how useless this was. Of course, it was outsourced, first to Capita and then to KPMG and EY. The Government have just extended the KPMG contract for another £223 million, on the assumption that KPMG in turn will subcontract, having taken on others for delivery. This is waste and inefficiency. If one is serious about training civil servants, one needs to rebuild the capacity within government which can help to give a sense of corporate responsibility, team-building and the professional skills that we need. If we restore morale, sustain ministerial leadership, drive forward investment in digital transformation and rebuild training, we will have a much more productive Civil Service.