Speaking on behalf of 35,000 government scientists, engineers, managers and other specialists in Prospect, Head of Research Sue Ferns said:

"There is much to agree with in the report including the need for a better understanding of the existing skills and talent within the civil service and to develop in-house expertise rather than simply buying it in. But this must apply at all levels, not just among the senior posts.

"A more coherent and holistic approach is also needed to develop the skills of women and black and minority ethnic staff, who are currently under-represented at senior levels, and specialist staff who are too often left out in the cold in arms-length bodies. This is essential if government rhetoric about evidenced-based policy making is to mean anything in practice."

However, Ferns said, any new system of skills development must be underpinned by a more coherent rewards system.

Commenting on the call for a new independent scrutiny body, Ferns said the union would not be opposed in principle providing civil servants receive the resources and support they need to do their jobs properly and individuals are not used as scapegoats.

"Performance should be measured in an appropriate way recognising that the civil service is a complex and multi-faceted organisation. You cannot apply the same model to measure the performance of a research scientist or conservation specialist that you would for a factory worker or check-out operator –- one size will not fit all."