Tag: Speeches

  • Will Quince – 2022 Statement on the National Tutoring Programme

    Will Quince – 2022 Statement on the National Tutoring Programme

    The statement made by Will Quince, the Minister of State at the Department for Education, in the House of Commons on 19 July 2022.

    This update presents the latest performance data for the National Tutoring Programme the Government are publishing today. On 26 May, the Secretary of State for Education (James Cleverly) announced an estimated 1.2 million courses had been started through the programme since the start of this academic year. I am now pleased to advise the House our latest estimates show that, up to 26 June, 1.78 million courses have started this year, and just over two million since the programme’s launch. This increase of more than half a million represents good progress towards the Government’s ambitious target of delivering up to six million courses by the end of the academic year 2023-24. My Department estimates that more than 80% of schools are now participating, and more than three quarters of the courses started this year are being delivered through the “School-Led” option, by schools using grant funding directly allocated to them. I will update the House on the complete year’s performance by the end of 2022.

    The Secretary of State for Education also advised the House on 26 May that we had launched procurement activity to appoint delivery partners for the ’22-23 and ’23-24 academic years to support schools to develop and deliver a high-quality tutoring offer. I am pleased to report that, following the open competitive exercise, we are today announcing the successful applicants. To quality assure Tuition Partners, we are appointing Tribal, with whom the Department currently has various contracts, including for moderating NPQ awards, and the National Centre for Excellence in the Teaching of Mathematics. To train new tutors, we are appointing the Education Development Trust, which currently delivers NTP tutor training to staff already employed in schools who want to become SLT tutors, ECF/NPQs and the Behaviour Hubs programme. To recruit and deploy academic mentors, we are appointing Cognition Education, with which the Department currently contracts for the Career Change Programme, and which provides subject matter expertise to T Level providers.

    Following our 26 May announcement of the methodology for allocating tutoring funding to schools next year, this week we will publish academic year ’22-23 National Tutoring Programme funding allocations for each school.

  • Will Quince – 2022 Statement on Funding Allocations for Schools

    Will Quince – 2022 Statement on Funding Allocations for Schools

    The statement made by Will Quince, the Minister of State at the Department for Education, in the House of Commons on 19 July 2022.

    Today I am confirming provisional funding allocations for 2023-24 through the schools, high needs and central school services national funding formulae (NFF). Overall, core schools funding (including funding for mainstream schools and high needs) is increasing by £1.5 billion in 2023-24 compared to the previous year, on top of the £4 billion increase in 2022-23.

    High needs funding is increasing by a further £570 million, or 6.3%, in 2023-24—following the £2.6 billion increase over the last three years. This brings the total high needs budget to over £9.7 billion. All local authorities will receive at least a 5% increase per head of their 2-18 population, compared to their 2022-23 allocations, with some authorities seeing gains of up to 7%. Alongside our continued investment in high needs, the Government remain committed to ensuring a financially sustainable system where resources are effectively targeted to need. The consultation on the SEND and alternative provision Green Paper closes on 22 July, and the Government will confirm the next steps in implementing our reform programme later this year.

    Funding for mainstream schools through the schools NFF is increasing by 1.9% per pupil compared to 2022-23. Taken together with the funding increases seen in 2022-23, this means that funding through the schools NFF will be 7.9% higher per pupil in 2023-24, compared to 2021-22.

    The NFF will distribute this funding based on schools’ and pupils’ needs and characteristics. The main features in 2023-24 are:

    The core factors in the schools NFF (such as basic per-pupil funding, and the lump sum that all schools attract) will increase by 2.4%.

    Funding for disadvantaged pupils will see greater increases—with funding for two deprivation factors in the NFF increasing by a greater amount than other factors. These two factors (relating to pupils who have been eligible for free school meals at any point over the last six years, and the IDACI factor which relates to relative deprivation between local areas) will increase by 4.3% compared to their 2022-23 values.

    The funding floor will ensure that every school attracts at least 0.5% more pupil-led funding per pupil compared to its 2022-23 NFF allocation.

    The minimum per-pupil funding levels (MPPLs) will increase by 0.5% compared to 2022-23. This will mean that, next year, every primary school will receive at least £4,405 per pupil, and every secondary school at least £5,715. Academy trusts continue to have flexibilities over how they allocate funding across academies in their trust. This means, in some cases, an academy could receive a lower per-pupil funding amount than the MPPL value. This may reflect, for example, activities that are paid for by the trust centrally, rather than by individual academies.

    The 2022-23 schools supplementary grant has been rolled into the schools NFF. Adding the grant funding to the NFF ensures that this additional funding forms part of schools’ core budgets and will continue to be provided.

    We are targeting a greater proportion of schools NFF funding towards deprived pupils than ever before—with 9.8% of the schools NFF allocated to deprivation in 2023-24. This will help schools in their vital work to close attainment gaps and level up educational opportunities. In 2023-24, schools in the highest quartile of deprivation (measured by the percentage of pupils who have been eligible for free school meals over the past six years) will, on average, attract larger per-pupil funding increases than less deprived schools.

