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DDaT Workforce Insights & AnalyticsKey Highlights
Digital, Data and Technology (DDaT) ProfessionNovember 2019
What is in this deck?This deck shares the key findings from the November 2019 DDaT workforce data collection along with a broader progress update from the Workforce Insights & Analytics Team (WFI&A).
The main areas of focus are:
DDaT Profession: a view from the topUpskilling existing talentMeeting demandEmerging talentAnnex: contact details and departmental comparison
DDaT Profession
IMPORTANT: THIS DOCUMENT MUST NOT BE SHARED WITHOUT PRIOR APPROVAL OF THE DDaT WORKFORCE INSIGHTS AND ANALYSIS TEAM
A view from the top
DDaT Profession
The view from the top: DDaT Profession Statistics, November 2019
● Just 23% of DDaT professionals are based in London, with the majority located in large hubs such as the North West, North East and South West
● The percentage of contractors in filled Civil Service roles sits at 17%, remaining stagnant since July 2019
● The Technical job family remains the largest in the DDaT Profession, making up 34% of total workforce
● Software developer remains as the top in-demand role as since 2019, making up 15% of all vacancies at present
● The majority of vacancies are Group 1 roles, sitting within the Technical job family - increasing to 39% of total vacancies since July 2019
Reported resource type (including filled & vacant roles)
The view from the top: DDaT Profession Statistics, November 2019
DDaT Profession
*Including filled and vacant positions
DDaT Profession
Top headlines: commission progression
● Our picture of the DDaT Profession is improving: we have collected data from 26 organisations across government. This includes departments, non-ministerial organisations, agencies and Arm’s Length Bodies
● Data quality has improved: Specifically in the pay space with the onboarding of new agencies and Arm’s Length Bodies who wish to adopt the Pay Approach. Pay data helps to inform the development of the Pay Framework and Pay Approach.
● Validating the number of DDaT Professionals: we have validated over 15,500 DDaT Professionals across government. We expect this number to increase as we collect data from newly onboarded organisations/agencies/Arm’s Length Bodies.
DDaT Profession
Digital, Data and Technology is a growing profession
We aim to build capability for new and existing DDaT talent
Upskilling existing talent
DDaT Profession
Grade distribution across the DDaT Profession
Given the nature of DDaT roles, the chart provides a picture of grade distribution as highlights the high number of HEO-G7
There are minimal SCS reported - the majority being SCS1. From other data sources, we estimate that there are 200 SCS1 and 50 SCS2 in the DDaT Profession. We need to improve our data collection at SCS.
Guidance for mapping roles can be found here. *Excluding ‘blank’ and ‘G7/6’’ merged grades
DDaT Profession
Grade distribution in the DDaT Profession
There is opportunity to upskill existing talent into higher grades as a means of capability building
With more qualitative data analysis, there is an opportunity to identify specific gaps in the workforce and potential areas for upskilling existing talent in job families with large numbers in junior grades and vacancies at higher grades.
E.g. IT Operations has a large number of EO grades so there may be an opportunity to upskill some talent in HEO/SEO level.
*Excluding ‘blank’ and ‘G7/6’’ merged grades
DDaT Profession
The majority of SCS sit in Product and Delivery
DDaT Profession
Grade distribution in Product & Delivery
Current data suggest that Product and Delivery have the highest number of SCS 1 and 2 reported, with the majority sitting in Delivery manager and Service owner roles.
The data tells us that there is an opportunity for professionals in G7 and G6 roles to develop their leadership skills and move into the SCS space.
We now have a beta version of an SCS Capability Framework, which we are beginning to roll-out and highlights skills and behaviours needed for senior roles, to indicate development areas needed to pursue a career path into the SCS.
Meeting demand
DDaT Profession
Top in-demand roles and vacancy trendsWe continue to track the top in-demand roles across the data collection. The ‘Software developer’ role continues to be a roles in high demand across 11 departments.
Similarly, other Group 1 roles (e.g. Technical Architect and Infrastructure engineer) are repeatedly in demand across 10 departments.
We understand that roles which are difficult to hire and as a result are continuously in high demand, tend to sit in Group 1. There is a need to meet this ongoing demand across government.
