Cambridge, East of England, CB2 8DR : Coventry, West Midlands (England), CV1 2WT : Manchester, North West England, M1 2WD : Sheffield, Yorkshire and the Humber, S1 2FJ : City of Westminster, London (region), SW1P 3BT Job Summary Policy work in government takes many different forms and requires different types of activities and skills. Typically, it involves a multidisciplinary team working on a problem or issue relating to the welfare, security or prosperity of the nation. This could be designing public services, improving education, health or environmental quality, engaging internationally, safeguarding national security, or growing the economy. The Civil Service is on a journey to embed a more formal identity for the Policy Profession and the work of its members. Policy professionals’ core skills include understanding complex issues and bringing together multi-disciplinary teams across different professions to address them. Another key skill is the ability to understand the evidence base, and the views of stakeholders and interested parties inside and outside of government. The Policy Profession Unit (PPU) is a team of around 40 staff, that is hosted in DfE, but which works across government to professionalise and promote policy making. We work with Whitehall departments as well as devolved governments, and government agencies to support policy professionals to build their skills, connect with each other, and progress through the Profession. PPU works with and through departmental Heads of Policy Profession and their teams and under the direct and engaged sponsorship of Tamara Finkelstein (Head of Policy Profession and Permanent Secretary at DEFRA) and Susan Acland-Hood (Deputy Head of Policy Profession and Permanent Secretary at DfE), as well as several other senior sponsors for individual programmes of activity. Job Description About PPU’s Capability Programme The Capability Programme is raising the floor on core universal policy skills and raising the ceiling on professional capability for all policy professionals across the Civil Service. The programme covers a set of projects to formally professionalise the Policy Profession including Becoming Qualified so that policy professionals can demonstrate they are professionally competent, and Continuous Professional Development to manage ongoing policy learning at different career stages as part of the Policy Profession’s learning offer. The Capability Programme will help establish the Policy Profession in being seen as skilled, credible and exemplary, ensuring the Profession is open and diverse and strengthens multidisciplinary working. The G7 roles in the Capability Programme report to the G6 lead on building capability and skills for Civil Service Policy Professionals and focus on programmes of work that support individual policy makers’ capability. This includes the design, development and delivery of qualification routes for policy professionals and promoting Continuous Professional Development, oversight of professional standards and the policy learning offer, as well as support for the policy community and job families within the Profession. The team works closely with another G7-led team as part of the Capability Programme. As a Policy Learning G7 Lead, your responsibilities will include: Leading a small team to design and deliver the policy learning offer workstream, leading on developing a central offer for all stages of the career, with flexibility to support on other areas of work as required. Engagement with other professions, departments, central teams (e.g. Cabinet Office Government), and external learning providers. We also have relationships with external policy institutes, universities and think tanks who have an interest in the work of the Profession and wider Civil Service. Additional projects, as business needs arise, to help PPU achieve its strategic objectives. Active membership of the Policy Profession Unit’s Senior Management Team. Some travel to London or other offices may be required. About PPU’s Capability Programme The Capability Programme is raising the floor on core universal policy skills and raising the ceiling on professional capability for all policy professionals across the Civil Service. The programme covers a set of projects to formally professionalise the Policy Profession including Becoming Qualified so that policy professionals can demonstrate they are professionally competent, and Continuous Professional Development to manage ongoing policy learning at different career stages as part of the Policy Profession’s learning offer. The Capability Programme will help establish the Policy Profession in being seen as skilled, credible and exemplary, ensuring the Profession is open and diverse and strengthens multidisciplinary working. The G7 roles in the Capability Programme report to the G6 lead on building capability and skills for Civil Service Policy Professionals and focus on programmes of work that support individual policy makers’ capability. This includes the design, development and delivery of qualification routes for policy professionals and promoting Continuous Professional Development, oversight of professional standards and the policy learning offer, as well as support for the policy community and job families within the Profession. The team works closely with another G7-led team as part of the Capability Programme. As a Policy Learning G7 Lead, your responsibilities will include: Leading a small team to design and deliver the policy learning offer workstream, leading on developing a central offer for all stages of the career, with flexibility to support on other areas of work as required. Engagement with other professions, departments, central teams (e.g. Cabinet Office Government), and external learning providers. We also have relationships with external policy institutes, universities and think tanks who have an interest in the work of the Profession and wider Civil Service. Additional projects, as business needs arise, to help PPU achieve its strategic objectives. Active membership of the Policy Profession Unit’s Senior Management Team. Some travel to London or other offices may be required. Person specification Essential Criteria Strategic thinking - ability to see the big picture and ensure a programme or service evolves to stay aligned and contributing to strategic priorities Strong interpersonal skills - experience of building collaborative partnerships across organisational boundaries and effective relationships with senior stakeholders Working at pace - experience of leading a team to develop high-quality advice and deliver high quality outputs to tight timescales and exercise sound judgement under pressure Excellent organisational skills - able to plan, coordinate and oversee delivery of a multifaceted project and anticipate and identify issues and drive user-centred improvement Policy making experience - a track record of successfully leading and delivering a range of complex cross-government policies Desirable Criteria Capability building - experience of designing, developing and delivering approaches to capability building and assessment and/or reward methodologies Desirable criteria will only be assessed at interview, in the event of a tie break situation, to make an informed decision. Alongside your salary of £56,353, Department for Education contributes £16,325 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Applicants currently holding a permanent post in the Civil Service should note that, if successful, their salary on appointment would be determined by the Department’s transfer / promotion policies. As a member of the DfE, you will be entitled to join the highly competitive Civil Service Pension Scheme, which many experts agree is one of the most generous in the UK. You will have 25 days leave, increasing by 1 day every year to a maximum of 30 days after five years’ service. In addition, all staff receive the King’s Birthday privilege holiday and 8 days’ bank and public holidays. We offer flexible working arrangements, such as job sharing, term-time working, flexi-time and compressed hours. Most DfE employees will be working a hybrid pattern, spending at least 60% of their time in an office or work setting. Changes to these working arrangements are available in exceptional circumstances but must be agreed with the line manager and in line with the requirements of the role. Travel to your primary office location will not be paid for by DfE, but costs for travel to an office which is not your main location will be covered. As an organisation, which exists to support education and lifelong learning, we offer our staff excellent professional development opportunities. Selection process details Step 1: Application At the application stage you will be asked to provide your CV and a Statement of Suitability. Your CV should include details of previous roles held and responsibilities / previous skills and experience. Your statement of suitability (max 1250 words) should demonstrate how you meet the essential criteria listed in the person specification section above. In the event of high volumes of applications, candidates will be sifted against the first essential criteria only - 'Strategic thinking - ability to see the big picture and ensure a programme or service evolves to stay aligned and contributing to strategic priorities.' Interview If successful at sift, you will be invited to attend an interview. The interview will consist of a series of questions to further assess your experience against all of the listed essential criteria. Feedback will only be provided if you attend an interview. Other Information In your application, please don’t include personal information that identifies you. This means we can recruit based on your knowledge and skills, and not background, gender or ethnicity - it's called name blind recruitment (opens in a new window). Please ensure that you remove from your application, all references to your: name/title educational institutions age gender email address postal address phone number nationality/immigration status We understand that you might use AI and other resources for your application; however, please ensure all information you provide is factually accurate, truthful, and original and doesn’t include ideas or work that isn’t your own. This is so that your application is authentically and credibly your own. We reserve the right to raise the minimum pass mark in the event of a high volume or strong field of candidates. Please be aware that this role can only be worked in the UK from the location options provided and not from overseas. The government is committed to supporting apprenticeships, enabling people to learn and progress in a role whilst earning. We want to monitor the number of people who have completed apprenticeships who are now applying to progress further in their career and are asking this question to all candidates, on all vacancies. You will be asked a question as part of the application process about any previous apprenticeships you have completed. Your response to this question will not affect your application and it is not a requirement of the role to have completed a previous apprenticeship. If successful and transferring from another Government Department a criminal record check maybe carried out. In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Department of Education of your intention by emailing Pre-Employment.Checks.DFE@education.gov.uk stating the job reference number in the subject heading. Department for Education do not cover the cost of travel to your interview/assessment unless otherwise stated. A reserve list may be held for a period of 6 months from which further appointments can be made. Candidates will be posted in merit order based upon location preference. Where more than one location is advertised you will be asked to state your preferred location. New entrants are expected to join on the minimum of the pay band. Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. Terms and conditions of candidates transferring from ALBs and NDPBs Bodies that are not accredited by the Civil Service Commission and are not able to advertise at Across Government on Civil Service jobs will be treated as external new starters and will come into DfE on modernised terms and conditions with a salary at the band minimum. Bodies that are accredited by the Civil Service Commission but do not have civil service status will be offered modernised terms and will not have continuous service recognised for leave or sickness benefits. Salaries should be offered at band minimum, but there is some flexibility where this would cause a detriment to the individual. Bodies that are accredited by the Civil Service Commission and do have Civil Service status will be treated as OGD transfers. Staff appointed on lateral transfer will move on to pre-modernised DfE terms (unless they were on modernised terms in their previous organisation). Staff appointed on promotion will move on to modernised DfE terms. Staff will transfer over on their existing salary (on lateral transfer) and any pay above the DfE pay band maximum will be paid as a mark time allowance. Staff moving on promotion will have their salaries calculated using the principles set out in the attached OGD transfer supplementary information. Reasonable adjustment If a Person With Disabilities Is Put At a Substantial Disadvantage Compared To a Non-disabled Person, We Have a Duty To Make Reasonable Changes To Our Processes. If You Need a Change To Be Made So That You Can Make Your Application, You Should Contact Department of Education via centralrecruitment.operations@education.gov.uk soon as possible before the closing date to discuss your needs. Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional. Any move to Department for Education (DfE) will mean you will no longer be able to carry on claiming childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/ Feedback will only be provided if you attend an interview or assessment. Security Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks. Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks. Nationality requirements This Job Is Broadly Open To The Following Groups UK nationals nationals of the Republic of Ireland nationals of Commonwealth countries who have the right to work in the UK nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS) individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020 Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service Further information on nationality requirements (opens in a new window) Working for the Civil Service The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. Diversity and Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window). This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative. Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records. Contact point for applicants Job Contact Name : Shakila Bukhari Email : shakila.bukhari@policyprofession.gov.uk Recruitment team Email : Centralrecruitment.operations@education.gov.uk Further information The Department for Education’s recruitment processes are underpinned by the Civil Service Commissioners Recruitment Principles, which outlines that selection for appointment is made on merit based on fair and open competition. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned via CentralRecruitment.Operations@education.gov.uk. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages
