The surge in civil service numbers since 2016, up by a third has been coupled with plenty of grade creep. We have a much larger more top heavy civil service.
One of the reasons is departments always want new people and new resource for any new policy or Ministerial initiative.There is a reluctance to wind up old initiatives and transfer all the staff to the new. Another reason is people are kept in any given post for too short a time. They are regularly transferred and promoted, with their old roles being filled by someone else caught in the eternal reshuffling.
It means at any given time there are numerous people recently arrived in a new area needing to spend time trying to get up to speed, and others getting ready to move with diminishing interest in what they are still meant to be doing. There is a strong reliance on collective working entailing several personnel and layers of management being involved in framing advice to Ministers or making administrative decisions.
The danger of this system is no one ever feels responsible or can be blamed for an outcome. It means people with too little experience or knowledge of the issues is involved in the work. It makes officials dependent on others often outside the civil service to be informed. It encourages duplication by hiring external consultants to do much of the task that an experienced official could do without outside help.