DDaT Profession
What the data tells us Vacancy trends in the data show that there is continuous high demand for specific roles such as Software developer, Delivery manager, Technical architect and Infrastructure engineer - most falling in Group 1.
The roles are vacant across a number of departments rather than just one department with a large number of vacancies. Demand is continuous for these roles and has not diminished throughout the year.
What should be done to meet demand● Interim recruitment for roles with urgent or high demand e.g. via Expert Services
● Cross-government recruitment campaigns
● DDaT apprenticeships, Fast Stream and talent schemes e.g. upskilling programmes
RecommendationIt is recommended that departments engage with our GDS teams (Slide 16) to get a better understanding of what is currently on offer now or in future. Engagement will help the decision to either refresh existing programmes or create new ones tailored on building, upskilling and recruiting fresh DDaT talent into the Profession.
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Long term
Apprenticeships, Fast Stream and other initiativesA long term strategy on meeting demand is through apprenticeships, the Fast Stream and other initiatives led by the DDaT Emerging Talent team
Short term
Interim recruitmentThe Expert Services team within GDS are able to assist departments with recruiting interim DDaT roles for departments at short notice when there is high urgency
Medium term
Cross-government recruitment The GDS recruitment team run cross-government recruitment campaigns throughout the year to help multiple departments fill vacancies for roles with high demand
A timeline to meet demand
Emerging talent
DDaT Profession
Data Science Accelerator
TechConnect
Future Leaders
Schemes
GDS Academy
Apprenticeship Programmes
Communities of practice led
development programmes
DDaT Fast Stream
Delivery manager
development programme
Current initiatives to attract and build DDaT talent
There are existing DDaT talent schemes
which aim to build talent and capability
● The Software Developer Accelerated Apprenticeship (SDAA) gives existing civil servants the chance to develop into junior developers faster than a conventional apprentice route. Apprentices undergo intensive front loaded training to learn the vital software development skills they need.
● The DDaT Fast Stream continues to attract a number of applicants, who develop a range of skills across different areas to design, build and run digital services.
● We are currently in process of creating a cross government apprenticeship scheme for 2020. This will be created on the basis of departmental need and highest demand in the DDaT space. For more information on this, please see slide 21.
DDaT Profession
There are around 300 reported Apprentices. We can understand the apprentice space by looking at apprentice standards data, which will help to inform our approach to Apprenticeships throughout 2020.
The majority of apprentices are in Software developer roles (as helped by the SDAA) however, there are a number of apprentices in Group 1 technical roles: Infrastructure engineer and Technical architect roles.
Fast Stream data proves more problematic at the moment: we know there are 149 DDaT Fast Streamers but only 39 were reported in the data collection. We suspect this is because they are being captured under the DDaT job roles they are currently doing. We will look to resolve this issue in future commissions and provide some improved insight.
The current DDaT Apprentice space
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DDaT Apprentice offer can help to meet demand across government
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Cross-examining datasets: demand and apprentices
When cross-examining datasets, we can see that the top 5 filled apprentice roles align with the top 5 in demand roles e.g. Software developer is the most filled role and most in demand.
Likewise, there are a significant number of apprentices in other roles such as Infrastructure engineer, Technical architect and IT Service manager roles - aligning with those roles in demand.
We need to explore further how to better support the demand for Delivery Managers. One way is up-skilling existing Civil
Servants via GDS Academy courses
DDaT Profession
New Central Apprenticeship scheme - 2020
We are developing new Apprenticeship schemes, delivered in partnership with Civil Service HR to replace the previously run Fast Track apprenticeship scheme.
There is also a new DevOps Level 4 standard which will be ready to use this year.
We’ve undertaken a specific piece of user research to identify the specific needs from across government for future DDaT apprenticeship offers.
The purpose of this research is to explore:
● What is required across government● What departments are currently doing themselves● Identify where the DDaT Profession team can add the
most value in this space
We are currently working with departments to establish the demand for new apprenticeships
If you would like to feed into this research or have any questions, please contact the Emerging Talent team
Location
DDaT Profession
Despite London harbouring the
highest % of DDaT professionals in
one region (23%), the majority of
the workforce is evenly balanced
across all other regions.
There is scope to build upon
DDaT capability in a number of
regions outside of London.
Currently there is ongoing work on
making different locations attractive
as a DDaT hubs for future talent.
See here for more information.
