I expressed scepticism recently about the UK government’s civil service reforms. I mentioned that the name of the new(ish) head of the civil service, Sir Robert Kerslake, was not surprisingly associated with them. New brooms always like to sweep clean.
Now I see Sir Bob is associated, again not unreasonably, with the UK Civil Service Awards 2012.
Only trouble, Sir Bob, is that staff awards are rarely a good idea.
I know if you happened to see this and could be bothered to respond (although why should you?) you’d give me all the reasons why I’m wrong.
Trouble is, I’ve heard them all before and I’m still not convinced.
You can find out why in my post last year on “And the winner is…” – are awards ceremonies a waste of time?
I gave many reasons why these sorts of things are not a good idea but perhaps most fundamental was my conclusion that
The big problem with these awards is [that]…an organisation is a system and how people perform in it depends largely on how senior people manage and improve the system.
Let’s just have a look at these current awards to see how they match up.
The first thing to say is that the government/civil service senior management have such confidence in their own staff that they’ve outsourced the whole awards process to a company called Dods, ‘a political information, publishing, events and communications business operating in both the UK and Europe.’
Moreover, it won’t cost you or me a penny as ‘All costs of running the event will be covered by Dods…through advertising and sponsorship from outside the Civil Service’ (Civil Service Awards FAQ).
You can call that canny or you can call it cheap.
The awards web site shows they are run in association with consultants Ernst & Young and a company called Huawei (‘a leading global ICT solutions provider’). Other companies sponsor individual awards. It is of course conceivable that some of them may be interested in getting business from the government. Curiously, they are also run ‘in partnership’ with the National Audit Office, i.e. another bit of the civil service. Whether there is a transfer of money from NAO to help fund the awards is not clear.
There are thirteen categories of awards, for both teams and individuals. It would be tedious to plod through all of them but let’s just say most of them are seen in one guise or another in most public sector awards competitions including – operational excellence, change management, achieving better for less, and professional (professional what?) of the year. Strangely this last category is the only one not open to nominees in the Senior Civil Service.
Each category, of course, has criteria attached to it. Here are some of them. You may notice some old friends from the textbook of management jargon
- Strong and successful communication has been delivered in an innovative way and successfully engaged customers
- Best practice application of expert project management skills and techniques
- Evidence of sustainability, transparency and control in procurement practice
- Improving results by placing robust evidence and analysis at the heart of the decision–making process
- Engaging people and developing their own and others capabilities.
It’ll be interesting to see whether the whole process ‘engages’ civil servants this year.
The Office for National Statistics says there were 498,000 civil servants in 2011. According to the awards web site, they attract ‘upwards of 800 nominations every year.’ OK, some are for teams and some for individuals. But that’s one nomination for every 622 civil servants.
Hardly a ringing endorsement is it?
But don’t worry. There’s an awards ceremony in November at which some guest minister (it was the prime minister last year), Sir Bob, other senior civil servants, the sponsors and some of the finalists will feel good about it all.