    As previously confirmed in the Government’s response to the consultation on completing our reforms to the NFF, 2023-24 will also be our first year of transition to the “direct” schools NFF—with our end point being a system in which, to ensure full fairness and consistency in funding, every mainstream school in England is funded through the same national formula without adjustment through local funding formulae. In 2023-24 local authorities will only be allowed to use NFF factors in their local formulae, and must use all NFF factors, except the locally determined premises factors. Local authorities will also be required to move their local formulae factors 10% closer to the NFF values, compared to where they were in 2022-23, unless their local formulae are already so close to the NFF that they are classed as “mirroring” the NFF. This follows the positive response to these proposals in the consultation last year. Alongside the NFF publications, today we have published an analysis of the impact of this initial move towards the direct NFF in the national funding formula for schools and high needs 2023-24 policy document.

    Central school services funding is provided to local authorities for the ongoing responsibilities they have for all schools. The total provisional funding for ongoing responsibilities is £292 million in 2023-24. In line with the process introduced for 2020-21, to withdraw funding over time for the historic commitments local authorities entered into before 2013-14, funding for historic commitments will decrease by a further 20% in 2023-24.

    Confirmed allocations of schools, high needs and central schools services funding for 2023-24 will be published in December. These will be based on the latest pupil data at that point.

  • James Cleverly – 2022 Statement on the Department for Education

    James Cleverly – 2022 Statement on the Department for Education

    The statement made by James Cleverly, the Secretary of State for Education, in the House of Commons on 19 July 2022.

    The 32nd report of the School Teachers’ Review Body (STRB) is being published today. Its recommendations cover the remit issued in December 2021, regarding the pay awards for teachers for each of the next two academic years, 2022-23 and 2023-24. The report will be presented to Parliament and published on gov.uk.

    The Government values the independent expertise and insight of the STRB. We know that pay and the pay system has a crucial role to play in ensuring teacher quality, and therefore improving pupil outcomes. As set out at the 2021 spending review, public sector workers will see pay rises as a result of the return to a normal pay setting process. However, it remains important that public sector pay awards are appropriate and affordable to safeguard wider investment in continued improvements in public services. Teachers’ pay awards therefore need to be appropriate in the context of the wider economy.

    In line with our proposals, the STRB has recommended an 8.9% uplift to starting salaries outside London in 2022-23. This keeps us on track for delivering our manifesto commitment of a £30,000 starting salary. It then recommends uplifts of between 5% and 8% along the rest of the main pay range, including advisory points. The STRB has also recommended a 5% pay award for experienced teachers and leaders in 2022-23, as well as for other pay and allowance ranges.

    I am accepting the STRB’s recommendations for 2022-23 in full. These recommendations rightly target the highest uplifts—up to 8.9%—at early career teachers, where we know pay has most impact and where cost of living pressures are felt most acutely, whilst still providing a significant uplift to experienced teachers and leaders. This is the highest pay award for teachers in the last 30 years. Together these awards recognise the importance of investing in teachers and delivering a motivating career path for the whole profession, whilst also considering what is an appropriate award in the context of the wider economy and public sector finances, and the cost of living pressures facing households. These pay awards should be viewed in parallel with the Government’s £37 billion package of support for the cost of living, which is targeted to those most in need. I am grateful to the STRB for showing consideration of this need to balance these challenging issues.

    Pay awards this year strike a careful balance between recognising the vital importance of teachers, whilst delivering value for the taxpayer, not increasing the country’s debt further, and being careful not to drive even higher prices in the future. Sustained higher levels of inflation would have a far bigger impact on people’s real incomes in the long run than the proportionate and balanced pay increases recommended by the independent pay review bodies now.

    My Department originally sought a two-year remit for this year’s pay round. However, after careful consideration, I believe it is not appropriate to determine pay awards for 2023-24 at present. The Government intends to remit the STRB for the 2023-24 pay year in line with other public sector workforces.

    This means that, whilst I thank the STRB and all statutory consultees for the work that went into considering pay awards for 2023-24,1 will not be making a pay award for that year at this time.

    I am pleased to confirm that the uplift to starting salaries that I have accepted for 2022-23 will deliver the progress we set out towards delivering our commitment to a £30,000 starting salary—with all new teachers outside of London earning a salary of at least £28,000 from September.

    This is a £2,286 uplift. Those in inner London will earn at least £34,502 from September. We remain firmly committed to uplifting starting salaries to a minimum of £30,000, with these uplifts making good progress to delivering this commitment. This competitive graduate starting salary will attract the best and brightest graduates to consider a career in teaching. We will put forward out proposal for how we intend to reach this through the pay round next year, as per the usual process.

    Funding for this pay award will come from the core schools budget settlement that was agreed at the 2021 spending review, which will deliver a £7 billion cash increase to core schools funding by 2024-25. Increases in funding have been frontloaded to get money rapidly to schools, meaning that in 2022-23 core schools funding is increasing by £4 billion compared to 2021-22.

    Most overall pay awards in the public sector are similar to those in the private sector. Survey data suggests the median private sector pay settlement, which is the metric most comparable to these pay review body decisions, was 4% in the 3 months to May. Median full-time salaries are higher in the public sector, and public sector workers also benefit from some of the most generous pensions available.

    A full list of the recommendations and my proposed approach for implementation can be found at: https://questions-statements.parliament.uk/written-statements/detail/2022-07-19/HCWS235

    Academies have the freedom to set their own pay policies. Many teachers will be eligible for performance related pay progression and pay rises from promotion; typically around 40% of experienced teachers below the maximum of their pay range receive a pay rise over and above the pay award as a result.

