MoD Civilian Covenant

Representatives from the unions: PCS, Prospect, GMB, and Unite marked the first day of new MOD Permanent Secretary, Ursula Brennan’s tenure by presenting her with a proposed civilian covenant. 

Morale is at an all time low in the MoD as the department moves to cut 25,000 civilian jobs.

The unions want a civilian covenant on similar lines to the military covenant setting out a two-way commitment between the armed forces and the civilian staff who support them.

The MOD Civilian Covenant: Valuing the 4^th Service

Loyalty and commitment: MOD civil servants shall remain totally committed to the Defence Aim; they undertake to strive for excellence in all of their roles but, in particular, in the support they give to the armed forces.

Valuing the 4^th Service: the MOD shall enhance public understanding of the role of its civil service through inter alia a defined programme of public awareness briefings, and shall defend quickly, robustly and publicly its civil servants against ill-informed and unjustified attack from the media and politicians.

Job Security: the MOD shall make decisions on the basis of a clear understanding of what the department does and who it needs to do it. It shall plan its requirements on the basis of a proper assessment of the correct balance between contractors and its own staff and between military and civilian personnel. Staffing levels shall be managed in a sensitive manner with due regard to the dignity of employees.

Skills and careers: the MOD shall invest in the training and development of its staff, so as to improve the efficacy of its business and to enhance the productivity and job satisfaction of its staff through the maintenance of rewarding careers. Training and development activity should recognise the need to retain the MOD’s ‘intelligent customer’ capability through the maintenance of specialist skills and effective succession planning.

Recognition and reward: the MOD shall develop and maintain civilian pay and conditions which are fair and enable it to recruit and retain high quality staff. Specifically the MOD shall identify and provide additional reward to the specialists in its workforce who deliver an essential contribution to military capability. 

Fair and effective management: the MOD shall establish and maintain a skilled and supportive line management chain, supported by logical and fair personnel management processes. The MOD shall encourage flexible working among its workforce, so as to enhance business efficiency and the achievement of work-life balance for staff.

Occupational health and welfare: the MOD shall ensure that its workplaces and its working practices comply with best practice when it comes to occupational health and safety; it shall invest in its business and thus ensure that staff have the facilities and equipment necessary to do an effective job. The MOD shall provide world class occupational health and welfare support for its civilian staff.

Change without trauma: the MOD commits to rational and transparent decision-making and meaningful consultation with a view to reaching agreement in change programmes, including the use of properly constructed Value for Money Benchmarks. It undertakes to do everything in its power to avoid enforced redundancies or relocations; and it aims to provide staff with the maximum choice about their future when work is privatised or contracted-out.

Dignity and respect: the MOD shall treat all of its employees with dignity, without bullying or harassment (or the fear of these) and with equality of opportunity. The MOD recognises the role of its union representatives in enabling staff to maximise their contribution to Defence.