About the job

Job summary

The Local Growth Analysis division is a multi-disciplinary team of economists, statisticians, and social researchers that works across both the Department for Levelling Up, Housing and Communities, and the Department for Business and Trade. The division provides high quality, innovative analysis that is instrumental in the delivery of the Government’s agenda on Levelling Up and local economic growth across the UK.

You will be a key member of a G6-led team that leads on evaluating Levelling Up and local growth programmes. The team is delivering evaluations for several multi-billion pound Levelling Up programmes, including the Levelling Up Fund, Towns Fund and the UK Shared Prosperity Fund. You will conduct high quality research and fieldwork to generate evidence that will be used to inform decisions made by senior officials and ministers. You will use your technical expertise and experience to manage contractors commissioned to deliver evaluations, shaping their programme of work and quality assuring their outputs.

This is an excellent opportunity to be part of an inclusive, welcoming team that is advancing our collective understanding of what works for Levelling Up. Our insights are essential for designing and delivering policies that deliver real change for communities and places across the UK.

Job description

• Managing the evaluation of the £4.8bn Levelling Up Fund programme, working closely with evaluation contractors and other stakeholders to ensure the project is delivered successfully.

• Contributing to decisions about the design and delivery of the process, impact, and value for money evaluations for the Levelling Up Fund programme.

• Working with the evaluation contractors to ensure surveys address key evaluation issues, and survey data is aligned for evaluations.

• Working with monitoring and secondary administrative data, to ensure it is of sufficient quality and that it can used as part of the Levelling Up Fund evaluation.

• Working with key stakeholders, including the Levelling Up Fund programme team, other local growth programme teams, other government departments, and local authorities, to ensure their priorities and any concerns are being addressed.

• Liaising and working with the What Works Centre for Local Economic Growth, academics, and other external evaluation experts.

• Flexing your qualitative research skills including conducting focus groups and interviews, to develop and conduct an in-house evaluation of the Funding Simplification Pathfinders Pilot, bringing to life a body of evidence that will inform ministers’ and senior officials’ decisions.

• Working flexibly across the team’s high-profile programme of evaluations – contributing to, and potentially leading on, evaluations for other Levelling Up programmes and strategic projects aimed at building the evaluation capability within DLUHC.

Person specification

• Strong technical knowledge, and experience, of designing and running process and impact evaluations, ideally involving a range of different methods.

• Strong project management skills covering all aspects of design, delivery, and reporting.

• The ability to manage primary data collection, showing consideration for effectiveness and efficiency, for example, minimising respondent burdens.

• Experience of analysing administrative and/or secondary data using innovative techniques, ideally for the purposes of evaluation.

• Experience of delivering to tight and multiple deadlines and under pressure, whilst ensuring the quality of your work and that of contractors.

• Able to communicate complex analysis in a clear and coherent way.

• Able to establish strong working relationships with a range of policy and analytical colleagues and relevant external agencies.

• A good knowledge and/or experience of using analytical tools (e.g., MS Excel, MS Power BI, R, Python).

Analysts in DLUHC must be affiliated to a Government analytical profession.  

Filter and eligibility questions, entry tests 

Candidates who successfully pass the initial filter and eligibility questions will be asked to confirm which of the analytical professions they belong to or are applying to be part of.  This information will be used to progress successful applications to the appropriate professional checks element of the process.  

Existing civil servants who are currently a member of one of these professions will retain their professional membership in this role.  Applicants on promotion will be assessed for promotion within their profession as part of the selection process.  Please make any current affiliation clear in your application.  

External candidates or civil servants without a current profession affiliation may be considered for accreditation to one of the professions as part of the recruitment process.  If you are not currently a member of a government analytical profession you will be put through the membership process for your chosen profession as part of this application.  You must pass the membership process for your application to be successful.  If you do not pass the relevant profession entry test your application will not be taken further.  See the Guide for Analytical Candidates document for more details of the membership process for the relevant profession.  

You will need to address the technical competences for your profession in the application and at interview. 

Please refer to the Guide for Analytical Candidates which provides: 

1 - The technical competences for each analytical profession 

2 - details of the entry requirements to each analytical profession 

3 – details of the entry process for each analytical profession 

 

Entry Qualifications  

The entry qualifications are listed below.  Please list FULL details of your degree in your application form. 

Government Social Research (GSR): 

Hold an undergraduate degree, at a minimum of 2:1 or 2:2 with a postgraduate degree, in a social science subject.  A qualifying social science subject is one which contains substantial social research methods training (comprising around one third of modules taken in the course).  It should cover quantitative methods and at least three of the five topics listed below. 

