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If those don't work please email the Resourcing Hub at recruitment@levellingup.gov.uk with your application and/or CV before the submission deadline. Any applications received after the deadline may not be considered.

Summary

This is exciting time to be joining the Department for Levelling Up, Housing and Communities (DLUHC). The department supports communities across the UK to thrive, making them great places to live and work. Our work includes investing in local areas to drive growth and create jobs, delivering the homes our country needs, supporting our community and faith groups, and overseeing local government, planning and building safety.

Job description

The Public Appointments Team is responsible for managing all of DLUHC public appointments across 15 public bodies including some of the most significant public appointments in the UK - such as appointments to the boards of Homes England and Regulator of Social Housing.

This is a great opportunity to be at the forefront of delivering excellent public services. You will have insight to the work of the whole department. The team manages the end to end process of recruitment from planning to appointment. The role is varied and if you enjoy building good relationships and working in a fast-paced environment then this is the role for you. You will work with a wide range of stakeholders both internally and externally, senior officials including policy teams, ministers and their private offices, Number 10, Cabinet Office, other Government Departments and on occasion head hunters. This role provides insight and development opportunities in developing and providing advice to ministers, developing skills in engagement and process improvements.

This role is within the Departmental People, Change and Capability Directorate (PC&C).

Responsibilities

·       Day-to-day management of appointments, working closely with Senior Campaign Managers, Private Offices and policy teams to ensure the effective and efficient  delivery of all appointments activity. This includes professionally planning and delivering board recruitment campaigns, including managing and maintaining campaign planning documents ensuring they are kept up to date and accurate. Help/ Design innovative and enticing outreach strategies. Supporting and advising internal colleagues, including SCS throughout each stage of the process.

·       Ensuring there is a strong and diverse field of applicants for roles in your portfolio.

·       Ensuring compliance with the Public Appointments Governance Code.

·       Providing high quality advice (written and oral) to stakeholders including ministers, selection panels and policy teams. This includes using online internet and social media tools to undertake comprehensive due diligence assessments and present findings via high quality reports to support decision-making on appointments. 

·       Accurate reporting of management information. Tracking campaign progress, central co-ordinated commissions on campaigns, diversity statistics.

·       Actively contributing to the overall planning and management of public appointments, including providing data and briefings on the appointments landscape to Ministers and senior officials.

·       Assisting with continuous improvement projects.  

·       Working collaboratively and the ability to build credible and trusted relationships with senior stakeholders, internal and external.

·       Supporting the implementation of a diversity strategy. 

Responding flexibly to new and emerging priorities within the team, consistent with Ministerial and departmental priorities. 

Key Skills/ Criteria 

·       Strong organisational skills, working at pace with a high attention to detail. Planning and managing competing priorities to meet tight deadlines, applying project and risk management approaches.

·       Excellent drafting and written skills.

·       Ability to build and maintain effective relationships with key senior internal and external stakeholders.

·       Ability to review and summarise a large amount of data/information at pace and with high attention to detail, in order to present key findings to colleagues.

·       Excellent communication skills, using appropriate styles to maximise impact and demonstrate political awareness.

·       Ability to operate flexibly and overcome challenges, often under time pressures.

Desirable Criteria

·       Working across government to help to set standards and share/disseminate good practice in Public Appointments.

·       Recruitment or experience in HR is not a requirement. 

Behaviours

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

• Communicating and Influencing

• Making Effective Decisions

• Delivering at Pace

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

Security

Successful candidates must pass a disclosure and barring security check.

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

Selection process details

This vacancy is using Success Profiles, and will assess your Behaviours and Strengths.

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 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 

Communicating and Influencing (lead behaviour) 

Making Effective Decisions

Behaviour 3 

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 strength 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: Communicating and Influencing, Making Effective Decisions

Strengths: 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 

HEO salary 

• The salary for this role is £30,188 (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: 

• Birkenhead 

• 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. 

SIFT AND INTERVIEW DATES: 

Sifting is envisaged to take place W/C 1st of September 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@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 

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.