Civil Service Reform

Mark Harper Excerpts

Thursday 3rd April 2014 Commons Chamber

[Mr Jenkin]

Touché, as they say. I am most grateful for that information. I am sure it would have been in the Government’s evidence to our Committee.

Before I continue, I draw the House’s attention to the names on motion 36 under “Remaining orders and notices” in today’s Order Book. Motion 36 would set a more limited remit than we originally proposed and determine the Commons membership of the commission on the civil service. The other place indicated last week that it would reciprocate and I can inform the House that the former Lord Justice General of Scotland and the former Deputy President of the Supreme Court, Lord Hope of Craighead, has indicated that he would chair this commission if invited to do so. The names of former Secretaries of State, former Ministers and the clear majority of chairs of Select Committees on our motion, along with the support of the other place, represent a real and powerful cross-party consensus that would give civil service reform the impetus and urgency it needs.

As we consider accountability, trust and leadership at the top of Government, it is important to understand what extraordinary demands we place on Ministers and senior officials. Ministers are accountable to Parliament for the performance of their Departments, like directors to their shareholders, but unlike in almost any other walk of life they have to rely on people they do not appoint and cannot easily remove. In addition, today’s Ministers feel accountable for a system that has become somewhat unaccountable.

PASC has watched the Government’s policy on the civil service evolve. To start with there was much talk about change in Government but no plan for how change would be led and implemented. In our 2011 report “Change in Government: the agenda for leadership”, PASC recommended that the Government should formulate a comprehensive change programme articulating what the civil service is for. The civil service reform plan of 2012 indicates that the experience of Ministers in Government has had an impact on their thinking about the civil service, but it does not meet our recommendation.

[Mr Mark Harper (Forest of Dean) (Con)]

On the urgency of the task, I note that the date for this commission to report is my birthday, which will be a lovely birthday present, and I also note the juxtaposition of that date with the timing of when this House will be dissolved ahead of a general election. Does having this commission reporting just before the House is dissolved meet my hon. Friend’s desire urgently to address this whole issue?

[Mr Jenkin]

The alternative is that we put it off. Perhaps the commission could finish more quickly, but these are very large and difficult subjects to deal with. The proposal one hears in the corridors of Westminster is that people want to put this off until after the general election. I suggest we cannot wait and I will come on to that point.

The civil service reform plan was published two years later and most Ministers past and present today still agree that getting things done takes far too long and what is often presented to Ministers or implemented is too late or not of sufficient quality. The Minister for the Cabinet Office himself told us there had even been examples of “deliberate obstruction” of ministerial decisions by officials. My right hon. Friend has also described civil servants as:

“Fabulous...Able, bright, energetic, ambitious to change the world.”

I am sure he would agree that no one joins the civil service to block Ministers or Government policy. People join it with the best of intentions and motivations, to serve the country, so why would Ministers feel that those same civil servants are blocking or frustrating their decisions, or not giving truth to power? Why would officials feel that that was the right or only way to act?

We do not need to rehearse examples of recent Whitehall failures, but we do need to ask why they occur and how Whitehall can learn from them. What are the common factors? We all agree that there is too much churn at the top in Whitehall, leading to discontinuity and loss of experience. How did it get like that? Problems such as a lack of key skills and competences are far from new, so we must also ask why, after repeated efforts to reform Whitehall in the conventional way over the past few decades, the same problems persist. The hardest thing to reform in any organisation is people’s attitudes and behaviour, yet there is little reference to attitudes or behaviour in the civil service reform plan, even though they should be the primary consideration.

There has been much attempted reform over the years, focusing on organisation and skills, but those leading change need to understand why people behave as they do. Unless they can change that, the job titles might change, but few will change how they work. Indeed, much of Whitehall is fatigued by reform. Many feel they have done all they can to embrace change but have become cynical and learned how to keep their heads down until the latest initiatives pass by. I think that Ministers refer to that as the “bias to inertia”—a prevalent attitude and a common behaviour that together militate against risk taking and undermine accountability.

When we speak of accountability, it is not simply a question of forcing obedience to ministerial orders so that instructions are carried out more directly, or finding who to blame when things go wrong. Accountability is much more about trust: not just about trusting people to take responsibility for carrying out their tasks and using their judgment, but about those people in turn trusting that the problems they face will be taken seriously, now and in the future, by those to whom they are accountable. Accountability and trust depend on shared understanding—it is a two-way street. Within that framework, people become willing to take responsibility and to be held to account. And when things get difficult and mistakes are made, as always happens, openness and trust become even more essential if there is to be learning and improvement.

This is the only way to improve accountability to Parliament and to citizens, and to avoid repeating mistakes. We need to analyse what accountability feels like in Whitehall today, given today’s intense pressures of the 24/7 media, freedom of information and more active Select Committees, and then to imagine what it should feel like. What, if any, change can be achieved unless we identify what attitudes and behaviour destroy trust? We need to identify those attitudes and develop a plan to change them. We do not have time to wait for attitudes to change. Far too many good people have got fed up with waiting, and they just leave. Also, far too much money is being wasted. As the Institute for Government pointed out this week, the spending challenge in the next Parliament will be much harder than in this one.

Another point on which all four signatories to today’s motion agree is that these challenges cannot be fixed by Whitehall from within. That is not to disparage the present Whitehall leadership. No organisation facing this kind of challenge can change without external analysis that is both independent and, in this case, democratically accountable. The lack of such analysis is the reason other reforms have failed. A sustained change in attitudes and behaviour has to be initiated by a renewed, united and determined leadership of Ministers and officials that encourages mutual understanding and co-operation and is enthusiastic to learn from external scrutiny and analysis.