Mandatory: Quantitative methods, including research design, data collection (i.e. questionnaire design, sampling, weighting), data analysis (e.g. statistical analysis) 

Three of: 

• Systematic/literature reviews 
• Qualitative methods, including research design, data collection (i.e. interviewing, focus groups, ethnography), data analysis (e.g. thematic analysis) 
• Interpretation of data (qual & quan), presentation of results, provision of recommendations/ conclusions 
• Study design, hypothesis formation, testing and evaluation 
• Application of ethics to research 

Relevant degree subjects in the social sciences can be varied.  Potential members need to demonstrate the substantial social research methods training they have taken and not merely the social science degree subjects. 

OR 

Professional Experience route: Hold an undergraduate degree at a minimum of 2:1, or 2:2 with a postgraduate degree, in any subject, or a degree equivalent (e.g. an advanced Certificate or Diploma from MRS), plus have at least 4 years’ social research practice experience. The degree requirement for Main Stream applicants is an undergraduate degree at a minimum of 2:2 with no need for a postgraduate degree. In any case, social research practice experience consists of experience working in a research agency, market research agency or specialist research team. To enter the GSR through this route you must make explicit the breadth and depth of your research experience and skills, which must include quantitative research methods and three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design, hypothesis testing and application of ethics to research. 

 

Social Researcher candidates (entry test) : 

Candidates who ARE NOT members of Government Social Research service (GSR) will be invited to sit the Government Social Research Knowledge test.  This is the first part of the GSR membership process and you must pass this test for your application to progress to the next stage of the recruitment process. 

We will arrange for you to sit the GSR Knowledge Test as soon as possible.  This test must be completed prior to interview and if candidates fail the knowledge test their application is terminated at this point. 

Candidates who are EXISTING members of Government Social Research service (GSR) do not need to complete this test as part of their application. 

 

Competencies 

You will need to address the technical competences for your profession in the application and at interview. 

Professional technical competences are listed below: 

Social research competences 

Social research: technical skills 

Social research: using and promoting social research 

Benefits

Alongside your salary of £41,679, Department for Levelling Up, Housing and Communities contributes £10,457 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

We are for everyone 

At DLUHC we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We promote equality of opportunity in all aspects of employment and a working environment free from discrimination, harassment, bullying and victimisation. 

We would strongly recommend that applicants get in touch with the vacancy manager to find out more information about this role.  

We are for everyone 

DLUHC want to bring in a diverse workforce at all levels.  

Our application system is designed to remove as much bias as possible from the recruitment system – this means that a hiring manager does not know your name, your details, see your whole application in one go (or have your CV at review stage unless stated otherwise).  

At application stage you will be asked to upload a CV document. Unless stated otherwise in the advert, your CV will not form part of the assessment but will be used for information purposes and only shared with the panel at interview stage. 

Your answers are randomised and chunked up. This means that each assessor views sets of responses to questions for example all candidates’ responses to ‘Seeing the Big Picture’ rather than seeing a candidate’s full application. The science behind this is that recruitment can be subject to ordering and fatigue effects and we want to reduce this as much as possible.  

Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors. 

When writing your application, remember: 

• The assessor won’t be reading your answers sequentially.  
• Do not assume that the same assessors will have read all of your answers.  
• If talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!) 

 

At sift, we will be assessing 

Technical (lead element) - In no more than 250 words, please demonstrate your experience in applying the technical skills required for this post

Behaviour 1 - Making Effective Decisions

Behaviour 2 - Working Together

Behaviour 3 - Delivering at pace

There is a 250 word limit per question. 

 

The interview will be of a blended nature consisting of the following success profiles elements:    

Behaviour – Making Effective Decisions, Working Together, Delivering at pace

Technical - Technical questions will be based on the analytical competences as listed in the advert

Candidates invited to interview will be expected to complete an oral briefing exercise as part of the interview process.  The oral-briefing exercise is designed to simulate aspects of the job to be performed and provide a second basis for assessing the behaviours and competencies required in the job. 

The oral briefing is usually part of the professional requirements as government analytical professions require an oral briefing as part of the entry or promotion process.  The briefing will take one of the following forms: 

1.  A prepared on the day presentation to the interview panel which will be followed by questions from the panel.  You will be provided with all the information to use for your presentation on the day of your interview.  You will be given up to 45 minutes to read this information and prepare your presentation. 

OR 

1.  You will be provided with a question in advance of the interview and asked to prepare a presentation of a specific length addressing this question.  This presentation will be followed by questions from the panel. 

