Public Services Commission reports staff growth, reforms and challenges in latest annual report

Performance, training and whistleblowing activity under scrutiny in latest PSC report

The Isle of Man’s largest public sector employer has published its annual report, detailing modernisation efforts, workforce trends, and organisational priorities over the past year.

The Public Services Commission (PSC) report covers the period from 1 April 2024 to 31 March 2025, outlining a number of developments across the government’s human resources strategy, including staff numbers, recruitment, training, health and wellbeing, and disciplinary proceedings.

According to the report, the total number of full-time equivalent (FTE) staff employed under the PSC increased to 4,276.61, a rise of 136 FTE or 3.28 percent on the previous year. 

More than 1,100 FTE employees are stationed within Manx Care, making it the single largest public employer on the Island.

Workforce

The Commission’s workforce continues to reflect a trend towards part-time and flexible working. 

As of the end of March 2025, there were nearly 1,000 FTE part-time staff, with women making up 58.7 percent of the total workforce – an increase on the previous year.

The average age of PSC employees stands at 46, higher than the UK Civil Service median of 44, with the report noting the importance of strategic succession planning to ensure long-term service delivery.

The largest share of staff were employed at Administrative Officer (AO), Executive Officer (EO), and Higher Executive Officer (HEO) grades, with fewer roles at the most junior grade of Administrative Assistant (AA), reflecting a shift in demand for more complex and skilled positions.

Absence and turnover

There were 439.9 FTE new starters and 336.8 FTE leavers during the reporting period. 

Voluntary resignation remained the leading reason for departure, followed by retirement. 

The report notes the absence of detailed data on destination sectors, due to the voluntary nature of exit interviews.

Sickness absence decreased slightly, with the percentage of total work time lost falling from 5.62 percent in 2023/24 to 5.30 percent. 

The number of days lost to sickness totalled 56,951, representing a 3.8 percent reduction. 

Despite this, the rate remains significantly higher than the UK public sector average of 2.9 percent.

The PSC reported that 34 percent of its staff had no recorded sickness absence during the year.

Human resources

The Office of Human Resources (OHR) continued to support the Commission through advice, policy guidance, and transformation programmes. 

Notably, it progressed work on ‘Project tHRive’, a modernisation initiative aimed at improving HR services across government. 

This includes the creation of a centralised Solutions Hub, and a People Strategy 2025–2030, both of which are due for completion by autumn 2026.

A new ‘Performance Development Framework’ was launched in April 2024 to improve how managers and staff approach performance objectives and development conversations. 

Initial data suggests that 49 percent of staff received performance management conversations during the year.

The report also highlighted increased demand for coaching and mentoring, and expanded access to psychometric assessments to support leadership development.

Settlement agreements

There were 13 conciliated settlement agreements in 2024–2025, with a total value of approximately £438,600. 

The majority of human resource casework involved attendance management, fairness at work concerns, and disciplinary or performance capability issues.

Health, safety and welfare

Health and safety training and advisory services were expanded, alongside greater support for staff welfare. 

The OHR recruited two qualified counsellors to address rising demand for support services, and extended mandatory welfare checks to more public-facing roles, including new police recruits and deputy headteachers.

Whistleblowing

The Public Service Integrity Line, operated by Crimestoppers, received 27 complaints during the reporting period – down from 41 in 2023–2024. 

Most related to human resources concerns, with some directed to the Audit Advisory Division for further investigation.

Separately, 13 whistleblowing cases were reported across the public service. 

These included complaints about criminal activity, health and safety risks, and alleged breaches of legal obligations.

Next steps

The Commission says it remains committed to ensuring government services are delivered by a “skilled, motivated, and supported workforce” as the public sector adapts to evolving legal, economic and technological demands.

Chair of the Commission Rob Callister MHK, said the report reflects efforts to ensure the Island’s public service remains “responsive, transparent, and performance-driven.”

“Our focus remains on delivering value to the public, preparing for technological change, embracing innovation and ensuring our workforce is equipped to thrive in a dynamic environment.”

The report in full can be seen HERE.