Increasing public sector employment of disabled people: consultation

Chapter 2 – Target Options

This chapter considers some of the types of targets that could be set and seeks views on which might be considered suitable. We know that the setting of targets can have unintended consequences and these must be considered carefully.

The general use of targets/key performance indicators

Performance indicators, objectives and targets are widely used to measure how individuals or organisations are doing in meeting key areas of performance. Most public bodies have measures on which they report.

Targets or key indicators aim to offer a transparent way of demonstrating performance. In setting them, we have to consider what we know about that performance now, and what performance we believe would represent a significant positive change.

It is also important to have a clear starting point from which to measure, with clear and consistent mechanisms in place to accurately monitor progress.

Challenges to public sector targets

As noted in Chapter 1, the PSED data held and published by individual public bodies on their workforce in relation to disability varies considerably, and is likely in some cases to be the subject of significant under-reporting. Improving the quality of the data gathered will be key and must be considered carefully in developing any targets which may be appropriate.

In addition, in considering targets, it is important to consider the varying size, scope and functions of Scotland's public bodies.

Target options

Given our overarching ambition to drive a cultural change across Scotland which results in much higher disability employment rates, there is an agreed need to consult more widely than on target setting alone. We are therefore consulting on various options which could drive continuous improvement in the employment of disabled people in a way which recognises the distinct issues facing different bodies.

In the remainder of this chapter we have set out a number of potential options for setting targets and are seeking your views on those options. Chapter 3 will go on to consider other options for increasing the disability employment rates in the public sector.

Potential Target Options :

A. The Scottish Government to set one national public sector target (in a similar way to the setting of the overall ambition to more than halve the disability employment gap), with a timescale to meet this.

For example, this could be that disabled people make up a certain percentage of staff across all public sector bodies (based on the Annual Population survey figure of 11.7%) within a certain set time frame.

B. Similar to Option A, the Scottish Government to set one overall incremental public sector employment target that would be reviewed and revised in fixed stages.

For example, setting an overall target of a certain percentage point increase in the number of disabled people employed in the public sector, but with staged increases of for example 1 percentage point set over fixed periods. Progress would be reviewed after an agreed period of time, and new targets would be set based on past performance.

C. To require Scottish public sector bodies to set targets for their organisation taking into account their starting point in terms of the level of disabled people in their workforce, their size and differing core functions.

This would likely need to be based on agreed criteria (to ensure consistency of approach) and robust PSED measures to be in place and used for the starting measure.

D. For the Scottish Government to set a target for its own core Civil Service workforce, while working with other public bodies to encourage them to set their own voluntary targets.

Questions 4 – 7:

4. In your view, or the view of your organisation, would setting targets improve the disability employment rate in the public sector? (If yes, please go to Question 5 below).

If you or your organisation do not think setting targets would help to improve the disability employment rate in the public sector, please go to Question 7 below.

5. If you said yes to Question 4, please rank the following options in order of preference, where 1 is your least preferred option, and 4 is your most preferred option, and use the space provided to explain your rationale. Please only rank options you believe are viable:

Option A above

1) Setting one national public sector target, with a time scale to meet this.

2) If you support this option, do you, or your organisation, have a view on what the target should be?

Option B above

1) Setting one overall incremental public sector employment target that would be reviewed and revised in fixed stages.

2) If you support this option, do you, or your organisation, have a view on what the target should be?

Option C above

1) To require Scottish public sector bodies to set targets for their organisation taking into account their starting point in terms of the level of disabled people in their workforce, their size and differing core functions.

Option D above

1) The Scottish Government to set a target for its own core Civil Service workforce, while working with other public bodies to encourage them to set their own voluntary targets.

6. Please also tell us:

Where appropriate, what is your view, or the view of your organisation, on how long it would take to achieve the target set out from your preferred option above?

7. If you or your organisation do not think setting targets would bring about a significant change to the disability employment rate in the public sector, please tell us why.

Additional comments:-

Please tell us anything else about these options, or setting targets, that you haven't covered already, including any alternatives.