12 People and skills
Our Digital and Technology Strategy will rely heavily on internal skills and capability. We already know that the availability of digital skills in the UK public sector are in short supply, high demand and the particular situation is no different in Scotland.
The programme to deliver the 11 devolved benefits represents a major career opportunity for digital and ICT professionals to join the Social Security journey and spend part of their developing career with us. We are creating an environment where the scale and pace of technology delivery will appeal to many professionals from within and outside the public sector.
As we continue to recruit staff in line with the programme schedule, we will be mindful of the talent pool from which we are drawing and look to minimise the impact on other public sector organisations, who lose staff that are attracted to our opportunities.
Beyond the life of the programme, technology development and operations will transfer into the agency and we will be mindful of the legacy of people that will be required in a different operating model to that of the programme.
We seek a working environment (people, management, processes, systems, tools, and buildings) which supports the civil service values and behaviours of today.
We will create an environment where an individual can make a difference and where our people feel valued. We want people to feel proud of being part of Social Security in Scotland and focused on providing an outstanding service to citizens.
The challenge of delivering the devolved benefits and building new technology platforms will have a significant impact on the number and types of jobs we need, the skills our people require and on other things like grade mix. We want to maximise the potential of the people we already have and grow our own internal capability through investment in them.
We will create a blend of technical and commercial capabilities within our people to manage a technology environment, which is likely to involve numerous suppliers and solutions.
To manage this landscape and have a lower dependence on vendors, we will bring in people who can understand technology and long-term contract management, working closely with procurement colleagues. Commercial acumen combined with technical expertise is a necessary skill that we must develop within the agency.
As the strategy progresses we will make use of all available recruitment channels and opportunities to bring in the correct expertise and skills to help us on the journey. This will involve a combination of permanent, fixed-term, and interim resources but always with public value in the forefront of our minds.