Candidate Information Pack
Director-General, Local Government and Public Services
(SCS Pay Band 3)
Reference: 1478504
DATE OF ISSUE: 11 January 2016
CLOSING DATE FOR APPLICATIONS: 12pm, 29 January 2016
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Contents
1.
2.
3.
4.
5.
6.
Foreword
About DCLG
The Role
The Person
Terms and conditions
How to apply
p.03
p.04
p.05
p.06
p.07
p.09
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Foreword from Melanie Dawes, Permanent Secretary
Thank you for your interest in the role of Director General, Local Government
and Public Services, here at the Department for Communities and Local
Government (DCLG).
DCLG is at the heart of the Government’s economic and social agenda in this
Parliament, with responsibility for delivering ambitious improvements in
housing supply, home ownership, devolution to local government and local
service transformation. More generally, we oversee central government’s
relationship with local government, including the system of local government
finance and accountability. As a central Whitehall department we are key
players across multiple areas of Government policy, including health and
social care, children’s services, economic infrastructure, skills and
worklessness, communities, faith and integration. It is increasingly DCLG’s
job to join up across central government, using our knowledge and
intelligence from local partners to drive change in Whitehall’s thinking and its
actions.
We also have exciting change to lead inside the department over the next few
years. We are in the midst of developing ambitious plans to become more
streamlined, stronger and smarter – braver and more ambitious with ideas
and innovation while remaining true to the collaborative, welcoming spirit of
the department as it is now. The person who fills this role will be a key
member of DCLG’s corporate leadership team driving this change. They will
also be part of the wider leadership of the Civil Service, as we collectively
seek to improve further during the Parliament.
We are looking for someone with a strong track record of leadership and
delivery, excellent communication and influencing skills, the ability to set
direction for and motivate our workforce and the credibility to influence senior
leaders across all sectors. In return, we are offering the opportunity to lead
change on an exciting agenda with a chance to make a real difference to the
civil service, and to local places and communities.
You can find out more about the Department on our website :
https://www.gov.uk/government/organisations/department-for-communitiesand-local-government
I look forward to hearing from you.
Melanie Dawes CB
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2. About DCLG
The Department for Communities and Local Government’s job is to deliver the
Government’s priorities in four strategic areas during this Parliament:
1. Driving up housing supply to deliver 400k affordable homes in this SR
period;
2. Increasing home ownership - Implementing the Government's Right to
Buy manifesto commitment to existing social tenants to purchase their
home, and deliver 135k shared ownership properties in this SR period;
3. Devolving powers and budgets to boost local growth in England, by
building the Northern Powerhouse, creating the conditions to drive local
growth including bespoke deals with places, and boosting local and
neighbourhood decision making; and
4. Supporting strong communities with excellent public services, including
reform of the local government financing system towards 100%
business rates retention by 2020, delivering the extended Troubled
Families Programme, developing approaches for tackling
homelessness and overseeing the Government’s faith and integration
work.
Following the publication of the Government’s spending review on 25 th
November 2015, we are now entering a period of planning to establish how
we will deliver on these objectives.
At the same time, we are developing a change programme for DCLG which
will include, but is not driven by, a 25% efficiency objective. Change is not
new for DCLG: we are a Department that is ambitious for its people and we
want our people – especially our senior leaders – to be ambitious for DCLG.
We have recently launched a new Vision for the Department that sets out
where we are heading.
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3. The Role
This is an exciting and influential Board level role at the heart of central
government. This role will drive and oversee the fourth of these priorities –
supporting local communities with excellent public services. At the heart of
the role is the central oversight of the local government system of
accountability and finance, including leadership of the significant changes to
the financing system which will be developed over the next few years, and
oversight of risk and interventions. The successful candidate will also be
responsible for the Troubled Families Programme and a range of DCLG
objectives on faith, integration, resilience, communities and service
transformation.
The role would be ideal for someone who has extensive local government
experience or exposure, including a strong understanding of local government
finance; who is capable of leading large policy teams and operating effectively
across Whitehall; and who is credible with local government and business
partners. It would be a good opportunity for someone who wishes to make
a temporary or permanent step from local government to central government.
The person will be a member of DCLG’s Executive Team, working alongside
the Permanent Secretary to provide strong and collegiate leadership and
direction for the Department. The other members of the Executive Team are
the Department’s two other Directors General - Peter Schofield (Housing and
Planning) and Simon Ridley (Decentralisation and Local Growth) plus our
directors of Finance, Jacinda Humphry; People, Capability and Change,
Christine Hewitt; and Strategy, Communications and Private Office, Stephen
Meek.
He or she will be a member of the Department’s Board, which also includes
Ministers and our non-executive directors. Louise Casey CB is also a
member of the department’s Board. She is currently leading a review, at the
Prime Minister's request, into how we can boost opportunity and integration in
our most deprived and isolated communities. We are expected to produce an
interim report early in the New Year. The review will inform a new
communities programme.
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DCLG has made significant progress over recent years in developing greater
cohesion and confidence in its work, and has seen this reflected in improved
staff engagement. Our priority continues to be to build and strengthen the
capabilities and ways of working we need to deliver for Ministers and for local
communities. This will be even more important as we make further
