Successful candidates can expect to be involved in a range of the following: Understanding complex policy and processes and be alert to emerging issues and trends to set direction for insight-driven communication strategies for both large- and small-scale projects that reflect Departmental priorities and drive behaviour change Lead, and take ownership for, the creative development of clear and accurate customer communications that meet user needs, adhere to DWP standards, protects the Departments reputation and meets all legal requirements, including complying with the Equality Act 2010, and the Welsh Language Act Building collaborative working relationships with a diverse range of critical and senior stakeholders across the business and encourage ideas to inform your thinking. Create a trusted environment so you can challenge, influence and negotiate to agree your communication strategies As a leader and a communications specialist, you will lead individuals or small teams, in a fast-paced environment, to deliver high quality customer communication products, managing planning, spotting risks and opportunities and ensuring communications resources are deployed effectively As a GCS specialist you will commit to, and embrace, your continuing professional development Planning and prioritising work to balance the needs of the business, such as transformation, modernisation and critical operational demands Line management responsibilities, with a focus on development and building capability Person specification Key Criteria for the Role: We are seeking communications experts who have experience of leading large, geographically dispersed delivery teams to play a key role in DWPs customer communications. Candidates for this role must be able to demonstrate they can meet the following assessment criteria in line with GCS standards: E vidence of leading and designing communications approaches using the Government Communication Service (GCS) OASIS framework or equivalent and influencing peers and senior colleagues to gain commitment to your approach, so that is meets the needs of the business and those of diverse customers, proven by measurable evaluation metrics, including impact on customer journeys and channel mix. (Lead Criteria) B e able to develop and motivate high performing, remote teams with a focus on engaging and including others and providing expert advice to influence decisions and inform planning and delivery, including identifying risks and mitigating actions E vidence of influencing peers and senior colleagues on content design, including translating complex policies into clear, effective customer communications that accurately reflect policy and legislation to avoid negative reputational impact. Have editorial experience and skills, with a keen eye for detail Y ou must have a proven record of developing innovative, insight-driven communication plans that drive behaviour change, improve the customer experience and reflect legislation or business policy, alongside strong leadership experience of managing the delivery to timescales and against competing priorities T he ability to work collaboratively with a range of stakeholders at all levels to understand and apply insight/data and use it to produce customer communications that drives customer behaviour E vidence of reviewing lessons learnt and analysing evidence to identify areas for improvement for future communication strategies Behaviours We'll assess you against these behaviours during the selection process: Leadership Communicating and Influencing Technical skills We'll assess you against these technical skills during the selection process: Insight Ideas Implementation Impact Benefits Alongside your salary of 48,405, Department for Work and Pensions contributes 14,022 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. DWP have a broad benefits package built around your work-life balance which includes: Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours. Generous annual leave at least 23 days on entry, increasing up to 30 days over time (prorata for part time employees), plus 9 days public and privilege leave. Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme. Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly). Family friendly policies including enhanced maternity and shared parental leave pay after 1 years continuous service. Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes. An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Womens Network, National Race Network, National Disability Network (THRIVE) and many more. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Experience and Technical skills. Selection will be by a written sift, followed by an interview (video) The Civil Service uses a Behaviour Framework to assess candidates, knowledge and skills. You will be assessed against the following Civil Service Behaviours at SEO level: Leadership Communicating and Influencing You will also be assessed against the following Government Communications Service (GCS) technical skills at Senior Information Officer (SIO) level: Insight Ideas Implementation Impact It may help to use the WHO or STAR model to explain What the task/ work was, How you approached the task/work/situation and what the Outcomes were, what did you achieve? Or What was the Situation ? What were the Tasks ? What Action did you take? What were the Results of your actions? CV The CV is an on-line tool accessed through the Civil Service Jobsite and there is no requirement to upload your personal CV. Our CV element is short, and allows an initial check of eligibility, so please put the main content of your evidence and skills in your Personal Statement. Personal statement When completing your personal statement of up to 1250 words, please read and understand the Key Criteria thoroughly as this is what your written evidence will be assessed against. Your layout is entirely your preference; you may choose narrative, bullets, etc. You may choose to address each criteria separately, however, one narrative example may cover and evidence several key criteria. You may not be able to meet all the key criteria, but please ensure you evidence: the key personal requirements and what have you done that relates to the requirements. You dont have to explain the whole process, just what you have done and the skills and experience you have used. Share with us what makes you suited to this role and why, what you can do and the skills you have that are transferable to the key requirements, and the life experience or passion you have that are linked to this role. 1.Application Written Sift The written sift will be conducted using evidence from your Personal Statement and will be assessed against the chosen Key Criteria within the advert. In the event of a large number of applications we will use the Lead Criteria as set out in the Person Specification to initially assess your application during the sift stage. Candidates who pass the initial sift may be progressed to a full sift or direct to interview. If high application volumes are received, the benchmark for candidates to proceed to the next stage may be raised. