Civil Service United Kingdom - the changing civil service | Glassdoor
There are newer employer reviews for Civil Service United Kingdom
There are newer employer reviews for Civil Service United Kingdom

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"the changing civil service"

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

Pros

job security was always one but job cuts and redeployment not suited to employee now rule the day . service now looks to cost cut everywhere but where it should really be made.

Cons

lack of real inclusion especially if siting in provincial (non head office type )offices. Civil service often for politicla reasons has various sites. If you are not on the site where cheif mandarins sit (ie london) you do not matter. Do not get cream or important "contracts" and consequently non of the recognition

Advice to Management

Need to be more inclusive and less nepotistic with only opportunities for favoured staff arising as they by postion they are able to show they have carreer progression potential

Other Employee Reviews for Civil Service United Kingdom

  1. "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.


  2. "Intern Review"

    StarStarStarStarStar
    Former Intern - Anonymous Intern
    Former Intern - Anonymous Intern

    I worked at Civil Service United Kingdom as an intern

    Pros

    Good management & support for working at home

    Cons

    Senior Managers can be very hard to approach

There are newer employer reviews for Civil Service United Kingdom
There are newer employer reviews for Civil Service United Kingdom

See Most Recent

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