*’Blank’ = unreported/unknown
Diversity
Gender distribution in the DDaT Profession
DDaT Profession
This chart is representative of 15 departments who submitted gender data.
We have validated gender for over 50% of DDaT Professionals to date. Gender data which has not been reported remains blank/unknown and accounts for ⅓ of the DDaT Profession.
There has been a subtle change in these figures since July 19, due to the onboarding of new departments onto the commission and headcount numbers fluctuating.
*Blank = unreported/unknown*Blank = unreported/unknown
DDaT Profession
Gender distribution by Job Family
Breaking down the data, we are able to see which areas might have greater gender disparity. This is useful in testing and validating our assumptions on gender in the DDaT Profession, informing the work of future diversity strategies.
Across the profession, there is a greater % reported of males in all Job Families apart from UCD; the greatest disparity remains in the Technical Job Family, whereas there is almost a balance between males/females in UCD.
*Blank = unreported/unknown
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Better data means better informed decisions
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Pay● Make improvements to the DDaT Pay Approach; more data on salaries across the profession will directly feed
into this workstream and aid departmental pay modelling to show cost/benefits for use in a department● To help understand the DDaT Profession pay landscape in order to support fair pay across the profession● Explore and find out whether certain locations demand higher pay than others and if there is a need to develop
location based guidance● Gain better understanding of the disparity in pay at Grade 7 & 6, which our limited data currently highlights
Diversity● Better evidence that demonstrates the gender pay gap, to inform strategies to reduce it● Use data to inform and monitor the delivery of initiatives to support the delivery of our DDaT Diversity and
Inclusion strategy● Assist the recruitment of a diverse talent pool into DDaT roles
Emerging Talent ● Understand which apprenticeships are on offer across government and identify what the current landscape looks
like in order to inform future initiatives to address capabilityRecruitment
● Refine cross-progression recruitment activities to target most in demand rolesWe have a number of returns against these fields from the majority of depts. However, accurate analysis is not possible due to a low volume of returns.
Improved data quality will allow us to focus on key areas
DDaT Profession
Summary - thank you for your data!
Using the data provided, we have been able to focus on and achieve the following:
● For the first time we have been able to collect data on which Apprentice Standards are being used in many organisations, to build a more accurate map of the use and future needs of the DDaT Profession. This data will help to inform strategy and tailor initiatives going forward
● Building on our view of talent in the profession, we aim to collect further talent data to aid with capability assessments in future
● Accurate pay analysis for individual departments upon request, as a result of improved mapping to the Capability Framework and submission of pay data. Complete and accurate pay data also helps to benchmark roles in the DDaT Capability Framework
● A solid dataset to compare against the wider market, which will allow us to understand how the DDaT Profession compares against it across a number of factors e.g. pay, location, demand and diversity.
DDaT Profession
30th October 2020
Upcoming data return dates:
PLEASE NOTE: the DDaT workforce commission will be moving to a 6 month cycle. An email will be sent out 4 weeks before each return date with the data template and additional details
29th November 2019
31st March 201930th April 2020
DDaT Profession
Contacting the DDaT Capability team
Data and Capability Framework: [email protected]
Pay: [email protected]
Emerging Talent: [email protected]
Communities: [email protected]
General enquiries: [email protected]
DDaT Profession
Annex
The cross government DDaT Workforce (incl. vacancies)
DDaT Profession
For comparative reference we have only included DDaT Profession data in this analysis (excluding functional data).
Please note:● Agencies and Arms Length Bodies have
been included in the department headcount
● Managed Services, GovCo, supply chain partners or equivalent are represented where this information has been provided.
*DDaT Profession roles are the 39 job roles defined in the DDaT Capability Framework only.
Department DDaT HeadcountDWP 3451
HMRC 3103
Home Office 2532
MOD 1543
DFT 1182
DEFRA 976
HMLR 721
Scottish Government 687
BEIS 615
MOJ 602
Cabinet Office 580
ONS 563
DfE 498
DFID 287
DIT 255
DCMS 134
CMA 73
MHCLG 56
DDaT make up by department
6.1%
Resource type by department
Role status by department
Location distribution by department
DDaT Profession
DDaT Profession
Pay Approach: DDaT role groupings
*Data analyst role still yet to be assigned a pay group
