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This publication is available at https://www.gov.uk/government/publications/civil-service-talent-management/civil-service-talent-management
Developing civil servants’ skills to help them fulfil their potential is crucial to the future of the Civil Service.
We want to develop a strong and diverse pipeline of inspiring, confident and empowering leaders to shape the future of the Civil Service. Effective talent management will help us achieve this.
Good talent management leads to greater efficiency. It delivers a diverse and inclusive organisation in which the best people thrive, whoever they are. It is a key leadership issue and a critical part of any senior role
Lord Browne, Talent Management Review.
Developing your team: Talent Toolkit
Talent management is a critical part of a line manager’s role. It’s important line managers regularly include all their staff in discussions about their development, aspirations and performance. This will support the right people into the right roles, provide access to the right exposure, stretch and development to reach their potential.
The Civil Service Learning Talent Toolkit gives practical guidance and tips for managers to help them more effectively develop their staff.
The Civil Service High Potential Stream
The Civil Service High Potential Stream is a corporate talent pool managed across the organisation with the aim of creating a succession pipeline of exceptional leaders for the most senior roles.
Participants are selected for their aspiration to progress, their engagement in the Civil Service and their ability to deliver in a variety of different environments.
They role model behaviours that reflect the Civil Service’s culture and values, and the Leadership Statement, and they show a strong capacity to grow and succeed throughout their careers.
The High Potential Stream is made up of the following development schemes:
Future Leaders Scheme for high potential managers (Civil Service Grades 6 and 7)
The Future Leaders Scheme (FLS) is a cross-government scheme for talented and high-potential Grades 6 and 7, who have the potential to reach the Senior Civil Service.
The emphasis of the FLS is on development through practical experience underpinned by formal learning through a series of core modules.
Senior Leaders Scheme for high potential deputy directors (Civil Service SCS pay band 1)
The Senior Leaders Scheme (SLS) is a cross-government scheme for high potential deputy directors providing learning and leadership development for individuals through taught workshops, corporate challenges, exposure to different sectors, building a leadership network, and access to executive coaches.
The SLS aims to accelerate the development of the pipeline of future leaders for director roles.
High Potential Development Scheme for high potential directors (Civil Service SCS pay band 2)
The High Potential Development Scheme is a cross-government scheme for high potential directors (pay band 2), which aims to accelerate the development of those with the greatest potential to progress to director general, and potentially beyond that to permanent secretary.
Individual Development Programme for directors general
This programme is aimed at directors general with the potential to progress to permanent secretary. It is tailored to the cohorts specific leadership development needs.
There is more information on all of these schemes on Civil Service Learning (password protected).