Eighteen departments and agencies have made it onto the shortlist for the Commissioners’ first ever ‘Mark of Excellence’.

The new ‘Mark of Excellence’ will be awarded to recruitment campaigns that demonstrate outstanding innovation and commitment in the recruitment of diverse candidates across all grades into the Civil Service.

The judging panel, led by Natalie Campbell MBE (Civil Service Commissioner), includes Baroness Stuart, (First Civil Service Commissioner), Antonia Romeo (Permanent Secretary, Ministry of Justice) Gerri Clement MBE (Co-founder and Vice-Chair of the Cross-Government Social Mobility Network), Paul Willgoss MBE (Vice-Chair of the Civil Service Disability Network) and Roxanne Ohene (Co-Chair of the Senior Civil Service Race to the Top Network) will now choose a winner from shortlisted recruitment campaigns by:

• Department for International Trade
• Food Standards Agency
• Competition and Markets Authority
• Department for Culture, Media and Sport
• Crown Prosecution Service
• Department for Business Energy and Industrial Strategy (BEIS)
• UK Hydrographic Office
• Scottish Government
• Office for National Statistics
• Ministry of Justice
• Department for Levelling Up, Housing and Communities
• Intellectual Property Office
• Defence Equipment & Support
• HM Treasury
• HM Revenue and Customs
• Government Social Research Service
• Government Economic Service
• Department for Transport

The award will champion diversity in its broadest sense, supporting the Government’s priority of ‘levelling up’ and the Civil Service reform agenda of an innovative and skilled Civil Service. 

Natalie Campbell MBE said:

“We have had such a great response to this award – the first of its kind. As a Commissioner, I know there is some outstanding recruitment practice across government. We want to showcase that, highlighting innovative and thoughtful initiatives that attract strong and diverse fields for Civil Service Jobs. It’s not going to be easy choosing from this shortlist but the panel will want to see that the approach is creative, making a tangible difference to recruitment and is something that can be applied more widely.” 

Winners and case studies will be published in the Commission's Annual Report & Accounts, on its website and throughout Civil Service social media channels. 

Winners will be able to publicise their achievement with an award logo on all their recruitment advertisements for one year.

Follow the Commission on Twitter @CivServComm

The latest Civil Service Commission diversity event took place via Zoom on Wednesday 23rd February.

Aimed specifically at those from diverse backgrounds who are interested in entering the Senior Civil Service, this free online event was led by independent Civil Service Commissioner, Natalie Campbell MBE. Other speakers included Paul Gray (Civil Service Commissioner), Seonaid Webb MBE (Deputy Director, DEFRA and Deputy Disability Champion), Gerri Clement MBE (Programme Director, CSHR) and Nagesh Reddy (Portfolio Director, DWP).

Topics covered included:

- Learn about different pathways into the Senior Civil Service

- Hear a diverse panel of senior civil servants talk about their own experiences

- Find out about the recruitment process and get interview tips and guidance on making your application

The full recording of the event can be found below:

People often ask me, ‘what made you want to become a Civil Service Commissioner?’ Nearly five years on my answer today is slightly different from Day One on the job. I am a public servant and social entrepreneur in equal measure, I have a sense of duty and an overwhelming desire to do what I can to benefit society. I was once asked, what happened in your life that made you want to help people, and my response back was, what happened in your life that made you not want to help people. I believe it is the gift we have as humans. 

When I joined the Commission board in 2017, I wanted to make a difference. In terms of one aspect of the work we do, chairing competitions, I profoundly believe that appointments - especially leadership appointments - must be open, fair and based on merit. What has shifted is my own understanding of the system I am in as a regulator, the nuance, and the need to balance broader ministerial or political aims, the expertise already in the dept and the skills that need to be hired. I am an idealist at heart, but I very quickly learnt that pragmatism gets better results in government. As I started chairing open recruitment competitions and getting under the skin of departments, I also wanted to make excellent hires because I realised civil servants are what I term ‘Architects of Society’. I am in awe of the work done across the UK, especially over the past two years, to make sure that society functions for the betterment of people and planet. So, when someone asks me today, why I am a Civil Service Commissioner I say it is because I want to contribute to the decision-making table that determines who the ‘Architects of Society’ are.

