Capability Reviews: Progress and Next Steps - The Civil Service
Capability Reviews: Progress and Next Steps - The Civil Service
Capability Reviews: Progress and Next Steps - The Civil Service
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JULY 2006 DECEMBER 2006 APRIL 2007 JUNE 2007 DECEMBER 2007DCA DfES DWP HO DTI CO CLG DfID MoD FCO DCMS DEFRA DfT CPS DH HMT HMRCL1: Set directionL2: Passion, pace<strong>and</strong> driveL3: Delivery<strong>and</strong> changeL4: BuildcapabilityS1: Focuson outcomesS2: Base choiceson evidenceS3: CommonpurposeD1: Plan, resource,prioritiseD2: Deliverymodel(s)D3: ManageperformanceSource: <strong>Capability</strong> Review reports, <strong>Capability</strong> <strong>Reviews</strong> Team 2006/07.• Every department has had at least one ‘urgent development area’;16 departments have had at least two ‘well placed’ scores.• <strong>The</strong> most common score is ‘development area’ at 39 per cent; 34 per cent ofscores were ‘well placed’ or ‘strong’.• Departments with ‘strong’ ratings range from the Department for InternationalDevelopment (DfID) with around 2,500 staff based in the UK <strong>and</strong> across theworld, to DWP with nearly 100,000 staff working in offices the length <strong>and</strong> breadthof the UK in direct service delivery.• <strong>The</strong> two departments with ‘serious concerns’ are both departments withsignificant <strong>and</strong> challenging delivery outcomes, working in a complex, fastchanging<strong>and</strong> very high-profile environment.Key points• This is a dem<strong>and</strong>ing agenda for improvement. Only one department is assessedas ‘strong’ or ‘well placed’ for more than half of the elements of capability.This means that departments are taking remedial actions to addressdevelopment areas before they can be well placed to improve to addresstheir future challenges.• However, there is much to build on. Departments all contain areas of goodpractice <strong>and</strong> strong performance. Even where departments are marked‘development area’ for specific elements, this can describe an area where thereis good practice to build on that has not yet been consistently applied.• Strong performance is widespread. Departments looking to improve <strong>and</strong> to learnfrom others will find similar departments with strengths that they can learn from,<strong>and</strong> people with skills they can draw on.• <strong>The</strong>re is no pattern of improvement between tranches. Whilst the <strong>Capability</strong>Review results have been published <strong>and</strong> widely disseminated, departments in22 COMMON CAPABILITY GAPS: PROGRESS AND NEXT STEPS