About the job

Job summary

Part of the Cabinet Office, the Central Digital and Data Office leads the Digital and Data function for government. We put the right conditions in place to achieve digital, data and technology transformation at scale by working with departments, and other government functions like commercial, project delivery and security professionals.

We are responsible for:

• Delivering the Cross-Government Digital and Data Strategy for 2022 - 2025
• Digital, Data and Technology Strategy and Standards, like the Technology Code of Practice, the Service Standard and Open Standards
• Cross-government DDaT performance and assurance, including Spend Controls
• DDaT Capability Development, including the Government Digital and Data Capability Framework

Role summary 

As Executive Director, CDDO you will oversee the delivery of essential components of the 2022-2025 roadmap for digital and data. 

You will work closely with digital, data and technology leaders, and expand CDDO’s impact within the broader senior leader community. You will also work closely with key leaders in The Treasury and in other functions such as Commercial, Policy, Operational Delivery and the Infrastructure and Projects Authority.

You will be enabling best-practice to be shared between departments; identify and capture opportunities to drive collective efficiencies wherever possible; support and guide our cross government programmes to build digital, data and capability and make government a destination of choice for digital, data and technology professionals. 

Job description

As part of the CDDO leadership team, you would have the unique opportunity to work closely with committed purpose-driven civil service leaders from across the 27,000 strong digital, data and technology function to lead an ambitious transformation programme that has the potential to make the UK a better place for us all. 

Responsibilities may include but are not limited to: 

• management of cross-departmental commitments and targets as part of the Transforming for a Digital Future roadmap
• coordinating cross-Government AI adoption in conjunction with colleagues across Government including wider Cabinet Office and Department for Science Innovation and Technology.
• lead on cross-government and cross-functional engagement to build and retain business sponsorship of the Transformation agenda
• deliver programme of work to build digital skills at scale both within and beyond the function, rigorously prioritising opportunities to fill technical vacancies, build in house talent and upskill SCS into digital leaders
• management of work programme to transform at least 50 of the government’s top 75 identified services will move to a ‘great’ standard, against a consistent measure of service performance by 2025
• lead on reforming and modernising the way public money is secured and invested in digital product and services to better reflect agile ways of working
• work closely with the policy profession to embed digital approaches and cross-functional teams into policy design and delivery. Design government’s policy and interventions required to modernise legislative barriers to efficient digital service design and delivery

Person specification

• proven success in spearheading and executing large-scale digital transformation initiatives showcasing the ability to modernise systems and services effectively 
• extensive experience in senior technology leadership roles, demonstrating a track record of managing and optimising large functions or organisations
• accomplished in delivering measurable results within the intricacies of complex systems with a demonstrated ability to navigate regulatory environments, manage complex projects, and collaborate effectively with diverse stakeholders
• inspiring and coherent leadership style: ability to engage and win the cooperation and support of multiple internal and external parties, holding them to account through rigorous performance management to achieve common goals
• proven experience of senior stakeholder management in a political, pressured environment and evidence of building credible and respected relationships at board level

Benefits

The benefits of working at CDDO

There are many benefits including:

• flexible hybrid working with flexi-time and the option to work part-time or condensed hours
• a Civil Service Pension with an average employer contribution of 27%
• 25 days of annual leave, increasing by a day each year up to a maximum of 30 days 
• an extra day off for The King’s birthday
• an in-year bonus scheme to recognise high performance
• career progression and coaching, including a training budget for personal development
• paid volunteering leave 
• a focus on wellbeing with access to an employee assistance programme
• job satisfaction from making government services easier to use and more inclusive for people across the UK
• advances on pay, including for travel season tickets
• death in service benefits
• cycle to work scheme and facilities
• access to children's holiday play schemes across different locations in central London
• access to an employee discounts scheme
• 10 learning days per year
• volunteering opportunities (5 special leave days per year)
• access to a suite of learning activities through Civil Service learning

CDDO offers hybrid working for all employees. This means that everyone does some working from home and also spends some time in their local office. You’ll agree to your hybrid working arrangement with your line manager in line with your preferences and business needs.

Any move to the Central Digital and Data Office from another employer will mean you can no longer access 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

Things you need to know

Selection process details

To apply there are two elements to the​ application​ process which all candidates are required to provide:

• An up to date and relevant CV setting out your career history with responsibilities and achievements
• A statement of suitability (no longer than 1 side of A4 (min font size 12)) explaining how you consider your personal skills, qualities and experience meet the criteria in the person specification

Informal virtual chats

Shortlisted candidates will  have the opportunity to speak to members of the leadership team before the panel interview to learn more about the role and the organisation. Please note, this is not part of the formal assessment process.

Scenario Exercise 

On the day of interviews, candidates will be asked to complete a short scenario exercise and present their responses to the interview panel. Full details of the assessment process will be made available to all shortlisted candidates at a later date.

Final interview 

Shortlisted candidates will be asked to attend a 1 hour panel interview in London to discuss their previous experience.

Travel costs will not be reimbursed.

Recruitment Timeline

1. Sun 11 Feb: Advert closes at 11:59 pm
2. Expected to take place in February - dates to be confirmed: Informal virtual chats
3. Expected to take place in February - dates to be confirmed: Final Interview and scenario exercise

The recruitment timelines are estimates & subject to change.

Interview Panel :

1. Chris Pilgrm: Civil Service Commissioner (Chair),
2. Mike Potter: Government Chief Digital Officer 
3. Tara Smith, Chief Operating Officer, Department for Business and Trade
4. Sapana Agrawal, Director, Modernisation and Reform, Cabinet Office

In the Civil Service, we use Success Profiles to evaluate your skills and ability. This gives us the best possible chance of finding the right person for the job, increases performance and improves diversity and inclusivity. We’ll be assessing your technical abilities, skills, experience and behaviours that are relevant to this role.

For this role we’ll be assessing you against the following Civil Service Behaviours:

• leadership
• communicating and influencing
• seeing the big picture
• delivering at pace

Candidates that do not pass the interview but have demonstrated an acceptable standard may be considered for similar roles at a lower grade.

A reserve list will be held for a period of 12 months, from which further appointments can be made.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status or disability status.

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window). 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.