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

Teachers are the foundation of the education system – there are no great schools without great teachers. Recruiting and retaining high-quality teachers into the profession is an integral part of ensuring an effective education system, as teacher quality is the single most important in-school factor driving pupil attainment. Attracting and retaining the teachers needed to inspire the next generation, through delivery of the Teacher Recruitment and Retention Strategy, is a Departmental priority: Teacher recruitment and retention strategy - GOV.UK (www.gov.uk)

We are looking for two high-performing and motivated SEO Analysts to join the Teachers Analysis Division (TAD) in the Department for Education (DfE). TAD is a policy-facing, multi-disciplinary analytical division that provides a broad range of analytical advice including modelling, data analysis, reporting and research evidence on trainee teachers, teachers and leaders.

About the roles:

Role 1: National Tutoring Programme (NTP) Evaluation and Strategy team

We are seeking to recruit an additional analyst to join a small friendly team currently consisting of two social researchers and an economist. The team work with colleagues across the NTP Evaluation, Analysis and Research Unit to deliver NTP evaluations, a wide research portfolio, and utilises internal data to conduct analysis and modelling on NTP delivery. The team provides a broad range of analytical support to policy colleagues to monitor and evaluate the programme and to support decision making on future tutoring policy. This includes internal analysis in response to ministerial and policy requests.

The role seeks to develop the evidence base in an area of high ministerial interest. It involves close interaction with policy colleagues and analysts and working as a team to deliver fast-paced, high-quality analyses. It is open to existing SEOs, as well as HEO analysts on promotion.

Role 2: CPD Analysis and Research team

We are seeking to recruit an analyst to join the CPD Analysis and Research team within the Workforce Analysis Unit, on a permanent basis. The role will include leading analysis and reporting to ministers and policy colleagues on the delivery of the Early Career Framework (ECF) and National Professional Qualifications (NPQ) that support implementation of the Teacher Recruitment and Retention Strategy. The work is of importance to ministers and involves working closely with teams across TAD, policy, and marketing colleagues to deliver high quality analysis at pace. The roles are open to current SEOs, as well as HEOs on promotion. 

Whilst we are seeking to recruit two roles, there is also the possibility of further SEO roles in the division becoming available. If there are more suitable candidates than available posts, a reserve list will be held for a period of 6 months from which further appointments may be made. 

Job description

Role 1: National Tutoring Programme (NTP) Evaluation and Strategy team

The post is based in the NTP Evaluation and Strategy team within NTP Evaluation, Analysis and Research Unit, a small, friendly, multi-disciplinary team (comprised of Statisticians, Operational Researchers, Social Researchers and Economists) working on a range of analytical projects for the National Tutoring Programme. The unit analyses data and evidence from both a quantitative and qualitative perspective and there are opportunities to get involved in exciting cross-cutting projects and to innovate the analytical approaches used.

The team leads on the modelling for funding and delivery options of NTP as well as research and evaluations of NTP. The team also provides secondary analysis of NTP data working closely with policy colleagues to monitor and evaluate NTP policies and to support decision making on future policy. Increasingly, the team is undertaking statistical analysis to better understand the impact of tutoring and there are opportunities to carve the role of the team to maximise the opportunities offered through increased availability of data. 

The key responsibilities will include:

• Leading on the internal data analysis of assessment data to measure impact of NTP.
• Providing proactive insightful analysis of NTP data sources to ensure policy development is based on high-quality evidence using packages such as R and SQL
• Leading on the internal modelling for funding and delivery options.
• Delivering timely, high-quality evidence in relation to NTP to inform policy evaluation, strategy and delivery,
• Supporting on a range of reactive, often urgent requests including analytical input to submissions, FOIs and PQs.

Role 2: CPD Analysis and Research team

TAD has a great opportunity for existing SEOs or HEOs on promotion to join the CPD Analysis and Research Team within the Workforce Analysis Unit. The Unit comprises a group of friendly statisticians and social researchers. The role will include leading analysis and reporting to ministers and policy colleagues on the delivery of the Early Career Framework (ECF) and National Professional Qualifications (NPQ) that support implementation of the Teacher Recruitment and Retention Strategy, as well as the development and dissemination of official statistics.

