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Executive Officer

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

Behaviour 1 (lead behaviour) : Delivering at Pace

Behaviour 2 : Managing a Quality Service

Behaviour 3 : Working Together

Behaviour 4: Communicating and Influencing

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: Delivering at Pace, Managing a Quality Service, Working Together, Communicating and Influencing

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.

EO salary

• The salary for this role is £28,412 (London) £25,324 (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
• Cardiff
• Nottingham
• Cambridge
• London

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 commence 22/05/23 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.

SC (Security Check)

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 Security Check and the process can take up to 8 weeks to complete.

Please note that successful candidates will need to pass the Security Check – this requires you to have been resident in the UK for the past 5 years. Please refer to the DLUHC Notes on Security Clearance section of our Candidate Pack for further information on Security Check (SC).

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.

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.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

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) (opens in a new window)
• 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 (opens in a new window)

The Civil Service Code (opens in a new window) 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 (opens in a new window).

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.