With this in mind I tried to find fixes for my frustrations; I believe the pace of change in relation to equity, diversity and inclusion has been slow. To help ‘fix’ this my inner idealist had grand plans; we launched ‘Demystifying the Commission’ sessions for Black, Asian and Minority Ethnic Senior Civil Service leaders because I wanted to unpack the opaque nature of the ‘chaired competition process’ I encouraged black and minority ethnic staff to be vocal about their ambitions;  I declared on stages ‘tell your bosses boss what job you want, that is how you succeed’. I know now that ‘the system’ remains bound by rules of engagement and that concepts of merit, or fairness don’t work on their own. This is the raw truth. I hope it is not a future fact.

Great strides have been made in terms of gender balance and flexible working and supporting Veterans, Care Leavers and ex-offenders into Civil Service employment. However, I rarely hear conversations about LGBTQI+ inclusion and as a Commission, we know there can be problems in collecting or reporting that data.  Progress on disability and race across the Senior Civil Service remains painfully poor. I am hopeful that a focus on social mobility can address some of the cultural issues. Why is this important? Well, the senior majority of the Architects of Society do not represent the people they serve. This must change.

So, in my final months I will continue to push, encourage and promote diversity across the Civil Service, including unearthing excellent recruitment practice so it can be shown and shared more widely.

This week we launched the Commissioners’ Mark of Excellence to encourage and share innovation and best practice in attracting and recruiting a broad and diverse field of candidates for Civil Service roles. If your department or organisation is audited by the Commission, you can apply for the new Mark. Winners will be highlighted in our Annual Report and able to stamp the mark on their recruitment advertising for one year.

I know there are some excellent examples out there where teams have considered how to properly open up recruitment to a broader field of candidates and, as a result, have hired individuals with new talents and experiences into and across the Civil Service. I want to hear from you – tell us about what worked so we can share your learning with others and celebrate your effort!

In my last few months at the Commission, this is my final push before I hand over to a new or future Commissioner, please get involved and apply. It has been a privilege and honour to be a part of the Civil Service Commission and even when I finish my term, I’ll be willing change on from the sidelines with just as much energy.

The next Civil Service Commission diversity event will take place via Zoom on Wednesday 23rd February, 2.00 - 3.30pm.

Do you aspire to reach the Senior Civil Service but have no idea about the route to get there? Do you think your non-traditional background means you won’t be successful in applying for roles in the Senior Civil Service? Think again.

The Civil Service Commission regulates recruitment into the Civil Service to make sure it is fair, open and merit-based. Our Commissioners personally chair recruitment competitions for Senior Civil Service roles.

Aimed specifically at those from diverse backgrounds who are interested in entering the Senior Civil Service, this free online event will be led by independent Civil Service Commissioner, Natalie Campbell MBE. Other speakers include Paul Gray (Civil Service Commissioner), Seonaid Webb MBE (Deputy Director, DEFRA and Deputy Disability Champion), Gerri Clement MBE (Programme Director, CSHR) and Nagesh Reddy (Portfolio Director, DWP).

- Learn about different pathways into the Senior Civil Service

- Hear a diverse panel of senior civil servants talk about their own experiences

- Find out about the recruitment process and get interview tips and guidance on making your application

- Opportunity for Questions and Answers via Slido

A recording of this event will later be made available via the Commission’s website if you are unable to attend on the day.

Please submit any questions to the panel (including your CS grade) via Slido prior to the event (as well as during) using: #DivSCS

The Eventbrite link to sign up for the event can be found below:

https://www.eventbrite.co.uk/e/building-a-more-diverse-senior-civil-service-tickets-256555142337

It has been a real privilege to serve as the interim First Civil Service Commissioner since September 2021, when Ian Watmore completed his fixed five-year term, and the Government started the open competition to recruit the next First Civil Service Commissioner.

The Commission has had an exceptionally busy few months, with the arrival of four new Commissioners to join the Board and Departments continuing to run very high levels of senior competitions chaired by Commissioners.  Each of our 10 Commissioners is linked with specific departments or professions to build collaborative relationships, while maintaining the balance as its regulator.

The Commission’s role as independent regulator of Civil Service appointments is an important part of the constitutional ‘checks and balances’ in our system. Put simply, the Commission is responsible for providing assurance to the public that people joining the Civil Service have been recruited on merit, after a fair and open process. The Commissioners chair senior level recruitment panels but do not have a role in retention or internal moves and promotions of civil servants: that is a matter for management within Government Departments.

As a Board, we have long been in favour of allowing both existing civil servants and external recruits to compete for posts. Ultimately, it is a decision for Departments and Ministers on whether a vacancy is opened up to external applicants.

At times, attracting external candidates to apply for Civil Service positions can be challenging, particularly for more technical and specialist functions.  The Commission plays an important role here in making sure that appointments processes are accessible and fair to all, and attract a diverse field, from how adverts are worded through to assessments that may be more familiar to some than others.

Our job as the chair of senior recruitment competitions is to help the panel test candidates’ skills and experience against the criteria and identify the best overall candidate for a specific position.   All candidates must go through the same presentations, psychological testing, staff engagement exercises and media tests as well as traditional panel interviews. There are also opportunities for reserve list candidates to be offered other positions, if they require very similar skills, and the Commission supports efforts to increase efficiency and avoid duplication.

And of course, many candidates, who at the point of applying are existing Civil Servants, may have spent a large part of their careers in the private or voluntary sector. It is clear that the old stereotypes don’t really reflect the modern Civil Service.

As Chair, Commissioners want to see that Departments plan their appointment processes carefully, to make sure they have considered the diversity of panel membership, included a Non-Executive Director or key stakeholder, and encouraged Ministers to meet with Commissioners early in the process to answer any questions and meet shortlisted candidates appropriately as part of the process.

To deliver the government’s priorities, the Civil Service must continually recruit, train and retain people with the relevant skills and experience.  The Commission also supports Civil Service initiatives that encourage movement between the civil service and external organisations to help build new or specialist skills and expertise in the longer term.  The Commission champions diversity in its broadest sense, supporting the Government’s priority of civil service reform and levelling up and launched the new “Mark of Excellence” to showcase outstanding innovation and commitment in the recruitment of diverse candidates into the Civil Service on Feb 2^nd 2022.

Undoubtedly the Covid -19 pandemic has been a huge national challenge. As its regulator, the Commission has reacted to enable the government and the Civil Service to quickly bring in the range of skills necessary to serve the country through this time.

For example, the Commission agreed the appointment of 5 Directors, 4 Deputy Directors and a Director General for the Vaccines Taskforce to the Department for Business, Energy and Industrial Strategy. The Director General was seconded in to develop a long-term vaccines strategy. We also assisted the Ministry of Justice and HM Prison and Probation Service to redesign their recruitment processes, when face-to-face recruitment was not possible, moving to virtual role play whilst maintaining fair and open competition.

What has always fascinated me about the Civil Service is the huge range and diversity of roles.  As well as the draw of public service, it offers individuals truly unique opportunities and development and great potential for the public sector to learn from other sectors and vice versa.

On 9th December 2021 the Government announced Baroness (Gisela) Stuart of Edgbaston as the preferred candidate following an open competition to recruit the next First Commissioner. She was formally appointed after she appeared before the House of Commons PACAC for pre-appointment scrutiny on 3^rd February.

I would like to thank my fellow Commissioners, the Chief Executive and the secretariat team for supporting me so ably during my period as interim First Commissioner and very warmly welcome Gisela as she takes up this important public role.

Rosie Glazebrook

Civil Service Commissioner (2017-22), interim First Civil Service Commissioner Sep’21-Feb’22)

The Civil Service Commission is launching a ‘Commissioners’ Mark of Excellence’ to showcase outstanding innovation and commitment in the recruitment of diverse candidates across all grades into the Civil Service.

The award will champion diversity in its broadest sense, supporting the Government’s priority of ‘levelling up’ and the Civil Service reform agenda of an innovative and skilled Civil Service. 