    My officials will write to all of the statutory consultees of the STRB to invite them to contribute to a consultation on the Government response to these recommendations and on a revised school teachers’ pay and conditions document and pay order. The consultation will last for 10 weeks.

  • Ben Wallace – 2022 Statement on Women in the Armed Forces

    Ben Wallace – 2022 Statement on Women in the Armed Forces

    The statement made by Ben Wallace, the Secretary of State for Defence, in the House of Commons on 19 July 2022.

    I am delighted to provide an update on developments one year on from the publication of the comprehensive report of the Commons Defence Committee’s inquiry “Protecting Those Who Protect Us: Women in the Armed Forces from Recruitment to Civilian Life”. We would like to put on record our thanks for those who have enabled us to build on existing initiatives, develop new and innovative interventions and increase the pace of change. This includes the Defence Committee, the Ministry of Defence’s Diversity and Inclusion Team, the servicewomen’s networks and, in particular, Air Chief Marshal Wigston for his review on inappropriate behaviours in July 2019.

    An extensive programme of further work has been delivered across Defence as part of the Government’s response to the inquiry. This includes training developments around the concept of consent, the transformation of the service complaints system, the stand-up of the Defence Serious Crime Unit HQ, the delivery of improvements to uniform and equipment for women, and the Servicewomen’s Health Improvement Sprint, all of which reinforce the commitment of our armed forces to being a truly inclusive employer.

    In addition, two new policies and a strategy have been published today on www.gov.uk as part of Defence’s commitment to deal with unacceptable sexual behaviour. These are the:

    Zero Tolerance to Unacceptable Sexual Behaviour policy: a victim/survivor focused approach;

    Zero Tolerance approach to Sexual Exploitation and Abuse (SEA) policy; and

    Strategy for Tackling Sexual Offending in Defence.

    They build on measures that Defence introduced in March 2022, which provided for mandatory discharge for anyone convicted of a sexual offence, and which also prohibited sexual relationships between instructors and trainees.

    We recognise the need to tackle unacceptable sexual behaviour robustly at the earliest opportunity before it reaches criminal behaviour, and we have addressed this in the Zero Tolerance to Unacceptable Sexual Behaviour policy. The policy applies to all UK armed forces personnel and makes it clear that there is no place in Defence for unacceptable sexual behaviour. The policy places an emphasis on the support of victims/survivors, with a presumption of discharge from the armed forces for any person who has behaved in a sexually unacceptable way. Additionally, as set out in a previously published policy, any person in authority having a sexual relationship with a trainee or recruit will be discharged, and a new service offence is being developed which will reinforce this policy.

    When personnel are working on behalf of Defence outside of the UK, the new SEA policy prohibits all sexual activity which involves the abuse of power, including the use of transactional sex workers. It ensures that every allegation will be acted upon and that administrative, disciplinary, or criminal proceedings will be pursued if there are grounds.

    The strategy for tackling sexual offending in Defence also prioritises the victim/survivor and aims to reduce the prevalence and impact of sexual offending in the armed forces through increased reporting, engagement and successful prosecutions in the service justice system.

    The armed forces offer a fantastic career opportunity for men and women, but, as the Committee’s report highlighted, their experiences are not always equal and in some cases are unacceptable. I am proud we have been able to deliver such important progress over this past year and am confident that the Ministry of Defence will continue to deliver further change at pace.

  • Ben Wallace – 2022 Statement on the Defence Pay Award

    Ben Wallace – 2022 Statement on the Defence Pay Award

    The statement made by Ben Wallace, the Secretary of State for Defence, in the House of Commons on 19 July 2022.

    I am today announcing the Government’s decision on pay for the armed forces for 2022-23.

    The Government are taking the opportunity to support our aim to reshape defence and grow 21st-century skills, as outlined in the integrated review’s “Defence in a competitive age” Command Paper, and they also look forward to the recommendations of the Haythornthwaite review of armed forces incentivisation next year. This pay award supports wider recruitment and retention and addresses the requirements of smaller but highly skilled armed forces while recognising affordability.

    The Government received the Armed Forces’ Pay Review Body report on 2022 pay for service personnel up to and including 1-star rank on 13 June 2022. This has been laid before the House today and published on gov.uk. The Senior Salaries Review Body’s 2022 report, which includes recommendations for the senior military, has been laid today by my colleagues in the Cabinet Office.

    The Government value the independent expertise and insight of the AFPRB and SSRB and take on board the useful advice and principles set out in response to the Government’s recommendations outlined in the report.

    The Government are accepting the AFPRB’s and SSRB’s recommendations in full for the 2022 pay round. This award will benefit the whole of the armed forces and is the biggest percentage uplift in 20 years, recognising their vital contributions and the cost of living pressures facing households.

    Pay awards this year strike a careful balance between recognising the vital importance of public sector workers, while delivering value for the taxpayer, not increasing the country’s debt further, and being careful not to drive even higher prices in the future. Sustained higher levels of inflation would have a far bigger impact on people’s real incomes in the long run than the proportionate and balanced pay increases recommended by the independent pay review bodies now. Pay awards should be viewed in parallel with the Government’s £37 billion support package for the cost of living, which is targeted to those most in need.

