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About the job
Job summary
The Home Office is here to make our country safer. As well as working to protect the most vulnerable, reduce crime and enforce the law, we also work to, and have a proud history of, providing refuge to those who have been displaced or are seeking asylum. Whether it is fighting crime, protecting our borders or combating slavery, the Home Office (HO) is at the cutting edge of public policy in this country and our work is some of the most challenging and rewarding in government.
The role and mission of the Public Safety Group (PSG), which sits within the HO, is to keep the public safe by protecting the vulnerable, cutting crime, disrupting the highest harm criminals and ensuring that our police, fire and rescue services are as trusted, efficient and effective as they can be in delivering front line public services.
We develop and implement policy, provide funding, and deliver legislation, along with making the most of innovation, data, and partnerships to protect the vulnerable, prevent crime, and tackle the highest harm crimes. We work with our partners in law enforcement, establishing governance arrangements at a national, regional and local level.
This post plays an important role in delivering the manifesto commitment to establish a National Crime and Justice Lab (NCJL) and improve data use in PSG. The post holder will join the NCJL which sits in the Capabilities Reform Unit (CRU). The unit and team are mixed discipline teams of policy officials, project professionals and business analysts, with the overarching mission to support the delivery of high priority outcomes. The CRU plays an important role in coordinating and assessing high-level designs of all proposed changes to national police digital and data expenditure, identifying gaps or redundancy. It maintains a helicopter view of the major design elements, providing a link between a number of delivery programmes and policing data strategy.
We are welcoming, supportive and ambitious for the development of all our team members. We are committed to individual, team and unit growth and the successful candidate will have access to tailored development opportunities aligned with their skills and career aspirations.
Job description
The NCJL aims to work with policy colleagues across Whitehall, police and other stakeholders to identify key evidence gaps in policy making, in order to provide access to the data and people (within academia, government and industry). This will provide PSG with necessary evidence to deliver policy which will have high impact. The NCJL team have developed a detailed plan for the lab which is now entering delivery of the first stage of the pilot. This has involved building a multi-disciplinary team to drive forward the programme and set up the structures and processes necessary to make the vision for the NCJL a reality.
The lab does not exist in a vacuum, and there are a number of programmes both within the Home Office and within partner agencies and organisations seeking to address key data issues which will be of benefit to both the NCJL and wider PSG. The post holder will engage with these wider programmes to identify key areas for collaboration and work with stakeholders to ensure PSGs interests are represented in wider programmes.
Part of this wider work includes a Data Strategy for PSG, which will explore what data the group needs to effectively carry out its mission. The post holder will lead work with the group and with key stakeholders to implement this strategy.
Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estates capacity, by Spring 2024. Applicants can request further information regarding how this may work in their team from the Vacancy Holder (see advert for contact details).
This role is available on a part time basis at a minimum of 30 hours per week due to business needs, this can be discussed in further detail with the vacancy holder.
Person specification
As a Grade 7 Data Policy Lead, you must:
Take ownership of key stakeholder relationships and work with them to identify key areas for collaboration and minimize duplication of work. You will work with the NCJL to review the delivery roadmap to ensure that the lab makes best use of these collaboration opportunities.
Implement the PSG Data Strategy, working collaboratively with partners to gain access to data and upskill PSG colleagues.
Develop the vision for the NCJL, ensuring that it is sufficiently ambitious to meet the aims of senior stakeholders and/or Ministers and secure buy-in from partners.
Work creatively and well within a team which is focused on problem solving, and be resilient in the face of change and barriers. You must be able to demonstrate strategic awareness in your approach to problem solving.
Enjoy leading and developing a team to deliver tangible outcomes.
Be a confident communicator with strong written and verbal communication skills.
Be able to build positive relationships with stakeholders, and the wider team with differing interests and skills, working collaboratively with, and through others, to deliver the desired outcome.
Be highly organised, proactive, a self-starter, and able to prioritise competing priorities within a small but fast paced team.
Essential Criteria
Good working knowledge of using data in policy making, and the benefits of doing so.
Excellent communication and influencing skills, with the ability to present complex analysis and messages clearly, visually and in a compelling way, to enable effective decision making.
Experience of delivering within a fast-paced environment, meeting deadlines and escalating emerging issues and risks.
Excellent problem solving with the capacity to think strategically and see the bigger picture.
Excellent organisational skills, with the ability to prioritise and identify interdependencies between your work and those of others in the team.
Desirable Criteria
It would be advantageous but not essential to possess the following skills
Project management skills
Working knowledge of the criminal justice system
Behaviours
We’ll assess you against these behaviours during the selection process:
We only ask for evidence of these behaviours on your application form:
- Seeing the Big Picture
- Communicating and Influencing
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
As part of the application, you will be asked to complete:
- A CV (job history)
- Statement of Suitability (Personal statement) (750 words maximum)
- Evidence of the behaviours ‘Seeing the Big Picture & ‘Communicating & Influencing’ (250 words maximum per behaviour).
Further details around what this will entail are listed on the application form.
The Statement of Suitability must be aligned to demonstrate how you meet the essential criteria as detailed in the job description.
The sift will be held on the Statement of Suitability and two Behaviour examples listed above.
CVs will not be scored.
In an event where a high volume of applications are received, an initial sift will take place using the Statement of Suitability. Candidates who pass the initial sift will be either progressed to a full sift or straight to interview.
Successful candidates shortlisted for interview will be tested on a blended approach of Strength-based questions (no-preparation required) and all the behaviours listed in the advert.
Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. All applications are screened for plagiarism and copying and generating of examples/answers from internet sources including Artificial Intelligence. If any is detected the application may be withdrawn from the process. Further action, including disciplinary action, may be considered in such cases involving civil servants. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.
Sift and Interview Dates
The sift will take place week commencing from 8th January 2024.
Interviews will take place week commencing from 29th January 2024.
We will try to meet the dates set out in the advert. There may be occasions when these dates will change. You will be provided with sufficient notice of the confirmed dates.
Interviews will be carried out remotely. Candidates will be required to have access to:
- A laptop (personal or work) with a working webcam
- Good internet connection
- Microsoft Teams
Further details and instructions will be provided closer to the scheduled interview.
PLEASE NOTE: Due to time constraints we may not be able to offer alternative interview date(s). It is therefore expected that candidates who are successful at sift stage will make themselves available during the above time frame given.
Further Information
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.
Note to candidates
When completing your application you will have the opportunity to select your preferred location(s). Please ensure you select all locations you are interested in. Candidates who are successful at Interview will be placed in order of merit per location and provisional job offers will be made in strict merit order per location preference. Provisional offers are made, as they are on condition that you successfully pass all pre-employment checks.
We often have similar roles available at different grades. If a candidate is suitable for a similar role or a lower grade than they have applied for, we may offer the candidate that role without the need for them to go through a further selection process.
A location based reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.
Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.
We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.
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 applicant’s details held on the IFD will be refused employment.
For further information please see the attached notes for candidates which must be read before making an application.
Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidates responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.
Transfer Terms: Voluntary.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of Home Office acceptable ID documents.
Any move to the Home Office 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
Reasonable Adjustments
If a person with disabilities is 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 Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as 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 you’re deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the Contact point for applicants section.
Feedback
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).
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Contact point for applicants
Job contact :
- Name : Home Office Resourcing Centre
- Email : HORCCampaignTeamHSGPSGandMBG@homeoffice.gov.uk
Recruitment team
- Email : HOrecruitment.grs@cabinetoffice.gov.uk
Further information
principles, and wish to make a complaint, then you should contact in the first instance
HORecruitment.GRS@cabinetoffice.gov.uk. If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission.
