Sorting elections: the use of random selection in poll worker recruitment

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With a general election due before the end of next year and numerous other elections set for the next 12 months, concerns have been raised about the ability to recruit enough temporary poll workers to staff polling stations, check voter ID and count the votes cast. Sarah Birch, Ferran Martínez i Coma and Rubén Ruiz-Rufino argue that sortition might provide a solution, allowing us to staff elections in the same way that we recruit jury members.

As the UK gears up for the 2024 electoral season, serious concerns are being voiced about the ability of local authorities to carry out the tasks entrusted to them. New requirements such as checking ID at polling stations have placed further strain on what was already a daunting challenge for many Electoral Returning Officers: staffing elections.

When we go to vote, few of us stop to think about the army of temporary workers who are regularly recruited to run polling stations and to count ballots. However, a recent report by the Association of Electoral Administrators has voiced considerable disquiet about the ability of local authorities to continue finding the people needed to do these jobs.

In the light of this, it would make sense for the UK to consider a system used in Spain, Belgium, Greece and a number of other countries: the recruitment of poll workers by lot (with training, compensation and exemptions). Juries have for centuries been composed via random selection, and this is a practice that has widespread legitimacy. Not only would such a system address the recruitment challenges faced by returning officers, it could very likely also help to address problems with popular confidence in the voting process and citizen engagement in elections.

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Parliamentary standards: priorities for the new Commissioner 

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In this blog post, the Parliamentary Commissioner for Standards, Daniel Greenberg CB, discusses the key themes of his first months in post, providing a snapshot of the top issues he and his team are working on. The Commissioner’s Annual Report 2022-23 was published on 12 July.

Engagement and outreach are priorities for my five-year term, as I hope to explore and address the causes of low public engagement with the political system and parliament.

In my first annual report, which was published this week, I describe the work my team and I are undertaking to support this work, including a series of Principles in Practice seminars, in and outside Westminster, that explore how the Seven Principles of Public Life (that underpin the Code of Conduct for MPs, and which are also known as the Nolan Principles) already inspire the day-to-day workings of MPs’ offices. Appendix 5 of the report includes anonymised case studies drawn from MPs’ offices, to share and inspire examples of principles-driven best practice.

My report also contains my reflections, informed by my engagement with the hundreds of emails, letters and calls my office receives from members of the public each month, on two of the most prevalent topics of complaint that I receive: MPs’ responsiveness to constituency correspondence; and the language and tone of some MPs’ expression of views and opinions.

MPs’ responsiveness to constituency correspondence

I am concerned about the very large number of complaints that I receive about lack of responsiveness to constituency correspondence, which suggest that there is a general perception on the part of some members of the public that some MPs are not attaching sufficient importance to responding to enquiries and other correspondence from constituents.

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The civil service: what is its role?

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This is the first edition of this briefing. It has since been updated. Read the most up-to-date version and other briefings on the Constitution Unit’s website.

Recent years have seen significant tensions between ministers and civil servants, with allegations of bullying by ministers and leaking by civil servants, and a number of permanent secretaries forced out. This has prompted debate about reform. Lisa James, Meg Russell, and Alan Renwick argue that any changes to the form and functions of the civil service should have at their heart the core civil service principles of integrity, honesty, objectivity and impartiality.

Background

The civil service is a vital part of the UK’s constitutional system, and is central to helping the government of the day to develop and implement policy. Nonetheless, there are perennial tensions and questions about its role, which have heightened in recent years. The volume and tenor of recent attacks by some politicians on the civil service have provoked particular concern.

This briefing explains the role of the UK civil service, and how it works with ministers. Some civil servants have frontline delivery roles – for example, jobcentre workers, border officials and prison officers. But the briefing focuses on those civil servants who work in central government departments, particularly those working with and around ministers on policy.

What is the role of the civil service?

The UK civil service is permanent and politically impartial. Civil servants continue in post when governments change, and are forbidden from offering political advice to ministers – a role performed instead by special advisers. They must also maintain individual impartiality (which precludes, for example, senior civil servants engaging in party political activities even outside their work).

However, the civil service is not independent. Its fundamental role is to serve actively the government of the day in policy development and delivery. This does not simply mean following ministers’ instructions: good governance requires ministers to draw on a range of objective, evidence-based advice and balanced perspectives before making decisions. Hence civil servants provide such advice on the pros and cons of policy options – even if that sometimes contains unwelcome messages. Civil servants also translate policy decisions into action, implementing the policy direction set by ministers.

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