Baroness Gisela Stuart, First Civil Service Commissioner, and Atul Devani, Civil Service Commissioner and entrepreneur, joined a recent Institute for Government panel on “Leadership change in the civil service: How can new permanent secretaries deliver for government?”
The discussion explored how the Commission works with departments to recruit its senior leaders and the role of the Commission in encouraging external recruitment to bring in new skills and talent.
Baroness Gisela Stuart said:
‘At its simplest, our role is to be the referee of the game in senior recruitment. We set the rules – our recruitment principles – and we make sure the game is played fairly, openly, and in a way that earns public confidence.
It’s worth reminding ourselves that leadership positions in the Civil Service - especially at Permanent Secretary level - are some of the biggest, most complex and most rewarding jobs in the UK. These are roles that carry responsibility for vast budgets, thousands of staff, and services that touch millions of lives every day.
We make sure recruitment remains fair and open, but we are also practical, proportionate and effective - we challenge and support departments to get the leaders they need, using the skills of our Commissioner team as well as our cross-government perspective.’
Baroness Gisela Stuart outlined the Commission’s strategic priorities for 2025–27, while Atul Devani reflected on the importance of innovation and diversity in leadership.
You can watch the full discussion here: Watch the event
The Civil Service Commission has published its strategy for 2025-2027. This outlines our foundations, mission, impact and priorities for the next two years.
Baroness Gisela Stuart, The First Civil Service Commissioner, has provided her first quarterly update to the Minister for the Cabinet Office on the Civil Service Commission's application of the Business Appointment Rules.
Further reading: First Civil Service Commissioner to Minister for the Cabinet Office (Friday 11 July 2025)
The First Civil Service Commissioner wrote to the Permanent Secretaries on 2 October 2025.
The update included:
- Queries on, and applications under, the Business Appointment Rules for senior civil servants and special advisers should now be sent to bars@csc.gov.uk.
- Further information on departmental BARs audits will follow.
The link to the letter can be found here.
Baroness Gisela Stuart, First Civil Service Commissioner
On 13 October 2025 the Civil Service Commission will formally assume responsibility for advising on applications from senior civil servants and special advisers under the government’s Business Appointment rules. This is an important development for the Commission, giving us responsibility for advising on exit, as well as being the independent regulator of entry into the Civil Service.
The Business Appointments Rules belong to the government. They exist to protect the integrity of government when someone moves on to a new role outside government, particularly where there is a risk or perception of a conflict of interest. The Rules apply to civil servants at all levels with the vast majority of applications handled by departments themselves.
From mid-October, when the Advisory Committee on Business Appointments (ACOBA) closes, the Civil Service Commission, as an independent statutory body, will be responsible for advising the most senior civil servants (Director General and above including equivalent senior diplomats and special advisers) who apply under these Rules.
Applications from former Ministers will go to the Adviser on Ministerial Standards, Sir Laurie Magnus.
The Commission is fortunate to have an experienced group of independent Commissioners from a wide range of professional backgrounds – from law and business to academia and the voluntary sector. A panel of three of our Commissioners and myself, as the First Civil Service Commissioner, will oversee the risk-based process. Our aim is to make the process as efficient as possible, making greater use of new technology where we can.
Our role is to provide judgement and scrutiny on applications under the Rules, ensuring that people can move smoothly between public service and other sectors in a way that is appropriate and transparent. And from 13 October 2025, the advice we have given to departing senior civil servants will start to be published on our website when an appointment is taken up or publicly announced. I will also be talking more about our approach at the Institute for Government in November and in evidence to PACAC over the autumn.
We will also begin designing the new system for the regular audits of departments’ handling of Business Appointment Rules applications at lower levels, scrutinising the way cases are handled at lower grades and sharing best practice. From 2026, these audits will take place alongside our audits of recruitment practice in departments.
Over the summer, we have been working closely with the Advisory Committee on Business Appointments (ACOBA), which previously advised on these cases as well as applications from former Ministers..The staff and members of ACOBA have shared their expertise and insights, and I want to thank them for helping us to ensure that the handover is as smooth and seamless as possible.
