Does it hit differently beyond AO?

Here are your messages. "You have 30 minutes to view your ABS", "you have 10 minutes to view your ABS", "your ABS has been impounded", "your ABS has been crushed into a cube", "you have 30 minutes to move your ABS".

I logged in last night and there was no new pension statement. Only the one from the previous year.

Such deception to say the ABS is ready when it’s not ready. A blatant attempt to avoid any late penalties.

The website has now completely crashed since then and login is impossible.

Contact Civil Service World to complain and hope they write another article - [csw.editor@totalpolitics.com](mailto:csw.editor@totalpolitics.com)

Limited spinny loading time, but all for naught.

Insomnia has its upsides. Unfortunately the ABS itself is trash, assuming I had no earnings last year and even contradicting itself on my start date. But it’s a starting point, I guess?

Well you can’t make it up.

Get an email from Dft Pensions team saying I wont be receiving an ABS for a list of reasons provided by capita that don’t apply to me.

Not fully convinced my pension of 7-8 years even exists anymore

Hi old-timers! I’ve noticed more and more people joining my relatively boring policy department from the private sector, particularly finance. For those of you who were around in 2007–11, was this a similar pattern back then? Is it a recession indicator, or is finance just boring itself?

Have worked in Scot Gov since 2019, started off as a modern apprentice (A3) and have worked my way up to B2.

The lack of promotion opportunities due to the recruitment freeze has been beyond frustrating recently. This year I’ve applied for 3 B3 jobs that have been available on promotion and haven’t passed the sift on any of them.

I’ve been getting help with applications from line manager and a mentor so I know they’re in a good place. Even the feedback I’ve been getting from hiring managers is pretty really good. For anyone that doesn’t know, in Scot Gov sifting is scored from 1-3, and all my scores have been 2’s and 3’s but hiring managers are saying they are receiving a very large number of applicants and having to raise the pass to having minimum two 3’s etc, otherwise I would’ve had an interview by now. I think a lot of people are moving laterally as well which is making it extra hard for the promotion opportunities that are available.

Has anyone had any success either a promotion in Scot Gov this year or are people finding it similar to myself?

I’m at the point where I’m considering applying to the private sector to be honest.

I’ve got an interview tomorrow for a job I really want. I’ve been preparing for weeks for it but now I’m forgetting everything. Every time I practise a behaviour question I stumble my words and forget what to say or keep going round in circles.
I’m close to just withdrawing my application at this point. I know I’m not going to pass despite working so hard

Hey everyone,

I’m looking for some advice from people who have dealt with serious mental health difficulties while working, particularly in the Civil Service.

Lately, because of some circumstances in my personal life, my mental health has deteriorated quite badly. I’ve started having thoughts about ending everything, and I’m becoming worried about where those thoughts could eventually lead.

For example, sometimes I’ll see something I want to buy and my brain will tell me, “Don’t buy it, you won’t be here until the session comes.” When I see train tracks, I sometimes find myself leaning towards them and wishing I could just do it.

Today, I accidentally nicked myself and then continued doing it deliberately.

This is honestly only a small part of what has been happening. There is a lot more that I’m struggling with. Most of the time, I manage to pull myself back and tell myself “no”, but what scares me is the thought of, what happens if one day I can’t pull myself back?

I’m therefore trying to understand what the process is when someone is struggling this badly while working. In my area, if someone is considered to be in this kind of state, they can be referred to a home-based treatment centre. I’m also aware that HMRC has attendance requirements, and I believe 60% attendance is mandatory.

I’m worried about how this might affect my job and, honestly, I’m also scared that people might laugh at me, judge me, or treat me differently if I tell them what is happening.

For anyone who has been through something similar, how did you approach your HO/manager? What support was available to you, and what happened after you told them? Were reasonable adjustments or temporary changes to attendance/work arrangements possible?

I’m not looking for sympathy. I genuinely need advice on how to handle this while keeping myself safe and managing my job.

Thank you to anyone who takes the time to reply.