    In addition to this package, the MOD has frozen the daily food charge for our personnel. We are also limiting the increase in accommodation charges to 1%, ensuring the council tax rebate reaches those in military accommodation, and we are increasing the availability of free wraparound childcare from the start of the new academic year. Any service families facing hardships of any kind should approach their welfare officer so that further support can be discussed.

    This year the AFPRB have recommended:

    a headline increase in base pay for all members of their remit group (including medical and dental officers) of 3.75%;

    that all accommodation charges are capped at 1%; and

    rises and changes to other targeted forms of remuneration, and some increases to compensatory allowances. Where specified, these recommended changes are to be backdated to 1 April 2022.

    The SSRB have recommended:

    all members of the senior military, including medical officers and dental officers (MODOs), should receive a 3.5% consolidated increase to base pay;

    no change to the current pay arrangements for MODOs:

    2-star MODOs should continue to be paid 10% above the base pay at the top of the MODO 1- star scale, plus X-factor:

    3-star MODOs should continue to be paid 5% above the base pay at the top of the MODO 2-star scale, plus X-factor.

    that the minimum guaranteed increase to base pay (excluding X-factor) on promotion from

    1-star to 2-star does not fall below 10%;

    that the minimum guaranteed increase to base pay (excluding X-Factor) on promotion from 2-star to 3-star does not fall below 10%.

    In the last five years the armed forces have received a cumulative pay award of 11%. This, combined with the 1% cap on accommodation charges, no rise in food charges, and 33% of service personnel also benefiting from an incremental rise in pay and an increase in the starting salary, after training, to £21,424, demonstrates how much the Government value the armed forces and their families.

    Most overall pay awards in the public sector are similar to those in the private sector. Survey data suggests that median private sector pay settlement, which is the metric most comparable to these pay review body decisions, was 4% in the three months to May. Median full-time salaries are higher in the public sector, and public sector workers also benefit from some of the most generous pensions available.

    Attachments can be viewed online at:

    http://www.parliament.uk/business/publications/written-questions-answers-statements/written-statement/Commons/2022-07-19/HCWS237/

  • Ben Wallace – 2022 Statement on the Combat Air Strategy

    Ben Wallace – 2022 Statement on the Combat Air Strategy

    The statement made by Ben Wallace, the Secretary of State for Defence, in the House of Commons on 19 July 2022.

    The 2018 combat air strategy set out how the UK will deliver the military capability we need to operate in highly contested environments, boost our industrial capability and maximise our international influence. My Department actively maintains our Typhoon and F-35B Lightning fleets at the cutting edge. This enables them to project UK influence and uphold international security from the south Atlantic and north sea, where Typhoon is responsible for controlling the UK’s skies through sustainment of a quick reaction alert capability, to East Asia, where in 2021 our F-35s, on board HMS Queen Elizabeth, undertook their first embarked operational deployment. The Future Combat Air System programme is undergoing important progress as we collaborate with international partners to design next generation technologies.

    The RAF’s combat aircraft have been key to our ability to deal with the most pressing security issues of our time, from degrading Daesh, to policing NATO airspace, to deterring Russia.

    Indeed, the operational need for advanced, capable, agile combat air is as evident now as it ever has been. In east Asia, the carrier strike group took part last year in exercises with air and naval forces from the United States, the Netherlands, Australia, France, Japan, New Zealand, India, Malaysia, Singapore and the Republic of Korea, building interoperability, demonstrating the reach of UK combat air, and putting into practice the integrated review’s commitment to the Indo-Pacific. As I submit this update to the House, RAF Typhoon aircraft are patrolling the skies above eastern Europe, at the vanguard of NATO’s collective security. There could be no clearer demonstration that we are steadfast in the defence of our shared values following Russia’s illegal and unprovoked invasion of Ukraine.

    We must maintain the RAF’s ability to undertake these vital missions for decades to come and are working with close international partners to determine how FCAS could fulfil this role. The combat air strategy highlights the importance of air power in delivering our national security, but also the Government’s vision for a strong, prosperous and influential Global Britain, underpinned by a world-leading combat air sector. Combat air has a vital role to play in the UK’s national security, defence industrial capacity and international influence.

    Military capability

    The integrated review highlighted that there is a systemic competition under way to shape the international environment. From a combat air perspective, the key features of this competition will be efforts to dominate the operating environment and preserve or deny freedom of action, the rapid pace of technological change, and proliferation of advanced capabilities. This is the strategic context in which the integrated review said we would continue to develop FCAS and why the defence Command Paper reaffirmed that we will invest more than £2 billion in the programme out to 2025. This is part of a budget of more than £10 billion over the next 10 years, although the ultimate amount we invest will depend on key programme choices and the role that our international partners take in the programme.

    Given the rate of technological advance, it is crucial that we have a system that can maintain its effectiveness against tomorrow’s threats. Our entire approach to military capability acquisition must respond to this reality. Consequently, we are designing a capability with truly 21st-century characteristics. These include an open systems architecture that will allow modularity and rapid upgrade, the exploitation of machine learning to augment and support human operators, and the use of digital networks and data to ensure operational advantage.

    The next generation of combat air will be defined as much by the “how” as by the “what”. For example, we are exploring how our future capability could be more than a traditional combat air platform, but the vital connected heart and mind of an integrated combat air system. This will mean the ability to contribute to and utilise wide-ranging capabilities, from intelligence, surveillance and reconnaissance to command and control and air defence. The core platform would be one vital element of a broader combat system that links seamlessly with other units in the air, on land and at sea, bringing these together to maximise effect. Central to the strides we are taking are advances in data processing, communication networks, sensor fusion and sophisticated effectors. We will continue to exploit technology in the way we train, using synthetic training for an expanding number of professions from aircrew to air traffic controllers and battlespace managers.

    Last summer we awarded a national contract, initially worth £250 million, for concept and assessment work under the FCAS acquisition programme. This will define and begin design of FCAS and secure the infrastructure to underpin cutting-edge digital engineering, data and software-based systems, to enable major programme choices by 2024. The contract was awarded to BAE Systems, with flow-through to Rolls-Royce, Leonardo UK and MBDA UK, collectively known as Team Tempest, and a wider supply chain of UK of small and medium-sized enterprises and academic institutions.

    To drive forward further development, a series of demonstration and test activities are being planned throughout this decade. At the centre of this activity will be a next generation flying demonstrator, currently being developed by the MOD and Team Tempest industry partners. It will be a crewed core platform concept capable of supersonic flight and is expected to take to the skies for the first time within the next five years. This UK project is now being expanded to include involvement from Italy.

    While we press ahead with work to develop concepts for FCAS, we are also enhancing the capability of our existing combat air fleet. The continued development and production of Radar 2, Typhoon’s new electronically scanned array, will deliver a step change in capability. It will enable Typhoon to keep ahead of versatile and proliferating threats well into the next decade and offer a pathway for incremental development that will prepare Typhoon to operate in heavily contested and complex electro-magnetic environments. Our F-35 fleet reached initial operating capability (maritime) in 2020 and put this into practice in the carrier strike group in 2021, giving the UK its first low-observable, carrier-based, fifth-generation combat air capability. We also continue to develop cutting-edge complex weapons, including the Future Cruise/Anti-Ship Weapon and the SPEAR family of missiles.

    Industrial capability and levelling up

    The question of how is equally important to the design, development, and manufacturing processes for our future combat air capability. The UK must break the boom and bust acquisition cycles that have been a hallmark of previous combat air programmes and move the sector to a more stable footing. In line with the Defence and Security Industrial Strategy, this would help us to sustain the UK’s defence industry as a “strategic capability” and safeguard our operational independence, the ability “to conduct military operations as we choose without external political interference, and to protect the sensitive technologies that underpin those capabilities”.

    Cutting-edge design and manufacturing capabilities will also be increasingly central to how UK combat air capability is delivered, maintained and upgraded. We have partnered with industry to develop advanced Industry 4.0 technologies, such as digital design and additive manufacturing.

    BAE Systems’ new factory of the future in Lancashire is illustrative of this progress. It demonstrates integrated and agile manufacturing capabilities including advanced 3D printing and autonomous robotics. It is a team effort with more than 40 blue chip and SME companies and academic institutions collaborating, driving the best of UK innovation and highlighting what it can achieve.

    A digital-first approach, whereby we maximise the extent to which we design and test in the digital world, will be central to fast and affordable delivery. For example, additive manufacturing is reducing the number of components needed to manufacture key parts, while digital testing means that aerodynamics can be trialled more quickly and to a greater level of fidelity before the need to produce models for testing in wind tunnels. These technologies are already delivering in weeks what previously took months, and in days what until recently took weeks.

    This approach requires people throughout the enterprise who can truly understand, seize and exploit the benefits of digital working. The people designing FCAS today, whose careers in science and industry are being launched by the programme, represent our vision for a “generation tempest”. Our core industry partners employ 1,000 apprentices and graduates working on FCAS, and this figure is growing. The tempest early careers network gives opportunities to the next generation of leaders to work together across Government and industry to solve design and engineering challenges. To drive the skills agenda forward, Team Tempest partners are launching a national recruitment and skills initiative to attract the diverse talent and expertise needed across the country to support the programme. This will see a substantial expansion in the recruitment of apprentices and graduates.

    More broadly, the FCAS Enterprise now employs around 2,500 personnel including engineers and programmers and recruitment is set to expand. This is part of a wider industrial eco-system focused on combat air, with hundreds of companies and academic institutions across the UK and key workforce clusters in the north-west and south-west of England and in Scotland. The defence Command Paper noted the many thousands directly employed by the sector and the tens of thousands more in the supply chain.

    Indeed, combat air has a key role to play in supporting the Government’s levelling-up agenda. For example, as noted in the levelling-up White Paper itself, the FCAS technology initiative, a research and development programme in partnership with industry and SMEs, has already invested £1 billion in R&D across the UK and will invest a further £1 billion over the coming years. There have been impressive developments in many technology areas, including power and propulsion, airframes, sensors, open mission systems, communications, and weapons integration. This work is now fully embedded into the FCAS acquisition programme as we draw on those crucial technology areas. Vitally, a close link exists between FCAS and Typhoon, allowing future FCAS technologies to be considered for integration into Typhoon as part of Typhoon’s long-term evolution.

