22. The evolving threats to national security mean that nature of the Department's work is changing rapidly. It is seeking to develop its future force to ensure that it has the skills and capabilities that are needed, particularly in areas such as digital technology and cyber security.33 Our September 2018 report on Skill Shortages in the Armed Forces highlighted the long-standing problem of skills shortages and the challenge of recruiting the specialist skilled personnel needed to meet future ambitions.34 The Department told us that it has a skills plan and considers options to address shortages, including the remuneration package for trades with shortages and lateral entry into these trades. The Army also considers its shape, size and skill requirements and, on this basis, sets targets for Capita to recruit into specific groups. However, Capita did not achieve the Army's requirement in more than five of 17 target groups in any quarter in 2017-18.35
23. We were concerned that the Department's policies restricted its ability to recruit the specialist skills that it will increasingly need in the future. The Department told us that it was not changing its entry standards but has widening its entry criteria. For example, it is revising its medical conditions, considering areas such as mental health standards and musculoskeletal requirements, to attract a wider range of peopled.36 The Department is also growing its cyber capabilities, essential in a changing world. It is engaging with other government agencies to consider the entry requirements of people with cyber skills, and the extent to which they need to meet military standards and criteria. The Department accepted that these developments will require a fundamental change to the culture of the Armed Forces which had to be managed carefully. We were not convinced, however, that the Department was thinking radically enough or re-assessing its policies at the necessary pace.37
24. The Army has closed 68 local recruitment centres, more than half of the local offices it had in 2013. It claimed that the closures were largely in rural areas and based on an analysis of the number of applicants coming from those offices.38 However, the Committee found that some of the closures were in areas with historicall high recruiting rates or had the effect of requiring applicants to travel long distances.39 The National Audit Office report shows that closures have increased journey times to local offices.40 Capita claimed that the location of offices is not fixed and also, using its analysis of the origin of applicants, it could use its mobile facilities to increase its representation in areas without a recruitment office. We were concerned, however, that the Army was limiting the pool of potential recruits, and consider it should not rely solely on data on applications to indicate potential interest, nor should it underestimate the value of face-to-face recruitment drives.. The closure of offices has also reduced its ability to travel to schools and colleges to generate interest in careers in the Armed Forces.41
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33 Qq 97, 99
34 Q 117; Committee of Public Accounts, Skill shortages in the Armed Forces, Session 2017-19, HC 1027, 12 September 2018
35 Q117, C&AG's Report, para 2.23
36 Q 95
37 Qq 91, 96, 97
38 Q 81, C&AG's Report, Figure 5
39 Qq 80, 83
40 C&AG's Report, para 2.17
41 Qq 80, 83-86