The postholder will have responsibility for oversight of four of the eight Review Bodies covering around 1.7 million workers and a pay bill of £75 billion a year. The role gives the chance to support and influence pay and remuneration for key groups of public sector workers. As one of three Deputy Directors in OME, you will be a key adviser to the chairs and members of four independent pay review bodies, and manage their strategic relationships with the sponsoring departments, the employer organisations, and relevant trade unions.
The NHS Pay Review Body (NHSPRB) and Review Body on Doctors' and Dentists' Remuneration (DDRB) provide independent advice to the Prime Minister and Secretary of State for Health, and Ministers in Wales, Scotland and Northern Ireland on the remuneration for doctors, dentists and all Agenda for Change staff working in the NHS. The Police Remuneration Review Body (PRRB) and National Crime Agency Remuneration Review Body (NCARB) give independent advice on pay and allowances to the Home Secretary and First and Deputy First Minister in Northern Ireland for police officers in England and Wales and Northern Ireland and NCA officers with powers across the UK. The post has considerable engagement with senior officials in DHSC and Home Office and with all the devolved administrations. HMT is also a key stakeholder.
The work involves:
• Gaining a unique insight into pay and industrial relations questions, including issues around productivity and value for money, in some key public sector workforces;
• Working closely with high calibre senior people from the public and private sectors, who serve as pay Review Body members;
• Accompanying review body members on visits to meet members of the remit groups where they work, and to hear directly from them about their conditions of service and the challenges of their jobs;
• Managing relationships with Whitehall Departments, including DHSC and Home Office, as well as with trade unions and other outside stakeholder groups at senior levels
• A high degree of personal responsibility.
The post holder is responsible, with their three small Grade 7-led secretariat teams, for supporting their Review Bodies to provide sound, well-evidenced independent advice to government, and meeting agreed deadlines for submitting reports to enable pay dates for public sector workforces to be met. The teams have a mix of staff from policy and analytical professions. A key priority is to build relationships with the bodies that provide evidence to the Review Bodies (normally government, employers and workforce representative bodies), listening to where they believe the Review Body can add value, influencing the development of remits and guiding the production of evidence and analysis to support the process.
As a member of the OME senior management team, the post holder will also be expected to play a part in leading the organisation, driving continuous improvement, and developing its staff and its organisational capabilities. We are currently reviewing how best to meet the needs of the Review Bodies to make the most of digital and hybrid working so it is possible that some responsibilities may change.Responsibilities
This post provides an excellent opportunity to work closely with senior figures from industry, academia and elsewhere, and to make a personal impact on public sector issues key to government performance and the management of the economy. The post holder will need to have the confidence and ability to influence decision making at senior levels and must have experience of working in the civil service.
In addition, the post holder must
• Excellent written and oral communication skills;
• The ability to analyse and interpret detailed information, for example detailed policy proposals or statistical information;
• The ability to build good working relationships, gain the trust of organisations inside and outside government and display leadership as set out in the CS Leadership Statement;
• Effective management and coaching of two small teams, which will include professional analysts as well as generalist staff;
• Good project management (there are tight and inflexible timescales) and organisational skills.
An interest in pay systems, labour market economics and employment law is desirable.
Please note : review body meetings will be held at the OME office in London, so travel to London will be required.Benefits
BEIS offers a competitive mix of benefits including:
A culture of flexible working, such as job sharing, homeworking and compressed hours.
Automatic enrolment into the Civil Service Pension Scheme.
A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30.
An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue.
Access to a range of retail, travel and lifestyle employee discounts.
A hybrid office/home based working model where staff will spend a norm of 40-60% of their time in the office (minimum of 40%) over a month with flex dependent on balancing business and individual need (from September 2021, depending on how the public health guidance evolves).Things you need to knowSecurity
Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check . See our vetting charter .
People working with government assets must complete basic personnel security standard checks.Selection process details
As part of the application you will be required to complete a CV and Statement of Suitability.
1. A CV setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, including details where applicable of budgets and numbers of people managed, relevant achievements in recent posts, together with reasons for any gaps within the last two years.
2. A Personal Statement (no more than 1250 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the essential criteria in the person specification.
Failure to complete both sections (CV and Personal Statement) will mean the panel will have limited information on which to assess your application against the criteria in the person specification.
Applications will be sifted to select those demonstrating the best fit with the post against the criteria set out in the person specification. Please ensure you keep this in mind when writing your CV and supporting statement. Expected Timeline
subject to change
At this stage, the expected timetable is:
Shortlist announcement w/c 11th October
Assessments w/c 18th October
Interviews w/c 1st November
Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.
Please note it may not be possible to offer alternative dates for either the assessments or interview.
Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance.
Full details of the selection and assessment process will be made available to shortlisted candidates once the shortlist has been completed but will include an Independent Leadership Assessment and a Final Panel Interview.
If candidates are required to prepare a presentation for their interview, they will be given at least one week's notice of the subject. Independent Leadership Assessment (ILA)
Candidates will complete a range of online psychometric tests - mainly personality questionnaires but often including aptitude tests and the profiles/results are interpreted by an Occupational Psychologist (OP).
The OP facilitates a 120 minute video interview with the candidate in order to validate and discuss the profiles/results in relation to their career and leadership style. Evidence from the interview and psychometrics is processed and summarised in a written report provided to a final interview panel, covering the main themes and recommending areas for the panel to probe the candidate at interview. Further information
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.
Staff applying on promotion will be appointed to the salary band minimum or with an increase of 10% of their existing salary, whichever is greater. Individuals appointed on level transfer will retain their existing salary. Standard pay rules apply for existing civil servants.
If successful and transferring from another Government Department a criminal record check may be carried out.
Any move to the Department for Business, Energy and Industrial Strategy will mean you will no longer be able to carry on claiming childcare vouchers. You will however have access to the governments Tax Free Childcare scheme.
Please note that BEIS does not hold a licence to sponsor visa applications.
BEIS does not offer full home working (i.e. working at home); but we do offer a variety of flexible working options (including occasionally working from home). 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 Government Recruitment Service via [email protected]
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.
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 circumstances some candidates will want to send their completed forms directly. If you will be doing this, please advise Government Recruitment Service of your intention by emailing [email protected]
stating the job reference number in the subject heading.
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.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
New entrants are expected to join on the minimum of the pay band. Feedback
Feedback will only be provided if you attend an interview or assessment.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.