    F-35 and Typhoon continue to play key roles in supporting defence industrial hubs across the UK and hundreds of companies in the broader supply chain. In north Wales, Sealand Support Services Ltd has declared a repair capability that will support F-35 for years to come. Key elements of the thousands of F-35 aircraft being manufactured for air forces across the globe continue to be made in the UK, such as the aircraft tails at BAE System’s site at Samlesbury. Meanwhile, the Typhoon long-term evolution study has entered its second phase and, alongside Radar 2, will secure hundreds of highly skilled jobs at Leonardo’s sites in Edinburgh and Luton, BAE Systems’ sites in Lancashire and with Meggitt in Stevenage. The Typhoon Total Availability Enterprise (TyTAN), an innovative agreement with UK industry, continues to see substantial reductions in Typhoon’s support costs while enhancing its availability for crucial operations, such as QRA. BAE Systems continues to provide essential sustainment support to both Typhoon and F-35B Lightning at RAF Lossiemouth, Coningsby and Marham.

    International influence

    The UK has extensive experience in delivering combat air programmes through global partnerships, from Tornado, to Typhoon and F-35, built on strong political, industrial, operational and training relationships. Continuing in this vein, and to maximise the synergies of working with close partners, we are exploring means to deliver FCAS under a UK-initiated international partnership, to achieve an affordable state-of-the-art capability and support the UK’s sovereignty, freedom of action and industrial base. This approach supports the DSIS international co-operation objectives of delivering effective capability based on common requirements, improving value, attracting international investment and bolstering UK influence. The UK is now conducting joint concept analysis with Italy and Japan to understand each other’s military requirements, areas of commonality, and to explore potential future combat air partnership options. We and our partners intend to make further decisions on this by the end of 2022. We will also continue to explore working with other allies and strategic partners on future combat air.

    This will build upon the substantial work already undertaken. In line with the integrated review, we have continued to work with Italy and Sweden, as underpinned by our trilateral memorandum of understanding. Both countries have a strong record in the development of combat air and our industries have a history of close collaboration, as demonstrated by Italy’s central role in the Eurofighter programme and Sweden’s development of the Gripen aircraft. Building on our respective expertise, we have worked with both countries and learned from regular exchanges and collaboration between our engineers and technical experts.

    Over the past year, we have also worked increasingly closely with Japan and have agreed to develop a joint engine demonstrator, supported by Rolls-Royce’s world-class capabilities, and to explore expanding the relationship. This partnership is underpinned by an overarching memorandum of co-operation signed in December 2021. In February, we followed this up by announcing an agreement to jointly conduct co-operative research on a world-leading fighter jet sensor, supported by Leonardo UK’s highly skilled engineers.

    Our next step in the development of FCAS is to complete the concept and assessment phase of the programme by 2025. This means maturing technologies currently under development, such as the propulsion system, working with industry to grow our national digital design and testing capabilities, and increasing the recruitment of people with the right skills. At the same time, we will continue to invest in our Typhoon and F-35 fleets, ensuring that the UK’s combat air capability is always ready to undertake the missions required of it and meet the goals set out in the combat air strategy.

  • Heather Wheeler – 2022 Statement on Pay for the Senior Civil Service

    Heather Wheeler – 2022 Statement on Pay for the Senior Civil Service

    The statement made by Heather Wheeler, the Parliamentary Secretary to the Cabinet Office, in the House of Commons on 19 July 2022.

    I am today announcing the Government’s decision on pay for the Senior Civil Service.

    The Government received the Senior Salary Review Body’s (SSRB) 2022 report on 28 June 2022. This will be presented to Parliament and published on www.gov.uk.

    The Government value the independent expertise and insight of the Senior Salaries Review Body (SSRB) and take on board the advice and principles in relation to the Government’s recommendations. The Government partially accept the SSRB’s recommendations for 2022. In reaching this decision, the Government have carefully considered the need to maintain an effective senior civil service, affordability and fairness between senior pay and the delegated pay award of 3% set out in the pay remit guidance.

    SSRB recommendations set a 3.5% pay award with money allocated in the following priority order:

    An across-the-board increase for all senior civil servants of 3% from 1 April 2022.

    Increasing the pay band minimums from:

    SCS pay band 1: £71,000 to £73,000

    SCS pay band 2: £93,000 to £95,000

    SCS pay band 3: £120,000 to £125,000

    A further 0.5% to address pay anomalies.

    The Government’s responses to each of the SSRB’s recommendations are as follows:

    The overall figure should be limited to an across the board 2% increase in line with the lower end figure contained in the delegated pay remit guidance.

    The Government accept the recommendation to increase the pay band minimums.

    The recommendation of the anomalies pot is partially accepted and will be increased from 0.5% to 1%.

    Pay awards this year strike a careful balance between recognising the vital importance of public sector workers, while delivering value for the taxpayer, not increasing the country’s debt further, and being careful not to drive even higher prices in the future. Public sector workers benefit from some of the most generous pensions available. Sustained higher levels of inflation would have a far bigger impact on people’s real incomes in the long run than the proportionate and balanced pay increase set out.

  • Jane Hunt – 2022 Statement on Public Targets for Companies House

    Jane Hunt – 2022 Statement on Public Targets for Companies House

    The statement made by Jane Hunt, the Parliamentary Under-Secretary of State for Business, Energy and Industrial Strategy, in the House of Commons on 19 July 2022.

    I have set Companies House the following targets for the year 2022-23:

    Register of Overseas Entities

    Introduce a Register of Overseas Entities: contributing towards the fight against economic crime.

    Complete and up to date data

    The 97% of companies on the register have filed a confirmation statement: high levels of compliance are essential to ensure the register holds timely and accurate data.

    Digital service availability

    Digital services are available for a minimum of 99.9% of the time: Very high service availability enables our customers to use our services when they need to, inspiring customer confidence and supporting high satisfaction levels.

    Customer satisfaction

    We will be in the top 20% of public sector organisations for customer satisfaction: high levels of customer satisfaction will demonstrate we are meeting customer expectations and will further build reputation as a centre of excellence.

    Diversity

    We will increase the number of staff recruited to Companies House from under-represented groups by 10%: increased diversity will help Companies House be more representative of its customer base and help it to be a more interesting and desirable employer, thus increasing the talent pools to which we have access.

    Delivering value

    We will manage expenditure set out within budgetary limits: delivering the priorities defined in corporate targets whilst keeping expenditure within delegated limits ensures public value is maintained.

  • Kwasi Kwarteng – 2022 Statement on the Advanced Research and Invention Agency

    Kwasi Kwarteng – 2022 Statement on the Advanced Research and Invention Agency

    The statement made by Kwasi Kwarteng, the Secretary of State for Business, Energy and Industrial Strategy, in the House of Commons on 19 July 2022.

    The Advanced Research and Invention Agency (ARIA) is the Government’s new science funding agency. Backed by £800 million out to 2025-26, ARIA will pursue the scientific and technological discoveries that have the potential to profoundly change our world for the better.

    Today, I am delighted to update the House on ARIA’S leadership and confirm that I have appointed Ilan Gur as ARIA’S first CEO, and Matt Clifford MBE as ARIA’S Chair.

    Ilan Gur is Founder and CEO of Activate, a non-profit organisation that empowers scientists and engineers to bring ground-breaking research to market.

    Ilan Gur previously founded two science-based start-ups and served in the first cohort of Programme Directors at ARPA-E. He obtained his PhD in Materials Science and Engineering from the University of California, Berkley. He will take post on 15 August for an initial fixed term of two years.

    As ARIA’S founding CEO, Ilan Gur will play a pivotal role in setting the agency’s paradigm-shifting research agenda and establishing ARIA’s culture and organisational structure. He will be tasked with identifying, recruiting and inspiring a team of exceptional technical talent to tackle the world’s greatest challenges.

    To support Ilan Gur, Matt Clifford MBE will take the helm as ARIA’s first Chair. Matt Clifford is co-founder and CEO of Entrepreneur First, an international investor in technical talent that has helped to build technological companies worth over $10 billion.

    Matt Clifford is co-founder and non-executive director of Code First Girls, has served as a Council member at Innovate UK, and a Trustee of the Kennedy Memorial Trust. Before starting Entrepreneur First, Matt Clifford worked at McKinsey & Co and earned degrees from the University of Cambridge and the Massachusetts Institute of Technology. Matt Clifford will take post on 15 August for a fixed term of four years.

    Both appointments have been made in accordance with the Governance Code on Public Appointments following a fair and open competition overseen by an Advisory Assessment Panel.

    These appointments mark an important milestone in ARIA’s creation, ahead of the agency becoming fully operational later this year.

  • Dominic Raab – 2022 Speech in the No Confidence in the Government Motion

    Dominic Raab – 2022 Speech in the No Confidence in the Government Motion

    The speech made by Dominic Raab, the Deputy Prime Minister, in the House of Commons on 18 July 2022.

    I rise to proudly defend the record of this Government under this Prime Minister, and to speak in favour of the motion before the House. The Government under this Prime Minister have steered the country through some of the most difficult challenges in living memory.

    This Government under this Prime Minister got the big calls right on the vaccine roll-out—the fastest and most effective in Europe. We would not have been able to do that if we had listened to the right hon. and learned Member for Holborn and St Pancras (Keir Starmer), the Leader of the Opposition, because we would have been tied to the EU’s approach, with all of its limitations. [Interruption.] Labour Members chunter from a sedentary position, but it is worth reflecting on how many lives and livelihoods it would have cost us if we had listened to the right hon. and learned Gentleman. Labour Members really ought to have a bit more contrition.

    Next, the Prime Minister and this Government took the tough call to come out of lockdown. It was around this time last year and in the teeth of opposition from the right hon. and learned Gentleman, backed up by his colleagues. As a result, we emerged with the fastest growing economy in the G7 last year, with 12 million jobs saved by furlough and in a strong position to face down the economic headwinds that have followed. Again, Labour Members might show at least a bit of remorse for their spineless, vacuous fence-sitting. The right hon. and learned Gentleman shakes his head, but I thought that the leader of the Labour party would appreciate the opportunity to look back with the benefit of hindsight at some of the mistakes that he has made. That is what he does; that is what they do.

    I listened very carefully to the right hon. and learned Gentleman and the list of criticisms that he levelled at the Government. At the end—he bored on for quite some time—he said:

    “I know that there has been fearmongering that this motion might lead straight to a general election…that is complete nonsense”.

    It must be the first time in history that the Leader of an Opposition has pushed for a vote of no confidence but has not come out and called for a general election. That is the Labour party under the right hon. and learned Gentleman: all critique, no cojones.

