About the job

Job summary

We encourage applications from a diverse range of candidates  

At DfE, we are proud of the commitment we make to diversity and inclusion and of the progress we have made. We have active & vibrant staff networks, special leave policies and workplace adjustments put in place for those who need them. We are continuing to build a diverse DfE, in an inclusive environment which nurtures and realises potential in all, at all levels.

Equality and Diversity - Department for Education

The Standards and Testing Agency (STA) is looking for a highly motivated individual with relevant skills and interest to join  the Assessment Research and Development division. The STA community is made up of a group of enthusiastic and hardworking individuals. Our people are specialists in what they do whether it's developing tests, project managing the test cycle or working with suppliers. We are a friendly and inclusive team who acknowledge and appreciate everyone’s expertise, knowledge and experience. 

This role represents an exciting opportunity to develop the strategic vision,  to lead the technical teams who carry out extensive quantitative analysis and research contributing to the development of national assessments in primary schools. The role uses the understanding of theories and statistical techniques of pupil assessment to support test development activities. It is also leading the team responsible for quantitative and qualitative assessment research that supports the validity of the constructed assessments.

Job description

Role responsibilities:

• Develop and lead the strategic direction for psychometrics and research teams in their role in the development and construction of National Curriculum tests
• Lead the Agency’s approach for understanding current best practice in assessment and psychometrics, including engaging with wider expert community and representing the Agency in these forums.
• Lead the teams to apply item response theory to set and maintain standards on tests in a rigorous and transparent way, promoting the standards maintenance and standard setting processes
• Provide technical leadership on the evaluation of the evidence on the validity, reliability and fairness of tests and research proposals
• Lead the teams in developing a strategy for delivering STA’s research agenda especially around development of digital assessments
• Communicate results and complex concepts to varied audiences, including non-technical senior stakeholders and experts in assessment, psychometrics and related fields.

Person specification

The postholder will report to the Deputy Director of Assessment Research and Development.

Key skills and experience requirements

The successful applicant for the post must demonstrate the essential criteria.

• Experience of leading, motivating, and developing technical teams that use psychometric techniques, such as classical test theory and item response theory, in their work on assessments.
• Experience of providing technical leadership to teams developing quantitative and qualitative analysis on large datasets to inform operational or research projects. It will have included developing standards and approaches for using statistical tools and coding to conduct the analysis. 
• Experience of communicating results and complex concepts to varied audiences, including non-technical senior stakeholders  and experts in assessment, psychometrics and related fields. It will have included technical review of reports and communications.
• Experience of leading, delegating and prioritising work of technical teams delivering high-quality outcomes at pace for projects and operational processes whilst managing risks and budgets.

Benefits

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, with an average employer contribution of 27%.

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.

Things you need to know

Selection process details

Application

Through your application, we will assess your experience against the key skills and experience during the selection process using your CV and personal statement.

Your CV and a personal statement should demonstrate your experience to meet the essential criteria listed in the person specification (1250 words maximum). We will be assessing candidates based on the supporting statement aligned with the CV.

In the event that a high volume of applications are received, we will initially sift applications based on the first criteria:

• Experience of leading, motivating, and developing teams that use psychometric techniques, such as classical test theory and item response theory, in their work on assessments.

The sifted applications will then be scored against the remaining essential criteria.

Interview

At interview we will further assess your experience against the key skills and experience listed in the person specification. The interview will also include a short presentation task, this will be given to you when invited to interview.

Feedback will only be provided if you attend an interview.

Sift date to be confirmed. Interviews will likely take place virtually in the week commencing 19th February.

Other Information

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.

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.