administrative savings during this spending review period. As a member of
the Department’s senior leadership team, the person will be responsible for
leading our people through the changes we need to make.
As one of the Department’s most senior leaders, the person will also be a
visible role model for the Civil Service leadership behaviours. These can be
found in the Civil Service Leadership Statement (available at
https://www.gov.uk/government/publications/civil-service-leadershipstatement/civil-service-leadership-statement).
4. The Person
We encourage candidates from both inside and outside the Civil Service. As
this is one of the most senior local-government facing roles in central
government, candidates will need to be able to demonstrate their credibility in
that sector. We are looking for someone who:
•
is a powerful communicator, who can operate in a complex
landscape with multiple stakeholders, achieving outcomes through
strong relationships, persuasion and influencing rather than
positional power;
•
is comfortable working in a fast-paced
considerable ambiguity, flexibility and change;
•
has the stature and personal credibility to secure the confidence of
Ministers, Senior Civil Servants and council and business leaders;
•
is a confident and empowering leader with the personal resilience to
work under sustained pressure and scrutiny;
•
is able to demonstrate some understanding of Whitehall power
structures, with the appetite and capability to transition quickly to
central government;
•
has the ability to navigate and transform the performance and
culture of large organisations with diffuse accountability.
•
sets strategic direction, based on evidence and supported by plans;
financially literate.
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environment
with
•
enjoys working collaboratively as part of a senior leadership team;
who is an inspiring and visible leader, passionate about developing
a talented, productive, diverse and engaged workforce.
•
will be strongly committed to the Civil Service values of impartiality,
honesty, integrity and objectivity.
5. Terms and conditions
This is a Senior Civil Service (SCS) role.
Salary
Starting pay will be decided on the basis of skills and experience.
For external appointments, remuneration will be circa £130,000pa plus a
bonus opportunity depending on performance (within the normal Civil Service
pay arrangements) and attractive pension.
For existing Civil Servants, the usual rules will apply to salaries on promotion
or level transfer.
Future pay awards will normally be made in line with current SCS
performance-related pay arrangements.
Eligibility
This post is advertised on level transfer or promotion to existing Civil
Servants, and externally.
Nationality
In general, only nationals from the following countries are eligible for
employment in the Civil Service: the United Kingdom, the Republic of Ireland,
the Commonwealth, the EEA, Switzerland and Turkey. There are certain very
limited exceptions and further guidance is available at:
https://www.gov.uk/government/publications/nationality-rules
Contract
This is a permanent appointment. However a fixed term appointment or
secondment arrangement will be considered. The Department welcomes
applications from people wishing to work flexibly, including those willing to job
share.
Annual leave
Direct Entrants to the Civil Service will be entitled to 25 days a year and an
increase every year by 1 day on the anniversary of their joining, until the
maximum entitlement of 30 days is reached.
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For successful candidates who are existing Civil Servants, annual leave
entitlement will be dependent on whether they are taking up the role on
promotion or level transfer, and on the date they joined the Civil Service.
All successful candidates will be entitled to an additional 9 days public and
privilege holidays.
Location
2 Marsham Street, London SW1P 4DF. Regular travel throughout the UK to
other locations will be required.
Terms of benefits
•
•
Defined Benefit Pension Scheme (a career average basis for new
recruits);
Occupational Health Services;
•
Access to Health and Wellbeing support;
•
Childcare support vouchers;
•
Leave provisions including carer’s leave, paid and additional unpaid
maternity leave, paid paternity leave, shared parental leave and paid
adoption leave.
Pension
Your pension is a valuable part of your total reward package. If you are
selected for this post you will generally be enrolled automatically into Alpha, a
career average defined benefit scheme when you start work. If you are
appointed, we will arrange to send you a pension Starter Pack including a
Pension Choices booklet. Existing Civil Servants will remain in their current
pension scheme.
More detailed information
pensions.gov.uk
can
be
obtained
from:
www.civilservice-
Security clearance
Before the appointment of the successful candidate can be confirmed, you will
be subject to a Basic Disclosure Scotland check and a Counter Terrorism
Check. In addition DCLG will need to confirm your identity, employment
history over the past three years, nationality and immigration status, and
criminal record (unspent convictions only).
Conflicts of interest
Candidates must note the requirement to declare any interests they may have
that might cause questions to be raised about their approach to the business
of the Department. They are required to declare any relevant business
interests, share holdings, positions of authority, retainers, consultancy
arrangements or other connections with commercial, public or voluntary
bodies, both for themselves and for their spouses/partners. The successful
candidate will be required to give up any conflicting interests and his/her other
business and financial interests may be published.
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Official Secrets Act
This post is covered by the Official Secrets Act.
Diversity
DCLG is committed to ensuring equality of opportunity and that all our
systems and processes are fair, open and objective. We endeavour to
promote this approach in those with whom we come into contact. We are
responsible for ensuring that the highest principles of equal opportunities
policy are put into effect.
As an equal opportunities employer we make no distinction between people
on grounds of their race, ethnic or national origin, age, religion or belief, sex,
marital status, disability, part time status or sexual orientation.
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6. How to apply
The
preferred
method
of
application
[email protected]
is
by
email
to
If you cannot apply online or have any queries about the application process,
please contact Suzannah Kwok during office hours on 07341 076398, or
alternatively e-mail ([email protected]).
Your application should include the following documentation:

