SPECIALIST STAFF
39. Witnesses told us that inconsistencies in the
Agency's approach were partly caused by a lack of specialist staff.
The Chartered Institution of Wastes Management believed the Agency
suffered from employing too many "generalist" staff
and not enough specialists.[83]
The ESA also noted that Agency officers tended to be generalist,
and wanted the Agency to "develop teams of specialist waste
regulators".[84]
Water UK believed the Agency needed to "build on their science
base" in order to adapt to changing demands in water resources
management, but was doubtful whether the Agency could recruit
and retain the right level of staff to provide the kind of advice
that was needed.[85]
40. Witnesses agreed that the Agency faced difficulties
in recruiting specialist staff because of the decline in the number
of university courses offeringand students takingscientific
subjects such as hydrogeology and geotechnics. The ESA said there
was a "severe technical skills shortage in the market"
and the number of graduates being generated with specialist skills
was "far too low".[86]
The RSPB likewise acknowledged an "industry-wide problem"it
told us only one hydrogeology degree course remained in the country
because universities favoured more general and less technical
environmental courses.[87]
Consequently, the number of graduate hydrogeologists had "dropped
significantly".[88]
One reason given for the decline in the demand of such courses
was that the financial rewards were "not adequate for those
to go through that training to identify a career".[89]
The CBI told us that Agency staff in the North East had been leaving
the organisation to join the local Regional Development Agency
which offered higher pay.[90]
41. However, the ESA believed that the Agency itself
was also to blame for the lack of specialist staff it employed,
on the grounds that it did not communicate sufficiently with young
people about its technical work.[91]
The ESA believed that many people did not necessarily perceive
the Agency as "an organisation that needs technically-qualified
staff" because the "big view" of it remained as
"a general protector of the environment".[92]
Consequently, "people who have those specialised skills,
or are considering acquiring them, do not automatically consider
a career in [the Agency] as one where they can use them".[93]
42. The Chairman of the Agency was confident that
Agency staff were sufficiently skilled for their purpose.[94]
The Agency, he told us, maintained itself as a "a centre
of expertise and excellence in a range of functions", as
required in ministerial guidance, and the large size of the Agency
ensured it possessed the "resources to maintain expertise".[95]
He told us there was a "huge over-subscription" for
environment officer jobs in the Agency, and the Agency remained
an "employer of choice for a lot of young graduates in the
relevant disciplines".[96]
He acknowledged, however, that the Agency was experiencing staffing
problems at the "operational end
where just covering
the number of things we have to do makes the job feel most stretched".[97]
Baroness Young agreed that the Agency experienced "quite
a degree of difficulty in recruiting and retaining staff",
particularly with flood risk engineers, and the Agency was "putting
measures in place to try and improve them".[98]
For example, the Agency had introduced a foundation degree for
its trainees in the first stages of engineering.[99]
The Agency was also collaborating with the Institute of Civil
Engineers to address a "general national shortage of civil
engineers across the country" by running a series of recruitment
campaigns.[100] These
measures include the provision of work experience to sixth form
and gap year students, improved career advice and providing case
studies and computer models for undergraduate courses.[101]
43. Regarding hydrologists and geomorphologists,
the Chief Executive acknowledged there was a "black hole",
caused largely by the reduction in the number of university courses
available in this area.[102]
She told us the Agency was working with universities to try and
re-invigorate those courses, as well as putting in place an improved
career structure and providing in-house staff development.[103]
44. We are extremely concerned that the Agency
is experiencing difficulties recruiting specialist staff, such
as flood risk engineers, hydrologists and geomorphologists. By
its nature, much of the Agency's work requires a high level of
specialist knowledge. It is therefore essential that the Agency
employs staff with the necessary skills to undertake its work.
We understand that, to some extent, these difficulties are indicative
of a more general industry-wide problem relating to a decline
in the number of engineers and opportunities to study specific
technical environmental courses. We welcome the Agency's attempt
to improve this situation by working with the Institute of Civil
Engineers and with universities, and encourage the Agency to continue
this collaboration in order to encourage more young people to
take engineering and technical environmental courses, and to seek
employment in the Agency. As part of this work, the Agency should
consider a system of bursary payments to encourage young people
to study in the disciplines which it needs but where graduates
are in short supply. The Agency should also be discussing with
the Department for Education and Skills further measures to increase
the number of graduates in these areas.
45. It is clear from our evidence that the credibility
of the Agency depends largely on the performance of its specialist
staff in the front-line, such as its inspectors and flood risk
engineers. The importance of such specialist positions should
therefore be reflected in the pay structure of the Agency. If
the Agency is not able to offer more pay, it should ensure its
own generalists acquire appropriate technical skills as part of
their training. We therefore recommend the Agency expand the opportunities
available for Agency trainees to take a foundation degree in the
first stage of engineering.
46. Our evidence showed that witnesses regarded
lack of specialist staff as one of the Agency's most significant
drawbacks. The Agency should therefore issue a work plan with
specific deadlines to set out how it aims to solve its recruitment
problems, and publish details about its future graduate requirements.
TRANSPARENCY OF CHARGES
47. Many witnesses criticised the Agency's perceived
lack of transparency in relation to regulatory charges. The Prospect
trade union said there was "a lack of clarity as to where
the income from fees and charges on industry is spent".[104]
Yorkshire Water said it paid an annual charge of approximately
£5 million yet "a lack of transparency on what these
monies are used for by the Agency
means that we are not
able to challenge charges adequately".[105]
Similarly, EEF argued that business needed to see results from
increased charges.[106]
EEF claimed that currently, companies "often see charges
increasing with little or no justification, and no obvious improvement
in service".[107]
In relation to water abstraction charges, Water UK said it had
been informed by the Agency that charging for supported river
systems was calculated using a three times multiplier but "no
evidence is given why this should be so".[108]
48. We questioned the Agency about the issue of transparency.
The Chief Executive believed the Agency was "pretty transparent"
in how it determined its charges, but was continuing to make improvements
in this area.[109]
The Agency provided us with the following information about the
various means by which charge-payers can obtain information about
its charges.
Table 2: Provision
of information by the Agency about its charges