BBC Executive response to the National Audit Office review: Managing The BBC’s Workforce

As noted by the NAO, over the period 2010/11 to 2015/16 we have reduced the cost and size of our payroll workforce by 6% and 4% respectively. We have also achieved a significant reduction in the number of our senior managers from 540 in 2010/11 to 319 by December 2016 of 40%.

The report also recognises that:

• The diversity of our workforce has increased with all our 2017 diversity targets and our 2020 targets for the proportion of disabled and LGBT staff across the workforce already met. We have introduced apprenticeships and a larger proportion of our staff, 53%, are now based outside of London.
• The structure of the BBC has also been simplified through fewer layers of management and streamlined professional support services and we have improved our workforce planning, including improved central reporting and oversight of our variable staffing.
• In addition, because of significant efficiency savings we have been able to invest in new services to enhance the BBC’s offer to audiences. We have increased overall output volumes of TV and digital services and we have invested in priority areas such as digital and technological skills to support services such as the iPlayer and to allow greater personalisation of BBC content.

We recognise that, as we enter our new Charter period, there is still further work to do in setting our overall workforce strategy. In addition, we face significant challenges in a rapidly changing media market where competition for digital skills and key broadcast and production talent is fierce.

In this context, the BBC welcomes the NAO recommendations, which we have considered in detail:

Central oversight of workforce management

We are currently implementing a robust workforce planning process. This will provide the basis for better decision making and will enable us to deliver the best content and services to our audiences.

Consistent measurement and reporting of variable staff

Detailed reporting on variable staffing was implemented during the last financial year, 2016-17. The BBC is now able to provide very specific detail when reporting on variable staffing, including the provision of headcount and cost data by individual and across all of the various BBC Divisions.

Improvements to the accuracy of headcount budgeting and forecasting

A project to improve the accuracy of this activity across all the BBC’s divisions is underway.

Senior Managers

The BBC will conclude its review of senior manager grades in the coming months when we fully expect our senior leadership group to represent less than 1% of the BBC’s workforce. We will continue to manage the paybill carefully and only award salary levels that are appropriate whilst ensuring we can still attract the right senior talent in a highly competitive marketplace.

Staff Survey - assessing organisational strain

The BBC currently asks questions in its annual employee survey about whether staff understand the need for change. In addition there are already a number of ways BBC leadership is able to listen to staff concerns. However we will consider whether we should ask a further question on change management to the annual survey.

The BBC should review its diversity strategy to reflect its most recent data in this area

The BBC published its Diversity and Inclusion Strategy in April 2016, with new and expanded targets set in accordance with the diversity of the UK population. The BBC is very proud of the progress it has made thus far, as shown in the recent staff census carried out in 2016. We will continue to review our progress towards the strategy objectives and we will make adjustments as necessary over the coming years to 2020.

BBC Press Office