A CV with educational and professional qualifications, full employment
history and current salary, in word format only. It would also be helpful to
have your preferred telephone contact number(s) and a preferred email
address for all correspondence, both of which will be used with discretion;

A supporting statement of not more than 2 pages giving evidence and
examples of your ability to meet the criteria in the role profile, in word
format only. If you have any problems with any of the potential dates set
out in the recruitment and selection process, please give details in your
supporting statement;

A statement of conflicts of interest (if applicable): if you, your spouse /
partner, dependants, business partner or associate have any business
interest or other activities which are or could be perceived as a conflict of
interest with the role, you should declare that in your supporting
statement. This may involve suspending or relinquishing stock market
activity;

Please indicate two possible referees on your CV or supporting
statement. The appointment will be subject to references, taken before
the appointment is made and in all cases with the prior consent of
candidates.

Equal opportunities monitoring form (attached below). Please note that
this form will not be treated as part of your application. The data will be
treated in the strictest confidence, and will be used for monitoring and
statistical purposes only.
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UserData2$\ GHARRIS1\ GIS.doc

If appropriate, Guaranteed Interview Scheme Declaration for people with
disabilities. Applicants with disabilities who meet the criteria, as stated in
the person specification, including the Civil Service nationality
requirement and submit a completed 'Guaranteed Interview Scheme'
form, will be guaranteed an interview.
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Resourcing Unit\ Recruitment\ SCS Recruitment\ Open Competition\ DG - Neighbourhoods 2011\ Guaranteed Interview Sch
Indicative timetable
Closing date for applications
Shortlisting meeting
Assessment,
to
include
a
leadership
assessment and staff engagement panel
Possible meeting with Greg Clark, Secretary of
State for Communities and Local Government
Panel interview
Outcome notified
12pm 29th January 2016
w/c 1st Feb 2016
w/c 15th Feb 2016
w/c 22nd Feb 2016
w/c 15th Feb 2016
w/c 22nd Feb 2016
w/c 29th Feb
w/c 7th March
Selection and Recruitment process
The selection process is chaired by a Civil Service Commissioner. The Civil
Service Commission has two key functions:

To maintain the principle of selection for appointment to the Civil Service
on merit on the basis of fair and open competition. For the most senior
posts in the Civil Service, the Commissioners discharge their
responsibilities directly by overseeing the recruitment process and
chairing the selection panel; and

To promote an understanding of the Civil Service Code which sets out the
constitutional framework in which civil servants work and the values they
are expected to uphold, and to hear and determine appeals made under
it. More detailed information can be found at the Civil Service
Commission’s website:
http://civilservicecommission.independent.gov.uk
The selection panel will comprise of:






Wanda Goldwag Civil Service Commissioner (Chair);
Melanie Dawes, DCLG Permanent Secretary;
Chris Wormald, Department for Education Permanent Secretary;
Grenville Turner, DCLG Non-Executive Director;
Mark Lloyd, Chief Executive, Local Government Association;
Christine Hewitt, DCLG, Director, People, Capability & Change
If you wish to have a confidential discussion about the post, please contact
Suzannah Kwok during office hours on 07341 076398, or alternatively e-mail
([email protected]).
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Complaints
If you consider you have grounds for a complaint you should submit this in
writing to the Appeals Officer send it to the recruitment mailbox at
[email protected], clearly marked for the attention of the
Appeals Officer.
If after you have heard from the Appeals Officer you continue to be
dissatisfied, you can follow through with a complaint to the Civil Service
Commission.
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