(I write this post and ask AI to change my writing style incase anyone is wondering)

I started my role as an SEO in a team that works on major projects / programme portfolio around 9 months ago, which has been the most intensive few months in my career so far. It has been so rewarding and challenging, and have enjoyed it so much so far - but also feeling burnt out.

Before this role I had a relaxed HEO role with clear SLAs. But things have been so different here - overtime most days, TOILs provided somewhat but with the workload and constant changing timeline, I am keeping up with emails even during annual leaves. My brain is never off work.

My manager is suggesting that I begin applying to G7 positions, and as much as the roles sound appealing I am so tired of work in general that I lack the motivation to do so. I’m also a bit exhausted by the pressure I feel to progress upwards (or more so pressure I am putting on myself). As someone in their mid-late 20s many colleagues of similar age are doing the same (trying for G7 roles or sideway moves) and I am constantly comparing myself with their pace of progression. I know it’s a me problem.

Sorry it is more of a rant than anything else, but I had to get this off my chest before another week starts… sigh

Edit: Thank you all for your kind comments, I really appreciate them.

I recently joined the Civil Service in a management role and I’m currently in my probation/onboarding period. I have several years of management experience outside the Civil Service, but I’m new to this particular area and still learning the internal systems and processes.
I’m looking for some objective advice, particularly from current/former Civil Servants or line managers.
I’ve had a difficult start with my line manager. One of the main issues has been around mandatory e-learning and how my working time was accounted for.
On the days in question, I was completing e-learning but was also doing other work-related activities, including attending managers’ meetings, dealing with emails, having handover discussions, preparing for my incoming team, and engaging with colleagues/managers to understand the processes I’ll be responsible for.
My manager questioned my activity because the learning system records did not appear to account for my full working day. I explained that I wasn’t doing e-learning continuously throughout the day and provided a detailed written breakdown of the other work I had been doing.
I also acknowledged some genuine mistakes. For example, I accessed some learning again because the system appeared to show it as incomplete, and there was a section of the management induction that I hadn’t initially identified. I accepted this when it was pointed out and took steps to correct it.
However, even after providing a detailed written response, I have continued receiving follow-up emails asking for increasingly specific information about individual days — who I spoke with, who I shadowed, whether that was the same person involved in a handover, and further clarification about how my time was spent.
I have tried to cooperate and answer the questions, but the continued scrutiny is becoming difficult, particularly as I’m still new and trying to concentrate on learning the role and preparing to receive my team.
The matter is now being referred to a decision-maker as part of my probation process.
I understand that my manager has a responsibility to monitor me during probation, and I’m not suggesting that I shouldn’t be questioned or held accountable. What concerns me is how quickly issues arising during onboarding seem to have escalated to this level despite my explanations and willingness to correct anything I misunderstood.
I’m due to meet/receive my new team shortly and have been actively preparing for that responsibility, completing learning, arranging handovers and seeking support from experienced colleagues.
For those familiar with Civil Service probation: is this level of scrutiny and escalation normal? What does being referred to a decision-maker usually mean? Should I continue responding to every detailed question by email, or would it be reasonable to ask for any remaining concerns to be dealt with formally in one meeting?
I’m also considering speaking confidentially with my union for advice.
I’m genuinely interested in balanced views. If you think my manager’s approach is reasonable for probation, I’d like to hear that too. I mainly want to understand the process and make sure I handle it professionally

Ex-home office employee, massively regret leaving (no longer in CS), I interviewed for a role at the start of July and still have not had the outcome, I’m very familiar with the relaxed approach when it comes to speed, but has anyone else waited this long for an interview result?

I also left the CS in December, without breaking rule 5, is one able to “reactive” PEC’s rather than going through the full process again if it’s the same level?

Many thanks!

- writing this post on my phone, apologies beforehand!

For the past couple of months I have been trying to land a role within the civil service, particularly as an analyst.
I put so much effort into the applications - use Claude to help, I do not do a copy and paste job.
I also use the job description to match my skills and achievements. However, I just keep getting rejected, not a single interview.

