Gloria Di Pietro Nicholl is a Senior Parliamentary Assistant with over 20 years experience in Parliament.
I’d be curious to know that what guidance is being given to new MPs. It’s always been sketchy, with new MPs being thrown in at the deep end. From what I am hearing from my sources on the inside, it is now an utter débâcle, a veritable shower of sewage. I’ve heard new MPs say that they are drowning, and it is not surprising.
The allocation of offices is, as always, at the new Government’s largesse, and His Majesty’s Loyal Opposition is still hot desking in Committee rooms with no staff or equipment.
They are also not hiring, despite a plethora of experienced staff who lost their jobs when their MPs stood down or lost their seats. Labour has an excellent resource in workforlabourplp.org.uk – Conservative MPs have no such talent pool and appear to be floundering. Why do we not have a job bank?
Constituents will rightfully expect service from their MPs – their needs and demands are not going to take a holiday while MPs thrash around trying to navigate the many dozens of unsolicited CVs they have received, let alone the arcane rites of Parliament and the labyrinth that is the Palace of Westminster.
Constituents’ concerns and problems don’t take a break during recess and more than ever they need their Members of Parliament to advocate for them. Their children still need access to special education, their homes are still damp and HMRC, DVLA and the DWP are still not picking up the phone. Their benefits may have been stopped, probate delayed, or they are still languishing on NHS waiting lists.
In my former office, we processed all constituents’ enquiries the same day. You cannot afford to let them wait two days, let alone two weeks.
If you are approached by experienced staff or have received recommendations from colleagues, go for it. You don’t have the luxury of a seeing twenty applicants. Meet with a couple and trust your instincts. If the previous MP has asked you to consider keeping their staff on, by all means, give it due consideration. Their experience in the constituency can be invaluable – but don’t let it prevent you from taking on the person who may be a far better fit.
You don’t even need an office for now; just hire the staff who know their way around the place, who are already security cleared and can access everything you need to set up your operation.
It’s a very nice gesture to want to reward the person who helped you with your campaign. But unless they have extensive experience in working for an MP, you may find yourself advertising for staff again in six months’ time. By that time, all the good ones will be taken. I’ve seen it happen time and time again.
I understand that MPs are being advised to offer fixed-term contracts. Believe me, this is not a great incentive to attract good members of staff. You should know well before the six-month probation period is over whether the person is a good fit.
A fixed-term contract, unless it is illness or maternity leave cover, does not instil confidence or loyalty. Worse, staff on such contracts do not have access to all the employment rights as they do on a permanent contract. Frankly, for a Member of Parliament, it is not a good look.
It is now, more important than ever, that Conservative MPs provide an excellent service to their constituents. We have a lot of bridges to build and trust to restore. Let’s get on with it.
