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Public sector state of affairs

Posted by
22 Aug 2016
As a proud CCS framework member, Sellick Partnership recruits for a range of finance and procurement roles within the public sector, for a number of high-profile NHS organisations. Over the last few months however, the sector has faced a number of challenges including a lack of finance and resources, user expectations, government regulation, devolution, lack of communication between organisations as well as skillset and staff shortages.

Below we look at some of the key challenges the public sector is anticipated to continue to battle in both the short and long-term.

1. Talent shortages due to the EU referendum

The confirmation of a ‘Brexit’ has sent shockwaves throughout the public sector, with the vote to leave the European Union likely to affect recruitment in areas such education and health, which is heavily reliant on migrant talent which the EU free movement policy provides.

A recent study by the Chartered Institute of Public Finance and Accountancy (CIPFA) found that public sector leaders benefited from access to a wider skillset made available due to the free movement of EU workers. 10 percent of NHS health and social care professionals and 15 per cent of academic staff in UK universities were found to be from the EU.

2. Less skilled agency workers due to monitor rate caps

Monitor caps are essentially price caps on the hourly rate for agency workers, implemented by Monitor and the TDA in an effort to save funds within the NHS. The caps are intended to take control over staff costs, allowing trusts to procure agency staff at more affordable rates. The intended effect is that it will also encourage staff to return to permanent working arrangements as temporary and interim rates become less desirable.

There is a real risk that these caps will mean a lower quality workforce, as there appears to be a lack of candidates who can effectively and reliably carry out certain roles at levels that are covered by the cap. The general feeling is that if the NHS was to pay more attractive salaries to entice candidates with the right skillset in the first place, they would be able to manage their talent pipeline more effectively and recruit a solid permanent workforce - meaning agency rate caps should never have had to be introduced in the first place.

3. Lack of planning for digital transformation

According to a recent poll in May 2016 conducted by cloud computing company EM, half of those working in the public sector believe there is a significant lack of planning for long-term digital transformation. This lack of vision is concerning, as 87 percent of respondents said that for their organisation, successful and sustainable growth was reliant on technology. Read the full article here.  

How do you feel about the state of the public sector? We value your thoughts and opinions so if you work or have recently worked in the public sector, please share your thoughts or concerns with us below. Alternatively, if you are looking for a new opportunity in the public sector, browse our latest roles. Browse Roles
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