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Short summary

The Government committed in its manifesto to take steps to improve the integrity of UK elections. It is legislating for substantial changes, including bringing in voter identification for UK elections; making it easier for overseas electors to vote; improving the security of postal and proxy voting; making polling stations more accessible; and strengthening the rules on political campaigning. The Elections Act 2022 legislating for these measures received royal assent in April. 

To deliver these commitments the Electoral Integrity Programme has been set up. The programme will deliver the secondary legislation, digital innovation and the infrastructure required across the United Kingdom to support the successful delivery of the Government’s vision. The programme is part of the Government's Major Project Portfolio and is a key Prime Ministerial priority. It is an ambitious programme of work and continues to draw significant attention within Parliament, across the media and from a wide variety of commentators interested in how our democracy works. 

This is an exciting time to join our dynamic programme team and make your contribution to the most significant set of changes to electoral law by the UK Government in many years.

Job description

 This role sits within the Programme Management Team function of the Electoral Integrity Programme. You will be a key contact in terms of providing advice and support on governance and reporting across the various teams and boards within the EIP. Working in a fast paced and high-profile environment, your time will be divided between:

Responsibilities

 • Promoting governance activities in the programme to enable effective management and decision-making

• Ensuring timely, consistent and accurate data collection, analysis and reporting on progress and delivery confidence

• Ensuring that governance procedures are regularly reviewed, remain relevant, include all relevant stakeholders, clarify escalation points, and are implemented correctly and monitored consistently

• Providing the support required to deliver an exemplar secretariat function; for example, working with senior colleagues to draft agendas, collation and issue of meeting papers, note-taking, maintaining the audit trails for actions and decisions, and analysis and presentation of decision-making data

• Working with programme and departmental decision-makers to provide regular timely and quality reports via standard templates or online systems to those working within the programme’s governance structure, Ministers, DLUHC’s Central Portfolio Office, Infrastructure and Projects Authority, Downing Street, and other stakeholders

• Setting and managing the knowledge and information processes required to conform to departmental standards and to enable sharing of reported and meeting information

• Providing support and resilience to other team members as required, so PMO that services can be maintained during the absence of PMO colleagues

Person specification and essential criteria

Essential:

• Experience of using a structured approach to plan, do, check and act upon the work of yourself and of team-members to get the results needed 

• Excellent organisational skills, and a strong ability to lead the team’s swift completion of its work in a fast-paced environment

• Experience of working in a project or corporate governance structure, including provision of secretariat and reporting services, and engagement with internal and/or external stakeholders

• The ability to work flexibly on changing priorities, and actively prioritise multiple tasks

• A proficient knowledge of Office 365 applications such as Excel, Power Point and SharePoint/Teams

• Solid understanding of and demonstrable adherence to information management standards (document management, data protection, and information security standards)

Desirable

• Design and delivery of reporting and management dashboard processes

Offered benefits

 • Learning and development tailored to your role

• An environment with flexible working options

• A culture encouraging inclusion and diversity

• A Civil Service pension

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.

https://design102.wistia.com/medias/9zdk0p2ffg

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).

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!)

A sift, we will be assessing:

Experience (Lead Criteria): What is your experience of using a structured approach to plan, do, check and act upon the changing priorities of self and of team-members to get the results needed?

Behaviour: Seeing the Big Picture

Behaviour: Working Together

Behaviour: 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 behaviour and experience based questions as listed in the advert. The strength based questions will require natural responses from the candidates.
In full the campaign will test the below Success Profile Elements:

Behaviours: Seeing the Big Picture, Working Together, Delivering at Pace

Experience: 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

SEO salary

The salary for this role is £39,598 (London) or £36,337 (National).

For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable.

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>https://www.childcarechoices.gov.uk

.

For further information about the benefits available to DLUHC employees, please see the attached Candidate Pack.

GEOGRAPHICAL LOCATION:

Leeds

Wolverhampton

SIFT AND INTERVIEW DATES:

Sifting is envisaged to take place W/C 1st August 2022 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. 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@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.

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

https://www.gov.uk/government/publications/internal-fraud-register-privacy-notice/internal-fraud-register-privacy-notice

Internal Fraud Register

Contact details

Who can candidates contact with questions about this vacancy?

Mark Sutton

Email address for candidate questions

mark.sutton@levellingup.gov.uk