About the job

Job summary

This campaign is for those candidates wishing to apply under GES/GSR professions as current members or as applicants eligible for membership, or as members of the GSS. If you are NOT currently a member of the GSS but meet the entry requirements to join this profession please apply to campaign 334595. 

The Department for Levelling Up, Housing and Communities (DLUHC) is the lead department for HMG’s hugely important Levelling Up agenda.  

This is a very exciting time to join the department as we are at the heart of the government’s central mission, driving forward a programme of tangible improvements in every part of the country as we build back better from the pandemic, and deliver on the people’s priorities.  

 

Job description

Our teams

Analysis and Data Directorate is headed by DLUHC’s Chief Analyst and Chief Economist: is personally committed to Evaluation of DLUHC’s core programmes and policies.  The Directorate contains over 200 analysts and other staff providing high quality analytical advice to Ministers, the Executive Team and policy and corporate colleagues across all aspects of the Department’s business.   

The Cities and Local Growth Unit (CLGU) evidence team is a multi-disciplinary team of economists, statisticians, operational and social researchers and works across DLUHC and the Department for Business and Trade (DBT).   The team provides high quality, innovative evaluation and analysis across a wide range of DLUHC policies focused on local economic growth, including the UK Shared Prosperity Fund, Levelling-up Fund, Towns Fund, Future High Streets Fund,  Freeports Fund and evaluation of local growth policies. The CLGU evidence team plays an instrumental role in the delivery of the government’s agenda on Levelling up local economic growth across the UK. 

We offer a fast-moving, friendly and intellectually stimulating environment, where you can make a real contribution to building this high quality evidence base used for formulating government policy.  We take development of our people very seriously, equipping and enabling them to make an impact by ensuring high quality evidence and analysis is at the heart of the policy-making process. We are committed to good management and professional development of staff. We actively promote learning and development, and also have an exceptional bursary training opportunity to support post graduate study. 

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.

The Role

Ever wanted to be at the forefront of one of HMG’s largest policy evaluations – pushing forward evaluation methods to really understand what works in local growth. The UK Shared Prosperity Fund is a multi-faceted evaluation (UKSPF Evaluation Strategy), comprising intervention, place and programme impact and process evaluations. The evaluation design is unique – trying to really understand interventions which work, and trying to understand the cumulative impacts of many local growth funds in places.   

This is the post for you if you’ve an understanding of evaluation and want to develop your skills on a huge evaluation – currently one of HMG’s largest policy evaluations. If you want to be involved in working strategically to reset evaluation design in local growth. And play a pivotal role in working across HMG and local authorities as we approach the Spending Review to ensure that robust evaluation evidence sits at the heart of Spending Review bids -  a key role in steering future HMG and local authority local growth expenditure.  

Key responsibilities will include:-  

Strategic responsibility for setting the direction and leading delivery of the UKSPF Intervention and Place level evaluations. As the evaluation progresses from Feasibility to main stage, leadership at this stage is particularly important.  

Working with key stakeholders, incl UKSPF Policy, DfE, Defra, Levelling Up Task Force, OGDs and local authorities to ensure core priorities are addressed. 

Leading on the management of evaluation contractors, setting and maintaining quality standards. Leading their interface with Local Authorities and data providers, to ensure the evaluation design is effectively executed.  

Working with other Levelling Up Funds within the department and across HMG, to ensure the UKSPF evaluation works across all Funds to develop strategic knowledge on What Works.  

Leading on dissemination of robust UKSPF evaluation findings – ensuring preliminary findings feed into the Spending Review and findings are made available to local authorities and other stakeholders. 

Liaising and working with the UKSPF Evaluation Technical Advisory Group, What Works Growth, and other external evaluation experts (e.g. Evaluation Task Force). 

Directly leading a small evaluation team, and coaching others on use and design of policy evaluation. 

Key skills  

This is a high profile post, requiring strong technical skills (impact and process evaluation methods), and also strong leadership, communication and influencing skills. In particular:  

Experience of working in applied analysis in which strong analytical skills, particularly using different evaluation methods, have been clearly demonstrated.  

