Recruitment challenges have also hampered progress on the vetting transformation programme. In November 2021, UKSV only managed to fill five out of 44 digital roles despite multiple costly, labour-intensive campaigns, with uncompetitive salaries seen as a key factor. In September 2022, despite a partial exemption for digital roles from the Cabinet Office recruitment freeze, UKSV’s resource modelling still showed a shortfall of 68 full-time equivalents (FTE) for digital roles against a total r...

Recruitment challenges have also hampered progress on the vetting transformation programme. In November 2021, UKSV only managed to fill five out of 44 digital roles despite multiple costly, labour-intensive campaigns, with uncompetitive salaries seen as a key factor. In September 2022, despite a partial exemption for digital roles from the Cabinet Office recruitment freeze, UKSV’s resource modelling still showed a shortfall of 68 full-time equivalents (FTE) for digital roles against a total requirement of 108.44 The Cabinet Office downplayed the issue saying “trying to get the right number of permanent and temporary staff and then to train th Type: conclusion | Number: 18 | Response status: accepted Government response: 4.1 The government agrees with the Committee’s recommendation. Recommendation implemented 4.2 UKSV has identified a requirement for a temporary surge of contingent labour and fixed term contracts for the financial year 2023-24 to support the meeting of customer demand