Head of Government HR Operations and Director General, Civil Service Capability Group, Cabinet Office; and Director General, Human Resources, Department for Work and Pensions
What are you most proud of achieving in 2011?
In my role as head of profession, I've focused on improving talent management within civil service HR. We have recruited HR Fast Stream graduates across government, and built the capability of our HR business partners. We now oversee all senior HR appointments across government, which helps facilitate the appointment of high-quality HR professionals into senior positions. I am confident we are developing a more capable profession for the future.
The function has been key in helping the civil service develop and implement its restructuring, organisation design and redeployment arising from the cost reductions every department has had to make.
The spending reduction has called for a rationalised HR function, and this year weíve launched Civil Service Learning, Civil Service Resourcing and Civil Service Employee Policy, providing better service at reduced cost. This has been a major undertaking but itís been essential in enabling the cross government reductions in HR.
How has the shape and structure of the profession changed during 2011?
We have significantly changed the size and shape of the HR function. The majority of HR services are now shared across departments, with smaller retained departmental HR teams ensuring the delivery of core services and the added provision of cross-government shared expert services when needed. The programme is halfway to completion and is already saving money. For example, the ratio of workforce Full Time Equivalent (FTE) to HR FTE staff has risen from 50:1 to 70:1, and we are on track to achieve 100:1 by 2013. We are now working on models to provide a cross-government service for organisation design and diversity.
These efficiencies are only part of the story. The new structures provide strengthened, centrally-led governance for the HR profession, and incorporate a strategic centre in Cabinet Office to manage the interface between ministers and HR. This will greatly improve both ministerial and corporate reach in delivering change and reform across government.
What is the most important thing the profession must achieve during 2012?
As a profession, we will be key agents in the delivery of the civil service reform agenda and must be responsive. Our role is to provide strong leadership to our customers to ensure the changes the civil service needs to implement are successful. We are the subject experts on much of the work the leadership needs to deliver.
How is the civil service likely to change in 2012?
The civil service over the next 12 months will continue to become a smaller, more streamlined organisation. As a profession, we must reflect that with more strategic business partnering, equipping the business to deliver on its objectives in a difficult environment.
There is ongoing ministerial interest in the design of the civil service. The Cabinet Office HR team are working closely with ministers to develop and deliver the governmentís civil service reform agenda, and this will shape changes to the civil service in 2012.
Which historical, mythological or contemporary figure would you most like to join for Christmas dinner?
Jamie Oliver. He would cook a great Christmas dinner and, like me, has spent most of his time in Essex.