This will mean Whitehall’s leaders listening and learning to develop new skills. Ministers and officials are so pressed by the immediate economic, political and international issues that they will surely need external support and scrutiny to achieve this. Of course, some will find this difficult to accept, but what is the alternative?

The remit proposed in motion 36, endorsed by the Public Administration Committee and the Liaison Committee, concentrates on the key issues: accountability, trust and leadership. I am pleased that the proposed parliamentary commission commands widespread and respected support. Professor Lord Norton of Louth, a leading constitutional academic, told my Committee that he supports a “full-scale proper review”. The Government’s lead non-executive director, Lord Browne of Madingley, said that such a review is “long overdue”. He also said that

“the biggest single obstacle to progress in government”—

was—

“the question of organisational learning, in particular from experiences of failure.”

He made the key point that

“stories of failure... are the only powerful mechanism for learning.”

Jonathan Powell, the former chief of staff to Tony Blair, told us that without a commission

“we will lose opportunities to be better governed and to get more stuff done”.

We understand why Ministers fear that it could be a distraction from implementing current policies and reform programmes, but without this wider review no civil service reform will be sustained.

Some fear that this review will become too vast a project, but this is not another Fulton committee. Not only was Fulton allowed to take far too long, but the committee was not based in Parliament and so it became divorced from the reality of government, lacked parliamentary authority and had a flawed remit. In a brilliant “Yes Minister” act of sabotage, its remit denied Fulton the right to consider any aspect of the relationship between Ministers and officials. There is no vote on the commission today, but I hope that colleagues on both sides will endorse the view that the proposed parliamentary commission is not just a good idea, but Parliament’s duty. I hope they will join all those already pressing for this to be brought to a vote in the Lobby as soon as possible.

--- Later in debate ---

[Sir Alan Beith (Berwick-upon-Tweed) (LD)]

I congratulate the hon. Member for Harwich and North Essex (Mr Jenkin) on bringing this matter forward so determinedly. Indeed, I am glad that the debate will be responded to by a Minister who I know to be a reforming Minister, but we still feel he needs to raise his reforming game from the specific and valuable things that he has been doing to deal with a wider concept of the future of the civil service. We have a civil service with excellent qualities, and I will refer to some of them in a moment, but as the Government themselves have said, we want a

“world-class, 21st Century Civil Service capable of delivering”

future

“Government’s priorities and the best public services.”

When the Public Administration Committee produced its report, the Liaison Committee wanted to support its conclusions but also to bring together several Select Committees’ experience of failings in the system. That led us to question the Prime Minister last September, at one of our thrice-yearly sessions with him, about the civil service. He responded well on specific matters, but I am still not at all convinced that he grasped the fundamental problem that the civil service is now facing very different circumstances, and we need to assess how far it can change the way it does things without losing some of its essential features.

We published a short report that highlighted some of the problem areas, such as the electronic monitoring of offenders, the west coast main line franchise and universal credit, where there had been serious implementation problems. We also gave praise where it was due, for example for the success of the Olympic and Paralympic games organisation. We concluded that there was significant evidence that the civil service is not equipped to support consistent contract management and tends to be driven by short-term pressures rather than long-term value for money for the taxpayer. We were unconvinced that the Government’s civil service reform plan for Whitehall is based on a strategic consideration of the future of the civil service. We gave our support to the idea of a parliamentary commission, jointly involving both Houses.

The Government responded to our report earlier this week and published their response in time for this debate. They deal with all our specific points, but still do not, I think, grasp the overall point. They say

“the Government does not agree that these examples indicate a wider failure, nor suggest that there is any systemic problem of trust and honesty in the critical relationship between Ministers and officials.”

However, the Institute for Government recently published a report saying that there is a “lack of collective leadership” at the centre and that “short-termism” is weakening Whitehall’s ability to plan ahead, while there is

“no co-ordinating…narrative for the Civil Service to lock into”,

and although:

“Leaders of reform report strong Prime Ministerial support for civil service reform in private...this has little visibility within Whitehall.”

The argument that the Prime Minister used was that a parliamentary commission could displace current reform efforts, which are urgently needed. If that view ever had any significance, it does not in the last year of this Parliament, when so many of the Government’s reform initiatives have already been introduced. We ought now to be considering what we can bequeath to the next Parliament. We in the Select Committees inherited a significant bequest as a result of the Wright Committee’s work and, in many ways, we would like the next Parliament to inherit some worthwhile things, including a clear concept of how to develop the civil service to meet modern needs. A joint commission would make that possible.

The other place has a ready supply of former Cabinet Secretaries, people who have run large private and public sector organisations and people who have political experience, who can join with those who have recent and immediate experience in this House in analysing what is needed and making proposals.

[Mr Harper]

I have studied the motion on the Commons Order Paper and the proposed names of Members of this House. On the point about membership, I was a little worried, given the right hon. Gentleman’s enthusiasm for reform, that he seemed to suggest that the Members of the House of Lords who should serve on the commission would be former Cabinet Secretaries. Is that a way to get reform or to ensure that reform does not happen?

[Sir Alan Beith]

I understand the hon. Gentleman’s concern. My list was much longer than that. It included people with experience in the private sector and—as I was about to say but did not due to the shortage of time—in the armed forces.