Looking ahead, the Commission has also been asked to make recommendations to government on how the Business Appointment Rules themselves might be strengthened. We want to help ensure that the framework is effective and proportionate and will be consulting stakeholders in the New Year as part of this work. Ultimately, the Rules are owned by government, but we will make suggestions on how they can be improved, based on our experience. We will also be providing quarterly updates to Ministers on our progress which will be published on our website too.
The Civil Service Commission is well placed to take on this new responsibility. The civil service is one of the UK’s greatest assets. Its ability to attract talented people, retain their skills, and then allow them to move in and out without damaging trust in government is vital.
Further information:
Read: First Civil Service Commissioner to Minister for the Cabinet Office (Friday 11 July 2025)
Read: Minister for the Cabinet Office to First Civil Service Commissioner (Wednesday 9 July 2025)
Read: Written statement from Pat McFadden, Chancellor of the Duchy of Lancaster (Monday 21 July 2025)
Read: Ethics and Integrity Commission to drive up standards across the public sector (Monday 21 July 2025)
The government announced on 21 July 2025 that ACOBA will close, and that as of 13 October 2025 the Civil Service Commission will take on a new role providing independent advice on, and scrutiny of, the application of the Business Appointment Rules (BARs) for civil servants and special advisers.
Interim arrangements
After Friday 12 September:
- Applications from former senior civil servants at Director General level and above (SCS3 / equivalent and above) should be submitted via their department to: the Civil Service Commission at bars@csc.gov.uk,
- Applications from the most senior special advisers (PB4 and equivalent) should be submitted via the department to: the Civil Service Commission at bars@csc.gov.uk.
Other applications:
- Former ministers should submit applications to: the office of the Independent Adviser on Ministerial Standards at ind.adviser.BARS@cabinetoffice.gov.uk.
- Applications from other senior Crown servants, for example members of the military, should be submitted via the department to: acoba@acoba.gov.uk for further information.
From 13 October ACOBA will no longer make decisions on your application. If you have a live application for consideration with ACOBA in the lead up to this date, ACOBA will be in contact with you directly to discuss the handling of your application.
The Civil Service Commission will publish further updates on how BARs cases within its remit will be considered in due course.
New Recruitment Principles Training Workshops
Following positive engagement with the Civil Service Commission’s Recruitment Principles training across 2024/25, we are pleased to announce a series of new training workshops aimed at further supporting departments to run fair, open and merit-based recruitment. Many of these draw on common trends identified through the Commission’s 2024/25 audit. These workshops will be held on a rolling basis throughout the year, with new dates and registration links added regularly.
All workshops will be held on Microsoft Teams. Joining links will be shared separately with registered attendees the day prior to scheduled sessions. You must use a government-issued email address to register.
Wednesday 6 August | 13:00 – 14:00
Learn how common breaches impact audits and how to avoid them, with practical strategies and real-life examples.
Exceptions
Wednesday 20 August | 13:00 – 14:00
A focused session on commonly used exceptions - how and when they apply, and when to seek the Commission’s prior approval.
Job Adverts Masterclass: Crafting Effective Job Adverts
Wednesday 3 September | 13:00 – 14:00
Improve advert clarity, inclusivity and structure to enhance candidate experience and reduce risks. Includes a mock advert exercise.
The Use of Reserve Lists
Wednesday 17 September | 13:00 – 14:00
Understand how to compliantly manage reserve lists, including extensions, reassignments, and location changes.
Mastering the Audit Process
Wednesday 1 October | 13:00 – 14:00
An essential guide to preparing for audits - tracking processes, managing risks and maintaining compliance.
Commissioner-Chaired Campaigns & Panel Composition
Wednesday 15 October | 13:00 - 14:00
Covering the composition and responsibility of selection panels, the role of a department’s Link Commissioner, panel composition and diversity considerations, and insights from a Commissioner about their experience as a Chair.
For queries about:
- Common Breaches, Job Advertisements, Audit Process: contact compliance@csc.gov.uk
- Exceptions, Reserve Lists, Commissioner-Led Campaigns: contact info@csc.gov.uk
The Rt. Hon. Baroness Gisela Stuart of Edgbaston, First Civil Service Commissioner, has written to the Rt. Hon. Nick Thomas-Symonds MP, Minister for the Cabinet Office and His Majesty’s Paymaster General, responding to his invitation to the Civil Service Commission to take on a new role providing independent advice on, and scrutiny of, the application of the Business Appointment Rules (BARs) for civil servants and special advisers.