A focus on analytical quality, getting it right first time, and quality assuring the use and interpretation of data, analysis and research. 

Experience in managing research contractors to deliver complex projects to time and budget. 

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

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

Strong awareness and practical application of legal and ethical aspects of data collection and disclosure control. 

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. 

Strong leadership and management of work programmes and staff.  

A good knowledge and /or experience of using analytical software. 

Person specification

This is the post for you if you’ve an understanding of evaluation and want to develop your skills on one of HMG’s largest policy evaluations – UK Shared Prosperity Fund.   

Essential criteria:  

• Experience of working in applied analysis in which strong analytical skills, particularly using different evaluation methods, have been clearly demonstrated.  
• A focus on analytical quality, getting it right first time, and quality assuring the use and interpretation of data, analysis and research. 
• Experience in managing research contractors to deliver complex projects to time and budget. 
• Strong research and project management skills covering all aspects of design, delivery and reporting.  
• Strong leadership and management of work programmes and staff, including experience of delivering to tight and multiple deadlines and under pressure, whilst ensuring quality. 
• 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.

 

Analysts in DLUHC must be affiliated to a Government analytical profession. This campaign is for those candidates wishing to apply to the below profession:

• Government Statistical Service (GSS) 
• Government Economic Service (GES) 
• Government Social Research Service (GSR) 

Stage 1: 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 – GSS, GSR, GES

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 Economic Service (GES): 

To possess or expected to have a first or upper second class honours degree with at least 50% of the modules in economics, or have a masters in economics.  Modules must have covered both micro and macroeconomics to qualify. 

If you graduated more than five years ago then you must have examples of how you have maintained your economic knowledge on the competency section of the application form. 

Government Statistical Service (GSS): 

a first or second class honours degree in a numerate subject (2:1 minimum for Assistant Statistician and 2:2 minimum for Statistical Officer) containing at least 25% taught statistical content (e.g. Statistics, Mathematics, Economics, Sciences, Business Studies, Psychology, Geography or similar) 

or 

a higher degree, e.g. a MSc or PhD, in a subject containing formal statistical training (e.g. Statistics, Mathematics, Economics, Sciences, Business Studies, Psychology, Geography or similar) 

or 

have worked in a statistical or data science field and are able to demonstrate Continuous Professional Development (via a log book) in statistics or data science at the same level as a foundation degree or Higher National Diploma (level five) 

or 

have achieved or are on track to achieve a level four apprenticeship including at least two years in a statistical or data analysis field in government and are able to demonstrate Continuous Professional Development in statistics or data analysis (via a log book signed off by a manager or mentor who are members of the statistical profession) 

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. 

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: 

Statistics competences 

Statistics: Acquiring data/Understanding customer needs 

Statistics: Data analysis 

Statistics: Presenting and disseminating data effectively 

Economic competences 

Economics: Application of knowledge 

Economics: Analysis of data 

Economics: Effective communication 

Social research competences 

Social research: technical skills 

Social research: using and promoting social research 

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. 

We are for everyone 

DLUHC want to bring in and bring on 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: 

• that 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 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 - Leadership

Behaviour 3 - Working Together

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. 

We do not consider direct CV applications – 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  

The interview will be of a blended nature consisting of:  

Behaviour: Making effective decisions, Leadership, Working Together, Delivering at pace

Technical : Technical questions will be based on the analytical competencies of your chosen profession

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. 

Candidates who are not members of a government analytical profession may also need to pass an entry test for their profession as part of the selection process. 

 

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

Behaviours: Making effective decisions, Leadership, Working Together, Delivering at pace

Technical: Technical questions will be based on the analytical competencies of your chosen profession

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.
• In addition, subject to membership of the appropriate professional body, a non-consolidated analysts allowance of £3,500 pa will be paid.

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 
• Birmingham
• Bristol
• Leeds
• Wolverhampton 
• 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 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 from 25/01/24 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 on 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@communities.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. 

TERMS & CONDITIONS STATEMENT: 

• Please note that existing DLUHC staff currently within their probation period would still need to complete their probation should they be successful for the role.

 

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 

 

Candidate Pack Information 

Please see attached Candidate pack for further information. 

 

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.