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We encourage applications from a diverse range of candidates
At DfE, we are proud of the commitment we make to diversity and inclusion and of the progress we have made. We have active & vibrant staff networks, special leave policies and workplace adjustments put in place for those who need them. We are continuing to build a diverse DfE, in an inclusive environment which nurtures and realises potential in all, at all levels.
Equality and Diversity – Department for Education
The Teacher Regulation, School Safeguarding and Safety Team is part of the Independent Education and School Safeguarding Division. It is located in Darlington.
The team is responsible for driving forward policy in a number of high-profile areas including safer recruitment, allegations made about staff in schools and colleges, including supply teachers, volunteers, and contractors as well as the regulation of teachers’ conduct.
The team does this by developing and maintaining the policy that underpins the arrangements operated by the Teaching Regulation Agency (TRA), the appraisal policy for panellists and the “Teacher Misconduct the prohibition of teachers” advice. The team also has ownership and leads work on reviewing, consulting, and continuously looks for ways to strengthen the policy and advice provided in the statutory safeguarding guidance “Keeping Children Safe in Education in relation to safer recruitment and allegations.
The team works very closely with the TRA.
The post requires you to quickly gain a detailed understanding of the policy areas and to gain a general understanding of the work across the wider team to support colleagues where necessary.
The wider team’s work is split across four sub teams, and you will be expected to work primarily with one grade 7 operating within the above portfolio.
Job description
You will be joining the team at an exciting and challenging time following a team restructure.
The role is very interesting, fast paced and challenging and will require flexibility and collaborative working across the team’s remit but will offer many opportunities for personal development and influencing a really high profile area of the Department’s work.
You will work closely with the TRA as well as lawyers to consider complex sensitive issues and provide policy advice relating to both general teacher misconduct policy and to specific cases, as necessary.
You will also contribute and develop policy on safer recruitment, safeguarding concerns or allegations made about staff, including supply teachers, volunteers, and contractors. This will include consulting on proposed changes, analysing responses and making robust recommendations that are evidence and data driven.
You will be expected to build and maintain effective internal and external stakeholder relationships to promote and develop relevant policy advice. You will also need to be alert to emerging issues of your own and the wider team’s work.
You will need to actively manage a high volume of correspondence and contribution requests across the team’s portfolio.
Person specification
We are looking for an individual who can demonstrate the following essential criteria:
- Have excellent organisational skills, be able to prioritise workloads and manage a number of conflicting and diverse policy areas
- Use appropriate evidence and knowledge to inform and support policy development and delivery
- Have excellent written and oral skills and be able to communicate effectively across all platforms to a wide and diverse range of internal and external stakeholders
- Ability to draft and contribute to a wide range of high-quality documents, including correspondence, advice and guidance
- Be able to think clearly and work flexibility to manage and deliver competing outcomes within challenging deadlines
Behaviours
We’ll assess you against these behaviours during the selection process:
Benefits
Applicants currently holding a permanent post in the Civil Service should note that, if successful, their salary on appointment would be determined by the Departments transfer / promotion policies.
As a member of the DfE, you will be entitled to join the highly competitive Civil Service Pension Scheme, which many experts agree is one of the most generous in the UK.
You will have 25 days leave, increasing by 1 day every year to a maximum of 30 days after five years service. In addition, all staff receive the Kings Birthday privilege holiday and 8 days bank and public holidays.
We offer flexible working arrangements, such as job sharing, term-time working, flexi-time and compressed hours.
Most DfE employees will be working a hybrid pattern, spending at least 60% of their time in an office or work setting. Changes to these working arrangements are available in exceptional circumstances but must be agreed with the line manager and in line with the requirements of the role.
Travel to your primary office location will not be paid for by DfE, but costs for travel to an office which is not your main location will be covered.
As an organisation, which exists to support education and lifelong learning, we offer our staff excellent professional development opportunities.
Things you need to know
Selection process details
Applicant Support
Please visit the below webinars for further information and support in completing your application and preparing for an interview:
- How to craft a well written job application in the UK Civil Service
- Crafting a CV that stands out in the UK Civil Service
- Writing a personal statement in the UK Civil Service
- How to ace interviews in the public service
Application Stage
At the application stage, we will assess Experience. Candidates will be sifted through their personal statement only. Your personal statement should display how your experience meets the essential criteria of the role, listed in the Person Specification section.
Interview Stage
The interview will be assessed against four Civil Service behaviours listed below in relation to the essential criteria. We will also ask some strength-based questions.
- Working together
- Seeing the bigger picture
- Making effective decisions
- Delivery at pace
Feedback on your application will only be provided if you attend an interview.
Sift likely to take place week commencing 27/11/2023. Interviews will likely take place in the week commencing 11/12/2023.
Other Information
We reserve the right to raise the minimum pass mark in the event of a high volume or strong field of candidates.
Please be aware that this role can only be worked in the UK from the location options provided and not from overseas.
The government is committed to supporting apprenticeships, enabling people to learn and progress in a role whilst earning. We want to monitor the number of people who have completed apprenticeships who are now applying to progress further in their career and are asking this question to all candidates, on all vacancies. You will be asked a question as part of the application process about any previous apprenticeships you have completed. Your response to this question will not affect your application and it is not a requirement of the role to have completed a previous apprenticeship.
DfE cannot offer Visa sponsorship to candidates through this campaign. DfE holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.
If successful and transferring from another Government Department a criminal record check maybe carried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Department of Education of your intention by emailing Pre-Employment.Checks.DFE@education.gov.uk stating the job reference number in the subject heading.
Department for Education do not cover the cost of travel to your interview/assessment unless otherwise stated.
A reserve list may be held for a period of 6 months from which further appointments can be made.
Candidates will be posted in merit order based upon location preference. Where more than one location is advertised you will be asked to state your preferred location.
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment.
Terms and conditions of candidates transferring from ALBs and NDPBs
Bodies that are not accredited by the Civil Service Commission and are not able to advertise at Across Government on Civil Service jobs will be treated as external new starters and will come into DfE on modernised terms and conditions with a salary at the band minimum.
Bodies that are accredited by the Civil Service Commission but do not have civil service status will be offered modernised terms and will not have continuous service recognised for leave or sickness benefits. Salaries should be offered at band minimum, but there is some flexibility where this would cause a detriment to the individual.
Bodies that are accredited by the Civil Service Commission and do have Civil Service status will be treated as OGD transfers. Staff appointed on lateral transfer will move on to pre-modernised DfE terms (unless they were on modernised terms in their previous organisation). Staff appointed on promotion will move on to modernised DfE terms. Staff will transfer over on their existing salary (on lateral transfer) and any pay above the DfE pay band maximum will be paid as a mark time allowance. Staff moving on promotion will have their salaries calculated using the principles set out in the attached OGD transfer supplementary information.
Reasonable adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. If you need a change to be made so that you can make your application, you should:
Contact Department of Education via centralrecruitment.operations@education.gov.uk soon as possible before the closing date to discuss your needs.
Complete the Assistance required section in the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional.
Any move to Department for Education (DfE) will mean you will no longer be able to carry on claiming 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/
Feedback will only be provided if you attend an interview or assessment.
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Working for the Civil Service
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).
Apply and further information
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Contact point for applicants
Job contact :
- Name : Michelle Shotton
- Email : michelle.shotton@education.gov.uk
Recruitment team
- Email : Centralrecruitment.operations@education.gov.uk
Further information
