The UK government is actively seeking a new Chief Technology Officer (CTO) following the announcement of David Knott”s departure due to family reasons. The position is advertised with a starting salary ranging from £100,000 to £162,500, although candidates from outside the civil service are expected to commence at the lower end of the salary scale if selected.
In addition to the base salary, the role includes a pension contribution of £28,970. While the starting salary may seem uninviting, estimates suggest that a CTO in London could earn between £130,000 and £160,000 annually, depending on the size of the company. According to another estimate, the average CTO salary across the UK is between £100,000 and £250,000 per year.
The significance of the government CTO position lies within the Government Digital Service (GDS), which is part of the Department for Science, Innovation and Technology. The GDS is described in the job advertisement as the digital hub of the government, responsible for establishing and executing the vision for a modern digital governance framework.
Earlier this year, a “blueprint for a modern digital government” estimated that technology expenditure would reach approximately £23 billion. In comparison, large corporations like Unilever may allocate around £1 billion for IT expenses, indicating the scale of the financial commitment the government aims to manage.
The GDS CTO will play a vital role in fostering collaboration among digital and data professionals across various government departments, helping ministers achieve their goal of positioning the UK as a leading digital government globally. This role will also encompass strategic collaboration with colleagues from the Department for Science, Innovation, and Technology (DSIT) and other departments.
It is noteworthy that the Home Office recently advertised for a Chief Digital and Innovation Officer with a salary of £160,000. Additionally, a 2023 report from the Public Accounts Committee highlighted that digital, data, and technology professionals constitute about 4.5 percent of the UK civil service workforce. This figure is significantly below the industry average of 8 to 12 percent, indicating a need for a considerable increase in personnel.
The report also pointed out that government departments face challenges in attracting talent for critical roles due to pay constraints, which hinder their ability to compete with the private sector. While the public may question the appropriateness of a civil servant”s high salary for managing government technology, it is essential to consider the costs associated with failure. The National Audit Office recently reported a £3 billion increase in expenses related to resetting programs and maintaining outdated systems across five digital transformation initiatives.
Given the substantial financial implications of ineffective technology management, offering a higher salary to attract qualified candidates may ultimately be a prudent investment for the government.
