Civil Service United Kingdom Reviews | Glassdoor

Civil Service United Kingdom Reviews

Updated July 3, 2018
107 reviews

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3.3
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Civil Service United Kingdom Cabinet Secretary Sir Jeremy Heywood
Sir Jeremy Heywood
25 Ratings

107 Employee Reviews

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Pros
Cons
  • "Salary scales likely to be less than for a similar role in the private sector" (in 9 reviews)

  • "Lack of autonomy, senior managers can tend towards micro-management" (in 7 reviews)

More Pros and Cons

  1. "Admin Officer"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Administrative Officer in Lincoln, England (UK)
    Current Employee - Administrative Officer in Lincoln, England (UK)
    Recommends
    Neutral Outlook
    No opinion of CEO

    I have been working at Civil Service United Kingdom full-time (More than 10 years)

    Pros

    Good pension, Flexi Time, Good welfare

    Cons

    Career Advancement quite difficult depending on what area you live, not always many vacancies.

    Advice to Management

    None


  2. "Hmm"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at Civil Service United Kingdom full-time

    Pros

    Work security
    Training
    Work personal life balance

    Cons

    Poor job description
    Poor training
    A very Draconian organisation

    Advice to Management

    Ask youre new staff for advice - and listen.

  3. "Fast stream"

    StarStarStarStarStar
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Civil Service United Kingdom full-time

    Pros

    Stable job with flexible hours

    Cons

    Uninspiring atmosphere and I am treated like an intern


  4. "ICT LEVEL"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at Civil Service United Kingdom full-time

    Pros

    good learning platform for starting off, friendly staff and relaxed working environment. flexible working hours and ability to have an impact on the work being conducted as working in small teams.

    Cons

    government jobs have strict guidelines you must follow, and there is always meetings organised and meetings about meetings sometimes seems unreasonable but in the structure of the business their are required.

    Advice to Management

    focus on graduates and entry level with more opportunity to get into jobs instead of hiring from just schemes. allow them to show their potential as individuals instead of a strict scheme


  5. "Good work life balance but lack of responsibility and training"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    Pros

    good work life balance and relaxed atmosphere

    Cons

    Pay (obviously)
    lack of trainings and learning


  6. Helpful (1)

    "Fulfilling role at the Ministry of Defence"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Investigating Accountant in Callington, England (UK)
    Current Employee - Investigating Accountant in Callington, England (UK)
    Recommends
    Neutral Outlook
    No opinion of CEO

    I have been working at Civil Service United Kingdom full-time (More than 10 years)

    Pros

    Knowing that one has a real contribution to make to the nation. The work involves analysis and investigation to ensure, for the tax payer, value for money.

    Cons

    Constant change in structure without genuine reason. Transformation, the latest trend in business is often misapplied to organisations for which the scheme is not suitable.

    Advice to Management

    Select a strategy and stay the course of development giving certainty to staff. Recruitment is only half the battle. Retention is the other half and indicates success or otherwise of the employment terms and conditions.


  7. "Career Civil Servant"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Recommends
    Neutral Outlook
    No opinion of CEO

    I worked at Civil Service United Kingdom full-time

    Pros

    Making a difference at the heart of government

    Cons

    Too cumbersome work practices and inflexible

  8. "As requested by Glassdoor"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Policy Advisor in London, England (UK)
    Former Employee - Policy Advisor in London, England (UK)
    Recommends
    Neutral Outlook
    Disapproves of CEO

    I worked at Civil Service United Kingdom full-time

    Pros

    Career structure advantages Oxbridge types

    Cons

    Glass ceiling /conrete ceiling/ sticky floors

    Advice to Management

    Increase diversity in forms of gender, race, disability and social class higher up the organisational structure


  9. "Policy Advisor"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook

    I worked at Civil Service United Kingdom full-time

    Pros

    highly political, fast-paced, interesting work, current affairs

    Cons

    terrible work environment, no desk space, continual hot desking, inexperienced management

    Advice to Management

    care more about the people who work for the orgsanisartion - current attempts are half-hearted


  10. "Inconsistently excellent"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - HEO
    Current Employee - HEO
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Civil Service United Kingdom full-time (More than a year)

    Pros

    Excellent coaching and development opportunities, good work/life balance and flexi time can be beneficial although rewarding time worked over efficiency can be demotivating.

    With effective leadership managers are required to support, develop and push their staff. Often varied and quality development opportunities for staff provided the manager is proactive and staff-led.

    Fair and open promotion schemes based on skills, mindset and approach and real-world examples allows talented individuals to progress rather than those with most experience.

    Opportunity to have a wide range of interesting careers in the same building and excellent opportunities for level-transfer.

    Firmly believe you never got more out than you put in and among managers this is absolutely true. My opinion is very much coloured by this hence my high rating.

    Most staff are hard-working at all grades.

    Against preconceptions, some areas are on the cutting edge of best practice which is a joy to be a part of.

    Cons

    Very poorly run apprentice scheme entirely dependant on the quality of your line manager.

    Staff allowed to consistently under-achieve without adequate consequences, placing all the focus on line managers to improve their performance.

    Pay is very poor for level of responsibility and promotion is the only form of pay progression. Similarly, frustrating to see high performing staff who aren't suited or wanting promotion not adequately rewarded as often the skills in their current role do not translate to leadership skills. Only pay awards are based on individual accomplishments and high performance in the "day job" does not qualify.

    Inconsistency in leadership styles and effort meaning some staff are not given what they need.

    Though recruitment allows talented individuals to progress, I wonder how some senior leaders are in their position.

    Often lack of direction and clear goals and objectives which can be demotivating as it leaves junior managers out in the cold with their front-line staff.

    Front-line staff are given too much rope in many situations which again can leave line managers vulnerable. Many staff are molly-coddled and don't even realise it.

    Genuinely felt my Head of Group was gang-rushed into making unpopular decisions by his seniors.

    Some inconsistency in spending and investment in departments eg. IT equipment, office renovations etc. with senior grades granted "wants" while front-line staff struggle to get "needs". As a front line manager i had 12 staff and 7 desks but since promotion half the desks on my floor are surplus.

    Advice to Management

    Do away with Personal Contribution Awards and complex performance management systems in favour of real bonuses for consistently high performing individuals and real ramifications for under-performance.

    Hold line managers to a higher standard and provide them with real direction which can be filtered down to front-line staff. High-performance should be expected of managers and rewarded in front-line staff.

    Avoid knee-jerk, reactive decision-making and consider a serious quality management/forward planning division to assist.

    Audit and review management practices across departments to ensure consistency in approach. Deviation from standards should be upward not sideways.

    Invest in your infrastructure, staff and future.


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