About the job

Job summary

We recognise the challenges that people with protected characteristics may experience on the job market and in their career progression. We are fully committed to being an inclusive employer and ensuring equal opportunities. We are keen to make our workforce as diverse as possible, and we hope to attract applications from underrepresented groups, including ethnic minorities, people with a disability, and people with gender diverse identities.

Are you an experienced policy professional looking for a new exciting role in policy?

Would you like the opportunity to work on policy that is high on the government agenda?

If so, then we would love for you to apply!

Job description

Buses transport more people than any other form of public transport - getting people to work, to education and to see friends and family, the everyday journeys that make up people’s lives. In 2021 the Government published the National Bus Strategy. The strategy aims to make buses more frequent, more reliable, easier to understand and use, better co-ordinated and cheaper, backed by the over £1 billion Bus Service Improvement Plan (BSIP) Programme. In May 2023, DfT Ministers approved the expansion of the BSIP programme from 34 Local Transport Authorities (LTAs) to 79 LTAs. In October 2023, a further £1 billion was announced for BSIPs in the North and Midlands, reallocated from HS2.

The advertised role sits within the Bus Reform Division. The Division’s key priority is to ensure the long-term future and viability of the sector, meeting the goals set out in the National Bus Strategy.

The post holder will be responsible for supporting the delivery of the Change Control programme for Phase One BSIP programme, which is now in its second year out of three; the Phase Two BSIP programme, which is now in its first year out of two; and Phase Three of the BSIP programme which commences in 2024 and will run for 5 years.  This role will also involve managing relationships with two or three Local Transport Authorities (LTAs); development and implementation of the Bus Reform Stakeholder Engagement Plan; and assessment of Major Road Network (MRN) Business Cases.

Responsibilities

Include, but not limited to:

• Management of the Change Control processes for all three phases of the BSIP programme, a £2 billion transformation programme,
• Being the Relationship Manager for 2/3 Local Transport Authorities (LTAs), supporting them to deliver their BSIP programme
• Development and implementation of a Stakeholder Engagement Plan, working with internal and external stakeholders, and ensuring a consistent approach across Government.
• Developing and leading engagement policy, determining where support for LTAs is most needed, and deploying the Deputy Head, Deputy Director or Director as appropriate to resolve issues that prevent the delivery of bus service improvement plans.
• Assessment of business cases for major roads projects to ensure alignment with bus policy.

For an in-depth insight into the role please refer to the Role Profile.

Person specification

• The ability to communicate effectively both verbally and in writing.
• Excellent organisational skills and the ability to manage conflicting priorities to time and to a high standard.
• The ability to work under pressure and to adapt to changing demands, as necessary.
• A proactive approach to delivering results.
• The ability to work collaboratively with teams across the Department, and with external stakeholders as required.

Additional Information

A minimum 60% of your working time should be spent at your principal workplace, although requirements to attend other locations for official business, or carry out detached duty in another DfT workplace, will also count towards this level of attendance. 

Occasional travel to other DfT offices will be required.

Benefits

Being part of our brilliant Civil Service means you will have access to a wide range of fantastic benefits. We offer generous annual leave, attractive pension options, flexible working, inclusive working environments and much more to support a healthy work/life balance. 

Find out more about what it's like working at the Department for Transport

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Experience and Technical skills.

How to apply

As part of the application process, you will be asked to complete a CV and personal statement. Further details around what this will entail are listed on the application form.

When considering applying please look at how your experience relates to the role, and within your CV and Personal Statement please provide detailed evidence of your experience of the following:

• Experience of monitoring and reporting on the progress of projects or programmes.
• Strong written and verbal communications skills with the ability to draft clearly and concisely for a range of audiences.
• Experience of building strong relationships and influencing a range of internal and external stakeholders
• Proactive and efficient with the ability to deliver at pace, responding to changing priorities.

Your personal statement will be limited to a maximum of 1000 words.

The sift is due to take place from 18th March 2024 

Assessments are likely to be held 3rd April 2024

Interviews are like to be held w/c 15th April 2024

We will try to meet the dates set out in the advert. There may be occasions when these dates will change. You will be provided with sufficient notice of the confirmed dates.

The selection process will be designed specifically for the role. As a result, your assessment will include:

• an interview and written policy exercise

This interview could be conducted online via Teams or face to face at one of our offices. Further details will be provided to you should you be selected for interview.

You’re encouraged to become familiar with the role profile and Policy Framework, as you may be assessed against any of the criteria recorded within.

The Department for Transport alongside other Government Departments recruit using Success Profiles. This means for each role we consider what you will need to demonstrate in order to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

For further information on Success Profiles visit our Careers website.

Please see attached candidate notes for further information about our recruitment process.

Reasonable Adjustments

As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes.

Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need during the recruitment process. For instance, you may need wheelchair access at an interview, or if you’re deaf, a Language Service Professional.

If you need a reasonable adjustment so that you can complete your application, you should contact Government Recruitment Service via dftrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Document Accessibility

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

This job advert contains links to the DfT Careers website. Our website provides useful guidance and information that can support you during the application process. If you cannot access the information on our website for any reason, please email DRGComms@dft.gov.uk for assistance.

Further Information

For more information about how we hire, and for useful tips on submitting your application for this role, visit the How We Hire page of our DfT Careers website. You can find detailed information about the recruitment process and what to expect when applying for a role.

Pre-employment Checking

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. 

A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

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.