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Job 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 department and make your contribution to the most significant set of changes to electoral law by the UK Government in many years. 

Job description

The role will support the programme’s Business Architect, who acts as the key representative of the electoral-sector business needs within the team. You will support the Business Architect in ensuring the integrity, coherence and feasibility of the operating model (also known as the programme’s blueprint) that the programme is seeking to deliver.

Your role will be to support the Business Architect as the main decision-maker on behalf of the electoral-sector business in the development of a viable target operating model and process maps, and the resolution of issues identified throughout this development and into delivery and implementation. You will support the Business Architect in administering the assumptions and change control processes. You will also work with the Programme Management Office to support other duties as the work of the programme changes with implementation.

The role-holder will have the desire, authority, responsibility, work experience and knowledge to fulfil the role.

Main responsibilities and activities;

• Ensuring the integrity of the programme’s big picture, and that that big picture is clear, coherent, available and accessible (not only documented, but explained).

• Working with the Business Architect to support quality assurance and deliverability of the programme, through administering the process map sign off and programme snagging list, and ensuring alignment with critical success factors and resolution of stakeholder queries.

• Supporting the administration of process to ensure the making of informed decisions to accept or reject requests for change to the blueprint with known quantifiable consequences.

• Undertaking programme and project management responsibilities, including administering the management of assumptions.

• Working with the Programme Management Office to undertake such other duties as are required as the programme evolves with implementation.

Person specification

Essential:

●      Project and programme management experience in a complex delivery environment with multiple stakeholders, including the administration of processes

●      Excellent communication skills including the ability to translate and convey complex messaging into strong, quality written products or oral briefings to a range of audiences

●      The ability to work flexibly on quickly changing priorities and actively manage multiple issues/tasks at pace

●      The ability to see the bigger picture

Desirable:

●      Understanding of and experience in electoral administration

●      The ability to understand potential sensitivities and wider political dimensions of key issues connected to policy implementation

Benefits

• 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 average employer contribution of 27%

Things you need to know

Selection process details

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 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!) 

At sift, we will be assessing 

Behaviour 1 (lead behaviour) : Seeing the Big Picture 

Behaviour 2 : Managing a Quality Service

Behaviour 3 : Delivering at Pace 

Experience : Please detail your experience of translating and conveying complex messaging into strong, quality written products?

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. 

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

Behaviours: Seeing the Big Picture, Managing a Quality Service, Delivering at Pace 

Experience:  Yes, Experience will be assessed based on the essential criteria set out in the job description.

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. 

HEO salary 

• The salary for this role is £33,875 (London) or £30,792 (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 

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 commence 15/12/22 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.

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 

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 pass a disclosure and barring security check.

People working with government assets must complete basic personnel security standard checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals

• nationals of Commonwealth countries who have the right to work in the UK

• nationals of the Republic of Ireland

• nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)

• relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service

• relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service

• certain family members of the relevant EU, EEA, Swiss or Turkish nationals

Further information on nationality requirements

Working for the Civil Service

The Civil Service Code 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.

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.