For context: I am a high school teacher (computer science coordinator to be exact), and I am looking to get out of the classroom, I want flexibility. I have a few achievements during my career, eg. Highest pass rates in school history (from 32% to 80%), increased female intake, provided AI staff training, built the computer silence curriculum from scratch.
I have also built a couple of (4) analytical projects on GitHub using Google Colab and Power Bi.

If someone could please share any tips and tricks on how to land an interview or just be brutally honest and let me know if I’m wasting my time as I only have education experience, or even suggestions on which other roles in the civil service would be better suited for me.

Long story short, I’m a serving employee for the prison service and have been for almost 10 years. I was hired when the prison was private, when we were taken over by HMPPS, I was not revetted as everyone else was and was somehow missed. Fast forward 7 years, it’s been identified that I was missed and was put through PEC but have now failed. In the process of finding out why I failed so I can appeal but now I face losing my job if it doesn’t get overturned.

Has anyone heard of anything like this before??

I’ve had to fill in a form as my annual benefit statement was inaccurate. I got a confirmation email saying to follow up if I don’t hear back in 28 days. I just want to see if it’s worth getting my hopes up that I’ll actually get a response.

So I’ve always seen these roles and not that can I apply now as it would mean a pay decrease but fits something I’ve mentioned to my partner. They are also in the civil service and we have both always been told these have more flexibility than other departments/jobs.

My question is what are these roles actually like? I’ve had friends make the jump when I was at a lower grade and pay who always used to tell me they could work from home a lot if something popped up or they didn’t have to be in the office until 10am then leave before 4pm.

Honest opinions from those who have or currently work in this role would be appreciated including any flexibility with the role and any downsides of the role. I just find it hard to see this flexibility especially if you’re stationed in a police station.

x-Civil Servant with a deferred pension, haven’t had a benefit statement for years and currently being ghosted by CSP.

Appreciate others in a far worse situation, but looking for tips on how to escalate and try to get some sort of response from them?

I am due to start working at the MOJ shortly.

I have received an email saying to access the Civil Service induction course, however I don't have official government email needed to register also I wasn;t provided with one in the email.

Has anyone else done the Civil Service induction course prior to starting? Or is this course a thing to do once I start and I'm in training?

I recently left my job and was owed approximately 51 hours of unused annual leave in my final pay.

My former line manager incorrectly ended my sickness on the system, later re-entered it and failed to submit the form needed to process my outstanding annual leave before the payroll deadline. Payroll confirmed that the money I received was sick pay and not my annual-leave payment.

I raised the issue with my former manager’s manager. She told me that my former manager had made another call to payroll, but the payment definitely could not be processed before 30 September. She also confirmed that she and her own manager had explored the other options and that there was nothing further they could do.

She then said that they had both spoken to my former manager about the process for her “understanding and awareness.” To me, this suggests that my former manager did not properly understand or follow the process in the first place.

Their only suggestion was to ask whether I had approached my Universal Credit Work Coach for support until I start my new job in October.

The problem is that I was only supposed to receive a nil Universal Credit award for one assessment period because of my final earnings. As my annual-leave payment has now been delayed until the end of September, it will fall into the following assessment period and cause another nil award. I will therefore lose another month of UC because my former employer failed to pay me at the correct time.

I do not understand how referring me back to Universal Credit is supposed to resolve financial hardship caused by their own payroll and management error.

This is also not the first issue I experienced with this manager. She has now claimed that I failed to send her my final flexi sheet, but she only raised this after I had left and lost access to my work laptop and internal systems. She rarely requested or checked my flexi sheets while I was actually employed, so I do not understand how I am now expected to magically retrieve and send one.

When I first started the job, I also asked her at least three times to arrange a course relevant to my role. Almost a year later, I still had not completed it because she did not know the process and never properly followed it up.
Her repeated lack of knowledge, support and follow-through was part of the reason I decided to leave. I now want to make a formal complaint about the overall pattern of poor management, rather than allowing the annual-leave issue to be treated as one isolated mistake.

What would be a realistic outcome from making a formal complaint? Is there anything I can ask Universal Credit to do when earnings have been paid in the wrong assessment period solely because of an employer’s error? Could I also request compensation from my former employer for the additional UC award I will lose?