GCS Talent Toolkit
We have reviewed our existing talent programmes and developed a new talent and internal pipeline strategy. The Talent Toolkit below outlines the new GCS Talent Approach for 2024/5
The GCS Talent Toolkit aims to support all those involved in developing and championing talent including individuals, line managers and GCS leaders.
Our talent approach enables us to remain committed to ensuring GCS is a destination of choice for communications professionals and highlights the unique opportunities available in GCS.
The GCS Central Team adds value where we are uniquely placed to do so. This includes:
- Running 2 high-quality schemes (GCS Apprenticeship and GCS Advance: Leader) to grow internally the skills we need at the right levels.
- Annual talent boards to collect data on talent at Director of Communications and Deputy Director (or equivalent), and working with organisations for data on topline Grade 6 level colleagues (or equivalent).
- Providing simple, engaging guidance, with clear roles and responsibilities on how organisations should manage and support talent. This will use and tighten existing organisational talent management processes and not introduce additional layers.
These initiatives will add value by working alongside your annual departmental performance cycle:
GCS Apprenticeship
The Government Communication Service (GCS) Apprenticeship programme aims to bring talented people into the GCS who have a strong interest in communications and have not previously considered a career in government communications.
This includes school leavers without degrees, those with degrees in different subject areas and those who are considering a career change at any point. Put simply, this programme is directly relevant for anyone considering a career in government communications at any age and stage of their working lives.
A GCS apprentice will develop their knowledge, skills and behaviours needed to begin an exciting career in communications. The 18-month apprenticeship combines work in one or more teams across government communications with academic study. Apprentices will work towards a level 4 PR and Communications apprenticeship and are expected to gain experience across at least 2 Modern Communications Operating Model disciplines. This includes:
- Data & Insight
- Digital
- External Affairs
- Internal Communications
- Marketing
- Media
- Strategic Communications
From 2024, all apprentices must do at least one placement in a digital or data team.
Apprentices will contribute to exciting new ideas and real issues that affect real people. For example:
- organising key events and visits;
- using digital and social media to interest and engage people;
- working on government campaigns to encourage community participation; or
- researching and analysing the needs of a variety of audiences.
Further information can be found on the GCS Apprenticeship webpage. You can also read Mandi’s story to learn more about how an apprenticeship can kick start a career in communications and Abbey’s blog to find out more about the work that apprentices do in practice.
GCS Advance Leader
Are you a senior communications manager (G6 or DD equivalent) aspiring to take the next step in your career? Our new GCS Advance Leader programme is all about expanding the leadership knowledge, skills and networks of senior GCS members who want to inspire large teams, drive complex cultural or organisational change, and explore the latest in innovation from a leadership perspective.
GCS Advance Leader is an intensive blended development programme which runs over 15 months and leads to a Postgraduate Diploma in Strategic Communication Leadership from the University of Huddersfield. There is also the option to continue to an MSc.
In addition to the academic modules, the GCS Central Team will deliver extended L&D in partnership with Civil Service experts, functions and professions to support participants’ career development. Upon completion, you’ll join a network of GCS leaders with ongoing support for your career development.
GCS mentoring opportunities
If you are looking to develop your career, taking part in mentoring could be a great option. Mentoring has been found to have many benefits for both mentors and mentees, growing confidence, supporting career progression and improving delivery.
Civil Service wide talent interventions
There are also a number of Civil Service wide talent interventions and Accelerated Development Schemes. These include:
- Future Leaders Scheme (Grade 6 & 7) supports civil servants in accelerating their development as well as learning more about their personal leadership effectiveness.
- Senior Leaders Scheme (Deputy Director) aims to advance the leadership capabilities of senior leaders for the most senior and critical roles in the Civil Service.
- Executive Coaches
- Accessed via the Government, Skills and Curriculum Unit, SCS have access to a pool of 130+ highly experienced executive coaches.
- You can choose how many sessions you have, the tier of coach (there are 3 tiers), and speak to coaches before you engage with them to check chemistry.
- Civil Service wide learning and development opportunities open to all grades via the Government Campus
- Image credit:
- Shutterstock/FGC (1)