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• Union warns ministers that private sector damages image

The Audit Commission has warned local authorities "a key piece of the jigsaw" is missing from their recruitment and retention strategies, writes Clare Jerrom. 

Only one in five former public sector workers surveyed by the commission had received an exit interview or questionnaire.

"If employers are to develop meaningful recruitment and retention initiatives they cannot afford to miss this key piece of the information jigsaw," the report said.

Government action is needed to resolve the key long-term issues in the demand for and supply of public sector workers, it says. But effective short and medium term action at a local level is equally critical.

It is vital to look at the changing workforce that is delivering public services, the reason why people are joining and leaving, and the local initiatives that are proving successful.

People’s experience of work must match their expectations and the work environment must engage, enable and support staff to make a positive difference to service users. Staff should feel valued, respected and fairly rewarded.

The report acknowledges that demand for public sector staff is outstripping supply. The age profile of staff in some key professions shows shortages will increase if effective solutions are not found. London and the south-east experience the most severe problems.

The Audit Commission research found while some people cited pay as the primary cause of recruitment and retention problems, others said it had limited importance compared to other factors. It was the third most important reason why workers left jobs, and the most significant factor that could have enticed them to stay.

Bureaucracy, lack of resources and workload were the three main reasons why people left. The negative image of public sector work also had an effect on staff.

"I rarely tell people what I do, because of the stigma that goes with it, you’re damned if you do, you’re damned if you don’t. Social workers can never win," a former social services employee told the commission.

Local employers should develop a recruitment and retention strategy and monitor turnover and job satisfaction. The strongest driver to the public sector is people’s desire to make a positive difference to individuals.

Public service union, Unison said the report is 'a wake-up call' to government. Unison said the report endorsed its own findings of a growing crisis with potentially disastrous consequences for key public services, particularly social care.

"The government must deal with this crisis now by making sure that there are decent wages and conditions," Unison deputy general secretary Keith Sonnet said. "It can no longer take for granted the goodwill and commitment of the public sector workforce."

"The national pay strike in local government showed that workers no longer feel valued or respected," he said.

'Recruitment and retention - A public service workforce for the twenty first century' is available from 0800 502030.