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Development and flexible working help local authorities attract and retain IT staff

According to the latest salary survey conducted by the Society of IT Management (Socitm), local authorities are using fringe benefits and more flexible ways of working as a means attracting and retaining high calibre ICT professionals.

The annual survey of local government, which is conducted by Computer Economics Limited (CEL) on behalf of Socitm, showed:

• 93% offer flexible working hours
• 71% have a structured training and development plan for all staff
• 84% offer job sharing
• 66% allow selected staff to work from home (a significant increase in the 27% in 2004)

Andy Roberts, chair of Socitm’s Member Services Group, said: “In choosing an ICT job, salary is just one consideration. Job satisfaction, work-life balance, career development and a quality pension scheme are also key factors in the overall reward package.

"The Socitm Salary Survey shows once again that local government can offer a compelling overall package which ensures it can attract and retain high calibre ICT professionals."

Key findings in the survey included:

* An average salary increase of 4.8% in local authorities compared with an average 3.5% increase reported in CEL’s ICT salary surveys within the private sector.

* The proportion of authorities experiencing retention problems rose from 17% in 2004 to 23.5% this year and 31% experienced recruitment difficulties compared to 27% last year. Socitm say the private sector is experiencing much greater recruitment difficulties, with 58% citing problems this year – more than double the figure in 2003.

* Within local authorities, a ‘shortage of suitable candidates’ was cited as the main reason for recruitment difficulties (mentioned by 84% of the sample compared with 63% last year).

* Last year’s survey indicated an eroding of the differential between public and private sector salaries, particularly at the most senior levels. It showed that while in previous years salaries of ICT Directors in local government were typically only 60% of their private sector equivalents, by 2004, ICT Directors in London and the South East were being paid up to 86% of their equivalents in the private sector. By and large this position has been maintained.

* Use of contract staff is increasing. All Metropolitan Boroughs and 80% of County Councils in the sample for instance have used contract staff during the last 12 months. District Councils have made least use at 44%.

* Across the whole sample the incidence of bonus payments is 3.4%. 33% of London Boroughs (and 44% of Inner London Authorities) offer such bonuses.

The Socitm survey, now its fifth year, is available to participating local authorities (including Fire and Police Authorities) and provides an analysis of salary-related data by type of authority, job type, geographical location, gender, and age.

It compares local authority ICT salaries with those across all industries, using data from CEL’s larger Computer Staff Salary. It also provides information about staff turnover, recruitment and retention, and details of the efforts taken by local authorities to attract and retain staff, including payment of bonuses, and benefits such as flexitime, job sharing and home working.

This year’s results are based on returns from 140 local authorities covering around 7,000 staff, seven job levels, five job functions, and over 100 key skills.

Socitm is keen to support its members in their development, and has introduced a Continuous Professional Development (CPD) scheme, offers part funding for MBA courses for a number of its members, and is planning to introduce a peer-mentoring service.

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