If you experience technical issues during the application process we have found using a different browser or device in the first instance can be a quick fix.

Job summary

This vacancy is only for candidates who are currently a member of GSS/GES/GORS.  If you are not currently a member of the GES/GORS but meet the entry criteria to join these professions you can apply for this vacancy.

If you are currently not a member of the GSS please apply to vacancy number 369676.

There are two posts available; Head of Local Authority Productivity Analysis and Head of Business Rates Tax and Reform. Both posts are high profile analytical roles within the Ministry of Housing, Communities and Local Government (MHCLG) offering the opportunity to lead influential pieces of economic analysis in the area of local government finance where annual expenditure is around £60bn.

The posts sit within the Local Policy Analysis (LPA) Division within the Analysis and Data Directorate of DLUHC. LPA is a multi-disciplinary team of around 40 economists, statisticians, operational and social researchers. LPA plays an instrumental role in the delivery of local public services with its analysis playing a critical role in the design and delivery of local government finance policies. Head of Local Authority Productivity Analysis

The post holder will lead analysis and the scrutiny of evidence on local authority productivity. This will include assessing the variation in local authority unit costs and variation in different outcome metrics. The post holder will also lead analysis on local authority efficiency and the potential impact of any future local authority restructuring.

Head of Business Rates Tax and Reform

The post holder will lead on analysis to help deliver the Government’s manifesto commitments to reform business rates to rebalance the burden between high street and online retail, incentivise investment and tackle empty properties. The post holder will be responsible for costing changes to business rates reliefs and producing analysis of winners and losers. The post holder will also consider how changes to the tax will affect the way business rates funds local government services.

Job description

Head of Local Authority Productivity Analysis

The post holder will deliver influential analysis on several high profile workstreams including:

• Analysing various data sources including outcome metrics and how these different data sources vary across local authorities;

• Developing analytical methods and applying analytical techniques to help assess local authority productivity changes in different service areas;

• Reviewing the evidence and producing analysis on local government efficiency; and

• Assessing the possible impacts from any potential future local government restructuring.

The post holder will be expected to use their analysis to help inform policy thinking on local government finance and will be critical in helping inform the assessment of the funding need of local government.

The post holder will have line management responsibility of 1 HEO analyst who will support the post holder on the above workstreams. The post holder can also expect to task manage other analysts within the division on particular projects.

Head of Business Rates Tax and Reform

• Work closely with HMT and policy colleagues to develop BR tax policy to deliver on Ministerial priorities.

• Produce costings of tax changes at fiscal events for the Office for Budget Responsibility.

• Analytically test new policy to ensure that changes to the tax do not disadvantage the way local authorities are funded via business rates revenue.

• Develop and apply your modelling skills to policy problems. Extend the use of RAP principles and modern analytical techniques.

• Improve your communication of complex analysis to influence senior officials and ministers.

• The post holder will have line management of 1 HEO analyst.

With both posts there will be the opportunity to:

• Lead high profile pieces of analysis in a policy area where annual local government expenditure is around £60bn; • Work closely with senior officials, other government departments and Ministers;

• Manage and support a small team of other analysts;

• Work in a multi-disciplinary environment with analysts of different specialisms, building the evidence base for policies on local government finance and influencing policy direction; and

• Apply and develop leadership and analytical skills. The post holders can also expect significant learning and development when in post, both on-the-job learning, peer-to-peer learning and internal and external training.

Person specification

Candidates will be considered for both roles. If invited to interview, candidates will be asked which of the two roles they have a preference for. If successful at interview stage, the department will take into account the preferences of successful candidates but cannot guarantee candidates will be offered their preferred post.

The post holders will need to meet the academic requirements of either the Government Economic Service (GES), Government Statistical Service (GSS) or Government Operational Research Service (GORS).

For the GES, the academic requirements are to to have a first or upper second-class honours degree in economics (or international equivalent), or a postgraduate degree in economics. If it is a joint degree, at least 50% of the course modules must be in economics. The post holders must also have studied both macroeconomics and microeconomics.

For the GES, the post holders also need to meet the technical requirement of the GES for a Grade 7 which are set out here:

•  https://www.gov.uk/government/publications/ges-technical-framework-2022.

For the GSS, the academic requirement is a first-class or second-class honours degree in a numerate subject containing at least 25% taught statistical content (for example, Statistics, Mathematics, Economics, Sciences, Business Studies, Psychology, Geography, or similar).

For the GSS, the post holders also need to meet the technical requirement of the GSS for a Grade 7 which can be found here:

•  https://analysisfunction.civilservice.gov.uk/policy-store/competency-framework-for-the-government-statistician-group-gsg/#strand-1-user-requirements-examples

For the GORS, the academic requirement is a 2:1 or higher degree or degree apprenticeship in a highly numerate degree subject or a 2:2 or higher degree and a highly numerate postgraduate degree.

For the GORS, the post holders also need to meet the technical requirement of the GORSS for a Grade 7 which can be found here:

• https://www.gov.uk/government/publications/gors-professional-behaviours

• In addition to these technical skills, the essential skills required for both roles include:

• the ability to present and communicate complex analysis clearly and in an impactful way;

• being comfortable working with large and complex datasets and the ability to apply analytical techniques to work / policy areas;

• the ability to make sound judgements informed by data, evidence and analysis to influence work / policy.

Competencies 

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

Professional technical competences are listed below: 

Economic competences 

Economics: Application of knowledge 

Economics: Analysis of data 

Economics: Effective communication 

Operational Research competences 

Operational research: Sustaining and developing operational research professionals and professionalism 

Operational research: Knowledge and application of operational research skills 

Operational research: Achieving impact with analysis 

Statistics competences 

Statistics: Acquiring data/Understanding customer needs 

Statistics: Data analysis 

Statistics: Presenting and disseminating data effectively 

Benefits

Alongside your salary of £51,934, Ministry of Housing, Communities and Local Government contributes £15,045 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Learning and development tailored to your role

• An environment with flexible working options

• A culture encouraging inclusion and diversity

• A Civil Service pension with an employer contribution of 28.97%

Things you need to know

Selection process details

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.  

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: 

Experience 1 (lead Sift) - Please provide your experience on your ability to make sound judgements informed by data, evidence and analysis to influence work / policy 

Experience 2 - Please provide your experience on your ability to present and communicate complex analysis clearly and in an impactful way 

Experience 3 - Please provide your experience on being comfortable working with large and complex datasets and the ability to apply analytical techniques to work / policy areas

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 

Technical

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: 

•  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 

•  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: Communicating and Influencing, Seeing The Big Picture, Making Effective Decisions

Experience:  Yes

Technical: Yes

Please contact the vacancy manager if you have any questions about the role. 

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 MHCLG 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 MHCLG employees, please see the attached Candidate Pack. 

GEOGRAPHICAL LOCATION: 

• London 

• 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: 

We will be sifting applicants as we go – so please don’t wait until the deadline to submit your application. Interview dates will be confirmed at a later stage, 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. Due to the length of time CTC checks can take, our HR Shared Services team will contact reserve list candidates for London based roles to commence CTC checks. 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 MHCLG 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 MHCLG. Please see the Candidate Pack for further information on the Internal Fraud Database. 

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 MHCLG 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 MHCLG as a participating government organisations. MHCLG 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.

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.

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)

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.

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Job contact :

• Name :Steve Smith

• Email :stephen.smith@communities.gov.uk

Recruitment team

• Email :recruitment@communities.gov.uk