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| Accelerate the way the Cabinet Office builds compliant, skilled, and high-performing civil servants
The National School for Government and Public Services is a generational commitment. What it needs isn’t just a plan, it’s an infrastructure that turns learning into demonstrable capability, not a record of activity.
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WHY THIS, WHY NOW
The National School changes what the Cabinet Office needs from L&D infrastructure
Announced in January 2026, the National School for Government and Public Services will bring high-quality civil service training in-house at scale for the first time covering AI, economics, finance, policy, leadership, management, commercial, data and digital, and project management. It builds to full capacity over three years.
The scale challenge
Capability programmes going live in sequence, at pace
The National School covers ten capability domains, not a single initiative but a rolling programme. Each one needs to be onboarded, managed, and reported on without the overhead growing alongside it. The L&D infrastructure needs to handle that sequence without creating a backlog.
The reporting challenge
Completion rates aren’t evidence of capability
When ministers or permanent secretaries ask how civil service capability is developing, a login count or course completion rate isn’t the answer. The organisations that earn a seat at the executive table are the ones that can show what changed in the business, not what happened in the platform. That’s what good reporting infrastructure makes possible.
The people challenge
The school only works if civil servants find it worth showing up for
The National School has a public mandate to make L&D feel different from what came before. That requires a learning experience that is structured, personalised, and connected to progression, not just a new set of mandatory completions in a different interface.
THREE OUTCOMES
What is different for the Cabinet Office 12 months from now
Not features. Not capabilities. What the organisation, the National School, and the people working in it can do differently.
Productivity
Each capability programme goes live on infrastructure that scales with it
As AI, leadership, commercial, and digital programmes go live in sequence, the platform handles each one without manual workarounds or reporting lag. L&D teams focus on designing great learning, not managing system constraints. Senior civil servants get real-time visibility of progress across programmes, not a summary produced two weeks later.
Risk
Compliance across a large, distributed workforce is demonstrable at any moment
When ministers, auditors, or select committees ask for evidence of civil servant capability and training compliance, the answer is available the same day. Not eventually. Not after a manual reconciliation. Because the infrastructure behind it produces it automatically rather than reconstructing it from spreadsheets.
Retention
Civil servants have a development pathway that is worth committing to
The National School has a public mandate to make civil service L&D feel different from what came before. That only holds if the learning experience itself is worth having. Structured, personalised, and connected to progression rather than just mandatory completions. When development feels credible, people stay and build careers in the civil service.
Organisations that have been here
Public sector organisations that moved from measuring activity to demonstrating impact
6,000+ workforce
“The platform gave our L&D team the visibility they needed to manage compliance across the whole trust, without the manual reporting overhead that had been slowing everything down.””
Head of Learning & Development
Dartford & Gravesham NHS Trust
Government agency
“We needed something that could handle mandatory training and meaningful development in the same place. Kallidus gave us the structure to build a learning culture from the ground up.”
L&D Manager
Natural Resources Wales
Educational body
“Kallidus helped us move from fragmented compliance training to a joined-up L&D approach that actually reflects where the organisation is going.”
Head of People Development
WJEC
MAKING THE BUSINESS CASE
Outcomes the Cabinet Office can point to
Figures drawn from similar large public sector organisations. These are business outcomes, not platform metrics. We can model them against the Cabinet Office’s specific headcount and programme scope when we meet.
30% faster
Time to productivity for new starters. Not time in the platform
40% uplift
Learner engagement. People choosing to develop, not completing mandatories
Same-day
Compliance reporting, confidence available any time it’s needed.
USEFUL CONTEXT FOR YOUR TEAM
Share these with whoever else needs to be part of the conversation
YOUR CONTACT AT KALLIDUS
Ready to talk through what this looks like for the Cabinet Office?
The National School for Government and Public Services is a genuine step change. A public commitment to make civil service L&D structurally better. The infrastructure needs to be ready before the ambition scales. And the ambition shouldn’t be measured in completions and logins. It should be measured in what the civil service can do differently.
We work with public sector organisations navigating exactly this kind of transition, large, distributed workforces, complex compliance requirements, and executive pressure to demonstrate capability rather than just activity. The conversation we’d want to have is about what the Cabinet Office needs the first three years of the National School to look like, and whether the current setup gets you there.
No slides, no product walkthrough. A focused 30 minutes on what Cabinet Office needs the first three years of the National School to look like, and the right infrastructure is in place to get you there.
No slides. No generic demo.
A focused conversation about the Cabinet Office’s priorities in 30 minutes. Your details go straight to Ross, no form, no queue.
Ross Cockburn
Senior Account Executive, Kallidus