    Now, as we face a global fight against inflation, caused by the aftershocks of covid and the war in Ukraine, we again face a series of tough calls. We have put in place, under this Government and under this Prime Minister, an unprecedented package of targeted support to help those struggling the most to make ends meet. But we have to control inflation, we have to rein it, and that includes the way we address public sector wage demands. The consequence of failing to curb inflation—the direct result of giving in to excessive public sector wage demands—would be to keep inflation higher for longer and to have a further increase in interest rates. That reckless abdication would hit the poorest the hardest, and it would strike not just the lowest incomes in our society but the mortgages of working and middle-class families across the country. Conservative Members are committed to that wage restraint, coupled with an extensive package of support for the poorest and most vulnerable to get inflation down as soon as possible, which is the only credible approach.

    What has Labour been doing about it? Members on the Labour Front Bench ignored the leader of their party and defied the memorandum that he sent in June ordering them not to back the RMT union. They actively backed the most militant demands led by that union, whose irresponsible strike action caused widespread disruption to people’s lives and livelihoods. It was not just the usual virtue-signalling tweets; many of those Members joined the RMT picket lines, backing the unions over the public. The right hon. and learned Gentleman showed that he cannot control or lead his party, and he cannot stand up to the public in the face of strikes coming down the line.

    Michael Fabricant

    I am very grateful to my right hon. Friend for giving way. He may not agree with me, but I think that he is being a little unfair to the Leader of the Opposition. The pointless motion today, which he knows—[Interruption.] Oh, yes! The Leader of the Opposition demanded it, and the Leader of the Opposition is now getting it. The motion that he asked for and is getting today will unite the Conservative party more than anything else that he could possibly have done.

    Dominic Raab

    My hon. Friend is absolutely right. What is more, the behaviour of those on the Labour Benches will unite the country. We know why they have not stood up to the unions, including the RMT, since 2015. The Labour party HQ and the local Labour party branches have guzzled up some £68 million in donations from the unions. It is the same old story. The Labour party cannot stand up for the people of this country because it is so deeply buried in the pockets of the unions.

    While Labour Members play their games and stand on the side of the unions rather than the public, we will get on with delivering for the British people: unemployment close to a 50-year low, a rise in the national insurance threshold—

    Mr Deputy Speaker (Mr Nigel Evans)

    Order. I cannot hear what Mr Raab is saying.

    Dominic Raab

    The Opposition do not want to hear it. They never want to talk about the fact that unemployment is close to a 50-year-low, or about the rise in the national insurance threshold, which is the biggest personal tax cut in a decade to support hard-working people across the country; the record levels of doctors and nurses in our precious NHS, only because we have the economic strength to fund them; the fact that violent crime and theft are down since Labour was in office, and reoffending is down because of the action that we have taken; the extra money that we provided for more police officers, which Labour opposed—that is true—and the tougher sentencing powers for dangerous and violent sexual offenders that we passed only recently in the Police, Crime, Sentencing and Courts Act 2022, which Labour opposed.

    Jess Phillips

    While the right hon. Gentleman is jogging through his ideas—let us call them that—will he comment on what I spoke about and say whether he thinks that the Conservative party, under this Prime Minister, has successfully handled cases of sexual harassment and violence within its own ranks?

    Dominic Raab

    We have zero tolerance, and the systems are in place. Let me tell the hon. Lady—she talks a lot about this—that the number of convictions for rape has risen by two thirds in the past year. When it comes to supporting the victims of crime—[Interruption.] I have listened to her, but she never talks about this: we have quadrupled the investment in support services for victims since the last year of the last Labour Government. If she really felt so strongly about these issues, why did she not vote for the Police, Crime, Sentencing and Courts Act? The truth is that only the Conservatives are willing to take the concerted action to stand up for victims, to stand up for the public and to keep our streets safe.

    When it comes to our international security, which the right hon. Member for Ashton-under-Lyne (Angela Rayner) raised, it is this Prime Minister and this Government who showed the international leadership to fund, to supply, to train and to support the military capabilities of the Ukrainian forces, to sanction the Russian oligarchs and the businesses that finance President Putin’s war machine, to provide the humanitarian aid that the Ukrainian people need and to welcome those fleeing from Russian forces. What about the Labour party?

    The right hon. and learned Member for Holborn and St Pancras and the right hon. Member for Ashton-under-Lyne wanted the right hon. Member for Islington North (Jeremy Corbyn) to lead us. [Interruption.] Well, he spoke earlier, but he is not in his place now. The whole House knows what that would have meant: out of NATO, with Trident dismantled. They would have left our No. 1 alliance and given up our ultimate national security insurance policy at precisely the wrong time.

    Sally-Ann Hart

    Will my right hon. Friend just clarify whether it is £68 million that the Labour party has guzzled since 2015, and whether that includes the £500,000 that a Chinese spy gave to a member of the Labour party to pay for their son to be an employee?

    Dominic Raab

    My hon. Friend raises an interesting point, which I believe is now a matter of public record. The right hon. Member for Ashton-under-Lyne backed a leader who the former head of MI6 said—I will quote, so we have this accurately for the record—denigrated his own country and

    “embraced the interests of its enemies and opponents”.

    That is who Labour supported. The Opposition have no business talking about national security.

    I am proud of the record of this Government under this Prime Minister. Labour Members want to talk about trust, but they cannot be trusted on jobs, they cannot be trusted to keep our streets safe and they cannot be trusted with our national security. I commend this motion to the House.