3 Dealing with skills shortages
15. Since the publication of the Comptroller and
Auditor General's report, the Department has managed to recruit
six more quantity surveyors and one additional safety works professional.[35]
43% of quantity surveyor posts (26 out of 60 posts) and 44% of
safety works posts (14 out of 32 posts) are nonetheless still
empty. Whilst these shortages represent only a small number of
the 5,000 departmental employees involved in estate management,
the Department is exposing itself to a number of risks.[36]
16. The lack of quantity surveyors reduces the Department's
ability to achieve value for money from contractors. Quantity
surveyors play an essential role in ensuring that estate construction
projects proceed to a robust timetable, have an achievable scope,
and are accurately and fairly costed. Traditionally, the Department
has been poor at estimating accurately the scope and likely cost
of capital works projects, resulting in unrealistic budgeting
and delays.[37] These
problems are exacerbated by the shortage of quantity surveyors.
Projects are receiving insufficient scrutiny, which may put the
Department at a disadvantage when contracting, and statutory measurements
of value for money such as the Reference Cost System may not be
applied in all cases.[38]
17. The role of safety works staff is to ensure that
the Department is conducting high-risk activities in a safe way.
Explosives engineers, for example, provide assurance that explosive
materials are stored correctly, and military airfield paving engineers
assess whether runways remain fit for purpose. With the shortages
of these staff, some necessary checks have not been taking place
and these lapses could have financial, legal and human costs in
the event of an accident.[39]
18. The Department acknowledged difficulties in recruiting
appropriately-skilled staff. The demand for these professionals
currently outstrips supply in many cases, and the Department is
frequently unable to match the high rates of pay that they can
attract in the private sector.[40]
In addition to its current recruitment campaigns, the Department
is trying to enhance the skills of existing staff in order to
fill the skill gaps, and is introducing a graduate recruitment
scheme which will incorporate formal training with 'on the job'
learning.[41] Recruitment
and retention allowances up to a maximum of £3,000 are also
now being offered to new staff in shortage areas.[42]
35 Q 34 Back
36
Qq 31-34, 75-76; C&AG's Report, para 2.8 Back
37
C&AG's Report, para 2.12 Back
38
C&AG's Report, fig 8 Back
39
Q 77; C&AG's Report, fig 8 Back
40
Qq 38-39; C&AG's Report, para 2.9 Back
41
Q 34 Back
42
C&AG's Report, para 2.10 Back
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