With our shared aims of encouraging people of all backgrounds to reach their potential in the civil service, cross-government networks have endorsed and support this award, along with the Cabinet Secretary, Simon Case: 

“This new award will highlight innovative hiring practices that help attract and recruit diverse fields of candidates for a career in the Civil Service. The Civil Service has an incredible array of different roles and functions – from data analysts to work coaches and prison officers. Recruiting talented individuals, from a wide range of backgrounds across the United Kingdom, is vital to effectively deliver government services and ensure the Civil Service truly reflects the country it serves.”

How to Apply

The Commissioners’ Mark of Excellence is open to all departments and organisations that are audited by the Civil Service Commission. If you would like to be considered please refer to the compliance scorecard survey which is sent to you as part of the Commission’s compliance audit in March or ask your Head of HR.

The award will be judged by a panel, led by Natalie Campbell MBE, made up of  independent Commissioners, representatives from cross government networks and  private sector figures. The Mark of Excellence will be given to the department/s or organisation/s that have demonstrated consistent excellent practice in promoting a career in the Civil Service and widening opportunities to reach a more diverse demographic.

For example: 

• Improving wording of job descriptions and advertising strategy to encourage greater diversity.
• Outreach – for example, leaders working with schools and organisations across the country to provide mentoring, employability skills training and work experience.
• Schemes and programmes - for example, the Care Leaver Internship Scheme, Summer Diversity Internship, Early Diversity Internship Programme, Autism Exchange Internship, Going Forward into Employment, Movement to Work etc.
• Entering the Top 75 Social Mobility Employers register for the first time.
• Great Place to Work for Veterans initiative

Winners and case studies will be published in the Commission's Annual Report & Accounts, on its website and throughout Civil Service social media channels. On the back of the Commission’s successful ‘Diverse senior leaders talk about working in the Civil Service’ blog series that we regularly publish, we will interview the winning teams to both commend their efforts and ask how they achieved their diversity success to act as inspiration for other departments. Winners will be able to publicise their achievement with an award logo on all their recruitment advertisements for one year.

For further information on how to apply please contact Heidi Ferguson - heidi.ferguson@csc.gov.uk

Tell us a little about yourself and your career background?

I studied an Economics and Accountancy degree at University with vague thoughts of becoming an accountant, however I had started to become fascinated by the emerging possibilities for computing and so, when I left University, I was very excited to join ICL, a large UK-based computer manufacturer. I trained initially as a COBOL programmer (apparently a rare skill these days!) and then as a data analyst and worked as a data analyst for the next 5 years or so before being given the chance to run the company’s Data Analytics business, which was the first time I had had full accountability for all aspects of business management. I have to say that I loved the responsibility and ran the business unit for the next five years. 

At about the height of the so called “dot.com boom” in 1998 I moved to KPMG Consulting to run their High-Tech practice, a business and technology consulting group that worked with clients across the High-Tech sector and with many of the “dot.com” start-up businesses. Needless to say that was great fun but also a bit of a rollercoaster ride as the “dot.com boom” quickly turned into the “dot.com bust”! KPMG then gave me my first real taste of working with the Public Sector as I moved to run KPMG Consulting’s Health Applications business. 

From there I became a Director of a Public Sector consulting business called Detica and through the 2000s we had a phenomenal time, growing the business at about 40% per annum until the company was acquired by BAe Systems in 2009. That seemed like a good time to move on so I joined the French IT Services business Capgemini, and over the course of 8 years I was responsible for their Public and Private Sector businesses in the UK and Northern Europe. 

My final career move in the commercial sector was to become Senior Vice President for NTT DATA in Northern Europe. NTT is a large Tokyo-based conglomerate, 60th largest business in the world, running some of the world’s largest Public Sector digital transformation programmes and I was responsible for that work in Northern Europe. 