These changes will become operational on 13 October 2025. The Commission will publish further a further update later in the summer.
Read: First Civil Service Commissioner to Minister for the Cabinet Office (Friday 11 July 2025)
Further information:
Read: Minister for the Cabinet Office to First Civil Service Commissioner (Wednesday 9 July 2025)
Read: Written statement from Pat McFadden, Chancellor of the Duchy of Lancaster (Monday 21 July 2025)
Read: Ethics and Integrity Commission to drive up standards across the public sector (Monday 21 July 2025)
The First Civil Service Commissioner, Baroness Gisela Stuart, has written to the Cabinet Secretary and Head of the Civil Service, Sir Chris Wormald KCB, outlining how the Commission aims to help the Civil Service recruit and promote the best skills and capabilities to deliver for UK citizens.
The letter reaffirms the Commission’s guiding principle as an outcome-focused independent regulator with clear statutory duties and priorities.
Read: First Civil Service Commissioner to Cabinet Secretary, 17 June 2025
Chris Pilgrim
As the independent regulator, our job is to provide assurance that appointments into the Civil Service are made fairly, openly, and on merit - to help the Civil Service recruit the people and talent it needs. As well as personally chairing senior level recruitment, the Commission audits a sample of recruitment campaigns across departments each year to check recruitment is meeting the legal standard and to highlight positive practice - and we want to help you succeed. Whether you’re new to recruitment or an HR professional, here’s ten top tips on what our team looks for during a recruitment audit
1. Know the law: fair, open and on merit
All recruitment into the Civil Service must be made on merit, following a fair and open competition - it’s not just best practice, it’s the law. Make sure your team understands the Commission’s Recruitment Principles, and if in doubt, ask us for guidance - especially when you are structuring job adverts.
2. Get job adverts right
Adverts should be accessible in MS Word format for our audits and in their final, published form. To avoid breaches due to ‘human error’, check and proof-read the details carefully before going live. Candidates rely on having the full information in your advert - and we’ll be reviewing them closely during an audit.
3. Be clear about candidate assessment
Job adverts should clearly outline how candidates will be assessed at each stage - from sift to interview. Be clear about how CVs and personal statements will be matched against essential criteria, and if there’s a presentation, say how it will be assessed against the criteria set out in the advert.
4. Track the candidate journey
During an audit, we need to follow candidates through from application to the outcome. That means clear records showing who was successful, unsuccessful, placed on a merit list, withdrew, or didn’t attend. Good record-keeping helps demonstrate a fair process and makes audits smoother for everyone.
5. Avoiding breaches
Most breaches stem from simple human error, lack of awareness of the Recruitment Principles or failing to seek Commission approval where needed. If you’re unsure, ask us. Learn from audit feedback, act on our recommendations, and use them to improve your future campaigns - and your audit rating.
6. Using exceptions?
When appointments are made by one of the Commission’s permitted exceptions (without open competition), you must be able to provide evidence to show why they meet the exception criteria. In particular, Exception 1 (Temporary appointments) usage must be clearly justified. Departments should have a clear and reliable system for tracking all exceptions - they’re a key audit focus,
7. SCS recruitment matters
Departments need to evidence how Senior Civil Service recruitment is run, including the percentage of external competitions. We expect to see a higher proportion of fair and open external competitions than internal or exceptional appointments. Show us your data, and explain your approach.
8. Champion diversity and innovation
Departments should be actively working to recruit a diverse workforce. Use outreach, inclusive job design, and make use of life chance schemes. You should continually explore innovative approaches in recruitment wherever possible to broaden your talent pool - and tell us what you did. We’re looking for progress and innovation in recruitment.
9. Keep talking to us
Our compliance team is here to help - whether you need advice on job adverts, audit prep, or training. Reach out early and often. It’s much easier to avoid issues when we work together from the start.
10. Use our audit insights
We don’t just audit to find breaches - we also want to highlight what’s working well. Each audit is an opportunity to learn, improve, and align your recruitment with best practice. Our audit insights are intended to help departments strengthen their processes and get better outcomes.
We run regular training sessions on the Recruitment Principles so keep an eye on our website for future dates.
Follow these tips and get in touch with our team if you need support. Like you, our goal is to help departments recruit the best people into the Civil Service - fairly and openly.
