Civil service reform in the UK, 1999-2005: Revolutionary failure or evolutionary success?

In December 1999, the UK Civil Service Management Board agreed an internal reform programme, complementing the more externally-oriented 'modernizing government' programme, to bring about major changes in the functioning of the civil service - 'step change' rather than continuous improvement. This paper suggests that the aims of the reform programme were only partially achieved. While some step changes did indeed occur, even such central elements of reform as 'joined-up' working with other public organizations were still only at an initial stage some three years later and others - for example, business planning and performance management systems - have taken 20 years to achieve acceptance within the civil service. It appears that examples of meteoric change are rare in the civil service - the reality of the changes are better characterized as 'evolution' and 'continuous improvement' than 'revolution' and 'step change'.