Candidates invited to interview will be given full instructions on the presentation being used. 

The presentation will be followed by a 45 minute competency based interview. 

 

In the full campaign we will test the below Success Profile Elements: 

Behaviours: Making Effective Decisions, Working Together, Delivering at pace

Technical: Technical questions will be based on the analytical competences as listed in the advert

We do not consider direct CV applications to our Recruitment mailbox – you must apply for this role via the application link on Civil Service Jobs 

Please note that near miss offers may be made at the lower grade to candidates who do not meet the grade criteria for this campaign. 

 

Senior Social Researcher

• The salary for this role will be £45,813 (London) or £41,679 (National). 
• For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable. If you apply for a role that requires a transfer of location, for example if you are transferring from London to a National location, your salary will be adjusted in accordance with our policy on transfer between HQ pay ranges. 
• In order to receive this specialist pay band, you must be fully qualified and in a qualifying post as agreed by the Finance Head of Profession. 

Please note that the average employer pension contribution is based upon the National minimum salary for this role. Should your agreed starting salary for this role be different, the average employer pension contribution will be calculated accordingly. If you are a Secondee, this will not apply as you will remain on your home organisation’s terms and conditions.   

 

BENEFITS: 

Transfers across the Civil Service on or after 4 October 2018: 
Any move to DLUHC 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 

For further information about the benefits available to DLUHC employees, please see the attached Candidate Pack. 

  

GEOGRAPHICAL LOCATION: 

• London 
• Wolverhampton 
• Birmingham
• Bristol
• Leeds
• Darlington* 

There may be opportunities for candidates to work flexibly depending on the business needs. This will be discussed with the vacancy manager on a case-by-case basis if you are successful for the role. 

*Please note: The Darlington Economic Campus (DEC) is a pioneering new cross-government hub which will bring together people across departments and public organisations to play an active role in the most important economic issues of the day. The work of the Campus will make a real difference to people both across the UK and internationally. There will be substantial career opportunities and exciting prospects - a career at the Campus means you will be working at the heart of Government, with access to the benefits and fantastic opportunities offered by the civil service.  

For further information on the DEC, please take a look at the attached DEC candidate pack. 

 

SIFT AND INTERVIEW DATES: 

Sifting is envisaged to take place W/C 26/02/24 with interview dates to be confirmed. All interviews are currently being held remotely via videocall. 

Reserve List 
 
In the event that we identify more appointable candidates than we currently have posts available, we will hold applicant details in a reserve list for a period of 6 months from which further appointments can be made. This may include roles at a lower grade. Candidates placed on a reserve list will be informed of this. Those candidates who do not wish to remain on the reserve list should contact recruitment@levellingup.gov.uk to be removed from the reserve list. 

 

CTC (Counter-terrorism Clearance): 

Important note 

Successful candidates for roles based in our 2 Marsham Street building must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check and the process can take up to 8 weeks to complete. 
 
Please note that successful candidates will need to pass the CTC security checks – this requires you to have been resident in the UK for the past 3 years. Please refer to the DLUHC Notes on Security Clearance section of our Candidate Pack for further information on Counter Terrorism Clearance (CTC). Thank you. 
 
Candidates should also note that with effect from 1st August 2018 the department will also check all applicants who are successful at interview, against the Internal Fraud Database (IFD) held by the Cabinet Office. In accordance with the Civil Service Internal Fraud Policy, any applicant who is included on the IFD will be refused employment by DLUHC. Please see the Candidate Pack for further information on the Internal Fraud Database. 

 

Candidate Pack Information 

Please see attached Candidate pack for further information. 

Before starting your application it’s very important to make sure that you are eligible to apply and meet the Civil Service nationality requirements. All candidates are expected to read the information provided in the DLUHC candidate pack regarding nationality requirements and rules 

 

Internal Fraud Database 

The Internal Fraud function of the Fraud, Error, Debt and Grants Function at the Cabinet Office processes details of civil servants who have been dismissed for committing internal fraud, or who would have been dismissed had they not resigned. The Cabinet Office receives the details from participating government organisations of civil servants who have been dismissed, or who would have been dismissed had they not resigned, for internal fraud. In instances such as this, civil servants are then banned for 5 years from further employment in the civil service. The Cabinet Office then processes this data and discloses a limited dataset back to DLUHC as a participating government organisations. DLUHC then carry out the pre employment checks so as to detect instances where known fraudsters are attempting to reapply for roles in the civil service. In this way, the policy is ensured and the repetition of internal fraud is prevented.  

For more information please see- Internal Fraud Register 

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 counter-terrorist 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. 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.