And this from @jjarnecki.bsky.social and @tashbuckley.bsky.social on the importance of competitive pay if we want to achieve ambitious reform

P.S.

As a child of Civil Servants, genuinely excited to see our piece covered in Civil Service World

www.civilserviceworld.com/professions/...

If you're interested/outraged, @tashbuckley.bsky.social and I have written a piece for @ukdayone.bsky.social on the topic

Please let us know if you agree, disagree or are horrified

(7/7)

@rusi.bsky.social

ukdayone.org/briefings/re...

END

Finally, reduce the seniority requirement for Pivotal Role Allowance to some Grade 6 & 7 digital roles

(6/7)

www.gov.uk/government/p...

Sixth, digital professionals should have the option to sacrifice pensions for higher salaries

Seventh, the AI Safety Institute pays around double average salaries for equivalent civil service roles. Government should explore using the same models for other priority technology areas

(5/7)

Fourth, annual increases to salary incentives should be considered seriously. If incentives do not respond to market conditions they become irrelevant

Fifth, Roles several not currently covered by incentive schemes (e.g., Cyber & Technical security) should be

(4/7)

Second, salaries should be pre-assessed and advertised PRIOR to listing - low base salaries with uncertain pay incentives do not drive recruitment

Third, cost savings from consultancy savings should be re-invested in paying technologists

(3/7)

assets.publishing.service.gov.uk/media/664715...

First, existing salary incentives (the Government Digital and Data Capability Framework) should be mandatory for all departments, salary incentive costs should be centralised, and there should be a cap on positions

(2/7)

ddat-capability-framework.service.gov.uk