I have always had a strong belief in the importance of public services for the wellbeing of all in our society and so in 2019 I decided to step back from my commercial business roles and concentrate on Non-Executive work with Government in the UK. Over time I was lucky enough to be offered Non-Exec Director roles with the Ministry of Justice, the Department of Health and Social Care, BEIS and the Department for Education. In many ways this has been the most rewarding work of my career, and so I was delighted when I had the opportunity to apply to join the Civil Service Commission as a Commissioner.

Away from work I am married with four children, three grown up daughters and a son who is just about to sit his GCSE exams. My wife is the Business Manager for a school here in Hampshire, one of our daughters is a mental wellbeing practitioner for the NHS, one is a teacher and one has followed me into the digital and technology sector. In our spare time my son and I seem to spend most of our time travelling around the south of England watching football and cricket matches, some of which he plays in. Idyllic in the summer, pretty cold in the winter!

What made you want to apply to be a Civil Service Commissioner?

Throughout my business career it has always been clear to me that one of the most important things for a business leader to do is to ensure that all leadership talent can blossom and fulfil its potential. And that ethos is at the heart of the Civil Service Commission. Moreover I have seen first-hand, in my own businesses, that diversity of experience and thought is critical for any organisation, and can be a real, significant differentiator and an enabler of extraordinary organisational performance. And if through my work as a Civil Service Commissioner I can help to promulgate that culture in the UK Civil Service I will be delighted. 

As a new Commissioner, what do you think the Civil Service could do better to help attract a wider range of candidates?

The UK Civil Service is a great place to work, with a huge range of roles and opportunities which can provide the most rewarding career experience. We should think about how we articulate the “whole” Civil Service offer, including career potential, culture and environment, purposefulness, geographic coverage, all rewards and benefits, breadth of opportunity, etc. 

Which Departments will you be the linked Commissioner for?

I will be Link Commissioner for the Department for Digital, Culture, Media and Sport and for the Department for International Trade. I will also be the Link Commissioner for the Government Commercial Function. All of which I am looking forward to working with enormously.

Tell us a little about yourself and your career background?

I was born and educated in Belfast and was the first in my family to remain in education after the age of fourteen. I enlisted in the Ulster Defence Regiment as soon as I turned eighteen and was subsequently commissioned, commanding a rifle platoon for two years. On graduating from university [LLB Hons], I joined the Royal Ulster Constabulary under the then Graduate Entry Scheme. I served throughout Northern Ireland and then transferred to the West Midlands Police as a Superintendent. That experience of policing a predominately urban and ethnically diverse population was followed by two chief officer roles in North Yorkshire which was totally different. In 1999 I was appointed as the Chief Constable of Hampshire Constabulary. I have to say that I thoroughly enjoyed that role for over nine years with Hampshire and the Isle of Wight providing every possible policing challenge. On retiring from the police, I spent a year in Israel/OPT advising and supporting the Palestinian Civil Police as Head of the EUPOL COPPS Mission. I was then fortunate to undertake a series of public service appointments which I felt were worthwhile, interesting and to which I believed I could contribute. I was the first ever House of Lords’ Commissioner for Standards and most recently the Judicial Appointments and Conduct Ombudsman.

On a more human and important note, I am married to Mary, a retired Nurse and Midwife, with one grown up daughter. The final member of our family being an assertive White West Highland Terrier. 

What made you want to apply to be a Civil Service Commissioner?

I have always believed in a professional, nonpartisan public service where advancement is based solely on merit. Thus, the core mission of the Civil Service Commission is one I identify with, and I feel my professional background is relevant to the role. 

As a new Commissioner, what do you think the Civil Service could do better to help attract a wider range of candidates?

I recognise that responsibility for recruitment is primarily a matter for the Civil Service itself. However, the Civil Service Commission has historically sought to encourage and support diversity and inclusion initiatives within the context of a service appointed on merit following fair and open competition. Personally, I would like to see the Civil Service capitalise on the reality of its work. Thus, the idea of a ‘Your Nation, Your Service’ type campaign appeals. The Civil Service is intrinsic to nearly every aspect of national life and a service which represents the nation is, better equipped to deliver in a relevant and effective manner. I suspect the Civil Service is seen by many citizens to be composed solely of tax officials and benefit office personnel, presided over by male and female versions of Sir Humphrey Appleby. The reality is obviously far more diverse, and that reality should be better promoted. In essence, the Civil Service has a range of employment opportunities which should appeal to and provide opportunities for everyone. 