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards. Sift and interview dates to be confirmed. 2.Interview Shortlisted candidates will be invited to attend an interview. This will be a video interview. The interview panel will be a minimum of two people. The interview will assess behaviours, strengths and technical skills. The interview aims to be more of a conversation exploring the candidates capability for the role. You will be asked to deliver a short (5 minutes) verbal presentation, this will be assessed against the GCS technical skills - Insight, Ideas, Implementation and Impact, at Senior Information Officer (SIO) level. You will be notified of the presentation topic in advance of the interview. You will not be required to use visual aids, and your presentation will be timed and should last no more than 5 minutes. We will be looking for evidence of: The ability to lead on the development and evaluation of communication strategies, demonstrating an understanding of the bigger policy picture and/or business priorities A track record of leading the creative development of communication materials and experience of developing and evaluating effective large and small-scale communication projects The ability to engage and influence at all levels, including senior stakeholders Using insights to identify target audiences and inform communications objectives and messages for awareness raising and behaviour change communications To help you prepare and settle into the interview you will be sent the behaviour questions in advance of the interview, 5 days prior to your interview. These questions should be treated as confidential. The interview panel may ask you other questions which will not be shared in advance, including follow-up questions, and those about your strengths and technical abilities. Candidates will be asked further probing questions to determine suitability for the role. At interview candidates will be asked for their preferences for up to 3 locations, these will tell us where you would prefer to work if you are successful. Please do not select a location unless you are prepared to accept a role in that location. All locations are subject to demand management processes that will need to identify there is available capacity, before it can be offered. 3.Selection and Feedback We will notify all candidates as soon as possible. Feedback will only be provided following an interview. Reserve lists Reserve List You may be placed on a reserve list if your application is successful but we cannot immediately offer you a post, please note: If you are offered the role you applied for, in a location you have expressed a preference for, and you decline the offer or are unable to take up post within a reasonable time frame you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances. If DWP makes an offer of an alternative role or location to that which you originally applied for, and you decline that offer, you will be able to remain on the reserve list. Note -Exceptional circumstances could be when a candidate has requested a contractual Part Time Working Pattern, and this pattern cannot be accommodated in the initial role offered or in cases of serious ill health. Further Information F ind out more about Working for DWP A reserve list will be held for up to 3 months, which we may also use to fill future similar vacancies Any move to DWP 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 If successful and transferring from another Government Department a criminal record check may be carried out. In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service or Disclosure Scotland on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grscabinetoffice.gov.uk stating the job reference number in the subject heading. For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Infodisclosurescotland.co.uk 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. 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. Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. The Civil Service values honesty and integrity and expects all candidates to abide by these principles. 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. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action. Presenting the work, ideas and experience of others as your own Copying content from an online/published source Using forms of Artificial Intelligence to produce application content which you present as your own. Reasonable Adjustments At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia. If you need a change to be made so that you can make your application, you should:Contact Government Recruitment Service via DWPRecruitment.grscabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the Reasonable Adjustments 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. If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section. Disability Confident Scheme T he Civil Service embraces diversity and promotes equal opportunities. DWP is recognised as a Disability Confident Leader, demonstrating the departmental commitment to attracting, recruiting and retaining disabled people and supporting them in achieving their full potential. We run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria for the advertised role. To be considered for an interview, you musthave: A physical or mental impairment which has a substantial and long term (over 12 months) adverse effect on your ability to carry out normal day to day activities; or a long-term health condition. Demonstrated that you meet all the minimum qualifying criteria set out in the advertisement for the post at the application and testing stages. A full definition and examples of conditions can be found on this webpage. You will be asked at the initial application stage if you wish to apply via the scheme. Feedback will only be provided if you attend an interview or assessment. Security Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks. Nationality requirements This job is broadly open to the following groups: UK nationals nationals of the Republic of Ireland nationals of Commonwealth countries who have the right to work in the UK nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS) individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020 Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service Further information on nationality requirements (opens in a new window) Working for the Civil Service 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. Diversity and Inclusion The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .