About the job

Job summary

Local government plays a critical role in addressing the strategic challenges facing the country. Local authorities deliver vital public services that we all see, and use, every day: social care for adults and children, caring for some of the most vulnerable in society; running schools and ensuring every child gets a good education; regenerating our high streets; and keeping our streets safe and clean.

The Local Government Finance directorate is responsible for ensuring that the core elements of the local government finance system operate effectively and that councils have the funding they need to deliver the services that local residents rely on, as well as other key government priorities. Our directorate tackles the biggest policy questions facing local government to ensure the sector is sustainable, effective, and productive.

This is an exciting opportunity to join the Local Government Finance directorate and be responsible for answering these policy questions that have a tangible impact on people’s lives. Our work is high-profile and demanding, but incredibly rewarding. We work closely with Ministers, local authorities and colleagues across the civil service and our work has a positive real-world impact.

As well as being a high performing directorate, we are also a friendly and diverse group of people from all walks of life. We have a strong corporate identity built on collaborative and flexible working and a commitment to ensuring our staff are happy and supported to be their best. We take flexible working seriously and are committed to being a friendly and supportive place to work. We have groups of staff in both Darlington and London, as well as in other office locations, and welcome applications from across the country.

We are recruiting for G7 Policy Team Leaders in the following teams:

· Finance, Accounting and Capital 

· Local Authority Financial Risk

· Local Government Pensions

· Settlement Distribution and Delivery

· Programme, Strategy and Reform

· Adult Social Care Policy

We particularly welcome candidates from an ethnic minority background and other underrepresented groups to apply, as we work to continually improve our ability to represent the places and communities we support through our work.

We plan to host a candidate drop-in session where you can learn more about the exciting world of local government finance directly from our team. Thursday 7th March 2024 (13:00 – 14:00). Please send an email to agnes.koch@levellingup.gov.uk to register your interest and we will send you an invite link to the session.

Job description

We are recruiting in six critical teams in the Directorate: the Finance, Accounting and Capital team, the Local Authority Financial Risk team, the Local Government Pensions team, the Settlement Distribution and Delivery team, the Programme, Strategy and Reform team and the Care, Reform and Grants (Adult Social Care Policy) team.

The teams

Finance, Accounting and Capital team (1 role)

The team has policy responsibility for the capital system, under which councils borrow and invest. Capital investment by councils is vital for growing their local economies, improving public services, and priorities such as housing. The team monitors sector behaviour to ensure the capital system remains effective in supporting local freedoms to make much needed investment while also limiting risk. This involves identifying and responding to issues both at the system level and with individual authorities. The postholder will develop and maintain expertise on the local government capital system and provide insight and advice to contribute to policy development and the stewardship of the sector. The postholder will draw on a wide range of data and other sources of evidence to identify risks and issues from council behaviour, determine whether action is necessary and support the development of solutions.

Local Authority Financial Risk team (2 roles)

The team’s work is broad ranging and high profile with a large amount of ministerial and media interest. The team’s work is focused on supporting local authorities that approach the department for financial support in exceptional circumstances. The team works closely with local authorities, colleagues across the department, HMT and other Government departments, and Ministers. Other objectives involve developing innovative new policy on dealing with significant financial failure in councils, developing options and working with a cross-cutting team to develop a range of consequences which could apply to councils seeking financial support. The team also operate the departmental financial risk assessment framework. The postholders will work to deliver across the team's objectives, leading on engagement with local authorities, developing policy solutions and maintaining positive working relationships, as well as leading a team.

Local Government Pensions team (1 role)

The Local Government Pension Scheme in England and Wales (the LGPS) is one of the largest pension schemes in the world, with over 6.6 million members, 20,000 employers, and assets of £359bn, making it a globally significant investor. The scheme supports the provision of local services across England and Wales as a key part of the reward package for staff working in local authorities, service providers, and schools. The role is based in the team that has stewardship and oversight of the LGPS, setting the framework of law and guidance for the scheme’s governance, administration and investments to support the aim of achieving a sustainable, affordable and efficiently run LGPS. The role will involve developing policy and guidance, maintaining relationships with key stakeholders, providing advice to Ministers, contributing to projects and leading a team.

Settlement Distribution and Delivery team (1 role)

The team is responsible for delivering the £60bn Local Government Finance Settlement, and the underpinning policy which decides how much funding each local authority should get within that.

The team work closely with Ministers, officials in local authorities, and colleagues across the civil service. This role will be a mix of both policy development and delivery, where the candidate will both support the development of new funding formulas as part of a wider package of reform and be a core part of the team who is responsible delivering the Local Government Finance Settlement. The role will involve regular engagement with a range of stakeholders, briefing ministers, developing policy options, communicating policy to a wide range of audiences, working with analysts and leading a team.

Programme, Strategy and Reform team (1 role)

This team sits at the heart of Local Government Finance, responsible for delivering cross-cutting priorities for ministers and senior civil servants, designing policy to improve the local government finance system in the future working closely across the directorate, and managing the programme function that oversees £60bn worth of funding. The postholder will be the Cross-Cutting Strategy and Programme Lead. This involves maintaining excellent relationships across the directorate and wider department to ensure that Local Government Finance priorities are reflected in wider departmental strategy, leading special strategic projects for the Director and DG and leading a small team including the Programme Manager. The postholder will be expected to consider and drive forward improvements to the day-to-day operations of the directorate, with the interests of policy making and the sector in mind and advise senior civil servants and ministers with clarity.

Care Reform and Grants (Adult Social Care Policy) team (1 role)

The team delivers DLUHC’s objectives relating to adult social care, children’s social care and special educational needs and disability, including funding policy and preparations for upcoming fiscal events which are a critical priority for local government. The team are responsible for maintaining key relationships with DHSC and DfE. The team’s work is high-profile and demanding, but incredibly rewarding. The team work closely with ministers and other Government Departments to have a positive real-world impact and provide vital care services. The postholder will lead the adult social care funding policy workstream and team. They will work with DHSC, HMT and teams across the directorate and DLUHC, leading negotiations to shape ASC funding and leading on fiscal event preparations. The postholder will lead a small team.

The roles

As a G7 policy team leader in Local Government Finance, your key responsibilities will include, but not be limited to:

· Being able to synthesise large amounts of information, draw out important patterns and communicate these effectively – both written and orally - to senior stakeholders, including Ministers.

· Leading on developing policy solutions and providing clear and compelling advice to Ministers on a range of complex policy issues.

· Briefing ministers and/or senior officials on a range of policy options with clarity and confidence.

· Communicating government policy to a wide range of audiences, including MPs and members of the public.

· Overseeing and providing support on Department of State functions: overseeing answering PQs, correspondence and preparing briefings.

· Leading effective engagement with local authorities.

· Building and maintaining essential working relationships with key stakeholders inside and outside Government.

· Influencing a wide variety of stakeholders across the department to ensure the directorate and local government sector’s priorities are reflected in wider departmental and government strategy.

· Leading a team, including line managing more junior team members, ensuring that priorities are met, and individuals have the opportunity to develop their knowledge and skills effectively.

· Playing an active corporate role in developing the directorate as a great place to work.

There is a link at the end of this advert to download detailed job descriptions for each of the roles.

Person specification

You will be able to lead on projects and workstreams, deliver products to a high quality, influence stakeholders and colleagues at different levels, apply critical judgement to make decisions, and negotiate and influence effectively.  

You will be able act as a source of expertise, and input into a wide range of areas to support effective policy development.  Prior knowledge of local government is not required, but the ability to learn and quickly develop expertise is important.  

You will be adept at handling different types of information and reaching well-informed judgements. You will be able understand and consider how your work fits into the wider priorities of the Department. You will be able to steer and support effective policy development. 

 Essential criteria:

· Being an effective team leader, with an ability to get the best out of individuals. 

· Being able to confidently represent government with stakeholders and influence decision making. 

· Proactively develop and maintain networks to support effective delivery of our objectives. 

· Having excellent verbal and written communication, with an understanding of how to tailor messaging to different audiences.   

· Having a proactive attitude, eager to learn and adaptable to change.  

· The ability to synthesise complex information, draw strategic links and prioritise work.   

· Being a creative problem-solver, able to identify risks, escalate them where appropriate and mitigate them.  

· Being highly organised with strong attention to detail. 

The work is fast-paced, diverse and interesting, and would suit someone who enjoys developing and using expertise to provide advice, solve problems and support policy development. 

Benefits

Alongside your salary of £51,934, Department for Levelling Up, Housing and Communities contributes £14,022 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.  

 As part of our pre-employment checking process we will be using your CV to confirm your job history. Please note that by providing us with your CV you are consenting to us using the information enclosed as part of the checking process. 

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 

Behaviour 1 (lead behaviour) - Seeing The Big Picture 

Behaviour 2 - Making Effective Decisions  

Behaviour 3 - Communicating and Influencing 

Behaviour 4 - Delivering at Pace

There is a 250 word limit per question. 

 

In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview. 

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

Behaviour – Seeing The Big Picture, Making Effective Decisions, Communicating and Influencing, Delivering at Pace 

Strength – The strength based questions will require natural responses from the candidates.  

Candidates invited to interview will be expected to prepare a presentation.  Details of this will be sent with the interview invites.

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

Behaviours: Seeing The Big Picture, Making Effective Decisions, Communicating and Influencing, Delivering at Pace

Strengths: Yes

 

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. 

 

 Grade 7 salary 

• The salary for this role is £57,091 (London) or £51,934 (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. 

 
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  
• 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 18/3/24 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.