Which Departments will you be the linked Commissioner for?

I will be the Link Commissioner for the Ministry of Defence and the Department for Education. Two large but very different departments.

This is the first blog in a new series of posts that will be introducing our newly appointed Commissioners.

Tell us a little about yourself and your career background?

I joined in the civil service in 1979, having left school earlier that year to work on a farm. I started as a clerical officer and after a few months I transferred into computing, which I suppose would be called digital now. I learned how to be a computer programmer and then a systems analyst, and then moved to the Criminal Injuries Compensation Board to be responsible for their computer section and their appeals casework. My next role was to lead on fisheries quota management and licensing, including UK wide and EU negotiations; then I returned to digital where I was responsible for the implementation of technology and systems for the Scottish Parliament which was established in 1999. My final role in digital was the head of the digital profession and director of technology for the Scottish Executive. I then moved on to policy roles, the first of which was Director of Social Justice and then Director of Primary and Community care in NHS Scotland, and then HR Director in the Scottish Government, where I led a substantial restructuring across the whole organisation. I was appointed Director General for Rural Affairs, Environment and Services in 2009, Director General for Governance and Communities in 2010, and in late 2013, Chief Executive of NHS Scotland and Director General for health and social care. I left the civil service in early 2019 I now have a portfolio of roles including the Open University, University of Glasgow, the Care Inspectorate in Scotland, the Royal College Physicians Edinburgh, and consultancy.

I have been married since 1982, which is a testament to my wife’s good nature and patience. We have three adult children, all of whom are married and live within a 3 mile radius of us, and we have four grandchildren aged from 9 months to six years old, who are a source of joy and perspective.

What made you want to apply to be a Civil Service Commissioner?

I believe that open, fair and transparent recruitment is essential to maintain and build public trust in appointments to the civil service. I think that the Commission fulfils a valuable role in this regard and I believe that there is scope to increase its impact in terms of diversity and openness.

As a new Commissioner, what do you think the Civil Service could do better to help attract a wider range of candidates?

The civil service should continue to develop its narrative about the wide range of roles available, and the many different ways in which civil servants serve the population. It should also put further effort into attracting and recruiting a diverse range of people from as wide a range of backgrounds and circumstances as possible, to enhance the insights available to it, and to develop the credibility of its policy and delivery.

Which Departments will you be the linked Commissioner for?

I will be the linked Commissioner for the Scottish Government and I look forward to working with them, and with other departments, to secure the best possible candidates for the diverse range of roles offered by the civil service.

The Civil Service Commission is an independent statutory body that oversees appointments to the Civil Service, ensuring that they are made on merit on the basis of fair and open competition. Commissioners also promote and hear appeals brought under the Civil Service Code. 

The new Commissioners come from both private and public sector backgrounds and will bring valuable experience to the Commission.  They are: 

Paul Kernaghan

Sarah Pittam

Martin Spencer

Paul Gray

The new Civil Service Commissioners have been appointed by Her Majesty on the recommendation of the Minister for the Civil Service after an open competition.

The Chancellor of the Duchy of Lancaster and Minister for the Cabinet Office, the Rt Hon. Steve Barclay said:

“The Civil Service Commission plays an important role in ensuring a high performing Civil Service that is well placed to meet the challenges of the future. I strongly welcome the appointment of these four new Commissioners, who will bring a range of valuable experience and expertise to the Civil Service Commission. ”

Ian Watmore, the First Civil Service Commissioner said:

"These new Commissioners arrive as I step down after my statutory five year term. They individually and collectively bring much to the Commission, and they will join an outstanding current group of Commissioners, led by Rosie Glazebrook until my successor is appointed. I am confident that I am leaving the Commission in good hands as a result and wish them all the best of luck in what is a great role."

The new Commissioners announced today will join the Commission Board from 1 October 2021. Commissioners work part-time, typically between four and eight days a month.