Key responsibilities of the role include:

• Leading analysis and reporting to ministers and policy colleagues on the delivery of the Early Career Framework (ECF) and National Professional Qualifications (NPQ).
• Maintaining strong links with policy and stakeholders, to scope and deliver analysis to support the delivery and development of teacher CPD.
• Leading on the development, production and quality assurance of the annual ECF and NPQ statistics that are published twice a year.
• Working closely with counterparts in the digital CPD service to understand and resolve issues in the data.
• Developing trajectories and performance metrics, working with policy and Delivery Unit, to monitor progress against targets and evaluate the impact of policies.
• Working closely and flexibly with other analytical teams within TAD.

Person specification

Specific responsibilities of the post are set out above. Successful post holders will be a key part of the unit and need strong analytical and communication skills to support a programme of analysis that will inform real-world decisions on tutoring.

Post holder will:

• Prioritise and plan their workload effectively, managing demands to deliver high-quality outcomes, being flexible and adaptable, and re-prioritising as necessary.
• Engage with a wide variety of colleagues including policy, delivery and strategy to discuss and inform on analysis.
• Use different analytical and statistical techniques to produce analysis of complex datasets, management information and other sources.
• Use different software packages including R, Microsoft Excel and SQL to develop NTP analytical outputs.
• Present their work to a wide audience including non-analysts and other senior officials.
• Act as an analytical assurer - monitoring the quality of their work and providing feedback to others in the team.

Essential criteria:

• Quantitative analytical skills are crucial – you will be working with complex data and across the unit to carry out robust and efficient analysis to underpin trustworthy advice. As a minimum degree level analytical skills and/or extensive experience of working with data and applying analysis is essential.
• Strong collaboration skills, with a proven track record of working collaboratively with a variety of colleagues to deliver analysis at pace.
• Strong prioritisation skills, being flexible and adaptable when needed to manage competing and emerging demands to deliver high quality priority work. Ability to liaise with stakeholders and negotiate deadlines when needed.
• Excellent communication skills and the ability to communicate complex analytical issues to a range of audiences, including non-specialists

Desirable criteria:

• Experience of working in multi-disciplinary teams
• Extensive experience using R/SQL

Desirable criteria will only be assessed if the post receives a copious number of applications or in the event of a tie break situation to make an informed decision.

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

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

Application

For the application process, you will be asked to provide a CV and Personal Statement. 

• Please use your CV to set out your career history, highlighting specific responsibilities and achievements that are relevant for this role.

• The Personal Statement should be no more than 1000 words and should outline your skills, experience, and achievements, providing evidence of your suitability for the role, with reference to the job description and the essential criteria (outlined in the person specification).

The CV and Personal Statement will be assessed together against the essential criteria detailed in the advert. 

Interview

In most cases, interviews will take place remotely via Microsoft Teams video call. 

At the interview, candidates will be assessed on Behaviours and Technical skills associated with the post, including a 7-minute presentation.

We’ll assess you against these Behaviours at interview:

• Working Together
• Communicating and Influencing
• Delivering at Pace

Technical skills:

You will also be asked to deliver a 7-minute presentation, covering an example of when you have delivered a piece of analytical work to successfully meet a specific customer need, and how you ensured you disseminated complex information effectively. This will be followed by short, follow-up questions and will be used to primarily assess your technical skills.

We'll assess you against these technical skills during the selection process:

GSS Competency Framework 

GORS Competency Framework  

GES Technical Framework 

The role is only open to badged GSS, GES or GORS analysts. All candidates need to demonstrate the technical skills and experience relevant to their profession. Please refer to the framework relevant to the profession you align to. Any candidates who are members of multiple analytical professions will be asked to choose one profession to base your answer on.

Sifting is expected to take place w/c 8th January. Interviews are expected to take place in January and February via Teams. Feedback will only be provided if you attend an interview.

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.   

DfE cannot offer Visa sponsorship to candidates through this campaign. DfE holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.

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.